Comparing and Contrasting Questionnaire Results with Previous Studies and the Meaning to Scholars Studying the Same Topic
The questionnaire results and previous studies demonstrate the truth regarding the work-life balance in employed women, although they have key differences and similarities. One of the similarities is that the increased number of single and divorced employed women has created the need for work-life balance (Bianchi, 2011). Secondly, the existence of nonstandard working hours has allowed female employees to accomplish their duties for at least 8 hours a day, although some overstay at work, thus causing possible burnout (Kumari & Devi, 2013). Lastly, the work-life balance overcomes occupational stress and increases job satisfaction (Ryan & Kossek, 2008). On the other hand, one of the fundamental differences is that the questionnaire results reveal that the focus on equality has helped women secure senior positions in the workplace, feel respected and valued, and engage in healthy workplace competition. Additionally, the questionnaire results demonstrate that some women suffer from stress-related illnesses. The differences and similarities compel scholars studying the same topic to determine whether female employees are treated equally to male employees and have stress-related disorders to overcome them and create a healthy workplace.
Explaining the Meanings of the Similarities and Differences
The comparison and contrast help understand the topic better and make the right conclusions to guide other individuals. The similarities and differences are also crucial to the study’s significance as they widen the scope of study to ensure that work-life balance supports a discrimination-free environment and improves the female employees’ quality of life. However, this has several implications as it requires more time and research to determine how organizations can utilize work-life balance while avoiding discrimination and boosting the welfare of employed women. The weaknesses of the overall analysis are the lack of enough time and finances to carry out comprehensive and inclusive research that incorporates all the factors related to work-life balance. Additionally, some organizations may not be willing to create a healthy workplace due to profit maximization. Lastly, future research should identify the existing gaps between the previous studies and the current situations to analyze and exhaustively study work-life balance in employed women (Grajnano, Simbula & Miglioretti, 2020). This will guide organizations in making the right decisions to improve the workplace.
References
Bianchi, S. M. (2011). Changing families, changing workplace. The Future of Children, 21(2), 15-36.
Grajnano, A., Simbula, S., & Miglioretti, M. (2020). Work-life balance: Weighing the importance of work-family and work-health balance. International Journal of Enviornmental Research and Public Health, 17(3), 1-20.
Kumari, K. T., & Devi, V. R. (2013). Work-life balance of women employees- A challenge for the employee and the employer in 21st Century. Pacific Business Review International, 6(6), 33-40.
Ryan, A. M., & Kossek, E. E. (2008). Work-life policy implementation: Breaking down or creating barriers to inclusiveness? Human Resource Management, 47(2), 295-310.