Journal of Organization and Human Behaviour

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

A Study on Work-life Balance as A Function of Demographic Variables at an IT Company in Bangalore


Affiliations
1 Jain University, Bangalore, India
     

   Subscribe/Renew Journal


Purpose: In the world of intense economic challenges, striking a healthy balance of work and life outside the work offers potential for tremendous growth – both personal and professional. The article is aimed at examining the work-life balance of software professionals that are impacted by the demographic variables: gender, age, marital status, managerial/ non-managerial level, and salary level among employees of the company from IT sector. The empirical study also tries to understand the weaker areas amongst the six components of work-life balance (WLB) index that needs improvement.

Methodology: Secondary research followed by quantitative research using work-life balance scale by Udai Pareek.

Findings of the study: Based on the respondent sample of 144 IT employees, it was found that gender has no impact on work-life balance index. Marital status of an employee has an impact in lowering the WLB index while unmarried employees show better WLB index. Age and managerial levels were found to have a strong influence in the WLB index scores. Interestingly, salary levels were found to have no impact on work-life balance on the employees.

Organisational implication: The coping strategies provided in the study, tailor-made for the specific situation can be adapted by many more IT companies operating in Bangalore. The findings of the study have major implications for formulating and implementing newer HR strategies and policies.


Keywords

Work-life Balance, Demographic variables, IT Company, India
Subscription Login to verify subscription
User
Notifications
Font Size

  • Atkinson, C., & Hall, L. (2009). The role of gender in varying forms of flexible work. Gender. Work and Organization, 16(6), 650-666.

  • Baral, R., & Bhargava, S. (2011a). HR interventions for work-life balance: evidences from organizations in India. International Journal of Business, Management and Social Sciences, 2(1), 33-42.

  • Baral, R., & Bhargava, S. (2011b), Predictors of workfamily enrichment: moderating effect of core self-evaluations, Journal of Indian Business Research, 3(4), 220 – 243

  • Bhalla, S.S., & Kaur, R. (2011). Labour force participation in India: some facts, some queries, Working Paper No. 40, Asia Research Center, London School of Economics & Political Science, London, October 5.

  • Bharat, S. (2003). Women, work, and family in urban India, towards new families? In J. W. Berry, R. C. Mishra, and R. C. Tripathi, Psychology in human and social development, Lessons from diverse cultures,155-169 New Delhi, India, Sage.

  • Caligiuri, P. M., & Tung, R. L (1999). Comparing the success of male and female expatriates from a US-based multinational company. International Journal of Human Resource Management, 10(5), 763-782.

  • Carless, S. A, and Wintle, J. (2007). Applicant attraction: The role of recruiter function, work life balance policies and career salience. International Journal of Selection and Assessment, 15, 394-404.

  • Chaudhry, A. L., Malik, M. I., & Ahmad, I. (2011). Examining the relationship of work life conflict and employee performance( A case from NADRA Pakistan). International Journal of Business and Management, 6(10), 170-177.

  • Clark, S. C. (2000). Work/family border theory: a new theory of work/family balance. Hum Relations, 53, 747–770.

  • Henry, D. E. (2010). Law & Re order: Legal Industry Solutions for Restructure, Retention, Promotion & Work / Life balance, ABA book publishing, Delhi.

  • Drago, R., & Kashian, R. (2003). Mapping the terrain of work/family journals. Journal of Family Issues, 24(4), 488-512.

  • Eagle, B.W., Miles, E.W., & Icenogle, M. L. (1997). Interrole conflicts and the permeability of work and family domains: are there gender differences? Journal of Vocational Behavior, 50, 168-184.

  • Frone, M. R., Russell, M., & Cooper, M. L. (1992). Antecedents and outcomes of work Family Conflict : Testing a model of the work family interface. Journal of Applied Psychology, 77(1).

  • Frone, M.R., Russell, M., & Cooper, M. L. (1992). Prevalence of work-family conflict: Are work and family boundaries asymmetrically permeable? Journal of Organizational Behavior, 13, 723-729.

  • Guest, D. E. (2002). Perspectives on the study of work-life balance. Social Science Information, 41, 255-279.

  • Hill, E. J., Hawkins, A. J., Ferris, M., & Weitzman, M. (2001). Finding an extra day a week: The positive influence of perceived job flexibility on work and family life balance. Family Relations, 50(1), 49-65.

  • India Inc may see attrition rates as high as 31%. (2012). The times of India, Retrieved from http://timesofindia.indiatimes. com/business/india-business/India-Inc-may-seeattrition- rates-as-high-as-31/articleshow/12952285.cms

  • Information Technology sector’s worst nightmare over. (2012). India Today, Retrieved from http://indiatoday. intoday.in/story/information-technology-sector-worstnightmare- over/1/187697.html

  • IT industry, Information Technology industry. (2010). Economy Watch, Retrieved from http://www.economywatch. com/business-and-economy/information-technology- industry.html..

  • Kapoor, J., Bhardwaj, G., & Pestonjee, D. M. (1999). An enquiry into the various facets of women’s careers, Indian Institute of Management, Ahmedabad, India,Working paper, no. 99-08-02.

  • Kalliath, T., & Brough, P. (2008). Work-life balance: A review of the meaning of the balance construct. Journal of Management & Organization, 14(3), 323-327

  • Komarraju, M. (1997). The work–family interface in India, in S. Parasuraman and J. H. Greenhaus Eds., Integrating Work and Family, Challenges for a Changing World, 104–114. Westport, CT, Quorum Books.

  • Lawrence, T. B., & Corwin, V. (2003). Being there: The acceptance and marginalization of part-time professional employees. Journal of Organizational Behavior, 24, 923–943.

  • Lazãr, I., Osoian, C., & Ratiu, P. (2010). The role of worklife balance practices, in order to improve organizational performance, European Research Studies, 13(1).

  • Lowry, D., & Moskos, M. (2008). Mobile phones, spillover and the work–life balance in Hislop, D. (Ed.). Mobility and Technology in the Workplace, Routledge, Oxford, 167-179.

  • Malik, M. I., Saleem, F., & Ahmad, M. (2010). Work life balance and job satisfaction among doctors in Pakistan. South Asian Journal of Management,17(2) , 112-123. Milkie, M. A., & Peltola, P. (1999). Playing all the roles: gender and the work-family balancing act. Journal of Marriage and the Family, 61(2), 476-490.

  • Nasscom wants industry to adopt best practices. (2010). The Hindu, Retrieved from http://www.thehindu.com/ business/Industry/nasscom-wants-industry-to-adopt-bestpractices/ article538637.ece

  • Pareek, U., & Purohit, S. (2010). Training Instruments in Human Resource Development and Organisational Development, 3rd edition. New Delhi, Tata McGraw Hill Publishing Company Ltd. 489- 553.

  • Rajadhyaksha, U., & Bhatnagar, D. (2000). Life role salience, A study of dual career couples in the Indian context. Human Relations, 53, 489-511.

  • Roy, P. K. (Ed.) (2000). The Indian Family: Change and Persistence, Gyan Publications. Sekaran, U. (1992). Middle-class dual-earner families and their support systems in urban India, in S. Lewis, D. N. Izraeli, and H. Hootsmans , Dual-Earner Families, International Perspectives. 46–61. Newbury Park, CA, Sage.

  • Sinoway, E. C. (2012). Harvard Business Review, 90(10), 111-114.

  • Visser, A. (2013). Employees prefer work, life balance to more pay. Retrieved from http://www.leader.co.za/article. aspx?s=2&f=1&a=4338

  • Wesley, J. R., & Muthuswamy, P. R. (2005). Work-family conflict in India- An empirical study, SCMS Journal of Indian Management, 95-102.

  • Williams, K. J., & Alliger, G. M. (1994). Role stressors and mood spill over and perceptions of Work family conflict in employed parents, Academy of Management Journal, 37(4).


Abstract Views: 1784

PDF Views: 0




  • A Study on Work-life Balance as A Function of Demographic Variables at an IT Company in Bangalore

Abstract Views: 1784  |  PDF Views: 0

Authors

Uma Warrier
Jain University, Bangalore, India

Abstract


Purpose: In the world of intense economic challenges, striking a healthy balance of work and life outside the work offers potential for tremendous growth – both personal and professional. The article is aimed at examining the work-life balance of software professionals that are impacted by the demographic variables: gender, age, marital status, managerial/ non-managerial level, and salary level among employees of the company from IT sector. The empirical study also tries to understand the weaker areas amongst the six components of work-life balance (WLB) index that needs improvement.

Methodology: Secondary research followed by quantitative research using work-life balance scale by Udai Pareek.

Findings of the study: Based on the respondent sample of 144 IT employees, it was found that gender has no impact on work-life balance index. Marital status of an employee has an impact in lowering the WLB index while unmarried employees show better WLB index. Age and managerial levels were found to have a strong influence in the WLB index scores. Interestingly, salary levels were found to have no impact on work-life balance on the employees.

Organisational implication: The coping strategies provided in the study, tailor-made for the specific situation can be adapted by many more IT companies operating in Bangalore. The findings of the study have major implications for formulating and implementing newer HR strategies and policies.


Keywords


Work-life Balance, Demographic variables, IT Company, India

References