This document summarizes a research paper that examines the role of information and communication technology (ICT) in maintaining a balance between work and personal life for staff at private universities in Southwestern Nigeria. The study found that while ICT has helped extend work roles beyond the workplace and create cross-role responsibilities, its use for working at home was negatively correlated with work-life balance perceptions. However, using ICT for work while in transit was positively correlated with perceptions of a balanced work-life. The study concluded that encouraging expanded ICT usage could help support work-life balance for private university staff.
A Study on Work Life Balance of Women Working in IT Sectors of Mumbai City.inventionjournals
Indian economy witnessed a spurt of service sector job opportunity after the opening up of economy in last decade of twentieth century. With automation and computerization an ample opportunity employment scenario was opened up for educated women particularly in IT and software sector where the salary is attractive and the job is mostly desk type in nature. But at the same time these jobs are accompanied with extended work schedule and deadline oriented leading to work place stress. At the same time with domestic commitment the work life balance becomes a challenging issue for women IT executives. In this paper the researcher tries to find out the issues of work life balance of women IT executives of Mumbai city.The study was conducted among 50 women IT professionals through questionnaire survey and issues like working hours, family responsibilities and career growth were considered as parameter of work life balance.The paper also tries to find out causes of work life balance and possible remedial measure.
Modelling turn away intention of information technology professionals in Bang...IJECEIAES
Despite, Bangladesh produces many IT graduates each year but only one tenth of total graduates contribute in IT development sector. In order to keep the contribution to economy through IT development, it is crucial for IT industry to know the factors that influence turn away of IT graduates. In this paper, building upon role stress theory, we develop a research model to explore the influence of workplace exhaustion and threat of professional obsolescence (TPO). Data were gathered from 185 IT professionals from 15 different IT companies through survey questionnaire. The structural equation modelling technique was used to test the paths. The results suggests that strong influence of TPO on turn-away intentions. Result also suggests significant roles of work overload, family-career conflict and control over career and workplace exhaustion on turn away intention. This paper contributes to the body of work dedicated to helping us better understand the turn away behaviour from the workplace exhaustion and TPO perspectives. From the viewpoint of practice, this research sheds light on some of the challenges that the IT industry might face when making strategy and policy to control turn away from IT profession in Bangladesh.
Antecedents of Knowledge Management Practices: Case of Malaysian PractitionersjournalBEEI
In this paper, we investigated the knowledge management (KM) behavior of executives in Malaysia who work in different sectors and involved in Information Technology (IT) related fields. We proposed a conceptual framework based on the Theory of Reasoned Action (TRA), the Theory of Planned Behavior (TPB) and Unified Theory of Acceptance and Use of Technology (UTAUT) to study their intention and involvement in KM initiatives. The knowledge creation theory (SECI process) was employed to operationalize KM intention and KM behavior. We proposed six independent variables that represent the social-cultural nature of KM as the antecedence of KM intention. These variables are trust, management support, decentralization, IT support, performance expectancy (PE), and effort expectancy (EE). Seventy-four executives from both private and government-linked organizations responded to our online questionnaire. SmartPLS3 was used to run the analysis. The reliability was ensured with the factor loadings, Cronbach’s alpha, Composite Reliability (CR) that met the fit requirement of above 0.6, 0.7 and 0.7 respectively. The convergent validity was confirmed through average variance extracted (AVE) that met the fit requirement of above 0.5. The discriminant validity was assessed by using Fornell and Larcker’s criterion. Finally, the structural model confirmed that only PE of KM, and EE of KM are the significant predictors of KM intention and the KM intention significantly predicts KM behavior. The implications of the findings are discussed in detail at the end of the paper.
A Study on Work Life Balance of Women Working in IT Sectors of Mumbai City.inventionjournals
Indian economy witnessed a spurt of service sector job opportunity after the opening up of economy in last decade of twentieth century. With automation and computerization an ample opportunity employment scenario was opened up for educated women particularly in IT and software sector where the salary is attractive and the job is mostly desk type in nature. But at the same time these jobs are accompanied with extended work schedule and deadline oriented leading to work place stress. At the same time with domestic commitment the work life balance becomes a challenging issue for women IT executives. In this paper the researcher tries to find out the issues of work life balance of women IT executives of Mumbai city.The study was conducted among 50 women IT professionals through questionnaire survey and issues like working hours, family responsibilities and career growth were considered as parameter of work life balance.The paper also tries to find out causes of work life balance and possible remedial measure.
Modelling turn away intention of information technology professionals in Bang...IJECEIAES
Despite, Bangladesh produces many IT graduates each year but only one tenth of total graduates contribute in IT development sector. In order to keep the contribution to economy through IT development, it is crucial for IT industry to know the factors that influence turn away of IT graduates. In this paper, building upon role stress theory, we develop a research model to explore the influence of workplace exhaustion and threat of professional obsolescence (TPO). Data were gathered from 185 IT professionals from 15 different IT companies through survey questionnaire. The structural equation modelling technique was used to test the paths. The results suggests that strong influence of TPO on turn-away intentions. Result also suggests significant roles of work overload, family-career conflict and control over career and workplace exhaustion on turn away intention. This paper contributes to the body of work dedicated to helping us better understand the turn away behaviour from the workplace exhaustion and TPO perspectives. From the viewpoint of practice, this research sheds light on some of the challenges that the IT industry might face when making strategy and policy to control turn away from IT profession in Bangladesh.
Antecedents of Knowledge Management Practices: Case of Malaysian PractitionersjournalBEEI
In this paper, we investigated the knowledge management (KM) behavior of executives in Malaysia who work in different sectors and involved in Information Technology (IT) related fields. We proposed a conceptual framework based on the Theory of Reasoned Action (TRA), the Theory of Planned Behavior (TPB) and Unified Theory of Acceptance and Use of Technology (UTAUT) to study their intention and involvement in KM initiatives. The knowledge creation theory (SECI process) was employed to operationalize KM intention and KM behavior. We proposed six independent variables that represent the social-cultural nature of KM as the antecedence of KM intention. These variables are trust, management support, decentralization, IT support, performance expectancy (PE), and effort expectancy (EE). Seventy-four executives from both private and government-linked organizations responded to our online questionnaire. SmartPLS3 was used to run the analysis. The reliability was ensured with the factor loadings, Cronbach’s alpha, Composite Reliability (CR) that met the fit requirement of above 0.6, 0.7 and 0.7 respectively. The convergent validity was confirmed through average variance extracted (AVE) that met the fit requirement of above 0.5. The discriminant validity was assessed by using Fornell and Larcker’s criterion. Finally, the structural model confirmed that only PE of KM, and EE of KM are the significant predictors of KM intention and the KM intention significantly predicts KM behavior. The implications of the findings are discussed in detail at the end of the paper.
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.
Instrument Development for Studying Work Life Balance Programs in Information...IOSR Journals
The purpose was to construct a comprehensive instrument to study the impact of moderating variables on the independent variables with respect to work life balance in IT companies in India. The Design/Methodology/Approach included questions that were made for the specific social culture based on the objective of the study. Experts’ opinion was gathered and an iterative process ensured that the instrument was corrected. Content validity test, pilot study and reliability test were performed to finalize the instrument before the data collection exercise started. The instrument created through the above-mentioned process ensured easy data classification and relevance to the research. Various hypotheses were tested and a detailed analysis was possible due to the way the questions and options were offered to the respondents. This instrument was administered to IT employees in India, which has a unique social fabric due to its diversity and cultural differences
Jashan- Determinants of Work-Life Balance on Job Satisfaction.pdfJashan Garg
Introduction:
In recent years, the concept of work-life balance has gained significant popularity as individuals seek equilibrium between their professional and personal lives. This balance is crucial for job seekers when making service decisions, influencing workplace sustainability, and fostering a healthier work environment. This essay delves into the multidimensional aspects of work-life balance, its impact on job satisfaction, and its relevance in contemporary workplaces.
The Significance of Work-Life Balance:
The fundamental idea behind work-life balance is acknowledging the equal importance of both professional and personal aspects of human life. While it is widely recognized as the second most essential workplace factor, studies show that individuals who maintain a healthy work-life balance tend to be more productive, working 21% harder than those who struggle with this equilibrium. The concept is not only vital for individual well-being but also emerges as a prime concern for effective management.
Work-Life Balance in the Professional Sphere:
Management's role in facilitating work-life balance is paramount, as it involves assisting staff in meeting their work responsibilities while accommodating personal life commitments. Achieving work-life balance enhances overall effectiveness and satisfaction in both professional and personal spheres. The success of any institution is closely tied to the performance of its employees, making work-life balance a foundational element in sectors like banking and education.
Challenges and Imbalances in Work-Life Dynamics:
Despite the growing recognition of work-life balance, surveys indicate that more than 60% of individuals struggle to find equilibrium between their professional and private lives. This struggle is particularly pronounced in demanding professions such as teaching, where the incorporation of technology, long working hours, and varied responsibilities contribute to a sense of imbalance.
Linking Work-Life Balance to Job Satisfaction:
The relationship between work-life balance and job satisfaction is crucial. Employees who manage to strike a balance between personal and professional life report higher levels of job satisfaction. The dissatisfaction arising from an imbalance can lead to negative consequences such as stress, depression, and decreased efficiency.
Exploring Work-Life Balance Across Professions:
The essay explores the concept of work-life balance across various professions, emphasizing its critical role in the well-being of employees. In particular, the challenges faced by academics in maintaining a balance between teaching, research, and external demands are highlighted. The study aims to understand how different organizational structures and sizes impact individuals' ability to maintain work-life balance.
Gender Dynamics in Work-Life Balance:
Traditionally viewed as a gendered concept, work-life balance is now recognized as applicable to professionals of all genders
The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Occupational health problems of knowledge workers in BPO and KPO industries i...inventionjournals
The explore this study focus on India is a developing country is playing a distinctive role in the service sector. With the onslaught of globalization India has become a preferred destination for IT-BPO and KPO industries. The growth of science and technology and well established educational and research institutes Bangalore has been considered as the hotspot global outsourcing industries. The large populations of welleducated and trained women have taken to the jobs in this new knowledge economy. The objective of the study is to explore and find out the problems of these young people knowledge workers especially the work environment and work pressure on their mental, physical and social health. The study’s findings illustrate that there are sever health hazards that need immediate attention from individuals as well as government to not only identify the problems but to come out with good health education and policy
Job Anxiety and Occupational Stress among Employees of IT Sector: Impact on t...Dr. Amarjeet Singh
Information technology is the fastest growing sector in the country and the highest employer in the private sector. The fast-paced technological changes, the need to keep up with it and the huge workload puts enormous demands on the employees. They experience anxiety and stress at the workplace which affects, positively and negatively, their attitude towards their job and management. Hence, the study investigated the relationship between anxiety and stress experienced by the employees at the workplace and how each factor affects their attitude towards their management respectively. Since the study covered both male and female employees, hence similar nature of relationship between the variables was also examined separately for each gender
For this ex-post facto research, a convenience sample of 200 respondents through stratified sampling technique was chosen in 2019 from various IT firms in Hyderabad. The age of the respondents was between 24-36 years. The data for analysis was collected through 3 scales/ index viz. 1) Job Anxiety Scale by Dr. A. K. Srivastava 2) Occupational Stress Index by A K Srivastav and A P Singh 3) Attitude Scale for Measuring Employee Attitude Towards Management Attitude Scale for Measuring Employee Attitude Towards Management by Dr. K D Kapoor and a personal information sheet. Statistical tools of Pearson was applied to analyse the data.
The results of the study confirmed that occupational stress significantly and negatively predicted attitude towards management of the employees. But, on the contrary for job anxiety the relationship with employee attitude was found to be insignificant. The attitude towards management of female employees was found to be more significantly and negatively related to job anxiety and occupational stress respectively as compared to their male counterparts. This result belied the expectations. However, no interaction effect was observed between job anxiety and occupational stress while predicting attitude towards management. It is recommended that IT companies must design general and gender based intervention strategies to reduce job anxiety and occupational stress among employees.
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.
Instrument Development for Studying Work Life Balance Programs in Information...IOSR Journals
The purpose was to construct a comprehensive instrument to study the impact of moderating variables on the independent variables with respect to work life balance in IT companies in India. The Design/Methodology/Approach included questions that were made for the specific social culture based on the objective of the study. Experts’ opinion was gathered and an iterative process ensured that the instrument was corrected. Content validity test, pilot study and reliability test were performed to finalize the instrument before the data collection exercise started. The instrument created through the above-mentioned process ensured easy data classification and relevance to the research. Various hypotheses were tested and a detailed analysis was possible due to the way the questions and options were offered to the respondents. This instrument was administered to IT employees in India, which has a unique social fabric due to its diversity and cultural differences
Jashan- Determinants of Work-Life Balance on Job Satisfaction.pdfJashan Garg
Introduction:
In recent years, the concept of work-life balance has gained significant popularity as individuals seek equilibrium between their professional and personal lives. This balance is crucial for job seekers when making service decisions, influencing workplace sustainability, and fostering a healthier work environment. This essay delves into the multidimensional aspects of work-life balance, its impact on job satisfaction, and its relevance in contemporary workplaces.
The Significance of Work-Life Balance:
The fundamental idea behind work-life balance is acknowledging the equal importance of both professional and personal aspects of human life. While it is widely recognized as the second most essential workplace factor, studies show that individuals who maintain a healthy work-life balance tend to be more productive, working 21% harder than those who struggle with this equilibrium. The concept is not only vital for individual well-being but also emerges as a prime concern for effective management.
Work-Life Balance in the Professional Sphere:
Management's role in facilitating work-life balance is paramount, as it involves assisting staff in meeting their work responsibilities while accommodating personal life commitments. Achieving work-life balance enhances overall effectiveness and satisfaction in both professional and personal spheres. The success of any institution is closely tied to the performance of its employees, making work-life balance a foundational element in sectors like banking and education.
Challenges and Imbalances in Work-Life Dynamics:
Despite the growing recognition of work-life balance, surveys indicate that more than 60% of individuals struggle to find equilibrium between their professional and private lives. This struggle is particularly pronounced in demanding professions such as teaching, where the incorporation of technology, long working hours, and varied responsibilities contribute to a sense of imbalance.
Linking Work-Life Balance to Job Satisfaction:
The relationship between work-life balance and job satisfaction is crucial. Employees who manage to strike a balance between personal and professional life report higher levels of job satisfaction. The dissatisfaction arising from an imbalance can lead to negative consequences such as stress, depression, and decreased efficiency.
Exploring Work-Life Balance Across Professions:
The essay explores the concept of work-life balance across various professions, emphasizing its critical role in the well-being of employees. In particular, the challenges faced by academics in maintaining a balance between teaching, research, and external demands are highlighted. The study aims to understand how different organizational structures and sizes impact individuals' ability to maintain work-life balance.
Gender Dynamics in Work-Life Balance:
Traditionally viewed as a gendered concept, work-life balance is now recognized as applicable to professionals of all genders
The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Occupational health problems of knowledge workers in BPO and KPO industries i...inventionjournals
The explore this study focus on India is a developing country is playing a distinctive role in the service sector. With the onslaught of globalization India has become a preferred destination for IT-BPO and KPO industries. The growth of science and technology and well established educational and research institutes Bangalore has been considered as the hotspot global outsourcing industries. The large populations of welleducated and trained women have taken to the jobs in this new knowledge economy. The objective of the study is to explore and find out the problems of these young people knowledge workers especially the work environment and work pressure on their mental, physical and social health. The study’s findings illustrate that there are sever health hazards that need immediate attention from individuals as well as government to not only identify the problems but to come out with good health education and policy
Job Anxiety and Occupational Stress among Employees of IT Sector: Impact on t...Dr. Amarjeet Singh
Information technology is the fastest growing sector in the country and the highest employer in the private sector. The fast-paced technological changes, the need to keep up with it and the huge workload puts enormous demands on the employees. They experience anxiety and stress at the workplace which affects, positively and negatively, their attitude towards their job and management. Hence, the study investigated the relationship between anxiety and stress experienced by the employees at the workplace and how each factor affects their attitude towards their management respectively. Since the study covered both male and female employees, hence similar nature of relationship between the variables was also examined separately for each gender
For this ex-post facto research, a convenience sample of 200 respondents through stratified sampling technique was chosen in 2019 from various IT firms in Hyderabad. The age of the respondents was between 24-36 years. The data for analysis was collected through 3 scales/ index viz. 1) Job Anxiety Scale by Dr. A. K. Srivastava 2) Occupational Stress Index by A K Srivastav and A P Singh 3) Attitude Scale for Measuring Employee Attitude Towards Management Attitude Scale for Measuring Employee Attitude Towards Management by Dr. K D Kapoor and a personal information sheet. Statistical tools of Pearson was applied to analyse the data.
The results of the study confirmed that occupational stress significantly and negatively predicted attitude towards management of the employees. But, on the contrary for job anxiety the relationship with employee attitude was found to be insignificant. The attitude towards management of female employees was found to be more significantly and negatively related to job anxiety and occupational stress respectively as compared to their male counterparts. This result belied the expectations. However, no interaction effect was observed between job anxiety and occupational stress while predicting attitude towards management. It is recommended that IT companies must design general and gender based intervention strategies to reduce job anxiety and occupational stress among employees.
Generating a custom Ruby SDK for your web service or Rails API using Smithyg2nightmarescribd
Have you ever wanted a Ruby client API to communicate with your web service? Smithy is a protocol-agnostic language for defining services and SDKs. Smithy Ruby is an implementation of Smithy that generates a Ruby SDK using a Smithy model. In this talk, we will explore Smithy and Smithy Ruby to learn how to generate custom feature-rich SDKs that can communicate with any web service, such as a Rails JSON API.
State of ICS and IoT Cyber Threat Landscape Report 2024 previewPrayukth K V
The IoT and OT threat landscape report has been prepared by the Threat Research Team at Sectrio using data from Sectrio, cyber threat intelligence farming facilities spread across over 85 cities around the world. In addition, Sectrio also runs AI-based advanced threat and payload engagement facilities that serve as sinks to attract and engage sophisticated threat actors, and newer malware including new variants and latent threats that are at an earlier stage of development.
The latest edition of the OT/ICS and IoT security Threat Landscape Report 2024 also covers:
State of global ICS asset and network exposure
Sectoral targets and attacks as well as the cost of ransom
Global APT activity, AI usage, actor and tactic profiles, and implications
Rise in volumes of AI-powered cyberattacks
Major cyber events in 2024
Malware and malicious payload trends
Cyberattack types and targets
Vulnerability exploit attempts on CVEs
Attacks on counties – USA
Expansion of bot farms – how, where, and why
In-depth analysis of the cyber threat landscape across North America, South America, Europe, APAC, and the Middle East
Why are attacks on smart factories rising?
Cyber risk predictions
Axis of attacks – Europe
Systemic attacks in the Middle East
Download the full report from here:
https://sectrio.com/resources/ot-threat-landscape-reports/sectrio-releases-ot-ics-and-iot-security-threat-landscape-report-2024/
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024Tobias Schneck
As AI technology is pushing into IT I was wondering myself, as an “infrastructure container kubernetes guy”, how get this fancy AI technology get managed from an infrastructure operational view? Is it possible to apply our lovely cloud native principals as well? What benefit’s both technologies could bring to each other?
Let me take this questions and provide you a short journey through existing deployment models and use cases for AI software. On practical examples, we discuss what cloud/on-premise strategy we may need for applying it to our own infrastructure to get it to work from an enterprise perspective. I want to give an overview about infrastructure requirements and technologies, what could be beneficial or limiting your AI use cases in an enterprise environment. An interactive Demo will give you some insides, what approaches I got already working for real.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
DevOps and Testing slides at DASA ConnectKari Kakkonen
My and Rik Marselis slides at 30.5.2024 DASA Connect conference. We discuss about what is testing, then what is agile testing and finally what is Testing in DevOps. Finally we had lovely workshop with the participants trying to find out different ways to think about quality and testing in different parts of the DevOps infinity loop.
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
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Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
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Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
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UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Mission to Decommission: Importance of Decommissioning Products to Increase E...
Work life balance perception and ict usage by staff of private universities in south western nigeria
1. Information and knowledge management www.iiste.org
ISSN 2224-5758 (Paper) ISSN 2224-896X (Online)
Vol.1, No.4, 2011
Work – Life Balance Perception and ICT Usage by Staff of
Private Universities in South-Western Nigeria
Adetayo, Erlinda Dionco1; Olaoye, Ismail Kayode2*; Awolaja, Ayodeji Muideen2
1. Department of Management and Accounting, Faculty of Administration, Obafemi Awolowo University,
Ile – Ife, Osun State, Nigeria
2. Department of Economics and Financial Studies, Fountain University, Osogbo, Osun State, Nigeria.
*e-mail of corresponding author: asveducated@gmail.com
Abstract
This paper examines the role of ICT in the maintenance of balance between work and personal life roles of
private universities staff in South-Western Nigeria. Data for the study was gathered through a three-paged
structured questionnaire administered to a randomly selected group of staff of Fountain University, Osogbo.
It was discovered that ICT has not only contributed to the extension of work roles beyond the work place
but it has also created opportunities for cross roles transfer of responsibilities. Using regression analysis
method, it was discovered that on a general level, rather than increase the pressure of work on the
respondents, ICT (ß = 0.31745 ; p<0.05) significantly help maintain balance. However, the use of ICT for
the purpose of working at home is negatively correlated (R =-0.1144; p<0.05) with the work-life balance
perception of respondents. It was also discovered that using ICT to work while in transit is positively
correlated (R=0.4523; p<0.05) with perception of a balanced work-life by the respondents. The study
concluded that usage of ICT by private university staff should rather be encouraged and expanded upon for
the purpose of work-life balance.
Key words: work-life balance, border management, work-life conflict, ICT
1.0 Introduction
Work, is generally considered as a part of life. Recent findings in human resource studies have however
shown that work and life could be two related but totally different concepts. Though separated by certain
physical, psychological and temporal boundaries, the two concepts are operationalized within the same
context of time and space. The nature of work itself has changed from the 9-to-5 affair to a 24-hour, 7-day
society, where customers expect services at times that suit them (CIPD, 2007). Technology, such as the cell
phone, internet and other emerging gadgets, were expected to help alleviate this pressure and provide
several options for “control and creativity in manoeuvring the tenuous balance between work and family"
(Temple 2009). This however was not the case; rather than lessen the “work pressure”, the new
technologies ensure that the worker is almost always available for work.
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The ever expanding potentialities of Information and Communication Technology (ICT) as well as the wide
deployment of its factors such as computers, software and recently, the pervasive use of the Global System
for Mobile (GSM) telecommunication in Nigeria are helping to increase efficiency and reduce transaction
cost across all segments of the economy (Onyukwu, 2007). These gadgets enable more qualitative work to
be achieved leading to higher earnings and by extension higher standard of living.
However, this expansion in accessibility may not take into cognizance the demand on the employee by
other non-work commitments, such as child care, dependent elder-care or even other social obligations that
may require some time off work, the lack of which may affect motivation, job satisfaction and ultimately,
job performance.
Individuals play multiple roles in their lives. A person could be a father, husband, brother, uncle, nephew,
son and in-law at home, while he could also be a boss, employee, subordinate, professional peer and
employer at work. All of these roles have significant influence on the personality of the individual and
whether collectively or individually, they all have serious implications for his health, temperament at home
and work and ultimately on his overall performance in both spheres. These divergent role demands
however could be broadly categorized into two: work roles and personal-life roles. In certain professions,
however, spill-over of roles are inevitable. In academics for instance, research work may require extension
of the researcher’s attention beyond the normal time frame classified as “work time”. In certain cases,
administrators in Universities may also be required to attend meetings which may extend their stay at work
beyond the normal work period. Such extension may not take cognisance of over-time provisions and the
like.
It is against this background that this study intends to examine the effects of ICT on work-life balance of
staff in private universities by attempting to answer the following research question: to what extent is ICT
relevant in the maintenance of a balance between work roles and personal life roles?
The objective of this study therefore is to investigate the effect of ICT usage on work-life balance of staff of
private Universities in South-West Nigeria, using Fountain University, Osogbo as a case study.
2.0 Conceptual framework
2.1 What is work?
“Work”, according to Kuper and Kuper (1976) as quoted by Ogunbameru (2008) “refer to any physical
and/or mental activities, which transform natural materials into a more useful form, improve human
knowledge and understanding of the world, and/or provide or distribute goods to others”. It is “an
instrument activity intended to provide goods and services to support life” (Edwards and Rothbard, 2000).
These definitions of work limit the concept to activities alone and to address this shortcoming,
Ogunbameru (2008) stated that “the definition of work cannot be limited to references to activities alone,
but must also consider the social context within which those activities are being carried out”. Work in this
case is primarily viewed from one angle.
The reasons why people work are made up of both economic and non-economic goals and perhaps, the
most important non-economic value people receive from work is a sense of useful achievement (Lynn and
O’Grady, 1978). This stance was further supported by Edwards and Rothbard (2000) in their postulation
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that although work may provide intrinsic rewards its primary goal is extrinsic. The economic reason for
working, on the part of the employee, is to earn money for sustenance. This view contrasted with the notion
that the most obvious reason for work is the economic function of producing goods and services
(Ogunbameru, 2008), which is the organizational view of work. In the first instance, the assumption is that
work provides both intrinsic and extrinsic satisfaction which may not be limited to the work environment
alone. On the other hand, work also supplies the social needs of man at the work place when people meet,
converse and share experiences and the type of work one is involved in connotes a certain level of social
status both for the worker and his family (Ogunbameru, 2008). Work, for the purpose of this study will be
any paid activity aimed at producing goods or services while non-paying activities, whether in the course of
producing goods and services or not, will fall under personal life activities.
Work plays a fundamental role in adulthood, significantly affecting self-concept and well-being. In this
case, work could be expected to be a rewarding experience (Keith and Gubellini, 1975).
2.2 Life
A definition of “life” in relation to “work” is a very precarious exercise fraught with tautology and at times
oversimplification of concepts. This is for the simple reason that in literature, work has been seen as part of
life and vice versa. However, in the study of work-life, a distinction needs to be made and the dichotomous
relationship between the two concepts explained. “Life” includes all activities outside work (Guest, 2001)
covering such concepts as family, leisure and other activities not related to working for pay. This also
covers free time spent without being committed to any activities whether for pay or not.
2.3 Work and Life
A 2002 study by Ezzedeen and Swiercz reveals that employees are often preoccupied with work when not
working to such an extent that when they are in the company of family and loved ones, they experience an
inability to be meaningfully engaged in non-work activities. The study further explains that "modern work
has become knowledge based, fluid, and intellectual; overworked people think about work all of the time”.
This feeling of work consciousness took on a psychological dimension aptly captured by the study as being
“cognitively intrusive”. That is, the person is always thinking of work while he is supposed to be off work
and concerned with other non-work activities.
2.4 Work – Life Balance
Balance between work and personal life was defined by the Irish National Framework Committee for
Work/life Balance Policy as “a balance between an individual’s work and their life outside work”. The
principle at stake here is that work should be healthy and should leave time and energy to pursue interests
outside work (Kodz, Harper and Dench, 2002). Such “interests outside work” include extended personal
responsibilities as child or elder care and the need to fulfil certain societal obligations, travel, study or even
engaging in leisure activities.
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The point here is that the worker has certain control over his working time. Working time means any period
during which the individual is working, is at the employer’s disposal and is carrying out activities or duties
assigned to him by the employer (CIPD, 2007). Working time is however not limited simply to the hours of 8
– 5 that one is officially expected to work, but includes the time spent commuting between work and home
(David, 2009).
The search for a balance between work and personal life is not without its critics. Work-life balance has been
seen as a ploy to elevate an issue that is very naturally part of everyday life (Nicholl, 2007) as there was never
any consideration of separating the two concepts until recently (Wheeler, 2009). According to some of the
critics, the idea of balance between work and life was unheard of in the 17th, 18th, 19th, or for most of the
20th centuries as both concepts were largely integrated, more so as the agrarian nature of existence at the time
was an amalgamation of the two. In most parts of Africa and other developing regions of the world, this is
still the case. The problem of role differentiation, and, hence the need for balancing work and personal life,
was qualified as a problem of a post industrial “affluent society”, characteristic of the developed West.
With the spread of the use of ICT, affluence, in terms of technology adoption and utilization, has become a
worldwide phenomenon, although in relative terms. This created a globalized workforce sharing many
similar characteristics and culture. Most noticeable of these character changes include the increasing
globalization of labour skills (Castells 2000; Quah 1996 and 1999); the feminization of employment where
special considerations are made with respect to the employment of women, and new less secure working
patterns (Mishel, Bernstein and Schmitt 1999) which, in turn, generated problems for the sustainability of
families and communities (Beck 2000; Carnoy 2000; Hochschild 1997; Reich 2001) especially in the
developed countries.
This new workforce had to contend with conflicting demands on time, energy and commitment by the work
itself, and personal or family life outside work. People have also become increasingly individualized in work
and home life as traditional systems of social support through the company, state, family and community
have been eroded (Beck 2000; Carnoy, 2000). Thus the individual is saddled with multiple roles in both
spheres of his daily existence with little or no external support to cushion the negative effects of role conflicts
and overload.
The African experience, where marriage and child birth are considered important milestones in life, is no
better than what obtains in other regions of the world. Traditionally, African women’s main role in the
family is to cater for the upbringing of the children and to assist the husband in maintaining the economic
balance in the house through supportive labour on the farm or in some other petty trades. With enlightenment
and education, more women are finding their niches in traditionally male dominated paid jobs, and in some
instances, time consuming entrepreneurial businesses, thus expanding the scope of the relative earnings to the
family but to the detriment of their traditional roles as the main family support and maintenance agents. In
some dual-earning families, the wife may earn as much as the husband. Increasing dual-earning families in
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Nigeria, for instance, has increased work/life pressure substantially among all the classes of people (Alutu
and Ogbe, 2007).
In justifying the dichotomy between work and life and the need for a balance between the two concepts,
Burchell (2006) as sited in a report of the Equal Employment Opportunity Trust of New Zealand; opined
that “the concept of work/life balance includes the priority that work takes over family, working long hours,
and work intensification”. And work intensification in this case was defined as “the increasing effort that
employees put into the time that they are working” or the amount of work done in a day. This extended the
temporal range of potential working hours and contributed to the development of non standard, flexible and
long working hours (Harkness 1999; Presser 1999)
3.0 Theoretical background
Several theories have been put up to explain the relationship between work and life outside work (Krouse
and Afifi, 2007; Bakker, Demerouti and Burke, 2009). The segmentation theory for instance states that
work roles and life roles exist in separate domains and have no influence on one another (Clark, 2000;
Kanter, 1977; Pleck, 1977). It refers to the complete compartmentalization or fragmentation of work and
family systems (Edwards & Rothbard, 2000) whereby the two domains are lived separately and have no
influence on one another. This is however considered to be the weakest theory on the relationship between
work and personal life (Guest, 2001).
The spill-over theory on the other hand recognizes the influence of the two domains on each other. It states
that increased satisfaction (or dissatisfaction) at work leads to increased satisfaction (or dissatisfaction) at
home. Spill-over experiences can be either positive or negative, but the experiences of work and family are
identical—either both are positive or both are negative (Edwards & Rothbard, 2000; Grzywacz, 2000).
The compensation theory defines the compensatory effect between two forms of psychological interference:
work-to-family and family-to-work. This theory simply proposes that what may be lacking in one sphere, in
terms of demands or satisfactions can be made up in the other (Guest, 2001). In contrast to the spill-over
theory, it holds that the relationship between the two is bi-directional; that is, one domain compensate for
what is missing in the other. It represents efforts to offset negative experiences in one domain (i.e., work or
family) by increased efforts to seek positive experiences in the other domain (i.e., family or work). Efforts are
pursued through one of two pathways. One pathway includes increased involvement in one domain (e.g.,
work) reciprocated by decreased involvement in the other domain (e.g., family). The other pathway includes
pursuing the domain offering greater rewards and fulfilment at the expense of the domain that offers little
return (Edwards & Rothbard, 2000). The assumption here is that the worker who is dissatisfied with family
life may be happier putting in more hours and thus enhancing his performance and vice versa (Greenhaus and
Beutell, 1985; Kossek and Ozeki, 1998; Kossek, Noe and DeMarr, 1999; Krouse and Afifi, 2007; Lambert,
1990; MacDermind, Seery and Weiss, 2002).
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In a similar vein, the resource drain theory states that a negative correlation between family and work
domains exist in such a way that any personal resource expended on one domain reduces the amount of
resources available to the other domain (Bakker, Demerouti and Burke, 2009; Frone, Yardley and Markel,
1997). It also refers to the transfer or shift of a limited amount of available resources such as time, energy,
attention from one domain to another and thereby reducing the availability of the same resources for
utilization in the domain originally owning the resource. When the remaining or unused resources become
insufficient, or are depleted, or both, the potential for increased levels of stress, fatigue, and burnout sets in
(Edwards & Rothbard, 2000; Frone, 2003).
Specifically, support from elements within the two domains (partner and employer) has a significant impact
on one another. The impact of partner support is greater when employees feel that their employers are
unsupportive of their lives beyond work. Conversely, for employees with relatively unsupportive partners,
the employer’s family-friendliness reduces role conflicts more than partners. Thus, one source of support
compensates for the lack of the other (Friedman and Greenhaus, 2000).
Clark (2000) in his work/family border theory, defined borders as encompassing psychological categories
and tangible boundaries that divide the times, place and people associated with work versus family. This
theory distinguishes three types of boundaries between work and non-work, family or personal life domains
namely; physical, temporal and psychological boundaries. Extending role theories such as the compensation
theory, border theory looks at how roles in life are separated by boundaries or borders. Permeability and
flexibility are key related concepts to examine how boundaries between life domains affect integration,
transitions, and conflicts between domains (Guest, 2001). Much like managing a physical geographical
boundary, the Border theory implies that certain roles, and their related character attributes, are restricted
specifically to one side of the divide between work and life while others can only be allowed to transit after
sufficient moderation or modification. It considered many of the factors covered by the other theories and it
extends on these by going beyond the personal practice of the subject or the organisational policies having
direct influence on the determination of balance between work and life. This, therefore, is the theoretical
foundation on which this study is hinged.
4.0 Research Design and Methodology:
Taking the entire staff of the institution as the population of the study, descriptive and inferential statistics
tools such as frequency tables, percentages, and correlation and regression analysis were used to analyze
the outcome of responses to the questionnaires. The sampling frame was such that enabled the capture of
significant portion of the various levels of the population (see Table 1).
4.1 Sample and instruments for data collection:
Using purposive random sampling technique, a sample size of 50 was derived from a staff population of 80
(N= 80). Data gathering instrument used in this study was the questionnaire. The instrument elicited
responses to categories of questions such as demographic information about the respondent’s family size,
sex and dependent members of family; personal work-life balance practice; personal time management
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style, the use of ICT and hours of work effect on personal balance. It also sought information on the effect
of support by colleagues and spouses.
4.2 Variables and Measurement
A single dependent variable, the work-life balance perception of the subject, is captured in the
questionnaire through response to questions on personal balance. Scoring of response with respect to this
variable is based on a bi-polar; 2-point response coding system where “yes” is scored (2) and “no” is scored
(1).
However, three independent variables related to the usage of ICT factors were used. These are: how often
does the respondent take work home; the effects of ICT usage on work and family commitments, and
working while in transit either away from home or work. Respondents were asked to rate how each factor
affect their perception of work-life balance on a 2-points rating scale except for response to working from
home, which have four degrees of responses beginning with “not at all” (score = 1) and ending with
“always” (score = 4). A dummy response, “not applicable” (score = 0) was included to cater for jobs that
are not portable as may be found in some technical or non-teaching jobs.
The relationship between the dependent and independent variables is represented by the following linear
equation:
YWLB = ao + aICTXICT + aWKHOMEXWKHOME + aWKTRANSITXWKTRANSIT + ∂
Where
YWLB = dependent variable (personal work-life balance perception)
a0 = Constant
aICT – a WKTRANSIT = regression coefficients of XICT. ...... XWKTRANSIT
XICT = independent variable 1(the effects of ICT on work and family commitments)
XWKHOME = independent variable 2 (Using ICT to work from home)
XWKTRANSIT = independent variable 3 (working while in transit)
∂ = Stochastic error term
5.0 Findings and Discussion:
50 questionnaires were administered of which 42 were returned. This gives a response rate of 84% of all
administered questionnaires. Table 1 shows the relative proportion of respondents to population by
professional cadre.
Of the 42 respondents, as shown in Table 2, 12 (28.57%) were females. 8 (66.67%) of these are in the
academics while the remaining 4 (33.33%) are in the non-teaching profession. There are however no
female in the technical unit of the institution. Male respondents are spread across the three categories of
profession thus: 17 (56.67%) in the academics; 9 (30%) in the non-teaching cadre and 4 (13.33%) in the
technical cadre. In table 3, the cross-classification of the respondents by sex and age is presented. Modal
age class is the 31 – 40 age range (50%).
Multiple regression analyses were carried out to test for multivariate relationships between the dependent
and the independent variables, and the results of the examinations are reported in Table 4. The analysis
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showed significant relationship between two of the three variables tested and work-life balance. A negative
correlation (R =-0.1144) exists between working at home and work-life balance. This is as expected since
the two domains, according to the resource drain theory, are in conflict over the subject’s time. With a
negative regression coefficient (ß = -0.03398; p< 0.05), the assumption that working from home using ICT
factors affect work-life balance negatively is proven. Taking work home is considered by the respondents
as a major eroding factor for a balanced work-life. On the other hand, the general usage of ICT (ß = 0.3174;
p< 0.05) is significantly correlated with respondents work-life balance perception (R=0.330; p<0.05). This
indicates that ICT has a positive impact on maintaining work-life balance. This finding refuted the
argument that ICT is a major contributor to work-life conflict, in other words, it supports the views of
Onyukwu (2007) and Temple (2009). However, further research may need to be carried out to ascertain the
cost-benefit relationship between ICT contribution to productivity and its effects on work-life balance.
One of the most portent characteristics of ICT is its portability, which is the ability to continue working
while in transit. This was also tested using the t-test statistic and was found to be significant at the 0.01
level of significant (t (cal) = 3.28). This supports the idea of role permeability and flexibility associated
with trans-border movement between work and personal life domains and proves that ICT rather than being
a major cause of imbalance is a facilitator for easy trans-border transition in work-life balance.
Overall, the model fit for the regression model as shown in Table 4 indicated that the assumption that there
is a significant relationship between the three tested variables and the work-life balance perception of
private university staff is tenable since the calculated F score (F-cal = 6.126) is greater than the critical F
score (critical-F = 2.852) at 0.05 level of significant. It is also noteworthy to mention the relationship
between working at home and working in transit, two antithetical role-factors of work-life balance.
Correlation coefficient at the intercept of these two variables was negative (R = -0.1644) as expected.
6.0 Conclusions
This study investigated the role of ICT usage on work-life balance of staff of private universities in
South-Western Nigeria. Primary data derived from administered structured questionnaires was used to gain
first hand information on the perception of the respondents on the role of ICT in their level of work-life
balance. Using descriptive and inferential tools to analyse the data, it was discovered that demographic
characteristics have no significant influence on the work-life balance perception of the respondents with
regards to the usage of ICT. This reinforced the assumption that ICT is not gender sensitive. Results also
showed that working from home is a major contributor to work-life conflict and imbalance. Contrary to
generally held views, respondents rated ICT usage in transit as a positive function of work-life balance,
while overall ICT influence was also considered positively correlated to a perception of a positive work-life
balance.
Based on these findings therefore, the study concludes that ICT rather than being a negative influence on
the work-life balance of private universities staff, is a positive tool for maintaining balance. It is therefore
recommended that accessibility to ICT factors and trainings be encouraged in these institutions. To further
understand the role of ICT in work-life balance under other contexts, such as the comparative influence of
ICT between teaching and non-teaching staff in both private and public universities further studies may be
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required.
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APPENDIX
Table 1: Administration of questionnaire
Population % of Sample % of % of class sample size to class
(by Total proportion Total population size
profession) Sample
Academic 48 60% 26 61.90% 54.17%
Non-Teaching 26 32.5% 12 28.57% 46.15%
Technical 6 7.5% 4 9.52% 66.67%
Total 80 100% 42 100%
Source: Field work, 2010
Table 2: Response Characteristics
Variables Frequency Percentage
Sex:
Male 30 71.43
Female 12 28.57
TOTAL 42 100.00
Age:
Over 50 5 11.91
41 – 50 11 26.19
31 – 40 21 50.00
Under 30 5 11.91
TOTAL 42 100.00
Profession:
Academic 26 61.91
Non-Teaching 12 28.57
Technical 4 9.52
TOTAL 42 100.00
No of Children:
None 5 11.91
One 7 16.67
Two 7 16.67
Three 11 26.19
Four 9 21.43
Five 3 7.14
TOTAL 42 100.00
Work-Life Balance Perception:
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Balanced 9 21.43
Unbalanced 33 78.57
TOTAL 42 100.00
Working from and taking work home:
Always 18 42.86
Occasionally 6 14.28
Sometimes 15 35.71
Not at all 2 4.76
Not applicable 1 2.39
TOTAL 42 100.00
Effects of ICT on WLB:
Positive 30 71.43
Negative 12 28.57
TOTAL 42 100.00
Working in transit on WLB:
Positive 24 57.14
Negative 18 42.86
TOTAL 42 100.00
Source: Field work, 2010
Table 3: Age and sex of respondents
Male Female
Sex
Age
Under 30 3 2 5 11.90
31 – 40 15 6 21 50
41 – 50 9 2 11 26.19
Over 50 3 2 5 11.90
30 12 42 100
Source: Field work, 2010
Table 4: Regression Analysis and Model Fit
Regression Correlation Coefficient of t (cal) Overall Model Fits
Independent Variables Coefficient Coefficient Determination
(ß) (R) (R²)
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ICT and its Context of Multiple R= 0.5710
Use 0.31745 0.330 0.318255488 2.60* R²= 0.3260
ICT Usage -0.03398 -0.1144 0.204545455 -0.66 SE= 0.3542
Working from Home 0.36714 0.4523 0.3259897 3.28** F= 6.126
Working in Transit F-Sig = 0.002
Critical-F= 2.8517
Constant= 0.1919
Source: Field work, 2010
* = significant (P<=0.05), ** = significant (P<=0.01); # = Not Significant at (P>0.05)
Table 5: Correlation Matrix
ICT usage Working from Home Working in Transit Work-Life
Variable balance
Perception
ICT usage 1
Working from 0.1385419
Home 1
Working in -0.015215 -0.164412135
Transit 1
Work-Life
balance 0.33028913* -0.114397209 # 0.452267017** 1
Perception
Source: Field work, 2010
* = significant at P< .05, ** = significant at P< .01; # = Not Significant at P<.05
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