Due to the continuous work load pressure leads to increase the employee stress factors. The continuous increase of employee stress levels affects their health physically, mentally and psychologically. The impact of the job stress is not balancing the employee work – life. On behalf of! The stress most of the employees are consuming the alcoholic beverage to overcome the stress. By comparing life as a cycle, one wheel is a work and another wheel is a family life. Both the wheel should run parallel. If load increases on one side, then the life becomes unbalanced. The purpose of this study is to explore employees “use of tactics to manage their work and life stress; particularly the executive level employees” use of resources and social support as well as their perceptions of flexibility. For this research work researcher adopt Proportionate Stratified Random Sampling method to collect the data. A total of 184 executive level employees in Hyundai Motors India Limited were administered work life balancing scales. Chi – square analysis and multiple regression were used for data analysis. The chi – square analysis test for independence at 0.05 level of significance shows that there is no statistically significant association between experiences with their feeling about balancing work life. The result of regression analysis indicated that there is no statistically significant difference between participants opinion towards the initiative action taken by the organization to manage their employee work life balance. On the basis of these findings, found that the participants are says that they are balancing their career and life style with the support of family members.
Doctors' Work Life Quality and Effect on Job Satisfaction: An Exploratory Stu...AI Publications
Every day, the health-care system becomes more complicated. It is mostly due to changes in lifestyle, greater demand for patient care, and the effect of technology on the health-care delivery process. Sophisticated devices necessitate specialized knowledge, which necessitates a better and more current medical education system, which, in turn, necessitates a better organizational structure. All of this has an impact on the entire medical profession, as novel difficulties must be met with increasing skill and potential development, as well as increased dedication to the profession, as performance management becomes a major aspect in avoiding professional hazards in various forms. As a result, the entire health policy needs to be updated in order to provide health care professionals, particularly doctors, with enough quality work life and improved job satisfaction in order to improve their performance at work. We try to answer these questions in our research.
Ud44132 bhu52973 178243_essay on work - life integration - aiuDonasian Mbonea
In the past, organizations looked at work and life as independent domains. The conflicting demands of work and personal life have always existed in the lives of employees. However, there was an unwritten rule that employees were not to let their personal life interfere with their work – life as these were two compartmentalized spheres. Employees were expected to place the organization’s interests ahead of their own. Work versus personal life was seen as a zero sum game. While organizations accepted responsibility for providing employees with a conducive and pleasant atmosphere at work, what happened to the employee outside the work domain was not the concern of the employer. In the past, personal needs were usually met with indifference reflected in reactions such as, what happens to you outside the office is your own business; what you do in the office is our business (Agarwala, 2010)
Nowadays, with changing times, attitudes have changed. Globalization, technological advancements, changing work arrangements, organizational flexibility, changing family structures and competition for quality talent are trends that have forced organizations to view employees as whole persons. A growing number of organizations are now adopting programmes that help employees balance the conflicting demands arising out of their multiple roles. From viewing the employees’ work – life /work family programmes as primarily social welfare measures, organizations have advanced to integrating them as part of the overall HR strategy of the firm.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, 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.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
A Conceptual Study on Factors Leading to Stress and its Impact on Productivit...ijtsrd
Stress has become innate to all occupations and other aspects of life. The term -stress' can be perceived in various ways like environmental pressure, strain which an individual encounters, unpleasant interactions between an individual and the circumstances, etc Halkos and Bousinakis, 2010 . Usually, at work place, the unmatched job requirement and an individual capability create a pressure or emotional disturbance which is perceived differently by every individual thus making stress a very subjective element Michie, 2002 . In modern times, the definition of a stress is more related to the personal experience of an individual that is caused due to the pressures and demands of the workplace Blaug, Kenyon and Lekhi, 2007 . The stress can significantly impact the ability and performance of an individual as well as their perception on own's capability. Studies have associated different types of stressors, such as organizational factors, psychological distress with the performance of an individual. Further, the level of stress in respondents depends upon their age, qualification, position in the organization, type of work creative or routine , etc. The field of higher education is also no exception to stress. On account of the growth in number of institutions, enrolment rate, evolving higher standards of education and competition in the job market, institutions of higher learning are expected to turn out competitive and more stressful. In the current study, the researcher tries to analyze factors leading to stress and its impact on productivity with special reference to teachers in higher education. Bharathi. A | Dr. H. Prakash "A Conceptual Study on Factors Leading to Stress and its Impact on Productivity with Special Reference to Teachers in Higher Education" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29667.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29667/a-conceptual-study-on-factors-leading-to-stress-and-its-impact-on-productivity-with-special-reference-to-teachers-in-higher-education/bharathi-a
Doctors' Work Life Quality and Effect on Job Satisfaction: An Exploratory Stu...AI Publications
Every day, the health-care system becomes more complicated. It is mostly due to changes in lifestyle, greater demand for patient care, and the effect of technology on the health-care delivery process. Sophisticated devices necessitate specialized knowledge, which necessitates a better and more current medical education system, which, in turn, necessitates a better organizational structure. All of this has an impact on the entire medical profession, as novel difficulties must be met with increasing skill and potential development, as well as increased dedication to the profession, as performance management becomes a major aspect in avoiding professional hazards in various forms. As a result, the entire health policy needs to be updated in order to provide health care professionals, particularly doctors, with enough quality work life and improved job satisfaction in order to improve their performance at work. We try to answer these questions in our research.
Ud44132 bhu52973 178243_essay on work - life integration - aiuDonasian Mbonea
In the past, organizations looked at work and life as independent domains. The conflicting demands of work and personal life have always existed in the lives of employees. However, there was an unwritten rule that employees were not to let their personal life interfere with their work – life as these were two compartmentalized spheres. Employees were expected to place the organization’s interests ahead of their own. Work versus personal life was seen as a zero sum game. While organizations accepted responsibility for providing employees with a conducive and pleasant atmosphere at work, what happened to the employee outside the work domain was not the concern of the employer. In the past, personal needs were usually met with indifference reflected in reactions such as, what happens to you outside the office is your own business; what you do in the office is our business (Agarwala, 2010)
Nowadays, with changing times, attitudes have changed. Globalization, technological advancements, changing work arrangements, organizational flexibility, changing family structures and competition for quality talent are trends that have forced organizations to view employees as whole persons. A growing number of organizations are now adopting programmes that help employees balance the conflicting demands arising out of their multiple roles. From viewing the employees’ work – life /work family programmes as primarily social welfare measures, organizations have advanced to integrating them as part of the overall HR strategy of the firm.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, 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.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
A Conceptual Study on Factors Leading to Stress and its Impact on Productivit...ijtsrd
Stress has become innate to all occupations and other aspects of life. The term -stress' can be perceived in various ways like environmental pressure, strain which an individual encounters, unpleasant interactions between an individual and the circumstances, etc Halkos and Bousinakis, 2010 . Usually, at work place, the unmatched job requirement and an individual capability create a pressure or emotional disturbance which is perceived differently by every individual thus making stress a very subjective element Michie, 2002 . In modern times, the definition of a stress is more related to the personal experience of an individual that is caused due to the pressures and demands of the workplace Blaug, Kenyon and Lekhi, 2007 . The stress can significantly impact the ability and performance of an individual as well as their perception on own's capability. Studies have associated different types of stressors, such as organizational factors, psychological distress with the performance of an individual. Further, the level of stress in respondents depends upon their age, qualification, position in the organization, type of work creative or routine , etc. The field of higher education is also no exception to stress. On account of the growth in number of institutions, enrolment rate, evolving higher standards of education and competition in the job market, institutions of higher learning are expected to turn out competitive and more stressful. In the current study, the researcher tries to analyze factors leading to stress and its impact on productivity with special reference to teachers in higher education. Bharathi. A | Dr. H. Prakash "A Conceptual Study on Factors Leading to Stress and its Impact on Productivity with Special Reference to Teachers in Higher Education" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29667.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29667/a-conceptual-study-on-factors-leading-to-stress-and-its-impact-on-productivity-with-special-reference-to-teachers-in-higher-education/bharathi-a
Comparative Study of the Quality of Life, Quality of Work Life and Organisati...inventy
People’s lives are increasingly centred on work; they spend at least one-third of their time within the organisations that employ them. Investigating the factors that interfere with employees’ well-being and the organisational environment is becoming an increasing concern in organisations. This article identifies the criteria of the quality of life (QoL), quality of working life (QWL) and organisational climate instruments to point out their similarities. For bibliographic construction and data research, articles were sought in national and international journals, books and dissertations/articles in SciELO, Science Direct, Medline and Pub Med databases. The results show direct relationships amongst QoL, QWL and organisational climate instruments. The relationship between QoL and QWL instruments is based on fair compensation, social interaction, organisational communication, working conditions and functional capacity. QWL and organisational climate instruments are related through social interaction and interfaces. QoL and organisational climate instruments are related based on social interaction, organisational communication, and work conditions.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, 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
Work Life Balance and Employee Retention Evidence from a Selected Deposit Mon...ijtsrd
This study examined the effect of work life balance on employee retention in deposit money banks. Specifically to examine the how work life balance enhance employee's work demands in deposit money banks and ascertain the work life balance improve on employees welfare packages in deposit money banks. The study employed survey research design and data were collected from questionnaires distributed to the targeted respondents. The formulated hypotheses were tested with paired sample t test with aid of SPSS version 20.0. The findings showed that there is significant effect between work life balance and employee's work demands and employee's welfare packages in deposit money banks. Based on the findings, it was recommended that banks should ensure that reward system to be fair to each employee, hence the study revealed that some of the respondents are not comfortable with the present compensation system in their institution where they worked. Afodigbueokwu, Hillary E. | Ofurum, Darlington I. | Clement Ikwuoche G. "Work Life Balance and Employee Retention: Evidence from a Selected Deposit Money Banks in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29504.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29504/work-life-balance-and-employee-retention-evidence-from-a-selected-deposit-money-banks-in-nigeria/afodigbueokwu-hillary-e
Stress Management and Employee Performance of Deposit Money Banks in Port Har...AJHSSR Journal
The purpose of this study was to examine the relationship between Stress Management and
Employee performance in Deposit Money Banks in Port Harcourt, Nigeria. The population includes employees
of seven (7) selected Deposit Money Banks situated in Port Harcourt metropolis of Rivers State, Nigeria. The
sample size was 188 using the Taro Yamen‟s formula. After data cleaning, only data of 168 respondents were
finally used for data analysis. Descriptive statistics and Spearman‟s rank correlation were used for data analysis
and hypothesis testing. Findings revealed that stress management has a significant relationship with employee
efficiency and effectiveness. The study thus concluded that stress management bears a positive and significant
influence on employee performance. We recommend that management of deposit money banks should design
task and jobs in ways that would make for effectiveness and efficiency and bring about improvement in the
performance of their work force and that flexible job schedules should be incorporated into human resource
management strategies, policies and plan of deposit money banks to enhance easy employee performance and
commitment that will increase corporate survival.
OCB aims to improve performance and efficiency by establishing effective coordination, to improve workers ability & skill, and avoid no desirable behavior which is avert healthy operation of an organization. OCB classified into five categories: 1. Altruism, 2. Conscientiousness, 3. Sportsmanship, 4. Courtesy, 5. Civic virtue. This study found that older athletes has high level of OCB and there were no significant difference according to gender. Athletes were careful for other athletes and very kind to teammates. Do companies need this kind of synergy to motivate their workers and reducing turnover level?
The Relationship between Work Family Balance and Job Performance: An Empirica...Shehara Ranasinghe
This is an Empirical study on the relationship between Work Family Balance and Job Performance with related to administrative officers in selected Sri Lankan universities.
The Role of Mediation of the Organizational Cynicism the Relationship between...IOSRJBM
Questionnaires were applied to the subjects via the face-to-face interview method. The universe of the research is composed of teachers working in Public Primary Schools affiliated to The Ministry of National Education operating in the Central Anatolia Region. 508 questionnaires were delivered to the teachers in this universe and 442 questionnaires were collected. The return rate of the questionnaire is 87%. 32 of the questionnaires were eliminated for various reasons and a total of 410 questionnaires were analyzed. After analyzing the significance and validity of the hypotheses, we have looked at the regression coefficients R which show the relationship between independent variables and dependent variables and R2 which show the change between independent variables and dependent variables.For model 1, the R value is 0.372 and the R2 value is 0.138, the R value for model 2 is 0.308 and the R2 value is 0.095, the R value for model 3 is 0.224, and the R2 value is 0.050. On the other hand, when the results of the research hypotheses are examined it was found a relationship between the variables in the hypotheses from the beta coefficients that indicate the level of relationship between independent variables and dependent variables in three hypotheses. As a result, the hypotheses H1, H2 and H3 are accepted. Previous regression analyzes have shown that the first three conditions have been provided. In order to see whether the fourth condition is also provided, a multiple regression analysis in which dependent variable was job performance, independent variables leader-member exchange and organizational cynicism was carried out. The regression coefficients (Beta values) between the independent variable (leader-member exchange) and the dependent variable (work performance) in H1 and H4 Hypotheses were examined for the effect of the instrument variable. According to this datas, the beta coefficient of H4 (313) was found to be lower than the beta coefficient of H1 (, 182). This suggests that organizational cynicism assumes the role of a partial mediating role between leader-member exchange and job performance.
New Dimension of Corporation Transportation ClimateArul Edison
In this paper presented in study about the Puducherry Road Transport Corporation. Pondicherry Tourism Development Corporation Limited was Incorporated during February 1998 and transport service is converted into Pondicherry Tourism and Transport Development Corporation Limited with effect from 1992. PT&TDC has paid up capital of about Rs.28.42 crores and was incurring substantial annual losses in the tourism sector. Hence , the corporation was bifurcated with effect from 1st April 2005 into the Puducherry Road Transport Corporation and Pondicherry Tourism Development Corporation , in order to focus on diversification and expansion project. Bus service in modern days is a greater utility to the society in all ways and means. The education , employment , social commitment and business all depending on the extent of bus service. The extent of bus service prevailing in a particular r area, determine the economic and social wellbeing of the society. Though the Puducherry Road Transport Corporation service is more benefit to the public and its new Dimension of corporation Transportation Climate is useful l to the future plans of PRTC and its expansion is very useful to the public.
A Study on Quality of Work Life in Kiran Global Chems Private Limited at Kara...Arul Edison
In modern era, it has been observed that stress management has become the generous concepts in the skilled surroundings. It is also seen that working proficiency has degraded to some extent as professionals are unable to maintain a balance between lifestyle and career. This difference has made organizations to formulate such policies that lead to better job security, which results in job involvement moreover employee satisfaction. This degree of satisfaction has been referred to as QUALITY OF WORK LIFE. Quality of work life is a process in an organization that enables the members at all levels to contribute aggressively and successfully in shaping organizational environment, methods and outcomes. This study focuses on the subjective matter of QWL i.e. the key elements like salary/wages, job security, job involvement, employee satisfaction etc.
Comparative Study of the Quality of Life, Quality of Work Life and Organisati...inventy
People’s lives are increasingly centred on work; they spend at least one-third of their time within the organisations that employ them. Investigating the factors that interfere with employees’ well-being and the organisational environment is becoming an increasing concern in organisations. This article identifies the criteria of the quality of life (QoL), quality of working life (QWL) and organisational climate instruments to point out their similarities. For bibliographic construction and data research, articles were sought in national and international journals, books and dissertations/articles in SciELO, Science Direct, Medline and Pub Med databases. The results show direct relationships amongst QoL, QWL and organisational climate instruments. The relationship between QoL and QWL instruments is based on fair compensation, social interaction, organisational communication, working conditions and functional capacity. QWL and organisational climate instruments are related through social interaction and interfaces. QoL and organisational climate instruments are related based on social interaction, organisational communication, and work conditions.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, 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
Work Life Balance and Employee Retention Evidence from a Selected Deposit Mon...ijtsrd
This study examined the effect of work life balance on employee retention in deposit money banks. Specifically to examine the how work life balance enhance employee's work demands in deposit money banks and ascertain the work life balance improve on employees welfare packages in deposit money banks. The study employed survey research design and data were collected from questionnaires distributed to the targeted respondents. The formulated hypotheses were tested with paired sample t test with aid of SPSS version 20.0. The findings showed that there is significant effect between work life balance and employee's work demands and employee's welfare packages in deposit money banks. Based on the findings, it was recommended that banks should ensure that reward system to be fair to each employee, hence the study revealed that some of the respondents are not comfortable with the present compensation system in their institution where they worked. Afodigbueokwu, Hillary E. | Ofurum, Darlington I. | Clement Ikwuoche G. "Work Life Balance and Employee Retention: Evidence from a Selected Deposit Money Banks in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29504.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29504/work-life-balance-and-employee-retention-evidence-from-a-selected-deposit-money-banks-in-nigeria/afodigbueokwu-hillary-e
Stress Management and Employee Performance of Deposit Money Banks in Port Har...AJHSSR Journal
The purpose of this study was to examine the relationship between Stress Management and
Employee performance in Deposit Money Banks in Port Harcourt, Nigeria. The population includes employees
of seven (7) selected Deposit Money Banks situated in Port Harcourt metropolis of Rivers State, Nigeria. The
sample size was 188 using the Taro Yamen‟s formula. After data cleaning, only data of 168 respondents were
finally used for data analysis. Descriptive statistics and Spearman‟s rank correlation were used for data analysis
and hypothesis testing. Findings revealed that stress management has a significant relationship with employee
efficiency and effectiveness. The study thus concluded that stress management bears a positive and significant
influence on employee performance. We recommend that management of deposit money banks should design
task and jobs in ways that would make for effectiveness and efficiency and bring about improvement in the
performance of their work force and that flexible job schedules should be incorporated into human resource
management strategies, policies and plan of deposit money banks to enhance easy employee performance and
commitment that will increase corporate survival.
OCB aims to improve performance and efficiency by establishing effective coordination, to improve workers ability & skill, and avoid no desirable behavior which is avert healthy operation of an organization. OCB classified into five categories: 1. Altruism, 2. Conscientiousness, 3. Sportsmanship, 4. Courtesy, 5. Civic virtue. This study found that older athletes has high level of OCB and there were no significant difference according to gender. Athletes were careful for other athletes and very kind to teammates. Do companies need this kind of synergy to motivate their workers and reducing turnover level?
The Relationship between Work Family Balance and Job Performance: An Empirica...Shehara Ranasinghe
This is an Empirical study on the relationship between Work Family Balance and Job Performance with related to administrative officers in selected Sri Lankan universities.
The Role of Mediation of the Organizational Cynicism the Relationship between...IOSRJBM
Questionnaires were applied to the subjects via the face-to-face interview method. The universe of the research is composed of teachers working in Public Primary Schools affiliated to The Ministry of National Education operating in the Central Anatolia Region. 508 questionnaires were delivered to the teachers in this universe and 442 questionnaires were collected. The return rate of the questionnaire is 87%. 32 of the questionnaires were eliminated for various reasons and a total of 410 questionnaires were analyzed. After analyzing the significance and validity of the hypotheses, we have looked at the regression coefficients R which show the relationship between independent variables and dependent variables and R2 which show the change between independent variables and dependent variables.For model 1, the R value is 0.372 and the R2 value is 0.138, the R value for model 2 is 0.308 and the R2 value is 0.095, the R value for model 3 is 0.224, and the R2 value is 0.050. On the other hand, when the results of the research hypotheses are examined it was found a relationship between the variables in the hypotheses from the beta coefficients that indicate the level of relationship between independent variables and dependent variables in three hypotheses. As a result, the hypotheses H1, H2 and H3 are accepted. Previous regression analyzes have shown that the first three conditions have been provided. In order to see whether the fourth condition is also provided, a multiple regression analysis in which dependent variable was job performance, independent variables leader-member exchange and organizational cynicism was carried out. The regression coefficients (Beta values) between the independent variable (leader-member exchange) and the dependent variable (work performance) in H1 and H4 Hypotheses were examined for the effect of the instrument variable. According to this datas, the beta coefficient of H4 (313) was found to be lower than the beta coefficient of H1 (, 182). This suggests that organizational cynicism assumes the role of a partial mediating role between leader-member exchange and job performance.
New Dimension of Corporation Transportation ClimateArul Edison
In this paper presented in study about the Puducherry Road Transport Corporation. Pondicherry Tourism Development Corporation Limited was Incorporated during February 1998 and transport service is converted into Pondicherry Tourism and Transport Development Corporation Limited with effect from 1992. PT&TDC has paid up capital of about Rs.28.42 crores and was incurring substantial annual losses in the tourism sector. Hence , the corporation was bifurcated with effect from 1st April 2005 into the Puducherry Road Transport Corporation and Pondicherry Tourism Development Corporation , in order to focus on diversification and expansion project. Bus service in modern days is a greater utility to the society in all ways and means. The education , employment , social commitment and business all depending on the extent of bus service. The extent of bus service prevailing in a particular r area, determine the economic and social wellbeing of the society. Though the Puducherry Road Transport Corporation service is more benefit to the public and its new Dimension of corporation Transportation Climate is useful l to the future plans of PRTC and its expansion is very useful to the public.
A Study on Quality of Work Life in Kiran Global Chems Private Limited at Kara...Arul Edison
In modern era, it has been observed that stress management has become the generous concepts in the skilled surroundings. It is also seen that working proficiency has degraded to some extent as professionals are unable to maintain a balance between lifestyle and career. This difference has made organizations to formulate such policies that lead to better job security, which results in job involvement moreover employee satisfaction. This degree of satisfaction has been referred to as QUALITY OF WORK LIFE. Quality of work life is a process in an organization that enables the members at all levels to contribute aggressively and successfully in shaping organizational environment, methods and outcomes. This study focuses on the subjective matter of QWL i.e. the key elements like salary/wages, job security, job involvement, employee satisfaction etc.
Make in India can be a path breaking campaign provided it is grounded by right policy measures and innovation ecosystem. Technology has a pivotal role in this and the efforts of the nation in promoting technological innovations have so far yielded limited success. Technology transfer requires easing FDI limits and other fiscal incentives. However, the past experience of technology transfers in military indicated failure to deliver by foreign partners. Liberalization as well as stringent conditions is hence important to make technology transfer through collaborations. Indian government has announced some fiscal incentives and welcomed collaborations. In the light of this, the need for developing competences for technology absorption has gained attention. The paper presents technology transfer and absorption issues for the success of Make in India.
Youth Unemployment in India - Present ScenarioArul Edison
Young Indians face major barriers because of poverty and low levels of human capital. Though educational attainment has risen quickly in recent years, gaining a foothold in the labour market remains elusive for many young Indians. In rural and urban areas, young males are usually employed in casual jobs, while their female counterparts tend to be self-employed. Although a large proportion of young rural women are employed in agriculture, rural males are increasingly turning to the non-farm sector. In comparison, young urban males are largely working in the services sector. This paper highlights youth unemployment in India - present scenario.
Safely keeping up log records over developed times of time is imperative to the fitting working of any association Honesty of the log documents and that of the logging methodology need to be guaranteed at all times. Moreover, as log records regularly contain touchy data, secrecy and security of log records will be similarly imperative. Be that as it may, conveying a protected logging base includes considerable capital costs that numerous associations may discover overpowering. Assigning log administration to the cloud seems to be a suitable cost sparing measure. In this paper, we distinguish the difficulties for a protected cloud-based log administration benefit and propose a system for doing likewise.
Make in India – Service Sector towards Retail MarketingArul Edison
India is one of the fastest growing economies in the world and has emerged as key destination for foreign investors in recent years. The major sectors in India are Automobile, chemicals, IT, textiles, pharmaceuticals, ports, aviation, leather, tourism and hospitality, wellness, railways, mining, auto components, design manufacturing, renewable energy, bio- technology, and electronics, most of the sector needs retailer to market those products in to the market. The new government policies are simple, transparent, and promote domestic and foreign investment. India’s abundant and diversified natural resources, its sound economic policy with high skilled human resources and make proper destination for market condition.
A Study on the Factors Influence Women Entrepreneurs in Tiruchirappalli DistrictArul Edison
The main objective of project is study factors influencing women entrepreneurs in Tiruchirappalli district, analyzing the socio economic cultural factors, government policy factors, family status factors, personal characteristic factors, financial factors, motivational factors, market and network factors. In this study researcher tried to identify the factors influencing women entrepreneurs, so that areas of improvement can be identified and necessary steps can be given for implementation. The research design adopted in this study comes under descriptive design. A descriptive study is undertaken in order to ascertain and be able to describe the characteristics of factors influencing women entrepreneurs in Trichy district. The sampling method used for this study is simple random sampling. In this study the researcher has adopted, independent sample t-test, multivariate analysis, correlation, regression, factor analysis comes under the data analysis. The study provides a comprehensive review of the 26 critical factors influencing the growth of women entrepreneurs particularly in Trichy as the factors are derived from the global literature on women entrepreneurship. These would aid in better positioning the significance of these critical factors towards the success of the entrepreneurs in Trichy and in general.
Basic Features, Opportunities and Benefits of GST Implementation in IndiaArul Edison
The Goods and Services tax (GST) is an indirect tax. It is levied at every stage of the production and distribution of products. It is actually changes on the final consumption of the products. It includes excise duty, custom duty; Services tax and Value add tax (VAT). The GST is a VAT to be implemented in India. The decision on which is not yet declared by Government and the framing of rules are under process. Several countries implemented this tax system followed by France, the first country introduced GST. Goods and service tax is a new story of VAT which gives a widespread setoff for input tax credit and subsuming many indirect taxes from state and national level. Presently around 140 countries have adopted the GST pattern, including India. The GST would be beneficial for the consumers as it reduces the final burden of taxation. Therefore, the researchers have discussed the possible salient features, opportunities and benefits of GST implemented.
The lower place India has as a destination for business investments in India, necessitated overhaul of the existing systems. Make in India campaign, also warranted reforms to make industry structures flexible and employees more productive. While industry associations demand removal of restriction on hiring and firing, reduction of pressures on compensation, bonus and social security, and continuity in operations without strike, union leaders are demanding protection to contract labour, continuation of social security benefits and payment of bonus and freedom to oppose erring employers. Besides central government, state governments like Rajasthan and Maharashtra have announced a slew of reforms in relation to Factories act, Contract Labour act and Industrial disputes act. The approach of the governments is termed by political parties and labour unions anti-labour. There is a demand to involve stakeholders in the process of reforms.
The Hospitality industry is one of the largest service industries in India. Despite seeing the least hotel occupancy in the past two years, this sector will promise robust growth over time with new travel concepts and innovative hotel projects. The growth of the Indian hotel market is based on the rising domestic and foreign tourism.
Approximately 300 hotels will come up in India over the next three years, constituting about 17% of Asis’s hotel constructions pipeline. India has the second largest number of hotels (292) under construction after Chine (592). The hotel projects under construction include projects from companies such as Four Seasons, Carlson Rezidor Hotel Group, Hilton Worldwide, Hyatt Hotel Corp., and Indian Hotels.
Study the Consumer (Karaikal Bus Owners) Behaviour and Satisfaction towards K...Arul Edison
Today’s consumer expect a different types of product and they get faster answers to question and get feedback or gathering information to make purchase decision with the heavy competition to satisfy the consumer is the major criteria for every company. In reaching satisfaction, companies generally ask whether their product or service has met or exceeded expectations. Get satisfaction starts with the simple, affordable price, quality, quantity and access.
Running head BALANCING FAMILY AND WORK LIFE .docxjoellemurphey
Running head: BALANCING FAMILY AND WORK LIFE
Running Head: BALANCING FAMILY AND WORK LIFE
6
Balancing Family and Work Life Outline
Leticia Cordero
Instructor: Gina Rollings
SOC402: Contemporary Social Problems & the Workplace (BIE1510B)
March 23, 2015
Introduction
Balancing work and family life in the fast-paced 21st Century can be a herculean task for people on the move and on an upward career trend. While technology has made it possible to engage in social activities through virtual channels, such as social media on the internet, the human element is lost in the use of technology for family and other social activities. Although the monetary benefits of working long hours are apparent, balancing work and family life is important for both organizations and individuals. Such balancing can lead to feelings of well-being for employees, which consequently will lead to more productivity within organizations. Smart organizations therefore tend to engage in practices that create the potential for employees to have a family life as well as a work life. Thesis Statement
Therefore, organizational practices and policies, specifically those targeting the female employees, are independent determinants of how well employees are able to balance their work and family life.Body Paragraph #1
Supporting Evidence
Research on balancing work and family life presents descriptions of a good job, which would create the most suitable conditions for the employee to balance their work and family life. Rafnsdóttir and Heijstra (2013), state that flexibility and autonomy are important features of an organization that provides a suitable climate for employees to balance their work and family life. In a flexible organization, the employee determines when he will work and has the autonomy to organize his work schedule without the constraints of a fixed work schedule. In addition, organizations that include telecommuting, which is working at home through the internet or telephone, generally have better performance outcomes because of the reduced stress because of the autonomy and flexibility allowed by the organization Rafnsdóttir and Heijstra (2013).
Supporting Evidence
Other researchers, Burgess and Waterhouse (2010) point out that organizational policies and practices that offer informal or unofficial working hours generally tend to have better work-life balance outcomes for employees. In a study cited by the researchers on call centers, call centers that offer informal working hours are better able to help their employees balance their work and family life. However, the unofficial working hours should provide opportunities for socialization rather than cause “the detrimental effects of unsociable hours’ (Burgess and Waterhouse, 2010).
Explanation
From the research evaluated, it appears that organizational practices relating to time or working hours have a significant and independent impact on the ability of employees to balance their work ...
Overtime and Quality of Working Life in Academics and Nonacade.docxaman341480
Overtime and Quality of Working Life in Academics and Nonacademics:
The Role of Perceived Work-Life Balance
Rita Fontinha
University of Reading
Simon Easton and Darren Van Laar
University of Portsmouth
While academic jobs generally provide a good degree of flexibility, academics also tend to work extra
hours which can then lead to a poorer work-life balance. In this study, we compare academic versus
nonacademic staff and anticipate that academics will generally report a poorer quality of working life, a
broad conceptualization of the overall work experience of employees. Second, we investigate whether the
negative relationships between being an academic and quality of working life variables are made worse
by working extra hours, and moderated by the perception of having a balanced work-life interface. Our
sample consisted of 1,474 academic and 1,953 nonacademic staff working for 9 higher education
institutions (HEIs) in the United Kingdom. Data were analyzed via structural equation modeling. Results
showed that academics tend to report a poorer quality of working life than nonacademics within HEIs,
and this is exacerbated by their higher reported number of extra hours worked per week. The work-life
balance of employees was found to moderate the negative relationships between academics (vs.
nonacademics) in variables such as perceived working conditions and employee commitment. We
additionally found curvilinear relationships where employees who worked up to 10 extra hours were
more satisfied with their job and career and had more control at work than those who either did not work
extra hours or worked for a higher number of extra hours. These results extend previous research and
provide new insights on work-life balance among academics and nonacademics, which in turn may be
relevant for the well-being practices of HEIs and wider HE policymaking.
Keywords: quality of working life, academics, working overtime, work-life balance
Academic jobs used to be considered privileged roles associated
with relatively low stress levels in a sense that they provided
flexibility, autonomy and job security after tenure was achieved.
However, this general assumption has been changing over the past
20 years, with increasing productivity demands, not only in terms
of research, but also in terms of teaching and administrative
activities (Kinman, 2014). This relates to institutional reforms that
higher education institutions in many OECD countries have been
experiencing, which have led them to a more market-oriented
perspective (Whitley & Gläser, 2014). The increased productivity
demands have been associated with high reported stress levels
among academics (e.g., Catano et al., 2010; Coetzee & Rothmann,
2005; Kinman, Jones, & Kinman, 2006; Tytherleigh, Webb, Coo-
per, & Ricketts, 2005; Winefield, Boyd, Saebel, & Pignata, 2008),
and there is evidence that academics feel their stress levels are
increasing (Kinman & Wray, 2016). High levels of stress, in
particul.
Overtime and Quality of Working Life in Academics and Nonacade.docxkarlhennesey
Overtime and Quality of Working Life in Academics and Nonacademics:
The Role of Perceived Work-Life Balance
Rita Fontinha
University of Reading
Simon Easton and Darren Van Laar
University of Portsmouth
While academic jobs generally provide a good degree of flexibility, academics also tend to work extra
hours which can then lead to a poorer work-life balance. In this study, we compare academic versus
nonacademic staff and anticipate that academics will generally report a poorer quality of working life, a
broad conceptualization of the overall work experience of employees. Second, we investigate whether the
negative relationships between being an academic and quality of working life variables are made worse
by working extra hours, and moderated by the perception of having a balanced work-life interface. Our
sample consisted of 1,474 academic and 1,953 nonacademic staff working for 9 higher education
institutions (HEIs) in the United Kingdom. Data were analyzed via structural equation modeling. Results
showed that academics tend to report a poorer quality of working life than nonacademics within HEIs,
and this is exacerbated by their higher reported number of extra hours worked per week. The work-life
balance of employees was found to moderate the negative relationships between academics (vs.
nonacademics) in variables such as perceived working conditions and employee commitment. We
additionally found curvilinear relationships where employees who worked up to 10 extra hours were
more satisfied with their job and career and had more control at work than those who either did not work
extra hours or worked for a higher number of extra hours. These results extend previous research and
provide new insights on work-life balance among academics and nonacademics, which in turn may be
relevant for the well-being practices of HEIs and wider HE policymaking.
Keywords: quality of working life, academics, working overtime, work-life balance
Academic jobs used to be considered privileged roles associated
with relatively low stress levels in a sense that they provided
flexibility, autonomy and job security after tenure was achieved.
However, this general assumption has been changing over the past
20 years, with increasing productivity demands, not only in terms
of research, but also in terms of teaching and administrative
activities (Kinman, 2014). This relates to institutional reforms that
higher education institutions in many OECD countries have been
experiencing, which have led them to a more market-oriented
perspective (Whitley & Gläser, 2014). The increased productivity
demands have been associated with high reported stress levels
among academics (e.g., Catano et al., 2010; Coetzee & Rothmann,
2005; Kinman, Jones, & Kinman, 2006; Tytherleigh, Webb, Coo-
per, & Ricketts, 2005; Winefield, Boyd, Saebel, & Pignata, 2008),
and there is evidence that academics feel their stress levels are
increasing (Kinman & Wray, 2016). High levels of stress, in
particul ...
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.
QUALITY OF WORK-LIFE ON EMPLOYEE RETENTION AND JOB SATISFACTION: THE MODERATI...IAEME Publication
Purpose: A work-life balance leads employees’ texture towards job satisfaction for they can well-work whereas in the institutions; consequently they do not require to be hampered by outside problems. In the recent competitive world, among the companies, it is aggregate along with the global economic growth. This study intended to discover the impact of quality of work-life on employee retention and job satisfaction with the moderation of job performance. Methods: This study has 383 as a sample by using a simple random sample technique. A structured measurement scale was used. The researcher framed the conceptual framework with the support of literature. Basic analysis was tested and multiple linear regression was used to validate the constructed hypotheses. Findings: The result found that there is an impact of quality of work-life on employee retention and job satisfaction among the faculty members in higher education institutions. Job performance plays a moderation role in the relationship among the variables. Quality of the work-life and employee retention leads to better satisfaction among the employees.
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
Work-Family Factors and its Relationships Between Dispositional, Occupational...Waqas Tariq
This study was conducted to test the mediating effects of work-family factors on the relationships between dispositional and occupational characteristics as the independent variables and intention to stay as the dependent variable. By using self-administered research questionnaire, data was collected from 240 middle age single mother employees in Klang Valley, Malaysia. Samples were determined through simple random sampling method whereby six out of 24 single mother associations were selected to obtain research samples. Descriptive statistical analysis was conducted to describe the respondents. Pearson Product Moment Correlation was used to determine the relationships among variables and Structural Equation Modeling using AMOS version 16.0 was utilized for model testing and to verify the presence of mediation effects. Further, the Soble’s z-test was used to test whether the mediators carry the effect of the independent variables on the dependent variable. The findings indicated that there were positive relationships among variables. The results also established the presence of mediation effects between the independent and dependent variables. Organizations may utilize work-family factors as mechanism to promote longer retention among employees. Keywords: Intention to stay, work-family facilitation, family satisfaction, dispositional characteristics, occupational characteristics.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
The French Revolution Class 9 Study Material pdf free download
Working Father and their perceived Work – Life Balance with special reference to Hyundai Motors (I) Private Limited at Chennai
1. International Journal of Advanced Scientific Research & Development (IJASRD)
ISSN: 2394 – 8906
www.ijasrd.org, Pp: 50 – 58
Two Day National Seminar on “Make in India: How Get the Manufacturing Going” 50 | P a g e
R.V.S. College of Arts & Science, Karaikal
Working Father and their perceived Work – Life Balance with
special reference to Hyundai Motors (I) Private Limited at
Chennai
I. Arul Edison Anthony Raj1
, Dr. Sheeba Julius2
ABSTRACT: Due to the continuous work load pressure leads to increase the employee stress
factors. The continuous increase of employee stress levels affects their health physically,
mentally and psychologically. The impact of the job stress is not balancing the employee
work – life. On behalf of! The stress most of the employees are consuming the alcoholic
beverage to overcome the stress. By comparing life as a cycle, one wheel is a work and
another wheel is a family life. Both the wheel should run parallel. If load increases on one
side, then the life becomes unbalanced. The purpose of this study is to explore employees
“use of tactics to manage their work and life stress; particularly the executive level
employees” use of resources and social support as well as their perceptions of flexibility. For
this research work researcher adopt Proportionate Stratified Random Sampling method to
collect the data. A total of 184 executive level employees in Hyundai Motors India Limited
were administered work life balancing scales. Chi – square analysis and multiple regression
were used for data analysis. The chi – square analysis test for independence at 0.05 level of
significance shows that there is no statistically significant association between experiences
with their feeling about balancing work life. The result of regression analysis indicated that
there is no statistically significant difference between participants opinion towards the
initiative action taken by the organization to manage their employee work life balance. On
the basis of these findings, found that the participants are says that they are balancing their
career and life style with the support of family members.
KEYWORD: Employee engagement, job stress, satisfaction, work life balance, work life conflict, working time
arrangements.
This study begins with the basic assumption that work related demands can intrude
into the rest of workers‟ lives. This assumes that workers must deal with often competing
demands as they negotiate between spheres of “life” and work. This study explored how
participants manage these competing demands. The goal was not to suggest the primacy of
work in workers‟ lives. Indeed it suggests the potentially problematic nature of work’s
intrusion into the rest of workers‟ lives.
The work related literature suggests that working conditions are becoming
increasingly stressful (Judge & Colquitt, 2004). Unfortunately stress is known to have broad
and adverse implications for health; chronic stress can alter an individual’s immune system,
cause inflammation, higher blood pressure, hypertension and other cardiovascular issues
(Kang, et al., 2010). Such conditions are inconsistent with a productive and satisfied
workforce. Indeed, one of the most common reasons for employee turnover is stress (Porter
& Alman, 2010).
Employees are spending more time than ever before at their jobs; White, et al. (2003)
report that employees are working the equivalent of an extra month per annum. Being
1
Ph.D., Research Scholar, Bharatiar University, Coimbatore, Tamil Nadu, South India – 641 046.
2
Assistant Professor & Research Supervisor, Department of Commerce, A.D.M. College for Women,
Nagapattinam, Tamil Nadu, South India – 611 001.
2. International Journal of Advanced Scientific Research & Development (IJASRD)
ISSN: 2394 – 8906
www.ijasrd.org, Pp: 50 – 58
Two Day National Seminar on “Make in India: How Get the Manufacturing Going” 51 | P a g e
R.V.S. College of Arts & Science, Karaikal
overworked can lead to work-home conflict, a form of inter-role conflict in which the role
pressures from work and family domains are mutually incompatible (Bacharach, Bamberger
& Conley, 1991; Innstrantd, Langballe & Falkum, 2010). Such conditions suggest concerns
over well-being and work life balance issues (Jennings & McDougald, 2007). It may come as
no surprise that many workers are questioning the amount of time and energy devoted to
work. (Maxwell & McDougall, 2004). Many now value the idea of work-life balance and see
it as a criterion of success (Jennings & McDougald). The definition of work-life balance that
was used for this research is work-life balance is “the individual perception that work and
non-work activities are compatible and promote growth in accordance with an individual’s
current life priorities” (Kalliath & Brough, 2008).
There has been an increased focus on balancing multiple life roles and managing the
boundary between work and family. The work-life and quality of life literatures have
identified 170 different life domains that are important in achieving work-life balance; a few
of the top domains include work, financial resources, leisure, dwelling and neighbourhood,
family, friendship, social participation and health (Warren, 2004). With the increasing focus
and pressure to balance all of these different life domains, there has been increasing levels of
burnout reported by employees (Bacharach, Bamberger & Conley, 1991). Work life balance
issues have been found to affect one’s identity, well-being and quality of functioning
(Cinamon & Rich, 2010).
To minimize employee’ work life balance issues, organizations have turned to
policies such as flextime, on-site childcare, and other mechanisms to ensure that engaging in
one’s family does not interfere with work (Rothbard, 2001). These policies and programs
may assist in alleviating difficulties in managing multiple roles, thus enhancing employee’s
quality of life (Haar & Roche, 2010). The success of such policies appears to be linked to the
front line supervisor (Cinamon & Rich, 2010). An understanding and supportive supervisor
can increase an employee‟s confidence, provide valuable resources, be understanding,
flexible and support the employee (Thornhill & Saunders, 1998).
This research suggests that balancing the demands of work and the other spheres of
life is both complex and dynamic. Unfortunately, few leisure related studies have considered
how this balancing act is undertaken. Most related research has been quantitative in character
focusing largely on specific aspects of the negotiation process. It seems appropriate, as this
point, that we listen to the workers‟ stories as they think about and undertake this balancing
act.
The study of Crooker et al., (2002) focused particularly on those personality
constructs that may explain how individuals respond to complexity and dynamism in life. In
their model there is a representation of the antecedents of work-life balance in which life
complexity and dynamism are posited as an independent variable set affecting the dependent
variable work-life balance.
According to Hildebrandt & Littig (2006) the long-term tendencies of changing
societal value orientations also play an important role. Currently, we can observe a certain
synthesis of traditional, performance and reliability-oriented values on the one hand, and
modern demands for self-determination and self-realization on the other hand. This shift has
for a long time been interpreted as an increased emphasis on free time, as a diminution of the
3. International Journal of Advanced Scientific Research & Development (IJASRD)
ISSN: 2394 – 8906
www.ijasrd.org, Pp: 50 – 58
Two Day National Seminar on “Make in India: How Get the Manufacturing Going” 52 | P a g e
R.V.S. College of Arts & Science, Karaikal
significance of work-related obligations in favour of leisure time. The various changes in
work organization have increased the need for new skills and self-organization, but people
have also become more aware of the obligations and duties of private, every-day life.
Unfortunately, the work-life balance formula does not prevent the dominance of work over
the time patterns of life.
Another characteristic is the extent to which normative standards are taken into
account, both directly and indirectly. Many studies focus mainly on female employment and
new family constellations (see Milkie & Peltola, 1999). Their normative point of reference is
gender equity in employment participation and the distribution of care work, but different
ideas about the right balance between public assistance for families and individual
responsibility are considered as well. In this way, some studies associate balance with a state
of near stability, whereas others emphasise the act of balancing in a situation of (permanent)
imbalance (see Hildebrandt & Littig, 2006). Work-life balance studies examine negotiation
processes that involve different interests and different areas of life, including the possibilities
to attain the individually desired conditions (such as working time) and thus maintain or
improve the quality of life.
The term work-life balance is based on the assumption that these are two individual
and clearly separated spheres, the interplay of which significantly affects the quality of life,
but many, especially feminist, researchers often doubt the validity of this assumption. They
criticize the separation of work and family life as being a “simplified dualism” (Hildebrandt
& Littig, 2006: 220). Furthermore they argue that day-to day life also happens under
employment conditions, and that the family and household have always involved hard and
involuntary work.
1.1 Purpose of the study:
Main scope of the study is to provide the suitable measure to the employees to
improving their work-life balance, and find out the root cause for unbalancing work-life, and
end of the study, researcher offers valuable remedies to the organization to help their
employees to overcome the unbalancing work-life situation.
1.2 Objectives of the study:
To measure the participants level of feeling towards their life-style and career.
To analyze the relationship between the participants various opinion towards the
initiative action taken by the organization to manage their work life balance.
1.3 Testing hypotheses:
I predicted that the experienced participants was explain their felling about work life
balance.
There is no statistically significant relationship between the participants various
opinion towards the initiative action taken by the organization to manage their work
life balance.
4. International Journal of Advanced Scientific Research & Development (IJASRD)
ISSN: 2394 – 8906
www.ijasrd.org, Pp: 50 – 58
Two Day National Seminar on “Make in India: How Get the Manufacturing Going” 53 | P a g e
R.V.S. College of Arts & Science, Karaikal
Methods
2.1 Participants in the study:
This study is a casual study to measure the level of working father’s work-life balance
in Hyundai Motors India Limited. For this study, executive grade employees were chosen
from four different departments like HR Generalist, Labour Welfare, Industrial Relations and
Training and Development.
2.2 Research design:
The formidable problem that follows the task of defining the research problem is the
preparation of the design of the research project, popularly known as the “research design”.
Decisions regarding what, where, when, how much, by what means concerning an inquiry or
a research study constitute a research design. “A research design is the arrangement of
conditions for collection and analysis of data in a manner that aims to combine relevance to
the research purpose with economy in procedure.”
The arrangement of conditions suitable for collection and analysis of data varies
depending upon the type of research study. In this research of work-life analysis, the type of
research used is ‘Descriptive Research’.
2.3 Procedure for the study:
Proportionate Stratified Sampling Method was used for selecting the sample
participants from all these four departments in HMIL. The sample size for the study was
scientifically determined. It is calculated that the recommended sample size for the
population of 351, a confidence level of 95%, and a margin of error (degree of accuracy) of
5% would be 184. Further this sample size is proportionately distributed according to the
number of employees in each branch. Both the primary and secondary data have been
collected for the research work.
Results
From the frequency table for the participants experience with their feeling about
balancing work life (see table 1) shows that, how often the experience wise classification
together with each of the two values of participants feeling towards their balancing work life.
Out of 184 participants, 12.0 per cent of the participants have below 2 years of experience,
24.5 per cent of the participants have 2 to 4 years of experience, 21.7 per cent of the
participants have 4 to 6 years of experience, 29.9 per cent of the participants have 6 to 8 years
of experience and 12.0 per cent of the participants have more than 8 years of experience.
Out of 12.0 per cent of the participants those who have below 2 years of experience,
5.4 per cent of the participants are says that they feel better on their work life balancing and
6.5 per cent of the participants are says that they feel bad on their work life balancing in the
organization.
Out of 24.5 per cent of the participants those who have 2 to 4 years of experience,
17.9 per cent of the participants are says that they feel better on their work life balancing and
6.5 per cent of the participants are says that they feel bad on their work life balancing in the
organization.
5. International Journal of Advanced Scientific Research & Development (IJASRD)
ISSN: 2394 – 8906
www.ijasrd.org, Pp: 50 – 58
Two Day National Seminar on “Make in India: How Get the Manufacturing Going” 54 | P a g e
R.V.S. College of Arts & Science, Karaikal
Out of 21.7 per cent of the participants those who have 4 to 6 years of experience,
14.1 per cent of the participants are says that they feel better on their work life balancing and
7.6 per cent of the participants are says that they feel bad on their work life balancing in the
organization.
Out of 29.9 per cent of the participants those who have 6 to 8 years of experience,
19.0 per cent of the participants are says that they feel better on their work life balancing and
10.9 per cent of the participants are says that they feel bad on their work life balancing in the
organization.
Out of 12.0 per cent of the participants those who have more than 8 years of
experience, 5.4 per cent of the participants are says that they feel better on their work life
balancing and 6.5 per cent of the participants are says that they feel bad on their work life
balancing in the organization.
Tests of independence table (see table 2) shows the results of a hypothesis test run to
determine whether or not to reject the idea that the participants feeling about balancing work
life with their experience classifications are independent. Since the Pearson Chi-square value
is 7.778 and the p – value is 0.100 (which is greater than or equal to 0.05), it cannot reject the
hypothesis that the rows and columns are independent at 95.0 per cent confidence level.
Therefore, the observed values of participants experience for a particular case may be bear no
statistically significant association to its value for their feeling about balancing work life.
The symmetric measure table (see table 3) Phi and Cramer's V are both tests of the
strength of association. We can see that the strength of association between the variables is
very weak.
From the multiple regression analysis, the general form of the equation to predict is:
Predicted Y = a + b1X1+ b2X2+ b3X3 + b4X4+ b5X5
Where, Y = Initiative actions taken by the organization to manage employee work life
balance (Dependent Variable)
X1 = More flexible hours
X2 = Time off during school holidays
X3 = Time off during emergencies & events
X4 = Support from family members
X5 = Support from supervisor / colleagues
Initiative actions taken by the organization to manage employee work life balance Y =
[3.637 – (0.051 × More flexible hours) – (0.057 × Time off during school holidays) – (0.091
× Time off during emergencies & events) + (0.007 × Support from family members) – (0.086
× Support from supervisor / colleagues)]. (See table 6)
Since the p – value in the ANOVA table (see table 5), the F – ratio is 0.759 and the p
– value is 0.581 (which is greater than or equal to 0.05), it shows that there is not a
statistically significant relationship between the variables at the 95.0 per cent or higher
confidence level.
The R-Squared statistic indicates that the model as fitted explains 2.1 per cent of the
variability in the participants’ opinion towards the initiative actions taken by the organization
6. International Journal of Advanced Scientific Research & Development (IJASRD)
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to balancing their lifestyle and career. The adjusted R-squared statistic, which is more
suitable for comparing models with different numbers of independent variables, is -0.07%.
The variables namely X3 (Time off during emergencies & events) and X5 (Support from
supervisor / colleagues) have a 57.0 per cent of relationship between them is highest among
the five reliability items (see table 7). It is conclude that among the five Reliability variables
of opinion towards the action taken by the organization which used to predict the impact on
the initiative actions taken by the organization to balancing their lifestyle and career.
However, the reliability variable, X1, X2, X3, X4 and X5, were not made any significant
impact on the initiative actions taken by the organization to balancing their lifestyle and
career. It is notice that the highest P-value on the independent variables is 0.904, belonging to
X4 (Support from family members). Since the P-value is greater or equal to 0.05, that term is
not statistically significant at the 95.0% or higher confidence level. Consequently, it should
consider removing Support from family members from the model.
Discussion
Aim of the study is to analyze the association between the participants experience
wise classification with their feeling towards balancing work life. Specially, we wanted to
check whether the existing actions taken by the organization help their employees to
balancing their career and lifestyle. So, we conducted our study in which 184 executive level
employees in Hyundai Motors India Limited at Irrungattukottai, Sriperumbudur.
Our objective focus on two main aspects. On one hand, to measure the participants
level of feeling towards their life-style and career. And on the other, to analyze whether the
relationship differ on the initiative action taken by the organization to manage their work life
balance.
In relation to the first objective we have found that our hypothesis is fulfilled, since
the experience shows that the participants feeling towards their existing work life balance in
HMIL. As far as, the result point out that the participants those who have an experience
between 2 years and 8 years; they feel somewhat better about their existing work life balance
and apart from them. Participants those who have below 2 years and more than 8 years of
experience; they not feel well about their existing work life balance in the organization.
With regard to the second objective, we have found that there is no difference on the
participants various opinion towards the initiative action taken by the organization to manage
their work life balance. The research was conducted to identify the organization’s action
taken which help the employees to overcome their work life balance. Out of five, only one
dimension have a positive impact on action taken by the organization to manage their work
life balance. That is, support from the family members is highly help the executive level
employees to balancing their lifestyle and career. In this study data were gathered from the
executive level employees in Hyundai Motors India Limited.
The result may not be generalized to all the employees in other organization in and
around area. Further study may include more number of employees in different department in
Hyundai Motors India Limited and also may target the organization in located in and other
regional areas.
7. International Journal of Advanced Scientific Research & Development (IJASRD)
ISSN: 2394 – 8906
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R.V.S. College of Arts & Science, Karaikal
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8. International Journal of Advanced Scientific Research & Development (IJASRD)
ISSN: 2394 – 8906
www.ijasrd.org, Pp: 50 – 58
Two Day National Seminar on “Make in India: How Get the Manufacturing Going” 57 | P a g e
R.V.S. College of Arts & Science, Karaikal
Table 1
Frequency table for the participants experience with their feeling about balancing work life
Feel about balancing
work life Total
Yes No
Experience
Below 2 years
10 12 22
5.4% 6.5% 12.0%
2 years - 4 years
33 12 45
17.9% 6.5% 24.5%
4 years - 6 years
26 14 40
14.1% 7.6% 21.7%
6 years - 8 years
35 20 55
19.0% 10.9% 29.9%
More than 8 years
10 12 22
5.4% 6.5% 12.0%
Total 114 70 184
Table 2
Result of tests of independence for the participants experience with their feeling about
balancing work life
Test Statistics df P-Value
Pearson Chi-Square 7.778 4 0.100
Table 3
Strength of association for the participants experience with their feeling about balancing work
life
Value Approx. Sig.
Nominal by Nominal
Phi 0.206 0.100
Cramer's V 0.206 0.100
N of Valid Cases 184
Table 4
Result of model summary – initiative actions taken by the organization to manage employee
work life balance with the participants’ opinion towards the action taken by the organization
Model R R Square Adjusted R Square Std. Error of the Estimate
1 0.144 0.021 -0.007 1.010
9. International Journal of Advanced Scientific Research & Development (IJASRD)
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Table 5
Result of ANOVA – initiative actions taken by the organization to manage employee work
life balance with the participants’ opinion towards the action taken by the organization
Model Sum of Squares df Mean Square F - ratio P-Value
1
Regression 3.869 5 0.774 0.759 0.581
Residual 181.500 178 1.020
Total 185.370 183
Table 6
Result of regression analysis – initiative actions taken by the organization to manage
employee work life balance with the participants’ opinion towards the action taken by the
organization
Parameter Estimate Standard Error t - Statistic P-Value
(Constant) 3.637 0.856 4.247 0.000
X1 -0.051 0.066 -0.769 0.443
X2 -0.057 0.066 -0.859 0.392
X3 -0.091 0.069 -1.325 0.187
X4 0.007 0.059 0.121 0.904
X5 -0.086 0.056 -1.544 0.124
Table 7
Correlation between the reliability variables of the action taken by the organization for
balancing employees’ work life
X1 X2 X3 X4 X5
X1 1.000
X2 0.383 1.000
X3 0.389 0.409 1.000
X4 0.407 0.526 0.411 1.000
X5 0.476 0.497 0.570 0.396 1.000