scholarly journals Studying Work life balance of rural and urban women working in cooperative society in Punjab

2021 ◽  
Vol 58 (1) ◽  
pp. 4842-4855
Author(s):  
Rosy Singh, Dr. Shalini Aggarwal
Keyword(s):  
Affective Commitment ◽  
Urban Women ◽  
Work Life ◽  
Work Life Balance ◽  
Satisfaction With Life Scale ◽  
Life Balance ◽  
Organisational Support ◽  
Rural And Urban ◽  
Significant Difference ◽  
Perceived Organisational Support

Purpose –the purpose of the study is to explore the factors affecting work life balance and affective commitment. Further, the study examines whether significant difference occur between the Satisfaction with life scale, family satisfaction, perceived organisational support and affective commitment of rural and urban women working in cooperative societies in Punjab. Social exchange theory is used to support the hypothesised relationships. Design/methodology/approach – The study was done on 410 rural and urban women working in cooperative societies in Punjab. Factor analysis, Regression, t test and Correlation has been used to test the hypotheses. Findings – The study explored 4 factors in totally. 5 statements are related to first factor as “subjective well being”, 7 statements are related to factor 2 as “household factors”, 8 factors are associated with factor 3 as “Perceived organisational support” and 6 statements are associated with factor 4 as “affective commitment”. The study found significant difference between the satisfaction with life scale and household factors of rural and urban women working in cooperatives societies in Punjab (H1). Whereas, no significant difference was found in the Perceived organisational support and affective commitment of rural and urban women working in cooperatives societies in Punjab. Practical implications –With the advent of technological development urban women in Punjab working in cooperative societies have discovered their potential and skills for chipping into the society and nation. They have support from their family that help them to realise their inner strength by leveraging the power of aggregation. They have access to formal sources of finance and credit with the necessary capacity building inputs. To achieve the state of work life balance and affective commitment, it is required that cooperative societies should make employee friendly policies. In contrast, rural women are still prone to shocks of intolerant customs. They keep working like thrall in their own homes, chattels to customary living. Continuously, working at home and at work (cooperative societies) make them over burdened. It impacted their health and creates mental pressure. There is a need for the society to make changes in their thought process. Family should come forward to help these women and support them so that they can work with full zeal and enthusiasm and can help in development of sustainable nation (Beauregard and Henry, 2009).  

scholarly journals Evaluating the Mediating Effect of Work-Life Balance between Emotional Intelligence and Job Satisfaction in Corporate Sector

2020 ◽  
Vol 5 (6) ◽  
Author(s):  
Mushk Qasim Memon ◽  
Mahvish Khaskhely ◽  
Adnan Pitafi
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Positive Impact ◽  
Work Life ◽  
Mediating Effect ◽  
Work Life Balance ◽  
Corporate Sector ◽  
Life Balance ◽  
Significant Difference ◽  
The Impact

Work Life Balance (WLB) is the current biggest problem being faced by the corporate employees. This research aims to evaluate the challenges of WLB that an employee has to face in his daily life, meanwhile what role does Emotional Intelligence (EI) play and to see how organizations can initiate to support them to improve their WLB and make them satisfied of their job. It aims to find out the impact of EI employee Job Satisfaction (JS) in the presence of WLB of corporate employees in Karachi, Hyderabad and Thatta. To fulfill this purpose, quantitative methodology was adopted, 300 questionnaires were distributed, and SPSS version 22 was used to analyse data. The results indicate that EI has significant and positive impact on employee JS whether in the presence or absence of WLB. Finally, the results of ANOVA test between male and female employees are statistically different for WLB and EI but no significant difference between the genders was statistically found for JS. There is also no significance difference observed between marital status for EI, WLB and JS. From the findings of the research, some solutions are recommended to improve employees WLB for their job satisfaction in corporate sector.

scholarly journals The effects of socio-demographic factors and work-life balance on employees’ emotional exhaustion

2017 ◽  
Vol 14 (1) ◽  
pp. 653 ◽  
Author(s):  
Türker Tuğsal
Keyword(s):  
Emotional Exhaustion ◽  
Service Industry ◽  
Demographic Factors ◽  
Theoretical Background ◽  
Work Life ◽  
Work Life Balance ◽  
Hierarchical Regression ◽  
Life Balance ◽  
Significant Difference ◽  
Socio Demographic Factors

The object of the research is observing the effects of socio-demographic factors and work-life balance on employees’ emotional exhaustion. The sample of the research consists of 261 participants in retailing, education, service, industry and logistics sectors. In line with the theoretical background, proper methods that are hierarchical regression analysis and analysis of variance (ANOVA) are implemented. The contribution of the research to the existing literature is exploring the relationship between socio-demographic factors, work-life balance and burnout by carrying out the implementation in organizations. Findings of the research demonstrate that the predictor with the highest effect on emotional exhaustion is the variable named taking time for oneself. The predictor with the lowest effect is variable named life is just working. Briefly we can say, it could be argued that emotional exhaustion declines by .398 units should taking time for oneself increases 1 unit. Emotional exhaustion decreases by .223 units whether work-life accordance is changed by 1 unit. Emotional exhaustion drops .196 units should life is just working increases 1 unit. By contrast, when you change neglecting life 1 unit, emotional exhaustion decreases by .202 units. Should carrying work to home changes 1 unit, emotional exhaustion increases by .313 units. To sum up, regarding to marital status, monthly total income and sector; there are significant differences between the groups in the levels of emotional exhaustion of employees. It appears that there is no significant difference between other groups.

A Perspective on Work-Life Balance and Its Determinants

2020 ◽  
Vol 11 (4) ◽  
pp. 41-59
Author(s):  
Sonali Bhattacharya ◽  
Netra Neelam ◽  
K. Rajagopal
Keyword(s):  
Time Management ◽  
Personal Characteristics ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Family Structures ◽  
Family Work ◽  
Familial Support ◽  
Significant Difference ◽  
Order Construct

With a changing demography and social structure, the work life balance (WLB) is a major concern felt by employees of most organizations. This study has attempted to have relook at the constructs of work-life balance from the perspectives of banking and information technology employees with various household structures. The present study develops a multidimensional work-life balance scale to measure existing levels of work-life balance. The scale considers work-life balance as a multidimensional second order construct comprising workplace inclusion, family support, employee benefit, time management, coworker relationship, and supervisor-subordinate relationship. The study reveals not only indicators of organizational family work culture, but also personal characteristics such as time management and familial support determine work-life balance. However, no significant difference was perceived in the work life balance was found between employees with different family structures and between the two sectors considered under the study. Also, there was no significant difference in perception of work life- balance between knowledge workers from IT and banking sectors.

Work-Life Balance Among Dual-Earner Couples in the Organized Sector

2014 ◽  
Vol 4 (1) ◽  
Author(s):  
Devika Maitra ◽  
Dr. Hemalata K
Keyword(s):  
Social Roles ◽  
Work Life ◽  
Work Life Balance ◽  
Full Time ◽  
Life Balance ◽  
Dual Earner ◽  
The Social ◽  
Significant Difference ◽  
Working People ◽  
Working Couples

Women in the workforce, at one time, were the rare exception but today dual earner couples are the norm. Social roles and expectations are undergoing a change and hence understanding work-life balance is important in today’s day and age. The study focuses on working couples across various sectors, where both partners hold a full-time job in the organized sector. Understanding effects of work-life imbalance of wife on husband’s life is also equally important in the social scenario today. Organizations also need to cater to these needs of work-life balance of their employees. The snowball technique was used to collect the sample, for ease of reaching dual earner couples. The study focused on married working people with working spouses, with a targeted sample of 30 couples. The questionnaire was administered through email to these couples and a total of 23 complete responses were received. It was found that no significant difference exists between the score of either domain of Work-Life Balance of spouses.

Satisfaction of Internal Customer in Higher Education- A Case Study of Jharkhand

2015 ◽  
Vol 3 (1) ◽  
Author(s):  
Praveen Srivastava
Keyword(s):  
Higher Education ◽  
Work Life ◽  
Work Life Balance ◽  
Satisfaction With Life Scale ◽  
Scale Model ◽  
Satisfaction Level ◽  
Life Balance ◽  
Internal Customer ◽  
Internal Customers ◽  
External Customer

Academician can be considered as internal customers of any educational institute and students can be considered as their external customers. Higher satisfaction level of internal customer will in turn result in higher satisfaction of external customer. This higher satisfied external customer are students with better understanding and broader vision. Alternatively, unsatisfied internal customer means academician who are not satisfied with their profession or life. Hence, the teaching-learning process will be hampered as an unsatisfied academician will fail to give his/her 100 percent in the process. Satisfaction can be achieved, if the academician have a better work-life balance. Work-life balance can be defined as satisfaction and good functioning at work and at home with a minimum role conflict. On this backdrop, the present research paper is an attempt to find satisfaction level of internal customer in higher education i.e. academician in Jharkhand with the help of Satisfaction with life scale model of Diener, Emmons, Larsen & Griffon (1985).

The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment

2019 ◽  
Vol 4 (4) ◽  
pp. 242-253
Author(s):  
Bachruddin Saleh Luturlean ◽  
Arif Partono Prasetio ◽  
Romat Saragih
Keyword(s):  
Human Resource ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Human Resource Practice ◽  
Hr Practices ◽  
The Relationship

Objective – Employees’ perception of HR practice is crucial because it can affect individual and organizational outcomes. HR practices may influence the perception employees have of the support that is available to them from the organization, the work-life balance, and the organization’s commitment to their employees. The purpose of this study is to investigate the impact of perceived HR practices on affective commitment. This study also explores the role of perceived organizational support in mediating work-life balance. Methodology/Technique – This survey was conducted between February – May 2019 using 178 employees ranked as officer (with no managerial position) from various organizations. The mediation analysis using SPSS and Macro Process was used to identify the relationship between the variables. Findings – The results indicate that employee perception of effective HR practice influences employee affective commitment. Further, perceived organizational support and work-life balance can mediate the relationship between those variables. However, the mediation only works if the mediator stands as a separate variable. When both mediators are put together, they do not mediate the relationship. Novelty – Studies concerning human resource (HR) practice and employee work behaviour remains scarce in Indonesia. The practical benefit from this study is to contribute to the knowledge of organizations concerning the implementation of effective HR practice in order to build a sense of supportive and balance in both work and private life. Additionally, both mediators may contribute to the development of affective commitment. Type of Paper: Empirical. Keywords: Affective Commitment; HR Practices; Perceived Organizational Support; Work-Life Balance. Reference to this paper should be made as follows: Luturlean; B.S. Prasetio; A.P. Saragih; R. 2019. The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment, J. Mgt. Mkt. Review 4(4) 242 – 253. https://doi.org/10.35609/jmmr.2019.4.4(3) JEL Classification: M12, M13. M19.

The impact of servant leadership and perceived organisational and supervisor support on job burnout and work–life balance in the era of teleworking and COVID-19

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Vicky Dimitra Ioanna Lamprinou ◽  
Konstantinos Tasoulis ◽  
Foteini Kravariti
Keyword(s):  
Servant Leadership ◽  
Supervisor Support ◽  
Work Life ◽  
Job Burnout ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Organisational Support ◽  
The Impact ◽  
The Relationship

PurposeDrawing on organisational support theory, this paper aims to investigate the relationships between servant leadership and (1) job burnout and (2) work–life balance, as mediated by perceived organisational support (POS) and perceived supervisor support (PSS), for both teleworkers and non-teleworkers. It is postulated that, under the influence of a servant leader, as well as a supportive workplace and supervisor, teleworkers and non-teleworkers will demonstrate reduced symptoms of job burnout and maintain a better balance between their professional and personal lives.Design/methodology/approachAn online survey was developed based on well-established scales. Primary data were collected from individuals working in 22 industrial sectors operating in Greece. In total, 211 individuals participated in this study, of whom 64 were teleworkers and 147 were non-teleworkers. Statistical analyses include Pearson's correlations, exploratory factor analyses and mediation analyses using SPSS Process Version 3.FindingsThe findings established that POS is the full mediator in the relationship between servant leadership and (1) job burnout and (2) work–life balance for both teleworkers and non-teleworkers, whereas PSS was not found to act as a mediator in the aforementioned associations.Originality/valueThis article offers robust evidence for servant leadership and organisational support scholarship by establishing that POS mediates the relationship between servant leadership and (1) job burnout and (2) work–life balance amidst COVID-19 for both teleworkers and non-teleworkers. This evidence contributes to understanding how and why servant leadership influences employee well-being not only in traditional working environments but also in the context of teleworking.

Women of Color and Work–Life Balance in an Urban Environment: What Is Reality?

2018 ◽  
Vol 2 (1) ◽  
pp. 80-95
Author(s):  
Ali-Sha Alleman ◽  
Sharlene Allen Milton ◽  
Linda Darrell ◽  
Halaevalu F. Ofahengaue Vakalahi
Keyword(s):  
Urban Environment ◽  
Women Of Color ◽  
Extended Family ◽  
Urban Women ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Traditional Work ◽  
Dispersed Work ◽  
Critical Race Feminist Theory

Background:Work–life balance is a significant issue for women of color in an urban environment whether one is engaged in academia, traditional work, remote/dispersed work, or entrepreneurial work. As women of color attempt to address the tangible and intangible aspects of the “life” portion associated with the work–life balance discussion, elements such as race, ethnicity, religion, spirituality, and caregiver demands toward primary and extended family are often ignored.Objective:This article expands the work–life balance discussion to include urban women of color.Methods:Uses the lens of a womanist epistemology that incorporates critical race feminist theory while capturing viewpoints of four urban women of color who are social workers in the academy.Findings:reflect a nuanced voice challenging the work-life balance discussion to work life management.

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