Objectives & Hypotheses

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Work-Life Balance – A comparative study of women working in
Corporates and Educational Institutions.

OBJECTIVES, HYPOTHESES & INSTRUMENTS USED

Factors
Demographic variables: Age, Marital Status

Independent Variables



















Individual Factors
 Work Centrality
 Self control
Organizational Factors
 Organizational Culture
 Work schedule flexibility

Work related factors
 Job Autonomy
 Job Security
 Recognition
 Support at work
Family related factors
 Household responsibilities

WORK-LIFE BALANCE
(Dependent Variable)
MAIN OBJECTIVE
To explore whether there is any significant difference between the work-life balance of
women working in corporates and educational institutions.
HYPOTHESES
H1
0
: There is no significant difference between the overall work life balance of women
working in corporates and educational institutions.
H2
0
: There is no significant difference between the levels of Work Interference with Personal
Life (WIPL) of women working in corporates and educational institutions.
H3
0
: There is no significant difference between the levels of Personal Life Interference with
Work (PLIW) of women working in corporates and educational institutions.
H4
0
: There is no significant difference between the levels of Work/Personal Life
Enhancement (WPLE) of women working in corporates and educational institutions.


OTHER OBJECTIVES
1. To assess, compare and analyze the factors which affect work-life balance of women
working in corporates and educational institutions.
HYPOTHESES:
H5
0:
There is no significant difference between the factors affecting the work-life balance of
women working in corporates and educational institutions.
H6
0
: There is no significant difference between the impact of individual factors on work-life
balance of women working in corporates and educational institutions.
H7
0
: There is no significant difference between the impact of organizational factors on work-
life balance of women working in corporates and educational institutions.
H8
0
: There is no significant difference between the impact of work related factors on work-
life balance of women working in corporates and educational institutions.

2. To put forth suggestions to enhance work-life balance quotient of women employees.

Appropriate suggestions on the basis of findings as well as benchmarking from other countries as well
as other studies




INSTRUMENTS

1 Work Centrality Work Involvement Questionnaire (Rabindra Kanungo)
(6 item scale, 5-point scale)
2 Self control 10-Item Self-Scoring Self-Control Scale (5-point scale)
Adapted from: Tangney, J.P., Baumeister, R.F., Boone, A.L.
(2004). High Self-Control Predicts Good Adjustment, Less
Pathology, Better Grades, and Interpersonal Success. Journal of
Personality, 271-324.
3 Organizational Culture Japanese Organizational Culture Scale, JOCS (Tang et al., 2000)
(15 items, 5 point scale)
4 Work schedule flexibility Work Schedule Flexibility Scale : (Staines and Pleck, 1986)
5 Job Autonomy Three items adapted from Hackman and Oldham (1980) – 5 point
scale (Job Diagnostic Survey)
6 Job Security
7 Recognition Recognition satisfaction item of Job Satisfaction Survey which
was developed by Spector (1985)
8 Support at work Social support scale (Caplan et al., 1975) (12 items, 5-point scale)
9 Household responsibilities House Hold Responsibility Index (Hyman et al., 2003) (6 items, 5-
point scale)
10 Work-Life Balance Work Life Balance Scale (Hayman, 2005) (15 items, 7 point scale)








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