Luận văn Thạc sĩ Quản trị kinh doanh: Work life balance of Agribank head office staff

ĐẠI HỌC QUỐC GIA HÀ NỘI

KHOA QUẢN TRỊ VÀ KINH DOANH

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PHÙNG NGUYỄN MINH TÂM

CÂN BẰNG CÔNG VIỆC – CUỘC SỐNG

CỦA NHÂN VIÊN TRỤ SỞ CHÍNH AGRIBANK

WORK-LIFE BALANCE

OF AGRIBANK HEAD OFFICE STAFF

LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH

HÀ NỘI - 2020

ĐẠI HỌC QUỐC GIA HÀ NỘI

KHOA QUẢN TRỊ VÀ KINH DOANH

---------------------

PHÙNG NGUYỄN MINH TÂM

CÂN BẰNG CÔNG VIỆC – CUỘC SỐNG

CỦA NHÂN VIÊN TRỤ SỞ CHÍNH AGRIBANK

WORK-LIFE BALANCE

OF AGRIBANK HEAD OFFICE STAFF

Chuyên ngành: Quản trị kinh doanh

Mã số: 8340101.01

LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH

NGƯỜI HƯỚNG DẪN KHOA HỌC: TS. TRẦN HUY PHƯƠNG

HÀ NỘI - 2020

DECLARATION

The author confirms that the thesis's research outcomes result from the author's

independent work during the study and research period, and it is not yet published in

other's research and article.

The other's research results and documentation (extraction, table, figure, formula,

and another document) used in the thesis are correctly cited, and permission (if required) is

given.

The author is responsible for the Thesis Assessment Committee, Hanoi School of

Business and Management, and the laws for the declaration mentioned above.

CONTENT

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

1. Rationale ....................................................................................................................... 1

2. Research problem, research objective, and research question ................................ 1

3. Scope of the study ........................................................................................................ 4

4. Significance ................................................................................................................... 4

5. Structure of the thesis statements ............................................................................... 4

CHAPTER 1: LITERATURE REVIEW AND THEORETICAL MODEL .................. 6

1.1. Introduction ............................................................................................................... 6

1.2. Work-life balance concept ........................................................................................ 6

1.2.1. Work-life balance definitions ............................................................................ 6

1.2.2. Work-life balance benefits ................................................................................. 7

1.2.3. Work-life balance measurement ....................................................................... 8

1.2.4. Factors influencing work-life balance .............................................................. 9

1.3. Related empirical evidences ................................................................................... 12

1.4. Overview of Vietnamese banking system and Agribank .................................... 14

1.4.1. Overview of Vietnamese banking system ....................................................... 14

1.4.2. Overview of Agribank ...................................................................................... 16

1.5. Research model and research hypothesis ............................................................. 16

1.5. Conclusion ............................................................................................................... 19

CHAPTER 2: RESEARCH METHODOLOGY ............................................................ 20

2.1. Research methodology ............................................................................................ 20

2.2. Research design process ......................................................................................... 22

2.2..1. Questionnaire design ....................................................................................... 22

2.2.2. Sample ............................................................................................................... 25

2.2.3. Pilot study.......................................................................................................... 26

2.2.4. Data analysis ..................................................................................................... 26

2.3. Conclusion ............................................................................................................... 28

CHAPTER 3: DATA ANALYSIS AND FINDING ........................................................ 30

3.1. Introduction ............................................................................................................. 30

3.2. Frequency analysis .................................................................................................. 30

3.3. Descriptive statistics ............................................................................................... 34

3.4. Reliability test .......................................................................................................... 40

3.5. Explanatory factor analysis ................................................................................... 42

3.6. Independent sample t-test ...................................................................................... 46

3.7. One-way ANOVA ................................................................................................... 48

3.8. Linear regression .................................................................................................... 49

CHAPTER 4: DISUCSSION ............................................................................................ 51

4.1. Summary of key findings ....................................................................................... 51

4.2. Discussion ................................................................................................................ 52

4.3. Recommendation .................................................................................................... 54

CONCLUSION .................................................................................................................. 57

REFERENCES .................................................................................................................. 58

APPENDIX I: SURVEY OF QUESTIONNAIRE ............................................................ 1

LIST OF FIGURES

Figure 1: The benefits of work-life balance to the firms and the employees ........................ 8

Figure 2: Proposed research model ..................................................................................... 18

Figure 3: The research onion ............................................................................................... 20

Figure 4: Deductive approach applied in the study ............................................................. 21

Figure 5: Linear regression equation ................................................................................... 28

Figure 6: Gender profile of the respondents ........................................................................ 30

Figure 7: Age profile of the respondents ............................................................................. 31

Figure 8: Education profile of the respondents ................................................................... 31

Figure 9: Marital status profile of the respondents .............................................................. 32

Figure 10: Job position profile of the respondents .............................................................. 32

Figure 11: Time of working profile of the respondents ...................................................... 33

Figure 12: Having children profile of the respondents ........................................................ 34

LIST OF TABLES

Table 1: Overview of number of Agribank‟s employees and their salary............................. 2

Table 2: Domestic credit provided by financial sector (% of GDP) ................................... 15

Table 3: The format of the first section of the questionnaire .............................................. 23

Table 4: The format of the second section of the questionnaire .......................................... 23

Table 5: Descriptive statistics .............................................................................................. 34

Table 6: Reliability test for work-life balance factor .......................................................... 40

Table 7: Reliability test for organizational support factor ................................................... 40

Table 8: Reliability test for flexible working arrangement factor ....................................... 41

Table 9: Reliability test for technology advancement factor ............................................... 41

Table 10: Reliability test for job stress factor ..................................................................... 42

Table 11: Reliability test for communication factor ............................................................ 42

Table 12: KMO and Bartlett‟s test for work-life balance‟s items ....................................... 42

Table 13: Total variance explained for work-life balance‟s items ...................................... 43

Table 14: Component matrix for work-life balance‟s items................................................ 43

Table 15: KMO and Bartlett‟s test for other items .............................................................. 43

Table 16: Total variance explained for work-life balance‟s items ...................................... 44

Table 17: Component matrix for work-life balance‟s items................................................ 45

Table 18: Independent sample t-test for gender variable .................................................... 46

Table 19: Independent sample t-test for education variable ................................................ 46

Table 20: Independent sample t-test for marital status variable .......................................... 47

Table 21: Independent sample t-test for job position variable ............................................ 47

Table 22: Independent sample t-test for having children variable ...................................... 48

Table 23: One-way ANOVA for age and time of working for the bank variable ............... 48

Table 24: Linear regression ................................................................................................. 49

Table 25: Hypothesis test .................................................................................................... 52

INTRODUCTION

1. Rationale

Ever since the economic renovation, Vietnam is turned from one of the poorest

countries to lower middle income country (The World Bank, 2018). Vietnam is also

official member of World Trade Organization with many trade agreements are signed with

both of developed and emerging countries. In this context, many Vietnamese firms are in

the transformation process from old working style with heavily mono-state management

into modern ones. Today, the companies in Vietnam are doing business in intensive

competitive environment where the winning scenario is obtained through the investment

and the application into advanced technologies, innovative products, high service quality,

and more customer-focus. Consequently, the firms today put a lot more requirements to

their employees such as higher processing time and competencies (Poulose and Sudarsan,

2014). Even that, the employees need to spend more time in the offices in order to fulfil the

jobs and therefore they do not have sufficient times for their family. The term of work-life

balance is delivered in this context and it is the result of inter-relations between personal

life, societal life, and organization life at individual level.

Work-life balance is important aspect in the modern workplace (Brough et al.,

2014). In academic sciences, organizational researchers provide respective assessment

towards the employees‟ psychological items in the workplace and the assessment is based

on the evidences of work outcomes but non-work demands (Burke and Cooper, 2008).

Recent empirical evidences indicate the importance of work-life balance with respective

construction and measurement regarding to this studied topic (Greenhaus and Allen, 2011;

Brough and O‟Driscoll, 2010). However, a concern is highlighted since there are lack of

empirical evidences to propose specific measures for work-life balances (Brough et al.,

2014).

2. Research problem, research objective, and research question

Agribank has highest number of employees compared to other banks in Vietnam

banking system. The bank has 36,682 employees in 2017 and this number is expected up to

38,149 in 2018. Average salary of an Agribank‟s employee in non-managerial role is about

VND22.03 million in 2017 and it is expected increasing to VND22.89 million in 2018. In

the contrast, average salary for a managerial position in Agribank is reduced in 2018, from

VND65.2 million in 2017. With such reduction of average monthly salary in managerial

group, the first problem is highlighted as higher turnover intention may happened in the

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coming years.

Table 1: Overview of number of Agribank’s employees and their salary

Job role Indicator Unit 2017 2018

Number employees People 36,682 38,149

Average monthly salary VND million 22.03 22.89 Non-

managerial Average monthly salary and VND million 23.42 24.64 other compensations

Number employees People 23 25

Average monthly salary VND million 65.2 58.48 Managerial Average monthly salary and VND million 73.89 65.79 other compensations

Source: CafeF (2018)

The second problem related to this studied topic is that turnover rate is very high in

Vietnam. Faro Recruitment (2017) reports that current job turnover rate in the country is

more than 10% and nearly 50% of unemployed people age 15 to 24 years old. Talent Net

(2016) publishes a report about remuneration survey in Vietnam during 2016 and banking

is among top 3 industries which are facing salary decrease rate of more than 6%. Other

while, high-tech, manufacturing, and life sciences and chemicals are the industries with

salary increase rate more than 9% (Talent Net, 2016). According to Talent Net (2016),

Vietnam has high staff turnover rate which is about 8.4% in which banking industry has

staff turnover rate higher than the country‟s average and it is stood at 8.8%. The main

reason of high turnover rate in Vietnam banking system is the expansion of banking

business recently and there are many joint-stock commercial banks in the market. The

competition among the banks are not only by products and services but also by human

resource quality whether smaller banks are able to attract experienced and talent employees

from larger banks.

The third problem is highlighted as the lack of concentration about work-life

balance for the employees in Vietnam. In fact, work-life balance is critical factor in human

resource management (Poelmans and Caligiuri, 2008; Billing et al., 2014). Work-life

balance is even more important in the industries where the employees have to work for

long hours, shift duties, and to deal with the customers‟ issues (Wong and Ko, 2009).

Empirical evidences from previous researchers confirm the positive relation between work-

life balance and employee turnover intention (Blomme et al., 2010; Chiang et al., 2010;

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Yamamoto and Matsuura, 2012). In Vietnam, work-life balance is considered as attentive

studied topic. Some local researchers conduct their researches about work-life balances

with the objectives of identifying the challenges of Vietnamese female entrepreneurs

(Hoang, 2009), quantifying the relation between work-family conflict and employee job

satisfaction in state-owned and foreign-invested enterprises (Nguyen et al., 2016), and

evaluating the impact of work-life balance and employee performance in hospitality

industry (Tran, 2015). These researchers provide good analyses about work-life balance in

Vietnam but there are not any empirical evidences which are found in Vietnam banking

industry.

The fourth problem is highlighted as being an employee of Agribank. It is denoted

that the researcher has been working in the head quarter of Agribank since the university

graduation. During the time of working, the researcher perceives that Agribank does have

the policies to directly address the conflicts between work and life related to its employees.

For example, the bank has vacation, sick leave policies to its employees. The bank also

establishes the policy in which women employees are able to go to the office late by 1 hour

or early by 1 hour in order to take care for her babies. During the employees‟ birthday, the

bank gives VND 300,000 to the employees as birthday gifts. However, all these policies

are being applied also in other banks and it is general policies for the employees. In the

contrast, there are no evaluation which is made in case of Agribank in order to evaluate

other aspects of work-life balance such as how the bank‟s support mechanism is given to

the employees. In addition, human resource status report in Agribank shows that the

percentage of staff turnover rate is increasing over the last 3 years. The staff turnover rate

in 2015, 2016, and 2017 are 5.6%, 7.7%, and 9.1%. It is the alert to human resource

managers in Agribank since its staff turnover rate in 2017 is 9.1% and it is even higher

than the average staff turnover rate in Vietnam‟s banking system which is about 8.8%.

From the statement of research problem, the researcher proposes some research

objectives in this dissertation:

- To determine the factors affecting work-life balance of Agribank‟s employees.

- To propose managerial recommendations to effectively manage human

resources in the way of maintaining the balance between personal life and working in

Agribank.

To fulfill these research objectives, some research questions must be answered:

- What is the current status of human resource management in Agribank?

- What are the quantified effects of the factors on work-life balance of Agribank‟s

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employees?

- Which factor has highest effect on work-life balance of Agribank‟s employees?

- What are the managerial recommendations to effectively manage human

resources in the way of maintaining the balance between personal life and working in

Agribank?

3. Scope of the study

Content: This dissertation is about work-life balance of the employees who are

working in head office of Agribank in Hanoi and how it is influenced by the factors.

Location: The employees who are participated into the survey process are now

working in Agribank‟s headquarter in Hanoi.

Time: The survey is conducted within November and December 2018.

4. Significance

This dissertation is developed with expected outcomes. The first expectation is that

this dissertation employs mixed method with both quantitative and qualitative method to be

adopted in order to evaluate current human resource management in Agribank and how its

effectiveness in maintaining work-life balance for the employees. It allows human resource

managers in Agribank to shape their policies in more proficient way, to reduce the stress at

workplace, and to boost the employees‟ productivity. The second expectation of this

dissertation is that it consolidates previous theories and empirical evidences related to the

studied topic and therefore other researchers get the benefits from reading this dissertation.

Furthermore, other researchers can utilize this dissertation‟s quantitative outcome to

compare with their studies and therefore generating empirical contrasts and differences.

5. Structure of the thesis statements

This dissertation is developed with three chapters beside of introduction and

conclusion section. In the introduction section, the researcher provides some background

information about Agribank which is a cases study of this dissertation. Problem statement

is proposed along with respective research objectives and research questions. The

researcher also proposes what the scope of work and how expected values of this

dissertation.

In the first chapter, the researcher explores different concepts related to employee

behavior and work-life balance. Related theories and empirical evidences are both

collected and put into theoretical reviews. The most important part of Chapter 1 is to

choose the factors affecting on work-life balance of the employees. The researcher would

also like to propose the right research methodology in this chapter. It includes the

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measurement of chosen variables, how the questionnaire is designed and how the survey

process is implemented, what the target respondent and appropriate sample size is, and

what the data analysis techniques that will be employed after primary data is collected.

In the second chapter, the results which are obtained from data analysis process are

put into the discussion. The researcher firstly explores demographic characteristics of the

respondents who are participated into the survey process. Then, the respondents‟ attitudes

towards each questionnaire‟s statement is analyzed through descriptive statistics.

Reliability test and explanatory factor analysis are both employed in this dissertation.

ANOVA analysis and multiple linear regression are utilized in order to understand deeply

about causal relationship among variables.

In the third chapter, the researcher consolidates key findings from previous

chapters. The empirical evidence which is obtained in Chapter 2 are compared with

previous empirical evidences from other researchers.

The last section is conclusion and it refers to managerial advices. Limitations of the

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study are highlighted and how these limitations are addressed in future researches.

CHAPTER 1: LITERATURE REVIEW AND THEORETICAL MODEL

1.1. Introduction

In this chapter, the concept of work-life balance is explored. It is addressed that

different researchers do have different conceptualization about work-life balance;

therefore, it posts the requirement of collecting some available definitions to better

understand this key term. The second part of this chapter is to highlight the factors

influencing work-life balance. Chosen factors are proposed in subsection and the

relationship between each factor and work-life balance is put into a hypothesis.

1.2. Work-life balance concept

1.2.1. Work-life balance definitions Work-life balance is defined by many researchers before. According to Greenbatt

(2002), work-life balance is perceived as the absence of conflicts between work-related

and non-work related demands. Another definition for work-life balance is provided by

Greenhaus and Powell (2003) whether it refers to the circumstance in which the employees

satisfy with both family roles and work roles. In the contrast, when the employees

dissatisfy with these two roles, work-life imbalance is happened. Grzywacz and Carlson

(2007) define work-life balance as the level of the frequency in which the employees‟

works are interfered by their family works and vice versa. Voydanoff (2005) indicates that

work-life balance is obtained when the work resources fulfill family demands and family

resources are fit with work demands. The understanding of work-life balance is also done

through the examination of work-life conflict. Shelton (2006) asserts that work-life conflict

is formulated when the employees are struggling with the pressure from one role and such

pressure dominates other roles. Alam et al. (2009) propose that work-life conflict is

happened when the employees‟ demand of one domain is over other domains and such

conflict decreases both work and life quality. In this dissertation, work-life balance is

defined as the less number of conflicts among the work-related and non-work related

demands of the employees.

Regarding to work-life balance, there is a related theory, namely the balance theory

(Kumarasamy et al., 2015). Balance theory is developed and proposed by Heider (1946)

and it highlights that when a person recognizes a set of benefits from a system, his or her

behavior is to maintain a balance among the elements existed in this system. According to

Dundas (2008), work-life balance is explained well by balance theory in which the

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employees consider that their paid work and the important aspects of their life are

cognitive elements and therefore the employees target to maintain the balance state among

these elements.

1.2.2. Work-life balance benefits It is asserted that the concentration and proper setup in work-life balance allows the

firms to achieve some core benefits in human resource management and in business

performance. Lazar et al. (2010) identify the benefits of work-life balances towards the

firms and the employees and they summary these benefits as in the figure below. In more

detail, when the firms apply effective work-life balance policies, they gain the benefits of

reducing absenteeism and lateness, improving productivity, enhancing organizational

image, increasing employee loyalty and commitment, increasing retention of valuable

employees, and reducing staff turnover rates. In the employee position, work-life balance

allows them to gain a greater sense of job security, higher job satisfaction level, reduction

of job stress, better physical and mental condition, and enhancement of control over work-

life environment. It is translated to the fact that better quality in work-life balance reduces

stressful to the employees and it also reduces the probability of employees‟ absence or

coming to the office later due to personal issues. The employees who can balance between

work and life contexts are able to perform better in workplace and they can increase job

productivity. Furthermore, when the employees receive better work-life balance, they do

not need to find other jobs compared to the employees who cannot balance between work

and life context. It is associated with higher employee commitment towards the

organization. It is also identified that work-life balance helps the employees to reach higher

job satisfaction. In the contrast, job dissatisfaction happens when the employees cannot

balance personal life and work life. In addition, imbalance work-life balance decreases

perceived job security of the employees since they are less performance in the eyes of the

supervisors and it reduces their opportunities for higher job position or promotional

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context.

Benefits to

the firms

Benefits to

the

employees

Figure 1: The benefits of work-life balance to the firms and the employees

Source: Lazar et al. (2010)

Empirical evidences from previous works confirm that work-life balance has

significant relation with job satisfaction of the employees. Empirical evidence from Malik

et al. (2014) confirms that work-life balance has positive effect to job satisfaction of the

employees who are working in business schools in Pakistan. Moreover, Malik et al. (2014)

identify that when the employees are received higher job benefits, they are more balance

between work and life perspectives. Meenakshi et al. (2013) highlight that when the

employees face up with work-life imbalance, their ability to fulfill the job requirements is

decreased and the job performance is not in expected level. According to Garg and

Yajurvedi (2016), poor work-life practices increase job turnover intention and it affects

significantly to the employees‟ asterism.

1.2.3. Work-life balance measurement The measurement of work-life balance is important aspect to both of human

resource manager and the researchers in this area (Poulose and Sudarsan, 2014). Generally

,previous researchers develop a measurement scale to measure work-life balance.

According to Greenhaus and Beautell (1985), work-life balance is measured through

different types of conflicts and they are conflicts related to the employee behavior, time,

and constraint. Behavior constraint is generated when the employees‟ specific behavior is

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applicable for one job role but it is not suitable to another job role. Time constraint refers

to the situation of the time to fulfill one job role is not suitable to fulfill other job roles.

Strain constraint is determined as psychological strain of the employees within on job role.

Greenhaus and Beautell (1985) assert the hypotheses of which any factors that affect to

behavior, time, and constraint in specific job role lead to work-life conflict. Marshall and

Barnett (1993) propose another scale to measure work-life balance with four factors,

including work-family gains, work-family strains, work-parenting gains, and work-

parenting strains. Among these factors, work-family gains and work-parenting gains are

both considered as having positive effect to work-life balance of the employees while

work-family strains and work-parenting strains have negative effect to work-life balance.

Clark (2001) provides five different scales to measure work-life balance, including

satisfaction at work, satisfaction at home, employee citizenship, the conflicts between

different roles, and family functioning. Fisher (2001) develops a measurement scale with

four items, namely time, the behavior at workplace of an individual, relevant energy to

employee in order to fulfill assigned tasks, and the conflicts between inter-roles. Based on

the review of work-life balance measurement, the researcher concludes that work-life

balance can be measured through its determinants in an linear equation as below:

The equation above shows that work-life balance is depended on its determinants

such as work-family gains, work-family strains, work-parenting gains, work-parenting

strains, satisfaction at work, satisfaction at home, employee citizenship, the conflicts

between different roles, and family functioning, etc. Different researchers may provide or

identify different determinants of work-life balance and it is depended on the research

circumstances.

1.2.4. Factors influencing work-life balance 1.2.4.1. Organizational support Organizational support gains much attention among the researchers in the studied

field of psychology and human resource management (Eisenberger et al., 2004). It is

defined as the level of which the employees perceive that their managers or their

employers to recognize their contribution to the organizations (Aube et al., 2007).

Organizational support also includes supervisor support. Empirical evidence from Mas-

Machuba et al. (2016) confirms that when the supervisors decentralize their decision

making process, their employees feel more comfortable at the workplace. Russo et al.

(2015) acclaim that supervisor support positively influences on work-life balance of the

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employees throughout their action of implementing the regulations related to the

employees‟ roles. However, there are also empirical evidences in which the relation

between supervisor support and work-life balance is not supported. Wu et al. (2013)

compare the impacts of two factors on work-life balance of the employees and these

factors are supervisor support and pleasant working environment. Wu et al. (2013) identify

that supervisor support does not influence on work-life balance of the employees but

please working environment. Another empirical evidence which is provided by Au and

Ahmed (2016) also confirms that work-life balance is not influenced by supervisor

support.

Co-worker support is the second facet of organizational support and it influences on

work-life balance of the employees. In fact, co-worker support is different to supervisor

support due to co-worker works laterally and no right to command (Wong et al., 2017).

Empirical evidence from Valcour et al. (2011) confirms that co-worker impacts positively

on work-life balance of the employees through the fact that co-worker provides work-life

supports to each other. Wong et al. (2017) consider co-worker is the bridge to connect

work and non-work domain and this factor strengthens of work-life balance of the

employees. Moreover, the impact of co-worker support on work-life balance is shown

through instrumental and emotional form (Russo et al., 2015). The first form in co-worker

support is instrumental and it is perceived as tangible supports from co-worker or the

employees can provide job support to each other in case of personal issues. The second

form is emotional and it refers to the co-workers often exchange or share their opinions

with others in order to get better solutions in both work and non-work domain. According

to Ducharme and Martin (2000), co-worker plays prominent role in job outcome and it is

key factor that explains job satisfaction of the employees.

1.2.4.2. Flexible working arrangement The influence of flexible working arrangement on work-life balance of the

employees is put into the discussion. It is notable that flexible working arrangement helps

to boost the employees‟ productivity as well as strengthening work-life balance status

(Sivatte et al., 2015). Empirical evidence from Ariffin et al. (2016) confirms two roles of

different working arrangement. The first arrangement is flexible working arrangement and

it contributes to work-life balance of the employees while the second arrangement refer to

long working arrangement and it makes the employees feel satisfaction in self-esteem.

Subramaniam et al. (2013) confirm that flexible working arrangement leads to higher job

autonomy and job autonomy has positive influence on the reduction of work-life conflicts.

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However, Baral and Bhargava (2010) obtain contradicted result in their empirical study in

which flexible working arrangement does not induce for the reduction of work-family

issues.

1.2.4.3. Technology advancement Technology advancement refers to the application of new technologies into

workplace and it is considered as one of the main factors that impacts significantly on both

work and personal life of people (Kumarasamy et al., 2015). When the firms apply new

technologies, the employees gain the benefit of more flexibility in term of when and where

to work (Lester, 1999). Furthermore, advanced technologies allow the employees to access

to work all times (Lester, 1999). In the contrast, Stephens et al. (2007) identify that recent

development in communication technologies reduce flexibility in personal life and it even

create the difficulty to maintain work-life balance. An empirical evidence which is

provided by Stawarx et al. (2013) confirms that electronic tablet reduces work-life balance

of users. Waller and Ragsdell (2012) identify that email is advanced communication

technology and it is widely used in entire businesses but downside of using this technology

is that it makes the employees harder to balance between work and personal life.

1.2.4.4. Job stress Job stress is defined as the combination of factors that cause the disturbance to the

employees in workplace and the disturbance is happened in both of physical and

psychological aspect (Sultan et al., 2016). Empirical evidence from Jamal (1984)

highlights that high job stress leads to lower job performance from the employees.

Moreover, job stress also affects to work-life balance of the employees (Rizwan et al.,

2013; Younas et al., 2013; Jamal and Baba, 2000). Hobfoll (2004) conducts the interviews

with experienced employees and it is identified that stressful job is explained by the gap

between the employees‟ expectations and the job requirements and higher gap leads to

work-life imbalance. Sale and Kerr (2001) indicate that job stress leads to higher job

dissatisfaction and formulates work-life imbalance. Moreover, job stress level is measured

under specific working conditions, including working with high speed and working under

tight deadline (Green and McIntosh, 2001). When the employees work under this

conditions, they are likely to be stressed out and it could lead to work-life imbalance

(Clutterbuck, 2003).

1.2.4.5. Communication with the employees on workplace’s issues According to Lockwood (2003), communication with the employees about the

issues in the workplace is important since the firms do not achieve desired results from

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work-life benefits if their employees are not communicate and informed about the

programs. Empirical evidence from Walker (2012) highlights that when the employees are

received good communication, they are likely motivated. Therefore, the managers should

open formal and information communication with their staffs. Winkler (2010) identifies

that a healthy work-life balance is obtained when there is cooperation in the firms. It is

noted that good cooperation is achieved through proper communication and it helps to

further improve employee relations and employee loyalty (Winkler, 2010).

Rathee and Bhuntel (2018) explored factors affecting work-life balance of

women in education sector. They applied quantitative research method with primary

data to be collected from questionnaire with 213 female respondents. They

identified that 9 main factors related to work-life balance level, including stress

level, challenges which hinder the work life balance, work life balance, satisfaction,

health problems, environment, problems of work life balance, attitude towards

work, time management.

Agha et al. (2016) identified the relationship between work life balance,

teaching satisfaction and job satisfaction. Questionnaire was distributed for the

collection of data in the public and private higher education institutions for teacher

in Oman. Structured equation modelling was used. A research model was

conceptualized based on the finding, work life balance affects organization

commitment, employee loyalty and job satisfaction. Also, found that teaching

satisfaction had a positive relationship with job satisfaction.

Zaheer et al. (2016) investigated the level of the occupational stress among

females, work life balance and assess the relationship between occupational stress

and work life balance amid female faculties in the central university Delhi. 120

respondents were selected for the sample size. Questionnaire was given to the

respondent for the data collection. Correlation analysis techniques was used to

understand the relationship between occupational stress and work life balance. The

study found that correlation analysis identified a strong positive relationship

between occupational stress and work life imbalance of female faculty in central

universities of Delhi.

Tressa and Manisha (2016) explored the work life balance and stress level of

KV school female‟s teachers. Questionnaire was distributed to the female teachers

12

1.3. Related empirical evidences

of primary school. The study found that there was a stress-free environment,

obligations and responsibilities of work life balance for the teaching professionals.

Also, found that the employers of the institution to flexible working strategies and

better working conditions.

Samuel and Mahalingam (2016) identified individual factors demographic

and level of work life balance and how it influences the overall work life balance of

female facilities. A sample size of 200 was chosen for the data collection. Statistical

tools were used like the Chisquare test and ANOVA for the data analysis and

interpretation. The findings of the study reveal that in the engineering colleges

female faculties were in stress due to the continuous work and they face problems in

balancing with their personal life and professional life. Also found that female

faculties face lots of problem in the engineering college as compared to arts and

science faculties in other colleges.

Smith and Gardner (2007) examined work-life balance using a sample of 153

employees in a large New Zealand organization. Analysis of company policies

identified sixteen WLB initiatives currently being offered. Employees were

surveyed to determine the extent of their awareness and use of currently offered

initiatives. Factors influencing WLB initiative use and employee outcomes for

initiative use were investigated. Female employees and younger employees used

more WLB initiatives while employees reporting higher levels of management

support and supervisor support, and perceiving fewer career damage and time

demands also used more WLB initiatives. No support was found for the role of

coworker support on WLB initiative use. Initiative use was related to reduced work-

to-family conflict. Work-to-family conflict,

family-to-work conflict, and

commitment to the organization were related to intention to turnover. The results

highlight the importance of workplace culture in enabling an environment that is

supportive of WLB and consequently use of initiatives that are offered by the

organization.

Kaushik et al. (2014) iscussed various issues like gender stereotype, gender

discrimination and sexual harassment in the context of Indian environment. A

structured questionnaire was developed to collect primary data from 500 firms in

13

India. The respondents in present study have been taken mainly from service sector,

manufacturing sector and education sector. The data collected through questionnaire

was coded and tabulated keeping in context with the objective of the study and was

analyzed by calculating frequencies, factor analysis and one-way analysis of

variance. Analysis indicated that though age and level of management has no

significant effect on these factors but male and female respondents differ

significantly on their opinion regarding these issues.

Sigroha (2014) ompared the employee‟s perception regarding impact and

measures how to improve the work life balance facility of working women. A

sample size of 400 respondents was collected for the data collection. One-way

ANOVA was used for the data analysis and interpretation. The study found that

there was a significant difference in the employees‟ perception regarding the impact

of the child care facility, flexible working hours. Also, found that imbalance of the

health issues of the women.

Saranya and Gokulakrishan (2013) contributed the depression, psychological

stress, imbalance and importance of female work life balance. Empirical study was

conducted through questionnaire method for the data analysis. The study found a

positive association between work life balance, imbalance in the contexts of

depression and psychological stress.

Santhi & Sundar (2012) identified the level of satisfaction, factors and

overall work life balance of women employees. A Sample size of the study was

350. The study found that work life balance programs implemented satisfaction

level on the employees. Also, found that the ranking of the dimensions influencing

work life are as follows: child care, support system, benefits, recreation, work

environment factors in attaining the professional and personal life of the employees.

1.4. Overview of Vietnamese banking system and Agribank

banking model to modern model with the development and the operations of

different banking businesses (Tran et al., 2015). Currently, the system of credit

institutions of Vietnam consists of banks, non-bank credit institutions, micro-

14

1.4.1. Overview of Vietnamese banking system The banking industry in Vietnam has been transformed from old mono-

finance institutions, the branches of foreign banks, and representative offices. Banks

play the most important role in Vietnam banking system in which commercial

banks plays the prominent role of mobilizing funds and issuing loans to different

economic entities. Currently, there are 4 state-owned commercial banks, 31 joint-

stock commercial banks, and 9 wholly foreign-owned banks (State Bank of

Vietnam, 2018).

Vietnam banking system gains tremendous development. The World Bank

(2018) indicates that Vietnam is among ASEAN‟s countries having high domestic

credit provided by financial sector as share of GDP. From 2013 to 2017, domestic

credit provided by financial sector is increased from 104.91% to 140.06%. Vietnam

is only after Thailand (167.35%) and higher than Singapore (129.55%). Moreover,

Vietnam has highest domestic credit to private sector by banks as share of GDP and

it is stood at 130.67% in 2017 and this number is higher than Singapore (128.21%)

and Thailand (11.62%). Credit growth rate in overall banking system of the country

is about 18% in 2017 (The Reuter, 2018).

Table 2: Domestic credit provided by financial sector (% of GDP)

Country

2013

2014

2015

2016

2017

12.02

18.37

25.52

39.95

35.48

Brunei

33.84

46.84

55.67

65.12

71.06

Cambodia

22.72

26.75

28.94

33.27

39.30

Myanmar

50.90

51.90

55.86

59.01

63.49

Philippines

94.68

110.23

124.79

116.53

129.55

Singapore

155.86

159.76

167.17

170.73

167.35

Thailand

104.91

108.23

113.77

128.35

140.06

Vietnam

Source: The World Bank (2018)

Given to the development of Vietnam banking system, it is notable that the

market is still being dominated by state-owned commercial banks. According to

Vietcombank Securities (2017), the market shares of state-owned commercial banks

in saving and lending market are 49.3% and 47.7% respectively. Currently, there

are 4 state-owned commercial banks, including Vietnam Bank for Agriculture and

15

Rural Development (Agribank), Global Petro Sole Member Limited Commercial

Bank, Ocean Commercial One Member Limited Liability Bank, and Construction

Commercial One Member Limited Liability Bank. Among these 4 banks, Agribank

has largest charter capital which is stood at VND 30,377 billion and this bank has

942 branches and transaction offices. Other state-owned commercial banks are very

small business scale and they are joint-stock commercial banks but are transformed

and being managed by State Bank of Vietnam due to poor business performance.

facilitate agriculture development of the country. The bank also provides lending

products and services to household sector in 1991 and it also provides the support to

poor people. As of now, Agribank is ranked as one of 10 largest enterprises in

Vietnam (Agribank, 2018). Total outstanding loans of the bank is nearly VND 900

trillion in which 74% of total outstanding loans is to agriculture and rural areas. The

profit of the bank is recorded at VND 5,081 billion in 2017 and it is increased

nearly 17% compared to 2016. Agribank is also one of the first bank in Vietnam

which has banking activities outside of Vietnam, showing through the fact that the

bank establishes its branch in Cambodia in 2010. There are also 837 banks that have

correspondent relationships with Agribank and cross-border payment is opened

between Agribank and other banks from China, Laos, and Cambodia.

1.4.2. Overview of Agribank Agribank is established in 1988 with the objective of providing credit to

1.5. Research model and research hypothesis

The previous section provides empirical discussion about the factors influencing on

work-life balance of the employees. It helps the researcher to reveal 5 factors that could

impact on work-life balance of Agribank‟s employees, including organizational support,

flexible working arrangement, technology advancement, job stress, and communication

with the employees on workplace issues. In this context, a research model is proposed in

which work-life balance plays the role of dependent variable while those factors are

independent variables. It is asserted that there are many research models which are

developed to address the key determinants of work-life balance.

There are some research models which are developed and proposed by other

researchers. However, these models do not reflect all important factors affecting to work-

16

life balance in the banks. For example, Giorgi et al. (2017) provide a research model to

measure the effects of factors on work-life balance in banking sector but these researchers

only focus on job stress factors. Oludayo et al. (2015) develop a study of multiple work-

life balance initiatives in banking industry in Nigeria and they propose two factors

affecting to work-life balance, including work arrangement and leave initiatives but these

two factors do not have significant effect to work-life balance in regression analysis result.

Hafiz (2017) examines work-life balance among female employees in banking industry

and this researcher only focuses on the difference of demographic characteristics that cause

the different perception of work-life balance. Obiageli et al. (2015) provide a study about

work-life balance and employee performance in banking sector and they focus only on

leave policy and related factors which are not sufficient for full aspect of work-life

balance. Doshi (2014) provides a research model in which work-life balance is affected by

working hours, working pressure, flexible working arrangements, job nature, career

opportunity, and productivity but they do not measure the effect of these factors to work-

life balance itself. It is concluded that previous researcher do not provide a comprehensive

research model to measure the effects of factors to work-life balance.

In the case study of Agribank, it is asserted that organizational support, flexible

working arrangement, technology advancement, job stress, and communication with the

employees on workplace issues are chosen factors and they are relevant to the bank‟s

current situation. The researcher does not grab compensation factor because of the bank

employees receive good salary package. Organizational support is chosen because of

Agribank is formulated from state-owned management and therefore the gap between the

managers and the staffs is high with old management model in which the employees are

fear to ask the managers and wish for their supports. Flexible working environment is

chosen since it is a new trend in modern working environment. The global survey from EY

(2018) shows that flexible working environment is one of the top concern about work-life

balance. Agribank‟s employees are now working for 8 hours per day, from 8am to 5pm

and there is no special policy to be applied in the bank. However, when the employees are

busy with their family-related tasks, they may come to the office late and therefore it is

proper to setup flexible working arrangement. Technology advancement is the third factor

and it is reasonable since Vietnamese banking industry is now being explored by modern

banking model from fintech companies. Moreover, the application of technologies allow

the employees to reduce the time spent at specific task and therefore they can finish the

task and leave the office on time. The fourth factor is job stress and it is the factor that is in

17

the focus of previous researchers. Obviously, when job stress level is high, it affects to the

employees in both physical and mental way. The last factor is the communication about

workplace issues. In fact, the communication in Agribank is poor since the employees are

still following the culture of silent and they are rarely to speak out the truth.

The relationship between work-life balance and 5 factors (organizational support,

flexible working arrangement, technology advancement, job stress, and communication

H1

Organizational support

H2

Flexible working arrangement

H3

Technology advancement

Work-life balance

H4

Job stress

H5

Communication with the employees on workplace‟s issues

with the employees on workplace issues) is direct as below:

Figure 2: Proposed research model

Source: Developed and proposed by the researcher (2018)

From proposed research model, there are 3 research hypotheses:

H1: Organizational support influences positively on work-life balance of

Agribank‟s employees.

H2: Flexible working arrangement influences positively on work-life balance of

Agribank‟s employees.

H3: Technology advancement influences positively on work-life balance of

Agribank‟s employees.

18

H4: Job stress influences positively on work-life balance of Agribank‟s employees.

H5: Communication with the employees on workplace‟s issues influences

positively on work-life balance of Agribank‟s employees.

1.5. Conclusion

In this chapter, the researcher identifies the definitions for work-life balance.

Moreover, the researcher points out work-life balance is depended on how organizational

support, flexible working arrangement, and technology advancement. A research model is

19

developed with respective research hypotheses.

CHAPTER 2: RESEARCH METHODOLOGY

2.1. Research methodology

Research methodology is important component of academic researches and the

researchers often apply onion research framework (Saunders et al., 2016). The research

onion framework is a research structure in which it consists of many layers, including

research philosophy, research approach, research strategy, research method, and data

collection (Saunders et al., 2016).

Figure 3: The research onion

Source: Saunders et al. (2016)

The first layer of research onion framework is research philosophy and it refers to

the researchers‟ belief in which their studies to be developed and social phenomenon are

analyzed (Li, 2015). There are four research philosophies, including positivism,

interpretivism, realism, and pragmatism (Saunders et al., 2016). Among these research

philosophies, positivism reflects the researchers‟ belief in which social phenomenon is

studied by value-free way and researched outcomes are obtained through objective stances

(Aliyu et al., 2015). Positivism research philosophy is chosen due to some reasons. The

first reason is that it is applied in the studies to which causal relationship among variables

is measured. The second reason is that positivism provides objective viewpoints about

social phenomenon and the conclusion is less biased by personal point of view from

20

interpretivism, realism, and pragmatism

The second layer of research onion framework is research approach which is

characterized by deductive and inductive (Saunders et al., 2016). Research approach is

defined as a studying workflow and deductive has different workflow compared to

inductive. According to Walliman (2017), deductive approach is a process of mapping

research problems with existing theories and concepts and the researchers validate applied

theories in certain circumstances. In the contrast, inductive research approach is developed

without existing theories and the researchers aim to develop a new theory based on their

actual observation (Walliman, 2017). In this study, deductive approach is chosen due to

some reasons. The first reason is that the researcher would like to adopt existing theories

related to work-life balance in order to identify key influent factors and then measuring the

effects of these factors to work-life balance of the employees in Agribank. The process of

applying and validating existing theory is associated with deductive approach. The second

reason is that inductive approach is utilized when there is small sample of the subject. The

subject of the study is Agribank‟s employees and this bank has high number of workforce

in Vietnam banking system. To achieve desired outcome, work-life balance of Agribank‟s

employees should be convey in adequate sample size in which deductive approach is better

Problem Statement

Literature Review

Quantified questionnaire

Pre-test

Data analysis

Research Finding

Discussion

Conclusion & Recommendations

compared to inductive approach.

21

Figure 4: Deductive approach applied in the study

Source: Conducted by the researcher (2018)

The third layer of research onion framework is research strategy. There are many

research strategies such as experiment, survey, case study, action research, grounded

theory, ethnography, and archival research (Saunders et al., 2016). In this study, survey is

chosen as research strategy. Survey strategy is defined as the process of collecting relevant

data from the subjects that are linked with the researched fields (Reis and Judd, 2014). The

reason of choosing survey strategy is that it allows the researcher to collect the information

from large sample. Survey strategy is also utilized in the studies with hypothesis

validation.

The fourth layer of research onion framework is research method. According to

Saunders et al. (2016), there are three research methods, namely qualitative and

quantitative and mixed method. Quantitative method is adopted in this study and it is

perceived as the process of collecting and analyzing numerical data through statistical

treatments (Biggam, 2018). The reason of not selecting qualitative method is that it creates

the biases in the researched outcomes due to qualitative method requires subjective

assessment from the researcher. Moreover, the key part of this study is to reveal causal

relationship between work-life balance of Agribank‟s employees and its antecedents,

including organizational support, flexible working arrangement, and technology

advancement. Causal relationship is revealed through multiple linear regression which is

part of quantitative assessment.

The last layer of research onion framework refers to what the data to be collected.

In academic studies, the researchers collect either primary data or secondary data or both

(Saunders et al., 2016). Primary data refers to the information which is not prepared and

collected by anyone before while secondary data is appeared in published reports and

documents (Srivastava and Rego, 2016). In this study, primary data is collected from a

survey process in which the questionnaire is developed, piloted, and sent to Agribank‟s

employees. Beside of primary data, secondary data is also collected and it is the contents

which are taken from books and journals about work-life balance in social sciences.

Another secondary data is taken from the internal reports of Agribank and it helps the

researcher to validate key findings which are extracted from primary data.

2.2. Research design process

2.2..1. Questionnaire design

A questionnaire is designed to collect primary data. The structure of the

22

questionnaire includes two sections. The first section is developed to collect general

information of Agribank‟s employees, including gender, age, education level, marital

status, job position level, time of working for Agribank, and having children or not.

Table 3: The format of the first section of the questionnaire

Factor Item

Gender  Male  Female

 Less than 30  41-50 Age  31-40  More than 50

Education Level  Post graduate  Graduate

Marital Status  Single  Married

 Non-managerial Job Position Level  Managerial position position

Time of Working for  12-24 months  36-48 months

Agribank  24-36 months  More than 48 months

Having Children(s) or  Yes  No not

Source: Conducted by the researcher (2018)

The second section is developed to collect the respondents‟ evaluation towards

predetermined statements. Each statement is represented for each factor used in the

research model. The researcher expects to collect numerical data from the questionnaire

and therefore, a Likert scale is utilized. Likert scale includes five points with the value is

ranged from 1 to 5 and the lower value means the lower agreement or the disagreement of

the respondents. In more detail, 1 is indicated for „Strongly Disagree‟, 2 is indicated for

„Disagree‟, 3 is indicated for „Neutral‟, 4 is indicated for „Agree‟, and 5 is indicated for

„Strongly Agree‟.

Table 4: The format of the second section of the questionnaire

Factor Item Source

In my organization specific WLB policy has been

established documented

The organization provides family – friendly policies Work-life Swarnalatha that help me to fulfill family commitments. balance (2013) Various unique programs are offered by the

organization to the employees for maintaining WLB.

23

Employees are expected to attend training programs for

Factor Item Source

WLB conducted inside and outside the organization

Help is available from my organization when I have

problems supporting the elderly and children

My organization really cares about my well-being

My organization is willing to help me if I need a special Organizational Zheng and Wu favor at work support (2018) My organization is willing to help me if I need a special

favor in daily life

My organization allows me work at home on family

problems

Flexible working arrangements help me balance life

commitments

Flexible work options do not suit me because they tend

to make me feel disconnected from the workplace

Working shorter hours would negatively impact on my

career progress within the organization

Working more flexible hours is essential for me in

order to attend to family responsibilities

Flexible working arrangements are essential for me in Flexible order to be able to deal with other interests and working Albion (2004) responsibilities outside work arrangement Flexible working arrangements enable me to focus

more on the job when I am at the workplace

People using flexible working arrangements often miss

important work events or communications, such as staff

meetings, training sessions, important notices, etc.

Supervisors at my workplace react negatively to people

using flexible working arrangements

Other people at my workplace react negatively to

people using flexible working arrangements

Technology Because of technology, I find it hard to switch off from First Technology

24

advancement work when I am at home or out with friends/family Scotland (2015)

Factor Item Source

Using technology to stay connected to work out with

my working hours has a negative impact on my life

Technology allows me to work more flexibly which has

a positive effect on my stress levels

I feel anxious when I cannot access technology to check

messages for work purposes

Using technology for social contact during the working

day helps me cope better with pressures at work

I find it difficult to control the amount of time I spend

using technology for work purposes out with my

working hours

I would like my employer to take measures to prevent

the overuse of technology for work purposes

I am overworked and have neglected my family

responsibilities due to inability to reject my co-workers

and managers Maurya et al. Job stress I believe that if my work was less complex I would do (2015) it better

I believe that I would concentrate better on my job if I

worked from a different workstation from time to time

Management communication with employees on

issues affecting their work-life balance

The management provides feedback to staff Communication Njeri (2014) concerns on work-life balance

Detailed management explanation of work

assignments and non-work assignments

Source: Conducted by the researcher (2018)

2.2.2. Sample

Sample size for the survey is decided upon on what sampling technique is. It is

perceived that adequate sample size allows the researchers to obtain more meaningful

findings (Saunders et al., 2016). There are two different sampling techniques, including

25

probability sampling and non-probability sampling (Alvi, 2016). In this dissertation,

probability sampling is chosen due to the population is clearly defined as total workforces

of Agribank. When selecting probability sampling technique, each employee in Agribank

receives equal selection and it helps the researcher to avoid systematic errors or biases in

the results due to wrong selection. It is notable that probability sampling technique is

conducted with random selection.

There are several ways to determine appropriate sample size. In the first hand, the

sample size is determined upon on rule of sampling. Rule of 100 indicates that the sample

size must be from 100 respondents (Kline, 1979) and there are rule of 150 (Hutcheson and

Sofroniou, 1999), rule of 200 (Guilford, 1954), rule of 250 (Cattell, 1978), rule of 300

(Garson, 2008), and rule of 500 (Comrey and Lee, 1992). According to Hair et al. (2010), a

sample size of 100-400 is suggested. Comrey and Lee (1992) assert that 100 is poor sample

size, 200 is fair sample size, and more than 300 is good sample size. In this context, the

researcher decides the sample size at 300 respondents. The respondents are Agribank‟s

employees and the researcher only selects those who have more than 12 months of working

for the bank.

2.2.3. Pilot study

Pilot study is conducted to ensure that developed measurement scale is

understandable, the wordings are correct, the instruction to fulfill the questionnaire is easy,

and the possibility of adding more items and/or removing existing items (Kumar et al.,

2013). In this dissertation, developed measurement items are put into pilot study with the

participation of five volunteers who are Agribank‟s employees. They are asked to evaluate

the questionnaire in order to ensure that the questionnaire is good before officially sending

to respective respondents.

2.2.4. Data analysis

After quantitative method is selected and primary data is collected, the researcher

applies some data analysis techniques, including frequency analysis, descriptive statistics,

reliability test, explanatory factor analysis, ANOVA analysis, and multiple linear

regression.

Frequency analysis helps the researcher to understand demographic characteristics

of the respondents. This data analysis technique is fundamental and it counts how many

respondents each aspect of a demographic variable as well as calculating the share of this

group in total sample size.

Descriptive statistics provides two important statistical indexes, including mean

26

value and standard deviation. Mean value provides central tendency in the respondents‟

answers while standard deviation provides how the trustfulness in their answers. Using

mean value, the researcher understands what the respondents‟ attitudes by comparing mean

value with two thresholds in which if mean value is less than 2.5, the respondents disagree

with a statement; if mean value is higher than 3.5, the respondents agree with a statement;

and if mean value is between 2.5 and 3.5, the respondents are neither agreeing nor

disagreeing with a statement. The researcher compares standard deviation with 1.0 and if

the value of standard deviation is less than 1.0, the respondents provide true answer and

vice versa.

Reliability test is conducted to measure the reliability level of the survey‟s scale.

Overall reliability level is measured through Cronbach‟s alpha and it is calculated by

following equation:

̅ ̅ ̅

Where:

 : Number of items

 ̅: Average covariance between items

 ̅: Average variance

Minimum standard value of this index is 0.6. It means that each factor must have

Cronbach‟s alpha from 0.6 and above. In addition, reliability test requires to check the

value of Corrected Item-Total Correlation of each item with minimum value is 0.3 and

Cronbach‟s alpha if one item is deleted. It is noted that when one item is deleted, new

Cronbach‟s alpha value is lower than original Cronbach‟s alpha.

Explanatory factor analysis is applied to verify the proposed research model in

previous section. EFA is a statistical data analysis and it is applied when KMO value

higher than 0.5 and Bartlett‟s Test is statistically significant at 95% of confidence level. In

case of both meeting the requirements of KMO and Bartlett‟s Test, the new components

are extracted and the number of new components is decided through initial eigenvalue of

each component. If one component has initial eigenvalue higher than 1.0, this component

is selected and vice versa. All selected components must have total variance explained

level from 50%. In addition, the researcher obtains the structure of each component in the

component matrix and this matrix is optimized through Varimax rotation technique. It is

denoted that each item in the component matrix or the rotated component matrix must have

27

factor loading value higher than 0.5.

ANOVA analysis is adopted in this study in order to evaluate how the

demographical differences lead to different evaluation of the respondents towards work-

life balance, organizational support, flexible working arrangement, and technology

advancement. For demographic variable with two dimensions, Independent Sample T-Test

is applied. For demographic variable with more than two dimensions, One-Way ANOVA

is utilized. In both case, of statistical test returns p-value less than 0.05, the respondents

who have different demographic characteristics do have different evaluation towards

selected factors.

Figure 5: Linear regression equation

Multiple linear regression is the last data analysis technique. It is developed to

measure causal relationship between dependent and independent variable. In this

dissertation, dependent variable is work-life balance of Agribank‟s employees and

independent variables are organizational support, flexible working arrangement, and

technology advancement. Overall explanation of independent variables to work-life

balance Agribank‟s employees is expressed through Adjusted R-Square. Moreover, each

independent variable affects to work-life balance and it is quantified through Beta value. T-

Test is utilized to ensure that Beta value is significant.

2.3. Conclusion

In this chapter, The researcher also proposes research methodology through

research onion framework in which positivism research philosophy, deductive research

28

approach, survey strategy, and quantitative research method are adopted. The questionnaire

is also proposed along with the scale items. The next step is to officially roll out the

questionnaire to 300 Agribank‟s‟ employees and to collect their answers successfully.

Obtained data is subjected to quantitative data analysis process and key findings are

29

obtained and discussed in the next chapter.

CHAPTER 3: DATA ANALYSIS AND FINDING

3.1. Introduction

In this chapter, the researcher would like to adopt some data analysis techniques,

including frequency analysis, descriptive statistics, reliability test, explanatory factor

analysis (EFA), independent sample t-test, one-way ANOVA, and linear regression. These

data analysis techniques help to extract key findings. Through frequency analysis, the

researcher understands the demographical characteristics of the respondents. The

respondents‟ evaluation towards each item of the questionnaire is explored through

descriptive statistics. Reliability test helps the researcher to evaluate the scale item of each

factor while EFA allows the researcher to confirm proposed research model. Independent

sample t-test and one-way ANOVA are conducted to verify that the respondents who have

different demographical characteristics provide different evaluation. Finally, linear

regression is run in order to quantify the effects of factors on work-life balance of the

employees in the bank.

3.2. Frequency analysis

Frequency analysis is applied for the data input with demographic variables,

including gender, age, education, marital status, job position, time of working for

Agribank, and having children. The details of each demographic variable are illustrated by

149

151

Male

Female

the graphs as below:

Figure 6: Gender profile of the respondents

Source: Conducted by the researcher (2018)

Gender includes and female and male respondents. There are 149 females and 151

males in the sample. The percentage of male respondents is 50.3% while the percentage of

30

female respondents is 49.7% and the number of male respondents is only slightly higher

than the number of female respondents. Such obtained result reflects current situation in

Agribank Head Office in which male employees and female employees are equal in term

27

102

52

119

Less than 30

31-40

41-50 More than 50

of number.

Figure 7: Age profile of the respondents

Source: Conducted by the researcher (2018)

Age includes less than 30, 31-40, 41-50, and more than 50. Most of the respondents

age less than 40, showing through the numbers of respondents in the age group of less than

30 and 31-40 are 102 and 119 respectively. There are 52 respondents who have ages 41-50

and only 27 respondents who have ages more than 50. The percentages of age group less

than 30, 31-40, 41-50, and more than 50 are 34.0%, 39.7%, 17.3%, and 9.0%. Obtained

result reflects current situation in human resource structure of Agribank Head Office since

137

163

Post-graduate

Graduate

the bank‟s employees are almost less than 40 years old.

Figure 8: Education profile of the respondents

31

Source: Conducted by the researcher (2018)

Education of the respondents consists of post-graduate and graduate. There are 163

respondents who achieve graduate level and 137 respondents who achieve post-graduate.

The percentages of post-graduate and graduate group are 45.7% and 54.3%. It shows that

the employees in Agribank Head Office has good education level. Currently, recruitment

policies of Agribank restrict the candidates who do not qualify graduate. Therefore,

101

199

Single Married

obtained result reflects current situation in the bank.

Figure 9: Marital status profile of the respondents

Source: Conducted by the researcher (2018)

Marital status of 300 respondents include single and married group. There are 101

respondents who are married and 199 respondents who are still single. The percentage of

single group is 66.3% while the percentage of married group is 33.7%. Since the

employees of the bank are still young, lower number of respondent in married group is

68

232

Non-managerial position Managerial position

reasonable result.

32

Figure 10: Job position profile of the respondents

Source: Conducted by the researcher (2018)

Job position is the next demographic variable and obtained result shows that there

are 68 respondents who are holding managerial positions in the bank. Moreover, there are

232 respondents who are not holding managerial positions. The percentages of managerial

position and non-managerial position are 77.3% and 22.7% respectively. Obtained result is

68

79

73

80

12-24 months

24-36 months

36-48 months

More than 48 months

true since the bank tries to reduce the number of managerial positions at the ratio of 70:30.

Figure 11: Time of working profile of the respondents

Source: Conducted by the researcher (2018)

Time of working of 300 respondents is collected. Obtained result shows that there

are 68 respondents who work for the bank for less than 24 months (22.7%), 73 respondents

who work for the bank for 24-36 months (24.3%), 80 respondents who work for the bank

for 36-48 months (26.7%), and 79 respondents who work for the bank for more than 48

months (26.3%). Herein, the researcher does not collect the data from the group with time

of working less than 12 months. Quite equal distribution between the groups allows the

33

researcher to evaluate how the opinions to be varied by time.

88

212

Yes No

Figure 12: Having children profile of the respondents

Source: Conducted by the researcher (2018)

The last demographic variable is developed to check whether the respondents have

children or not. Obtained result shows that only 88 respondents who have children and 212

respondents who do not have children. The percentages of having children and not having

children groups are 29.3% and 70.7%. It is reasonable since the number of single

respondents is higher than the number of married respondents.

3.3. Descriptive statistics

The next data analysis is descriptive statistics and obtained result is provided as

below:

Code

Items

N

Minimum Maximum

Mean

Std. Deviation

WLB1

300

2.0

4.0

3.290

0.6222

In my organization specific WLB policy has been established documented

WLB2

300

1.0

4.0

3.170

0.6899

The organization provides family – friendly policies that help me to fulfill family commitments.

WLB3

300

2.0

5.0

4.230

0.7911

Various unique programs are offered by the organization to the employees for maintaining WLB.

WLB4

300

2.0

5.0

4.307

0.7624

Employees are expected to attend training programs for WLB conducted inside and outside the organization

OSU1

1.0

5.0

3.133

1.0484

300

Help is available from my organization when I have problems supporting the elderly and children

OSU2

1.0

5.0

3.263

1.0945

300

My organization really cares about my well-being

OSU3

1.0

5.0

3.317

1.0230

300

My organization is willing to help me if I need a special favor at work

34

Table 5: Descriptive statistics

OSU4

300

1.0

4.0

2.113

0.8182

My organization is willing to help me if I need a special favor in daily life

OSU5

300

1.0

5.0

2.293

0.8017

My organization allows me work at home on family problems

FWA1

300

1.0

5.0

3.793

0.8678

Flexible working arrangements help me balance life commitments

FWA2

300

1.0

3.0

2.037

0.4859

Flexible work options do not suit me because they tend to make me feel disconnected from the workplace

FWA3

300

1.0

5.0

3.503

0.9485

Working shorter hours would negatively impact on my career progress within the organization

FWA4

300

1.0

5.0

3.710

0.8534

Working more flexible hours is essential for me in order to attend to family responsibilities

FWA5

300

1.0

5.0

3.740

0.8454

Flexible working arrangements are essential for me in order to be able to deal with other interests and responsibilities outside work

FWA6

300

1.0

5.0

3.573

0.8985

Flexible working arrangements enable me to focus more on the job when I am at the workplace

FWA7

300

1.0

5.0

3.737

0.8621

People using flexible working arrangements often miss important work events or communications, such as staff meetings, training sessions, important notices, etc.

FWA8

300

1.0

5.0

3.747

0.8435

Supervisors at my workplace react negatively to people using flexible working arrangements

FWA9

300

1.0

5.0

3.760

0.7240

Other people at my workplace react negatively to people using flexible working arrangements

TAD1

300

1.0

5.0

3.553

0.8502

Because of technology, I find it hard to switch off from work when I am at home or out with friends/family

TAD2

300

1.0

5.0

3.610

0.7916

Using technology to stay connected to work out with my working hours has a negative impact on my life

TAD3

300

1.0

5.0

3.517

0.7822

Technology allows me to work more flexibly which has a positive effect on my stress levels

TAD4

300

1.0

5.0

3.703

0.7815

I feel anxious when I cannot access technology to check messages for work purposes

TAD5

300

1.0

5.0

3.623

0.8469

Using technology for social contact during the working day helps me cope better with pressures at work

TAD6

300

1.0

5.0

3.527

0.8396

I find it difficult to control the amount of time I spend using technology for work purposes out with my working hours

TAD7

260

1.0

5.0

3.250

0.9190

I would like my employer to take measures to prevent the overuse of technology for work purposes

35

JST1

300

1.0

5.0

3.613

0.8243

I am overworked and have neglected my family responsibilities due to inability to reject my co-workers and managers

JST2

300

1.0

5.0

3.550

0.8889

I believe that if my work was less complex I would do it better

JST3

300

1.0

5.0

3.853

1.0466

I believe that I would concentrate better on my job if I worked from a different workstation from time to time

COM1

300

1.0

5.0

3.347

0.8883

Management communication with employees on issues affecting their work- life balance

COM2

300

1.0

3.0

2.403

0.7040

The management provides feedback to staff concerns on work-life balance

COM3

300

1.0

5.0

3.630

1.1738

Detailed management explanation of work assignments and non-work assignments

Source: Conducted by the researcher (2018)

From the results of descriptive statistics, the researcher groups the items into three

groups, including the group with mean value less than 2.5, the group with mean value

between 2.5 and 3.5, and the group with mean value more than 3.5. Then, the discussion

for obtained result is delivered.

The group with mean value less than 2.5 has 4 items:

 OSU4 – „My organization is willing to help me if I need a special favor in

daily life‟: Mean value of this item is 2.113 and it is less than 2.50. It means

that the respondents do not agree with the content of this item or Agribank

Head Office is not willing to help the employees if they need a special favor

in daily life.

 OSU5 – „My organization allows me work at home on family problems‟:

Mean value of this item is 2.293 and it is less than 2.50. It means that the

respondents do not agree with the content of this item or Agribank Head

Office does not allow the employees work at home on family problems.

 FWA2 – „Flexible work options do not suit me because they tend to make

me feel disconnected from the workplace‟: Mean value of this item is 2.037

and it is less than 2.50. It means that the respondents do not agree with the

content of this item or the employees of Agribank Head Office believe that

flexible work option do suit them because they do not tend to make the

employees feel disconnected from the workplace.

 COM2 – „The management provides feedback to staff concerns on work-life

36

balance‟: Mean value of this item is 2.403 and it is less than 2.50. It means

that the respondents do not agree with the content of this item or the

managers of Agribank Head Office do not provide feedback to staff

concerns on work-life balance.

The group with mean value between 2.5 and 3.5 has 7 items:

 WLB1 – „In my organization specific WLB policy has been established

documented‟: Mean value of this item is 3.290 and it is between 2.5 and 3.5.

It means that the respondents are neither agreeing nor disagreeing with this

statement.

 WLB2 – „The organization provides family – friendly policies that help me

to fulfill family commitments‟: Mean value of this item is 3.170 and it is

between 2.5 and 3.5. It means that the respondents are neither agreeing nor

disagreeing with this statement.

 OSU1 – „Help is available from my organization when I have problems

supporting the elderly and children‟: Mean value of this item is 3.133 and it

is between 2.5 and 3.5. It means that the respondents are neither agreeing

nor disagreeing with this statement.

 OSU2 – „My organization really cares about my well-being‟: Mean value of

this item is 3.263 and it is between 2.5 and 3.5. It means that the

respondents are neither agreeing nor disagreeing with this statement.

 OSU3 – „My organization is willing to help me if I need a special favor at

work‟: Mean value of this item is 3.317 and it is between 2.5 and 3.5. It

means that the respondents are neither agreeing nor disagreeing with this

statement.

 TAD7 – „I would like my employer to take measures to prevent the overuse

of technology for work purposes‟: Mean value of this item is 3.250 and it is

between 2.5 and 3.5. It means that the respondents are neither agreeing nor

disagreeing with this statement.

 COM1 – „Management communication with employees on issues affecting

their work-life balance‟: Mean value of this item is 3.347 and it is between

2.5 and 3.5. It means that the respondents are neither agreeing nor

disagreeing with this statement.

37

The group with mean value more than 3.5 has 20 items:

 WLB3 - Various unique programs are offered by the organization to the

employees for maintaining WLB: Mean value of this item is 4.230 and it is

higher than 3.5. It means that the respondents agree with this statement.

 WLB4 - Employees are expected to attend training programs for WLB

conducted inside and outside the organization: Mean value of this item is

4.307 and it is higher than 3.5. It means that the respondents agree with this

statement.

 FWA1 - Flexible working arrangements help me balance life commitments:

Mean value of this item is 3.793 and it is higher than 3.5. It means that the

respondents agree with this statement.

 FWA3 - Working shorter hours would negatively impact on my career

progress within the organization: Mean value of this item is 3.503 and it is

higher than 3.5. It means that the respondents agree with this statement.

 FWA4 - Working more flexible hours is essential for me in order to attend

to family responsibilities: Mean value of this item is 3.710 and it is higher

than 3.5. It means that the respondents agree with this statement.

 FWA5 - Flexible working arrangements are essential for me in order to be

able to deal with other interests and responsibilities outside work: Mean

value of this item is 3.740 and it is higher than 3.5. It means that the

respondents agree with this statement.

 FWA6 - Flexible working arrangements enable me to focus more on the job

when I am at the workplace: Mean value of this item is 3.573 and it is

higher than 3.5. It means that the respondents agree with this statement.

 FWA7 - People using flexible working arrangements often miss important

work events or communications, such as staff meetings, training sessions,

important notices, etc.: Mean value of this item is 3.737 and it is higher than

3.5. It means that the respondents agree with this statement.

 FWA8 - Supervisors at my workplace react negatively to people using

flexible working arrangements: Mean value of this item is 3.747 and it is

higher than 3.5. It means that the respondents agree with this statement.

 FWA9 - Other people at my workplace react negatively to people using

flexible working arrangements: Mean value of this item is 3.760 and it is

38

higher than 3.5. It means that the respondents agree with this statement.

 TAD1 - Because of technology, I find it hard to switch off from work when

I am at home or out with friends/family: Mean value of this item is 3.553

and it is higher than 3.5. It means that the respondents agree with this

statement.

 TAD2 - Using technology to stay connected to work out with my working

hours has a negative impact on my life: Mean value of this item is 3.610 and

it is higher than 3.5. It means that the respondents agree with this statement.

 TAD3 - Technology allows me to work more flexibly which has a positive

effect on my stress levels: Mean value of this item is 3.517 and it is higher

than 3.5. It means that the respondents agree with this statement.

 TAD4 - I feel anxious when I cannot access technology to check messages

for work purposes: Mean value of this item is 3.703 and it is higher than 3.5.

It means that the respondents agree with this statement.

 TAD5 - Using technology for social contact during the working day helps

me cope better with pressures at work: Mean value of this item is 3.623 and

it is higher than 3.5. It means that the respondents agree with this statement.

 TAD6 - I find it difficult to control the amount of time I spend using

technology for work purposes out with my working hours: Mean value of

this item is 3.527 and it is higher than 3.5. It means that the respondents

agree with this statement.

 JST1 - I am overworked and have neglected my family responsibilities due

to inability to reject my co-workers and managers: Mean value of this item

is 3.613 and it is higher than 3.5. It means that the respondents agree with

this statement.

 JST2 - I believe that if my work was less complex I would do it better:

Mean value of this item is 3.550 and it is higher than 3.5. It means that the

respondents agree with this statement.

 JST3 - I believe that I would concentrate better on my job if I worked from

a different workstation from time to time: Mean value of this item is 3.853

and it is higher than 3.5. It means that the respondents agree with this

statement.

 COM3 - Detailed management explanation of work assignments and non-

work assignments: Mean value of this item is 3.630 and it is higher than 3.5.

39

It means that the respondents agree with this statement.

3.4. Reliability test

The next data analysis is reliability test and this test is conducted for each factor in

research model. Obtained result presents 3 requirements of reliability test in the tables

below:

Table 6: Reliability test for work-life balance factor

Cronbach’s alpha = 0.912

Items

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total Correlation

Cronbach's Alpha if Item Deleted

11.707

4.248

0.747

0.906

WLB1

11.827

3.836

0.829

0.877

WLB2

10.767

3.484

0.827

0.878

WLB3

3.606

0.817

0.881

WLB4

10.690 Source: Conducted by the researcher (2018)

Cronbach‟s alpha for work-life balance factor is 0.912, indicating for excellent

reliability level of the item scale. Corrected item-total correlation for WLB1, WLB2,

WLB3, and WLB4 are 0.747, 0.829, 0.827, and 0.817. The deletion of WLB1, WLB2,

WLB3, and WLB4 lead to new Cronbach‟s alpha values are 0.906, 0.877, 0.878, and

0.881. It is concluded that all requirements of reliability test are fulfilled.

Table 7: Reliability test for organizational support factor

Cronbach’s alpha = 0.870

Items

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total Correlation

Cronbach's Alpha if Item Deleted

10.987

9.083

0.814

0.811

OSU1

10.857

9.026

0.776

0.823

OSU2

10.803

10.326

0.602

0.867

OSU3

12.007

11.344

0.602

0.865

OSU4

10.866

0.723

0.841

OSU5

11.827 Source: Conducted by the researcher (2018)

Cronbach‟s alpha for organizational support factor is 0.870, indicating for very

good reliability level of the item scale. Corrected item-total correlation for OSU1, OSU2,

OSU3, OSU4, and OSU5 are 0.814, 0.776, 0.602, 0.602, and 0.723. The deletion of OSU1,

OSU2, OSU3, OSU4, and OSU5 lead to new Cronbach‟s alpha values are 0.811, 0.823,

40

0.867, 0.865, and 0.841. It is concluded that all requirements of reliability test are fulfilled.

Table 8: Reliability test for flexible working arrangement factor

Cronbach’s alpha = 0.920

Items

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total Correlation

Cronbach's Alpha if Item Deleted

FWA1

27.807

26.812

0.665

0.914

FWA2

29.563

29.979

0.626

0.919

FWA3

28.097

26.001

0.687

0.913

FWA4

27.890

26.426

0.728

0.910

FWA5

27.860

26.796

0.689

0.912

FWA6

28.027

26.193

0.712

0.911

FWA7

27.863

26.272

0.739

0.909

FWA8

27.853

25.905

0.807

0.904

FWA9

26.550

0.902

27.840 0.867 Source: Conducted by the researcher (2018)

Cronbach‟s alpha for flexible working arrangement factor is 0.920, indicating for

excellent reliability level of the item scale. Corrected item-total correlation for FWA1,

FWA2, FWA3, FWA4, FWA5, FWA6, FWA7, FWA8, and FWA9 are 0.665, 0.626,

0.687, 0.728, 0.689, 0.712, 0.739, 0.807, and 0.867. The deletion FWA1, FWA2, FWA3,

FWA4, FWA5, FWA6, FWA7, FWA8, and FWA9 lead to new Cronbach‟s alpha values

are 0.914, 0.919, 0.913, 0.910, 0.912, 0.911, 0.909, 0.904, and 0.902. It is concluded that

all requirements of reliability test are fulfilled.

Table 9: Reliability test for technology advancement factor

Cronbach’s alpha = 0.885

Items

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total Correlation

Cronbach's Alpha if Item Deleted

TAD1

21.327

13.858

0.775

0.855

TAD2

21.227

14.624

0.744

0.861

TAD3

21.362

15.043

0.652

0.871

TAD4

21.185

15.472

0.588

0.879

TAD5

21.269

15.163

0.569

0.882

TAD6

21.188

14.663

0.746

0.861

TAD7

14.161

0.870

21.612 0.671 Source: Conducted by the researcher (2018)

Cronbach‟s alpha for technology advancement factor is 0.995, indicating for very

good reliability level of the item scale. Corrected item-total correlation for TAD1 TAD2,

TAD3, TAD4, TAD5, TAD6, and TAD7 are 0.775, 0.744, 0.652, 0.588, 0.569, 0.746, and

0.671. The deletion TAD1 TAD2, TAD3, TAD4, TAD5, TAD6, and TAD7 lead to new

Cronbach‟s alpha values are 0.855, 0.861, 0.871, 0.879, 0.882, 0.861, and 0.870. It is

41

concluded that all requirements of reliability test are fulfilled.

Table 10: Reliability test for job stress factor

Cronbach’s alpha = 0.770

Items

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total Correlation

Cronbach's Alpha if Item Deleted

JST1

7.403

2.803

0.647

0.655

JST2

7.467

2.778

0.573

0.722

JST3

2.251

0.694

7.163 0.612 Source: Conducted by the researcher (2018)

Cronbach‟s alpha for job stress factor is 0.770, indicating for good reliability level

of the item scale. Corrected item-total correlation for JST1, JST2, and JST3 are 0.647,

0.573, and 0.612. The deletion of JST1, JST2, and JST3 lead to new Cronbach‟s alpha

values are 0.655, 0.722, and 0.694. It is concluded that all requirements of reliability test

are fulfilled.

Table 11: Reliability test for communication factor

Cronbach’s alpha = 0.796

Items

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total Correlation

Cronbach's Alpha if Item Deleted

COM1

6.033

2.942

0.638

0.727

COM2

6.977

3.300

0.734

0.687

COM3

2.094

0.773

5.750 0.648 Source: Conducted by the researcher (2018)

Cronbach‟s alpha for communication factor is 0.796, indicating for good reliability

level of the item scale. Corrected item-total correlation for COM1, COM2, and COM3 are

0.638, 0.734, and 0.648. The deletion of COM1, COM2, and COM3 lead to new

Cronbach‟s alpha values are 0.727, 0.687, and 0.773. It is concluded that all requirements

of reliability test are fulfilled.

3.5. Explanatory factor analysis

The next data analysis is EFA and it is applied separately for work-life balance‟s

items and other factors‟ items. At first, EFA for work-life balance‟s items is carried out

with KMO and Bartlett‟s test as below:

Kaiser-Meyer-Olkin Measure of Sampling Adequacy.

0.72

Approx. Chi-Square

1,086.92

Bartlett's Test of Sphericity

df

6.00

Sig.

0.00

Table 12: KMO and Bartlett’s test for work-life balance’s items

42

Source: Conducted by the researcher (2018)

KMO value is 0.72 and it is higher than 0.50. In addition, Bartlett‟s test of

Sphericity returns approximate chi-square value of 1,086.92 and p-value of the test is less

than 0.05. Therefore, EFA is suitable with the dataset of work-life balance‟s items. After

that the researcher identifies how many components in the dataset.

Initial Eigenvalues

Component

Total

% of Variance

Cumulative %

1

3.182

79.548

79.548

2

0.582

14.543

94.091

3

0.128

3.191

97.282

4

0.109

2.718

100.000

Table 13: Total variance explained for work-life balance’s items

Source: Conducted by the researcher (2018)

There are 4 components in the dataset of work-life balance‟s items. Initial

eigenvalues of Component 1, Component 2, Component 3, and Component 4 are 3.182,

0.82, 0.128, and 0.109. Only Component 1 has initial eigenvalue more than 1.0 so that it is

selected as main component of the dataset. In addition, Component 1 can explain for

79.548% of variance of the dataset. Then, the detail of Component 1 is revealed through

component matrix table as below:

Items

Component 1

0.915

WLB2

0.900

WLB3

0.892

WLB4

0.861

WLB1

Table 14: Component matrix for work-life balance’s items

Source: Conducted by the researcher (2018)

Component matrix table provides factor loading values of the items which are

belonged to Component 1. Factor loading values of WLB1, WLB2, WLB3, and WLB4 are

0.861, 0.915, 0.900, and 0.892 and they are higher than 0.50.

In the next stage, EFA is applied for the dataset with items from other factors,

including organizational support, flexible working arrangement, technology advancement,

job stress, and communication.

Kaiser-Meyer-Olkin Measure of Sampling Adequacy.

0.8

Approx. Chi-Square

4,414.69

Bartlett's Test of Sphericity

df

351

Sig.

0.00

Table 15: KMO and Bartlett’s test for other items

43

Source: Conducted by the researcher (2018)

KMO value is 0.85 and it is higher than 0.50. In addition, Bartlett‟s test of

Sphericity returns approximate chi-square value of 4,414.69 and p-value of the test is less

than 0.05. Therefore, EFA is suitable with the dataset of other items. After that the

researcher identifies how many component in the dataset.

Initial Eigenvalues

Component

% of Variance

Cumulative %

Total

7.938

29.399

29.399

1

3.845

14.243

43.642

2

2.444

9.053

52.694

3

2.139

7.921

60.616

4

1.416

5.246

65.862

5

0.921

3.411

69.273

6

0.913

3.383

72.655

7

0.714

2.645

75.300

8

0.677

2.507

77.807

9

0.613

2.272

80.079

10

0.560

2.076

82.154

11

0.541

2.003

84.158

12

0.487

1.805

85.963

13

0.467

1.729

87.692

14

0.405

1.500

89.192

15

0.378

1.399

90.591

16

0.366

1.355

91.946

17

0.337

1.249

93.195

18

0.298

1.104

94.299

19

0.291

1.077

95.376

20

0.285

1.056

96.433

21

0.234

0.868

97.301

22

0.227

0.840

98.141

23

0.182

0.674

98.814

24

0.135

0.500

99.314

25

0.099

0.367

99.681

26

0.086

0.319

100.000

27

Table 16: Total variance explained for work-life balance’s items

Source: Conducted by the researcher (2018)

There are 5 components in the dataset of other items with initial eigenvalues more

than 1.0. Initial eigenvalues of Component 1, Component 2, Component 3, Component 4,

and Component 5 are 7.938, 3.845, 2.444, 2.139, and 1.416. Other components, however,

have initial eigenvalues less than 1.0 so that they are not selected as main components of

the dataset. In addition, chosen components have % variance explained value of 65.862%

44

which is higher than 50%. Then, the detail of chosen component is revealed through

rotated component matrix table as below. It is denoted that rotated component matrix is a

technique to get optimal combination between items.

Component

Items

2

4

5

3

1

FWA9

0.915

FWA8

0.811

FWA7

0.808

FWA5

0.792

FWA6

0.760

FWA4

0.742

FWA1

0.708

FWA3

0.703

FWA2

0.661

TAD1

0.819

TAD2

0.804

TAD7

0.797

TAD6

0.745

TAD3

0.731

TAD5

0.605

TAD4

0.594

OSU1

0.886

OSU2

0.836

OSU5

0.830

OSU4

0.730

OSU3

0.651

COM1

0.850

COM2

0.801

COM3

0.791

JST1

0.852

JST2

0.807

JST3

0.793

Source: Conducted by the researcher (2018)

Table 17: Component matrix for work-life balance’s items

Component matrix table provides factor loading values of the items which are

belonged to each chosen component. The main comment is that all items have factor

loading values more than 0.50. Component 1 is named as flexible working arrangement

due to it has all items of this factor. In the same argument, the names of Component 2,

Component 3, Component 4, and Component 5 are technology advancement,

45

organizational support, communication, and job stress.

3.6. Independent sample t-test

Independent sample t-test is applied for demographic variables with only two

dimensions, including gender, education, marital status, job position, and having children.

Obtained result is presented as below:

Levene's Test for Equality of Variances

t-test for Equality of Means

Factor

F-Test

P-value

T-Test

P-value

Flexible working arrangement

0.855

0.356

-0.745

0.457

Technology advancement

3.071

0.081

-1.745

0.082

Organizational support

0.842

0.360

-0.659

0.510

Communication

0.587

0.444

0.918

0.359

Job stress

0.207

0.650

-0.461

0.645

Work-life balance

3.114

0.079

-0.467

0.641

Table 18: Independent sample t-test for gender variable

Source: Conducted by the researcher (2018)

Obtained result shows Levene‟s test for equality of variances are not statistically

significant at 5% of confidence interval for all examined factors. The researcher utilizes T-

Test for equal variance not assumed and obtained result shows that all T-test are not

statistically significant. It is concluded that male and female respondents not have different

assessments towards flexible working arrangement, technology advancement,

organizational support, communication, job stress, and work-life balance.

Levene's Test for Equality of Variances

t-test for Equality of Means

Factor

P-value

T-Test

P-value

F-Test

0.492

-0.909

0.364

Flexible working arrangement

0.474

0.537

0.708

0.480

Technology advancement

0.383

0.094

0.419

0.676

Organizational support

2.822

0.226

-0.762

0.447

Communication

1.471

0.174

-0.061

0.951

Job stress

1.856

0.133

-1.314

0.190

Work-life balance

2.275

Table 19: Independent sample t-test for education variable

Source: Conducted by the researcher (2018)

Obtained result shows Levene‟s test for equality of variances are not statistical

significant at 5% of confidence interval for all examined factors. The researcher utilizes T-

Test for equal variance not assumed and obtained result shows that all T-test are not

statistically significant. It is concluded that the respondents who achieve post-graduate and

graduate as education level do not have different assessments towards flexible working

arrangement, technology advancement, organizational support, communication, job stress,

46

and work-life balance.

Levene's Test for Equality of Variances

t-test for Equality of Means

Factor

F-Test

P-value

T-Test

P-value

Flexible working arrangement

1.742

0.188

0.314

0.754

Technology advancement

7.235

0.008

-2.059

0.040

Organizational support

0.217

0.642

0.423

0.673

Communication

3.834

0.051

2.388

0.018

Job stress

0.007

0.932

1.076

0.283

Work-life balance

0.656

0.419

-0.188

0.851

Table 20: Independent sample t-test for marital status variable

Source: Conducted by the researcher (2018)

Obtained result shows that technology advancement has equal variance and T-test

is also statistical significant. It is concluded that single and married respondents do have

different evaluation towards technology advancement factor. There is another variable,

namely communication, and it has F-test not statistical significant or equal variance not

assumed but T-test is statistical significant. It means that single and married respondents do

have different evaluation towards communication factor. Other factors have insignificant

T-test so that single and married respondents do not have different evaluation towards

flexible working arrangement, organizational support, job stress, and work-life balance.

Levene's Test for Equality of Variances

t-test for Equality of Means

Factor

F-Test

P-value

T-Test

P-value

Flexible working arrangement

0.236

0.628

-0.729

0.468

Technology advancement

0.002

0.968

-0.138

0.891

Organizational support

0.198

0.657

-1.074

0.287

Communication

0.093

0.761

0.909

0.366

Job stress

0.001

0.974

-0.733

0.466

Work-life balance

0.002

0.962

-0.024

0.981

Table 21: Independent sample t-test for job position variable

Source: Conducted by the researcher (2018)

Obtained result shows Levene‟s test for equality of variances are not statistical

significant at 5% of confidence interval for all examined factors. Therefore, the researcher

utilizes T-Test for equal variance not assumed and obtained result shows that all T-test are

not statistically significant. It is concluded that the respondents who are holding

managerial position and non-managerial position do not have different assessments

towards flexible working arrangement, technology advancement, organizational support,

47

communication, job stress, and work-life balance.

Levene's Test for Equality of Variances

t-test for Equality of Means

Factor

F-Test

P-value

T-Test

P-value

Flexible working arrangement

1.575

0.211

0.303

0.762

Technology advancement

5.889

0.016

1.690

0.092

Organizational support

0.423

0.516

-0.939

0.349

Communication

0.816

0.367

-1.703

0.091

Job stress

0.105

0.746

-1.538

0.126

Work-life balance

0.066

0.797

-0.243

0.808

Table 22: Independent sample t-test for having children variable

Source: Conducted by the researcher (2018)

Obtained result shows Levene‟s test for equality of variances are not statistical

significant at 5% of confidence interval for almost examined factors, except technology

advancement. F-test value of technology advancement factor is 5.889 and p-value is 0.016

less than 0.05. Therefore, the researcher utilizes T-Test for equal variance not assumed for

flexible working arrangement, organization support, communication, job stress, and work-

life balance obtained result shows that all T-test are not statistical significant. Moreover,

the researcher utilizes -Test for equal variance assumed for technology advancement and

T-test is not statistical significant. It is concluded that the respondents who are holding

managerial position and non-managerial position do not have different assessments

towards flexible working arrangement, technology advancement, organizational support,

communication, job stress, and work-life balance.

3.7. One-way ANOVA

One-way ANOVA is applied for demographic variables with more than two

dimensions, including age and time of working for the bank. Obtained result is presented

as below:

Age

Time of working

Factor

F-Test

P-value

F-Test

P-value

Flexible working arrangement

1.355

0.257

0.901

0.441

Technology advancement

0.560

0.642

1.502

0.214

Organizational support

2.045

0.108

0.512

0.674

Communication

1.813

0.145

1.507

0.213

Job stress

1.087

0.355

0.315

0.815

Work-life balance

1.269

0.285

0.482

0.823 Source: Conducted by the researcher (2018)

Table 23: One-way ANOVA for age and time of working for the bank variable

Obtained result from one-way ANOVA shows that there are no F-Test values with

p-value less than 0.05. It means that the respondents who have different ages or different

48

time of working for Agribank Head Office do not have different assessments towards

flexible working arrangement, technology advancement, organizational support,

communication, job stress, and work-life balance.

3.8. Linear regression

The last data analysis technique is linear regression and obtained result is presented

as below:

Adjusted R-Square = 0.515; F-Test = 55.992, p-value = 0.000

Factor

Beta

T-Test

P-value

Constant

-0.067

-1.548

0.123

Flexible working arrangement

0.379

8.725

0.000

Technology advancement

0.452

10.418

0.000

Organizational support

0.249

5.730

0.000

Communication

0.272

6.272

0.000

Job stress

0.000

0.209

4.810 Source: Conducted by the researcher (2018)

Table 24: Linear regression

Linear regression result shows that 51.5% work-life balance‟s variance is explained

by flexible working arrangement, technology advancement, organizational support,

communication, and job stress. Among these independent variables, technology

advancement has highest Beta value therefore it has highest effect to work-life balance of

the employees in Agribank Head Office.

H1: Organizational support influences significantly on work-life balance of

Agribank‟s employees.

Beta value of organizational support are estimated at 0.249. T-Test is statistically

significant at 5% of confidence interval. Therefore, H1 is accepted.

H2: Flexible working arrangement influences significantly on work-life balance of

Agribank‟s employees.

Beta value of organizational support are estimated at 0.379. T-Test is statistically

significant at 5% of confidence interval. Therefore, H2 is accepted.

H3: Technology advancement influences significantly on work-life balance of

Agribank‟s employees.

Beta value of technology advancement are estimated at 0.452. T-Test is statistically

significant at 5% of confidence interval. Therefore, H3 is accepted.

H4: Job stress influences significantly on work-life balance of Agribank‟s

employees.

Beta value of job stress are estimated at 0.209 and 0.209. T-Test is statistically

49

significant at 5% of confidence interval. Therefore, H4 is accepted.

H5: Communication with the employees on workplace‟s issues influences

significantly on work-life balance of Agribank‟s employees.

Beta value of communication are estimated at 0.272. T-Test is statistically

50

significant at 5% of confidence interval. Therefore, H5 is accepted.

CHAPTER 4: DISUCSSION

4.1. Summary of key findings

From the previous chapters, there are some key findings. The first key finding is

extracted from descriptive statistics whether there are some items which are belonged to

organizational support, flexible working arrangement, and communication are disagreed by

the respondents. The researcher focuses on these items with low mean value because of

they are critical information to Agribank to further improve work-life balance to the bank‟s

employees. These items are Agribank Head Office is not willing to help the employees if

they need a special favor in daily life, Agribank Head Office does not allow the employees

work at home on family problems, the employees of Agribank Head Office believe that

flexible work option do suit them because they do not tend to make the employees feel

disconnected from the workplace, and the managers of Agribank Head Office do not

provide feedback to staff concerns on work-life balance.

The second key finding is collected from ANOVA analysis. It is recaptured that

single and married respondents do have different evaluation towards technology

advancement and communication factor. This finding is confirmed by significant value of

T-test for equality of means.

The third key finding is taken from reliability test. Cronbach‟s alpha of work-life

balance, organizational support, flexible working arrangement, technology advancement,

job stress, and communication are 0.912, 0.870, 0.920, 0.885, 0.770, and 0.796. All

Cronbach‟s alpha values are higher than 0.70. In addition, each item of each factor has

corrected item-total correlation values more than 3.0 and when deleting one item, new

Cronbach‟s alpha values is lower than original value. Therefore, all factors qualify

reliability test in which work-life balance and technology advance factor have excellent

reliability level, organizational support and technology advancement have very good

reliability level, and job stress and communication have good reliability level.

The fourth key finding is generated from EFA analysis. This data analysis

technique is conducted separately for the items of work-life balance factor and the items of

organizational support, flexible working arrangement, technology advancement, job stress,

and communication factors. Only one component is extracted for work-life balance factor

with % cumulative variance explained value is 79.548% while there are five components

are extracted for other factors with % cumulative variance explained value is 65.862%.

51

Proposed research model in the first chapter is confirmed through EFA.

The last key finding is identified through linear regression. As mentioned in the

first chapter, a linear equation is constructed between work-life balance factor and its

explanatory factors, including organizational support, flexible working arrangement,

technology advancement, job stress, and communication. Linear regression result shows

that all explanatory factors explain for 51.5% of variance of work-life balance factor. Beta

values of organizational support, flexible working arrangement, technology advancement,

job stress, and communication are estimated at 0.248, 0.378, 0.451, 0.208, and 0.271. T-

Test confirms that Beta values of these explanatory factors are statistically significant at

5% or null hypothesis of beta values equal to zero is rejected. By comparing Beta values,

technology advance is determined as the factor that has highest effect to work-life balance

of the employees in Agribank Head Office.

Hypothesis

Result

H1: Organizational support influences significantly on work-life balance of Agribank‟s employees.

Accepted

H2: Flexible working arrangement influences significantly on work-life balance of Agribank‟s employees.

Accepted

H3: Technology advancement influences significantly on work-life balance of Agribank‟s employees.

Accepted

Accepted

Accepted

H4: Job stress influences significantly on work-life balance of Agribank‟s employees. H5: Communication with the employees on workplace‟s issues influences significantly on work-life balance of Agribank‟s employees.

Table 25: Hypothesis test

Source: Conducted by the researcher (2018)

The equation to represent the relationship between work-life balance and its

explanatory factors is expressed as below:

Work-life balance = -0.067 + 0.248 x Organizational support + 0.378 x Flexible

working arrangement + 0.451 x Technology advancement + 0.208 x Job stress + 0.271 x

Communication.

4.2. Discussion

It is asserted that obtained result in this study is aligned with previous empirical

evidences. In more detail, work-life balance is affected positively and significantly by

organizational support, flexible working arrangement, technology advancement, job stress,

and communication. This finding is both similar and different to previous empirical

evidences. Organizational support effects positively and significantly on work-life balance

in this study. Thakur and Kumar (2015) indicate that there is a positive correlation between

perceived organizational support and work life balance. Flexible working arrangement

affects positively and significantly on work-life balance in this study. Wong et al. (2017)

obtain similar result in which work-life balance of the employees receives moderate and

52

positive effect from flexible working arrangement. However, Ogunsanya (2016) identifies

that work-life balance is negatively affected by flexible working arrangement. Technology

advancement affects positively and significantly on work-life balance in this study. This

result is similar to the empirical evidence provided by Al-Saidi (2015) whether work-life

balance is influenced positively by technology advancement in both hardware and software

perspectives. However, Kumarasamy et al. (2015) obtain the result of which this factor

affects negatively on work-life balance. Job stress effects positively and significantly on

work-life balance in this study. Anand et al. (2016) identify that job stress and work-life

balance of the employees are both correlated each other and beta value is positive and

significant. Similar finding is revealed by Aamir and Hira (2011). Communication effects

positively and significantly on work-life balance in this study. According to Joseph et al.

(2012), face to face communication contributes in increasing employee work-life balance

to a large extent.

Another discussion is developed given to the findings from descriptive statistics. It

is recapped that there are 4 items with mean values less than 2.50 or these items receive the

respondent‟s disagreement. The first item is Agribank Head Office is not willing to help

the employees if they need a special favor in daily life. It is critical issue since this finding

reveals that internal cooperation between the employers and the employees is not good. In

fact, when an employee faces up with the issues in daily life, he and she should be received

the support from the employers. It can be explained by the fact that the employees in

Agribank Head Office do not want to share their personal problems. They are likely to hide

their issues rather than publishing these issues to the public.

The second item is Agribank Head Office does not allow the employees work at

home on family problems. Another issue is collected from low mean value of this item.

Generally, when the employees have family problems, they should be stayed at home to

resolve the issues. However, Agribank Head Office does not support such demand and it

can be explained by the lack of formal policies to address this issue. It is also highlighted

that the formal policies are not put into place because of there are no evidence to prove that

the employees have real problems and there is possibility of lazy employees who want to

stay at home. Currently, Agribank Head Office establishes a policy in which an employee

can take leave for a maximum of 12 days and when the number of days for leaving from

the office is more than 12, they are not receive salary for these days. Most of the

employees in Agribank Head Office do not want to have lower salary so that they do not

53

want to get off.

The third item is the employees of Agribank Head Office believe that flexible work

option do suit them because they do not tend to make the employees feel disconnected

from the workplace. Low mean value indicates that the employees in Agribank Head

Office prefers to have flexible working arrangement. In other words, they confirms that

flexible working arrangement is suitable and it does not make employees feel disconnected

from the workplace.

The last item is the managers of Agribank Head Office do not provide feedback to

staff concerns on work-life balance. This finding is explained by the fact that the

employees in Agribank Head Office do not want to share their personal problems so that

their managers cannot provide the feedbacks to address their concerns on work-life

balance. Moreover, the employees are fear of their managers provide negative judgment on

their working attitude, leading to the lack of communication.

4.3. Recommendation

There are some recommendations to be proposed as below:

The first recommendation is given to organizational support factor. Organizational

support includes supervisor support and co-worker support. The bank should establish a

formal discussion mechanism in which the employees are encouraged to share their

personal issues to their co-worker and their managers in order to seek for the supports. This

recommendation is related to corporate culture in which the employees are freely to share

their stories with worry-free to post-impacts. The managers in Agribank may want to

provide a credit to the employees who achieve target performance and support other

employees.

Another recommendation is developed to improve flexible working arrangement in

Agribank. Currently, the employees in Agribank are working under fixed working hours

and working days. The time of working is from 8am to 5pm with 1 hour spent for lunch

time. However, the bank should adopt flexible working arrangement in which the

employees who can accomplish assigned tasks early can leave the offices before 5pm. The

most importance in modern working environment today is the productivity and the

working output rather than controlling working hours. Therefore, the managers of

Agribank should change their management style from strict working principle to flexible

ones. The bank should pay more attention to non-financial indicators and recognize the

potential of the business through the corporate governance system of that enterprise,

including human resource management. Therefore, setting up a human resource

54

management framework towards harmonizing and integrating work - life is not only a way

to retain and recruit talents, but also helps businesses increase attractiveness in the eyes of

partners and leaders private. In addition, many policy businesses do not work on weekends

/ after work hours, or flexibly time and work space (can handle work at home) for

employees during the period of raising children, support for voluntary health insurance for

employees and relatives ... is also being applied by many domestic enterprises.

Accompanying it is the application of advanced personnel management policies, employee

performance scoring, and a compensation mechanism to encourage employees to improve

efficiency; create promotion opportunities for employees. Sustainable development is

increasingly concerned in the world, from governments, to the business community, the

people. The sustainability of an enterprise, including sustainable human resources policies,

is the most important factor in attracting domestic and foreign investment capital, because

sustainable development will help businesses survive. In the longer term, it helps to reduce

risks in the investment process.

The researcher would like to propose the recommendations to address the impact of

technology advancement. Technology advancement has more and more effect to modern

working environment. The employees in Agribank are able to use the computers and

specific software to finish assigned tasks. However, the bank is still the position of lack of

use modern software with cloud-based standards. Therefore, a recommendation is given to

the Information Technology Division of the bank and cloud-based software such as Office

365 should be utilized. The benefit of using these software is that it allows the employees

to work at home when they have family problems and they can answer all emails through

their mobile phone.

Moreover, another recommendation is prepared regarding to the role of job stress. It

is denoted that job stress is phenomenon in workplace today. To reduce job stress of the

employees, Agribank should provide a training to both the managers and the employees.

The training for the managers is about how to assign appropriate tasks to the employees

based on their weaknesses and strengths. The training for the employees is about how to

manage the workload by prioritizing jobs from highest to lowest. Moreover, the bank

should develop a policy in which the employees are able to relax after specific working

intervals. For example, the employees are allowed to get a coffee in the pantry of the bank.

In addition, the bank should apply specific incentive for the employees who are frequently

working under stress situation. In the trend of deeper integration, Vietnamese banks like

Agribank are increasingly approaching the world‟s advanced governance practices, but

55

building a balanced / harmonious working environment for employees is important part.

Agribank should develop or establish a gym, yoga class, café book, cafeteria in the office

so the employees can relax and interact with each other; Office designs aim to help

employees interact more.

Communication should be improved in Agribank. The bank should establish a

forum in which the employees can provide their thoughts about current issues in the bank‟s

working environment. All issues should be captured and analyzed by respective units. The

managers of Agribank should be trained in term of how to communicate with their staffs

and how to resolve the issues in professional ways.

Agribank needs research crossing levels, such as individual, work group, and

organizational, and subareas within levels (e.g. co-workers and managers within the work

group level). Regarding levels of analysis gaps, some levels have been overlooked more

than others. For example, while there is clear documentation of the business outcomes

associated with the reduction of work–family stress, such as decreased absenteeism and

turnover and increased organizational commitment; few studies have been designed to

actually assess the organizational level outcomes and cost-benefits associated with the

implementation/adoption of work–family policies. Thus, a key issue that is critical to the

integration of work–family policies into mainstream organizational policies and practices

56

is the ability to document the beneficial effects on firm performance.

CONCLUSION

Work-life balance is important context in human resource management in modern

companies. Agribank is one of largest banks in Vietnam with high labor forces and

complicated human resource structure. The employees in Agribank are now working in

high competition environment and the workload is increasing over the time while they are

still taking care to their family and personal life. In this context, how to manage work-life

balance becomes important task of the bank. Based on this argument, this study is

developed with the objective of determining the factors affecting work-life balance of

Agribank‟s employees as well as proposing managerial recommendations to effectively

manage human resources in the way of maintaining the balance between personal life and

working in Agribank.

This study has some limitations. The first limitation is perceived as only 55.1% of

variance of work-life balance factor explained by organizational support, flexible working

arrangement, technology advancement, job stress, and communication. It means that there

are other factors which can explain for the change of work-life balance of the employees in

Agribank Head Office. However, these factors are not revealed in this study. Other

limitation is highlighted from the process of collecting primary data. As noted in the first

chapter, the researcher collects primary data from the questionnaire given to 300

employees who are working in Head Office of Agribank. The questionnaire is developed

and sent to the employees with self-administrator approach. In this context, the researcher

concerns the quality of the employees‟ answers since they may provide the answers not

closed to what they are actually thinking.

Given to the limitations of the study above, future studies should be developed with

the addition of other factors besides organizational support, flexible working arrangement,

technology advancement, job stress, and communication. More factors in future research

models may help to increase % of work-life balance‟s variance explained by the factors.

Future studies should be developed with mixed research method in which both

questionnaire and in-depth interview are carried out. The questionnaire allows future

researchers to collect the data to quantify the effects of chosen factors to work-life balance

while in-depth interview reveals underlying issues in work-life balance management in the

57

organizations.

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[http://www.jpc-net.jp/]

APPENDIX I: SURVEY OF QUESTIONNAIRE

Dear Sir/Madam,

I am a student of a university in Vietnam. My thesis‟ topic is about work-life

balance of Agribank Head Office staffs given to the fact that the more balance between

works and life of the staffs, the more productivity at work is generated. To do that, I need

your evaluation towards the factors affecting work-life balance of the employee. These

factors are organizational support, flexible working arrangement, technology advancement,

job stress, and communication. I commit that all your personal information will not be

disclosed and the data achieved from your assessment will be used only in the thesis. If

you have further concern, please contact me via email: minhtamphung@gmail.com

Part I: Demographic Information

Gender  Male  Female

 Less than 30  41-50 Age  31-40  More than 50

Education Level  Post graduate  Graduate

Marital Status  Single  Married

 Non-managerial Job Position Level  Managerial position position

Time of Working for  12-24 months  36-48 months

Agribank  24-36 months  More than 48 months

Having Children(s) or  Yes  No not

Part II: Evaluation of factors affecting work-life balance of Agribank Head Office

staffs.

Please choose the best point given to following scale:

1 – Strongly Disagree, 2 – Disagree, 3 – Neutral, 4 – Agree, 5 – Strongly agree

Factor Item 1 2 3 4 5

In my organization specific WLB policy has been

established documented Work-life The organization provides family – friendly policies balance that help me to fulfill family commitments.

Various unique programs are offered by the

Factor Item 1 2 3 4 5

organization to the employees for maintaining WLB.

Employees are expected to attend training programs for

WLB conducted inside and outside the organization

Help is available from my organization when I have

problems supporting the elderly and children

My organization really cares about my well-being

My organization is willing to help me if I need a Organizational special favor at work support My organization is willing to help me if I need a

special favor in daily life

My organization allows me work at home on family

problems

Flexible working arrangements help me balance life

commitments

Flexible work options do not suit me because they tend

to make me feel disconnected from the workplace

Working shorter hours would negatively impact on my

career progress within the organization

Working more flexible hours is essential for me in

order to attend to family responsibilities

Flexible working arrangements are essential for me in Flexible order to be able to deal with other interests and working responsibilities outside work arrangement Flexible working arrangements enable me to focus

more on the job when I am at the workplace

People using flexible working arrangements often miss

important work events or communications, such as

staff meetings, training sessions, important notices, etc.

Supervisors at my workplace react negatively to people

using flexible working arrangements

Other people at my workplace react negatively to

people using flexible working arrangements

Factor Item 1 2 3 4 5

Because of technology, I find it hard to switch off from

work when I am at home or out with friends/family

Using technology to stay connected to work out with

my working hours has a negative impact on my life

Technology allows me to work more flexibly which

has a positive effect on my stress levels

I feel anxious when I cannot access technology to Technology check messages for work purposes advancement Using technology for social contact during the working

day helps me cope better with pressures at work

I find it difficult to control the amount of time I spend

using technology for work purposes out with my

working hours

I would like my employer to take measures to prevent

the overuse of technology for work purposes

I am overworked and have neglected my family

responsibilities due to inability to reject my co-workers

and managers

Job stress I believe that if my work was less complex I would do

it better

I believe that I would concentrate better on my job if I

worked from a different workstation from time to time

Management communication with employees on

issues affecting their work-life balance

The management provides feedback to staff Communication concerns on work-life balance

Detailed management explanation of work assignments

and non-work assignments