This study makes an attempt to analyse the determinants of ‘work-family’ balance related factor for Women Corporate Governance professionals in India. ‘Maslow Pyramid’ was utilized to assess the motivation of women joining Corporate Governance profession in India. The job satisfaction of the respondents and its association with ‘Family domain’ and ‘Work domain’ related variables was also assessed. The sample of the study was collected through a structured questionnaire from 200 women professionals having membership of Institute of Company Secretaries of India during the period November, 2017 – January, 2018. An empirical analysis was made on the data using statistical techniques of the Friedman Rank Test and Kendall's Tau Coefficient. The findings of the study reveal that need for ‘Achievement’ and ‘Affiliation’ are the key determinants for choosing Corporate Governance profession by women Company Secretaries in India. Furthermore, the level of job satisfaction was found associated with ‘family domain’ related and ‘work domain’ related variables. The study finds its relevance as this is ‘one of its kind’ study for exploring motivational factors of women Corporate Governance professionals in India and forms the base for further research in the area.

1. RESEARCHPAPER
82 MARCH 2018 I CHARTERED SECRETARY
Dr. Harpreet Raman Bahl
Assistant Professor
Institute of Company Secretaries of India
harpreet.bahl@icsi.edu
Empowering Women: An Empirical Analysis of
the Determinants of ‘Work-Family Balance’
Factors for Corporate Governance
Professionals in India
Section I
INTRODUCTION
The role of women in any society is paramount. Going a step ahead, women in Indian society
have been placed on a high pedestal since ancient times itself and their role was not only
limited upon taking up their family responsibilities only but they were also provided with
bounteous opportunities to attain high intellectual and spiritual standards example being
scholars such as Ghosha, Lopamudra, Gargi Vachaknavi , Maitreyi. Princess Hemalekha.
In contemporary times, despite advances on the economic front globally and locally, the
participation of women in economic activity has failed to match their male counterparts. The
main reason behind the same is the ‘social set-up’ that perceives that women are primarily
responsible for ensuring quality of life in the family by being wife; daughter; mother; a budget
maker and finance manager and still many more unpaid roles. Despite all, women in India;
have been challenging their own boundaries and juggling with the dual roles, they are best
trying to empower themselves by striking a balance between work and family. In the
profession of Company Secretaries which was typically viewed decades back as a male-
dominated profession, women have taken a lead and taking up several roles in Governance
This study makes an attempt to analyse the determinants of‘work-family’
balance related factor for Women Corporate Governance professionals in
India. ‘Maslow Pyramid’ was utilized to assess the motivation of women
joining Corporate Governance profession in India. The job satisfaction
of the respondents and its association with ‘Family domain’ and ‘Work
domain’ related variables was also assessed. The sample of the study
was collected through a structured questionnaire from 200 women
professionals having membership of Institute of Company Secretaries of
India during the period November, 2017 – January, 2018. An empirical
analysis was made on the data using statistical techniques of the
Friedman Rank Test and Kendall’s Tau Coefficient. The findings of the
study reveal that need for ‘Achievement’ and ‘Affiliation’ are the key
determinants for choosing Corporate Governance profession by women
Company Secretaries in India. Furthermore, the level of job satisfaction
was found associated with ‘family domain’ related and ‘work domain’
related variables. The study finds its relevance as this is ‘one of its kind’
study for exploring motivational factors of women Corporate Governance
professionals in India and forms the base for further research in the area.
Keywords: Work-Family Balance, Dual-role Conflict, Motivation and
Personality, Maslow Need Hierarchy Theory, Women Empowerment,
Sociology of Work, Corporate Governance Professionals in India
JEL Classification: J16, J24, J28, M12, M54, O15, P46, Z13

2. RESEARCHPAPER
83CHARTERED SECRETARY I MARCH 2018
profession in India, many of them have already been successfully
serving as ‘Key Managerial Personnel’ in Board Rooms in India
paving the way for Good Corporate Governance. This empirical
study is an attempt to analyse the determinants of ‘Work-Family’
related factors for Women Corporate Governance professionals
in India.
Section II
RESEARCH METHODOLOGY
The methodological aspects related to the empirical research
conducted in the present study are given hereunder:
Research Gap
It was analysed from review of literature that there is hardly any
empirical study carried out to trace out the determinants of
motivational needs that drive the women to choose ‘Corporate
Governance’ as a profession. Therefore, the findings of this study
open up avenues for further research in the area. The job of
Women Corporate Governance professionals in India is perhaps
more demanding than their male counterparts as social set-up in
India perceives giving priority to family and social responsibilities at
the forefront for women and career usually takes a back seat.
However, with the change in time and circumstances, women
corporate governance professionals in India are taking up this
challenge to prove their mettle in professional spheres like all other
professions in India. This calls for the need to measure job
satisfaction among such women Corporate Governance
professionals in India and the family and work domain related
variables, that influence the degree of such job satisfaction.
Objectives of the Study
The study was carried out with following objectives after finding out
research gaps in the literature:
• To find out the motivational factors that drive women to choose
‘Corporate Governance’ as a profession.
• To find out the extent of priority given to ‘Work vs. Family’ by
the Women Corporate Governance Professionals in India.
• To find out the association between ‘Job Satisfaction’ and
‘Family Domain’ related variables.
• To find out the association between ‘Job Satisfaction’ and
‘Work Domain’ related variables.
Measurement Instrument
To attain the objectives of the study, data was collected from
primary data sources. A structured questionnaire based on review
of literature was developed. Likert’s Five Point Scale was also
utilized in the study to attain one of the objectives.
Sample Characteristics
The Women Corporate Governance professionals who are
Members of Institute of Company Secretaries of India (ICSI)
formed the population of the study.
As far as the demographic profile of the respondents is concerned,
the sample comprises of a variety of randomly selected respondents
who were in full time employment and married also. Around 65 per
cent of the total sample size was the respondents from the age
group of 30-45 years and rest was above the age of 45.
The sample population had a reasonable working experience as a
Corporate Governance professional as majority respondents
(above 70 per cent) were lying in 5-15 years of experience interval.
Survey Method and Technique
The data for the study was collected through personal contacts
using ‘Convenience Sampling’ technique. The primary data survey
was conducted for a period of three months i.e. November 2017 to
January 2018. In this period, a total of 238 women Corporate
Governance Professionals were contacted and requested to fill the
questionnaire. However, only 200 responses were found suitable
for further analysis as 38 questionnaires were incomplete and had
to be excluded.
Statistical Tools
To draw up valid conclusions and test obtained results empirically,
an exhaustive use of statistical tools has been made in the present
research. Ranging from some very basic statistical tools such as
arithmetic mean; percentages, complex statistical techniques such
as the Friedman Rank Test suggested by Milton Friedman (1937)
(in order to find out the difference in the mean ranking of the
sample) and Kendall’s Tau Coefficient (Tb
) developed by Maurice
Kendall (1939) (used to measure the ordinal association between
the variables) have also been applied for attaining the objectives of
the study. The results have been tested at 1 per cent and 5 per cent
level of significance ( ).
Section III
REVIEW OF LITERATURE
A balance work and family is supposed to exist when there is a
smooth execution of work and family obligations with a minimum of
role conflict in the two. Most of the researchers agree that creation
of work-life balance is important for an individual’s psychological
well-being, elevated self-esteem, satisfaction, and sense of harmony
in life by striking a balance between work and family roles (Marks
and MacDermid, 1996; Clark, 2000; Clarke et al., 2004). Work
related variables such as working hours, flexibility of work schedule,
work profile are perhaps the most important factors influencing
stress level of the working women as these can either enhance or
reduce work-family conflict (Batt and Valcour, 2003; Berg et al.,
2003). Similar is the influence of factors related to family such as
family orientation, support of spouse and extended family, age and
number of children etc. (Voydanoff, 2004; Kossek et al.,
2006; Thompson and Prottas, 2006). As per Parasurman and
Simmers, 2001; High-FIW (Family Interference in Work) people
have the following characteristics: high involvement into family
affairs, much time demand from family, little support from family,
disagreement with family or spouse, tensioned relationship, etc.
Section IV
ANALYSIS OF RESULTS
Among myriad behavioral theories commonly acknowledged by
Sociologists across the globe, the most accepted one is the one
propounded by Abraham Maslow, a behavioral scientist, who
developed the theory ‘Hierarchy of Needs’ (Motivation and Personality,
1954). As per this theory, every human being has some needs that
are innate in nature. He suggested the pyramid called ‘Maslow
Pyramid’ given hereunder that depicts such hierarchy of needs.
Physical needs
Shelter, Warmth, food and drink
Safety needs
Security, structure and stability
Social needs
Belonging to a group, trust
and acceptance
Esteem needs
Status, responsibility, reputation,
respect and confidence
Self-actualisation
Personal growth
and fulfilment
Maslow’s hierarchy
of needs
Figure 1: Maslow Hierarchy of Needs
Empowering Women: An Empirical Analysis of the Determinants of ‘Work-Family Balance’ Factors for Corporate Governance Professionals in India

3. RESEARCHPAPER
84 MARCH 2018 I CHARTERED SECRETARY
‘Maslow’s Pyramid’ can be well chosen to identify the motivational
factors driving the respondents under study to choose ‘Corporate
Governance’ as a profession. The Friedman Rank test was run on
the data under study to find out existence of variation in the level of
motivational needs of the respondents to take up the profession of
Corporate Governance. The Friedman Rank test is a non-parametric
randomized block Analysis of Variance which is used to find out the
significance of difference between mean ranks assigned by the
respondents. The p-value of the Friedman Rank test corresponds to
the probability of rejecting the null hypothesis Ho while it is true
(type I error). A p-value that is less than or equal to (≤ 0.05)
means that we accept Ha
and we reject H0
. However, a p-value that
is strictly greater than (> 0.05) means null hypothesis is rejected
in favour of alternate hypothesis.
Null Hypothesis: H0
: There exists no significant difference
between the levels of motivational needs of the respondents.
Alternate Hypothesis: Ha
: There exists a significant difference
in the level of motivational needs of the respondents.
The output of the table 1 reveals that the study rejects H0
in favor
of Ha
and a significant difference on the arithmetic mean of the
preference assigned to different motivational needs by the
respondents as listed hereunder in table 1:
Table 1: Test Statistic for ‘the Friedman Rank
Test’ and Mean Ranks
Need N Mean CHI
SQUARE
VALUE
P VALUE Rank
Physiological 200 4.53 240.125 0.000*
5
Safety and
Security
200 3.19 3
Affiliation 200 2.85 2
Achievement 200 1.73 1
Self-
Actualization
200 3.34 4
** denotes (≤ 0.01)
The output in the Table 1 reveals that since P value is less than 0.01
the null hypothesis is rejected in favour of alternate hypothesis at 1
per cent level of significance (α). Hence, it is concluded that there
exists a statistically significant difference between the mean ranks
and all motivational needs don’t occupy same importance for the
respondents to take up the profession of Corporate Governance.
• Rank 1- Need for Achievement: The output of table 1 reveals
that the respondents felt satisfied by choosing Corporate
Governance as a profession, this was so because, need for
‘Achievement’ as per Maslow Pyramid has been assigned rank
1 by the respondents leading to the conclusion that a sense of
achievement while taking up challenges and opportunities for
the cause of Good Governance practices motivated the
respondents to take up the profession of Company Secretary
as a career.
• Rank 2- Need for Affiliation: The output of table 1 further
reveals that need for ‘Affiliation’ was placed at rank 2 by the
respondents. Being a Company Secretary makes the
governance professionals to act as a Key Managerial Personnel
in their Boardrooms and they are supposed to interact with a
variety of stakeholders. Therefore, in their professional life,
they can influence the decisions of these stakeholders as a
Corporate Governance professionals. This makes the ‘need for
affiliation’ as next motivating factor as per Maslow Pyramid for
the respondents under study.
• Rank 3- Need for Safety: The next important need in the
hierarchy for the respondents comes out to ‘Safety and security
Needs’. As explained earlier, as pr Maslow, “Safety” to
represents not only physical safety, but, economic, social,
vocational, psychological security as well. Therefore, choosing
‘Company Secretary’ as profession provided them to meet their
‘Safety’ need be it economic, social or psychological. As
women have become important contributor for discharging
economic obligations of their families, therefore, this need has
been turned up to be third most important need for respondents.
• Rank 4- Need for Self-Actualization: The next level of need
ranked as number 4 is ‘Self-actualisation’. This represented
that the respondent had an innate desire to become more and
more what they are, and, to become everything that they are
capable of becoming in pursuit of their career goals. As per
Maslow, very few human beings are able to realize their full
potential and reach at this level of need called ‘Self Actualization
by Maslow’.
• Rank 5- Physiological Needs: Lastly, the respondents gave
least ranking to the first level of need as per Maslow hierarchy
i.e. Physiological needs which represents basic needs for
existence such as food and shelter. This leads to the conclusion
that the respondents already felt satisfied about this need,
hence, they perceived other needs to be as more important in
comparison.
ASSIGNMENT OF PRIORITY: CAREER VS. FAMILY
Analysis of ‘Maslow Need Hierarchy’ for tracing out priority of
needs for respondents brought out the importance of sense of
achievement for Women Corporate Governance Professionals.
However, this called for further investigation into the priority
assigned by them to work vs. Family as they have fixed time
resources at their end. In an Indian socio-cultural set up, family is
considered to be the primary responsibility of women and many a
time career takes a backseat post-marriage for majority of
women. The responses are given in table 2 reveal that majority of
the respondents accorded equal priority to their work and family
obligations; however, there was a lot of women (approx.) one
fourth of the total sample who considered family obligations to be
more important than their work. The respondents who prioritized
work over their family responsibilities formed a very diminutive
portion of the sample as shown in table 2.
Table 2: Respondents’ Perception of Priority to
Career vs. Family
Perception Frequency Per cent
Both work and family occupy equal
importance in my life
130 65
My career goals have priority over
my family goals
15 7.5
My family is more important than
my career
55 27.5
Total 200 100
LEVEL OF JOB SATISFACTION
As table 2 above shows that majority of the respondents considered
work to be an indispensable part of their lives, a further attempt was
made in this study to know the extent of job satisfaction of the
respondents. This is so because such a job satisfaction is directly
related to the sense of independence and empowerment in the
women. In the present study, a ‘Five point Likert’s Scale’ was
utilized to trace out the level of ‘Job Satisfaction’ of the respondents.
The results obtained have been presented in the table given below:
Empowering Women: An Empirical Analysis of the Determinants of ‘Work-Family Balance’ Factors for Corporate Governance Professionals in India

4. RESEARCHPAPER
85CHARTERED SECRETARY I MARCH 2018
Table 3: Level of Job Satisfaction of the Respondents
Variable Frequency Per cent
Highly satisfied 40 20
Satisfied 130 65
Neutral 2 1
Dissatisfied 18 9
Highly dissatisfied 10 5
Total 200 100
The results indicate that majority of the respondents (eighty five
per cent) experience a high level of job satisfaction and a marginal
portion of the respondents fell in the category of either dissatisfied
or highly dissatisfied. This leads to the conclusion that majority of
the respondents have chosen this profession of Corporate
Governance wilfully which has been confirmed in table 1 that
relates to the satisfaction of the several needs proposed by
Maslow’s Theory of Needs and being in the profession provide a
sense of fulfilment to the women professionals. The job satisfaction
is said to be combination of family and work related variables,
therefore, a further attempt was made to analyse association of
the variable ‘Job Satisfaction’ with the ‘Family Domain’. In order to
check this association, Kendall’s tau coefficient statistic was
applied on the data. Kendall’s tau coefficient, τb
, is a statistic used
to measure the ordinal association between two measured
quantities. A tau test is a non-parametric hypothesis test for
statistical dependence based on the tau coefficient, τb
, which
takes into account number of concordances and discordances in
paired observations.
Null Hypothesis: Ho: There exists no significant difference
between job satisfaction and family domain related
variables.
Alternate Hypothesis: Ha: There exists a significant
difference between job satisfaction and family domain
related variables.
Table 4 : Association of ‘Job Satisfaction’ with
‘Family Domain’ Variables
Variable P value Accept/Reject Ho
Type of family 0.044 Reject Ho
Support of Spouse 0.000 Reject Ho
Family Support 0.032 Reject Ho
Family Orientation 0.0001 Reject Ho
Age of Children 0.022 Reject Ho
The output of the Kendall’s tau coefficient as depicted in the
above table 4 confirms the existence of association of variable ‘Job
Satisfaction’ with all variables representing ‘Family Domain’.
Whereas, the variable ‘Support of the Spouse’ and ‘Family
Orientation’ were found to be significant even at 1 per cent level,
other factors such as ‘Age of the Children’ and ‘Family Support’
found to have statistically significant association with the variable
‘job satisfaction’ at 5 per cent level. Furthermore, ‘Type of Family’
(nuclear or joint) also acted as a deciding factor statistically
significant at 5 per cent level. Hence, the null hypothesis ‘job
satisfaction has no association with ‘Family Domain’ Variables; is
rejected to favour the alternate hypothesis.
Further analysis of data revealed that whereas only over two third
of the respondents who reported ‘higher job satisfaction’ hailed from
joint families reported, whereas, only one third of respondents
belonging from nuclear families experienced such a job satisfaction.
The possible cause of this was the aid respondents got in managing
their home affairs and discharge of domestic chores and taking care
of the needs of their children in the joint families.
The same has proved true for the variable ‘Support of the Spouse’
also. The respondents blessed with empathetic and supportive
spouses experienced a higher job satisfaction. Job satisfaction and
family orientation prove to be inversely related, the result being, the
greater the family orientation, the lesser, the level of job satisfaction.
Furthermore, the respondents with grown up children had higher
level of job satisfaction as compared to respondents with younger
children and had a higher family orientation. Therefore, it can be
deducted that support from family enhances the job satisfaction of
the women Corporate Governance professionals.
Table 5: Association of ‘Job Satisfaction’ with
Work Domain’ Variables
Variable P value Accept/reject Ho
Years of service 0.001 Reject Ho
Hours of work/day 0.004 Reject Ho
No. of working days in a
week
0.005 Reject Ho
Work profile 0.081 Accept Ho
Null Hypothesis: Ho: There exists no significant difference
between job satisfaction and work domain related variables.
Alternate Hypothesis: Ha: There exists a significant difference
between job satisfaction and work domain related variables.
Among the work domain variables; years of service, work schedules
as well as the number of hours of work per day, of the respondents
are associated with the level of their job satisfaction. Hence, the null
hypothesis for these variables is rejected in favour of alternate
hypothesis. Naturally, with the rise in the number of years of service
makes the respondents to have better understanding of these
domains as well as intricacies related to their work. Furthermore,
their family responsibilities also settle as the children become grown
up with the passing years; which makes them to spare more time for
concentrating on their profession related assignments.
Higher levels of job satisfaction is found among respondents who
have flexible working hours or work from home facility which makes
themtosparemoretime/adjusttimefortheirpersonalresponsibilities.
On the contrary, longer/fixed working hours clash with their family
responsibilities and management of home affairs, resulting in to
lower degree of job satisfaction.
An interesting finding was, job satisfaction was not found to be
significantly associated with ‘Sector of work’ so, the null hypothesis,
‘There exists no significant difference between ‘work-sectors’ and ‘job
satisfaction’ is accepted. It means that whatever duties they are
performing in the sphere of a Corporate Governance professional
have no bearing on their level of job satisfaction, and they enjoy all
In an Indian socio-cultural set up,
family is considered to be the primary
responsibility of women and many a
time career takes a backseat post-
marriage for majority of women.
Empowering Women: An Empirical Analysis of the Determinants of ‘Work-Family Balance’ Factors for Corporate Governance Professionals in India

5. RESEARCHPAPER
86 MARCH 2018 I CHARTERED SECRETARY
degrees of work in all stages in Corporate Governance profession
domain.
Section V
CONCLUSION
The empirical findings of the study reveal that the key determinants
for choosing Corporate Governance profession by women
Company Secretaries in India on Maslow pyramid turned out to
be need for ‘Achievement’ and ‘Affiliation’. Secondly, majority of
the respondents assigned equal important to ‘work’ and ‘family’
related obligations in their life, while one fourth of them deemed
family to be more important than their career. A convincing
majority of them were satisfied with their job. Furthermore, the
level of job satisfaction was found associated with family domain
related and work related variables. However, profile of the work
was not found to be associated with job satisfaction meaning
thereby that women Corporate Governance professional enjoyed
their work at every stage of their career with all versatilities of it.
SCOPE OF FUTURE RESEARCH
The study has relevance for being one of its kind study in analysing
‘Work-Family balance’ related aspects of women Corporate
Governance professionals in India which findings of which may
lead to further research in other aspects of work-family balance
which require reducing ‘work-family conflict’ in their lives which will
lead to optimal excellence in both work and family life of such
professionals. CS
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Empowering Women: An Empirical Analysis of the Determinants of ‘Work-Family Balance’ Factors for Corporate Governance Professionals in India