Background of the research
Every organization relies on two essential components: labor and capital Capital plays a crucial role in driving business success, while labor is equally vital for operational effectiveness.
In today's work environment, employees strive to balance their professional responsibilities with personal lives, often seeking to navigate and manipulate the demands of both realms.
Family and work are two crucial aspects of adult life, but their role expectations often conflict, leading to challenges in achieving work-life balance (Netemeyer, Boles, and McMurrian, 1996) Recent research has significantly expanded on the dynamics between these two domains, highlighting the importance of understanding and managing the interplay between work and family responsibilities.
Balancing family and work responsibilities has emerged as a significant challenge for many professionals According to Felstead, Jewson, Phizacklea, and Walters (2002), work-life balance strategies are essential for empowering employees to manage both their work and personal lives effectively As a result of evolving employee demographics and changing societal attitudes towards work and family, managing these competing demands has become a crucial daily task for employed adults (Zedeck, 1992).
Employee morale is crucial for the success of organizations across all sectors, including business The International Labor Organization highlights that Singapore's labor productivity is 15 times greater than that of Vietnam, underscoring the significance of fostering a motivated workforce.
Therefore, in doing business today, beside the instability of financial sector, one of the biggest problems for Vietnamese that have been discussed so much on media is productivity of
Vietnam's labor force is characterized by low productivity, a concern acknowledged by both government officials and employees While many foreign managers highlight the intelligence and skillfulness of Vietnamese workers, they note that output levels fall short compared to neighboring countries This discrepancy may stem from motivational factors, indicating a need for effective solutions to enhance productivity.
Moreover, the fact is that not many managers in Vietnam consider carefully about factors that motivate their employees in doing works, encourage them to perform better
In Vietnam, many companies implement employee motivation policies primarily focused on the work environment, compensation, training, and promotion However, they often overlook the critical aspect of helping employees manage the conflict between work and life responsibilities Therefore, enhancing work-life balance is essential for developing effective policies that strengthen the human resources of Vietnamese companies.
Recognizing the significance of work-life balance for employees is crucial for managers in Vietnamese banks, as it plays a vital role in enhancing competitiveness within the global market This study aims to explore the factors influencing work-life balance and examine gender differences in relation to this balance, ultimately contributing to the overall efficiency of the Vietnamese economic system.
Research problem, research objective, and research questions
How do family responsibilities and work pressure effect on work-life balance of employees in
Vietnam banking? What are the differences of those impacts on gender?
What is the factors effect work life balance of employees working in Viet Nam banks?
How do the gender factor influence on the work life balance?
This research aims to identify the factors affecting work-life balance for employees in Vietnam's banking sector and to explore gender differences related to work-life balance The specific objectives include analyzing these factors and understanding how they vary between male and female employees.
Identify factors influence work life balance of employees banking sector
Investigate effects of moderators of gender on work life balance.
Scope of study
This study focuses exclusively on employees within Vietnam's banking sector, which is characterized as a rapidly changing developing economy Consequently, the findings may not be applicable to other sectors.
The limited sample size of the survey conducted in Ho Chi Minh City, the hub of banking activity in Vietnam, may lead to results that are not fully representative of the entire country.
Significance
Research findings will assess the impact of employees' work-life balance, prompting HR managers to create targeted policies that consider gender and individual employee status to improve performance.
Structure of the thesis statements
This research report is structured into five chapters: Chapter 1 provides an overview of the research topic, while Chapter 2 outlines the theoretical framework, including the proposed hypotheses Chapter 3 details the research methodology employed to test the theoretical models and scales In Chapter 4, the results of the testing are presented, along with an analysis of the data that supports the research hypotheses from Chapter 2 Finally, Chapter 5 summarizes the key findings, contributions to management theory and practice, and discusses the limitations of the study to inform future research.
LITERATURE REVIEW & THEORITICAL MODEL
Introduction
Numerous studies worldwide have investigated the factors influencing work-life balance, examining both internal and external determinants within organizations, as well as individual employee characteristics These determinants can have varying positive or negative effects on employees' work-life balance, influenced by specific situations and organizational types This study focuses on previously identified factors to gain a general understanding of their impact on employees, while comparing the effects based on gender and age groups, ultimately aiming to develop hypotheses for a model of analysis.
Work—life balance concepts
This section will review previous studies about causes of work life balance to see how they impacts together, and finding hypothesizes for analyzing
The terms 'Work-life balance' and 'Work-life conflict' have been extensively studied in academic literature (Hayman, 2005; Moore, 2007; Pocock, 2005) However, we argue that balance should not be viewed as a mechanism linking work and family roles, as it fails to clarify the causal relationships between experiences in these two areas.
Work-life balance is essential for individuals to effectively manage their professional and personal lives According to Karakas and Lee (2004), achieving this balance involves dedicating quality time to family, ensuring personal relaxation for overall well-being, fostering strong communication and support among colleagues, securing high-quality childcare and education, and maintaining satisfaction with one’s workload.
A study by Kinman (2001) highlights that work-life balance is a significant factor contributing to psychological distress and job dissatisfaction, with over half of surveyed academics reporting the need to work from home in the evenings, leading to increased stress Additionally, research by Netemeyer, Boles, and McMurrian (1996) reveals that many employees continue to worry about work-related issues after leaving the office, resulting in difficulties sleeping at home.
Greenhaus and Beutell (1985) define work-life balance as a type of inter-role conflict where pressures from work and family are incompatible Their model identifies three dimensions of work-life balance: time-based, strain-based, and behavior-based Time-based work-life balance is negatively affected when demands from one role hinder the ability to fulfill another's requirements, particularly when there is an obsession with one role's needs Factors contributing to this imbalance include work-related sources such as hours worked, commute times, overtime frequency, and strict work schedules, as well as family-related sources like the number of children and family size, including older relatives.
Strain-based work life balance is originated from role-produced strain, when tension from one role interferes with achieving responsibilities in another role (Greenhaus and Beutell,
Work-related sources of strain that impact work-life balance include unclear job roles, insufficient support from leaders, conflicts within job responsibilities, and elevated physical and psychological demands In contrast, family-related factors consist of differences in career coordination between spouses, varying views on family roles, inadequate spousal support, childcare arrangements, and differing attitudes towards a wife's employment status.
Carlson, Kacmar, and Williams, 2000; Wallace, 1999)
Behavior-based work-life balance occurs when the behaviors expected in one role align with those in another Work experiences involve aspects such as job clarity and contributions, while family-related challenges encompass role ambiguity, conflicts within family roles, family role connections, and the impact of social support (Greenhaus and Beutell).
Factors influence Work—life balance
2.3.1 Work life balance and family responsibilities:
According to Elliott (2003), working parents of children aged six or younger face significant challenges in affording high-quality childcare, which can consume a large portion of their income and decrease the likelihood of maternal employment The dual responsibilities of childcare and elder care place a greater emotional burden on women than on men In practice, women continue to bear the primary responsibilities for childcare and are more likely to work part-time to accommodate family obligations (Daly and Lewis, 2000).
It is concluded that child care arrangements is a source of strain-based conflict (Wallace, 1999)
Both men and women spend nearly half of their work hours unproductively due to childcare issues, highlighting the significant impact of childcare support on workplace efficiency Research indicates that satisfaction with childcare arrangements fosters improved work-life balance, leading to better focus, enhanced job performance, and greater overall job satisfaction.
Research indicates that married women often dedicate significant time and energy to caring for their in-laws, particularly their husbands' parents, positioning them as the primary caregivers for the elderly This caregiving role is typically fulfilled by women as wives, daughters, and daughters-in-law Furthermore, many of these women also serve as primary caregivers for their children, which enhances their caregiving experience compared to men Consequently, there is a notable difference in the work-life balance between males and females concerning elder dependency.
Eldercare, much like childcare, significantly affects employees both personally and professionally, leading to emotional and financial challenges The responsibilities associated with elder care can result in increased absenteeism, decreased productivity, reduced work hours, and a shift from full-time to part-time employment, with some individuals even opting for early retirement Additionally, these caregiving duties can deter others from entering the workforce altogether Caregivers often experience negative impacts on their overall health, reporting feelings of depression, isolation, loneliness, and stress due to their obligations.
Moreover, increased spousal support is shown to be associated with lower levels of work life balance (Aryee et al.,1999; Burke and Greenglass, 1999; Erdwins, Buffardi, and
Research indicates that partner support plays a significant role in shaping work-life balance, particularly in the banking sector Studies by Casper (2001) and Rosenbaum and Cohen (1999) highlight the importance of this dynamic, while Adams et al (1996) and Thomas and Ganster (1995) emphasize its influence on overall work-life balance Notably, there may be differences in how male and female employees experience work-life balance in banks, influenced by the level of support they receive from their partners.
H1: Family responsibilities have negative impact on work life balance of employees in Viet
2.3.2 Work life balance and work pressure:
According to the study by Thompson et al (1998), it is a general perception that organizations with higher level of work life balance possess supportive organizational culture
Kossek, Dass, and DeMarr (1994) highlighted that a lack of alignment between employees' personal lives and organizational objectives contributes to work-life strain They emphasized that negative workplace culture, poor environments, and unsupportive supervisors hinder work-life balance Gilbert (2002) found that while longer working hours can diminish family satisfaction, employees with strong work commitment experience higher family satisfaction than those less committed This indicates that both work hours and employee attitudes significantly influence family life Additionally, Greenhouse and Powell (2003) suggested that flexible working conditions can alleviate the adverse effects of work demands on family dynamics.
According to the study by Thompson et al (1998), it is a general perception that organizations with lower level of work life conflict possess supportive organizational culture
Kossek, Dass, and DeMarr (1994) identified that a significant contributor to work-life strain is the disconnect between an employee's personal life and the organization's objectives They emphasized that a negative workplace culture, an unsatisfactory working environment, and unfavorable supervisor attitudes hinder the establishment of a healthy work-life balance Consequently, it is suggested that there are notable differences in work-life balance experiences between males and females, particularly concerning job resources.
A study by Lease (1999) investigated the stress levels of tenure-track faculty across three universities, revealing that satisfaction with salary, working hours, and perceived support from colleagues significantly impacts stress levels These factors also have an indirect effect on overall job satisfaction.
Moen (2001) identified key factors influencing work-life strain, including earnings, schedule flexibility, family-friendly policies, and colleague support Lack of support from colleagues can negatively impact employee loyalty Additionally, a partner with unstable or low income can increase the financial burden on the other partner, leading to disparities in work-life balance between males and females, particularly regarding the level of support received from colleagues.
Kinman and Jones (2008) conveyed that work related stress has increased They reported heavy workload and resource and time limitations as the most nerve-racking aspects
Smith et al (1995) identified three types of stress affecting faculty: role-based stress from unclear responsibilities, task-based stress from work overload, and person/system-based stress from high self-expectations A study by Winefield et al (2003) on Australian university employees revealed that academics find intrinsic factors, such as intellectual inspiration and opportunities for initiative, more satisfying than extrinsic factors like salary and promotion prospects This raises questions about similar dynamics in the banking sector Additionally, there is a notable difference in work-life balance between male and female employees, particularly regarding experiences of unfair criticism.
H2: Work pressure have negative impact on work life balance of employees in Viet Nam banking sector
2.3.3 Work life balance and gender
Gender’s effect on work life balance also has been considered in previous studies While some studies report few differences between men’s and female’s level of work life balance
(Blanchard-Fields, Chen, and Hebert, 1997; Duxbury and Higgins, 1991; Frone and Rice,
1987; Wallace, 1999), other studies have found that female experience higher levels of work- family conflict than do male (Duxbury, Higgins and Lee, 1994; Frone et al., 1992;
Research by Gutek, Searle, and Klepa (1991) and Simon (1995) indicates mixed findings on gender differences in work-to-family and family-to-work dynamics, with some studies showing no significant differences (Janzen, Muhajarine, and Kelly, 2007; Kinnunen and Mauno, 1998) Apperson et al (2002) discovered that while female managers reported higher levels of work-life balance and work role overload, the overall levels of work-life balance between male and female managers were surprisingly similar.
Research by Cinamon and Rich (2002) indicates that women experience lower levels and frequency of work-life balance, placing greater importance on family-work conflict compared to men This disparity is often attributed to women's perception of family as their primary obligation, as they derive more significance from their parenting roles than their professional roles (Simon, 1995) Women tend to prioritize family responsibilities more than men and face greater challenges in balancing these obligations with their work commitments Consequently, gender differences significantly influence the work-life balance among banking employees in Vietnam.
H3: There is moderation effect of gender on work life balance of employees in Viet Nam banking sector
The research model was developed based on various determinants that influence work-life balance, revealing notable differences between males and females regarding these factors However, the extent of each determinant's impact on work-life balance and the gender-based variations in these effects remain unclear To address this gap, a survey and regression analysis will be conducted in the following chapters, providing valuable insights for both the researcher and readers to better understand these issues and their real-world applications.
Vietnam, located in Southeast Asia, is undergoing significant economic and cultural transitions With a population of nearly 90 million, the Vietnam Labor Statistic Department reports that approximately 52.8 million people are employed, highlighting a female labor force participation rate of 48.7% The country showcases a diverse social and cultural structure.
‘modern’ and ‘traditional’ life styles co-existing simultaneously within the society Family ties are still strong and influential in the formation of values, attitudes, aspirations, and goals
The increasing participation of women in the workforce is driving a significant shift in cultural values and gender roles Both men and women are navigating the balance between modern gender expectations and traditional family values Research on work-family balance in Vietnam is limited, but earlier studies indicated that both genders face more interference from work than from personal life, with women experiencing greater challenges in achieving work-life balance compared to men Recent studies have developed a model to explore the impact of work-life balance, revealing that gender plays a crucial role in moderating these relationships.
Conclusion
The following research hypotheses have been developed to analyze data The conceptual framework has been adopted from Elliott (2003) to test these hypotheses
H1: Family responsibilities have negative impact on work life balance of employees in
H2: Work pressure has negative impact on work life balance of employees in Viet Nam banking sector
H3: There is moderation effect of gender on work life balance of employees in Viet Nam banking sector
Delete low factor loading items (
The research model was deemed appropriate with an adjusted R² of 0.534, indicating a significant multiple linear regression relationship This analysis aimed to evaluate the linear relationship between the moderator variable and the independent variables within the dataset.
The analysis revealed an increase in the R value from 0.722 to 0.746 and an improvement in the adjusted R square from 0.513 to 0.534, indicating that the gender variable has a moderating effect on the relationship between the dependent and independent variables.
The Anova results in Table 4.10 indicate a significance value of 000, which is less than the threshold of 0.05 This suggests that the three independent variables, along with the gender variable, are reliable predictors of the variance in work-life balance among employees in banks in HCMC.
The regression analysis results, as shown in Table 4.11, reveal the moderating effect of gender on work-life balance impacts Model 2's regression analysis indicates that the gender variable has a significance level of 0.227, which is greater than 0.05 Consequently, this suggests that the gender variable does not have a relationship with either the dependent or independent variables.
Table 4.11 : Regression analysis of work life balance with moderating effect of gender
In examining the impact of product variables on work-life balance, all independent gender variables were found to be statistically significant (p < 0.05) Notably, the interaction between gender and family responsibility (FR*G) yielded a significance level of 0.014, indicating that gender serves as a pure moderator for family responsibility Conversely, the interaction variables between gender and work environment (WE*G) and workload (WL*G) showed significance levels of 0.821 and 0.301, respectively, suggesting that gender acts as a homologous moderator for these independent variables.
This study employed moderated multiple regression analysis to examine the influence of family responsibility as an independent variable on work-life balance, revealing a significant effect (p = 0.028) Additionally, the interaction variable was assessed to understand its impact on the relationship between family responsibility and work-life balance.
(FR*G) on dependent variable work life balance (sig = 0.014) had significance while the moderator variable did not have influence on dependent variable work life balance (sig.=.227)
The result investigated gender variable was the pure moderator variable toward family responsibility
The analysis using Hayes' (2013) SPSS add-on for statistical mediation and moderation reveals notable differences in work-life balance between genders in relation to family responsibilities As illustrated in Chart 4.2, female work-life balance tends to decline with increasing family responsibilities, while male work-life balance shows an upward trend This trend may reflect the Vietnamese context, where women typically bear a greater share of family duties, resulting in a lesser impact on their work-life balance despite rising responsibilities Conversely, for men, increased family obligations may enhance their work-life balance by encouraging a shift in focus from work to family For further details, refer to Appendix E.
Chart 4.1 Impact of family responsibility on work-life balance of Male and Female b Regression analysis of the homologize moderator variable toward work environment and work load
Testing assumptions of Multiple Regressions
Sample size: The sample size of this research is 145 that was larger than the minimum requirement for multiple regression (98)
To assess multicollinearity among independent variables, it is essential to evaluate the Tolerance value or Variance Inflation Factor (VIF) A low Tolerance value (less than 1 minus the R²) indicates a potential multicollinearity issue (Leech et al., 2005) In this context, the initial adjusted R² value should be considered for further analysis.
0.521, and 1- R 2 was 0.479 < Tolerance value = 0.922 Besides, the VIF values were smaller than 2, then the both of them verified that multicollinearity was not found
The Histogram and Normal probability plot had been tested to satisfy the assumption of
Hypotheses result
H’1: Family responsibilities have negative impact on work life balance of employees in Viet
The standardized regression coefficient (beta) for Family Responsibilities (FR) on Work-Life Balance (WLB) was -0.061, with a t-value of -1.000 and a significance value of 0.319 This indicates that, with 95% confidence, there is statistical evidence suggesting a minimal negative impact of family responsibilities on the work-life balance of bank employees in Ho Chi Minh City Consequently, the hypothesis H’1 is not supported in the research model.
H’2: Working environment pressure has negative impact on work life balance of employees in Viet Nam banking sector
The Standardized regression coefficients beta of Working environment pressure (WE) on work life balance (WLB) was -0.487, t-value was -7.198 (0.05)
At a 95% confidence level, statistical evidence indicates a significant negative relationship between workplace pressure and the work-life balance of bank employees in Ho Chi Minh City Consequently, the research model strongly supports the hypothesis that workplace pressure adversely affects employees' work-life balance.
H’3: Work load has negative impact on work life balance of employees in Viet Nam banking sector
The standardized regression coefficient (beta) for workload (WL) on work-life balance (WLB) was -0.331, with a t-value of -4.732 and a significance value of 000, indicating a strong negative impact at a 95% confidence level This statistical evidence highlights the detrimental effect of increased workload on the work-life balance of bank employees in Ho Chi Minh City.
Therefore, the H’3 is supported for the research model and Work load have negative impact on work life balance
H’4: There is moderation effect of gender on work life balance of employees in Viet Nam banking sector
The sig value of gender variable when running regression analysis as a moderator variable is
The analysis reveals that combining product variables significantly impacts work-life balance, with the R value increasing from 0.722 to 0.746 and the adjusted R square improving from 0.513 to 0.534 This indicates that gender moderates the relationship between dependent and independent variables Notably, the interaction between gender and family responsibility (FR*G) shows a significant value of 0.014, highlighting a meaningful relationship However, the interaction variables of gender with work environment (WE*G) and workload (WL*G) have non-significant values of 0.821 and 0.301, respectively, suggesting that gender acts as a homologous moderator for these independent variables Overall, the findings support hypothesis H’4, demonstrating a clear moderation effect of gender on work-life balance.
Conclusion
This chapter examined the relationships between dependent and independent variables, revealing that the work pressure factor significantly supports the findings from existing literature, while the impact of family responsibilities on work-life balance is minimal.
This chapter presented the introductory and confirmatory valuation of the measures of the concepts in this study After refining the measures through Cronbach’s alpha and
Exploratory Factor Analysis (EFA), the scales used to measure the theoretical constructs in this study received satisfactory levels of reliability and validity The results also confirmed that in
The banking sector in Vietnam faces significant work pressure, which adversely affects work-life balance, while family responsibilities do not exhibit the same negative impact as indicated in previous studies The forthcoming chapter will summarize the conclusions drawn from this research.
FINDING, LIMITATION AND FURTURE RESEARCH
Introduction
This chapter summarizes the research findings, discusses their implications for management, and outlines the study's limitations and recommendations It emphasizes strategies derived from data analysis aimed at enhancing work-life balance for employees in Vietnam's banking sector, while also identifying areas for improvement in future research efforts.
Findings
As the results of data analysis in chapter 4, only hypotheses 2 and 3 about relationship between work life balance and Working environment pressure and work load were accepted
The work-life balance of bank employees is significantly affected by work-related stress, particularly for women who face additional family responsibilities This pressure from work serves as a key stressor that diminishes overall work-life balance Research confirms the hypothesis that work pressure adversely impacts employees' ability to maintain a healthy work-life equilibrium.
Working environment pressure strongly negative impacts on work life balance with βWE = –
0.487 (sig = 0.00) and work load βWL = – 0.331 (sig = 0.00) while family responsibilities do not have influence on work life balance with βFR = - 0.061 but sig value = 0.319
This research has answered the initial research questions:
What is the factors effect work life balance of employees working in Viet Nam banks?
How do the gender factor influence on the work life balance?
A recent study in Vietnam's banking sector identifies three key factors affecting employees' work-life balance: family responsibilities, workplace pressure, and workload This finding contrasts with previous research, which primarily focused on only two elements: family responsibilities and work pressure.
The regression analysis reveals that in Vietnamese banks, the primary factors affecting employees' work-life balance are working environment pressure and workload, rather than family responsibilities as commonly assumed This study enhances the understanding of work-life balance levels among banking employees and identifies stress-inducing factors that can be managed for improved job satisfaction Additionally, it provides valuable insights for bank managers in human resource decision-making, emphasizing the need for policies that alleviate workplace pressure and workload to boost employee satisfaction and loyalty Overall, the findings contribute to human resource management research and labor policies, highlighting the importance of a supportive work environment for employee retention and commitment.
This study reveals that gender plays a moderating role in the impact of work-life balance among employees in Vietnam's banking sector It highlights that males are more affected by workplace pressure compared to females, while workload significantly impacts the work-life balance of females.
Especially, increasing family responsibilities will make work - life of male employees working in Vietnam banking sectors more balanced This is an amazing finding in this study.
Managerial implications and recommendation
Work-life balance initiatives designed to help employees balance their work and personal lives are not only an opportunity, but also a necessity for many employers today
This research highlights the significant effects of working environment pressure and workload on work-life balance in Vietnamese banks To enhance work-life balance, it is essential for management to implement strategies that reduce work pressure.
In the questionnaire of working environment pressure variable, there are three measure items about working environment pressure as in the table 5.14 below
Table 5.14 Questionnaire for working environment pressure
I do not have availability of adequate resources at work place to fulfill my responsibilities
My colleagues do not support anything for my work at all
I get the unfair criticism at work from my boss
Vietnamese banks must prioritize establishing a transparent communication system Effective communication methods are essential for Vietnamese companies to ensure information flows smoothly within the organization, ultimately alleviating work-related stress caused by insufficient resources in the workplace.
To ensure that employees, particularly newcomers, have the necessary resources to excel in their roles, organizations must prioritize open sharing of information and knowledge This approach equips employees with the vital information needed for effective job performance Research indicates that management teams in Vietnamese banks should enhance communication practices, as it significantly influences work pressure within the organization.
Secondly, the Vietnamese banks should create a supportive organization culture
Vietnamese banks are currently characterized by a rigid and impersonal environment due to intense competition for customers To improve this, a decentralized structure with participative decision-making and open communication is essential It's important to motivate employees impartially, fostering personal relationships and providing social support both at work and outside of it to mitigate stress Furthermore, bank managers should promote relaxation initiatives, as they play a crucial role in helping employees recover from stress effectively.
To enhance employee satisfaction and productivity, Vietnamese companies, particularly banks, must cultivate a fair and supportive working environment that alleviates stress Prioritizing welfare and organizational satisfaction is essential, transforming workplaces into spaces where employees feel they are playing to win rather than merely working to survive A balanced approach to work and personal life is crucial, as it encourages employees to invest fully in their roles Overall, a positive working environment—encompassing both physical and behavioral aspects—significantly influences employee performance While improving physical conditions may require substantial resources, fostering positive behaviors and relationships among colleagues and leaders can yield greater benefits for both the organization and its employees.
To alleviate work pressure, companies should enhance the leadership styles of their management teams, as effective leadership significantly boosts employee performance Vietnamese bank managers can achieve this through various methods such as coaching, direct support, on-the-job training, and in-house training By empowering teams with organizational authority and fostering collaboration, employees will unlock their potential and feel more integrated within the organization, leading to optimal performance Encouraging open communication allows employees to seek advice from supervisors, promoting a culture of initiative and innovation while ensuring responsibilities are met effectively.
Improving work pressure in Vietnamese banks can be achieved by fostering a positive organizational culture Implementing fair promotion and development policies is essential, as equitable treatment in the workplace significantly enhances employee performance When organizations show respect for their employees, it leads to better overall productivity and job satisfaction.
Table 5.15 Questionnaire for work load
I have to work beyond conditioned hours to keep up with my workload
I often get stressed when there is not enough time to complete the assigned work
In today's challenging economic climate and intense competition among banks, employees frequently encounter significant work overload to meet their targets, exacerbated by layoffs that contribute to heightened stress levels This environment leads to decreased employee morale and productivity, creating a vicious cycle of increased workload and stress To mitigate these effects, employees must cultivate effective time management and reasonable work arrangements, while managers should engage with staff to align tasks with their skill levels, fostering a well-organized workplace This approach not only enhances labor efficiency but also alleviates workload pressure, ultimately improving employees' work-life balance.
Gender plays a significant role in influencing work-life balance, particularly in the banking sector This study reveals that male employees should engage more in family activities to enhance their family responsibilities, ultimately improving their work-life balance rather than solely focusing on their professional duties.
Limitations and future research direction
This research has certain limitations, primarily due to the survey being conducted solely in Ho Chi Minh City, which may not accurately represent the entire Vietnamese banking sector To enhance the reliability of the findings, future studies should consider surveying participants from across the whole country.
The limited duration of this research, coupled with a small participant pool and the author's constrained expertise, may have impacted the study's overall quality To enhance the findings, future research should focus on increasing the number of participants and dedicating more time and effort to the investigation.
This study focuses on two key determinants affecting work-life balance, highlighting the need for further research to explore additional factors Expanding the analysis could enhance understanding and provide valuable insights for both theory and practice.
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Rosenbaum, M., and Cohen, E (1999) Equalitarian marriages, spousal support, resourcefulness, and psychological distress among Israeli working women Journal of Vocational Behavior, 54, 102–113
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Wallace, J.E (1999) Work-to-non-work conflict among married male and female lawyers
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‘Occupational stress in Australian university staff’, International Journal of Stress Management, Vol.10, No.4, pp.51-63
I am Trần Thị Thanh Nhàn, currently student of the program "Master of Business
Administration" of International School of Business - University of Economics Ho Chi Minh
We invite you to participate in a survey aimed at analyzing work-life balance factors among employees in Vietnam's banking sector Your input will be invaluable in completing our research and identifying solutions to improve work-life balance for both male and female employees in this industry.
Are you now working for any bank?
Yes , If Yes, continue No If No, stop here
How long have you worked for the bank?
Do you work full time? Yes No
How many children you have
Do you have direct responsibility to take care
Yes No parents or your relatives
Do you have to take care your relative (s) (children, parent, other) who is/ are in illness status?
Age From 18 to 29 From 30 to 40
What is your position? Staff Team leader
Please you indicate level of agreement on the following statements by mark X in the appropriate box:
[5] Strongly agree Strongly disagree disagree No idea Agree Strongly agree
1 I am not able to share the family responsibilities with my spouse
2 I have to spend a lot of my time to take care of my illness parent/ dependents
3 I have to attend to all my children school activities whenever required
4 I always have to take time off from work and be with my children if they are sick
5 I have to do all house works with no or little support from others
6 I do not have availability of adequate resources at work place to fulfill my responsibilities
7 My colleagues do not support anything for my work at all
8 I get the unfair criticism at work from my boss
9 I have to work beyond conditioned hours to keep up with my workload
10 I often get stressed when there is not enough time to complete the assigned work
11 I am satisfied with the hours I work
12 I can meet the requirements of my job without working long hours
13 I still spend productive time with my family even when I spend overtime at work or working over the weekend
14 I am confident that my family understands my working situation/ demands
15 I can adjust my role easily at work or with my family
16 I always have time for my hobbies
17 I always plan regular vacation to enjoy myself with my family
18 I have a balance life between responsibilities of family and work without hindering my career progression
Thank you for your cooperation and contribution!
Tôi là Trần Thị Thanh Nhàn, hiện tại tôi đang theo học chương trình "Master of Business
Viện đào tạo quốc tế – Đại học kinh tế Hồ Chí Minh đang tiến hành nghiên cứu về các yếu tố ảnh hưởng đến sự cân bằng giữa cuộc sống và công việc của cán bộ nhân viên trong lĩnh vực ngân hàng tại Việt Nam Chúng tôi rất mong bạn dành chút thời gian để hoàn thành bản khảo sát dưới đây Sự tham gia của bạn sẽ giúp chúng tôi hoàn thiện bài luận văn và tìm ra các giải pháp nhằm nâng cao sự cân bằng cuộc sống và công việc cho nhân viên ngân hàng.
Bạn đang làm việc tại ngân hàng? Đúng Nếu đúng tiếp tục câu hỏi kế tiếp
Sai Nếu sai, dừng ở câu hỏi này
Bạn đã làm việc tại ngân hàng trong bao lâu? Ít hơn 6 tháng Nhiều hơn 6 tháng
Bạn làm việc toàn thời gian? Đúng Sai
B- Thông tin người được phỏng vấn:
Tình trạng hôn nhân Độc thân
Ly hôn/ Ly dị Đã kết hôn Khác
Bạn có bao nhiêu người con?
Bạn có trách nhiệm chăm sóc trực tiếp đối với cha mẹ hay người thân nào hay không?
Bạn có phải chăm sóc người thân (con cái/ cha mẹ…) khi bị bệnh không?
Tuổi Từ 18 đến 29 Từ 30 đến 40
Trình độ học vấn Trung học Cao đẳng Đại học Thạc sĩ
Vị trí hiện tại của bạn ở cơ quan
Trưởng phòng Quản lý cấp trung Quản lý cấp cao
Anh/Chị vui lòng cho biết mức độ đồng ý về các phát biểu dưới đây bằng việc đánh dấu chéo (X) vào ô tương ứng:
[5] Hoàn toàn đồng ý Hoàn toàn không đồng ý Không đồng ý Bình thường Đồng ý Hoàn toàn đồng ý
1 Tôi không thể chia sẻ trách nhiệm gia đình với vợ/chồng
2 Tôi phải dành nhiều thời gian để chăm sóc cha mẹ già yếu hoặc người phụ thuộc
3 Tôi phải tham gia tất cả các hoạt động ở trường của con khi được yêu cầu
4 Tôi luôn phải xin nghỉ phép để ở nhà với con nếu con tôi bệnh
5 Tôi luôn phải làm tất cả việc nhà mà không có bất kỳ sự giúp đỡ nào
II Áp lực công việc
6 Tôi không có đầy đủ tài nguyên cần thiết tại công ty để hoàn thành trách nhiệm của mình
7 Đồng nghiệp hoàn toàn không hỗ trợ cho công việc của tôi
8 Tôi nhận được sự đối xử không công bằng trong công việc từ cấp trên
9 Tôi phải làm việc ngoài giờ để hoàn thành khối lượng công việc của tôi
10 Tôi thường căng thẳng khi không đủ thời gian hoàn thành nhiệm vụ được giao
III Sự cân bằng giữa công việc và cuộc sống
11 Tôi thỏa mãn với giờ làm việc tại công ty
12 Tôi có thể đạt được các yêu cầu công việc mà không phải làm việc hàng giờ
13 Tôi vẫn dành thời gian cho gia đình ngay cả khi phải làm thêm ngoài giờ hoặc làm thêm cuối tuần
14 Tôi tự tin rằng gia đình hiểu tình hình làm việc/nhu cầu công việc của tôi
15 Tôi có thể dễ dàng điều chỉnh vai trò của mình trong công việc và gia đình
16 Tôi luôn có thời gian gặp gỡ bạn bè và thực hiện sở thích của mình
17 Tôi luôn lên kế hoạch cho kỳ nghỉ định kỳ để thư giãn cùng gia đình
18 Tôi có cuộc sống cân bằng giữa trách nhiệm gia đình và công việc mà không cản trở sự phát triển nghề nghiệp
Chân thành cảm ơn sự đóng góp của anh/chị !
FILE="E:\Nhan\Dropbox\Nhan's Data\SPSS\Data_NEW.sav"
DATASET NAME DataSet1 WINDOW=FRONT
[DataSet1] E:\Nhan\Dropbox\Nhan's Data\SPSS\Data_NEW.sav
Frequency Percent Valid Percent Cumulative
/STATISTICS=MEAN MEDIAN MODE SUM
[DataSet1] E:\MBUS\Thesis\SPSS\Data_NEW removed FR3.sav
Frequency Percent Valid Percent Cumulative
/STATISTICS=MEAN MEDIAN MODE SUM
[DataSet1] E:\MBUS\Thesis\SPSS\Data_NEW removed FR3.sav
Frequency Percent Valid Percent Cumulative
/STATISTICS=MEAN MEDIAN MODE SUM
[DataSet1] E:\MBUS\Thesis\SPSS\Data_NEW removed FR3.sav
Frequency Percent Valid Percent Cumulative
/STATISTICS=MEAN MEDIAN MODE SUM
[DataSet1] E:\MBUS\Thesis\SPSS\Data_NEW removed FR3.sav
Frequency Percent Valid Percent Cumulative
/STATISTICS COEFF OUTS CI(95) R ANOVA COLLIN TOL CHANGE
/METHOD=ENTER FR WE WL
/RESIDUALS HISTOGRAM(ZRESID) NORMPROB(ZRESID)
[DataSet1] E:\MBUS\Thesis\SPSS\Data_NEW after revised.sav
1 WL, FR, WE b Enter a Dependent Variable: WLB b All requested variables entered
Std Error of the Estimate
1 722 a 521 511 53615 521 51.223 3 141 000 a Predictors: (Constant), WL, FR, WE b Dependent Variable: WLB
Squares df Mean Square F Sig
Total 84.704 144 a Dependent Variable: WLB b Predictors: (Constant), WL, FR, WE
Model Dimension Eigenvalue Condition Index Variance Proportions
/STATISTICS COEFF OUTS CI(95) R ANOVA COLLIN TOL CHANGE
/METHOD=ENTER FR WE WL
/METHOD=ENTER Gioitinh FR WE WL
/RESIDUALS HISTOGRAM(ZRESID) NORMPROB(ZRESID)
[DataSet1] E:\MBUS\Thesis\SPSS\Data_NEW after revised.sav
2 Gioi thinh b Enter a Dependent Variable: WLB b All requested variables entered
Std Error of the Estimate
2 726 b 526 513 53526 005 1.470 1 140 227 a Predictors: (Constant), WL, FR, WE b Predictors: (Constant), WL, FR, WE, Gioi thinh c Dependent Variable: WLB
Squares df Mean Square F Sig
Total 84.704 144 a Dependent Variable: WLB b Predictors: (Constant), WL, FR, WE c Predictors: (Constant), WL, FR, WE, Gioi thinh
Standard ized Coefficie nts t Sig 95.0% Confidence
WL -.256 054 -.331 -4.743 000 -.362 -.149 695 1.439 Gioi thinh -.147 121 -.088 -1.213 227 -.387 093 636 1.572 a Dependent Variable: WLB
Model Dimension Eigenvalue Condition Index Variance Proportions
(Constant) FR WE WL Gender
/STATISTICS COEFF OUTS CI(95) R ANOVA COLLIN TOL CHANGE
/METHOD=ENTER FR WE WL
/METHOD=ENTER Gioitinh FR WE WL
/METHOD=ENTER FRGender WLGender WPGender
/RESIDUALS HISTOGRAM(ZRESID) NORMPROB(ZRESID)
[DataSet1] E:\MBUS\Thesis\SPSS\Data_NEW after revised.sav
Enter a Dependent Variable: WLB b All requested variables entered
Std Error of the Estimate
3 746 c 557 534 52331 031 3.155 3 137 027 a Predictors: (Constant), WL, FR, WE b Predictors: (Constant), WL, FR, WE, Gioi thinh c Predictors: (Constant), WL, FR, WE, Gioi thinh, WLGender, FRGender, WPGender d Dependent Variable: WLB
Squares df Mean Square F Sig
Total 84.704 144 a Dependent Variable: WLB b Predictors: (Constant), WL, FR, WE c Predictors: (Constant), WL, FR, WE, Gioi thinh d Predictors: (Constant), WL, FR, WE, Gioi thinh, WLGender, FRGender, WPGender
WL -.194 093 -.250 -2.080 039 -.377 -.010 223 4.483 Gioi thinh 1.197 555 720 2.159 033 100 2.294 029 34.428 FRGender -.354 143 -.786 -2.477 014 -.637 -.071 032 31.168 WLGender -.119 115 -.313 -1.038 301 -.346 108 035 28.220 WPGender -.035 153 -.072 -.227 821 -.336 267 032 31.373 a Dependent Variable: WLB
***************** PROCESS Procedure for SPSS Release 2.13 ***************
Written by Andrew F Hayes, Ph.D www.afhayes.com
Documentation available in Hayes (2013) www.guilford.com/p/hayes3
Model coeff se t p LLCI ULCI constant 2.9068 0789 36.8454 0000 2.7508 3.0627
