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Work Life Balance and Demographic Variables.pptx

  1. Work Life Balance and Demographic Variables: Evidence from Empirical Analysis of Female Doctors. Presentation By: Gayatri M P 28th December (Wednesday), 2022
  2. Outline • Introduction • Research Questions • Literature Review • Gaps in the Existing Literature • Research Methodology • Results/Findings • Suggestions • Limitations • Further Study and the way Forward • A Few Concluding Remarks 2
  3. Introduction Work life balance is one of the most emerging challenging issues faced in twenty first century for both employers and employees (Elizabeth W, Calvin W, and Janice R 2008). The term Work life balance got its due consideration in the 1980’s when there was an alarming rise of female population in the organisations, mostly married and having child care responsibilities. Work life balance is a situation in which employees are able to devote the right amount of time to their work as well as their personal lives (Anna 2010).
  4. Research Questions? • Does work life balance exist among female doctors? • What are the factors responsible for work life imbalance? • What are the demographic variables that are responsible for work life imbalance?
  5. Literature Review • Articles Reviewed: 38(54) 1980-2020 • Reports • Websites
  6. Research Gap Factor Gap: most of the literature focused on variables like workload, personal and family factors with less focus on organisational factors. Demographic Variable Gap: family type has an influence on the female doctors, as this was not included in the previous literature. Sector Gap:The researcher found there is a dearth of literature on work life balance among female doctors working in Government hospitals
  7. Research Methodology Data Collection: Primary and Secondary Sample Size: 105 female Doctors Sampling Technique: Random sampling Statistical test: CFA, Independent t-test and ANOVA Data Analysis: SPSS 20 version
  8. Reliability test Factors Cronbach’s Alpha Items Work Factors .822 07 Personal Factors .738 07 Family Factors .731 07 Organisational Factors .739 07
  9. Source and Scale Factor: Source : Individual Factor Nilufer Azeez and R.G. Priyadarshini (2018) Family Factor Pankaj Trivedi (2016), S. Lakshminaryanan and A. Savarimuthu (2016) Work Factor Sanskriti Singh and Lipsa Dash (2016), Jain and Mukherji (2010) Organisational Factor Afza and Newaz (2008), Kiaye and Singh (2013), Tlaiss and Kauser, 2010 Source: Compiled
  10. Objective of the Study • To study and analyse the demographic data and their influence on the work life balance of female doctors. Hypotheses • H₀1: There is no statistical significant difference in the mean of work life balance factors between married and unmarried female doctors. • H02: There is no statistical significant difference in the mean of work life balance factors between female doctors belonging to nuclear and joint family. • H03: There is no statistical significant difference in the mean of work life balance factors among female doctors belonging to different age groups.
  11. WLB Factors – Marital Status Levene Statistics Sig. t-test value Hypothesis Decision .842 .361 .187---------PF H0 Accepted .636 .427 .930---------WF H0 Accepted 7.283 .008 .001----------FF H0 Rejected .657 .419 .032---------OF H0 Rejected
  12. WLB Factors – Family Type Levene Statistics Sig. t-test value Hypothesis Decision .254 .615 .524 H0 Accepted .118 .732 .121 H0 Accepted .847 .360 .630 H0 Accepted 6.086 .015 .828 H0 Accepted
  13. WLB Factors – Age Levene Statistics Sig. t-test value Hypothesis Decision .376 .688 .977 H0 Accepted .333 .717 .695 H0 Accepted 2.532 .085 .357 H0 Accepted 1.654 .196 .906 H0 Accepted
  14. Principal Findings • It was found that the majority of the female doctors’ work more than 12 hours per day, which is again a cause for concern as they are left with less time to focus on child care, domestic chores, and personal care. Dividing equal time between work and life must be planned properly so that one does not overtake the other. • It was also found that female doctors married to men of the same profession spend less time with their spouse and families. • It was found that married female doctors are not able to manage work and life due to family and organisational factors when compared to unmarried female doctors. Hence, organisation must frame some policies to address this issue.
  15. • Next, it was found during the survey that a large number of female doctors and interns belonging to the OBG (Gynaecologist) division face more stress and find it more difficult to manage both work and life when compared to the doctors belonging to paediatrics, anastasia, skin, dental, etc. Therefore, the organisation must make efforts in this regard.
  16. Suggestions • Firstly, from the respondents’ point of view, knowing the importance of balancing work and life will help the doctors to figure out the factors that are negatively affecting their well-being and build strategies for overcoming those barriers. • From the organisation’s point of view, this study will help them design their work culture and policies so that less absenteeism, more commitment, and better performance can be seen among the doctors. • Hospitals must adopt family- friendly policies so that both men and women can enjoy both work and life. • A grievance cell and counselling system must be implemented so that female employees can share their workplace issues and concerns. • Provisions for child care facilities can be implemented, as most of the respondents are married and have parental responsibility. • On Sundays and other holidays, a shift system should be introduced so that doctors find more time to manage both work and life and that more priority is given to personal life.
  17. Limitation and Further Study There are few limitations that are worth mentioning. First, the study is focused only on Ballari city, and a small sample size has been involved. Second, simple statistical tools like the independent t test and one way ANOVA are used. Therefore, further research can include female nurses, and comparisons between public and private hospitals can be made. In addition, a large sample size can be adopted, and other advanced and complicated statistical tools can be applied to arrive at a better result.
  18. Conclusion Work life balance is a burning issue in the field of human resource management as it has an impact on employee, employer, productivity, and the organisation as a whole. “Life is all about balance, too much and too little can kill. The best way to balance life, is by setting your boundaries in learning to say enough”.
  19. Thank You