WORK LIFE BALANCE AMONG WOMEN EMPLOYEES WITH CAREER BREAK

1. BY
Divya J
Divya T
Elakia D
Indhumathi A
Jeema VC
Jeraphine S
Tamilarasi G
Perception towards work-life balance
among women employees
with career break

2. PROBLEM STATEMENT
 The perception of women towards their work
before vs after the career break and other factors
affecting them after their break has been a
important factors to be considered where the
emerging and huge involvement of women in
workforce are increasing rapidly. So this problem
sought to be addressed in this research study
and it includes what are the reasons for their
career break , analyzes the impact of
Organization support ,Family support, Financial
reward and Nature of work on the work life
balance of women after the career break.

3. Scope of the study
 To Identify the factors affecting the women
employee after their career break in their working
fields.
 It is also important to find the various reasons for
quitting their job and their lack of knowledge and
potential level
 What are the plans and needs to move on after
career break?
 What are the societal barriers to be overcome by
the women employee after their career break?

4. Objective of the study
 To find out the reasons for career break among
women workers.
 To understand the job satisfaction achieved
before and after the career break
 To analyze the impact of Organization support
,Family support, Financial reward and Nature of
work on the work life balance of women after the
career break.

5. Hypothesis of the study
 Ho: There is no difference of opinion among the
women returners on working scenario or
environment before and after their career break.
 Ha: There is difference of opinion among the
women returners on working scenario or
environment before and after the career break

6. LITERATURE REVIEW
.
Author Concepts
Locke (1979) cause-effect relationship
Sandhu and Singh(1979) Motivation factors viz. feeling of
achievement
Marilee Karl (1981) Power and Control
Herzberg (1983) Job characteristics rather than
individual differences
Glickon (1983) Job satisfaction
Rajeshwari Gwal (2016) New Trends in Career Break and Re-
entry of working women
Gitanjali G, Dr.Kirupa
Priyadarsini.M, K. Akila (2018)
Factors that facilitate the attitude of
women and their work after re-
launching their career after the break
Employment Thematic Network
(2018)
Work-life balance

7. METHODOLOGY
 Research Design - Descriptive study
 Sampling Population -Women employees who
had taken a break from work
 Sampling Procedure - Purposive sampling
 Sample size - 184 respondents
 Period of study - February 2020 to March 2020
 Research Instrument - structured questionnaire
 Tools used for Analysis - SPSS software
 Analysis - Percentages, Ranking ,Correlation,
Paired T test, Multiple regression

8. Analysis and Interpretation
Demographic profile of
respondents
Category Subcategory Frequency Percentage
Education Post Graduate 89 48.4
Occupation Private 98 53.3
Marital status Unmarried 77 41.8
Monthly income Less than 20000 84 45.7
Work Experience 0-5 (Years) 92 50.0
Number of career break
taken from work
One
115 62.5
Reasons for career
break
Others
63 34.2
Certainty about
returning to the work
after the career break
I thought I would
76 41.3
Factors motivating for
continuing the career Salary increase
67 36.4

9. Relationship between work life balance and
nature of work- correlation analysis
 Correlation between work life balance and nature
of work is 0.639.
 They have a medium positive correlation .
 So work life balance and nature of work are
perfectly correlated and significant .
 Thus Nature of work affect the work life balance
of the women employee who have taken the
career break.

10. Relationship between managing the career
break and Decision to return after the career
break- correlation analysis
 Correlation between managing the career break
and decision to return after the career break
shows a negative correlation
 Decision to return and managing the carrier break
are not perfectly correlated as their significant
level is not less than 0.01.
 So there is no significant relationship between
how managing the career break does not
influence decision to return after the career break

11. To measure the Job satisfaction
before and after the career break
 Job satisfaction before the career break was greater
than after the career break since Mean average
difference was positive(0.217).
 Thus the 2 Tailed paired sample t test revealed that
women employee had achieved greater job
satisfaction before their career break (m = 2.41,
s=1.461) compared to job satisfaction after their
career break (m = 2.20 , s = 1.304), t(183)= 2.038.
 Ha: There is difference in perception of women
returners on working scenario or environment before
and after the career break
 Thus Alternate hypothesis is accepted since there is
a difference in perception of women returners related
to job satisfaction before and after the career break.

12. Relationship between Work life balance
,Family support ,Organizational support,
Financial rewards
 We find that the adjusted R² of our model is 0.207
with the R² =0.220.
 This means that the linear regression explains
22.0% of the variance in the data.
 We find that only financial and family are
significant predictors. We can also see that family
has a higher impact than financial by comparing
the standardized coefficients (beta = 0.191
,versus beta = 0.168).

13. Findings
• Reasons for career break - higher education, family
situations
• The factor which motivates them most for continuing
their work after the break was majorly of salary
increase
• work life balance of them are getting influenced by
their nature of work.
 Managing the career break does not affect the
decision to return after the career break
 Job satisfaction before the career break was more
than after the career break
 There is significant relationship between the work life
balance and Family support provided ,financial reward
received than the organization support.

14. Suggestions
 Senior management of the organizations should
implement re-entry initiative programs to re-engage
the career returning women to allay the fears and
uncertainty relating to the job.
 Empowerment of career returning women are yet
another important point be highlighted in the current
work situations.
 Development of strategies both at the individual as
well as organizational levels to cope with the new
career or re-launched career may help to fill the time
gap.
 Re-skilling and providing the employees with right
resources can help them to overcome the stress they
may face during the re- entry process

15. Conclusion
 This study provides an insight about the perception of
women returners after their career break towards their
working scenario.
 It is a contribution to the study of women returners in
general and their attitude towards the work in
particular which has been investigated.
 The findings suggest that job satisfaction of women
employee before taking the career break was more
than after taking the career break which may be due
to the work life balance of them are getting greatly
influenced by the family support and financial rewards
they receive. This study is useful in understanding
their job satisfaction level and their perception of
opinion about the work life balance before and after
the career break.

16. Thank you!