Rajeena Syed

Work-life balance is crucial for the well-being and job satisfaction of female teachers in higher educational institutions. Female faculty members face unique challenges in managing academic and personal responsibilities. This study aims to explore the antecedents and outcomes of work-life balance among female faculty in higher educational institutions in India. A quantitative study was conducted using a questionnaire method via SMART-PLS software. The study surveyed 1,384 women teaching at universities, first-grade colleges, and business schools, with respondents aged between 25 and 65 years, up to 20 years of teaching experience, and holding qualifications of either a master’s (71.63%) or a Ph.D. degree (28.37%). These findings illustrate that the supervisor support (β = 0.366) and high-commitment work system (β = 0.308) positively impact work-life balance. The impact of organizational strategies is insignificant. There is a significant mediation impact of work-life balance (β = 0.120) between supervisor support and job satisfaction. In contrast, it is insignificant for work-life balance mediation between organizational strategies and job satisfaction. In addition, work-life balance highly affects work productivity (β = 0.730), employee propensity to work from home (β = 0.471), and job satisfaction (0.327). The study highlights the need for educational institutions to actively support supervisory practices and a high-commitment work system to address the specific needs of female employees.

Type of the article: Research Article

Abstract
The study aims to examine the influence of flexible work arrangements (FWAs) on women’s job satisfaction, work-life balance, and quality of life, focusing on the mediating role of work-life balance and the moderating role of job demands. A cross-sectional questionnaire survey was conducted from March to November 2024 among women in domestic companies in Bengaluru, India. This study surveyed 592 women professionals from small- and medium-sized domestic firms across IT, finance, healthcare, retail, and service sectors. Respondents, engaged in flexible or hybrid work roles at various job levels, were selected for their direct experience with flexible schedules, making them well-positioned to assess impacts on job satisfaction, work-life balance, and quality of life. The results demonstrate that FWAs have significant direct effects on job satisfaction (β = 0.211, p < 0.001), work-life balance (β = 0.477, p < 0.001), and quality of life (β = 0.34, p < 0.001). Additionally, work-life balance positively influences both job satisfaction (β = 0.352, p < 0.001) and quality of life (β = 0.342, p < 0.001). Mediation analysis reveals that work-life balance partially mediates the relationships between FWAs and job satisfaction (β = 0.168, p < 0.001) as well as FWAs and quality of life (β = 0.163, p < 0.001). Furthermore, job demands are shown to moderate the relationship between FWAs and work-life balance (β = 0.15, p = 0.001). The findings have highlighted the need for flexible work arrangements that enhance women’s overall work-life integration and well-being.