Empirical Study on Work Life Integration Practices in Electronic Industry

Organizations play a large part in how their employees deal with work-life balance. Some companies have taken proactive measures in providing programs and initiatives to help their employees cope with work-life balance. Work-life conflict may come from organizational norms and ideologies. As a macro structure, the organization maintains the locus of power. Organizations, through its structure, practices, symbols and discourse, create and reproduce a dominant ideology. The dominant ideology is what drives organizational power and creates organizational norms. At the top of the organizational hierarchy, the majority of individuals are males, and assumptions can be made regarding their lack of personal experience with the direct and indirect effects of work-family conflict. By working in an organization, employees identify, to some extent, with the organization, as part of a collective group. Organizational values, norms and interests become incorporated in the self-concept as employees increase their identification with the organization. Employee interactions with the organization, through other employees, management, customers, or others, reinforces (or resists) the employee identification with the organization. The research was conduct in Electronics Corporation of India limited (ECIL) industry with sample size of 100 using convinces sampling method.