WORK LIFE BALANCE AND EMPLOYEE SATISFACTION IN NORVIC

INTERNATIONAL HOSPITAL

BY

Bibek Ghimire

Symbol No. : 17030027

PU Reg. No. : 2016-2-03-0263

A Project Work Report submitted to Pokhara University in partial fulfillment of the

requirement for the degree of

Bachelor of Business Administration (BBA)

At the

Apex College

Pokhara University

Mid-Baneshwor, Kathmandu

August, 2019
 DECLARATION

I hereby declare that the project “Work life Balance and Employee satisfaction at
Norvic Hospital” submitted for BBA is my original work and the Project Work Report
has not formed the basis for the award of any degree, diploma or other similarities.

Signature of the student

Bibek Ghimire

Date:
 CERTIFICATE

This is to certify that the Project Work titled “Work life Balance and Employee
satisfaction at Norvic Hospital” submitted by Bibek Ghimire, (17030027) for the
partial fulfillment of the requirements of BBA symbolizes the work done by him under
my supervision.

Supervisor

Name: Kul Prasad Prasai

Date:

Signature of Program Head

Name: Yogendra Adhikari

Date:

Signature of External Examiner

Name:

Date:
 ACKNOWLEDGEMENT

I would like to express my very great appreciation to Pokhara University, Pokhara, Nepal
for providing opportunity to do a project report on Work life balance and Employee
satisfaction at Norvic hospital in Kathmandu. This project would not have been
completed without the help and guidance of many people. Special thanks should be given
to Mr. Kul Prasad Prasai, my research project supervisor for his precious support,
professional guidance and for his useful and constructive recommendations on this
project.

I wish to extend my sincere thanks to Apex College for giving approval and for helping
me in each and every step of my project. I would also like to thank the staff of the
following organizations for enabling me to visit their offices to observe their daily
operations and for their assistance with the collection of my data. Specially Mr. Anup
Rajbanshi, IT assistant at Norvic Hospital have helped me a lot throughout the project.

Last but not the least, I own so much thanks to my family, friends of Apex College
Desire section and all my relatives to have faith in me and for their support and
encouragement throughout my study.

Thank you,

Bibek Ghimire
 TABLE OF CONTENTS

DECLARATION.................................................................................................................ii

CERTIFICATE..................................................................................................................iii

ACKNOWLEDGEMENT..................................................................................................iv

LIST OF TABLES............................................................................................................vii

LIST OF FIGURES..........................................................................................................viii

CHAPTER I.........................................................................................................................1

INTRODUCTION...............................................................................................................1

1.1. Background...........................................................................................................1

1.2. Statement of the Problem......................................................................................2

1.3. Objective of the study...........................................................................................2

1.4. Significance of the Study......................................................................................3

1.5. Literature Review..................................................................................................3

1.6 Research Methodology.........................................................................................8

CHAPTER II.....................................................................................................................11

DATA PRESENTATION AND ANALYSIS...................................................................11

2.1. Demographic Analysis........................................................................................11

CHAPTER-III....................................................................................................................22
SUMMARY AND CONCLUSION..................................................................................22

3.1 Summary..................................................................................................................22

3.2 Conclusion...............................................................................................................22

REFERENCES..................................................................................................................24

APPENDICES...................................................................................................................27
 LIST OF TABLES

Table 2. 1: Gender wise classification of the respondents...................................................2

Table 2. 2: Age wise classification of the respondents........................................................2

Table 2. 3: Job level in the organization..............................................................................2

Table 2. 4: Job position in the organization.........................................................................2

Table 2. 5: Years of service (tenure) in the organization....................................................2

Table 2. 6 Statements related to work life balance and employee satisfaction...................2

Table 2. 7: Work life balance and Employee satisfaction variables....................................2

LIST OF FIGURE

Figure 2. 1: Gender wise classification of the respondents.................................................2

Figure 2. 2: Age wise classification of the respondents..................................................2

Figure 2. 3: Job level in the organization........................................................................2

Figure 2. 4: Job position in the organization...................................................................2

Figure 2. 5: Years of service (tenure) in the organization..............................................2

 1

CHAPTER

INTRODUCTION

1.1. Background

The core purpose of this study is to analyze the impact of work life balance on employee
job satisfaction in Norvic International Hospital. Work life balance is the state of
equilibirium in which demand of personal life, professional life and family life are equal.
In other words work life balance is a term commonly used to describe the balance that a
working individual needs between time allocated for work and other aspects of life. Work
life balance is a satisfactory level of involvement between the multiple roles in a person’s
life. Although definition and explanation vary, work life balance is generally associates
with equilibrium or maintaining an overall sense of harmony in life (Clarke, 2004).

Lockwood (2003) explained work life balance as a process of managing work and
personal responsibilities. In considering the impact of work life balance on employee job
satisfaction it is at the core of issues central to human resource development. It is a
measure of how happy employees are with their job and working environment. Keeping
the morale high among employees can be of tremendous benefit to the company, as
employees would be more likely to produce more, take fewer days off, and stay loyal to
the company. The current work scenario is marked by intense pressure, constant
deadlines, changing demographics; fast pace of change, increased use of technology and
the virtual workplace.

There are many factors found in improving and maintaining high employee satisfaction,
which institutions would do well to implement. Job design aims to enhance job
satisfaction and performance; methods include job rotation, job enlargement and job
enrichment. Other influences on satisfaction include the management style and culture,
employee involvement, empowerment and autonomous work groups, pay, work
responsibilities, variety of tasks, promotional opportunities the work itself and co-
 2

workers. Under work life balance other terms that are used to refer to this domain
include, work-family conflict, work-family integration, and family friendly policies.

1.2. Statement of the Problem

Many professionals are unable to balance their work life and personal life which may
directly or indirectly hamper business organization. As a result the performance of the
professionals gets affected that gradually decreases the efficiency and effectivity of the
organization. Most of the employees fail in balancing employment responsibilities with
their personal life beyond the workplace. Many businesses and organizations fail to
understand the importance of working environment for employee job satisfaction and
thus face a lot of difficulties during their work. To meet the standards of organization,
employees need a working environment that allows them to work freely without
problems that may restrain them from performing up to the level of their full potential. It
is therefore important for Norvic International Hospital to have a conductive working
environment enhancing the work, human, technical, and organization elements crucial for
improving the organization’s competitive position in attracting qualified human asset.

Companies that implemented the work life balances programs recognize that employee
satisfaction could be increased by work life balance which leads to improve overall
productivity and efficiency. The purpose of this study was to illustrate the impact of work
life balance on employee satisfaction and also tests the relationship among these variables
within Norvic International Hospital. So the problem statement for this research was:
“What is the impact of work life balance on employee satisfaction”.

1.3. Objective of the study

The objective of this study is to determine the influence of work life balance on job
satisfaction among employees of the Norvic International Hospital. The other specific
objectives of the study are:
 3

 To know the possible benefits of work life balance at Norvic International

Hospital
 To identify the factors which influence the employee work-life balance and the
job satisfaction
 To find out the level of work life balance and job satisfaction and make measures
to eliminate them by management decisions.
1.4. Significance of the Study

Work life balance has different benefits to the organization as well as to the individual.
Organization benefits are increased productivity, commitment and better team work.
Individual benefits have more value, balance in daily life and work and reduce stress.
This study could be helpful for students, researchers, policymakers to properly
understand the concept of employee work satisfaction and work life balance. This study
helps the managers of organization to understand the importance of effective
implementation of work life balance policies.

This particular study could provide crucial information to management of Norvic hospital
about their current overall work life condition and level of employee satisfaction.
Furthermore it would be easier for management to take effective plans and policies in
order to balance work life and improve employee satisfaction level.

1.5. Literature Review

This research focuses on analyzing the work life balance and employee satisfaction in
Norvic hospital. The basic purpose of literature review is to guide in further
accomplishment of the research project. Work Life Balance is a broad term for measuring
work hours, accessibility and leave policies. Literature review shows various factors that
determine the Work Life Balance of employees.

[ CITATION Loc69 \l 1033 ] explained that the concept of job satisfaction has been
developed in many ways by many different researchers and practitioners. One of the most
widely used definitions in organizational research is that job satisfaction is defined as
 4

“the pleasurable emotional state resulting from the appraisal of one’s job as achieving or
facilitating the achievement of one’s job values”.

Luthans (1973) defined job satisfaction as “a pleasurable or positive emotional state

resulting from the appraisal of one’s job or job experience.” It is determined based on
how well results meet or exceed expectations. He proposed five important characteristics
of jobs, which are viewed as highly important by employees. These include: “work
itself”, “pay”, “promotion opportunities”, “supervision” and “co-workers”.

[ CITATION Gre03 \l 1033 ] defined work-life balance as the “extent to which an

individual is equally engaged in and equally satisfied with his or her work role and family
role”. Work-life balance consists of three components: time balance, psychological
involvement balance, satisfaction balance. Time balance refers to equal time being given
to both work and family roles; involvement balance refers to equal levels of
psychological involvement in both work and family roles; and finally, satisfaction
balance refers to equal levels of satisfaction in both work and family roles. All these
components should be considered when studying work-life balance. Evidence from the
case studies of Nigeria showed that the task of combining multiple roles was very
difficult for Nigerian female doctors. It has been identified that, when women doctors
found the occupational workload of the medical profession, they became fatigued and
drained and were unable to perform their family responsibilities at the closing of their
daily shifts.

(Mott DA, Doucette WR, Gaither CA, Pedersen CA, 2003) confined that the work
environment has become stressful and there is an increase in workload day by day in
pharmacy profession.

Valcour and Hunter (2005) argued that position in the organization is another factor that
affects the involvement of employees at work and at home. Managers in the key positions
of organizations tend to have a high level of psychological involvement with their jobs
than the bottom line employees. Furthermore, use of communications technologies such
 5

as email, instant messaging, telecommuting, internet, and social media increased the
inclination of these managers to spill over from one sphere of their lives to the other.
Hence, the boundary between work and home does not exist for them. Job involvement is
positively associated with work family conflict among employees at upper levels of
organizational hierarchy.

Raduan et al. (2006) in a study to determine the level and relationship between qualities
of work life (Quality of Work Life) with career-related variables revealed that the three
exogenous variables are significant such as career satisfaction, career achievement and
career balance with 63% of the variance in Quality of Work Life. The respondents
appeared to be satisfied in respect to the level of Quality of Work Life (49.5%), career
achievement (70.3%), career satisfaction (63.8%), but less so for career balance (36.6%).
These findings contribute to an understanding of ways by top management in attempts to
attain a career fit between the needs of the employees and the needs of the organization.

Dargahi et al. (2007) conducted a study to provide the processes used to investigate and
implement a pathway for improving of Quality of Work Life as an approach model. The
results from the survey showed that the perceived strongest areas among 12 categories
developed by Quality of Work Life Strategic Planning Committee that employees agreed
to improve on their Quality of Work Life were Organizational Commitment, trust,
support, monetary compensation, non-monetary compensation, leadership, attendance
management, communication between managers and employees, Communication
between managers and managers, overall communication, respect and recognition. This
committee evaluated the outcomes of Quality of Work Life managers and employees
teams to improve the employees’ Quality of Work Life. The Quality of Work Life
Strategic Planning Committee also recommend a new approach model to suggest the
ways which impressive on the employees' improving Quality of Work Life.

Mayo et al. (2008) discussed three attributes- number of subordinates, travel time and
time spent at work places. The research found that the managers with more flexibility of
time able to contribute in home related work than less flexibility of time. Similarly
 6

less travel time also helps in balancing more in work life balance as compared to those
needs more time for travel for discharging the job. Similarly less number of subordinates
and more job autonomy help in managing proper work life balance.

(Eden M, Schafheutle EI, Hassell K,2009) found out that the community pharmacists
were the ones influenced more by increased workloads as compared to others in health
care profession.

(Malik, Gomez, Ahmed, Saif, 2010) examined the effect of work-life balance and job
satisfaction on turnover intention of doctors. Finding showed that doctors who were
better able to manage the work and personal life were more satisfied with their job and
had less intention to leave their job.

Sujut, S., Cheema, F.A. and Bhutto, F. (2011) found positive relationship between work-
life balance and job satisfaction among employees working in private sector banks in
Pakistan.

Kulkarni and Kulkarni (2012) have opined that successful employees are recognizing
that positive work life balance outcomes for employees from achieving work life
balance to the satisfactions of challenging work and career development are key
ingredients of a successful business strategy.

Fanny (2012) conducted a study on the work-life balance of private doctors in a

metropolitan city with an objective to investigate the work-life balance condition of
private doctors in a metropolitan city; a quantitative questionnaire survey was conducted
with 500 doctors working in different specialties in the private sector in a metropolitan
city, Hong Kong. The research reveals that private doctor had slightly longer but
comparable work hour with that of the other professions. The study reported a disturbed
work-life balance, dramatically reduced productivity and/or work quality of the doctors,
and prolonged fatigue level, sleepiness and extreme tiredness. Flexible working time; 5-
day work week and career break were considered useful to alleviate the situation.
 7

Ashmore J. (2013) researched in USA, pharmacists were satisfied with their jobs but
majority experienced job stress and role overload leading to work-home conflict.

Dizaho (2013) used multiple regressions to analyze the impact of different variables such
as leaves and breaks, hours of work, work schedules and support from top management
on WLB. It was found that leaves and breaks are the highest and strongest predictors of
WLB among all other variables.

K. Santhana et.al (2013) highlighted that four factors marital status, working hours,
requirement of flexibility, additional working hours and over time distort the work life
balance. This is more unique in the case of married women, as any additional working
hours at the organizational level deny them the time required to attend to the children and
the other dependents. Among the factors classified in to components, the above factors
alone influence more than 38% of work life balance. The study further reveals that three
factors, viz., number of dependents, childcare and reason for overtime i.e. work life
balance of married women gets affected with the number of dependents at home. This is
worsened by the number of small children who need to be cared for and tended [i.e.,
larger the dependents lesser is the balance and vice versa], the supportive functional head
can always help to minimize the work life balance related consequences.

V. Madhusudhan et.al (2013) have identified the factors responsible for work life balance
and extracted that dependents, time flexibility, role clarity, co-worker support, family
culture, working hours and head support are responsible for work life balance.
Management has to concentrate on time flexibility, role clarity, co-worker support,
working hours and head support for managing work life balance.

Sharma & Gulhar (2014) proved similar results on women employees of service sector
(banks, insurance, education, health and IT).

A similar study by Kundnani & Mehta (2015) identified working conditions, facilities,
performance, supervisors support, job independence and satisfaction as the major factors,
which affect the WLB of bank professionals. Over time, increased work schedules and
 8

targets have a negative correlation with job satisfaction. Employees faced challenges to
maintain work-life balance and organizations need to consider employees as assets and
take initiatives to facilitate employees by helping them to manage their work life cycle.

Adhikari (2016) studied the role of support from the organization and home in
moderating correlation between work-life conflict and career satisfaction among 381
banking professionals in 14 commercial banks of Kathmandu Valley. Employees in the
Nepalese banking sector have high satisfaction. Work-family conflict has an insignificant
relationship with satisfaction. In addition, Nepal being a collectivist society, banking
professionals respond to adverse conditions with greater affiliation with co-workers and
do not separate their professional life from their personal life. The results also indicated
support from family has a positive association with career satisfaction while support from
work has no significant impact on work conflicts.

Shakya & Devi (2016) studied stress levels of 180 employees in private and public banks.
Extended hours of work with no intrinsic rewards and growth opportunities, inadequate
compensation, role overload and no time to spend with family are the reasons for stress.
Also, stress experienced by employees in private and public banks does not differ
significantly.

1.6 Research Methodology

Research Design

A research design is the set of methods and procedures used in collecting and analyzing
measures of the variables specified in the problem research. A particular research can be
studied form a smaller number of people that can generate information about a large
group. This research comprises of descriptive research design to know the overall work
life balance and employee satisfaction at Norvic hospital. The various methodologies
undertaken in this research would be structured questionnaire, sampling, data collection
from various resources and data analysis technique to know the overall satisfaction of
employees and overall work life balance within Norvic International Hospital.
 9

Questionnaire

In order to know about customer’s perception, questionnaires were distributed among 42

respondents of different age group and gender. Data collection tool included self-
structured questionnaire of 18 questions included the question based on employee
satisfaction and work life balance variables determining the overall situation of the
participants regarding the topic. The questionnaire was based on 5 points as strongly
agree, agree, neutral, disagree, strongly disagree. All the questions were described to
participant in their understandable language.

Sample Size

Sample size measures the number of individual samples measured or observations used in

a survey or experiment. The sample size is an important feature of any empirical study in
which the goal is to make inferences about a population from a sample. Sample size is the
observational feature of any study in which the motive is to make a conclusion based on
evidence and reasoning about a population from a sample. Focusing on this research in
total 18 questions would be asked to the 42 respondents regarding their work life balance
and satisfaction level.

Data Collecting Techniques

The primary method applied in this survey research is questionnaire. In order to know
about employee’s perception, questionnaires would be distributed among 42 respondents
of different age group and gender. Data collection tool included self-structured
questionnaire of 18 questions included the question based on employee satisfaction and
work life balance variables determining the overall situation of the participants regarding
the topic. Data Analysis has been done using MS Excel with the use of appropriate
statistical tool like Percentage to analyze the relation between work life balance and job
satisfaction of employees at Norvic hospital.

Study Area

The overall study area of this research project includes the random survey of part time
employees of Norvic hospital, Kathmandu, Nepal. This research includes employees of
different gender, age, work level, ethnic background within Norvic hospital to collect
effective data.

Data Collection Sources

This study has been carried out with both primary and secondary sources of information.
Firstly a theoretical framework regarding work life balance and employee satisfaction has
been prepared. In primary method, questionnaire would be prepared to get information
 10

and opinions from different people. In secondary method, information was collected from
articles, reports and internet. The research begins with the collection of necessary data,
facts and figures related to the study. The data and information that are collected are
studied carefully and presented and analyzed systematically to meet the objective of
report. All of the data and information presented in the study are checked thoroughly and
the search design was planned. For this study the likert type scales was used to design the
questionnaire.

Data Presentation and Analysis

After collecting all the responses from the respondents, the data would be placed in
different statistical format in order to conduct the further analysis. Descriptive analysis
would be done Apart from the analysis in some of the variables, pie charts, bar graph and
tables were used to analysis the data collected for the purpose of research. A sample size
of 42 Norvic hospital employees gathered through random sampling has been the basis
for analysis.
 11

CHAPTER II

DATA PRESENTATION AND ANALYSIS

This chapter is particularly focused on analysis and interpretation of data. The data that
was collected through the self-administered questionnaire was recorded into a
spreadsheet. The descriptive analysis tool was used along with pivot table to draw the
data out in a reportable format. The data and the adjacent diagrams have been presented
and the descriptive mean and standard deviations have been reported.

2.1. Demographic Analysis

This section deals with the demographic analysis and interpretation of primary data
collected through questionnaire. This helps to get insight into the demographic
characteristics of respondents under study. The respondent profile includes gender, age,
academic qualification and the frequency of the respondents.

a. Gender

Table 2. 1: Gender wise classification of the respondents

Gender Frequency Percent

Male 28 66.67
Female 14 33.33
Total 42 100
Figure 2. 1: Gender
Total wise classification of
the respondents

14
Female
Male

28
 12

Out of 42 respondents 66.67% are male whereas 33.33% are female.

b. Age

Table 2. 2: Age wise classification of the respondents

Age Group Frequency Percent

18-25 17 40.47
25-35 25 59.53
35-45 0 0
45 and above 0 0
Total 42 100

30

25
25

20
17 Figure 2. 2:
15 Age wise
classification
10
of the
5 respondents

0
18-25 25-35
 13

Out of 42 respondents, 40.47% of respondents are of 18 - 25 age groups, 59.53% of

respondents are of 25 to 35 age groups, whereas none of the participants belonged to 35-
45 and above 45 years of age.

c. Job level in the organization

Table 2. 3: Job level in the organization

Job level in the Frequency Percent

organization
Management 41 97.61
Lower level staff 1 2.39
Total 42 100
45 Figure 2. 3:
41
40 Job level in
35 the
30 organization
25
Out of 42
20
respondents
15
97.61% of
10
5 respondents
1
0 are working at
Lower Level staff Management management
level whereas
only 2.39% are working as lower level staff.

d. Job position in the organization

Table 2. 4: Job position in the organization

Job position in the Frequency Percent

organization
Salary-based (monthly 42 100
 14

irrespective of hours
worked)
Wage-based (monthly 0 0
irrespective of hours
worked)
Total 42 100
42
40
30
20 Figure 2. 4:
10
0 Job position
in the
organization

Out of 42
respondents
all 42
respondents
are Salary-
based
employees, none of them are Wage-based employees.

e. Years of service (tenure) in the organization

Table 2. 5: Years of service (tenure) in the organization

Years of service in Frequency Percent

the organization
One year or less 10 23.80
2-7 32 76.20
8-13 0 0
14 years or above 0 0
Total 42 100
 15

35 Figure 2. 5:
32
Years of
30
service
25
(tenure) in
20 the
15 organization
10
10 Out of 42
5 respondents,
76.20
0
2-7 One year or less respondents
have been
working in the organization between 2-7 years, 23.80 respondents are working in the
organization since one year or less than one year and none of the respondents are working
in the organization more than 8 years.
 16

2.3 STATEMENTS

This section deals with response of statements related to work life balance and employee
satisfaction and the overall mean and standard deviation of each statement with the help
of likert scale.

Table 2. 6 Statements related to work life balance and employee satisfaction

Statements Mean Standard Deviation

Do you normally work 4.738095238 0.44500052
more than 6 days in a
week?
Do you find yourself 3.80952381 1.15268711
unable to spend enough
time with your family?

Do you feel you are not 4.19047619 0.671296352

able to balance your
work life?
How often do you think 4.268292683 0.592637758
or worry about work
(when you are not
actually at work)?
Do you ever miss out 3.975609756 0.907959385
any quality time with
your family or your
friends because of
pressure of work?
Do you ever feel tired or 3.80952381 1.041530189
depressed because of
work?
Do you think that if 1.023809524 0.15430335
employees have good
work-life balance the
organization will be
more effective and
successful?
Does your organization 1.047619048 0.215540269
should arrange functions
at times suitable for
families?
Overall 3.3541 0.3895
 17

The mean to the response of the statement, do you normally work more than 6 days in a
week was 4.738095238. The standard deviation was 0.44500052. This means the
respondents are negative towards the statement.

The mean to the response of the statement, do you find yourself unable to spend enough
time with your family was 3.80952381. The standard deviation was 1.15268711. This
means the respondents are negative towards the statement.

The mean to the response of the statement, do you feel you are not able to balance your
work life was 4.19047619. The standard deviation was 0.671296352. This means the
respondents are negative towards the statement.

The mean to the response of the statement, how often do you think or worry about work
(when you are not actually at work) was 4.268292683. The standard deviation was
0.592637758. This means the respondents are negative towards the statement.

The mean to the response of the statement, do you ever miss out any quality time with
your family or your friends because of pressure of work were 3.975609756. The standard
deviation was 0.907959385. This means the respondents are negative towards the
statement.

The mean to the response of the statement, do you ever feel tired or depressed because of
work was 3.80952381. The standard deviation was 1.041530189. This means the
respondents are negative towards the statement.

The mean to the response of the statement, Do you think that if employees have good
work-life balance the organization will be more effective and successful was
1.023809524. The standard deviation was 0.15430335. This means the respondents are
positive towards the statement.
 18

The mean to the response of the statement, does your organization should arrange
functions at times suitable for families were 1.047619048. The standard deviation was
0.215540269. This means the respondents are positive towards the statement.

2.4 WORK LIFE BALANCE AND EMPLOYEE SATISFACTION

VARIABLES

Table 2. 7: Work life balance and Employee satisfaction variables

Work life balance and Employee satisfaction Mean Standard Deviation

variables
Flexible working hours 1.833 1.1243

Holidays/paid time-off 1.166 0.5808

 19

Job sharing 1.1833 1.3419

Career break/sabbaticals 2.19047 1.2733

Counseling services 2 1.3416

Health programs 1.0476 0.2155

Family support program 1.4390 1.0012

Exercise facilities 1.5952 1.2699
Paid paternity or maternity leave 1.0476 0.2155
Opportunity to return to the same job 1.1904 0.6712
Overall 1.5328 0.5078

The result in table shows the descriptive statistics of the work life balance and employee
satisfaction variables. For this, two statistical tools are used: Mean and Standard
Deviation. The overall mean from the respondent was 1.5328 and standard deviation was
0.5708. From the table we can analyze that the respondents are positive towards all the
work life balance and employee satisfaction variables.

2.5 MAJOR FINDINGS AND DISCUSSION

 Out of 42 respondents, 33.33% were female whereas 67.67% were male

respondents respectively
 Among 42 respondents, 40.47% of respondents are of 18 - 25 age groups, 59.53%
of respondents are of 25 to 35 age groups, whereas none of the participants
belonged to 35-45 and above 45 years of age.
 Out of 42 respondents 97.61% of respondents are working at management level
whereas only 2.39% are working as lower level staff.
 20

 Out of 42 respondents all 42 respondents are Salary-based employees, whereas

none of them are Wage-based employees.
 Out of 42 respondents, 76.20 respondents have been working in the organization
between 2-7 years, 23.80 respondents are working in the organization since one
year or less than one year and none of the respondents are working in the
organization more than 8 years.
 The primary objective of the current study was to examine direct relationships
between work life balance and employee satisfaction. The findings of data
analyses showed that various variables such as flexible working hours, job
sharing. holidays/paid time-off, career break, counseling services, health program,
exercise facilities and opportunity to return to the same job had positive impact on
employee satisfaction and balancing the work life.

CHAPTER-III

SUMMARY AND CONCLUSION

3.1 Summary

The main objective of the study was to know the possible benefits of work life balance at
Norvic International Hospital, to identify the factors which influence the employee work-
life balance and the job satisfaction and to find out the level of work life balance and job
satisfaction and make measures to eliminate them by management decisions. Data
collected from respondents were arranged and analyzed in excel. In total response of 42
employees were collected. Questionnaire was distributed through survey personally to the
random employees of Norvic hospital. Among 42 respondents 28 were male and 134
were female. Various statistical tools were used for data analysis like Mean and Standard
Deviation. All the responses were places into excel for the analysis. At first reliability of
 21

data were tested and then further analysis were done in excel and mean and standard
deviation was found for the study.

3.2 Conclusion

The main objective of this research was to know about the situation of work life balance
and employee satisfaction variables at Norvic hospital. In order to achieve this aim
different methods were used to gather the information and later on to analysis them and
get results. The results of this study show that all main study variables were positively
related to each other. As the results show the work life balance has many benefits for an
organization such as the fact that when employees are be more satisfied with their job,
they will have more commitment and higher productivity. The more an organization
provides and supports their employees in having good work life balance the more
satisfied they are which leads the organization to provide good services or products to the
public. People will be able to deal effectively with commitments not only at work , but
also at home, because implementing good work life balance policy will lead them to have
time to balance work and home matters effectively. In addition, employees should have
the right to choose the work or the job in which they are interested. This will lead and
help them to achieve the organization’s goal as well as their own career path. The
organization could help their employees in finding their interest, skills and experience in
the field which would allow the organization to provide better services or products. This
will help the employees to be more proactive, have high performance and job
satisfaction.

Additionally employees should know how to manage their time. They should find out
how many hours they spend at work and at home with their children and family. In
addition, they should outline their daily life activities from the morning till night so that
they can track the time effectively. This exercise will help them to find out if they are
working more than they should, or spending too little time with their families. Once
employees come up with results, they should set goals in their daily life and try to be
focused on that which needs to be done at wok before leave to home and therefore have a
 22

better relationship with the family. By achieving a better work life balance, employees as
well as organizations will benefit from this. As a result, it leads to have more value in
life, increase performance, improve relationships with family and friends, increase
productivity, improve morale, increase commitment and reduces stress.
 23

REFERENCES

Adhikari, J. R., 2016. Work-Family Conflict and Career Satisfaction Role of Social
Support. Kathmandu University School of Management Occasional Paper.

Ashmore J. (2013). Going private’: a qualitative comparison of medical specialists’ job

satisfaction in the public and private sectors of South Africa. Hum Resour Health. 11-1.

Eden M, Schafheutle EI, Hassell K. (2009). Workload pressure among recently qualified
pharmacists: an exploratory study of intentions to leave the profession. Int J Pharm
Prac.181-7.

Fanny Y. F. Young (2012), “The work -life balance of private doctors in a metropolitan
city” , Universal Journal of Medicine and Dentistry, Vol. 1(6), pp. 065-069.

Greenhaus, H.J., Collins, M.K. & Shaw. (2003). The Relation between Work-Family
Balance and Quality of Life. Journal of Vocational Behavior , 510-531.

Kundnani, N. & Mehta, D. P. (2015). Identifying the Factors Affecting Work-Life

Balance of Employees in Banking Sector. Paripex-Indian Journal of Research, 4(6).

K. Santhana Lakshmi et.al (2012), “Analysis of Work Life Balance of Female Nurses in

Hospitals- Comparative Study betweenGovernment and Private Hospital in Chennai,
TN., India”, International Journal of Trade, Economics and Finance, Vol. 3, No.3, pp-
213-218.

Locke, E.A. (1969). What is Job Satisfaction? Organizational Behavior and Human
Performance. Journal of Applied Psychology , 309-336.
 24

Malik, I.M., Gomez, F.S., Saif, I.M. (2010). Examining the Relationship of Work Life
Balance, Job Satisfaction and Turnover in Pakistan, OIDA International Journal of
Sustainable Development, 2 (1), pp. 27-33.

Mott DA, Doucette WR, Gaither CA, Pedersen CA, Schommer JC. (2003). Pharmacists'
attitudes toward work life: results from a national survey of pharmacists. J Am Pharm
Assoc,326-360.

Mizuho, K. E. (2013). Impact of Work-Life Balance on Employees Loyalty, Satisfaction

and Productivity, Malaysia: University of Technology.

M. Mayo, J. C. Pastor, & A. I. Sanz. (2008). “Enabling Managers to Achieve Work-

Family Balance” a Demands-Control Model of Housework Behavior and family
Satisfaction.

R. Kulkarni, Sharad and Kulkarni, S. Sharwari. (2012). “Work Life Balance and Stress
Management: Two Sides of a Single Coin...!” Indian Journal of Commerce and
Management Studies, Vol. 1, pp.16-119.

Shakya, A. & Devi, V. R., 2016. Work Stress in the Banking Sector: An Empirical Study
in Nepal. Management Insights, XII (2), pp. 40-50.

Sharma, H. & Gulhar, N. (2014). Work Life Balance a Key Tool of Job Satisfaction – A
Study on Women Employees in National Capital Region, International Journal of
Research & Development in Technology and Management Science, 21 (2).

Sujut, S., Cheema, F.A., Bhutto, F. (2011). Impact of Work Life Balance on Employee
Job Satisfaction in Private Banking Sector of Karachi, Journal of Management and
Social Sciences, 07 (2), pp. 9-15.
 25

Valcour, P. M. & Hunter, L. W. (2005). Technology, Organizations and Work-Life

Integration.

V. Madhusudhan Goud and K. Nagaraju (2013), “Work Life Balance of Teaching

Faculty with Reference to Andhra Pradesh Engineering Colleges”, Global Journal of
Management and Business Studies, Volume 3, Number 8, pp. 891-896
 26

APPENDICES

Dear Sir/Madam,

I am Bibek Ghimire, 6th semester BBA student of Apex College, Baneshwor affiliated to
Pokhara University. I am conducting research project on “Work life balance and
Employee satisfaction at Norvic Hospital” as the part of my study. I would be really
grateful if you would co-operate with me in filling the questionnaire. I want to assure you
that the information will be confidential and there will be no misuse of the information.

Your kind co-operation in this regards will be highly appreciated.

(Please tick the desired options)

Personal Information
1. Gender :
 Male
 Female
2. Age :
 18-25
 25-35
 35-45
 45 and above
3. Your job level in organization :
 Management
 Lower Level staff
4. Your job position in the organization:
 Salary-based (monthly irrespective of hours worked)
 Wage- based (monthly irrespective of hours worked)
5. Years of service (tenure) in the organization:
 One year or less
 27

 2-7
 8-13
 14 years or above

Please indicate the extent to which you satisfy with the following statement.
(Always-1, Often-2, Sometimes3, Rarely-4, Never -5)

Statement 1 2 3 4 5
1) Do you normally work more than 6 days in a week?
2) Do you find yourself unable to spend enough time
with your family?
3) Do you feel you are not able to balance your work
life?
4) How often do you think or worry about work (when
you are not actually at work)?
5) Do you ever miss out any quality time with your
family or your friends because of pressure of work?
6) Do you ever feel tired or depressed because of work?
7) Do you think that if employees have good work-life
balance the organization will be more effective and
successful?
8) Does your organization should arrange social
functions at times suitable for families?
 28

(Strongly Agree-1, Agree-2, Neutral-3, Disagree-4, Strongly Disagree-5)

1 2 3 4 5
Work life balance and employee satisfaction variables
9) Flexible working hours

10) Holidays/ paid time-off

11) Job sharing

12) Career break/sabbaticals

13) Counseling services

14) Health programs

15) Family support programs

16) Exercise facilities

17) Paid paternity or maternity leave

18) Opportunity to return to the same job

29