Work-life balance signifies the act of maintaining a positive and healthy balance between a person’s personal and professional life.Nowadays it is very difficultto find a balance between the personal and professional lives because of increasing work pressures, demands, challenging and competitive environment. Even when the work and personal life of people is suffering still they have to make tough choices. Traditionally it is the only responsibility of women to manage a balance between the work and life. But current scenario has made it an issue with both the gender and with all professionals working across all levels and all industries.

It is a widespread trend that couple households now rely on both parents. Both have to be in the work to fulfill their needs. And people are spending more time in office. The ever changing demands of clients and the job directly affect the personal life of employees making it difficult for them to complete the household responsibilities.

On the other hand, personal life can also be demanding if you have a kid or aging parents. Working couple families often have at least one parent who usually works extra hours or works in the evenings. Parents in the workforce are now a significant and ongoing pressure group calling for flexibility at work. Work life imbalance can lead to absenteeism from work, creating stress and lack of concentration at work. The issue of work-life balance is increasingly becoming important as families are increasingly becoming nuclear and dual earners. Stress and other conflicts are increasing because of increasing and changing demands of organisation as well as increasing responsibilities of families.

Work-life balance for teaching professionals has become one of the greatest challenges. Teachers work load demand their time in the institution and also extend to their home in order to get prepared for the following day’s lecture, apart from maintaining student records and attending to various institution related functional requirements. Teachers have to spend extra hours daily to be effective and productive in their profession so as tosatisfy the students and update themself.For Self growth also they have to give time to their research and other activities. Thus it is the demanding need that Management function should plan and execute such policies which enable the employees to balance their personal and professional lives so as to enhance the productivity and reduce the stress and absenteeism.

1.2 LITERATURE REVIEW:

Goyal and Arora (2012) measured the impact of work pressure on family life and the expectations of family on the work commitments on 120 teachers of different educational institutes. The study revealed that factors like negative attitude of family, family commitments, health issues, long working hours, meetings, work load created an imbalance in their personal and professional lives.

Miryala and Chiluka (2012) conducted a study on a sample of 100 teachers and examined the different elements of work life balance. Study reflected the need for designing work-life balance policies and programs for the teaching community.

Devi and Pandian (2011) analyzed the problems faced by the women school teachers to maintain work life balance and founded that there was no separate policy for work life balance in their school and majority of them were doing school work at home.

Lakshmi and Kumar (2011) highlighted the issues connected with work life balance of women in an educational institution and determined the factors of work life balance.

Soi and Massey (2011) studied the concept of work life balance and its impact on employment relations and productivity of the employees. Study illuminated the dissymmetry between the work and life that today’s fast-paced working generation is experiencing. It was observed that majority of the respondents weren’t happy with the shape that their lives have taken recently due to imbalance that has crept in their work and life.

Doble and Supriya (2010) investigated work life balance across genders and observed that both male and female faced imbalance in family and work life. Study depicted the factors that contributed work life balance like flex time, work from home, part-time work, availability of child care and flexibility to take care of emergencies at home.

Asadullah and Fernandez (2008) revealed that work life balance practices increased the job satisfaction of the employees irrespective of their gender.

Davis (2002) examined people’s experience in coping with their personal and professional lives with particular reference to the different perspectives of men and women andrevealed that the parents were under pressure due to work and time bound thus finding difficulties in managing their personal life with their professional life.

1.3 OBJECTIVES:

1 To study the prevailing work-life balance among parents working in educational sector.

2 To analyse the relationship and impact of work life balance on working parents’ personal life.

3 To analyse the relationship and impact of work life balance on working parents’ professional life.

1.4 HYPOTHESIS:

H₀₁: There is no significant impact of work life balance on working parents’ personal life.

H_a1: There is significant impact of work life balance on working parents’ personal life.

H₀₂: There is no significant impact of work life balance on working parents’ professional life.

H_a2: There is significant impact of work life balance on working parents’ professional life.

1.5 RESEARCH METHODOLOGY:

1.5.1 Research Design

An empirical study was conducted to achieve the objectives. As the impact of work life balance on working parents’ personal and professional lives was analyzed. The research design is descriptive and causal in nature. As the objective is to study and describe the prevailing level of work life balance of working parents in educational sector from faculty point of view and to demonstrate the impact of work life balance on personal and professional life by applying parametric statistics (correlation and regression).This study concerns the causal relationships between work life balance, personal life and professional life in educational sector.

1.5.2 Sampling Design

Delhi/ NCR were chosen. Delhi, besides being the political capital of the country, is also a very big educational hub. Sample size constituted of 150 academicians of colleges ofGGSIP University. 10 colleges were randomly selected that are under GGSIP University. From each selected college15 were selected randomly. Thus sample comprises of 150faculties.

1.5.3 Tools for Data Collection

The main techniques used in this study for data collection were Questionnaire and secondary source analysis. Research Questionnaire has three sections. Section A having 5 statements of work life balance and Section B is having 5 statements of personal life and Section C having 5 statements of professional lifeon a Five point scale ranging from 5 (Strongly Agree) to 1 (Strongly Disagree).

1.5.4 Reliability and Validity

To check the reliability of the scale Cronbach’s alpha (coefficient of reliability or consistency was calculated. Cronbach alpha value for first scale “Work life balance” comes out to be 0.922 and for the second scale “Personal life” is 0.831 and for third scale “Professional Life”comes out to be 0.843. All are having values more than 0.70 which depicts that both the scales are highly reliable in nature.

In this study Content of this research was validated by analyzing the literature, considering the opinions of field experts. With the help of Expert’s views and review of literature, each and every statement of questionnaire was thoroughly examined. It was found that content of each item were related with the objectives of the study.

1.5.5 Techniques for Data Analysis

The information of all the questionnaires was coded and entered in the computer by using MS-Excel and SPSS Software. Statistical Package for Social Sciences 20.0 Version was used to do the required statistical analysis. Descriptive Analysis, Correlation and Regression techniques was used to analyze data in the study.

1.6 Descriptive Analysis of Work Life Balance of parents working in education sector

The overall work life balance of parents working in education sector was analysed using Descriptive statistics. Mean value and standard deviation was analysed. Range was calculated by formula Mean + (1.96) Standard deviation. The upper limit and the lower value come out to be 19.12 and 11.48 respectively.

25- 19: High level of Work Life Balance

18-12: Medium level of Work Life Balance

5-11: Low level of Work Life Balance

Table 1 Descriptive Statistics of Work Life Balance

	N	Minimum	Maximum	Mean	Std. Deviation
Work Life Balance	150	11.00	20.00	15.30	1.95

Source: Survey results

The mean of work life balance on working parents comes out to be 15.30 which depicts work life balance of parents working in educational sector has medium level of work life balance.Thus Management should start realizing its importance in this competitive, ever changing, demanding and stressful environment.

1.7 Relationship and Impact of Work Life Balance on Parent’s personal life

Correlation analysis was carried out to study the relationship between work life balance and personal life of working parents. The results were shown in table below:

Table 2 Correlations between Work Life Balance and Personal life

Personal life

Work Life Balance

Pearson Correlation

.692

Sig. (1-tailed)

.000

Source: Survey Results

The coefficient of correlation as shown in table 2 comes out to be 0.692 and p value .000 which revealed that there is significant positive correlation between the two variables. The result depicted that there exists a significant positive relationship between work life balance and parents’ personal lives.

The impact of the Work life balance on Personal Life was examined by performing regression analysis. Work life balance is the independent variable and Personal Life is dependent variable. The results were shown in table 3 below:

Value of R Square comes to be .479 which depicts that the Work life balance accounts for 47.9 percent of variance in the scores of parents’ personal lives. Thus it is a contributing factor and the use of effective Work Life Balancepolicies can lead to better personal life. The ANOVA tests the significance of the regression model. F- Value comes out to be 136.233 is significant at 5 percent level of significance. Thus regression model is valid and significant. And we can say that there is potential impact of work life balance on the personal life of working parents.

Table 4 Coefficients^a
Model	Unstandardized Coefficients		Standardized Coefficients	t	Sig.
	B	Std. Error	Beta
(Constant) Work Life Balance	5.907	.755		7.826	.000
	.571	.049	.692	11.672	.000
a. Dependent Variable: Personal Life

Source: Survey Results

Value of t for work life balance comes out to be 11.672, p value is .000 and beta value is .692 which is significant at 5 percent level of significance. The null hypothesis 1 was not accepted in this regard. Thus there is significant impact of Work Life Balance on the parents’ personal life.

1.8 Relationship and Impact of Work Life Balance on Parent’s professional life

Correlation analysis was carried out to study the relationship between work life balance and professional life of working parents. The results were shown in table 5.

Table 5Correlation between Work Life Balance and Professional Life

Professional life

Work Life Balance

Pearson Correlation

.542

Sig. (1-tailed)

.000

Source: Survey Results

The result depicted significant positive relationship between work life balance and parents’ professional life. Coefficient of correlation 0.542is significant at 5 percent level of significance.The result depicted that there exists a significant positive relationship between work life balance and parents’ professional life.

The impact of the human resource system on competitive advantage status was examined by performing regression analysis. The value of R square comes out to be .294 which depicts that there is 29.4 percent impact of work life balance on the professional life of working parents. Results indicated that the regression model predicts the outcome variable significantly well. The ANOVA tests the significance of the regression model. F- Value comes out to be 61.514 is significant at 5 percent level of significance. Thus regression model is valid and significant.

Table 7 Coefficients^a
Model	Unstandardized Coefficients		Standardized Coefficients	t	Sig.
	B	Std. Error	Beta
(Constant) Work Life Balance	7.057	1.33		5.285	.000
	.679	.087	.542	7.843	.000
a. Dependent Variable: Professional Life

Source: Survey Results

Value of t for human resource system comes out to be 5.285, p value is .000 and beta value is .542 which is significant at 5 percent level of significance. Thus null Hypothesis 2 was not accepted in this regard. Thus there is significant impact of work life balance on parents’ professional lives. Hence there must be focus on improving the work life balance which will further improve their professional life leading to more productive and efficient staff.

1.9 FINDINGS AND DISCUSSION:

In today’s competitive era, teachers need to brush up their concepts with the upcoming ideologies and take extra load to make their students actually learn their teachings. This leads to increase in stress level of the teachers. Majority of the respondents expressed that there is no separate policy for work life balance in their institutes and many people were doing institute work at home. Even their employers have not done much in terms of designing and implementing work life balance policies and practices. If the personal and professional lives of parents are balanced, they can devote more time to their children and can focus on their upbringing and career growth. It was found that the number of hours worked per week, the amount and frequency of overtime, and inflexible work schedule increase the likelihood of academicians to experience conflict between their work and family roles as it kills their time to perform family related activities. Findings revealed that working parents in education sector have medium level of Work Life Balance. Also there is significant positive relationship and impact of work life balance on working parent’s personal and professional life. Study also revealed work to family conflict is more prevalent as compared to family to work conflict. This may be because many of the respondents seek help from their spouse and other family members in completing their work and some of them take their work to home to complete it. However, their institutions provide no policy as such to help their employees meet their family commitment. Thus focus must be there in making policies that can help the faculties to have balance between the two.

1.10. REFERENCES:

1. Asadullah, M. N. and Fernandez, R. M. (2008). Work Life Balance Practices and the Gender Gap in Job Satisfaction in the UK: Evidence from Matched Employer-Employee Data, IZA Discussion Paper No. 358.

2. Devi R.S. and Pandian P.S. (2011). Work Life Balance of Women School Teachers at Virudhunagar District, Journal for Bloomers of Research, 4(1).

3. Doble, N. and Supriya, M. V. (2010). Gender Differences in the Perception of Work Life Balance, Management, 5(4), pp. 331-342.

4. Elliot, M. (2003). Work and Family Role Strain among University Employees, Journal of Family and Economic Issues, 24, pp. 157-180.

5. Lakshmi, K. S. and Kumar, N. S. (2011). Work Life Balance of Women Employees-With Reference to Teaching Faculties, International Research Conference and Colloquium.

6. Meenakshi S.P. and Ravichandran, K. (2012). A Study on Work Life Balance among Women Teachers working in Self Financing Engineering Institutions, International Journal of Research in Commerce, IT and Management, 2(3), pp.51-55.

7. Miryala, R. K. and Chiluka, N. (2012). Work Life Balance amongst Teachers, IUP Journal of Organization Behavior, 11(1), pp. 37-50.

8. Soi, A., Aggarwal, A. Massey, S. (2011). Work Life Balance, Effulgence, Vol.9(2).

9. http://ipu.ac.in/home/ipuaboutusmain.htm accessed on July 25, 2016.

Received on 30.11.2016 Modified on 18.12.2016

Asian J. Management; 2017; 8(1):25-29.

DOI: 10.5958/2321-5763.2017.00005.1

Model	R	R Square	Adjusted R Square	Std. Error of the Estimate	Change Statistics
					R Square Change	F Change	df1	df2	Sig. F Change
1	.692^a	.479	.476	1.16576	.479	136.233	1	148	.000
a. Predictors: (Constant), Work life Balance
b. Dependent Variable: Personal life

Model		R	R Square	Adjusted R Square	Std. Error of the Estimate	Change Statistics
Model		R	R Square	Adjusted R Square	Std. Error of the Estimate	R Square Change	F Change	df1	df2	Sig. F Change
1		.611^a	.294	.289	2.06229	.294	61.514	1	148	.000
	a. Predictors: (Constant), Work life Balance
	b. Dependent Variable: Professional Life