Scholarly Research Journal for Interdisciplinary Studies,

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IMPACT OF WORK LIFE BALANCE ON WOMEN EMPLOYEE PERFORMANCE

IN SELECTED GOVERNMENT OFFICES OF NANDED CITY: A CASE STUDY

Mrs. Yelgulwar Vijaya Hanmantrao1 & P. T. Pawar2, Ph. D.

1
(Research Student), Shivaji Mahavidyalaya, Renapur
2
(Research Supervisor), Department of Commerce, Shivaji Mahavidyalaya, Renapur

Abstract

There is dire need of the day to find out the proper balance between the work and life. Proper
working condition play very important role in balancing the work life balance. In highly competitive
world it felt necessary to find out the elements to create the obstacle in work and life. This paper is
aimed to understand the impact of work life balance on women’s performance.
Keywords: Work life balance, working condition, obstacles, work family balance, work life over, work
life conflict.

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Introduction: - Genesis of work-life Balance: - The specific expression ``Work-Family

Balance’’ was first used in UK in late 1970 to define an individual’s stability between work
life and personal life. Over the past years there was a change in terminology from work-
family balance to present work-life balance, which acknowledges that - besides family;
people are occupied with multiple roles in their personal and professional life to fulfill varied
goals. The revised term “work-life balance” (WLB) till date remains to be inconsistently
defined. Kalliath and Brough (2008) in this connections, has mentioned that, “despite the
contradiction in the definition, a large part of literature has defined work-life balance as being
either the absence of work-life conflict or work-life over”. This is predominantly influenced
with less defined role with the genders creating the opportunity for more work-life spill over.
Work and life are not separate entities. Work is part of life and in fact two thirds of
the day hours of life are work. Work-life balance is not a program; rather it is a philosophy
that is infused throughout the organization. The change in the pattern of work and the
concept of the “ideal home” in which the earning members spouse took care of the home.
Work-life balance is about people having a measure of control over when, where and how
they work. It is achieved when an `individual’s right to a fulfilled life inside and outside paid
work is accepted and respected as the norm, to the mutual benefits of the individual, business

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and society. In day to day life it’s the work which occupies the major time which result in
negligence of other important things of our life. There is no denial that one cannot survive
without work because this is what ultimately gives the money which is the source of
everyone’s survival but along with work other things are also necessary. With increasing
demands and pressure of work, conflicts between work and personal roles seem to be
increasing. Changed demographics of the workforce have been the primary force for the
increased focus on family- work issues.
Review of literature:-
1. G. Delina & R. Prabhakara Raya, (2013):- In the article entitle “A Study on Work-Life
Balance in Working Women” researcher studied the prevalence of work-life balance
problem among the married working women. Women work involvement and family
responsibilities affect married working women’s. Author suggested working women
across their demographic characteristics such as age group, number of children and author
output affect of work-life balance on the quality of life of married working women and
difficulties of women are multi-dimensional as evident from the literature reviewed.
2. J. Sudha & .P. Karthikeyan.(2014):- In the article entitles “ Work Life Balance of
Women Employee” have examined women work life balance is very critical and conflict
condition handling very well. Women work life balance is every time changes in role
work because women handle whole family, children and every person in the family
member care these women. Women work life balance is very stressful not a peacefully
life. This paper overview of the various challenges and issues faced by women employees
to achieve work-life balance.
3. Mrs. V. R. Mehta, (2012):- IN the article entitles “A Study of Work Life Balance
among Women Employees in Service Sector” Researcher identify the determinants of
work life balance of women employee. Researcher very deeply studied to find the current
policies by the organizations to facilitate work life balance and identify the perception of
women employees towards benefits and challenges towards work life balance. So
researcher recommended suggests ways for improving work life balance of women
employee.

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 Mrs. Yelgulwar Vijaya Hanmantrao & Dr. P. T. Pawar
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Some Definitions of Work-Life Balance:-

According to Mr. Hakanen et al. 2006):- “Work –life balance is a term that is always used
in context of employees in general, but now a day’s teachers are found to be overburdened
due to their academic work load and career issues”
According to Kalliath & Brough (2008):- “Work-life balance is the individual perception
that work and non-work activities are compatible and promote growth in accordance with an
individual’s current life priorities”
Effective phrases for Performance Appraisals:-
1) Achievement:- Incorporate this in to phrase, such as “achieves optimal levels of
performance with/for…”
2) Creativity:- Appreciating employees creative side can make for happier, more motivated
staff. In a performance review try “seeks creative alternatives”, followed by specific
examples and result.
3) Improvement:- Employees like hearing that they are importing and that it’s being noticed
“continuous to grow and improve and is continuously planning for improvement” are two
constructive phrases to use in a performance review.
4) Communication Skills:- Phrases like “effectively communicates expectations, “or excels
in facilitating group discussion” go a long way with an employee.
5) Management Ability:- Having Leadership skills and the ability to manage other is key for
employee success.
Statement of the Problem:- Major Parts of Indian women are allowed to work; still they
face some problem in work-place and family. The problem faced in their work place are
Indian working do not get the respect from their male colleagues in the workplace. In case of
married working women is they are not allowed by family members to go for office tour.
Gender discrimination is another problem faced by women in case of pay. Even women
professional are in high position in their office, they have to return from office in correct
time, cook, clean and look after their family affairs. This makes them more stress and leads
to some health problem. Another most difficult problem faced by working women who have
small children is they forced to leave their child in daycare or in hands maid on whom they
have little faith. This creates more tension in them and less concentrate on their work.
Although working women hired maid to do their household work they have to give more pay.
Working women are not able to attend family function due to lack of leave and also not able

Copyright © 2017, Scholarly Research Journal for Interdisciplinary Studies

 Mrs. Yelgulwar Vijaya Hanmantrao & Dr. P. T. Pawar
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to give proper care to family members. This research is to find out more challenges faced by
working women.
Objectives of the Research Study:- The main objectives of study are as follow:
1. Examine the effect of work life balance on work performance and attitude of
women’s.
Hypothesis of the Research Study: - Hypothesis of study is as follow:
1. H0 2: work-life balance does not affect the performance and attitude of women.
Limitations of the Research Study:-
Sample size taken in to consideration is only 150, Only married employees in government as
work life imbalance can be a problem with work, work support and work expectations and
Research was carried in single city – Nanded.
Source of Data Collection:- The required data for the purpose of research were collected
from primary as well as secondary source of information. The detail source of data collection
is given below.
Phase I: - Primary Source:- Required and necessary information were collected from the
respondents visiting in person scattered in various selected government offices across a
Nanded city. For the collection of primary data from the respondent separate questionnaire
has been design and distrusted among the respondent and requested them to provide exact
and correct information. Primary information also were collected by observation and
conducting short interview, interaction and through dialogue
Phase II:- Secondary data:- The required information for the research work were collected
from various secondary source of data collection like research paper, research articles, books,
research journals, news papers, government record of reports, review of literature and
extensive use of various web sites.
Universe/Population of Study:- for this research work on Nanded city as a whole consider
as universe. There are so many state and centre government offices located in Nanded city.
But selected government offices have been selected for this research work.
Table No.1. The lists of Selected Government Offices are as follows:-
Sr. No. Office Name Total Sample Percentage
1 Post Office 09 08 88.88 %
2 Z.P. Office 58 18 31.03 %
3 Collector Office 34 19 55.88 %
4 S. P. Office 260 49 18.84 %
5 NWMC 29 20 68.96 %
6 Tahasil, Panchayat Office 56 16 28.57 %
7 S.R.T.M.University Nanded 42 20 48.78 %
Total 488 150 30.73 %

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 Mrs. Yelgulwar Vijaya Hanmantrao & Dr. P. T. Pawar
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 Sampling Unit:- In order to get the correct response from the respondent the researcher
has define the sampling unit such as married women’s working in selected government
offices in Nanded city.
 Sampling Frame:- for the purpose of survey list of all married women’s working in
selected government offices has been prepared.
 Sample Size:- There is 488 married women’s working in selected as sample government
offices, out of which 150 women’s has been selected for this research study.
Methods of Sampling:
 Selection of Government Offices:- Due to unavailability the list of all government
offices of Nanded city, hence purposive sampling methods of non-probability sampling
method has been used selected. Purposefully one central government, one autonomous
government office and five state government offices have been selected.
 Selection of Women:- Researcher must use systematic random sampling method for the
selection of working women’s, but due to causal leaves, medical leaves, special leaves,
and other leaves researcher is not able to contact the selected women’s which is selected
through systematic sampling method. Researcher feces difficulties in gathering data for
research study. After three to four visit researcher could not gather data hence at last
researcher has decided to choose convent sampling method for collection of required data
for the research data.
 Sample size:- contently 150 working women’s has been selected for this research work
 Response Rate:- The researcher distributed questionnaire to the 160 working women in
selected government offices but only 150 despondent has been given response to the
questionnaires. Hence the response rate is 93.75%.
 Contact Method:- Researcher used direct method of contact for survey to avoid the
sample error and statistical error. Researcher meet respondent personally to get first hand
information for the research work.
 Data Processing:- A number of tables to be prepared to bring out the main characteristic
of the collecting data, Inferences to be drawn from the data.
 Statistical Tools Used:- Chi-Square test, Total Waited Measure, Average, Ranking test,
Top box scoring has been used of data analysis & testing of hypothesis.

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 Mrs. Yelgulwar Vijaya Hanmantrao & Dr. P. T. Pawar
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Table No.2. Table Effect of Work Life Balance on Work Performance

Sr. Options SA A (%) N (%) DA SDA Tota TW Ran
(%) (%) (%) l M k
(%)
1 I often finish my work 61 44 25 14 06 150 590 I
without pending (40.66 (29.33 (16.66 (9.33) (04)
) ) )
2 I prepare work plan to 63 32 29 16 10 150 572 IV
fulfill my work (42) (21.33 (19.33 (10.66) (6.66
commitment ) ) )
3 I am ready to take many 45 34 36 16 19 150 520 VI
task without stress (30) (22.66 (24) (10.66) (12.6
) 6)
4 I perform my work 60 39 26 15 10 150 574 III
without any delay (40) (26) (17.33 (10) (6.66
) )
5 My work-life balance 51 37 18 30 14 150 501 VII
increase performance (34) (24.66 (12) (20) (9.33
) )
6 My Work-life Balance 63 39 22 12 14 150 575 II
develop positive thinking (42) (26) (14.66 (08) (9.33
) )
7 My Work-life Balance 22 56 25 21 26 150 477 VIII
develop confidence (14.66 (37.33 (16.66 (14) (17.3
) ) ) 3)
8 My Work-life Balance 48 50 28 15 09 150 563 V
helps in motivation (32) (33.33 (18.66 (10) (06)
) )
Total 560 299 158 108 75 1200 437
(46.66 (24.91 (13.16 (09) (6.25 2
) ) ) )
Source: Field Survey

Above Table shows that, 42% women’s strongly agree that work life balance helps in
developing positive thinking, and 40.66% women’s are strongly agree that they finish his
work without pending and 40% without delay. 34% women’s strongly agree that they
increase work performance. Further it is also indicated that majority of women’s are
strongly agree that they can finish their work without stress.
Table No.3 Table Statistical Analysis
Chi Square value 21.93

Degree of freedom 7
P- value 0.0026

Copyright © 2017, Scholarly Research Journal for Interdisciplinary Studies

 Mrs. Yelgulwar Vijaya Hanmantrao & Dr. P. T. Pawar
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Statistical analysis about effect of work life balance on performance shows that, calculated
value of X2 is 21.93 which are much greater than the table value of X2 at 0.05 level for 7
degree of freedom is 14.067. Therefore, it is highly significant. Hence above stated
hypothesis is rejected. From this it is clear that there is significant effect of work life
balance on performance of working women’s.
Table No.4 Effect of Work Life Balance on Work Performance

Sr. No. Opinions No. of Responses (%)

1 Strongly Agree 560 (46.66)
2 Agree 299 (24.91)
3 Neutral 158 (13.16)
4 Disagree 108 (09)
5 Strongly Disagree 75 (6.27)
Total 150X8 1200 (100)
Above table shows the overall response towards effect of work life balance on
work performance indicates that 46.6% working women’s are strongly agree that there is
effects of work life balance on work performance.
Major Findings:
1. Research shows that, 42% women’s strongly agree that good work life balance
helps in developing positive attitude whereas bad work life balance develops
negative attitude amongst employees. Hence there is impact of work life balance
on work performance.
2. Research highlighted that, 40.66% women’s are strongly agreed conducive work
environment boost the morale of employees as a result of this they finish their
work without pending.
3. Research indicates that, 40% women’s opined that they work without delay.
4. Research reveals that, 34% women’s strongly agree that they increase work
performance.
5. Further research shows that, majority of women’s are strongly agree that they can
finish their work without stress.
Conclusion: - To conclude, this research paper has give very clear cut indications about
the impact of work life balance on women’s performance. It also identified a number of
areas where improvement could be made and policies supporting flexible working
arrangements could be further developed. Employees particularly women’s expect that

Copyright © 2017, Scholarly Research Journal for Interdisciplinary Studies

 Mrs. Yelgulwar Vijaya Hanmantrao & Dr. P. T. Pawar
(Pg. 12401-12408) 12408

organization should be empathetic towards employees’ needs by providing Work life

balance approach. It can influence employees’ choice in terms of employment. From
organization point of view, it makes good business sense to support Work life balance
approach not just to recruit & retain employees but also because employees’ feel that
Work life balance approach enables them to work better.
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