Empirical analysis of factors affecting work life balance among employees in viet nam banking

Abstract Purpose – This study aims to identify influence of family responsibility and work pressure on work life balance of employees in banking sector, to find out the effects of male

ACKNOWLEDGEMENT

After two years study in International School of Business (ISB) with MBUS program and the time of doing this thesis, I had great chances to work with professionals come from both internal and oversea Those specialists had to equip me not only knowledge, skills and experience of economy and management, but also provide us valuable information of many aspects of social life

Firstly, I would like to express my heartfelt gratitude and deepest appreciation to all my professors, especially, my research supervisor, Dr Nguyễn Quỳnh Mai, for her support, suggesting, guidance during time of my dissertation

Secondly, I also have got a very nice friendship who have interacted and helped me so much in studying and shared with me both joys and difficulties during the course, encouraged me so much in doing this thesis I would like to send my appreciation to all of them

Last but most important, I would like to send my deepest thank to my Dad, my Mom, my

brother and my special friend who always stand by my side to encourage and support my spirit when I’m in the most difficulty

Abstract

Purpose – This study aims to identify influence of family responsibility and work pressure on

work life balance of employees in banking sector, to find out the effects of male and female employees on work life balance and analyze the different between male and female toward work life balance

Design/methodology/approach – A quantitative analysis by survey was conducted involving

145 employees working in Vietnam banking sector Multiple regression analyses were performed to identify the impacts of family responsibility, working environment and work load

on work life balance of employees in banking sector Moreover, a multiple regression analyses were also test to discover the control role of gender variable

Findings – The results showed that two determinants which are working environment and

work load negatively influence employees’ work life balance Gender variable plays a control role in the relationship toward the impacts of family responsibility, working environment and work load on work life balance Furthermore, male and female have different influence on work life balance

Keywords: Family responsibility, work pressure, work life balance, employee

Table of Contents

ACKNOWLEDGEMENT 1

Abstract 2

LIST OF TABLES 5

LIST OF FIGURE AND CHART 6

1.1 Background of the research 7

1.2 Research problem, research objective, and research questions 8

1.3 Scope of study 9

1.4 Significance 9

1.5 Structure of the thesis statements 9

CHAPER 2: LITERATURE REVIEW & THEORITICAL MODEL 10

2.1 Introduction 10

2.2 Work—life balance concepts: 10

2.3 Factors influence Work—life balance 12

2.3.1 Work life balance and family responsibilities: 12

2.3.2 Work life balance and work pressure: 13

2.3.3 Work life balance and gender 15

2.3.4 The Vietnam banking context 16

2.4 Conclusion 16

CHAPTER 3: RESEARCH METHODOLOGY 18

3.1 Introduction 18

3.2 Research design process: 18

3.2.1 Measurement of variable: 19

3.2.2 Questionnaires design: 21

3.2.3 Sample 22

3.2.4 Data analysis 23

3.3 Conclusion 24

CHAPTER 4: DATA ANALYSIS 25

4.1 Introduction: 25

4.2 Sample description: 25

4.2.1 Final sample 25

4.2.2 Demography Statistics: 25

4.3 Refinement of measurement scale: 27

4.3.1 Cronbach’s Alpha results of each measurement 27

4.3.2 Exploratory Factor Analysis (EFA) 30

4.4 Adjustment of hypotheses and research model 35

4.5 Hypotheses testing 36

4.5.1 Model 1: Regression analysis between dependent variable (WLB) with independent variables (FR; WE; WL) 36

4.5.2 Model 2: Relationship between FR, WE, WL and WLB and moderating effect of gender 39

4.6 Testing assumptions of Multiple Regressions 45

4.7 Hypotheses result 45

4.8 Conclusion 47

CHAPTER 5: FINDING, LIMITATION AND FURTURE RESEARCH 48

5.1 Introduction 48

5.2 Findings 48

5.3 Managerial implications and recommendation 49

5.4 Limitations and future research direction 52

References 54

APPENDIX A 58

QUESTIONAIRE (English version) 58

APPENDIX B 62

BẢNG CÂU HỎI 62

APPENDIX C 66

APPENDIX D 69

APPENDIX E 81

LIST OF TABLES

Table 3.1 Measurement 20

Table 4.1 Demographic Statistics of the Respondents 26

Table 4.2 Reliability Statistics of Family responsibilities variable 29

Table 4.3 Reliability Statistics of Work pressure variable 30

Table 4.4 Reliability Statistics of Work life balance variable 31

Table 4.5 KMO and Barlett’s Test 32

Table 4.6 Rotated Component Matrix 35

Table 4.7 Model Summary 38

Table 4.8 ANOVA 38

Table 4.9 Regression analysis of Work life balance 39

Table 4.10 Model Summary and ANOVA of work life balance with moderating effect of gender 40

Table 4.11 Regression analysis of work life balance with moderating effect of gender 42

Table 4.12 Regression analysis of gender variable – female only 44

Table 4.13 Regression analysis of gender variable – male only 45

Table 5.14 Questionnaire for working environment pressure 51

Table 5.15 Questionnaire for work load 53

LIST OF FIGURE AND CHART

Figure 2.1 Hypotheses Model 17

Figure 3.1 Research design process 18

Figure 4.1 New Hypotheses Model 36

Figure 4.2 Testing models 37

Chart 4.1 Impact of family responsibility on work-life balance of Male and Female 42

CHAPTER 1: INTRODUCTION 1.1 Background of the research

Each organization has its own asset which contains two main components – labor and capital Capital is so important to the achievement of the business, while labor is vital to it The labor does everything daily and the whole existing time of the organization The reality of working life today is that employees are frequently trying to manipulate their work and personal lives

Two important points of adult life are family and work However, the role expectations

of these two domains are not always compatible, creating conflicts between work and family life (Netemeyer, Boles, and McMurrian, 1996) In recent years, research on balance between the different role fields of work and family has dramatically increased

To balance between the family responsibilities and work responsibilities has become a challenge for the people in many professions Felstead, Jewson, Phizacklea and Walters (2002) defined the work life balance strategies as those strategies which enhance the independence of employees in coordinating with the work and non-work aspects of their lives Balancing the demands of work and family roles has become a principal daily task form any employed adults, imparts result of changes in employee demographic characteristics and societal attitudes about work and family (Zedeck,1992)

The spirit of employees is so important which is absolutely necessary for the success of each organization in any field, including business According to The international labor organization, labor productivity of Singapore is 15 times the productivity of Viet Nam 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 Vietnamese labor is low This problem is agreed by both Vietnamese government officials and employees And many foreign managers who have worked with Vietnamese people also reveal that Vietnamese labor is intelligent and has good skills, but the output is quite low compare to

labor of other neighbor countries, this problem could relate to the motivation aspect that requires reasonable answer and solutions

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 Many companies in Viet Nam have policies to motivate their employees but almost of them only focus on working environment and policies related to compensations, training or promotion, not to help their employees dealing with the conflict between work and life responsibilities Therefore, improving work-life balance of employees is one of important factors that must to be concerned when planning encourages policies which help strengthen the human resource of Vietnamese companies

Understand the importance of employees’ work life balance and implement reasonable policies are so important to each manager for the Vietnam banks and the whole Vietnamese economic system in competing with foreigners In this study, work life balance will be investigated to find out the factors effect work life balance and the differences of gender toward work life balance

1.2 Research problem, research objective, and research questions

Research problem

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?

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?

Research objective

The overall objective of this research is to identify the factors effect work life balance of employees working in Viet Nam banking sector and to find out the differences of gender toward work life balance Specific objectives in this research are as follows:

 Identify factors influence work life balance of employees banking sector

 Investigate effects of moderators of gender on work life balance

1.3 Scope of study

 This study will be mainly undertaken on the employees in Vietnam banking sector only which should be considered as a specific economy - developing economy with the speed of changing so fast, therefore the result of this research may not appreciate with other sector

 The sample of surveying is quite small within Ho Chi Minh City which has the biggest banking business, so the result may not totally relevant to the whole country, etc

1.4 Significance

Research results will measure the effects of the work life balance of employees Since then HR managers have plan to develop policies that based on gender and specific status of employees to enhance their performance

1.5 Structure of the thesis statements

The structure of this research report consists of five chapters Chapter 1 introduces the overview of the research topic Chapter 2 presents the theoretical basis of the concepts involved, theoretical modeling with the proposed hypothesis Chapter 3 presents the research methodology to test the scale and theoretical models offered Chapter 4 presents the results of the implementation of the testing and analysis of information and data from which to draw conclusions for the research hypotheses proposed in Chapter 2 Chapter 5 summarizes the main results of the study, the contribution of management theory and practice and also mentioned the limitations of research to guide subsequent studies

CHAPER 2: LITERATURE REVIEW & THEORITICAL MODEL

2.1 Introduction

There are number of investigates about work life balance that has demonstrated in many studies worldwide Those include determinants effect from both internal and external of each organization, each individual employee, and from tangible or intangible Each determinant could have positive or negative effect on work life balance of employees with different levels that depend on each specific situation and each kind of organization This study only looks at work life balance that have considering in previous studies to have a general knowledge about their influence on employees, compare the difference impacts on gender and on groups of age, from that find out hypothesizes to build a model for analyzing

2.2 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 concepts ‘Work-life balance’ and ‘Work-life conflict’ have received much attention

in academic literature (Hayman, 2005; Moore, 2007; Pocock, 2005) We do not consider balance to be a work–family linking mechanism because it does not specify how conditions or experiences in one role are causally related to conditions or experiences in the other role (Edwards & Rothbard, 2000)

Work-life balance refers to people having enough time to have balance in their job and home life Karakas and Lee, (2004) explain work life balance issues as spending good time with family members, getting free time to be able to relax for passionate welfare and health of family members, having good communication and support from the associated colleagues, obtaining high quality child care and education; and being satisfied with the work load According to the study of Kinman (2001), the strongest element of psychological distress and job dissatisfaction is related to work life balance He find out that over half of the academics survey complained that they have to regularly work at home during the evenings which cause

stress Netemeyer, Boles and McMurrian (1996) investigates that mainstream of the employees reported that they remained worried about work issues even after leaving the workplace and feel difficulties in sleep at home

Greenhaus and Beutell (1985) defined work life balance as “a form of inter role conflict

in which the role pressures from the work and family domains are mutually incompatible in some respect” According to their model, work life balance is composed of three dimensions: time-based, strain-based, and behavior-based Time-based work life balance decreases when the time demands from one role make it considerably impossible to meet the requests of another role, and when obsession with one role’s requirements occurs, even when physically involved in meeting the requirements of another role Work-related sources of include hours worked and commuted per week, quantity and frequency of overtime, strictness in the work schedule and irregularity of transference work Family related sources include number of children, younger children, and family size including older relatives (Greenhaus and Beutell, 1985; Carlson, Kacmar, and Williams, 2000)

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, 1985) Work related sources of strain-based balance include work-role obscurity, low levels of leader support, intra-role work conflict, and high physical and psychological demands Family related sources comprise husband-wife distinction in career coordination, husband-wife dissimilarity about family roles, lack of spousal support, child care arrangements, and husband-wife difference in attitudes towards a wife’s employment status (Greenhaus and Beutell, 1985; Carlson, Kacmar, and Williams, 2000; Wallace, 1999)

Behavior-based work life balance arises when behavior in one role may be compatible

with expectations for behavior in another role Work-related experiences embrace work

obscurity and work contribution, and family related problems include family - role ambiguity, intra-family role conflict, family role association and social support (Greenhaus and Beutell, 1985; Carlson, Kacmar, and Williams, 2000)

2.3 Factors influence Work—life balance

2.3.1 Work life balance and family responsibilities:

Elliott (2003) explained that major problem faced by the working parents of children, aged six or younger, is to afford high quality child care which is costly and consumed a large portion of income and reduces the likelihood that the mother will be employed The double burden of child care and elder care puts more emotional burden on female than on male In reality, it is still female who keep hold of the major responsibilities for childcare and are much more likely to work part-time, sparing time for family responsibilities (Daly and Lewis, 2000)

It is concluded that child care arrangements is a source of strain-based conflict (Wallace, 1999) Both female and men are reported to spend almost one-half of their time at work unproductively due to childcare problems (Fernandez, 1986) Satisfaction with childcare support leads to higher levels of work life balance (Bedeian, Burke, and Moffett, 1988), as well

as better concentration at work and enhanced job performance and satisfaction (Aryee and Luk,

1996) Greenberger et al., (1989) showed that married female often spend a lot of time and

energy in taking care of their in laws, especially the parents of their husbands, in short the principle care givers for the elders are female, and who provide care in their roles as wives, daughters and daughter in laws In addition, because many female who care for the elders also care for the children as primary caregivers they become more accustomed to care giving as compared to men (Blair and Litcher 1991) In short, it is proposed that there is difference in the

work life balance of male and female with respect to the elder dependency

Like child care, eldercare can adversely impact employees personally, and professionally as well as emotionally, and financially The impact of elder care on professional lives of employees includes increased absenteeism, sluggishness, a reduction in work hours, unavailability for overtime work, a shift from full-time to part-time work, and in some cases early retirement (Ross and Mirowsky, 1988) Not only the elder care responsibilities have affected the employed workers but also prevented some people to enter the work force (Frone, Russell and Cooper, 1992) The cost of elder care manifests not only in economic and financial

terms but also in terms of caregiver’s overall health Caregivers report feelings of depression, isolation, loneliness and stress due to their care giving obligations (Kossek and Lambart, 2004)

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 Casper, 2001; Rosenbaum and Cohen, 1999), and particularly influential in arising work life balance (Adams et al., 1996; Thomas and Ganster, 1995) In particular, it is expected that there

is difference in the work life balance of male and female employees in banks with respect to the partner support

H1: Family responsibilities have negative impact on work life balance of employees in Viet Nam banking sector

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) explained that one of the reasons of the work life strain is a lack of integration between the employee’s life and organization’s goals He further asserted that negative culture, poor working environment and bad attitudes of supervisors create barriers

to the implementation of work life balance Gilbert (2002) stated that longer working hours though reduces general family satisfaction, but workers who are more committed to their work reported significantly higher family satisfaction as compared to the workers who are less committed to their work So it is not only the work timings that affect family but the behavior

of workers towards their jobs that affect their family life Greenhouse and Powell (2003) have suggested that certain working conditions, such as time flexibility can mitigate the negative effects of work demands on family life

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) explained that one of the reasons of the work life strain is a lack of integration between the employee’s life and organization’s goals He further asserted

that negative culture, poor working environment and bad attitudes of supervisors create barriers

to the implementation of work life balance Therefore, it is proposed that there is difference in the work life balance of male and female with respect to the job resources

Lease (1999) examined the stress experienced by tenure-track faculty at three universities, and found that satisfaction with salary, working hours, and perceived support of colleagues directly influence the level of stress and indirectly affects satisfaction Roehling and Moen (2001) predicted that earnings (salary), schedule flexibility, family friendly work policies, and supportiveness of colleagues are related to work and life strain Non supportiveness of colleagues affects the employee loyalty negatively They further found that a partner with unstable or low income increases the financial burden on other partner Therefore, there is difference in the work life balance of male and female with respect to the colleague support

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) studied stress on faculty, they differentiated role-based stress (resulting

from unclear responsibilities and criteria for evaluating success), task-based stress (resulting from work overload), and person/system-based stress (resulting from high self-expectations and pressure to compete) In accordance with the study on Australian university employees

conducted by Winefield et al., (2003), academics are generally contended with intrinsic factors

such as the degree of intellectual inspiration they experience while supervising and teaching their students, and with the opportunities to take initiative; while they are less satisfied with extrinsic factors of the job such as salary, promotion prospects and working hours Thus, it is wonder that these factors will be happened in banking sector In short, there is difference in the work life balance of male and female with respect to the 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; Gutek, Searle,and Klepa, 1991; Simon, 1995), some other studies found that no difference between male and female regarding work-to-family and family -to-work (Janzen, Muhajarine, and Kelly, 2007; Kinnunen and Mauno, 1998) Apperson et al (2002) found that female managers experienced higher levels of work-life balance and work role overload However, the levels of work life balance were unexpectedly similar between female and male managers Cinamon and Rich (2002) also found that female were lower in level and frequency of work life balance and ascribed more importance to family - work conflict than men The explanation commonly given for differences in levels of work life balance is that female view family as their primary obligation and attaches more meaning to their parenting role than to their work role (Simon, 1995) Because female tend to emphasize their family roles to a greater extent than men do and have more difficulty making the trade-off between family obligations and work obligations, it is expected that gender will moderate the work life balance Accordingly,

there is difference in the work life balance of male and female Viet Nam banking employees H3: There is moderation effect of gender on work life balance of employees in Viet Nam banking sector

From these determinants above the model of the research was created All of those determinants have effect on work life balance and there are the differences between male and female with the respect those determinants However, there was no information which shows how strong of each element affect the work life balance and the difference of these impacts by gender Therefore, it is necessary to conduct a survey and run regression as follow chapters in

order to find out that information to help author of the research and readers understand clearly about those problems and apply to reality

2.3.4 The Vietnam banking context

Viet Nam is a South East Asia country geographically, as well as culturally The country

is in a state of economic and cultural transition According the survey about labor and job investigated by The Vietnam labor statistic department, the population of Vietnam is nearly 90 million people, including 52.838 million people employed, in which participation rates of female labor force are 48.7% Viet Nam varies in social and cultural structure, with

‘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 With the increasing involvement of women in the workforce, cultural values and norms with respect to gender roles have been undergoing a rapid transition Women and men in professional jobs are trying to adjust to the “modern” norms of gender roles while keeping the traditional values of family and collectivism intact There is less research on Viet Nam work-family balance; some earlier research had noted that both men and women all owed greater interference from work – life than from life – work and women experienced less work life balance than did men Recent research developed and tested a model to investigate the effects

of work life balance and also examined in the study was the role of gender as a moderator of the relationships in the model Authors found that gender moderates the work life balance

 H3: There is moderation effect of gender on work life balance of employees in Viet Nam banking sector

Figure 2.1 Hypothesis Model

WORK LIFE BALANCE

Delete low factor loading items (<0.4)

Back-translated questionnaire

Revision Questionnaire

Delete low item-total correlation item (<0.30), and low cronbach’s anpha

3.2 Research design process:

In this research, quantitative method is used, the study employs the following research methodology to examine the impact of family responsibilities and work pressure on work life balance of employees in Vietnam banks context and compare those impacts by gender and groups of age

Figure 3.1 Research design process

3.2.1 Measurement of variable:

In the current research, work life balance is treated as dependent variable whereas family responsibilities and work pressure are taken as independent variable Selected work related factors that may cause stress are included in the framework i.e., work load, colleague support and unfair criticism Likewise selected family related factors that may cause stress are identified as partner support, elder dependency and childcare responsibilities Besides, demographic factor gender is treated as moderator variable to find out the differences in the relationship with the impacts on work life balance

The questionnaire in this study was modified from previous studies and was used two factors to measure work life balance namely family responsibilities and work pressure

Questions about three determinants were developed from Elliott (2003) and Ahmad and Skitmore (2003), including 18 questions as table below

5 I have to do all house works with no or little support from others

- Elliott (2003)

- Ahmad and Skitmore (2003)

Work pressure

1 I do not have availability of adequate resources at work place to fulfill my responsibilities

2 My colleagues do not support anything for my work at all

3 I get the unfair criticism at work from

- Elliott (2003)

- Ahmad and Skitmore (2003)

Work life balance

1 I am satisfied with the hours I work

2 I can meet the requirements of my job without working long hours

3 I still spend productive time with my family even when I spend overtime at work or working over the weekend

4 I am confident that my family understands my working situation/

demands

5 I can adjust my role easily at work or with my family

6 I always have time for my hobbies

7 I always plan regular vacation to enjoy myself with my family

8 I have a balance life between

- Elliott (2003)

- Ahmad and Skitmore (2003)

responsibilities of family and work without hindering my career

progression

Totally, there were 18 scales in the questionnaire This questionnaire was produced in English and Vietnamese versions In the questionnaire a 5 points Likert scale was used which range from 1 – strongly disagree to 5 - strongly agree scale to express agreement or attitude of respondents on issues related to the observed variables See appendix A and B at the end of this

thesis

3.2.2 Questionnaires design:

All references are English but interviewees are Vietnamese so it is necessary to translate the reference questionnaire from English into Vietnamese To prevent misunderstanding or uncertain meaning, the Vietnamese version questionnaire (that just translated from English) was translated into English again by other person to ensure similar meaning with the original questionnaire

The questionnaire was designed to let the researcher gather the relevant information to test proposed model Twenty eight questions were combined into the questionnaire for the purpose of this study Detail is in Appendix A

PART A: This part has purpose to choose standard participants There are three questions in this section The employees will be chosen base on the answer of questions, in which the chosen interviewees must work for a bank longer six months and they are fulltime employees The interview will be cancelled if one of question does not meet requirement

PART B: Demographic Profile is in this part This data helps the author understand about their interviewees and classify them to be suitable with research objective They include age, gender, education and position

PART C is about main questions for measurement This part is based on designed Likert scales that show the action and attitude of employee about their work life balance such as family responsibilities, work pressure and work life balance also

3.2.3 Sample

The research target population included both single and married male and female of both junior, senior and manager who are currently working in banks mainly in Ho Chi Minh City, Vietnam Participants were contacted in person and surveys were given individually Upon arrival at their work sites, and following the researcher’s self-introduction, the purpose of the study was explained Participants were also informed that participation in the study was voluntary After attaining their agreement, the survey packet, which topics read and completed

on their own, were distributed, and then researchers collected all surveys once they were completed None of the contacted individuals refused to participate

The survey was conducted from July to September 2014 A total 200 questionnaires were distributed to potential respondents chosen from all banks Expected sample size is 140, this size was determined based on the number of variables in this study There are18 variables

in the research model, therefore the sample of 140 units is 8 times larger than the number of questions, while the minimum requirement is five times

Data Collection: Convenience sampling method has been used to get the responses from employees working in all banks in Ho Chi Minh City, both domestic banks and foreign banks Directly: The instruments used to gather data was hand delivered to the employees that

identified for this study Author was responsible for delivering and collecting the questionnaire then returned for coding and analyzing

Indirectly: Email to the personal email of the participants who accepted to take part in this

survey, but they couldn’t response the questionnaires immediately so they wanted to response

by email

3.2.4 Data analysis

Data was entered and analyzed using Statistical Package for Social Sciences (SPSS) The study tested the scales specific to make sure that they were suitable for the Viet Nam banking sector context

Testing reliability of scales by using Cronbach’s Alpha and Coefficient:

This study tested the Cronbach’s Alpha of each scale of each factor as well as the beta of the factor loading in the model Cronbach’s Alpha coefficient is a statistical test of correlation of the questions in the scale relative to each other So with this method of analysis, the author could remove unsuitable variables, limit junk variables in the research process and evaluate the reliability of the scale through the Cronbach Alpha coefficient To ensure the reliability of the scale, this research removed the ladder measure which Cronbach's alpha coefficient is less than 0.7 In addition, retaining only those variables had correlation coefficient greater than 0.3

Exploratory Factor Analysis:

This was in order to explore the relationship between allvariables Factor analysis was used when the KMO (Kaiser-Meyer-Olkin) value was greater than 0.7 and it was inadequate if less than 0.5 (Nancy L, Leech, Karen C Barret, GeorgeA Morgan, 2005), the transmission coefficient variables (factors loading) was less than 0.5 or the difference between the two factors less than 0.3 would be excluded Moreover, factors with a total eigenvalue of 1 or greater will take into account; hence any factors with an eigenvalue of less than 1 were discounted (Kim & Mueller, 1978, cited in Lee & Hooley, 2005, p.376) Based on these studies, any factors with eigenvalues greater than 1 would be retained while any factor loadings

of 0.3 or higher on a factor were counted Besides, method "Principal Axis Factoring" and rotation "Varimax" is used in the scale analysis of independent variables

Multiple regression analyses:

This was in order to test the relationship between the independent variables and dependent variable Linear Regression was run in order to compare different impact of independent factors on dependent factor To test the role of the important factors in assessing the

relationship between family responsibilities, work pressure and work life balance, we run the regression The variables included in the same time to select based on the selection criteria variables with a significance level of <0.05 The coefficients in the model used to check how important of each independent variable impact to the dependent variable Through the Beta coefficient show in the results of regression analysis, we knew the importance of each factor affecting the work life balance of employees

Regression analysis with moderation variables

Regression analysis with moderation variables was also run separately gender with independent variables and dependent variable order to examine the different effects on employees’ work life

balance of independent variable when moderated by gender variable

3.3 Conclusion

This chapter provided an overall explanation of research design, population of the research, the procedure used to collect the data, addressed issues concerning confidentiality, the description of the adopted measuring instruments and statistical techniques (SPSS) engaged to test the research hypotheses with three steps: factors analyzing and scale reliability, correlation analysis, multiple regression analyses that used for this study The development of the instruments for data analysis was described Following chapter 4 will report the results of main survey base on methodologies

CHAPTER 4: DATA ANALYSIS

4.1 Introduction:

In chapter 3 the research method was introduced in order to reveal that in chapter 4, an overview of the results achieved in the study are presented and discussed All questionnaires as mentioned in chapter 3 after collected from participants were tested and analyzed The purpose

of this chapter is to analyze the data from survey and find out information about family responsibilities and work pressure effect on work life balance in general by running regression, and after that the Linear Regression will be run in order to compare differences of genders toward the impacts on work life balance

4.2 Sample description:

4.2.1 Final sample

There were 200 questionnaires that have sent but only 160 questionnaires were collected (rate about 80 percent) Among 160 collected questionnaires, there were 145 valid questionnaires (90 percent) This sample size is qualified for quantitative analyses The reasons of invalid questionnaire were missing data, interviewer's mistake in interview part time employee, company owner, employees that do not work in banks…

Although data collecting and typing was very careful but the data collected in this study had missing data scattered randomly throughout the data background All missing data were treated with list wise deletion Factor analysis was best suited to identifying the interrelationships among a set of items in a scale, all designed to measure the same construct

them were from 41 to 50 In the percentage of position of the respondents, the number of respondents who are staffs was 60%, team leaders was 21.4%, and managers was 14.5% Otherwise, 3.4% of the respondents were middle manager and 0.7% were top manager Besides, education of the respondents consisted of 8.3 percent college, 77.2 percent bachelor and 14.5 percent upper bachelor See specific in Appendix C

Table 4.1 Demographic Statistics of the Respondents

Description Frequency Percent

4.3 Refinement of measurement scale:

In this part of this research, the measurement scales were assessed and refined by:

- Cronbach’s alpha to test the reliability of measurement scales

- Exploratory factor analysis (EFA) to test the validity of measurement scales

Firstly, the Cronbach’s alpha test was carried out in order to test the reliability of the measurement scales The condition of each scale that was over 0.7 was acceptable for the reliability of them Besides, in order to increase the Cronbach’s alpha of the scales, the variables which the item-total correlation are smaller than 0.3 were considered to be deleted (Nunnally & Bernstein 1994)

Secondly, the EFA was also shown to test the validity of the measurement scales The principal component extraction method was used the varimax rotation method The Eigenvalue, criteria for the validity of EFA method for measurement scales, was greater than 1 and the total variable explained was over 50%

4.3.1 Cronbach’s Alpha results of each measurement

4.3.1.1 Testing the reliability of independent variables

a Reliability of Family responsibilities

As the result of Cronbach’s Alpha of Family responsibilities was shown in the Table 4.2, it was 0.837 which was larger than 0.7, and all the Corrected Item-Total Correlation of family responsibilities scale in the Table 4.2 were larger than 0.3 Therefore, these variables are accepted for Exploratory Factor Analysis (EFA) later

Table 4.2 – Reliability Statistics of Family responsibilities variable

Reliability Statistics

Cronbach's

Alpha

Cronbach's Alpha Based on Standardized Items

N of Items

Item-Total Statistics

Scale Mean

if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total Correlation

Squared Multiple Correlation

Cronbach's Alpha if Item Deleted

b Reliability of Work pressure:

As the result of Cronbach’s Alpha of Work pressure was shown in the table 4.3 below, it was 0.848 which was larger than 0.7, and the Corrected Item-Total Correlation of WP1 = 0.644; WP2 = 0.699; WP3 = 0.624; WP4 = 0.675; WP5 = 0.638, all of those were larger than 0.3 Therefore, this variable is accepted for Exploratory Factor Analysis later

Table 4.3 – Reliability Statistics of Work pressure variable

Reliability Statistics

Cronbach's Alpha

Cronbach's Alpha Based on Standardized Items

N of Items

Item-Total Statistics

Scale Mean if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total Correlation

Squared Multiple Correlation

Cronbach's Alpha if Item Deleted

4.3.1.2 Testing the reliability of dependent variable (Work life balance):

As the result of Cronbach’s Alpha of Work life balance was shown in the table 4.4 below, it was 0.927 which was larger than 0.7, and all the Corrected Item-Total Correlation of work life balance in the Table 4.4 were larger than 0.3 Therefore, these variables are accepted for Exploratory Factor Analysis (EFA) later

Table 4.4 – Reliability Statistics of Work life balance variable

Reliability Statistics

Cronbach's Alpha

Cronbach's Alpha Based on Standardized Items

N of Items

Item-Total Statistics

Scale Mean

if Item Deleted

Scale Variance if Item Deleted

Corrected Item-Total Correlation

Squared Multiple Correlation

Cronbach's Alpha if Item Deleted

4.3.2 Exploratory Factor Analysis (EFA)

After refining the reliability of measurement scale, the Exploratory Factor Analysis (EFA) method conducted to test the validity of the measurement of scales There were 10 items

of two independent variables that had used to measure dependent variable – work life balance and eight items of dependent variable All of them had used Cronbach Alpha for testing reliability and had been accepted to be applied for exploratory factor analysis (EFA)

The EFA testing had showed the result that KMO value of all the items of both the independent variables and dependent variable was 0.885, greater than 0.7 at the Bartlett’s Test Significance of 000 which was smaller than 0.05 So, the extracted variance meets the requirement of EFA testing The results were in the Table 4.5 There were four of 18 items in

the listed that had eigenvalue > 1 The principal axis factor analysis with Varimax rotation was conducted to assess the underlying structure for the 18 items of work life balance questionnaire After rotation, sum of squared loadings of the first item accounted for 24.103 of the variance, the second item accounted for 17.453, the third was 17.082, the fourth was 14.114 and four items from 18 items with Cumulative was 72.751% that was bigger than 50%, therefore it was acceptable With the eigenvalues of four factors is greater than 1, the result of this had proved that the factors in this construction were as what the hypotheses assumed The results are in the Table 4.5 below

Table 4.5: KMO and Barlett’s Test

KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling

Bartlett's Test of Sphericity

Approx Chi-Square 1921.86

2

Total Variance Explained

Component Initial Eigenvalues Extraction Sums of Squared

Loadings

Rotation Sums of Squared

Loadings Total % of

Extraction Method: Principal Component Analysis

According to the result of Exploratory Factor Analysis (EFA) showed in Table 4.6

below, four factors were extracted The items and factor loadings for the rotation factors that

their loadings were less than 0.6 were rejected to improve clarity The items WLB2 and WLB6

had been deleted because factor loadings of these items are less than 0.6 Therefore, the first six

items included WLB1, WLB3, WLB4, WLB5, WLB7, WLB8 All of them were about dependent variable work life balance with variance explained: 24.103%

WLB1: I am satisfied with the hours I work

WLB3: I still spend productive time with my family even when I spend overtime at work or working over the weekend

WLB4: I am confident that my family understands my working situation/ demands WLB5: I can adjust my role easily at work or with my family

WLB7: I always plan regular vacation to enjoy myself with my family

WLB8: I have a balance life between responsibilities of family and work without hindering my career progression

Moreover, the second five items was kept as initially with variance explained 17.453% Its name was FAMILY RESPONSIBILITY (FR)

FR1: I am not able to share the family responsibilities with my spouse

FR2: I have to spend a lot of my time to take care of my illness parent/ dependents FR3: I have to attend to all my children school activities whenever required

FR4: I always have to take time off from work and be with my children if they are sick FR5: I have to do all house works with no or little support from others

Thirdly, the next factor was belonging to Work pressure It contained three initial items: resources at work place, colleagues support, and unfair criticism So, its name was WORKING ENVIRONMENT PRESSURE (WE) with 17.082% variance explained

WE1: I do not have availability of adequate resources at work place to fulfill my responsibilities

WE2: My colleagues do not support anything for my work at all

WE3: I get the unfair criticism at work from my boss

Finally, the last two items WP4 - hours to keep up with workload and WP5 - time to complete assigned work were spilt out of factor Work pressure and were added into new factor These items had meaning related to work load In reality, work load is also considered as an important

element to cause imbalance of employees in work and life If the employees are not pressured

by workload, they will have more time to deal with their family and their work life balance can

be increased For this reason, work load may had significant affecting to employees’ work life balance in this study Hence, the two items created the new factor WORK LOAD (WL) with 14.114% variance explained

WL1: I have to work beyond conditioned hours to keep up with my workload

WL2: I often get stressed when there is not enough time to complete the assigned work

Table 4.6 Rotated Component Matrix(a)

Rotated Component Matrix a

Extraction Method: Principal Component Analysis

Rotation Method: Varimax with Kaiser Normalization

a Rotation converged in 8 iterations

4.4 Adjustment of hypotheses and research model

According to the EFA’s result, the items in two original factors have been separated and been added to become new factors The conceptual framework, because of above reason, should been adjusted with three new factors

Figure 4.1 New hypotheses and research model

The adjustment of hypotheses:

 H’1: Family responsibilities have negative impact on work life balance of employees in Viet Nam banking sector

 H’2: Working environment pressure has negative impact on work life balance of

employees in Viet Nam banking sector

 H’3: Work load has negative impact on work life balance of employees in Viet Nam

banking sector

 H’4: There is moderation effect of gender on work life balance of employees in Viet Nam banking sector

WORK LIFE BALANCE

Family Responsibilities

Working Environment Pressure

4.5 Hypotheses testing

After verifying the reliability of measurement scale and exploratory factor analysis, the next step was to carry out the hypotheses testing by the regression analysis in order to identify the relationship between the independent factors which were significantly influence the work life balance of employees working in banks To test 4 hypotheses, the following models are established as figure 4.2

Independents FR; WE; WL FR; WE; WL

Figure 4.2 Testing models

4.5.1 Model 1: Regression analysis between dependent variable (WLB) with independent variables (FR; WE; WL)

The relationship between the dependent variable work life balance (WLB) and the independent variables was proved through the following formula in which the independent variables were Family responsibilities (FR), Working environment pressure (WE) and Work load (WL)

WLB = β1*FR+ β2*WE + β3*WL

Regression analysis was used to analyze and evaluate three variables in order to find out relationship between dependent variable - Work life balance with independent variables (Family responsibilities, Work environment and Work load) The hypotheses of the dependent variables (Work life balance) were developed by the multiple linear regression analysis which was also used to test the hypotheses model of this research

Table 4.7 Model Summary

Change Statistics

R Square Change

F Change

The Anova Table 4.8 above had also described that Sig value is 000 which was smaller than 0.05 This explained three independent variables were reliable enough for the variance of the work life balance variable which may influence the Work life balance of employees working at banks in HCMC ANOVA analysis has the value of F = 51.223 (sig = 0.00) Furthermore, the tolerance and VIF values in the Table 4.9 showed that do not exist multicollinearity because VIF values of all variables were less than 2 and generally accepted Rule is when the VIF exceeds 10, it is a sign of multicollinearity (Hoang & Chu, 2005) The Table 4.9 shows all results of multiple linear regression

Table 4.9: Regression analysis of work life balance

Coefficients a

Model Unstandardized

Coefficients

Standardized Coefficients

t Sig 95.0%

Confidence Interval for B

Collinearity Statistics

The linear regression equation as follows:

WLB = β1 *FR+ β2 * WE + β3 * WL

WLB = -0.061 * FR – 0.487 * WE – 0.331 * WL

(p = 0.319) (p = 0.000) (p = 0.000)

Results of regression analysis explored that Working environment pressure had strongest effect on work life balance with Standardized Coefficients βWE = -0.487 and work load also had negative affect on work life balance (βWL = -0.331) while family responsibilities factor nearly did not have significant influence on work life balance with Standardized Coefficients βFR= -0.061

Results of regression analysis also showed that Working environment pressure (WE) and Work load (WL) have Sig = 0.000 < 0.05 but Family responsibilities (FR) has Sig = 0.319

> 0.05 Therefore, only the Working environment pressure and Work load variable had strong correlation and statistical significance when included in model analysis Conversely, the family responsibilities variable did not have statistical significance in the relationship with work life balance in case employees work in Vietnam banking sector

4.5.2 Model 2: Relationship between FR, WE, WL and WLB and moderating effect

Change Statistics

R Square Change

F Change

The Anova in Table 4.10 above had also described that Sig value is 000 which is smaller than 0.05 This explained the three independent variables and gender variable were reliable enough for the variance of the Work life balance variable to predict which may influence the Work life balance of employees working at banks in HCMC The Table 4.11 below showed all results of multiple linear regression