Relationship between Emotional Intelligence and Work - Life

Balance among Academicians in Pre University colleges

A Dissertation submitted in Partial Fulfillment of the

Requirements for the Award of the Degree of

Master of Philosophy in Social Work

by

TONY THOMAS MATHEW

(Reg. No. 1730036)

Under the Supervision of

SHEEJA REMANI B KARALAM

Associate Professor

DEPARTMENT OF SOCIAL WORK

CHRIST (Deemed to be University)

BANGALORE, INDIA

February 2019

ii

APPROVAL OF DISSERTATION

Dissertation entitled Relationship between Emotional Intelligence and Work - Life Balance

among Academicians in Pre University colleges by Tony Thomas Mathew, Reg. No. 1730036

is approved for the award of the degree of Master of Philosophy in Social Work.

Supervisor:

_____________________ ___________________

Chairman:

_____________________ ___________________

General Research Coordinator:

_____________________ __________________

Date: _________

(Seal)

Place: Bengaluru

iii

DECLARATION

I, Tony Thomas Mathew, hereby declare that the dissertation, titled Relationship between

Emotional Intelligence and Work - Life Balance among Academicians in Pre University

colleges is a record of original research work undertaken by me for the award of the degree of

Master of Philosophy in Social Work. I have completed this study under the supervision of Dr

Sheeja Remani B Karalam, Associate Professor, and Department of Social Work.

I also declare that this dissertation has not been submitted for the award of any degree, diploma,

associateship, fellowship or other title. I hereby confirm the originality of the work and that

there is no plagiarism in any part of the dissertation.

Date: _________

Place: Bangalore

Tony Thomas Mathew

Reg. No. 1730036

Department of Social Work,

CHRIST (Deemed to be University),

Bangalore

iv

CERTIFICATE

This is to certify that the dissertation submitted by Tony Thomas Mathew (Reg. No. 1730036)

titled Relationship Emotional Intelligence and Work Life Balance among Academicians in Per

University colleges is a record of research work done by his during the academic year 2017 -

2019 under my supervision in partial fulfilment for the award of Master of Philosophy in Social

Work.

This dissertation has not been submitted for the award of any degree, diploma, associateship,

fellowship or other title. I hereby confirm the originality of the work and that there is no

plagiarism in any part of the dissertation.

Date: _________

Place: Bangalore

Dr Sheeja Remani B Karalam

Associate Professor

Department of Social Work,

CHRIST (Deemed to be University),

Bangalore

Dr Victor Paul

Head of the Department

Department of Social Work,

CHRIST (Deemed to be University),

Bangalore

v

ACKNOWLEDGEMENT

The power of faith and confidence is what sustained me throughout this research,

and I am deeply appreciative for all those who supported my journey, directly and

indirectly. I acknowledge the presence of the Almighty whom I trust and repose my

faith in for his direction and guidance. I thank Dr Victor Paul, Professor & Head,

Department of Sociology & Social work for the continues support to complete the

study.

First, a heartfelt gratitude to Dr. Sheeja Remani B Karalam , Associate Professor,

my guide and supervisor, she has been very kind and supportive. Her wisdom,

knowledge and commitment to the highest standards inspired and encouraged me to

accomplish this study on time. I thank Dr Hemalatha K and Dr. P M Mathew for

their encouragement throughout my study period.

I would like to thank my parents and family for the guidance and motivation

throughout the research.

I extent my sincere thanks to Fr. Jobi Xavier (Chief Finance Officer & Director –

Facility Management) for granting all the permissions for my research and

appreciating the staffs from Office of Facility Management and Office of Accounts

for the support.

I remain grateful to all the academicians from various Pre University colleges who

spared their valuable time in filling up the questionnaire

Finally, I am sincerely obliged to all those who have helped me directly and

indirectly in the completion of this study.

Tony Thomas Mathew

vi

ABSTRACT

Emotional Intelligence has always been an encouraging topic for the researchers to dwell on.

For a very long time, it was always assessed that Intelligence Quotient (IQ) was a key factor

for the determination of success in life. Emotional Intelligence also involves acknowledging

the emotions of another individual and how effectively it does coincide with traditional

intelligence. The research work is dealt to look at employees and the effects of emotional

intelligence and thus looking at the ways in which effective channels are used to channelize

the emotions that people go through. Work life balance is a perception with various

significances in the current world and implications in the professional and personal life. Work

life balance is defined as the stability that the individual requires between period assigned for

work and other personal aspects of life. Basis of the study is to develop modules or techniques

for training programmes to enhance emotional intelligence and work life balance since there

are very few literatures and limited studies conducted before. The study aims at relationship

between emotional intelligence and work life balance among academicians in PU colleges. The

research study also looks into how experience of the academicians relates to their emotional

intelligence and work life balance. Descriptive research design was applied for the study. The

essential data for the research was gathered through the standardized questionnaires. A sample

of 200 academicians participated in the research. The emotional intelligence test result shows

the academicians from different backgrounds and were high on regulation of emotion in the

self, acknowledging the emotions of another individual thus providing and shaping the students

with more knowledge and insights. From the statistical result from Pearson’s correlation

reveals, there is increase in work life balance with the increase in emotional intelligence. The

statistical result also accepts the hypothesis and found, there is a moderate positive correlation

between emotional intelligence and work life balance.

From the statistical result from ANOVA, results showed that there was no significant effect of

total years of experience on work life balance. It has been also found from the ANOVA test

that, there was an analysis conducted to compare the influence of total years of experience in

the current organization on emotional intelligence and found there was a significant effect of

total years of experience in the current organization on emotional intelligence.

Outcome defines about the emotional intelligence and work life balance among academicians

need more attention since they are catering, managing and shaping the students.

vii

Keywords: Work - life balance, emotional intelligence, academicians and years of experience

viii

CONTENTS

Page No.

Approval of Dissertation ii

Declaration iii

Certificate iv

Acknowledgement v

Abstract vi

Contents viii

List of Tables ix

List of Figures x

CHAPTERS

I INTRODUCTION 1

II LITERATURE REVIEW 7

III METHOD 15

IV RESULTS 22

V DISCUSSIONS 33

REFERENCES

APPENDICES

ix

LIST OF TABLES

Table No. Page No.

1 Experience of the academicians in years 34

2 Emotional Intelligence of academicians 37

3 Work Life balance of academicians 38

4 Correlation between emotional intelligence and work life balance 39

5 Association between work life balance and academic experience 40

6 Association between emotional intelligence and academic experience 40

x

LIST OF FIGURES

Figure No. Page No.

1 Gender details of the participants 35

CHAPTER I

INTRODUCTION

As human beings with the help of inner capabilities, we react to numerous work related- societal,

national, and natural and life problems every day. Emotions are a vital aspect and can be altered

due to internal and external varieties happening in a person’s life. Each academician in this study

hails from different family background and are consequently spectacle various personality

characteristics attained through knowledge and experience. Thus their cognitive processes,

adjustment level, personality characteristics, empathetic attitude and abilities to incorporate one’s

own emotions play a crucial role in determining the better domain of emotional intelligence and

improved state of work life balance. This study tries to explain and examine the academicians

work life balance and Emotional Intelligence in considering one’s individual emotions as well as

adapting and responding to others and focuses on the ability to manage the personal and

professional life.

Work-Life Balance: Concept

Work-Life Balance is a perception with various significances in the current world and implications

in professional and personal life. After modernization, the term work life balance became the most

consequent ideology for organizations, workers, academicians, etc. Trepidations on work- life

balance became a leading issue during the years. Social changes and revolutions made by

industrialization era stemmed women also to enter the working professional and thus intrude into

personal life. Likewise, organizations global sustenance and competition in turn, leads to building

pressure on individual employees. However, due to this competition and sustenance in the global

platform, it became vital for organizations all over the world to embrace the work-life balance

practices to retain and develop the capacities of the employee from diverse social groups and

backgrounds. The social groups who require more often a consideration for better work-life

balance were the working class mothers, senior workers, etc.

For Organization’s imminent sustainability, the organizations should follow effective and feasible

work life policy thus advancing the necessities of the employer and employee. Studies have shown

that the organizations not providing work-life balance policies for the employees end up creating

negative results and fail in the global competition. Nurturing an organizational value that abide

and develops the work -life policy is more important than just creating a work-life policy.

Employers should emerge with adaptable and advanced solutions that increase the efficiency of

the employees without affecting their family and wellbeing. Moreover, better work life policies of

the organization assist in employing and retaining competitive employees in the present global

perspective.

Work - Life Balance – Definition

Work- life balance means the stability that the individual requires between period assigned for

work and other personal aspects of life. Conventionally, the work life balance has been expected

to be the commitment towards the professional sphere of life. Meanings and interpretations vary

from academicians to researchers but it is how a person can manage, multiple roles in his / her life

and creating associations with others. The in-depth understanding of work-life balance includes

the complete analysis of a person’s capabilities to control the diverse demands of professional and

personal life.

Theoretical paradigm of Work - Life Balance

According to the theoretical and conceptual; paradigm proposed by Rosalie L Tung (2009) in

National Human Resource Development network, the standard of work life is affected by

technological factors, economical, Sociocultural situations and factors and Institutional or legal

factors.

1. Technological Environment

Technological advancement and modernization contributed largely to the time consuming

and innovative ways to complete the daily works. Thus, this advancement enabled the

organization to develop fundamental workplaces and flexible working style to cope up with

the global perspective. The emergence of internet and telecommunications changed the

pattern of organization’s and employee’s way of thinking and working pattern and

enhanced more goal-oriented results. While this advancements enriched professional life

but impacted the personal sphere of life due to increased competition and employee results

to achieve the organizational goal. This in turn, led to a problematic situation in many

household by creating workaholic signs for many. People started to derive happiness from

their own professional life and keeping personal life aside.

2. Economic Factors

Repositioning of jobs across international and national boundaries helped people to

understand the global competition and market thus helping them to increase their

capabilities.

3. Social and cultural factors

Social and cultural factors are the most crucial factors which affect the person’s

professional life and the personal life. Many studies have shown that the demographic

background and the family background directly affects the person’s motivation and

commitment towards the work. This in turn, helps the person to balance his / her personal

life as well. Studies also focused on marital status and family size too. The studies showed

those who are single and families with mature children mostly have fewer issues on to the

work life than others.

4. Legal Environment

The international organizations for labor and the Government norms and regulations

established standards and recommendations on the work pattern. Thus helped the

employees to have more moderation in the work life arena. The government organizations

and international institutions framed and implemented laws for maternity and paternity

leaves and other policies to improve the satisfaction of job in the workplace to promoter

organizational commitment.

Moderating factors

The relationship between technological environment, legal environment, economic and socio-

cultural environment is moderated by various variables such as the gender, marital status, family,

the age of the children & parents, support from the family, personality traits, etc.

According to various studies, the researchers pointed out, men are involved in more physical and

extreme jobs when compared to women. Studies also show that in workplace women reported

more gender inequality cases. In terms of social support from family and others, it is habitually of

two types: Influential care arises from the community and organization in terms of leaves, facilities

like hospital care, family care, etc. Emotional support is more or less from the family or colleagues.

Means the support to look after the family and assistance in the professional sphere of life.

Personality traits or hereditary traits influence the work life in the personal and professional sphere.

Issues such as the adjustment problems, behavioral issues and dominance in turn, lead to conflicts

or social aloof to a person. This leads to emotional stability and mental aloofness. The sector

wherein the person works also influence his / her work life balance and conflicts.

Emotional Intelligence

Emotional Intelligence has always been an encouraging topic for the researchers to dwell on. For

a very long time, it was always assessed that Intelligence Quotient (IQ) was a key factor for the

determination of success in life. There were various scales also came into prominence to check

the intelligence levels of people. These scales which were developed only looked at into the

extrinsic factors which included, getting a job or any other factors but was limited to look at the

interpersonal relationships or the stress that they face in the lives that they encounter. The studies

have proved that flexibility, leadership, self-assurance and interpersonal aids are few factors which

distinguish between the top performers and the poor performers.

There was always misconceptions related to this area and the research findings interpret that, those

individuals who remain considered as the brightest intellectually may not be the most effective

people in other folks of life. For a very long time, the success or wellbeing of an individual was

always measured in terms of the IQ that the person possess. But, after a very long time of

deduction, it was realized that, it is just a guide for numerical or the logical capability. It does not

stay any account for the success in the lives of the people it has been recommended by the

professionals like Goleman (1995), that Emotional intelligence makes the individual in their

respective are pioneer not the IQ.

The world is undergoing lots of changes compared to the previous setup we were all in. The

humongous changes in the face of the environment which in a way leads to the change in the

organizational setup in a way are giving challenges to the field of leadership to a great extent. This

changes and transformations do portray a change in the view of looking things at to the new era of

emotional intelligence. It is the natural tendency of people to be stable in the face of a changing

world. In the changing scenario, the bureaucrats are going with the flow that is happening in order

to understand the need to change and also to make sure that change in itself contains lots of energy.

The various studies conducted in this field spoke about the need to welcome the changing scenarios

into the workplace which in turn will ensure success and well-being to the individuals. It has been

founded that those who acquire high levels of emotional intelligence do look for better

opportunities for their own betterment and also look at the upliftment of the organization that they

are placed in.

Emotional Intelligence - Perception and Meaning

The perception of Emotional Intelligence has brought considerable importance and discussion in

the area of research. The term appeared in the early 90s in few publications and from then on it

has gathered the attention for further study and research by the professional, academicians and

practitioners. The term is a very broad understanding of individual skills, which usually consists

of soft skills, inter or intrapersonal skills which always fall outside the category of the traditional

ways such as general intelligence and technical or professional skills. Emotional Intelligence also

involves acknowledging the emotions of another individual and how effectively it does coincide

with traditional intelligence. It also implies the fact that an individual should possess and develop

interpersonal relationships. We all are made up so much of emotions and to a great extent, it does

determine and also influences our behaviour. To a greater extent, emotions help us to take better

decisions, comprehend the situations, cope with setbacks and shortcomings and also helps us to

interact with other people more effectively.

Mayer and Salovey (1993), interpreted Emotional Intelligence will enable individuals to

contemplate and solve problems creatively and systematically. They also suggested that emotional

intelligence may have commonalities with general intelligence and thought process.

CHAPTER II

LITERATURE REVIEW

The chapter outlines the research studies and literatures conducted. The review of literature reveals

the significance of the present studies and finding of the earlier studies. The review comprehends

the past researches done on Emotional Intelligence and Work - Life Balance among employees in

multiple work place settings.

Emotional Intelligence and Work – Life Balance

A study was conducted by Gupta (2016), on Work-Life balance of employees in the IT sector

explains that, emotional intelligence have greater impact on the performances of employee.

Hundred employees from an IT organization were selected as the samples. The study derived that,

Emotional Intelligence has a set of potentials and abilities which helps to contain the skills of the

individual, and also inter and intra- personal skills. In human beings life emotional intelligence

plays a crucial factor and determines the human beings to think critically. Emotional Intelligence

do consists of mainly five factors and it includes: Knowing the emotion of an individual,

management of emotions, motivating the individual, identifying the emotions and controlling the

relations.

It has been examined and found out that, Work-Life balance is a challenging issue and has to a

greater extent caused a certain amount of adverse effects in the health of individuals too. The

present world, where we are living is competitive and it is very important to perceive the emotions

of the self and to correctly analyze and found solutions to tackle the rising confrontations of the

emotions. It is very important to understand yourself, the goals, behavior and also the feelings of

others. The various research variables’ that are looked in the study is emotional intelligence, role

struggle, quality of work life and also contentment. The research found out that, personal life was

unhappy for the individuals because of the amount of work in professional life thus creating a

block for personal activities. Acknowledging the emotions and deeds in others impacted the work

related components in individual life. Huge contrasts were found among sexual orientation and

work impedance with individual life. The study confirms that for IT employees handling the work

pressure in professional life and managing the personal life has become a challenge. The researcher

also suggest the organization to implement and develop policies and practices to encourage and

improve the lifes of the employees. Thus by enabling all the policies and features, it will help the

employees to attain to have a perfect work life balance.

A study conducted to look at the effect of emotional intelligence on the work-life balance and that

too implied in a global perspective by Bina and Peter (2014) with a sample of 150 employees. The

expanding work pressure, globalization and industrial progression have made work-life adjustment

an issue for both genders. Life incorporates different interests like riches, vocation, family, social

commitment, most profound sense of being, wellbeing and so forth. An impeccable adjust life for

a worker needs a cautious synchronization and juggling of the said missions, and this juggling

leaves the representative focused. A great many people in association’s today experience feelings

of disintegrating put stock in, bumping vulnerability, smothered inventiveness, remove amongst

chiefs and collaborators, and vanishing steadfastness and duty. Subsequently, feelings assume a

fundamental part in our life. These feelings should be notable and oversaw by reason. Enthusiastic

Intelligence is the cognizant administration of our own feelings. Knowledge and practice can give

individual and relational advantages. Enthusiastic Intelligence calls upon the workers to build their

passionate mindfulness, passionate articulation, imagination, increment resistance, increment trust

and respectability. It decides the potential for taking in the pragmatic abilities that depend on its

five components: mindfulness, inspiration, self-direction, compassion, and adroitness seeing

someone. Passionate knowledge enhances individual and authoritative execution. It assumes a

huge part in the sort of work a representative produces, and the relationship a man appreciates

inside the association and outside. This paper is an endeavor to survey the different looks into in

the field of Work Life adjust and how Emotional Intelligence assumes a critical part in adjusting

work and family related results.

Research conducted by Rangreji (2017) found that the construct of the thesis is a challenging issue

in the fields of Information Technology. The study attempts to bridge the gap between work and

life and also to look at the emotional intelligence in the areas of leadership. Three hundred fifty-

five IT employees were the participants of the study from Bangalore city and researcher took both

the genders. The main outcomes of the research includes: the three noteworthy behaviors of work

that interferes the individual life were amount of time for individual activities is less because of

the work pressure, some of the factors affecting the work life balance of an individual is tiredness

at the end of the day and as well as pressures / deadline by the organizations thus leading to the

imbalance in the life cycle and quitting the jobs, the most astounding distinction was seen in Work

from home constantly, trailed by part time work or contract work. Sometimes the individuals may

not get daily job affecting the job routine and life balance, study reveals that IT workers were high

on control of emotion in oneself, trailed by examination and acknowledgment of emotion in others,

recognition of emotions to encourage expression of emotion in oneself, use of emotions to facilitate

performance will adversely influence work –life balance, evaluation and acknowledgment of

emotions in others will affect the work related elements meddling in own life, assessment and

articulation of emotions in oneself contrarily affects the dimensions of risk to an individual.

Control of emotions in oneself emphatically impacted dimension of hazard to an employee’s

situation with the implementation of various programmes related to work life balance, important

variances between gender and professional life with personal life were also found in the study. It

has been noticed that three variables were high for men when compared to women, variances were

also found in work related areas and marital with personal life and possibility of practice of work-

life balance programs. Married IT employees possessed more personal related issues than

unmarried employees, significant observations were also found out on years in current designation

and work Intervention in own life, work related issues meddling with personal life and probability

of practice of work-life balance courses and differences & findings were also found out in overall

experience of an individual in an organization and work factors interfering with individual life.

Study concluded that IT organizations should develop and implement effective and proficient

work-life balance guidelines and to promote an organizational culture which will help to endorse

emotional intelligence. This thus enables to decrease the work-life stress and role conflicts for the

IT employees.

Shylaja and Prasad (2017), found out that, loads of information and technology has given rise to

various problems leading to the work –life balance. Survey technique was adopted for the data

collection for the current study. The sample consists of 55 employees and it has both male and

female employees. Self-administered questionnaires were given to the sample to find the work-

life balance. The main outcomes of the study included: most of the participants were not entirely

conscious and alert of their own capacities and emotions, management of emotions wisely were

not clearly aware to the employees, there is a need to motivate oneself and thus coming in terms

with self-awareness and one’s goals, the need to recognize the emotions of the others and thus

developing both inter personal and intra personal skills, individuals with advanced emotional

intelligence are capable to succeed work and relationships in a very balanced manner. From the

research, it is found that, Work Family Life is a vital cause in employee performance and the major

reasons for employee revenue. The construct of the thesis (EI) do also play an important role in

which it helps to maintain a suitable equilibrium in both proficient and individual life. In order to

have a balanced workforce, it is very necessary for both the employer and employee should be

willing to enhance the new elements that are in the work space.

A study conducted by Shelar (2009) gives a new outlook towards human resources and social

sciences in connection with emotional intelligence. The aim of the study was to look at how

employee’s performance and strategies of the organization can be impacted through emotional

intelligence. The sample size of the study was 50 which includes both male and female. The study

shows organizational success and competitive strategies in the organization achieved only through

both the factors namely work life balance and emotional intelligence of the individuals. Enhanced

emotional intelligence enables the individual to comprehend and cope with the emotions of others.

A good work life balance is more important for women and men. Organizations should develop

guidelines and practices which enhances and attracts the employees. It is necessary that employees

as well as the organizations should work in balance and it was also indicated that emotional

intelligence leads to better work life balance and thus having a better understanding of the working

competencies.

Ravikumar (2014), conducted a study among 383 IT professionals with an objective to understand

the emotional intelligence of women IT professionals in Bangalore city in relation to demographic,

economic and work related characteristics. The outcome of the results exhibits that women IT

professional, do have a higher level of emotional intelligence perception.

Anbarasan and Mehta (2010) studied about Quality of Working Life has been defined by various

researchers in various ways and it includes work quality and employment quality. The study was

conducted among 100 sales executives from various sectors such as finance, pharmacy companies.

The stress and work load in the organizations leads to different mental and emotional instabilities

thus leading to the distress in the work quality and affecting the quality of working life of the

employees of the organization. Emotional Intelligence is considered as distinct parameter, and

quality of working life is an organizational tool. Hypothesis that is been propagated through the

study is that employee’s insight on quality of working life, depends on his/her emotional

intelligence. Emotions do play an important role in enhancing personal and professional success

along with intelligence. With a very balanced play of emotions and intelligence, there can be

established a pleasant workspace. The study also looks at and identifies the various variables that

effect individual’s emotional intelligence and work life balance. The study reveals that

organization impulse less concern to the sales staff due to the changing corporate strategies. Due

to this sales staff feels insecurity towards their professional life and possess flickering attitudes.

Data was collected with the self-designed questionnaires. Results of the study in turn showed that

even when the sales executives are committed and responsive about the work. The organization

and the working environment is not supporting. Thus leads to the low quality of work life.

Quality of Work – Life Balance – corporate and institutional setting

The study conducted by Sinha (1982) reveals that, working life is always considered as a part of

the ecological setting of the human environment. There always exists a relationship between

quality of life and quality of working life. It is emerged as a vital area of research. Quality of life

is considered to be a tool for the successful achievement in life and job. The elements of job

satisfaction, social support, control and influence, interpersonal relationships are included in the

assessing of quality of life. The research was done among the faculty of IIT, Bombay, males with

the age group of 30-45 and the sample size was 50. Three variables interact to have a combined

effect on the working personal in an organization include Job, Personal and Organizational

structure. Results show that, the interaction among these variables determine the degree of job

involvement and job satisfaction and thus contributed to the quality of working life. The other

factors are job satisfaction & job attractiveness, work values, happiness and intrinsic motivation.

There is a positive experience between quality of life and the above said factors. The quality of

life and quality of working life have a direct association, however this relationship varies with the

social as well as the cultural effect. This in effect gives an implication that an individual leading a

happy and contended life will certainly have a better quality of working life than an unhappy

person whose life quality is not good.

A study conducted by Sharadda, Barkha and Sharma in 2014 with an intent to understand the

quality of work life among management academicians. Results show that, the organizational

success is dependent on the fact that how far is the organization successful in keeping the

workforce providing all the suitable amenities. Quality of life on an organizational set up refers

to all the favorable and the unfavorableness in a job environment for an individual. The sample

size of the study is 300 respondents who are academicians in various colleges in Indore. Each

individual invests a lot of time at the work place and dedicates most of his or her life to work by

spending time, vitality and physical and mental resources to satisfy his or her endeavor. Work is

the main determinant of the opportunity of an individual. On the off chance that employees identify

an organization as offering a good Quality of Work as a result of their commitment to organization,

at that point almost certainly, workers will report more elevated amounts of execution and

employment involvement. Employee fulfillment encourages unrivaled execution and furthermore

more noteworthy fascination and retention of the best employees, in this manner improving the

capacity of the association to convey higher quality services. In this manner, the present research

is an endeavor to evaluate the factors influencing Quality of Work Life of employees. Hypothesis

stated were that the organizational commitment have direct and optimistic outcome on the Quality

of Working Life. Human Resource climate do also play a very direct and optimistic effect on the

Quality of working Life. The strength of all educational organizations lies in the willingness of

teachers to contribute towards their growth. If the organizations provide good Quality of Work

Life to the employees’, then they will get more committed, productive, satisfied employees. The

organizations need committed, efficient productive employees to achieve their objectives and they

will not be able to thrive without the commitment and creativity of the employees

Shivaganesh and Rupshree (2009), studied the coverage and practices of work life policies in the

leading business and IT organizations in India. Grounded on the analyses of reports and literature

review the researcher suggested that the Indian organizations have to rethink and redefine work

life balance practices for the efficiency of organizational performances. As a practice the

organizations, conducts training programmes, workshops and outbound training but innovative

practices and implementation of the practices are less. The research also states that the

organizations provide and creates work life policies for the employees but these work life policies

do not form an essential part of the organizational policies. Even though the organization have

work life policies the employees doesn’t recognize it. Finding shows that HR managers have vital

role in executing and implementation of work life policies to enhance the employees to achieve

organizational commitment and goals. The HR manager of the organization should communicate

the accessibility of various work life policies and practices in the organization to the employees.

Emotional Intelligence – corporate and institutional setting

A case- study was conducted by Parrish (2015) to investigate and to classify the significance of

emotional intelligence for efficient higher education in academic relationship. The sample size was

50 and the study found out that for academic leadership in schools and colleges emotional

intelligence is considered as a vital factor. Leadership and management are seen two important

paradigms in assessing the emotional intelligence. Emotional intelligence is the vital factors for

management in higher education. The study reveals that the respondents replied that those who

have resilient emotional intelligence were more appreciated by colleagues and subordinates and

executed more efficiently as leaders in the iorganization. Empathy stands out as one of the most

relevant traits in the assessment of emotional intelligence. The other trait which stands out is the

ability to responsibly manage themselves. The traits of a good leader includes, treating the staff

friendly and justly, being trustworthy and honest in all actions. The leaders pertinently utilize the

individual’s abilities and identified the areas to be improved for proficient growth. As the study

was conducted, the importance and association between cognitive intelligence and emotional

intelligence were examined. The study has been finalized that emotional intelligence is important

and relevant in the higher education.

Sori (2014) conducted a study to look at the relationship among employees’ emotional intelligence

and proficiency in organizations. Emotional intelligence has two dimensions- personal and

interpersonal skills. The sample size for the study was 70 and includes both men and women. The

hypothesis states that there is an association among interpersonal skills and efficiency between the

employees’. The results indicated that there was a substantial and positive association among

employees’ emotional intelligence and proficiency.

The study conducted by Craig (2016) with an objective to examine the relationship between

resident assistant job performance and emotional intelligence in order to address the emotional

intelligence of undergraduate students. The study was conducted at West Chester University and

the sample size be 45. The research looked at the positive and the very effective relationship that

exists between job performance and emotional intelligence. The findings of the study revealed that

there are various factors which depends on the relation between the two. There is always a multi-

dimensional element to emotional intelligence which in way leads to job performance.

Effects of Emotional Intelligence

A study was conducted by Cook (2006) to look at how those hold the principals’ positions play

with the element of Emotional Intelligence and its level of impact on people. The study aimed to

look at the emotional intelligence of principals which measure the various categories and it

includes, self- awareness, self- management, social awareness, relationship management and also

the overall emotional intelligence. The other factors which enhance the capabilities includes the

environment the people are put in, the nature of work and the type of people they have to be around.

The results of the tests show that there is always a positive correlation between emotional

intelligence and the performance of the leadership of people.

A study was conducted by Singh (2008) found out that emotional intelligence of professionals are

positively and significantly associated to the job that they are being part of. The interpersonal

relationships are in a way related to the individual’s emotional intelligence. Even gender

differences are also clearly associated with emotional intelligence. The various objectives of the

study included to find out any difference between the levels of emotional intelligence in both social

work and software professionals, to have linked the biographical information to emotional

intelligence of both the professions and to link the biographical information to gender. The tool

used was “Emotional Competence Inventory”. As the results were revealed, it was clearly realized

that there is no much levels of difference between the levels of emotional intelligence in both the

professions. When gender aspect was looked into, there was a slight difference found in the results

between men and women and thus it was concluded that women do have better emotional

intelligence than men when considering work- life balance.

In a study conducted by Brackett, Rivers and Salovey in 2011, explain the concept of emotional

intelligence is important in the field of education and work place settings. The study reviewed four

fundamental factors which relates to the emotional intelligence. Various standardized tools were

formed to assess the emotional intelligence and abilities. The study found out the how well the

emotionally intelligent individual functions both intra-inter personal in the work place and

educational setting. The authors also suggest various mechanism to develop and train the

individuals who lacks the intra- inter personal skills.

The chapter focused and interpreted on numerous scopes, characteristics and dimensions of work

life balance and emotional intelligence. The research topic has been analyzed and considered with

orientation towards various aspects such as the organizational policies, practices, wellbeing

guidelines, culture, and performance of the employee, organizational behavior, commitment and

satisfaction towards organization and by the employees. The research studies conducted with the

combination of work life balance and emotional intelligence were very less among academicians.

The literatures were more on studies conducted among the IT sector than the academicians.

CHAPTER III

METHOD

Chapter emphasis on the methodologies implemented, concepts and perceptions adopted which is

operationally defined. Selection of standardized tools for the collection and analysis of data are

explained in the chapter.

Aim of the study

The study focuses and aims at relationship between emotional intelligence and work life balance

among academicians in Pre - University colleges.

Rationale

The concept of work – life balance and emotional intelligence is gaining importance across

organizations. Research helps the organizations across the world to implement essential practices

and policies related to work life balance programmes. Thus the research will also enables the

organizations to cater to needs of the employees in their personal sphere of life as well as the

professional sphere of life. This will enable the employees to be more committed towards the

organization and thus it will in turn increase the level of satisfaction among them. Insight about

emotional intelligence acts as a vital role. Studies reveals that intelligence quotient of an individual

contributes 20 percentage and emotional intelligence of an individual will contribute 80 percentage

to an individual’s achievement. The research study will help to comprehend the improving of

organizational efficiency through developing the emotional intelligence of an individual.

Work life balance and emotional intelligence among academicians in Indian PU colleges has not

been researched operationally. Only few research were conducted universally in this area. The

study and its outcomes are also relevant since most of the PU colleges are run by private

management, thus competition, stress and work load among academicians will be high and may

affects the emotional pattern and life balances.

Significance of the Study

The research outcomes and findings will help to develop a training module for better emotional

intelligence and better work life balance of the academicians in colleges and to develop policies

and practices in organizations towards achieving better performance. The result of the study will

be disseminated thus helping for the further studies in future

Objectives

To assess the Emotional Intelligence of the academicians in the Pre University colleges

To evaluate the Work Life Balance of the academicians in the Pre University colleges

To understand the relationship between emotional Intelligence and Work Life balance

of the academicians in Pre University colleges

Hypothesis

H 1. There is a positive relationship between Emotional Intelligence and Work - Life Balance

among academicians in the Pre University colleges.

H 2. There is an association between Work life balance and academic experience.

H 3. There is an association between emotional intelligence and academic experience.

Operational Definition

Emotional Intelligence: In this study, Emotional Intelligence refers to self-awareness,

self-management, social awareness and relationship management among academicians

in the Pre University colleges.

Work - Life Balance: In this study, Work Life Balance refers to the proper prioritization

between personal life and professional life of the academicians in the Pre University

colleges.

Academician: Refers to a permanent academician in a Pre University college who is

teaching, promoting, equipped and proficient in their subject area.

Research Design

Descriptive research design is used to describe the relationship between emotional Intelligence and

Work Life Balance of the academicians in the Pre University colleges of Bangalore.

Sampling Procedure

Academicians working in Pre-University colleges in Bangalore city were selected as population

of the study. There are 102 Pre University colleges in private sector under the Department of

Higher education, Government of Karnataka and there are 1103 teachers. 200 teachers (20 % of

the population) were randomly selected from 102 Pre University colleges.

Inclusion criteria

Academicians more than one year of experience in the Pre University college

Married academicians

Male and female academicians

Exclusion Criteria

Academicians who are in the managing board and principals

Academicians in temporary basis of appointment

Procedure of data collection

The researcher used simple random sampling method for the study. Standardized questionnaires

were sent to the selected 230 academicians working in pre- university colleges in Bangalore and

200 responded and returned the questionnaires. Informed consent was also send to the respondents

for the permission and confidentiality of the data during the publishing of the result.

Tools used for data collection

The researcher collected primary data with the help of two standardized tools to assess Emotional

Intelligence and work life balance of the participants. The researcher also collected secondary data

from available literatures, books and journals published to this area of research. The researcher

collected data from the participants by visiting the Pre University colleges in Bangalore and also

seeking the help from the college administrators and teachers to the participants for their inputs.

Work - Life balance

Work – Life balance was measured by Quality of work life balance Manual developed by the group

of subject experts such as Santhosh Dhar, Upinder Dhar and Rishu Roy (2006) after the review of

literature on the subject. 65 statements / questions were decided and presented on a 5 point Likert

scale. After the computation and alteration the revised version of the manual was released by the

researcher consisting of 45 question / statements to measure the work life balance. The reliability

of the test was found to be 0.89 which was determined by the split – half method by applying

Spearman – Brown prophecy formula. The validity of the test was computed by the reliability

index. Index of the reliability measures the dependability of test scores by showing how well

obtained scores agree with theoretical values. After the computation it was been found and

indicated high validity on account of being 0.94. Unlike other tests, the principal and practicality

lies with large groups or for any research / survey / comparison of policies in organizations. Thus

this scales enables the organization / institutions to review the status professed by the employees

on the policies. There is no time limit for the test to be done While administering the test it is not

desirable to convey then respondents the exact purposes for which the scale / test is used. Each

question has five options i.e., strongly agree, agree, not sure, disagree and strongly disagree. Each

of the options given for the questions contain a certain amount of score

1: Strongly agree- 5

2: Agree – 4

3: uncertain – 3

4: Disagree- 2

5: Strongly disagree- 1

On the basis of each selected option, the raw score of each dimension is added. All the raw scores

of each dimension are then added to the total score which then leads to the final interpretation.

There is always the factor of social desirability / bias / faking to the responses in the questionnaires.

Norms for Interpretation of raw scores is as follows: If the respondent is scoring a range from 52

– 84 will be considered as normal, 85 and above will be high and 51 and below will be considered

as low work life balance.

Emotional Intelligence

Emotional Intelligence of the adults were collected using Emotional Intelligence Scale (E.I.S)

developed by Anukool Hyde, Sanjyot Pethe and Upinder Dhar (2002) to provide a suitable self-

report measure. This test was based on the Four-cornerstone model by Cooper and Sawaf

developed in 1997. All the items of the scale was directly related to emotional intelligence, thus it

has high content validity. The reliability of the scale was monitored by calculating the reliability

coefficient was found to be 0.88 which means the test was highly reliable as well. At the starting

of the test the subject information column is present which consists of basic information like name,

age, sex etc. This is used to divide the subjects into various groups.

After the basic information the instructions for the test are provided which have to be given by the

conductor and help in building a good rapport. A scoring table is also provided with each

dimension labelled with alphabets from to A-J. Below are the columns for the raw score of each

dimension and on one column for total score. There are 34 questions in the questionnaire in which

each question has been labelled into one of the mentioned dimensions. Each question has five

options, i.e., strongly agree, Agree, Uncertain, Disagree, Strongly Disagree.

The subject has to choose from one of the following options for each question.

High- raw score of 85 and above

Normal – Raw score between 52 and 84.

Low: Raw score of 51 or below

Each of the options given for the questions contain a certain amount of score

1: Strongly agree- 5

2: Agree – 4

3: uncertain – 3

4: Disagree- 2

5: Strongly disagree- 1

On the basis of each selected option, the raw score of each dimension is added. All the raw scores

of each dimension are then added to the total score which then leads to the final interpretation.

Statistical analysis

Suitable inferential and descriptive statistical methods and techniques were used for the data

analysis of the present study. Descriptive statistics such as the mean and standard deviation were

used to describe the quantitative variables. IBM SPSS (Statistical Package for Social Sciences)

version 20, code: 4-21940 was used for analyzing the data. Correlation was used for understanding

the relationship between the variables and ANOVA used to find out the differences.

Ethical consideration

1. Researcher safeguarded the obscurity and confidentiality of the respondents and the data

attained.

2. Researcher deliberately collected evidence only for professional purposes and with people

professionally concerned.

3. Researcher protected the respondents from any physical or emotional distress,

maltreatment, hazard, or deprivation.

4. The participants had the right to withdraw from research at any time.

5. The data collected was used only for theoretical / academic purpose only

CHAPTER IV

RESULTS

This chapter focuses on interpretation of data obtained by using standardized questionnaires for

assessing Emotional Intelligence and Quality of work life balance. The data was obtained from

200 PU academicians from Bengaluru for each test. The analysis and interpretation of the data

discussed the objectives and hypothesis of the researcher, developing insights for social work

implications to form a Human Resource perspective and perception in developing the emotional

intelligence training for the humans in the work setting more in studying the relationship and

significant difference between Emotional Intelligence and Quality of work life balance.

Table 1

Experience of the academicians in years

COLLEGE MALE FEMALE EXPERIENCE

CJC 0 22 1 to 8

PU Residential 5 15 2 to 5

ST. Josephs 6 24 1 to 8

JNC 0 24 1 to 10

ST. Clarett 4 25 2 to 4

Sambaram 3 20 1 to 6

MCC 0 17 2 to 7

Presidency 3 20 1 to 6

Krupanidhi

0 12 2 to 5

TOTAL 21 179

The Table 1 show the experience and gender participation of the academicians from the PU

colleges in Bangalore.

Gender details of the Participants

Figure 1. Gender details of the Participants

From the above graphical representation, from 200 participants 179 were female and 21 were

males. Thus resulted in the majority dimension from one of the gender participant.

21

179

GENDER OF THE PARTCIPANTS

MALE FEMALE

Table 2

Emotional Intelligence of the Academicians

Table 2 describes the emotional intelligence of the academicians in PU colleges in Bangalore. It

shows that, emotional intelligence is high for 155 academicians and normal for 45 academicians.

The result also indicate that none of the academicians have scored low in emotional intelligence

test.

INTERPRETATION FREQUENCY

HIGH 155

NORMAL 45

TOTAL 200

Table 3

Work - Life Balance of the Academicians

INTERPRETATION FREQUENCY

HIGH 163

NORMAL 37

TOTAL 200

Table 3 describes the work life balance of academicians in PU colleges in Bangalore. It is evident

from the table that, the work life balance is high for 163 academicians and normal for 37

academicians. The result also indicates that none of the academicians have low work life balance.

Work life balance was measured by Quality of Work Life Balance revised questionnaires with 45

questions based on likertscale with 0.89 reliability and 1.02 validity. The finding is supported by

Rangreji (2017) and Anbarasan and Mehtra (2010) the study conducted among the IT professional

and sales executives. Low work life balance was not found among sales executives in the literature

reviews.

Table 4

Correlation between Emotional Intelligence and Work - Life Balance of Academicians in Pre

University Colleges, Bangalore.

Pearson’s correlation coefficient r is the mostly used nonparametric measure of association for

two random variables. (r=.453, p<.01) The result in the above Table 4 shows that there is increase

in work life balance with the increase in Emotional Intelligence. It was found that there is a

moderate positive correlation between Emotional Intelligence & Work - Life Balance with a .01

level significance. Hence the hypothesis is accepted.

Emotional

Intelligence Work Life Balance

Emotional

Intelligence

Pearson Correlation 1 .453**

Sig. (2-tailed) .000

N 200 200

Work-Life

Balance

Pearson Correlation .453** 1

Sig. (2-tailed) .000

N 200 200

Table 5

Association between Work - Life Balance and Academic Experience

ANOVA

SS df MS F Sig.

Between Groups .363 3 .121 .582 .628

Within Groups 40.817 196 .208

Total 41.180 199

An analysis of variance was conducted to compare the influence of Total Years of work experience

on Work – Life Balance. The above Table 5 shows that, there was no significant effect of Total

Years of experience on career satisfaction at the p<.05 level for the four condition [F (3,196) =

.582 p=.628].

Table 6

Association between Emotional Intelligence and Academic Experience

ANOVA

SS df MS F Sig.

Between Groups 5.108 3 1.703 11.211 .000

Within Groups 29.767 196 .152

Total 34.875 199

An analysis of variance was conducted to compare the influence of Total years of experience in

the present organization on Emotional Intelligence. The above Table 6 shows that, there was a

significant effect of total years of experience in the present organization on emotional intelligence

at the p<.05 level for the condition [F (3,196) = 11.211 p=.000]. The respondents having 7-8

experience in the present organization [M=1.042, SD= .20543] were found to have more emotional

intelligence than respondents with 5-6 experience in the present organization [M=1.2642, SD=

.37323]; 3-4 experience in the current organization [M=1.1703, SD= .35023] and 1-2 experience

in the present organization [M=1.0429, SD= .20543].

Analysis of the data interpreted that, increase in experience leads to increase in emotional

intelligence in academicians. The data also interpreted that the there is no increase in work life

balance with the increase in experience of the academicians in the PU colleges. The analysis of the

data leads to the commencement of intervention and training programmes to improve the

emotional intelligence and work life balance of the academicians and the organizations to

implement new practices and procedures for better work life balance programmes.

CHAPTER V

DISCUSSION

Findings

The chapter aims to summarize the study on association between emotional intelligence and work

life balance. This chapter also emphases on the research findings, limitations and its implications

of the research. From the following data collected and analyzed the findings researched identified

were the following:

1. The emotional intelligence of the academicians in Pre- University colleges in Bangalore is

high for 155 academicians and normal for 45 academicians. The result also shows none of

the academicians scored low in emotional intelligence.

2. Academicians are able to attend and manage the emotional and cognitive thought process

of the students. Thus binding them to cater and understand more learnings from the

teaching space.

3. The work life balance is high for 163 academicians and normal for 37 academicians. The

result also shows none of the academicians scored low in work life balance.

4. Academicians manage both work and non-work activities i.e., professional life and

personal life without any interference.

5. Academicians get more help and support from the institution and family to avoid any

adverse impact on the personal and professional life.

6. There is an increase in work life balance of the academicians with increase in their

emotional intelligence. And there is a moderate positive correlation between emotional

intelligence and work life balance.

7. There was no significant effect of total years of experience on work life balance

8. There is a significant effect of total years of experience in the current organization on

emotional intelligence.

9. There is an increase in experience in the organizations lead to increase in the emotional

intelligence of an individual thus leading to an effective control of emotions of their own

and adapting to others emotions.

10. The work life balance and the year of experience in the organization doesn’t have any

association or effect. But academicians responded to the questionnaires have more than

one year of experience in the organization.

11. Academicians who participated in the research who are married are well capable of

managing the professional and personal life.

Discussion

The perception on Emotional Intelligence has brought in so much of importance and discussion in

the area of research. The term is a very broad understanding of individual emotions and the way

they respond accept to the emotions of others. Emotional Intelligence also involves acknowledging

the emotions of another individual and how effectively it does coincide with traditional

intelligence. Work life balance means the stability that the individual requires between period

assigned for work and other personal aspects of life. Human beings work life balance is tied with

professional work load and personal caring towards families and other groups. The research was

conducted among 200 PU academicians in PU colleges, Bangalore. Socio demographic details

collected from the academicians reveals that the sample consist of 21 males and 179 females who

are married and having minimum of two years of experience in the institution.

The research findings discloses that, emotional intelligence is high for 155 academicians and

normal for 45 academicians. The result also indicate that none of the academicians have scored

low in emotional intelligence test. Academicians are able to manage the emotional and cognitive

thought process of the students. Emotional Intelligence of the adults were collected using

Emotional Intelligence Scale (E.I.S) developed by Anukool Hyde, Sanjyot Pethe and Upinder Dhar

(2002) to provide a suitable self-report measure. The finding is supported by the study conducted

by Shylaja and Prasad (2017), Rangreji (2017) and Anbarasan and Mehtra (2010) among the IT

professional and sales executives. Low emotional intelligence was not found among IT

professional and sales executives in the literature reviews. The finding was evident that, the work

life balance is also high for 163 academicians and normal for 37 academicians. Work life balance

was measured by Quality of Work Life Balance revised questionnaires with 45 questions based on

likertscale with 0.89 reliability and 1.02 validity. The finding is supported by Rangreji (2017) and

Anbarasan and Mehtra (2010) the study conducted among the IT professional and sales executives.

Low work life balance was not found among sales executives in the literature reviews. Correlation

analysis was conducted to find out the relationship between emotional intelligence and work life

balance among academicians and hence found out that there is a moderate positive correlation

between emotional intelligence and work life balance. This finding is supported by the study

conducted by Criag (2016), Bina and Peter (2014) and Anbarasan and Mehtra (2010) among

various employees, sales executive and IT professional in a global perspective. Thus it validates

the fact that that there is increase in work life balance with the increase in emotional intelligence.

By analyzing the variables and academic experience, it has been found that there is an increase in

experience in the organizations lead to increase in the emotional intelligence of an individual thus

leading to an effective control of emotions of their own and adapting to others emotions. The work

life balance and the year of experience in the organization doesn’t have any association or effect.

But academicians responded to the questionnaires have more than one year of experience in the

organization. Study suggest to implement policies and practices to develop emotional intelligence

and work life balance since it plays an important role in individuals personal and professional life.

Suggestions for further research

The results and findings of the study paves a vital way to develop effective models and training

modules in educational institutions and other organizations thus building the needs of the

individual. Comparative study among work life balance and organizational employees’

commitment can be undertaken to analyze the practices and policies in the institutions. To examine

the needs of the academicians the future studies should have conducted in a huge sample size thus

guiding the researcher to find in-depth conclusion about emotional intelligence and work life

balance in personal and professional life of an academician. The research should have done entirely

on the work life policies, leadership of the employer, family background, etc. to explore employees

perception of the professional sphere of life. The study can be also simulated in IT, hospitality

sector to comprehend the difference in the result and findings thus able to analyze the job

satisfaction. During the review of literature, researcher examined that, in the modern life style

and industrialization the study and development of new training modules for the emotional

intelligence and work life balance can improve and guide the perception and efficiency of

academicians.

Limitations

1. Sample was limited to academicians in PU colleges Bangalore city only, hence overall

view and understanding was missing.

2. Gender participation was unequal and majority findings are examined from a single

gender.

Conclusion

Work life balance and emotional intelligence of academicians in PU colleges who shapes the future

and behavior of students attracted the attention of researchers and educationalist. Studies have

shown that it’s a major challenge for the academicians to manager and handle professional and

personal life due to the adverse impact from professional and personal sphere of life. The

institutions personnel office has to communicate about the work life policies that are available in

the organization for the academicians’ better commitment and satisfaction. This enables to develop

the academicians’ better obligation to their personal life. Better commitment to the organization

and better emotional / cognitive thought process guides the individual to have more efficiency,

productivity, reasoning ability and motivation to give their best. From the review of literature and

present study it reveals and confirms emotional intelligence and work life balance creates

organizational achievement and builds organizational goals. The personal offices or Human

resource offices of the institutions should initiate developing and enhancing the emotional

intelligence abilities. Enhanced and improved emotional intelligence abilities might assist an

individual to manage and comprehend emotions of others as well as own, thus leading to the

empathetic attitude and compassionate approaches to others. Bridging the gap between emotional

intelligence and work life helps the individual to integrate, improve and actively involved in family

and work life activities. Providing the platform to utilize the employees’ talent and effectively

considering potentialities and ideas of employees and bringing them to be a part of the

organizational achievements and success changes the attitude of the individuals’ perception of the

organization. From the research findings the emotional intelligence and work life balance has a

strong effect in individuals’ professional and personal life.

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APPENDIX

INFORMED CONSENT

Dear Participant,

You are being invited to participate in a research on the Relationship between Emotional

Intelligence and Work life balance among academicians in PU colleges.This study is being

done for academic purpose as a part of my course curriculum for Masters in philosophy,

Christ University.

This research will require about 20-30 minutes of your time. During this time you will be

answering a questionnaires. The first one being on Emotional Intelligence and second one on

Work life balance which is enclosed with this letter.

The feedback given by you will be highly confidential and will be restricted only for academic

purpose. Your participation in this research is completely voluntary. If you decide to participate

please fill in the following questionnaires, however you may withdraw from the study at any

time for any reason.

The results of this research will be published in a journal read by fellow researchers and

specialists in the field to gain a deeper in-sight on the relationship and significance difference

between Emotional Intelligence and work life balance. At no time, however, will your name

be mentioned or used or any identifying information revealed. If you wish to receive a copy of

the results from this study, you may contact the researcher on

tony.thomasmathews@gmail.com.

Signature of the participant

Emotional Intelligence Questionnaire

Emotional intelligence is the ability to identify and manage your own emotions and the

emotions of others. It is generally said to include three skills:

1. Emotional awareness, including the ability to identify your own emotions and those of

others;

2. The ability to harness emotions and apply them to tasks like thinking and problems

solving;

3. The ability to manage emotions, including the ability to regulate your own emotions,

and the ability to cheer up or calm down another person.

* Required

1. Email address *

2. Name *

3. Gender and experience in the organization *

4. E. I can encourage others to work even when things are not favorable *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

5. C People tell me that I am an inspiration for them. *

i. Disagree

ii. Strongly disagree

iii. Strongly Agree

iv. Agree

v. Uncertain

6. J. I am able to encourage people to take initiative. *

i. Disagree

ii. Strongly disagree

iii. Strongly Agree

iv. Agree

v. Uncertain

7. C. I am able to make intelligent decisions using a healthy balance of emotions and reasons *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

8. E. I do not depend on others encouragement to do my work well *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

9. A. I can continue to do what I believe in, even under severe criticism *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

10. C. I am able to assess the situation and then behave *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

11. C. I can concentrate on the task at hand in spite of disturbances *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

12. B. I pay attention to the worries and concerns of others *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

13. B. I can listen to someone without the urge to say something*

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

14. E. I am perceived as friendly and outgoing *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

15. A. I have my priorities clear. *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

16. J. I can handle conflicts around me *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

17. D. I do not mix unnecessary emotions with issues at hand *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

18. B. I try to see the other person's point of view *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

19. F. I can stand up for my beliefs *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

20. E. I can see the brighter side of my situation

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

21. A. I believe in myself *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

22. D. I am able to stay composed in both good and bad

situations. *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

23. B. I am able to stay focused even under pressure. *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

24. B. I am able to maintain the standards of honesty and

integrity *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

25. B. I am able to confront unethical actions of others *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

26. I. I am able to meet commitments and keep promises *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

27. I. I am organized and careful in my work *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

28. B. I am able to handle multiple demands *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

29. D. I am comfortable and open to novel ideas and new

information *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

30. F. I pursue goals beyond what is required and expected of me

*

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

31. D. I am persistent in pursuing goals despite obstacles and

setbacks *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

32. A. I have built rapport and made and maintained personal

friendships with work associates *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

33. G. I am able to identify and separate my emotions *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

34. C. I think that feelings should be managed *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

35. F. I am aware of my weaknesses *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

36. G. I feel that I must develop myself even when my job does

not demand it *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

37. C. I believe that happiness is a positive attitude *

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Uncertain

Quality of Work life balance

Instructions

Keeping the organization in which you are working in mind, please write the number of your

choice against each statement. There is no right or wrong answer. It is only an exercise to get an

idea of your perception about your workplace and personal life spaces. The choices are:

Strongly disagree, Disagree, Not Sure, Agree and Strongly Agree

Name (Optional):

Gender:

Experience in the organization:

1. People want to improve life at work

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

2. Efforts are made to democratize the work place

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

3. Individuals are facilitated to have influence and control over what they do and how they

do it.

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

4. The organization responds to employees needs positively.

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

5. People are given adequate and fair compensation

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

6. Safe and healthy environment is ensured

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

7. Emphasis is laid on the development of human capacities

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

8. Policies of the organization are in tune with social integration

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

9. The work is having a balanced role in one’s life considering the requirement of leisure

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

10. Efforts are made to improve productivity through improvements in human inputs.

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

11. Employees are able to satisfy important personal needs through their experience in the

organization

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

12. Sharing of the income and resources of the organization is equitable

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

13. Labor management collaboration is prominently felt.

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

14. Employees are given adequate learning opportunities

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

15. Employees tend to have positive feelings towards themselves

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

16. Employees tend to have positive feelings towards their jobs

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

17. Employees have strong commitment to organizational goals

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

18. Opportunities arte crated for greater growth and development of the individual as a

person and as a productive member of the organization

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

19. Physical and psychological health is considered important.

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

20. The organization has low absenteeism and turnover

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

21. The accidents are rate in the organization

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

22. Pay and benefits are revised from time to time

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

23. Work redesign innovations are disseminated in the organization

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

24. Rewards systems is operating in the congruent way in the organization

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

25. Intergroup meetings are arranged to reduce the destructive effects of intergroup conflicts

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

26. Superiors encourage participation in crucial work

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

27. Human dignity and growth are promoted in the organization

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

28. Promotion scheme to employees in advance what avenues are available.

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

29. Employees who have necessary ability and willingness to climb the hierarchy are

identified.

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

30. Suggestion schemes are effectively implemented

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

31. Motivational climate is created by rewarding good performance both formally as well as

informally.

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

32. Employees in general are satisfied in the organization

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

33. Most of the activities at work are challenging and interesting.

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

34. Employees are required to use a wide range of abilities in the organization

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

35. Employees in general have sense of accomplishment

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

36. Seniority and merit both get due weightage at the time of promotion

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

37. Employees tend to stay for fairly a long time with the organization

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

38. Adequate opportunities are given to develop new skills and abilities at work

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

39. Innovation is encouraged

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

40. Employees in general find their work stimulating

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

41. Employees of then organization know their jobs well

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure

42. The relationship between employees and work environment is healthy

i. Agree

ii. Strongly Disagree

iii. Strongly Agree

iv. Disagree

v. Not Sure