IMPACT OF WORK LIFE BALANCE ON THE LIFE SATISFACTION

OF WORKING WOMEN

By
Raheela Hassan

15711

A thesis presented to the Department of Management

Sciences, Bahria University Karachi Campus, in partial
fulfillment of the requirements
of the MBA degree

Spring, 2015

Bahria University Karachi Campus

Acknowledgement
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MBA thesis

2 nd Half Semester Progress Report & Thesis Approval

Statement

Name of student
Registration no.
Thesis title

Supervisor Student Meeting Record

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meeting e of
student
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APPROVAL FOR EXAMINATION

Candidates Name: ________________________________ Registration No. ___________

Thesis Title: ______________________________________________________________

______________________________________________________________

I hereby certify that the above candidates thesis has been completed to my satisfaction and ,
to my belief , its standard is appropriate for submission for examination. I have also
conducted plagiarism test of this thesis using HEC prescribed software and found similarity
index at ______ that is within the permissible limit set by HEC for MBA thesis. I have also
found that the thesis is in a format recognized by the Department of Management Sciences.

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Declaration of Authentication

I, hereby, declare that no portion of the work referred to in this thesis has been submitted in
support of any application for another or qualification of this university or any other institution
of learning.

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Acknowledgement
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First of all I am grateful to my Creator, the Most Beneficent and the Most Merciful He the one
who actually made me capable enough to complete this research.

I would also like to thank my thesis advisor Sir Mazher Rizvi for his guidance, help and support
in completion of this research. I also show my honest appreciation to the female faculty of
Bahria, FAST and Karachi University.

I would also like to thank all the teachers who have helped and guided me during the course of
this research work. Without their guidance, I would have never been able to complete my thesis
on time.

Table of Contents
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Impact of Work Life Balance on the life Satisfaction of Working Women......i

2nd Half Semester Progress Report & Thesis Approval Statement..........................................ii
Declaration of Authentication..................................................................................................iii
Acknowledgement....................................................................................................................iv
Table of Contents.......................................................................................................................v
List of Tables and Matricesviii
List of Figures...ix
List of Abbreviations.................................................................................................................x
Abstract.....................................................................................................................................xi
First page of the plagiarism test report........................................................................xii
Chapter 1....................................................................................................................................1
Introduction................................................................................................................................1
1.1 Problem Background...............................................................................................1
1.2 Problem Statement..................................................................................................1
1.3 Aim of Study...........................................................................................................2
1.4 Related Research Literature and Body of Knowledge.2
1.5 Hypothesis...2
1.5.1 Hypothesis 1....2
1.5.2 Hypothesis 22
1.5.3 Hypothesis 33
1.5.4 Hypothesis 43
1.6 Thesis Time Horizon.......................................................................................3
1.7 Thesis Time Scale....................................................................................................3
1.8 Limitation of the Study............................................................................................3
1.9 Significance of Study..............................................................................................3
1.10 Prospects of Further Research.................................................................................4
1.11 Ethical Considerations Involved.....................................................................4
1.12 Organization of Thesis.....4
1.13 Introduction of the Organization.......5
Chapter 2..6
Literature Review.6
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2.1 Work Life Balance....6

2.2 Work Life Imbalance....7
2.3 Life Satisfaction...9
2.4 Work life balance and Life Satisfaction...9
2.5 Work Satisfaction...11
2.6 Work Life Balance and Stress12
2.7 Work Life Balance and Married Women...13
2.8 Conceptual Framework..14
Chapter 315
Research methodology..15
3.1 Nature of Research..15
3.2 Population under Study...15
3.3 Sample Size.15
3.4 Sampling Method.15
3.5 Data Collection....15
3.5.1 Data type16
3.5.2 Structure of questionnaire..16
3.5.2.1 Scale used in questionnaire.16
3.6 Methods of Data Integration...16
Chapter 4....17
Data Integration and Analysis...17
4.1 Results and Explanation of Correlation between Variables....17
4.1.1 Result of hypothesis 1....17
4.1.2 Result of hypothesis 2.....18
4.1.3 Result of hypothesis 3..19
4.1.4 Result of hypothesis 4.20
Chapter 5...21
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Discussion21
5.1 Work life balance and life satisfaction..21
5.2 Work life balance and work satisfaction. ..21
5.3 Work life balance and stress..22
5.4 Work life balance and married working women22
Chapter 6...23
Conclusion and Recommendations...23
6.1 Conclusion....23
6.2 Recommendations....25
References.....26
References..27
Appendices....30
Questionnaire31

List of Tables and Matrices

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Table 1: Pearson
Correlation
...17
Table 2: Pearson Correlation.
..18
Table 3: Pearson Correlation.
..19
Table 4: Pearson
Correlation
...20
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List of Figures

Figure 1: Conceptual Framework..14

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List of Abbreviations

WLB......Work Life Balance

EQLSEuropean Quality of Life Survey

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First page of the plagiarism test report

First page of the plagiarism test report

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Abstract

Purpose of the study:

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The main purpose of this study is to discover the impact of work life balance on the life
satisfaction of working women and to evaluate life satisfaction of women working in Higher
Education Institutes.
Research method/sampling:

Deductive method was followed. The quantitative data was gathered through the questionnaires
consisted of Five point Likert Scale. Type of sampling used is convenience sampling. 100
questionnaires were distributed out of which 70 were returned. Data of 70 questionnaires was
used in the analysis. The data was analyzed using SPSS. Pearson correlation test is used.

Findings of the research:

The findings have confirmed that work life balance have significant relation with the dependent
variables. Life satisfaction and work satisfaction have positive relation with work life balance.
Stress and married working women have negative relation with work life balance.

Practical implications of the research:

The results of this study can prove useful for Universities to improve their policies to increase
women life satisfaction This study can also help in future as a source for researchers directing
study on the impact of work life balance on the life satisfaction specially in education sector of
Pakistan. Comparative studies can be directed for different organizations.

Keywords:

Work life balance, work satisfaction, life satisfaction, stress, working women.
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First page of the plagiarism test report

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CHAP 1

INTRODUCTION

1.1 Problem Background

In Pakistan patterns are changing quickly because of the increased pace of modernization. Now
most of the Pakistani women are going into paid professions. Large no of women are working in
higher education sector which is affected by distinctive elements like more educational
opportunities, increased attention to self-improvement and freedom, poor financial conditions
e.t.c. Women are moving towards corporate world due to this working women are dealing with
work life imbalances which are applying negative impacts throughout their life. Research
upholds that work life imbalance can exert negative impacts on health and it is some of cause of
hindered wellbeing which results in less life satisfaction, lesser psychological and physical
wellbeing, increased level of anxiety; prompts passionate fatigue; less physical activity; higher
nervousness and gloom levels; low dietary patterns and; weariness (Frone, 1996,Allen
2000;Rose, 2007).

Most of the University employees are commonly facing work life Imbalance. According to the
study of Anderson, Morgan and Wilson (2002), university faculty reported higher dissatisfaction
with the work- family life. Increased work life imbalance possesses the negative effects on the
quality of higher education (Elliott, 2003). This research is one stage to discover the effect of
work life balance on working women life satisfaction.

1.2 Problem Statement

In todays world women are playing different conflicting roles in their lives and they are expected to play
each role properly and successfully. Currently in Pakistan most of the women are coming in to work
force, the extraordinary pressure from the work place and hectic family life style create
imbalance for women which is applying negative impacts in their life. In the race of balancing work and
family women neglect their own health and personal activities which exert negative impacts on women
health and it is some of cause of hindered wellbeing.
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1.3 Aim of Study

The objectives of the study:

1. To discover the impact of work life balance on life satisfaction of working women.
2. To evaluate life satisfaction among working women.
3. To evaluate the relationship between Work Life Balance and the Life Satisfaction of women
employed in the universities of Karachi, Pakistan.

1.4 Related research literature and body of knowledge

One study makes a few commitments to WLB studies. The research recognized the presence of
negative impacts of poor WLB because of elevated amounts of work-family clash and family-
work clash on life satisfaction. This research likewise affirmed adverse impacts of poor Work
Life Balance because of great levels of work life imbalance on work satisfaction and mental
wellbeing. Study discovered that responsibilities and enforcement from work and household
areas have a negative effect on life satisfaction of working women. Likewise, more elevated
amounts of work responsibilities and more time spent in work prompted poorer levels of value
time spent with family and lesser life satisfaction. Work life imbalance brought about less
satisfaction with work and responsibility headed for employers, and greater degree of misery,
fixation issues, resting issues, despondency, and absence of certainty.

1.5 Research Hypothesis.

Following are the hypothesis which are created to find the impact of work life balance on the life
satisfaction of women working in higher education institutes.

1.5.1 Hypothesis 1

H1: Work Life Balance is directly correlated to life satisfaction.

1.5.2 Hypothesis 2

H 2: Work Life Balance is directly correlated to work satisfaction.

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1.5.3 Hypothesis 3

H3: Work Life Balance is directly correlated to stress.

1.5.4 Hypothesis 4

H4: Work life balance has direct impact on married working women.

1.6 Time Horizon

As this research obtains, master degree, this study work will be time compelled and will be
conducted accordingly. I will have to resort to short term study as opposed to adopting a long
term methodology.

1.7 Thesis Time Scale

October November: Topic Selection

December: Submission of Proposal

March: Study of Literature

April: Literature Review and Designing Questionnaire

April: Collection of Data

May: Integration of Data and Critical Debate

1.8 Limitations of the Study

The research explore the degree of life satisfaction among working women of Pakistan who are
confronting the problem of managing work life balance supported by the information gathered from the
women faculty employed in institution of higher education of Karachi. Subsequently there might be
diverse prerequisites for dissimilar industries, thus the outcomes possibly will fluctuate in like manner.

1.9 Significance of Study

This research is an initiative to identify the problem of work life imbalances confronted by working
women, it is an important quandary which should be discussed about and handled legitimately, with a
specific end goal to keep it from turning into a problem later on. This research will be useful for the
women workforce, organizations as well as for society overall.
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1.10 Prospects of future research

This study can also help in future as a source for researchers directing study on the impact of
work life balance on the life satisfaction especially in education sector of Pakistan. Comparative
studies can be directed for different organizations.

1.11 Ethical considerations involved

Generally discussion on ethical consideration in writing a research revolves only around the
issue of plagiarism; which is adoption of individual ideas/writing and claiming them as its own.
Ethical considerations are given full thought for this study. Research participants were
well informed about the reason, strategies and future utilization of the research and their
involvement was not pressured. Confidentiality of data and obscurity of respondents are
guaranteed. Genuinely is guaranteed and legitimate referencing is carried out.

1.12 : Organization of the thesis

The thesis consists of six chapters, a list of references / bibliography and appendices.

Chapter 1 comprises the problem background, aim of the research, research hypotheses and
objectives and introduction to the organization/sector over which the study is being directed and
so on.

Chapter 2 offers critical review of the current literature comprising the basic academic debate
related to (the topic) with the perspectives of the academicians and practitioners on the
problem.

Chapter 3 gives data on research technique nature and sort of exploration, sample size,
sampling method, data collection methods utilized during the study, sort of information gathered,
and the way the information is incorporated.

Chapter 4 consists of research information of both kinds primary and secondary gathered and
incorporated. It will also demonstrate results of the information and their understanding and
investigation.

Chapter 5 gives a critical discussion on the study illustration on the literature review and
differentiating it with the findings of this research.

Chapter 6 comprises conclusion and recommendations of the research.

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1.13: Introduction of the organization:

Bahria, FAST and Karachi University are the leading higher education institutes of Karachi,
Pakistan. Two of these universities (Bahria and FAST) are private and (Karachi University) is
public university. Their aim is to accomplish the highest standards in educating, learning and
exploration. They offer a growing arrangement of projects which caters to a wide variety of
interests.

Chapter 2
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LITERATURE REVIEW

2.1 Work Life Balance

Women's commitments to their family and also to society have expanded because of the
numerous reasons. As compared to previous decade women are working in different divisions
from corporate world to domestic level. They have so many responsibilities which lie from house
life to work life. Women get satisfaction of life when she balances perfectly both her family and
work life. (Mathew &Panchanatham 2009a; 2009b).

Work and life balance was described by Hudson as various levels of fit between distinctive
characters that an individual performs throughout his life (2005)

Work life burden and hectic family way of life create imbalance in women life. Such burdens and
components need to comprehend and measures ought to be taken to perform at such
circumstances that terminate balance in life. (Dwindles, Montgomery, Bakker and Schaufeli
(2005),

Work life imbalance situation is a result of different components and variables which comprise of
work over-burden, poor time administration, uncaring outlook, absence of consideration and
inappropriate support system. Women needs to perform several characters in family e.g partner,
custodian of house, children and other family members; supervising daily family responsibilities
e.g. cleaning, cooking, some additional characters comprise that assistance in creating and giving
better administrations to the society.

Due to shortage of time and many other responsibilities women ignored their own wellbeing and
other individual activities; in the same time they need to deal with them and to elude any
incident. Galinsky and Stein (1990), have explained that significant issues that were confronted
by working women contain; to care for kids, to take care of other family members, workloads,
relocations, work self-governance and occupation strains, managerial relationship, and steady
hierarchical society. These circumstances and components can create work life imbalance so they
should be manage properly to maintain work life balance (Mathew,n.d). Actually women need to
complete huge measure of work in exceptionally constrained time which will be the main cause
of work life imbalance (Lewis & Cooper, 1987).

Women can accomplish work life balance by getting sustenance from family and society and it
will be possible with the common understanding from the boss or colleagues or spouse or other
family members (Kofodimos, (1993), Akiyama, (1987) and Carlson, 1994) and with the help of
this social and family support they can appreciate better wellbeing and life. (Cohen, 1985).
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Social and family sustenance can be ordered into managerial sustenance and domestic
interrelated sustenance (Brough and Pears, 2004).

There are a wide range of approaches to characterize and examine balance at work life. The most
vital approach to characterize this balance is the idea of adaptability (Hill, Hawkins, Ferris, &
Weitzman, 2001), rearranging (Brown, 2004), and manageability (van Eijnatten&Vos, 2002).

Work life balance is essentially the method for choosing what and when to hang on and when to
release it, as per Limoges (2003),

Work life balance alludes to fulfillment and better operation at work space and at family with a
base conflict and clash, as per Clark (2000).

Work life balance was portrayed by least levels of contention of work and non-work strains, as
indicated by Greenblatt (2002)

The Blueprint forever Work Designs (Hache, Redekopp, & Jarvis, 2000) depicts balance as
multifaceted conduct of between relationship of life characters. The multifarious parts of life
incorporates social viewpoints, physical angles, intelligent perspectives, enthusiastic viewpoints,
and work viewpoints. The social viewpoints incorporates family, partners, and sentimental
connections. The physical approaches incorporate physical wellness, natural conditions, and
general wellbeing. The scholarly perspectives incorporate training, mental test. The enthusiastic
perspectives incorporate religiousness and principles. Furthermore the work features incorporate
vocation, cash, homemaking, and group administration. The reasons of this paper are to bring
light on work-life balance. This relationship has been interestingly characterized by people, that
may consider any or the majority of the angles above.

Thus, an absence of balance in the middle of work and non-work can be abstracted as work life
imbalance or work-non-work imbalance (Frone et al., 1997). Such clash generally happen when
there will be unevenness and anything will prevailing or when one interfere the other like work
parts interfere with non-work parts and the other way around.

2.2 Work-Life Imbalance:

It is very absorbing certainty that the vast majority know when their work life balance is
frustrate, they feel continually exhausted. They feel as though there are restricted alternatives.
They have less control and are no more to discover the right arrangement and not ready to
proficiently oversee living style. They may begin to consider with their encounters in life
whatever they are it is possible that they are awful or great as things transpiring with no reason
and notice that their reactions are more responsive than proactive.
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It is perceived that work-life balance is getting more troublesome than in the recent past. The
glass of water may seem to be half-empty as contrast to half-full life may seem to be more
undesirable than desirable.

As compared to previous decade expanded quantity of women are seen at different work spots.
There are some components that are detected for work life imbalance are whether somebody has
double professions, single guardian families, and expanded quantities of workers with eldercare
obligations; and reduction in professional stability. The innovative developments are spreading
the work-family limits. (Duxbury & Higgins, 2001, 2003).

Numerous people in our general public need to adapt to a few huge characters in life like
guardian, spouse, kid, and pupil. At the point when these characters began to clash the work life
imbalance starts. Work life imbalance occurs when the collective interest of work and non-work
life characters are inconsistent so that involvement in one character is made harder by
involvement in another character (Duxbury & Higgins, 2001).

Only those employees experience high level of life satisfaction that has lower level of work-life
conflict. (Boles et al, 2001). Besides, persons encountering interruption in the middle of work
and individual lives are additionally significantly more likely to experience the ill effects of
condensed mental relief and physical wellbeing (Grant-Vallone &Ensher, 2000).

Individuals who experience life/work clash are about thirty times more disposed to persevere
from a mind-set issue (e.g. despondency) and ten times more expected to have a pressure (issue).
Frone (2000)

Study presume that work-life imbalance make effect on person both an individual and expert
level. (Duxbury and Higgins, 2003) stated that the impacts of work life imbalance are costing
$10-billion to Canadian organizations in a year in extra minutes and constricting out needed to
finish the work of absentee representatives. These outcomes are like past Canadian research:
"Burnout costs Canadian organizations an expected $12 billion every year in wellbeing cases,
lost benefit, and non-attendance, as per the Conference Board of Canada" (Isherwood &Cajic,
1998)..

Besides, work-life imbalance the most essential issue that requires significant consideration from
society. The work-life balance is a worldwide issue. The changing conduct of the worldwide
financial condition, where associations are working every minute of every day, plan and
innovative developments have made it workable for a worker to be joined at all times, this
association is making imbalance . Additionally students who are seeking after higher specialized
training will feel the same way in the event that they are joined with innovation constantly.

Analysts reported that productivity of those workers is less who experience greater strain
because of work/life clash and diminished view of control over their work and non-work
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problem and are, not much dedicated to, and happy with their association and more expected to
be not in participation or in leaving the association (Adams, 1996).

2.3 Life Satisfaction

Multiple Discrepancy Theory of Alex Michelos (1986) stated that the dissimilarity between
how life is versus how it ought to be called satisfaction. Life satisfaction can be regarded as
as a ones personal evaluation of the energy of their life in general or with certain extent of life
(for example household life, college experiences, employment experience) (Diner, Suh, Lucas, &
Smith, 1999). According to Anseagus Campbell et. Al (1976) life satisfaction is the Gap between
the individuals desires and what they have in actual. In past distinctive researches were
conducted related to life satisfaction and its variables.(Sirgy et al 2006). Numerous official,
monetary and environmental factors have been documented that has an influence on life
satisfaction (Bjrnskov, 2005). The impact of work life imbalance on life satisfaction has not
been generally tested, though some of the researches recognized with this topic were directed by
Greenhaus et al. (2003), Saraceno et al. (2005) and Wallace et al. (2007).

Saraceno, (2005) utilized the information from EQLS 2003 to check that the factors of the work
life balance, e.g, gender, family status and the nation (or nation gathering) of living arrangement
are recognized with individuals satisfaction with life. He exposed no reasonable association and
presumed that despite of the point that individuals with small kids face difficulties in working in
paid occupation and parenting; these responsibilities don't show any satisfying dissimilarity in
satisfaction with individuals own specific life (Saraceno, 2005). Wallace et al. (2007) research
support saraceno's examination by determining slightly adverse results.

2.4 Work Life Balance and Life Satisfaction

Burke (2002), perceives that both men and women incline toward working in organizations that
help work-life balance. Men seemed to benefit more than women. Men feel more satisfied when
they accomplish all the more at work even at the expense of overlooking the family. Then again,
for women work and family both are similarly important and both are the causes of their
satisfaction. At the point when work does not allow women to take consideration of their family,
they feel unhappy and disappointed. They draw tight limits in the middle of work and family and
they dislike one crossing the others.
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As indicated by McGinnis (1997), there are different advantages of keeping up a sound stability
between individual's work and life. At the point when all viewpoints are given consideration they
get their due significance, and this discussion gives us a sense of satisfaction, which concludes in
complete fulfillment
Life satisfaction is a sensible cognitive judgment of individuals life in which the criteria for
judgment are dependent upon the individual. Work-life analysts reason that, in light of the
intuitive and equal nature of the relationships between work and family spheres, work-related
part stress may consolidate with work-family demands to apply impressive impact on an
employees general impression of life satisfaction. Furthermore, it is expected that enhancements
in the nature of work-life will create comparing enhancements in the personal satisfaction as it
makes it less demanding for workers to diminish the strains of dealing with the modern family.
High work-life imbalance has reliably been connected with poorer levels of life satisfaction
(Aryee, 1992; Bedeian et al., 1988; Googins).
As uncovered through the work of Motowidlo, Packard, and Keeping an eye on (1986), it is a
typical sight that unsatisfied representatives experience difficulty keeping up the nature of their
work since they need satisfaction of reason. This expands their levels of stress and nervousness.
In actuality, a satisfied individual is likely not to be worried by work that likewise helps them in
keeping up its quality. Hence satisfaction can be alluded to as a compelling advantage of work-
life balance set up.
Life satisfaction gives an appraisal of a persons general feeling of well-being (mental, physical,
social gainful). Life satisfaction states to a critical methodology, in which people evaluate the
nature of their lives on the basis of theirs particular set of criteria (Shin & Johnson,1978).

2.5 Work Satisfaction

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Numerous researchers demonstrate positive relationship between life satisfaction and work
satisfaction (Hill, 2005; Greenhaus et al., 2003). Work satisfaction has two components deciding
work satisfaction: (a) intrinsic factors, for example, training, employment importance, work
desires and family demands; and (b) work-related elements, for example, employer stability,
ability assortment, part over-burden and clash, and supervisor help (Paton et al., 2003).

According to an Australian study there are some factors that affect life more than the working
hours, and that factors are work satisfaction and age (Eikhof, et. al. 2007). Some workers might
considered work as their satisfaction or positive gain. Two types of attitudes that one can have
towards his job, the first is positive and other one is negative. (Abdul, Ismail, & Jaafar, 2010). It
is obvious thing that a person has positive attitude towards his job when he is satisfied with his
job, whereas a person has negative attitude towards his job when he is dissatisfied with his job.
(P.Robbins & Coulter, 2004). Itou (2012) was not able to found any relationship between work
life balance and work satisfaction. Though, Shujat & Bhutto (2011) suggested very slight
influence of work life balance on work satisfaction.

In todays world, an individuals success usually related to his work. Some people want to give
more time to their home but it is difficult for them to utilize family friendly policies for a long
period of time (OConner, 2005). Working under pressure can cause work life imbalance which
also affects individuals job satisfaction and his attitude toward his workplace (Noor, 2002).
(Naumann,1993). Work satisfaction is directly related to happiness of an individual, and there is
a strongly positive relationship between work satisfaction and work life balance Kornhauser
(1965).

Work satisfaction can be divided into full of feeling work satisfaction in light of people's general
feeling about their employment overall; and cognitive work satisfaction in view of people's
consistent assessment of the occupation conditions (for example. working hours, salary and
annuity plans), chances and consequences (Moorman, Spector, 1997). Farmer and Clark (1998)
mentioned that work satisfaction is related to a feeling of accomplishment and salary soundness.
Work satisfaction is a collection of feelings and beliefs that one can possess about his job (Jones,
George, & Hill, 2000). Work satisfaction is a satisfying and constructive emotional response to
an individuals work practices (Locke, 1976, as cited in Milkovich & Boudreau, 1997).
SPRING 2015 Student Reg.No:16380

2.6 Work Life Balance and Stress

.Stress is termed as an essential point because it affects the work life balance and swift physical
and psychological disorders by prompting the competence of the working women.(Aiswarya and
Ramasundram, 2012). Due to the imbalance between work and family life most of the women
feel tired, less dedicated and more probable they were to consider changing employments or
quitting of the business (Lucie & Olga, 2009).
Researchers suggest that pressure related to the work, for example excessive work load, role
uncertainty or dissatisfaction of work can create work life imbalance which can be the main
cause of having stress and psychological illness (Mesmer-Magnus & Viswesvaran, 2005).

One study stated that burnout which is a kind of mental stress condition categorized by
emotional fatigue and reduced individual achievement (Cordes and Dougherty, 1993). It can
happen because of persistent experience and reaction to long-lasting work stress (Maslach,
2003). The research concluded the strong positive relation between work life imbalance and
burnout stress, the higher the work life imbalance, the greater will be risk of having burnout
stress (Allen at al., 2000).
Work life imbalance is strongly related to high level of nervousness (Beatty, 1996; Greenglass, et
al., 1988) and bad temper (Beatty, 1996).

Numerous researchers have conducted researches on work life balance and stress and they found
strong negative relationship between them. Two researchers, Parasuraman (et al.,1992; et al.,
1996) stated life stress as emotion of frustration and tension and they found work life imbalance
significantly associated with these emotions of life stress. Another research that was conducted
by (ODriscoll et al., 1992) through General Health Questionnaire, he found that work life
imbalance increased psychological stress.
Identity theory stated that work life imbalance can build stress because it causes a risk to a
individuals personality (Burke, 1991; Schlenker, 1987). According to the researchers working
women having young kids are found more in stress and having poor mental health than other
working women who have no kids or having mature children (McLanahan & Adams, 1987).
SPRING 2015 Student Reg.No:16380

Stress indications like tension, nervousness, tiredness, unhappiness and irritation can be happens
because of work life imbalance (Brief, Schuler, & Van Sell, 1981; Ivancevich & Matteson,
1980).

2.7 Work Life Balance and Married Women

Saraceno et al. (2005) conducted a research on the variables of the work life balance for example
gender and marital status to verify the relation between work life balance and life satisfaction but
he found no strong relation between these variables and concluded that though women with
young children face great difficulties in work life balance, but these difficulties do not show any
negative results in life satisfaction (Saraceno et al., 2005).
Wallace et al. (2007) study support saracenos exploration, but he found slight
negative results.
For married working women, partner stretch and work burden are the main reasons of work life
imbalance. Majority of the married working women are leaving their professions because they
want to spend quality time with their kids at home (Cabrera, 2007). Percentage of women who
are leaving their jobs is around 60% (Walker, 2007).

Demographic variables, for example, age, salary, experience, marital status affect the working
women in their work- life balance (Hochschild, 1997 and Hayman, 2005).

According to study it is more difficult for working women who have dependent kids to satisfy
their work life balance as compared to the women who dont have dependent kids. Because
women who have small kids they want to spend more time in their taking care and in their
education (Sanjiv Gupta, 2009). Being married and having kids have a great impact on work life
balance and life satisfaction (Nathalie & Philippe, 2006).

In todays world majority of married women are working in the different sectors and
organizations, but still married women are considered as the primary care taker of children and
men are considered as the main source of income or breadwinners (Hochschild, 1989). Because
SPRING 2015 Student Reg.No:16380

of this purpose many researchers want to find interrelationship of work and family roles for the
reason that work life balance have an impact on the social welfare (Edwards and Rothbard,
2000).

2.8 Conceptual Framework

Following model shows the relationship of previously explained variables with the work life
balance.

Figure 1: Conceptual Framework

Work Satisfaction

Life Satisfaction

Work Life Balance

Stress

Married Women
SPRING 2015 Student Reg.No:16380

Chap 3
RESEARCH METHODOLOGY

3.1 Nature of Research

From past researches different factors of work life balance were identified. Hypotheses were created to
check the relationship between work life balance and life satisfaction among the female faculty of
Universities.

This research is explanatory research as cause and effect study was directed to distinguish the cause and
effect relationship between dependent variables and independent variable. Dependent variables in this
study is life satisfaction, work satisfaction, stress and marital status while independent variable is work
life balance.

3.2 Population under Study

Basically the target population of this research is 150 female faculty of three Higher Education Institutes
of Karachi. Female faculty of Bahria University, FAST, and Karachi University has been taken for a
sample. Two universities are private (Bahria and FAST) and one (Karachi University) is a public
university.

3.3 Sample Size

Sample size is 100 and type of sampling used for data collection is convenience sampling.

3.4 Sampling Method

A type of sampling method which was used for this research is convenience sampling, which implies that
people who were least demanding to incorporate in the study were chosen. In this case women faculty
were selected and requested to contribute in the study.

3.5 Data Collection

To collect data questionnaire was used. Questionnaire was consisted of Five point Likert Scale.
Where 1 denotes to strongly disagree and 5 denotes to strongly agree. The questionnaire was
comprised of five sections which were designed to measure womens work life balance and to
assess their life satisfaction.
SPRING 2015 Student Reg.No:16380

3.5.1 Data Type

The information gathered for this research was primary in nature as the information was gathered through
a questionnaire particularly constructed for this study and the quantitative data was also gathered through
the survey.

3.5.2 Structure of Questionnaire

A questionnaire was proposed to gather information from female faculty of three universities to
determine the influence of work life balance on their life satisfaction. It was guaranteed that all
responses will be kept private. All responses would be utilized for the purpose of this research.

This research was based on information gathered from questionnaire which was consisted of numerous
questions. The questionnaire comprises of five segments: 1) Work life balance scale, which was utilized
to measure womens work life balance; 2) life satisfaction scale,3) work satisfaction scale, 4) stress scale,
which were used to assess the participants life satisfaction and 5) Marital Status. Some demographic
questions were also asked by participants. The key purpose of this study was to recognize the crucial
characteristics strongly correlated to the individuals life satisfaction in order to assess how work life
balance affects the life satisfaction of female faculty of universities.

3.5.2.1 Scale used in Questionnaire

Five point Likert Scale was used. Where 5 denotes strongly agree, 4 denotes agree, 3 denotes neither
agree nor disagree, 2 indicates disagree and 1 denotes strongly disagree. The data collected with the help
of this scale was quantitative in nature.

3.6 Methods of Data Integration

Data gathered through the study was quantitatively examined utilizing inferential measurements.
Statistical testing was directed utilizing IBM SPSS Statistics 20.

Chapter 4
SPRING 2015 Student Reg.No:16380

DATA INTEGRATION AND ANALYSIS

4.1 Results and Explanations of Correlation between variables

By Applying statistical tool Correlation through SPSS 20 on the data gathered, the following
results obtained which are given below in the following paragraph.

4.1.1 Result of Hypothesis 1

H1: Work life balance is directly correlated to life satisfaction

Table 1: Correlation (Work Life Balance and Life Satisfaction)

Correlations

Work life Life satisfaction

balance

Pearson Correlation 1 .842**

Work life balance Sig. (2-tailed) .000

N 70 70
**
Pearson Correlation .842 1

Life satisfaction Sig. (2-tailed) .000

N 70 70

**. Correlation is significant at the 0.01 level (2-tailed).

Explanation:

From the above table it shows that the Pearson value is strongly positive constituting a positive
correlation between Work life balance and Life Satisfaction having value of 0.842** and this
relation is statistically significant, which means that the above data support the hypothesis H1.
We can conclude that sig. value is 0.000 and it is less than 0.05, which shows that the
SPRING 2015 Student Reg.No:16380

relationship between Work life balance and Life satisfaction is significant which advocate that
Work life balance increase the Life satisfaction of working women.
.

Degrees of freedom: N-2=70-2=68

So, the work life balance and life satisfaction are strongly related with each other,
r(68)=0.842, p<0.001.

4.1.2 Result of Hypothesis 2

H2: Work life balance is directly correlated to work satisfaction

Table 2: Correlation (Work Life Balance and Life Satisfaction)

Correlations

Work life Work

balance satisfaction

Pearson Correlation 1 .763**

Work life balance Sig. (2-tailed) .000

N 70 70
**
Pearson Correlation .763 1

Work satisfaction Sig. (2-tailed) .000

N 70 70

**. Correlation is significant at the 0.01 level (2-tailed).

Explanation:

From the above table it shows that the Pearson value is strongly positive constituting a positive
correlation between Work life balance and Work Satisfaction having value of 0.763** and this
relation is statistically significant, it means that the above data support the hypothesis H2. We
can conclude that the sig. value is 0.000 and it is less than 0.05, which shows that the relationship
SPRING 2015 Student Reg.No:16380

between Work life balance and Work satisfaction is significant which advocate that Work life
balance increase the Work satisfaction of working women.
.

Degrees of freedom: N-2=70-2=68

So, the work life balance and work satisfaction are strongly related with each other,
r(68)=0.763, p<0.001.

4.1.3 Result of Hypothesis 3

H3: Work life balance is directly correlated to stress.

Table 3: Correlation (Work Life Balance and Stress)

Correlations

Work life Stress

balance

Pearson Correlation 1 -.784**

Work life balance Sig. (2-tailed) .000

N 70 70
**
Pearson Correlation -.784 1

Stress Sig. (2-tailed) .000

N 70 70

**. Correlation is significant at the 0.01 level (2-tailed).

Explanation:.

From the above table it shows that the Pearson value is strongly negative constituting a negative
correlation between Work life balance and Stress having value of -0.784 and this relation is
statistically significant, it means that the above data support the hypothesis H3. We can conclude
that the sig. value is 0.001 and it is less than 0.05, which means the relationship between Work
SPRING 2015 Student Reg.No:16380

life balance and Stress is significant which advocate that Work life balance decrease the Stress
level of working women.
.
Degrees of freedom: N-2=70-2=68

So, the work life balance and stress are weakly related with each other, r(68)=-0.784,
p<0.001.

4.1.4 Result of Hypothesis 4

H4: Work life balance has direct impact on married working women.

Table 4: Correlation (Work Life Balance and Marital Status)

Correlations

Work life Married Women

balance

Pearson Correlation 1 -.501**

Work life balance Sig. (2-tailed) .000

N 54 54
**
Pearson Correlation -.501 1

Married Women Sig. (2-tailed) .000

N 54 54

**. Correlation is significant at the 0.01 level (2-tailed).

Explanation:.

From the above table it shows that the Pearson value is moderately negative constituting a
negative correlation between work life balance and married working women having value of
-0.501and this relation is statistically significant, it means that the above data support the
hypothesis H4. We can conclude that the sig. value is 0.0001 and it is less than 0.05, which
means the relationship between work life balance and married working women is significant
which advocate that married working women are confronting with less work life balance.
Degrees of freedom: N-2=70-2=68

So, the work life balance has the direct negative impact on married working, r(68)=-0.501,
p<0.001.
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Chapter 5
SPRING 2015 Student Reg.No:16380

DISCUSSION

5.1 Work Life Balance and Life Satisfaction

According to this research work life balance has a positive and strong relationship with life
satisfaction of working women. Earlier researches have presented similar results. According to
Burke (2002), for women work and family both are similarly important and both are the causes
of their satisfaction. Means there is strong positive relation between work life balance and life
satisfaction. If women is satisfied with her work life balance than automatically it possess
positive effects on her life satisfaction.

(Boles et al (2001) also found positive relation between these variables, he stated that only those
working women experience high level of life satisfaction that has high level of work-life balance.
Women get satisfaction of life when she balances perfectly both her family and work life. The
same is proposed by (Mathew &Panchanatham 2009a; 2009b).

5.2 Work Life Balance and Work Satisfaction

This research has also concluded that there is a positive and strong relationship between work
life balance and work satisfaction. It is also supported by (Naumann,1993) and Kornhauser
(1965) which stated that work satisfaction is directly related to happiness of a working women,
and there is a strongly positive relationship between work satisfaction and work life balance.
This means that if a working women is experiencing work life balance than it also increase her
job satisfaction.

However the results of another study was different from this research which was conducted by
Shujat, Cheema & Bhutto (2011), he suggested very slight impact of work life balance on the
work satisfaction.

5.3 Work Life Balance and Stress Level

SPRING 2015 Student Reg.No:16380

According to this study work life balance has strong negative relation with stress level. Many
researchers have found similar results. One research concluded the strong negative relation
between work life balance and burnout stress, the lesser the work life balance, the greater will be
risk of having burnout stress (Allen at al., 2000). Another research also represented negative
relation between them, Work life imbalance is strongly related to high level of nervousness
(Beatty, 1996; Greenglass, et al., 1988) and bad temper (Beatty, 1996). According to (Lucie &
Olga, 2009), Due to the imbalance between work and family life most of the women feel tired,
less dedicated and more probable they were to consider changing employments or quitting of the
business. Therefore literature supports the results of this study that work life imbalance
negatively affect psychological and physical health of working women.

5.4 Work Life Balance and Married Women

This research found negative relation between work life balance and marital status means
married women are facing more work life imbalance as compared to single women. Similar
results are found by (Nathalie & Philippe, 2006).) He stated that being married and having kids
have a great impact on work life balance and life satisfaction.
(Hochschild, 1997 and Hayman, 2005) also found an impact of marital status on work life
balance of working women, He stated that Demographic variables, for example, age, salary,
experience, marital status affect the working women in their work- life balance.

However the results of another study was different from this research which was conducted by
Saraceno et al. (2005) He conducted a research on the variables of the work life balance for
example gender and marital status to verify the relation between work life balance and life
satisfaction but he found no strong relation between these variables and concluded that though
women with young children face great difficulties in work life balance, but these difficulties do
not show any negative results in life satisfaction (Saraceno et al., 2005).

Chapter 6
SPRING 2015 Student Reg.No:16380

CONCLUSION AND RECOMMENDATIONS

6.1 Conclusion

The purpose of this study was to discover the impact of work life balance on life satisfaction
of working women, to evaluate life satisfaction of working women and to assess the
relationship between Work Life Balance and Life Satisfaction of women employed in the
higher education institutes of Karachi, Pakistan in which we selected three universities of
Karachi, Bahria University, FAST and Karachi University. This study shows that the work
life balance has a significant impact on the life satisfaction of the women who are employed
in the education sector.
According to the Pearson correlation results, higher the work life balance higher will be the
life satisfaction. In Pakistani culture women are considered as the primary house and child
care taker. Women needs to perform various characters in family e.g to be a partner,
custodian of house, children and guardian and overseeing every day family responsibilities.
In todays world women are more qualified and capable as compared to the early decades so
they are moving towards earning occupations for various reasons e.g for self-development,
because of poor financial conditions etc. Due to this working women are dealing with work
life imbalances which are applying negative impacts throughout their life and that work life
imbalance can exert negative impacts on health and it is some of cause of hindered wellbeing
and its outcomes are less life satisfaction, lesser psychological and physical wellbeing,
However in Pakistan teaching is considered as more appropriate job for women because it is
considered as less chaotic and because of its short timings as compared to the other corporate
jobs but still the research concluded that working women of education sector are facing work
life imbalance which exert negative impacts on their life satisfaction.
This research indicated the significant impact of marital status on work life balance. In
Pakistani culture women responsibilities get doubled after getting married because she has to
look after whole family and deal with all household matters. Due to this married working
women face difficulties in balancing her family and work life and decrease their life
satisfaction.
SPRING 2015 Student Reg.No:16380

Women association in the corporate world or in any business or industry is very essential for
country development and also for the families to enhance their quality of life but because of
further duties they are facing work life imbalance which affects their life satisfaction.
By recognizing these key aspects research can provide awareness to the family members,
Human resource professionals and management consultants for introducing efforts to
increase life satisfaction of working women.

6.2 Recommendations

1. Self-sustenance is very important, firstly people should need to manage their own attitude
and expectations towards work life balance.

2. Family-friendly policies should be designed to reduce stress between work and family
life which includes benefits such as family services and day care for female faculty of
higher education institutes.

3. Grant unpaid leave during school holidays or allow reduced hours.

4. Well defined Counselling seminars for working women should be organized on Work
Life Balance.
SPRING 2015 Student Reg.No:16380

5. Women suffer from mental pressure as a result of work life imbalance, employee social
gatherings and events can reduce their mental pressure and stress level.

6. Educational Institutes need to address the issues related to the Work Life Balance
especially among their women staff and they should support them in the form of benefits
to manage their work life balance because employees with high level of organizational
support experience more work life balance.

7. Management of the Educational Institutions recognize all the variables that are
considered in this research to enhance the work and life satisfaction of their female
faculty this will also improve the performance of their educational institutions.
SPRING 2015 Student Reg.No:16380

REFERRENCES

References

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24. Moorman, R.H. (1993) The influence of cognitive and affective based job satisfaction
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APPENDICES

Questionnaire

This questionnaire is design to collect data from female faculty of higher education institutes to
discover the impact of work life balance on life satisfaction.
This survey will take few minutes to finish. Your responses will be kept private. No personal
information will be gathered. The results of the exploration will be incorporated in my final
thesis.

I work at __________ University.

Kindly fill this questionnaire according to provided directions:

SPRING 2015 Student Reg.No:16380

1= Strongly Disagree 2=Disagree 3= Neutral 4= Agree 5= Strongly Agree

SR. STATEMENTS 1 2 3 4 5
NO

Work life balance

1 My job permits me to get involved in my family as I should be.
2 I have to put back my duties at work because of demands on my time
at home.
3 I can manage my family plans during my working days.
4 It is difficult for me to spend quality time with my family because of
work responsibilities.
My family life hinders with my work duties.
5

Life Satisfaction
6 My life is perfect just like my ideal life.
7 I am satisfied with my life.
8 I feel satisfied and accomplished with respect to my household
activities.
9 I enjoy my everyday life activities.
10 I have everything which I need in my family life.

Work Satisfaction
11 I am not satisfied with my job due to work life imbalance.
12 My work interferes with my personal life.
13 I am generally satisfied with the sort of work I do in my job.
14 I am not satisfied with my job due to unreasonable workload.
15 I think of leaving this job frequently.

Stress Level
16 I Lost much sleep over worry.
17 I cannot managed my problems without unnecessary stress.
18 I feel stressed due to work life imbalance.
19 I am dissatisfied with overall sense of wellbeing.
SPRING 2015 Student Reg.No:16380

20 I feel stressed due to excessive work load.

If you are unmarried skip this table.

Marital Status
21 My Married life create work life imbalance.
22 I have great support from my in laws.
23 I leave early/arrive late because child care issues.
24 Bring a child to work divert my attention from work.
25 Multiple roles create imbalance between my work and family life.

Please tick the appropriate option

What is your current age?

20-30 years

31-40 years

41-50 years

51 and above

Marital Status

Single

Engaged/committed

Married

Divorced
SPRING 2015 Student Reg.No:16380

Separated

Widowed

Do you have children?

Yes

No

Do you take care of any aged relatives?

Yes

No

No of hours spent at work per week?

40-45hrs

45-50hrs

Other________

Thank you for your valuable time

SPRING 2015 Student Reg.No:16380