7 Zib Vol2 Issue 1 PDF

ZENITH International Journal of Business Economics & Management Research
Vol.2 Issue 1, January 2012, ISSN 2249 8826

Online available at http://zenithresearch.org.in/
A STUDY ON THE WORK LIFE BALANCE OF WOMEN EMPLOYEES

IN INFORMATION TECHNOLOGY INDUSTRY
T.S. SANTHI*; DR. K. SUNDAR**
*Research Scholar, Department of Management Studies,
SCSVMV University, Kanchipuram, Tamil Nadu.
**Associate Professor, Commerce Wing, Directorate of Distance Education,
Annamalai University, Tamil Nadu.
ABSTRACT
Digital technology has revolutionized the world as never before. In the global scenario it
undergoes transformation with undreamt rapidity. India is no exception and has witnessed an
unprecedented growth in the field of Information Technology. This sector has emerged as one of
the largest employers in the country. It is to be noted that this sector has not only created
plentiful job opportunities but has also resulted in new types of challenging careers. As this
sector gives more emphasis to knowledge alone it is non-discriminating in nature. It provides
opportunities for the educated, middle class women to build their own dreams and excel in fields,
which were earlier perceived to be male domains. Though they are not the majority, Indian
women professionals are definitely on the rise and are paving the way for future generations.
Indian women are becoming increasingly visible and successful in the professional and public
sphere. The present study explores aspects like to measure the level of satisfaction as perceived
by the women-respondent employees on the varied determinants of work life balance, to identify
the major factors that influence the work life balance among various categories of women
employees in I.T. Industry and to measure the overall work life balance of women employees
irrespective of cadres. The conclusion has been given.
KEYWORDS: Information Technology, Performance, Women Careers Opportunity, Women
Employees.
______________________________________________________________________________
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A metamorphic change is occurring all over the world with the advent of Information
Technology. Information Technology revolution not only increases the employment
opportunities and GDP of a country, but also contributes to a cultural transformation and social
revolution. The Indian women, who were mostly found in a socially acceptable employment like
teaching, nursing, banking, etc. in the last decade, are diverted now and actively participate in the
Information Technology revolution. It has become a common phenomenon that majority of the
employees, especially the knowledge workers, are working harder and longer ever before. As a
consequence, they find it difficult to achieve work life balance. This new information
technology profession with a good pay, night shifts, cultural and social change has brought work
life imbalance among the women employees in Information Technology Industry. This study is
based on an empirical investigation conducted among women employees from leading
Information Technology Companies.
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INTRODUCTION

WORK LIFE BALANCE

Worklife balance is the proper prioritizing between "work" (career and ambition) on one
hand and "life" (pleasure, leisure, family and spiritual development) on the other. Related,
though broader, terms include "lifestyle balance" and "life balance. There is a large individual
component in that meaning includes each individual's needs, experiences, and goals, define the
balance and there is not a one size which fits all solution. Also, what work-life balance does not
mean is an equal balance in units of time between work and life. Work life balance has
important consequences for employee attitudes towards their organizations as well as for the
lives of employees. A balance between work and life is supposed to exist when there is proper
functioning at work and also at home.
WORK LIFE BALANCE IN I.T. INDUSTRY PRESENT SCENARIO
Information Technology Industry is the sun rising sector where the long working hours
and work overload are typical of the IT industry, according to many human resources managers.
Though most of the IT firms have a five-day week, the workload is going up. After the 2001-02
slumps, companies that downsized did not always hire more people after business picked up.
This means that being called to work on weekends and 14-hour working days have become
synonymous with the sector. There are also long intervals between projects when many software
professionals are sent to training sessions to keep them occupied. They react to such breaks
negatively; many feel that they are not competent enough or that their potential is not adequately
used.
There is also disappointment among newcomers, especially in the Information
Technology sector. Other studies have revealed that I.T. executives suffer from deep feelings of
inferiority owing to factors such as working during nights and not really using their soft skills.
The skewed work-life balance affects their health and family life.
The world has recognized Indias competitive advantage in software services and today
India is a magnet for software clients owing to the quality of its skilled software manpower
(NASSCOM, 2010). India has gained a lot of interest as a source of software and has emerged as
a leader in the software industry. Indian firms develop software for more than three fourth of the
Fortune 500 companies and at least half of the Global 2000 corporations (NASSCOM, 2009).
The role of women has been changing substantially over the last decade and half, both inside and
outside homes. In addition to their role within households, they are now having a larger role in
the outside world also, especially in the labour market.
Though women are found in all fields, their participation in the I.T. industry is more.
Unlike other sectors, this fast growing business sector is looking for knowledge only. Hence,
they do not discriminate the gender. As a result, there is significant number of women
employees in this sector. NASSCOM Survey reveals that 38 per cent of the employees are
women.
WHY WORK LIFE IMBALANCE IN I.T. INDUSTRY
83
When compared to the manufacturing sector, I.T. Industry includes all knowledge based
activities. Both men and women are attracted by this rising sector for the lucrative pay. But this

job requires profound contribution at job environment, psychological attachment of mind and
good physical fitness. There is also a pressure to complete the task in time due to cut throat
competitions. Also they have to work for both Indian and foreign companies/clients/projects
which need different work climate, timings etc., which leads to work life imbalance in this
sector. An attempt is made in this analysis to examine the work life imbalance of the women
employees across the various categories of employment.
CHART 1 CONSTRUCTS OF QUALITY OF WORK LIFE BALANCE
Support
System
Job
Environment
Child Care
Work
Life
Balance
Relocation
REVIEW OF LITERATURE
Rice (1985) emphasized the relationship between work satisfaction and Quality of
peoples lives. He contended that work experiences and outcomes can affect a persons general
quality of life, both directly and indirectly through their effects on family interactions, leisure
activities and levels of health and energy. The study conducted by Karrir and Khurana (1996)
found significant correlations of Quality of work life of managers from three sectors of industry
viz., Public, Private and Cooperative, with some of the background variables (education
qualification, native/migrant status, income level) and with all of the motivational variables like
job satisfaction and job involvement.
Working
Hours
Benefits
84
Recreation

Being successful in the competitive market depends on the level of the satisfaction of the
workers in the establishments. The satisfaction or dissatisfaction of the workers affects the
performance of the organization. Also job satisfaction provides positive attitudes and behaviors
of the workers (Organ, 1997). New working practices and rapid technological advances are
changing the nature of many jobs (Cooper, 1999).
One of the most important factors that affect the behaviors of the workers in the
establishments is the feeling of working satisfaction, that is to say, job satisfaction. There is
growing evidence that current trends in employment conditions may be eroding levels of job
satisfaction and directly damaging the physical and mental health of employees (Kenny et al.,
2000).
Vittal (2003) observed that in order to empower women in the IT sector in the real sense,
it is necessary to investigate the social impact of IT sector on the womens community. The
author has indicated the emergence of metro-sexual men, men who are sharing the
responsibility of the family which might help women to be an active agent in the IT workforce. It
is also observed that the dropout rates of women get increased with their marriage and childbirth.
It is because childcare and housework remain womens responsibilities, irrespective of her
income, educational level or employment. This places a great burden on women and restricts
womens choices in terms of better job opportunities.
Malliga Dasgupta (2010) explored the relationship between psychosocial variables and
emotional intelligence of women employees in Information Technology Industry. The
psychosocial variables included in the study were Quality of Work Life, Work Family Role
Conflict and Perceived Happiness of female IT professionals. The sample consisted of 30 female
IT professionals of Kolkata. The findings positively correlated with Quality of Work Life and
Happiness, indicating that it contributes toward achieving higher Quality of Work Life and
greater perceived happiness and were negatively correlated with both the domains of Work
family Role Conflict, indicating that Emotional Intelligence tunes down the perception of Role
conflict and thereby reduces the stress produced by it.
OBJECTIVES OF THE STUDY

The study was undertaken with the following objectives:
1. To measure the level of satisfaction as perceived by the women respondent employees on the varied determinants of work life balance.
2. To identify the major factors that influence the work life balance among
various categories of women employees in I.T. Industry.
In the light of above literature survey it is very clear that a number of research works has
been conducted in Indian and Western context. However no research survey has been conducted
on work life balance among the women employees in Information Technology Industry.
Therefore the present study has been conducted to bridge the gap.
85
3. To measure the overall work life balance of women employees

irrespective of cadres.

METHODOLOGY
SAMPLING
The present study is confined to women employees of Information Technology Industry.
Multi-stage random sampling was adopted for the present study. As the study is confined to
Chennai city, the study is area specific. In the first phase, all the 13 companies listed in the BSEIT
Index were selected for the study. In the second stage 7 companies with a life span of more than
10 years having branches in Chennai were selected. In the final stage women employees alone
were chosen from each company. The sample size of the present study has been fixed at 350
women employees by applying appropriate sampling formula.
PERIOD OF THE STUDY
The period of the study, the reference period i.e. period of data collection, was 2010 -2011.
COLLECTION OF DATA
This study being based on survey method, primary data on the varied dimensions of work
life balance were collected through a suitably framed questionnaire. Besides the responses
received on the questionnaire, informal discussions were held with them to get insight in to
various matters connected with work life balance.
FRAMEWORK OF ANALYSIS
Data collected have been presented in tabular form and analysis has been made, using
simple percentage and mean score. Likerts five-point scale has been used to measure the
attitude and opinions of respondents to ascertain the level of work life balance on each
determinant of job satisfaction.
2. The findings may not be the same all over India, since the perceptions of
employees are likely to vary depending upon working environment and
other dimensions influencing work life balance.
RESULTS AND DISCUSSIONS
86
1. The study examines the level of work life balance on the basis of
opinions collected from entry level, middle level and higher level women
employees working in Chennai. T here is a possibility of prejudice having
entered into their perceptions.
LIMITATIONS OF THE STUDY

TABLE 1. SUPPORT SYSTEM IN THE FAMILY

Rating points of respondents
Mean
score
Total
Adequate
Moderate
Inadequate
No
Support
Support
Support
Support
Support
Entry Level
(195)
86 (44)
59 (30)
32 (16)
11 (7)
7 (3)
4.03
Middle
Level (110)
23 (21)
25 (23)
20 (18)
18 (16)
24 (22)
3.01
Higher
Level (45)
18 (40)
10 (22)
8 (18)
9 (20)
3.81
127 (36)
94 (27)
60 (17)
38 (11)
31 (9)
3.68
Category of
job
Total
(350)
Sources: Calculated from primary data, Figures in parenthesis indicates percentage.
However, respondents at the middle level could get only moderate support (mean score
3.01). It is also appalling to note that 38 per cent of middle cadre suffer from inadequate and
lack of support from the family. It is only 34 per cent of the respondents could have luxury of
87
The perception of the women employees about the level of support has been tabulated in
the table 1. Analysis of mean scores of the respondents reveals the fact that respondents of the
entry level enjoy a measure of support ranging from total to adequate support in terms of
percentage. Since most of the employees under this category are yet to start the family, they may
not require any special support from family members. Their stay with the family or stay in a
private accommodation relieves them of the drudgery of discharging familial responsibilities.
Therefore the mean score may point to a total and adequate support. Similarly employees at
higher level too can have access to near adequate support (3.81). Since most of the respondents
under this category are almost settled into their family with their children having been placed
elsewhere in the job and with the elders being with them at the advanced age, this category gets a
near moderate level of support.
Support system in the family is an important factor which contributes to the work life
balance. Presence of elders in the family to support makes the women employees comfortable at
the work place and enables them to contribute to their maximum efficiency as they are relieved
of the family burden. Premalatha (2003), in her study on work life balance, has established the
connectivity between productivity of women employees with the family support system while
analyzing the various variables which have a bearing on work life balance. In this context, the
variable support system in the family variable has been inducted into the present analysis.

support varying from total to adequate. During the course of interview with the category, it was
ascertained that they need more support from various quarters for taking care of children, elders,
housekeeping, cooking, helping the children with their studies, taking care of husband, being
taken care of during illness, child birth, child rearing, attending to the needs of the family during
the absence on deputation, transfer, assignment, etc.
TABLE 2. CHILD CARE
Mean
score
High
Adequate
Moderate
Slight
No
Care
Care
Care
Care
Care
Entry Level
(195)
45 (23)
43 (22)
38 (19)
34 (18)
35 (18)
3.15
Middle
Level (110)
18 (16)
20 (18)
18 (16)
44 (40)
10 (9)
2.93
Higher
Level (45)
12 (27)
16 (36)
12 (27)
3 (6)
2 (4)
3.73
75 (21)
79 (23)
68 (19)
81 (26)
47 (19)
3.15
Category of
job
Total
(350)
A close look at the table brings out the fact that respondents at the entry level as well as
at the higher level could give moderate amount of care to the children. As far as entry level
respondents are concerned, they may get assistance from family members during their
pregnancy, child birth and upbringing of child. Similarly the respondents at the higher level
might have crossed the mid career. The grown up children, support from elders, absence of need
to be away from work place on deputation, assignment, tour and transfer, flexible working hours,
telecommuting, etc. might free the time of executives at higher level to spend adequate time with
the family. Therefore the aforesaid two categories might find moderate time to take care of the
children. Contrarily middle level respondents suffer from want of time to attend to the needs of
the children as the mean score stands at 2.93 pointing to slight care. Having attained parenthood,
lack of support from the kith and kin, need to travel to far off places on assignments, deputation,
88
Women, especially Indian women, pay more attention to the family than their career.
The need to take care of the children while away from home is a vital factor which disturbs their
mind and diverts their attention from their office work. The provision of hygiene and
comfortable crches in the office premises will make the employees happy and comfortable. The
relief of burden of querying about their children contributes a lot to their work performance.

tour, absence of spousal support due to dislocation of spouse on transfer, deputation, tour,
passion to climb up the career ladder and the consequent mental pressure, non co-operation from
colleagues, etc., are stated to be factors hindering free flow of care to the children for the various
needs.
TABLE 3. EXTENT OF BENEFITS AWARDED BY THE COMPANY
Category
of job
(Beyond
(Upto the
Expectation) Expectation)
1
2
Mean
score
(Dis(Below
appointingly
Expectation)
Expectation)
Low)
(Reasonable
Entry
Level
(195)
78 (40)
56 (29)
33 (17)
17 (9)
11 (5)
3.89
Middle
Level
(110)
17 (15)
21 (19)
22 (20)
33 (30)
18 (16)
2.90
Higher
Level
(45)
15 (33)
13 (29)
7 (16)
8 (18)
2 (4)
3.69
110 (31)
90 (26)
62 (18)
58 (16)
31 (9)
3.55
Total
(350)
The perceptions of the employees on the benefits received have been shown in the table
3. It is evident from the table that respondents at the entry level and higher level have a positive
outlook towards the benefits awarded by the company since the mean scores of the above
categories 3.89 and 3.69 are slanting towards up to expectation in the scale while the absence
of contentment is apparent in the case of middle level employees as the mean score of 2.90 is
barely touching the reasonable expectation in the scale. The interview with the category reveals
the startling fact that rewards are not commensurate with the magnitude of efforts expended to
89
Benefits are those paid to employees in addition to their salary. It includes paid holidays,
subsidized food, maternity and paternity leave, health insurance, educational facilities for
children, etc. Existence of these benefits in an organization will boost up the morale of the
employees and creates a sense of belongingness to the organization which enhances the
productivity of the employees. (Sakthivel Rani et al. 2011) In this backdrop, the variable has
been taken for analysis.

attain the various targets. Therefore the grievances over inadequate benefits surface among the
middle level employees.
TABLE 4. ALTERNATE WORK OPTIONS
Category
of job
Mean
score
(Delighted)
(Highly
Satisfied)
(Satisfied)
(Highly
Dissatisfied)
(Very
Highly
Dissatisfied)
Entry Level
(195)
69 (35)
51 (26)
29 (15)
26 (13)
20 (10)
3.63
Middle
Level (110)
13 (12)
24 (22)
19 (17)
37 (33)
17 (15)
2.81
Higher
Level (45)
8 (18)
14 (31)
16 (36)
6 (13)
1 (2)
3.49
90 (26)
89 (25)
64 (18)
69 (20)
38 (11)
3.35
Total
(350)
A perusal of the table 4 highlights the fact that the respondents at the entry level and
higher level are highly satisfied with respect to availability of alternate work options as the mean
scores are of 3.63 and 3.49 respectively reflecting high satisfaction while the dissatisfaction is
manifest with the mean score of 2.81 among the middle level executives. A casual discussion
with this category of employees unearthed the fact that they cannot avail themselves of the
various forms of work options as their physical presence on work site is warranted to supervise
the work of employees in a team environment and they are under constant pressure to report to
their higher ups on the pace and flow of work on a hourly basis. Therefore the inability to avail
the available facility depresses the level of satisfaction on this dimension. Hence, the mean score
tends to be at 2.81.
90
The Information Technology industry is known for its extended working hours and
unusual work timings as they work for foreign clients also. This result in health hazards, stress,
cultural shock and change which has a negative impact on the family life. To overcome this
employees are given alternate work options such as flexi timings, work at home and
telecommuting to put them at ease. Thus the availability of the various options frees the
employees from the grind of the daily work to spend quality time with the family members. It is
one of the vital factors rooting out absenteeism, attrition, disloyalty, physical and mental stress,
overstretching, etc. In the light of above discussion this variable has been inducted as a one of
the dimensions measuring work life balance.

TABLE 5. RELOCATION
Category
of job
(Susceptible
(Quite
(Frequent (Occasional
to
often
Relocation) Relocation)
Relocation) Relocation)
Mean
score
(No
Transfer
Threats)
Entry Level
(195)
72 (37)
53 (27)
34 (18)
33 (17)
3 (1)
3.81
Middle
Level (110)
48 (44)
24 (22)
22 (20)
16 (14)
3.95
Higher
Level (45)
2 (4)
4 (9)
10 (22)
6 (13)
25 (56)
2.00
127 (36)
86 (24)
70 (21)
55 (16)
12 (3)
3.75
Total
(350)
91
Relocation in the job while climbing up the ladder of the career leads to the dislocation of
the family which badly affects their work life balance. Option to get transfer to the place of their
choice, privilege to take family in and outside the country, and cross cultural training to remove
the fear of transfer are some of the factors which enable the employees to achieve work life
balance. It can be seen from the table that the relocation hassle hits badly both entry level and
middle level employees as the mean scores of 3.81 and 3.95 respectively indicate the existence
of frequent dislocation on account of having to work offsite to meet both the clients onshore and
offshore. Thus, incidence of relocation strikes their ability to harmonies work as well as home
front obligations. As for higher level respondents, ensuring the work performance, within the
deadlines, target achievement, performance management, business promotion, client satisfaction
and coordination warrants their physical presence. Hence, the need to travel onshore and
offshore does not bother this category. However, the overall mean score of 3.75 reveals the
existence of challenge of relocation across the employees of different categories.

TABLE 6. I HAVE BEEN PROVIDED WITH ADEQUATE TIME FOR

RECREATION ACTIVITIES
3
Category
of job
2
(Moderately
Satisfied)
Mean
score
(Highly
Dissatisfied)
(Very
Highly
Dissatisfied)
41 (21)
37 (19)
18 (9)
3.25
32 (29)
27 (25)
16 (14)
23 (21)
2.95
6 (13)
12 (27)
12 (27)
8 (17)
7 (16)
2.98
41 (12)
120 (34)
80 (23)
61 (17)
48 (14)
3.13
(Delighted)
(Highly
Satisfied)
Entry
Level
(195)
23 (12)
76 (39)
Middle
Level
(110)
12 (11)
Higher
Level (45)
Total (350)
92
The indent of various work life programmes aims at freeing the employees from hectic
work schedule, so that he or she can spend more time with the family. The recreation facilities
apart from distressing the employee enable them to be with the family so that the latter do not
feel the pain of being away from the family for a longer period of time. Family get together,
Sodexho coupons for family eat outs, recreation facilities at clubs, holiday home resorts facility
for family tours, etc. have the potential to boost the morale of the employees. As far middle and
higher level employees, around one third is dissatisfied with the recreation activities in place in
the company. However, 40 per cent of level and 43 per cent of higher level of employees are
satisfied with the recreation facilities available in the organization. Yet the mean score of 2.95 of
middle level executives and 2.98 of higher level executives speak poorly of overall attitude of
middle and higher level executives in general. As regard the entry level employee, their
satisfaction tends to be at moderate level. However 51 per cent of entry level executives peruse
higher level of satisfaction with respect to recreation facilities. As far as employees as a whole
are concerned, it is comforting to note that only 31 per cent of the employees are not happy about
the recreation facilities.

TABLE 7. WORKING ENVIRONMENT IS CONDUCIVE FOR STRIKING A

WORK LIFE BALANCE
1
Mean
score
(Satisfied)
(Delighted)
(Highly
Satisfied)
(Highly
Dissatisfied)
(Very
Highly
Dissatisfied)
Entry Level
(195)
87 (45)
38 (19)
30 (15)
25 (13)
15 (8)
3.81
Middle
Level (110)
43 (39)
27 (24)
22 (20)
14 (13)
4 (4)
3.83
Higher
Level (45)
10 (22)
13 (29)
10 (22)
5 (11)
4 (8)
3.24
Total (350)
140 (40)
78 (22)
62 (18)
44 (13)
23 (7)
3.74
Category
of job
93
Working environment plays a vital role in determining the work life balance of an
employee Presence of a comfortable environment inside the organization will encourage the
employee and motivates them to complete the task assigned in the specific time. The ability to
complete the job in time itself is a strong factor to achieve work life balance. (Perlow, 1995).
The term work environment refers not only to physical ambience but also to the ambience in the
facility. In other words understanding superiors cooperative colleagues, considerate top level
management, lenient leave facilities, facility to share ones work during ones leave of absence,
child care facility at work place, etc. may leave a positive impact on work life balance. The
analysis of mean scores of employee as a whole reflects a conducive and congenial work climate
in the organization. In terms of percentage, 62 per cent of employees across cadre expressed
more than moderate amount of satisfaction bordering on satisfaction. Hence, it can be concluded
that work climate is facilitating work life balance

TABLE 8. OVERALL WORK LIFE BALANCE OF EACH CATEGORY OF

EMPLOYEES ON THE BASIS OF SCORES
Level of satisfaction of No. of respondents
Categories
Total
of job
Entry Level (195)
460 (34)
376 (28)
237 (17)
183 (13)
109 (8)
1365
Middle Level
(110)
174 (23)
173 (22)
150 (19)
178 (23)
96 (12)
771
Higher Level (45)
76 (24)
87 (29)
79 (25)
45 (14)
25 (8)
312
710 (29)
636 (26)
466 (19)
406 (17)
230 (9)
2448
Total
(350)
94
Having analyzed various parameters of work life balance, an attempt is made in the table
8 to find out the overall satisfaction of employees in all the parameters taken together. It is clear
from the above table that entry level employees (60 per cent) are highly satisfied. The trace of
dissatisfaction is very marginal with 21 per cent. As for middle level executives, 45 per cent of
the employees are satisfied with the various work life harmony measures. However, 33 per cent
of middle level employees are unhappy with the various parameters aimed at work life harmony.
As for higher level employees, 53 per cent are satisfied with the implementation of work life
harmony strategies. There is only a minority of employees (22 per cent) like entry level
disgruntles who are not satisfied with the ongoing work life programmes. The analysis of the
responses of the whole employees in terms of percentage highlights that 45 percent employees as
a whole are highly satisfied with the ongoing work life balance measures and 19 per cent of
employees are moderately satisfied with the work life programmes. Only a minority 26 per cent
are dissatisfied community among the employees as a whole.

TABLE 9. MEAN SCORES OF CONSTRUCTS OF WORK LIFE BALANCE

Categories of job
Sl.
No.
Work Life
Balance
Factors
Entry
Middle
Higher
Rank
Rank
Rank
Level
Level
Level
Overall
mean
score
Rank
Support
Systems
4.03
3.01
3.81
3.68
Child Care
3.15
2.93
3.73
3.15
Benefits
3.89
2.90
3.69
3.55
Alternate
Working
Hours
3.63
2.89
3.49
3.33
Relocation
3.88
3.94
2.98
3.75
Recreation
3.25
2.95
2.97
3.13
Work
Environment
3.81
3.83
3.24
3.74
CONCLUSION
The various life programmes implemented by I.T. firms in Chennai reveal that work life
programmes implemented satisfy different categories of employees differently. In other words
the set of factors facilitating work life balance is different for different groups. The overall
satisfaction of the respondents across the various work life balancing parameters points to the
fact that 55 per cent of the employees are highly satisfied with the current work life initiatives.
95
The dimensions influencing the work life have been ranked cadre wise in the above table.
A close analysis of the overall mean scores ranked for entry level respondents depicts that
support system, benefits awarded and relocation are the prime factors enabling entry level cadre
to strike work life harmony. However, work environment alternative working hours recreation
and child care are of secondary importance in maintaining a balance. As for middle cadre work
environment, support system and recreation are prominent factors in achieving work life
harmony. As regards higher level cadre support system, child care, benefits and alterative
working hours are enablers of work life balance. It is also evident from the rank analysis that the
set of factors facilitating work life balance is not uniform across the cadre. Hence, a overall mean
score of employee as a whole has been calculated. Relocation, work environment, support
system and benefits are ranking ahead of other factors in achieving work life balance for the
whole employees.

Therefore the management of I.T. companies surveyed has to find out the reasons for moderate
satisfaction and dissatisfaction prevailing among the rest of the 45 per cent of employees across
the cadre and seek to address the issues of dissatisfaction among the dissatisfied employees.
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ZENITH International Journal of Business Economics & Management Research

Vol.2 Issue 1, January 2012, ISSN 2249 8826

A STUDY ON THE WORK LIFE BALANCE OF WOMEN EMPLOYEES

ZENITH International Journal of Business Economics & Management Research

WORK LIFE BALANCE

WHY WORK LIFE IMBALANCE IN I.T. INDUSTRY

ZENITH International Journal of Business Economics & Management Research

ZENITH International Journal of Business Economics & Management Research

OBJECTIVES OF THE STUDY

3. To measure the overall work life balance of women employees

ZENITH International Journal of Business Economics & Management Research

LIMITATIONS OF THE STUDY

ZENITH International Journal of Business Economics & Management Research

TABLE 1. SUPPORT SYSTEM IN THE FAMILY

ZENITH International Journal of Business Economics & Management Research

Sources: Calculated from primary data, Figures in parenthesis indicates percentage.

ZENITH International Journal of Business Economics & Management Research

Sources: Calculated from primary data, Figures in parenthesis indicates percentage.

ZENITH International Journal of Business Economics & Management Research

Sources: Calculated from primary data, Figures in parenthesis indicates percentage.

ZENITH International Journal of Business Economics & Management Research

Sources: Calculated from primary data, Figures in parenthesis indicates percentage.

ZENITH International Journal of Business Economics & Management Research

TABLE 6. I HAVE BEEN PROVIDED WITH ADEQUATE TIME FOR

Sources: Calculated from primary data, Figures in parenthesis indicates percentage.

ZENITH International Journal of Business Economics & Management Research

TABLE 7. WORKING ENVIRONMENT IS CONDUCIVE FOR STRIKING A

Sources: Calculated from primary data, Figures in parenthesis indicates percentage.

ZENITH International Journal of Business Economics & Management Research

TABLE 8. OVERALL WORK LIFE BALANCE OF EACH CATEGORY OF

Entry Level (195)

Higher Level (45)

Sources: Calculated from primary data, Figures in parenthesis indicates percentage.

ZENITH International Journal of Business Economics & Management Research

TABLE 9. MEAN SCORES OF CONSTRUCTS OF WORK LIFE BALANCE

Sources: Calculated from primary data, Figures in parenthesis indicates percentage.

ZENITH International Journal of Business Economics & Management Research

9. Premalatha (2003) A Study of the Job Performance of Woman Executives of

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