Journal of Strategic Human Resource Management

8 (1) 2019, 1-12

http://publishingindia.com/jshrm/

WORK-LIFE BALANCE AND ITS

RELATION TO DEMOGRAPHIC FACTORS:
A STUDY OF POLICE PERSONNEL OF
HIMACHAL PRADESH
Poonam Kaushal*
*Himachal Pradesh University Business School, Himachal Pradesh, India.
Email: [email protected]

Abstract:  The objective of the study is to examine the relationship between demographic factors and work-life balance (WLB)
among police personnel of Himachal Pradesh. The study further examines differences in work-life balance of police personnel at
varied levels of demographic factors. The demographic factors considered in the present study are age, gender and marital status.
This study was conducted through the sample of 781 Non Gazetted Police Officers (NGOs) of Grade-II employed in Himachal
Pradesh. The collected data has been analyzed with the help of SPSS 21. The study found that the demographic factors like age
and gender has a significant relationship with work-life balance of police personnel. Police personnel of the lower age group face
more difficulty in balancing the demands of work and other domains of life in comparison to police personnel of higher age group. No
difference was found between married and unmarried police personnel with regard to work-personal life balance. Work interference
with personal life was found less in case of male police personnel (WIPL, M=27.50) than female police personnel (WIPL, M=25.61).

Keywords:  Demographic Factors, Police Personnel, Work-Life Balance, Work-Family Conflict

Introduction Traditionally, work-life balance focused on family-friendly

policies, however, today there is increasing recognition from
organizations that work-life balance is about more than non-
Work-life balance (WLB) has become remarkably eminent
work life of individuals, and instead is helping employees
in the advancing economies in recent past. Work-life balance
to have access to working arrangements that are congruent
is understood as optimum utilization of resources between
with their other responsibilities, lifestyle and non-work life
work and other domain of life. Work-life balance is often
(Visser & Williams, 2006).
replaced by work-family balance. Work-life balance is a
much broader concept than work-family balance in the sense Policing is an important and demanding work. In the last 10
that it encompasses multiple roles outside family life e.g. years, the police force has undergone several reorganizations
community, leisure and religious roles, that an individual in terms of its tasks and organization. Conventionally, the
engages in (Frone, 2003). It is vital for all individuals to police is designated as the executive civil force of a county
maintain a balance between both the domains of life. Guest that is assigned with the duty of upholding public order
(as cited in Shah, 2014) emphasized that changing work and executing laws for the detection and prevention of the
demands such as long working hours, working intensively crime. But this role is developing into a multi-functional
and working in strict deadlines to meet the demands of work and multidimensional affair in the modern world. Today, the
influence the non-work life negatively, causing imbalance police is assumed, not solely to act as a negative enforcement
between the work-life and non-work life of individuals. agency, check all sorts of crimes, however additionally seen
Long working hours and strict deadlines at work may result as a positive agency that is indulged in community policing
in higher stress levels of individual and lead to less quality and contacting people in social front for creating reforms
time with the family members (Guest, 2002). In response (CHRI, 2014). Nature of police work and a multiplicity of
to shifts in the labor market and the changing nature of stressful situations impose a high degree of stress among
work, organizations are now modifying their workplaces police personnel which affects their physical health, mental
to accommodate the varied needs of the workforce. health as well as interpersonal relationship. The present study
 2   Journal of Strategic Human Resource Management Volume 8 Issue 1 February 2019

focuses on the demographic variable which may possibly person’s health. Thriveni and Rama (2012) have found that
impact the work-life balance of police personnel. This study women have more responsibility of the dependents. Their
is important because police personnel may not able to spend study revealed that demographic factors have influence on
sufficient time with their family and it has an adverse impact work-life balance of women and researcher have suggested
on individual performance (Yawalkar & Sonawane, 2016). that to balance the work-life and family life of women,
there should be family-friendly workplace policies in the
Literature Review organizations. Mjoli, Dywili, and Dodd (2013) observed that
demographic factors, namely, age, number of children and
age of the youngest child were to be positively correlated
Many researchers examined that demographic factors which
to work-family conflict. Marital status was found not to be
include age, gender, marital status, year of experience,
significantly correlated to work-family conflict. Benjamin
number of a family dependent or family type, income and
and Samson (2014) investigated the relationship of
the working place have a significant impact on work-life
demographic variables and life satisfaction. They found age
balance. According to Bird (2006) and Thriveni and Rama
and occupational type as predictors of life satisfaction, but
(2012) maintaining a balance between work and family life
gender was found not a good predictor of life satisfaction.
is commonly more challenging for female employees than
Ramadoss and Rajadhyaksha (2012) investigated the gender
for their male counterparts as they are more responsible
disparity in dedication to the job, work-family conflict and
to family than their male counterpart. This signifies that
social support in employed parents who have school going
in work-life, demographic factors, namely, gender play
children and also belonging to the upper socioeconomic class
an important role. Other demographic factors, namely,
in urban India. The study found a considerable difference
marital status have the major effect on employment hours.
between men and women in work-to-parent conflict and
Long working hours and caring responsibilities do indeed
energy-based strain. Further study found no considerable
affect work–life balance of married employees than single
difference in work-spouse conflict, work-leisure conflict
men and women who are least likely bothered about long
or work-homemaker conflict. Men indicated appreciably
working hours (Eikhof, Warhurst, & Haunschild, 2007).
more support than women in supervisor support, co-worker
Therefore, marital status becomes another significant
support and extended family support in managing work and
variable as a demographic factor in work-life balance. As
family responsibilities.
people become older; their physicality, behaviour as well
as perception and evaluation of certain phenomena change. Balance between work and non-work demands is an issue that
Therefore, assessment of work-life balance level achieved by pertains to all who are in paid work, regardless of whether
employees is affected by their age. As a result, a wholesome they have family responsibilities or not (Dex & Scheibl,
practice of work-life balance is changed depending on 2001; Fu & Shaffer, 2001; Rotondo, Carlson, & Kincaid,
the demographic factors, for instance, age, gender and 2003). Past studies makes it clear that the employees who live
marital status. Anitha and Muralidharan (2014) have found within a family that does not include children (Waumsley,
that demographic factors like age, salary, educational Houston, & Marks, 2010) or those who are not married yet
qualification, experience, type of family and working spouse can experience a low level of work-life balance too and need
have influence on work-life balance and on work related to be taken into consideration when implementing family-
factors (like target oriented work, working hours, extended friendly policies that promote flexibility in the workplace.
benefits and means of transportation facility). Crompton and Delina and Raya (2013) in their study revealed that married
Lyonette (2006) and Richert-Kazmierska and Stankiewicz working women find it very challenging to balance their
(2016) in their research prove that the older people report work and personal life irrespective of the age group they
lesser occurrences of work-life balance interruptions than belong to, the number of children they have, their spouse’s
younger ones (due to parental responsibilities, the initial profession and the industry they are into.
phase of career development, etc.) i.e. people falling in older
age groups are more likely to indicate the maintenance of
work-life balance.
Research Gap
Yawalkar and Sonawane (2017) explored the relationship Today, the demands in family have increased as a
between demographic variables and work-life balance of consequence of a shift in demographic factors and change
police personnel. They found that demographic factors life in the family social system such as an inflow of women in
age, number of family dependents, and working place has a the workforce, dual-earner couples, one-parent families and
significant relationship with work-life balance. It has also nuclear households. No longer does a man solely work to
investigated that demographic variables lead mistakes at financially support the family, nor does a woman stay at
workplace, increases error, and has negative impact on a
 Work-Life Balance and Its Relation to Demographic Factors: A Study of Police Personnel of Himachal Pradesh   3
home to care for dependents and the home; men and women 3. Hb(i): There is significant correlation between gen-
are assuming multiple roles as they take responsibilities for der and work-life balance (and its dimensions) of
earning money and caring for their family and home. This police personnel in Himachal Pradesh.
trend has enhanced the child and elder care burden on a large
number of employees and in addition created new challenges 4. Hb(ii): There is a significant difference in work-life
in balancing work and family life. The environment in which balance (and its dimensions) of male and female
organizations now operate is totally different from past police personnel.
history, with new demands in a constant state of flux (Riley, 5. Hc(i): There is significant correlation between mar-
2012).
ital status and work-life balance (and its dimen-
From the previous studies, it is clear that nowadays the sions) of police personnel in Himachal Pradesh.
workload of police personnel is increasing due to the nature 6. Hc(ii): There is a significant difference in work-life
of their work and heavy responsibilities which they carry
balance (and its dimensions) of single/widowed/
while dealing with people, anti-social elements, judiciary,
human rights and more importantly, with family members, divorced and married police personnel.
led to higher stress for them. Thus, it is to be considered that
they have to perform multiple roles throughout their lives. Methodology
Consequently, it has become difficult for them to manage
work domain and non-work domains of life effectively. The present study is mostly based on primary data which was
More number of studies are available for work-life balance collected from 781 Non Gazetted Police Personnel (NGOs)
of employees in public sector organizations and private of Grade-II, i.e., constables and head-constables engaged in
sector organizations. However, there is not enough literature various police organizations of Himachal Pradesh. To obtain
available with special focus on work-life balance of police the required information a well-structured questionnaire
personnel particularly in Himachal Pradesh. The previous was designed and dispensed among respondents. There
studies conducted in this area bring forth the challenges are twelve districts in the state of Himachal Pradesh. The
and the stress of police personnel. In the present study an districts with the maximum number of police personnel
effort is made to find out the role of demographic factors viz., Shimla, Solan, Kangra and Mandi were selected for the
in im/balancing work-life of police personnel of Himachal study. 781 police personnel (NGOs-Grade II) were selected
Pradesh. for the study on the basis of convenience and judgment
sampling. Questionnaires were distributed among 1040
Objectives police personnel out of which 812 questionnaires were
returned by respondents. Out of these 812 questionnaires,
The present study was conducted with the following 781 were taken for the analysis purpose, thus yielding a
objectives: response rate of 75%. Total 31 questionnaires were omitted
due to reasons of incompleteness and irrelevance. The data,
1. To study the relationship between demographic thus, collected has been analyzed with the support of SPSS
factors and work-life balance of police personnel 21. The various statistical tools viz. Pearson correlation
of Himachal Pradesh. coefficient, one-way ANOVA and post hoc tests were used
to analyze the data.
2. To study the differences in work-life balance of po-
lice personnel at varied levels of demographic
factors.
Tool Used
Work-Life Balance: Work-life balance was computed with
Hypothesis 15-item scale given by Hayman (2005) to measure three
dimensions of work-life balance, namely, work interference
1. Ha(i): There is significant correlation between age
with personal life (WIPL), personal life interference with
and work-life balance (and its dimensions) of po- work (PLIW) and work/personal life enhancement (WPLE).
lice personnel in Himachal Pradesh The scale used in the present study is modified from an
2. Ha(ii): There is a significant difference in work-life instrument developed by Fisher-McAuley, Stanton, Jolton,
balance (and its dimensions) of police personnel at and Gavin (2003). Their original scale consisted of 19 items
varied levels of age. was developed to measure three dimensions of work-life
balance which has been modified to 15 items but retains
all three dimensions. The selected police personnel were
 4   Journal of Strategic Human Resource Management Volume 8 Issue 1 February 2019

asked to state the frequency with which they have felt in a and .82 for WPLE. The overall work-life balance (WLBT)
particular way during the preceding three months using a scale had a reliability of α=.86.
seven point scale, e.g. 1=Not at all, 4=Sometimes and 7=All
the time. The scale was scored as 7,6,5,4,3,2,1 (7=Not at all, Findings and Discussion
4=Sometimes, and 1=All the time) meant for the dimensions
of work interference with personal life (except item 7, which
was reverse coded) and personal life interference with work. Demographic Summary of the Respondents
Higher scores implied low interference and lower levels of
interference were interpreted as higher levels of work-life The demographic summary of the respondents is described
balance. For work/personal life enhancement dimension in Table 1. The average age of the police personnel
scoring was as 1,2,3,4,5,6,7 (1=Not at all, 4=Sometimes (NGOs Grade-II) worked out in the study was 32.58 years
and 7=All the time) as the items were positively stated. The (S.D.=7.50). 78.9% of the police personnel were male and
overall work-life balance score was calculated by adding 21.1% were female. In terms of marital status, 57.6% of
the score on three dimensions. Reliability for the scale respondents were married and 42.4% were single, widowed,
was estimated using the Cronbach alpha coefficient. The or divorced.
Cronbach alpha coefficient was .86 for WIPL, .85 for PLIW

Table 1:  Demographic Summary of the Respondents

Gender Marital Status Age

Male Female Married Single/Widowed/Divorced Min. Max. Mean
616(78.9) 165(21.1) 450(57.6) 331(42.4) 22 58 32.58
Note: Figures in parenthesis shows percentages.

Relationship between Work-Life Balance As shown in Table 2, age was found to be significantly
and Demographic Factors (Age, Gender and positively correlated to work interference with personal life
(WIPL, r=.169**, p<.01), personal life interference with
Marital Status)
work (PLIW, r=.104**, p<.01), and overall work-life balance
(WLBT, r=.154**, p<.01) at 1% level of significance. No
The demographic factors considered for the present study are relationship was found between age and work/personal
age, gender and marital status. Table 2 shows the relationship
life enhancement (WPLE, r=.043, p=n.s.). Hence, the
between work-life balance and demographic factors, i.e. age,
research hypothesis Ha(i) i.e., there is significant correlation
gender and marital status.
between age and work-life balance (and its dimensions) of
police personnel in Himachal Pradesh is accepted for the
Table 2:  Correlation Coefficient Between Work-Life dimensions of work interference with personal life, personal
Balance and Demographic Factors life interference with work and for overall work-life balance.
However, it is rejected for the dimension of work/personal
Demographic Factors
Work-Life Balance life enhancement.
(its dimensions) Marital
Age Gender
Status Gender was found to be significantly correlated to work
1WIPL*** .169** -.093** -.010 interference with personal life (WIPL, r=-.093**, p<.01)
1PLIW*** .104** .021 .064 at the 1% level of significance. However, no significant
WPLE ***
.043 .021 -.031 correlation was found between gender and personal life
WLBT*** .154** -.041 005 interference with work (PLIW, r=.021, p=n.s.), work/personal
** life enhancement (WPLE, r=.21, p=n.s.) and overall work-
Correlation is significant at the 0.01 level (2-tailed).
*
life balance (WLBT, r=-.041, p=n.s.). Hence, the research
Correlation is significant at the 0.05 level (2-tailed).
hypothesis Hb(i) i.e., there is significant correlation between
***
WIPL – Work interference with personal life, PLIW – Personal life gender and work-life balance (and its dimensions) of
interference with work, WPLE – Work/ Personal life enhancement,
police personnel in Himachal Pradesh is accepted for work
WLBT – Overall work-life balance.
1
interference with personal life. However, it is rejected for
Higher score means less interference.
 Work-Life Balance and Its Relation to Demographic Factors: A Study of Police Personnel of Himachal Pradesh   5
the dimensions personal life interference with work, work/ Table 3:  Descriptive Statistics for Police Personnel
personal life enhancement and for overall work-life balance. (in relation to age)
In case of marital status, no correlation was found between Work-Life Standard
marital status and work interference with personal life (WIPL, Age N Mean
Balance Deviation
r=-.010; p=n.s.), personal life interference with work (PLIW, WIPL ≤ 30 398 26.21 7.78
r=.064; p=n.s.), work/personal life enhancement (WPLE, 31–40 254 27.37 8.93
r=-.031; p=n.s.) and overall work-life balance (WLBT,
41–50 104 28.10 7.48
r=-.005; p=n.s.). Hence, the research hypothesis Hc(i) i.e.,
≥51 25 35.64 8.13
there is significant correlation between marital status and
work-life balance (and its dimensions) of police personnel PLIW ≤30 398 16.91 4.57
in Himachal Pradesh is rejected for the dimensions work 31–40 254 17.28 5.06
interference with personal life, personal life interference 41–50 104 17.76 4.77
with work, work/personal life enhancement and for overall ≥51 25 19.88 5.46
work-life balance. WPLE ≤30 398 15.18 5.09
31–40 254 14.85 4.71
From the above, it can be concluded that there is an
41–50 104 15.41 5.38
association between demographic factors viz., age and gender
and work-life balance of police personnel. The study found ≥51 25 18.24 7.17
no correlation between marital status and work-life balance WLBT ≤30 398 58.29 13.37
of employees. Aryee, Luk, Leung, and Lo (1999) found 31–40 254 59.50 13.39
that gender was negatively related to work-family conflict, 41–50 104 61.27 13.70
advocating that men did not experience as much work- ≥51 25 73.76 17.48
family conflict as women. Women reported experiencing
significantly greater role overload than men. Higgins, As per details given in Table 3, the total sample of police
Duxbury, and Lee (1994); Rajadhyaksha and Velgach (2009) personnel belongs to four groups when classified on the
basis of their age. The groups are ‘less than or equal to 30
found that women were experiencing greater work to family
years’, ‘31–40 years’, ‘41–50 years’ and ‘greater than or
interference than men. Emslie and Hunt (2009) found age as equal to 50 years’. The mean scores of work-life balance
one of the constraints for work-life balance. and its dimensions of four groups were compared using one-
way ANOVA.
Panisoara and Serban (2013) found that marital status, i.e.,
unmarried and married do not have a significantly different
Table 4:  Test of Homogeneity of Variances – (in rela-
level of work-life balance. The relationship between these
demographic variables and work-life balance of employees tion to age)
will prove an important input in designing appropriate
Levene
policies for employees to address their work-life balance Work-Life Balance Df1 Df2 Sig.
Statistic
issues.
WIPL 2.715 3 777 .044
PLIW 1.219 3 777 .302
Difference in Work-Life Balance (and Its WPLE 4.371 3 777 .005
Dimensions) among Police Personnel at Varied WLBT 2.492 3 777 .059
Levels of Age
Table 4 shows the results of Levene’s test of homogeneity
of variances, which tests for similar values. The significance
One-way ANOVA was employed to find whether there value is greater than 0.05 for the dimension PLIW, and
is any significant difference in work-life balance (and its for WLBT. Therefore, the assumption of homogeneity of
dimensions) of police personnel at varied levels of age. variance is supported for these dimensions. However, for
If significant difference was found, the post hoc test was the dimensions WIPL and WPLE, the sig. value is lesser
employed to identify the pair of groups that contributed to than 0.05. This suggests that the homogeneity of variance
significant differences. The results of the test are discussed. is not met and therefore two robust tests (Welch and Brown-
Forsythe) were conducted that should be accurate when the
homogeneity of variance does not hold true.
 6   Journal of Strategic Human Resource Management Volume 8 Issue 1 February 2019

Table 5:  Robust Tests of Equality of Means – (in rela- Table 5 shows the details of robust tests of equality of means.
tion to age). From the results it can be inferred that there is a significant
difference in work interference with personal life (WIPL,
Statistic Df1 Df2 Sig. F=11.485, p<0.05) of police personnel at different levels of
WIPL Welch 11.485 3 102.739 .001 age. However, no significant difference is found in work/
Brown-Forsythe 11.541 3 185.288 .001
personal life enhancement (WPLE, F=1.958, p>0.05) of
police personnel at different levels of age.
WPLE Welch 1.958 3 99.699 .125
Brown-Forsythe 2.608 3 95.0474 .056

Table 6:  ANOVA Table for Work-Life Balance of police Personnel at Varied Levels of Age

Work-Life Balance Sources of Variance Sum of Squares Df Mean Square F Sig.

PLIW Between Groups 247.495 3 82.498 3.599 .013
Within Groups 17811.156 777 22.923
Total 18058.650 780
WLBT Between Groups 5983.436 3 1994.479 10.835 .001
Within Groups 143033.127 777 184.084
Total 149016.563 780

Table 6 shows the output of ANOVA analysis. F values were Since the groups were found to be significantly different
found to be significant for the dimension PLIW (F=3.599, on the dimensions WIPL, PLIW and for WLBT in one-way
p<0.05) and for WLBT (F=10.835, p<0.05). The results ANOVA, the post hoc test was employed to identify the pair
imply that there is a significant difference in personal life of groups that contributed to significant differences. The
interference with work and overall work-life balance among results of the comparison are summarized in Table 7.
police personnel at different levels of age.
Table 7:  Games-Howell Post Hoc Test for Comparison of Work-Life Balance of Police Personnel at Varied
Levels of Age

Mean Difference 95% Confidence Interval

DV (I) Age_g (J) Age_g Std. Error Sig.
(I-J) Lower Bound Upper Bound
WIPL ≤30 31–40 -1.16799 .68254 .319 -2.9275 .5916
41–50 -1.89012 .83086 .108 -4.0464 .2662
≥51 -9.43397* 1.67279 .001 -14.0135 -4.8544
31–40 ≤30 1.16799 .68254 .319 -.5916 2.9275
41–50 -.72214 .92318 .862 -3.1115 1.6672
*
≥51 -8.26598 1.72051 .001 -12.9443 -3.5876
41–50 ≤30 1.89012 .83086 .108 -.2662 4.0464
31–40 .72214 .92318 .862 -1.6672 3.1115
*
≥51 -7.54385 1.78456 .001 -12.3606 -2.7271
≥51 ≤30 9.43397* 1.67279 .001 4.8544 14.0135
31–40 8.26598* 1.72051 .001 3.5876 12.9443
41–50 7.54385* 1.78456 .001 2.7271 12.3606
The mean difference is significant at 0.05 level.
Table 7 shows the results of the Games-Howell post hoc life was found to be highest among NGOs-Grade II in the
analysis. Work interference with personal life enhancement age group ‘≤30 (M=26.21)’ followed by age group ‘31–40
significantly among age group ‘≥51’. However, no significant (M=27.37)’, age group ‘41–50 (M=28.10)’ and age group ‘≥
difference in WIPL was found between age group ‘≤30’, 51 (M=35.64)’.
‘31–40’, ‘41–50’ (p>0.05). Work interference with personal
 Work-Life Balance and Its Relation to Demographic Factors: A Study of Police Personnel of Himachal Pradesh   7
Table 8: Tukey HSD post hoc test for comparison of work-life balance of police personnel at varied levels of
age.

Mean Difference 95% Confidence Interval

DV (I) Age_g (J) Age_g Std. Error Sig.
(I-J) Lower Bound Upper Bound
PLIW ≤30 31–40 -.37500 .38540 .764 -1.3649 .6149
41–50 -.85509 .52727 .367 -2.2126 .5024
≥51 -2.97548* .98718 .014 -5.5171 -.4339
31–40 ≤30 .37500 .38540 .764 -.6149 1.3649
41–50 -.48009 .55737 .825 -1.9151 .9549
≥51 -2.60047* 1.00358 .048 -5.1843 -.0167
41–50 ≤30 .85509 .52727 .367 -.5024 2.2126
31–40 .48009 .55737 .825 -.9549 1.9151
≥51 -2.12038 1.06646 .193 -4.8661 .6253
≥51 ≤30 2.97548* .98718 .014 .4339 5.5171
31–40 2.60047* 1.00358 .048 .0167 5.1843
41–50 2.12038 1.06646 .193 -.6253 4.8661
WLBT ≤30 31–40 -1.20603 1.08962 .685 -4.0114 1.5993
41–50 -2.97526 1.49417 .192 -6.8222 .8716
≥51 -15.46603* 2.79748 .001 -22.6684 -8.2636
31–40 ≤30 1.20603 1.08962 .685 -1.5993 4.0114
41–50 -1.76923 1.57949 .677 -5.8358 2.2973
≥51 -14.26000* 2.84396 .001 -21.5821 6.9379
41–50 ≤30 2.97526 1.49417 .192 -.8716 6.8222
31–40 1.76923 1.57949 .677 -2.2973 5.8358
≥51 -12.49077* 3.02215 .001 -20.2716 -4.7099
≥51 ≤30 15.46603* 2.79748 .001 8.2636 22.6684
31–40 14.26000* 2.84396 .001 6.9379 21.5821
41–50 12.49077* 3.02215 .001 4.7099 20.2716

Table 8 shows the results of the Tukey HSD post hoc analysis. groups ‘41–50 (M=61.27)’, ‘31–40 (M=59.50)’ and ‘30 and
Personal life interference with work differed significantly below 30 (M=58.29)’ respectively.
among age group ‘≥51’ (p<0.05). However, no significant
difference in PLIW was found between age groups: ‘≤30’, Hence, the research hypothesis Ha(ii) i.e., there is a significant
‘31–40’ and ‘41–50’ (p>0.05). Personal life interference difference in work-life balance (and its dimensions) of
with work was found to be highest among NGOs-Grade II in police personnel at varied levels of age is accepted for the
the age group ‘30 & below 30 (M=16.90)’ followed by age dimensions of work interference with personal life, personal
groups ‘31–40 (M=17.28)’, ‘41–50 (M=17.76)’ and above life interference with work and for overall work-life balance.
‘50 (M=19.88)’ respectively. However, it is rejected for the dimension of work/personal
life enhancement.
In addition, overall work-life balance differed significantly
between the age group ‘≥51’ (p<0.05). However, no From the analysis of the present study, it can be concluded
significant difference in WLBT was observed between age that the police personnel who are in a lower age group face
groups: ‘≤30’, ‘31–40’ and ‘41–50’ (p>0.05). Overall work- more difficulty in balancing the demands of work and non-
life balance was found to be highest among police personnel work domains in comparison to police personnel of higher
in the age group ‘above 50 (M=73.76)’ followed by age age group. This finding is supported by the studies conducted
by Williams and Alliger (1994), Adam (2008), Fub, Nubling,
 8   Journal of Strategic Human Resource Management Volume 8 Issue 1 February 2019

Hasselhorn, Schwappach, and Rieger (2008) and Welford Table 9:  T-test Descriptive Statistics (in relation to
(2008). Williams and Alliger (1994) testify that there is a gender)
negative correlation between age and work-life conflict.
Adam (2008), Fub et al. (2008) found younger age as a Group Statistics
predictor of work-family conflict. Welford (2008) found that Work-Life Standard
Gender N Mean
employees in the age group 40 - 49 are more contented with Balance Deviation
their work-life balance. Rabl and Kuhlmann (2009) provide WIPL Male 616 27.50 8.54
evidence for lower work-life conflict of older employees. Female 165 25.61 6.96
Sharma and Parmar (2015) also found that the doctors PLIW Male 616 17.17 4.92
who are in the age group ‘below 30’ face more difficulty in Female 165 17.42 4.42
balancing the demands of work and other domains of life. WPLE Male 616 15.11 5.18
Female 165 15.38 4.76
WLBT Male 616 59.78 14.27
Difference in Work-Life Balance (and Its Female 165 58.41 11.35
Dimensions) among Male and Female Police
As per details given in Table 9, the total sample of police
Personnel personnel belongs to two groups when classified on the
basis of their gender. The groups are ‘male’ and ‘female’.
Independent sample t-test was employed to find whether The mean scores of work-life balance and its dimensions of
there is any significant difference in work-life balance (and two groups were compared using t-test. The result of this
its dimensions) of male and female police personnel. The comparison is given in Table 10.
results of the test are discussed.
Table 10:  Test for Equality of Means (Work-life balance in relation to gender).

Levene’s Test t-test for Equality of Means

for Equality of
Work- Variances 95% Confidence Interval of the Difference
Life
Balance Mean Std.
Sig.
F Sig. T df differ- Error dif- Lower Upper
(2-tailed)
ence ference
WIPL Equal variances assumed 9.362 .002 2.614 779 .009 1.88626 .72160 .46974 3.3027
Equal variances not as- 2.938 309.342 .004 1.88626 .64202 .62297 3.1495
sumed
PLIW Equal variances assumed 3.703 .055 -.575 779 .566 -.24286 .42257 -1.0724 .58666
Equal variances not as- -.611 282.527 .542 -.24286 .39733 -1.0249 .53925
sumed
WPLE Equal variances assumed 2.018 .156 -.596 779 .551 -.26656 .44688 -1.1437 .61067
Equal variances not as- -.627 277.349 .531 -.26656 .42535 -1.1038 .57076
sumed
WLBT Equal variances assumed 15.264 .001 1.146 779 .252 1.37684 1.20191 -.98253 3.7362
Equal variances not as- 1.306 317.173 .193 1.37684 1.05442 -.69770 3.4514
sumed

Table 10 shows an analysis of work-life balance in relation and WLBT (.001). This suggested that the independent two
to gender. The significance value, i.e., p-value corresponding sample t-test with equal variances not assumed should be
to the F-test of equal variances assumed is greater than .05 used to compare the mean scores. The p-value of t-test with
for PLIW (.055) and WPLE (.156). This suggested that equal variance not assumed was WIPL (.004) and WLBT
the independent two sample t-test with equal variances (.193). The p-value for work interference with the personal
should be used to compare the mean scores. The p-value life was found to be less than 0.05 which means that there
or the significance value corresponding to the F-test of is a significant difference in work interference with the
equal variances assumed is less than .05 for WIPL (.002) personal life of male and female police personnel at the 5%
 Work-Life Balance and Its Relation to Demographic Factors: A Study of Police Personnel of Himachal Pradesh   9
level of significance. From the details of the Table 10, work Difference in Work-Life Balance (and Its
interference with personal life was found to be less in case Dimensions) among Single/Widowed/
of male (WIPL, M=27.50) than female (WIPL, M=25.61).
However, the p-value for PLIW, WPLE and WLBT were Divorced and Married Police Personnel
found to be greater than .05 which suggested that there is no
significant difference in PLIW, WPLE and WLBT of male Independent sample t-test was employed to find whether
and female police personnel. Hence, the research hypothesis there is any significant difference in work-life balance and
Hb(ii) i.e., there is a significant difference in work-life balance its dimensions of single and married police personnel. The
(and its dimensions) of male and female police personnel is results of the test are discussed.
accepted for the dimension work interference with personal
life. However, it is rejected for the dimensions of personal Table 11:  T-Test Descriptive Statistics for police
life interference with work, work/personal life enhancement
Personnel (in relation to marital status)
and for overall work-life balance.

As significant difference was found in WIPL of male Work-Life Marital Status N Mean Standard
and female police personnel, this finding supports the Balance Deviation
observation made by Ngo and Lui (1999). Ngo and Lui WIPL Single/Widowed/Di- 331 27.19 7.64
(1999) reported the negative effects of work interference vorced
with family are stronger for female than for male. Higgins Married 450 27.03 8.70
et al. (1994) concluded that women experiences more work PLIW Single/Widowed/Di- 331 16.86 4.06
interference with family and family interference with work vorced
than men. Williams and Alliger (1994) noted that the women Married 450 17.49 5.29
displayed stronger spillovers from work to family and family WPLE Single/Widowed/Di- 331 15.35 4.90
to work than men. Researchers Higgins et al. (1994) and vorced
Rajadhyaksha and Velgach (2009) found that women were Married 450 15.03 5.23
experiencing greater work to family interference than men. WLBT Single/Widowed/Di- 331 59.42 12.40
vorced
As no significant difference was found in PLIW, WPLE and
Married 450 59.56 14.62
WLBT of male and female police personnel, this indicates
that both male and female police personnel experience
similar levels of personal life interference in work, similar As per details given in Table 11, the total sample of police
work/personal life enhancement and also have similar personnel belongs to two groups when classified on the basis
overall work-life balance. These findings are corroborated of their marital status. The groups are ‘Single/Widowed/
by the results of some earlier studies by Frone, Russell, and Divorced’ and ‘Married’. The mean scores of work-life
Cooper (1992a), Kinnunen and Mauno (1998) and Wesley balance (and its dimensions) of two groups were compared
and Muthuswamy (2005). Warrier (2013) also reported no using t-test. The result of this comparison is given in table
effect of gender difference in work-life balance index of 12.
software professionals.
Table 12:  Test for Equality of Means (Work-life balance in relation to marital status of police personnel)

Levene’s t-test for Equality of Means

Test for
Work- Equality of 95% Confidence Interval of the Difference
Life Means
Balance Mean Std.
Sig.
F Sig. T df differ- Error dif- Lower Upper
(2-tailed)
ence ference
WIPL Equal variances assumed 13.049 .001 .271 779 .786 .16224 .59867 -1.0129 1.3374
Equal variances not as- .276 755.018 .782 .16224 .58696 -.99002 1.3145
sumed
 10   Journal of Strategic Human Resource Management Volume 8 Issue 1 February 2019

Levene’s t-test for Equality of Means

Test for
Work- Equality of 95% Confidence Interval of the Difference
Life Means
Balance Mean Std.
Sig.
F Sig. T df differ- Error dif- Lower Upper
(2-tailed)
ence ference
WPLE Equal variances assumed 3.382 .066 .870 779 .385 .32094 .36906 -.40352 1.0454
Equal variances not as- .878 735.350 .380 .32094 .36540 -.39641 1.0382
sumed
WLBT Equal variances assumed 11.381 .001 -.142 779 .887 -.14086 .99368 -2.0914 1.8097
Equal variances not as- -.145 763.435 .884 -.14086 .96916 -2.0433 1.7616
sumed

Table 12 shows analysis of work-life balance in relation to Conclusion and Implications

marital status of police personnel. The significance value,
i.e., p-value corresponding to the F test of equal variances The main aim of the present study was to examine the
assumed is less than 0.05 for WIPL (.001), PLIW (.001) and relationship between demographic factors and work-life
WLBT (.001). This advocated that independent two sample balance (its dimensions) of police personnel (Non Gazetted
t-test with equal variances not assumed should be used to Police Officers (NGOs) of Grade-II) of Himachal Pradesh.
compare the mean scores of work interference with personal From the results and discussion above, it can be concluded
life, personal life interference with work and overall work- that work-life balance of selected police personnel is
life balance for married and unmarried police personnel . influenced by their age. Police personnel of the lower age
The p-value of t-test with unequal variances obtained for group face more difficulty in balancing the demands of
WIPL (.782), PLIW (.063) and WLBT (.884) is greater work and other domains of life. A number of reasons could
than 0.05 which implied no significant differences in work be responsible for this e.g., longer working hours, frequent
interference with personal life, personal life interference with night duties and calls, examinations, no post duty offs, low
work and overall work-life balance between married and discretion or control over how to carry out the job, workload,
unmarried police personnel at the 5% level of significance. role conflict, schedule inflexibility, low support etc. (Sharma
The significance value, i.e., p-value corresponding to the & Parmar, 2015). In addition, police personnel in this age
F test of equal variances assumed is greater than 0.05 for group may get married and start their family making it even
PLIW (.066). This suggested that independent two sample more challenging for them to manage the demands of work
t-test with equal variances should be used to compare the and life. Further, the study concludes that the female police
mean score of work/ personal life enhancement for married personnel face more interference of work in their family life
and unmarried police personnel. The p-value of t-test with than their male counterparts, while managing the family
equal variances obtained for WPLE (.385) is greater than commitments and also working in law enforcement.
0.05 which implied no significant differences in work/
personal life enhancement between married and unmarried The present study further reveals that the work-life balance
police personnel. These results are in line with the study may vary at different stages in the life cycle of an individual’s
of Hsieh, Pearson, Chang, and Uen (2005) who found no career life. Hence organizations are expected to have flexible
difference between married and unmarried managers with and open-minded approach for ensuring the right balance.
regard to work-personal life balance. Approaches like providing a pleasant atmosphere at work
where employees can interact informally; creating a casual
Hence, the research hypothesis Hc(ii) i.e., there is a significant space for chatting and unwinding with colleagues’ and
difference in work-life balance (and its dimensions) of seniors would help in building the transparency within the
single/ widowed/ divorced and married police personnel is organization and let employees the freedom to voice their
rejected for the dimension work interference with personal views. Further introduction of work-life policies can help
life, personal life interference with work, work/personal life police officers in achieving work-life balance. These policies
enhancement and for overall work-life balance. should be supported by the culture of organization (values,
beliefs and norms) and support of management. A research
 Work-Life Balance and Its Relation to Demographic Factors: A Study of Police Personnel of Himachal Pradesh   11
by Tuffin and Baladi (2001) showed that introduction of flict. Retrieved 27 July 2017 from http://www.ufhrd.
part-time working, job-share and career breaks have a co.uk/wordpress/wp-content/uploads/2010/08/5_4.pdf
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Self-rostering where staff can choose the patterns they balance in working women. International Journal of
want to work, within agreed parameters, while meeting the
Commerce, Business and Management, 2(5), 274– 282.
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employees becoming more efficient and effective at work Dex, S., & Scheibl, F. (2001). Flexible and family-
and at other domain of life. friendly working arrangements in UK-based SMEs’:
Business cases. British Journal of Industrial Relations,
39(3), 411–431.
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