Work Life Balance of Female Employees: A Case Study On Private Commercial Banks in Bangladesh

Work Life Balance of Female Employees: A Case Study
on Private Commercial Banks in Bangladesh.
Submitted to:
Nafiza Islam
Assistant Professor,
&
Course Instructor
Submitted by:
Group-Ruminator
MBA- 2nd Batch,
Major in Human Resource Management
Session: 2015-16
Date of Submission:
August 7, 2017
Department of Management Studies

Faculty of Business Studies (FBS)
Jahangirnagar University
Savar, Dhaka-1342
GROUP PROFILE
Group Name -Ruminator
MBA-2nd Batch
Savar, Dhaka-1342
SL. No. Designation Name & Email Address ID

01 Group Md. H Asibur Rahman 1348
Leader
Email: asib.hrm. ju@gmail.com
02 General NafizImtiaz 1349
Member
Email: nafizimtiazmiraz@gmail.com
03 General Afif Bin Mustakim 1351
Member
Email: afifmustakim@gamil.com
04 General Md. Abdullah Al Noman 1344
Member
Email: abdullahalnoman228@gmail.com
05 General Md. HannanMolla 1345
Member
Email: hannan.ju.mgt@gmail.com
LETTER OF TRANSMITTAL
August 7, 2017
Nafiza Islam
Department of Management Studies,
Savar, Dhaka-1342.
Subject: Submission of study on Work life Balance of Female Employees: A Study

on Private Commercial Banks in Bangladesh.
Dear Sir,
With due respect, we draw your kind attention to the fact that to prepare a report and
submitting the same to you is a partial requirement of MBA program major in HRM
of Department of Management Studies, Jahangirnagar University. It is a pleasure to
present our study to you on Work Life Balance of Female Employees: A Study on
Private Commercial Banks in Bangladesh. for the same purpose.
We have tried our level best in preparing this report and left no stone unturned to
make the study a vivid and comprehensive one in spite of having a number of
limitations. We sincerely believe that it will serve the required purposes. We shall
always be obliged to furnish any clarification regarding this report, if required.
Sincerely Yours,
Md. H Asibur Rahman
Group Leader -Ruminator

MBA-2nd Batch
Savar, Dhaka-1342.
2
LETTER OF AUTHORIZATION
This is to certify that the report on Work Life Balance of Female Employees: A Study
on Private Commercial Banks in Bangladesh. is the authentic record and the report is
done by the group Ruminator based on reliable information under the members
direct supervision as a partial fulfillment of the requirement of the course named
Contemporary Human Resource Management: Bangladesh and the World; course code:
HRM-510 under 2nd semester of Masters of Business Administration (MBA) pregame,
major in Human Resource Management from the Faculty of Business Studies,
Department of Management Studies, Jahangirnagar University.
The report has been accepted and approved and it is a record of the bona fide work
carried out successfully by Ruminator
I wish each member of the group every success in life with very best of luck.
Nafiza Islam
Department of Management Studies,
Savar, Dhaka-1342.
3
DECLARATION
We do hereby solemnly declare that the work presented in this Study has been
earned out by us and has not been previously submitted to any other
University/College/Organization for an academic qualification/certificate/diploma or
degree.
The work we have presented does not breach any existing copyright and no portion of
this report is copied from any work done earlier for a degree without giving the credit
to that authors or otherwise.
We further undertake to indemnify the Department against any loss or damage arising
from breach of the foregoing obligations.
Md. H Asibur Rahman
Group Leader -Ruminator

MBA-2nd Batch
Savar, Dhaka-1342.
4
ACKNOWLEDGEMENT
It is high time for us to express our deepest gratitude and humble submission
to the Almighty ALLAH but for whose support we would not be able to complete a
huge task of preparing this Internship report within the time period.
The first name comes to my mind is Nafiza Islam, Assistant Professor, Department of
Management Studies, Faculty of Business Studies, Jahangirnagar University, Savar,
Dhaka-1342, who is our supervisor and guided us for preparing this paper. We are
thankful and greatly indebted to her for her whole-hearted supervision during the
report preparing period. Her suggestions and comments was really a great source of
inspiration for us to make the report a good one.
We also thank all of our fellow MBA students from the core of our heart for helping
us to collect raw data from different banks and respondents as well as inspiring us in
completing the task within the stipulated time.
We would like to extend our appreciation and gratitude to Mr. Muhammad Nazmul
Alam, EO and 2nd Man, Standard Bank Limited, Savar Branch. We are also in debt to
Mrs. Sabiha Islam, SEO &2nd man, Standard Bank Limited, Mohammadpur Branch.
It will be an injustice to a very much co-operative person if we dont recall his

contribution and this person is none but Mr. K. M. Bulbul Kabir, AVP, Local
Branch, Dilkhusha Commercial Area. We are very much tankful to him for his support
in gathering data and providing information the career development assessment of
female employees in private commercial banks in Bangladesh
5
Contents
Chapter 1: Introductory Part
1.1 Preliminaries.......................................................................................................................2
1.2 The Problem Statement.......................................................................................................2
1.3 Purpose/Objective of the Study...........................................................................................3
1.3.1 Specific Objective........................................................................................................3
1.3.2 Border Objectives........................................................................................................3
1.4 Scope of the study...............................................................................................................4
1.5 Organization of Study.........................................................................................................5
1.6 Limitations of the Study......................................................................................................6
Chapter 2: Review of Literature
2.1 Introduction........................................................................................................................7
2.2 Work-Life Balance..............................................................................................................8
2.2.1 Theoretical Review....................................................................................................10
2.2.3 Theories and Models of Work Life Balance...............................................................12
2.4 Work-Life Balance Factors...............................................................................................13
2.4.1 Individual Factors......................................................................................................13
2.4.2 Organizational Factors...............................................................................................14
2.4.3 Societal Factors..........................................................................................................16
2.5 Work Life Balance Outcomes...........................................................................................16
2.5.1 Work Related Outcomes............................................................................................17
2.5.2 Non- Work Related Outcomes...................................................................................18
2.6 Empirical Review.............................................................................................................18
2.6.1 Bangladesh Section....................................................................................................18
2.6.2 Global Section...........................................................................................................20
2.7 Summary of Literature and Research Gap........................................................................21
Chapter 3: Methodology
3.1 The Research Design........................................................................................................22
3.2 The Population..................................................................................................................22
3.3 The Sampling Procedure...................................................................................................22
3.4 Data Collection Procedure................................................................................................23
3.5 Data Processing Procedure................................................................................................23
3.6 Statistical Analysis............................................................................................................24
3.7 Research Outline...............................................................................................................25
3.8 Conceptual Framework.....................................................................................................25
3.9 GANTT Chart...................................................................................................................26
3.10 Time Management for the Study.....................................................................................27
Chapter 4: Presentation and Analysis of Data
4.1 Descriptive Analysis.........................................................................................................28
4.1.1 Normal Working Hours in a Day...............................................................................28
4.1.2 Normal Work Days in a Week....................................................................................29
4.1.3 Traveling Hours to Reach Work Place.......................................................................29
4.1.4 Work Shifts................................................................................................................30
4.1.5 Marital Status.............................................................................................................31
4.1.6 Duel Career................................................................................................................32
4.1.7 Female with Children.................................................................................................33
4.1.8 Care taker for Children..............................................................................................34
4.1.9 Hours Spend with Children........................................................................................36
4.1.10 Meeting with Childrens Teachers............................................................................37
4.1.11 Taking Care of Adults, Dependents and Disables.....................................................39
4.1.12 Time Spend for Taking Care of Adults, Dependents and Disables...........................40
4.1.13 Feelings Regarding Work life Balance.....................................................................41
4.1.14 Work Worriedness....................................................................................................42
4.1.15 Feeling about Time Spend at Work..........................................................................43
4.1.16 Missing Quality with Family due to Work Pressure.................................................44
4.1.17 Tired or Depressed because of work........................................................................45
4.1.18 Separate Policy for Work-Life Balance....................................................................47
4.1.19 Provisions under Separate Work-Life Balance Policy..............................................48
4.1.20 Individual Preference of WLB Elements..................................................................50
4.1.21 Factors Hinders Works and Family Commitments...................................................52
4.1.22 Factors help balancing work family commitments...................................................53
4.1.23 Factors Hinder balancing work family commitments...............................................54
4.1.24 Additional Work Provision to WLB.........................................................................56
4.1.25 Stress Related diseases to WLB...............................................................................57
4.1.26 Special Initiatives to Manage Diet...........................................................................58
4.1.27 Preferred food Items to Diet.....................................................................................59
4.1.28 Refreshment Drinks/Snacks to WLB.......................................................................60
4.1.29 Time for Walking out...............................................................................................62
4.1.30 Hours Spend for Walking Out..................................................................................62
4.1.31 Preferred Place to Walking Out................................................................................64
4.1.32 Feeling about Customized WLB Provisions............................................................64
4.1.33 Better WLB vs. Organization effectiveness & Successful........................................66
Chapter 5 Summary of Findings: ...........................................................................................68
Chapter 6: Conclusions and Recommendations
6.1 Conclusions......................................................................................................................72
6.2 Recommendations.............................................................................................................72
6.2.1 General Recommendations........................................................................................72
6.2.2 The Role of HRD.......................................................................................................74
6.2.3 Priority Matrix...........................................................................................................75
6.2.3 Appendicies...........................................................................................................i-vii
List of Tables
List of Figures
ABSTRACT
Work life balance has become emerging issue in this modern and dynamic corporate
world. At our modern era female are engaging in outer as well as corporate world
significantly. Female employees are facing great challenges to balance their family
life and work life. So researchers are putting emphasize on female workers work life
balance.
This study is a tiny work on female employees of private commercial banking sector
of Bangladesh. This report is an attempt to find out the existing condition of work life
balance of women who are working in various private commercial banks in
Bangladesh. Besides the paper focuses on normal working hours, working shifts,
working days, age, marital status, working women with children, spouses of working
women, organizations policy regarding work life balance for female employees, time
spent with family, food habits, health care for employees and their children,
transportation facility from employer, support from family, colleagues etc.
The research studied on 48 female banker from 21 private commercial banks

surrounding Dhaka city and random sampling procedure is applied. Structured
questionnaire is used to collect raw data from the respondents. SPSS software
package have been used to analyze data as statistical tool.
In the banking industry majority of female are married and have working spouses,
even more than 70% have children. The study we have found that female are to work
8-9 hours in a day and they have 5 days working week. Female employees are losing
1-2 hours to reach work place. Besides no shifting facilities are being provided to
female employees. Female worker cannot manage enough time for their children and
adult members. Most of them can only consult with their childrens teachers only
once in a month. Most women are worried about their work and miss family due to
work pressure. Even they think that their organization has no separate policy for work
life balance. Though more than half of the employees think that they can manage their
work life and family life.
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Work Life Balance of Female Employees: A Study on Private Commercial Banks of Bangladesh
Chapter One: Introduction

1.1 Preliminaries
In recent competitive world, the concern of work-life balance has taken the
consideration of researchers and academics because of its effect on professional as
well as individual life. Many Researches show that while a balanced work-life
arrangement ensures harmony in both professional and family life, imbalance between
work and life can create undesirable impression on an employees personal life which
leads to job dissatisfaction that hinders organizations productivity and efficiency as
well reduces the quality of services.
In Bangladesh, women have been engaging and contributing remarkably in our

economy and many of the female are working in the banking industry, especially in
private banking sector. Despite of it, working women experience numerous obstacles
in their personal as well as working life. Women are struggling to balance between
work-life which eventually hampering their social life. While trying to balance work-
life, women face the pressure not only from their work place but also from their
family. Since women need to play different roles in society, it is particularly harder for
women to keep balance between work-life.
1.2 The Problem Statement

Organizations today face sensitive competition globally, personnel are undergoing
increasing performance stresses, and time spent at the workplace may be increasing.
High performance companies have raised their expectations regarding time, energy
and work commitment. These expectations may be particularly difficult for women to
meet, since women still perform the bulk of household tasks.
The incapacity to balance work and life has severe consequences because it disturbs
every aspect of womens lives. The stress generated from being pulled in multiple
ways has undesirable consequences for psychological and physical well-being. When
women are spread too thin attempting to satisfy all of the competing demands on their
time, they are not able to complete any task to the best of their ability causing all their
roles to suffer. Efficiency at work is affected and the quality of womens relations
with friends and family are harmed. This psychological stress stemming from their
inability to give 100 percent at work and at home can also produce problems for
2|Page
womens physical health. So work life balance has become the prime concern for the
organizations and the employees in this ever changing business world. However, work
life balance is hardly investigated to have a relationship with job satisfaction and what
are the factor influencing work life balance of women working in the private
commercial banks in Bangladesh and that is what this study is all about.
1.3 Purpose/Objective of the Study

1.3.1 Specific Objective
To find out the existing condition of work life balance of women who are working in
various private commercial banks in Bangladesh.
1.3.2 Border Objectives
i. To find out the normal working hours as well as weekly working hours for the
banking industry along with the normal traveling time to reach the working
place.
ii. To investigate the working shifts available for the female working employees
in the commercial banking sector.
iii. To find out the dominating age of respondents, marital status, and having
children and the number of children.
iv. To demonstrate whether the spouses of working women are employed or not,
Duel Career.
v. To reveal information who are helping in taking care of children and other
elderly people of working women, who is actually expected to take of such
individuals.
vi. To find how many hours these working women actually can devote in taking
care of her children and adults or other disables in family.
vii. To investigate how often they think or worry about work as well as how they
feel about the amount of time spend at work.
viii. To show if they ever miss out any quality time with their family/friends
because of work pressure.
ix. To exhibit if they feel tired or depressed because of work and how do they
manage stress arising from your work.
x. To show if the private commercial banks have a separate policy for work-life
balance and if any what are the provisions under the policy.
xi. To show the choice of factors that may enhance as well as hinders the work
life balance of female who are working in the private commercial banks in
Bangladesh.
3|Page
xii. To exhibit factors help as well as hinder in balancing your work and family
commitments.
xiii. To picture out additional work provisions provided by the organizations.
xiv. To investigate if the organizations offer any policy that encourage the
involvement of family members in work-achievement reward functions and if
it organizes social functions at the suitable time for families.
xv. To inspect whether these private commercial banks provide master health
checkup program for the female workers.
xvi. To examine whether women working in private commercial banks suffer from
any stress related diseases.
xvii. To find if working women have any special initiatives to manage their diet,
and what are their preference for food.
xviii. To reveal whether they have option to work out, if any, many hours do they
spend for working out and their preference of workouts.
xix. To explore whether organization should have a customized policy to ensure
better work life policy.
xx. To check out female commercial bank workers opinion regarding if employees
have good work-life balance the organization will be more effective and
successful or not. And how an organization can be successful by balancing
work and life among workers.
1.4 Scope of the study

The study is on female bankers of the private commercial banks of Bangladesh. The
study has approached to the issues of work life balance of female bankers in private
commercial banks in Bangladesh. However, our main purpose of the study to find out
the factors, policies and issues as well as the elements fosters and hinders the work
life balance of female employees in private commercial banks and how work life
balance has impact on job satisfactions and creation of stress related disease.
1.5 Organization of Study

The whole study is commenced with a preliminary speech which actually describes
the overall concept of work life balance along with the banking industry. The
objective of the study is placed after that. Then the theoretical framework and the
limitations of the paper is stated. In the second section there is a brief description of
the banking industry has taken place. In the literature review section there is a
collection of definitions of work life balance by the various academician. This section
4|Page
also reveal some of the theories and models of work life balance. Work life balance
factors are described from the corner of individual, and organizational as well as
societal section as per the researchers. The probable outcomes of work life and
imbalance has taken place along with implications and suggestions from various
influential studies. The literature review section end with the empirical review section
which deals with two sections: Global and Bangladesh, reveals some important
implications of work life balance from different perspectives.
After that the methodology of the report describes the sampling procedure,
population, sample size, data collection procedure, Data Processing Procedure,
Statistical Analysis as well as Gantt chart and pie chart to describe time management
for preparing the study. After that the presentation of data and analysis of data along
with interpretation are taken place from the corner of descriptive statistics and
correlations of different work life balance factors. Then some of the recommendations
are states in the priority basis in the priority matrix based on various factors and their
influence on work life balance of female working in private commercial in
Bangladesh. And at last the study ends with a general conclusion of the overall
finding from the analysis of the data collected to reveal the work life balance
condition of female bankers who are working in the private commercial banks in
Bangladesh.
1.6 Limitations of the Study

Several limitations of this study should be considered. First of all, the results may not
represent the whole sample population, as convenient sampling and a relatively small
sample size were employed.
Second, the data were collected only from the Dhaka city branches of the local private
commercial banks. Thus the results may not symbolize the actual perception of the
female bank employees regarding work life balance in context of total Bangladesh.
Thirdly, due to busy schedule and working hours in bank respondents showed
indifferences in properly filling questionnaire that may mislead to some extent.
Finally, lack of previous experience of conducting such research may not represent
the most appropriate interpretations and analysis as well as lack of awareness of the
5|Page
female employees regarding the concept of work-life balance may not properly draw
their attentions regarding the importance of this study thus some interpretations may
look like influenced.
6|Page
2.1 Introduction
Work-life balance has turn out to be a burning question in todays contemporary
domain of business. Plentiful experiments and researches have been done concerning
this topic. More or less in each research, researchers and academics tried to find out
the reasons that create disproportion between work life and personal life. Not only
that but also researchers concentrated on the significances of the aspect of imbalance
work-life and tried to provide solution to balance between work-life. The total
organization of literature review is as per the following figure.
Work life Balance

Definitions
Theories
Work Life Balance

Work Life
Outcomes
Balance Factors
Work Related Non-Work

Individual Organizational Societal
Related
Factors Factors Factors Outcomes
Outcomes
International Bangladesh
Studies Studies
Figure 2.1: Work life Balance
7|Page
2.2 Work-Life Balance

Recently, the word work-life balance has substituted that was used to be
acknowledged as work-family balance Resourcing, (2005). This important shift
arises from an appreciation that childcare is by no means the only significant family
responsibility and the issue can be applicable to any non-paid undertakings or
promises and to a miscellaneous range of employees such women, man, parents and
non-parents, singles, couples even couple with dual careers. Other life activities that
need to be balanced with employment may include study, travel, sport, voluntary
work, personal development, leisure or eldercare.
In the past two decades, work-life balance as well as the need for good work-life
balance has highlighted importantly in numerous academic, practitioner and strategy
maker debates Fleetwood (2007); MacInnes (2008).
Organizations can ensure various work-life balance initiatives that may contribute
employees to better balance their work and family accountabilities, gain
improvements in well-being and deliver organizational benefits. A large variety of
family friendly policies can be developed which include but are not limited to the
following: flexible working hours, job sharing, part-time work, compressed work
weeks, parental leave, telecommuting, on-site child care facility, Hartel et al.
(2007).Additionally, employers may provide a range of benefits related to employees
health and well-being, including extended health insurance for the employee and
dependents, personal days, and access to programs or services to encourage fitness
and physical and mental health.
Similarly many other countries of the world Lingard et al. (2007) work-life balance of
the female employees has become an issue in Bangladesh. So, what is the status of
work-life balance of female bankers working in the private commercial banking
institutions from the stand point of different factors (such as working hours, marital
status, spouse with career, having children and elder people in the family to look after,
and many other work related factors) in respect of family influence the work life
balance as well as organizations influence the work life balance of female bankers in
Bangladesh? And what can be the probable way to get rid of this work life conflict for
the female bankers? This are the core objectives of this study.
8|Page
Work-life balance has to do with proper prioritizing between work (career and
ambition) and lifestyle (health, pleasure, leisure, family and spiritual development).
The perception of work-life balance is grounded on the idea that paid work and
personal life should be seen less as contradictory priorities and more as corresponding
prerequisites of a full life. Lewis (2008) observes that the way to achieve this is to
implement a system that is conceptualized as a two way process which reflects the
needs of the workers as well as those of employers.
In order to take on employers in this practice it is vital to show the benefits that can be
achieved from employment policies and practices that ensure work-life balance, and
the scope that exists for justifying their negative effects on the management of the
business. In his research, Clark (2009) defines work-life balance as contentment and
well-functioning at work and at home with negligible role conflicts. Work-life balance
is ensure the right equilibrium between ones work and ones personal life and about
feeling comfortable with both work and non-work commitments.
Due to improper time management many employees fails to balance between work
and non-work life, though sometimes there is a crisis of time for managing all these.
However, work-life balance is complicated to accomplish solely without
organizational inspiration.
Bird (2010) emphasizes that, the choice of work life policy varies from day to day,
what may ensure right balance for today may not represent the right fit between work
and non-work life for tomorrow even in future. The most noticeable finding is that the
balance between work and life varies at marriage, during child bearing; at the start of
a new career, even close to retirement. So work life balance varies a lot as the
individual needs varies from person to person as they show different priorities at
different level of life.
Studies like Hochschild (2007) and Okeke (2011) ensures that when people devote
too many hours at work, and spend less with their families, their health and work
performances begin to deteriorate.
In a study Tomazevic, Kozjek & Stare (2014) states the meaning of work-life balance
is to effectively combining professional life with personal obligations and creates a
harmony between these two aspects. It can be defined as the absence of conflict
between professional and personal life.
9|Page
2.2.1 Theoretical Review
While the issue of balancing between work-life has come into the lime light, the
reality is, employees are constantly juggling between to keep a balance between their
professional and personal life.
Work-life balance has become a comprehensive thought that has defined in thousands
of ways by numerous researchers and academicians on the basis of diverse
dimensions. The background of study on work-life balance can be fundamentally
sketched back to studies on women having multiple roles.
Work life balance previously known as work family conflict, Kahn et al (1964)distinct
the concept as a arrangement of inter role clash where the role pressures from work
and family are mutually unharmonious in many perspective. That indicates,
participation in the work (family) role being made more difficult by virtue of
participation in the family (work) role. Marks &Dermid(1996)distinct role balance
as the propensity to become fully involved in the activities in each role in ones total
role structure, to approach each typical role with an attitude of attentiveness and care.
In simple terms, worklife balance is defined as the extent to which individuals are
equally engaged in and equally satisfied with work and family roles Clark
(2000).Subsequently, Clarke, Koch & Hill (2004)define work life balance as
satisfaction and good performance at work and at home with a minimum of role
conflict. While definitions and explanations differ, work/life balance can be generally
associated with equilibrium, or maintaining an overall sense of harmony in life. It is
essential to recognize that work-life balance does not mean to allocate an equivalent
amounts of time to paid work and non-paid roles; in widest sense, it is defined as a
reasonable level of involvement or fit between the multiple roles in a persons life.
Although clarifications and justifications may vary, work-life balance is generally
associated with balance between the amount of time and effort someone devotes to
work and personal activities, in order to maintain a complete sense of harmony in life.
Worklife balance is the degree to which an individual is able to simultaneously

balance the temporal, emotional, and behavioral requirements of paid work as well as
family responsibilities Hill et al. (2001).According to Voydanoff (2005)work life
balance is a universal valuation of paid work and family resources to fulfill the
demands of work and family where individual become able to discharge active
10 | P a g e
involvement in both provinces of paid work and family life. It is a status quo in which
employees are proficient to devote right extent of time and efforts to their work as
well as their personal life beside work Anna (2010).
Grzywacz & Carlson (2007) define work-life balance as an accomplishment of role-

related expectations that are negotiated and shared between an individual and his/her
role-related patterns in the work and family domains. Swami (2007) states work life
balance as a practice that is correlated with ensuring scope for employees to match
their work with the responsibilities and interests they have outside work.
Work-life balance is the individual perception that work and non-work activities are
compatible and promote growth in accordance with an individuals current life
priorities Kalliath & Brough (2008).
Dash & Karthikeyan (2015) identifies work-life balance is about effectively managing
the juggling act between paid work and other activities that are important to us -
including spending time with family, taking part in sport and recreation, volunteering
or undertaking further study. Research suggests that improving the balance between
working lives and lives outside work can bring real benefits for employers and
employees. It can help build strong communities and productive businesses. In a
society filled with conflicting responsibilities and commitments, work/life balance has
become a predominant issue in the workplace. They also suggest that three major
factors contribute to the interest in, and the importance of, serious consideration of
work/life balance: Global competition; 2) renewed interest in personal lives/ family
values; and 3) an aging workforce.
(Tomazevic, Kozjek and Stare. 2014) states the meaning of work-life balance is to
effectively combining professional life with personal obligations and creates a
harmony between these two aspects. It can be defined as the absence of conflict
between professional and personal life.
11 | P a g e
2.2.3 Theories and Models of Work Life Balance
Zedeck & Mosier (1990) and later ODriscoll (1996) identified typically five core
models used to explain the relationship between work and life of an individual. The
first model is known as segmentation model, which hypothesizes that work and non-
work are two distinct domains of life that are lived quite independently and have no
influence on each other. This appears to be presented as a theoretical prospect rather
than a model with practical support.
In contrast to the first model, a spill over model put forward suggested that one
domain can influence the other domain in either a positive or negative way. While,
sufficient research to support this model has been reported, need exists for more
comprehensive propositions about the nature, causes and consequences of spillover.
The third model, termed as compensation model proposes work and family as to be
two spheres of life and what may be lacking in one sphere, in terms of demands or
satisfactions may be derived from the other sphere of life. For example, although
work being regular and unchallenging, this could be compensated for by a key role in
local area activities outside work.
A fourth model referred to as an instrumental model, proposes that activities of one

sphere may facilitate success in the other sphere, classically exemplified by, an
instrumental worker may explore ways to maximize earnings by undertaking hectic
overtime work lasting several days against a routine job to purchase a home or a car
for their family.
Another model referred to as conflict model suggests that individuals encountering

high levels of demand in all spheres of life and compelled to make difficult choices
may end up in experiencing psychological conflicts with significant overload.
Clark (2000) proposed a new theory about work family balance known as
work/family border theory states that, every persons role differs with specific
domains of life such as work/family domains, generally separated by physical,
temporal or psychological borders. The theory describes individuals to be daily border
crossers as they move between home and workplace having significant implications
on level of integration, easy movements and the degree of conflict between domains
12 | P a g e
based on the nature of borders such as, flexibility and permeability between work and
family life boundaries.
Morris & Madsen (2007) recommended a new perspective of balance among work
and family roles in terms of Resource drain theory and Enrichment theory that
supplement the existing theories. According to resource drain theory, limited
availability of resources such as time, energy, money and attention leads to reduction
of the resource in its original domain as it is shared with another domain. The
phenomenon can be illustrated by, when an employee invests larger portions of time
at work; the time offered for family or for other non-work roles shrinks. In contrast,
Enrichment theory refers to the degree to which experiences from instrumental
sources (skills, abilities, values) or affective sources (mood, satisfaction) augment the
worth of the other domain or in other words, experiences in one domain
complimenting the quality of live in the other domain. Most of the studies in work life
balance have been underlined by the above theories in spite of explanations and
contents may vary between individual studies.
2.4 Work-Life Balance Factors

Numerous studies have been conducted to examine of factors that influence
perception of work life balance of individuals. These factors can be brought out three
bigger umbrella and these are individual, organizational and societal factors.
2.4.1 Individual Factors
The Individual factors influencing the perception of work life balance among male
and female employees are clarified in terms of personality and well-being.
Kaur (2013) evaluated the relationships between work life balance, big five
personality dimensions and life satisfaction among government college teachers of
Chandigarh, India. The findings discovered that there subsists noteworthy positive
correlation between work life balance, life satisfaction and Extroversion dimension of
Big Five Personality owing to the capability to form strong networks of social support
that cooperate them to continue better work life balance. The Study showed that there
is no gender differences reported on all the variables except one, conscientiousness
where females obtained significantly higher than males.
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Soin (2011) inspected stress, psychological well-being, and work life balance among
full-time female managers of public sector banks and part-time teachers from senior
secondary government schools from three cities of India. The measure Psychological
Well-being Scale constructed using dimensions namely; autonomy, self-acceptance
and personal relations with others. The outcomes discovered that while; full-time
working women endure relatively higher levels of stress with lower levels of
psychological well-being and subsequently lower levels of work life balance in
contrast to the part-time working women.
2.4.2 Organizational Factors
Some work related factors influencing the perception of work life balance among
workersare explained in terms of flexible work arrangements, work life balance
policies and programs, work support, job stress and technology.
Flexible Work Arrangements
Many researches have recommended that flexible work arrangements would help the
employees to attain a better blend between work and non-work activities and help the
organizations to recruit and select, maintain and motivate their employees Carlson,
Grywacz, Kacmar, (2010). Hill et al. (2001) conducted a study on 6,451 employees of
IBM in USA and the study empirically suggested the importance of flexible work
timings and location of work place to reduce employees work life imbalance. The
study demonstrated that individual with the perceived job flexibility have the benefit
of good work life balance and were capable of working longer hours. Hill et al. (2001)
proposed that, flexi time helps employees to accomplish their work and family
responsibilities successfully there by allowing them to diminish work family conflict
and to improve the performance at work & home.
In Indian context, Madipelli, Sarma&Chinnappaiah (2003) examining on issues

influencing work life imbalance among female teachers at home and at work place
perceived that, organizations having ineffective work arrangements, poor working
conditions, long working hours, lower income, pressurized work environment etc.,
may be responsible for monotony, frustration and stress towards work and home
among employees, which leads to work life imbalance. Marital relationship, attitude
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and cooperation of husband and family members were the other factors may also
relate to work life balance among working women.
Work Life Balance Policies and Programs
Rajadhyaksha (2012) observed that commonly practiced work-life interventions by

Indian companies have been mainly oriented towards addressing issues such as
gender equality, flexibility, stress reduction, health awareness and childcare. Miryala
& Chiluka (2012) highlighted the status of designing work life balance policies and
programs for teachers at different levels with respect to government and private
institutions in India. Purohit (2013) had carried out a study among employees of top
corporate bodies representing, industrial, information technology, educational and
banking sectors in Pune region, India, on organizational polices & provisions for
work-life balance and highlighted the importance of effective work-life programs for
maintaining cooperative affiliation between the employee and employer to achieve
mutual benefits.
Work Support and Job Stress
Fathima & Sahibzada (2012) had acknowledged colleague support and job properties
to be positively correlated with the work life balance while unfair criticism at job has
negative correlation with work life balance among university teachers in Pakistan.
Stanton et al. (2001) specified job stress can be well-defined as individuals

perception about work setting as threatening or demanding, or anxiety experienced by
an individual in the work place. Work life balance has been related to the diverse
levels of job stress among employees in diverse jobs.
Technology
Lester (1999) acknowledged that technology can either facilitate or hinder work life
balance by forming a more reachable and flexible environment at all times of day and
night enabling workers to work anywhere, any time. Waller &Ragsdell (2002)
examined the influence of organizations ruled with e-mail culture up on workers lives
outside working hours. The study detected both positive as well as undesirable impact
of the culture on employees.
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2.4.3 Societal Factors
Some of the societal factors influencing the perception of work life balance among
individuals is explained in terms of childcare responsibilities, family & social support
along with other societal factors.
Childcare and Adult Care Responsibilities
Various researches had recommended that family related issues such as number of
children and childcare responsibilities lead to inequity in work and family roles.
Increased number of children at home results in increased home demands causing
additional stress and work family conflict. Elliott (2003) investigated on major
problems faced by the employed parents of small children particularly of age below
six years, in providing adequate child care. Additionally, child care as well as care for
elderly, enforces more emotional burden on females compared to males. Ross
&Mirowsky (1998) exhibited that working mothers facing complications in child-care
arrangements experienced high depression.
Family Support
Societal factors namely family support including spouse support was observed to have
an impact on work life balance of individuals. Adams et al. (1996) in his studies
showed that emotional and instrumental support from family as well as society was
correlated with lower levels of work family imbalance.
2.5 Work Life Balance Outcomes

The effect of work life balance on employees can result in diverse consequences in
the work place besides personal and social life. The studies conducted in exploring the
consequences of Work life balance are broadly segmented in to work related outcomes
and non-work related outcomes.
2.5.1 Work Related Outcomes
Hobson, Delunas & Kesic (2001) recommended that the constant failure of employees
to balance work and life responsibilities may lead to organizational performance in
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terms of increased absenteeism and turnover, decreased productivity and declined job
satisfaction.
Many researchers have established that the wellbeing efforts of management and
administration towards their workers aids to accomplish higher levels of job
satisfaction and enhanced commitment to their organization.
Maeran, Pitarelli & Cangiano (2013) piloted an exploratory research to analyze the
relationship between work life balance and job satisfaction among teachers in Italy.
The study examined the role of work family conflict and work family enrichment and
vice versa to the job.
Shankar & Bhatnagar (2010) inspected the literature in the field of Work-Life Balance
and proposed a conceptual model. The model concentrated on the correlation of
Work- Life Balance construct with other variables namely employee engagement,
emotional consonance/dissonance and turnover intention. The study demonstrated that
greater work life balance leads to greater employee engagement, and low intention to
turnover.
Rani, Kamalanabhan & Selvarani(2011) revealed the relationship between workers

satisfaction and work life balance among employees working in IT organizations in
Chennai, India. The study revealed high correlation between work task and employee
satisfaction with work life balance being a mediator variable. The results showed
positive relationship between employee satisfaction and variables such as career
opportunity, recognition, work task, benefits, work/life balance and superior
subordinate relationship while being negatively associated with pay.
Chimote & Srivastava (2013) directed a survey on call center employees in Gurgaon,
in India and acknowledged that organizations could benefit in terms of reduction in
absenteeism and turnover, enhancement of productivity and brand image, and
guaranteed loyalty and retention, while, employees perceived increased job
satisfaction, job security, job autonomy, reduced stress and improved health out of
work life balance.
2.5.2 Non- Work Related Outcomes
Hobson, Delunas and Kesic (2001) recognized outcomes of work life imbalance as
increased level of stress and stress-related illness, declined life satisfaction and
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intensified family conflict often resulting in divorce. Hyman et al. (2003) specified
that intervention of work demands into personal life could be related to the
development of severe stress, insomnia and emotional exhaustion among employees
in UK call-centers and software development sectors. Additionally, employees
perceive that interference of work responsibilities into their personal lives negatively
affected health. The study also proposes that imbalance or mismatch between work
and non-work activities reduce psychological and physical well-being.
2.6 Empirical Review

2.6.1 Bangladesh Section
Tabassum, Rahman & Jahan (2011) studied the work life of employees of private
commercial banks in Bangladesh and found that no initiative was taken to identify
whether there is any significant difference among the male and female employees of
the private commercial banks in Bangladesh. Thus, the study aimed to make a
comparative learning of the existing quality work life between the males and females
of the private commercial banks through quantitative survey on 128 male and 64
female employees. The study revealed that a significant difference exists between
male and female employees quality work life and in the following factors of quality
work life; adequate and fair compensation, flexible work schedule and job
assignment, attention to job design, and employee relations. In our study the quality
work life is more or less termed as the work life balance of employees and we are
especially working to show the present conditions of work life and family life and
how female bankers of Bangladesh are handling the situations.
Kumari (2012) with the intention of observing about the employees perception of
their work life balance policies and practices in the public sector banks. By using
quota sampling method the survey was conducted and data was investigated on the
basis of responses provided by 350 respondents. The outcomes of the study
highlighted that each of the work life balance factors on its own is a salient predictor
of job satisfaction and ensures a significant gap among the female and male
respondents with job satisfaction with respect to various factors of work life balance.
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The positive correlation indicates that job satisfaction is an important indicator of

work life balance.
Uddin at el. (2013) conducted a survey on 62 education institutions of Bangladesh

with a sample of 320 teachers to know the real status of work-life balance. The study
shows that the work-life balance situation is moderate which can be enhanced by
confirming flexible working hours(family friendly starting and finishing times),
transport facility, residential facility, childcare center, flexible work arrangements/ job
sharing , reduced working hours & workload and child schooling for the female
teachers.
Chowdhury, Hoque & Kabir (2015) investigate the work-life balance status of female
garment workers of Bangladesh by conducting a survey on 570 respondents. The
study reveals that in Bangladesh work-life balance situation affects both family and
job of female garment workers. However, family life is more affected than the work
life. They also suggest that ensuring fair salary range, reduced work load, housing
facilities near to workplace, transporting, child care and schooling, flexible working
hours may upgrade the work life balance status of female garments workers of
Bangladesh.
Nawaz (2016) conducted a study on 350 respondents from 5 commercial banks of all
the divisions of Bangladesh with an objective to show whether there is a relationship
between work life balance and employee job satisfaction in banking sector. The study
indicates that employee job satisfaction has a negative relationship with long working
hours and job stress however it has a positive relationship with job knowledge, job
rotation and home maid service. The study concluded that job satisfaction and work
life balance are linked to each other and the relationship is mostly affected by long
working hours, job stress and job knowledge.
Tasnim, Hossain, &Enam (2017) conducted a research on a sample of 40 female

employees from different organizations to reveal the reasons that lead to the reason on
an imbalance work-life. The study shows that the reasons for which female employees
are facing trouble to maintain a work-life balance are mostly because of: long
working hours, job rigidity, work overload, responsibilities related to child care,
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discrimination & biasness at work place , lack of supervisory support, dominant

managerial style and scarce family support.
2.6.2 Global Section
Higgins et al. (1992) revealed that working females face well-recognized conflicts due
to their ongoing role as primary caretakers for their households, children, and/or
elderly parents being women's greater responsibility for children and other family
members and they have to experience more disruptions than male resulting common
household problems.
Shujaat, Cheema, & Bhutto (2011) with the purpose of analyzing the impact of work
life balance on employee job satisfaction in private banking sector of Karachi,
Pakistan in consideration some features and factors involved in job satisfaction and
work life balance such as flexible working conditions, work life balance programs,
employee intention to change/leave job, work pressure/stress and long working hours.
The findings suggest that work life balance has very less impact on employee job
satisfaction in private commercial banking sector of Karachi. The results of their
study also shows that evening the metropolitan city like Karachi, employees (both
male and female) are not aware of issues like job satisfaction and work life balance
that is undoubtedly a basic right.
Another study by Dev (2012), conducted in India indicates that work-life balance is
significantly correlated with job satisfaction in the banking sector. It suggested that
female employees should be given more facilities such as flexi time, job sharing,
childcare, etc. to gain their organizational commitment.
Maurya et al. (2015) explore the influence of work life balance policies on employees
job satisfaction and performance in nationalized commercial banks in India. The
objectives their study specifically include assessing whether flexible work practices,
leave provisions, family welfare policies and job design influence employees job
satisfaction and performance in commercial banks inconsiderably bigger cities and
metro cities of India. The findings of this study highlighted that each of the work life
balance policies is a predictor of job satisfaction.
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2.7 Summary of Literature and Research Gap

In the advanced county the work life balance issue has become a tremendous concern
for the employer organization and the issue is directly and or indirectly related to the
work satisfaction of the workers. And the issue acquire more attention for the female
as the have to maintain both role of a family maker, as a mother and for the
organization. But in line with global trends Bangladesh is quite back foot to conduct
such research for the curtail concern of work life balance.
Most of the research is done specially on overall workers of various sector rather on
the gender basis in Bangladesh. There are some research available in education sector
for the female teachers in Bangladesh and the findings indicate no significant
correlation between work life balance and even the females are not aware of the
concept of work life balance. As such study can be conducted in other sectors
financial, non-financial, government, and semi-government and even to the non-
government organization in Bangladesh to find out the present condition in terms of
global trends.
So there remains a greater scope to find out the work life balance condition of the
female worker who are currently working the various private commercial scheduled
bank in Bangladesh.
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For the purpose of this study, the research adopted descriptive design using both open
and closed ended questions to gather data to enable the analysis. This type of research
attempted to describe such things as possible behavior, attitudes, values and
characteristics.
3.1 The Research Design

The study reviews studies on work- life balance. In addition, questionnaires were
administered in a field survey consisting of 48 participants. The questionnaire was
designed and administered to obtain data on work-life balance policies and practices,
productivity status and work-life balance needs of employees. The participants were
randomly selected across 21 private commercial banks in Dhaka and surroundings.
The paper analyses and interprets the survey data on the basis of descriptive statistics,
cross-tabulations and correlations between variables.
3.2 The Population

The total number of employees in Bangladesh private commercial banking sector to
be50132. Out of which the number of female working is 7491(ICE Business Times,
March 1, 2016) which is 13% of the total human resource poll in private banking
sector.
3.3 The Sampling Procedure

For representing the overall scenario of work life balance and the existing various
aspects of the work life balance of female employees who are working in various
private commercial banks in Bangladesh.
We have considered 48 respondents as sample size to generate a clear and reliable

view of the prevailing work life balance aspects. These sample were selected from 21
private commercial banks who are operating their business in Dhaka city and the
surroundings.
For this study we have chosen only the female working in private commercial banks
surrounding Dhaka city, and the sample here is 48 which is .64% of total female
bankers who are working in private commercial banks.
Non-probability sampling method is applied for selecting the perspective female

private commercial bankers. As we believe that the perspective female private
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commercial bankers will provide the preferred result for this study, so further
convenient sampling is used to minimize time consumption and research cost. As we
have a fixed time frame to work with and random sampling is much time consuming
and sometimes difficult to apply in the working hours. As it was impossible to stop
the employees when we went for the data collection to provide us with their opinions
as they have to undergo very much work load as well as private banking sector is the
most busiest to serve the clients.
3.4 Data Collection Procedure

A structured questionnaire having various questions regarding the family, dual career,
working hours, number of children, adults or disable person to look after, favored
dieting and opportunities provided by the employer as well as a five point Likert Scale
ranging from 1= strongly disagree to 5= strongly agree was used to collect primary
data regarding satisfaction on existing work-life conditions.
The purpose of using questionnaires in the research is because of the direct response
and feedback from the respondents that can be collected in short period of time and in
an easier manner. However, Secondary data have been collected from different books,
publications, research studies, journals, articles, and websites.
3.5 Data Processing Procedure

For processing data what we gathered we used statistical data analysis tool SPSS
(Statistical Package for the Social Sciences) version 16. Before processing the
responses, the completed questionnaires were edited for completeness and
consistency. The questionnaires were then coded to enable the responses to be
grouped into various categories as per the data type.
3.6 Statistical Analysis

We used frequency distributions and cross functional table as well as descriptive
statistics for find out the various aspects related to the work life balance issue for
female workers of the existing private commercial banks of Bangladesh. Descriptive
tables, bar and pie charts are generated to present the research findings more
conveniently.
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These table contain information about working hour, time spend travelling to work,
marital status, time spent with children, does organizations have a separate policy for
work-life balance, stress-related disease suffered by the employees, need for
customized work life balance policy, work load, reasons for extra work time, and
many other important aspects.
In the section of correlation analysis the relativity of normal working hours and the
feelings whether they can balance the work and life is shown to find out whether the
normal working hours have significant impact on work-life balance.
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3.7 Research Outline

The structure of the total report may seem like the following chart.
Work life Balance

Introduction
Objectives
Literature Details of Banking

Methodology
Review Industry in BD
Work life Empirical Work life Balance Descriptive Correlation

balance Factors Reviews Outcomes Statistics Analysis
Data Data
Presentation Interpretations
Priority Matrix
Recommendations
& Conclusions
Figure 3.1: Work life Balance Research Outline
3.8 Conceptual Framework

Descriptive statistics, frequency distribution tables along with percentage are
constructed to find the current status of the work life balance of female worker of
private commercial banks as per the preferred response of the respondents. As
descriptive statistics are obtained from the Likert Scale which best describe the
behavior, attitude and preferences.
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3.9 GANTT Chart

Time Line
Month One Month Two Month Three

Activities
1st Half 2nd Half 1st Half 2nd Half 1st Half 2nd Half
25 Days
Preliminary Phase
Review of Literature
Conduct Pilot
Survey
Conduct Research
Question
Identify Variables
47 Days
Analysis Phase
Development of
Questionnaire
Pre Test of
Questionnaire
Collection of Data
Analysis of Data
Interpretation of
Data
10 Days
Paper Preparation
Prepare Draft Paper
Review Paper
8 Days
Paper Submission
Phase
Prepare Final Paper
Submit Paper
Confront Defense
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Figure 3.2: GANTT chart
3.10 Time Management for the Study
Time Management for the Study
Paper Preparation ;
10.87 Paper Submission
Phase; 8.70
Preliminary Phase;
Analysis Phase; 51.09 29.35
Prel i mi na ry Phas e Ana lys i s Phas e

Paper Prepa ration Paper Submi s si on Phas e
Figure 3.3: Time Management for the Study
Name of Task Starting Ending Total Days % of Total Days

Date Date
Preliminary Phase 5-Apr-17 1-May-17 27 29.35 %
Analysis Phase 2-May-17 16-Jun-17 47 51.09 %
Paper Preparation 17-Jun-17 26-Jun-17 10 10.87 %
Submission Phase 27-Jun-17 6-Jul-17 8 8.70 %
Total 5-Apr-17 6-Jul-17 92 Days 100 %
Table 3.1: Time Management for the Study
Chapter 4: Presentation and Analysis of Data
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4.1 Descriptive Analysis

4.1.1 Normal Working Hours in a Day
Normal working hours in banking for female workers varies to some extent. Most of
the respondents shown their choice as they have to work 8-9 hours per day and the
number of respondent for this option is 31 out of 48 and it is 64.6% total response as
well as 9 out of 48 finds they have to work 9-10 hours per day. 8 out of 48 female
workers in private commercial banks in Bangladesh they observe that they have to
work 7-8 hours.
Normal Working Hours in a Day
Frequency Percent Cumulative Percent

7-8 hours 8 16.7 16.7
8-9 hours 31 64.6 81.2
9-10 hours 9 18.8 100.0
Total 48 100.0
Table 4.1: Normal Working Hours in a day
Object 5
Figure 4.1: Normal Working Hours in a day
4.1.2 Normal Work Days in a Week
Most Female who are currently working in the private commercial bank of
Bangladesh, especially in Bangladesh have to work at least 5 days in week and some
of them have to work 6 days in a week. So normally a female employee has to work
40 hours per week and some of them has to work 48 hours normally as 8 hours in
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each work day. While they have to work for more than 8 hours it means 9-10 yours
they have to work for 54-60 hours per week which is 35.71% of total hours available.
About 93.8 percent female have to work 5 day in a week whereas 6.3 percent of them
have to work for 6 days in a week.
Normal Work Days in a Week
5 45 93.8 93.8
Days 6 3 6.3 100.0
Total 48 100.0
Table 4.2: Normal Work Days in a Week
4.1.3 Traveling Hours to Reach Work Place
Out of 48 female respondents from the private commercial banks in Bangladesh find
themselves that they have to spend: Less than half an hour by 8 respondents, nearly
one hour by 26 and nearly two hours by 13 as well as more than two hours has one
response. Here most of the respondents, about 54% shows that they have to spend
nearly one hour to reach their work place, and 27.1% identified that they have to
spend nearly two hours to reach in work place from residing.
How many hours a day spend on traveling to work
Less than half an hour 8 16.7 16.7
Nearly one hour 26 54.2 70.8

Nearly two hours 13 27.1 97.9
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More than two hours 1 2.1 100.0

Total 48 100.0
Object 7 Table 4.3:

How many hours a day spend on traveling to work
Figure 4.2: How many hours a day spend on traveling to work
4.1.4 Work Shifts
Though the questionnaire contains there options for choosing the shift in which each
of the respondents has to work. But interestingly there is no night as well as
alternative shifts available for the female workers who are working in the private
commercial banks in Bangladesh.
Do you work in Shifts?
Shifts Frequency Percent Cumulative Percent

General/Day Shift 48 100.0 100.0
Night Shift 0 0 100.0
Alternative Shift 0 0 100.0
Table 4.4: Shifting
4.1.5 Marital Status
The data collected from the female employees of private commercial bank of
Bangladesh reveals that 89.6% of female are married as in this study 43 out of 48
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respondents claimed that they are married. As the sample size is insignificant relative
to the huge banking sector of Bangladesh this may not provide fair and justified result
but the actual number is more or less closer to the response obtained.
Are You Married?
Yes 43 89.6 89.6

No 5 10.4 100.0
Total 48 100.0
Table 4.5: Marital status
Object 9
Figure 4.3: Marital status
4.1.6 Duel Career
To find out the duel career issue question is asked titled. If your partner (Husband) is
employed? The answer the survey retrieved that 40 out of 43 respondents have
spouse with career which is 93.02% of total response.
If your partner (Husband) is Employed?
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As 43 out of 48 total respondents are married.

Yes 40 93.02 93.02
No 3 07.88 100.0
Total 43 100.0
Table 4.6: Spouse employed or not?
Object 11
Figure 4.4: Spouse employed or not?
4.1.7 Female with Children
The study finds that 32 out of 43 married female workers of private commercial banks
in Bangladesh has at least on child. It means that at least 74.42% of female has at least
one child. And out of this 74.42% children bearing mother 43.75% has one child, 17
out of these 32 female has two children and number of having three children is
insignificant as only one female private banker has it.
In contrast to having children 11 married female bankers have no child yet and the
percentage of this respondent having no children is 25.58% it means about three-
fourth of married women are bearing children.
Do you have children?

No of Frequency Percent Cumulative Percent
Children
Yes 32 74.42 74.42
1 14 43.75 43.75
2 17 53.13 96.88
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3 1 3.12 100
No 11 25.58 100.0
43 out of 48 are married
Table 4.7: Children (if married)
Object 13
Object 15 Figure 4.5:

Children
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Figure 4.6: No of Children
4.1.8 Care taker for Children
This study reveals that women with career in private commercial banks in Bangladesh
prefers to have their children taken care by their spouse, in-laws, parents, servants and
by Day care center. Among this options the study finds that in-laws of these female
workers take of the children of 12 respondents which is 37.5% of total response,
respectively servants 11 response which is 34.38% of total response, parents of female
workers 5 which is 15.63% of total response, Spouse 3 and the least portion prefer
day care center and the response is 1. So conclusion can be drawn that in-laws and the
servants take care of 71.88% of total children of these female working in private
commercial banks.
Being an employee who is helping in taking care of children?
Frequency Percent Cumulative

Percent
Spouse 3 9.38 9.38
In-Laws 12 37.5 46.88
Parents 5 15.63 62.50
Servants 11 34.38 96.88
Crche / Day care Centre 1 3.12 100.0
Total 32 100.0
Table 4.8: Who takes care of children
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Object 17
Figure 4.7: Who takes care of children
Object 20
Figure 4.8: Who takes care of children
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4.1.9 Hours Spend with Children
In a question of how many hours in a day female employees who are currently
working in private commercial banks spend with their children, the response varies a
lot. 4 out of 32 female employees spend only 1-2 hours with their children which is
12.5% of total response. 7 out of 32 selects the option that they spend 2-3 hours with
their children and 8 of them argues that they spend 3-4 hours with their children. 11 of
the 32 respondents which is 32.35%, opine that they are able to spend 4-5 hours with
their children in a day. But the option more than 5 hours have only 2 response.
How Many Hours in a day do you spend with your Childrens?

1-2 hours 4 12.5 12.5

2-3 hours 7 21.85 34.38
3-4 hours 8 25.00 59.38
4-5 hours 11 32.35 91.73
More than 5 hours 2 8.26 100.0
Total 32 100.0
Table 4.9: Time spend with children
Object 23
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Figure 4.9: Time spend with children
Object 25
Figure 4.10: Time spend with children
4.1.10 Meeting with Childrens Teachers
In case of recurrence meeting with teachers to know the progress of their children in
school activities the female employees working in the private commercial banks
shows a varied response. The option once in a week is chosen by 4 out of 32
married and child bearing female workers which is 12.5% of the total response. 4 of
them opines that they meet with teacher once in 2 weeks but 16 of 32 respondents
which is 50% of total child bearing workers argues that they visit schools and meet
the teachers once in a month. 5 of them can visit their childrens teachers once in a six
months and 9.37% of the respondents argues that they can meet the teachers only once
in a year.
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Do you regularly meet with children's teacher to know progress?

once in a week 4 12.50 12.50

once in two weeks 4 12.50 12.50
once in a month 16 50.00 75.00
once in a six months 5 15.63 90.63
once in a year 3 9.37 100.0
Total 32 100.0
Table 4.10: Concern about childrens education
Object 27
Figure 4.11: Concern about childrens education
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Object 30
Figure 4.12: Concern about childrens education
4.1.11 Taking Care of Adults, Dependents and Disables
18 out of 48 female private commercial bankers in Bangladesh has to look after and
take care of Old People which is 37.5% of total response. 10 of them has to take care
of dependent adult and 2 of them has to take of adults with disabilities as well as 3 of
them has to take care of children with disabilities.
Do you take care of Adults and Dependents?
Did Not Respond 1 2.1 2.1
Old People 18 37.5 39.6
Dependent Adults 10 20.8 60.4
Adults with Disabilities 2 4.2 64.6
Children with disabilities 3 6.2 70.8
None 14 29.2 100.0
Total 48 100.0
Table 4.11: Care about adults & dependents
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Object 32
Figure 4.13: Care about adults & dependents
Object 34 Figure 4.14: Care

about adults & dependents
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4.1.12 Time Spend for Taking Care of Adults, Dependents and Disables
18 of 48 respondents spends less than 2 hours to take care of adults, dependents and
disable children which is 52.94% of the total response. 11 of them has to spend 2-3
hours to take care of these dependents which is 32.35% of total respondents. 3 of
them can only spend 3-4 hours to take care of these aged and disables. Only 2 of 48
female workers have to spend 4 to more hours to look after these disable dependents.
How many hours do you spend with Adults, Dependents and Disables (to take
care)?
Frequency Percent (%) Cumulative Percent
Less than 2 hours 18 52.94 52.94
2-3 hours 11 32.35 85.29

3-4 hours 3 8.82 94.11
4-5 hours 1 2.94 97.84
More than 5 hours 1 2.94 100.0
Total 34 100.0
Table 4.12: Time spend with Adults, Dependents and Disables
Object 36
41 | P a g e
Table 4.15: Time to take care of Adults, Dependents and Disables
4.1.13 Feelings Regarding Work life Balance
32 of 48 respondents which is 66.7% opine their opinion that they generally feel that
they are able to balance their work and life but the remaining of them argues that they
are not able to balance between their work and life.
Do you generally feel you are able to balance your work life?
No Response 2 4.2 4.2

Yes 32 66.7 70.8
No 14 29.2 100.0
Total 48 100.0
Table 4.13: Feelings about ability to balance work life
Object 38
Figure 4.16: Feelings about ability to balance work life
42 | P a g e
4.1.14 Work Worriedness
3 out of 48 respondents opines that they were never worry about the work and 9 of
them which is 18.8% of total response rarely become worry about their work. 32 of
the 48 that means 66.7% respondents sometimes think or worry about their career.
Interestingly 2 of them find themselves often thinking about their career and 2 of
these respondents always worry about their career.
How often do you think or worry about work?

Never think about work 3 6.2 6.2

Rarely 9 18.8 25.0
Sometimes 32 66.7 91.7
Often 2 4.2 95.8
Always 2 4.2 100.0
Total 48 100.0
Table 4.14: Worry about work
Object 40
Figure 4.17: Worry about work
43 | P a g e
4.1.15 Feeling about Time Spend at Work
In Bangladesh 1 of every 48 female workers from private commercial bank is very

unhappy about how much time she spent in workplace but interestingly 23 of every 48
respondents, that means 47.9% of them feel happy about the time she spend in her
work. 31.2% of female workers opine that they are still indifferent about the time
spent in workplace and 9 out of 48 respondents finds themselves unhappy about the
time they spend at work place and the number is 18.8% of total response.
How do you feel about the amount of time spend at work?
Feelings Frequency Percent Cumulative Percent

Very Unhappy 1 2.1 2.1
Unhappy 9 18.8 20.8
Indifferent 15 31.2 52.1
Happy 23 47.9 100.0
Total 48 100.0
Table 4.15: Feelings about time spend in work
Object 42
Figure 4.18: Feelings about time spend in work
44 | P a g e
4.1.16 Missing Quality with Family due to Work Pressure
29 of the respondents out of 48 find themselves that sometimes miss out quality time
with family/friends because of work pressure that means 60.4% of the total
respondents miss out quality time with family due to work pressure. 16 of them miss
out quality time with family due to work pressure which is 33.3% of overall response.
2 of these 48 female finds themselves always they miss out quality time due to work
pressure.
Do you ever miss out any quality time with your family/friends because of work
pressure?
Rarely 1 2.1 2.1
Often 16 33.3 95.8
Always 2 4.2 100.0
Total 48 100.0
Table 4.16: Quality time spend with family/ friends
Object 44
Figure 4.19: Quality time spend with family/ friends
4.1.17 Tired or Depressed because of work
5 of the 48 female bankers from private commercial bank argues that they rarely tired
or depressed because of work pressure or other elements. From the response 32
45 | P a g e
respondents out of 48 opine that sometimes they feel tired or depressed and the rate is
66.7%. 14.6% female think that they often fell depression about work as well as 3 of
them find themselves always in great depression or tired of working.
Do you feel tired or depressed because of work?
Never 1 2.1 2.1

Rarely 5 10.4 12.5
Often 7 14.6 93.8
Always 3 6.2 100.0
Total 48 100.0
Table 4.17: Tired or depressed of work
Object 46
Figure 4.20: Tired or depressed of work
46 | P a g e
Object 48
Figure 4.21: Tired or depressed of work
4.1.18 Separate Policy for Work-Life Balance
18 respondents out of 48 correspondents have answered positively that their

organization has separate policy for their work life balance. The percentage of these
respondents represents 37.5% of total respondents. On the contrary 25 respondents
stated that their organization doesnt have separate work life balance policy for them.
These 25 respondents represents 52.1% of the total sample. Surprisingly 5 respondent
did not put any statement on this issue.
Does your company have a separate policy for work-life balance?

Yes 18 37.5 37.5
No 25 52.1 89.6
Not aware 5 10.4 100.0
Total 48 100.0
Table 4.18: Separate policy for work life balance in company
47 | P a g e
Object 50
Object 52 Figure 4.22:

Separate policy for work life balance in company
Figure 4.23: Separate policy for work life balance in company
4.1.19 Provisions under Separate Work-Life Balance Policy
From the previous questionnaire we found that only 18 respondents had separate
policy. 2 respondents have flexible starting time, 4 have flexible ending time. 4
respondents have flexible working hour. 6 respondents have paid time off. 1
respondent think that her organization has job sharing policy and rest 1 respondent
think that her organization have some other policy.
48 | P a g e
What are the provisions under the policy?

Flexible starting time 2 11.11 11.11

Flexible ending time 4 22.22 33.33
Flexible hours in general 4 22.22 55.55
Holidays/paid time off 6 33.33 88.88

Job Sharing 1 5.55 94.43
Others 1 5.55 100.0
Total 18 100.0
Table 4.19: Provisions under the policy
Object 54
Figure 4.24: Provisions under the policy
49 | P a g e
Object 56
Figure 4.25: Provisions under the policy
4.1.20 Individual Preference of WLB Elements
In case of work life balance 25 percent respondents suggested to maintain flexible

work hours in general. Along with this 8 respondents out of 48 said that flexible
finishing time of work helps in work life balance. 7 respondents said that flexible
starting time while 7 said that holidays/ paid time off helps them in balancing their
work life.
Do you personally feel any of the following will help you to balance your work
life?
Did not respond 2 4.2 4.2

Flexible staring hours 7 14.6 18.8
Flexible finishing time 8 16.7 35.4
Flexible hours, in general 12 25.0 60.4
Holidays/paid time off 7 14.6 75.0
Job Sharing 5 10.4 85.4
career Break/Sabbaticals 1 2.1 87.5
Time-off for family 5 10.4 97.9
engagements/events
Others 1 2.1 100.0
Total 48 100.0
Table 4.20: What will balance in work life
50 | P a g e
Object 58
Object 60
Figure 4.26: What will balance in work life
Figure 4.27: What will balance in work life
51 | P a g e
4.1.21 Factors Hinders Works and Family Commitments
Remarkable number of respondents have noted that long working hours hinders
balancing their work and family commitments and the number is 26 that encompasses
54.2% of total sample size. The next frequently said hindrance is meeting/training
after office. 11 out of 48 (22.9%) respondents opined in that segment. 9 respondents
identified compulsory overtime as a hindrance in balancing work and family life. 2
respondents mentioned about other reasons of hindrance of balancing work and
family commitments.
Do any of the following hinder you in balancing your work and family
commitments?
Frequency Percent Valid Cumulative
Percent Percent
Long working hours 26 54.2 54.2 54.2
Compulsory overtime 9 18.8 18.8 72.9
Meetings/training after 11 22.9 22.9 95.8
office hours
Others 2 4.2 4.2 100.0
Total 48 100.0 100.0
Table 4.21: Hinder in work life balance
Object 62
52 | P a g e
Object 64
4.1.22 Factors help balancing work family commitments
Highest number of respondents opined support from family members help them in
balancing work and family life and the number of respondents is 15 out of 48
(31.2%). 13 respondents think support from colleagues at work also help them in
balancing work and family life. Another 11 respondents said technologies help them a
lot for balancing their work and family commitments. Another 4 respondents said that
working from home helps them to balance their work and family life. Bringing
children to work on occasions help 3 respondents balancing work and family life.
Do any of the following help you in balancing your work and family
commitments?
Did not respond 2 4.2 4.2
Working From Home 4 8.3 12.5
Technologies like cell 11 22.9 35.4

phones/laptops
Being able to bring children to 3 6.2 41.7
work on occasions
53 | P a g e
Support from colleagues at work 13 27.1 68.8
Support from family members 15 31.2 100.0
Total 48 100.0
Table 4.22: What will help you in balancing your work and family commitments?
Object 66
Object 68
Figure 4.30: What will help you in balancing your work and family commitments?
Figure 4.31: What will help you in balancing your work and family commitments?
54 | P a g e
4.1.23 Factors Hinder balancing work family commitments
25 percent respondents indicate negative attitudes of peers and Colleges at workplace

hinders in their work life balance. Without this 16.7 percent mark the problem as
frequently travelling away from home and 20.8 percent mark the problem of negative
attitude of supervisors which hinders their work life balance. Negative attitude of
family members also hinder in their work life balance in a large scale.
Do any of the following hinder you in balancing your work and family
commitments?
Frequenc Percent Cumulative

y Percent
Technology such as Laptop/cell 7 14.6 14.6
phones
Frequent traveling away from home 8 16.7 31.2
Negative attitudes of peers and 12 25.0 56.2
Colleagues at workplace
Negative attitudes of supervisors 10 20.8 77.1
Negative attitudes of Family members 7 14.6 91.7
Others 4 8.3 100.0
Total 48 100.0
Table 4.23: What will hinder you in balancing your work and family commitments?
Object 70
Figure 4.32: What will hinder you in balancing your work and family commitments?
55 | P a g e
Object 73
Figure 4.33: What will hinder you in balancing your work and family commitments?
4.1.24 Additional Work Provision to WLB
9 respondents out of 48 total sample size said that their organization provide them
telephone for personal use which is 18.8% of the whole sample. Another 9
respondents have said transportation facilities is provided by their organization. 8
respondents (16.7%) opined counseling service are being provided by their
organization. 7 respondents stated health programs are provided from organization.. 5
respondents didnt answer this question.
Does your organization provide you with following additional work provisions?
Frequency Percent Cumulative

Percent
Not respondents 5 10.4 10.4
Telephone for personal use 9 18.8 29.2
Counseling services for employees 8 16.7 45.8
Health Programs 7 14.6 60.4
Parenting or family support programs 2 4.2 64.6
Exercise facilities 1 2.1 66.7
Relocation facilities and choices 6 12.5 79.2
Transportation 9 18.8 97.9
Others 1 2.1 100.0
Total 48 100.0
Table 4.24: Additional work provisions
56 | P a g e
Object 75
Object 77 Figu
re 4.34: Additional work provisions
Figure 4.35: Additional work provisions
4.1.25 Stress Related diseases to WLB
Majority number of employees stated that they have been suffering from frequent
headaches. From the survey we have found 16 out of 48 respondents suffering from
headaches. Surprisingly 15 respondents have said they are not facing any kind of
diseases due to stress. 9 respondents opined to hypertension and another 6
respondents opined to obesity. 1 respondents refrain her from answering.
57 | P a g e
Do you suffer from any stress related diseases?

1 2.1 2.1
Hypertension 9 18.8 20.8
Obesity 6 12.5 33.3
Diabetes 1 2.1 35.4
Frequent headaches 16 33.3 68.8
None 15 31.2 100.0
Total 48 100.0
Table 4.25: Suffering in diseases
Object 79
Figure 4.36: Suffering in diseases
4.1.26 Special Initiatives to Manage Diet
35.4% respondents can manage special diet which means 17 respondents agreed with
the statement. On the contrary 60.4% respondents negatively opined with the
statement. That means 29 respondents cannot manage special diet for them. 2
respondents did not put their comment on the issue.
Do you take special initiatives to manage your diet?
58 | P a g e
No Response 2 4.2 4.2
Yes 17 35.4 39.6
No 29 60.4 100.0
Total 48 100.0
Table 4.26: Special initiatives about diet
Object 82
Figure 4.37: Special initiatives about diet
4.1.27 Preferred food Items to Diet
Notable number of female banker like to carry homemade food to their office. In our
study we have found 36 out of 48 respondents carry homemade food. If we convert it
in percentage that will be 75% of the whole sample. 5 respondents take food from
organizations cafeteria. 2 respondents choose less caloric food and another 2 diet on
vegetables and fruit. Only 1 respondent chooses organic food.
What is your preference for food?
59 | P a g e

Did not Response 2 4.2 4.2
Carrying homemade food 36 75.0 79.2
Dieting on vegetables and fruits 2 4.2 83.3

choosing less Calorific food 2 4.2 87.5
Choosing organic food 1 2.1 89.6

Food from organizations cafeteria 5 10.4 100.0
Total 48 100.0
Table 4.27: Food Preference
Object 84
Figure 4.38: Food Preference
4.1.28 Refreshment Drinks/Snacks to WLB
22 respondents take refreshment drinks/snacks once in a day. This group constitute

45.8% of total sample size. Another 17 respondents take refreshment drinks/snacks
twice in a day. 4 respondents take thrice and 2 respondents take more than trice in a
day. 2 respondents didnt put any comment.
How often will you have refreshment drinks/snacks in a day?

60 | P a g e
Did not response 2 4.2 4.2

None 1 2.1 6.2
Once 22 45.8 52.1
Twice 17 35.4 87.5
Thrice 4 8.3 95.8
More than three times 2 4.2 100.0
Total 48 100.0
Table 4.28: Drinks/snacks for refreshment
Object 86
Figure4.39: Drinks/snacks for refreshment
Object 88
Figure 4.40: Drinks/snacks for refreshment
4.1.29 Time for Walking out
37.5% employees have time to spend for working out. Another 58.3% respondents do
not have any time to spend for working out. 4.2% respondents didnt answer.
61 | P a g e
Do you spend time for walking out?

Yes 18 37.5 41.7
No 28 58.3 100.0
Total 48 100.0
Table 4.29: Walk out time spending
Object 90
Figure 4.41: Walk out time spending
4.1.30 Hours Spend for Walking Out
Most of the female bankers spend half an hour for working out. 11 respondents said
that they spend half an hour for working out. 5 said that they spend half an hour to
one hour for working out. Very few of them spend either less than half an hour or
more than one hour for working out.
62 | P a g e
How many hours do you spend for walking out?
Did Not Response 30 62.5 62.5

Less than half an hour 1 2.1 64.6
Half an hour 11 22.9 87.5
Half an hour to one hour 5 10.4 97.9
More than one hour 1 2.1 100.0
Total 48 100.0
Table 4.30: Time spend for walking out
Object 93
Object 96
Figure 4.42: Time spend for walking out
63 | P a g e
Figure 4.43: Time spend for walking out
4.1.31 Preferred Place to Walking Out
9 respondents out of 48 prefer to go to their residence for workout. 8 out of the

respondents prefer walking. 2.1% of the respondents prefer other different tasks in
workout time.
Where do you usually prefer to do your workouts?

Residence 9 18.8 81.2
Walking 8 16.7 97.9
Others 1 2.1 100.0
Total 48 100.0
Table 4.31: Preference place for workouts
Object 98
Figure 4.44: Preference place for workouts
4.1.32 Feeling about Customized WLB Provisions
In the issue of customization of individual needs 47.9 percent respondents strongly

recommended that there should be customization in balancing work life in the
organization. 35.4 percent agreed with the statement that means they feel work life
balance in the organization should be customized. Only 2 out of 48 respondents are
not agreed with the statement.
64 | P a g e
Do you feel work life balance in the organization should be customized to

individual needs?

Strongly Agree 23 47.9 54.2
Agree 17 35.4 89.6
Indifferent 3 6.2 95.8
Disagree 2 4.2 100.0
Total 48 100.0
Table 4.32: Should work life balance be customized?
Object 100
Figure 4.45: Should work life balance be customized?
65 | P a g e
Object 103
Figure 4.46: Should work life balance be customized?
4.1.33 Better WLB vs. Organization effectiveness & Successful
In case of effectiveness and success 87.5 percent respondents recommended a good

work life balance in the organization. Only 2 out of 48 respondents thinks that a good
work life balance cannot make success.
Do you think that if employees have good work-life balance the organization will
be more effective and successful?
Yes 42 87.5 95.8
No 2 4.2 100.0
Total 48 100.0
Table 4.33: work life balance for effectiveness of organization
66 | P a g e
Object 106
Object 108
Figure 4.47: work life balance for effectiveness of organization
Figure 4.48: work life balance for effectiveness of organization
67 | P a g e
Summary of Findings
i. Most of the female workers who work in the private commercial banks in
Bangladesh is supposed to work 8-9 hours per day and which is one hour extra
than the normal 8 hours working day. And as they have to work more in office
it hinders their balance with work and life.
ii. Most of the female bankers who are working in a private commercial bank in
Bangladesh city and surroundings have to work 5 days in a week and even 6
days foe some of them. So, a greater portion of the week has to spend on
working in banks by the female bankers and which is more than one-third of
total hours available in a week. Definitely it hinders better fit between work
and family life.
iii. Most of the female employees who are working in the private commercial
banks in Bangladesh have to lost one to two hours for traveling to reach their
work place and this time significant one as it adds to the hours spend out of
family and works as a barrier to maintain balance in family as well as work
life.
iv. In private commercial banks in Bangladesh there is no option of shift work
and by many theoretical research shift works is a better option for balancing
the work and family life as it provides flexibility and so in Bangladesh female
working in these banks face more challenges to balance work life and family
life.
v. Most of the female working in the private commercial banks in Bangladesh
are married and each married women has to maintain their family, has to take
of children and elderly people, sometime two families (parental house and
Spouse house) at the same time so the work life balance issue is a core
concern for maintaining better balance both in family and work life.
vi. Most of the female bankers have a spouse employed elsewhere and having
spouse with career, means the duel career couple tends to have more pressure
on to maintain family issues. In case of family life female have the outmost
responsibility traditionally of taking care of children, cooking foods, looking
after elderly people and doing other household chores. And most of these
responsibility cannot be performed by their male counterparts. Female having
such conditions naturally fail to balance between job and family life as they
have a tendency in mind to serve the family.
68 | P a g e
vii. Three-fourth of female workers of private commercial banks in Bangladesh

bears at least one child and workers having two or three children is also
significant among them. So taking care of children is a core concern and social
responsibility for these female works as a mother along with the job
responsibilities. As the number of children increases it generally requires more
time for female to take care of them. When they have to spend more then 8-9
hours and 1-2 hours for travelling each day and 5 days in a week it is a
troublesome for female workers to manage time to look after and taking care
of the children that may be a clue for work life imbalance.
viii. As most of the respondents faces duel career issue and they cannot take of
their children even they have social responsibility of taking care of them. So
most of the female bank workers are dependent of in-laws, servants and
parents to take care of their children. As most of the study reveals that without
proper taking care of children by their parents may hinders their physical and
mental growth. This family issue may impose a greater tension and mental
stress for the female to concentrate on the job and may leads to reduced
productivity and thus works as an issue of imbalance of work and family life.
ix. Most of the female (about 92%) working in the private commercial banks is
Bangladesh can only spend 4-5 hours with their children in a day but the time
spend with the children is relatively inadequate as children need more time
with their mothers for their normal growth. So it may be a matter of tension
for them and may hinders the productivity of the female workers and may be
an element of work life imbalance.
x. In a cumulative sense 75% of female workers can meet with childrens
teachers to know the progress of their school activities.
xi. About 70.5% of the female workers who are currently working in private
commercial banks in Bangladesh has to take care of whether old people,
dependent adults, adults with disabilities as well as children with disabilities.
xii. Aged, disable and dependents people require more caring hand and more time
to spend with them but 85.29% of female working in private commercial
banks cannot spend more than 3 hours to look after them and to take care. So
it impose a huge pressure on them to manage their time to balance work and
family life.
xiii. In a general sense majority (66.7%) of the female working in the private
commercial banks in Bangladesh is able to balance their work and life.
69 | P a g e
xiv. Majority (66.7%) of female workers who are employed in private commercial
banks in Bangladesh sometimes think or worry about their work but 4.2% of
them is Always concern and or worry about their work.
xv. Though a greater portion (31.2%) of female workers from the private
commercial banks in Bangladesh are indifferent about the time spent at work
but interestingly majority (47.9%) of them are happy with it.
xvi. Due to work pressure majority (60.4%) of the female banker of private
commercial bank in Bangladesh sometimes miss out their quality time and a
greater portion (33.3%) often face it.
xvii. Majority of female bankers (about 68%) from private commercial banks are
sometimes feel they are depressed or tired of working.
xviii. 25 women (52.1%) out of 48 said that their organization doesnt have any
policy for their work life balance. So we can say that half of the female
bankers have not been facilitated with separate work life balance policy
xix. Most organization use holidays or paid time off as their work life balance
policy.
xx. Flexible work time along with flexible starting and finishing time can help in
balancing work life.
xxi. Long working hours is the most affecting hindrance in balancing work and
family life.
xxii. Support from family members and support from colleagues help female
bankers balancing work and family life mostly.
xxiii. Most of the female bankers face problems in negative attitudes of colleagues
or supervisors or family and frequently traveling away from home which
hinders their work life balance.
xxiv. Majority of the respondents said that transportation, telephone for
personal use, counseling service and relocation facilities are being
provided from organization
xxv. 33.3% employees are suffering from headaches due to stress of the job.
Surprisingly 31.2% employees are not suffering from any kind of diseases.
xxvi. Majority of the female banker cannot manage special diet for them.
xxvii. Female bankers prefer to carry homemade food.
xxviii. Majority of the employees take drinks or snacks once and twice in a day.
xxix. Most of the female employees do not have time to spend for working out.
xxx. Most of the female bankers spend half an hour for working out.
xxxi. Most of the respondents spend their workout time either in their residence or
by walking.
xxxii. Most of the female bankers feel that work life balance in the organization
should be customized to individual needs.
70 | P a g e
xxxiii. Most of the respondents think that good work life balance in the organization
brings success.
71 | P a g e
6.1 Conclusions
Though, much progress on work-life balance has made over few years in Bangladesh
but miles to go. The study finds that the female commercial bankers have to work for
longer period behind their stipulated time period. The female bankers have to waste a
greater extent of time traveling to their office and that time adds time outside the
family and causes the imbalance in family life.
There are significant number of dual career couple and this is a crucial element
causing imbalance between work and family life. Besides the female have to look
after the children and the elderly, dependents and disable members of the family thus
they can expend little of their time for them. Till now most of the female bankers of
private commercial banks are not provided with medical checkup facilities even the
female workers are suffering some form of stress related sickness. The study finds
that the female workers are not too much conscious about the work life balance
concept.
Indeed, women in the work force can be blessings only when both family as well as
organization will receive proper service from them and they will be able to contribute
to both family as well as organization only when the origination will ensure flexible
working hours (roistered days off and family friendly starting and finishing times),
transport facility, residential facility, child care center, flexible work arrangements/
job sharing , reduced working hours & workload and child schooling for the female
private commercial bankers.
6.2 Recommendations
6.2.1 General Recommendations
i. Organization may facilitate its female workers with 1 or 2 hours early leave
from office at least once in a week.
ii. Some of the administrative works can be done by shift basis and female
workers may be given the opportunity to work in preferred shift.
iii. Organization should be flexible to grant late joining at office to female

employees if they go to their childrens school and especially for female with
an employed husband.
72 | P a g e
iv. A good working environment is very important for female bankers and support
from colleagues, supervisors and family is very much needed.
v. Day care center for old member of workers may be a good and innovative
initiative from any banking organization.
vi. Short break with coffee and snacks can be a good option to improve quality of
time spent at office.
vii. Family tour or family get together party at branch office can be a good
initiative from bank.
viii. Besides paid time off organizations should be more concern about other
policies.
ix. Working hour in banking sector should be more reasonable and there should
be women participation for deciding the reasonable working hour.
x. Presence of family member in reward giving ceremony strongly encourage a

female employee to work hard and achieve more. So organization must take
necessary arrangement so that employees family members have presence in
such reward giving ceremony.
xi. Organization must arrange social functions at the suitable time for families.
xii. Organization must provide yearly health checkup for female employees.
xiii. Organization should have sophisticated mechanism for employees to help

them manage stress.
xiv. Banks can arrange special diet to its female employees at lunch.
xv. Organization should take necessary steps to make their cafeteria richer so that
female workers need not to bring food from home.
xvi. Organization should facilitate female employees with more time to spend for
working out.
73 | P a g e
xvii. Organization should take necessary steps to make their cafeteria rich so that
female workers need not to bring food from home.
xviii. Banks can manage refreshment drinks/snacks in a day at least twice to trice for
the female workers.
6.2.2 The Role of HRD
i. HR Department should arrange day care center for female workers and that
day care center should be with all modern facilities.
ii. HR Department must ensure separate work life balance policy and that should
be specified for and distinguished for both male and female employees.
iii. HRD should arrange entertainment facilities during work as well as at

weekend day to decrease worriedness of female as well as male employees.
iv. HRD of the private commercial banks operating in Bangladesh should ensure
that female workers will be posted at the nearer branch of that particular bank
that may save a greater portion of time for the worker to better balance work
and family life.
v. HR Department should focus on developing flexible working hours for female

bankers if possible though the banking structuring is not in a favorable
condition to support this as banking hour is fixed by Bangladesh Bank the
supreme authority of banking sector.
74 | P a g e
6.2.3 Priority Matrix
Organizations own transportation facility. posting at the nearer branch save time for the worker
day care center for children Day care center for old family member.
Flexible working hours.
Short break with coffee and snacks
Good working environment
Support from colleagues, supervisors and family.
Family tour or family get together party at branch office
Entertainment facilities during work as well as at weekend day Presence of family member in reward giving ceremony
Specified for and distinguished work life balance policy Enriched cafeteria.
Paid time off
Sophisticated stress management mechanism for employees
Important
Urgent Not Urgent
Early leave from office at least once in a week.

Flexibility to grant late joining at office to go to childrens school
Opportunity to work in preferred shift.
Yearly health checkup for female employees. Arrange social functions at the suitable time for families.
Facilitate with more time to spend for working out. Special diet to its female employees at lunch.
Not important
Refreshing drinks/snacks in a day at least twice to trice.
Figure 6.1: Priority Matrix
75 | P a g e
References
Adams, G. A., King, L. A., & King, D. W. (1996). Relationships of job and family
involvement, family social support, and workfamily conflict with job and life
satisfaction. Journal of applied psychology, 81(4), 411
Anna, B. (2010). Women in Academia: A Cross-Cultural Perspective on Work/Life

Balance. Retrieved October 11, 2012 from
http://www.claremontmckenna.net/berger/pdf/BeningerDissertationWomeninA
cademia.pdf
Asaduzzaman (2016) Women in Banking and Finance, Bangladesh: ICE Business

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Appendices
Questionnaire on Work Life Balance
1) Age:-
2) Gender:
-
Female
3) Designat
ion:- 4)
Nature
of Org: -
Bank
5) How many days in a week do you normally work? a) Less than 5 days
b) 5 days
c) 6 days
d) 7 days
6) How many hours in a day do you

normally work?
a) 7-8 hours
b) 8-9 hours
c) 9-10 hours
d) 10-12 hours
e) More than 12 hours
7) How many hours a day do you spend

traveling to work?
a) Less than half an hour
b) Nearly one hour
c) Nearly two hours
d) More than two hours
8) Do you work in shifts?

a) General shift/day shift
b) Night shift
c)Alternative
9) I) Are
you
married? a)
Yes
1
b)No
II) If yes, is your partner

employed? a) Yes
b) No
10) I) Do you have children?

a) Yes, no. of children____________.
b)No
II) Being an employed man/woman who is helping you to take care of

your children? a) Spouse
b) In-laws
c) Parents
d) Servants
e) Crche/day care centers
III) How many hours in a day do you spend with your

child/children? a) Less than 2 hours
b) 2-3 hours
c) 3-4 hours
d) 4-5 hours
IV) Do you regularly meet your child/children teachers to know how your
child is progressing? a) Once in a week
b) Once in two weeks
c) Once in month
d) Once in 6 months
e) Once in a year.
11) I) Do you
take care of? a)
Older people
b) Dependent adults
c) Adults with disabilities
d) Children with disabilities
e) none
2
II) If yes, how many hours do you

spend with them? a) Less than 2 hours
b) 2-3 hours
c) 3-4 hours
d) 4-5 hours
12) Do you generally feel you are able to balance

your work life? a) Yes
b) No
13) How often do you think or worry about work (when you are not actually at work
or traveling to work)?
a) Never think about work
b) Rarely
c) Sometimes
d) Often
e) Always
14) How do you feel about the amount of time you

spend at work? a) Very unhappy
b) Unhappy
c) Indifferent
d) Happy
e) Very happy
15) Do you ever miss out any quality time with your family or your friends because of
pressure of work? a) Never
b) Rarely
c) Sometimes
d) Often
e) Always
16) Do you ever feel tired or depressed

because of work? a) Never
b) Rarely
c) Sometimes
d) Often
e) Always
17) How do you manage stress arising

from your work? a) Yoga
3
b) Meditation
c) Entertainment
d) Dance
e) Music
f) Others, specify_________.
18) I) Does your company have a separate policy for

work-life balance? a) Yes
b) No
c) Not aware
II) If, yes what are the provisions

under the policy? a) Flexible starting
time
b) Flexible ending time
c) Flexible hours in general
d) Holidays/ paid time-off
e) Job sharing
f) Career break/sabbaticals
g) Others, specify________.
19) Do you personally feel any of the following will help you to
balance your work life? a) Flexible starting hours
b) Flexible finishing time
c) Flexible hours, in general
d) holidays/paid time offs
e) Job sharing
f) Career break/sabbaticals
g) time-off for family engagements/events
h) Others, specify_________
20) Do any of the following hinder you in balancing your work and
family commitments? a) Long working hours
b) Compulsory overtime
c) Shift work
d) meetings/training after office hours
e) Others, specify_________________
21) Do any of the following help you balance your work and family
commitments? a) Working from home
b) Technology like cell phones/laptops
c) Being able to bring Children to work on occasions
d) Support from colleagues at work
e) Support from family members
4
f) Others, specify___________.
22) Do any of the following hinder you in balancing your work and
family commitments? a) Technology such as laptops/cell phones
b) Frequently traveling away from home
c) Negative attitude of peers and colleagues at work place
d) Negative attitude of supervisors
e) Negative attitude of family members
c) Others, specify___________
23) Does your organization provide you with following additional

work provisions? a) Telephone for personal use
b) Counseling services for employees
c) Health programs
d) Parenting or family support programs
e) Exercise facilities
f) Relocation facilities and choices
g) Transportation
h) Others, specify______________.
24) Does your organization encourage the involvement of your family members in
work- achievement reward functions?
a) Yes, specify the name of such program__________
b) No
25) Does your organization have social functions at times

suitable for families? a) Yes, specify the name of such
programs____________ b) No.
26) Does your organization provide you with yearly

Master health checkup? a) Yes
b) No
27) Do you suffer from any stress-

related disease? a) hypertension
b) obesity
c) diabetes
d) frequent headaches
e) none
f) Others, specify______.
28) I) Do you take special initiatives to

manage your diet? a) Yes
5
b) No
II) What is your preference for food?
a) Carrying homemade food

b) Dieting on vegetables and fruits
c) Choosing less calorific food
d) Choosing organic food
e) Food from the organizations cafeteria
f) Spicy/Junk food
g) Others, specify__________.
III) How often will you have refreshment

drinks/snacks in a day?] a) None
b) Once
c) Twice
d) Thrice
e) More than three times
29) I) Do you spend time for

working out? a) Yes
b) No
II) If yes, how

many hours? a)
less than half an
hour
b)half an hour
c) half an hour to one hour
d) more than 1 hour
III) Where do you usually prefer to do

your workouts? a) In your organizations
health centers
b) Residence
c) Nearby Gym
d)Walking
e) Others, specify_____________.
6
30) Do you feel work life balance policy in the organization should be customized to
individual needs? a) Strongly agree
b) Agree
c) Indifferent
d) Disagree
e) Strongly disagree
31) Do you think that if employees have good work-life balance the organization
will be more effective and successful? a) Yes
b) No
If so how?
_____________________________________________________________________
_________
_____________________________________________________________________
________________
_____________________________________________________________________
________________
________________________________________________________________
Thank You for your time.
Name:
Mobile No:
Name of your Organization:

Work Life Balance of Female Employees: A Case Study On Private Commercial Banks in Bangladesh

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Work Life Balance of Female Employees: A Case Study

on Private Commercial Banks in Bangladesh.

Department of Management Studies

SL. No. Designation Name & Email Address ID

Subject: Submission of study on Work life Balance of Female Employees: A Study

Md. H Asibur Rahman

Group Leader -Ruminator

Md. H Asibur Rahman

Group Leader -Ruminator

It will be an injustice to a very much co-operative person if we dont recall his

The research studied on 48 female banker from 21 private commercial banks

Chapter One: Introduction

In Bangladesh, women have been engaging and contributing remarkably in our

1.2 The Problem Statement

1.3 Purpose/Objective of the Study

1.3.2 Border Objectives

1.4 Scope of the study

1.5 Organization of Study

1.6 Limitations of the Study

Work life Balance

Work Life Balance

Work Related Non-Work

Figure 2.1: Work life Balance

2.2 Work-Life Balance

2.2.1 Theoretical Review

Worklife balance is the degree to which an individual is able to simultaneously

Grzywacz & Carlson (2007) define work-life balance as an accomplishment of role-

2.2.3 Theories and Models of Work Life Balance

A fourth model referred to as an instrumental model, proposes that activities of one

Another model referred to as conflict model suggests that individuals encountering

2.4 Work-Life Balance Factors

2.4.1 Individual Factors

2.4.2 Organizational Factors

Flexible Work Arrangements

In Indian context, Madipelli, Sarma&Chinnappaiah (2003) examining on issues

Work Life Balance Policies and Programs

Rajadhyaksha (2012) observed that commonly practiced work-life interventions by

Work Support and Job Stress

Stanton et al. (2001) specified job stress can be well-defined as individuals

2.4.3 Societal Factors

Childcare and Adult Care Responsibilities

2.5 Work Life Balance Outcomes

2.5.1 Work Related Outcomes

Rani, Kamalanabhan & Selvarani(2011) revealed the relationship between workers

2.5.2 Non- Work Related Outcomes

2.6 Empirical Review

The positive correlation indicates that job satisfaction is an important indicator of

Uddin at el. (2013) conducted a survey on 62 education institutions of Bangladesh

Tasnim, Hossain, &Enam (2017) conducted a research on a sample of 40 female

discrimination & biasness at work place , lack of supervisory support, dominant

2.6.2 Global Section

2.7 Summary of Literature and Research Gap

3.1 The Research Design

3.2 The Population

3.3 The Sampling Procedure

We have considered 48 respondents as sample size to generate a clear and reliable

Non-probability sampling method is applied for selecting the perspective female

3.4 Data Collection Procedure

3.5 Data Processing Procedure

3.6 Statistical Analysis

3.7 Research Outline

Work life Balance

Literature Details of Banking