This document presents a comparative study on work life balance between male and female customer associates working in retail stores in Chandigarh, India. The study used a sample of 50 associates (25 male, 25 female) and assessed their work life balance using a scale developed by Fisher (2001) measuring work interference with personal life, personal life interference with work, and work/personal life enhancement. The results found that females reported higher levels of work interfering with personal life and personal life interfering with work compared to males. Females also reported lower levels of work/personal life enhancement than males. Significant differences were found between males and females on all three dimensions of work life balance. The study concluded that maintaining work life balance is important for

1. A COMPARATIVE STUDY OF WORK LIFE BALANCE
*Dr. Nisha Chanana, Assistant Professor, School of Management Studies
Baddi University of Emerging Sciences and Technology
**Dr. Naresh Kumar, Professor, University School of Management
Kurukshetra University, Kurukshetra
Abstract
In the current economic scenario, organisations are hard pressed for higher productivity and
need employees with improved work-life balance as an employee with better work-life
balance will contribute more meaningfully towards the organizational growth and success
(Naithani and Jha, 2010). For the present study descriptive method is used. The sample was
drawn from male and female customer associates working in retail stores of Chandigarh city,
and their ages were in the range of 25-35. The sample of 50, i.e. 25 male and 25 female was
drawn using purposive sampling procedure. For the present investigation the data has been
collected in two ways i.e. primary data and secondary data. Work life balance scale is used in
the present study, developed by Fisher (2001). Work life balance is a seven point scale,
ranging from 1-7, containing 15 items, designed to assess three dimensions of work life
balance, namely, work interference with personal life (WIPL-7 items), personal life
interference with work (PLIW-4 items), and work/personal life enhancement (WPLE-4
items). It has been observed that females feel highly work interference with their personal life
and personal life interference with work as compared to male’s customer associates. It has
also been revealed that females feel low work/personal life enhancement as compared to
males. Significant difference has been found between males and females customer associates
towards their work life balance.
Keywords: Work life balance, personal life enhancement, work interference
1.1 Introduction
In this modern era, work life balance is very essential for the individuals and also for
the growth of an organization. Work life balance was initially conceived in terms of work
family conflict (Kahn et al., 1964), work family enhancement/ facilitation (Grzywacz and
Marks, 2000), and work family balance (Hill, et al. 2001). Work–family balance was defined
as “the extent to which individuals are equally engaged in and equally satisfied with work
and family roles” (Clark, 2000 and Kirchmeyer, 2000). Work-family balance referred to the
degree to which an individual is able to simultaneously balance the temporal demands of both

2. paid work and family responsibilities, whereas work-family conflict represented
incompatibilities between work and family responsibilities because of limited resources like
time and energy (Gropel,2005). According to Kirchmeyer (2000) a balanced life as achieving
satisfying experiences in all life domains. Bailyn et al. (2001) defined work /life balance as
harmonious and holistic integration of work and non-work, so that men and women can
achieve their potential across the domains in which they play out their life roles. Fisher
(2001) stated that work life balance comprises of four components. The first component is
time, how much time is spent at work, compared to how much time is spent engaged in other
activities. The second component is related to behavior, such as, work goal accomplishment,
as work life balance is based on ones’ belief that he is able to accomplish what he would like
at work and in his personal life. Two additional components are strain and energy.
Greenblatt (2002) described work life balance as acceptable levels of conflict between
work and non-work demands. Duxbury (2004) defined work life balance as involving three
things: role overload, work to family interference and family to work interference. Hudson
(2005) defined work/life balance as a satisfactory level of involvement or fit between the
multiple roles in a person’s life.
2.1 Review of Literature
Hammer et al. (1997) conducted a study on 399 dual-earner couples and observed that
work family conflict had strong effects for both males and females. Frone et al. (1992) drawn
a sample of 631 employed adults, in which 278 men and 353 women, he was found that work
to family conflict is more prevalent than family to work conflict, it has been revealed that
family boundaries are more permeable to work demands than are work boundaries to family
demands.
Williams and Alliger (1994) examined the work life balance among 41 full time working
parents (13 men and 28 women). It has been found that work interfered with family more
than family interfered with work. Eagle et al. (1997) found that work to family conflict being
significantly more prevalent than family to work conflict. Hsieh et al. (2005) found that very
few Taiwanese managers had difficulty balancing work and personal lives and work
interfered with personal life. Kinnunen and Mauno (2007) conducted a study in four
organizations, namely, municipal and social healthcare, manufacturing for exports, a bank
and a supermarket. Data was collected from a sample of 501 employees. The results showed
that interference from work to family was more prevalent than interference from family to
work among both sexes. No gender difference has been found either work to family or family
to work conflict.

3. Bailey (2008) examined the work and life balance of occupational Deans working in a
community college. It has been found that Deans expressed a strong commitment to their families
and indicated that the quality of their work lives is not good. Baral (2010) examined that
working men and women in India experience more work family enrichment than the work
family conflict. It was also found that there were no gender differences in the employee
perception of work family enrichment. Malik et al. (2010) examined the effect of work – life
balance and job satisfaction on the turnover intentions of doctors. It has been observed that
doctors who are better able to manage the work and the life activities were more satisfied
with their jobs and have less intention to leave their jobs. Smith et al. (2010) examined the
difference between the work-life balance perspectives of male and female future accountants.
Result reported that work-life balance is very important in career decisions. Result showed that
both male and female future accountants consider work-life balance issues to be important. It has
been found that females have significantly higher scores in rating the importance of work-life
balance. Smith (2010) indicated that future marketing professionals regard work-life balance
issues as very important to their future careers. Future marketing professionals indicate that a
healthy work-life balance affects job satisfaction, job performance, and ethical decision
making. While no significant differences has been observed between male and female future
marketing professionals regarding work-life balance.
2.1.1 Research gap
After reviewing the literature it has been found that good research has been done form
various perspective on the topic of work life balance, but it has been observed that most of
the researches done in other countries respectively. In India, work life balance is a crucial
topic for research because it’s a very essential for the growth of the organization as well as
for the employees. Some research has been done in the field but no study has been conducted
in Chandigarh with a specific objective. So it has been decided to study and compare work
life balance of males and females customer associates working in retailing sector, especially
in Apparel industry.
2.1.2 Objectives of the study
1. To assess the work life balance of customer associates of Chandigarh.
2. To compare the work life balance of customer associates on the basis of gender.
3.1 Research Methodology
For the present study descriptive method is used. The sample was drawn from male
and female customer associates working in retail stores of Chandigarh city, and their ages
were in the range of 25-35. The sample of 50, i.e. 25 male and 25 female was drawn using

4. purposive sampling procedure. For the present investigation the data has been collected in
two ways i.e. primary data and secondary data. Primary data is collected through
questionnaire and secondary data is collected from various research journals, articles, books
and with the help of internet.
Work life balance scale is used in the present study, developed by Fisher (2001).
Work life balance is a seven point scale, ranging from 1-7, containing 15 items, designed to
assess three dimensions of work life balance, namely, work interference with personal life
(WIPL-7 items), personal life interference with work (PLIW-4 items), and work/personal life
enhancement (WPLE-4 items). The respondents were asked to give answer which they felt in
a particular way during the past six months. It is a seven point time related scale (e.g. 1=Not
at all and 7=All the time). The scoring was done as 7 to 1 (7 for Not at all and 1 for All the
time) for the dimensions of WIPL (except item 7, which was reverse scored) and PLIW, since
the items were negatively worded. For the dimension of WPLE, scoring was 1 to 7 (i.e. 1 for
Not at all and 7 for All the time) as the items were positively worded.
A minimum and maximum score for WIPL is 7 and 49; PLIW and WPLE is 4 and 28
respectively. Cronbach’s alpha value of the work life balance scale for WIPL is .738, PLIW
is .813 and WPLE is .841, indicating that the scale is highly reliable for this study. For
descriptive statistics mean, standard deviation and z test is used. For comparison Mann-
Whitney test is used to analyze data. The same is presented with the help of appropriate
statistical tables.
4.1 Results and Interpretations
In the present investigation the mean score of male and females’ customer associates about
work life balance has been shown in the table 1
Table 1: Mean score of males and females customer associates
S.No. Dimensions Gender Observed
Mean
Standard
Mean
SD SE z value
1 WIPL
Male 25.36 28 2.138 .427 -6.18
Female 19.44 28 2.484 .496 -17.25
2 PLIW
Male 18.36 16 4.794 .958 2.46
Female 12.44 16 2.022 .404 -8.81
3 WPLE
Male 22.60 16 2.254 .450 14.66
Female 12.68 16 1.973 .394 -8.42
Note: z value significant 1.96 at 5 % and 2.58 at 1%
4.1.1 WIPL (Work interference with personal life)
It is clear from table no. 1 that observed mean score obtained by male is 25.36 lower
than the standard mean score of 28; z value reveals that the observed mean score is

5. significantly different from the standard mean score (z=-6.18, p<.01). Thus the obtained
finding reveals that males have highly work interference with personal life (WIPL).
Female have also low score on the dimension of WIPL, hence, it has been cleared that
they feel highly work interference with their personal life. The observed mean score of
female 19.44 is lower than the standard mean score of 28. Further the departure from
expectation was tested by applying z test. The value of z= -17.25 is found significant at .01
level.
It has been observed from the table no. 1 that females have low mean score as
compared to males, thus it is cleared that females feel highly work interference with their
personal life than males customer associates.
4.1.2 PLIW (Personal life interference with work)
A perusal of the table 1 reveals that on the dimension of personal life interference
with work (PLIW) among males is scored 18.36 indicates moderate interference is there. The
observed mean score of males on the dimension of PLIW is higher than standard mean scored
(16). Further the departure from expectations was tested by applying z test. The value of z
(2.46) is significant at .01 level.
The observed mean score of females 12.44 is lower than the standard mean score of
16, indicates highly interference is there on the dimension of personal life interference with
work. The value of z is (-8.81) significant at p<.01 level.
It has been revealed from the table no. 1 that females have low mean score as
compared to males, thus it is cleared that females feel highly personal life interference with
work as compared to males customer associates.
4.1.3 WPLE (Work/personal life enhancement)
As depicted by table 1, the observed mean score obtained by the males customer
associates 22.60 is higher than the standard mean score 16 and z value is 14.66, (p<.01). Thus
the obtained finding reveals that the males have high work/personal life enhancement.
However, the observed mean score obtained by the females’ customer associates
12.68 is lower than the standard mean score of 16, indicating thereby that there is a low
work/personal life enhancement (z=-8.42, p<.01).
It has been depicted from the table no. 1 that females have low mean score as
compared to males, thus it is cleared that females feel low work/personal life enhancement as
compared to males.

6. 4.1.4 Compare the work life balance
Table 2: Compare the work life balance of customer associates on the basis of gender
S.
No.
Dimensions
Mann-
Whitney
U
Z
Asymp
Sig.
(2-tailed)
1 WIPL (Work interference with personal life) 13.00 -5.833 .000
2 PLIW (Personal life interference with work) 103.00 -4.081 .000
3 WPLE (Work/personal life enhancement) .000 -6.082 .000
Table no. 2 showed that there is a significant difference between male and female on
the dimensions of WIPL, Mann-Whitney U= 13.00, z= -5.833, .000<.01. On the basis of
gender, significant difference has been found among males and females customer associates
of Chandigarh on the dimension of PLIW (U= 103.00, z= -4.081, .000<.01). Both males and
females customer associates were significant different on the dimension of WPLE (.000<.01).
5.1 Limitations of the study
All the findings are based on the information provided by the respondents, and are
subject to the potential bias and prejudice of the people involved. The scope of the study is
restricted to the Chandigarh customer associates only. As such, the findings may change if
the study were to be applied to a different area, demographic landscape or economy.
5.2 Conclusion and Suggestions for future research
Work life balance is very important for the growth of the organization as well as for
the employee. Females feel highly work interference with their personal life and personal life
interference with work as compared to male’s customer associates. It has also been concluded
that females feel low work/personal life enhancement as compared to males. Significant
difference has been found between males and females customer associates towards their work
life balance. It has been suggested that organizations should make some employee assistance
program and employee wellness program especially for women for maintain their work life
balance.
The present study was limited to Chandigarh customer associates only. An attempt
may be made to investigate work life balance among other employees of other cities.
Demographic variables such as age, experience, marital status, qualifications etc. in relation
to work life balance may also be included to enhance the scope of the study.

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