Introduction

In today's competitive and fast paced environment where the number of dual career couples is progressively increasing and the support of the joint family is going away, Balance is the key to lead a successful and beautiful personal life. Today Men and Women both employees are struggling hard to manage their professional and personal lives. Women professionals find it difficult to fulfill demands of the family and society and at the same time do justice to the demands of their profession at workplace. Research suggests that professionals are experiencing a time squeeze, and demographics suggest that this is not going to go away. In this challenging environment, balancing both career and family is a difficult task for working women thus women employees face a dual burden-work and family- which creates a lot of stress and role conflict. Now each and every individual has to balance conflicting responsibilities and commitments; work-life balance has emerged as a major issue in the workplace. Work-life imbalance usually arises out of a lack of adequate time, support to manage work commitments as well as personal and family responsibilities. Meeting competing demands of work and family is not only tiring but can be stressful and can lead to sickness and absenteeism. It adversely affects productivity. It has become a critical factor for bringing individual and organizational success. Work-life balance is best accomplished when an individual's right to a fulfilled life, both inside and outside paid work, is accepted and respected as the norm, to the mutual benefit of the individual, business, and society.

Literature Review

In recent year the number of studies has address Work-life balance with different perspective, because it is one of the most challenging issues being faced by the employees in the 21st century. According to Nair, 2010 maintaining work life balance for women were found to be more challenging because they have to undertake the majority of the house hold duties along with their professional tasks. The personal and professional lives of women employees' are just like the two sides of the same coin. Compromising one for the other or spending more time pursuing one as opposed to the other can have serious negative repercussions. Work Life balance is not something that just happens. It is an evolutionary change which involves efforts of each and every employee, organization for whom they works and Society where they live. (N. Gayathri and Dr. P. Karthikeyan, 2013).

The Peters, Montgomery, Bakker & Schaufeli (2005), analyzed that pressures from the job and family domains are often mismatched, It gives rise to imbalance. Earlier, the female workforce in India was mainly employed in non-managerial or low-profile positions. But now, they occupy almost all categories of positions in the workplace due to which extra and more duties and responsibilities towards have added.

Job satisfaction is important technique used to motivate the employees to work with commitment and project a positive image of the organization. The term job satisfaction refers to the attitude and feelings people have about their work. The author Armstrong, 2006 state that Positive and favorable attitudes towards the job indicate job satisfaction and Negative and unfavorable attitudes towards the job indicate job dissatisfaction. Managers have important role in encouraging employees to manage their work therefore a strong relationship is exists between work life balance and employee satisfaction, so companies should make policies and programs for employees on work life balance. Today Managers can apply different roles of leadership to manage work life balance and provide success to the company (Rani et al, 2011). When employees are not clear about their roles to be performed then employees are unable to meet organizational goals and it affect the personal life and employees become dissatisfied towards their job and organization faces lack of effectiveness.

A comparative study was conducted by Rajesh K. Yadav and NishantDabhade(2014) to analyse the Work Life Balance and Job Satisfaction among the Working Women of Banking and Education Sector. The research shows that women employees working in banks for financial support generally faces life challenges than the education sector. Working hours are satisfactory but sometimes late working and working in evening branches in banks interrupts work life balance and the work-loads are not equal between colleagues. Banks should introduce job sharing option in which full-time post is split across two workers who agree on working hours decided in between them and career breaks (paid/unpaid). Somewhere in banking sector employees are dissatisfied or resist the change. So some workshops on motivating staff on the reason for change should be done and the economic benefits associated with change as well as how staff would benefit from these changes should be communicated properly in order to increase the job satisfaction.

The study conducted by Maren et al. (2013) to analyze work-life balance and job satisfaction among teachers exposed a negative relationship between work-life conflicts and job satisfaction. The study suggested that if organizations offer facilities to reduce work-life conflicts, it will lead to improvement in employees' job satisfaction. Chahal et al. (2013) suggested to increase the efficiency of the employee's bank should timely appraise their employees and encourage them to work hard because satisfied employees are reason for the success of the organization. When employees were satisfied with their jobs they become loyal and committed to the organization. Saleem et al (2013) suggested that organization should make strategies and policies that will help employees to have clear understanding regarding their job tasks and objectives and if employees were not satisfied with their job they would not pay attention to their work and would not make customers happy.

K. Thriveni Kumari and Dr. V. Rama Devi (2013) in their research paper namely "Work- Life Balance of Women Employees--A Challenge for The Employee and The Employer in 21st Century" suggested that Work life balance is one of the most challenging issues being faced by the women employees in the 21st century because of the type of roles they played at home and the spillover of personal life over work life. The study concluded that Work-life balance initiatives designed to help employees balance their work and personal lives were not only an option, but also a necessity for many employers. There is a need for organizations to adopt human resource strategies and policies that accommodate the work-life needs of a diverse workforce in the current business environment.

Gururaja, UmeshMaiya, Elsa Sanatombi Devi and Anice George (2013) have analyzed the 'Perceptions and Attitude towards Quality of Work-life Balance among nursing teachers' by conducting a descriptive survey among 67 nursing faculty towards their perceptions and attitude towards quality of Work-Life. This study has concluded that the work-life balance and job satisfaction were directly linked. Satisfaction in one's own area of work can lead to a satisfying career.

In many organizations human resource managers evaluate personnel practices to increase employee loyalty toward the organization. In addition many organizations have begun to take a role in developing quality of work-life programs. (Sakthivel Rania, 2011) found that recognition was linked with work/life balance, which leads to employee satisfaction and the effects of recognition for the employee contribution are reflected in their satisfaction. Work task and work life are positive related. Pay is related to mediating factor of work/life balance which ends up in employee satisfaction. Benefits are highly correlated to work life balance. Better benefits programs leads to employee satisfaction. Today human resource has concluded that there is strong relationship between employee satisfaction and business. In result organization focus on developing policies and programs on work life issues. Employees feel more satisfaction with their work and family when they enjoy the benefits of work life balance programs provided by their employers. (Yutaka Ueda, 2012) Conclude that work life balance programs have different effects for male and female employees. Male employees are satisfied with all the three measures such as job, work life balance program and employer. But female employees have a significant relationship only with employer satisfaction. Work life balance programs have greater effects for employees of higher income as compared to lower income.

The study conducted by R.K Yadav, 2014 concluded that work can dominate your life. Recognizing what is important and necessary and striving for what is valued will make a work-life balance feasible. Utilizing management skills will enable you to have a job satisfaction and balance between work and home life. For the employers, work-life balance and job satisfaction of employees will be an important input in designing appropriate policies.

Purpose of the Study

The working roles of women in India is changing at incredible pace due to progressive reduction in trade barriers, modern innovation in technologies, globally interconnected market place, cut throat competition and business rivalry and changing family and population patterns. These factors bring out tense anxiety into the life of the women and then it is magnified many times if both the husband-wife work and they have children of growing age and old age parents. This constant worry can cause disorder on the psychological comfort of the women. Apart from it there is variety of factors that make women employee feel positive or negative about their job. A positive and healthy employee oriented culture translates into increased job satisfaction and productivity while work life imbalance causes relationship degradation and job dissatisfaction. The purpose of this study was to examine the impact of work life balance on job satisfaction among married women of private banks of NCR and also test the relationship between the various organizational factors of work life balance.

Objectives of the Study

In particular, the study has been conducted based on the following research objectives:

* To find the Impact of work life balance on overall job satisfaction among married working women in Private banks of NCR.

* To find the association between various organizational factors of WLB including (Work Load, Work Autonomy, Social Support at workplace, Work family conflict, WLB Policies) of work life balance and job satisfaction among married women working in banking sector.

* To find the challenges associated with married women in managing balance between professional and personal life.

Conceptual Framework

A conceptual framework has been developed by providing visual representations of theoretical constructs (variables) for finding relationships amongst them. According to this study Job satisfaction is the dependent variables and Work life balance & its Organizational factors are the independent variables. Work life Balance is the main independent variable, which is measured on the basis of different organizational factors and its impact on Job Satisfaction.

The Authors are interested to find whether there is a relationship between Work-life Balance and overall Job Satisfaction. This will be tested by testing the following hypothesis:

[H.sub.01]: There is no relationship between Work load and Job Satisfaction.

[H.sub.a1]: There is relationship between Work load and Job Satisfaction.

[H.sub.02]: There is no relationship between Work Autonomy and Job Satisfaction.

[H.sub.a2]: There is relationship between Work Autonomy and Job Satisfaction.

[H.sub.03]: There is no relationship between Social support at workplace and Job Satisfaction.

Ha3: There is relationship between Social support at workplace and Job Satisfaction.

[H.sub.04]: There is a no relationship between Work family conflict and Job Satisfaction.

[H.sub.a4]: There is a relationship between Work family conflict and Job Satisfaction.

[H.sub.05]: There is no relationship between Work-life Balance Policies and Job Satisfaction.

[H.sub.a5]: There is relationship between Work-life Balance Policies and Job Satisfaction.

Research Methodology

Research Design

In the Proposed research, relationship between work-life balance and its variables with Job Satisfaction among married women working in the banks of NCR is investigated through Multistage and convenience sampling method. Methodologically, the study. can be characterized as exploratory as well as Descriptive in nature.

Data Collection Method

For collecting the primary responses a structured questionnaire was designed to extract information about the objectives. The respondents were asked to judge the factors/statements describing employees' job satisfaction towards their job. Each statement had to be rated by the respondent on a five point Likert type scale of 1 to 5. The statements were measured on a scale of "strongly agree" to "strongly disagree" where the former had a score of 1 and the latter, a score of 5." Apart from this, the data would also be collected through personal interviews and telephonic conversation with the branch head, Managers etc. The interviews were taken in an unstructured form and further analysis/outcome has been suitably presented. The interviews were quite revealing and presented a deep insight about the issues related to Work Life Balance and the challenges associated with married women in managing balance between professional and personal life. This covered generally the main thrust/or strong points and weak links of the female employees as well as core competencies of banking sector to have a greater understanding.

The secondary data was collected through annual reports of banks available in Indian Bank Association website, RBI website, Books and Journals. The secondary sources were used to understand the conceptual framework and previous researches related to work life balance and job satisfaction. These sources helped to understand the nature of earlier studies, to know the research gap as well as the scope for future studies.

Population of Study

The population for the study consisted of only married female employees working in different functional areas of private banks of NCR.

Sample Design

The sample of 150 married female employees, working in private banks were chosen from NCR and out of these 125 complete responses were received. The NCR is consisting of various sub regions and each sub region is consisting of various districts. In the research the multistage and convenience sampling were used for selection of sample. Through multistage sampling various districts were selected from different sub regions like from Haryana sub region - Gurgaon and Faridabad districts, from Uttar Pradesh sub region - Noida, Greater Noida and Ghaziabad and then through convenience sampling the sample is made up of employees who were accessible.

Analysis and Results

The analyses consisted of three stages using Microsoft excel software. The first stage was to analysis the demographic profile of respondents. The second stage of the analyses was the conducting of reliability estimates to ensure consistency. The correlation analyses was conducted, which measures how well the variables positively relate to one another. In this study, correlation was used to test the main and subhypothesis, as per the objective1and objective 3. The third stage of the analysis of the conceptual model was through regression analysis and enabled to examine the hypothesized relationships shown in the conceptual model.

In Stage 1, the demographic status of married women in Private Banks of NCR was analyzed. Out of total figure of 125 respondents the qualification status was that 79 percent were postgraduate and 21 percent were graduate. Furthermore 50 percent were those who had more than 5 years of experience in banking sector and their family type was single, 32 percent females were having one child. Employment status reflects that 87 percent women were permanent whereas only 13 percent were working on ad-hoc basis.

The designation of 68 percent women were of Middle level i.e. Assistant Manager in various functional unit of banks and 26 percent women belonged to lower level of management i.e. Single window operator, cashier, front office executive. Out of total 45 percent women employees have monthly salary range between 20-35k, 37 percent employees have salary range between 35k-50k and 12 percent employees have salary range between 50-75k and 6 percent women belongs to top level i.e. Manager, Branch Head.

In Stage 2 the correlation analysis among different organizational factors of work life balance are measured. It measures how well the variables related to one another. The result shows that a strong relationship exists among all five variables.

The stage 3 of the analysis shown in Table-1 above, the conceptual model was tested through regression analysis and enabled to examine the five hypothesized relationships shown above in the conceptual model.

The first factor W.L in the above Table-1 shows that p value is .0022 which is less than .05 (P < .05) hence the null hypothesis H01 is rejected and Ha1 is accepted. The output shows that work load is related to Job Satisfaction (r=0.985, P < .05) and the coefficient is 1.8553 which shows that there is significant impact of work load factor on job satisfaction. R2 is 0.971 this value tells us that how much of variability in job satisfaction can be explained by work load factor. We can say that work load accounts for 97 percent of the variability in job satisfaction. Hence it is concluded that banks should reduce work load among married women to increase job satisfaction and can allocate job duties according to women's skills. They can also enrich job of women employees to motivate them by giving them increased responsibility and variety in their jobs.

The second factor W.A of work life balance in the above table shows that p value is .1114 which is greater than .05 (P > .05) hence the null hypothesis H02 is accepted and Ha2 is rejected. The output shows that there is relationship between work autonomy and Job satisfaction but its insignificant (r=0.791, P > .05). R2 is 0.625 this value tells us that how much of variability in job satisfaction can be explained by work autonomy factor. We can say that work autonomy accounts for 62 percent of the variability in job satisfaction. Hence it is concluded that banks should pay attention to work autonomy among married women employees to increase job satisfaction. During research it was also found that more independence in a job leads to higher job satisfaction, commitment, involvement at workplace.

The third factor SSW of work life balance in the above table shows that p value is .2944 which is greater than .05 (P > .05) hence the null hypothesis H03 is accepted and Ha3 is rejected. The output shows that there is relationship between social support at work place and Job satisfaction but it's insignificant (r=0.591, P > .05). R2 is 0.349 this value tells us that how much of variability in job satisfaction can be explained by social support at work place factor. We can say that social support at work place accounts for 35 percent of the variability in job satisfaction. Hence it is concluded that social support at work place is not a major factor affecting job satisfaction for married women employees in NCR region.

The fourth factor W.F.C of work life balance in the above table shows that p value is .4076 which is greater than .05 (P > .05) hence the null hypothesis H04 is accepted and Ha4 is rejected. The output shows that there is relationship between Work life balance policies and Job satisfaction but its insignificant (r=0.485, P > .05). R2 is 0.235 this value tells us that how much of variability in job satisfaction can be explained by work family conflict factor. We can say that work family conflict accounts for 23.5 percent of the variability in job satisfaction. Hence it is concluded that work family conflict is not major significant factor for job satisfaction of married women employees working in banks of NCR region.

The fifth factor WLBP's of work life balance in the above table shows that p value is .0194 which is less than .05 (P < .05) hence the null hypothesis H05 is rejected and Ha5 is accepted. The output shows that work life balance policies have significant impact on Job satisfaction (r=0.936, P < .05). R2 is 0.876 this value tells us that work life balance policies accounts for 87.6 percent of the variability in job satisfaction. Hence it is concluded that work life balance polices is major significant factor for job satisfaction of married women employees working in banks of NCR region. It was also found in research that women employees from different age groups have different perceptions regarding WLBP's. They are satisfied with overall work life balance but not satisfied with the work life balance policies of banking sector, they need flexible work hours, work from home, job sharing schemes, creche facilities, and necessary breaks so that they can fulfill their dual responsibility and able to coordinate the family and professional life. The Banks should organize special training programs for women at all levels, It should be related to safety and security measures during fieldwork, soft skill and technical training, Managerial leadership skills enhancement training etc for better productivity, service skill and better interaction with customers and various stakeholders.

Conclusions and Recommendations

The purpose of this study was to examine the impact of work life balance on job satisfaction of married women in private sector banks of NCR region and to identify which factor of work life balance have more influence on employee job satisfaction. The research findings show that work load and work life balance policies have significant impact on employee job satisfaction and other three factors of work life balance such as work autonomy, social support at work and work life conflict have relation with employee job satisfaction but are insignificant in designing banking policies.

It is recommended that efficient and effective HR system is required which will focus on work life balance and introduce innovative people practices like family friendly policies or work-life benefits and programmes which allows employees to maintain healthy work-life balance. These practices were not only help employees to better manage their work and family roles but also affect employee attitude and behaviors towards organization which will lead to increase job satisfaction, organizational commitment and decreases the intention to quit.

Limitations of Study

* The target population of this research was only the married female employees of Private Banks so; the scope of this research is limited.

* Due to heavy workload, time constraint and demonetization of money, employees were not able to discuss more issues of H.R system of banking sector.

* The sample was collected from specific geographical areas so it was difficult to generalize the result.

References

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Nidhi Saxena

Research Scholar, Uttarakhand Technical University, Dehradun.

Anupam Narula

Associate Professor, FORE School of Management, New Delhi.

Paper received in January 2018

Revised paper received in April 2018

Paper accepted in April 2018

Caption: Figure 1 Conceptual Framework

Table-1
Pearson Correlation Result for Five Organizational Factors of Work
Life balance

Regression Output    r       [r.sup.2]   p-Value    Coefficient

Work Load (WL)       0.985   0.971       .0022      1.8553
Work Autonomy (WA)   0.791   0.625       .1114      1.1391
Social support at    0.591   0.349       .2944      0.6854
workplace(SSW)
Work family          0.485   0.235       .4076      0.6017
conflict (WFC)
Work-life Balance    0.936   0.876       .0194      1.2588
Policies (WLBPs)

The confidence interval is taken at 95 percent level.

Source: Authors Research Analysis