Model of Work Life Balance Explaining Relationship Constructs

International Journal of Application or Innovation in Engineering & Management (IJAIEM)
Web Site: www.ijaiem.org Email: [email protected], [email protected]
Volume 3, Issue 2, February 2014
ISSN 2319 - 4847
Model of Work Life Balance Explaining
Relationship Constructs
Prof. Manju Raisinghani1, Dr. Ranjit Goswami2
1
Assistant Professor – TIMS, Adipur – Kahchh
2
Dean IMT- Nagpur, Nagpur
Abstract
This paper reviews the literature review in the domain of work life balance. Work life balance is the core of HRD’s major
functions Grzywacz and Carlson , (2008) it can be a powerful leverage point for promoting individual and organizational
effectiveness. The current work force scenario is marked by the fast pace of change, intense pressure, constant deadlines,
changing demographics, increased use of technology and the work from home concept. Also with the increase in the
proportion of dual earner families and the kind of life style finance people are having work life conflicts are inevitable.
The paper tries to review few antecedents of work life conflict and its consequences on both organization and individual
perspective. The paper proposes a conceptual model to be tested empirically. The proposed model focuses on the
relationship between two domains work and family and their influence on work to family interference and family to work
interference. The model also tries to correlate various constructs of work life conflict to the organizational outcomes and
individual outcomes.
Key words: Work Life Balance, Antecedents, Consequences, Work life Conflict
Introduction:
Faced with numerous and contemporary challenges Indian banking sector today is facing few challenges of employee
motivation and job satisfaction with the high breed of commitment required and several Job opportunities and attrition
rate. Retaining talent is another issue faced by financial sector. Into all these HR Policies, nowhere is the mention of
issue relating to occupational stress, flexible working hours, work life integration, or work family conflicts. (Ranjana
Kumar, CMD, India Bank 2003). Research suggests the long working hours are negatively associated with to family
participation and positively related to work related outcomes (Osmond & Hicks, 1979). This gives an indication that
when more time is spent at work is necessarily time that cannot be spent at family, leisure or other activities.
Irregularity of work hours have also been identified as one of the variables affective in the quality of work life and
conflicts arising out of it (white & Keith, 1990) and the non standard work schedules, tour plan specifically among
married employees with children have negative relation of work life conflict, that is work interfering more to life and
family to work (lingard & Francis, 2002).
However, many private enterprises have taken up work-life balance as a human resource (HR) issue, as they see business
benefits to implementing flexible working Greenhaus et al., (2003) Work-life balance is advocated as an inclusive policy,
aimed at all workers, in order to achieve a more harmonious balance between their work responsibilities and their private
responsibilities and personal interests. The main consideration thus far has been to aid working parents in their childcare
needs and responsibilities, but more recently other employee needs have been considered, such as eldercare
responsibilities, education and training opportunities, and the need for personal time in order to combat negative stress
experienced in the workplace.
Work-life balance policies can be realized through flexible working practices, open work place environments and
supportive workplace culture Carlson & Frone (2003). Such open and inclusive workplace environments and cultures are
necessary for implementing changes for a number of reasons. One that open culture and flexible environment promotes
positivity in employees towards their work and organization. Second work culture determines the extent to which flexible
working hours and flexible working arrangements are applicable to employees. Legislative measures to improve worklife balance will only work if a supportive workplace environment promotes them. The literature demonstrates that
structural change is needed to alter working routines and norms, such as the long hours, child care, peer support, flexible
work arrangements etc. and management styles and practices are very crucial to bring in a balance between work and life
issues (Frone 2003).
Background of the Study:
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Volume 3, Issue 2, February 2014
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The impact of women’s employment on expectations and assumptions about men and women roles and their relationship
has always been the base for Work life balance issues in the organizational context (Ramu 1987). Women in India have
always worked in the informal economy, especially in the rural areas, the formal labour participation of women have now
increased since decades (Raju & Bagchi, 1988). Women from middle and upper middle class background also began to
enter paid work for the first time during this period, with motivation ranging from economic to self-fulfillment (Rami,
1976).
The change observed was partly due to the availability of domestic servants in middle class families and the availability of
members of extended families more frequent during that phase of time. Also to some extent the availability of joint
families led by dual income earners to some extent cushioned the “Work-Family” conflicts and tensions (Sekaran. 1992).
Subsequently the pragmatic change was shifts in the family structures and growing challenges in the care of elderly.
Extended families, which had traditionally provided substantial support for child care and house hold cores had now
given way to nuclear families in more affluent cities (Sekaran 1984). Also migration of families had become a trend due
to opening up of the economy; families went in search of paid work outside their regions.
A more significant force for change was the opening of the economy in 1991. This brought more exposure to global
competitiveness and opportunities to develop economically. The spread of multinationals and the emergence of India as
an IT outsourcing destination brought material gains, rising wages, better employment prospects and consumer choices
for a growing minority. However, it was noted that the increasingly demanding workloads and long working hours make
it more difficult for those working in the new economy to harmonize paid work with other parts of life.
In over 6 decades of independence financial sector has gone through various challenges and evolution due to
competitions, market forces and regulatory requirements. Until 1990, Indian banking industry had gone through distinct
phases from evolutionary phase (1950) to reformatory phase (1990).
After 1991 government took some measure steps in reforming the Indian Financial sector in regulating interest rates and
functioning of commercial banks. Some of the achievements so done were in financial markets, regulators, non-finance
companies, capital markets insurances etc. With the on-going developments in the financial sectors Global markets
offered a numerous opportunities to the Banking Sector.
Due to the dynamic nature of the financial markets and the changes in the economic reforms a need for the new and
improvised services in the banking sector had become crucial for its existence. The powerful customers and the emerging
competition had generated high expectations from service industry. The new rules of competition and the advancement in
technological changes have revolutionized the Indian financial and banking sector.
The new rules of the competition in such sector today are prompt delivery like ATM’s, Tele-banking remote access,
Internet Banking etc. Given the above challenges, the survival of Banks was one of the Major Concerns. (R.M.Nayak
(MD & CEO, Lord Krishna Bank)
Before pre-liberalization era the scenario of Indian Financial market was completely different as government of India
administered the functioning of Financial Sector. To face the Competition and to gain the competitive edge Financial
Sector today has gone more towards developing unique services and has also gone more customer centric. It is Believe
that competitive edge can be achieved creating positive work culture innovative HR practice, organization citizenship
behavior, mutual goal congruence etc. which in turn will yield better performance and productivity in the organization.
Hudson (2008) in one of his speeches highlighted few major HRM issues or Critical Challenges like right sizing talent
acquisition, HR development, comparable salary structure etc. Similar such were expressed by Ranjana Kumar( CMD,
India Bank) in September 2003 about the changing business environment issues discussed by him were, changing needs
of customer, flat organization structure, development of bch skills technical skills, business awareness etc.
Faced with numerous and contemporary challenges Indian banking sector today is facing few challenges of employee
motivation and job satisfaction with the high breed of commitment required and several Job opportunities and attrition
rate.
The study is undertaken to provide a greater understanding of the work life balance issues faced by financial professionals
in private sector. The ability to communicate and share information 24/7 has become a need of an hour, the work day has
expanded so much into our personal lives that it is important to develop a better balance between the two (Mariotti,
1998). As mentioned above due to the volatile nature of our financial sector people working in that sector face
Volume 3, Issue 2, February 2014
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International Journal of Application or Innovation in Engineering & Management (IJAIEM)
Web Site: www.ijaiem.org Email: [email protected], [email protected]
Volume 3, Issue 2, February 2014
ISSN 2319 - 4847
tremendous amount of stress, heavy targets and high work load. This leads to comprises between their family life and
work life. In particular the relationship between job and family characteristics, work to family interference and family to
work interferences were investigated. In addition the study also takes into consideration various moderating variables like
Gender, Perceived Organizational Support, Work life benefits by organization, No of Children and no of dependents,
income tec.
Literature Review:
Work Life Balance:
Work life balance (acronym WLB) is the separation between work life and personal life of an employee in the
organization. It is the boundary that one creates between the professional life, career advancement, personal life or any
other segment that makes up the life of an individual. Apart from the career life these segments include family, personal
growth, fitness and health, community relations and friendship. Finding the balance between career and personal life has
always been a challenge for working people.
Some widely used definitions of work-family issues or work-family balance, found in the literature, are listed below:
“Work-family conflict is defined as a form of role conflict characterized by the incongruence between responsibilities of
the home and workplace which are mutually incompatible”. (Greenhaus and Beutell, 1985)
WLB is defined as “satisfaction and good functioning at work and at home with a minimum of role conflict" (Clark,
2000)
WLB is defined as “the absence of unacceptable level of conflicts between work and non-work demands. (Greenbatt,
2002)
Work life balance as “the extent to which an individual is equally engaged in – and equally satisfied with – his or her
work role and family role” (Greenhaus et al, 2003, )
Work life balance is “the extent to which an individual’s effectiveness and satisfaction in work and family roles are
compatible with the individual’s life priorities. (Greenhans and Allen, 2006)
Work–family balance is defined “as accomplishment of role related expectations that are negotiated and shared between
an individual and his or her role-related partners in the work and family domains” (Grzywacz and Carlson, 2007).
WLB for any person is having the “right” combination of participation in paid work (defined by hours and working
conditions) and other aspects of lives. This combination will change as people move through life and have changing
responsibilities and commitments in their work and personal lives. Frone, Russell, & Cooper, (1992). With these
definitions it can be understood that any imbalance that is formed either creates more pressure or psychological
involvement or satisfaction towards one role as compared to other role.
The origin of the research work life balance can be seen from the seminal work of rapport and rapport (1969), the
research are been that both work and family needs time and energy. Work is an important source of income, financial
stability and status. Where tow partners come join hands together and earn and support and raise their children together.
As work and family has no direct relationship with each other so conflicts is inevitable to arise.
Khan wolf, Quinn, snoek and Rosenthal, 1964) from their seminal studies associated work life balance with role theory,
that is conflicting expectations associated with different roles which the male and female has to play in their day to day
life. Kanter (1977) was able to continue the research of khan (1964) proving that work and family are not independent of
each other rather have an interlink which consequently brings in conflicts between the two. With the pioneering work of
pleck (1977) there was a general consensus formed that work and family affect each other either in a positive or negative
way. And there are various extraneous variables like time, task, attitudes, stress emotions, and behaviors which have an
influence over work life imbalance.
Another influential theory after Pleck (1977) was the theory of spill over (Piotrkowski , 1979), based on asymmetric
permeable boundaries between the work and family life domains. The spill over theory basically talked about two type of
factors job related factors and work related factors. There was a relationship established between the two domains of job
related factors and work related factors like the influence of spill over theory over job context more for women then for
men, whereas the converse would be true for job related factors. Further the spill over theory also invited various research
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International Journal of Application or Innovation in Engineering & Management (IJAIEM)
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Volume 3, Issue 2, February 2014
ISSN 2319 - 4847
scholars to identify few more factors that influence the work family dependency like compensation, benefits, and bonuses
(Champoux, 1978).
Greenhaus & Beutell ( 1985) further segregated few more factors like time, task, attitudes, stress emotions, and
behavioral spill over work and family. They tried to maintain either positive or negative relation between the tow
domains. (1988) found out that interface between work and family is asymmetric and work tends to influence more on
family than family on work. A distinction was made between work family interface (family interfering work) and (work
interfering family) greenhouse & Brutell (1988).
Several scholars during that time concluded that interference between work and family and the conflict arising out of it
are conceptually and empirically distinct from each other. (Wiley, 1987). As explained previously the field was dominated
more by role theory which was derived from seminal studies of khan, Wolfe (1964). According to Cohen & wills (1985)
role theory and its conflicting expectations form the tow domains have detrimental affects on the well being of male and
females both. This further led to the stressors – strain mode (Cohen & wills (1985), Krasek & Theorell, 1990) with work
family conflicts as stressors.
Many theoretical models were then published detailing the stressors that cause conflicts among work and family domain (
Bedeian, Bruke & Moffet, 1988). Kelly & Voydanoff, 1985) offered a general integrative framework of work family
interface. Factors which were taken into considerations were social support, time commitment, overload (both at work
and at family) as antecedents, and work family conflict and family work conflicts and core variables, and distress,
dissatisfaction and performance as outcomes.
This mismatch between the two set of roles that is work role responsibility and family role responsibility leads to work –
life imbalance ( Greenhaus et al. , 2003). The general aim of such working time policies is to strike a balance between
employment and domestic commitments that is equitable and beneficial to both employer and employee. Greenhaus et al,
(2003) conceptualized mainly three components of work life balance. Firstly they took time as a base and observed that if
equal amount of time is devoted to work and family there happens to be a balance between two. Secondly psychological
involvement balance has to be there in two roles of work and family and thirdly satisfaction balance which strives to keep
balance between job satisfaction and family life satisfaction.
Work-life balance is the term used in the literature to refer to policies that strive to achieve a greater complimentary and
balance between work and home responsibilities. These policies apply to all workers, not just working parents, alone
females or working parents with children and dependents particularly in judging their own ability to combine both work
and family life.
Some of the terms used in the literature on work-life balance which were then commonly used by various organizations
are given below:
WLB: Work-life Balance also referred to as family friendly work arrangements (FFWA), and, in international literature,
as alternative work arrangements (AWA).
V-Time: this is voluntary overtime to meet production needs; extra hours are 'banked' and taken as time off or as extra
pay. It differs from flextime where starting and finishing times are staggered, and can mean reduced or increased weekly
working hours over a period of time.
Zero hours contract: this is a flexible contract that does not specify the amount of time a worker will spend per year on
their employment, leaving it open to meet demand.
E-working: the term used to describe flexible working that can be done from any location using technologies such as
laptops, wireless internet connection and mobile phones.
Teleworking: this is where the location is flexible by using technologies to complete work - this allows work to be done
from home; also known as e-working.
Term-time working: this is when a parent is allowed to work only during school term times, with all school holidays off.
Payment can be calculated either by usual payment, with no payment during holidays, or salaries can be spread out across
the year.
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Other forms of flexible working conditions include: Part-time working, Job sharing, Flextime, Shift working,
Compressed hours, Home working, and Career breaks. (Source: Employment Act 2002, U.K., which came into force in
April 2003)
Work Life Conflict:
The assumption, that involvement in one role (i.e. job) necessarily precludes attention of another (i.e. family). Such
interference between role commitments leads to WLC. (Frone,2003) In other words individuals perceive that they have
more flexibility in terms of engaging in family commitments and responsibilities than they do for work commitments.
(Carlson and Frone , 2003).
There are basically two interfaces to work life conflict:
Work to family interference (WIF)
Family to work interference (FWI)
Working time of an individual is dictated by the person’s employment contract or the organization commitments whereas
family time is purely discretion of the individuals. The clash of time in these two aspects creates an imbalance in two
directions i.e. work family interference (WFI) tends to dominate the family work interference (FWI).
Work home interference generally operates in tow directions. First, work demands more time and energy hindering
activities at the family end. For example attending an early morning meeting or marketing tours arranged by the
organization leads individual to compromise on home related activities. Researchers call this as work interference with
home. Second, responsibilities at home interfere with performance at work. For example worrying about sick dependents,
spouse or partners responsibility many a times diverts an individuals attention towards work related responsibilities
leading to family interfering work. ( Duxbury, Higgins, & Lee, 1994, MacEwen & Barling 1994).
Studies distinguishing between the two directions of interference have presupposed a positive, reciprocal relationship
between work interference with home and home interference with work, based on the assumption that if work-related
problems and obligations begin to interfere with the fulfillment of responsibilities at home, these unfulfilled home
responsibilities may then begin to interfere with one’s day-to-day functioning at work, and vice versa (Frone, Russell, &
Cooper, 1992).
Combining both directions of work-family interference and family to work interference into one construct renders it
difficult to ascertain whether given antecedents are predicting work interference with home or the vice-versa. (Erdwins,
Buffardi, Casper, & O’Brien, 2001; Hill, Hawkins, Ferris, & Weitzman, 2001; Parasuraman & Simmers, 2001;
Saltzstein, Ting, & Saltzstein, 2001; Tausig & Fenwick, 2001).
Conceptual Framework:
Carlson and Frone (2003) discussed about the psychological involvement of the person in the organization as well as on
the family front. A high degree of psychological involvement with context to role of an individual i.e. job role and family
role would prioritize the individual to be somewhat mentally preoccupied with their performance in that role, such
imbalance in performance will have significant implications on work to family and family to work interference.
Conceptually, it seems evident that psychological involvement would have significant implications for levels of work to
family and family to work interference.
Carlson and Frone (2003) found that both psychological involvement and behavioral (time) involvement were significant
related to WIF but the reverse did not apply with FIW or family involvement into work. Clearly more research and
dynamic interplay in relationship of time and family was required to draw conclusions.
Therefore, Frone (2003) summarized the findings from US based survey and noted that family boundaries may be more
permeable than job boundaries and hence the levels of work to family (WFI) interference are reported higher or more
intense than those of family to work interference (FWI).
Various other researches in US and other western countries have confirmed these findings. So finally Frone (2003)
mainly concluded two main antecedents to Work – Family Balance. Work related and family related conditions in which
individual work. Of the Work Related Variables were Job demands, Working hours, Role responsibility, Organization
citizenship behavior, Work load, irregular working hours etc. Family Related Variables were Family responsibility,
Parental responsibility, Role of spouse and other family dependents responsibility, Leisure time and other activities with
family . Personal Variables included Gender, age , marital status, no of children etc. as the most important predictor of
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WFC . (Pleck, 1977, Gutek et al, 1991) observed that because of different role responsibilities of men and women they
exhibit different inter role conflict. For example men exhibit greater interference from work to family (WFI) and women
reporting more interference from family to work (FWI). Gutek et al. (1991) proved that women reported more
interference in family than men despite spending about same number of hours in paid work as men do. Williams &
Alliger (1994) and Losocoo (1997) found that women spend more hours in family work thatn men and reported same
level of family interference. Even the spoil over theory found out that both FWI and WFI were stronger for women than
men.
Several international studies have been conducted on antecedents of WFC. One of the prominent research programs was
developed by Samuel Aryer and his colleagues in Hong Kong (1999) they examined within Job and within family
conflicts along with job involvement as predictors of WFI & FWI. Also the results obtained from the study were similar to
Frone, Russell and Cooper ( 1999) in US.
In another study by Aryer, Luke et all (1999) work over load and parental over load were considered as predictor of WFI
and FWI in the city of Hong Kong. They observed that WFI was significantly higher than FWI as especially males
reported higher levels of WFI than females experiencing FWI.
A key issue discussed in the study was impact of role stressors on both WFI and FWI. Where in the moderating variable
was considered as gender. As more work load leads to more WFC in case of males and more parental work load leads to
mare WFC among females, Aryer, Luke et al (1999) also explored social support as potential moderator of relationship
between WFI and FWI.
The results of Frone and Carlson, (2003) about the psychological involvement with WFC were inconsistence with the
conceptual framework. That is some research have confirmed positive relationship between the domains others have
obtained either very less or no association between the two variables.
However looking to the different jobs and equality of men and women many results have found no gender differences as
even with (FWI or WFI) (Grzwac and Marks, 2000). Studies done by (Guay , 2001) in French – Canadian Sample
describe no gender difference same was in Yant et al (2001) in China reported not much significant difference between
FWI and WFI with men or women. Other dispositional antecedents of WFC in particular are personality factors.
Bernas&Maor (2000), Grzywacz& Marks, 2000) illustrated that huge levels of hardiness, extraversion and self-esteem are
linked with reduced WFC.
Similarly Brruck& Allen (2003), examined relationship of Type A behavior disposition, Big 5 Personality variables with
both work and family interference and family to work interference. Evidences from other US and other European
countries consistently demonstrated that work demands, work related stressors and stain are predictors to Work to family
interference whereas family responsibility and family stressors ( conflict within the family ) contribute more towards
family to work interference ( Frone 2003,). Other influencing variables /moderators which have influence of either WFI
or FWI were social support (in both domains): support in the organization by supervisor/peers lead to more WFI and
support from the society /relatives leads to FWI. Frone (2003) also concluded antecedents of WFI preside primarily in
Job Domains and antecedents of FWI lie mainly in Family domains.
From the US based study Grzywacz and Marks (2000) found out that social support at work and from one’s spouse were
negatively related to WFC. Low levels of support at work were strongly correlated with negative spill over from work to
family interference especially for women.
Greenhaus and beutelll (1985) initially identified various kinds of job demands affecting work life balance or work life
conflict among men and women. Basically researchers divided job demands into time-based and behavior based. i.e. the
amount of ones time that is spend on work place and the time devoted for family activities. Similarly the kind of job
responsibility the individual is possessing in the organization. Parsuram, Godshalk and Beutell (1996) suggested that time
commitments at work place are more importantly associated with WLC because time is a limited source. Further Frone et
al. (1997) proved that along with time based conflict also behavior (strain-based conflict) is equally the predictor of work
life balance for individuals in the organization. Such role related or strain based predictors also lead to dissatisfaction or
affect organizational performance (Greenhaus & Beutell 1999).
Work schedule flexibility has been found to be negatively associated with work life balance / work family conflict. The
financial industry is a demanding work environment wherein employees are supposed to work of long hours. Higher the
flexibility lower is the work family conflict Victoria, Lingard and Sublet (1996). In other words, higher the work schedule
flexibility, higher is the work life balance. Loscocoo (1997) examined how people with considerable control over their
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working hours construct and experience their work to family connections. In a study in New South Wales reported work
hours to be significant predictors of quality in the marital relationship (Aldous, Osmond & Hicks, 1979). Working hours
have consistently been linked to difficulties in balancing work and family life resulting in more the number of hours and
less the work schedule flexibility leads to work family conflict.
Role responsibility has been found to be negatively associated with work life balance or work life conflict. Higher the
responsibility of employee, the more tasks and roles one has to perform. In other words, higher the works load, higher the
imbalance between the work and family life (Loseocoo 1997). Hill et al (2001) examined the perceived role stress on jobs
and flexibility of timings on work family balance issues. It was found that employees with job flexibility in timings and
high work load work longer hours and lead to work life conflict issues.
Parents reported more work life conflicts than other individuals in the organization (Pleck et al. 1980). He tried to
examine the impact of long excessive hours at work, less job flexibility, no support from organization or psychologically
demanding work were associated with experiencing work life conflicts which in turn was also related to low job
satisfaction and low commitment with life in general.
Aryee (1992) examined the impact of few such variables which have influence on family domains. The family related
variables were parental responsibility, demands from household chores, lack of spouse support and number of dependants
at the family. As against the work related variables were task variety, job autonomy, role responsibility, working hours
flexible work schedules. Irregularity of work hours and non standard work schedules have also been identified as the
most important variables affecting dual earner couples with children specific (white & Keith , 1992) and (Lingard &
Francis, 2002)
Tausig and Fenwick (2001) report that married couples without children reported higher levels of work life balance and
the presence of children – whether in single or two parent households or dual earner is relatively low on work life balance
issues. For an individual who is not subject to high levels of family role expectations, being mentally preoccupied with a
job assignment while at home may generate only a small amount of work interference with home. For an individual who
is pressurized by friends or family to prioritize family over work, however, the experience of work interfering with family
may be more intense. Parental demands are believed to be greatest for people with infants and preschool aged children
and less for those with school aged children and even lowest for with adult children who have left home (Parsuraman &
Simmers, 2001).
Continuing further with the research (Parsuraman & Simmers, 2001) investigated the relationship between parental
responsibilities and time commitments to family and at work. They reported the pattern that those with both the spouse
working and more role responsibility with children of infant category face with work life balance issues and have more
conflicts in managing the two domains.
Lingard (2004) examined whether or not an individual complies with family role expectations, the pressure upon him/her
over the job responsibilities would focus attention on both domains. Wherein elements of work domain may interrupt
family more prominent or it can be vice-versa. An impending explanation for this relationship is that conforming to
family role expectations may result in role overload, generating time pressures and strain which can spill over into the
work domain, creating home interference with work.
Organizational and support from co-workers and supervisors have always been an influential variable for the study of
work life balance issues. Previous studies demonstrated that, in order for employees to have better work life balance it is
equally important that they get supportive work environment Thompson et al, 1999, Allen, 2001;, O’Driscoll et al.,
2003). Further Frances, 2003) revealed that employees who reported their organizations to be supportive of their family
commitments, they are satisfied with their job and face less work life conflicts. In contrast, unsupportive work
environments, stressful job, long working hours, negative supervisors support leads to negative commitment on job and
work life conflicts issues in organizations.
In the work life literature review some studies has confirmed that the presence of social support reduces the negative
consequences of work related stressors and work family conflict (Thomas & Ganster, 1995; Goff, Mount & Jamison,
1990). It is anticipated that, when supervisors or co-workers support is high, job satisfaction and employee commitment is
also very high. This leads to a better work life balance for employees.
The extent to which favorable or unfavorable treatments perceived by the employees concerning the extent to which the
organization values their contribution and cares about their well being is termed as Perceived Organization support
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Wiesenberger et al. (1986). Casper et al. (2002) explored that employees who work in supportive or organizations are like
to experience less amount of stress and more organizational commitment. This in turn leads to less work life conflicts and
greater affective commitment towards the organization.
Supervisors play a particularly important role in the work arrangements and controlling access over employees (Walkins
1995). Having a supportive supervisor has been reported to reduce the negative impact of Work family Conflict (Thomas
& Ganster 1995). It has been examined that if the supervisor is supportive it leads to low level of stress, low psychological
strain and reduced work life conflicts (O’Drisoll et. al). Also Barham Gotllieb, & Kelloway (2001) reported that when
the supervisor is supportive it also leads to flexi work arrangements, gender favors, reduced employee working hours and
low amount of work responsibilities. Those with high levels of supervisor support reported less conflicts and less
psychological strain than those with unsupportive supervisor support.
In most of the studies, job satisfaction has been directly linked with work life conflict. (Boles, Howards & Donrio, 2001).
It has been observed that when there is high amount has been observed that when work life conflict increases it creates
the negative impact on job satisfaction and the employee tends to loose interest in working in the organization. Bruke,
Allen and Spector (2002) framed the relationship between work life conflicts and job satisfaction. The relationship was
formed by using two interfaces that is work to family and family to work and any discrepancy leads to job dissatisfaction.
When employees are not satisfied with their job and are not able to balance between the two domains of work and family
they tend to withdraw from their work related activities Greenhaus, Parsuraman and Collins (2001). Further Greenhaus et
al. discussed about the level of stress that the employee possess in the organization leads to work life conflict which then
lead to quitting of the job. Batt and Valcour (2003) reported work interference with family to be significantly and
positively related to turnover intentions, and employee perceptions of control over managing work and family to be
significantly negatively related to turnover intentions. Turnover intentions are the direct outcome of work life conflict or
WFI or FWI Boyar et al. (2003).
The above literature review on work life balance or work life conflict tries to associate work and family variables which
are interlinked with each other. It tires to examine various sources of conflict and its effect on organizational outcomes
and individual level outcomes. Below are four models explaining the relationship between variables studied which would
then further be examined empirically.
Figure 1 Relationship between Variables (Work Domain and Family Domain) on WFI/FWI
Figure.1 illustrates the relationships between work domain variables and family domain variables with its impact on WFI
and FWI. Also the model is able to explain the different ways in which work life practices and outcomes are
conceptualized and measured in the literature.
The model tries to explain the relationship of work to family interference and family to work interference with work life
conflicts for an individual in the organization. However two things become very clear after reviewing the literature on
work life balance practices. One, that there is some association between work domain variables and family domain
variables on WFI and FWI. Also, the effect of moderating variables can also be seen in the framework. Two, regardless of
effects on work life conflict, work life balance practices are often associated with improved organizational outcomes and
individual outcomes. The model correlates to the concept of work life conflict and outcomes both at individual level and
organizational level.
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Figure 2 Relationships between Variables (Work Domain and Family Domain) with Moderating Variables and WFI/FWI
Fig: 2 Model of proposed relationship between work Domain Variables and Family Domain Variables and their
association with Moderating variables then explaining the effect on Work to Family Interference or Family to Work
Interference.
Figure 3 Relationship between WFI/FWI to Work Life conflict and its outcomes
Fig: 3 Model of proposed relationship between WFI / FWI to work life conflict and thereafter explaining the outcomes at
individual and organizational level.
Figure 4 Relationship between WFI/FWI to Work Life conflict and its outcomes
Fig: 4 Consolidated Model explaining the relationship of Individuals work life conflict and its outcomes affecting the
organization.
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Conclusion:
Literature on work life balance or work life conflict tires to identify various factors associated with WFI and FWI. It tries
to examine various sources of conflicts that an employee possesses in the organization. The focus is mainly on various
roles that an individual has to perform in his personal life as well as professional life.
The literature review reveals that most of the studies done in the past were based on empirical research which tried to
identify relationship between work life conflict and its outcomes like job satisfaction, organizational commitment , work
to family interface and family to work interface. Other variables like gender, age, marital status, no of dependents,
employee role, job responsibility, parental status etc were widely studied. The results show that all these have either
negative or positive relation with work life balance or work life conflict.
Different views of work life balance have been suggested by various research scholars in literature review. Despite the
popularity of work life conflict as a topic of research interest, work life practices in the organization still have a long way
to travel to develop a compressive map of the antecedents and consequences of work life balance (Kersley et al. , 2005;
US Bureau of labour 2007)
Among the various theoretical models that help us to understand various relationship constructs like job satisfaction, long
working hours, stressful job, competing demands of work and family with work life conflict or work life imbalance. In
terms of organizational level, HR policies and practices represent organizational efforts to provide employees with
supportive work place environment, increase the commitment and citizenship behavior of employee towards the work
place.
Over the past two decades the outcomes of work life practices has been discussed by various researchers in various
disciplines (e.g. Johnson & Provan, 1995; Whitehouse & Zetlin, 1999), family studies (e.g. Hill, Hawkins, Ferris &
Weitzman, 2001; Raabe, 1996), gender studies (e.g. Nelson, Quick, Hitt, & Moesel, 1990). The literature review tries to
examine the relationship between work life balance practices and organizational effectiveness. The paper tires to find out
from literature review various variables and constructs which affect the work life balance policies in the organization.
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AUTHOR
Prof. Manju Raisinghani is currently the faculty at Tolani Institute of Management Studies, Adipur, Kutch. Having
industry experience of 4 yrs. is now in academics since last 6 years. By educational qualification she is M.Com, PGDM –
Finance, Diploma HR and currently pursuing PhD in HR from R. K. University, Rajkot.
Dr. Ranjit Goswami is currently Dean (Academics) at Institute of Management Technology, Nagpur. By educational
qualification Dr. Goswami is PhD from IIT Kharagpur and MBA from IIT Mumbai. He has Industry experience of 8
years and 11 years in academic profile. The main areas of interest are information and communication technology,
operations management and general management.
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