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INTERNATIONAL JOURNAL
OF CURRENT RESEARCH

ISSN: 0975-833X International Journal of Current Research

Vol. 3, Issue, 4, pp.186-189, April, 2011
3

REVIEW ARTICLE

WORK LIFE BALANCE

Delecta, P.
Department of Management Studies, St. Peter’s University, Chennai (India)
ARTICLE INFO ABSTRACT

Article History: Work life balance has recently taken the attention of both researchers
Received 17th January, 2011 and executives. This subject interests almost everyone with a
Received in revised form
professional career. This widespread interest is partly due to its
12th February, 2011
Accepted 1st March, 2011 reflection on all aspects of life. For those who think that the main
Published online 17th April, 2011 objective in life is to work, their career becomes the core of life.
However, people have limited time and therefore have to perform many
other activities other than their jobs. Without a balance between the
Key words:
two, many mishaps can be experienced in both. In this study work –life
Semantic Web, balance is analyzed from organizational context. This study has the
SPARQL Queries, potential to enable the working people to consider their stand point in
Ontological Models(OWL), terms of work –life balance and the executives to gain new perspective
Annotation Engine,
in order to cope with such a problem.
RDF Flat Files.
© Copy Right, IJCR, 2011, Academic Journals. All rights reserved.

INTRODUCTION Felstead et al. (2002) defines work-life balance as

Work-life balance is defined here as an individual’s
ability to meet their work and family commitments,
as well as other non-work responsibilities and
activities. Work life balance, in addition to the
relations between work and family functions, also
involves other roles in other areas of life. In this
study, due to its more extensive associations, the
concept of work–life balance is preferred. Work-
life balance has been defined differently by
different scholars. In order to broaden our
perspectives, some definitions will be presented.
Greenhaus (2002) defined work –life balance as
satisfaction and good functioning at work and at
home with a minimum of role conflict.
*Corresponding author: del_jeff78@yahoo.com
the relationship between the institutional and
cultural times and spaces of work and non-work in
societies where income is predominantly generated
and distributed through labor markets.
Aycan et al. (2007) confined the subject only with
work and family and put forward the concept of
“life balance” with a more whole perspective.
Scholars defined life balance as fulfilling the
demands satisfactorily in the three basic areas of
life; namely, work, family and private.
Work demands work hours, work intensity and
proportion of working hours spent in work.
Additional work hours subtract from home time,
while high work intensity or work pressure may
result in fatigue, anxiety or otheradverse
physiological consequences that affect the quality
of home and family life (White et al., 2003).
Family demands include such subjects as the roles
 2 International Journal of Current Research, Vol. 3, Issue, 4, pp.186-189, April, 2011
of the individuals (e.g. Father, mother, etc.,) family
responsibilities (e.g childcare, house chores, etc)
looking after the old members, children. Besides
this, there are some other demands in work life
balance than family and work live relaxation,
vacation, sports and personal development
programmes. Work –life balance is not the
allocation of time equally among work, family and
personal demands. In literature, it is also
emphasized that work-life balance is subjective
phenomenon that changes from person to person.
In this regard, work-life balance should be
regarded as allocating the available resources like
time, thought and labor wisely among the elements
of life. While some adopt the philosophy of
‘working to live’ and sees work as the objective,
others consider “living to work” and situated work
into the centre of life.
DETERMINANTS OF WORK-LIFE
BALANCE
Many things in life are the determinants of work
life balance. The subjects in the literature that are
related the most with work life balance are grouped
here.
INDIVIDUAL
An individual is the most important determinant of
work –life balance. Two American cardiologists
Rosenman and Friedman determined two different
types of personality depending on heart disorders
and individual behaviours: type A and type B. Type
A expresses someone who is more active, more
work oriented, more passionate and competitive,
while Type B is calm, patient, balanced and right
minded. It can be argued that since type A is more
work oriented, there will be a negative reflection of
it to work –life balance. Yet work holism, which
is considered as an obsessive behavior, is another
thing that destroys work-life balance. When work
holism connotes over addiction to work, being at
work for a very long time, overworking and busy
with work at times out of work. Since life is not
only about work, workaholics suffer from
alienation, family problems and some health
problems. Porter (1996) states that alcoholics,
workaholics neglect their
PERSONAL IMPLICATIONS
3
families, friends, relations and other social
responsibilities.
FAMILY
The demands that one experience in family life and
that have effects on life balance can be given as the
demand of workload and time, role expectations in
family and support to be given to the spouse. It is
also included in the literature that such variances
as marriage, child rising, caring of the elderly at
home have effect on work-life balance since they
demand more family responsibilities.
Those who have to look after a child or the elderly
might sometimes have to risk their career by
shortening their working hours, which becomes a
source of stress for them. On the other hand, those
without children or any elderly to look after at
home experience less work-life imbalance.
WORK AND ORGANISATION
Work environment is more effective in work-life
imbalance than the family environment. The job
and the institution one works in both demands on
his time, efforts and mental capacity. Among the
efforts to increase organizational efficiency, one of
the subjects managers focus on is to raise the
organizational efficiency, one of the subjects
managers focus on is to raise the organizational
loyalty of the staff.
SOCIAL ENVIRONMENT
Another determinant of work-life balance is social
environment. Especially in countries that stand out
with their culturally collectivist characteristics, an
individual also has responsibilities towards certain
social groups he belongs.
CONSEQUENCES OF WORK-LIFE
IMBALANCE
The stress – based conflict occurs when one of the
roles of the individual at work or in the family
causes stress on the individual and this stress
affects the other roles of the individual. The
behavior stress occurs when the behavior at work
and out of work are dissonant and conflicting.
According to Lowe (2005), work life imbalance
affects the overall well-being of the individual
causing such problems as dissatisfaction from life,
prolonged sadness, using drugs or alcohol.
 3 International Journal of Current Research, Vol. 3, Issue, 4, pp.186-189, April, 2011
FAMILY IMPLICATIONS
Organization expects from individual to allocate
more time for their work while at the same time the
family want him to perform his responsibilities too.
Those who can’t sustain work-life balance are
bound to experience many problems in their
families such as lower family satisfaction,
decreased involvement in family roles etc.
ORGANIZATIONAL IMPLICATIONS:
Those whose demands of the family and one’s
social interest are not met duly naturally prefer
sacrificing his working hours, and carry out their
personal needs.
ORGANIZATIONAL PERSPECTIVE
In order to decrease the negative consequences of
work- family conflict on working individuals,
family friendly organizational culture and human
resources applications have recently been in
agenda of executive. The components of the
organizational strategy are flexible working hours ,
child care and elderly care scheme, home working
,job sharing. Supportive programmes for the family
life of employees in an organization contribute to
providing work –life balance. Thanks to these
programmes, the employees will be encouraged,
their attendance will be supported and their
efficiency will increase. Flexible working hours is
one of the methods used to maintain work-life
balance. For example employees with flexi-time
will have to fulfill certain amount of time weekly.
Other thing which can be done is to allow
employees to work at home away from traditional
work environment.
Conclusion
If one has managed to allocate the required time for
every aspect of life duly and not to reflect the
problems in one part of life to another it means that
Mommies and Daddies on the Fast Track:
Success of Parents in Demanding Professions”,
3
he has been able to achieve work-family balance.
Life as a whole is composed of many other aspects
along with work. Those who have achieved a
balance among these aspects are sure to achieve the
life balance, which does away with any imbalance.
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 5 International Journal of Current Research, Vol. 3, Issue, 4, pp.186-189, April, 2011
3

Need of work life balance

The term “work-life balance” has yet to lose its buzz in the last few years.
This is partially due to the dominating presence of millennials in the
workforce. Employers have been putting in a tremendous effort trying to
determine the best way to appeal to millennial workers. With the millennial
generation of workers projected to take up 75% of the workforce by 2025,
many leaders think it’s time to redefine what work-life balance looks like.

Work-life balance is an important aspect of a healthy work environment.

Maintaining work-life balance helps reduce stress and helps prevent
burnout in the workplace. Chronic stress is one of the most common health
issues in the workplace. It can lead to physical consequences such as
hypertension, digestive troubles, chronic aches and pains and heart
problems. Chronic stress can also negatively impact mental health because
it’s linked to a higher risk of depression, anxiety and insomnia.

Too much stress over a long period of time leads to workplace burnout.
Employees who work tons of overtime hours are at a high risk of burnout.
Burnout can cause fatigue, mood swings, irritability and a decrease in work
performance. This is bad news for employers because according to Harvard
Business Review, the psychological and physical problems of burned-out
employees cost an estimated $125 billion to $190 billion a year in
healthcare spending in the United States.

By creating a work environment that prioritizes work-life balance,

employers can save money and maintain a healthier, more productive
workforce. But what exactly does work-life balance look like? Well, that’s
where things can get a bit complicated. Work-life balance means something
a little different to everyone. Over the years, the knowledge and approach of
work-life balance has been constantly evolving, and it might be helpful for
employers to identify the difference in opinions among the Baby Boomers,
Generation X and Millennials.

Today In: Leadership

Web: https://www.forbes.com/sites/alankohll/2018/03/27/the-evolving-
definition-of-work-life-balance/#5aeec7429ed3
6 International Journal of Current Research, Vol. 3, Issue, 4, pp.186-189, April, 2011
3

OBJECTIVES OF THE STUDY 

To identify the factors that impact the employees work life balance.  To know
the relationship between employee’s job and its impact on employee’s personal
life.  To know the relationship between the supervisors’ support and
employee’s job performance.

Definition:-

Work–life balance is the lack of opposition between work and other life
roles. It is the state of equilibrium in which demands of personal life,
professional life, and family life are equal. Work–life balance consists of, but
it is not limited to, flexible work arrangements that allow employees to carry
out other life programs and practices. The term 'work–life balance' is recent
in origin, as it was first used in UK and US in the late 1970s and 1980s,
respectively. Work–life balance is a term commonly used to describe the
balance that a working individual needs between time allocated for work
and other aspects of life. Areas of life other than work–life can include
personal interests, family and social or leisure activities. Technological
advances have made it possible for work tasks to be accomplished faster
due to the use of smartphones, email, video-chat, and other technological
software. These technology advances facilitate individuals to work without
having a typical '9 to 5' work day.