Abstract
The present study examined the relationships of the various facets of work-family balance with organisational commitment (OC) and its various dimensions among employees working in the service sector in India. Data were collected from 408 employees by means of questionnaires. Correlation and linear regression analysis of the collected data demonstrated that while one of the dimensions of work-life balance namely, work interferes with personal life (WIPL), acted as a significant negative predictor of OC, another dimension that is work enhancement/ personal enhancement (WE/PE) showed significant positive impact on OC. The third dimension, personal life interferes with work (PLIW) even though showed a negative correlation; the impact was generally not significant. The article concludes with the managerial implications of the study in service sector industries/institutions.
Highlights
In India, contribution of the service sector to the national economy has been considered as an important factor in the determination of the national GDP
On the basis of the fundamentals presented above, efforts had been made in the present study to examine the positive as well as negative impacts of various dimensions of work life balance such as with personal life (WIPL), personal life interferes with work (PLIW), and work enhancement/ personal enhancement (WE/PE) on organisational commitment (OC) and we propose the following hypotheses
The correlation matrix (Table 2) shows means, S.D., and the associations among the various dimensions of work-life balance and organisational commitment of the various service sector employees who responded to the present investigation
Summary
In India, contribution of the service sector to the national economy has been considered as an important factor in the determination of the national GDP. It may be mentioned that due to the prevailing world economic challenges, organisations try to reduce the expenses and keep up the percentage of profits through various management techniques including planned reductions in the product unit output, withdrawal of many of the financial and non-financial benefit to the employees including family benefit schemes, long hours of work, cutting short the holidays and even trimming down the work force. According to Harvey (1985), such situations in the work domain leads to stresses of varied types and creates imbalance with the family domain of the employees This is important in the case of employees having spouse and dependents and it is naturally difficult to cope with their family responsibilities in view of the greater demands from the work domain. Employees find it is absolutely difficult to strike a balance between commitment to the organisation and non-work roles. Haung, Hammer, Neal, and Perrin (2004) were of the view that as the relationship between work and family are highly interdependent and dynamic; the proper integration of work and family roles is a challenge for the employees
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