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REVIEW OF LITERATURE
According to him, equal participation of workers in both the work and lifecreates
1
Kavoussi, N., The Effects of Unsatisfactory Working Condition on the Epidemology of
Unauthorised Absenteeism in an old textile factory, Journal ofHuman Ecology, September, Vol.
7(1), 1978, pp. 81-87.
2
Raghvan, S. P., Workers Participation in BHEL: 1, Vikalpa, 3(3), 1978, pp. 163-66.
Greenhaus and Beutell(1985)3 defined work-family conflict as a form of
inter-role conflict in which the role pressures from the two domains, that is work
and family, are mutually non-compatible so that meeting demands in one domain
makes it difficult to meet demands in the other. That is, participation in the work
role is made more difficult by virtue of participation in the family and vice-versa.
The major concern in this most widely used definition of work-family conflict is
that role conflicts are due to problems of role participation and emotional
intelligence.
Quality of peoples lives. The study contended that work experiences and
outcomes can affectpersons general Quality of life, both directly and indirectly
which effects on their family interactions, leisure activities and levels of health
and energy.
the values, which attract prospective employees and are tools for employee
retention and motivation. The study found that one should also keep in mind that
new generation employees evaluate their career progress not only in terms of
lucrative job assignments but also in terms of their ability to maintain healthy
3
Greenhaus J.H., Sources of conflict between work and family roles, Academy of
Management Review, Volume10, 1985, pp.76-88.
4
Rice, R. W., Organizational Work and the Perceived Quality of Life towards a Conceptual
Model, Academy of Management Review, April, Vol. 10(2), 1985, pp 296-310.
5
Galinsky,E., et al The Corporate Reference Guide to Work-Family Programmes, Families and
Work Institute: New York, 1991.
54
Bachmann and Schwartz (1994)6discussedonthe literature that work and
preferences towards work time. It has been suggested to the organisations that if
work and non-work lives environment should be provided to the employees with
provide facilities like onsite child care or referral, it would help in decreasing
absenteeism and turn over from work. It would further help in increasing women
benefits packages and exercise equipments can help in removing the stress of
working women in a big way. Thus concluded that one can say that flexible work
working condition, or personnel policy that has been to empirically decrease work
among other things, childcare plans, on-site day care, eldercare, parental leave,
6
Bachmann,k., work life balance. Are employees listening? Ottawa: ConferenceBoard of
Canada, 2000.
7
Landsman P., Juggling work and family. Business Insurance, New York, Oxford
University Press,1994.
8
Glass,J.L., and Fujimoto,T., Employer Characteristics and the provisions ofFamily Responsive
Policies", Volume No.22,1995, pp.380-411.
55
long-term care leave, and flexible working hours are the supporting Human
Resource practices which makes an employee to balance both work and life.
work life of managers from three sectors of industry viz., Public, Private and
native/migrant status, income level) and with all of the motivational variableslike
job satisfaction and job involvement. And concluded that both the variables show
stand on work life balance. Appreciative of scholars and practitioners who are
trying to promote balance between work and life, she argues that much of the
work in field has been built on the language and logic based on traditional
cites certain problems in the prevalent literature: first the overarching goal
oriented approach to life that assumes people have a great deal of choice and
control over their lives, and second, the sole focus on individual (and neglect of
9
Karrir, N. and Khurana, A., Quality of work life of managers in Indian industry, Journal of the
Indian Academy of Applied Psychology, Vol. 22(12), 1996 pp.1926.
10
Coproni,P.J Work life balance: you cant get there from here. Journal of Applied
Behavioral Science , Volume 33(1),1997,pp.46-56.
11
Landauer, J., Bottom-line benefits of work/life programs, HR FOCUS, Volume 74, No. 7,
1997,pp.3-4.
56
Johnson & Johnson, Hoechst Celanese, IBM, and others). At DuPont, for
example, employees who used the companys work/life programs were 45%
more likely to agree strongly that they will go the extra mile and are least likely
women, where part-time employment offers fewer benefits and little prospects for
gender basis and found that women and men report similar level of success and
kinds of work-family tradeoffs. However, they found that for men, imbalance is
predicted by long work hours, wives who work fewer hours, perceived unfairness
in sharing house work, marital unhappiness, and tradeoffs made at work for
family and at home for work. The new interdisciplinary dialogue between
traditional work and family disciplines is providing useful insights into the
consider the purpose of the programs and whom they serve. Another aspect of
12
Chaykowski.R.P et al.,Women and the labour market: Recent trends and policy issues,
Canada Public Policy, 25, supplement 1: S2-S25,1999.
13
Milkie, Melissa A.andPiaPeltola, Playing all the roles: Gender and the work-family
balancing Act, Journal of marriage and the Family,612(2),1999,pp.476-490.
57
Reynolds (1999)14 identified a common thread that links the reasons
be ready for work/life benefits, and it is helpful to have a corporate culture in the
University of New York and University of Rhode Island considered the links
employees used work/life benefits, the extent of work/family conflict, and the
concerns, and organizational time demands and expectations that interfere with
14
Reynolds, H. B., Work/life initiatives require cultural readiness, Employee
Benefit Plan Review, Volume 54, No.6, 1999, pp.25-26.
15
Thompson, C. A., Beauvais, L. L., and Lyness, K. S., When work-family benefits are not
enough:The influence of work-family culture on benefit utilization, organizational attachment
and work-family conflict, Journal of Vocational Behavior, 54, 1999, pp.392-415.
58
leave. Interestingly, the study results confirmed anecdotal evidence that a
balance, and bring forth new evidenceto help us understand choices we make as
employersand individuals regarding work and family. They had studied more than
that work and family, the dominant life roles formost employed women and men
balance, they emphasize that working adults learn tobuild networks of support at
home, at work, and in thecommunity. Conflict between work and family has
attainment of both men and women.The consequences for women may include
and success in their work role,and the need to choose between two apparent
have to trade off personal andcareer values while they search for ways to make
dual careerfamilies work, often requiring them to embracefamily roles that are far
16
Friedman, S. D. and Greenhaus, J. H., Work and familyAllies or enemies? What happens
when business professionals confront lifechoices, New York: Oxford University Press,2000.
59
partnersupport is greater when business professionals feeltheir employers are
than partners. Thus, onesource of support compensates for the lack of theother.
case, the whole is greater than the sum of its parts: the combined impact of
employer and partner support leads to a greater reduction in conflict than does
Hogarthetal (2000)17stated that women felt that child care facilities should
any gender differences) admit that they are not able to spend enough time with
their family.Also both the genders observed that the boundary between work and
leisure is blurred.
and family life. A personal level, marriage and family functioning have become
both more vulnerable. At the cultural level, while traditional values such as
17
Hogarth,T.,C.Hasluck,G.Pierre,BothamM.W.,andD.Vivian.2000.Worklifebalance2000:
Results from the base line study. Warwick: Institute for Employment Research.
18
Moen,P.andy.Yu.Effectivework/lifestrategies:Workingcouples,workcondtions,
gender and life quality. Social Problems, Volume 47(3),2000,pp.291326.
19
Waite L. and Gallagher M., The case for marriage: why married people are happier,
healthier and better off financially, New york, Double day,2000.
60
gender role ideologies are constantly being challenged, balance related to the
importance of work life and personal life still persists to role efficacy and
emotional intelligence.
work and their lives. Therefore the organizations are giving an increased
intention to adopt those policies which can reduce the turnover of employees.
perceived control of work schedules increases work-life balance net of family and
imbalance is hours worked. Once we control for hours worked, women and part-
timers are shown to perceive more imbalance. Younger and better educated
persons also perceive more work-life imbalance. However, they also report
20
Harrington,J.M.,Health effects of shift work and extended hours of work, Occupational and
Environmental Medicine, Volume No.58 (1), 2001, pp.68-71.
21
Hom, P.W., and Kinicki, A.J., Toward a greater understanding of how dissatisfaction drives,
employee turnover, The Academy of Management Journal, Volume No.44(5), 2001, pp.975-
987.
22
Mark Tausig and RudyFenwic, Unbinding Time: Alternate Work Schedules Work-Life
Balance, Journal of Family and Economic Issues, Volume No.22(2), Human Sciences Press,
2001, pp.101-119
61
higher levels of schedule control and since schedule control improves work-life
balance, it may be more important for unbinding time than schedule alternatives.
direct relation-ship between work life balance programs and retention which
personal life, these programs may only hold benefits for the employers rather
than employees. The complexities exists in balancing work and personal life and
organization to provide work life balance programs which are related to retention
perceptions of balance.
demonstrated that if both have men and women have low levels of motivation
towards work and family led to family alienation. The alienation then predicted
have strong belief that flexible working hours will enhance the work life balance.
23
Roehling, P.V., and Moen, P., The relationship between work-life policies and
practices and practices and employee loyalty: A life course perspective. Journal of
Family and economic issues, 2001.
24
Senecal,C., Vallerand,R.J., and Guay,F., Antecedents and outcomes of work family
conflict: Toward a motivational model, Personality and Social Psychology, Volume
No.27 (2), pp. 176-186.
25
Tausig, M., and Fenwick R., Unbinding time: Alternate work schedules and work life
balance, Journal of Family and Economics, Issue No.22(2), 2001,pp.101-118
62
Burke (2002)26 has identified that is a gender differences regarding the
work life balance that is men feel more satisfied when they achieve more on the
job even at the cost of ignoring the family. On the other hand, women stress that
work and family are both equally important and both are the sources of their
satisfaction. For them the former is more important when the work does not
permit women to take care of their family, they feel unhappy, disappointed and
frustrated.
making, health and safety hazards, job insecurity, and tight deadlines.
Employees (with high levels of work-life conflict) are three times more likely to
suffer from certain heart problems, back pain and mental health problems. They
also indicated that workers are more likely to experience poor health, experience
negative impacts on relationships with children and their spouse, less committed
to the organization, less satisfied with the job, have poor quality of relationship
26
Burke, R.J., Organizational values, job experience and satisfaction among managerial and
professional women and men, Management Review, Volume No.17(5), pp.5-6.
27
Duxbury.L.,The National work-life conflict study, Final report , Public Health Agency of
Canada, 2002.
28
Rapoport, R., Bailyn, L., Fletcher, J.K., and Pruitt, B.H., Beyond work-family balance:
Advancing social equity and work place performance, San Francisco: Jossey-Bass, 2002.
63
Comfort et al (2003)29analysed on workplace and reported that childcare
and elder care services should be available at work place based on the
characteristics. In their study they have conclude that women should be provided
with increased access of flexi-time and also part-time work facilities and work-
family integration for women in work place to balance both work and family.
with lack of work centrality, result in work intruding into non-work areas of
conflict demonstrated that the respondents with high levels of work to family
interference reported: lower levels of job satisfaction and high levels of jobs
work life balance, viz., proportion of free time, the over-lap of work and other
dimensions of life, and the time spent with other people helps the employees to
29
Comfort et al.,Part-time work and family-friendly practices in Canadian workplaces, the
evolving workplace series 6.cat. No.71-584-MIE.Ottawa: statistics Canada and Human
Resource Development Canada, 2003.
30
Hyman., J., Baldry,C., Scholarios, D., and Bunze, D., Work-life imabalnce in the new service
sector economy, British Journal Industrial Relations, Volume British Journal of Industrial
Relations, Volume No. 41(2) pp.41-55, 2003.
31
Duxbury, L., and Higgings, C., Work life conflict in Canada in the New Millenium: A status
report, Ottawa: Health Canada,2003.
32
Fisher, K., and Layfe M., Measuring work-life balance and degrees of sociability: A focus on
the value of time use data in the assessment of quality of life, Working Paper of the European
Panel Analysis Group, Volume No.32, 2003.
64
Janet polach (2003)33identified the remarkable gains in organizations
saving and profit sharing programs and resourceservices to help with such things
as day care, elder care and adoptions are all programs inwhich sponsoring
organizations can be proud. The author proposes that organizations are now
ready to make the next big step making worklife integration a way of life. He
made the transition into this way of thinking and providing specific actions that
the workplace.
children, or caring for elderly and working at the same time. And also they need
race, ethnicityetc.
33
Janet Polach, HRDs role in work-life integration issues: moving the workforce to a change in
mindset, University of Minnesota,HRDI 6:1 2003, pp. 5768.
34
Taylor.R.,The future work life balance,swindon:ESRC,2003.
65
Wu et al (2003)35 found that female workers whose income makes up
between 40 to 60 percent of their family income would have more work life
conflicts. This is because women with less income weight are focusing more on
their family where as women with more income weight is more career oriented.
They have concluded the study that female workers with 40 to 60 percent weight
of income do not have a clear role of them and struggle between work and
family. It must be noted that women do not always have a choice of what work
they do, how long they work and when, as these are often decided by their
employers, the business needs and the financial needs of their family.
particularly early on, can severely damage the job prospects of women,
construction) typically adopt more family friendly policies that can moderate the
couples in balancing family and work based on a study of 47 middle class, dual
35
Wu.L., et al, The research on work-family conflict of professional female workers, Chinese
Journal of Applied Psychology 9, 1, 2003, Pp. 43-46.
36
Wilson Robin., How babies alter careers for academics, The chronicle of Higher Education,
Volume No.50(15),2003, p.1.
37
Zimmerman,T.S., Intimate partnership: Foundation to the successful balance of family, The
American Journal of Family Therapy, Volume 31, Issue 2, 2003, pp.107-124.
66
balancing family and work.Their description clustered into six general partnership
both partners work life goals and shared emotion work. Successful couples
equally share house work and emotion work to balance their work and life
responsible for organizing family life. Further, Zimmerman notes that wives
Burke and Collinson (2004)38a recent poll by the members of society for
hours begin to adversely affect the health and safety of individuals, families
organizations and the public even if the workers themselves voluntarily, work the
excess hours, Golden also emphasizes that regulation is required not only in
cases where the longer working hours are involuntary, in order to protect the
safety and health of both workers involved and the general public.
38
Burke,M.J., and Collison,J.U.S.Job Recovery and Retention Poll Findings, Society for Human
Resource Management, 2004.
39
Golden,Lannie(2004)Decentworkingtime:Newtrends,Newissues,ILO,Geneva,2004,p.6.
67
Higgins C. (2004)40 analysed the gap between need for work-life balance
and the reality in most workplaces remains disturbingly wide. Employers across
Canada do not provide sufficient or adequate work-life balance programs for their
employees. It indicates that the factor has the association with employee
as work life balance is the key to employee well-being and hence organisations
productivity.
with the current UK practice of lightly regulated approach towards Work Life
restricted voice for the employee over the introduction and implementation of
policies, policies are introduced initially to meet business needs, rather than
and intangible work intrusions into domestic life are myriad, domestic
40
Higgins.C, et al, Exploring the link between work-life conflict and demands on Canadas
healthcare system, Health Canada, Report 3, 2004.
41
Hyman, Jeff and Juliette Summers, Lacking balance? Work-Life employmentpractices on
modern economy, Personnel Review, Volume No. 33-20(4),2004,pp.418-429.
68
Rapport R. (2004)42 reported that the workplace response tends to be
based on the US model to support people to be able to work more rather than
on inclusive workforce and family friendly workplaces. Most Indians still seem to
consider work life balance as an issue for the haves and less so far the have
nots, where work tends to take precedence over family. Some companies have
(Women in Public Sector), are working with the British High Sector Commission
programs for the career advancement of women to balance work and family.
Yasbek (2004)43 found that work life balance policies are positively
associated with the job tenure of the female employees, and moreover the
practices of such policies have a great effect on the turnover rate of employees.
Work-life balance policies help in reducing the stress and provide a good work
place where, there is less chance of accidents in the working and also provide a
pyramid of e-learning and then discuss how the existing corporate e-learning
42
Rapport. R., work-personal life integration: visions and pragmatic strategies for change, Work
life integration: case studies of organizational change, Wiley London, 2004.
43
Yasbek, P., The business case for firm-level work-life balance policies: a review of the
Literature, Labour Market Policy Group, Department of Labour, 2004.
44
Bandopadhyay,T., and P.Kumar P., Corporate E-learning effects on the work-life balance and
quality of life of employees, Proceedings, (461)Web-based education, 2005.
69
framework can adversely affect the work life balance and cause more stress.
Based on the above lines they propose a modified framework with more
dual career couples thus: The first challenge is the original jobs search and
finding two positions. The next challenge is to both make it through the tenure
opportunities. Along with way, the authors assert, the couple has to work
together to develop a work life balance plan to provide an environment for each
person with in the pair to thrive towards his/her career and personal goals.
further, couples must agree on timing for or if they will start a family and
Scientific skills are the assets in todays workforce. In addition to these academic
skills, employers are looking for other important practical skills. Amongst other
things, the ability to work in teams, to lead others, to problem solve and to
45
Schulz, Kirk,H., Schulz, Noel N, Work-life Balance for dual career couples, ASEE Annual
Conference and Exposition:The Changing Landscape of Engineering and Technology
Education in a World,2005,p.12
46
Kochan.T., Restoring the American dream: A working families, agenda for America,
Cambridge, MA: The MIT press, 2005.
70
continue on a path of lifelong learning. In competitive work world, workers need
Keene and Renolds (2005)47 used the 1992 National Study on the
Changing Workforce to conclude that job characteristics are more salient than
family factors for predicting the likelihood that family will detract from job
spillover. Working in a demanding job or having little job autonomy, the authors
life showed that both men and women did not have enough time to spend with
families and moreover work pressures affected quality of the family life.
which individuals desire to integrate or segment their work and non-work lives.
They observed that people who want more segmentation are less satisfied and
policies(e.g., onsite childcare)than when they have less access to such policies.
Conversely, people who want greater segmentation are more committed when
47
Keene,Jennifer Reid and John R. Renolds, The job costs of family demands:Gender
differences in negative family-to-work spillover, Journal of Family Issues, Volume
No.26(3),2005,pp.275-299
48
Pocock, B., and Clarke, J., Time, money and jobs spill over: How parentss jobs affect young
people, The Journal of Industrial Relations, Volume No.47 (1), 2005, pp.62-76.
49
Rothbard,Nancy P., Katherine W.Phillips,TracyL.Dumas, Managing multiple roles: work-family
policies and individuals desires for segmentation, Organizational Science, Volume 16,No.3,
2005, pp.243-258.
71
have greater access to segmenting policies(eg., flexi-time).The fit between the
and commitment over and above the effects of demographic characteristics such
as age, gender, marital status, income, number of children, and the ages of those
children.
policies which are very important and defined as the base level indicators of an
organization, prioritizing work over family or family over work and these policies
Chen (2006)51 reported on young and single that they tend to have less
work life conflict issues compared to with those who have childcare and elderly
care responsibilities. And also those who work in state sector will face less WLC
issues, generally speaking, than those who work in private sector, as competition
and performance pressure is relatively lower in the sector than in the private
sector. Similarly, the level of position held and income both have positive relation
with the level of WLC in different ways as well as those in higher organizational
position tend to feel greater pressure of work which effects their family life
negatively. And those who are on less income are less able to commercialize
struggles.
50
Thompson, C. A., Andreassi, J., and Prottas, D., Work-family culture: Key to reducing
workforce-workplace mismatch, Lawrence Erlbaum Publications, 2005,pp.117-132.
51
Chen.Q., Research on work/family conflict of knowledge worker and its intervention strategies,
unpublished masters dissertations, changing universities, China, 2006.
72
Ferrer. A et al (2006)52 expressed that private sector provide family
supplements to maternity, paternity and sick leave and other alternate work
arrangements. Some of these policies include facilitating leave from work for
family reasons such as extension to leave which may be paid or unpaid and
facilitating changes in work schedules such as switching to part time work, job
sharing or reduced work week, flexi-time (flexibility in start and stop hours) or
telework (work from home) and family support policies such as offering help with
factor which was preferred by both men and women and it was believed that it
competing demands of work and family have given rise to various forms of non-
standard work arrangements such as temporary help work, on-call work, day
employment relation-ship. The study indicates that women are more likely to be
52
Ferrer.A et al.,The use of family friendly workplaces practices in Canada, Institute for research
on public policy, working paper series no.2006-02, 2006.
53
Felstead, A., Opportunities to work at home in the context to work-life balance, Human
Resource Management Journal, Volume No.12(1), 2006, pp.54-76.
54
Hunsley.T.,Work life balance in an aging population, dimensions, Ottawa: Policy Research
Institute, Govt.of Canada, 2006.
73
Lilly et al (2006)55expressed their views on personality traits that can
and found that those with a high need for power and a high need for achievement
typically experience more work interferes with family, not family interferes with
work, while those with a high need for affiliation tend to experience more family
Lee and McCann (2006)56 recognized the decent working time from the
working time, therefore, encompasses the need for offering workers the
functioning, in order to improve the quality of their lives (for example daily hrs)
boomers. The previous model of family and life-cycle pattern such as education
followed by career (mostly for males) and then retirement is no longer viable.
With aging population, economic and social gains could possibly be derived from
more flexibility of choice regarding the allocation of time among work, family
55
Lilly,J.D., et al, A Gender-sensitive study of McClellands needs, stress, and turnover intent
with work-family conflict, Women in Management Review, 2006, 21(8), pp. 662-680.
56
Lee Sangheon and McCann, Deidre, Working time capability towards realizing individual
choice, International Labour Office, Geneva, 2006, pp.65-82.
57
Voyer.J.P.,work and life balance: Better choice, flexibility and policy opportunities, horizons,
2006.
74
Aaltio and Huang (2007)58 expressed that those who have childcare and
work life conflict. The study of female IT managers found that women sought
support from parents or parents-in law, hired tutors for childrens homework,
employed domestic helper for child minding, cleaning, cooking, shopping, and
family networks and low cost childcare services further encourages dual full-time
working among couples with young children. The one child policy enforced by the
government is to control the population growth has further reduced the amount of
childcare work for working couples. The model of a modern urban Chinese family
typically takes the form of dual careers/dual earners, with much less sharply
divided marital roles and possibly greater equality than that in industrial capitalist
societies.
balance and other kinds of flexible working practices, and then discharge these
enhance their work life balance. On the other hand employer friendly
58
Aaltio.I., et al, Women Managers career in IT in china: high flyers with emotional costs, Journal
of organizational change Management 20, 2, 2007, pp.227-244.
59
Cooke.F.L., Husbands career first, Renegotiating career and family commitment among
migrant Chinese academic couples in Britain work, Employment and society 21,1, 2007,Pp.47-
65.
60
Fleetwood, Steve, Why Work-life Balance Now? Human Resource Management Journal,
2007, pp.387-400.
75
approaches are sought by employers to enhance profit and then to enhance
employees work life balance. The data reflected that flexible working practices
organizational pay-offs for visible work-life balance support the workers for the
reduced intention of leaving the job through increased job satisfaction and also
the reduction of work pressure and also reported about the employees that they
feel organization is supportive and providing them work life balance it enhances
intention.
strategies that is some individual join sports clubs to keep fit and to socialize with
people who have similar backgrounds. The study shows Chinese employees
spend more time than their Indian counterparts to pursue their hobbies and
high. While younger and single employees may feel less WLC, working long
hours and anxiety of holding on a career are having a negative impact on their
non-work life. This is particularly the case for single career women who may be
61
Forsyth,Stewart and Polzer-Debruyne, Andrea, The Organizational Pay-offs for Perceived
Work-life Balance Support, Asia Pacific Journal of Human Resources,45(1),2007,pp.113:123.
62
Nathwani.A., et al, Diversity and inclusion: A lever for solving talent pool dilemmas in India and
China, a summary report presented to the Global Diversity Network, Schneider-Ross limited
and community Business, 2007.
76
experienced a vicious circle of having no partner, then spending more time to
work which results in having less opportunity to find a partner and hence
remaining single. Some married women also have to postpone their motherhood
associated with worse work-life outcomes on all our life measures. In certain
work-life balance: shift changes from slow to fast rotation; shift changes from
individual causes are major responsible for Work-Life Balance. Managers have to
take the challenge of work life balance seriously as it affects their professional
success and personal well-being. They also need to hone certain skills that
conducive to better work life balance. Some of these skills are: time
63
Pockok,B,. Skinner, N and Williams, P., Work, Life Time: The Australian work and life Index,
centre for work and life, Hawke Research Institute: University of South Australia, 2007.
64
Bambra, C.L., Whitehead, M.M., Sowden, A.J., Akers, J., and Petticrew, M.P.,Shifting
schedules: The health effects of reorganizing shift work, American Journal of Preventive
Medicine, Volume No. 34(5), 2008, pp.427_434.
65
AnupKumar Singh and RichaAwasthy,Work-Life Balance: causes, consequences and
interventions,NHRD Network Journal,2009,pp.59-67.
77
management, delegation, coping with stress, negotiation, caring, listening,
empathy, trust etc help in managing things both at work and in family.
from IT sector. The study shows that when the average flexi time score
areas in which the Korean dream remains elusive. Korean workers work for
more(40) working hours per week, Secondly the growth of non-regular workers is
limited in terms of all aspects, thirdly high occupational accident rates and
diseases, fourth is the low birth rates can be seen in Korea. Lastly stimulating
labor work force that is women into organizations. The study was concluded with
these workers are afforded comparable pay and benefits to regular workers and
finally with more family-friendly policies are needed to promote the status of
66
Aryasri.A.R, Somanbabu.,Impact of flexi-time as a work-life balance practice on employee
retention, NHRD network Journal, July 2009, Pp.68-75.
67
Anil Verma,Realising the Korean dream for work-family balance, employer policies for
sustainable societies, NHRD network Journal,2009,pp.29-52.
78
Baral (2000)68conducted a study on 730 managerial employees from
The finding indicates that one of the important determinants of work life balance
employees policies, practices, benefits and services to help them integrate their
work and family responsibilities, they feel committed to the organization and
employees and their family. Money remains the main motivator and de-stressor
in that and material rewards have been the main mechanisms for alleviating
Chinas current stage of economic development that is people desire better living
standard and extra material rewards are appreciated. The study stressed the
68
Baral,R.,ExaminingAntecendents of Work-Family Enrichment and its Effect on Individual,
Family and Organisational Outcomes, Unpublished Doctoral Dissertation, IIT Bombay, 2000.
69
Cooke,F.L., Employment Relations in China, International and comparative employment
relations 5th edition,London, 2009.
79
Cousins and Varshney (2009)70 conducted 10 qualitative cases studies
to investigate how mobile users experienced and the work life boundary
categories: Managing life space transitions relate to how users switched between
work and life activities using mobile technology. Managing accessibility relates to
conclude that use of mobile technologies to blur work life boundaries is highly
of new ways of working and living .Therefore they suggest that we must design
Deery and Jago (2009)71 examine the key issues associated with work
life balance with a particular focus on practices within the tourism industry based
variables that influence work life balance and the potential outcomes from these,
the authors identified the individual differences and family work life conflict. They
assert that greater use of flexible work practices such as flexible scheduling,
working from home and having access to both paid and unpaid leave and job
70
Cousins,Karlene C and UpkarVarshney, Designing ubiquitous computing environments to
suppory work life balance, Volume No.9(2),2009,pp.65-93.
71
Deery, Margaret and leoJago A Framework for work- life balance practices: Addressing the
needs of tourism industry,Tourism and Hospitality Research, Volume No. 9(2), 2009,pp.65-93.
80
sharing are some of the strategies that can have positive effect on work life
balance.
occupational Health and Safety (CCOHS)that work life balance initiatives are any
benefits, policies, or programs that help create a better balance between the
demands of the job and the healthy management(and enjoyment)of life outside
work such work/life initiatives can potentially deal with a wide range of issues
Fang lee Cooke and Xingyao Jing (2009)73 outlines major sources of
marketization of the economy where the organizational leaders and workers tend
initiatives to cushion the negative effect of long working hours on their key
employees and their family, managers are far less sympathetic towards
72
Harish C Jain, Issues and Prospects relating to Work-Life Balance, NHRD Network
Journals,2009, pp.9-17.
73
Fang lee Cooke and XingyooJing,Work-Life Balance in China, sources of conflicts and
coping strategies, NHRD network Journal, 2009,pp.18-28.
81
in nature, providing bonding opportunities among employees and between
note he has concluded that paying attention to work-life balance can have
Indian organizations that work life balance practices are crucial for organizational
for which their should be supported by top management. And even organization
should support employees participation in many life roles and even personal
insights into best practices in work life balance, drawing upon the work of
74
Rosalie L Tung,July 2009,Perspectives on Work-Life Balance implications for the Indian
context, NHRD Network Journal Volume No. 2,issue-3,pp.1-8.
75
RupashreeBaral and S. Bhargava,Work-Life Balance practices in Indian organizations:
challenges and prospects, NHRD Network Journal, 2009.
76
VenkataRatnam and Chandra., Work life balance: Review of literature, NHRD network
Journal, July 2009, pp.89-97.
82
International Labour organisation and also the policies in about 25 large
companies.
the banking industry. Long and inflexible work hours are the most consistent
prima facie evidence that alternative work schedules can improve banking
corporate organizations.
conditions and some of the reasons causing imbalances in work and life in the IT
industry in India. Their study mainly focused on the working women in the age
group 20-35 and the problems they face at work and family life. Results obtained
from using factor analysis suggest that organizations may mitigate voluntary
satisfaction with the concept of work-life balance, turnover intentions and burnout
77
Bilal,Muhammad,Zia-ur-Rahman,Muhammad and RazaIrfan, Impact of Family Friendly
Policies on Employees Job Satisfaction and Turnover Intention:A study on work-life balance at
workplace, Inter-disciplinary Journal of Contemporary Research in Business, Volume No.2(7),
2010, pp.378-95
78
Divya D, Suganthi L. and Samuel Anand A., Work life Balance of IT Women Professionals
Belongings to the Age Group 20-35 in India, Advance in Management Volume
No.3(1),2010,pp.37-46
79
Malik,MuhammadImran,Sallem, Farida Ahmad and Mehboob,Work-life Balance and Job
Satisfaction Professionals Belongings to the Age Group 20-35 in India, Advance in
Management Volume No.3(1), 2010, pp.37-46
79
Malik and MuhammadImran, Teachers in Pakistan, South Asian Journal of Management
Volume No.17(2), 2010,pp.112-23.
83
level of teachers in Pakistan. The purpose of the study was to provide empirical
evidence to prove the relationship. They concluded that higher the work life
focus to broader one beyond work and family. They have proposed a conceptual
model of work life balance to be tested empirically. This model focused on the
work life balance construct and its relationship with employee engagement,
Work-Family Conflict from the perspective of individual, work and family. Findings
revealed the effects of individual variables like stress influences, family variables
among the software professionals. The major contribution of this study was to
The variables employed by the author in the study are not occupation specific
and can be used to assess the work life balance policies in other occupation too.
80
Shankar, Tara and BhatnagarJyotsna, Work-life balance, Employee, Engagement, Emotional
Consonance/ Dossonance& turnover intention, The Indian Journal of Indian Relations, Volume
No.46(1),2010,pp.74-87.
81
Singh,Amita, A study on the perception of Work-Life Balance policies among Software
Professionals, IUP Journal of Management Research, Volume No.IX(2), 2010,pp.51-79.
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