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\title{A Study on Work-Life Balance of Working Women with Special Reference to Government Schools and Divisional Secretariat in Nintavur}
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             \author[1]{MAC. Fathima  Aroosiya}

             \affil[1]{  Swamy Vipulananda Institute of Aesthetic Studies}

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\date{\small \em Received: 12 December 2017 Accepted: 31 December 2017 Published: 15 January 2018}

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\begin{abstract}
        


The working women have dual roles namely role in the working place and role at home in the modern economy. This leads to face more difficulties in the life of working women in order to be more effective in their dual life while the working men have less pressure comparing with working women. Thus, achieving balance between work life and personal life is an important concept in the life of working women since the imbalance between the work life and personal life will affect adversely. This study is aimed to identify the level or extent of work life balance of working women. The sample size was 100 working women in Nintavur especially the teachers of government school and employees in divisional secretariat. The measuring tool was modified questionnaire of Hayman (2005) which consist of 15 questions. Data were subjected to descriptive statistics. The results of the study revealed that the level of work life balance of working women in Nintavur was low level. 

\end{abstract}


\keywords{work-life balance, working women, personal life, work life.}

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\let\tabcellsep& 	 	 		 
\section[{I. Introduction}]{I. Introduction}\par
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. \hyperref[b9]{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.\par
Tasnim et al.  {\ref (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. 
\section[{II. Statement of the Problem}]{II. Statement of the Problem}\par
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. \hyperref[b9]{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.\par
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. 
\section[{III. Research Question}]{III. Research Question}\par
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.\par
Do the working women have significant work life balance? 
\section[{IV. Literature Review}]{IV. Literature Review}\par
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 \hyperref[b3]{(Dissanayaka and Hussain Ali, 2013)}.\par
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).\par
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. \hyperref[b4]{Dolai (2015)} indicated that Work-life balance is one of the work-related issues affecting productivity of employees in an organization.\par
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 \hyperref[b7]{(Meenakshi et al., 2013)}.\par
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. 
\section[{a) Dimensions of work life balance}]{a) Dimensions of work life balance}\par
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.\par
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. \hyperref[b4]{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.\par
The researcher found the following previous studies within the Sri Lankan context;\par
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. 
\section[{V. Objectives a) General Objective}]{V. Objectives a) General Objective}\par
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.  
\section[{b) Specific Objectives}]{b) Specific Objectives} 
\section[{VI. Hypothesis of the Study}]{VI. Hypothesis of the Study}\par
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. 
\section[{Hypothesis-01 H1 0 :}]{Hypothesis-01 H1 0 :}\par
The working women of government schools and divisional secretariat in Nintavur do not have work life balance.\par
H1 a : The working women of government schools and divisional secretariat in Nintavur do have work life balance. 
\section[{Hypothesis-02}]{Hypothesis-02}\par
H2 0 : There is no significant difference between the work life balances of working women based on demographic variables.\par
H2 a : There is significant difference between the work life balances of working women based on demographic variables. 
\section[{VII. Research Methodology a) Description of Sample}]{VII. Research Methodology a) Description of Sample}\par
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. 
\section[{b) Description of the tool used}]{b) Description of the tool used}\par
Table -1 shows the major tool of data collection of this study which was the modified questionnaire of \hyperref[b6]{Hayman (2005)}. It consists of 15 statements about worklife balance. Researcher has modified the questionnaire of \hyperref[b6]{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.\par
My job does not make my personal life difficult 03.\par
I do not neglect personal needs because of work 04.\par
I do not put personal life on hold for work 05.\par
I do not miss personal activities because of work 06.\par
I do not struggle to juggle work and non-work 07.\par
I am happy with the amount of time for non-work activities 08.\par
My personal life does not drains me of energy for work 09.\par
I am not too tired to be effective at work 10.\par
My work does not suffer because of my personal life 11.\par
It is not hard to work because of personal matters 12.\par
My personal life gives me energy for my job 13.\par
My job gives me energy to pursue personal activities 14.\par
I have better mood at work because of personal life 15.\par
I have better mood because of my job 
\section[{c) Data Collection}]{c) Data Collection}\par
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. 
\section[{d) Scope}]{d) Scope}\par
The scope of the study was limited to the married working women of Nintavur from the government schools and divisional secretariat. 
\section[{VIII. Analysis and Interpretation}]{VIII. Analysis and Interpretation}\par
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. 
\section[{a) Reliability Analysis}]{a) Reliability Analysis}\par
To test the reliability of the questionnaire, the interim consistency reliability was used. In this study, the Cronbach's coefficient alpha was .  {\ref 995}    
\section[{c) Mean and Standard Deviation}]{c) Mean and Standard Deviation}\par
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.\par
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 \hyperref[tab_0]{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.\par
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.\par
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).   
\section[{d) Comparison of Means Scores}]{d) Comparison of Means Scores} 
\section[{IX. Conclusion}]{IX. Conclusion}\par
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.\par
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.\par
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.   \begin{figure}[htbp]
\noindent\textbf{1} \par 
\begin{longtable}{P{0.20578947368421052\textwidth}P{0.15210526315789474\textwidth}P{0.10736842105263159\textwidth}P{0.1431578947368421\textwidth}P{0.09842105263157895\textwidth}P{0.1431578947368421\textwidth}}
Response Category\tabcellsep Very High Extent\tabcellsep High Extent\tabcellsep Moderate Extent\tabcellsep Low Extent\tabcellsep Very Low Extent\\
Scores\tabcellsep 5\tabcellsep 4\tabcellsep 3\tabcellsep 2\tabcellsep 1\end{longtable} \par
 
\caption{\label{tab_0}Table 1 :}\end{figure}
 \begin{figure}[htbp]
\noindent\textbf{2} \par 
\begin{longtable}{P{0.85\textwidth}}
which indicates\end{longtable} \par
 
\caption{\label{tab_1}Table 2 :}\end{figure}
 \begin{figure}[htbp]
\noindent\textbf{3} \par 
\begin{longtable}{P{0.10269516728624535\textwidth}P{0.04423791821561338\textwidth}P{0.7030669144981413\textwidth}}
\tabcellsep \tabcellsep iii Distribution of respondents based on Job of\\
\tabcellsep \tabcellsep Spouse of Respondents\\
\tabcellsep \tabcellsep 100 respondents of this study have been\\
\tabcellsep \tabcellsep described in table-4 below. Based on the analysis\\
\tabcellsep \tabcellsep carried out among 100 respondents, 6\% of spouses of\\
\tabcellsep \tabcellsep respondents are occupied in business, 55\% of spouses\\
\tabcellsep \tabcellsep of respondents are occupied in government job, 14\%\\
\tabcellsep \tabcellsep of spouses of respondents are occupied in non\\
\tabcellsep \tabcellsep government job and 25\% of spouses of respondents\\
\tabcellsep \tabcellsep are occupied in others.\\
Age Limit\tabcellsep \multicolumn{2}{l}{Frequency Percentage}\\
Below 30 years old\tabcellsep 5\tabcellsep 5.0\\
30-40 years old\tabcellsep 50\tabcellsep 50.0\\
Above 40 years old\tabcellsep 45\tabcellsep 45.0\\
Total\tabcellsep 100\tabcellsep 100\%\end{longtable} \par
 
\caption{\label{tab_2}Table 3 :}\end{figure}
 \begin{figure}[htbp]
\noindent\textbf{4} \par 
\begin{longtable}{P{0.8033665835411471\textwidth}P{0.02119700748129676\textwidth}P{0.02543640897755611\textwidth}}
\multicolumn{3}{l}{Job of Spouse Frequency Percentage}\\
Business\tabcellsep 6\tabcellsep 6\\
Government\tabcellsep 55\tabcellsep 55\\
Non government\tabcellsep 14\tabcellsep 14\\
Other\tabcellsep 25\tabcellsep 25\\
Total\tabcellsep 100\tabcellsep 100\%\\
\multicolumn{3}{l}{iv Distribution of respondents based on Service}\\
\multicolumn{2}{l}{Period of Respondents}\tabcellsep \\
\multicolumn{3}{l}{100 respondents of this study have been}\\
\multicolumn{3}{l}{described in table-5 below. Based on the analysis}\\
\multicolumn{3}{l}{carried out among 100 respondents, 46\% of respondents}\\
\multicolumn{3}{l}{have 5-10 years service experience and 54\% of}\\
\multicolumn{3}{l}{respondents have above 10 years service period.}\end{longtable} \par
 
\caption{\label{tab_3}Table 4 :}\end{figure}
 \begin{figure}[htbp]
\noindent\textbf{5} \par 
\begin{longtable}{P{0.7788277511961722\textwidth}P{0.03253588516746411\textwidth}P{0.038636363636363635\textwidth}}
Service Period\tabcellsep Frequency\tabcellsep Percentage\\
5-10 years\tabcellsep 46\tabcellsep 46\\
Above 10 years\tabcellsep 54\tabcellsep 54\\
Total\tabcellsep 100\tabcellsep 100\%\\
\multicolumn{3}{l}{v Distribution of respondents based on number of}\\
children\tabcellsep \tabcellsep \\
\multicolumn{3}{l}{100 respondents of this study have been}\\
\multicolumn{3}{l}{described in table -6 below. Based on the analysis}\\
\multicolumn{3}{l}{carried out among 100 respondents, 4\% of respondents}\\
\multicolumn{3}{l}{have no children, 16\% of respondents have one child,}\\
\multicolumn{3}{l}{50\% of respondents have two children and 30\% of}\\
\multicolumn{3}{l}{respondents have three or more children.}\end{longtable} \par
 
\caption{\label{tab_4}Table 5 :}\end{figure}
 \begin{figure}[htbp]
\noindent\textbf{6} \par 
\begin{longtable}{P{0.55\textwidth}P{0.21428571428571427\textwidth}P{0.08571428571428572\textwidth}}
Number of Children\tabcellsep \multicolumn{2}{l}{Frequency Percentage}\\
None\tabcellsep 4\tabcellsep 4\\
One child\tabcellsep 16\tabcellsep 16\\
Two children\tabcellsep 50\tabcellsep 50\\
Three or above three children\tabcellsep 30\tabcellsep 30\\
Total\tabcellsep 100\tabcellsep 100\%\end{longtable} \par
 
\caption{\label{tab_5}Table 6 :}\end{figure}
 \begin{figure}[htbp]
\noindent\textbf{7} \par 
\begin{longtable}{P{0.03764160659114315\textwidth}P{0.6504119464469619\textwidth}P{0.04289392378990731\textwidth}P{0.05952626158599383\textwidth}P{0.05952626158599383\textwidth}}
Sr. No.\tabcellsep Statements\tabcellsep N\tabcellsep Mean\tabcellsep S.D\\
Q1\tabcellsep My personal life does not suffer because of work\tabcellsep 100\tabcellsep 2.95\tabcellsep 1.50\\
Q2\tabcellsep My job does not make my personal life difficult\tabcellsep 100\tabcellsep 2.93\tabcellsep 1.58\\
Q3\tabcellsep I do not neglect personal needs because of work\tabcellsep 100\tabcellsep 3.00\tabcellsep 1.44\\
Q4\tabcellsep I do not put personal life on hold for work\tabcellsep 100\tabcellsep 3.01\tabcellsep 1.480\\
Q5\tabcellsep I do not miss personal activities because of work\tabcellsep 100\tabcellsep 2.89\tabcellsep 1.50\\
Q6\tabcellsep I do not struggle to juggle work and non-work\tabcellsep 100\tabcellsep 2.85\tabcellsep 1.58\\
Q7\tabcellsep I am happy with the amount of time for non-work activities\tabcellsep 100\tabcellsep 2.89\tabcellsep 1.54\\
Q8\tabcellsep My personal life does not drains me of energy for work\tabcellsep 100\tabcellsep 2.92\tabcellsep 1.59\\
Q9\tabcellsep I am not too tired to be effective at work\tabcellsep 100\tabcellsep 2.90\tabcellsep 1.57\\
Q10\tabcellsep My work does not suffer because of my personal life\tabcellsep 100\tabcellsep 2.91\tabcellsep 1.50\\
Q11\tabcellsep It is not hard to work because of personal matters\tabcellsep 100\tabcellsep 2.91\tabcellsep 1.52\\
Q12\tabcellsep My personal life gives me energy for my job\tabcellsep 100\tabcellsep 2.94\tabcellsep 1.55\\
Q13\tabcellsep My job gives me energy to pursue personal activities\tabcellsep 100\tabcellsep 2.96\tabcellsep 1.49\\
Q14\tabcellsep I have better mood at work because of personal life\tabcellsep 100\tabcellsep 2.95\tabcellsep 1.52\\
Q15\tabcellsep I have better mood because of my job\tabcellsep 100\tabcellsep 2.98\tabcellsep 1.47\\
\tabcellsep Work life balance\tabcellsep 100\tabcellsep 2.93\tabcellsep 1.46\end{longtable} \par
 
\caption{\label{tab_6}Table 7 :}\end{figure}
 \begin{figure}[htbp]
\noindent\textbf{-} \par 
\begin{longtable}{}
\end{longtable} \par
 
\caption{\label{tab_7}Table - 8}\end{figure}
 \begin{figure}[htbp]
\noindent\textbf{8} \par 
\begin{longtable}{P{0.2818479685452162\textwidth}P{0.4734600262123198\textwidth}P{0.09469200524246396\textwidth}}
Demographic Variable\tabcellsep Sub Categories of Demographic Variable\tabcellsep Mean Score\\
\tabcellsep Development officer at divisional secretariat\tabcellsep 1.64\\
\tabcellsep Economic development officer at divisional secretariat\tabcellsep 1.62\\
Type of Position\tabcellsep Public service officer at divisional secretariat\tabcellsep 2.56\\
\tabcellsep Samurdhi development officer at divisional secretariat\tabcellsep 4.35\\
\tabcellsep Teachers at school\tabcellsep 3.37\\
\tabcellsep Below 30 years old\tabcellsep 1.48\\
Age\tabcellsep 30-40 years old\tabcellsep 1.65\\
\tabcellsep Above 40 years old\tabcellsep 4.51\\
\tabcellsep Business\tabcellsep 3.82\\
Job of Spouse\tabcellsep Government Non government\tabcellsep 2.76 2.289\\
\tabcellsep Other\tabcellsep 3.43\\
Service period\tabcellsep 5-10 years Above 10 years\tabcellsep 1.73 3.96\\
\tabcellsep None\tabcellsep 4.05\\
Number of\tabcellsep One child\tabcellsep 2.96\\
Children\tabcellsep Two children\tabcellsep 2.54\\
\tabcellsep Three or above three children\tabcellsep 3.42\\
\multicolumn{2}{l}{From the table-8, it can be concluded that}\tabcellsep \\
\multicolumn{2}{l}{Samurdhi Development Officer at Divisional Secretariat}\tabcellsep \\
\multicolumn{2}{l}{have the highest mean score of 4.35 by comparing the}\tabcellsep \\
demographic variable "\tabcellsep \tabcellsep \end{longtable} \par
 
\caption{\label{tab_8}Table 8}\end{figure}
 			\footnote{© 2018 Global Journals} 			\footnote{© 2018 Global Journals 1} 			\footnote{A Study on Work-Life Balance of Working Women with Special Reference to Government Schools and Divisional Secretariat in Nintavur} 		 		\backmatter  			 			 			  				\begin{bibitemlist}{1}
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