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Work-Life Balance among teachers of technical institutions.

Introduction

In a society filled with conflicting responsibilities, chaotic roles and commitments, the balance between paid work and other activities of life has become a predominant issue at the workplace (Lockwood 2003). Organizations have attempted to ease this conflict by establishing work-family programs because employees' quality of work-life is becoming a business issue. With the rise in employment and complex patterns of work in the 21st century, human resource challenges are the biggest concern. Leading employers acknowledge that positive work-life outcomes for employees are key ingredients of a successful business strategy. In practice, improving the quality of work-life remains a tough task.

Work pressures have intensified in the past decades. Evidence suggests that the average time spent on job has increased drastically. As a result, work dominates the personal life (Guest 2002). This imbalance of work-life relationships can lead to severe health problems and hamper job performance (Singh 2010). Integration of personal and professional life has increasingly become important due to the lifestyle in changing times, competition for growth and changing patterns of work, family and business. These issues are gaining momentum in the emerging markets (Joplin et al. 2003). In Asia, there has been a surge of work-life balance research in the fields such as medicine, nursing & IT (Malik Noun 1. malik - the leader of a town or community in some parts of Asia Minor and the Indian subcontinent; "maliks rule the hinterland of Afghanistan under the protection of warlords" , Saleem & Ahmad 2010, Singh 2010). At the same time there has been no evidence of teachers' stand in terms of work-life research. The present study addresses issues related to the work-life balance among technical teachers in India.

Work-life balance has been a concern for all those interested in maintaining a fine balance between working life and its association with broader quality of life. The understanding of this delicate relationship can provide direct impact on person-organization fit. Hence, many organizations are in quest of increasing the standards of employees by improving their organizational commitment, enhancing job satisfaction levels and at the same time reducing the work related stress. According to according to
prep.
1. As stated or indicated by; on the authority of: according to historians.

2. In keeping with: according to instructions.

3.
 Hart (1994) little work has been done to probe the role and the work relationships in determining the outcomes of work-life balance among the teachers. Further, the Indian education system, high on growth, however has its own challenges. One of the important reasons among them is related to the absence of skilled teachers. Hence, the main concern for this study is to provide information and implementation which enable the administrators to respond to the changing needs of employees and ensuring WLB WLB Weak-Side Linebacker (pro football)
WLB Buoy Tender, Seagoing (USCGC)
WLB Weapons Logbook
WLB Wireless Builder
WLB Wan Load Balancer
WLB Web Load Balance
.

Review of Literature

The term 'Work-Life balance'(WLB) has gained popularity in English language English language, member of the West Germanic group of the Germanic subfamily of the Indo-European family of languages (see Germanic languages). Spoken by about 470 million people throughout the world, English is the official language of about 45 nations.  research and policy matters, facilitating the understanding of non-work concerns with the employment (Gregory & Milner 2009). According to them, WLB is the relationship between the institutional and cultural time and space of non-work and work in societies where income plays a major role. It is generated and distributed through labor markets. Traditionally work-life balance has been seen through the lens of women employment. Later on it broadened its horizons to men's and women's negotiation of the demands from paid employment and personal and domestic life. This concern has changed from the work-family to the work-life interface. Guest (2002) argues about the nature of work-life balance, considers why it is an issue of contemporary interest and examines the concept of balance and its implications for the study of the relationship between work and the rest of life. Guest (2002) also analyzed the model outlining the causes, nature and consequences of more or less acceptable work-life balance. The topic is linked to the field of work and organizational psychology and a number of theoretical concepts and issues relevant to research in Europe were raised in the article.

Fleetwood (2007) discusses the inevitable connection between WLB and other kinds of flexible working practices, and then discharge these practices. These practices are 'employee friendly' and sought by employees to enhance their WLB. On the other hand, 'employer friendly' approaches are sought by employers to enhance profit and then to enhance employees' WLB. The data reflected that flexible working practices are characterized as much by not so employee friendly working practices that tend to constrain con·strain  
tr.v. con·strained, con·strain·ing, con·strains
1. To compel by physical, moral, or circumstantial force; oblige: felt constrained to object. See Synonyms at force.

2.
 WLB.

Bardoel, De Cieri and Santos Santos (sän`ts), city (1996 pop. 412,288), São Paulo state, SE Brazil, on the island of São Vicente in the Atlantic just off the mainland.  (2008) have examined the work-life research within the Australian and New Zealand New Zealand (zē`lənd), island country (2005 est. pop. 4,035,000), 104,454 sq mi (270,534 sq km), in the S Pacific Ocean, over 1,000 mi (1,600 km) SE of Australia. The capital is Wellington; the largest city and leading port is Auckland.  contexts between 2004 and 2007. Their review identifies the major themes and research methods that have dominated work-life research to a great extent. Researchers have studied psychological factors along with the work-family. Using cross-sectional data from 422 Hong Kong Hong Kong (hŏng kŏng), Mandarin Xianggang, special administrative region of China, formerly a British crown colony (2005 est. pop. 6,899,000), land area 422 sq mi (1,092 sq km), adjacent to Guangdong prov.  Chinese service employees, Cheung and Tang tang, in zoology
tang: see butterfly fish.
 (2009) examined the relationships among emotional labour, work family interference and quality of work life. Their analysis showed that surface acting was a salient correlate of work-to-family interference, even when organizational display rules and employees' demographic information were controlled. This study provided the support to different emotional labour strategies related to work-family interference.

Shankar and Bhatnagar (2010) looked at the literature of WLB exhaustively and accentuated the importance of broadening the narrow focus to broader one beyond work and family. They have proposed a conceptual model of WLB to be tested empirically. This model focused on the WLB construct and its relationship with employee engagement, emotional dissonance and turnover intention. Zhang & Liu (2011) reviewed the antecedents of Work-Family Conflict from the perspective of individual, work and family. Findings revealed the effects of individual variables like demographic, personality variables, work variables like stress influences, family variables like family demands and spousal spou·sal  
adj.
1. Of or relating to marriage; nuptial.

2. Of or relating to a spouse.

n.
Marriage; nuptials. Often used in the plural.
 interactions.

Singh (2010) explored on the perception of work-life balance policies among the software professionals. The major contribution of this study was to provide an approach for the management of software organizations to assess the awareness levels of work-life polices and measure their perceived importance. The variables employed by the author in the study are not occupation specific and can be used to assess the WBL WBL Work Based Learning
WBL Working for Better Life
WBL Washington Bridge League
WBL World Bocce League
WBl West Baltic (linguistics)
WBL Whitham-Bdzil-Lambourn
WBL Wide Band Link
WBL Wideband Limiting
 policies in other occupation too. In one of the studies on the attitudes of the software developers Scholarios and Marks (2004) examined the impact of employer flexibility to work-life issues and negative spillover spill·o·ver  
n.
1. The act or an instance of spilling over.

2. An amount or quantity spilled over.

3. A side effect arising from or as if from an unpredicted source:
 from wok to non-work life. The results from this study project that even within industry, where employees are relatively individualistic in·di·vid·u·al·ist  
n.
1. One that asserts individuality by independence of thought and action.

2. An advocate of individualism.



in
 in nature, highly marketable and unlikely to show attachment to a single organization. Mutual gains for employee and employer can be attained by an approach to non-work commitments which lead to greater organizational attachment.

Questions around variations of work-life balance constructs have been conceptualized and operationalized, the attributes, location and size of the study samples and the discipline areas where work-life balance research is published is not a new phenomena. Many researchers have concentrated on the methodological issues related to the work-balance constructs. Chang, McDonald and Burton (2009) reviewed methodological choices particularly the sampling frames, constructs investigated and measures used between 1987 and 2006. Results revealed that the work-life balance studies need to establish greater consistency between the conceptualization con·cep·tu·al·ize  
v. con·cep·tu·al·ized, con·cep·tu·al·iz·ing, con·cep·tu·al·iz·es

v.tr.
To form a concept or concepts of, and especially to interpret in a conceptual way:
 of constructs and the operationalization of measures.

Forsyth and Polzer-Debruyne (2007) argued that organizational pay-offs for visible work-life balance support of workers included reduced intention to leaving through increased job satisfaction and also the reduction of work pressures. Bilal, Zia-ur-Rahman and Raza (2010) examined the significant impact of family friendly policies on employee's job satisfaction and turnover intention in the banking industry. Long and inflexible work hours are the most consistent predictor of work-life conflict among banking employees. The evaluation provided prima facie evidence prima facie evidence
n. Law
Evidence that would, if uncontested, establish a fact or raise a presumption of a fact.
 that alternative work schedules can improve banking employees' work-life balance, creating benefits for banking employees and corporate organizations.

There have been many changes in the workplace due to spurring of the economic development. And this has resulted in the generation of new jobs in Asia particularly in India. Both men and women made decisive advances in the labour market. IT industry has attracted greater number of women workforce in the past decade. Divya, Suganthi and Samuel (2010) illustrated the current workplace conditions and some of the reasons causing imbalances in work and life in the IT industry in India. Their study mainly focused on the working women in the age group 20-35 and the problems they face at work and family life. Results obtained from using factor analysis suggest that organizations may mitigate voluntary turnover among women belonging to IT sector and increase workforce diversity. Some studies have examined different professions and occupations with regard to WLB. Malik, Saleem and Ahmad (2010) examined the relationship of job satisfaction with the concept of work-life balance, turnover intentions and burnout Burnout

Depletion of a tax shelter's benefits. In the context of mortgage backed securities it refers to the percentage of the pool that has prepaid their mortgage.
 level of teachers in Pakistan. The purpose of the study was to provide empirical evidence to prove the relationship. They concluded that higher the WLB higher will be the job satisfaction of the teachers.

Occupational stress can occur across a large and diverse set of occupations. These stress variables may include psychological well-being psychological well-being Research A nebulous legislative term intended to ensure that certain categories of lab animals, especially primates, don't 'go nuts' as a result of experimental design or conditions , physical health and job satisfaction. Johnson et al (2005) explored the relationship between physical and psychological stress and job satisfaction at an occupational level. Out of full ASSET database, 26 occupations were selected. Six occupations namely--ambulance, teachers, social services social services
Noun, pl

welfare services provided by local authorities or a state agency for people with particular social needs

social services nplservicios mpl sociales 
, customer services--call centres, prison officers and police were identified as having worse than average scores on each of the three factors. The ASSET scores also reveal that teachers are experiencing higher stress and lower job satisfaction levels than both head teachers and teaching assistants, neither of whom score above the norm on any of the factors. The changes within the teaching profession in the last ten years or so have been blamed for the high levels of stress reported by teachers.

Another study (Santiago et al. 2008) examines not only the role of students' disruptive behavior and attitudes but also the difficulties perceived by the teachers in managing conflicts of different occupational variables like gender, age, professional experience and teaching cycle. Results obtained from the vast sample concluded that the stress associated with students' disruptive behavior and to the difficulties faced by teachers in managing conflict has a greater incidence on female teachers. It further suggests that important prevention and intervention programs that are sensitive to these risk factors can be designed.

There has been little research done and less theoretical attention given to the relationship between occupational stress and a teacher's quality of work life. Hart (1994) hypothesized that psychological distress psychological distress The end result of factors–eg, psychogenic pain, internal conflicts, and external stress that prevent a person from self-actualization and connecting with 'significant others'. See Humanistic psychology.  would be separate outcomes of positive and negative work experiences. Results revealed that they both operate on different dimensions. It also suggests that sustainable improvements in a teacher's quality of work life can only be achieved once this more systematic view has been taken.

Hypothesis

Of late due to proliferation proliferation /pro·lif·er·a·tion/ (pro-lif?er-a´shun) the reproduction or multiplication of similar forms, especially of cells.prolif´erativeprolif´erous

pro·lif·er·a·tion
n.
 of educational institutions, there has been a greater mobility of teachers. Teacher attrition Attrition

The reduction in staff and employees in a company through normal means, such as retirement and resignation. This is natural in any business and industry.

Notes:
 is a significant concern for the administrators of the educational set-ups. Sass, Seal and Martin (2010) studied the causes of job dissatisfaction and teachers leaving the profession. Theoretical models with variables related to teacher stress or support were tested using SEM to predict job dissatisfaction and eventual intention to quit. Findings revealed that the student stressors completely mediated me·di·ate  
v. me·di·at·ed, me·di·at·ing, me·di·ates

v.tr.
1. To resolve or settle (differences) by working with all the conflicting parties:
 the relationship between teacher efficacy related to student engagement and job dissatisfaction, with social support superiors and student stressors being best predictors of job dissatisfaction.

Based on the above arguments, the following is hypothesized:

H1: Work-life balance will have positive relationship with the Job satisfaction of Teachers.

H2: Higher the Burnout, lower will be the Job satisfaction of Teachers.

H3: Lower the Job satisfaction, higher will be the Turnover intention of Teachers.

Model

Y (Job Satisfaction)

= a + [beta]1(WLB) + [beta]2(Burnout) + [beta]3(Inte ntion to leave) + e

Objectives

The scope of the study is restricted to relationship of Job satisfaction with WLB, Turnover intentions and Burnout of technical teachers in Greater Hyderabad Municipal Corporation limits of Andhra Pradesh Andhra Pradesh (än`drə prä`dāsh), state (2001 provisional pop. 75,727,541), 106,052 sq mi (275,608 sq km), SE India, on the Bay of Bengal. The capital is Hyderabad. , South India South India is a commonly used term that is used in India to refer to the South-of-India or Southern India. The Southern part of the Indian peninsula is a linguistic-cultural region of India that comprises the four states of Andhra Pradesh, Karnataka, Kerala and Tamil Nadu and the .

The study had following objectives:

* To assess the impact of Work-life balance on the Job satisfaction of the technical teachers.

* To determine the influential factors leading to Job satisfaction among the teachers.

* To look into the Turnover intentions of the technical teachers.

Sampling & Data Collection

The respondents were chosen from private technical institutes offering undergraduate and graduate level courses in engineering and technology. A survey method approach was used. Total 200 questionnaires were distributed among the technical teachers of private engineering colleges, out of which 152 teachers responded to the questionnaire. The response rate was 76%. A simple random sampling method was used to collect the responses allowing some degree of opportunity sampling bias.

The questionnaires were widely used within the work-related health and well-being literature (Symon Cassell 2006) and are useful for measuring attitudes of individuals. Data for the study were collected from the technical teachers working in different engineering colleges by the help of a questionnaire survey which measured the relationship of Job satisfaction with Work-Life, employee Burnout and employee Turnover intentions. Reliability of the measuring instruments was checked with the help SPSS A statistical package from SPSS, Inc., Chicago (www.spss.com) that runs on PCs, most mainframes and minis and is used extensively in marketing research. It provides over 50 statistical processes, including regression analysis, correlation and analysis of variance.  after collecting responses. Interviews were conducted to fill a few of the incomplete questionnaires. The questionnaires were distributed manually by personally visiting the engineering colleges located in the vicinity of Hyderabad and Ranga Reddy districts and collected over two months period of time.

Measures

Job satisfaction describes how content an individual is with his or her job, i.e., the degree to which employees like their job (Spector 1997). The scale of global job satisfaction by Warr, Cook and Wall (1979) was used to measure Job satisfaction. This research tool asks informants to rate their satisfaction on a seven-point Likert scale Likert scale A subjective scoring system that allows a person being surveyed to quantify likes and preferences on a 5-point scale, with 1 being the least important, relevant, interesting, most ho-hum, or other, and 5 being most excellent, yeehah important, etc  ranging from 1 = extremely satisfied to 7 = extremely dissatisfied and 4 = neither satisfied, nor dissatisfied. It included the job characteristics like working conditions, rate of pay, and relationship with colleagues, including subordinates and seniors, working hours, promotion opportunities and job security, etc. Little changes have been made to the original scale for this study.

The global job satisfaction scale (Warr et al. 1979) has previously been demonstrated to have a high degree of reliability (Fields 2002). The coefficient alpha for this scale was a = .83, indicating high reliability. An item, question number 11(I am satisfied with my job security), was removed to get better reliability using descriptives for scales if item deleted under reliability analysis.

Work-life balance is the way through which the tensions between the work and non work related parts of people's lives are minimized (Guest 2002). A teacher's Work-life balance deals with maintaining the balance between class schedules, students' assignments and family relations. With the increase in student centric activities in colleges, there has been immense pressure for teachers to perform better and live up to the expectations of the college management. Ever increasing workload imbalances the work and family relationship. As technical education is becoming more and more advanced, the teachers in the technical disciplines need to pay attention to cope with the changing needs of the profession.

Items were rated on a seven- point Likert type scale ranging from 1 = strongly agree to 7 = strongly disagree, where as 4 = neither agree, nor disagree. The main items included were -support the family life, access to flexible working hours, organization support to pursue education and training opportunities, payment against extra hours worked, etc. The coefficient alpha for this scale was [alpha = .77, indicating high reliability. Two items, question number 1 (My job adversely affects my home life) and 7 (If I work extra hours, I am able to take off the time that I am owed) were removed to get better reliability using descriptives for scales if item deleted under reliability analysis.

Employee turnover is basically a signal to leave not the actual turnover (Weisberg 1994). The instrument was adopted from the study by Sang et al (2007) having two items asking the teachers about the intention to leave their current job. The coefficient alpha for turnover intentions was [alpha] = .78, indicating the reliability of the scale. Items were rated on a seven- point Likert type scale ranging from 1 = strongly agree to 7 = strongly disagree, where as 4 = neither agree, nor disagree.

Employee Burnout refers to the experience of long-term exhaustion and diminished interest. Many studies of burnout include negative outcomes such as stress, health deterioration de·te·ri·o·ra·tion
n.
The process or condition of becoming worse.
, mental depression, job dissatisfaction, low performance etc. Teachers' burnout has been found to be caused by excessive workload, inadequate salaries, poor college administration, lack of students' interest, overcrowded o·ver·crowd  
v. o·ver·crowd·ed, o·ver·crowd·ing, o·ver·crowds

v.tr.
To cause to be excessively crowded: a system of consolidation that only overcrowded the classrooms.
 classrooms, unnecessary transfers, conflict of job perceptions, negative criticism of teachers and their work (Weisberg 1994). Employees in the helping professions want to fulfil tasks that would contribute to their professional image.

Burnout questionnaire was used to collect the responses adopted from the study of Weisberg (1994), including physical, emotional, and mental burnout measures. The coefficient alpha for burnout was [alpha] = .84, indicating the reliability of the scale. The burnout scale composed of 21-items which represent physical, emotional, and mental factors. Items were rated on a seven point Likert type scale ranging from 1 = never, 2 = once, 3 = rarely, 4 = sometimes, 5 = often, 6 = usually, 7 = always.

Results

The normality normality, in chemistry: see concentration.  of data has been analyzed through Levine's test; Skewness Skewness

A statistical term used to describe a situation's asymmetry in relation to a normal distribution.

Notes:
A positive skew describes a distribution favoring the right tail, whereas a negative skew describes a distribution favoring the left tail.
 and Kurtosis Kurtosis

A statistical measure used to describe the distribution of observed data around the mean.

Notes:
Used generally in the statistical field, it describes trends in charts.
 were also observed and their values lie between +1 and -1. These tests confirm that the data is normally distributed. Thus parametric test for data analysis can be applied. The results of Levine's test for normality of data are presented in Table 1.

To find out the relationship between variables, Pearson Correlation test is applied. Job Satisfaction has negative correlation Noun 1. negative correlation - a correlation in which large values of one variable are associated with small values of the other; the correlation coefficient is between 0 and -1
indirect correlation
 with Turnover intentions while WLB and Burnout has positive relationship with Job satisfaction. While WLB has negative relationship with Turnover intentions, Burnout has negative relationship with employee Turnover intentions. Results are presented in Table 2.

The result of multiple regression shows that WLB has strongest significant positive relationship with Job satisfaction (standardized [beta] = 0.46, p < 0.000). Burnout has a moderate significant relationship with job satisfaction (standardized [beta] = 0.22, p < 0.02). Employee Turnover intentions have low relationship with Job satisfaction. Hence H1 and H2 are supported and H3 is not supported. The [R.sup.2] of the regression model with p < 0.000 is 0.345. The results can be viewed in Tables 3, 4, 5.

The second test run was the independent sample t-test for male and female teachers. WLB (p > 0.05), employee Turnover intentions (p > 0.05), Burnout (p < 0.05) and Job satisfaction (p > 0.05), show that both male and female teachers have no significant difference in WLB, employee Turnover intentions and Job satisfaction. The only variable which shows that both males and female have significant difference is Burnout; female teachers feel less burnout compared to male teachers (Table 6)

Discussion

One of the key findings of this paper is that WLB is a major contributor toward Job satisfaction and male teachers feel more Burnout compared to female teachers. According to Clark (2000) WLB is "satisfaction and good functioning at work and at home with minimum role conflict". When there is WLB there is Job satisfaction among the employees. In other words Adv. 1. in other words - otherwise stated; "in other words, we are broke"
put differently
, WLB helps to generate Job satisfaction. Higher the WLB in the organization higher will be the Job satisfaction among the employees of that organization. This finding is consistent with the previous researches. According to Hochchild (1997) the employees were highly satisfied with work and family life as their working environments are filled with "friendly rituals and positive reinforcement positive reinforcement,
n a technique used to encourage a desirable behavior. Also called
positive feedback, in which the patient or subject receives encouraging and favorable communication from another person.
".

Mixed results of Job satisfaction with respect to gender have been observed. Previous study supported that females are less satisfied compared to males in the construction industry (Sang et al 2007). Gold (1971) found that male and female Job satisfaction does not show any difference. In India engineering and medicine are considered as the most respectable professions. A vast majority of the males have inclination for engineering education whereas females go for medicine. However, when it comes to the technical teachers there is not much difference in the results of Job satisfaction. Both are satisfied with the job when WLB is placed well. There is also a direct correlation Noun 1. direct correlation - a correlation in which large values of one variable are associated with large values of the other and small with small; the correlation coefficient is between 0 and +1
positive correlation
 between on the job conditions and Job satisfaction, but there is not much difference between male and female views about a particular job especially in teaching at technical institution. Gold (1971) also argued that in general women job satisfaction is equivalent to that of men and women give importance to support from coworkers, job content and socio emotional aspects while men give importance to economic incentives, management responsibilities, prestige, recognition and independence. According to Bokemeier and William (1986), job reward, job values, work conditions and individual attributes are different for both males and females. The results reveal that these determinants have little influence on male and female Job satisfaction in technical education.

Employee turnover intentions have a negative relationship with Job satisfaction, WLB and Burnout. Both male and female teachers show no significant difference in WLB and Turnover intentions. These results shows that both male and female teachers have same type of WLB, Turnover intentions as they belong to same profession and usually the same duty hours and work and non-work demands of male and female teachers are the same. So these variables show no significant difference in male and female teachers. When employees are allowed to have some control in managing their potential conflicts between work and non-work demands, it not only helps to gain Job satisfaction but also reduces employee Turnover intentions and symptoms of stress, and it is rather an inexpensive way to gain long term commitment (Scholarios & Marks 2004). On the other hand, Burnout has a significant difference between the two genders. This could impact on the attitudes and behaviour of employees, and employees of service delivery organizations who have extensive interaction with demanding sub populations are more likely to have high degree of Burnouts and these Burnouts may be caused by excessive work, inadequate salaries, disciplinary problems and so on (Weisberg 1994). Workers Burnout has an impact on productivity, Job satisfaction and Intentions to leave the organizations. As educational institutions are service delivery organizations, the roles and responsibilities given to men and women differ a bit. In addition to taking classes and other academic work a male teacher should also look after the many co-curricular and extracurricular activities in the college, sometimes beyond regular college hours, which their counterparts may not like to share.

Limitations & Implications

The major limiting factors of this study are related to the generalization gen·er·al·i·za·tion
n.
1. The act or an instance of generalizing.

2. A principle, a statement, or an idea having general application.
 of the research results. The first generalization is related to the size of the sample. Greater sample size might have led to more defined research outcome. The results might have been different had it been more broad based with sample from other locations. Further studies may take care of the inherent research-practice gap and check different relationships of WLB and Job satisfaction with respect to marital status marital status,
n the legal standing of a person in regard to his or her marriage state.
 and parenting dimensions. A cross-cultural study may also be conducted by using the same variables.

The current study puts forward a number of implications that have practical relevance for the management of these educational institutions. Since the levels of awareness for the majority of the WLB policies were on the moderate or lower side, the management of the educational institutions should create awareness about these things to their employees.

The implications of these findings are also for the college management. They need to take care of both hygiene factors Hygiene factors are job factors that can cause dissatisfaction if missing but do not necessarily motivate employees if increased [1].

Hygiene factors have mostly to do with the job environment [2].
 and motivators to reduce their Burnout. An evidence based approaches to HRM HRM Her/His Royal Majesty
HRM Human Resources Management
HRM Heart-Rate Monitor
HRM Halifax Regional Municipality (Canada)
HRM Hotel Restaurant Management
HRM Hrvatska Ratna Mornarica (Croatian Navy) 
 can be framed based on the results of this study. The managements should try to reduce the Burnout in male teachers by addressing the weak links like work timings, monetary benefits, support teams, support equipment etc. This study may set directions in designing an Equal Employments Opportunity program as Job satisfaction predictors of male and female do not differ significantly.

References

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n.
1. Discrimination based on gender, especially discrimination against women.

2. Attitudes, conditions, or behaviors that promote stereotyping of social roles based on gender.
 Society, Mentor Books, New York New York, state, United States
New York, Middle Atlantic state of the United States. It is bordered by Vermont, Massachusetts, Connecticut, and the Atlantic Ocean (E), New Jersey and Pennsylvania (S), Lakes Erie and Ontario and the Canadian province of
 

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This article is about a sociological concept. For educational discipline, see General semantics.


Time bind is a concept introduced by sociologist Arlie Russell Hochschild in 1997 with the publication of her
 When Work Becomes Home and Home Becomes Work, Metropolitan Books, New York.

Johnson, S., Cooper, C., Catwright, S., Donald, Ian, Taylor, Paul Taylor, Paul, 1930–, American modern dance choreographer, b. Pittsburgh. Taylor trained as an artist before he received scholarships to study dance. In 1953 he made his debut with the Merce Cunningham company and performed his first dance composition.  & Millet millet, common name for several species of grasses cultivated mainly for cereals in the Eastern Hemisphere and for forage and hay in North America. The principal varieties are the foxtail, pearl, and barnyard millets and the proso millet, called also broomcorn millet , Clare (2005), "The Experience of Work-related Stress across Occupations," Journal of Managerial Psychology Managerial Psychology is one course or subdiscipline of Psychology or Management, focusing the understanding the psychological insight for the managers. See also
  • Organizational studies
  • Kurt Lewin
  • Abraham Maslow
  • Frederick Winslow Taylor
, 20(2):178-87.

Lockwood, Nancy R. (2003), "Work/Life Balance Challenges and Solutions," SHRM SHRM Society for Human Resource Management
SHRM Saw Horse Roof Mount (construction) 
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Mohd Abdul Nayeem (Email:nayeemshad@yahoo.co.in) is Research Scholar & Manas Ranjan Tripathy (E-Mail: manastripathy71@gmail.com)is Professor (HRMArea), ICFAI Business School, Hyderabad.
Table 1: Independent Samples Test

                   Levene's Test                    t-test for
                   for Equality of                  Equality of
                   Variances                         Means

                   F       Sig.    t        Df            Sig.
                                                    (2-tailed)

WL    Equal        .003    .959    .942        150    .347
B1    variances
      assumed

      Equal                        .947     92.566    .346
      variances
      not
      assumed

JS1   Equal        .168    .682   -.088        150    .930
      variances
      assumed

      Equal                       -.085     85.017    .932
      variances
      not
      assumed

BO1   Equal        .579    .448  -1.589        150    .114
      variances
      assumed

      Equal                      -1.671    103.878    .098
      variances
      not
      assumed

TI1   Equal        .052    .821   -.139        150    .890
      variances
      assumed

      Equal                       -.139     91.969    .890
      variances
      not
      assumed

                                 t-test for Equality of Means

                               Mean         Std.       95% Confidence
                          Difference       Error      Interval of the
                                       Difference          Difference

                                                    Lower      Upper

WL    Equal               .16667       .17684       -.18274    .51608
B1    variances
      assumed

      Equal               .16667       .17601       -.18287    .51620
      variances
      not
      assumed

JS1   Equal               -.01381      .15723       -.32447    .29686
      variances
      assumed

      Equal               -.01381      .16212       -.33615    .30853
      variances
      not
      assumed

BO1   Equal               -.23053      .14507       -.51718    .05612
      variances
      assumed

      Equal               -.23053      .13794       -.50408    .04302
      variances
      not
      assumed

TI1   Equal               -.00561      .04036       -.08535    .07413
      variances
      assumed

      Equal               -.00561      .04027       -.08560    .07438
      variances
      not
      assumed

Table 2: Correlations

                          JS1      WLB1       BO1       TI1
Pearson
Correlation     JS1     1.000      .549      .408     -.013
               WLB1      .549     1.000      .392     -.047
                BO1      .408      .392     1.000     -.044
                TI1     -.013     -.047     -.044     1.000

Sig.
(1-tailed)      JS1       ...      .000      .000      .439
               WLB1      .000       ...      .000      .281
                BO1      .000      .000       ...      .293
                TI1      .439      .281      .293       ...

N               JS1       152       152       152       152
               WLB1       152       152       152       152
                BO1       152       152       152       152
                TI1       152       152       152       152

Table 3: Model Summary

Model          R    R Square   Adjusted    Std. Error of    Durbin-
                               R Square     the Estimate     Watson

1        .588(a)        .345       .332           .73393      2.016

(a) Predictors: (Constant), TI1, BO1, WLB1

(b) Dependent Variable: JS1

Table 4: ANOVA

Model          Sum of Squares    Df    Mean Square         F    Sig.

1 Regression           42.064     3         14.021    26.030    .000
  Residual             79.721   148          0.539
  Total               121.786   151

(a) Predictors: (Constant), TI1, BO1, WLB1

(b) Dependent Variable: JS1

Table 5: Regression Model--Job Satisfaction as Dependent
Variable

Model         Unstandardized   Standardized   t       Sig.
              Coefficient      Coefficients

              B         Std.
              Error                                   Beta

(Constant)    .257      1.832                  .140    .889
WLB1          .408       .064     .460        6.364    .000
BO1           .245       .078     .228        3.152    .002
TI1           .076       .259     .019         .291    .771

(a) Dependent Variable: JS1

Table 6: Burnout Comparison

"0 = Female,      N     Mean        Std.   Std.Error    Sig
1 = Male"                      Deviation       Mean

WL1    0         48   3.3889     1.00459      .14500   .959
       1        104   3.2222     1.01741      .09977
JS1    0         48   2.9167     0.95232      .13746   .682
       1        104   2.9305     0.87663      .08596
BO1    0         48   3.1406     0.75397      .10883   .448
       1        104   3.3712     0.86442      .08476
TI1    0         48   6.9271     0.23039      .03325   .821
       1        104   6.9327     0.23169      .02272
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Author:Nayeem, Mohd Abdul; Tripathy, Manas Ranjan
Publication:Indian Journal of Industrial Relations
Article Type:Report
Geographic Code:9INDI
Date:Apr 1, 2012
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