scholarly journals An Examination to Measure the Satisfaction Level of Faculty towards Work Life Balance Practices of Private and Public Universities of Delhi/NCR Region

2019 ◽  
Vol 8 (3S3) ◽  
pp. 57-64
Keyword(s):  
Higher Education ◽  
Public Universities ◽  
Private Universities ◽  
Secondary Data ◽  
Work Life ◽  
Faculty Members ◽  
Work Life Balance ◽  
Female Faculty ◽  
Satisfaction Level ◽  
Life Balance

Study aims to measure the satisfaction level of the Female Faculty towards the work life balance practices prevailing in their universities. Researcher has used both the primary and secondary data. Secondary data related to the work life balance studies, higher education system of India, universities and its types, and knowledge about the research methodology, has been used in the study. Primary data is collected in the form of perception of female faculty members towards the work life balance in public and private universities of Delhi/NCR. Total sample size was 602 female faculty members. It was found that in public universities, majority of the female faculty were found to be satisfied towards all the work life balance practices except; Facility of yoga and other clubs to cope up stress and career break for the specific purpose such as for higher education. In private universities, majority of the female faculty were found to be dissatisfied towards all the work life balance practices. Hence, female faculty working in public universities were found to be more satisfied than female faculty working in private universities.

scholarly journals An Examination to Measure the Work Life Balance among Female Faculty Working In Private and Public Universities of Delhi/NCR Region

2019 ◽  
Vol 8 (3S3) ◽  
pp. 70-76
Keyword(s):  
Public Universities ◽  
Private Universities ◽  
Total Sample ◽  
Work Life ◽  
Faculty Members ◽  
Work Life Balance ◽  
Primary Data ◽  
Female Faculty ◽  
Life Balance ◽  
Private And Public

The study aims to find out the differences in work life balance among Female Faculty working in public and private universities of Delhi/NCR. Researcher has framed an instrument to measure the work life balance among female faculty based on review of literature that was used to collect primary data. Method of data collection was personal and face to face interaction with faculty members. Total sample size of the study was 602 female faculty members. It was found from the study that that the female faculties working in the public universities are more balanced in their work and personal life while, the female faculties working in private universities were found to be less balanced towards their work and life.

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).

scholarly journals Burnout in Female Faculty Members

2016 ◽  
Vol 8 (2) ◽  
pp. 97-99 ◽  
Author(s):  
Lisa Cassidy-Vu ◽  
Keli Beck ◽  
Justin B. Moore
Keyword(s):  
Medical School ◽  
Academic Medicine ◽  
Work Life ◽  
Faculty Members ◽  
Work Life Balance ◽  
Female Faculty ◽  
Life Balance ◽  
Faculty Position ◽  
Male And Female ◽  
Gender Specific

Despite approximately equal numbers of male and female medical school graduates, women are entering academic medicine at a lower rate than their male colleagues. Of those who do assume a faculty position, female faculty members report higher levels of burnout, often attributable to gender-specific difficulties in clinical expectations and maintenance of work-life balance. Many of these struggles are attributable to issues that are amenable to supportive policies, but these policies are inconsistent in their availability and practice. This commentary presents evidence for inconsistencies in the day-to-day experience of female faculty members, and proposes solutions for the mitigation of the challenges experienced more often by female faculty members with the goal of diversifying and strengthening academic medicine.

scholarly journals Exploring Work-Life Balance of Junior Athletic Training Faculty Members During Role Inductance

2018 ◽  
Vol 13 (1) ◽  
pp. 21-32
Author(s):  
Stephanie M. Mazerolle ◽  
Thomas G. Bowman ◽  
Brianne F. Kilbourne
Keyword(s):  
Higher Education ◽  
Athletic Training ◽  
Junior Faculty ◽  
Work Life ◽  
Faculty Members ◽  
Work Life Balance ◽  
Tenure Track ◽  
Life Balance ◽  
Athletic Training Faculty ◽  
Individual Strategies

Context: Work-life balance has become a growing concern in athletic training, but little is known about the experiences of faculty and finding it. Challenges in finding work-life balance have been reported among faculty in higher education, and those who are new to a role are often susceptible to increased stress and overload. Objective: Examine junior athletic training faculty members' experiences with work-life balance during their role inductance. Design: Qualitative inquiry. Setting: Higher education institutions. Patients or Other Participants: Sixteen junior faculty (7 male, 9 female) representing 7 National Athletic Trainers' Association districts participated. The average age of the junior faculty members was 32 ± 3.5 years. Twelve were in tenure track and 4 had non–tenure track positions. Main Outcome Measure(s): All participants completed phone interviews with one researcher following a semistructured interview protocol. Recorded interviews were transcribed and analyzed following a phenomenological approach. We intentionally selected 3 primary measures of trustworthiness to establish the rigor of the study: (1) peer review, (2) multiple-analyst triangulation, and (3) researcher triangulation. Results: Three factors were identified as inhibitors of work-life balance for junior faculty: (1) role inductance, (2) research and teaching, and (3) upcoming deadlines. Two organizational strategies (flexibility and mentorship) and 2 individual strategies (time management and personal outlets) emerged as facilitators for work-life balance. Conclusions: Junior faculty in athletic training can experience conflict in balancing their roles as faculty members as well as their outside and own personal interests. The data support previous literature, and illustrates that organizational factors precipitate imbalance and a combination of organizational and individual strategies promote balance.

THE INFLUENCE OF WORK LIFE BALANCE TOWARDS JOB PERFORMANCE IN PRIVATE HIGHER EDUCATION INSTITUTION (PHEI)

2017 ◽  
Vol 3 (1) ◽  
pp. 18
Author(s):  
Noorlaila Hj. Yunus ◽  
Siti Musalmah Ahmad Fuad
Keyword(s):  
Higher Education ◽  
Social Support ◽  
Job Performance ◽  
Human Resource ◽  
Education Institution ◽  
Work Life ◽  
Private Higher Education ◽  
Work Life Balance ◽  
Life Balance ◽  
The University

Work-Life Balance (WLB) is an important factor that the Human Resource Management of private higher education Institution (PHEI) should concern about in order to gain high Job Performance in theinstitution. If there are WLB practices implemented by the university, the Human Resource Department (HRD) must always get feedback from the employees to continuously improve the WLB policy. This will benefit not just the employees but the most important to the PHEI by having a good productivities and high job performance employees. The result shows that most of the employees in the university have good social support from their colleagues at work place, friends and their families. This support have given them inspiration and motivation in doing their job properly and finally they might achieved high job performance. Eventhough the result were positive about the social support the employees receives, the top management including the HRD need to revise their policy of WLBespecially other factors that can influenced the employees to optimized their efforts in doing their job.

scholarly journals COVID-19 and Work-Life Balance: What about Supervisor Support and Employee Proactiveness?

2020 ◽  
Vol 2 (4) ◽  
pp. 1-9
Author(s):  
Rajendra Kumar ◽  
Uma Mohan Mokashi
Keyword(s):  
Higher Education ◽  
Structural Equation ◽  
Education Institution ◽  
Supervisor Support ◽  
Work Life ◽  
Work Behavior ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Life Balance ◽  
The Uk

The authors attempted to investigate how to resolve the growing work-life balance issue occurring due to COVID-19 Pandemic in the higher education sector. On the premise of prominent literature, the study conceptualized a framework to test if supervisor support and employee`s proactive work behavior could help address the work-life balance issue. Through applying the quantitative approach, the study collected data from employees working in a higher education institution in the UK. Results of the structural equation modeling found significant association and influence of supervisor support and work-life balance. The study also found a strong affiliation between proactive work behavior and work-life balance. However, proactive work behavior did not moderate supervisor support and work-life balance relationship. The study concluded that both supervisor support and proactive work behavior could be vital in helping employees to achieve their work goals effectively and efficiently without compromising their work-life balance. The study forwards prominent implications to guide practitioners, policymakers and researchers in this domain.

Sign in / Sign up

Export Citation Format

Share Document