Work-Family Balance of Indian Women Software Professionals: A Qualitative Study

Valk, Reimara; Srinivasan, V.

doi:10.1016/j.iimb.2011.01.006

Cited by 41 publications

(69 citation statements)

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“…With modernization, Indian women have entered into the domain of a male dominated professional world, but Indian cultural values and social functioning have not changed. As a result, multiple role expectations for working women (Valk & Srinivasan, 2011) are evident. Both work and family are an indispensable part of their lives and to reconcile their roles in both spheres is challenging (Louw & Viviers, 2010), especially for those involved in the emotionally demanding and stressful profession of nursing.…”

Section: Introductionmentioning

confidence: 99%

Stress as a mediator between work–family conflict and psychological health among the nursing staff: Moderating role of emotional intelligence

Sharma

Dhar

Tyagi

2016

Applied Nursing Research

108

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Section: Introductionmentioning

confidence: 99%

Stress as a mediator between work–family conflict and psychological health among the nursing staff: Moderating role of emotional intelligence

Sharma

Dhar

Tyagi

2016

Applied Nursing Research

108

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“…Today, many men rate quality of life and personal relationships as essential to them, though these are not typical masculine characteristics (Wright, 2011). Similarly, despite the prevalence of the glass ceiling phenomenon at work (Ng and Pine, 2003), Indian women do manage to occupy a fair few positions in the top management showing that they are also ambitious and want material success, in addition to displaying feminine characteristics such as valuing relationships, work-family balance and cooperation (Kurup et al, 2011;Valk and Srinivasan, 2011;Dreher, 2003;Hofstede, 2001). These findings indirectly show that India is slowly becoming a more feminine culture where the traditional social roles of men and women overlap with one another.…”

mentioning

confidence: 99%

Effects of masculinity-femininity on quality of work life

Ganesh

2014

Gender in Management: An International Journal

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Purpose – The purpose of this paper was to attempt to understand the effects of gender, masculinity-femininity and social support from three sources (supervisor, co-worker and family) on the quality of work life (QWL) of an employee. In addition, the paper tried to explore the moderating effects of gender and social support in the relationship between masculinity-femininity and QWL. Relevant background variables such as age, marital status, parental status and sector have been included as control variables in the study. Design/methodology/approach – Data were collected from a sample of 307 bank employees in India (208 males and 99 females) working in private and public sector banks using the purposive sampling technique. Prior permission was obtained from the relevant authorities. To test the hypotheses, t-tests and hierarchical regression analyses were performed. In addition, the Baron and Kenny (1986) approach was used to test the moderating effects of gender and social support in the relationship between masculinity-femininity and QWL. Findings – Masculinity-femininity was not found to be significant predictor of QWL, while gender emerged as a significant predictor of QWL. Also, gender moderated the relationship between masculinity-femininity and QWL. All three sources of social support significantly predicted QWL. Results of t-test showed that female employees experienced better QWL than male employees. Furthermore, supervisory category employees and parent employees reported significantly better QWL than non-supervisory and non-parent employees. Practical implications – The key implication for organisations is that employees with both masculine and feminine tendencies are required to strike a balance between goal orientation and people orientation within the company. Also, employees should understand that their gender as well as their individual orientations towards masculinity or femininity will affect the dynamics of any interaction. Hence, being aware of the tendencies that are typical of their gender role orientations both while dealing with themselves as well as while dealing with customers, colleagues or supervisors would help in improving the quality of their work, as well as their QWL, especially in customer service professions. Originality/value – This is one of the few studies that have tried to answer the “why” part of gender differences in QWL. In addition, this study contributes to an understanding of the relative importance of different sources of social support in improving an employee's QWL. Finally, this is the first study to understand the relationship between masculinity-femininity, social support, gender and QWL in the Indian context, where the overall cultural orientation towards gender roles is currently changing.

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“…Secondly, attempts to synchronize practices with profession logics by offering lucrative salaries and career‐growth options failed to synchronize with profession logics—which the local female employees found more important—that made the teaching profession attractive to them. AlphaCorp could have offered greater work‐life balance as recommended by prior outsourcing research (Howcroft & Richardson, ; Valk & Srinivasan, ). However, in this case, AlphaCorp's management clearly did not consider this course of action viable to attain the commercial objective.…”

Section: Discussion and Contributionsmentioning

confidence: 99%