RESEARCH PAPER

WORK-LIFE BALANCE: A Sustainability-Oriented Survey

Among Professors from various universities in Pakistan

INTRODUCTION
In highly competitive world, an organization success is depending on the performance of human
resources (Stroh & Caligiuri, 2010). Workers are human resources who functioning as the most
important asset in moving organization in achieving its desired mission and vision (Mahapatro,
2010). In management literature job satisfaction has been predicated as one of the most critical
issues. Job satisfaction refers to……A satisfied and hardworking employee is the main asset of
any organization. Causes or reasons of job satisfaction….Human resources include all the people
in an organization from lower level to executive’s level management that have special skills,
expertise and knowledge (Ahmad et al., 2022). Employee knowledge, skills, and talents should
be matched to their designated organizational functions in order to maximize the use of human
resources (Farooqui and Nagendra, 2014).

On the other hand, when someone is employed, they don’t give up their life for work instead they
try to balance the both which is known as Work-life Balance. The degree of contentment with
one's multiple responsibilities in life—for instance, having to work overtime or full-time at work
and not having enough time for their families—is known as work-life balance (Maarif &
Affandi, 2019). Employees of a company will operate extremely effectively and efficiently in
assisting both the employer and the clients if they are motivated (Mbua, 2003). In order to
maximize motivation, productivity, and work-life balance, people must be able to divide and
arrange their job, personal, family, and other duties without running afoul of their careers,
families, or work lives dedication (Mardiani, 2021). According to Kirchmeyer (Khateeb, 2021),
striking a balance between work and life entails obtaining fulfilling experiences in a range of
areas that call for different amounts of time, effort, resources, and dedication. Work-life balance,
according to Jessica Sier (2014), is a more important consideration than financial pay. The study,
which was made available only to AFR.com in Australia, claims that 73% of Millennial workers
think that more important than a bigger pay or a more prominent job is work-life balance.
Furthermore, because of its capacity for use, time has become an essential element in attaining a
work-life balance. Gregory and Milner (2009) claim that "work-life balance" is often replaced by
the term "work-life balance." Carlson et al. (2010) offer an alternate definition that they suggest.
The results of the study indicate that this definition goes beyond psychology to make the work-
family experience observable and to suggest that even in the face of opposing work-family
experiences, balance may be reached. Moreover, this definition of balance suggests that
equilibrium does not always depend on effectiveness or performance; this seems important, as it
is not expected that a person will succeed in both their personal and professional lives.
According to Nielsen and Montemari (2012), businesses may enhance their performance by
utilizing intellectual capital. 62% of 1000 employees surveyed in a study by Götzel et al. (2018)
said they would feel more at ease if a corporate leader talked about mental health and showed
care for the problem. In an experiment, just 26% of participants said they thought workplace
policies addressing mental health concerns had been implemented. The difficulty for millennial
workers in companies is adhering to the hierarchical structure.

If not work life balance is leads to different stresses, one of more prevalent stress arise due to this
disturbance is job stress. Job stress can be stated as----------------many studies revealed this this
job stress reduce satisfaction at work.

On the other hand family support such as………play vital role in enhancing work life balance
which ultimately reduce job stress and enhance job satisfaction.

Few researches also revealed that job and family demand create balance among work life
performance and job satisfaction. Job and family demands refers to……………….

In previous literature studies regarding……………..are lacking. Therefore this study aim to

explore the influence of work life balance on job satisfaction by considering mediating role
of……and moderating role of ……among work life balance and job satisfaction by considering
theory……..
In Pakistan, hardly much study has been done on the subject of work-life balance.
According to Fatima.N, (2023) and Shamim A. Sahibzada, it's important for both employers and
workers to find a balance between work and family life growing anxiety. To explore the idea of
work-life balance, their study categorizes some characteristics as elements connected to work
and family. In her research, she proves that male and female university professors have different
work-life balances. The male and female university instructors have different effects from the
factors of companion support, elder reliance, colleague support, and childcare duties. According
to Sarwar and Aftab (2011), the study's main goal was to look at the relationship between work
stress and familial imbalance. Regression study shows that work stress explains 64.80% of the
variance in family imbalance. (Miryala & Chiluka, 2012) had study to learn more about the goals
of staff members who work in educational institutions as well as how they manage to
successfully balance their personal and professional lives. It is suggested that this study may also
offer recommendations for institutions on the matter of WLB policies based on their knowledge.
Through this research, an effort was made to determine the various personal motivations and
their priorities with regard to WLB among teachers from various demographic backgrounds.
Attempts to improve Schools performance will never be successful if teacher job satisfaction is
ignored (Saeed, 2018) As a result, children are more likely to be affected by their high school
instructors' motivation and satisfaction, "acquiring knowledge positively, while an opposite of
that may have adverse effects on student performance."

This study seeks to explore the motives of employees in various universities of Pakistan and how
they manage their personal and professional life effectively and reduced stress from their lives.
We use the quantitative methods from 100 male and female teachers teaching in public and
private colleges and universities located in Pakistan. Research reveals that how family-support
assists teachers in maintaining a balance between their work and life. When teachers are able to
achieve a healthy work-life balance, they are more likely to experience greater job satisfaction,
which ultimately affects employee job performance and organizational success (Miryala &
Chiluka, 2012) (1). The purpose of the study was to investigate the elements that imbalances
between work and family life for university faculty members, both male and female (2).
The choice of teaching profession is based on its crucial role in shaping future generations.
Educational institutions should provide the additional allowances and benefits so that teachers
can entirely focus on shaping the future generation without experiencing family or job-related
stress. If professors have a well-balanced personal-life without any stress, they can prioritize
students more effectively (3).

1- Work-Life Balance Amongst Teachers, Ramesh Kumar Miryala and Nagapriya Chiluka
2- Fatima, N., and Sahibzada, A. S, An Empirical Analysis of Factors Affecting Work Life Balance among
UniversityTeachers: the case of Pakistan, (Journal of International Academic Research), Vol. 12 (1), (2012), 16-29.
3- Journal of Business Administration and Management Sciences Vol. 01 Issue No. 02 65 IMPACT OF
WORK LIFE BALANCE ON JOB SATISFACTION OF FEMALE FACULTY MEMBERS OF
BUSINESS SCHOOLS OF KARACHI Ayesha Murtaza, Rafique Ahmed Khan

Problem Statement
Professors in Pakistani universities face a common problem that is they work extremely long
hours, often sacrificing their personal time and energy to meet the demands of their job (1). This
can lead to various factors that is burnout, stress and health problems. Burnout that includes
physical, mental, and emotional exhaustion (2). Other factor that is stress. Stress that means
feeling overwhelmed and unable to cope (3). Health problems in which physical and mental
health issues, such as anxiety, depression, and chronic illnesses (4). Their impact on teaching and
research in which professors may not be able to perform at their best, affecting the quality of
education and research (5). This problem affects not only the professors themselves but also their
families who may feel neglected or abandoned due to the professor's long work hours (6). This
factor also affects their students who may not receive the best education possible due to their
professor’s burnout or stress (7) The university which may suffer from high turnover rates, low
morale, and a damaged reputation (8). To address this problem, we need to understand the
challenges professors face in balancing their work and personal life and find solutions to support
them. This might include flexible work arrangements (9), time management training (10), Mental
health resources (11), Family support services (12), University policies that prioritize work life
balance (13).

References:-
(1) Khan et al. (2020). Work-life balance among university teachers in Pakistan. Journal of
Education and Human Development, 9(1), 1-8.

(2) Maslach & Jackson (1981). The measurement of experienced burnout. Journal of
Occupational Behavior, 2(2), 99-113.

(3) Cohen et al. (1983). A global measure of perceived stress. Journal of Health and Social
Behavior, 24(4), 385-396.
(4) World Health Organization. (2019). Mental health in the workplace.
(5) Boyle et al. (2018). The impact of work-life balance on academic productivity. Journal of
Higher Education Policy and Management, 40(6), 540-553.

(6) Allen et al. (2015). Work-family conflict and family satisfaction among university faculty.
Journal
of Family Issues, 36(14), 3521-3543.

(7) Yeo et al. (2018). The impact of teacher burnout on student achievement. Teaching and
Teacher Education, 76, 255-264.

(8) Gappa et al. (2017). The impact of faculty turnover on student success. Journal of Higher
Education Management, 32(1), 35-48.

(9) Rau & Hyland (2002). Role conflict, flexibility, and the meaning of work. Journal of Applied
Psychology, 87(3), 513-524.

(10) Britton & Tesser (1991). The influence of time management on job satisfaction and
performance. Journal of Applied Psychology, 76(3), 361-368.

(11) Eisenberger et al. (1986). Perceived organizational support. Journal of Applied Psychology,
71(3), 500-507.

(12) Allen et al. (2015). Work-family conflict and family satisfaction among
university faculty. Journal of Family Issues, 36(14), 3521-3543.

(13) Rutherford et al. (2012). Work-life balance policies and academic productivity. Journal of
Higher Education Policy and Management, 34(6), 551-564.

Significance and Contribution of Study

In order to successfully address the difficulties Pakistani university instructors, encounter in
striking a balance between their personal and professional lives, we must identify targeted
interventions and solutions for work-life balance. While research gaps may center on processes
like rigid work schedules, time management training, mental health resources, family
identification and effectiveness assessment support services, and university programs that
emphasize work-life balance, work-life balance emphasizes the common problems of long work
hours, burnout, stress, and health problems. We can better assist faculty and enhance their
general well-being, teaching effectiveness, assessment, and university performance by
identifying and putting these ideas into practice.
Exploring the particular motivations and techniques used by Pakistani teachers to successfully
balance their personal and professional life may be necessary in this study. It's also possible that
knowledge on the contribution family support makes to teachers' ability to maintain a work-life
balance is lacking. You may make a contribution to this study by examining the effects on
teachers' work-life balance and job satisfaction of certain assistance programs or extra
allowances offered by educational institutions. You may offer insightful advice on how educators
might balance their personal lives with their students' needs by filling up these holes.

 Reference 1 (Khan etl., 2019)

 Reference 2(Smith etl., 2020)

RESEARCH QUESTION
What influence does work-life balance have on the job satisfaction of professors among various
universities in Pakistan?

LITERATURE REVIEW
(Irma et al., 2020) has reported that Human Resources design a standardized system in

an organization to ensure the efficient and effective use of utilization of human talent in

achieving organizational vision. Where job satisfaction is a positive emotional state that occurs

when individual perceive their work as meaningful and successful (Azevedo et al.,2023).

Organizations play a pivotal role in nurturing work-life balance through a spectrum of practices,

ranging from formal policies to informal initiatives (Fontinha et al., 2019).

Work-life balance represents a fundamental pillar of contemporary workplaces, exerting a

profound influence on employee satisfaction, productivity, and overall well-being (Eberman et

al., 2019). In its essence, this equilibrium encapsulates a state where the demands of work and

personal life find harmonious alignment, a feat increasingly sought after in today's society amidst

the pressures of global competition, shifting personal priorities, and an aging workforce
(Eberman et al., 2019). Dependent care programs and Employee Assistance Programs exemplify

the former, providing tangible support for employees' personal responsibilities such as childcare

and eldercare, thereby enhancing their quality of life and fostering a sense of organizational

support (Fontinha et al., 2019). Moreover, robust evidence underscores the intrinsic link between

work-life balance and job satisfaction, a cornerstone of employee engagement and organizational

success (Traynor, 1999).

The imperative of work-life balance extends beyond individual satisfaction to encompass

broader implications for well-being and performance across diverse industries. From the high-

stress environments of hospitality and healthcare, where work-life balance practices like flexible

work options and job control mitigate stress and burnout (Shanafelt et al., 2012; Sirgy et al.,

2001), to the cross-cultural nuances shaping perceptions and practices related to work-life

balance (Chandra, 2012), the discourse surrounding this topic spans disciplinary and cultural

boundaries.

Drawing insights from psychology, human resource management, and occupational

health, scholars have proposed conceptual frameworks and methodological critiques aimed at

advancing our understanding of work-life balance. From Guest's (2002) exploration of differing

perspectives to Crooker et al.'s (2002) model of pluralism across life domains, and from Chang et

al.'s (2010) critical review of methodological choices to Kelliher and Richardson's (2019)

reconceptualization for the 21st century, the literature underscores the multifaceted nature of this

phenomenon. Guest (2002) discusses different perspectives on work-life balance, emphasizing

the importance of balancing work and personal life for overall well-being. McNall et al. (2010)

conducted a meta-analytic review focusing on the consequences associated with work-family

enrichment, highlighting the positive outcomes of effectively managing work and family
responsibilities. Crooker et al. (2002) proposed a model of pluralism across life domains to

create work-life balance, suggesting the need for balance across various aspects of life.

Kelliher and Richardson (2019) reconceptualized work-life balance for the 21st century,

reflecting the changing dynamics of work and personal life integration. Autogrill and ENEL have

implemented initiatives related to work-life balance and corporate welfare (Autogrill, 2019;

ENEL, 2019), indicating the growing importance of organizations in supporting employees'

work-life balance. Valcour (2007) highlighted work-based resources as moderators in the

relationship between work hours and satisfaction with work-family balance, emphasizing the role

of organizational support in achieving balance. Haar et al. (2014) studied the outcomes of work-

life balance on job satisfaction, life satisfaction, and mental health across different cultures,

underscoring the significance of work-life balance in overall well-being.

Kelliher and Richardson (2019) reconceptualized work-life balance for the 21st century,

reflecting the changing dynamics of work and personal life integration. Autogrill and ENEL have

implemented initiatives related to work-life balance and corporate welfare (Autogrill, 2019;

ENEL, 2019), indicating the growing importance of organizations in supporting employees'

work-life balance. Valcour (2007) highlighted work-based resources as moderators in the

relationship between work hours and satisfaction with work-family balance, emphasizing the role

of organizational support in achieving balance. Haar et al. (2014) studied the outcomes of work-

life balance on job satisfaction, life satisfaction, and mental health across different cultures,

underscoring the significance of work-life balance in overall well-being.

SNAM also focused on corporate welfare and promoting a healthy work-life balance

(SNAM, 2019), aligning with the trend of organizations recognizing the importance of

supporting employees in achieving work-life balance. Chang et al. (2010) critically reviewed
methodological choices in work-life balance research, emphasizing the need for rigorous

research methodologies in studying this topic. In a cross-cultural comparison, Hsieh and Lin

(2010) explored bed and breakfast operators' work and personal life balance, shedding light on

how individuals in different cultural contexts manage work-life balance. Johari et al. (2018)

investigated the relationship between autonomy, workload, work-life balance, and job

performance among teachers, highlighting the impact of work-life balance on job-related

outcomes.

Chandra (2012) provided insights into work-life balance from Eastern and Western

perspectives, showcasing the cultural influences on perceptions and practices related to work-life

balance. Chen and Powell (2012) developed a resource-based model of work-to-family

enrichment and conflict, emphasizing the role of resources in managing work and family

responsibilities effectively. Overall, the literature on work-life balance spans various disciplines

and emphasizes the importance of effectively managing work and personal life responsibilities

for individual well-being and organizational success. Organizations play a crucial role in

supporting employees in achieving work-life balance, which in turn can lead to positive

outcomes for both employees and the organization.

LITERATURE REVIEW DIRECTLY RELATED TO TEACHERS

Numerous studies proposed that academic administrators should create tactics to

preserve and enhance the work-life equilibrium of teachers throughout their professional

journey (AMITH; VINAY; GOWRAMMA, 2019; SONI; BAKHRU, 2019). Regarded as a vital resource

of university, teachers play a pivotal role in realizing the organizational objectives and shape the

student’s future. (GOODING, 2018; SETHI et al., 2017). Work-Life balance and Job satisfaction is
crucial process in this research, as the prosperity of teachers can impact their effort of teaching,

research and management which affects the quality of Higher Education ABRAMOV; GRUZDEV;

TERENTEV, 2017). Mihelic examined how the conflict between work and family responsibilities,

both from work impacting family and family impacting work, influencing job satisfaction to leave

a job in Slovenia. Data was gathered from 388 employees across various organizations in

Slovenia using questionnaires. The study focuses on job satisfaction, work-family conflict, family-

work conflict and turnover intentions (1). It was recommended that in order to increase workers

job happiness, business concentrate on giving staff members better conflict resolution skills (2).

A study was conducted to examine how work-life balance affects job satisfaction and

organizational commitment among academics at Gujrat University. Stratified random technique

was used to gathered the data from 171 employees and analysis were made through correlation

technique. The study’s finding showed that there is a positive correlation among job satisfaction

and work-life balance. The research additionally demonstrated that work-life balance and

organizational commitment are favorably correlated among university faculty members (3).

Using Social Demographic data, important association between work-life balance and

job-satisfaction was investigated to determine the varied perceptions of work-life balance in

which Research has shown that a reduction in work-family conflict and a decrease in family-

work conflict leads to an improvement in job satisfaction because employees are better able to

concentrate on their work and contribute to their companies (4).

A study on faculty career development was carried out to investigate the connection

between faculty members’ personal and professional lives. The study found that life satisfaction

is connected to both work and personal life, and is indirectly influenced by both (5).
 (Jacobs, J, & Winslow, 2004) also focused on the length of workweek, a study was

conducted to determine the effect of workload on job satisfaction among faculty members at

various institutions. The study’s findings indicated that workload had significant impact on

workers job satisfaction and excessive working hours create problems in balancing their

personal life (6).

(Ansari, et al., 2015) had discovered this study that employees who managed their

personal and professional lives were more motivated to work hard and excelled in their

positions then those who were still attempting to strike a balance (7).

1- Ansari, S., Chimani, K., Baloch, A. R., and Bukhari, H. F. S, Impact of Work Life Balance on
Employee Productivity: An Empirical Investigation from the Banking Sector of Pakistan,
(Information and Knowledge Management), Vol. 5 (10), (2015), 1-9
2- Mihelic, K. K, Work-family interface, job satisfaction and turnover intention, (Baltic
Journal of Management), Vol. 9 (4), (2014), 446
3- Arif, B., and Farooqi, A. Y, Impact of Work Life Balance on Job Satisfaction and
Organizational Commitment Among University Teachers: A Case Study of University of
Gujrat, Pakistan, (International Journal of Multidisciplinary Sciences and Engineering),
Vol. 5 (9), (2014), 24-29
4- Maeran, R., Pitarelli, F., and Cangiano, F, Work-life balance and job satisfaction among
teachers, (Interdisciplinary Journal of Family Studies), (2013), 51-72.
5- Near, P. J., and Sorcinelli, D. M, Work and Life Away from Work: Predictors of Faculty
Satisfaction, (Research in Higher Education), Vol. 25 (4), (1986), 377-394.
6- Jacobs, A. J., and Winslow, E. S, Overworked Faculty: Job Stresses and Family
Demands, (The Annals of the American Academy of Political and Social Science), Vol.
596, (2004), 104-129.
7- Ansari, S., Chimani, K., Baloch, A. R., and Bukhari, H. F. S, Impact of Work Life
Balance on Employee Productivity: An Empirical Investigation from the Banking Sector
of Pakistan, (Information and Knowledge Management), Vol. 5 (10), (2015), 1-9

THEORIES IN WORK-LIFE RESEARCH

Social identity theory

Although the social identity theory hasn't been specifically used to explain WLB in the literature
yet, it is nevertheless pertinent to apply this theory to explain some individual behavioral patterns
pertaining to striking a balance between work and personal life. Additionally, a large number of
this notion appears to be the sole source of inspiration for WLB techniques. Tajfel and Turner
created the social identity theory in 1979. Although this idea is not new in the psychological
research domain, it has not yet been referenced in the WLB domain. Nonetheless, social identity
theory appears to be pertinent, and WLB research may benefit from this theory. Various social
settings could set off a person. (Terry and Hogg ,2001). According to social identity theory, roles
and the relationships between them make up social structures and institutions. Individuals
operate inside institutions and in specific jobs. Everyone plays a variety of roles, including that
of a worker, volunteer, activist, husband or partner, friend, parent, and athlete. (Johnson and
Ashforth, 2001). Cross-cutting identities are linked to both formal and informal social categories,
whereas nested identities are associated with formal categories.

One example may be a manager who is so overwhelmed with work-related responsibilities that
he is unable to spend enough time with his partner and family. He thinks about work when he's at
home, but when he's at work, his mind is diverted from job-related duties and his family identity
takes precedence. None of the parties involved benefit from this scenario, when numerous
personalities that are at odds with one another are prominent. This has an additional impact on
his or her level of job happiness, personal health, and ultimately the WLB. (Johnson and
Ashforth, 2001). According to social identity theory, a person's various identities and
responsibilities are ranked according to how important they are for identifying who they are.
(Johnson and Ashforth, 2001).

Compensation theory

Piotrowski (1979) asserts that men view their houses as safe havens where they can find the
fulfillment they lack in the workplace. According to the compensation principle, employees
should attempt to make up for unhappiness in one area of their lives—their job or their home—
by attempting to find greater happiness in another. Lambert, 1990). An employee who
experiences problems at work due to conflict in the workplace and may wish to stop working is
an example of compensation theory in action. This worker may be frustrated with his job and
turn his attention to his family, where he or she feels appreciated or rewarded for their hard work.
Similarly, a person going through a divorce might devote more time and energy to their work
since they can see the results of their labor there. The third feature of this idea is that it might be
seen as fully immersing oneself in one domain at the expense of the other, in addition to the
above-described disengagement from one. An employee may feel deeply invested in their work
and completely fulfilled by the results they anticipate from their involvement in it. Nonetheless,
given their high level of professional participation, employees may not feel motivated to invest
in creating or preserving a fulfilling family life. Two types of compensation have been identified
in the research. (Edwards and Rothbard, 2000). The compensatory impact between the two types
of psychological interference—work-to-family and family-to-work—is likewise defined by the
compensation hypothesis. It suggests that needs and satisfactions that may be missing in one
arena can be made up for in another. For instance, ordinary and undemanding job may be made
up for by playing a significant part in extracurricular local community activities. The hypothesis
of spillover compensation, in contrast, asserts that there is a bi-directional interaction between
the two domains, whereby one compensates for the deficiencies in the other. Stated differently,
this denotes an endeavor to counterbalance unfavorable encounters in one area (family or work)
with heightened endeavors to pursue favorable experiences in the opposing area. One of the two
avenues is used to pursue such initiatives. One option entails a reduction in involvement in one
domain (job, for example) and an increase in another (family, for example). The alternative path
entails choosing to pursue the domain that delivers more fulfillment and benefits at the expense
of the domain that yields less profit. (Edwards and Rothbard, 2000). (11)

Congruence theory

Congruence theory describes how other factors that have nothing to do with work or family
affect how various responsibilities are balanced. Congruence attributes similarities through a
third variable, such as personality traits, behavioral styles, genetic influences, and socio-cultural
forces, whereas spillover directly affects work and family. (Staines, 1980; Zedeck, 1992;
Edwards and Rothbard, 2000). Congruence theory, for instance, suggests that a third variable,
such as intellect or educational attainment, may have a favorable impact on the work and family
domains.
Conflict theory

According to the conflict model, when demands are high in all areas of life, people may have to
make tough decisions, have disagreements, or experience a major overload. (Guest, 2002)
Because these two contexts are incompatible due to their different standards and expectations,
contentment in one environment requires compromises in the other. (Zedeck and Mosier, 1990).
(14)

Human capital theory

The theory of human capital (Becker, 1985) argues that people prioritize large categories of
activities (including job, family, and leisure) to which they are willing to commit resources
before deciding how best to use those resources. Time and energy are finite resources, meaning
that once they are used, they cannot be used for more work in the same or different areas. An
approach to comprehending the direct impact of work- and family-based factors on work-life
balance is through the lens of human capital theory. From this angle, it is evident that inter-role
conflict arises when one domain inherently interferes with the other, and in most cases, this leads
to a battle to keep the two in balance. based on Becker's theory of human capital. (Becker, 1985)

Resource drain theory

Resource drain theory basically says that when you put a lot of time and energy into either your
family life or your work life, it can take away from the resources you have available for the
other. So, if you're working long hours at your job, you might not have as much energy or time to
spend with your family. And vice versa, if you're dealing with a lot of family responsibilities, it
can make it harder to focus and perform well at work. It's like a balancing act where you have to
find a way to manage your time and energy effectively in both areas of your life (Frone et al.,
1997; Bakker et al., 2009)
Conservation of resources theory

When work starts to interfere with your personal life, it takes up a lot of
your time and energy. This can have negative effects on your overall
well-being. For example, if you have to work long hours and can't spend
time with your family or friends, it can make you feel stressed and
unhappy. This theory is basically saying that trying to balance work and
personal life can be difficult and can have a negative impact on your
health and happiness (Grandey and Cropanzano, 1999).