ANWESH: International Journal of Management and Information Technology

3 (2), September 2018, 01-09

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The Relationship Between Work Life Balance

and Job Satisfaction: An Empirical Evidence
from Married Women IT Employees and
School Teachers in Chennai
A. Pandu1 and Sankar R.2*
1
Assistant Professor in Commerce and Principal Investigator for UGC’s Major Research Project,
Department of Commerce, Pondicherry University Community College, Lawspet, Pondicherry, India.
Email: [email protected]
2
Project Fellow for UGC’s Major Research Project, Department of Commerce, Pondicherry
University Community College, Lawspet, Pondicherry, India. Email: [email protected]
*Corresponding Author

Abstract: Job Satisfaction refers to the level of satisfaction On the other hand, the negative work life balance (or) work life
received by the employees from doing his job. The Job imbalance ends up in Job dissatisfaction and also even leads to
satisfaction is decided based upon many factors and the Labor Turnover.
among them the most important factor is the work life
Work life balance of the women employees has already been
balance. So, in order to find out the impact of work life
studied by many authors and researchers (Reddy N. K. et al.,
balance on Job satisfaction, the variables such as work-
2010; Delina. G., et al, 2013; & Pandu et al., 2013). Work life
family conflict, family-work conflict, work environment,
balance of IT employees and School Teachers has also been
feelings about work, work life balance and Job Satisfaction
investigated by many authors like Maran K., et al., (2014);
were taken into account. The data were collected from 104
Mohan N., et al., (2011)., Anuradha et al., (2015) & Sangita
IT employees and 69 school teachers. The data has been
S. Mohanty et al., (2014). But, no comparative study has been
analyzed using Correlation and Multiple Regression.
done on the work life balance among married IT women and
It is identified that feelings about work have a strong
School teachers in Chennai with variables namely demographic
and positive relationship with Job satisfaction at .815
profile and organizational factors like Work-family conflict,
correlation coefficient. The study has also discovered that
Family-work conflict, Work environment, Feelings about work,
work life balance and job satisfaction are related with
work life balance and job satisfaction. So, in order to fulfill the
one another at 0.037 coefficients. Hence, it is found out
research gap, this study has been undertaken.
that there is a significant relationship between work life
balance and job satisfaction. Therefore, it is concluded that In addition to the above reason, this research study has also
through the better work life balance the job satisfaction of been undertaken in order to discover the relationship among the
the employees rises and in turn the attrition rate could be work life balance and the job satisfaction of the married women
reduced. IT employees and School Teachers in Chennai. Henceforth,
this paper shows the impact of work life balance on the Job
Keywords: Family-work conflict, Feelings about work,
Satisfaction level of the employees working in an organization.
Job satisfaction, Work environment, Work-family conflict,
Work life balance.
II. Brief Review of Literature
I. Introduction
As work life balance of the employees is the determinant factor
for the level of Job Satisfaction, it varies from Profession to
Job satisfaction is most important aspect in every employees’
Profession and from industry to industry. In a Study conducted
life as it forms the base for turnover intentions of the employees.
by Delina. G., et al. (2013), it is reported that the IT employees
Job satisfaction refers to the contentment a person receives
face a high level of pressure and low work life balance among
from his job. The level of Job Satisfaction is decided based
the employees working in Healthcare, Education and IT sector.
upon the work life balance of the working professionals. The
Maran. K., et al., (2014) has said that there is low level of work
high work life balance results in a high level of Job Satisfaction.

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2  ANWESH: International Journal of Management and Information Technology Volume 3, Issue 2, September 2018

life balance among IT employees because of prolonged working III. Objectives of the Study
hours and low time spent for managing the family. Mohan. N.,
et al. (2011) have said that the women IT Professionals were The primary objective of the study is to find out the relationship
having high work pressure of upto 85% and low level of work between work life balance and job satisfaction. The ancillary
life balance. goal of this study is to examine the relationship between
the factors affecting work life balance such as Work-family
On the other hand, the work life balance level of the school conflict, Family-work conflict, Work Environment and feelings
teachers varies from that of IT employees. In a study conducted about work with that of job satisfaction.
by Uddin. M. R., et al. (2013), it has been reported that there
is a moderate level of work life balance prevailing among the IV. Hypotheses
women School teachers in Bangladesh. The level of work life
balance can be better improved by practices and policies that Based on the above objectives, the following hypotheses have
exists in an organization (Sangita S. Mohanty et al., 2014). been framed for the study:
Anuradha in the year 2015 has conducted a research on the work
H1: Work-family conflict has a significant relationship with Job
life balance of teachers in Coimbatore district of Tamil Nadu.
satisfaction.
The study has reported that the majority 80% of the teachers
were having a strong work life balance and among the total H2: There is no significant difference between the Family-work
samples, 50% of the teachers were having high work pressure. conflict and Job satisfaction.

The work life balance of the employees has a stronger impact H3: Work environment is significantly correlated with Job
satisfaction.
on the Job satisfaction of the employees. Generally, the level
of job satisfaction will be more when there is more amount of H4: Feelings about work has a strong relationship with Job
work life balance in an organization (Anuradha et al., 2016). Satisfaction.
When the work life balance is low, then there exists low job H5: Work life balance has a significant relationship with Job
satisfaction level among the employees in an organization Satisfaction.
(Rajendra Singh et al., 2016). When the work life balance level
is higher (in case of the Bank employees) it leads to high level of
V. Research Methodology
Job Satisfaction (J. H. Greenhaus et al., 2003). Organizational
policies, work pressure and work load are some of the factors Data for the study is gathered from 173 women employees
responsible for Job satisfaction. The job satisfaction plays a which includes 69 IT employees and 104 school teachers in
mediating role on the job stress arising out of the job of the Chennai through simple random sampling technique. Data was
employees in an organization (Arthur G. Bedian et al., 1988; A. collected from those respondents who fulfills the following
Q. Chaudhry 2012). conditions. The married women respondent aged from 25-50
years should be employed in her current job for at least last one
Komal Seed et al. (2014) has found out that there is a significant year. She must have been lived with her spouse for at least three
relationship between the Work life balance and Job Satisfaction years with one dependent children. The collected Samples have
of the employees in an organization. The Job Satisfaction can been analyzed using Correlation and Multiple Regression.
be achieved through the family and the organizational support
of the employees in an organization (Meera Komarraju., 2006).
VI. Limitations of the Study
The Family Interface on work, Work Interface on the family,
role ambiguity, job stress, job insecurity, work life conflict and The sample size of the study is limited to 173 Married IT and
work burden are the factors leading to the negative relationship School Teaching employees and they were selected based
between the job satisfaction and the work life balance of the upon the certain selection conditions from Chennai. Hence,
employees in an organization (Xinyuan et al., 2011). if the sample size is increased, the sample selection criteria is
changed along with a different sample region, then there could
The Organizational policies such as flexi time, compressed
be more probabilities of obtaining different findings and results.
work week and recreation facilities has a negative impact on
the job satisfaction of the employees in an organization (Laurel
et al., 2008). Work family facilitation and enrichment plays a VII. Conceptualization of the Study
mediating role between the job support and job satisfaction.
Based upon the main theme of the study, the following variables
The job satisfaction can be achieved through the better support
were taken for the study. They are presented in the form of flow
from both the family and the organization (Meera Komarraju., chart as follows.
2006).
 The sample size of the study is limited to 173 Married IT and School Teaching employees and they were selected
based upon the certain selection conditions from Chennai. Hence, if the sample size is increased, the sample selection
criteria is changed along with a different sample region, then there could be more probabilities of obtaining different
findings and results.

VII. CONCEPTUALIZATION OF THE STUDY

Based uponBetween
The Relationship the main theme
Workof Life
the study, the following
Balance and Job variables were taken
Satisfaction: AnforEmpirical
the study. They are presented
Evidence from in the
Married Women...  3
form of flow chart as follows.

Variables Considered for the Research Study

Respondent’s Individual traits Work Oriented factors

Age of the respondents Work to family conflict

Experience Family to work conflict
Description of the Job
Job Atmosphere
Weekly working Schedule
Income per month of the Feelings about job
respondents
Family Income per month
Work Life Balance

Job Satisfaction

Fig. 1: Conceptualization of the Study

VIII. Theoretical Perspective ∑ Feelings About Work
Feelings about work refers to the employees’ attitude towards
In this study, the factors affecting work life balance were work. In this context, the employee’s attitude refers to the
the independent factors and the work life balance and job employees’ level of willingness to do their job. Strong passion
satisfaction were the dependent variable. towards the job and willingness to do that work makes the
employees to have positive feelings about work.
A. Independent Variables
B. Dependent Variables
∑ Work-Family Conflict ∑ Work Life Balance
Work-family conflict refers to that conflict which arises as a Work life balance refers to the ideal level of balance between
result of the interference of the work demands with that of the the work and the personal life of the respondents. Work life
family demands. Prolonged work schedule, rotational shifts, balance can also be said as the satisfaction level obtained from
Work pressure and Job Stress were the root cause for the Work- the balance between the two various domains such as family
family conflict. Work-family conflict reduces the work life and work (Greenhaus et al., 2003). Work life balance also
balance of the employees (Reddy N. K. et al., 2010). refers to the income required for balancing work and family
∑ Family-Work Conflict (An Coppens., 2007).
Family-work conflict is just the reverse of work-family conflict. ∑ Job Satisfaction
Family-work conflict arises as a result of interference of the Job satisfaction refers to the satisfaction level, an employee
family demands with that of the work demands. Dependents receives from his job. An employee becomes satisfied through
care and health of the family members are some of the reasons many reasons such as fulfilment of the tasks and targets
for family-work conflict. Family-work conflict affects the work assigned, through appraisal and other monetary and non-
life balance negatively (Delina et al., 2013). monetary benefits, through rewards and recognition and mainly
∑ Work Environment through work life balance.
Work environment refers to the working conditions in which the
employees do their work. It includes Workplace relationships IX. Data Analysis and Interpretation
such as Manager-worker relationships and peers’ relationships.
A. Reliability Analysis
Organizational policies regarding work and welfare of the
employees also comes under the work environment. Work The Alpha value is 0.7790 and it lies between 0.8-0.7. This
environment affects the work life balance of the employees indicates an acceptable reliability. Hence, the questionnaire is
(Rajesh K. Yadav et al., 2014). accepted to be reliable in measuring the defined constructs.
4  ANWESH: International Journal of Management and Information Technology Volume 3, Issue 2, September 2018

Table I: Frequency Distribution Regarding Demographic Profile of the Women Respondents

Personal Information of the Samples Frequency Percentage

Age Group
25-30 years of age 34 19.7%
31-40 years of age 92 53.2%
41-50 years of age 47 27.2%
Years of Experience
1-3 years 22 12.7%
4-7 years 38 22.0%
8-10 years 25 14.5%
11-13 years 24 13.9%
14-16 years 38 22.0%
17 and above years 26 15.0%
Working Hours Per Week
0-29 hours 2 1.2%
30-39 hours 16 9.2%
40-49 hours 67 38.7%
50-59 hours 60 34.7%
60 hours and above 28 16.2%
Job description
IT Employees 69 39.9%
School Teachers 104 60.1%
Respondent’s Monthly Income
Below Rs. 20,000 56 32.4%
Rs. 20,001 - Rs. 30,000 21 12.1%
Rs. 30,001 - Rs. 40,000 61 35.3%
Above Rs. 40,001 35 20.2%
Family Monthly Income of the Respondents
Below Rs. 40,000 39 22.5%
Rs. 40,001 - Rs. 60,000 32 18.5%
Rs. 60,001 - Rs. 80,000 22 12.7%
Rs. 80,001 - Rs. 1,00,000 53 30.6%
Above Rs, 1,00,001 27 15.6%

Source: Primary Data

The above table shows the frequency distribution regarding the Among the total respondents, there are 69 IT employees and
personal information of women respondents. Regarding the 104 school teachers. Taking into account the monthly income,
age group of the women respondents, 92 were aged from 31-40 61 women workers have income from Rs. 30,001 - Rs. 40,000
years and 34 respondents are from 25-30 years of age. As far per month and 35 respondents earns a monthly income of above
as experience is concerned, 38 women employees were having Rs. 40,000. While analyzing the monthly family income of the
experience from 4-7 years and 14-16 years. Just 22 respondents respondents it has been found out that 53 respondents were
were having 1-3 years of experience. When it comes to working having a monthly family income of Rs. 80,000 - Rs. 1,00,000
hours, 67 interviewees are working for 40-49 hours a week, and 22 employees have a monthly family income from Rs.
while only 2 women have weekly working hours within 29 60,001 - Rs. 80,000.
hours.
 The Relationship Between Work Life Balance and Job Satisfaction: An Empirical Evidence from Married Women...  5

X. Analysis and Interpretation

Table II: Descriptive Statistics Among Age Group and Factors Considered for the Study

Variables Age Group of the Employees

25-30 Years 31-40 Years 41-50 Years
Mean 16.18 16.59 15.40
Work-family conflict
Standard deviation (5.65) (4.98) (4.90)
Mean 16.74 16.35 15.83
Family-work conflict
Standard deviation (5.16) (4.53) (4.55)
Mean 16.15 14.60 16.21
Work environment
Standard deviation (4.43) (3.78) (4.29)
Mean 19.09 18.30 19.51
Feelings about work
Standard deviation (5.84) (5.00) (5.10)
Mean 34.00 32.39 33.51
Work life balance
Standard deviation (5.73) (4.69) (5.20)
Mean 28.44 26.16 27.49
Job satisfaction
Standard deviation (7.00) (6.11) (6.51)
Source: Primary Data
This table shows the impact of age group of the respondents on rate i.e., 16.21. Elderly aged female workers i.e., 41-50 years
various factors taken for the study. Respondents with the age aged employees were having FAW with a higher mean score of
group of 31-40 years were having WFC with a higher mean 19.51. Young interviewees with 25-30 years of age were having
score of 16.59. Employees belonging to age group 25-30 years a WLB with a high mean of 34.00 and in turn the respondents
were having with a high mean of 16.74 for FWC. The WE for of same age group were satisfied with their job as the high mean
women at the elder age group 41-50 years has their higher mean score was 28.44.
Table III: Descriptive Statistics Among Experience and Factors Taken for the Study

Variables Experience in Years

1-3 4-7 8-10 11-13 14-16 17 Years
Years Years Years Years Years and
Above
Work-family conflict Mean 15.86 16.82 17.08 17.04 14.34 16.58
Standard deviation (5.32) (5.00) (6.03) (4.46) (4.92) (4.59)
Family-work conflict Mean 16.86 17.21 15.68 16.83 15.05 16.96
Standard deviation (4.71) (4.89) (5.11) (3.90) (4.51) (4.53)
Work environment Mean 16.45 16.05 15.20 13.42 15.74 14.69
Standard deviation (4.47) (4.67) (4.10) (2.47) (3.98) (3.97)
Feelings about work Mean 19.09 18.61 19.68 18.42 19.21 17.65
Standard deviation (4.99) (5.47) (6.76) (4.51) (4.40) (5.17)
Work life balance Mean 33.77 32.68 32.92 31.71 34.58 31.85
Standard deviation (4.78) (5.42) (5.76) (4.34) (4.81) (4.76)
Job satisfaction Mean 29.05 27.13 27.08 25.38 27.76 25.19
Standard deviation (5.75) (7.24) (7.53) (5.48) (5.19) (6.85)

Source: Primary Data 4-7 years of experience have FWC at a high mean score of 17.21.
The respondents who were having less years of experience i.e.,
The above table shows the impact of experience on the factors
1 -3 years holds WE with a high mean of 16.45. Interviewees
taken for the study. 8-10 years experienced women were having
with 14-17 years of experience are having FAW as the mean
WFC with a high mean score of 17.08. Women Workers having
was 19.21 and WLB with a high mean score of 34.58. Female
6  ANWESH: International Journal of Management and Information Technology Volume 3, Issue 2, September 2018

workers having1-3 years of experience were satisfied with their job as the mean was 29.05.

Table IV: Descriptive Statistics of Working Hours Per Week, Factors Affecting Work Life Balance,
Work Life Balance and Job Satisfaction

Variables Hours Worked Per Week

0-29 30-39 40-49 50-59 60 and Above
Work-family conflict Mean 21.50 18.56 16.25 15.28 16.21
Standard deviation (.71) (5.02) (4.92) (5.32) (4.78)
Family-work conflict Mean 20.50 18.94 16.57 15.65 15.75
Standard Deviation (2.12) (3.79) (4.67) (4.65) (4.73)
Work environment Mean 13.50 12.81 16.37 15.02 15.14
Standard deviation (3.54) (3.76) (4.08) (3.90) (4.27)
Feelings about work Mean 15.00 14.63 19.72 19.12 18.50
Standard deviation (4.24) (4.47) (5.21) (4.73) (5.59)
Work life balance Mean 31.00 29.63 32.97 34.17 32.71
Standard deviation (5.66) (4.18) (4.86) (5.31) (4.78)
Job satisfaction Mean 23.50 23.06 28.34 27.25 25.57
Standard deviation (7.78) (6.32) (6.53) (5.77) (6.74)
Source: Primary Data as the p value .000 is less than that of .001, the hypothesis is
accepted. It has been discovered that WFC has a significant
This table shows the impact of weekly working hours on the association with JS.
variables taken for the study. The women working for 0-29
hours in a week were having WFC with a mean of 21.50 and H2: There is no significant difference between the Family-work
FWC with a mean of 20.50. Respondents having 40-49 hours conflict and Job satisfaction.
as weekly working hours were having WE with a high mean -.505 is the correlation coefficient between FWC and JS.
of 16.37 and FAW at the mean rate of 19.72. The interviewees Since, the p value .000 is lower than that .001, the hypothesis
with 50-59 weekly working hours were having a WLB with a is rejected at 1% level and it is summed up as there is no
mean of 34.17. The employees working for 40-49 hours per significant difference between the FWC and JS.
week were satisfied with their job as their mean was as high as
28.34. H3: Work environment is significantly correlated with job
satisfaction.
Table V: Pearson Correlation Coefficient between Factors
affecting work life balance and Job satisfaction
WE and JS are correlated with one another at .719. They are
highly significant as their p value .000 is .001 and in turn
Factors Affecting Work Life Balance Job the hypothesis is accepted at 1% confidence level. So, it is
Satisfaction interpreted that there is a significant correlation between the
WE and JS.
Work-family conflict Pearson Correlation -.569**
Family-work conflict Pearson Correlation -.505** H4: Feelings about work has a strong relationship with Job
Satisfaction.
Work environment Pearson Correlation .719**
Feelings about work Pearson Correlation .815** FAW and JS has a correlation coefficient of .815. The relationship
is highly significant since the Sig. Value .000 (<.001) and then,
** Correlation is significant at 1% level. the hypothesis is accepted at 1% significant level. As a result,
Source: Primary Data it has been deduced that FAW and JS are strongly related with
The above table shows the Pearson correlation among the one another.
factors influencing WLB with JS in order to find out the From the above analysis, the FAW is the most important and
relationship among them. highly correlated variable than any other factors affecting JS
H1: Work-family conflict has a significant relationship with Job with 81.5% because the employees’ strong passion on their job
Satisfaction. makes them more satisfied in doing that job followed by WE
with .071. Then there exists a negative correlation among WFC
The correlation coefficient among WFC and JS is -.569 and (-.534) and FWC (-.505) with that of the JS.
 The Relationship Between Work Life Balance and Job Satisfaction: An Empirical Evidence from Married Women...  7

Table VI: Multiple Regression Analysis Among Factors Taken for the Study

Variables Unstandardized SE of B Standardized t-Value P Value

Co-efficient Co-efficient
Constant (Job satisfaction) 3.714 3.554 - 1.045 0.298
X1 (Work-family conflict) -0.086 0.076 -0.068 -1.133 0.259
X2 (Family-work conflict) -0.007 0.074 0.005 0.093 0.926
X3 (Work environment) 0.452 0.083 0.288 5.453 0.000**
X4 (Feelings about work) 0.590 0.078 7.500 7.517 0.000**
X5 (Work life balance) 0.198 0.094 0.156 2.105 0.037*
** P value is significant at 1% level.
* P value is significant at 5% level.
Source: Primary Data
The multiple R Value is 0.865 measures the degree of the XI. Findings and Suggestions
association between the various values of the JS. This denotes
a strong positive relationship between the Independent variable WLB has a feeble and at the same time an affirmative
i.e., JS with that of the dependent variables namely WFC, FWC, relationship with the JS of the employees. The satisfaction level
WE, FAW and WLB. The R square value is 0.748 and itis said of IT employees and School teachers is most often stimulated by
to be (Highly) significant at 1% level with p value .000 is less their spirits of work. Correspondingly, the Work Surroundings is
than .001. The Equation for Multiple regression is framed as found to be more compassionate for the employees on rising the
under contentment of work through improving their WL equilibrium.
In contrast, WLC chops the gratification of job and moreover it
Y= 3.714 – 0.086 X1 – 0.007X2 + 0.452X3 + 0.590X4 +
shrinks the WLB.
0.198X5
The delicate rapport amongst WLB and Job consummation
There is a negative affiliation between the WFC and the JS.
could be enriched by reducing the conflict that arises between
This represents the JS level decrease for every unit increase
work and the personal life of the employees. This WLC among
in WFC with -0.086 and it is insignificant at 5% level. The X2
the respondents could be reduced thru rising the income for the
denotes the FWC and it also have a negative relationship with
employees with low remuneration. As soon as the income is
job satisfaction at -0.007 correlation and this denotes that the
raised, then there remains high prospect of WLB and in turn the
increase in FWC decrease the JS level of the employees in an
JS advances. On the other hand, in disparity the WLB of highly
organization. There is no significant difference between the
paid employees could be eroded via better WE like lowering
FWC and the Job Satisfaction at 5% level. While X3 is 0.452
their working hours from 10 hours a day to 8 hours & extending
it symbolizes that the JS level increases for every unit rise in
their working days in a week from 5 to 6 days. Furthermore,
the WE. There is an optimistic and a significant relationship
this WLC can be lessened by better family support in monetary
between the JS and WE at 1% level. X4 is 0.590 which indicates
relations and non-monetary aspects like managing family
that the level of JS rises for every increase in the FAW and it is
demands through establishing care centre at different places
significant at 1% level.
of city which is completely away from organization but easily
H5: Work life balance has a significant relationship with Job accessible to the employees. Thus, by mitigating WLC, WLB of
Satisfaction the workers’ progresses and as a consequence the JS upsurges
inevitably.
X5 has a positive relationship with the JS as the X5 i.e., JS rises
for the rise in the WLB of the employees with 0.198. Since, the The Mutual deleterious feelings that arise on the workplace were
p value 0.037 lies between the 0.11- 0.50, it is significant at 5% fury, Jealous, agitation, and culpability. These harmful state of
level. So, the hypothesis is accepted and there is a positive and mind of the employees can be avoided through the support from
significant relationship between the WLB and JS at 5% level. co-workers, peers, superiors and subordinates on the job. But,
these helpful measures could evade those destructive moods of
Considering the Standardized Co-efficient, FAW (7.500) is the
the employees only to a limited extent, henceforth, it can be
highest influencing factor towards the JS. The second most
completely managed through providing proper training to the
inducing factor of JS with 0.288 value is WE. Then following
respondents, which can make them to have self-analysis and
it, WLB affects job satisfaction at .0156. Next, FWC has an
evaluation. Fury could be managed through diversion from the
impact on JS with 0.005. Lastly the least stimulating factor of
root-cause issue responsible for it and Covetous attitude is coped
JS is WFC with -0.068. The FAW is considered as the most
through extending equal opportunities to all the employees.
important factor because the strong and positive attitude of the
Whereas panic is caused due to insecurity of the job, it might
employees towards their job makes them to have a strong WLB.
be removed via making them permanent in the job. Meeting the
8  ANWESH: International Journal of Management and Information Technology Volume 3, Issue 2, September 2018

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