The Demographic Factors influence on Satisfaction toward work life balance of woman employees in private banking sector in Batticaloa district.

Miss. Subramaniam Vijayakiruthika
The Demographic Factors influence

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 (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.
  1. 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.

 

  1. 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 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.
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
  1. 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.
  1. Conclusion
Woman employee should care the family both physically and financially to satisfy the family needs. Also work for the accomplishment of organizational objectives and individual upliftment to satisfy the career needs. To achieve satisfaction toward work life balance, every woman should set the goal and excel both in career and family.
Demographics variable such as age,education, material status, job experience, and income highly influence on the woman employees in their work life balance. This study show shown that demographic variables has significant impact on satisfaction towards work life balance so work life balance policy should be impoverished for betterment of women employees.
As the age increases and woman get married they will have more responsibilities and roles at home to handle that affects their satisfaction toward work life balances.
In this study results concluded age, education, material status, job experience, and income significantly influence on their job satisfaction toward work life balance and also the selected private banks woman employees feel moderate level satisfaction on their careers.

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