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This chapter explores data analysis and interpretation. It explains the profile of the
women employees working in both urban and rural area banks. It identifies important aspects of
factors of life-work balance and work-life balance of women employees both in urban and rural
area banks. Influence of demographics on factors of life-work balance and work-life balance of
women employees working in banking sector in urban and rural areas are examined. Association
between personal life satisfactions with factors of life-work balance is enumerated. Relationship
between work-life satisfactions with factors of work-life balance are established in this chapter. It
also identifies the predictor variables for personal life and work life satisfaction of women
employees working in banking sector in both urban and rural areas. A Model has been proposed
for the work-life satisfaction of women employees working in banking sector.
The information about the background of 600 women employees from selected banks
both in urban and rural areas is explored. A detailed questionnaire was prepared to collect the
required information from the bank employees.
54
4.1 PROFILE OF WOMEN EMPLOYEES WORKING IN BANKING SECTOR
Women employees working in banking sector from urban and rural areas are selected for
the study. Women employees are grouped under four categories according to their designations
as Officers, Deputy/Assistant Managers, Managers and Chief Managers. Table 4.1 gives the
designations of women employees against their bank locations.
Table 4.1
Designation of women employees
Officer 66 66 132
22.0% 22.0% 22.0%
Deputy/Assistant 115 107 222
Designation Manager 38.3% 35.7% 37.0%
Manager 83 87 170
27.7% 29.0% 28.3%
Chief Manager 36 40 76
12.0% 13.3% 12.7%
Total 300 300 600
100.0% 100.0% 100.0%
Source: Primary data
It is seen from the table 4.1 that the most of the women employees working in banks are
working as Deputy/Assistant manager (37.0 percent). This is more evident in urban (38.3
percent) as compared to rural areas (35.7 percent). The next significant designation group is
Managers in the study area (28.3 percent). Officers constitute 22.0 percent and those who are
designated as Chief Managers constituted 12.7 percent in the study area. It is also seen from the
table 4.1 that most of the employees in urban area were found to be Deputy/Assistant managers
(38.3 percent), 27.7 percent of the selected women employees are Managers, 22.0 percent
employees are Officers and 12.0 percent of the employees are Chief Managers. In rural area, 35.7
percent of the employees are Deputy/Assistant Managers, 29.0 percent of the employees are
55
Managers, 22.0 percent of the employees are Officer and 13.3 percent of the employees are Chief
Managers. This shows that most of the women employees (37.0 %) working in banking sector
are Deputy/Assistant Managers.
Women employees working in banking sector from urban and rural areas are selected for
the study. Women employees are grouped under four categories according to their years of
services as less than 1 year, 1-10 years, 11-20 years and above 20 years. Table 4.2 gives the
details of services of women employees against their bank locations.
Table 4.2
Service of women employees
It is observed from the table 4.2 that most of the employees have rendered their services
between 1-10 years in urban and rural areas (35.7 percent). This is more evident in urban (36.7
percent) as compared to rural areas (34.7 percent). 32.0 percent of the women employees have
completed their services from 11 to 20 years in the study area. Employees having service of less
than 1 year have constituted 21.2 percent and those who have rendered service above 20 years
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have constituted 11.2 percent in the study area. It is also seen from the table 4.2 that most of the
employees in urban area were found to be either 1 10 years or 11 20 years of service. 36.7
percent of the employees rendered 1 10 years, 31.0 percent of the selected employees rendered
11 20 years of service, 20.3 percent employees are having less than 1 year and 12.0 percent of
the employees were finished above 20 years of service. In rural area, 34.7 percent of the
employees have rendered 1 10 years of service, 33.0 percent of the selected employees have
rendered 11 20 years of service, 22.0 percent employees have finished less than 1 year of
service and 10.3 percent of the employees have finished above 20 years of service. This shows
that most of the women employees (35.7 %) have rendered their services between 1-10 years.
Women employees working in banking sector from urban and rural areas are selected for
the study. Women employees are grouped under four categories according to their monthly
salaries as less than Rs.20,000, Rs.20,001-Rs.30,000, Rs.30,001-Rs.40,000 and above Rs.40,000.
Table 4.3 gives the details of monthly salary of women employees against their bank locations.
Table 4.3
Monthly salary of Bank employees
57
It is seen from the table 4.3 that majority of the women employees monthly salary in
banks in rural and urban areas was Rs.20, 001 Rs.30, 000 in (39.3 percent). This is more
evident in urban areas (40.0 percent) as compared to rural areas (38.7 percent). The next
significant monthly salary group is Rs.30, 001 Rs.40, 000 in the study area (27.2 percent).
Employees having monthly salary of less than Rs.20, 000 constitute 21.7 percent and those who
are having monthly salary of above Rs.40, 000 constituted 11.8 percent in the study area. It is
also seen from the table 4.3, most of the employees in urban area were found to be either
Rs.20,001 Rs.30,000 or Rs.30,001 Rs.40,000 earning as monthly salary. 40.0 percent of the
employees are earning Rs.20,001 Rs.30,000, 27.3 percent of the selected employees are
earning Rs.30,001 Rs.40,000, 21.3 percent employees are earning less than Rs.20,001 and 11.3
percent of the employees are earning above Rs.40,000 as monthly salary. In rural area, 38.7
percent of the employees are earning Rs.20,001 Rs.30,000, 27.0 percent of the selected
employees are earning Rs.30,001 Rs.40,000, 22.0 percent employees are earning less than
Rs.20,000 and 12.3 percent of the employees are earning above Rs.40,000 as monthly salary.
This shows that majority of the women employees monthly salary (39.3%) is between Rs.20,
001 and Rs.30, 000.
Women employees working in banking sector from urban and rural areas are selected for
the study. Women employees are grouped under two categories according to their marital status
as single and married. Table 4.4 gives the details of marital status of women employees against
their bank locations.
58
Table 4.4
Marital status of Bank employees
Single 69 73 142
Marital 23.0% 24.3% 23.7%
status Married 231 227 458
77.0% 75.7% 76.3%
Total 300 300 600
100.0% 100.0% 100.0%
Source: Primary data
From the table 4.4, most of the women employees working in banks in rural and urban
areas were married (76.3 percent). This is more evident in urban (77.0 percent) as compared to
rural areas (75.7 percent). Employees having marital status as single are 23.7 percent. It is also
seen from the table 4.4, most of the employees in urban area 77.0 percent of the employees were
married and 23.0 percent of the employees are living as single. In rural area, 75.7 percent of the
employees were married and 24.3 percent of the employees are living as single. This shows that
majority of the women employees (76.3%) working in banking sector was married.
Women employees working in banking sector from urban and rural areas are selected for
the study. Women employees are grouped under four categories according to their number of
children as nil, only one child, two children and more than two children. Table 4.5 gives the
details of number of children of women employees against their bank locations.
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Table 4.5
Number of Children of Bank employees
Urban Rural Total
Nil 38 39 77
12.7% 13.0% 12.8%
Only one child 146 141 287
Number of 48.7% 47.0% 47.8%
Children Two children 115 117 232
38.3% 39.0% 38.7%
More than two 1 3 4
children 0.3% 1.0% 0.7%
Total 300 300 600
100.0% 100.0% 100.0%
Source: Primary data
Table 4.5 shows the details of number of children of bank employees. Most of the women
employees working in rural and urban areas are having only one child (47.8 percent). This is
more evident in urban (48.7 percent) as compared to rural areas (47.0 percent). The next
significant group is women employees with two children in the study area (38.7 percent).
Employees who dont have children are 12.8 percent and those who are having more than two
children constituted 0.7 percent in the study area. It is also seen from the table 4.5; most of the
employees in urban area were found to be having either one or two children. 48.7 percent of the
employees are having only one child, 38.3 percent of the selected employees are having two
children, 12.7 percent employees dont have any issues and 0.3 percent of the employees are
having more than two children. In rural area, 47.0 percent of the employees are having only one
child, 39.0 percent of the selected employees are having up to 2 children, 13.0 percent employees
dont have any issues and 1.0 percent of the employees are having more than two children. This
shows that majority of women employees (47.8) working in banking sector is having one child.
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4.1.6 Family size of women employees
Women employees working in banking sector from urban and rural areas are selected for
the study. Women employees are grouped under three categories according to their family sizes
as up to 3 members, 3-5 members and above 5 members. Table 4.6 gives the details of family
size of women employees against their bank locations.
Table 4.6
Family size of women employees
It is seen from the table 4.6, major item of employees family size observed among the
women employees in banking in rural and urban areas were 3 5 members (41.2 percent). This
is more evident in urban (42.3 percent) as compared to rural areas (40.0 percent). The next
significant family size group is up to 3 members in the study area (35.8 percent) and with family
size of above 5 members in the study area (23.0 percent). It is also seen from the table 4.6, most
of the employees in urban area were found to be either having 3 5 members or up to 3 members
in their family. 42.3 percent of the employees are having family size of 3 5 members, 39.7
percent of the employees are having family size of up to 3 members, and 18.0 percent of the
employees are having family size of above 5 members. In rural area, 40.0 percent of the
employees are having family size of 3 5 members, 32.0 percent of the employees are having
family size of up to 3 members, and 28.0 percent of the employees are having family size of
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above 5 members. This shows that majority of the women employees (41.2%) family sizes are
between 3-5 members.
Women employees working in banking sector from urban and rural areas are selected for
the study. Women employees are grouped under three categories according to their dependents as
up to 1 member, 2 members and more than 2 members. Table 4.7 gives the details of number of
dependents of women employees against their bank locations.
Table 4.7
Dependents of women employees
It is seen from the table 4.7; the major item of employees dependents observed among
the women employees in banking in rural and urban areas was up to 1 member (39.3 percent).
This is more evident in urban (46.7 percent) as compared to rural areas (32.0 percent). The next
significant number of dependent group is up to 3 members in the study area (35.8 percent) and
with number of dependents of more than 2 in the study area (24.8 percent). It is also seen from
the table 4.7, most of the employees in urban area were found to be either having up to 1 or 2
dependents. 46.7 percent of the employees are having dependent up to 1 member, 34.7 percent of
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the employees are having dependent up to 2 members, and 18.7 percent of the employees are
having dependent of more than 2. In rural area, 37.0 percent of the employees are having
dependent of up to 2 members, 32.0 percent of the employees are having dependent of up to 1
member, and 31.00 percent of the employees are having dependent of more than 2 members.
This shows that most of the women employees (39.3 %) working in banking sector are having up
to one dependent.
Women employees working in banking sector from urban and rural areas are selected for
the study. Women employees are grouped according to their banks which they work. Table 4.8
gives the details of banks of women employees against their bank locations.
Table 4.8
Banks of women employees
63
It is inferred from the table 4.8 that majority of the employees working in banks in rural
and urban areas are Indian bank and State bank of India (19.2 percent). This is more evident in
urban (23.3 percent) as compared to rural areas (15.0 percent). The next significant bank group is
Indian overseas bank in the study area (18.2 percent), employees working in Axis banks (15.2
percent), employees working in ICICI bank (15.0 percent) and employees working in HDFC is
(13.3 percent). It is also seen from the table 4.8 that most of the employees in urban area were
found to be either working in Indian bank or State bank of India. 23.3 percent of the employees
are working in Indian bank, 23.3 percent of the employees are working in State bank of India,
21.3 percent of the employees are working in Indian overseas bank, 11.7 percent of the
employees are working in HDFC bank, 10.3 percent of the employees are working in axis bank
and 10.0 percent of the employees are working in ICICI bank. In rural area, 20.0 percent of the
employees are working in ICICI bank, 20.0 percent of the employees are working in Axis bank,
15.0 percent of the employees are working in Indian bank, 15.0 percent of the employees are
working in State bank of India, 15.0 percent of the employees are working in Indian overseas
bank and 15.0 percent of the employees are working in HDFC bank.
Women employees working in banking sector from urban and rural areas are selected for
the study. Women employees are grouped under two categories nationalized banks and private
banks. Table 4.9 gives the details of types of banks of women employees against their bank
locations.
64
Table 4.9
Type of banks of women employees
It is observed from the table 4.9 that women employees working in nationalized banks in
rural and urban area constitutes 56.5 percent. This is more evident in urban (68.0 percent) as
compared to rural areas (45.0 percent). Employees working in private banks are 43.5 percent. It
is also seen from the table 4.9 that 68.0 percent employees working in urban area are working in
Nationalised banks and 32.0 percent of the employees are working in Private Banks in urban
areas. In rural area, 55.0 percent of the employees are working in Private Banks and 45.0 percent
of the employees are working in Nationalised banks. This shows that majority of the women
employees (56.5 %) are working in Nationalised banks.
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4.2 CONFIRMATORY FACTOR ANALYSIS FOR FACTORS OF LIFE-WORK AND
WORK-LIFE BALANCE
Confirmatory factor analysis was performed for factors of Life-Work balance and Work-
Life balance of women employees working in banking sector by using Analysis of moment
structure (AMOS 16.1) to verify factor structure of the variables. The Goodness of fit index
ranges between 0 to 1 and closer to one point to a perfect fit model (Joreskog & Sorbom, 1984).
Root-Mean square error approximation (RMSEA) ranges from 0 to 1 with a smaller value
indicating a better model (Browne&Cudeek 1993). Expected Cross Validation Index (ECVI) is
an estimate of how well the result obtained from one sample can be generalized to other samples.
This measure always remains positive and closer to zero indicating a better model
(Browne&Cudeek 1993). Chi square is sensitive to larger sample size and power of the test.
Therefore it is suggested the use of ratio of Chi square to degree of freedom. Carmines&
Mclver(1981) suggest that 2 to 1 or 3to 1 is indicative of acceptable model between hypothetical
model and sample data. Ratio approximately five or less is considered to be reasonable
(Wheaton, Muthen, Alwin & Summers 1977). The results of Confirmatory factor analysis carried
out for above said factors are displayed in the table 4.10
Table 4.10
Confirmatory factor analysis for factors of Life-Work and Work-Life balance
66
The GFI for Family support is .901 and the AGFI value is .884, indicating a reasonably
good fit, the RMSEA value is .078 which is within the range, indicating a better model fit, the
ECVI value is 2.748, which is positive and within the limit, the Chi-square ratio value of this
model is 3.236 indicating reasonably good fit. (Refer Figure 4.16.2)
The GFI value for Child Care/ Dependent care is .889 and AGFI value is .864, indicating
good fit, RMSEA value is .096 a smaller value indicating a better model and ECVI is 2.349,
which are within the acceptable range indicating a better model fit, the Chi-square ratio value
4.555 indicating reasonably good fit. (Refer Figure 4.16.3)
The GFI value for Self Management is .901 and AGFI value is .884, indicating good fit,
RMSEA value is .083, a smaller value indicating a better model and ECVI is 1.083, which is
positive and closer to zero indicating a better model, the Chi-square ratio value is 4.712
indicating reasonably good fit. (Refer Figure 4.16.4)
The GFI for Work life balance policies is .891 and the AGFI value is .876, indicating a
reasonably good fit, the RMSEA value is .084 which is within the range, indicating a better
model fit, the ECVI value is 1.258, which is positive and within the limit, the Chi-square ratio
value of this model is 3.578 indicating reasonably good fit. (Refer Figure 4.16.5)
The GFI value for Work support is .921 and AGFI value is .904, indicating good fit,
RMSEA value is .091 a smaller value indicating a better model and ECVI is 1.365, which are
within the acceptable range indicating a better model fit, the Chi-square ratio value is 4.152
indicating reasonably good fit. (Refer Figure 4.16.6)
The GFI value for Work load is .909 and AGFI value is .888, indicating good fit, RMSEA
value is .102, a smaller value indicating a better model and ECVI is 1.415, which is positive and
closer to zero indicating a better model, the Chi-square ratio value is 2.258 indicating reasonably
good fit. (Refer Figure 4.16.7)
67
The GFI value for Financial assistance is .910 and AGFI value is .876, indicating good
fit, RMSEA value is .095, a smaller value indicating a better model and ECVI is 1.258, which is
positive and closer to zero indicating a better model, the Chi-square ratio value is 2.859
indicating reasonably good fit. (Refer Figure 4.16.8)
4.3.1 Important aspects of support given by the family to the women employees working in
banks in urban areas
Test for significance of various aspects of support given by the family to the women
employees working in urban area banks. Friedmans test for k-related samples was applied to
study the relationships between various aspects of support given by the family to the women
employees working in urban area banks.
Null hypothesis H01(a): All the aspects of support given by the family to the women
employees working in urban areas carry equal importance.
68
Table 4.11
Support given by the family to the women employees working in banks in urban areas
The results in the table 4.11 show that the null hypothesis H 0 1(a) is rejected at 1% level.
All the aspects of support given by the family to the women employees working in urban areas
do not carry equal importance.
Further the mean ranks in the table 4.11 shows clearly that Purchasing vegetables
purchased by me or by my spouse, Cutting vegetables in the evening and Maintaining
kitchen clean are the important aspects of support given by the family and Spouse equally
69
concentrates on children studies, Cup of coffee/tea at least once in a day and Tasty food with
family once in a day carries least importance in support given by the family to the women
employees working in urban area banks.
Null hypothesis H01(b): All the aspects of Child care/Dependent care of women employees
working in urban areas carries equal importance.
Table 4.12
Child care/Dependent care of women employees working in banks in urban areas
The result in the table 4.12 shows that the null hypothesis H 0 1(b) is rejected at 1% level.
All the aspects of Child care/Dependent care of women employees working in urban areas do not
carry equal importance. This shows that all the aspects under Child care/Dependent care do not
70
play equal role.
Further the mean ranks in the table 4.12 shows clearly that Taking leave to give attention
to dependent and Taking leave when the child is ill are the important aspects of
Child care/Dependent care and Taking care of aged parents and Chat and play with kids
carries least importance in Child care/Dependent care of women employees working in urban
area banks.
Null hypothesis H01(c): All the aspects of Self management of women employees working in
urban areas carry equal importance.
Table 4.13
Self-Management of women employees working in banks in urban areas
71
The result in the table 4.13 shows that the null hypothesis H0 1(c) is rejected at 5% level.
All the aspects of Self management of women employees working in urban areas do not carry
equal importance.
Further the mean ranks in the table 4.13 shows clearly that Spend time for self
development and Sufficient time to take care of myself are the important aspects of Self-
Management and Engage in my leisure activities and Do prayer either in the
morning/evening carries least importance in Self-Management of women employees working in
urban area banks.
4.4.1 Important aspects of support given by the family to the women employees working in
banks in rural areas
Test for significance of various aspects of support given by the family to the women
employees working in rural area banks. Friedmans test for k-related samples was applied to
study the relationships between various aspects of support given by the family to the women
employees working in rural area banks.
Null hypothesis H02(a): All the aspects of support given by the family to the women
employees working in rural areas carry equal importance.
72
Table 4.14
Support given by the family to the women employees working in banks in rural areas
The result in the table 4.14 shows that the null hypothesis H0 2(a) is rejected at 1% level.
All the aspects of support given by the family to the women employees working in rural areas do
not carry equal importance.
Further the mean ranks in the table 4.14 shows clearly that Purchasing vegetables
purchased by me or by my spouse, Spouse shares household activities and Cutting
vegetables in the evening are the important aspects of support given by the family and Spouse
equally concentrates on children studies, Support from paid main for cleaning vessels and
73
Spouse pays school fees to my kids carries least importance in support given by the family to
the women employees working in rural area banks.
Null hypothesis H02(b): All the aspects of Child care/Dependent care of women employees
working in rural areas carries equal importance.
Table 4.15
Child care/Dependent care of women employees working in banks in rural areas
The result in the table 4.15 shows that the null hypothesis H 0 2(b) is accepted at 5% level.
All the aspects of Child care/Dependent care of women employees working in rural areas carry
equal importance. This shows that all the aspects under Child care/Dependent care plays equal
role.
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4.4.3 Important aspects of Self management of women employees working in banks in rural
areas
Null hypothesis H02(c): All the aspects of Self management of women employees working in
rural areas carry equal importance.
Table 4.16
Self management of women employees working in banks in rural areas
The result in the table 4.16 shows that the null hypothesis H0 2(c) is rejected at 5% level.
All the aspects of Self management of women employees working in rural areas do not carry
equal importance.
Further the mean ranks in the table 4.16 shows clearly that Enough time to think, plan
for daily activities and Sufficient time to relax myself are the important aspects of Self-
Management and Do prayer either in the morning/evening and Engage in my leisure
activities carries least importance in Self-Management of women employees working in rural
area banks.
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4.5 IMPORTANT ASPECTS OF WORK - LIFE BALANCE IN URBAN AREAS
Null hypothesis H03(a): All the aspects of Work-Life balance policies of women employees
working in urban areas carries equal importance.
Table 4.17
Work-Life balance policies of women employees working in urban area banks
The result in the table 4.17 shows that the null hypothesis H0 3(a) is rejected at 1% level.
All the aspects of Work-Life balance policies of women employees working in urban areas do
not carry equal importance.
Further the mean ranks in the table 4.17 shows clearly that All the employees are aware
of WLB policies and Specific WLB has been established are the important aspects of Work-
Life balance policies and Organization provide family-friendly policies and Various
76
programmes offered by organization carries least importance in Work-Life balance policies of
women employees working in urban area banks.
4.5.2 Important aspects of Workplace Support got by the women employees working in
banks in urban areas
Test for significance of various aspects of Workplace Support got by the women
employees working in urban area banks. Friedmans test for k-related samples was applied to
study the relationships between various aspects of Workplace Support got by the women
employees working in urban area banks.
Null hypothesis H03(b): All the aspects of Workplace Support got by the women employees
working in urban areas carries equal importance.
Table 4.18
Workplace Support got by the women employees working in banks in urban areas
77
The result in the table 4.18 shows that the null hypothesis H 0 3(b) is rejected at 1% level.
All the aspects of Workplace Support got by the women employees working in urban areas do
not carry equal importance.
Further the mean ranks in the table 4.18 shows clearly that My attention for urgent
family or personal issues, I receive good quality of supervision and Good understanding
with my team members are the important aspects of Workplace Support and High degree of
respect & fair treatment from my boss, Encouragement to take own decisions and Open
discussion for work life balance with my superior carries least importance in Workplace
Support got by the women employees working in urban area banks.
4.5.3 Important aspects of Work load faced by the women employees working in banks in
urban areas
Test for significance of various aspects of Work load faced by the women employees
working in urban area banks. Friedmans test for k-related samples was applied to study the
relationships between various aspects of Work load faced by the women employees working in
urban area banks.
Null hypothesis H03(c): All the aspects of Work load faced by the women employees
working in urban areas carries equal importance.
78
Table 4.19
Work load faced by the women employees working in banks in urban areas
The result in the table 4.19 shows that the null hypothesis H0 3(c) is rejected at 5% level.
All the aspects of Work load faced by the women employees working in urban areas do not carry
equal importance.
Further the mean ranks in the table 4.19 shows clearly that My responsibility at work
increases my workload, My job keeps me away from my family too much and I will always
finish my work without pending are the important aspects of work load and I am ready to take
too many tasks at a full stretch, I plan my work and perform orderly without any delay and I
get disturbed when there is delay in completion of work carries least importance in Work load
faced by the women employees working in urban area banks.
79
4.5.4 Important aspects of Financial Assistance offered to the women employees working in
banks in urban areas
Testing the significance of various aspects of Financial Assistance offered to the women
employees working in urban area banks. Friedmans test for k-related samples was applied to
study the relationships between various aspects of Financial Assistance offered to the women
employees working in urban area banks.
Null hypothesis H03(d): All the aspects of Financial Assistance offered to the women
employees working in urban areas carries equal importance.
Table 4.20
Financial Assistance offered to the women employees working in banks in urban areas
The result in the table 4.20 shows that the null hypothesis H 0 3(d) is rejected at 1% level.
All the aspects of Financial Assistance offered to the women employees working in urban areas
do not carry equal importance.
Further the mean ranks in the table 4.20 shows clearly that Organization provides good
compensation for my work and I get stressed often due to my income level are the important
aspects of Financial Assistance and I can assist my family to buy household appliances and
Repayment of loans is easier for me through my good package carries least importance in
Financial Assistance offered to the women employees working in urban area banks.
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4.6 IMPORTANT ASPECTS OF WORK - LIFE BALANCE IN RURAL AREAS
Null hypothesis H04(a): All the aspects of Work-Life balance policies of women employees
working in rural areas carries equal importance.
Table 4.21
Work-Life balance policies of women employees working in rural area banks
The result in the table 4.21 shows that the null hypothesis H0 4(a) is rejected at 1% level.
All the aspects of Work-Life balance policies of women employees working in rural areas do not
carry equal importance.
Further the mean ranks in the table 4.21 shows clearly that Specific WLB has been
established and Employees expected to attend training programmes are the important aspects
of Work-Life balance policies and All the employees are aware of WLB policies and
81
Organization provide family-friendly policies carries least importance in Work-Life balance
policies of women employees working in rural area banks.
4.6.2 Important aspects of Workplace Support got by the women employees working in
banks in rural areas
Test for significance of various aspects of Workplace Support got by the women
employees working in rural area banks. Friedmans test for k-related samples was applied to
study the relationships between various aspects of Workplace Support got by the women
employees working in rural area banks.
Null hypothesis H04(b): All the aspects of Workplace Support got by the women employees
working in rural areas carries equal importance.
Table 4.22
Workplace Support got by the women employees working in banks in rural areas
82
The result in the table 4.22 shows that the null hypothesis H 0 4(b) is rejected at 1% level.
All the aspects of Workplace Support got by the women employees working in rural areas do not
carry equal importance.
Further the mean ranks in the table 4.22 shows clearly that My attention for urgent
family or personal issues, Organization support for both professional & family life and Open
discussion for work life balance with my superior are the important aspects of Workplace
Support and Good understanding with my team members, Superior gives me more guidelines
to perform my job and I receive good quality of supervision carries least importance in
Workplace Support got by the women employees working in rural area banks.
4.6.3 Important aspects of Work load faced by the women employees working in banks in
rural areas
Test for significance of various aspects of Work load faced by the women employees
working in rural area banks. Friedmans test for k-related samples was applied to study the
relationships between various aspects of Work load faced by the women employees working in
rural area banks.
Null hypothesis H04(c): All the aspects of Work load faced by the women employees
working in rural areas carries equal importance.
83
Table 4.23
Work load faced by the women employees working in banks in rural areas
The result in the table 4.23 shows that the null hypothesis H0 4(c) is rejected at 1% level.
All the aspects of Work load faced by the women employees working in rural areas do not carry
equal importance.
Further the mean ranks in the table 4.23 shows clearly that I prepare work schedule to
fulfill my personal commitment, My job keeps me away from my family too much and I will
always finish my work without pending are the important aspects of Work load and I am ready
to take too many tasks at a full stretch, I plan my work and perform orderly without any delay
and I get disturbed when there is delay in completion of work carries least importance in Work
load faced by the women employees working in rural area banks.
84
4.6.4 Important aspects of Financial Assistance offered to the women employees working in
banks in rural areas
Testing the significance of various aspects of Financial Assistance offered to the women
employees working in rural area banks. Friedmans test for k-related samples was applied to
study the relationships between various aspects of Financial Assistance offered to the women
employees working in rural area banks.
Null hypothesis H04(d): All the aspects of Financial Assistance offered to the women
employees working in rural areas carries equal importance.
Table 4.24
Financial Assistance offered to the women employees working in banks in rural areas
The result in the table 4.24 shows that the null hypothesis H 0 4(d) is rejected at 1% level.
All the aspects of Financial Assistance offered to the women employees working in rural areas
do not carry equal importance.
Further the mean ranks in the table 4.24 shows clearly that Organization provides good
compensation for my work and I get stressed often due to my income level are the important
aspects of Financial Assistance and Repayment of loans is easier for me through my good
package and I can assist my family to buy household appliances carries least importance in
Financial Assistance offered to the women employees working in rural area banks.
85
4.7 INFLUENCE OF DEMOGRAPHICS ON FACTORS OF LIFE - WORK BALANCE
OF WOMEN EMPLOYEES WORKING IN BANKS IN URBAN AREA
4.7.1 Testing for significant influence of women employees age on Life-work balance in
the personal environment in banking sector in urban area.
To test the significant influence of women employees age on Life-work balance in the
personal environment (Family support, Child care/Dependent care, Self management, Personal
life expectations and Personal life satisfaction) in banking sector in urban area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees age on Life-work balance in the personal environment in banking sector in urban
area.
H0 5.1: There is no significant influence of women employees age on (a) Family support
(b) Child care/Dependent care (c) Self management (d) Personal life expectations and (e)
Personal life satisfaction.
Table 4.25 shows the analysis of variance for influence of women employees age on
Life-work balance in the personal environment in banking sector in urban area.
86
Table 4.25
ANOVA for influence of women employees age on Life-work balance in urban area
Family support
The obtained 'F' value is 1.111 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees age on family support.
87
Child care/Dependent care
The obtained 'F' value is 2.009 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees age on child care/dependent care.
Therefore, the formulated hypothesis H0 5.1 (b) that there is no significant influence of
women employees age on child care/dependent care is accepted.
Self management
The obtained 'F' value is 1.237 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees age on self management.
Therefore, the formulated hypothesis H0 5.1 (c) that there is no significant influence of
women employees age on self management is accepted.
Therefore, the formulated hypothesis H0 5.1 (d) that there is no significant influence of
women employees age on personal life expectations is accepted.
Therefore, the formulated hypothesis H0 5.1 (e) that there is no significant influence of
women employees age on personal life satisfaction is accepted.
88
4.7.2 Testing for significant influence of women employees designation on Life-work
balance in the personal environment in banking sector in urban area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees designation on Life-work balance in the personal environment in banking sector in
urban area.
Table 4.26 shows the analysis of variance for influence of women employees
designation on Life-work balance in the personal environment in banking sector in urban area.
89
Table 4.26
ANOVA for influence of women employees designation on Life-work balance in
urban area
Family support
The obtained 'F' value is 3.774 and it is significant at 5% level. The value indicates that
there is significant influence of women employees designation on family support.
90
Further, the mean table 4.26 indicates that women employees working as Officers have
scored higher mean value of 89.22 and the lowest mean was scored by the women employees
working as Manager (86.77). This shows that the Officers are having more family support and
Managers are having less family support.
Therefore, the formulated hypothesis H0 5.2 (b) that there is no significant influence of
women employees designation on child care/dependent care is accepted.
Self management
The obtained 'F' value is 1.202 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees designation on self management.
Therefore, the formulated hypothesis H0 5.2 (c) that there is no significant influence of
women employees designation on self management is accepted.
Therefore, the formulated hypothesis H0 5.2 (d) that there is no significant influence of
women employees designation on personal life expectations is accepted.
91
Personal life satisfaction
The obtained 'F' value is 0.156 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees designation on personal life
satisfaction.
Therefore, the formulated hypothesis H0 5.2 (e) that there is no significant influence of
women employees designation on personal life satisfaction is accepted.
4.7.3 Testing for significant influence of women employees service on Life-work balance
in the personal environment in banking sector in urban area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees service on Life-work balance in the personal environment in banking sector in
urban area. The following null hypotheses were framed:
Table 4.27 shows the analysis of variance for influence of women employees service
on Life-work balance in the personal environment in banking sector in urban area.
92
Table 4.27
ANOVA for influence of women employees service on Life-work balance in urban area
Family support
The obtained 'F' value is 1.554 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees service on family support.
93
Child care/Dependent care
The obtained 'F' value is 1.698 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees service on child care/dependent care.
Therefore, the formulated hypothesis H0 5.3 (b) that there is no significant influence of
women employees service on child care/dependent care is accepted.
Self management
The obtained 'F' value is 1.469 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees service on self management.
Therefore, the formulated hypothesis H0 5.3 (c) that there is no significant influence of
women employees service on self management is accepted.
Therefore, the formulated hypothesis H0 5.3 (d) that there is no significant influence of
women employees service on personal life expectations is accepted.
Therefore, the formulated hypothesis H0 5.3 (e) that there is no significant influence of
women employees service on personal life satisfaction is accepted.
94
4.7.4 Testing for significant influence of women employees monthly salary on Life-work
balance in the personal environment in banking sector in urban area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees monthly salary on Life-work balance in the personal environment working in
banking sector in urban area.
Table 4.28 shows the analysis of variance for influence of women employees monthly
salary on Life-work balance in the personal environment in banking sector in urban area.
95
Table 4.28
ANOVA for influence of women employees monthly salary on Life-work balance in
urban area
Family support
The obtained 'F' value is 2.196 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees monthly salary on family support.
96
Child care/Dependent care
The obtained 'F' value is 2.553 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees monthly salary on child
care/dependent care.
Therefore, the formulated hypothesis H0 5.4 (b) that there is no significant influence of
women employees monthly salary on child care/dependent care is accepted.
Self management
The obtained 'F' value is 1.196 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees monthly salary on self management.
Therefore, the formulated hypothesis H0 5.4 (c) that there is no significant influence of
women employees monthly salary on self management is accepted.
Therefore, the formulated hypothesis H0 5.4 (d) that there is no significant influence of
women employees monthly salary on personal life expectations is accepted.
Therefore, the formulated hypothesis H0 5.4 (e) that there is no significant influence of
women employees monthly salary on personal life satisfaction is accepted.
97
4.7.5 Testing for significant influence of women employees marital status on Life-work
balance in the personal environment in banking sector in urban area.
Independent samples t-test was applied to ascertain if there is any significant influence of
women employees marital status on Life-work balance in the personal environment in banking
sector in urban area.
H0 5.5: There is no significant influence of women employees marital status on (a) Family
support (b) Child care/Dependent care (c) Self management (d) Personal life expectations
and (e) Personal life satisfaction.
Table 4.29 shows the t-test for influence of women employees marital status on Life-
work balance in the personal environment in banking sector in urban area.
98
Table 4.29
t-test for influence of women employees marital status on Life-work balance in urban
area
Family support
The obtained 't' value is 2.198 and it is significant at 5% level. The value indicates that
there is significant influence of women employees marital status on family support.
Further, the mean table 4.29 indicates that the women employees living as single have
scored higher mean value of 89.15 than the married women employees (87.64). This shows that
the women employees living as single are getting good family support than the married women
employees.
99
Therefore, the formulated hypothesis H0 5.5 (b) that there is no significant influence of
women employees marital status on child care/dependent care is accepted.
Self management
The obtained 't' value is 2.000 and it is significant at 5% level. The value indicates that
there is significant influence of women employees marital status on self management.
Further, the mean table 4.29 indicates that the married women employees have scored
higher mean value of 28.00 than the women employees living as single (27.39). This shows that
the married women employees are good in self management than the women employees living as
single.
Therefore, the formulated hypothesis H0 5.5 (c) that there is no significant influence of
women employees marital status on self management is rejected.
Further, the mean table 4.29 indicates that married women employees have scored higher
mean value of 79.04 than the women employees living as single (77.97). This shows that the
married women employees Personal life expectations are more as compared with women
employees living as single.
Therefore, the formulated hypothesis H0 5.5 (d) that there is no significant influence of
women employees marital status on personal life expectations is rejected.
100
satisfaction.
Therefore, the formulated hypothesis H0 5.5 (e) that there is no significant influence of
women employees marital status on personal life satisfaction is accepted.
4.7.6 Testing for significant influence of women employees family size on Life-work
balance in the personal environment in banking sector in urban area.
To test the significant influence of women employees family size on Life-work balance
in the personal environment (Family support, Child care/Dependent care, Self management,
Personal life expectations and Personal life satisfaction) in banking sector in urban area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees family size on Life-work balance in the personal environment in banking sector in
urban area.
H0 5.6: There is no significant influence of women employees family size on (a) Family
support (b) Child care/Dependent care (c) Self management (d) Personal life expectations
and (e) Personal life satisfaction.
Table 4.30 shows the analysis of variance for influence of women employees family
size on Life-work balance in the personal environment in banking sector in urban area.
101
Table 4.30
ANOVA for influence of women employees family size on Life-work balance in
urban area
Family support
The obtained 'F' value is 2.107 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees family size on family support.
Therefore, the formulated hypothesis H0 5.6 (b) that there is no significant influence of
102
women employees family size on child care/dependent care is accepted.
Self management
The obtained 'F' value is 2.925 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees family size on self management.
Therefore, the formulated hypothesis H0 5.6 (c) that there is no significant influence of
women employees family size on self management is accepted.
Therefore, the formulated hypothesis H0 5.6 (d) that there is no significant influence of
women employees family size on personal life expectations is accepted.
Therefore, the formulated hypothesis H0 5.6 (e) that there is no significant influence of
women employees family size on personal life satisfaction is accepted.
103
4.7.7 Testing for significant influence of women employees number of dependents on Life-
work balance in the personal environment in banking sector in urban area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees number of dependents on Life-work balance in the personal environment in banking
sector in urban area.
Table 4.31 shows the analysis of variance for influence of women employees number
of dependents on Life-work balance in the personal environment in banking sector in urban
area.
104
Table 4.31
ANOVA for influence of women employees number of dependents on Life-work
balance in urban area
Family support
The obtained 'F' value is 1.286 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees number of dependents on family
support.
105
Further, the mean table 4.31 indicates that the women employees having more than 2
dependents have scored higher mean value of 35.80 and the women employees having only one
dependent (34.92). This shows that the women employees with more than 2 dependents are
concentrating more on child care/dependent care and the women employees with up to one
dependent are concentrating less on child care/dependent care.
Self management
The obtained 'F' value is 0.190 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees number of dependents on self
management.
106
Further, the mean table 4.31 indicates that the women employees having up to one
dependent have scored higher mean value of 72.41 than the women employees having more than
2 dependents (70.82). This shows that the women employees having up to one dependent are
more satisfied in personal life and the women employees having more than 2 dependents are less
satisfied in personal life.
4.7.8 Testing for significant influence of women employees type of bank on Life-work
balance in the personal environment in banking sector in urban area.
Independent samples t-test was applied to ascertain if there is any significant influence of
women employees type of bank on Life-work balance in the personal environment in banking
sector in urban area.
H0 5.8: There is no significant influence of women employees type of bank on (a) Family
support (b) Child care/Dependent care (c) Self management (d) Personal life expectations
and (e) Personal life satisfaction.
Table 4.32 shows the t-test for influence of women employees type of bank on Life-
work balance in the personal environment in banking sector in urban area.
107
Table 4.32
t-test for influence of women employees type of bank on Life-work balance in urban
area
Family support
The obtained 't' value is 2.707 and it is significant at 1% level. The value indicates that
there is significant influence of women employees type of bank on family support.
Further, the mean table 4.32 indicates that women employees working in Nationalised
banks have scored higher mean value of 88.52 than the women employees working in Private
banks (86.85). This shows that the women employees working in Nationalised Banks are getting
good support from their families than the women employees working in Private Banks.
108
Therefore, the formulated hypothesis H0 5.8(b) that there is no significant influence of
women employees type of bank on child care/dependent care is accepted.
Self management
The obtained 't' value is 2.018 and it is significant at 5% level. The value indicates that
there is significant influence of women employees type of bank on self management.
Further, the mean table 4.32 indicates that the women employees working in Private
Banks have scored higher mean value of 28.25 than the women employees working in
Nationalised Banks (27.67). This shows that the women employees working in Private Bank are
good in self management as compared with the women employees working in Nationalised
Banks.
Further, the mean table 4.32 indicates that the women employees working in Nationalised
Banks have scored higher mean value of 79.07 than the women employees working in Private
Banks ( 78.20 ). This shows that the women employees working in Nationalised Banks are
having more expectations in their personal life as compared with the women employees working
in Private Banks.
109
Personal life satisfaction
The obtainedt value is 1.431 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees type of bank on personal life
satisfaction.
4.8.1 Testing for significant influence of women employees age on Life-work balance in
the personal environment in banking sector in rural area.
To test the significant influence of women employees age on Life-work balance in the
personal environment (Family support, Child care/Dependent care, Self management, Personal
life expectations and Personal life satisfaction) in banking sector in rural area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees age on Life-work balance in the personal environment in banking sector in rural
area.
H0 6.1: There is no significant influence of women employees age on (a) Family support
(b) Child care/Dependent care (c) Self management (d) Personal life expectations and (e)
Personal life satisfaction.
110
Table 4.33 shows the analysis of variance for influence of women employees age on
Life-work balance in the personal environment in banking sector in rural area.
Table 4.33
ANOVA for influence of women employees age on Life-work balance in rural area
Family support
The obtained 'F' value is 1.203 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees age on family support.
111
Child care/Dependent care
The obtained 'F' value is 0.353 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees age on child care/dependent care.
Self management
The obtained 'F' value is 2.421 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees age on self management.
Therefore, the formulated hypothesis H0 6.1 (c) that there is no significant influence of
the women employees age on self management is accepted.
Further, the mean table 4.33 indicates that the women employees with age 41-50 years
have scored higher mean value of 80.03 and the lowest mean was scored by the women
employees with age 30-40 years (78.17). This shows that the women employees with age of 41-
50 years are having more expectations in personal life and the women employees with age of 30-
40 years are having fewer expectations in personal life.
Therefore, the formulated hypothesis H0 6.1 (d) that there is no significant influence of
the women employees age on personal life expectations is rejected.
112
Further, the mean table 4.33 indicates that the women employees with age above 50 years
have scored higher mean value of 72.00 and the lowest mean was scored by the women
employees with age below 30 years (69.54). This shows that the women employees with age
above 50 years are having more satisfaction in personal life and the women employees with age
below 30 years are having less satisfaction in personal life.
Therefore, the formulated hypothesis H0 6.1 (e) that there is no significant influence of
the women employees age on personal life satisfaction is rejected.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees designation on Life-work balance in the personal environment in banking sector in
rural area. The following null hypotheses were framed:
Table 4.34 shows the analysis of variance for influence of women employees
designation on Life-work balance in the personal environment in banking sector in rural area.
113
Table 4.34
ANOVA for influence of women employees designation on Life-work balance in
rural area
Family support
The obtained 'F' value is 2.285 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees designation on family support.
114
Therefore, the formulated hypothesis H0 6.2(a) that there is no significant influence of
the women employees designation on family support is accepted.
Self management
The obtained 'F' value is 3.046 and it is significant at 5% level. The value indicates that
there is significant influence of women employees designation on self management.
Further, the mean table 4.34 indicates that the Chief Managers have scored higher mean
value of 29.47 and the lowest mean was scored by Officers (28.13). This shows that the Chief
Managers are more comfortable in self management and the Officers are less comfortable in self
management.
Therefore, the formulated hypothesis H0 6.2 (c) that there is no significant influence of
the women employees designation on self management is rejected.
Further, the mean table 4.34 indicates that the Managers have scored higher mean value
of 79.75 and the lowest mean was scored by Deputy/Assistant Managers (78.43). This shows that
the Managers are having more expectations in personal life and the Deputy/Assistant Managers
are having fewer expectations in personal life.
115
Therefore, the formulated hypothesis H0 6.2 (d) that there is no significant influence of
the women employees designation on personal life expectations is rejected.
Further, the mean table 4.34 indicates that the Chief Managers have scored higher mean
value of 71.62 and the lowest mean was scored by the Managers (69.48). This shows that the
Chief Managers are having more satisfaction in personal life and the Managers are having less
satisfaction in personal life.
Therefore, the formulated hypothesis H0 6.2 (e) that there is no significant influence of
the women employees designation on personal life satisfaction is rejected.
4.8.3 Testing for significant influence of women employees service on Life-work balance
in the personal environment in banking sector in rural area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees service on Life-work balance in the personal environment in banking sector in rural
area. The following null hypotheses were framed:
116
H0 6.3: There is no significant influence of women employees service on (a) Family
support (b) Child care/Dependent care (c) Self management (d) Personal life expectations
and (e) Personal life satisfaction.
Table 4.35 shows the analysis of variance for influence of women employees service
on Life-work balance in personal environment in rural area banks.
Table 4.35
ANOVA for influence of women employees service on Life-work balance in rural area
117
Family support
The obtained 'F' value is 1.643 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees service on family support.
Therefore, the formulated hypothesis H0 6.3 (a) that there is no significant influence of
the women employees service on family support is accepted.
Therefore, the formulated hypothesis H0 6.3 (b) that there is no significant influence of
the women employees service on child care/dependent care is accepted.
Self management
The obtained 'F' value is 4.338 and it is significant at 1% level. The value indicates that
there is significant influence of women employees service on self management.
Further, the mean table 4.35 indicates that the women employees with above 20 years of
service have scored higher mean value of 29.80 and the lowest mean was scored by women
employees with less than one year service ( 28.13 ). This shows that the women employees with
above 20 years of service are more comfortable with self management and the women employees
with less than one year service are less comfortable with self management.
Therefore, the formulated hypothesis H0 6.3 (c) that there is no significant influence of
the women employees service on self management is rejected.
118
Further, the mean table 4.35 indicates that the women employees with 11-20 years of
service have scored higher mean value of 79.72 and the lowest mean was scored by the women
employees having 1-10 years of service ( 78.10 ). This shows that the women employees with
11-20 years of service are having more expectations in personal life and the women employees
with 1-10 years of service are having fewer expectations in personal life.
Therefore, the formulated hypothesis H0 6.3 (d) that there is no significant influence of
the women employees service on personal life expectations is rejected.
Therefore, the formulated hypothesis H0 6.3 (e) that there is no significant influence of
the women employees service on personal life satisfaction is accepted.
4.8.4 Testing for significant influence of women employees monthly salary on Life-work
balance in the personal environment in banking sector in rural area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees monthly salary on Life-work balance in the personal environment in banking sector
in rural area. The following null hypotheses were framed:
119
H0 6.4: There is no significant influence of women employees monthly salary on (a)
Family support (b) Child care/Dependent care (c) Self management (d) Personal life
expectations and (e) Personal life satisfaction.
Table 4.36 shows the analysis of variance for influence of women employees monthly
salary on Life-work balance in the personal environment in banking sector in rural area.
Table 4.36
ANOVA for influence of women employees monthly salary on Life-work balance in rural
area
120
Family support
The obtained 'F' value is 1.221 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees monthly salary on family support.
Therefore, the formulated hypothesis H0 6.4 (b) that there is no significant influence of
the women employees monthly salary on child care/dependent care is accepted.
Self management
The obtained 'F' value is 2.453 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees monthly salary on self management.
Therefore, the formulated hypothesis H0 6.4 (c) that there is no significant influence of
the women employees monthly salary on self management is accepted.
Therefore, the formulated hypothesis H0 6.4 (d) that there is no significant influence of
the women employees monthly salary on personal life expectations is accepted.
121
Personal life satisfaction
The obtained 'F' value is 5.088 and it is significant at 1% level. The value indicates that
there is significant influence of women employees monthly salary on personal life satisfaction.
Further, the mean table 4.36 indicates that the women employees with monthly salary of
above Rs. 40,000 have scored higher mean value of 72.24 and the lowest mean was scored by the
women employees earning Rs.20,001-30,000 as monthly salary ( 69.44 ). This shows that the
women employees with monthly salary of above Rs.40, 000 are having more satisfaction in
personal life and the women employees earning monthly salary Rs.20,001-30,000 are having less
satisfaction in personal life.
Therefore, the formulated hypothesis H0 6.4 (e) that there is no significant influence of
the women employees monthly salary on personal life satisfaction is rejected.
4.8.5 Testing for significant influence of women employees marital status on Life-work
balance in the personal environment in banking sector in rural area.
Independent samples t-test was applied to ascertain if there is any significant influence of
women employees marital status on Life-work balance in the personal environment in banking
sector in rural area. The following null hypotheses were framed:
H0 6.5: There is no significant influence of women employees marital status on (a) Family
support (b) Child care/Dependent care (c) Self management (d) Personal life satisfaction
and (e) Personal life expectations.
122
Table 4.37 shows the t-test for influence of women employees marital status on Life-
work balance in the personal environment in banking sector in rural area.
Table 4.37
t-test for influence of women employees marital status on Life-work balance in rural area
Family support
The obtained t value is 2.265 and it is significant at 5% level. The value indicates that
there is significant influence of women employees marital status on family support.
Further, the mean table 4.37 indicates that the married women employees have scored
higher mean value of 87.88 than the women employees living as single ( 86.49 ). This shows that
the married women employees are getting more support from their families than the women
employees living as single in rural area.
123
Child care/Dependent care
The obtainedt value is 0.746 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees marital status on child
care/dependent care.
Therefore, the formulated hypothesis H0 6.5 (b) that there is no significant influence of
the women employees marital status on child care/dependent care is accepted.
Self management
The obtainedt value is 0.348 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees marital status on self management.
Therefore, the formulated hypothesis H0 6.5 (c) that there is no significant influence of
the women employees marital status on self management is accepted.
Further, the mean table 4.37 indicates that the married women employees have scored
higher mean value of 79.23 than the women employees living as single (77.63). This shows that
the married women employees are having more expectations in personal life than the women
employees living as single.
Therefore, the formulated hypothesis H0 6.5 (d) that there is no significant influence of
the women employees marital status on personal life expectations is rejected.
124
Therefore, the formulated hypothesis H0 6.5 (e) that there is no significant influence of
the women employees marital status on personal life satisfaction is accepted.
4.8.6 Testing for significant influence of women employees family size on Life-work
balance in the personal environment in banking sector in rural area.
To test the significant influence of women employees family size on Life-work balance
in the personal environment (Family support, Child care/Dependent care, Self management,
Personal life expectations and Personal life satisfaction) in banking sector in rural area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees family size on Life-work balance in the personal environment in banking sector in
rural area.
H0 6.6: There is no significant influence of women employees family size on (a) Family
support (b) Child care/Dependent care (c) Self management (d) Personal life expectations
and (e) Personal life satisfaction.
Table 4.38 shows the analysis of variance for influence of women employees family
size on Life-work balance in the personal environment in banking sector in rural area.
125
Table 4.38
ANOVA for influence of women employees family size on Life-work balance in rural area
Family support
The obtained 'F' value is 1.904 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees family size on family support.
126
Therefore, the formulated hypothesis H0 6.6 (b) that there is no significant influence of
the women employees family size on child care/dependent care is accepted.
Self management
The obtained 'F' value is 1.793 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees family size on self management.
Therefore, the formulated hypothesis H0 6.6 (c) that there is no significant influence of
the women employees family size on self management is accepted.
Further, the mean table 4.38 indicates that the women employees with family size of 3 -5
members have scored higher mean value of 79.55 and the lowest mean was scored by the women
employees with family size of above 5 members ( 77.66 ). This shows that the women employees
with family size of 3 - 5 are having more expectations in personal life and the women employees
with family size of above 5 members are having fewer expectations in personal life.
Therefore, the formulated hypothesis H0 6.6 (d) that there is no significant influence of
the women employees family size on personal life expectations is rejected.
Therefore, the formulated hypothesis H0 6.6 (e) that there is no significant influence of
the women employees family size on personal life satisfaction is accepted.
127
4.8.7 Testing for significant influence of women employees number of dependents on Life-
work balance in the personal environment in banking sector in rural area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees number of dependents on Life-work balance in the personal environment of the
women employees working in banking sector in rural area.
Table 4.39 shows the analysis of variance for influence of women employees number
of dependents on Life-work balance in the personal environment in banking sector in rural area.
128
Table 4.39
ANOVA for influence of women employees number of dependents on Life-work balance
in rural area
Family support
The obtained 'F' value is 1.161 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees number of dependents on family
support.
129
care/dependent care.
Self management
The obtained 'F' value is 4.392 and it is significant at 5% level. The value indicates that
there is significant influence of women employees number of dependents on self management.
Further, the mean table 4.39 indicates that the women employees having more than two
dependents have scored higher mean value of 29.15 and the lowest mean was scored by the
women employees with up to one dependent (28.18). This shows that the women employees with
more than two dependents are more comfortable in self management and the women employees
with up to one dependent are less comfortable in self management.
Further, the mean table 4.39 indicates that the women employees with exactly two
dependents have scored higher mean value of 79.81 and the lowest mean was scored by the
women employees with more than two dependents (77.60). This shows that the women
employees with exactly two dependents are having more expectations in personal life and the
women employees with more than two dependents are having fewer expectations in personal life.
130
Personal life satisfaction
The obtained 'F' value is 1.035 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees number of dependents on personal
life satisfaction.
4.8.8 Testing for significant influence of women employees type of bank on Life-work
balance in the personal environment in banking sector in rural area.
Independent samples t-test was applied to ascertain if there is any significant influence of
women employees type of bank on Life-work balance in the personal environment in banking
sector in rural area.
H0 6.8: There is no significant influence of women employees type of bank on (a) Family
support (b) Child care/Dependent care (c) Self management (d) Personal life expectations
and (e) Personal life satisfaction.
Table 4.40 shows the t-test for influence of women employees type of bank on Life-
work balance in the personal environment in rural area.
131
Table 4.40
t-test for influence of women employees type of bank on Life-work balance in rural area
Family support
The obtained 't' value is 3.420 and it is significant at 1% level. The value indicates that
there is significant influence of women employees type of bank on family support.
Further, the mean table 4.40 indicates that the women employees working in Nationalised
Banks have scored higher mean value of 88.53 than the women employees working in Private
Banks ( 86.73 ). This shows that the women employees working in Nationalised banks are
getting more support from their families than the women employees working in Private Banks.
132
Therefore, the formulated hypothesis H0 6.8(b) that there is no significant influence of
the women employees type of bank on child care/dependent care is accepted.
Self management
The obtained 't' value is 4.927 and it is significant at 1% level. The value indicates that
there is significant influence of women employees type of bank on self management.
Further, the mean table 4.40 indicates that the women employees working in Private
Banks have scored higher mean value of 29.24 than the women employees working in
Nationalised Banks ( 28.00 ). This shows that the women employees working in Private Banks
are more comfortable than the women employees working in Nationalised Banks towards self-
management.
Further, the mean table 4.40 indicates that the women employees working in Nationalised
Banks have scored higher mean value of 80.80 than the women employees working in Private
Banks (77.24). This shows that the women employees working in Nationalised Banks are having
more expectations in personal life than the women employees working in Private Banks.
133
Personal life satisfaction
The obtained 't' value is 1.707 and it is not significant at 5% level. The value indicates
that there is no significant mean influence of women employees type of bank on personal life
satisfaction.
4.9.1 Testing for significant influence of women employees age on Work-life balance in
the work environment in banking sector in urban area.
To test the significant influence of women employees age on Work-life balance in the
work environment (Work life balance policies, Work place support, Work load, Financial
assistance, Work expectations and Work satisfaction) in banking sector in urban area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees age on Work-life balance in the work environment of the women employees in
banking sector in urban area. The following null hypotheses were framed:
H0 7.1: There is no significant influence of women employees age on (a) Work life balance
policies (b) Work place support (c) Work load (d) Financial assistance (e) Work
expectations and (f) Work satisfaction.
134
Table 4.41
ANOVA for influence of women employees age on Work-life balance in urban area
135
Therefore, the formulated hypothesis H0 7.1 (a) that there is no significant influence of
the women employees age on Work life balance policies is accepted.
Therefore, the formulated hypothesis H0 7.1 (b) that there is no significant influence of
the women employees age on Work place support is accepted.
Work load
The obtained 'F' value is 3.607 and it is significant at 5% level. The value indicates that
there is significant influence of women employees age on Work load.
Further, the mean table 4.41 indicates that women employees with age above 50 years
have scored higher mean value of 39.53 and the lowest mean was scored by the women
employees with age 41 50 years (36.58). This shows that the women employees with age above
50 years are having more work load and the women employees with age 41-50 years are feeling
that their work load is less.
Therefore, the formulated hypothesis H0 7.1 (c) that there is no significant influence of
the women employees age on Work load is accepted.
Financial assistance
The obtained 'F' value is 2.040 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees age on financial assistance.
Therefore, the formulated hypothesis H0 7.1 (d) that there is no significant influence of
the women employees age on Financial assistance is rejected.
136
Work expectations
The obtained 'F' value is 1.734 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees age on Work expectations.
Therefore, the formulated hypothesis H0 7.1 (e) that there is no significant influence of
the women employees age on Work expectations is accepted.
Work satisfaction
The obtained 'F' value is 2.200 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees age on Work satisfaction.
Therefore, the formulated hypothesis H0 7.1 (f) that there is no significant influence of
the women employees age on Work satisfaction is accepted.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees designation on Work-life balance in the work environment in banking sector in
urban area. The following null hypotheses were framed:
H0 7.2: There is no significant influence of women employees designation on (a) Work life
balance policies (b) Work place support (c) Work load (d) Financial assistance (e) Work
expectations and (f) Work satisfaction.
137
Table 4.42 shows the analysis of variance of influence of women employees
designation on Work-life balance in the work environment in banking sector in urban area.
Table 4.42
ANOVA for influence of women employees designation on Work-life balance in urban
area
138
Work life balance policies
The obtained 'F' value is 1.750 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees designation on Work life balance
policies.
Therefore, the formulated hypothesis H0 7.2 (a) that there is no significant influence of
the women employees designation on Work life balance policies is accepted.
Further, the mean table 4.42 indicates that women employees working as
Deputy/Assistant Managers have scored higher mean value of 56.81 and the lowest mean was
scored by women employees working as Chief managers ( 52.03 ). This shows that the women
employees working as Deputy/Assistant Managers are getting more support from the work place
and the Chief Managers are getting less support in their work places.
Therefore, the formulated hypothesis H0 7.2 (b) that there is no significant influence of
the women employees designation on Work place support is rejected.
Work load
The obtained 'F' value is 2.994 and it is significant at 5% level. The value indicates that
there is significant influence of women employees designation on Work load.
Further, the mean table 4.42 indicates that the Chief Managers have scored higher mean
value of 39.94 and the lowest mean was scored by the Deputy/Assistant Managers ( 36.47 ). This
shows that the Chief Managers are having more work load and the Deputy/Assistant Managers
are having less Work load.
Therefore, the formulated hypothesis H0 7.2 (c) that there is no significant influence of
139
the women employees designation on Work load is rejected.
Financial assistance
The obtained 'F' value is 2.135 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees designation on financial assistance.
Therefore, the formulated hypothesis H0 7.2 (d) that there is no significant influence of
the women employees designation on Financial assistance is accepted.
Work expectations
The obtained 'F' value is 3.362 and it is significant at 5% level. The value indicates that
there is significant influence of women employees designation on Work expectations.
Further, the mean table 4.42 indicates that the Managers have scored higher mean value
of 61.60 and the lowest mean was scored by the Deputy/Assistant Managers (60.85). This shows
that the Managers are having more expectations in work and the Deputy/Assistant Managers are
having less Work expectations.
Therefore, the formulated hypothesis H0 7.2 (e) that there is no significant influence of
the women employees designation on Work expectations is rejected.
Work satisfaction
The obtained 'F' value is 2.141 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees designation on Work satisfaction.
Therefore, the formulated hypothesis H0 7.2 (f) that there is no significant influence of
the women employees designation on Work satisfaction is accepted.
140
4.9.3 Testing for significant influence of women employees service on Work-life balance
in the work environment in banking sector in urban area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees service on Work-life balance in the work environment in banking sector in urban
area.
H0 7.3: There is no significant influence of women employees service on (a) Work life
balance policies (b) Work place support (c) Work load (d) Financial assistance (e) Work
expectations and (f) Work satisfaction.
Table 4.43 shows the analysis of variance of influence of women employees service
on Work-life balance in the work environment in banking sector in urban area.
141
Table 4.43
ANOVA for influence of women employees service on Work-life balance in the urban
area
142
Therefore, the formulated hypothesis H0 7.3 (a) that there is no significant influence of
the women employees service on Work life balance policies is accepted.
Further, the mean table 4.43 indicates that the women employees with service 1 10
years have scored higher mean value of 56.50 and the lowest mean was scored by women
employees having above 20 years of service ( 52.03 ). This shows that the women employees
having service less than 10 years are getting more support from the work place and the women
employees having more than 20 years are getting less support from the work place.
Therefore, the formulated hypothesis H0 7.3 (b) that there is no significant influence of
the women employees service on Work place support is rejected.
Work load
The obtained 'F' value is 4.333 and it is significant at 1% level. The value indicates that
there is significant influence of women employees service on Work load.
Further, the mean table 4.43 indicates that women employees having more than 20 years
of services have scored higher mean value of 39.94 and the lowest mean was scored by women
employees having 11-20 years of services ( 36.48 ). This shows that the women employees with
more than 20 years of services are feeling that they are having more work load and the women
employees having 11-20 years of experience are feeling that they are having less work load.
Therefore, the formulated hypothesis H0 7.3 (c) that there is no significant influence of
the women employees service on Work load is rejected.
143
Financial assistance
The obtained 'F' value is 2.435 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees service on financial assistance.
Therefore, the formulated hypothesis H0 7.3 (d) that there is no significant influence of
the women employees service on Financial assistance is accepted.
Work expectations
The obtained 'F' value is .493 and it is not significant at 5% level. The value indicates that
there is no significant influence of women employees service on Work expectations.
Therefore, the formulated hypothesis H0 7.3 (e) that there is no significant influence of
the women employees service on Work expectations is accepted.
Work satisfaction
The obtained 'F' value is 2.574 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees service on Work satisfaction.
Therefore, the formulated hypothesis H0 7.3 (f) that there is no significant influence of
the women employees service on Work satisfaction is accepted.
144
4.9.4 Testing for significant influence of women employees monthly salary on Work-life
balance in the work environment in banking sector in urban area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees monthly salary on Work-life balance in the work environment in banking sector in
urban area.
H0 7.4: There is no significant influence of women employees monthly salary on (a) Work
life balance policies (b) Work place support (c) Work load (d) Financial assistance (e)
Work expectations and (f) Work satisfaction.
Table 4.44 shows the analysis of variance of influence of women employees monthly
salary on Work-life balance in the work environment in banking sector in urban area.
145
Table 4.44
ANOVA for influence of women employees monthly salary on Work-life balance in urban
area
146
policies.
Therefore, the formulated hypothesis H0 7.4 (a) that there is no significant influence of
the women employees monthly salary on Work life balance policies is accepted.
Further, the mean table 4.44 indicates that women employees with monthly salary of Rs.
30,001 40,000 have scored higher mean value of 57.24 and the lowest mean was scored by
women employees earning above Rs. 40,000 as monthly salary ( 51.44 ). This shows that the
women employees with monthly salary of Rs. 30,001 40,000 are getting more support from
work place and the women employees with monthly salary above Rs. 40,000 are getting less
support from work place.
Therefore, the formulated hypothesis H0 7.4 (b) that there is no significant influence of
the women employees monthly salary on Work place support is rejected.
Work load
The obtained 'F' value is 5.494 and it is significant at 1% level. The value indicates that
there is significant influence of women employees monthly salary on Work load.
Further, the mean table 4.44 indicates that the women employees with monthly salary of
above Rs. 40,000 have scored higher mean value of 40.35 and the lowest mean was scored by
women employees earning Rs. 30,001 - 40,000 as monthly salary ( 35.43 ). This shows that the
women employees with monthly salary of above Rs. 40,000 are having more work load and the
women employees with monthly salary of Rs.30, 001- 40,000 are having less work load.
Therefore, the formulated hypothesis H0 7.4 (c) that there is no significant influence of
the women employees monthly salary on Work load is rejected.
147
Financial assistance
The obtained 'F' value is 2.929 and it is significant at 5% level. The value indicates that
there is significant influence of women employees monthly salary on financial assistance.
Further, the mean table 4.44 indicates that the women employees with monthly salary of
Rs. 30,001 40,000 have scored higher mean value of 33.22 and the lowest mean was scored by
women employees earning above Rs. 40,000 as monthly salary ( 30.41 ). This shows that the
women employees with monthly salary of Rs. 30,001 40,000 are getting more financial
assistance and the women employees with monthly salary above Rs. 40,000 are getting less
financial assistance.
Therefore, the formulated hypothesis H0 7.4 (d) that there is no significant influence of
the women employees monthly salary on Financial assistance is rejected.
Work expectations
The obtained 'F' value is 0.587 and it is not significant at 5% level. The value indicates that
there is no significant influence of women employees monthly salary on Work expectations.
Therefore, the formulated hypothesis H0 7.4 (e) that there is no significant influence of
the women employees monthly salary on Work expectations is accepted.
Work satisfaction
The obtained 'F' value is 3.519 and it is significant at 5% level. The value indicates that
there is significant influence of women employees monthly salary on Work satisfaction.
Further, the mean table 4.44 indicates that the women employees with monthly salary of
Rs. 30,001 40,000 have scored higher mean value of 57.41 and the lowest mean was scored by
women employees earning above Rs. 40,000 as monthly salary ( 51.79 ). This shows that the
women employees with monthly salary of Rs. 30,001 40,000 are having more satisfaction
towards their work and the women employees with monthly salary above Rs. 40,000 are having
less satisfaction towards their work.
148
Therefore, the formulated hypothesis H0 7.4 (f) that there is no significant influence of
the women employees monthly salary on Work satisfaction is accepted.
4.9.5 Testing for significant influence of women employees marital status on Work-life
balance in the work environment in banking sector in urban area.
Independent samples t-test was applied to ascertain if there is any significant influence of
women employees marital status on Work-life balance in the work environment in banking
sector in urban area.
H0 7.5: There is no significant influence of women employees marital status on (a) Work
life balance policies (b) Work place support (c) Work load (d) Financial assistance (e)
Work expectations and (f) Work satisfaction.
Table 4.45 shows the t-test for influence of women employees marital status on Work-
life balance in the work environment in banking sector in urban area.
149
Table 4.45
t-test for influence of women employees marital status on Work-life balance in urban
area
Therefore, the formulated hypothesis H0 7.5 (b) that there is no significant influence of
the women employees marital status on Work place support is accepted.
150
Work load
The obtainedt value is 1.108 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees marital status on Work load.
Therefore, the formulated hypothesis H0 7.5 (c) that there is no significant influence of
the women employees marital status on Work load is accepted.
Financial assistance
The obtainedt value is .953 and it is not significant at 5% level. The value indicates that
there is no significant influence of women employees marital status on financial assistance.
Therefore, the formulated hypothesis H0 7.5 (d) that there is no significant influence of
the women employees marital status on Financial assistance is accepted.
Work expectations
The obtainedt value is .332 and it is not significant at 5% level. The value indicates that
there is no significant influence of women employees marital status on Work expectations.
Therefore, the formulated hypothesis H0 7.5 (e) that there is no significant influence of
the women employees marital status on Work expectations is accepted.
Work satisfaction
The obtainedt value is .682 and it is not significant at 5% level. The value indicates that
there is no significant influence of women employees marital status on Work satisfaction.
Therefore, the formulated hypothesis H0 7.5 (f) that there is no significant influence of
the women employees marital status on Work satisfaction is accepted.
151
4.9.6 Testing for significant influence of women employees family size on Work-life
balance in the work environment in banking sector in urban area.
To test the significant influence of women employees family size on Work-life balance
in the work environment (Work life balance policies, Work place support, Work load, Financial
assistance, Work expectations and Work satisfaction) in banking sector in urban area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees family size on Work-life balance in the work environment in banking sector in
urban area.
H0 7.6: There is no significant influence of women employees family size on (a) Work life
balance policies (b) Work place support (c) Work load (d) Financial assistance (e) Work
expectations and (f) Work satisfaction.
Table 4.46 shows the analysis of variance of influence of women employees family size
on Work-life balance in the work environment in banking sector in urban area.
152
Table 4.46
ANOVA for influence of women employees family size on Work-life balance in the urban
area
Further, the mean table 4.46 indicates that the women employees with family size up to 3
members have scored higher mean value of 37.18 and the lowest mean was scored by the women
employees with family size of above 5 members ( 35.54 ). This shows that the women employees
with family size of up to 3 members are more comfortable with the work life balance policies
and the women employees with family size above 5 members are less comfortable with the work
life balance policies.
153
Therefore, the formulated hypothesis H0 7.6(a) that there is no significant influence of
the women employees family size on Work life balance policies is rejected.
Further, the mean table 4.46 indicates that the women employees with family size up to 3
members have scored higher mean value of 57.12 and the lowest mean was scored by the women
employees with family size of above 5 members ( 52.96 ). This shows that the women employees
with family size up to 3 members are getting more support from the work place and the women
employees with family size above 5 members are getting less support from the work place in
banks in urban area.
Therefore, the formulated hypothesis H0 7.6 (b) that there is no significant influence of
the women employees family size on Work place support is rejected.
Work load
The obtained 'F' value is 4.993 and it is significant at 1% level. The value indicates that
there is significant influence of women employees family size on Work load.
Further, the mean table 4.46 indicates that the women employees with family size of
above 5 members have scored higher mean value of 39.67 and the lowest mean was scored by
the women employees with family size of up to 3 members ( 36.33 ). This shows that the women
employees who have family size of above 5 members are feeling that they are having more work
load and the women employees with family size of above 5 members are feeling that they are
having less work load.
Therefore, the formulated hypothesis H0 7.6 (c) that there is no significant influence of
the women employees family size on Work load is rejected.
154
Financial assistance
The obtained 'F' value is 2.544 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees family size on Financial assistance.
Therefore, the formulated hypothesis H0 7.6 (d) that there is no significant influence of
the women employees family size on Financial assistance is accepted.
Work expectations
The obtained 'F' value is 2.767 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees family size on Work expectations.
Therefore, the formulated hypothesis H0 7.6 (e) that there is no significant influence of
the women employees family size on Work expectations is accepted.
Work satisfaction
The obtained 'F' value is 2.782 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees family size on Work satisfaction.
Therefore, the formulated hypothesis H0 7.6 (f) that there is no significant influence of
the women employees family size on Work satisfaction is accepted.
155
4.9.7 Testing for significant influence of women employees number of dependents on
Work-life balance in the work environment in banking sector in urban area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees number of dependents on Work-life balance in the work environment in banking
sector in urban area.
Table 4.47 shows the analysis of variance of influence of women employees number of
dependents on Work-life balance in the work environment in banking sector in urban area.
156
Table 4.47
ANOVA for influence of women employees number of dependents on Work-life balance
in urban area
Further, the mean table 4.47 indicates that the women employees having dependents up to
one members have scored higher mean value of 37.79 and the lowest mean was scored by the
women employees having dependents more than two members (35.38). This shows that the
157
women employees having up to one dependent are more satisfied towards the work life balance
policies and the women employees having more than two dependents are less satisfied towards
the work life balance policies.
Further, the mean table 4.47 indicates that the women employees having dependents up to
one members have scored higher mean value of 58.07 and the lowest mean was scored the
women employees having more than two dependents (52.98). This shows that the women
employees having up to 1 dependent are getting more support in work place and the women
employees having more than two dependents are getting less support in work place.
Work load
The obtained 'F' value is 11.343 and it is significant at 1% level. The value indicates that
there is significant influence of women employees number of dependents on Work load.
Further, the mean table 4.47 indicates that the women employees having more than two
dependents have scored higher mean value of 39.86 and the lowest mean was scored by the
women employees having up to one dependent (35.63). This shows that the women employees
having more than two dependents are feeling that their work load is more and the women
employees having up to one dependent are accepted that their work load is less.
158
Therefore, the formulated hypothesis H0 7.7(c) that there is no significant influence of
the women employees number of dependents on Work load is rejected.
Financial assistance
The obtained 'F' value is 10.754 and it is significant at 1% level. The value indicates that
there is significant influence of women employees number of dependents on Financial
assistance.
Further, the mean table 4.47 indicates that the women employees having up to one
dependent have scored higher mean value of 33.49 and the lowest mean was scored by the
women employees having more than two dependents (30.75). This shows that the women
employees with up to one dependent are more comfortable with the financial assistance and the
women employees with more than two dependents are less comfortable with the financial
assistance offered by the banks in urban area.
Work expectations
The obtained 'F' value is 0.457 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees number of dependents on Work
expectations.
Work satisfaction
The obtained 'F' value is 11.112 and it is significant at 1% level. The value indicates that
there is significant influence of women employees number of dependents on Work satisfaction.
Further, the mean table 4.47 indicates that the women employees having upto one
159
dependent have scored higher mean value of 57.79 and the lowest mean was scored by the
women employees having more than two dependents ( 52.89 ). This shows that the women
employees having up to one dependent are more satisfied towards their work and the women
employees having more than two dependents are less satisfied towards their work in banks in
urban area.
4.9.8 Testing for significant influence of women employees type of bank on Work-life
balance in the work environment in banking sector in urban area.
Independent samples t-test was applied to ascertain if there is any significant influence of
women employees age on Work-life balance in the work environment in banking sector in
urban area.
H0 7.8: There is no significant influence of women employees type of bank on (a) Work
life balance policies (b) Work place support (c) Work load (d) Financial assistance (e)
Work expectations and (f) Work satisfaction.
Table 4.48 shows the t-test for influence of women employees type of bank on Work-
life balance in the work environment in banking sector in urban area.
160
Table 4.48
t-test for influence of women employees type of bank on Work-life balance in the urban
area
Further, the mean table 4.48 indicates that the women employees working in Nationalised
Bank have scored higher mean value of 39.25 than the women employees working in Private
Banks ( 36.68 ). This shows that the women employees working in Nationalised Banks are more
satisfied with the work life balance policies and the women employees working in Nationalised
Banks are less satisfied with the work life balance policies.
Therefore, the formulated hypothesis H0 7.8 (a) that there is no significant influence of
the women employees type of bank on Work life balance policies is rejected.
161
there is significant influence of women employees type of bank on Work place support.
Further, the mean table 4.48 indicates that the women employees working in Nationalised
Banks have scored higher mean value of 50.81 than the women employees working in Private
Banks ( 45.14 ). This shows that the women employees working in Nationalised Banks are
getting good support in their work place and the women employees working in Private Banks are
getting less support in the work place.
Therefore, the formulated hypothesis H0 7.8 (b) that there is no significant influence of
the women employees type of bank on Work place support is rejected.
Work load
The obtainedt value is 4.315 and it is significant at 1% level. The value indicates that
there is significant influence of women employees type of bank on Work load.
Further, the mean table 4.48 indicates that the women employees working in Private
banks have scored higher mean value of 43.43 than the women employees working in
Nationalised Banks ( 39.18 ). This shows that the women employees working in Private Banks
are facing more work load than the women employees working in Nationalised banks.
Therefore, the formulated hypothesis H0 7.8 (c) that there is no significant influence of
the women employees type of bank on Work load is rejected.
Financial assistance
The obtainedt value is 7.931 and it is significant at 1% level. The value indicates that
there is significant influence of women employees type of bank on Financial assistance.
Further, the mean table 4.48 indicates that the women employees working in Nationalised
banks have scored higher mean value of 33.39 than the women employees working in Private
Banks (29.13). This shows that the women employees working in Nationalised banks are more
satisfied with the finance assistance offered by their banks than the women employees working
162
in Private Banks in urban area.
Therefore, the formulated hypothesis H0 7.8 (d) that there is no significant influence of
the women employees type of bank on Financial assistance is rejected.
Work expectations
The obtainedt value is 0.954 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees type of bank on Work expectations.
Therefore, the formulated hypothesis H0 7.8 (e) that there is no significant influence of
the women employees type of bank on Work expectations is accepted.
Work satisfaction
The obtainedt value is 4.091 and it is significant at 1% level. The value indicates that
there is significant influence of women employees type of bank on Work satisfaction.
Further, the mean table 4.48 indicates that the women employees working in Nationalised
Banks have scored higher mean value of 54.34 than the women employees working in Private
Banks ( 49.13 ). This shows that the women employees working in Nationalised Bank are having
good satisfaction towards their work than the women employees working in Private Banks in
urban area.
Therefore, the formulated hypothesis H0 7.8 (f) that there is no significant influence of
the women employees type of bank on Work satisfaction is rejected.
163
4.10 INFLUENCE OF DEMOGRAPHICS ON FACTORS OF WORK - LIFE BALANCE
OF WOMEN EMPLOYEES WORKING IN BANKS IN RURAL AREAS
4.10.1 Testing for significant influence of women employees age on Work-life balance in
the work environment in banking sector in rural area.
To test the significant influence of women employees age on Work-life balance in the
work environment (Work life balance policies, Work place support, Work load, Financial
assistance, Work expectations and Work satisfaction) in banking sector in rural area, one way
ANOVA was applied to ascertain if there is any significant influence of women employees age
on Work-life balance in the work environment of the women employees in banking sector in
rural area.
H0 8.1: There is no significant influence of women employees age on (a) Work life balance
policies (b) Work place support (c) Work load (d) Financial assistance (e) Work
expectations and (f) Work satisfaction.
Table 4.49 shows the analysis of variance of influence of women employees age on
Work-life balance in the work environment by the women employees in banking sector in rural
area.
164
Table 4.49
ANOVA for influence of women employees age on Work-life balance in rural area
Therefore, the formulated hypothesis H0 8.1 (a) that there is no significant influence of
the women employees age on Work life balance policies is accepted.
165
Work place support
The obtained 'F' value is 2.808 and it is significant at 5% level. The value indicates that
there is significant influence of women employees age on Work place support.
Further, the mean table 4.49 indicates that the women employees with age of 41-50 years
have scored higher mean value of 44.84 and the lowest mean was scored by the women
employees with above 50 years of age ( 41.42 ). This shows that the women employees with age
of 41-50 years are getting more support in work place and the women employees with age above
50 years are getting less support in work place.
Therefore, the formulated hypothesis H0 8.1 (b) that there is no significant influence of
the women employees age on Work place support is rejected.
Work load
The obtained 'F' value is 2.939 and it is significant at 5% level. The value indicates that
there is significant influence of women employees age on Work load.
Further, the mean table 4.49 indicates that the women employees with age above 50 years
have scored higher mean value of 41.91 and the lowest mean was scored by the women
employees with 41 50 years of age ( 38.52 ). This shows that the women employees with age
above 50 years are having more work load and the women employees with age 41-50 years are
having less work load.
Therefore, the formulated hypothesis H0 8.1 (c) that there is no significant influence of
the women employees age on Work load is rejected.
Financial assistance
The obtained 'F' value is 3.447 and it is significant at 5% level. The value indicates that
there is significant influence of women employees age on financial assistance.
Further, the mean table 4.49 indicates that the women employees with age 41-50 years
166
have scored higher mean value of 31.26 and the lowest mean was scored by the women
employees with above 50 years of age ( 28.19 ). This shows that the women employees with age
41-50 years are more satisfied with the financial assistance offered by the banks and the women
employees with age above 50 years are less satisfied with the financial assistance offered by the
banks.
Therefore, the formulated hypothesis H0 8.1 (d) that there is no significant influence of
the women employees age on Financial assistance is rejected.
Work expectations
The obtained 'F' value is 1.149 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees age on Work expectations.
Therefore, the formulated hypothesis H0 8.1 (e) that there is no significant influence of
the women employees age on Work expectations is accepted.
Work satisfaction
The obtained 'F' value is 4.417 and it is significant at 1% level. The value indicates that
there is significant influence of women employees age on Work satisfaction.
Further, the mean table 4.49 indicates that the women employees with age of 41-50 years
have scored higher mean value of 45.29 and the lowest mean was scored by the women
employees with above 50 years of age ( 40.33 ). This shows that the women employees with age
of 41-50 years are having more satisfaction towards the work and the women employees with
age above 50 years are having less satisfaction towards the work.
Therefore, the formulated hypothesis H0 8.1 (f) that there is no significant influence of
the women employees age on Work satisfaction is rejected.
167
4.10.2 Testing for significant influence of women employees designation on Work-life
balance in the work environment in banking sector in rural area
One way ANOVA was applied to ascertain if there is any significant influence of women
employees designation on Work-life balance in the work environment in banking sector in
rural area.
H0 8.2: There is no significant influence of women employees designation on (a) Work life
balance policies (b) Work place support (c) Work load (d) Financial assistance (e) Work
expectations and (f) Work satisfaction.
168
Table 4.50
ANOVA for influence of women employees designation on Work-life balance in rural
area
169
Work life balance policies
The obtained 'F' value is 1.301 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees designation on Work life balance
policies.
Therefore, the formulated hypothesis H0 8.2 (b) that there is no significant influence of
the women employees designation on Work place support is accepted.
Work load
The obtained 'F' value is 3.139 and it is significant at 5% level. The value indicates that
there is significant influence of women employees designation on Work load.
Further, the mean table 4.50 indicates that the Chief Managers have scored higher mean
value of 42.88 and the lowest mean was scored by the Managers (38.72). This shows that the
Chief Managers are having more work load and the Managers are having less work load.
Therefore, the formulated hypothesis H0 8.2 (c) that there is no significant influence of
the women employees designation on Work load is rejected.
Financial assistance
The obtained 'F' value is 4.322 and it is significant at 1% level. The value indicates that
there is significant influence of women employees designation on financial assistance.
170
Further, the mean table 4.50 indicates that the Managers have scored higher mean value
of 31.10 and the lowest mean was scored by the Chief Managers (27.45). This shows that the
Managers are more satisfied with the financial assistance offered by the banks and the Chief
Managers are less satisfied with the financial assistance offered by the banks.
Therefore, the formulated hypothesis H0 8.2 (d) that there is no significant influence of
the women employees designation on Financial assistance is rejected.
Work expectations
The obtained 'F' value is 0.601 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees designation on Work expectations.
Therefore, the formulated hypothesis H0 8.2 (e) that there is no significant influence of
the women employees designation on Work expectations is accepted.
Work satisfaction
The obtained 'F' value is 5.208 and it is significant at 1% level. The value indicates that
there is significant influence of women employees designation on Work satisfaction.
Further, the mean table 4.50 indicates that the Managers have scored higher mean value
of 45.07 and the lowest mean was scored by the Chief managers (39.08). This shows that the
Managers are more satisfied with their work and the Chief Managers are less satisfied with their
work.
Therefore, the formulated hypothesis H0 8.2 (f) that there is no significant influence of
the women employees designation on Work satisfaction is rejected.
171
4.10.3 Testing for significant influence of women employees service on Work-life balance
in the work environment in banking sector in rural area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees service on Work-life balance in the work environment in banking sector in rural
area.
H0 8.3: There is no significant influence of women employees service on (a) Work life
balance policies (b) Work place support (c) Work load (d) Financial assistance (e) Work
expectations and (f) Work satisfaction.
Table 4.51 shows the analysis of variance of influence of women employees service
on Work-life balance in the work environment in banking sector in rural area.
172
Table 4.51
ANOVA for influence of women employees service on Work-life balance in rural area
173
Therefore, the formulated hypothesis H0 8.3(a) that there is no significant influence of
the women employees service on Work life balance policies is accepted.
Therefore, the formulated hypothesis H0 8.3 (b) that there is no significant influence of
the women employees service on Work place support is accepted.
Work load
The obtained 'F' value is 1.392 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees service on Work load.
Therefore, the formulated hypothesis H0 8.3 (c) that there is no significant influence of
the women employees service on Work load is accepted.
Financial assistance
The obtained 'F' value is 2.368 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees service on financial assistance.
Therefore, the formulated hypothesis H0 8.3 (d) that there is no significant influence of
the women employees service on Financial assistance is accepted.
Work expectations
The obtained 'F' value is 0.602 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees service on Work expectations.
Therefore, the formulated hypothesis H0 8.3 (e) that there is no significant influence of
the women employees service on Work expectations is accepted.
174
Work satisfaction
The obtained 'F' value is 1.920 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees service on Work satisfaction.
Therefore, the formulated hypothesis H0 8.3 (f) that there is no significant influence of
the women employees service on Work satisfaction is accepted.
4.10.4 Testing for significant influence of women employees monthly salary on Work-life
balance in the work environment in banking sector in rural area.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees monthly salary on Work-life balance in the work environment in banking sector in
rural area.
H0 8.4: There is no significant influence of women employees monthly salary on (a) Work
life balance policies (b) Work place support (c) Work load (d) Financial assistance (e)
Work expectations and (f) Work satisfaction.
Table 4.52 shows the analysis of variance of influence of women employees monthly
salary on Work-life balance in the work environment in banking sector in rural area.
175
Table 4.52
ANOVA for influence of women employees monthly salary on Work-life balance in rural
area
176
Therefore, the formulated hypothesis H0 8.4(a) that there is no significant influence of
the women employees monthly salary on Work life balance policies is accepted.
Therefore, the formulated hypothesis H0 8.4 (b) that there is no significant influence of
the women employees monthly salary on Work place support is accepted.
Work load
The obtained 'F' value is 0.355 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees monthly salary on Work load.
Therefore, the formulated hypothesis H0 8.4 (c) that there is no significant influence of
the women employees monthly salary on Work load is accepted.
Financial assistance
The obtained 'F' value is 1.080 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees monthly salary on financial
assistance.
Therefore, the formulated hypothesis H0 8.4 (d) that there is no significant influence of
the women employees monthly salary on Financial assistance is accepted.
Work expectations
The obtained 'F' value is 0.467 and it is not significant at 5% level. The value indicates that
there is no significant influence of women employees monthly salary on Work expectations.
177
Therefore, the formulated hypothesis H0 8.4 (e) that there is no significant influence of
the women employees monthly salary on Work expectations is accepted.
Work satisfaction
The obtained 'F' value is 1.203 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees monthly salary on Work satisfaction.
Therefore, the formulated hypothesis H0 8.4 (f) that there is no significant influence of
the women employees monthly salary on Work satisfaction is accepted.
4.10.5 Testing for significant influence of women employees marital status on Work-life
balance in the work environment in banking sector in rural area.
Independent samples t-test was applied to ascertain if there is any significant influence of
women employees marital status on Work-life balance in the work environment in banking
sector in rural area.
H0 8.5: There is no significant influence of women employees marital status on (a) Work
life balance policies (b) Work place support (c) Work load (d) Financial assistance (e)
Work expectations and (f) Work satisfaction.
Table 4.53shows the t-test for influence of women employees marital status on Work-
life balance in the work environment in banking sector in rural area.
178
Table 4.53
t-test for influence of women employees marital status on Work-life balance in rural area
Further, the mean table 4.53 indicates that the married women employees have scored
higher mean value of 43.90 than the women employees living as single (41.58). This shows that
the married women employees are getting good support from work place than the women
179
employees living as single.
Therefore, the formulated hypothesis H0 8.5 (b) that there is no significant influence of
the women employees marital status on Work place support is rejected.
Work load
The obtainedt value is 2.237 and it is significant at 5% level. The value indicates that
there is significant influence of women employees marital status on Work load.
Further, the mean table 4.53 indicates that the women employees living as single have
scored higher mean value of 41.95 than the married women employees (39.76). This shows that
the women employees living as single are feeling more work load than the married women
employees.
Therefore, the formulated hypothesis H0 8.5 (c) that there is no significant influence of
the women employees marital status on Work load is rejected.
Financial assistance
The obtainedt value is 2.337 and it is significant at 5% level. The value indicates that
there is significant influence of women employees marital status on Financial assistance.
Further, the mean table 4.53 indicates that the married women employees have scored
higher mean value of 30.46 than the women employees living as single (28.77). This shows that
the married women employees are getting good financial assistance than the women employees
living as single.
Therefore, the formulated hypothesis H0 8.5 (d) that there is no significant influence of
the women employees marital status on Financial assistance is rejected.
Work expectations
The obtainedt value is 2.384 and it is significant at 5% level. The value indicates that
there is significant influence of women employees marital status on Work expectations.
180
Further, the mean table 4.53 indicates that the married women employees have scored
higher mean value of 61.62 than the women employees living as single (61.07). This shows that
the married women employees are having more expectations in work than the women employees
living as single.
Therefore, the formulated hypothesis H0 8.5 (e) that there is no significant influence of
the women employees marital status on Work expectations is rejected.
Work satisfaction
The obtainedt value is 2.932 and it is significant at 1% level. The value indicates that
there is significant influence of women employees marital status on Work satisfaction.
Further, the mean table 4.53 indicates that the married women employees have scored
higher mean value of 43.76 than the women employees living as single (40.56). This shows that
the married women employees are having more satisfaction towards their work than the women
employees living as single.
Therefore, the formulated hypothesis H0 8.5 (f) that there is no significant influence of
the women employees marital status on Work satisfaction is rejected.
4.10.6 Testing for significant influence of women employees family size on Work-life
balance in the work environment in banking sector in rural area.
To test the significant influence of women employees family size on Work-life balance
in the work environment (Work life balance policies, Work place support, Work load, Financial
assistance, Work expectations and Work satisfaction) in banking sector in rural area.
One way ANOVA was applied to ascertain if there is any significant influence of women
181
employees family size on Work-life balance in the work environment in banking sector in rural
area. The following null hypotheses were framed:
H0 8.6: There is no significant influence of women employees family size on (a) Work life
balance policies (b) Work place support (c) Work load (d) Financial assistance (e) Work
expectations and (f) Work satisfaction.
Table 4.54 shows the analysis of variance of influence of women employees family size
on Work-life balance in the work environment in banking sector in rural area.
Table 4.54
ANOVA for influence of women employees family size on Work-life balance in rural area
182
Work life balance policies
The obtained 'F' value is 2.704 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees family size on Work life balance
policies.
Work load
The obtained 'F' value is 4.434 and it is significant at 5% level. The value indicates that
there is significant influence of women employees family size on Work load.
Further, the mean table 4.54 indicates that the women employees with family size of
above 5 members have scored higher mean value of 41.93 and the lowest mean was scored by
the women employees with family size of up to 3 members ( 38.72 ). This shows that the women
employees with family size of above 5 members are getting more work load and the women
employees with family size of up to 3 members are getting less work load.
Financial assistance
The obtained 'F' value is 0.727 and it is not significant at 5% level. The value indicates
183
that there is no significant influence of women employees family size on Financial assistance.
Work expectations
The obtained 'F' value is 1.061 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees family size on Work expectations.
Work satisfaction
The obtained 'F' value is 2.030 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees family size on Work satisfaction.
One way ANOVA was applied to ascertain if there is any significant influence of women
employees number of dependents on Work-life balance in the work environment in banking
184
sector in rural area. The following null hypotheses were framed:
H0 8.7: There is no significant influence of women employees number of dependents on
(a) Work life balance policies (b) Work place support (c) Work load (d) Financial
assistance (e) Work expectations and (f) Work satisfaction.
Table 4.55 shows the analysis of variance of influence of women employees number of
dependents on Work-life balance in the work environment in banking sector in rural area.
Table 4.55
ANOVA for influence of women employees number of dependents on Work-life balance
in rural area
185
Work life balance policies
The obtained 'F' value is 0.146 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees number of dependents on Work life
balance policies.
Work load
The obtained 'F' value is 9.228 and it is significant at 1% level. The value indicates that
there is significant influence of women employees number of dependents on Work load.
Further, the mean table 4.55 indicates that the women employees having more than two
dependents have scored higher mean value of 42.84 and the lowest mean was scored by the
women employees having up to one dependent (38.56). This shows that the women employees
with more than two dependents are getting more work load and the women employees with up to
one dependent are getting less work load.
Financial assistance
186
The obtained 'F' value is 3.790 and it is significant at 5% level. The value indicates that
there is significant influence of women employees number of dependents on Financial
assistance.
Further, the mean table 4.55 indicates that the women employees with up to one
dependent have scored higher mean value of 30.81 and the lowest mean was scored by the
women employees with more than two dependents (28.80). This shows that the women
employees having up to one dependent are more pleased with the financial assistance offered by
the banks and the women employees having more than two dependents are less pleased with the
financial assistance offered by the banks.
Work expectations
The obtained 'F' value is 0.939 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees number of dependents on Work
expectations.
Work satisfaction
The obtained 'F' value is 9.883 and it is significant at 1% level. The value indicates that
there is significant influence of women employees number of dependents on Work satisfaction.
Further, the mean table 4.55 indicates that the women employees with up to one
dependent have scored higher mean value of 44.53 and the lowest mean was scored by the
women employees with more than two dependents ( 39.94 ). This shows that the women
employees with up to one dependent are having more satisfaction towards their work and the
women employees with more than two dependents are having less satisfaction towards their
187
work.
Therefore, the formulated hypothesis H0 8.7(f) that there is no significant influence of
the women employees number of dependents on Work satisfaction is rejected.
4.10.8 Testing for significant influence of women employees type of bank on Work-life
balance in the work environment in banking sector in rural area.
Independent samples t-test was applied to ascertain if there is any significant influence of
women employees age on Work-life balance in the work environment in banking sector in
rural area.
H0 8.8: There is no significant influence of women employees type of bank on (a) Work
life balance policies (b) Work place support (c) Work load (d) Financial assistance (e)
Work expectations and (f) Work satisfaction.
Table 4.56 shows the t-test for influence of women employees type of bank on Work-
life balance in the work environment by the women employees in banking sector in rural area.
188
Table 4.56
t-test for influence of women employees type of bank on Work-life balance in rural area
Further, the mean table 4.56 indicates that the women employees working in Nationalised
Banks have scored higher mean value of 28.82 than the women employees working in Private
Banks ( 25.67 ). This shows that the women employees working in Nationalised Banks are
comfortable with work life balance policies than the women employees working in Private
Banks.
189
there is significant influence of women employees type of bank on Work place support.
Further, the mean table 4.56 indicates that women employees working in Nationalised
banks have scored higher mean value of 45.28 than the women employees working in Private
Banks (41.25). This shows that the women employees working in Nationalised Banks are getting
good support from work place than the women employees working in Private Banks.
Therefore, the formulated hypothesis H0 8.8 (b) that there is no significant influence of
the women employees type of bank on Work place support is rejected.
Work load
The obtainedt value is 6.619 and it is significant at 1% level. The value indicates that
there is significant influence of women employees type of bank on Work load.
Further, the mean table 4.56 indicates that the women employees working in Private
Banks have scored higher mean value of 44.67 than the women employees working in
Nationalised Banks ( 40.25). This shows that the women employees working in Private Banks
are getting more work load than the women employees working in Nationalised Banks.
Therefore, the formulated hypothesis H0 8.8 (c) that there is no significant influence of
the women employees type of bank on Work load is rejected.
Financial assistance
The obtainedt value is 5.511 and it is significant at 1% level. The value indicates that
there is significant influence of women employees type of bank on Financial assistance.
Further, the mean table 4.56 indicates that the women employees working in Nationalised
Banks have scored higher mean value of 33.76 than the women employees working in Private
Banks ( 29.28 ). This shows that the women employees working in Nationalised Banks are more
pleased with the financial assistance offered by the Banks than the women employees working in
Private Banks.
190
Therefore, the formulated hypothesis H0 8.8 (d) that there is no significant influence of
the women employees type of bank on Financial assistance is rejected.
Work expectations
The obtainedt value is 1.366 and it is not significant at 5% level. The value indicates
that there is no significant influence of women employees type of bank on Work expectations.
Therefore, the formulated hypothesis H0 8.8 (e) that there is no significant influence of
the women employees type of bank on Work expectations is accepted.
Work satisfaction
The obtainedt value is 6.080 and it is significant at 1% level. The value indicates that
there is significant influence of women employees type of bank on Work satisfaction.
Further, the mean table 4.56 indicates that the women employees working in Nationalised
Banks have scored higher mean value of 47.76 than the women employees working in Private
Banks ( 41.80 ). This shows that the women employees working in Nationalised banks are more
satisfied with their work than the women employees working in Private Banks.
Therefore, the formulated hypothesis H0 8.8 (f) that there is no significant influence of
the women employees type of bank on Work satisfaction is rejected.
191
4.11 ASSESSING THE SATISFACTORY LEVEL WITH THE EXPECTATIONS OF
WOMEN EMPLOYEES WORKING IN URBAN AREA BANKS
Paired samples t-test was applied to ascertain if there was any significant fulfillment of
satisfaction from the expectations level in personal life and work life of women employees
working in urban area banks. The following null hypotheses were framed:
Null hypothesis H09 (a): There is no significant difference between satisfaction and
expectations in personal life of women employees working in urban area banks.
Null hypothesis H09 (b): There is no significant difference between satisfaction and
expectations in work life of women employees working in urban area banks.
Table 4.57 shows the paired samples t-test for fulfillment of satisfactory level with
expectations in personal life and work life of women employees working in urban area banks.
Table 4.57
t-test for satisfaction with expectations of women employees working in urban area banks
N Mean SD t-value
Personal life Expectations 300 78.79 2.869 22.649**
Satisfaction 300 71.91 4.129 (p<.001)
Work life Expectations 300 61.14 1.697 11.054**
Satisfaction 300 55.19 9.217 (p<.001)
** significant at 1% level
192
(78.79). This shows that the satisfaction levels in personal life of women employees are not
fulfilled up to their expectations level in the urban area banks.
Paired samples t-test was applied to ascertain if there was any significant fulfillment of
satisfaction from the expectations level in personal life and work life of women employees
working in rural area banks. The following null hypotheses were framed:
Table 4.58 shows the paired samples t-test for fulfillment of satisfaction level with
expectations in personal life and work life of women employees working in rural area banks.
193
Table 4.58
t-test for satisfaction with expectations of women employees working in rural area banks
N Mean SD t-value
Personal life Expectations 300 78.84 3.296 29.668**
Satisfaction 300 69.94 4.001 (p<.001)
Work life Expectations 300 61.48 1.722 37.690**
Satisfaction 300 42.98 8.202 (p<.001)
** significant at 1% level
194
4.13 RELATIONSHIP BETWEEN PERSONAL LIFE SATISFACTION AND FACTORS
OF LIFE WORK BALANCE
4.13.1 Relationships between personal life satisfaction and factors of life-work balance of
women employees working in urban area banks
To test the significant relationship between personal life satisfaction and factors of life
work balance of women employees working in urban area banks, Bi-variate correlation was
applied to ascertain if there were any significant relationship between personal life satisfaction
and factors of life work balance. The following null hypotheses were framed:
H011(a): There is no significant relationship between personal life satisfaction and family
support.
H011(b): There is no significant relationship between personal life satisfaction and child
care/dependent care.
H011(c): There is no significant relationship between personal life satisfaction and self
management.
H011(d): There is no significant relationship between family support and child care/dependent
care.
H011(e): There is no significant relationship between family support and self management.
H011(f): There is no significant relationship between self management and child care/dependent
care. Table 4.59
Correlation analysis for personal life satisfaction in urban area banks
There is positive significant correlation is observed between personal life satisfaction and
child care/dependent care (r =.513). Hence the null hypothesis There is no significant
relationship between personal life satisfaction and child care/dependent care is rejected at 1%
level. This shows that child care/dependent care enriches personal life satisfaction.
Significant Positive correlation is observed between personal life satisfaction and self
management (r =.443). Hence the null hypothesis There is no significant relationship between
personal life satisfaction and self management is rejected at 1% level. This shows that self
management increases satisfactory level in personal life
There is positive significant correlation observed between family support and child
care/dependent care (r =.415). Hence the null hypothesis There is no significant relationship
between family support and child care/dependent care is rejected at 1% level. This shows that
chide care/dependent care is done by good family support.
Significant positive correlation is observed between family support and self management (r
=.264). Hence the null hypothesis There is no significant relationship between family support
and self management is rejected at 1% level. This shows that family support helps to maintain
self management.
Significant correlation is not observed between self management and child care/dependent
care (r =.051). Hence the null hypothesis There is no significant relationship between self
management and child care/dependent care is accepted at 5% level.
196
4.13.2 Relationships between personal life satisfaction and factors of life-work balance of
women employees working in rural area banks
To test the significant relationship between personal life satisfaction and factors of life -
work balance of women employees working in rural area banks, Bi-variate correlation was
applied to ascertain if there were any significant relationship between personal life satisfaction
and factors of life-work balance. The following null hypotheses were framed:
H012(a): There is no significant relationship between personal life satisfaction and family
support.
H012(b): There is no significant relationship between personal life satisfaction and child
care/dependent care.
H012(c): There is no significant relationship between personal life satisfaction and self
management.
H012(d): There is no significant relationship between family support and child care/dependent
care.
H012(e): There is no significant relationship between family support and self management.
H012(f): There is no significant relationship between self management and child care/dependent
care.
Table 4.60
Correlation analysis for personal life satisfaction in rural area banks
197
Positive significant correlation is observed between personal life satisfaction and family
support (r =.587). Hence the null hypothesis There is no significant relationship between
personal life satisfaction and family support is rejected at 1% level. This shows that good family
support will result in good personal life satisfaction.
There is positive significant correlation is observed between personal life satisfaction and
child care/dependent care (r =.613). Hence the null hypothesis There is no significant
relationship between personal life satisfaction and child care/dependent care is rejected at 1%
level. This shows that child care/dependent care enriches personal life satisfaction.
Significant Positive correlation is observed between personal life satisfaction and self
management (r =.458). Hence the null hypothesis There is no significant relationship between
personal life satisfaction and self management is rejected at 1% level. This shows that self
management increases satisfaction level in personal life
There is positive significant correlation observed between family support and child
care/dependent care (r =.571). Hence the null hypothesis There is no significant relationship
between family support and child care/dependent care is rejected at 1% level. This shows that
chide care/dependent care is done by good family support.
Significant correlation is not observed between family support and self management (r
=.122). Hence the null hypothesis There is no significant relationship between family support
and self management is accepted at 5% level.
Significant correlation is not observed between self management and child care/dependent
care (r =.095). Hence the null hypothesis There is no significant relationship between self
management and child care/dependent care is accepted at 5% level.
198
4.14 RELATIONSHIP BETWEEN WORK LIFE SATISFACTION AND FACTORS OF
WORK-LIFE BALANCE
4.14.1 Relationships between work life satisfaction and factors of work-life balance of
women employees working in urban area banks
To test the significant relationship between work-life satisfaction and factors of work-life
balance of women employees working in urban area banks, Bi-variate correlation was applied to
ascertain if there were any significant relationship between work-life satisfaction and factors of
work-life balance.
H0 13(a): There is no significant relationship between work life satisfaction and work life
balance policies.
H013(b): There is no significant relationship between work life satisfaction and work place
support.
H0 13(c): There is no significant relationship between work life satisfaction and work load.
H013(d): There is no significant relationship between work life satisfaction and financial
assistance.
H013(e): There is no significant relationship between work life balance policies and work place
support.
H013(f): There is no significant relationship between work life balance policies and work load.
H013(g): There is no significant relationship between work life balance policies and financial
assistance.
H0 13(h): There is no significant relationship between work place support and work load. H 013(i):
There is no significant relationship between work place support and financial assistance. H 0 13(j):
There is no significant relationship between work load and financial assistance.
199
Table 4.61
Correlation analysis for work-life satisfaction in urban area banks
Positive significant correlation is observed between work life satisfaction and work life
balance policies (r =.731). Hence the null hypothesis There is no significant relationship
between work life satisfaction and work life balance policies is rejected at 1% level. This shows
that good work life balance policies improve work life satisfaction.
There is positive significant correlation is observed between work life satisfaction and work
place support (r =.729). Hence the null hypothesis There is no significant relationship between
work life satisfaction and work place support is rejected at 1% level. This shows that good
support from work place bring good level of work life satisfaction.
Significant negative correlation is observed between work life satisfaction and work load (r
= -.721). Hence the null hypothesis There is no significant relationship between work life
satisfaction and work load is rejected at 1% level. This shows that lesser work load will improve
the work life satisfaction.
Significant Positive correlation is observed between work life satisfaction and financial
assistance (r =.621). Hence the null hypothesis There is no significant relationship between
work life satisfaction and financial assistance is rejected at 1% level. This shows that financial
200
assistance offered by the banks improves the level of work satisfaction.
There is positive significant correlation between work life balance policies and work place
support (r =.712). Hence the null hypothesis There is no significant relationship between work
life balance policies and work place support is rejected at 1% level. This shows that work life
balance policies provides the way for good support from the work place.
Significant negative correlation is observed between work life balance policies and work
load (r = -.601). Hence the null hypothesis There is no significant relationship between work
life balance policies and work load is rejected at 1% level. This shows that good and improved
work life balance policies will decrease the work load.
Significant positive correlation is observed between work life balance policies and financial
assistance (r =.612). Hence the null hypothesis There is no significant relationship between
work life balance policies and financial assistance is rejected at 1% level. This shows that good
work life balance policies helps to get financial assistance from their banks.
Significant negative correlation is observed between work place support and work load (r =
-.709). Hence the null hypothesis There is no significant relationship between work place
support and work load is rejected at 1% level. This shows that work place support will reduce
the work load considerably.
Significant positive correlation is observed between work place support and financial
assistance (r =.707). Hence the null hypothesis There is no significant relationship between
work place support and financial assistance is rejected at 1% level. This shows that support
from work place helps to get financial assistance from their banks.
Significant correlation is not observed between work load and financial assistance (r
=.127). Hence the null hypothesis There is no significant relationship between work load and
financial assistance is accepted at 5% level.
201
4.14.2 Relationships between work-life satisfaction and factors of work - life balance of
women employees working in rural area banks
To test the significant relationship between work life satisfaction and factors of work-life
balance of women employees working in rural area banks, Bi-variate correlation was applied to
ascertain if there were any significant relationship between work life satisfaction and factors of
work-life balance.
H0 14(a): There is no significant relationship between work life satisfaction and work life
balance policies.
H014(b): There is no significant relationship between work life satisfaction and work place
support.
H0 14(c): There is no significant relationship between work life satisfaction and work load.
H014(d): There is no significant relationship between work life satisfaction and financial
assistance.
H0 14(e): There is no significant relationship between work life balance policies and work place
support.
H0 14(f): There is no significant relationship between work life balance policies and work load.
H0 14(g): There is no significant relationship between work life balance policies and financial
assistance.
H0 14(h): There is no significant relationship between work place support and work load. H 014(i):
There is no significant relationship between work place support and financial assistance. H 0 14(j):
There is no significant relationship between work load and financial assistance.
202
Table 4.62
Correlation analysis for work-life satisfaction in rural area banks
Positive significant correlation is observed between work life satisfaction and work life
balance policies (r =.415). Hence the null hypothesis There is no significant relationship
between work life satisfaction and work life balance policies is rejected at 1% level. This
shows that good work life balance policies improve work life satisfaction.
There is positive significant correlation is observed between work life satisfaction and work
place support (r =.718). Hence the null hypothesis There is no significant relationship between
work life satisfaction and work place support is rejected at 1% level. This shows that good
support from work place bring good level of work life satisfaction.
Significant negative correlation is observed between work life satisfaction and work load (r
= -.744). Hence the null hypothesis There is no significant relationship between work life
satisfaction and work load is rejected at 1% level. This shows that lesser work load will
improve the work life satisfaction.
Significant Positive correlation is observed between work life satisfaction and financial
assistance (r =.725). Hence the null hypothesis There is no significant relationship between
work life satisfaction and financial assistance is rejected at 1% level. This shows that financial
203
assistance offered by the banks improves the level of work satisfaction.
There is positive significant correlation between work life balance policies and work place
support (r = .420). Hence the null hypothesis There is no significant relationship between work
life balance policies and work place support is rejected at 1% level. This shows that work life
balance policies provides the way for good support from the work place.
Significant negative correlation is observed between work life balance policies and work
load (r = -.391). Hence the null hypothesis There is no significant relationship between work
life balance policies and work load is rejected at 1% level. This shows that good and improved
work life balance policies will decrease the work load.
Significant positive correlation is observed between work life balance policies and financial
assistance (r =.412). Hence the null hypothesis There is no significant relationship between
work life balance policies and financial assistance is rejected at 1% level. This shows that good
work life balance policies helps to get financial assistance from their banks.
Significant negative correlation is observed between work place support and work load (r =
-.716). Hence the null hypothesis There is no significant relationship between work place
support and work load is rejected at 1% level. This shows that work place support will reduce
the work load considerably.
Significant positive correlation is observed between work place support and financial
assistance (r =.720). Hence the null hypothesis There is no significant relationship between
work place support and financial assistance is rejected at 1% level. This shows that support
from work place helps to get financial assistance from their banks.
Significant correlation is not observed between work load and financial assistance (r
=.089). Hence the null hypothesis There is no significant relationship between work load and
financial assistance is accepted at 5% level.
204
4.15 ASSESSING THE PREDICTOR VARIABLES FOR PERSONAL LIFE AND WORK
LIFE SATISFACTION OF WOMEN EMPLOYEES WORKING IN BANKING SECTOR
4.15.1 Assessing the predictor variables for personal life satisfaction of women employees
working in urban area banks (taking factors of life work balance as independent variables)
Table 4.63
Regression analysis for personal life satisfaction of women employees working in urban
area banks (taking factors of life work balance as independent variables)
2 Standard
R
Predictor Variables Beta F t- value
Family support 0.714 3.166**
0.313
Child care/ Dependent care Adjusted 0.041 8.324** .725
Self management R2 0.102 1.527
0.291
** significant at 1% level
It is observed from the table 4.63, the regression models F value is 8.324 and it is
2
significant at 1% level. The regression models coefficient of determination (R ) is 0.313 and the
2
adjusted R is 0.291, which is a healthy coefficient. Family support serves as a significant
predictor for personal life satisfaction of women employees working in urban area banks, its
standard beta value 0.714 shows that personal life satisfaction is positive with reference to family
support. This shows that one unit increase in family support improves 0.714 units in personal life
satisfaction of women employees. Child care/ Dependent care and Self management are not
serving as significant predictors for personal life satisfaction. Hence Family support serves as
predictor variable for personal life satisfaction of women employees working in urban area
banks.
205
4.15.2 Assessing the predictor variables for personal life satisfaction of women employees
working in rural area banks (taking factors of life work balance as independent variables)
Table 4.64
Regression analysis for personal life satisfaction of women employees working in rural area
banks (taking factors of life work balance as independent variables)
2 Standard
R
Predictor Variables Beta F t- value
Family support 0.531 4.992**
0.263
Child care/ Dependent care Adjusted 0.723 7.234** 2.128*
Self management 2 0.051 1.361
R
0.241
*significant at 5% level ** significant at 1% level
It is observed from the table 4.64, the regression models F value is 7.234 and it is
2
significant at 1% level. The regression models coefficient of determination (R ) is 0.263 and the
2
adjusted R is 0.241, which is a healthy coefficient. Family support serves as a significant
predictor for personal life satisfaction of women employees working in rural area banks, its
standard beta value 0.531 shows that personal life satisfaction is positive with reference to family
support. This shows that one unit increase in family support improves 0.531 units in personal life
satisfaction of women employees. Child care/ Dependent care serves as a significant predictor
for personal life satisfaction of women employees working in rural area banks, its standard beta
value 0.723 shows that personal life satisfaction is positive with reference to Child care/
Dependent care. This shows that one unit increase in Child care/ Dependent care increases 0.723
units increase in personal life satisfaction of women employees working in rural area banks. Self
management is not serving as significant predictor for personal life satisfaction. Hence Family
support and Child care/ Dependent care serves as predictor variables of personal life satisfaction
of women employees working in rural area banks.
206
4.15.3 Assessing the predictor variables for personal life satisfaction of women employees
working in urban area banks (taking factors of work life balance as independent variables)
Table 4.65
Regression analysis for Personal life satisfaction of women employees working in
urban area banks (taking factors of work life balance as independent variables)
2 Standard
R
Predictor Variables Beta F t- value
Work life balance policies 0.120 .771
0.287
Work place support Adjusted 0.502 4.325** 2.440*
Work load 2 -0.165 1.613
R
Financial assistance 0.261 0.533 2.114*
It is observed from the table 4.65, the regression models F value is 4.325 and it is
2
significant at 1% level. The regression models coefficient of determination (R ) is 0.287 and the
2
adjusted R is 0.261, which is a healthy coefficient. Work place support serves as a significant
predictor for personal life satisfaction, its standard beta value 0.502 shows that personal life
satisfaction is positive with reference to work place support. This shows that one unit increase in
work place support increases 0.502 units of personal life satisfaction. Financial assistance serves
as a significant predictor for personal life satisfaction, its standard beta value 0.533 shows that
personal life satisfaction is positive with reference to financial assistance. This shows that one
unit increase in financial assistance increases personal life satisfaction by 0.533 times. Work life
balance policies and work load are not serving as predictor variables for personal life
satisfaction. Hence work place support and financial assistance serves as a significant predictor
for personal life satisfaction of women employees working in banks in urban area.
207
4.15.4 Assessing the predictor variables for personal life satisfaction of women employees
working in rural area banks (taking factors of work life balance as independent variables)
Table 4.66
Regression analysis for Personal life satisfaction of women employees working in rural area
banks (taking factors of work life balance as independent variables)
2 Standard
R
Predictor Variables Beta F t- value
Work life balance policies -0.120 1.725
0.320
Work place support Adjusted 0.059 3.742** .616
Work load 2 -0.743 2.426*
R
0.301
Financial assistance -0.233 1.893
* significant at 5% level ** significant at 1% level
It is observed from the table 4.66, the regression models F value is 3.742 and it is
2
significant at 1% level. The regression models coefficient of determination (R ) is 0.320 and the
2
adjusted R is 0.301, which is a healthy coefficient. Work load serves as a significant predictor
for personal life satisfaction, its standard beta value -0.743 shows that personal life satisfaction is
negative with reference to work load. This shows that one unit increase in work load decreases
0.743 units of personal life satisfaction. Work life balance policies, work place support and
financial assistance are not serving as significant predictors for personal life satisfaction. Hence
work load serves as a significant predictor for personal life satisfaction of women employees
working in banks in rural area.
208
4.15.5 Assessing the predictor variables for work-life satisfaction of women employees
working in urban area banks (taking factors of work life balance as independent variables)
Table 4.67
Regression analysis for Work satisfaction of women employees working in urban
area banks (taking factors of work life balance as independent variables)
2 Standard
R
Predictor Variables Beta F t- value
Work life balance policies 0.645 6.212**
0.420
Work place support Adjusted 0.587 13.241** 5.475**
Work load 2 -0.678 5.269**
R
0.397
Financial assistance 0.570 4.370**
** significant at 1% level
It is observed from the table 4.67, the regression models F value is 13.241 and it is
2
significant at 1% level. The regression models coefficient of determination (R ) is 0.420 and the
2
adjusted R is 0.397, which is a healthy coefficient. Work life balance policies serves as a
predictor variable for work satisfaction, its standard beta value of 0.645 shows that work
satisfaction is positive with reference to work life balance policies. One unit increase in work life
balance policies will improve 0.645 units in work satisfaction. Work place support serves as a
significant predictor for work satisfaction of women employees working in urban area banks, its
standard beta value 0.587 shows that work satisfaction is positive with reference to work place
support. This shows that one unit increase in work place support improves 0.587 units of work
satisfaction of women employees. Work load serves as a significant predictor for work
satisfaction of women employees, its standard beta value -0.687 shows that work satisfaction is
negative with reference to work load. This shows that one unit increase in work load decreases
0.687 units of satisfaction towards work. Financial assistance serves as significant predictor of
work satisfaction and increases work satisfaction by 0.570 units. Hence work life balance
policies, work place support, work load and financial assistance are the predictor variables of
209
work satisfaction of women employees working in urban area banks.
4.15.6 Assessing the predictor variables for work-life satisfaction of women employees
working in rural area banks (taking factors of work life balance as independent variables)
Table 4.68
Regression analysis for Work satisfaction of women employees working in rural area
banks (taking factors of work life balance as independent variables)
2 Standard
R
Predictor Variables Beta F t- value
Work life balance policies 0.053 1.266
0.418
Work place support Adjusted 0.740 14.032** 4.185**
Work load R2 -0.849 4.421**
0.387
Financial assistance 0.564 5.209**
** significant at 1% level
It is observed from the table 4.68, the regression models F value is 14.032 and it is
2
significant at 1% level. The regression models coefficient of determination (R ) is 0.418 and the
2
adjusted R is 0.387, which is a healthy coefficient. Work place support serves as a significant
predictor for work satisfaction of women employees working in rural area banks, its standard
beta value 0.740 shows that work satisfaction is positive with reference to work place support.
This shows that one unit increase in work place support improves .740 units of work satisfaction
of women employees. Work load serves as a significant predictor for work satisfaction of women
employees, its standard beta value -0.849 shows that work satisfaction is negative with reference
to work load. This shows that one unit increase in work load decreases 0.849 units of satisfaction
towards work. Financial assistance serves as significant predictor of work satisfaction and
increases work satisfaction by 0.564 units. Work life balance policies are not serving as
significant predictors for work satisfaction. Hence work place support, work load and
210
financial assistance are the predictor variables of work satisfaction of women employees working
in rural area banks.
4.15.7 Assessing the predictor variables for work-life satisfaction of women employees
working in urban area banks (taking factors of life work balance as independent variables)
Table 4.69
Regression analysis for Work satisfaction of women employees working in urban
area banks (taking factors of life work balance as independent variables)
Standard
Predictor Variables R
2
Beta F t- value
Family support 0.624 2.477*
0.304
Child care/ Dependent care Adjusted 0.065 7.385** 1.146
Self management 2 0.087 1.479
R
0.281
* significant at 5% level ** significant at 1% level
It is observed from the table 4.69, the regression models F value is 7.385 and it is
2
significant at 1% level. The regression models coefficient of determination (R ) is 0.304 and the
2
adjusted R is 0.281, which is a healthy coefficient. Family support serves as significant
predictor for work satisfaction, its standard beta value 0.624 shows that work satisfaction is
positive with reference to family support. This shows that one unit increase in family support
improves 0.624 units increase in work satisfaction of women employees working in urban area
banks. Child care/ Dependent care and self management are not serving as significant predictors
for work satisfaction. Hence family support serves as the predictor variables of work satisfaction
of women employees working in urban area banks.
211
4.15.8 Assessing the predictor variables for work-life satisfaction of women employees
working in rural area banks (taking factors of life work balance as independent variables)
Table 4.70
Regression analysis for Work satisfaction of women employees working in rural area
banks (taking factors of life work balance as independent variables)
Standard
Predictor Variables R2 Beta F t- value
Family support 0.724 2.755**
0.293
Child care/ Dependent care Adjusted 0.114 9.286** .780
Self management 2 0.547 4.177**
R
0.273
** significant at 1% level
It is observed from the table 4.70, the regression models F value is 9.286 and it is
2
significant at 1% level. The regression models coefficient of determination (R ) is 0.293 and the
2
adjusted R is 0.273, which is a healthy coefficient. Family support serves as significant
predictor for work satisfaction, its standard beta value 0.724 shows that work satisfaction is
positive with reference to family support. This shows that one unit increase in family support
improves 0.724 units increase in work satisfaction of women employees working in rural area
banks. Self management serves as a significant predictor for work satisfaction, its standard beta
value 0.547 shows that work satisfaction is positive with reference to self management. This
shows that one unit increase in self management increases 0.547 units in work satisfaction of
women employees. Child care/ Dependent care is not serving as significant predictor for work
satisfaction. Hence family support and self management serves as the predictor variables of work
satisfaction of women employees working in rural area banks.
212
4.16 MODEL FOR WORK - LIFE SATISFACTION OF WOMEN EMPLOYEES
WORKING IN BANKING SECTOR
Structural equation modeling (SEM) is a statistical technique for testing and estimating
causal relations using a combination of statistical data and qualitative causal assumptions. This
definition of SEM was articulated by the geneticist Sewall Wright (1921), the economist Trygve
Haavelmo (1943).
SEM allow both confirmatory and exploratory modeling, meaning they are suited to both
theory testing and theory development. Confirmatory modeling usually starts out with a
hypothesis that gets represented in a causal model. The concepts used in the model must then be
operationalized to allow testing of the relationships between the concepts in the model. The
model is tested against the obtained measurement data to determine how well the model fits the
data. The causal assumptions embedded in the model often have falsifiable implications which
can be tested against the data.
With an initial theory SEM can be used inductively by specifying a corresponding model
and using data to estimate the values of free parameters. Often the initial hypothesis requires
adjustment in light of model evidence. When SEM is used purely for exploration, this is usually
in the context of exploratory factor analysis as in psychometric design.
A model was developed by using analysis of moment structure (AMOS 16.1). A model is
fit to ensure the Work-life satisfaction of women employees working in banking sector. In the
model factors such as Family support, Work place support, Work load, Financial assistance,
Personal life satisfaction and Work life satisfaction are taken as observed variables. e1 and e2 are
error terms (residuals) for observed variables Personal life satisfaction and Work life satisfaction.
213
Null Hypothesis H015: The model fitted for work life satisfaction of women employees
working in banking sector is good.
Figure 4.16.1: Work - Life satisfaction of women employees working in banking sector
Model for Work - Life satisfaction of women employees working in banking sector
A model is fit to ensure the Work-life satisfaction of women employees working in
214
banking sector. In the model, factors such as Family support, Work place support, Work load,
financial assistance, Personal life satisfaction and Work life satisfaction are taken as observed
2
variables. The model fit Chi-square = 3.212 and the models p-value is 0.105 which is
insignificant shows that model fitted for work life satisfaction of women employees working in
banking sector is good. The goodness of fit index (GFI) is 0.918 and adjusted goodness of fit
(AGFI) is 0.901 which indicates a better model.
215
Figure 4.16.2: Family support
216
Figure 4.16.3: Child care/Dependent care
217
Figure 4.16.4: Self-management
218
Figure 4.16.5: Work life balance policies
219
Figure 4.16.6: Work place support
220
Figure 4.16.7: Work load
221
Figure 4.16.8: Financial assistance
222