JOURNAL OF CRITICAL REVIEWS

ISSN- 2394-5125 VOL 7, ISSUE 07, 2020

Impact of Work Life Balance on Economic and

Sustainable Growth of Teaching Staff: An Empirical
Study with reference to Higher Education Institutions in
India
Dipanwita Chakrabarty1
Assistant Professor, School of Management & Social Science,
Haldia Institute of Technology, Haldia, West Bengal, India.
E-Mail ID: -dipanwita.chakrabarty@gmail.com, Mobile No. – 9051908919.
Satakshi Chatterjee2
Assistant Professor, Department of Business Administration,
Haldia Institute of Management, Haldia, West Bengal, India.
E-Mail ID: -satakshichatterjee777@gmail.com, Mobile No. – 7760443930.
Dr.Arunangshu Giri3
Associate Professor, School of Management & Social Science,
Haldia Institute of Technology, Haldia, West Bengal, India.
E-Mail ID: -arunangshugiri@gmail.com, Mobile No. – 8637839366.

Abstract
Introduction:Education is a very influential factor that drives the growth of any civilisation. The
essence of education is the teachers who are the pioneers of spreading their knowledge and experience
to the masses. Thus, it becomes imperative to look after the welfare of the teachers with regards to
their work life as well as personal life in order to ensure that the knowledge is being propagated
effectively and efficiently.

Objective:This study is carried out to determine the factors which affect the work life balance of the
teachers involved with higher educational institutions of India.

Research Methodology:The data for the study was collected from various samples across the country
of India and the sample size was 192. Both primary data and secondary data were used. The data was
analysed using various statistical tools like AMOS 20.0, SPSS 23.0, etc.

Findings:Research findings suggests that various factors like Organisational Culture, Extra-
Curricular activities, Family Related Factors, Individual factors and motivation were found to have an
influence on the Work life balance of the individuals. A balanced professional life as well as personal
life could lead to increased employee productivity, which, in turn, has a positive impact on the growth
of the employee.

Implications: It is of pivotal importance to balance the work life as well as the domestic life as work
and life are two sides of the same coin.Thus, the educational institutes need to design certain effective
policies which would help to relieve stress of the employees and at the same time, help them to
inculcate an optimal balance between their work life and personal life. This would lead to the
burgeoning of their individual careers which would drive them to strive towards excellence.

Keywords: Work Life Balance, Employee Productivity, Employee Growth, Higher Educational
Institutions

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Introduction

One of the most common problems afflicting today’s workforce is the blurring of the work done in the
work and the non-work life. This leads to the development of stress in the individual along with
personal conflicts in the family (Parikh, R. & Gandhi, H., 2014). This problem could be solved by
cultivating a sense of Work Life balance in the individuals. Work life balance could be defined as the
allocation of proper time and space to work as well as spend time with the family in order to create a
unique balance between the two such that either of them is not hampered.The changing nature of the
workplace along with the various changes in the different socio-cultural levels has created an
imbalance in the personal lives as well as in the work lives of the employees across the globe. This
had led to a higher attrition rate across various organisations. In order to control this, the various
factors that cause this phenomenon need to be identified. Some work has already been done in this
aspect and some of the factors which have been identified are increasing demand, increasing stress
levels, increasing awareness, increasing family levels, etc. Therefore, the organisations need to create
a flexible environment which would help the employees to manage their work as well as family at the
same time (Mohanty, A. & Jena, L.K., 2016). Some of the other factors affecting the fragile balance
between professional life and the domestic life were found to be travelling time between work and
home, odd or extended working hours, additional job assignments, etc. (Bharathi, V., Padma Mala, E.
& Bhattacharya, S., 2015). In order to investigate the cause and effect of the irregular building of the
Work life balance, these factors needs to be delved deeper as they have a very strong impact on the
Work life balance. Statistics also indicate that generally people desire an optimal work life balance.
But, in many cases, they cannot obtain it, though, not for the lack of trying. Employees and employers
should consider the important factors that prove instrumental in achieving the fragile balance between
work life and personal life (Rife, A.A. & Hall, R.J., 2015). Achievement of this balance would help
the employees to seize the job opportunities that are there in the market to progress in their individual
careers. The last decade of the twentieth century opened up ample number of job opportunities.
Teachers in higher educational institutes are not restricted to only teaching nowadays. They are
required to involve themselves in various research activities and other managerial projects in order to
broaden their horizon. With the advent of computerisation and automation, the jobs are often
accompanied with extended work schedule and work stress and the projects needs to be completed
within the given deadline. Some of the factors which prove to be very important in the measurement
of the work life balance of the individuals are extended working hours, career growth, family
responsibilities, etc. (Das, S.S. & Mishra, D.A., 2016). Employee engagement has also become a
critical driver of the business success across the globe in today’s competitive world. It is viewed as a
win-win strategy for the employers, employees and the commodities alike. It has been found out that a
highly engaged workforce is 50 per cent more productive as compared to the others (Susi, S.
&Jawaharrani, K., 2011).The lack of a work life balance could lead to adverse effect on the
employee’s prospects for success across many arenas. In order to control the extent of this,
organisations must focus on various factors to help the employees achieve the work life balance.
Research findings gives an evidence-based fact that a better work life balance can yield better
employee performance which subsequently lead to employee job satisfaction (Mendis, M.D.V.S.
&Weerakkody, W.A.S., 2017).However, achieving this harmonious balance is a tedious task and in
order to do that, a complete and thorough understanding of the factors impacting the work life balance
in a major as well as a minor scale is required.

Prevailing Situation of Work Life Balance in the Indian Context

It is of critical importance for the employees to look after the needs of their families, both physically
and fiscally. This can be achieved by spending proper time with their family without any interference

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from work and vice versa. Both are equally important and needs to be looked after. It has been
reasoned that a family approach coupled together with work business structure and welfare
procurement could bear fruitful results in terms of money as well as constructing a new work life
balance (Raajarajeswari, M.A. &Saravanan, R., 2015).

As per statistics, a high correlation was found between the difficulties faced by the employees and
their performance measurement to balance the work life and the personal life. The most important and
crucial factors that were found to affect the Work life balance were career advancement factors,
organisational support and psychological factors (Maiya, A. &Bagali, M.M., 2014).Some of the other
factors which were found to have a negative impact on work life balance and a multitude of
employees were found susceptible to these factors are the age of the employees particularly in the age
bracket of 25-35 years, salary, experience, qualifications, etc. (Thakur, A. &Geete, V., 2014;
Acharjee, C. & Dutta, S., 2013).

The findings of a study reveal that there is a correlation between job related attitudes and the
organisational culture of initiating leave in an organisation (Oludayo, O.A., Gberevbie, D. E.
&Omonijo, D.O., 2015) which have a positive effect on the mind-set of the employees and it drives
them to deliver their best performance as they feel that the organisation is looking out for them.
Furthermore, a strong organisational culture embedded within an organisation increases the person’s
intent of staying in the organisation, thus, decreasing the attrition rate and consequently significantly
lowering the training costs of the newly recruited employees. This may be done by focusing on
recruitment and retention of the work force, reduced employee stress by arranging some training
programs to help them relieve stress, reduced absenteeism, job satisfaction, health benefits and a
better work life balance (Namita., 2014).It has been proved statistically that there is a positive
relationship between workplace factors, which are the independent variables and work life balance,
which is the dependent variable. The workplace factors are co-worker support, supervisor support,
flexible working arrangement, etc. Thus, it has become increasingly important for the organisations to
design an appropriate system to enhance the cultivation of a proper work life system amongst
employees (Wong, P., Bandar, N.F.A. &Saili, J., 2017). However, implementation is not easy in many
organisations due to a number of challenges faced by them.

Review of Literature

Employees in the workplace find it extremely difficult to juggle their personal life and their
professional life at the same time.One of the crucial factors which have a profound negative impact on
work life balance is that of a poor working organisational culture. This factor is highly responsible for
the faltering work life balance in the employees (Obiageli, O.L., Uzochukwu, O.C. &Ngozi, C.D.,
2015). From the organisational point of view, good and talented teachers must be retained in the
organisations. This can be done by employing various strategies such as attractive career prospects,
paid overtime work, development of a supportive working environment, etc. This will also boost the
individual’s morale to perform better.

Family is of vital importance to every individual. The work load must not be given to individuals by
the organisations such that the family life of the teacher is hindered. Without the support and help
from the family, an individual is doomed to fail sooner rather than later. The valuable advice of the
families equips the individuals to deal with certain stressful job situations which would have been
difficult for the individual to handle. Positive energy is gained from the family which help to alleviate
the job performance. Mental capability to handle stress could be developed with the help and support
from the family. With the support from the family members, the capability of the employees to face

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any kind of stiff competition in the workplace increases ten folds. Hence, family time should not be
sacrificed because of work. Employees should take charge in allocating proper time to the work as
well as their family. This could only be achieved through the help of the organisation by letting the
individual maintain their personal work.

It is often observed that the employees think about their family issues during their work and at home,
they think about their work problems. This happens because of improper time management. Due to
the fact that their minds are occupied at all times, they are not able to concentrate and give their best
at either their workplace or at their homes. Thus, the work life balance suffers. It can be said that the
work life and the personal life are interconnected and a good work life balance helps in the execution
of a particular job in a more effective manner. Work and life are also interdependent in the earning of
the livelihood of the families. Achieving a balance in them is critical for increasing the quality of life
as well as the living standards of the individual as the individual can prosper in their career. On the
other hand, problems in the personal lives of individuals like demand of the children or aged persons
in family, some evident financial problems etc. could lead to the loss of concentration at their
workplaces (Divyabharathi, S., Balakrishnan, A. &Vetriselvam, R., 2014) and consequently a sharp
decline could be witnessed in their work performance.

Monetary benefits as well as non-monetary benefits are essential for the employees in any
organisation to motivate them to deliver their best performance Results showcase that majority of the
organisations employ various measures in order to tackle the excessive pressure. Monetary strategies
which prove to be beneficial in motivating the employees of the organisation to think over their work
life balance are meal and transportation allowances, salary increase, performance incentives and
performance bonuses, overtime and night differential pays, etc. Similarly, non-monetary benefits also
positively affect the development of the work life balance within an individual. Some of the examples
of non-monetary benefits are the different forms of leaves with pay, HMO and other various health
programs, off-setting, flexible schedule, sleeping quarters at the place of work, free will to accept part
time work, career leaves and breaks, health programs, study or training scholarship subsidy, club
membership, early retirement, cultural or religious leaves, etc. (Meenakshi, A. &Bhivaneshwari, M.,
2013). A study reveals that in order for motivation to have a positive impact on the work life balance
of an individual, the motivation needs to be maintained at all periods of time. Also, achievable targets
need to be put forth in order for the employees to aim towards further growth and development
(Manor, U. &Desiana, P.M., 2018). In case of teachers, various FDP’s needs to be organised from
time to time to update the teachers on the various changes going on in the industry. This would in turn
motivate them to put forward their best as their morale is boosted up.

The expatriate workers in the education industry contribute majorly to the global workforce. It has
been found that health and recreation are the two major aspects of life which play a very important
role in driving the success or failure of an expatriate assignment in higher educational institutes
(Naithani, P., 2016).Organisations should be family supportive and allow family engagement in the
work schedule of the employees by arranging for family tours and other benefits to inculcate a proper
work life balance. If the teachers have been successful in achieving something through their hard
work and persistence, they should be acknowledged in front of the entire organisation and also
felicitated for the achievement, if possible.

Work and personal life conflict often occurs when the family roles and the burden, obligations and
responsibilities pertaining to a single job role become incompatible with each other. This situation, in
turn, leads to a disparity between the work-life balances of the individuals.Work Life Balance is
basically the amount of time an employee can spend on the job as compared to the amount of time

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spent by the same employee with their family by doing the things they enjoy the most. Work Life
Balance differs from one individual to the other. So, the job role should be such that an individual
would be able to give proper time to their family, at the same time, maintaining their job
responsibilities. The ideal situation must be so that the job helps an individual to fulfil their family
responsibilities and the family time should not be sacrificed for work.

A research study has shown that the performance and consequently the productivity of the employees
increase drastically if a balance is obtained between the personal life and the work life of the
individual. The skills of the teachers grow as well (Subramaniam, D. & Ben Ben, J., 2018). It can
boost the performance of the individual such that the employees can execute other job responsibilities
other than teaching in a very efficient and effective manner. This is also quintessential in improving
the financial situations of the teachers as well. The organisations who give them employment also
benefits immensely as they receive plenty of grants and funding regarding a project and many such
activities are carried out. Moreover, it has been seen that certain individual aspects were also
responsible in implementing the work-life balance amongst employees (Narayana, M.S. &Neelima, J.,
2017). Maintenance of the work life balance amongst employees is a highly talked after issue across
the globe. It is of high strategic importance to the organisation and is also of high significance to the
employees as well as it helps the employees to execute their jobs effectively. Poor work life balance
could lead to many factors which could prove disastrous in the long run such as tardiness, bad
performance, lack of motivation, errors in work, absence in the work turnover and many more. This in
turn reduces the quality of the work, job satisfaction, employee productivity, employee effectiveness,
employee efficiency, employee commitment, etc. It is very natural that if an employee cannot give
sufficient time to their family, it will be a very stressful situation for that particular employee. This
will turn into an adverse situation and will hamper the employee’s prospects of growth in many fields
(Mendis, M.D.V.S. &Weerakkody, W.A.S., 2014).

Teaching is a profession that is of paramount importance to the development of the society and it must
not be neglected as the teachers also face difficulties in maintaining the work life as well as the
personal life. It needs to be understood that teachers are the foundation stones of any civilisation and
hence, their welfare has to be looked after, at the same time, their growth should not be hindered and
the growth needs to be sustainable (Bhullar, A. & Singh, P., 2017). It is very important to explore the
work life balance of the teachers with regards to their job performance and job satisfaction. It is of
extreme importance to integrate both the work life and personal life and this could be achieved
through the use of various work life initiatives (Agha, K., Azmi, F.T. & Irfan, A., 2017).Increased
efficiency at work will also help an employee to enhance their career and also increase their
adaptability to react to any situation they might face during the course of their career. It might
inculcate a mental capability in the individuals to deal with the stress generated at work. However,
career enhancement is often coupled with increased work load which leads to increased spending of
the time at work that may prove to be disastrous to one’s family life.

This study focuses on identification of the factors that have a strong relationship, positive as well as
negative, with that of the work life balance of the teachers and consequently, finding out the effect of
work life balance on the productivity and the growth of the faculty members.

The objectives of the study:

 To identify the determinantsof work-life balance for sustainable growth of employees in

Higher Education Institutions of India.

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 To analyse the determinants regarding work life balance to understand the critical issues
involved in sustainable growth of employeesin Higher Education Institutions of India.

Hypotheses Development:
H1:‘Extra-Curricular Activities’ positively influences the ‘Work Life Balance’.
H2:‘Organizational Culture’ positively influences the ‘Work Life Balance’.
H3:‘Motivation’ positively influences the ‘Work Life Balance’.
H4:‘Family Related Factors’ positively influences the ‘Work Life Balance’.
H5:‘Individual Factors’ positively influences the ‘Work Life Balance’.
H6: ‘Work Life Balance’ positively influences the ‘Employee Productivity’.
H7: ‘Employee Productivity’ positively influences the ‘Growth of the Employee’.

Figure 1: Hypothesized Research Model Establishment

Research Methodology:
At first, Hypothesized Research Model (Figure 1) has been developedby the help of secondary
literature review and this model will be judged by the help of primary data. A structure questionnaire
(Annexure: 1) has been created with the variables of related factors to collect the primary data. 5
point Likert scale has been used for measuring the intensity of the employees’ responses.Sample
elements have been collected for our study from 25 Higher Education Institutions in India through
convenience sampling technique. 192 responses have been collected (out of 200 circulated
questionnaires) for this study. The survey period was from 10th November, 2020 to 15th February,
2021.

Analysis and Results

Structure equation modeling (SEM)has been usedin this context forcreating the model and proving the
hypothesis by usingAMOS 20.0 software. Validity and model fitnesshave been checked herethrough
measurement and structural model. Exploratory Factor Analysis (EFA) by the help of SPSS-23clearly
explains the questionnaire validation through data reduction method.

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Table 1: KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling Adequacy. 0.704

Bartlett's Test of Approx. Chi-Square 4059.274

Sphericity Df 276

Sig. <0.001
In this research paper, KMO and Bartlett's Test (Table 1) proves the appropriateness of Exploratory
Factor Analysis (EFA).
Table 2: Overall Reliability Statistics
Cronbach's
Alpha N of Items

0.790 24
Overall Cronbach alpha for all items (Table 2)which is greater than 0.70, proves the acceptable range
of reliability. Variables with individual ‘factor loading’ of above 0.5 have generated 8 different
factors which have been extracted from Rotated Component Matrix. These factors explain total
85.666 % of the variations (Table 3).
Table 3: Result of factor analysis - Rotated Component Matrix (a)

Rotated Component Matrixa

Component
Growth Family Work Employee Extra-
Organization of the Related Individua Life Productivit Curricular
al Culture Employee Factors l Factors Balance y Motivation Activities
q5 .937 -.034 -.017 .019 -.129 -.054 .192 .105
q7 .895 -.047 -.060 -.132 -.055 -.034 .121 .101
q4 .871 -.055 .022 .008 -.144 -.082 .301 .122
q6 .745 -.115 -.021 .003 -.335 -.008 .039 .055
q22 -.066 .939 .015 .057 .009 .174 -.020 -.025
q23 -.079 .931 .001 .038 .015 .216 -.060 -.053
q24 -.064 .909 .022 -.062 -.053 .196 .054 -.011
q14 -.039 .028 .962 -.001 .067 .048 .021 -.048
q15 -.039 -.026 .935 -.026 -.009 -.005 .055 -.019
q13 .009 .037 .885 .113 .163 -.009 -.010 -.030
q17 -.038 .001 .088 .953 -.012 .059 .003 .026
q18 -.037 -.056 .092 .901 .005 -.005 -.074 -.047
q16 -.016 .088 -.096 .845 .078 .126 .010 .036
q1 -.178 -.036 .044 .079 .900 .209 -.096 -.028
q3 -.246 -.011 .130 .032 .831 .141 -.130 -.069

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q2 -.161 .010 .091 -.031 .783 .163 -.266 -.226

q21 .009 .172 .064 -.013 .098 .898 .020 -.052
q20 -.133 .201 -.055 .086 .183 .861 -.064 .044
q19 -.039 .265 .020 .149 .207 .820 -.049 -.037
q11 .164 .042 .008 -.028 -.176 .017 .919 -.049
q10 .269 -.007 -.083 -.121 -.050 -.132 .835 .108
q12 .141 -.060 .149 .069 -.193 .024 .797 .122
q8 .115 -.076 -.055 .044 -.125 .041 .140 .921
q9 .187 -.005 -.038 -.030 -.111 -.078 .014 .915
% of
Variance 13.824 11.512 11.172 10.566 10.376 10.348 10.251 7.616
Explained
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
a. Rotation converged in 6 iterations.
In the next step, the fitness indexes have been checked as mentioned below and hypotheses have been
examined. Confirmatory factor analysis (CFA) has been executedto test how related variables explain
the factors properly.
Table 4: Fit indices of Confirmatory Factor Analysis for Structural Model
Fit Index Acceptable Threshold Levels Structural Model
Values
χ2/df ( Chi-square / degree of freedom) Values less than 3 1.239
RMSEA (Root mean-square error of Values less than 0.06
0.036
approximation)
GFI (Goodness of fit index) Values greater than 0.90 0.983
AGFI (Adjusted goodness of fit index) Values greater than 0.90 0.943
NFI (Normed fit index) Values greater than 0.90 0.931
CFI (Comparative fit index) Values greater than 0.90 0.984
Here the fit indices (Table 4) of Structural model (Figure 2) show the acceptable range and prove a
good model fit.
Figure 2: Path diagram of hypothesized structural model

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Table 5: Squared correlations between factors in Measurement Model

Famil
Extra- y
Growth of Work Curricula Relate Employee
the Life r Motivatio d Individua Productivi Organizatio
Employee Balance Activities n Factor l Factor ty nal Culture
Growth of the
0.845
Employee
Work Life
-0.005 0.812
Balance
Extra-
Curricular -0.008 -0.344 0.765
Activities
Motivation -0.064 -0.328 0.114 0.728
Family
Related 0.053 0.144 -0.155 0.082 0.828
Factor
Individual
0.086 -0.001 0.033 -0.171 0.014 0.838
Factor
Employee
0.350 0.231 -0.022 -0.057 -0.001 0.103 0.817
Productivity
Organizationa
-0.115 -0.285 0.158 0.290 -0.055 -0.063 -0.044 0.758
l Culture
*Diagonal elements are Average variance extracted (AVE).
Table 6: Measurement Model Results
Average Maximum Average
Standardized Construct
Constructs/ variance Shared Shared
Variables Regression Reliability
Factors extracted Variance Variance
Estimate (CR)
(AVE) (MSV) (ASV)
q1 0.838
Work Life 0.118 0.054
q2 0.795 0.853 0.659
Balance
q3 0.802
Extra- q8 0.758 0.738 0.585 0.118 0.026

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Curricular
q9 0.771
Activities
q10 0.713
0.771 0.530 0.108 0.035
Motivation q12 0.688
q11 0.779
q13 0.776
Family q15 0.836 0.867 0.685 0.024 0.008
Related Factor
q14 0.869
q16 0.797
Individual 0.876 0.703 0.029 0.008
q18 0.854
Factor
q17 0.862
q19 0.799
Employee 0.857 0.667 0.123 0.027
Productivity q21 0.808
q20 0.842
q22 0.855
Growth of the 0.883 0.715 0.123 0.021
q24 0.823
Employee
q23 0.858
q4 0.777
Organizational q7 0.761 0.843 0.574 0.084 0.030
Culture q5 0.813
q6 0.673
Higher Standardized Regression Estimates which are greaterthan 0.7 indicate higher reliability of
variables / items. Construct Reliabilities (More than 0.7) indicates the internal consistency among the
variables / items.As per Hair et al. (2010) & Field (2009) the following conditions prove the
convergent and discriminant validity in Measurement model.
1.AVE> 0.5;
2.CR > AVE;
3. MSV < AVE;
4.ASV < AVE
Here, AVE values are also greater than corresponding squared inter-construct correlation (SIC), so it
supportsdiscriminant validity (Table 5 & Table 6).
Table 7: Path analysis of Structural Model
P-
Measurement Path Hypothesis Estimate S.E. C.R. Assessment
Value
Extra-
Work Life Partly
← Curricular H1 -.139 .063 -2.214 .027**
Balance Supported
Activities
Work Life Individual Partly
← H5 -.027 .047 -.581 .031**
Balance Factor Supported
Work Life Organizational Partly
← H2 -.297 .078 -3.818 <0.01*
Balance Culture Supported
Work Life Family Related
← H4 .115 .049 2.363 .018** Supported
Balance Factor
Work Life Partly
← Motivation H3 -.228 .066 -3.478 <0.01*
Balance Supported
Employee ← Work Life H6 .503 .094 5.340 <0.01* Supported

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P-
Measurement Path Hypothesis Estimate S.E. C.R. Assessment
Value
Productivity Balance
Growth of
Employee
the ← H7 .448 .069 6.466 <0.01* Supported
Productivity
Employee
Significant Regression co-efficient (* for P<0.01 and ** for P<0.05)

Path Analysis for Hypotheses Testing and Research Findings:

1. H1: ‘Extra-Curricular Activities’ positively influences the ‘Work Life Balance’.

Structural model partly supports this hypothesis. The path coefficient is significant (p<0.05)
statistically but it has the negative sign (-0.139) which means ‘Extra-Curricular Activities’ negatively
influences the ‘Work Life Balance’.Work schedule of the faculties nowadays are very hectic and
busy. The monotonous daily work draws out energy from them and hampers their productivity.
Revitalization becomes very important for them and this could be done by sending the employees on
trips along with their family or recognizing their achievements with a small token of appreciation
from the Institutes. This has a positive impact on the work life balance of the employees directly.
However, in the state of India, these policies are almost nonexistent and so the data showcases a
negative impact on the work life balance of the employees.
2. H2: ‘Organizational Culture’ positively influences the ‘Work Life Balance’.

The P-value for the path co-efficient from Organizational Culture toWork Life Balance is negative (-
0.297) and significant (p<0.01), indicating that ‘Organizational Culture’ negatively influences the
‘Work Life Balance’. Therefore hypothesis is partly supported. Generally, organizational culture has a
positive effect on the work life balance of the individuals. However, in the context of India, the
organizational culture is a bit different. Factors like attractive career prospects, overtime pay, stress
handling training programs, supportive working environment, etc. are relatively absent. Hence, the
work life balance of the employees suffers.

3. H3: ‘Motivation’ positively influences the ‘Work Life Balance’.

Structural model partly supports this hypothesis. The path coefficient is (p<0.01) statistically
significant but it has the negative sign (-0.228) which means ‘Motivation’ negatively influences the
‘Work Life Balance’.Motivation is very important in any field of work. It drives the employees to
push their limits and give their best in the organizations. Generally, motivation has a positive effect on
the work life balance of the employees. However, this study showcases a negative impact on the work
life balance as because of the absence of the factors such as adequate monetary and non-monetary
benefits and arrangement of Faculty Development Programs to boost the performance of the
employees in the higher educational institutes of India. Thus, motivation has a negative influence on
the work life balance of the employees of higher educational institutes of India.

4. H4: ‘Family Related Factor’ positively influences the ‘Work Life Balance’.

The P-value for the path co-efficient from Family Related Factorto Work Life Balance is positive
(+0.115) and significant (p<0.05), indicating that ‘Family Related Factor’ positively influences the
‘Work Life Balance’. Therefore hypothesis is supported. Family is a very important part of one’s life.

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Without the support of family, Work life cannot be fulfilling and vice versa. The data suggests that
family related factors such as support of the family regarding the work and their involvement in the
work helps boost up the morale of the individuals regarding their work. This gives a mental peace to
the faculty members which drive them forward to perform. Hence, it positively impacts the work life
balance of the employees.
5. H5: ‘Individual Factor’ positively influences the ‘Work Life Balance’.

Structural model partly supports this hypothesis. The path coefficient is significant (p<0.05)
statistically but it has the negative sign (-0.027) which means ‘Individual Factor’ negatively
influences the ‘Work Life Balance’.The data analysis pertaining to this study collected from the
respondents at India, showcases that there is a negative influence of individual factors on the work life
balance of the individuals as they lack time management as well as concentration. Thus, in spite of the
fact that individual factors should positively influence the work life balance, in the context of India,
the data analysis showcases quite different results.

6. H6: ‘Work Life Balance’ positively influences the ‘Employee Productivity’.

Structural model supports this hypothesis. The path coefficient is significant (p<0.01) statistically and
it has the expected positive sign (+0.503) which means ‘Work Life Balance’ positively influences the
‘Employee Productivity’.It is quite evident that the employee productivity would increase drastically
if the work-life balance of the employees increases. The employees become very efficient and
effective at the same time if one has been successful in achieving the optimal work life balance.
Organizational development will be able to shoot up as the employees become highly proactive and
execute the work in a timely manner. Brainstorming about new ideas also occurs and new ideas are
generated and subsequently executed.

7. H7: ‘Employee Productivity’ positively influences the ‘Growth of the Employee’.

The P-value for the path co-efficient from Employee Productivityto Growth of the Employee is
positive (+0.448) and significant (p<0.01), indicating that ‘Employee Productivity’ positively
influences the ‘Growth of the Employee’.Therefore hypothesis issupported. Growth of the employee
explicitly increases with the increase in their productivity. The faculty members focus on their work
and execute the strategies effectively within the stipulated period of time. High competition could
have a positive effect on the employees as it drives them to give their best and it also acts as a stress
buster. The faculty members find it increasingly easier to adapt to the organization and it
consequently helps them in their career growth. Also, it can help the teachers to be secured
financially. They can focus on getting other projects funded by the government and step outside of
their teaching activities to explore other avenues as well. The success of the faculty members would
also prove to be economically profitable to the institution as a whole.

Managerial Implications of the Study

With the changing global and economic needs, it has become imperative that nuclear families work as
dual income groups. Women need to earn along with the male members of the family to support the
growing needs of the family. Hence, with both the marital partners working, the importance of work
life balance has evolved over the few decades. With this, the organisations need to support the
individual employees in all forms and manner. As a result, nowadays the organisations have been
successful in adapting a number of new strategies pertaining to the maintenance of the work life

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balance across the globe to match the pace with the evolving needs. Some of the strategies which give
fruitful results are flexi time, childcare assistance, parental leave, counselling, etc. (Barik, P. &
Pandey, B., 2016). The institutions are working towards developing the skills of their employees.
Various faculty development programmes are also being conducted to keep the teachers updated in
their respective fields. The teachers are also asked to engage in other activities other than teaching.
This will help them to broaden their horizon and secure them financially as well. This could be further
achieved by the implementation of various work life policies which are increasingly gaining
momentum across numerous business forums across India as because they have been found to
increase the quality of working life and their personal life. It has been seen that the work life policies
reduce the friction between the official and the domestic life by giving equal attention to work
performance, work commitment and ultimately, job satisfaction (Maurya, V.N., Jaggi, C.K., Singh,
B., Arneja, C.S., Maurya, A.K. & Arora, D.K., 2015).An effective work life balance would motivate
the teachers to explore other areas of research. This could be found beneficial for the institution as
there will be many areas that they can explore and it will benefit them economically as well as
financially. It is often seen that the factors affecting the work life balance is evolving at a rapid pace.
This is precisely the reason why a fecund ground is created for designing the policies in support of
work life balance and they must be highly innovative in nature. Also, there is no doubt about the fact
that certain plans and policies in the organisation are designed to help the individual in obtaining a
balance between their work commitments and family responsibilities and help the employees to
handle stress created because of various factors such as working overtime, travelling to work,
meetings and training after the working hours, etc. (Chaitra, R., Kumar, A.R.S. & Murthy, T.P.R.,
2013).Some of these policies are statutory while others are voluntarily implemented.There are
different perceptions amongst employees regarding the impact of various training programmes on the
performance of the employees by achieving the optimal work life balance. The only factor that was
deemed important by all the different groups of employees was that of certain training and wellness
programs that could help the individuals to deal with stress (Sigroha, A., 2014). However, as is
evident from the research findings of this study, this is not the case for the employees of the higher
educational institutions in the state of India. As a result, the educational industry is adversely getting
hit because of this very reason.
The situation is so adverse that many good teachers are migrating out of the country and abroad in
search of better job opportunities and career prospects (Agarwal, A., 2014). Innovation is discouraged
and the organisational culture does not support the employees. Organisational Culture is a very
important factor in any organisation and it must not be underestimated. It determines the level up to
which the employees will be engaged in their work (Iljins, J., Skvarciany, V. &Gaile-Sarkane, E.,
2015) and the level of employee engagement in India is decreasing day by day. Attrition rate in
increasing and good and talented employees are flocking to other states in search for better
opportunities. This cannot be controlled because if the organisation does not look after the interests of
the employees, they would move towards other organisations in search for better career prospects.
The organisation could only grow with the growth of its employees as a whole. In a nutshell, it can be
summarised that individual growth of the employees drives the growth of the organisation. The data
analysis in the study paints a grim picture of the future of the higher educational institutes of India,
India and if steps are not taken to counter this problem immediately, the education industry would
crumble and collapse.

Conclusion
The lives of the employees are nowadays plagued by factors such as intense pressure, fast change of
pace, changing demographics, constant declines, increased use of technology and many more. The

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need of the hour is to develop certain policies to support the employees; however, there is a dearth of
these opportunities in the organisations (Singh, J., 2013) especially in the case of higher educational
institutes of India. As a result, the work life balance of the employees suffers. Stress builds up within
the employees and their performance goes down drastically.Financial constraints could also be a
major contributor for stress. This might further lead to depression and irregular food habits which
might cause health issues for the particular individual in the future (Kotwal, N. & Prabhakar, B.,
2009). Also, when the faculty members are suffering from these financial constraints, there is a
quality relationship between paid work and unpaid work. This difference manifests itself in the work
output and paid work responsibilities tend to give more returns as compared to unpaid work
responsibilities. Unpaid work uses up the time of the employee and creates a void in their family life
which continues to expand with the due passage of time. This void becomes more critical if the extra
work does not fetch any kind of rewards for the individual, monetary or otherwise. This leads to
various repercussions like absenteeism, lack of engagement, low productivity, low turnover rates, low
creativity, decreasing retention levels, higher attrition rate, etc. (Lazar, I., Osoian, C. &Ratiu, P.,
2010).As compared to the men in this industry, it is seen that women have to undergo a lot of stress in
order to progress in their career as they have a greater responsibility of managing the family life and
the work life as compared to men in the Indian context. Due to this, women restrict themselves in
participating in activities in spite of having talent which is further responsible for creating a lacuna in
the workplace (Dashora, K.B., 2013) which becomes very difficult to fulfill. As a result,
dissatisfaction rises within the female employees as they feel that the institutions are not doing enough
to support them in their times of needs and they become indifferent towards the progress of the
institution. This problem is afflicting India and the progress of the educational institutions are halted.
Previously, India was regaled as the cultural hub of India, whereas, in the recent times, the situation is
so bad that the students are seeking to go out of the state for their higher studies.The performance of
the employees needs to increase in order to control the situation and some studies have revealed that
employees were shown to showcase higher performance and growth if workplace interventions focus
on organisational as well as work time related conditions on a simultaneous basis (Montano, D.,
Hoven, H. & Siegrist, J., 2014). This was found to be the case even when the job demands an
extensive psychosocial work environment that might increase the stress of the individuals (Ranjan, R.
& Prasad, T., 2013). Hence, policies focusing on the work life balance of employees are quintessential
to the progress of the institution policies could be designed in the organisation which would focus on
work and family balance as well as flexibility of the human resource. This will have a positive effect
on the level of the job satisfaction of the faculty members which would grow by leaps and bounds. If
the job satisfaction of the faculties increases, their productivity in terms of their performance is also
likely to increase (Michel, R.D.J. & Michel, C.E.J., 2012).The performance of the teachers is very
important for any educational institution. However, it has been seen that the employees suffer
tremendously in terms of performance. One of the reasons which were identified was that of intense
imbalance of work life balance. In order for the employee to stay prolific and productive throughout
the course of their work, their family life needs to be happy and sustained. Only then, employee
productivity will be enhanced and consequently, organisational productivity will follow (Lubna, R.V.,
2013).

Limitations and Future Research Scope of our Study

There are certain limitations of this research study which will have to be considered before drawing
any kind of specific inference from it. It must be noted here that a few of the reference papers used in
this study were not proved empirically as they were literature based using only secondary data.
Furthermore, many papers which would have been important for this particular study might have been

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not incorporated as they were missed. Due to the limited time frame, it was impossible to go through
all the papers that were connected to this field. Certain papers which were of relevance were used as
references according to the judgment of the authors.

While collecting the data via sampling, the respondents might have been biased which may have an
impact on the model created based on the research findings. Some of the respondents were found to
be reluctant in sharing information which may or may not have certain effect on the research findings.

Various segments were remained unexplored during the course of this study. These segments could be
taken up for further research. Thus, future research in this field could cover the following unexplored
areas:

 The researchers may find other important variables which are important to this topic and they
could do an analysis on how those variables affect the research model given in this study.
 This study was restricted to the countryof India. Researchers could do this same study in
certain other geographical areas and furthermore, draw a comparative study of the different
geographical regions.
 Extensive studies could be done on the issues and challenges faced by the faculty of higher
educational institutions on a national level and the data could be compared with that of the
data available from the other foreign nations on the same topic.
 Separate models could be created by changing the target population from teachers to students
or parents. This would help in obtaining a 270 degree view on the entire situation afflicting
the industry.
 Certain studies could only take female teachers as the target population as many studies
suggest that female teachers face much more difficulties maintaining the work life balance as
compared to the male faculties.

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Annexure: 1 (Questionnaire)

Factors Variables / Items

Your organization provides attractive career prospects for your future.
Organizational Your organization pays for any overtime work.
Culture Your organization arranges for certain training programs to handle stress.
Your organization has a supportive working environment.
Your family supports you regarding your job.
Your family advises you to deal with certain job situations which you find
Family Related
difficult to handle.
Factors
Your family time gives you positive energy which boosts your performance
during work.
You possess the mental capability to handle present working stress.
You are able to keep the balance between work and home by properly
Individual
managing the time.
Factors
You can concentrate properly to get the over work-load done in a stipulated
period of time.
You are given adequate monetary benefits.
Motivation
You are given adequate non-monetary benefits.

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You participate in various FDP’s to boost your performance in your work.

Extra-Curricular You are entertained by the organization to spend vacation with your family
Activities members for getting energy of executing job.
You are boosted up by your organization for getting any achievement.
Your personal life is not hampered because of your work life.
Work Life You do not sacrifice your family time for your work.
Balance The job helps to maintain your personal work.
Proper work life balance enhances employee productivity in terms of
Employee organizational development.
Productivity You can engage proactively for executing other jobs except your assigned job if
work life balance is maintained properly.
Good work life balance helps you to execute your job efficiently.
Your efficient work helps to enhance your career growth.
Growth of the You will not face any stiff competition in your work place if your work
Employee efficiency is high.
Your efficient work helps to enhance your adaptability in the organization.

Annexure: 2 (Measurement model)

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