This document summarizes a research paper that examines the role of information and communication technology (ICT) in maintaining a balance between work and personal life for staff at private universities in Southwestern Nigeria. The study found that while ICT has helped extend work roles beyond the workplace and create cross-role responsibilities, its use for working at home was negatively correlated with work-life balance perceptions. However, using ICT for work while in transit was positively correlated with perceptions of a balanced work-life. The study concluded that encouraging expanded ICT usage could help support work-life balance for private university staff.
A Study on Work Life Balance of Women Working in IT Sectors of Mumbai City.inventionjournals
Indian economy witnessed a spurt of service sector job opportunity after the opening up of economy in last decade of twentieth century. With automation and computerization an ample opportunity employment scenario was opened up for educated women particularly in IT and software sector where the salary is attractive and the job is mostly desk type in nature. But at the same time these jobs are accompanied with extended work schedule and deadline oriented leading to work place stress. At the same time with domestic commitment the work life balance becomes a challenging issue for women IT executives. In this paper the researcher tries to find out the issues of work life balance of women IT executives of Mumbai city.The study was conducted among 50 women IT professionals through questionnaire survey and issues like working hours, family responsibilities and career growth were considered as parameter of work life balance.The paper also tries to find out causes of work life balance and possible remedial measure.
Modelling turn away intention of information technology professionals in Bang...IJECEIAES
Despite, Bangladesh produces many IT graduates each year but only one tenth of total graduates contribute in IT development sector. In order to keep the contribution to economy through IT development, it is crucial for IT industry to know the factors that influence turn away of IT graduates. In this paper, building upon role stress theory, we develop a research model to explore the influence of workplace exhaustion and threat of professional obsolescence (TPO). Data were gathered from 185 IT professionals from 15 different IT companies through survey questionnaire. The structural equation modelling technique was used to test the paths. The results suggests that strong influence of TPO on turn-away intentions. Result also suggests significant roles of work overload, family-career conflict and control over career and workplace exhaustion on turn away intention. This paper contributes to the body of work dedicated to helping us better understand the turn away behaviour from the workplace exhaustion and TPO perspectives. From the viewpoint of practice, this research sheds light on some of the challenges that the IT industry might face when making strategy and policy to control turn away from IT profession in Bangladesh.
Assessing entrepreneurial intentions of university studentsAlexander Decker
This document summarizes a study that compares the entrepreneurial intentions of university students in Turkey and Pakistan. It uses the Theory of Planned Behavior (TPB) model to examine how personal attitudes, subjective norms, and perceived behavioral control influence entrepreneurial intention. Survey data was collected from 200 students in each country. Statistical analyses found the TPB components had comparable relationships across cultures, except the relationship between subjective norms and intentions. Some differences were also found between the two cultures in factors like work experience, gender proportions, and field of study. The study aims to contribute to understanding how cultural factors influence entrepreneurial intentions in different contexts.
Antecedents of Knowledge Management Practices: Case of Malaysian PractitionersjournalBEEI
In this paper, we investigated the knowledge management (KM) behavior of executives in Malaysia who work in different sectors and involved in Information Technology (IT) related fields. We proposed a conceptual framework based on the Theory of Reasoned Action (TRA), the Theory of Planned Behavior (TPB) and Unified Theory of Acceptance and Use of Technology (UTAUT) to study their intention and involvement in KM initiatives. The knowledge creation theory (SECI process) was employed to operationalize KM intention and KM behavior. We proposed six independent variables that represent the social-cultural nature of KM as the antecedence of KM intention. These variables are trust, management support, decentralization, IT support, performance expectancy (PE), and effort expectancy (EE). Seventy-four executives from both private and government-linked organizations responded to our online questionnaire. SmartPLS3 was used to run the analysis. The reliability was ensured with the factor loadings, Cronbach’s alpha, Composite Reliability (CR) that met the fit requirement of above 0.6, 0.7 and 0.7 respectively. The convergent validity was confirmed through average variance extracted (AVE) that met the fit requirement of above 0.5. The discriminant validity was assessed by using Fornell and Larcker’s criterion. Finally, the structural model confirmed that only PE of KM, and EE of KM are the significant predictors of KM intention and the KM intention significantly predicts KM behavior. The implications of the findings are discussed in detail at the end of the paper.
1. The document describes a study that analyzed how people seek health information on the Swedish website Vårdguiden 1177.se using the framework of Activity Theory.
2. Five participants with varying backgrounds performed the task of finding an appropriate clinic to go to based on a scenario. The study examined their interactions through think-aloud protocols and interviews.
3. Preliminary findings showed differences in how quickly participants completed the task, with those more familiar with the Swedish context performing faster. Activity Theory provided a lens to analyze users, their context, tools used, and interactions on the website.
This document discusses the growing importance of social skills in the labor market. It presents three key findings:
1) Employment growth has occurred in socially-skilled occupations throughout the wage distribution, not just in high-paying management jobs.
2) There is a growing complementarity between cognitive and social skills - jobs requiring high levels of both cognitive and social skills have seen the strongest employment and wage growth.
3) Measures of an occupation's social skill requirements have become stronger predictors of wages and employment growth since 1980 compared to measures of cognitive skills alone.
A time series analysis of the determinants of savings in namibiaAlexander Decker
This document summarizes a study on the determinants of savings in Namibia from 1991 to 2012. It reviews previous literature on savings determinants in developing countries. The study uses time series analysis including unit root tests, cointegration, and error correction models to analyze the relationship between savings and variables like income, inflation, population growth, deposit rates, and financial deepening in Namibia. The results found inflation and income have a positive impact on savings, while population growth negatively impacts savings. Deposit rates and financial deepening were found to have no significant impact. The study reinforces previous work and emphasizes the importance of improving income levels to achieve higher savings rates in Namibia.
A transformational generative approach towards understanding al-istifhamAlexander Decker
This document discusses a transformational-generative approach to understanding Al-Istifham, which refers to interrogative sentences in Arabic. It begins with an introduction to the origin and development of Arabic grammar. The paper then explains the theoretical framework of transformational-generative grammar that is used. Basic linguistic concepts and terms related to Arabic grammar are defined. The document analyzes how interrogative sentences in Arabic can be derived and transformed via tools from transformational-generative grammar, categorizing Al-Istifham into linguistic and literary questions.
A Study on Work Life Balance of Women Working in IT Sectors of Mumbai City.inventionjournals
Indian economy witnessed a spurt of service sector job opportunity after the opening up of economy in last decade of twentieth century. With automation and computerization an ample opportunity employment scenario was opened up for educated women particularly in IT and software sector where the salary is attractive and the job is mostly desk type in nature. But at the same time these jobs are accompanied with extended work schedule and deadline oriented leading to work place stress. At the same time with domestic commitment the work life balance becomes a challenging issue for women IT executives. In this paper the researcher tries to find out the issues of work life balance of women IT executives of Mumbai city.The study was conducted among 50 women IT professionals through questionnaire survey and issues like working hours, family responsibilities and career growth were considered as parameter of work life balance.The paper also tries to find out causes of work life balance and possible remedial measure.
Modelling turn away intention of information technology professionals in Bang...IJECEIAES
Despite, Bangladesh produces many IT graduates each year but only one tenth of total graduates contribute in IT development sector. In order to keep the contribution to economy through IT development, it is crucial for IT industry to know the factors that influence turn away of IT graduates. In this paper, building upon role stress theory, we develop a research model to explore the influence of workplace exhaustion and threat of professional obsolescence (TPO). Data were gathered from 185 IT professionals from 15 different IT companies through survey questionnaire. The structural equation modelling technique was used to test the paths. The results suggests that strong influence of TPO on turn-away intentions. Result also suggests significant roles of work overload, family-career conflict and control over career and workplace exhaustion on turn away intention. This paper contributes to the body of work dedicated to helping us better understand the turn away behaviour from the workplace exhaustion and TPO perspectives. From the viewpoint of practice, this research sheds light on some of the challenges that the IT industry might face when making strategy and policy to control turn away from IT profession in Bangladesh.
Assessing entrepreneurial intentions of university studentsAlexander Decker
This document summarizes a study that compares the entrepreneurial intentions of university students in Turkey and Pakistan. It uses the Theory of Planned Behavior (TPB) model to examine how personal attitudes, subjective norms, and perceived behavioral control influence entrepreneurial intention. Survey data was collected from 200 students in each country. Statistical analyses found the TPB components had comparable relationships across cultures, except the relationship between subjective norms and intentions. Some differences were also found between the two cultures in factors like work experience, gender proportions, and field of study. The study aims to contribute to understanding how cultural factors influence entrepreneurial intentions in different contexts.
Antecedents of Knowledge Management Practices: Case of Malaysian PractitionersjournalBEEI
In this paper, we investigated the knowledge management (KM) behavior of executives in Malaysia who work in different sectors and involved in Information Technology (IT) related fields. We proposed a conceptual framework based on the Theory of Reasoned Action (TRA), the Theory of Planned Behavior (TPB) and Unified Theory of Acceptance and Use of Technology (UTAUT) to study their intention and involvement in KM initiatives. The knowledge creation theory (SECI process) was employed to operationalize KM intention and KM behavior. We proposed six independent variables that represent the social-cultural nature of KM as the antecedence of KM intention. These variables are trust, management support, decentralization, IT support, performance expectancy (PE), and effort expectancy (EE). Seventy-four executives from both private and government-linked organizations responded to our online questionnaire. SmartPLS3 was used to run the analysis. The reliability was ensured with the factor loadings, Cronbach’s alpha, Composite Reliability (CR) that met the fit requirement of above 0.6, 0.7 and 0.7 respectively. The convergent validity was confirmed through average variance extracted (AVE) that met the fit requirement of above 0.5. The discriminant validity was assessed by using Fornell and Larcker’s criterion. Finally, the structural model confirmed that only PE of KM, and EE of KM are the significant predictors of KM intention and the KM intention significantly predicts KM behavior. The implications of the findings are discussed in detail at the end of the paper.
1. The document describes a study that analyzed how people seek health information on the Swedish website Vårdguiden 1177.se using the framework of Activity Theory.
2. Five participants with varying backgrounds performed the task of finding an appropriate clinic to go to based on a scenario. The study examined their interactions through think-aloud protocols and interviews.
3. Preliminary findings showed differences in how quickly participants completed the task, with those more familiar with the Swedish context performing faster. Activity Theory provided a lens to analyze users, their context, tools used, and interactions on the website.
This document discusses the growing importance of social skills in the labor market. It presents three key findings:
1) Employment growth has occurred in socially-skilled occupations throughout the wage distribution, not just in high-paying management jobs.
2) There is a growing complementarity between cognitive and social skills - jobs requiring high levels of both cognitive and social skills have seen the strongest employment and wage growth.
3) Measures of an occupation's social skill requirements have become stronger predictors of wages and employment growth since 1980 compared to measures of cognitive skills alone.
A time series analysis of the determinants of savings in namibiaAlexander Decker
This document summarizes a study on the determinants of savings in Namibia from 1991 to 2012. It reviews previous literature on savings determinants in developing countries. The study uses time series analysis including unit root tests, cointegration, and error correction models to analyze the relationship between savings and variables like income, inflation, population growth, deposit rates, and financial deepening in Namibia. The results found inflation and income have a positive impact on savings, while population growth negatively impacts savings. Deposit rates and financial deepening were found to have no significant impact. The study reinforces previous work and emphasizes the importance of improving income levels to achieve higher savings rates in Namibia.
A transformational generative approach towards understanding al-istifhamAlexander Decker
This document discusses a transformational-generative approach to understanding Al-Istifham, which refers to interrogative sentences in Arabic. It begins with an introduction to the origin and development of Arabic grammar. The paper then explains the theoretical framework of transformational-generative grammar that is used. Basic linguistic concepts and terms related to Arabic grammar are defined. The document analyzes how interrogative sentences in Arabic can be derived and transformed via tools from transformational-generative grammar, categorizing Al-Istifham into linguistic and literary questions.
(102) a study on improving work life balance ah authorsHariharanAmutha1
This study examines factors that influence work-life balance among employees in private commercial banks in India. The researchers conducted a study with 208 bank employees. They found that work overload, organizational support, and emotional intelligence were positively related to work-life balance, while job engagement and technological advancement were negatively related. Surprisingly, spiritual intelligence was not found to be related to work-life balance. The study used several existing measurement instruments and statistical analyses like confirmatory factor analysis to analyze the data. It identifies limitations like the sample only covering some banks and provides directions for future research with larger samples and considering demographic factors.
THE BALANCE BETWEEN SOCIAL LIFE AND WORK AND ITS RELATIONSHIP WITH WORK STRES...IJDKP
The aim of this research is to identify the degree of the balance between social life and work and to measure the level of work stress of the employees of the Ministry of Youth and Sports Affairs in the Kingdom of Bahrain. One hundred employees were surveyed through a random stratified sample. The
analysis is based on the outcomes of the questionnaire survey that was given out to a representative sample in the ministry. The researchers hypothesized that there is a significant relationship between the balance of social life, work, and work stress for the employees in the Ministry. Findings revealed the
existence of work stress that resulted in work pressure. Employees see their commitment to the vocational rules contributed to improving their professional performance. Management considers the capabilities and
skills of the employees when they are assigned to work on tasks.Based on findings, there are some recommendations, including the need for workshops and training sessions to help employees to overcome work stress and deal with multiple teams.
Work life balance through flexi work arrangements empirical study on bank emp...iaemedu
This document discusses work-life balance among bank employees in India. It finds that most bank employees, especially married women, struggle to balance work and family responsibilities. Implementing flexible work arrangements, like flexible hours and compressed work weeks, could help employees better manage their work and personal lives. The study also found flexible work arrangements were correlated with increased employee performance. The document recommends flexible work arrangements to improve work-life balance and motivation among bank employees.
Instrument Development for Studying Work Life Balance Programs in Information...IOSR Journals
This document describes the development of an instrument to study work-life balance programs in the Indian information technology industry. The researchers constructed a questionnaire with four parts to measure independent variables that may impact work-life balance, including breadwinning status, quality of work life, influence of money and consumerism, and other interests. The instrument was designed specifically for the Indian context based on its unique social and cultural factors. It includes questions on demographics, work hours, work-life conflicts, benefits programs, work and family roles and demands. Experts validated the instrument and pilots tests and reliability analyses were conducted before use to ensure it would effectively collect relevant data for analyzing work-life balance in the target population.
Understanding Work-Life Balance: An Analysis of Quiet Quitting and Age Dynami...IRJET Journal
This document summarizes a research study that used deep learning techniques to analyze a large dataset in order to better understand factors influencing work-life balance across different age groups, including the phenomenon of "quiet quitting". The researchers implemented an artificial neural network model on a dataset of over 15,000 survey responses containing 25 attributes related to work and personal life. The model achieved a test accuracy of 73.91% in predicting work-life balance categories. The study aims to provide recommendations to help organizations promote healthier work-life balance and reduce employee turnover.
Jashan- Determinants of Work-Life Balance on Job Satisfaction.pdfJashan Garg
Introduction:
In recent years, the concept of work-life balance has gained significant popularity as individuals seek equilibrium between their professional and personal lives. This balance is crucial for job seekers when making service decisions, influencing workplace sustainability, and fostering a healthier work environment. This essay delves into the multidimensional aspects of work-life balance, its impact on job satisfaction, and its relevance in contemporary workplaces.
The Significance of Work-Life Balance:
The fundamental idea behind work-life balance is acknowledging the equal importance of both professional and personal aspects of human life. While it is widely recognized as the second most essential workplace factor, studies show that individuals who maintain a healthy work-life balance tend to be more productive, working 21% harder than those who struggle with this equilibrium. The concept is not only vital for individual well-being but also emerges as a prime concern for effective management.
Work-Life Balance in the Professional Sphere:
Management's role in facilitating work-life balance is paramount, as it involves assisting staff in meeting their work responsibilities while accommodating personal life commitments. Achieving work-life balance enhances overall effectiveness and satisfaction in both professional and personal spheres. The success of any institution is closely tied to the performance of its employees, making work-life balance a foundational element in sectors like banking and education.
Challenges and Imbalances in Work-Life Dynamics:
Despite the growing recognition of work-life balance, surveys indicate that more than 60% of individuals struggle to find equilibrium between their professional and private lives. This struggle is particularly pronounced in demanding professions such as teaching, where the incorporation of technology, long working hours, and varied responsibilities contribute to a sense of imbalance.
Linking Work-Life Balance to Job Satisfaction:
The relationship between work-life balance and job satisfaction is crucial. Employees who manage to strike a balance between personal and professional life report higher levels of job satisfaction. The dissatisfaction arising from an imbalance can lead to negative consequences such as stress, depression, and decreased efficiency.
Exploring Work-Life Balance Across Professions:
The essay explores the concept of work-life balance across various professions, emphasizing its critical role in the well-being of employees. In particular, the challenges faced by academics in maintaining a balance between teaching, research, and external demands are highlighted. The study aims to understand how different organizational structures and sizes impact individuals' ability to maintain work-life balance.
Gender Dynamics in Work-Life Balance:
Traditionally viewed as a gendered concept, work-life balance is now recognized as applicable to professionals of all genders
The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
This study examined how employees' personal life and working time influence performance in Nigeria's tier 1 banks. A survey of 269 bank employees found that both personal life and working time significantly influence performance, but personal life has a greater impact. It was recommended that banks allow more flexibility for employees to balance their work and personal lives to improve performance.
The document discusses individualization of work in the information technology (IT) industry and its impact on job satisfaction of IT employees in India. It first provides background on the growth of the IT industry in India and issues of low job satisfaction and high attrition rates among employees. It then discusses theories of individualization and how work in the IT industry exhibits characteristics of individualized work like individual targets and flexibility. Finally, it suggests that individualization of work may help explain some aspects of low job satisfaction in the IT industry despite higher salaries.
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
This document provides a summary of a research paper on the impact of flexible work arrangements on work-life balance. It discusses how temporal and spatial flexibility can both help and harm work-life balance. While spatial flexibility is found to blur boundaries and increase work hours, temporal flexibility may be beneficial if regulated. Government support through policies and trade union involvement in collective bargaining are seen as key to managing the negative impacts of flexibility and enhancing its benefits for work-life balance. The document analyzes academic research on this topic and provides examples to support its arguments.
IRJET- Relationship of Work-Life Balance with Occupational Stress among Femal...IRJET Journal
This study examines the relationship between work-life balance and occupational stress among 110 female personnel of the Central Industrial Security Force (CISF) in Delhi, India. A survey was conducted using measures of work-life balance and occupational stress. Results found a strong negative relationship between occupational stress and work-life balance, indicating that higher work-life balance is associated with lower occupational stress. The study suggests that understanding the relationship between these factors can help armed forces support female personnel in balancing work and personal life to reduce stress levels.
An empirical assessment on job satisfaction of public knowledge employees in ...Alexander Decker
This document summarizes a study on job satisfaction among public knowledge employees in Bangladesh. The study surveyed 64 employees from agricultural research institutions and universities. It assessed levels of job satisfaction across 8 dimensions: pay, promotion, security, supervision, benefits & rewards, work ability & operating procedure, co-workers and nature of works. The major finding was that job satisfaction among these public employees was significantly dependent on work motivation and fair treatment. The document provides context on the importance of studying job satisfaction and reviews previous literature on defining and measuring job satisfaction.
Occupational health problems of knowledge workers in BPO and KPO industries i...inventionjournals
The explore this study focus on India is a developing country is playing a distinctive role in the service sector. With the onslaught of globalization India has become a preferred destination for IT-BPO and KPO industries. The growth of science and technology and well established educational and research institutes Bangalore has been considered as the hotspot global outsourcing industries. The large populations of welleducated and trained women have taken to the jobs in this new knowledge economy. The objective of the study is to explore and find out the problems of these young people knowledge workers especially the work environment and work pressure on their mental, physical and social health. The study’s findings illustrate that there are sever health hazards that need immediate attention from individuals as well as government to not only identify the problems but to come out with good health education and policy
Locus of control and job status as mediators of employees’ perception of down...Alexander Decker
This document discusses a study that assessed how employees' perceptions of downsizing relate to their organizational commitment, and whether locus of control and job status mediate this relationship. The study surveyed 604 employees from Nigerian government establishments. It found a significant positive relationship between perception of downsizing and commitment. Locus of control also significantly influenced perception of downsizing, but job status did not. Locus of control significantly mediated the relationship between perception of downsizing and commitment, but job status did not mediate this relationship. The study concluded that employees' perception of downsizing relates to their commitment, and locus of control mediates this relationship.
This document summarizes a research study on the effects of workplace stress on employee performance in the Kilifi County Government in Kenya. The study aimed to determine how job demands, time pressure, salary, and job security impact employee performance. A literature review covered theories of stress and factors like workload, time pressure, pay, and job security that can cause stress. The research methodology used surveys and interviews of 230 public sector employees in Kilifi County. The findings showed that high job demands and time pressure were the main stressors for employees, though salary and job security had less impact on performance. The conclusion was that workplace stress, especially from time pressures, negatively affects performance of Kilifi County employees.
Job Anxiety and Occupational Stress among Employees of IT Sector: Impact on t...Dr. Amarjeet Singh
This study investigated the relationship between job anxiety, occupational stress, and employee attitude towards management in the IT sector. The study surveyed 200 IT employees in Hyderabad, India between the ages of 24-36 using standardized scales. The results showed that occupational stress was significantly and negatively correlated with employee attitude towards management, indicating that higher stress predicted a more negative attitude. However, job anxiety was not significantly correlated with attitude. Additionally, female employee attitude was found to be more strongly negatively impacted by both job anxiety and occupational stress compared to male employees. No interaction effect was found between job anxiety and occupational stress in predicting attitude. The study concluded that IT companies should design intervention strategies to reduce different types of job-related stress and anxiety for both
This document contains summaries of several topics related to industrial and organizational (I-O) psychology:
1. It discusses the importance of work in people's lives and how most people will continue working even if financially secure.
2. It covers the three major concentrations of I-O psychology: personnel psychology, organizational psychology, and human engineering/human factors psychology.
3. It describes I-O psychology's focus on applying scientific knowledge and research to address concrete workplace problems and issues using the scientist-practitioner model.
This document discusses psychological capital (PsyCap) and its role in job performance and effectiveness for remote workers during the COVID-19 pandemic. It defines PsyCap as an individual's hope, resilience, optimism, and self-efficacy. A study was conducted with 105 remote workers who transitioned from physical to remote work during the pandemic. The results showed that workers with higher PsyCap had a smoother transition and better job performance/effectiveness. Specifically, hope, optimism, and self-efficacy helped workers set goals and find alternative strategies to adapt to remote work challenges.
Abnormalities of hormones and inflammatory cytokines in women affected with p...Alexander Decker
Women with polycystic ovary syndrome (PCOS) have elevated levels of hormones like luteinizing hormone and testosterone, as well as higher levels of insulin and insulin resistance compared to healthy women. They also have increased levels of inflammatory markers like C-reactive protein, interleukin-6, and leptin. This study found these abnormalities in the hormones and inflammatory cytokines of women with PCOS ages 23-40, indicating that hormone imbalances associated with insulin resistance and elevated inflammatory markers may worsen infertility in women with PCOS.
(102) a study on improving work life balance ah authorsHariharanAmutha1
This study examines factors that influence work-life balance among employees in private commercial banks in India. The researchers conducted a study with 208 bank employees. They found that work overload, organizational support, and emotional intelligence were positively related to work-life balance, while job engagement and technological advancement were negatively related. Surprisingly, spiritual intelligence was not found to be related to work-life balance. The study used several existing measurement instruments and statistical analyses like confirmatory factor analysis to analyze the data. It identifies limitations like the sample only covering some banks and provides directions for future research with larger samples and considering demographic factors.
THE BALANCE BETWEEN SOCIAL LIFE AND WORK AND ITS RELATIONSHIP WITH WORK STRES...IJDKP
The aim of this research is to identify the degree of the balance between social life and work and to measure the level of work stress of the employees of the Ministry of Youth and Sports Affairs in the Kingdom of Bahrain. One hundred employees were surveyed through a random stratified sample. The
analysis is based on the outcomes of the questionnaire survey that was given out to a representative sample in the ministry. The researchers hypothesized that there is a significant relationship between the balance of social life, work, and work stress for the employees in the Ministry. Findings revealed the
existence of work stress that resulted in work pressure. Employees see their commitment to the vocational rules contributed to improving their professional performance. Management considers the capabilities and
skills of the employees when they are assigned to work on tasks.Based on findings, there are some recommendations, including the need for workshops and training sessions to help employees to overcome work stress and deal with multiple teams.
Work life balance through flexi work arrangements empirical study on bank emp...iaemedu
This document discusses work-life balance among bank employees in India. It finds that most bank employees, especially married women, struggle to balance work and family responsibilities. Implementing flexible work arrangements, like flexible hours and compressed work weeks, could help employees better manage their work and personal lives. The study also found flexible work arrangements were correlated with increased employee performance. The document recommends flexible work arrangements to improve work-life balance and motivation among bank employees.
Instrument Development for Studying Work Life Balance Programs in Information...IOSR Journals
This document describes the development of an instrument to study work-life balance programs in the Indian information technology industry. The researchers constructed a questionnaire with four parts to measure independent variables that may impact work-life balance, including breadwinning status, quality of work life, influence of money and consumerism, and other interests. The instrument was designed specifically for the Indian context based on its unique social and cultural factors. It includes questions on demographics, work hours, work-life conflicts, benefits programs, work and family roles and demands. Experts validated the instrument and pilots tests and reliability analyses were conducted before use to ensure it would effectively collect relevant data for analyzing work-life balance in the target population.
Understanding Work-Life Balance: An Analysis of Quiet Quitting and Age Dynami...IRJET Journal
This document summarizes a research study that used deep learning techniques to analyze a large dataset in order to better understand factors influencing work-life balance across different age groups, including the phenomenon of "quiet quitting". The researchers implemented an artificial neural network model on a dataset of over 15,000 survey responses containing 25 attributes related to work and personal life. The model achieved a test accuracy of 73.91% in predicting work-life balance categories. The study aims to provide recommendations to help organizations promote healthier work-life balance and reduce employee turnover.
Jashan- Determinants of Work-Life Balance on Job Satisfaction.pdfJashan Garg
Introduction:
In recent years, the concept of work-life balance has gained significant popularity as individuals seek equilibrium between their professional and personal lives. This balance is crucial for job seekers when making service decisions, influencing workplace sustainability, and fostering a healthier work environment. This essay delves into the multidimensional aspects of work-life balance, its impact on job satisfaction, and its relevance in contemporary workplaces.
The Significance of Work-Life Balance:
The fundamental idea behind work-life balance is acknowledging the equal importance of both professional and personal aspects of human life. While it is widely recognized as the second most essential workplace factor, studies show that individuals who maintain a healthy work-life balance tend to be more productive, working 21% harder than those who struggle with this equilibrium. The concept is not only vital for individual well-being but also emerges as a prime concern for effective management.
Work-Life Balance in the Professional Sphere:
Management's role in facilitating work-life balance is paramount, as it involves assisting staff in meeting their work responsibilities while accommodating personal life commitments. Achieving work-life balance enhances overall effectiveness and satisfaction in both professional and personal spheres. The success of any institution is closely tied to the performance of its employees, making work-life balance a foundational element in sectors like banking and education.
Challenges and Imbalances in Work-Life Dynamics:
Despite the growing recognition of work-life balance, surveys indicate that more than 60% of individuals struggle to find equilibrium between their professional and private lives. This struggle is particularly pronounced in demanding professions such as teaching, where the incorporation of technology, long working hours, and varied responsibilities contribute to a sense of imbalance.
Linking Work-Life Balance to Job Satisfaction:
The relationship between work-life balance and job satisfaction is crucial. Employees who manage to strike a balance between personal and professional life report higher levels of job satisfaction. The dissatisfaction arising from an imbalance can lead to negative consequences such as stress, depression, and decreased efficiency.
Exploring Work-Life Balance Across Professions:
The essay explores the concept of work-life balance across various professions, emphasizing its critical role in the well-being of employees. In particular, the challenges faced by academics in maintaining a balance between teaching, research, and external demands are highlighted. The study aims to understand how different organizational structures and sizes impact individuals' ability to maintain work-life balance.
Gender Dynamics in Work-Life Balance:
Traditionally viewed as a gendered concept, work-life balance is now recognized as applicable to professionals of all genders
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11.work life balance perception and ict usage by staff of private universities in south western nigeria
1. Information and knowledge management www.iiste.org
ISSN 2224-5758 (Paper) ISSN 2224-896X (Online)
Vol.1, No.4, 2011
Work – Life Balance Perception and ICT Usage by Staff of
Private Universities in South-Western Nigeria
Adetayo, Erlinda Dionco1; Olaoye, Ismail Kayode2*; Awolaja, Ayodeji Muideen2
1. Department of Management and Accounting, Faculty of Administration, Obafemi Awolowo University,
Ile – Ife, Osun State, Nigeria
2. Department of Economics and Financial Studies, Fountain University, Osogbo, Osun State, Nigeria.
*e-mail of corresponding author: asveducated@gmail.com
Abstract
This paper examines the role of ICT in the maintenance of balance between work and personal life roles of
private universities staff in South-Western Nigeria. Data for the study was gathered through a three-paged
structured questionnaire administered to a randomly selected group of staff of Fountain University, Osogbo.
It was discovered that ICT has not only contributed to the extension of work roles beyond the work place
but it has also created opportunities for cross roles transfer of responsibilities. Using regression analysis
method, it was discovered that on a general level, rather than increase the pressure of work on the
respondents, ICT (ß = 0.31745 ; p<0.05) significantly help maintain balance. However, the use of ICT for
the purpose of working at home is negatively correlated (R =-0.1144; p<0.05) with the work-life balance
perception of respondents. It was also discovered that using ICT to work while in transit is positively
correlated (R=0.4523; p<0.05) with perception of a balanced work-life by the respondents. The study
concluded that usage of ICT by private university staff should rather be encouraged and expanded upon for
the purpose of work-life balance.
Key words: work-life balance, border management, work-life conflict, ICT
1.0 Introduction
Work, is generally considered as a part of life. Recent findings in human resource studies have however
shown that work and life could be two related but totally different concepts. Though separated by certain
physical, psychological and temporal boundaries, the two concepts are operationalized within the same
context of time and space. The nature of work itself has changed from the 9-to-5 affair to a 24-hour, 7-day
society, where customers expect services at times that suit them (CIPD, 2007). Technology, such as the cell
phone, internet and other emerging gadgets, were expected to help alleviate this pressure and provide
several options for “control and creativity in manoeuvring the tenuous balance between work and family"
(Temple 2009). This however was not the case; rather than lessen the “work pressure”, the new
technologies ensure that the worker is almost always available for work.
19
2. Information and knowledge management www.iiste.org
ISSN 2224-5758 (Paper) ISSN 2224-896X (Online)
Vol.1, No.4, 2011
The ever expanding potentialities of Information and Communication Technology (ICT) as well as the wide
deployment of its factors such as computers, software and recently, the pervasive use of the Global System
for Mobile (GSM) telecommunication in Nigeria are helping to increase efficiency and reduce transaction
cost across all segments of the economy (Onyukwu, 2007). These gadgets enable more qualitative work to
be achieved leading to higher earnings and by extension higher standard of living.
However, this expansion in accessibility may not take into cognizance the demand on the employee by
other non-work commitments, such as child care, dependent elder-care or even other social obligations that
may require some time off work, the lack of which may affect motivation, job satisfaction and ultimately,
job performance.
Individuals play multiple roles in their lives. A person could be a father, husband, brother, uncle, nephew,
son and in-law at home, while he could also be a boss, employee, subordinate, professional peer and
employer at work. All of these roles have significant influence on the personality of the individual and
whether collectively or individually, they all have serious implications for his health, temperament at home
and work and ultimately on his overall performance in both spheres. These divergent role demands
however could be broadly categorized into two: work roles and personal-life roles. In certain professions,
however, spill-over of roles are inevitable. In academics for instance, research work may require extension
of the researcher’s attention beyond the normal time frame classified as “work time”. In certain cases,
administrators in Universities may also be required to attend meetings which may extend their stay at work
beyond the normal work period. Such extension may not take cognisance of over-time provisions and the
like.
It is against this background that this study intends to examine the effects of ICT on work-life balance of
staff in private universities by attempting to answer the following research question: to what extent is ICT
relevant in the maintenance of a balance between work roles and personal life roles?
The objective of this study therefore is to investigate the effect of ICT usage on work-life balance of staff of
private Universities in South-West Nigeria, using Fountain University, Osogbo as a case study.
2.0 Conceptual framework
2.1 What is work?
“Work”, according to Kuper and Kuper (1976) as quoted by Ogunbameru (2008) “refer to any physical
and/or mental activities, which transform natural materials into a more useful form, improve human
knowledge and understanding of the world, and/or provide or distribute goods to others”. It is “an
instrument activity intended to provide goods and services to support life” (Edwards and Rothbard, 2000).
These definitions of work limit the concept to activities alone and to address this shortcoming,
Ogunbameru (2008) stated that “the definition of work cannot be limited to references to activities alone,
but must also consider the social context within which those activities are being carried out”. Work in this
case is primarily viewed from one angle.
The reasons why people work are made up of both economic and non-economic goals and perhaps, the
most important non-economic value people receive from work is a sense of useful achievement (Lynn and
O’Grady, 1978). This stance was further supported by Edwards and Rothbard (2000) in their postulation
20
3. Information and knowledge management www.iiste.org
ISSN 2224-5758 (Paper) ISSN 2224-896X (Online)
Vol.1, No.4, 2011
that although work may provide intrinsic rewards its primary goal is extrinsic. The economic reason for
working, on the part of the employee, is to earn money for sustenance. This view contrasted with the notion
that the most obvious reason for work is the economic function of producing goods and services
(Ogunbameru, 2008), which is the organizational view of work. In the first instance, the assumption is that
work provides both intrinsic and extrinsic satisfaction which may not be limited to the work environment
alone. On the other hand, work also supplies the social needs of man at the work place when people meet,
converse and share experiences and the type of work one is involved in connotes a certain level of social
status both for the worker and his family (Ogunbameru, 2008). Work, for the purpose of this study will be
any paid activity aimed at producing goods or services while non-paying activities, whether in the course of
producing goods and services or not, will fall under personal life activities.
Work plays a fundamental role in adulthood, significantly affecting self-concept and well-being. In this
case, work could be expected to be a rewarding experience (Keith and Gubellini, 1975).
2.2 Life
A definition of “life” in relation to “work” is a very precarious exercise fraught with tautology and at times
oversimplification of concepts. This is for the simple reason that in literature, work has been seen as part of
life and vice versa. However, in the study of work-life, a distinction needs to be made and the dichotomous
relationship between the two concepts explained. “Life” includes all activities outside work (Guest, 2001)
covering such concepts as family, leisure and other activities not related to working for pay. This also
covers free time spent without being committed to any activities whether for pay or not.
2.3 Work and Life
A 2002 study by Ezzedeen and Swiercz reveals that employees are often preoccupied with work when not
working to such an extent that when they are in the company of family and loved ones, they experience an
inability to be meaningfully engaged in non-work activities. The study further explains that "modern work
has become knowledge based, fluid, and intellectual; overworked people think about work all of the time”.
This feeling of work consciousness took on a psychological dimension aptly captured by the study as being
“cognitively intrusive”. That is, the person is always thinking of work while he is supposed to be off work
and concerned with other non-work activities.
2.4 Work – Life Balance
Balance between work and personal life was defined by the Irish National Framework Committee for
Work/life Balance Policy as “a balance between an individual’s work and their life outside work”. The
principle at stake here is that work should be healthy and should leave time and energy to pursue interests
outside work (Kodz, Harper and Dench, 2002). Such “interests outside work” include extended personal
responsibilities as child or elder care and the need to fulfil certain societal obligations, travel, study or even
engaging in leisure activities.
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The point here is that the worker has certain control over his working time. Working time means any period
during which the individual is working, is at the employer’s disposal and is carrying out activities or duties
assigned to him by the employer (CIPD, 2007). Working time is however not limited simply to the hours of 8
– 5 that one is officially expected to work, but includes the time spent commuting between work and home
(David, 2009).
The search for a balance between work and personal life is not without its critics. Work-life balance has been
seen as a ploy to elevate an issue that is very naturally part of everyday life (Nicholl, 2007) as there was never
any consideration of separating the two concepts until recently (Wheeler, 2009). According to some of the
critics, the idea of balance between work and life was unheard of in the 17th, 18th, 19th, or for most of the
20th centuries as both concepts were largely integrated, more so as the agrarian nature of existence at the time
was an amalgamation of the two. In most parts of Africa and other developing regions of the world, this is
still the case. The problem of role differentiation, and, hence the need for balancing work and personal life,
was qualified as a problem of a post industrial “affluent society”, characteristic of the developed West.
With the spread of the use of ICT, affluence, in terms of technology adoption and utilization, has become a
worldwide phenomenon, although in relative terms. This created a globalized workforce sharing many
similar characteristics and culture. Most noticeable of these character changes include the increasing
globalization of labour skills (Castells 2000; Quah 1996 and 1999); the feminization of employment where
special considerations are made with respect to the employment of women, and new less secure working
patterns (Mishel, Bernstein and Schmitt 1999) which, in turn, generated problems for the sustainability of
families and communities (Beck 2000; Carnoy 2000; Hochschild 1997; Reich 2001) especially in the
developed countries.
This new workforce had to contend with conflicting demands on time, energy and commitment by the work
itself, and personal or family life outside work. People have also become increasingly individualized in work
and home life as traditional systems of social support through the company, state, family and community
have been eroded (Beck 2000; Carnoy, 2000). Thus the individual is saddled with multiple roles in both
spheres of his daily existence with little or no external support to cushion the negative effects of role conflicts
and overload.
The African experience, where marriage and child birth are considered important milestones in life, is no
better than what obtains in other regions of the world. Traditionally, African women’s main role in the
family is to cater for the upbringing of the children and to assist the husband in maintaining the economic
balance in the house through supportive labour on the farm or in some other petty trades. With enlightenment
and education, more women are finding their niches in traditionally male dominated paid jobs, and in some
instances, time consuming entrepreneurial businesses, thus expanding the scope of the relative earnings to the
family but to the detriment of their traditional roles as the main family support and maintenance agents. In
some dual-earning families, the wife may earn as much as the husband. Increasing dual-earning families in
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Nigeria, for instance, has increased work/life pressure substantially among all the classes of people (Alutu
and Ogbe, 2007).
In justifying the dichotomy between work and life and the need for a balance between the two concepts,
Burchell (2006) as sited in a report of the Equal Employment Opportunity Trust of New Zealand; opined
that “the concept of work/life balance includes the priority that work takes over family, working long hours,
and work intensification”. And work intensification in this case was defined as “the increasing effort that
employees put into the time that they are working” or the amount of work done in a day. This extended the
temporal range of potential working hours and contributed to the development of non standard, flexible and
long working hours (Harkness 1999; Presser 1999)
3.0 Theoretical background
Several theories have been put up to explain the relationship between work and life outside work (Krouse
and Afifi, 2007; Bakker, Demerouti and Burke, 2009). The segmentation theory for instance states that
work roles and life roles exist in separate domains and have no influence on one another (Clark, 2000;
Kanter, 1977; Pleck, 1977). It refers to the complete compartmentalization or fragmentation of work and
family systems (Edwards & Rothbard, 2000) whereby the two domains are lived separately and have no
influence on one another. This is however considered to be the weakest theory on the relationship between
work and personal life (Guest, 2001).
The spill-over theory on the other hand recognizes the influence of the two domains on each other. It states
that increased satisfaction (or dissatisfaction) at work leads to increased satisfaction (or dissatisfaction) at
home. Spill-over experiences can be either positive or negative, but the experiences of work and family are
identical—either both are positive or both are negative (Edwards & Rothbard, 2000; Grzywacz, 2000).
The compensation theory defines the compensatory effect between two forms of psychological interference:
work-to-family and family-to-work. This theory simply proposes that what may be lacking in one sphere, in
terms of demands or satisfactions can be made up in the other (Guest, 2001). In contrast to the spill-over
theory, it holds that the relationship between the two is bi-directional; that is, one domain compensate for
what is missing in the other. It represents efforts to offset negative experiences in one domain (i.e., work or
family) by increased efforts to seek positive experiences in the other domain (i.e., family or work). Efforts are
pursued through one of two pathways. One pathway includes increased involvement in one domain (e.g.,
work) reciprocated by decreased involvement in the other domain (e.g., family). The other pathway includes
pursuing the domain offering greater rewards and fulfilment at the expense of the domain that offers little
return (Edwards & Rothbard, 2000). The assumption here is that the worker who is dissatisfied with family
life may be happier putting in more hours and thus enhancing his performance and vice versa (Greenhaus and
Beutell, 1985; Kossek and Ozeki, 1998; Kossek, Noe and DeMarr, 1999; Krouse and Afifi, 2007; Lambert,
1990; MacDermind, Seery and Weiss, 2002).
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In a similar vein, the resource drain theory states that a negative correlation between family and work
domains exist in such a way that any personal resource expended on one domain reduces the amount of
resources available to the other domain (Bakker, Demerouti and Burke, 2009; Frone, Yardley and Markel,
1997). It also refers to the transfer or shift of a limited amount of available resources such as time, energy,
attention from one domain to another and thereby reducing the availability of the same resources for
utilization in the domain originally owning the resource. When the remaining or unused resources become
insufficient, or are depleted, or both, the potential for increased levels of stress, fatigue, and burnout sets in
(Edwards & Rothbard, 2000; Frone, 2003).
Specifically, support from elements within the two domains (partner and employer) has a significant impact
on one another. The impact of partner support is greater when employees feel that their employers are
unsupportive of their lives beyond work. Conversely, for employees with relatively unsupportive partners,
the employer’s family-friendliness reduces role conflicts more than partners. Thus, one source of support
compensates for the lack of the other (Friedman and Greenhaus, 2000).
Clark (2000) in his work/family border theory, defined borders as encompassing psychological categories
and tangible boundaries that divide the times, place and people associated with work versus family. This
theory distinguishes three types of boundaries between work and non-work, family or personal life domains
namely; physical, temporal and psychological boundaries. Extending role theories such as the compensation
theory, border theory looks at how roles in life are separated by boundaries or borders. Permeability and
flexibility are key related concepts to examine how boundaries between life domains affect integration,
transitions, and conflicts between domains (Guest, 2001). Much like managing a physical geographical
boundary, the Border theory implies that certain roles, and their related character attributes, are restricted
specifically to one side of the divide between work and life while others can only be allowed to transit after
sufficient moderation or modification. It considered many of the factors covered by the other theories and it
extends on these by going beyond the personal practice of the subject or the organisational policies having
direct influence on the determination of balance between work and life. This, therefore, is the theoretical
foundation on which this study is hinged.
4.0 Research Design and Methodology:
Taking the entire staff of the institution as the population of the study, descriptive and inferential statistics
tools such as frequency tables, percentages, and correlation and regression analysis were used to analyze
the outcome of responses to the questionnaires. The sampling frame was such that enabled the capture of
significant portion of the various levels of the population (see Table 1).
4.1 Sample and instruments for data collection:
Using purposive random sampling technique, a sample size of 50 was derived from a staff population of 80
(N= 80). Data gathering instrument used in this study was the questionnaire. The instrument elicited
responses to categories of questions such as demographic information about the respondent’s family size,
sex and dependent members of family; personal work-life balance practice; personal time management
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style, the use of ICT and hours of work effect on personal balance. It also sought information on the effect
of support by colleagues and spouses.
4.2 Variables and Measurement
A single dependent variable, the work-life balance perception of the subject, is captured in the
questionnaire through response to questions on personal balance. Scoring of response with respect to this
variable is based on a bi-polar; 2-point response coding system where “yes” is scored (2) and “no” is scored
(1).
However, three independent variables related to the usage of ICT factors were used. These are: how often
does the respondent take work home; the effects of ICT usage on work and family commitments, and
working while in transit either away from home or work. Respondents were asked to rate how each factor
affect their perception of work-life balance on a 2-points rating scale except for response to working from
home, which have four degrees of responses beginning with “not at all” (score = 1) and ending with
“always” (score = 4). A dummy response, “not applicable” (score = 0) was included to cater for jobs that
are not portable as may be found in some technical or non-teaching jobs.
The relationship between the dependent and independent variables is represented by the following linear
equation:
YWLB = ao + aICTXICT + aWKHOMEXWKHOME + aWKTRANSITXWKTRANSIT + ∂
Where
YWLB = dependent variable (personal work-life balance perception)
a0 = Constant
aICT – a WKTRANSIT = regression coefficients of XICT. ...... XWKTRANSIT
XICT = independent variable 1(the effects of ICT on work and family commitments)
XWKHOME = independent variable 2 (Using ICT to work from home)
XWKTRANSIT = independent variable 3 (working while in transit)
∂ = Stochastic error term
5.0 Findings and Discussion:
50 questionnaires were administered of which 42 were returned. This gives a response rate of 84% of all
administered questionnaires. Table 1 shows the relative proportion of respondents to population by
professional cadre.
Of the 42 respondents, as shown in Table 2, 12 (28.57%) were females. 8 (66.67%) of these are in the
academics while the remaining 4 (33.33%) are in the non-teaching profession. There are however no
female in the technical unit of the institution. Male respondents are spread across the three categories of
profession thus: 17 (56.67%) in the academics; 9 (30%) in the non-teaching cadre and 4 (13.33%) in the
technical cadre. In table 3, the cross-classification of the respondents by sex and age is presented. Modal
age class is the 31 – 40 age range (50%).
Multiple regression analyses were carried out to test for multivariate relationships between the dependent
and the independent variables, and the results of the examinations are reported in Table 4. The analysis
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showed significant relationship between two of the three variables tested and work-life balance. A negative
correlation (R =-0.1144) exists between working at home and work-life balance. This is as expected since
the two domains, according to the resource drain theory, are in conflict over the subject’s time. With a
negative regression coefficient (ß = -0.03398; p< 0.05), the assumption that working from home using ICT
factors affect work-life balance negatively is proven. Taking work home is considered by the respondents
as a major eroding factor for a balanced work-life. On the other hand, the general usage of ICT (ß = 0.3174;
p< 0.05) is significantly correlated with respondents work-life balance perception (R=0.330; p<0.05). This
indicates that ICT has a positive impact on maintaining work-life balance. This finding refuted the
argument that ICT is a major contributor to work-life conflict, in other words, it supports the views of
Onyukwu (2007) and Temple (2009). However, further research may need to be carried out to ascertain the
cost-benefit relationship between ICT contribution to productivity and its effects on work-life balance.
One of the most portent characteristics of ICT is its portability, which is the ability to continue working
while in transit. This was also tested using the t-test statistic and was found to be significant at the 0.01
level of significant (t (cal) = 3.28). This supports the idea of role permeability and flexibility associated
with trans-border movement between work and personal life domains and proves that ICT rather than being
a major cause of imbalance is a facilitator for easy trans-border transition in work-life balance.
Overall, the model fit for the regression model as shown in Table 4 indicated that the assumption that there
is a significant relationship between the three tested variables and the work-life balance perception of
private university staff is tenable since the calculated F score (F-cal = 6.126) is greater than the critical F
score (critical-F = 2.852) at 0.05 level of significant. It is also noteworthy to mention the relationship
between working at home and working in transit, two antithetical role-factors of work-life balance.
Correlation coefficient at the intercept of these two variables was negative (R = -0.1644) as expected.
6.0 Conclusions
This study investigated the role of ICT usage on work-life balance of staff of private universities in
South-Western Nigeria. Primary data derived from administered structured questionnaires was used to gain
first hand information on the perception of the respondents on the role of ICT in their level of work-life
balance. Using descriptive and inferential tools to analyse the data, it was discovered that demographic
characteristics have no significant influence on the work-life balance perception of the respondents with
regards to the usage of ICT. This reinforced the assumption that ICT is not gender sensitive. Results also
showed that working from home is a major contributor to work-life conflict and imbalance. Contrary to
generally held views, respondents rated ICT usage in transit as a positive function of work-life balance,
while overall ICT influence was also considered positively correlated to a perception of a positive work-life
balance.
Based on these findings therefore, the study concludes that ICT rather than being a negative influence on
the work-life balance of private universities staff, is a positive tool for maintaining balance. It is therefore
recommended that accessibility to ICT factors and trainings be encouraged in these institutions. To further
understand the role of ICT in work-life balance under other contexts, such as the comparative influence of
ICT between teaching and non-teaching staff in both private and public universities further studies may be
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required.
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APPENDIX
Table 1: Administration of questionnaire
Population % of Sample % of % of class sample size to class
(by Total proportion Total population size
profession) Sample
Academic 48 60% 26 61.90% 54.17%
Non-Teaching 26 32.5% 12 28.57% 46.15%
Technical 6 7.5% 4 9.52% 66.67%
Total 80 100% 42 100%
Source: Field work, 2010
Table 2: Response Characteristics
Variables Frequency Percentage
Sex:
Male 30 71.43
Female 12 28.57
TOTAL 42 100.00
Age:
Over 50 5 11.91
41 – 50 11 26.19
31 – 40 21 50.00
Under 30 5 11.91
TOTAL 42 100.00
Profession:
Academic 26 61.91
Non-Teaching 12 28.57
Technical 4 9.52
TOTAL 42 100.00
No of Children:
None 5 11.91
One 7 16.67
Two 7 16.67
Three 11 26.19
Four 9 21.43
Five 3 7.14
TOTAL 42 100.00
Work-Life Balance Perception:
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Balanced 9 21.43
Unbalanced 33 78.57
TOTAL 42 100.00
Working from and taking work home:
Always 18 42.86
Occasionally 6 14.28
Sometimes 15 35.71
Not at all 2 4.76
Not applicable 1 2.39
TOTAL 42 100.00
Effects of ICT on WLB:
Positive 30 71.43
Negative 12 28.57
TOTAL 42 100.00
Working in transit on WLB:
Positive 24 57.14
Negative 18 42.86
TOTAL 42 100.00
Source: Field work, 2010
Table 3: Age and sex of respondents
Male Female
Sex
Age
Under 30 3 2 5 11.90
31 – 40 15 6 21 50
41 – 50 9 2 11 26.19
Over 50 3 2 5 11.90
30 12 42 100
Source: Field work, 2010
Table 4: Regression Analysis and Model Fit
Regression Correlation Coefficient of t (cal) Overall Model Fits
Independent Variables Coefficient Coefficient Determination
(ß) (R) (R²)
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ICT and its Context of Multiple R= 0.5710
Use 0.31745 0.330 0.318255488 2.60* R²= 0.3260
ICT Usage -0.03398 -0.1144 0.204545455 -0.66 SE= 0.3542
Working from Home 0.36714 0.4523 0.3259897 3.28** F= 6.126
Working in Transit F-Sig = 0.002
Critical-F= 2.8517
Constant= 0.1919
Source: Field work, 2010
* = significant (P<=0.05), ** = significant (P<=0.01); # = Not Significant at (P>0.05)
Table 5: Correlation Matrix
ICT usage Working from Home Working in Transit Work-Life
Variable balance
Perception
ICT usage 1
Working from 0.1385419
Home 1
Working in -0.015215 -0.164412135
Transit 1
Work-Life
balance 0.33028913* -0.114397209 # 0.452267017** 1
Perception
Source: Field work, 2010
* = significant at P< .05, ** = significant at P< .01; # = Not Significant at P<.05
32
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