PPT for the presentation of the concerned topics infront of guide

1. Contents
1. Introduction
2. Review of Literature
3. Research Gap
4. Research Problem
5. Objectives
6. Hypothesis
7. Research Methodology
8. References

2. Introduction
• Balance between career and family has never been easy for anyone especially women.
Achieving the right balance comes with guilt, anxiety and lots of stress.
• However, 21st Century is the century of women. Women are having it all – a great career, a
happy Family and a fulfilling life; however, with a cost.
• The present study gives an overview of the work-life balance of working women with special
emphasis on higher educational institutions.
• Nowadays organizations are extremely competitive and driven compared to earlier times.
Thus, in order to stay and sustain themselves, organizations require extremely efficient and
empowered employees. Employees who not only have competence and can multi-tasking.

3. • It often creates clashes between an employee’s personal and professional life.
• When employees are not able to create a proper balance between the personal and
professional life, they are bound to face difficulties in fulfilling obligations towards self,
family, society as well as duty towards professional commitments.
• In order to sustain themselves, both employees and employers need to focus on the
important and mandatory concept of Work-life balance (WLB).
• Work-Life Balance aims at achieving a right balance between work aspects like career,
ambition etc. on other hand life aspects like health, pleasure, family etc.
• In other words, we can say that, it targets the achievement of a balance between the
demands of employee’s work life and non-work life.

4. • As a result, the majority of companies recognize the need of modifying and
implementing their strategies and policies to meet the needs of their work force in
terms of work-life balance.
• Policies aimed at fostering Work-Life Balance in all sectors of work are well
established in the western world.
• Women working in industries like banking, IT, health, education etc. all feel that at
some point of time they need to compromise their ability to successfully meet the
expectations of their professional commitments of their jobs and family.
• Education sector is no exception to this trend. Factors contributing to work-life
imbalance in education sector include work overload, job insecurity, single parenting
etc.

5. Review of Literature
 Bhat, Z.H., Yousuf, U. and Saba, N., (2023). Revolutionizing work-life balance: Unleashing the power of telecommuting on
work engagement and exhaustion levels. Cogent Business & Management, 10(2), p.2242160.
 Susanto, P., Hoque, M.E., Jannat, T., Emely, B., Zona, M.A. and Islam, M.A., (2022) Work-life balance, job satisfaction, and
job performance of SMEs employees: The moderating role of family-supportive supervisor behaviors. Frontiers in
Psychology, 13, p.906876.
 Hariani, G., (2022), Faktor-Faktor yang Mempengaruhi Kepuasan Kerja Karyawan: Work-Life Balance, Budaya
Organisasi Dan Gaya Kepemimpinan (Suatu Kajian Literature Review Manajamen Sumber Daya Manusia). Jurnal Manajemen
Pendidikan Dan Ilmu Sosial, 3(1), pp.119-127.
 Silaban, H. and Margaretha, M., (2021) The impact work-life balance toward job satisfaction and employee retention: Study of
millennial employees in Bandung city, Indonesia. International Journal of Innovation and Economic Development, 7(3), pp.18-
26.
 Raffi, et al. (2020) demonstrated spousal contribution as an important factor that helps women in maintaining home and work
duties properly. Absence of family support especially spousal support meant personal, physical and mental agony for working
women. The study found a significant and positive link between spousal support and Work-Life Balance.

6.  Malek, Hassan, and Sabil (2019) found that family support is one of the main contributors of Work-Life Balance. Work
enrichment cannot happen without proper family support. The study recommends that organizations must support women
through relevant activities and positively assist them in achieving the desired Work-Life Balance.
 La Barbera and Lombardo (2019) examined equality at workplace between women and men in the context of family
responsibilities. The approach of intersectionality, women and gender has been discussed threadbare. The research strongly
suggests the implementation of judicial reforms that result in the transformation of gender roles towards equal sharing of
responsibilities and care.
 Cannizzo, Mauri, and Osbaldiston (2019) found that despite the spread of various policies related to Work-Life Balance,
women continue to report problems related to work load. The authors attempt to contribute to an understanding of how Work-
Life Balance policies should be implemented especially at departmental and individual levels so that the problem such
women face can be alleviated.
 Katz and Krueger (2019) found an overall negative effect of over-time on the balance between work and personal life of
females. The authors strongly suggested that an organizational intervention for reducing excessive working hours for women
is extremely crucial in this regard.
 Schwartz, et al. (2018) suggested that implementing training and awareness with respect to the role of family support is a
good way for organizations to become familiar with the unique problems faced by women employees. The focus of the study
was healthcare and it was strongly suggested that better teamwork, safety scores and low burnout scores can only be achieved
when women workers are completely at ease at their workplaces without having to worry about what is happening back
home.
 Rottenberg (2018) demonstrated that family responsibility is a strong contributor to a sense of balance for a woman
employee. Working women tends to seek supportive families that help them manage the multiple roles they perform.

7. Research Gap
• Despite the increasing participation of women in the workforce, particularly in the higher educational
institutions, there remains a gap in understanding the specific challenges they face in achieving work-life
balance.
• While some research exists on work-life balance in general or within specific industries, there is a lack of
detailed studies focusing specifically on working women in the higher educational Institutions.
• Existing studies may not adequately capture the unique dynamics, expectations, and constraints faced by
women in academia, including faculty members, administrators, and staff.
• Therefore, there is a need for research that explores these complexities and provides actionable insights
to support the development of effective strategies for enhancing work-life balance among women in
higher educational institutions.

8. Research Problem
The research problem revolves around understanding the factors influencing work-life balance
among women in the higher educational institutions and identifying strategies to address any
challenges they may face. Specifically, the problem encompasses the following key questions:
• What are the unique challenges faced by women working in the higher educational institutions in
achieving work-life balance?
• How do factors such as institutional policies, organizational culture, family responsibilities, and societal
expectations impact women's ability to balance work and personal life in academia?
• What are the individual and organizational strategies employed by women in academia to manage work-
life balance, and how effective they are?
• What are the potential implications of achieving or failing to achieve work-life balance for women's
career advancement, job satisfaction, mental health, and overall well-being?

9. Objectives
The general objective of the present study is to investigate the Work-Life Balance problem faced by women
employees in higher educational institutions. On this basis, the following research objectives have been
outlined:
• To analyse the relationship and impact of family and social support on the Work-Life Balance of working
women,
 To study the relationship and impact of family responsibilities and work load on the Work- Life Balance
of working women.
 To examine the relationship and impact of organizational support on the Work- Life Balance of working
women,
 To study the influence of socio-demographic factors such as age, number of children, income, total work
experience etc.
 Affecting Work-Life Balance among the female employees in the sample study.
 To draw conclusions, determine policy implications and provide result-oriented suggestions to various
policy makers for creating a desired Work-Life Balance.

10. Hypothesis
In the present study, the main hypothesis will be formulated as under: -
• H1: There is a Work-Life Balance problem among working women in higher educational institutions.
• Ho: There is no Work-Life Balance problem among working women in higher educational institutions.

11. Research Methodology
1. Study Design:
Descriptive research design will used in this study. Descriptive research is conducted to measure
associations or relationship between different attributes or to describe the characteristics, behaviour,
attitudes etc.
2. Variables Identified in the Study:
It is important for a researcher to know which variables will be considered in the study and how these
variables within the study are related to each other. I have identified the following variables, which I
thought are important and related to my study:
Family & Social Support (FSS), Family Responsibility (FR), Work Load (WL) and Organizational Support
(OS).

12. 3. Sampling Procedure:
The sampling procedure is a critical concern for the researcher as it lays the plan that is to be followed for
obtaining an appropriate sample from the given population.
Area of the Study, Sample Frame, Population of the Study, Sampling Unit, Sample size and Sampling
Method.
4. Data Collection Method:
The data will be collected by a survey using questionnaire method. A well-structured questionnaire prepared
in English will be made available to respondents using both online as well as offline means.

13. References
• Bhat, Z.H., Yousuf, U. and Saba, N., (2023). Revolutionizing work-life balance: Unleashing the power of
telecommuting on work engagement and exhaustion levels. Cogent Business & Management, 10(2), p.2242160.
• Susanto, P., Hoque, M.E., Jannat, T., Emely, B., Zona, M.A. and Islam, M.A., (2022) Work-life balance, job
satisfaction, and job performance of SMEs employees: The moderating role of family-supportive supervisor
behaviors. Frontiers in Psychology, 13, p.906876.
• Hariani, G., (2022), Faktor-Faktor yang Mempengaruhi Kepuasan Kerja Karyawan: Work-Life Balance,
Budaya Organisasi Dan Gaya Kepemimpinan (Suatu Kajian Literature Review Manajamen Sumber Daya
Manusia). Jurnal Manajemen Pendidikan Dan Ilmu Sosial, 3(1), pp.119-127.
• Silaban, H. and Margaretha, M., (2021) The impact work-life balance toward job satisfaction and employee
retention: Study of millennial employees in Bandung city, Indonesia. International Journal of Innovation and
Economic Development, 7(3), pp.18-26.
• Raffi, J., Trivedi, M.K., White, L. and Murase, J.E., (2020) Work–life balance among female
dermatologists. International Journal of Women's Dermatology, 6(1), pp.13-19.
• ABD MALEK, N. S., HASSAN, Z., & SABIL, S. (2019). Work-Life Balance Among Expatriates. Trends in
Undergraduate Research, 2(1), e1-11. https://doi.org/10.33736/tur.1535.2019.

14. • La Barbera, M. and Lombardo, E., (2019) Towards equal sharing of care? Judicial implementation of EU equal
employment and work–life balance policies in Spain. Policy and Society, 38(4), pp.626-642
• Cannizzo, F., Mauri, C. and Osbaldiston, N., (2019) Moral barriers between work/life balance policy and
practice in academia. Journal of Cultural Economy, 12(4), pp.251-264.
• Katz, L.F. and Krueger, A.B., (2019) The rise and nature of alternative work arrangements in the United States,
1995–2015. ILR review, 72(2), pp.382-416.
• Schwartz, S., Adair, K., Rehder, K., Bae, J., Shanafelt, T. and Sexton, J., (2018) 1271: the relationship between
work-life balance behaviors and teamwork, safety, and burnout climates. Critical Care Medicine, 46(1), p.619.
• Rottenberg, C., (2022) Women who work: The limits of the neoliberal feminist paradigm. In The Routledge
Companion to Marketing and Feminism (pp. 434-444). Routledge.
• Thiveni and Rama (2018) focused on determining the relationship between various demographic variables and
work-life balance. Women employees from IT, BPOs, Marketing, Insurance, Education and Banking were
surveyed.

15. Thank You