Work life balance is a balance between flow and time, the flow of managing time by use of technology and setting priorities in life. The aim of this paper is to study gender perception (what faculties interpret) and perspective (how faculties view) on work life balance. The study is descriptive and pure quantitative in nature. It is based on the primary method of data collection. The variables considered in work domain are organisational policies, organisation culture, subordinate support; the variables under life domain include spouse support, social support, and lifestyle. Descriptive statistics and t-test was used to compare the difference between male and female on variables of organisation culture, family, and social support.Results reflect
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It is a combination of three words which define the life of individuals working in an organisation that when you are at work be engaged in work and when you are at home be at home. i.e. to maintain a balance between work and personal life is Work-life balance. (Sharma and Nayak, 2016).The decline of work as central life interest along with conflicting demands of work results in an imbalance between work and rest of life as the determinants of work-life balance are located in the work and home contexts (Guest 2002). Balance as satisfaction and good functioning at work and at home with a minimum role conflict (Clark, …show more content…
“WLB practices are deliberate organisational changes in programs or the organisational culture that are designed to reduce work-life conflict and enable employees to be more effective at work and in other roles” (Lazãr et al. (2010). In a study,the results indicated employees who perceived that the organization was less family-supportive experienced more work–family conflict, less job satisfaction, less organizational commitment, and greater turnover intentions than did employees who perceived that the organization was more family-supportive (Allen, 2001). Family supportive supervision would indirectly help protect employees’ affective well-being. This bolsters the potential value of family-supportive supervision (Lapierre & Allen, 2006). According to Allen (2001), it is believed that these organization-based perceptions are unique from the perceptions that employees form regarding the family supportiveness of their supervisor. Supportive supervisors and managers likely enhance employees’ sense of control, which in turn may increase employees’ ability to cope with conflicting work and family demands ( Major & Cleveland, 2007; Thompson & Prottas,
It is a combination of three words which define the life of individuals working in an organisation that when you are at work be engaged in work and when you are at home be at home. i.e. to maintain a balance between work and personal life is Work-life balance. (Sharma and Nayak, 2016).The decline of work as central life interest along with conflicting demands of work results in an imbalance between work and rest of life as the determinants of work-life balance are located in the work and home contexts (Guest 2002). Balance as satisfaction and good functioning at work and at home with a minimum role conflict (Clark, …show more content…
“WLB practices are deliberate organisational changes in programs or the organisational culture that are designed to reduce work-life conflict and enable employees to be more effective at work and in other roles” (Lazãr et al. (2010). In a study,the results indicated employees who perceived that the organization was less family-supportive experienced more work–family conflict, less job satisfaction, less organizational commitment, and greater turnover intentions than did employees who perceived that the organization was more family-supportive (Allen, 2001). Family supportive supervision would indirectly help protect employees’ affective well-being. This bolsters the potential value of family-supportive supervision (Lapierre & Allen, 2006). According to Allen (2001), it is believed that these organization-based perceptions are unique from the perceptions that employees form regarding the family supportiveness of their supervisor. Supportive supervisors and managers likely enhance employees’ sense of control, which in turn may increase employees’ ability to cope with conflicting work and family demands ( Major & Cleveland, 2007; Thompson & Prottas,