satisfaction and work-life balance
TRANSCRIPT
ABSTRACT
The present study was undertaken to study job satisfaction and work-life balance among
workaholic banking employees. Scales used for the purpose were Wysocki & Kromm’s (1986) Job
Satisfaction Scale (JSS) to measure job satisfaction, Workholism and Work Life Balance Scale
(developed exclusively for the present study to measure the work life balance among employees). These
tests were administered to a sample of 35employees Age range of the sample was from 20-55 years,
belonging to public and private sector organizations of Islamabad and Rawalpindi. The Alpha
reliability of results is 0.677.The study found support for the hypothesis that relationship between work
holism and work life balance exists. It is also evident that job satisfaction and work holism is also
related. The study further explains that men score more on WLBS as compared to women. Hypothesis
assuming that employees working in private sector organizations have more work life balance and are
more satisfied with their jobs as compared to employees working in public sector organizations was
supported by the results showing significant differences.
No significant gender differences were found on job satisfaction of employees. Study revealed no
significant differences in the work life balance and job satisfaction of married and unmarried
employees.
INTRODUCTION
Modern organizational systems are moving towards more humanistic approach in dealing
with their employees to make them satisfied with their work. The trend in organizations to make
their employees satisfied is changing, by identifying several other factors and roles of workers’
life than just the hours they spend in office. Satisfaction with the job is a part of life satisfaction
that can only happen if employees can create a balance in their work and family/personal life.
The term job satisfaction refers to the perceived feeling, which an employee has towards his job.
It is a psychological feeling and has both rational and emotional elements. The job satisfaction,
being global aspect is affected by a large array of variables such as salary, promotions, age,
experiences, primary and secondary needs, and opportunity for advancement congenial working
conditions, competent and fair supervision, and degree of participation in goal setting and
perception of the employees.
Modern society asks for its members both men and women to participate and give their
input in benefiting the society by doing various works in various fields. The traditional role for
women as homemakers has also changed. New era asks for women role as working significantly
in organizations along with their roles as house makers and this transition is well accepted by the
society we are living in.
In the same way our understanding of work and its nature has attracted a great deal of
attention recently due to dynamic changes in working patterns, employment uncertainty, and
transformations in the meaning of work.
Employee’s satisfaction with their job is an important aspect of organizational behavior.
Advancements in technology, information load, the need for speed of response, the importance
attached to quality of customer service and its implications for constant availability and the pace
of change with its resultant upheavals and adjustments creates an ever changing and modifying
world of organization which makes it important for both employees and employers to consider
job satisfaction in their strategies for effective organization.
Rationale of the study:
Job satisfaction has always been a concern of those interested in the quality of working
life and its relation to broader quality of life. Many changes in the workplace and in employee
demographics in the past decade have led to an increased concern for the boundary between
employee work and non-work lives. The changes in the workplace are not confined to Western
societies as many Asian countries have experienced similar trends. Indeed, organizations have
responded to these trends by implementing flexible work programs to help employees balance
their work and non-work lives particularly for those employees which show extensive work
behavior, drive satisfaction by work and referred work addicts.
Starting with the Hawthorne studies till now so much work has been done on job
satisfaction, which is one of the most important issues of management. Job satisfaction is a multi
dimensional topic which is affected by different factors. The purpose of this research is to study
relationship of job satisfaction in those employees who exhibit workaholic behavior pattern.
More over the role of work-life balance is also addressed by the research.
Job satisfaction is very important for effective and efficient organization. The positive
outcomes of organizations overall contribute to the healthy society. In Pakistan attitude of people
toward work is care free and not very positive. So what is the purpose of studying work holism
in society like us? As we know that personality differences exist from person to person. These
personality differences lead to the different work attitudes among employees. Those which show
extensive working pattern not only create difficulty for them selves but also for their co workers
and family. This incompatibility of behaviors gives rise to dissatisfaction.
The following study aims to study if work-life balance plays role in the satisfaction level of such
employees who exhibit workaholic behavioral pattern in banking employees. Moreover the
purpose of the study also includes if gender differences and marital status do have any
significance or not in the satisfaction level.
The present study is a small effort in describing the job satisfaction, work-life balance
and work holism. Although these variables i.e.; work life balance, job satisfaction and work
holism, have been studied in the west for a very long period of time and work is still being done
in this direction. Many researches have been conducted and established a direct relationship
between job satisfaction and work life balance (Shortland, 2004 and Carbita & Perista, 2006),
more over relationship between job satisfaction and work holism is also established (Burke &
MacDermid,1999) but there are few researches conducted in Pakistan, which could demonstrate
whether job satisfaction in workaholics is related to work life balance or not. Literature review
developed curiosity and interest in the researcher to get an insight of these variables, while an
indigenous scale is developed to measure the perceptions about balancing work and family life
and work holism in employees of public and private sector banks and how it relates to their
overall job satisfaction.
Objectives of the study
The present study was aimed at achieving the following objectives:
1. To investigate the relationship between job satisfaction and work life balance among
employees working in banks
2. To investigate the relationship between job satisfaction and work holism among employees
working in banks
3. To investigate the relationship between work life balance and work holism in banking
employees
4. To investigate differences in the perception of job satisfaction along demographic variables
(i.e., gender, marital status).
LITERATURE REVIEW
Job satisfaction has been the field of interest in management for many years. The early
work on job satisfaction is initiated with the Hawthorne studies .Later on researchers and
scientists had extended the research. Although so much work has been done still there is a lot of
work to do on this multi dimensional topic which has great significance in management. In any
organization job satisfaction of its employees is very important at all managerial level for the
efficient and effective out comes of organization.
Job satisfaction has been defined as “a function of the perceived relationship between
what one wants from one’s job and what one perceives it as offering” (Locke, 1969).It has been
defined and measured both as a global construct and as a concept with multiple dimensions or
facets (Locke, 1969, 1970; Price, 1997; Scarpello and Campbell, 1983).
Different models explaining job satisfaction include, Affect Theory (Locke, 1976) in which he
explained that job satisfaction is described by a personal wants and what he gets from his job, he
give different value to different facets of his job according to his own discretion; dispositional
theory (Judge, 1998) i.e., people have innate dispositions that cause them to have tendencies
toward a certain level of satisfaction, regardless of one’s job that there are four Core Self-
evaluations that determine one’s disposition towards job satisfaction: esteem, general efficacy,
locus of control and neuroticism.; motivation-hygiene- theory (Hertzberg, 1959) it explains
motivation and different factors of job satisfaction, two core type of factors identified are
motivators and hygienic factors. Job Characteristics Model (Hackman & Oldham) This model
states that there are five important job characteristics (skill variety, task identity, task
significance, autonomy, and feedback) which impact three significant psychological states
(experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the
actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work
motivation, etc.)
There are different variables which influence job satisfaction directly and indirectly.
Variables which are most critical and have clear and established relation ships with job
satisfaction include, organization culture which has strong positive relation with job satisfaction
level of its employees(Lund, 2003) an organization which has strong culture will give better
feeling of satisfaction to its employees rather then having a week culture, in the same way
relation ship between job satisfaction and organizational commitment is also being studied
(Crammer , 19960). An exploratory research have been conducted which examined the link
between job satisfaction and performance and are found to be positively related (Tvork &
Mcgivern, 1997) that is people with high job satisfaction will lead to increased job performance
which will surely enhance the overall performance of an organization. In the same way there are
also different demographic factors which effects the job satisfaction like, age, gender, income,
which suggest that the “influences associated with aging(e.g. higher income and more
responsible jobs) increase job satisfaction”,(Morgan et.al, 1997) gender organizational level and
management practices(Bruke, 1995,1996).Motivation is also found to be directly related with job
satisfaction (Robert & Tietjen, 1998),motivating factors relate to the work itself and represent
sources of satisfaction at work, such as achievement, recognition, work itself, responsibility,
advancement and growth, whereas the hygiene factors relate to the work environment as
potential sources of dissatisfaction, such as company policy and administration, supervision,
salary, interpersonal relations, working conditions, status and security, job security (Yousief,
1998),locus of control, job performance (Chen & Silverthorne , 2008).for many years researchers
are conducting researches to identify the variables that affect the level of employee satisfaction,
and which variables should be considered in order to take better advantage of the competitive
opportunities that can provide a company with motivated and committed employees.
Interpersonal relationships, economic aspects, personal development on the job and job
conditions are also important factors which influence job satisfaction.Other explanations are that
workers tend to adjust their work values to the conditions of the workplace, resulting in greater
job satisfaction(Baldamus, 1961; Mottaz, 1987), some studies have focused on factors such as
role clarity, job tension, role conflict and empathetic concern (Rogers,D., Clow,E., Kash,T.,
1995), the study show that role clarity have an inverse effect on role conflict and job tension
while it is directly related to job satisfaction, on the other hand empathetic concern is also
negatively related to job tension and role conflict while its has positive impact on job
satisfaction. So for high level of satisfaction among employees, role conflict and job tension
should be eliminated which will to increased performance of employees (Rogers et.al, 1995).
Relationships between work-life balance and work family conflict with job satisfaction have also
been studied by the researcher and are found to be positively related with each other (Hughes &
Bozionelos, 2007)
Work-life balance reflects “the extent to which an individual is equally engaged in – and
equally satisfied with – his or her work role and family role” (Greenhaus,2003). According to
Clark (2000) work life balance is defined as, “satisfaction and good functioning at work and at
home with a minimum of role conflict”. Guest (2001) gives a more subjective definition of work
life balance, as “a person’s perceived balance between work and the rest of life”.
There are several types of conceptual models to explain the relationship between work and
family or personal life have been proposed, and they represent different perspectives on how we
fill both work and family. Zedeck and Mosier (1990) and O’Driscoll (1996) note that there are
typically five main models used to explain the relationship between work and life outside work.
The segmentation model hypothesizes that work and non-work are two distinct domains of life
that are lived quite separately and have no influence on each other; spillover model hypothesizes
that one world can influence the other in either a positive or negative way; A compensation
model which proposes that what may be lacking in one sphere, in terms of demands or
satisfactions can be made up in the other; Instrumental model whereby activities in one sphere
facilitate success in the other and Conflict model proposes that with high levels of demand in all
spheres of life, some difficult choices have to be made and some conflicts and possibly some
significant overload on an individual occur.Different methodologies were used by the researchers
to examine how increased work overload of layoff survivors relates to their work-life balance
and job and life satisfaction. The study found that employees experience higher levels of
workload which impact overall role overload that negatively affects work-life balance.
(Virick,Lilly,&Casper; 2007) an other survey was conducted to check that happy employees
have a good work life balance stated that flexible working helps to keep the staff motivated
(Pollitt,2008).Employees do influence work-life balance issues in the financial services sector,
and work-life balance initiatives had greater breadth, codification and quality where independent
unions are recognized. In all cases however, the extent of departure from minimal statutory
levels of provision is not great (Hyman, Summers, 2007). In the same way working hours also
affect the work-life balance,Employers are happy with work-life balance as long as the hours
Worked are more productive than has been traditional (McCrindle,2007)A research was
conducted to examine the experience of, and attitudes towards, work/life balance (WLB) by
female and male senior managers in a major Irish organization and the results showed that Both
men and women in senior management recognize that their own careers would be seriously
jeopardized by taking up WLB arrangements.( Drew, Murtagh, 2005).Other studies conducted
by the researchers show that high commitment environment-characterized by high performance
work practices ,intrinsically rewarding jobs, understanding supervisors positively influences
employee’s perceptions that the company is helping them to achieve work life
balance(Guest,2001)
Work holism has recently gained the considerable attention of the researchers. at first it was
considered as a psychological problem but now it has attracted the researchers in
management(Fassel, 1990; Killinger, 1991; Oates, 1971; Schaef & Fassel; 1988). Basic
questions of definition have not been addressed as this topic is in its incubation period and very
less research have been done on it (Scott et al., 1997).work holism is described in many different
ways. Some refer work holism as two distinct behavioral tendencies: a tendency to perform non-
required work activities and tendency to get involved in and attempt to control the work of others
(Mudrack & Naughton, 2001). Spence and Robbins (1992) define the workaholic as a person
who “is highly work involved, feels compelled or driven to work because of inner pressures, and
is low in enjoyment at work”. There are three types of workaholic patterns given by Scott(1997),
compululsive-dependent which are positively related to stress, anxiety, physical and
psychological problems and negatively related to job performance and job and life satisfaction;
achievement oriented, which have positive relation with - c positively related to physical and
psychological health, job and life satisfaction, job performance, low voluntary turnover and pro-
social behaviors; Perfectionist work holism will be positively related to levels of stress, physical
and psychological problems, hostile interpersonal relationships, low job satisfaction, poor
performance and voluntary turnover and absenteeism. Finally, achievement-oriented work
holism will be positively,. Spence and Robbins(1992) propose three workaholic patterns based
on their “workaholic triad” notion which include work involvement, feeling driven to work and
work enjoyment. Two scales has been recently developed by Mudrack and Naughton (2001) to
asses work holism as behavioral tendencies. One scale assessed non required work ; i.e. how
much time and energy individual spend on how to improve their work. The second scale attempt
to asses the tendencies to engage in attempts to control others.There has been great debate
whither work holism has positive or negative organizational consequences (Killinger, 1991;
Machlowitz, 1980). Some writers view it positively from an organizational perspective i.e.
wokaholics are more productive, better committed to their work, have great work involvement
and are better associated with their job(Korn et al., 1987; Machlowitz, 1980; Sprankle and Ebel,
1997; Russo and water, 2006), while other view it negatively, as performance effecting variables
are associated with it like, work-family conflict, job stress, obsessive-compulsive personality and
poor work-life balance(Russo and Water, 2006; Bruke, 2006; mudrack,2004). Some other
variables which are also negatively related to work holism are anxiety, physical and
psychological problems, hostile interpersonal relationships, pro social behaviors(Scott, 1997),
work holism is also referred some time as addiction and depict workaholics as unhappy,
obsessive, tragic figures who were not performing their job well and creating difficulty for others
co workers(Naughton,1987; Oates ,1971). These researches have also shown that demographic
components like age and gender also affect the work holism pattern. Like female workaholic
shows more job stress and anxiety, low level of perfectionism as compared to males, while they
work less hours than males which shows there commitment to home(Naughton,1987;
Oates ,1971).
However, researches have developed theories to explain job satisfaction is:
1. Need fulfillment theories.
2. Expectancy theory.
3. Social information processing theory.
4. Equity theory.
5. Herzberg’s two-factor theory.
Need fulfillment theory. Need fulfillment theories, those of McClelland (1951) and
Maslow (1943) suggest jobs that fulfill psychological needs will be satisfying? These theories
suggest that individuals have different needs that concern self-actualization, achievement,
affiliation, power, and these needs affect how motivated an individual will be to perform a job.
By extension, fulfillment these needs leads to job satisfaction (as cited in Luthans, 1989)
Expectancy theory. The expectancy approach by Vroom (1964) to job satisfaction is an
outgrowth of motivational theory. The expectancy theory holds that job satisfaction is the result
of what workers expect to get for their efforts compared to what they actually get. In the case of
pay, for example, a worker will have some idea of how much effort is required to achieve a
certain level, and if the worker expends that effort, the worker will expect to receive that pay.
Factors relevant to determining level of effort include motivation, the utility of the money, and
even the fairness of the pay administration system (as cited in Weiner, 1980).
James and Jones (1980) and more recently James and Tetrick (1985) suggest that the
relationship between fulfilled expectations and job satisfaction is not linear but reciprocal. In
other words, workers feel general satisfaction about their jobs first, and this general satisfaction
affects their perceptions about elements of the job, which in turn reinforces their general feelings
of satisfaction (as cited in Luthans, 1989).
Social information processing theory. The social information processing approach to job
satisfaction or dissatisfaction results from comparing oneself with other workers. Salancik and
Pfeffer (1977, 1978) suggest that. Specifically some studies suggest that facets of a job are not
nearly as important as perceptions about how a worker is doing in relation to other workers. For
example, a worker who takes a new job will have no basis to gauge his or her satisfaction
without observing similar individuals who are satisfied, or dissatisfied (as cited in Bhatti, 2000).
So there are not characteristics of the job that are inherently pleasing or displeasing. Rather,
pleasing or displeasing are the attributes that are socially constructed. Only through a process of
comparisons can an individual worker know how he or she is doing. The social information
processing approach provides an interesting contrast to the need fulfillment theories of job
satisfaction and motivation rather than coming from within, worker attitudes and behavior are
socially derived. So, social information processing approach infact emphasizes the importance of
social environment in shaping individual behavior (Luthans, 1989).
Equity theory. Equity theory (Adams, 1963) has received more recent attention in the
organizational behavior field. The theory argues that a major input into job performance and job
satisfaction is degree of equity (or in equity) that people perceive in their work situation. Inequity
occurs when a person perceives that the ratio of his or her outcomes to inputs and the ratio of a
relevant other’s outcomes to inputs are unequal. Schematically,
THEORETICAL FRAMEWORK
The dependent variable is job satisfaction, which is variable of primary interest, in which
variance is attempted to be explained by the two independent variables, work holism and work
life balance. The two independent variables are directly related with the dependent variable i.e.
job satisfaction. While the two independent variables, work holism and work-life balance are
also related to each other. Job satisfaction and work-life balance are positively related to each
other and there relationship is established in the past researches. It is found that those employees
which maintain balance in their work and family life has lesser degree of work family conflict
and thus feel more satisfied with their job. While those employees with disrupted work-life
balance are dissatisfied with their job. It shows that work-life balance directly effect the level of
job satisfaction in employees. Also, job satisfaction is negatively related to work holism. Those
employees who show compulsive-dependent and perfectionist workaholic behavior exhibit low
level of job satisfaction.
Work-balance and work holism are also negatively related to each other. Past exploratory
researches have found that employees with workaholic behaviors are low in work-life balance.
These employees have greater role conflict and their work-family balance is disrupted. These
relationships are diagrammed in following figure.
SCHEMATIC DIAGRAM
INDEPENDENT VARIABLES
WORKHOLISM
Job stressWork family conflictAnxietyDemographicsAge
gender
WORK-LIFE BALANCE
No. of working hoursJob independenceSocial relationshipsFamilyGenderPersonalityWork family boundaries
JOB SATISFACTION
DEPENDENT VARIABLE
Hypotheses
Following hypotheses were formulated to achieve the above-mentioned objectives:
If there is a balance in work life, job satisfaction will increase.
o If there is no balance in work life, job satisfaction will decrease.
o If work holism is increased, job satisfaction will decrease.
Sample.
The sample of the study comprised 35 employees working in different banks, from both private
and public sectors in Rawalpindi and Islamabad. These include, KASAB Bank Rawalpindi,
Habib Bank Rawalpindi, Bank Alfalah Islamabad, NIB Bank Islamabad, Mezan Bank
Islamabad. Age range of the sample was 20 to above 50. Both married and unmarried employees
were included in the sample. The method for sampling procedure is probability sampling in
which area sampling is used as the sample frame i.e. update list of employees in bank is not
available. The banks of Rawalpindi and Islamabad were divided into geographic clusters from
which sample was collected.
Instruments
The instrument used in the study consist of 45 items which is a five pointed scale
measuring responses from strongly disagree to strongly agree. the overall reliability of the scale
is 0.71,each dimension is measured by five items. The Job Satisfaction Scale developed by
Wysocki and Kromm (1986) was used in the present study to measure the feeling of employees
about their jobs and its various aspects. JSS is a semantic measure of the attitudes of individuals
towards various facts of the job, the nature of work, colleagues or coworkers, and promotions.
The scale can be scored for each dimension as well as for the overall job satisfaction. The earlier
studies have also found the scale as reliable to be used in Pakistan. The alpha reliability of the
scale is 0.76.The scale to measure employees’ perceptions about maintaining Work life Balance
(WLBS) was developed exclusively for this study. It contains 15 items, five items each for
measuring work involvement, organizational support and work conflict. the alpha reliability of
the scale is 0.71, while the scale for measuring work holism in employees is also developed for
the study. It measures work enjoyment, feeling driven to work and work involvement. It contains
15 items, five items for each dimension. Two statements were inverse coded and the alpha
reliability of the scale is 0.61.
Procedure
The employees from the KASAB Bank Rawalpindi, Allied BANK Islamabad, Habib Bank
ltd. were approached personally. While employees in other banks were approached individually
at their offices. They were briefed about the nature of the research being carried out. Subjects
were assured about the confidentiality of their responses. The questionnaires were handed over to
them and they were requested to fill the questionnaires after reading the instructions.
After the completion of data collection, the scores were calculated and statistical analysis
was carried out for testing the hypotheses
ANALYSIS AND RESULTS
To test the formulated hypotheses relevant statistical analysis was carried out. Following are the
results of the study.
Reliability of Job Satisfaction
N %Cases Valid 29 100.0
Excluded(a)
0 .0
Total 29 100.0
Intercorelation Matrix
Correlations
1 .167 .545**
.387 .002
29 29 29
.167 1 .352
.387 .061
29 29 29
.545** .352 1
.002 .061
29 29 29
Pearson Correlation
Sig. (2-tailed)
N
Pearson Correlation
Sig. (2-tailed)
N
Pearson Correlation
Sig. (2-tailed)
N
workwholesum
worklifebalance
jobsatisfaction
workwholesum
worklifebalance
jobsatisfaction
Correlation is significant at the 0.01 level (2-tailed).**.
Cronbach's Alpha N of Items
.643 38
Sum of
Squares df Mean Square F Sig.workwholesum Between Groups 196.961 12 16.413 3.288 .014
Within Groups 79.867 16 4.992
Total 276.828 28worklifebalance Between Groups 944.741 12 78.728 3.259 .015
Within Groups 386.500 16 24.156Total 1331.241 28
Age
23 65.7 65.7 65.7
12 34.3 34.3 100.0
35 100.0 100.0
20-35
36-50
Total
Valid
Frequency Percent Valid PercentCumulative
Percent
Gender
22 62.9 62.9 62.9
13 37.1 37.1 100.0
35 100.0 100.0
1.00
2.00
Total
Valid
Frequency Percent Valid PercentCumulative
Percent
Marital
20 57.1 57.1 57.1
15 42.9 42.9 100.0
35 100.0 100.0
1.00
2.00
Total
Valid
Frequency Percent Valid PercentCumulative
Percent
workwholsum
2 5.7 5.7 5.7
1 2.9 2.9 8.6
5 14.3 14.3 22.9
4 11.4 11.4 34.3
1 2.9 2.9 37.1
3 8.6 8.6 45.7
6 17.1 17.1 62.9
2 5.7 5.7 68.6
6 17.1 17.1 85.7
2 5.7 5.7 91.4
2 5.7 5.7 97.1
1 2.9 2.9 100.0
35 100.0 100.0
24.00
25.00
26.00
27.00
28.00
29.00
30.00
31.00
32.00
33.00
34.00
35.00
Total
Valid
Frequency Percent Valid PercentCumulative
Percent
Worklifebalance
3 8.6 8.6 8.6
2 5.7 5.7 14.3
1 2.9 2.9 17.1
2 5.7 5.7 22.9
1 2.9 2.9 25.7
1 2.9 2.9 28.6
3 8.6 8.6 37.1
2 5.7 5.7 42.9
2 5.7 5.7 48.6
5 14.3 14.3 62.9
2 5.7 5.7 68.6
3 8.6 8.6 77.1
3 8.6 8.6 85.7
2 5.7 5.7 91.4
1 2.9 2.9 94.3
1 2.9 2.9 97.1
1 2.9 2.9 100.0
35 100.0 100.0
34.00
35.00
36.00
37.00
38.00
40.00
41.00
43.00
44.00
45.00
46.00
47.00
48.00
52.00
55.00
56.00
63.00
Total
Valid
Frequency Percent Valid PercentCumulative
Percent
jobsatisfication
2 5.7 5.7 5.7
1 2.9 2.9 8.6
5 14.3 14.3 22.9
2 5.7 5.7 28.6
3 8.6 8.6 37.1
1 2.9 2.9 40.0
4 11.4 11.4 51.4
6 17.1 17.1 68.6
5 14.3 14.3 82.9
2 5.7 5.7 88.6
2 5.7 5.7 94.3
2 5.7 5.7 100.0
35 100.0 100.0
30.00
31.00
32.00
33.00
34.00
35.00
37.00
39.00
42.00
43.00
44.00
45.00
Total
Valid
Frequency Percent Valid PercentCumulative
Percent
DISCUSSION
The present study aimed at exploring the level of job satisfaction in workaholic employees and
role of work life balance in it. Job Satisfaction Scale developed by Wysocki and Kromm (1986)
was used as a measure of job satisfaction in employees’ work life balance scale and work holism
scale was developed for the present study to measure the perception of work life balance and
work holism in employees.
The findings of the study revealed that there is a weak relationship between job
satisfaction and work life balance among employees. The results are supported by the study
conducted by Hodges, Hersher and Lopez (2002) and suggested that the ability of employees to
balance their career and family obligations was important in evaluating their job satisfaction.
This is also proved by the fact that in Pakistan people consider it to be low to remain idle and job
less that’s why all those who are on job try their best to get a balance between their work and
family and endeavor to be satisfied.
The hypothesis that there is a weak relationship between job satisfaction and work holism is
accepted on the basis of results. Past research by Burke and MacDermid (2000) also support the
study that employees who are more satisfied with their job need not to be more workaholic.
Moreover the employees which score high on work holism score low on work-life balance is also
evident because such employees are excessively involved in work and face family conflicts.
Results of the study indicate that there were significant gender differences in the perception of
work life balance among men and women. This finding is consistent with the research literature
such as reported by Martins, Eddleston, and Veiga (2002) that women are more conflicted and
perceive less work life balance in their careers than men (as cited in Hill, Sanders, & Wilson,
2000). According to Beaujot and Liu (2005); Goldscheider and Waite (1991) and Kempeneers
(1992) women experience more work life imbalance between their paid and family roles as
compared to men (as cited in Hunsly, 2006). Whereas there are several studies showing no
significant gender differences in the perception of work life balance among employees (Hammer
& Neal 2001 as cited in Smith, 2002), but still in studies where there were differences, men score
higher on work life balance scale as compared to women.
The results of the study indicate that males are more workaholic as compared to women. Since
the role of males in Pakistani society is considered to be bread winning only while female
employees have the dual responsibility of raising children, looking after family and have job
responsibilities too. That is why men enjoy and concentrate more on work than the female
employees.
The results of the study indicate no significant gender differences in the job satisfaction of
employees. Rohrbeck (1988) suggest that gender did not have a direct impact on job satisfaction.
Furthermore, the results of the study indicate that there are no significant differences in the
perception of work life balance in older and younger employees.
It was hypothesized that unmarried employees perceive more work life balance and are more
satisfied with their jobs as compared to married employees. Study results show that there is
significant difference in married and unmarried employees on work life balance and job
satisfaction. The apparent reason for this might be the economic pressure on individual level as
well as at family level to be productive and in responding to the demands of the time and
unmarried employees have to work for their families. In Pakistan collectivistic culture prevails
where married employees have to work for their families. Therefore married employees have
differences on work life balance and job satisfaction.
Lastly the results show that the unmarried employees are more workaholic than married. Past
researches also show that those employees which do not have family responsibility focus more
on their work (Bruke,2000). These results also exhibit the perception in Pakistani society as this
is general norm in family system especially for males that proper and stable career is required
before starting the marital life and unmarried employees have more time to focus on work and
show more enthusiasm for career building.
Limitations
Although the present study helped in studying the job satisfaction, work-life balance and
work holism among banking employees, and majority of hypotheses in the study have been
accepted however, researcher underwent a number of difficulties and impediments during the
research and some limitations of the study need to be noted to help put the findings in a larger
context.
The data collection process created a total chaos, as sample included employees from public and
private sector banks, but the researcher feel that private sector employees were hesitant and
offending in providing information. This impediment was somehow minimized by briefing
employees in detail about research and its purpose and giving them repeated instructions, still
researcher sense that such factors as social desirability and not revealing true responses might
affect results. Moreover the sample size was very small due to the short span of time in which it
was collected, so it effect the measurement and results cannot be generalized to the whole
population.
As job designation is an important aspect in employees work life and has impact on employees’
capability of maintaining work life balance especially in workaholic employees, but it was not
taken into account in the study because of time factor.
Another limitation of the current study is that it was primarily a correlation study. This
limitation only allows for associations to be made between the variables. Additionally,
directionality would have been of value in determining which behaviors elicited the others.
it is not clear the extent to which these findings would generalize to other occupational groups in
other countries.
Finally, it is obvious that child care issues and related factors must be considered in measuring
work life balance in married employees, but due to time inadequacy these variables were not
included in the study.
Suggestions
1. The present study provides an insight into job satisfaction and its relationship with work-
life balance among employees, still there is room for further exploration of child care
issues, as number of children and their respective ages have impact on maintaining work
life balance among married employees.
2. Although, the total sample was 35 however the generalizability of the results can be
enhanced if the sample size would be increased.
3. There is more scope for new dimensions and items in the newly developed Work Life
Balance Scale and work holism scale.
4. The study can also be done keeping in view the job designation of employees.
5. further research can also explore the satisfaction level in workholics with respective of
their job timings and duration and then the effect on work-life balance
6. Finally, Organizational Psychologists must take work life balance into account of
workaholic employees for designing employee’s assistance programs
Conclusion
An attempt was made to study job satisfaction work holism and work-life balance among
banking employees. Work life balance and work holism are relatively new phenomenon in the
field of industrial organizational psychology. Maintaining a balance between one’s personal and
work life is subjective, moreover satisfying the intrinsic need to work is also important for those
who exhibit such work behavior patterns which results into more generalized outcome of job
satisfaction and overall life satisfaction. It is not a physical construct that once balance is
achieved it is forever rather it is a continuous process and employees have to deal with this
juggling act on daily basis. Sometimes family/personal life interferes with work life and at other
times work interferes in family/personal life, but it is employee own subjective way to deal with
both dimensions of life to create a balance every time but once balance is maintained it give
employees a satisfaction with job. Satisfied work force definitely leads to an effective
organization. Organizational psychologists and more specifically organizations must consider
work life balance issues of workaholic employees in defining strategies to make their employees
satisfied with their jobs.
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