n early centuries, the women were engaging mostly in safeguarding their children, home and other properties while men were engaging in earning money for their spouse and children. And also very few women entered into the higher education and joined in the workforce. However, the fast moving technological world is giving opportunity to the women and motivating them to enter the higher education as well as to become the professionals in modern economy. In addition, the working women in the new era are actively engaging like men in every field of work such as medicine, information technology, engineering, teaching, business and administration. The need of working women in the world is essential and compulsory in some field such as healthcare, teaching in order to preserve the female society. Sigroha (2014) indicated that the roles and expectation of women and men have changed significantly over the past 50 years. Researcher observed that the average time spent on job has increased drastically. As a result work dominates the personal life. For every individual there is a life at work and at home and also a life in which he has a space for leisure and maintaining a balance between all these is crucial. If balance is not maintained between all these elements of life, than there would be a conflict. As a result there would be an adverse effect on the work life as well as personal life.

Tasnim et al. (2017) stated that in today's competitive world, the issue of work-life balance has grabbed the attention of researchers and academics because of its effect on professional as well as personal life.

Working women in the modern world have lot of duties in home and office as well. In addition, they have to serve for the children when they got married and become as mothers. The working women have additional responsibilities comparing with working men. Working women have to fulfill the dual responsibilities since they have to manage the responsibilities at home as well as office. They have to plan, organize and control the dual responsibilities well in advance in order survive without any interruption between work and life. Sigroha (2014) stated that work-life balance is seen more as women issue due to the traditional mindset, where the woman is considered primarily responsible for the smooth running of the day to day affairs of the family irrespective of her job profile and official responsibilities that is why managing work and family responsibilities can be very difficult for women.

Working women have to maintain a good balance between job and home. If they fail to maintain this balance, they will face unnecessary problems, pressure, health related problems and stress.

Based on the problem statement, the researcher is interested to do this research proposing the issue that whether working women have work life balance? This study focuses on addressing the following research question.

Do the working women have significant work life balance?

Work-life balance is most frequently used to describe the equilibrium between responsibilities at work I and responsibilities outside paid work; having a work-life balance means that this equilibrium is in the right position for the individual concerned (Dissanayaka and Hussain Ali, 2013).

We simply define work-life balance as the healthy blend of an employee's professional and personal responsibilities. It's about being able to make the two work together over the long term, understanding that on any given day, employees may not fully "balanced" one way or the other. Rather, positive worklife balance means employees have the control and flexibility to be successful on both fronts (Eagle Hill Washington DC Survey, 2014).

Dhas and Karthikeyan (2015) indicated that Work-life balance is about effectively managing the juggling act between paid work and other activities that are important to us -including spending time with family, taking part in sport and recreation, volunteering or undertaking further study. It can help to build strong communities and productive businesses. In a society filled with conflicting responsibilities and commitments, work/life balance has become a predominant issue in the workplace. Dolai (2015) indicated that Work-life balance is one of the work-related issues affecting productivity of employees in an organization.

Without creating a work-life balance a person isn't able to take time to enjoy the life they have worked so hard to create. They aren't available for friends and family members, and often take their stress out on the ones they love. They can also suffer from illness and physical disorders that stem from prolonged stress such as heart disease, alcoholism, and even diabetes (Meenakshi et al., 2013).

Dhas and Karthikeyan (2015) indicated that Employees in companies already implementing work-life practices enjoy significant benefits such as: Being able to effectively manage multiple responsibilities at home, work and in the community without guilt or regret: Being able to work in flexible ways so that earning an income and managing family/other commitments become easier: Being part of a supportive workplace that values and trusts staff: People want to be able to have a good quality of life, an enjoyable work life and career progression, training and development, good health, affordable childcare or eldercare, further education, more money, time to travel, time with friends and family, time to do sports and hobbies, and time to do voluntary work.

Hayman (2005) indicated that "he conducted a study on "Psychometric Assessment of an Instrument Designed to Measure Work Life Balance "which evaluated the factor analysis of the items confirmed three dimensions to the work life balance scale. These are operationalised as factor 1-work interference with personal life (WIPL), factor 2-personal life interference with work (PLIW), and factor 3-work/personal life enhancement (WPLE). These three items consist of fifteen questions. This instrument was found to have acceptable validity and reliability. This paper reports and validates a new measure to capture employee perceptions of work life balance.

Smeltzer (2016) conducted a study which investigated the psychometric properties of the Work/Life Balance Self-Assessment scale among nurse faculty involved in doctoral education. This study addresses 3 factors: work interference with personal life (WIPL), personal life interference with work (PLIW), and work/personal life enhancement (WPLE). The Cronbach's alpha coefficients for reliability of the scale were .88 for the total scale and for the subscales, .93 (WIPL), .85 (PLIW), and .69 (WPLE). The Work/Life Balance Self-Assessment scale appears to be a reliable and valid instrument to examine work-life balance among nurse faculty. Dolai (2015) conducted a study with the twin objective of establishing the psychometric properties of the measure used for measuring work-life balance and trying to see if there are marked differences in the perception of work-life balance across respondents based on different demographic parameters. By means of factor analysis and reliability analysis, the dimensionality of the scale was well established and the correlations between different dimensions of work-life balance and negative and positive work-life balance were all in the expected directions, suggesting that the scale was a valid and reliable scale for measuring work-life balance. On the other hand, the comparative analysis of the work life balance scores of different demographic profiles could not suggest that there were statistically significant differences in the perception of work-life balance across these demographic groups.

The researcher found the following previous studies within the Sri Lankan context;

Tharsiny and Sareena Umma (2015) conducted a study on "The Impact of Work Life Balance on Employees' Work Performance: Special Reference to Insurance Companies Operating in the Kilinochchi District". This study aims to identify the relationship between work life balance and employees' work performance with special reference to insurance companies in Kilinochchi District. The result suggested that there is a positive relationship between work life balance and employees' work performance. According to the simple regression analysis, when the work life balance increases the employees' work performance also increases in the insurance companies. Further, when the organization considers the improvement in the work life balance, it will lead to maintain high level employees' work performance in the insurance companies. Performance: An Empirical Study on Seven Apparel Organizations in Sri Lanka. The objective of study is to analyze the relationship between Work Life Balance (WLB) and Employees Performance. This study involved 96 employees who were selected from seven apparel firms in Sri Lanka. The research revealed there is a positive relationship between work life balance and employee performance.

The primary objective of the study is to examine the level of work life balance of working women in government schools and divisional secretariat in Nintavur.

This research is based on the following two hypothesis that identifies the significant level of work life balance of working women in government schools and divisional secretariat in Nintavur.

The working women of government schools and divisional secretariat in Nintavur do not have work life balance.

H1 a : The working women of government schools and divisional secretariat in Nintavur do have work life balance.

H2 0 : There is no significant difference between the work life balances of working women based on demographic variables.

H2 a : There is significant difference between the work life balances of working women based on demographic variables.

The study was conducted among the married working women in government schools and divisional secretariat in Nintavur. 100 married working women were selected as the sample population using random sampling method. 50 women from government schools and 50 women from divisional secretariat in Nintavur were chosen for this study. 50 women from government schools were the teachers and 50 women from divisional secretariat were public service officer, economic development officer, samurdhi development officer and development officer.

Table -1 shows the major tool of data collection of this study which was the modified questionnaire of Hayman (2005). It consists of 15 statements about worklife balance. Researcher has modified the questionnaire of Hayman (2005) according to the presents study setting. Five statements were on the demographic details of the respondents namely Age limit, number of children, job of spouse, service period, and type of position of respondent. The responses for each question were provided scores ranging from 1-5 (1-Strongly disagree, 2-disagree, 3-Neutral, 4-Agree, 5-Strongly agree). My personal life does not suffer because of work 02.

My job does not make my personal life difficult 03.

I do not neglect personal needs because of work 04.

I do not put personal life on hold for work 05.

I do not miss personal activities because of work 06.

I do not struggle to juggle work and non-work 07.

I am happy with the amount of time for non-work activities 08.

My personal life does not drains me of energy for work 09.

I am not too tired to be effective at work 10.

My work does not suffer because of my personal life 11.

It is not hard to work because of personal matters 12.

My personal life gives me energy for my job 13.

My job gives me energy to pursue personal activities 14.

I have better mood at work because of personal life 15.

I have better mood because of my job

The questionnaire was distributed to the married working women of government schools and divisional secretariat in Nintavur. A total of 100 questionnaires were distributed and 100 completely filled questionnaires were collected giving an overall response rate of 100 percent.

The scope of the study was limited to the married working women of Nintavur from the government schools and divisional secretariat.

As soon as the collection of data was completed through questionnaire survey, each questionnaire was carefully scrutinized and confirmed that all the questionnaires received back had been filled properly. All returned questionnaires were transferred to worksheets by assigning with scores. In coding data, response categories of the Likert Scale provided in the questionnaire were organized in the following way: After assigned these numerical values to each question they were transferred to worksheets. Then they were checked for accuracy and fed to the computer for performing statistical analysis with Statistical Package for Social Science (SPSS) version 19.

To test the reliability of the questionnaire, the interim consistency reliability was used. In this study, the Cronbach's coefficient alpha was . 995

In this analysis, the level of existence or degree of occurrence or level of each variable in the sample was analyzed in terms of degree of responses given by the respondents with the help of descriptive statistics.

The researcher used the Mean and Standard deviation as the measures of this analysis. The mean and standard deviation of responses (based on agreement of respondents) for each statement in the checklist are tabulated as below. According to the above table-7, the statement "My personal life does not suffer because of work" (Q1) is found to have the mean score of 2.95. This value falls under the lowest level of the above continuum (Table 1). The statement "My job does not make my personal life difficult" (Q2) is found to have the mean score of 2.93. This value falls under the lowest level in continuum. The statement "I do not neglect personal needs because of work" (Q3) is found to have the mean score of 3.00. This value falls under the moderate level in continuum. The statement "I do not put personal life on hold for work" (Q4) is found to have the mean score of 3.01. This value falls under the moderate level in continuum. The statement "I do not miss personal activities because of work" (Q5) is found to have the mean score of 2.89. This value falls under the lowest level in continuum. The statement "I do not struggle to juggle work and nonwork" (Q6) is found to have the mean score of 2.85. This value falls under the lowest level in continuum. The statement "I am happy with the amount of time for nonwork activities" (Q7) is found to have the mean score of 2.89. This value falls under the lowest level in continuum. The statement "My personal life does not drain me of energy for work" (Q8) is found to have the mean score of 2.92. This value falls under the lowest level in continuum. The statement "I am not too tired to be effective at work" (Q9) is found to have the mean score of 2.90. This value falls under the lowest level in continuum. The statement "My work does not suffer because of my personal life" (Q10) is found to have the mean score of 2.91. This value falls under the lowest level in continuum. The statement "It is not hard to work because of personal matters" (Q11) is found to have the mean score of 2.91. This value falls under the lowest level in continuum. The statement "My personal life gives me energy for my job" (Q12) is found to have the mean score of 2.94. This value falls under the lowest level in continuum. The statement "My job gives me energy to pursue personal activities" (Q13) is found to have the mean score of 2.96. This value falls under the lowest level in continuum. The statement "I have better mood at work because of personal life" (Q14) is found to have the mean score of 2.95. This value falls under the lowest level in continuum. The statement "I have better mood because of my job" (Q15) is found to have the mean score of 2.98. This value falls under the lowest level in continuum.

To gauge work life balance, fifteen questions were used. Based on the responses of 100 respondents, two questions (Q3 and Q4) recorded mean score under the moderate level and others have fallen under lower level.

The overall mean score for work life balance is 2.93. It's meant that respondents have lower level work life balance. Therefore, it can be concluded that the teachers at the government school and employees in the divisional secretariat have level of work life balance. By considering the standard deviation of 1.46, it can be concluded that the mean score may be increased to high level (2.93+1.46= 4 .39) as well as may be decreased to very low level (2.93-1.46= 1.47).

This study aimed to measure the level work life balance of working women and measure whether the work life balance of working women is varying based on the demographic variable such as type of position, age limit, job of spouse, service period and number of children. The level of work life balance of working women in Nintavur was low level.

Further, this study proof that there are significant differences in the level of work life balance based on the demographic variables. This study has two hypotheses where H1 0 of Hypothesis -1 (The working women of government schools and divisional secretariat in Nintavur do not have work life balance) was accepted. And also, H2 a of Hypothesis -2 (There is significant difference between the work life balances of working women based on demographic variables) was accepted.

The programs and measure should be taken in order to improve the work life balance of working women since there are evidence in the literature review which show the negative effects such as stress, decrease in performances, physical disorders, and heart disease due to the imbalance of work and life.