Abstract
The purpose of this research was to test work life border theory against job/life satisfaction. The impact of work-life connectivity on professional women working in telecom industry was checked. This quantitative research was conducted by collecting secondary data gathered through world recognized questionnaires. A sample size of 285 respondents was collected through Qualtrics and self-administered questionnaires. This sample was adequate as using Power and Precision software a minimum sample of 175 was computed. Cluster sampling technique in combination with stratified sampling was used to collect data from women in Telecom Industry from major cities of Pakistan. Data collected was analyzed in SPSS and SEM was run on AMOS. Pearson r correlation and regression tests were run to study the effect of the understudy variables. The study found that both types of connectivity, work- to- family and family- to-work directly influence job and family satisfaction of women. The results suggest that family-friendly policies and organizational support can bring substantial benefits to women workers and the organization as a whole.
Highlights
During the past few decades, boundary management issues between work and family to achieve job/family satisfaction and work/family balance (WFB) of the employees both in public and private sector have received intensive research (Greenhaus & Allen 2011; Edwards & Rothbard, 2000; Greenhaus & Beutell, 1985; Butts, Becker, & Boswell, 2015). Clark (2000) deliberated upon the balance between work and life borders and gave work/family border theory explaining its two major dimensions, permeability and flexibility
According to Hochschild (1997), the “second-shift” errands of women are a major source of stress and conflict for working women
Convergent validity means whether all items are explaining variance to their relevant factor, to check the convergent validity of the collected data, the values of Composite Reliabilities (CR) should be greater than 0.8, Average Variance Extracted (AVE) should be greater than 0.5 and factor loadings of the relevant factor’s construct should be greater than 0.7 (Fornell & Larcker, 1981)
Summary
During the past few decades, boundary management issues between work and family to achieve job/family satisfaction and work/family balance (WFB) of the employees both in public and private sector have received intensive research (Greenhaus & Allen 2011; Edwards & Rothbard, 2000; Greenhaus & Beutell, 1985; Butts, Becker, & Boswell, 2015). Clark (2000) deliberated upon the balance between work and life borders and gave work/family border theory explaining its two major dimensions, permeability and flexibility. It has been reported that managers in Canada, US and UK work longer hours and have experienced a sense of working high speed all the time. This aspect is emerging as a widely spreading concept all over the world both for the developing and developed countries (Osman, Talib, Sanusi, Tan, & Alwi, 2012; Aker & Mbiti, 2010; Dén‐Nagy, 2014; Pitichat, 2013). Interruption in work and home caused by using technology such as cell phones either at work or remotely reduces the work-life balance (Hislop, 2008; Rennecker & Godwin, 2005; Azad, Salamoun, Greenhill, & Wood-Harper, 2016), but Middleton (2008) found an increase productivity at work using information and communication (ICT) devices. Literature found mostly on the impact of connectivity behaviours using ordinary mobile phones, email, laptops and smartphones show that their persistent usage causes the disturbance in work and life patterns (Chesley, 2005; Schweitzer & Duxbury, 2006)
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