A Study On Work Life Balance of Employees in Agni Steels Private Limited, Ingur

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ISSN NO (online) : Application No : 19702 RNI –Application No 2017103794
A Study on Work Life Balance of Employees in Agni Steels Private Limited,

Ingur
Dr.T. VETRIVEL,
Professor & Head
Department of Management Studies
Velalar College of Engineering & Technology (Autonomous),
ERODE - 638 012, Tamilnadu, India
Mail id : vetreemba@gamil.com
ABSTRACT
Work- life balance is about the interaction between paid work and other activities
including unpaid work in families and the community, personal development. Work- life balance
is about creating a productive work culture where the potential for tensions between work and
other parts of people’s lives is minimized. Work-life balance for any one person is having the
‘right’ combination of participation in paid work (defined by hours and working conditions), and
other aspects of their lives. This combination will not retain fixed, but may change over time.
The research study conducted is descriptive in nature and the sample size used for this study is
250. Both primary and secondary data are collected to meet the requirements. For collecting the
data a structured questionnaire method is used as an instrument. The questionnaire is based on
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multiple choices, open ended and close ended questions. The study is mainly based on the
primary data the required primary data are collected through the structured questionnaire from
the 250 sample respondents who were selected through the simple random sampling method. In
this study Simple Percentage Method, Weighted Average, Correlation, Anova, Chi-square Test,
Regression and is used to interpret the data collected. And this study reveals that few areas
work-life is not balanced properly are identified and relevant suggestions are given to improve
the job satisfaction and family commitments provided to the employees.
Keywords: interaction, minimized. Research study, multiple choices
CHAPTER – I
1.1 INTRODUCTION
Work-life balance is about people having a measure of control over when, where and
how they work. It is achieved when an individual's right to a fulfilled life inside and outside paid
work is accepted and respected as the norm, to the mutual benefit of the individual, business and
society.In the rapidly changing NHS it is often difficult to find the time to even consider the
issue of work-life balance, let alone make necessary changes to achieve it. But unless managers
and staff make that time, they put individuals at risk of high levels of stress, increase the
likelihood of stress-related illness and the organization risks not being able to provide the first-
class service to patients that is expected of it.

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This chapter is not intended as a complete guide to implementing work-life balance policies,
and indeed, many trusts will already have done so as part of the Improving Working Lives
programme. Instead, it is intended to give a brief overview of the subject and introduce readers to
the business case for introducing a work-life balance policy, together with providing best
practice tips for doing so. It also provides links to other organizations that are able to provide
further advice and guidance on implementation. Work-life balance has been described in many
different ways, including being judged by one prominent commentator as a complete misnomer
on the grounds that work is, for most of us, actually a very important part of life.
The term can also be seen as suggesting that work is not good for us, or at best a
necessary evil, when in fact we know that people gain in so many ways – not just financially –
from being in work. Health, relationships and all round well-being is improved by being in work
and in daily contact with others. When the Improving Working Lives (IWL) initiative was being
developed by the Department of Health, it was based on the premise that employees should be
able to choose how much of their life they wanted to spend at work and how much on other
things that were of importance to them, such as family and recreation. IWL was also considered
to include a major element of staff being in control, not only of the hours they worked but also of
where and when and, to a certain extent, how. It was predominantly about the ability and
opportunity to work flexibly.
Effect of Work-Life Balance
The case for work-life balance tends to be made on two counts.

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 First, that work-life balance improves individuals health, wellbeing and job satisfaction.
 Second, that business can benefit from work-life balance because these policies.
 Improve productivity and worker commitment.
 Reduce sickness absence.
 Increase retention rates for talented workers and reduce replacement costs.
 Allow organizations to recruit from a wider pool of talent.
 Enable organization to offer service beyond usual business hours by employing
workers on different shifts that in with caring responsibilities.
Characteristics
 Work life balance business benefits.
 Not constant, comes and goes with life changes.
 It takes work.
 The process of seeking balance can be deeply rewarding.
Work Life Balance Benefits as
 Attracts new employees
 Helps to retain staff
 Builds diversity in skills and personnel
 Improves morals
 Reduces sickness and absenteeism
 Enhances working relationships between colleagues

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 Encourages employees to show more initiative and teamwork

 Decrease stress and burnout
Chapter- II
2.1. STATEMENT OF THE PROBLEM
 Work life balance is an important factor for the persons working in the organization.
Now-a-days peoples working for a long time so they can get stress related problems and
cannot spend time with their family members properly.
 Work life balance supports equality and presence and participation in the workplace of a
diversity of employees in the organization.
 Lack of work flexibility, high work pressure and longer working hours are stressing out
many workers, reducing their job performance and productivity as well as broken homes.
2.2. OBJECTIVES OF THE STUDY
The research study tends to follow and achieve specific objectives. The objectives of the
study are:
 To assess the effectiveness of the employees in achieving their work life balance.
 To know policies, practices and programs offered by company.
 To identify the factors that affects the quality of life.
 To identify the reasons causing stress due to improper work life balance.
 To suggest ways to improve work life balance in agni steels private limited ingur.
2.3. NEED OF THE STUDY

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 Work-Life Balance has become perceptible as a strategic concern for the management of
human resources and a significant element for employee’s retention strategy.
 Nowadays, organizations in most developed and developing countries are facing a myriad
of dramatic clinical, economic and organizational pressures.
 The study of Work-Life Balance practices provides employees with a greater level of
work flexibility in order to accommodate family and other life responsibilities.
2.4..SCOPE OF THE STUDY
 This study find way for managing the work and life of the employees.
 It helps the employees to know whether they have a balance in work and life.
 This study will tell them how to specified the time to have a balanced work life in future.
2.5. LIMITATIONS OF THE STUDY
 The respondents have given their opinions but there is no way to check the correctness of
their opinions.
 Language reminds as a problem in collecting questionnaire from the illiterate
respondents.
 The study is confined to Agni Steels only.
Chapter-III
3.1. LITERATURE REVIEW

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1) Singh S. (2013) mentioned Role stress theory in his paper Titled "Work- Life Balance: A
Literature Review" wherein the negative side of the work- family interaction has been put
under the spotlight. Recently, the emphasis has shifted towards the investigation of the
positive interaction between work and family role as well as roles outside work and
family lives, and scholars have started to deliberate on the essence of work- life balance.
2) Phyllis and Yun (2002) mentioned strategies in paper titled "Effective work life
strategies, working couples, work conditions, gender and life quality" focuses on dual
earner families. It was concluded and discussed in the study that the work life strategies
and work conditions are different among genders. For example, some families prefer
husbands working for a long hour and women to work part time or fewer hours. Women
report more stress and overload and lower levels of coping when compared to men. Job
insecurity is similar in both men and women.
3) Murthy M. and Shastri S. (2015) observed various issues in Work Life Balance of Parents
in the paper titled "A Qualitative Study on Work Life Balance of Employees working in
private sector", like parenting issues: Need more time for children, Showing work
frustration on children. Marital issues: Need more time of spouse, not able to give time to
spouse. Role conflict/ Role guilt: Doubtful about how good they are in the roles that they
play at home... eg. as a mother or as a daughter in law.
4) Shalini and Bhawna (2012) reported in their study, "Quality of work life balance" is
being used by the organizations as a strategic tool to attract and retain the employees and

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more importantly to help them to maintain work life balance with equal attention on
performance and commitment at work.
5) Lazar I. (2010) in paper titled "The Role of Work Life Balance Practices in Order to
Improve Organizational Performance", showcased that everyone benefits from good
practice in work- life balance. For instance: business through easier recruitment,
improved retention, and easier service delivery, as the labor market grows more skilled
and experienced people are available to work; parents and careers, who can spend quality
time at home as well as providing financial support through work; people with
disabilities, through improved access to work; and the workforce generally where they
are better able to balance their work with other aspects of their lives.
3.2. RESEARCH METHODOLOGY
Research methodology is way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically.
RESEARCH DESIGN:
A research design is the set of methods and procedures used in collecting and analysing
measures of the variables specified in the research problem.
TYPES OF RESEARCH:
Here in order to meet the research objectives, descriptive research design is used.
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DESCRIPTIVE RESEARCH
Descriptive research includes survey and fact findings enquiries of different kinds. The
major purpose of descriptive research is description of state of affairs as it exists at present. The
research design adopted is the descriptive research. So this descriptive research helps to identify
the communication management in the organisation.
DATA COLLECTION METHOD
Primary Data
Primary sources of data are fresh or first hand and are original sources from which the
researcher directly collects data that has not been previously collected. Through Questionnaire
design the primary data were collected in this research by distributing them to the employees.
Secondary data
Secondary sources of data are already collected and complied data from the available
source. In this research, the secondary data collected from text book, internet collections,
Company pamphlets, etc.
SAMPLE DESIGN
Sample Element: Agni Steels Private Limited, Ingur.

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Sample Unit: Top Level, Middle level and lower level Employees
Sample Size: 250 respondents
Sample Area: Employees of Agni Steels Private Limited, Ingur division
Sampling Technique: Simple Random Sampling method was employed under Probability
sampling technique.
SIMPLE RANDOM SAMPLING:
It is completely random method of selecting subjects. These can include assigning

numbers to all subjects and then using a random number by generating from applying random
number table.
STATISTICAL TOOL USED FOR DATA ANALYSIS

The term statistics refers to a measure value based upon sample data. The various
statistical techniques used are,
SIMPLE PERCENTAGE ANALYSIS:
Percentage analysis are used in the data presentation to simplify the number through the
use of percentage the data are reduced in the standard form with base equal to which facilities
relative comparison.

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WEIGHTED AVERAGE METHOD:
It is used average ranking given by the respondents on different factors to know whether
the factors was considered as very important by the sample respondents.
Weighted average=E f(x)/N
f(x)=weight for each factors
N=no of the respondents
CHI- SQUARE TEST
Chi square is the one of the simplest and mostly used non parametric test in statistical
work. The test are based on the assumption that the sample was drawn from normal population .
It is applied to test the goodness of fit to verify the distribution of observed data with assumed
theoretical distribution. Therefore it is a measure to study the difference between theoretical
(hypothesis)value.
Chi-square = ∑(Oi- Ei)2/Ei
Where = Oi Observed frequency & Ei = Expected frequency
ANOVA ANALYSIS

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Analysis of Variance (ANOVA) is a statistical method used to test differences between

two or more means. It may seem odd that the technique is called "Analysis of Variance" rather
than "Analysis of Mean”.
REGRESSION ANALYSIS
A technique for determining the statistical relationship between two or more variables
where a change in a dependent variable is associated with and depends on a change in one or
more independent variables.
The equation has the form Y=a+bX,
Y- is the dependent variable
X -is the independent variable
b -is the slope of the line and
a -is the y -intercept.
CORRELATION ANALYSIS
Correlation is a statistical tools which shows the relationship between the two
variables in which change in the value of one variable due to change in the value of other
variables.

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Chapter-IV
DATA ANALYSIS AND INTERPRETATION
4. WEIGHTED AVERAGE METHOD
4.1WORK LIFE BALANCE STATEMENTS
The work life balance statements and then ranked by using weighted average score
ranking method. They are shown in the table below.
TABLE-4.1.WORK LIFE BALANCE STATEMENTS (RANKING METHOD)
Sample size:250
S. No Statements Weighted Average Score Rank
1. Strongly disagree 931 II

2. Disagree 941 I
3. Neutral 817 III

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4. Agree 712 V
5. Strongly agree 780 IV
Source: Primary Data
Interpretation
The above table inferred that the Disagree is ranked as first with the highest total score of
941, Strongly disagree is ranked as second with the total score of 931, Neutral is ranked as third
with the total score of 817, Strongly agree is ranked as fourth with the total score of 780 , Agree
is ranked as fifth with the total score of 712. Thus, the above table clearly shows that majority of
respondents ranked the Disagree as first manage personal and professional life well.
4.2 STRESS DUE TO IMPROPER WORK LIFE BALANCE
The causes stress due to improper work life balance and then ranked by using weighted
average ranking method. They are shown in the table below.
TABLE-4.2.STRESS DUE TO IMPROPER WORK LIFE BALANCE(RANKING

METHOD)
Sample size:250
S. No Causes Weighted Average Score Rank

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1. Work overheads 1489 I
2. Work under load 743 VII

3. Conflict 980 II
4. Organizational changes 935 IV
5. Group cohesiveness 900 V

6. Rotating work shifts 892 VI
7. Poor working conditions 936 III
Source: Primary Data
Interpretation
The above table inferred that the work overheads is ranked as first with the highest total
score of 1489, conflict is ranked as second with the total score of 980, poor working conditions is
ranked as third with the total score of 936, organizational changes is ranked as fourth with the
total score of 935 , group cohesiveness is ranked as fifth with the total score of 900, rotating
work shifts is ranked as sixth with the total score of 892 and work under load is ranked as
seventh with the total score of 743.
Thus, the above table clearly shows that majority of respondents ranked the work
overheads as first causes stress due to improper work life balance.
4.3 CORRELATION ANALYSIS

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4.3.1MARITAL STATUS AND RESPONDENTS EFFECTIVE WORK LIFE BALANCE
TABLE NO-4.3.1
Correlations
MARITAL EFFECTIVE
STATUS OF WORK LIFE
THE BALANCETHE
RESPONDENTS REPONDENTS
MARITAL Pearson Correlation

1 -.126*
STATUS OF THE
RESPONDENTS Sig. (2-tailed) .047
N 250 250
EFFECTIVE Pearson Correlation

-.126* 1
WORK LIFE
BALANCETHE Sig. (2-tailed) .047
REPONDENTS N 250 250
*. Correlation is significant at the 0.05 level (2-tailed).

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INTREPRETATION
From the above table, the Pearson correlation value is -.126. So, there is negative
relationship between marital status and respondents effective work life balance.
4.3.2 EDUCATIONAL QUALIFICATION AND RESPONDENTS AFFECTS QUALITY

OF LIFE
TABLE NO-4.3.2
educational affects
qualification quality of
of the life of the
respondents respondents
educational qualification of Pearson
1 .127*
the respondents Correlation
Sig. (2-tailed) .045
N 250 250
affects quality of life of the Pearson
.127* 1
respondents Correlation
Sig. (2-tailed) .045
N 250 250

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*. Correlation is significant at the 0.05 level (2-tailed).

INTREPRETATION
From the above table, the Pearson correlation value is .127. So, there is positive
relationship between educational qualification and respondents affects quality of life.
4.4 ANOVA ANALYSIS
4.4.1 AGE AND ACHIEVING THEIR WORK OF THE RESPONDENTS
AIM:
To test the significant relationship between the age and the achieving their work of the
respondents.
Null hypothesis H0: There is no significant relationship between the age and achieving their
work of the respondents.
Alternate hypothesis H1: There is significant relationship between the age and achieving their
work of the respondents.
TABLE NO-4.4.1
AGE AND ACHIEVING THEIR WORK OF THE RESPONDENTS
ANOVA
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Sum of Squares df Mean Square F Sig.
Between Groups 14.320 4 3.580 2.599 .037
Within Groups 337.524 245 1.378
Total 351.844 249
Level of significant=0.037
Degree of freedom=4
K=5
N=250
Calculated value=2.599
Table value=4.30
INTREPRETATION
The significant value is 0.037. Therefore, the null hypothesis is accepted. So, there is
significant relation between the age and achieving their work of the respondents.
4.4.2 WORKING EXPERIENCE AND MISS OUT FAMILY OF THE RESPONDENTS
AIM:
To test the significant relationship between the working experience and the miss out family
of the respondents.

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Null hypothesis H0: There is no significant relationship between the working experience and
miss out family of the respondents.
Alternate hypothesis H1: There is significant relationship between the working experience and
miss out family of the respondents.
TABLE NO-4.4.2
WORKING EXPERIENCE AND MISS OUT FAMILY OF THE RESPONDENTS
ANOVA
Sum of Squares Df Mean Square F Sig.
Between Groups
2.651 4 .663 1.635 .166
Within Groups 99.333 245 .405
Total 101.984 249

Degree of freedom=4
K=5
N=250
Calculated value=2.651

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Table value=6.342
INTREPRETATION
The significant value is 0.166. Therefore the alternative hypothesis is rejected. So, there
is no significant relation between the working experience and miss out family of the respondents
4.5 CHI-SQUARE TEST
4.5.1 MONTHLY INCOME AND FLEXIBLE WORKING HOURS OF THE

RESPONDENTS
Null hypothesis H0: There is no significant relationship between the monthly income of the
respondents and flexible working hours of the respondents.
Alternate hypothesis H1: There is significant relationship between the monthly income of the
respondents and flexible working hours of the respondents.
MONTHLY INCOME OF THE RESPONDENTS * FLEXIBLE WORKING HOURS OF

THE RESPONDENTS Crosstabulation
FLEXIBLE WORKING HOURS OF
THE RESPONDENTS
Very Very
Poor Average Good Total
poor good

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MONTHLY Below Count

5 17 12 5 1 40
INCOME OF 10,000
THE Expected Count 3.2 9.3 15.0 10.9 1.6 40.0
% within 12.5% 42.5% 30.0% 12.5% 2.5% 100.0%
RESPONDENTS
MONTHLYwithin 25.0% 29.3% 12.8%
% 7.4% 10.0% 16.0%
INCOME
FLEXIBLE
% of Total OF 2.0% 6.8% 4.8% 2.0% .4% 16.0%
10,000- THE
Count
WORKING 14 37 67 43 7 168
20,000 RESPONDENTS
HOURS
ExpectedOF THE 13.4
Count 39.0 63.2 45.7 6.7 168.0
RESPONDENTS
% within 8.3% 22.0% 39.9% 25.6% 4.2% 100.0%
%
MONTHLYwithin 70.0% 63.8% 71.3% 63.2% 70.0% 67.2%
% of Total
FLEXIBLE 5.6% 14.8% 26.8% 17.2% 2.8% 67.2%
INCOME OF
21,000- Count 1 2 8 14 2 27
WORKING
THE
30,00 Expected Count 2.2 6.3 10.2 7.3 1.1 27.0
HOURS
% OF
RESPONDENTS THE
within 3.7% 7.4% 29.6% 51.9% 7.4% 100.0%
%
MONTHLYwithin 5.0% 3.4% 8.5%
RESPONDENTS 20.6% 20.0% 10.8%
% of Total
FLEXIBLE .4% .8% 3.2% 5.6% .8% 10.8%
INCOME OF
31,001- Count 0 2 5 3 0 10
WORKING
THE
40,000 Expected Count .8 2.3 3.8 2.7 .4 10.0
HOURS
% OF
RESPONDENTS THE
within .0% 20.0% 50.0% 30.0% .0% 100.0%
%
MONTHLYwithin .0%
RESPONDENTS 3.4% 5.3% 4.4% .0% 4.0%
% of Total
FLEXIBLE .0% .8% 2.0% 1.2% .0% 4.0%
INCOME OF
Above Count 0 0 2 3 0 5
WORKING
THE
Expected Count .4 1.2 1.9 1.4 .2 5.0
HOURS OF
RESPONDENTS THE
RESPONDENTS
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40,000 % within .0% .0% 40.0% 60.0% .0% 100.0%

MONTHLY
% within .0% .0% 2.1% 4.4% .0% 2.0%
INCOME OF
% of Total
FLEXIBLE .0% .0% .8% 1.2% .0% 2.0%
THE
Total WORKING
Count
RESPONDENTS
20 58 94 68 10 250
HOURS OF THE
RESPONDENTS
Expected Count 20.0 58.0 94.0 68.0 10.0 250.0
% within 8.0% 23.2% 37.6% 27.2% 4.0% 100.0%
%
MONTHLYwithin 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%
% of Total
FLEXIBLE 8.0% 23.2% 37.6% 27.2% 4.0% 100.0%
INCOME OF
WORKING
THE
TABLE NO-4.5.1 HOURS OF THE
RESPONDENTS
RESPONDENTS
Chi-Square Tests
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 28.204a 16 .030
Likelihood Ratio 29.887 16 .019
Linear-by-Linear Association 14.221 1 .000

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Chi-Square Tests
Value df Asymp. Sig. (2-sided)
N of Valid Cases 250
a. 14 cells (56.0%) have expected count less than 5. The minimum expected count is .20.
C = 5 R=5
Degree of freedom v=(R-1)(C-1)
=(5-1)(5-1)
Degree o freedom=16
Calculated value = 28.204

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Table value= 22.633
INTREPRETATION
There is relationship between the monthly income of the respondents and flexible
working hours of the respondents. The significant value is 0.030. Therefore the null hypothesis
(H0 is rejected and accepted H1).
4.5.2 MARITAL STATUS AND MISS OUT TIME WITH FAMILY OF THE
RESPONDENTS
Null hypothesis H0: There is no significant relationship between the marital status of the
respondents and miss out time with family of the respondents.
Alternate hypothesis H1: There is significant relationship between the marital status of the
respondents and miss out time with family of the respondents.
MARITAL STATUS OF THE RESPONDENTS * RESPONDENTS MISS OUT TIME

WITH FAMILY Crosstabulation
RESPONDENTS MISS OUT

TIME WITH FAMILY
Never Some times Always Total

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MARITAL Single Count 17 79 31 127

STATUS OF THE Expected Count 25.4 75.2 26.4 127.0
RESPONDENTS
% within
MARITAL
13.4% 62.2% 24.4% 100.0%
STATUS OF THE
RESPONDENTS
% within
RESPONDENTS
34.0% 53.4% 59.6% 50.8%
MISS OUT TIME
WITH FAMILY
% of Total 6.8% 31.6% 12.4% 50.8%
Married Count 33 69 21 123
Expected Count 24.6 72.8 25.6 123.0
% within
MARITAL
26.8% 56.1% 17.1% 100.0%
STATUS OF THE
RESPONDENTS

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% within
RESPONDENTS
66.0% 46.6% 40.4% 49.2%
MISS OUT TIME
WITH FAMILY
% of Total 13.2% 27.6% 8.4% 49.2%
Total Count 50 148 52 250
Expected Count 50.0 148.0 52.0 250.0
% within
MARITAL
20.0% 59.2% 20.8% 100.0%
STATUS OF THE
RESPONDENTS
% within
RESPONDENTS
100.0% 100.0% 100.0% 100.0%
MISS OUT TIME
WITH FAMILY
% of Total 20.0% 59.2% 20.8% 100.0%
TABLE NO-4.5.2

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Chi-Square Tests
Value Df Asymp. Sig. (2-sided)
N of Valid Cases 250
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 24.60.
C =2 R=5
Degree of freedom v=(R-1)(C-1)
=(2-1)(5-1)
Degree o freedom=4
Calculated value = 7.657
Table value= 17.795

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INTREPRETATION
There is relationship between the marital status of the respondents and miss out time with
family of the respondents. The significant value is 0.022. Therefore the null hypothesis (H0 is
rejected and accepted H1).
4.6 REGRESSION ANALYSIS
4.6.1 QUALITY OF LIFE BASED ON GENDER, AGE , EDUCATIONAL

QUALIFICATION AND WORKING EXPERIENCE OF THE RESPONDENTS
ANOVAb
Model Sum of Squares df Mean Square F Sig.
1 Regression 14.800 4 3.700 2.651 .034a
Residual 341.876 245 1.395
Total 356.676 249
a. Predictors: (Constant), WORKING EXPERIENCE OF THE RESPONDENTS,

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS, GENDER WISE
CLASSIFICATION OF THE RESPONDENTS, AGE WISE CLASSIFICATION OF THE
RESPONDENTS
b. Dependent Variable: QUALITY OF LIFE OF THE RESPONDENTS

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TABLE NO-4.6.1
Coefficientsa
Unstandardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 2.135 .637 3.353 .001
GENDER WISE
CLASSIFICATION OF -.869 .539 -.102 -1.612 .108
THE RESPONDENTS
AGE WISE
CLASSIFICATION OF .062 .111 .048 .562 .575
THE RESPONDENTS
EDUCATIONAL
QUALIFICATION OF .095 .051 .118 1.870 .063
THE RESPONDENTS

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WORKING
EXPERIENCE OF THE .087 .098 .076 .891 .374
RESPONDENTS
a. Dependent Variable: AFFECTS QUALITY OF LIFE OF THE

RESPONDENTS
INTREPRETATION
There is significant relationship between affects quality of life based on gender, age ,
educational qualification and working experience of the respondents.
Y=a+bx+cx1
Y=2.135-.869+0. 062+0.095+.087
4.6.2 MOTIVATE FACTORS BASED ON GENDER, AGE , EDUCATIONAL

QUALIFICATION AND WORKING EXPERIENCE OF THE RESPONDENTS
ANOVAb
Model Sum of Squares df Mean Square F Sig.
1 Regression 5.055 3 1.685 .945 .419a
Residual 438.661 246 1.783

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Total 443.716 249
a. Predictors: (Constant), WORKING EXPERIENCE OF THE RESPONDENTS, GENDER

WISE CLASSIFICATION OF THE RESPONDENTS, AGE WISE CLASSIFICATION OF
THE RESPONDENTS
b. Dependent Variable: MOTIVATE FACTORS OF THE RESPONDENTS
TABLE NO-4.6.2
Coefficientsa
Unstandardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 2.317 .697 3.323 .001
GENDER WISE
CLASSIFICATION OF .233 .609 .024 .382 .703
THE RESPONDENTS
AGE WISE
CLASSIFICATION OF .141 .124 .097 1.131 .259
THE RESPONDENTS

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WORKING
EXPERIENCE OF THE -.174 .111 -.136 -1.570 .118
RESPONDENTS
a. Dependent Variable: MOTIVATE FACTORS OF THE

RESPONDENTS
INTREPRETATION
There is significant relationship between motivate factors based on gender, age ,

educational qualification and working experience of the respondents.
Y=a+bx+cx1
Y=2.317+0.233+0.141-0.174
CHAPTER- V
5.1 FINDINGS
WEIGHTED AVERAGE METHOD
 It is noted from majority of respondents ranked the Disagree as first manage personal and
professional life well.
 The analysis shows that majority of respondents ranked the work overheads as first
causes stress due to improper work life balance.
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CORRELATION ANALYSIS
 It is stated that there is negative relationship between marital status and respondents
effective work life balance.
 It is found that there is positive relationship between educational qualification and
respondents affects quality of life.
ANOVA ANALYSIS
 It is observed from ANOVA analysis that therefore, the null hypothesis is accepted. So,
there is significant relation between the age and achieving their work of the respondents.
 It is revealed from the second ANOVA that therefore, the alternative hypothesis is
rejected. So, there is no significant relation between the working experience and miss out
family of the respondents.
CHI-SQUARE TEST
 It is noted from chi square analysis that there is relationship between the monthly income
of the respondents and flexible working hours of the respondents. The significant value is
0.030. Therefore the null hypothesis (H0 is rejected and accepted H1).
 From chi square analysis that there is relationship between the marital status of the
respondents and miss out time with family of the respondents. The significant value is
0.022. Therefore the null hypothesis (H0 is rejected and accepted H1).

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REGRESSION ANALYSIS
 From the regression analysis it is observed that there is significant relationship between
affects quality of life based on gender, age , educational qualification and working
experience of the respondents.
 Similarly the second regression analysis shows that there is significant relationship
between motivate factors based on gender, age , educational qualification and working
experience of the respondents.
5.2 SUGGESTIONS
 The company can also improve the work life balance policies and procedures in order to
increase the employees performance.
 In order to motivate the employees performance the company can give rewards,
incentives or promotions.
 The employees can try to manage both were not properly balanced it will create a conflict
to family and working areas.
 Since some of the employees don’t have career prospectus also the career is important for
work life. The employees can set career prospectus to know about their future enrolment.
 Company can provide counselling to the employees if they have any problem in their
personal life and employees in order to over come from the stress related diseases.

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5.3 CONCLUSION
It is concluded from the study that family and work life are both important to employees
and if these two are not maintained properly it create stress and strain and results into various
diseases. Work-life balance policies are most likely to be successfully mainstreamed in
organization which have a clear understanding of their business and which respect the
importance of work-life balance for all employees. This study is found important because it tries
to know how the work -life and family life interface results into stress. If the organization work-
life balance plays an important role. A happy and healthy employee will give better turnover,
make good decisions and positively contribute to the organizational goal. If organization
implements some of the suggestions gives, then it can improve the work life balance in the
company and it leads to increased workers performance.

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