PEOPLE: International Journal of Social Sciences

ISSN 2454-5899

Beebeejaun-Muslum Zareen Nishaat

Volume 3 Issue 2, pp. 2053-2074
Date of Publication: 1st November 2017
DOI-https://dx.doi.org/10.20319/pijss.2017.32.20532074

ACHIEVING WORK FAMILY BALANCE (WFB) AMONG

PROFESSIONAL WORKING WOMEN IN MAURITIUS: A
QUALITATIVE STUDY
Beebeejaun-Muslum Zareen Nishaat
Department of Mauritian Studies, Mahatma Gandhi Institute, Moka, Mauritius,
[email protected]
_____________________________________________________________________________
Abstract

The role of women in Mauritius is changing rapidly mainly due to industrialisation where a
major influx of women were been absorbed by the Export Processing Zone (EPZ) sector during
the 1980s. Although Mauritian women were primarily recruited for cheap labour, their
employment gave them a certain degree of professional and social freedom. These women are
now more present in the professional world due to their high qualifications and performance at
work. However, while they are spending longer hours outside the home, their domestic
responsibilities have not lessened. In Mauritius, given the nature of its patriarchal society, it is
widely accepted that women should play an active role in the professional world while still
handling family matters without jeopardising the family equilibrium. This qualitative study aims
at understanding how women juggle, to face both professional and personal lives. Fifteen in-
depth semi-interviews were conducted among women academics in different tertiary institutions
around Mauritius and the data was analysed thematically. Findings showed that the most
common challenges faced by working women are stress and fatigue, low support systems, time
management issues, childcare issue, and their work schedule. Professional women feel burdened

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PEOPLE: International Journal of Social Sciences
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by coincident demands of their career aspirations and the traditional way of life. The study can
help in reducing Work Family Balance (WFB) among women professionals.

Keywords:

Women academics, Work Family Balance (WFB), patriarchal society, career aspirations.

____________________________________________________________________________

1. Introduction
Mauritius has seen huge changes during the past few decades in the socio-economic
environment and in recent decades, there has been an increasing number of women entering the
labour market. The modern trend has led to the effect of work-alcoholism. As dual-earner
couples spend much time at work, children today receive little parental attention and less support
in their development.
The last twenty years have been etched by salient changes in the world of work and
family nature (Bhowon, 2013). The setting up of the EPZ in the 1970s, has led to changes in the
structures and roles of the family with women raising from housewives to nation builders
(Bhowon et al., 2008). Nowadays, the dual-earner family has replaced the traditional family.
Working single mothers have also emerged (Paulin and Lee, 2002). For millions of employees
across the globe, juggling the two spheres is part of their daily life (Karimi et al., 2012). In male-
dominated societies like Mauritius, working mothers have to struggle to find a balance between
their career and their family roles. This study focuses on women academics and their work
family balance/conflict.
The academic profession in particular, is very demanding and inflicts lot of pressures.
Being a woman academic raises multiple challenges in the work and family domains. They have
to work long hours at the expense of their family life. They often lack social support at the
workplace and within the family. Similarly, multiple consequences may occur such as stress,
burnout, mood disorder, sleep disorder, and depression. Some women even get indulged into
substance abuse like coffee, tobacco and sleeping pills, which may negatively affect their health
and wellbeing.

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Moreover, the extended family type has decreased while the cost of a nursery is
expensive. Most of the universities in Mauritius still lack adequate childcare facilities and
suitable Flexible-Work Arrangements (FWAs) to support working mothers, in such a way, they
often have difficulties to climb the organisational hierarchy. The lack of support in balancing
work and family, affects the female academics workforce and leads to high absenteeism, labour
turnover, low performance, job satisfaction and motivation. These may consequently impede
their career progression and the institutions as well.
The Mauritian government is probing to improve the lives of Mauritian families where
men and women are finding themselves fighting new challenges to reconcile work and family
accountabilities, with globalisation being the major related-factor. In many circumstances,
people have to choose between career and family. A press conference was held in October 2016
in order to recall about the emergence of work-family balance (Republic of Mauritius, 2016).
They have decreed that a Balancing work and family life programme will be launched to help
male and female employees in both public and private sectors in their efforts to achieve WFB.
Adherence to the WFB programme will encourage public and private organisations to foster a
family-friendly work environment for their employees. Ramgutty-Wong added that the
programme will also be beneficial to organisations in producing healthier human resources.
According to Ramgutty-Wong et al. (2013), many employees are not aware of the existence of
WLB which is still considered unclear to them.
The main ground for this study is to examine the balance between work and family
among professional working mothers in Mauritius. It mainly aims at studying the challenges
women academics experience and the coping strategies they adopt with reference to work-family
balance. The specific objectives are
To understand the awareness of WFB among women academics in Mauritius
To look into the challenges women academics face in balancing work and family roles
To examine the coping strategies adopted by women academics to manage work and
family roles.

Fifteen in-depth semi-interviews were conducted among women academics in different tertiary
institutions around Mauritius and the data was analysed thematically. Findings showed that the
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most common challenges faced by working women are stress and fatigue, low support systems,
time management issues, childcare issue, and their work schedule.
1.1 Tertiary education sector in Mauritius

The tertiary education in Mauritius has seen major changes since its independence in
1968, when only the University of Mauritius existed. The Tertiary Education Commission (TEC)
is responsible to regulate, plan, and foster the development of both private and public tertiary
education and to guarantee quality education. The number of institutions in this sector went up
from 70 in 2011 to 77 in 2012 (TEC, 2014) where private institutions climbed from 59 to 67.
Moreover, public institutions are funded by the state whereas private ones are affiliated with
international bodies. They offer different types of programmes ranging from sub-degree to
postgraduate in various disciplines. Mauritius student population has increased from 17000 in
2000 to over 50000 in 2014 (Reisz, 2016).

2. Overview of Women in The Academic Profession

Women academics is chosen in this study because they work in a highly competitive
male-dominated society. The academic profession is very demanding and inflict lot of pressures.
Being a woman academic raises multiple challenges in the work and family domains and they
have to work long hours at the expense of their family life.
Akinsanya (2012, p.137) defines an academic as someone who does teaching or carry
research at a college or university. Women have a high workforce in education sector, mostly in
nursery, primary and secondary. Thanacoody et al. (2006) revealed that there is no public
comparative statistics which are available across all of the Mauritian universities. Women
lecturers are numerous in many disciplines and departments in several faculties, however, they
are underrepresented at the highest level all over the world. She noted that women Deans and
Professors are few and women Vice-Chancellors are seldom. In UK, Australia and USA, there is
a smaller number of women academics as senior lecturers and professors than as lecturers. Only
3.5% of women in 1999 were senior lecturers and above. In studies carried out by Nasir (2001)
and Yolonfoun (2003), women lecturers as compared to their male counterparts are normally
considered as less knowledgeable and by the same time have to work harder to achieve a position

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of authority. Nonetheless, women in academia face the challenge of career progression as they
have to combine work and family responsibilities (Ismail et al., 2004).
Work-family balance originated in America in 1986 (Yadav and Rani, 2015) because
employees chose to work hard dont play at the expense of their personal, social and family
lives. To Pronk (2005), work-family balance is a subset of work-life balance (p.34). However,
there is no exact definition of WFB. Clark (2000) defines WFB as the satisfaction and good
functioning at work and at home with a minimum of role conflict (p.15). To Hill et al. (2001),
WFB is the degree to which an individual can simultaneously balance temporal, emotional, and
behavioural demands of both work and family duties. From the standpoint of Osoian et al.
(2011), balance does not mean allotting an equal amount of time and energy to the two
domains, but rather a satisfactory level of involvement in them. WFB is one of the essential
issues that matter to human resource development as the two domains are interdependent and
strongly influence each other.
Moreover, Greenhaus et al. (2003) noted that there are three components of WFB: time
balance, psychological involvement balance, satisfaction balance. Time balance refers to equal
time being given to both work and family roles; psychological involvement balance refers to
equal psychological efforts in both domains; whereas satisfaction balance refers to equal
satisfaction level in both roles. Work-family balance matters remain a core issue, because the
absence of a balance can result in work-family conflict (Noor, 2002). To be able to understand
WFB, work-family conflict is a prerequisite.
Halperns (2005) and Greenhaus et al.s (2003) research has underlined that WFB
enhances employees well-being and is a cornerstone to keep a society functional and healthy.
To Shiva (2013), it is crucial for working women to have a WFB. Barnett and Hyde (2001)
stated that being involved in several roles prohibit the effects of negative experiences on
individuals work or family life. Arif and Farooqi (2014) describe job satisfaction as the extent to
which an individual is satisfied with his/her job. Encouraging employees towards a WFB
increases their work satisfaction. Also, a satisfied workforce extends the security of organisations
through job performance. Work Family Balance is associated to happier life, happy marriage and
family satisfaction, where employees enjoy superior relation with their spouse and children.

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However, when there is low involvement or little satisfaction in their combined roles,
relationship between WFB and quality of life diminishes.

3. Challenges encountered by women academics:

3.1 Time management issue
St Amour et al. (2007) resonate that time management is made more difficult when
demands are imposed from both family and work domains, therefore resulting in time conflict.
Ogbogu (2013) supports that the time divided by women academics between the two roles,
contributes to incompatibility. The academic profession requires huge amount of time and
energy injections. Verlander (2004) highlights that because professional women are still
responsible for domestic works and childcare, it is hard for them to devote considerable quantity
time at work for promotion or tenure. Being over-pressured in a masculinist environment, they
have to undertake a heavy workload with their family responsibilities, making it difficult to
dedicate themselves to their female colleagues, and are often considered as uncaring about their
work environment issues. Enders (2000) argued that coordinating work at university with family
errands is difficult for women academics.
3.2 Stress and fatigue
Working mothers advanced that in their effort to balance work and family roles, physical
stress arises (Rendon, 2016). In Rendons study (2016), findings revealed that working mothers
were often tired and had little or no times for themselves if they are able to complete all of their
responsibilities. It is coined that work stress can interfere with home life. Adeoye (1992) and
Durosaro (1995) found that the twin role of women academics, as homemaker and professional,
is a source of stress. The fact that they have to attend childcare and house chores after work,
results into fatigue (Akinsanya, 2012). Expectations such as meeting deadlines and a pile of
script markings together with homework pressures are hectic to female academics. Furthermore,
Jonathan and Stone (1989) expressed that female lecturers working under pressure, face
continuous stress, fatigue and exhaustion. The outcomes have serious consequences on their
personal, mental, physical and psychological health, which may make them seem unbearable to
their surroundings at work or within the family.

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3.3 Lack of support systems

The lack of supportive networks is also another challenge for women academics with
regards to WFB. The lack of social support can drive to WFC experiences. There is no longer a
solid support among the family since numbers of women are now working. Hattar-Pollara et al.
(2003) acknowledge that working women need to count on themselves to manage their manifold
responsibilities. Moreover, Evertsson and Nermo (2004) accentuate that working women in their
effort to support their family financially, do not get same support from their spouses in
performing domestic works. Bond et al. (1998) reported that time spent on house chores and
childcare continues to differ between men and women. Levitan and Belous (1981) advanced that
work-sharing received from extended family members has become very rare. In fact, women in
paid work still undertake the bulk of role of caregiver as well as the family management.
Similarly, Verlander (2004) added that there is rare availability of onsite day care and that job-
sharing or creative scheduling has become hardly common.
3.4 Inflexibility in work schedule
Work schedule is a major challenge for working women (Rendon, 2016). Akinsanya
(2012) pointed out that teaching in the university itself is a job holding a very high-pressure,
such as, the publish-or-perish syndrome, teaching and research work load, participating in
conferences, seminars and workshops. Such pressures render the life of women academics more
difficult in balancing their home life. Ogbogu (2013) noted that faculty members work an
average of 50 hours per week. They are required to work intensively and under unusual work
schedules (Burke and El-Kot, 2009). Hogan and Hogan (2015) posited that women academics
often engage in long hours of work due to increasing number of students pursuing further
studies. Research suggests that the working hours of women academics may clash with their
family duties (Hogan and Hogan, 2015) and may interrupt their family life (Rendon, 2016). In
Ogbogus study (2013), 42% of women academics revealed that an overcharged work schedule
leads to WFC.
3.5 Dependent care issues
Another issue faced by new mothers is whether, and how, to continue breastfeeding when
they return to work (Verlander, 2004). Childcare still impedes more on womens careers

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(Gokulsing and Tandrayen-Ragoobur, 2014). The academic mother needs to face new challenges
after going back to work after maternity and carry great pressures on her to pursue her career
(Delina and Raya, 2013). Seeking for consistent and competent childcare for its quality and
trustworthiness, is one of the most crucial jobs in preparing the mothers return to work
(Verlander, 2004). Unexpected sickness of children is a calamity that can be difficult to handle
and there often requires to use and avail for unpaid leave and unexpected absences from work
(Poduval and Poduval, 2009). It can necessitate her to take more than available leave options,
and job security can be at risk. This is especially true in cases where the child is one with special
needs (Thyen et al., 1999). One of the numerous family demands that most struggle with be after
school time parental duties (Poduval and Poduval, 2009). This also covers that working women
have to take care of their elderly parents, especially when they are sick and need attention
(Barnett and Gareis, 2006).
3.6 The negative impact of work demand on family life
Ramgutty-Wong et al. (2013) highlighted that there is a pressing need to move our attention
beyond the impact that family demands could have on work-life, to the impact of work demands
on family life. Mothers' increasing labour market participation is seen as having far-reaching
effects on family relationships (Reynolds et al., 2003). Life at work seems so difficult for
working women (Delina and Raya, 2013) due to long working hours in paid jobs that reduce the
amount of time available for family activities and to maintain family relationships (Voydanoff,
2004).Too often, the changing work patterns of women are confused with causing deterioration
of family life (Levitan and Belous, 1981). In Rendons (2016) study of work-family balance, it
was observed that working mothers reported having a hard time getting out of their mode of
work once they were home, and this concluded having a negative impact on the interaction with
their children.
More so, and as argued by Loder (2005), womens efforts to perform multiple roles of
professionals, mothers, wives, and caretakers are always very conflicting. Women who resume
work after a few months are torn between career ambitions and natural childrearing instincts that
even in households where grandparents, relatives or babysitters attend to the child, a working
mother still feels ridden with guilt (Poduval and Poduval, 2009). The presence of women in the

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work force initially raised concerns about, among other things, the impact of the non-attendance
of mothers on childrens development (St Amour et al., 2007). It gives rise to a sense of failure
of responsibility that arises when they lack control over the demands made on them from
different spheres of life (Kumari, 2014).
Mothers had some problems switching off bad work feelings and husbands felt their partner
lacked time for being a couple and paying attention to their children (Reynolds et al., 2009). A
high degree of tension between family life and professional responsibilities decreases marital
harmony (St Amour et al., 2007). Others, in contrast, react to family-work/work-family conflict
by becoming depressed and channel angry behaviour toward their partner (McEwen and Barling,
1994). People in difficult work situations are more hostile toward their spouse, show less warmth
toward the latter and are less able to offer them support (Matthews et al., 1996).
3.7 Coping strategies adopted by women academics
Coping strategies are defined by Taylor (1998) as the specific efforts people use in order
to manage, tolerate or reduce stressful events. Lo et al. (2003) classified coping strategies into
three types, based on Halls (1972) typology, namely: Structural role redefinition, personal role
redefinition and reactive role behaviour.
3.7.1 Structural role redefinition (Type 1)
Structural role redefinition is changing the structure of ones imposed expectations (Lo et
al., 2003). Mutual agreement will be made by communicating with the role senders and by
negotiating a new set of expectations. Lo et al. (2003) acknowledged in their study that working
women used type 1 coping strategy. Trying to reduce the amount of work brought at home so
that they can communicate with their children is one example (Aziz et al., 2016). However, not
meeting all work demands may reduce their career expectation. Moreover, Type 1 coping
strategy includes job changes, for example, arranging ones working hours by leaving regularly
at 5:30 p.m. instead of 7:30 p.m. to save time for the family. Adjusting role tasks, such as, asking
husbands to wash dishes, also apply to this concept (Lo et al., 2003). Subsequently, to Aziz et al.
(2016), domestic role-relation stress can be managed through cognitive negotiation which can
resolve conflict.
3.7.2 Personal role redefinition (Type 2)

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Personal role redefinition involves changing ones role expectation rather than changing
the expectations themselves (Lo et al., 2003). The women try to change the perceived role by
seeing their own behaviour or the external expectation in a different way (Ahmad, 1995). Lo et
al. (2003) stated in her research that most women adopted type 2 strategy to cope with conflict
between work and family by employing a domestic helper. Due to time and energy constraints, a
domestic helper can help eliminate a lot of the household and childcare pressures on them (Aziz
et al., 2016). Moreover, satisfaction with child-care arrangements has an important influence on
career satisfaction of working women (Rosin and Korabik, 1990). Relatives and tutors are other
sources of help (Lo et al., 2003). Some hire tutors to help children with homework. Sometimes,
women have to put lower expectation on children to help them cope. Research has shown that
support from others is an effective coping strategy (Wallace, 2004). Lo et al. (2003) reported that
getting support from the husband and discussing work-family problems moderate parental
demands on the wife, such as, his willingness to offer time and energy in childcare and homecare
responsibilities.
3.7.3 Reactive role behaviour (Type 3)
In this strategy, ones role demands are inflexible and is required to find ways to meet
those demands (Lo et al., 2003). Type 3 coping strategy attempts to meet all role demands
equally through better planning and working harder (Raskin, 2006). The behaviour by this group
of women always demands more of themselves, such as giving up their sleeping hours, leisure
time, personal time and social life (Boyles and Shibata, 2009). Type 3 copers tend to try to do it
all themselves and often considered as superwomen by others. Haddon and Hede (2009)
reported that individuals engage in time management, prioritising, and goal-setting to achieve
work-life balance. In contrast, Haworth and Lewis (2005) stated that leisure can be an effective
coping strategy to maintain employees health and wellness. Leisure can be passive or active.
Passive activities can be watching movie, whereas active activities can be exercising or taking
time out (Joudrey and Wallace, 2009). Boundary management can also help employees manage
boundary between work and home (Rothbard et al., 2005). However, Senior (1983) reported that
type 3 is less adaptive than the other two strategies.

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4. Methodology
The research design was exploratory as it was found best suited to examine the work and
family experiences of participants. The qualitative method was used to collect data for this study
since the information obtained through this research technique are more elaborated or in full
details which is very helpful to gather concrete information. The qualitative method is very
helpful as a research tool as it helps to understand more of the social behaviour and it encourages
more social interaction while conducting the research. Semi-structured interview was the most
suitable approach to collect data for this study. The purpose of using semi-structured interview
was to obtain more in-depth information. A list of interview questions consisting of mainly open-
ended questions were prepared which served as a guided questionnaire to facilitate the task of the
interviewer.
A pilot study was conducted to review the interview questions to evaluate their
effectiveness. The participant for the pilot study consisted of an academic who works at the
University of Mauritius. The data is not part of the work reported here.
The sample of 15 semi-structured interviews varied in length and were about two to three
hours long. The criterion for this study was that their participants had to be an academic women
preferably a mother, working in either a public or private university in Mauritius.
Five universities were selected namely Charles Telfair Institute (CTI), Middlesex
University University of Mauritius (UOM), University of Technology (UTM) and the Open
University of Mauritius (OUM) for the purpose of the study due to availability of their staff.
All the interviews were conducted at a time convenient for the respondents. The
interviews were conducted in a private room where only the participant and the researcher were
present. The respondents signed the informed consent and were assured of confidentiality. The
collected data was analysed thematically.

5. Findings
Results have shown that participants have no exact but different notions of Work Family
Balance.

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It has been found in the results that female academics considered WFB as important as
their career and family responsibilities. However, participants viewed WFB on a personal point
of view without giving any responsiveness to how this could benefit their workplace, their
workmates, and family life.
5.1 Time management issue
The study revealed that time management issue is one of the challenges which is faced by
working women in the academic profession due to time conflicts between their work and family
duties. Work schedule, workload, unexpected events, childcare and family constraints are
responsible for time management issue among working women. Research has proven that time
management issue is the result of irregular planning. Evidence shows that married working
women remain responsible for more than half of the domestic tasks than their husbands and they
have less time to invest in their children.
Respondent Tina stated that sometimes it is difficult for her to have a good time
management between her work and her family life, therefore she stated:
As far as possible, I try to reach the office on time but this is not always possible, especially if
my child gets up before I leave the house.
Another Respondent agreed that planning does not always work properly. She stated that
when she arrives at home, she does not spend time with her child as she is very tired after having
carried out domestic tasks.
5.2 Stress and fatigue
The study showed that stress and fatigue is a major challenge almost all women academic
faced in their achievement to devote equal time to their paid work and family duties. Stress and
fatigue is a real challenge for these professionals as they have to sacrifice themselves at their
own expense, which is consistent with a study conducted by Rendon (2016).
One respondent Anna stated,
Sometimes, it is stressful. Sometimes, I get sick easily. I feel tired and I have to take medicines
to be able to reconcile work with home. I am always nervous when I have to go to work.
Sheena declared:
Im constantly tired, I feel unable to achieve some goals set at work and home.

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5.3 Lack of support systems

Analysis revealed that women academics from the five universities agreed that they have
difficulty in balancing their professional and family demands due to the lack of support system
which limits them to their own struggle. The study highlighted that lack of social support exists
within the family unit and at the workplace. The lack of family support such as insufficient
support from husbands, parents or relatives, in terms of childcare and domestic work, have
clearly demonstrated to be a challenge for married working women. Moreover, results showed
that there is very little support that universities offer to their female employees with children.
Flexible Work Arrangements are limited in some universities as the participants
complained. The researcher has also found that there is no child care support for working
mothers at their workplace, except at CTI.
I do not receive much help at home but I would expect more support in terms of equality in
sharing household tasks as well as emotional support.
Moreover, Dina stressed: little help do I receive in terms of childcare support since the child is
left alone mainly during school holidays.
I wish I had flexibility in where and when I work, as long as I deliver my work according to
deadlines and quality standards. My children are grown, but still, they have to fend for
themselves when I am at work.

5.4 Work schedule

The study exposed that work schedule is very challenging for women academics as they
endure work intensity and long working hours at work. This is supported by Burke and El-Kot
(2009) who stated that working women are required to work intensively and under non-typical
work schedules.
Excessive work time has long been seen as the major culprit affecting work-family
balance (Pleck et al., 1980).
At my place of work there is no flexibility, so there are many long working hours to get
everything done.
Paula added: In the evening I try to leave the office before 17:00, but depending on my
workload, I cannot always leave on time. She also mentioned that she resumed work
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immediately after her maternity leave, she found it difficult to complete all tasks in time as she
had to leave on time.
5.5 Dependent care issues
The study showed that women academics face difficulty in combining their work and
family roles due to childcare and elderly care responsibilities that are considered their primary
duties. Evidence showed that in Mauritius, women are typically responsible for childcare and
assume more family responsibilities than men.
Results showed that women academics have huge work commitments that they do not
have enough time and energy to spend with their children and their education due to fatigue and
burnout after work. It was also confirmed that working mothers feel guilty when they commit
more time to their work than to their children.
No time together to play and going out with my daughter. The child feels sad as she
misses her parents. My daughter doesnt see me all day long as I work long hours.
Unexpected circumstances occur in the morning before coming to the university such as
elderly parents getting sick and have to take them to hospital/clinic. I am usually the one to take
care of my mother as she is sick and have often to absent from work.
5.6 Negative impacts of work demand on family life
The current study reported that 68% of the working women found that their work demand
negatively affects their family life due to stress and burnout as the two major stimuli to family
conflict. They reflected that their work is too demanding and eats up their time because of long
hours of work, work intensity and on top of that, they have to bring incomplete work at home.
Firoza mentionned: Im generally physically worn out, and sometimes I want to be
alone. I dont want to play with my children. Sometimes I place anger upon my children and
husband, and I know how bad it is. Being physically unfit also results in health issue. I need to
go on medical treatment and this places a burden on my family relationship.
They also reported not having enough time to spend on their childrens education which,
however, might be detrimental to childrens development, such as P12 asserted: The impact on
my family life is that I do not have enough time to spend with family and not enough time to

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guide children properly in their education, giving rise to a sense of irresponsibility towards their
family role.
5.7 Coping strategies adopted by Women Academics
The current study revealed that there are three types of coping strategies namely
structural role redefinition, personal role redefinition and reactive role behaviour that were used
by women academics in their pursuit towards work-family balance.
Results showed that structural role redefinition coping strategy is helpful to working
women in which changing the role on their work, helps them to adjust their time on their
professional life and to avoid work interference with family life.
Once at work, I follow my schedule so that I can complete my work and have less to
bring home in order to spend time with my family.
I make my best to finish my work duties as soon as possible so that I can save time to
spend on housework and family-for ex: play with my kid, have religious meeting.
If there is a family emergency, I am free to go. They understand things like PTA
meetings, parents having to collect results of their children and open days at schools etc. There
is a sharing culture at work where people know family circumstances of almost everyone and
this helps promote flexibility.
Moreover, the study also showed that personal role redefinition is the second type of
coping strategy and the second most recurrently adopted strategy by the women academics in
their quest to balance their multiple roles.
Results showed that hiring a domestic helper such as a maid benefits the working
women as this reduces the domestic burden and extra fatigue associated to their paid work. Thus,
it enables them to save more time and energy on time on their priorities.
The reactive role behaviour is another coping strategy adopted by women academics. It
was proclaimed that this coping strategy helps working women to encounter their work and
family errands equally in which all role expectations should be met. One form of this coping
strategy is behavioural strategies. Results stated that women engaged in better planning,
scheduling, and organising to balance their role activities. In addition, evidence showed that

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PEOPLE: International Journal of Social Sciences
ISSN 2454-5899

leisure activities be it active or passive, are crucial to the wellbeing of mothers at work. These
help them to stay fit so that they can achieve satisfaction both at professional and family levels.
5.8 Reactive role behaviour
Moreover, results have displayed that women academics also used reactive role
behaviour, which is also called relative role redefinition as a coping strategy to find ways to meet
their work and family demands equally; the demands of being a worker, a wife and a mother.
The respondents revealed that they attempt to meet their role demands through better
planning, such as, P14 shared: I rely on my own planning, time management and rely on
husband to meet demands at work and home. P17 also expressed: A planning helps to manage
my time between professional life and family life. My work schedule serves me as a good guide to
meet deadlines.

6. Conclusion
This study has exposed valuable evidence regarding the work-family policies in
Mauritius and an overview of women academics in the Mauritian education sector. Results have
shown that the professionals have different understandings of WFB. The study revealed that the
most common challenges faced by working women are stress and fatigue, low support systems,
time management issues, childcare issue, and their work schedule. Professional women feel
burdened by coincident demands of their career aspirations and the traditional way of life.
Therefore, the study approached the importance of Work-Family Balance to working parents in
helping to maintain a healthy lifestyle as well as job and family satisfactions. It also partakes the
social life of working individuals.
In addition for the working women to avoid conflicts between work and family spheres,
and more importantly to be able to balance these two roles, they adopted three types of coping
strategies, which Hall (1972) called structural role redefinition, personal role redefinition and
reactive role behaviour respectively. It is important to notice that childcare and household chores
still rest on the primary responsibilities of working women and that their career are considered as
their secondary role though they are financially contributing in the household. Results reported
that the working women spend more time on house chores than their husbands, and harder it is
for the single mothers. However, some participants claimed that they receive support from their
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PEOPLE: International Journal of Social Sciences
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spouses in the home. This can therefore, accept the fact the gender perception of men have
changed in Mauritius although we are still living in a patriarchal society.
6.1 Recommendations
Following the constraints found in the study with regards to work-family balance among
working women, it would be mostly recommended to open NGOs that treat matters about Work-
family conflicts and that encourage WFB.
In addition, it was reported that there is a lack of FWAs in universities in Mauritius,
therefore employers should take steps to implement more FWAs to support women academics in
achieving success both in their professional life and family life. One option is to create an on-site
crche and pre-school facility at a reduced rate for staff as well as day care beneficial during
school holidays. In consequence, children will not be left alone during holidays.

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