Page 1 of 7
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 10
October 2016
Available online:http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 147
The Demographic Factors influence on Satisfaction toward
work life balance of woman employees in private banking
sector in Batticaloa district.
Miss. Subramaniam Vijayakiruthika
Department of Economics,
Faculty of Commerce and Management,
Eastern University, Sri Lanka.
svijayakiruthika@yahoo.com
Abstract-Today with increasing demands at work place, the interface between work life and
personal life assumed significance which demands, more attention different factors affect work- life balance and one set of factors could be demographic variables. The present article is also
under the ambit of investigates the influence of demographic factor (age, education, material
status, job experience, income) on satisfaction with Work-life balance. The primary objective of
the study is identify the impact of demographic factors in taking-up of on Satisfaction toward
work life balance of woman employees in private banks.. This study includes woman employees
in banking sector in Batticaloa district as sample 150 woman employees from random sampling.
The findings revealed that age, education, material status, job experience, income are the major
factors influencing the work life balance of woman employees who are working in private
banking sector in Batticaloa district, and they gain the moderate level of satisfaction toward work
life balance.
Key words: - demographic variables, job satisfaction, work life balance, banking sector,
1. Introduction
Work Life Balance of Woman employee has
become an important subject since the
womanare equally sharing the earning
responsibility for the betterment of their
family,(Felstead, Jewson, Phizacklea and
Walters , 2002) defined the work life
balance (WLB) strategies as those strategies
which enhances the independence of
employees in coordinating with the work
and non-work aspects of their lives. Work- life conflict is a form of inter- role conflict
where the role demands of work interferes
with the role demands of home or leisure
activities (Greenhaus and Beutell, 1985).
Work/life balance has important
consequences for employee attitudes
towards their organizations as well as for the
lives of employees. The work/life boundary
may be especially significant in the
management of highly skilled knowledge
workers, such as technical professionals,
whose commitment and loyalty present a
challenge to employers (Scholarios et al.,
2006).
Woman are playing a dual role, that of a
breadwinner as also a homemaker. It is
generally woman who take the primary
responsibility for childcare and who, in
situations of conflict, adjust their working
lives to accommodate family pressures
Page 2 of 7
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 10
October 2016
Available online:http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 148
(Falkenberg and Monachello, 1990; Ramu,
1989). Work life balance issues especially
for woman employees who face many
challenges both at work place and home. If
they are unable to maintain the balance the
repercussions will be serious. Today with
increasing demands at work place the
interface between work life and personal life
assumed significance which demands more
attention(KumariK Thriveni, Devi V Rama,
2012). This paper aims to review the existing
literature on Satisfaction toward work life
balance of woman employee with an
identification of various demographic
variables towards the achievement of work
life balance of woman.
The main objective of the study is to
determine if there is a significance
relationship between demographic variables
and satisfaction toward work life balance of
woman employees working private banking
sector in Batticaloa district.
2. Literature review
DiNatale&Boraas (2002) 25 to 34 year old
woman are more likely than woman of other
ages to opt for flexibility in their jobs. This
is possibly attributed to the responsibilities
associated with dependant care in this age
group as woman need time for the young
ones at home. Though Child care facilities
are available, woman still depend on friends
and family rather than paid-help to take care
of their kids. This is studied in a research by
Susan Halford, Mike Savage and Anne Witz
(1997) in Banking, Local Government and
Nursing Sectors.
Fisher and Layte (2003) bring out three
distinct sets of measures of work-life
balance: proportion of free time, the overlap
of work and other dimensions of life, and
the time spent with other people. The
variables such as the age, gender, life-cycle
stage, ethnicity, citizenship, and childcare
arrangements also play a significant role in
the measures of Work-Life Balance of
Employees (Wallace and Cousins 2004).
Upasna Joshi Sethi (2015) investigating the
perception of woman employees working in
Public sector banks and Private sector banks
towards the factors that support to achieve
better work life balance. The result shows
that Family Support and Organisational
Support plays an important role in
maintaining work life balance of woman
employees despite of their different
demographic profiles.
Rana Zehra Masood, Seema Mahlawat
(2012) studied the impact of Gender,
Experience, Level of Management in the
critical factors of Work-Life Balance
practices in the Private and Public Banks
and Insurance Companies in Haryana. The
study showed Employer Critical Factors and
Organisational Critical Factors in usage of
WLBPs. Using a non-probability stratified
samples of 300 employees, by using
ANOVA, the researcher found that the
demographic factors under study influence
the critical factors of WLBPs like employees
having 18-23 years experience took time-off
for family support and study leave or
training leave. With regard to Gender,
woman dominated in the usage of
Spontaneous Off, Religious leaves and LTC.
Most of the lower level employees, opted for
Emergency Leave and Paid Maternity
Leave.
3. Material and Methods:
The current study is a comparative study of
work life balance among woman employees
working in private sector banks such as
HNB, Commercial bank, Seylan bank. A
field investigation survey method has been
adopted with the help of questionnaire. For
Page 3 of 7
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 10
October 2016
Available online:http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 149
the study, total population of279 woman
respondents, 150 respondents each from
private sector banks by using random
sampling was collected from the Batticaloa
district. The questionnaire consisted of 5
point Likert scale to find out the Satisfaction
toward work life balance of woman
employees Private sector banks employees.
For the analysis, Frequency, Standard
deviation are used and to examine the
factors that shows the significant difference
among both the banks related to the
demographic profile, One way ANOVA has
been used by SPSS 16.0 software.
4. Conceptualization
This conceptual frame work establishes link
between dependent and independent
variables.
Research hypothesis
H1: There is relationship between
age and Satisfaction toward work life
balance
H2: There is relationship between
education and Satisfaction toward
work life balance
H3: There is relationship between
Material status and Satisfaction
toward work life balance
H4: There is relationship between
Job experience and Satisfaction
toward work life balance
H5: There is relationship between
Incomeand Satisfaction toward work
life balance
5. Data analysis and Interpretation
Collected data were statically analyzed
using computer software package SPSS
5.1 Interpretation of demographic
variable
This is interprets demographical variables of
respondents such as banks,age, education,
materials, income, Job experience, Income.
5.1.1 Number of respondents in banks
Demographic variables.
Age
Education
Material status
Job experience
Income
Satisfaction
toward work
life balance
