International Journal of Current Research and Modern Education (IJCRME)

Impact Factor: 6.925, ISSN (Online): 2455 - 5428

([Link]) Volume 3, Issue 1, 2018
A STUDY ON WORK LIFE BALANCE OF BPO EMPLOYEES
WITH SPECIAL REFERENCE TO COIMBATORE CITY
V. Manjula Devi* & M. Saranya**
Dr SNS Rajalakshmi College of Arts and Science Coimbatore, Tamilnadu
Cite This Article: V. Manjula Devi & M. Saranya, “A Study on Work Life Balance of
BPO Employees with Special Reference to Coimbatore City”, International Journal of
Current Research and Modern Education, Volume 3, Issue 1, Page Number 504-509,
2018.
Copy Right: © IJCRME, 2018 (All Rights Reserved). This is an Open Access Article distributed under the
Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any
medium, provided the original work is properly cited.
Abstract:
Employee Work Life Balance is a major driver in the organisation that helps to achieve higher
productivity. It is a healthy blend of both employee’s work life and personal life. Employees with work-life
balance feel their lives area unit consummated each within and out of doors of labour (Byrne, 2005), and that
they expertise lowest conflict between work and non-work roles. From an employer’s viewpoint, encouraging
work-life balance might attract new hires, facilitate reduce turnover and absence, and increase the probabilities
of staff voluntarily participating in “pro-social” behaviours that rise on top of and on the fare side their job
necessities.
Key Words: Employee Work Life Balance, Productivity, Personal Life & Pro-Social
Introduction:
Maintaining a balance between one’s personal and vocation has become a distinguished topic within
the society. The expression Work-life Balance (WLB) was 1st utilized in the centre of Seventies to explain the
balance between one’s work and private life. Within the year 1977, Kanter opined regarding the “myth of
separate world” and known as attention to the fact that employment and residential are ineluctable connected. In
past few years, there has been increasing interest in WLB within the press and in learned journals well as
government, management and worker representative (Russel and areecher, 2000). This increase in interest is
partially driven by issues that unbalanced work-life relationships may end up in reduced health and low
performance outcomes for individual, families and organization. The drivers that square measure liable for the
formulation and implementation of work-life balance policies will be divided into 3 components these square
measure external drivers that square measure motivating factors outside the organization that lead it to
implement work-life balance policies. These embody client relations at an area level; Organizations that
implement versatile operating arrangements will answer demands from customers at an area level for extended
gap hours. The second form of driver’s square measure referred to as internal drivers that square measure
motivating factors inside the organization, as well as leader of alternative, being known by workers associated
potential workers as a leader of alternative. This idea has gained in quality in recent years. The third and also the
last classification are termed Social drivers that square measure those facilitating factors that exist because of
the characteristics of society or those who inspire organization because of socially accountable attitudes towards
staff. Models of work-life balance may be enriched by the psychological science of individual variations. For
instance, psychological theory involved with aspects of temperament will enhance our understanding for
perceptions of work-Life balance. This legislation is simply too unaccustomed yield assessment of its effects on
sub-groups of the economy; but, it's the potential to be AN innovative legislative response to the demand for
work-life balance. In Asian country still there's a necessity of some sturdy regulation for line the requirements of
staff within the organization.
What is Work-life Balance?
Work-life balance has been described in many different ways, including being judged by one
prominent commentator as a complete misnomer on the grounds that work is, for most of us, actually a very
important part of life. The term can also be seen as suggesting that work is not good for us, or at best a necessary
evil, when in fact we know that people gain in so many ways – not just financially – from being in work.
Health, relationships and all round well-being is improved by being in work and in daily contact with others.
Work-life balance denotes to the range of arrangement between personal associated skilled activities in an
individual’s life and therefore the level to those involving their job square measure gift within the home. Stress
could be a common feature of a poor work-life balance. Within the info economy mental stress has been known
as a major economic and pathological state, inflicting by a perceived would like of staff to try to a lot of in less
time.
Steps to Improve Work Life Balance:
 Generating a work relaxation plan
 Departure out actions that unwanted time and energy Contract out work
 Set sufficient time for relaxation
 Ranking work

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 International Journal of Current Research and Modern Education (IJCRME)
Impact Factor: 6.925, ISSN (Online): 2455 - 5428
([Link]) Volume 3, Issue 1, 2018
Importance of Work Life Balance:
 Work life balance upturns the inspiration of workers and helps them achieve better at job.
 It helps publics to relieve their pressure as they can expend leisure time with their near and dear ones.
 Companies can make the most of productivity from a worker who is invigorated and refreshed as
compared to an over worked employee.
 Healthy routines can be maintained by having a work life balance. This includes a good diet, regular
exercises etc.
 Employees who are extremely motivated can help the corporate grow as they are more involved to their
job and careers.
Objectives of the Study:
 To identify how people working in BPO balance their work life and personal life
 To examine the quality of work life among BPO employees in Coimbatore
 To examine the physical and mental problems faced while working in BPO sectors.
 To identify the satisfactory level of the employees working in BPO
 To examine whether the employees have moral value towards their job.
Research Methodology:
The study designed with the people who are in working BPO sector in Coimbatore region. The study
area that is been selected is Coimbatore city. Where it is the one of the major upcoming city in BPO sector and
more youngsters are there and they are interested in working in BPO sector. This is main reason the Coimbatore
city is been selected.
Sample Design:
Descriptive research, also well-known as statistical research, describes information and characteristics
regarding the population or development being studied. Descriptive analysis responses the queries who, what,
where, once and the way. Thus, on the premise of the higher than, the analysis styles were acceptable for the
current study because it was vital to live the varied factors of inconveniences two-faced and conjointly perceives
the notice level of the respondents.
Review of the Literature:
Sourchi, S. M. M. R., & Liao, J. (2015) research established that the separate systems in the association
have a confident impact on workers commitment. Lee et al research right that magnetic leadership will enhance
the effect of worker’s structural commitment. G. Shiva explained the operating girls having {small kinder
|young children babies} area unit forced to depart their child in childcare or in hands of maid. This creates
additional tension for them and less focus on their work and additionally powerless to allow correct take care of
them now and then Vijaya Mani has unconcealed the main factors influencing the Work Life Balance of ladies
professionals in Republic of India adore role conflict, lack of recognition, structure politics, gender
discrimination, older and kids care problems, quality of health, issues in time management and lack of correct
social support. Ramadoss determined in his study that prime computer program, supervisor support for family
connected problems and one’s own cope resources were considerably concerning positive outcome from work
to family and also the direction of the relationships were positive for a girls in IT enabled sectors. Susi S &
Jawaharrani. K agrees that a robust structure culture will increase staff intent to stay within the organization.
Work life balance should be supported and inspired the least bit levels of the organization as well as senior
management, line managers and every one employee.
Research Tools:
 Descriptive
 Reliability Test
 Chi-square
 Multiple regression
Data Analysis and Interpretation:
Cronbach’s Alpha Reliability Test:
Reliability test is a tool to measure the questionnaire whether the associated variables and constructs
are producing the outcome what it is expected to measure. Cronbach's alpha is the most common measure of
internal consistency ("reliability"). It is most commonly used when you have multiple Likert questions in a
survey/questionnaire that form a scale and you wish to determine if the scale is reliable. If the Cronbach’s alpha
is α >0.7 then the scale is said to be reliable. In order to conduct the reliability test in SPSS 20, the Cronbach’s
Alpha value for the Servqual tool is found by following the procedure
Reliability Statistics
Cronbach's Alpha N of Items
0.718 19

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 International Journal of Current Research and Modern Education (IJCRME)
Impact Factor: 6.925, ISSN (Online): 2455 - 5428
([Link]) Volume 3, Issue 1, 2018
Cronbach's Alpha
Items
if Item Deleted
Leadership looks for new ways to improve the working relationship Within
my organization. Leadership looks for new ways to improve the working .709
relationship Within my organization.
If one goes to his/her boss /head with a concern, he/she is confident that
.702
head will be responsive.
Leadership in my organization fosters healthy informal relationships to
.701
improve the culture of the Organization
There is a high cooperation between work groups in my organization .705
Heads / leaders are clear about who does what in my organization .723
Staff members automatically take initiatives to complete task/ duties .715
Staff members treat each other with dignity and respect .709
Staff members share a sense of purpose 8s vision for our organization .727
Routine information flow is well Coordinated in my work place .728
Everyone in my organization can participate in formulation of specific goals
.802
& objectives
My organization responds positively to Changes in the field .810
Equipments in my organization are well maintained .721
Staff members are trained & developed for additional duties & increased
.748
responsibilities
I m asked to participate in establishing training goals & objectives. .749
Time is available for staff members to learn what is expected of them to be
.748
successful in their current job
My organization regularly collects Information about how well, it is doing .754
Adequate facilities are provided in our Organization .760
Facilities are maintained with a high Standard of safety .826
Based on the reliability test results, the “quality of work life” questions or variables in the questionnaire
distributed, the cronbach alpha value α = 0.718 which is greater than 0.7. Hence the structured questionnaire
employed in this research is reliable. The value of Cronbach Alpha is classified based on the reliability index
classification where,
0.90-1.00 is very high,
0.70-0.89 is high,
0.30-0.69 is moderate, and
0.00 to 0.30 is low.
The analysis showed the Cronbach‟s Alpha value, higher than 0.70, falls into the classification of high.
Chi Square test for the association of personal factors and the health issues faced by the BPO employees:
Association between the Age and work related effects on the health
H0: There is no association between the Age and work related effects on the health for the BPO employees.
In the following table, it reveals the association between the Age and work related effects on the health for the
BPO employees.
Table: Crosstab for the association of age and work related effects on health
Effect on your Health
Age Freq% Total
Yes No
21 - 30 Freq 151 0 151
Years % 100 0 100
31 - 40 Freq 64 14 78
Years % 82 18 100
41 - 50 Freq 10 1 11
Years % 91 9 100
Above Freq 9 0 9
50 Years % 100 0 100
Freq 234 15 249
Total
% 93.98 6.02 100.00
The above table reveals that, for the age category of the respondents between 21-30 years has 100%
work related health issues in working with BPO industry. For the age category of the respondents between 31-
40 years has 64% work related health issues and 14% does not have any work related health issues in working
with BPO industry. For the age category of the respondents between 41-50 years has 91% work related health
issues and 9% does not have any work related health issues in working with BPO industry. For the age category

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 International Journal of Current Research and Modern Education (IJCRME)
Impact Factor: 6.925, ISSN (Online): 2455 - 5428
([Link]) Volume 3, Issue 1, 2018
of the respondents above 50 years has 100% work related health issues in working with BPO industry.
Therefore above table reveals that 93.98% of the total respondents has a work related health issues in working
with BPO industry and 6.02% of the total respondents does not have any work related health issues in working
with BPO industry.

EFFECTS ON YOUR HEALTH

300

250

200

150

100

50

0
21 - 30 31 - 40 41 - 50 above 50 Total
years years years years

Effect on your Health Effect on your Health Total

Table: Chi Square test for the association of age and work related effects
Chi Square Table Asymp. Significant / Not
Factor DF
Value Value sig Significant
Age 30.031 3 7.815 0 Significant at 5% Level
Based on the chi square test, it is shown that the chi square value is greater than the table value. Hence
the null hypothesis is rejected at significance level of 5%. The alternate hypothesis is accepted i.e., there is a
relationship between the age and work related effects on health for employees working in BPO industry.
Gender and Work Related Effects on Your Health:
In the following table, it reveals the association between the Gender and work related effects on the health for
the BPO employees.
Ho: There is no association between the gender and work related effects on the health for the BPO employees.
Effect on Your Health
Gender Freq/% Total
Yes No
Freq 141 15 156
male
% 90 10 100
Freq 93 0 93
female
% 100 0 100
Freq 234 15 249
Total
% 93.98 6.02 100.00

EFFECTS ON YOUR HEALTH

300
250
200
150
100
50
0
Freq % Freq % Freq %

male female Total

EFFECT ON YOUR HEALTH EFFECT ON YOUR HEALTH Total

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 International Journal of Current Research and Modern Education (IJCRME)
Impact Factor: 6.925, ISSN (Online): 2455 - 5428
([Link]) Volume 3, Issue 1, 2018
The above table reveals that 90% of the male respondents has work related effects on health while
working in BPO sectors whereas 10% of the male respondents does not have any work related effects on health
while working in BPO sectors. And also 100% of the female respondents has work related effects on health
while working in BPO sectors. Therefore above table reveals that 93.98% of the total respondents has work
related effects on health while working in BPO sectors whereas 6.02% of the total respondents does not have
any work related effects on health while working in BPO sectors.
Table: Chi Square test for the association of Gender and work related effects
Chi square Table Significant/Not
Factor DF [Link]
Value Value Significant
Gender 9.516 1 3.841 0.002 Significant at 5% Level
Based on the chi square test, it is shown that the chi square value is greater than the table value. Hence
the null hypothesis is rejected at significance level of 5%. The alternate hypothesis is accepted i.e., there is a
relationship between the Gender and work related effects on health for employees working in BPO industry.
Multiple Regression Analysis:
In the following analysis, the relationship between the socio demographic variables and the quality of
work life among the respondents and seven independent factors were studied. It was found that out of seven, six
factors were closely associated with the quality of work life by the selected sample respondents. Selected seven
independent factors are.
 Age
 Gender
 Educational Qualification
 Designation
 Monthly Income
 Marital Status
 Family size
In order to measure the interdependence of independent factors and their impact on the quality of work
life, the results were subjected to multiple regression analysis. The results of multiple regression analysis are
shown in Table.
Unstandardized Standardized
[Link] Variables Coefficients Coefficients T Sig
B SE Beta
Constant 1.097 0.163
1 Age 1.01 0.021 0.876 49.167 1%
2 Gender -0.065 0.027 -0.042 -2.363 5%
3 Educational Qualification 0.949 0.026 0.807 36.758 1%
4 Designation 0.05 0.024 0.039 2.107 5%
5 Monthly Income -0.084 0.025 -0.068 -3.389 1%
6 Marital Status -0.144 0.042 -0.062 -3.425 1%
7 Family Size -0.034 0.04 -0.015 -0.861 NS

R Value R2 Value DF1 DF2 F Value Significance

0.891 0.794 9 710 303.46 1% Level
The multiple linear regression co-efficient (dependent variable) is found to be statistically good fit as
R2 is 0.794. It shows that independent variables contribute about 79.4 per cent of the variation in the Quality of
work life felt by the selected sample respondents and this is statistically significant at 1% level and 5% level
respectively. The table indicates that the co-efficient of Age, educational qualification, designation are
positively associated with the quality of work life. On the other hand, the co-efficient of monthly income,
marital status and Gender are negatively associated. Further, it indicates that the contribution of Age,
designation, and Educational Qualification are statistically significant implying their influence on the quality of
work life is stronger than the other variables. Thus from the above analysis, the following observation can be
made. The quality of work life is positively associated with their Age, Educational Qualification and designation
in the study area.
Conclusion:
Today BPO sectors stand to a very stiff competitive environment challenges wrought by changing
business scenario and every increasing complexities that are forcing BPO employees to perform under very
compelling situation then quite vulnerable to various mental retards i.e., tension, stress etc., Stress is very fast
growing phenomenon that is emerging in almost all modern organization, needs to be understood properly and
handled carefully. More than tangible work-life programs and policies, data disclosed that BPO workers still are
more focus on what they can get from their companies - like car plan, study/training scholarship, career breaks,

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 International Journal of Current Research and Modern Education (IJCRME)
Impact Factor: 6.925, ISSN (Online): 2455 - 5428
([Link]) Volume 3, Issue 1, 2018
exercise facilities, early retirement, and flexi time; this may imply that compensation and benefits are still seen
as important to the BPO setting as means to outweigh the demand of the workload and help alleviate the
working conditions. A Work-Life Balance is about creating and maintaining supportive and healthy work
environments, which will enable employees to have balance between work and personal responsibilities and
thus strengthen employee loyalty and productivity.
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