Global Journal of Management and Business Research, A: Administration and Management, Volume 22 Issue 5

b) Factors affecting work life balance Many factors affect work-life balance, and different authors have conducted research on its important role in launching work-life balance policies. These factors can be personal, family, work and balanced policies that can lead to better performance, as well as family and work policies. Haar and Bardoel (2008) found that work-life balance / work-family conflict affects work-life balance and affects job satisfaction, family satisfaction, life satisfaction, employee fatigue, mental illness, depression, job satisfaction, and job stress. (Ayushi Vyas; Dr. Deepak Shrivastava, 2017) In his article, with the help of the existing literature, several factors of work and life were outlined, leading to the emergence of 11 factors. Social support is a very important factor in reconciling work and life. When people receive social support from work and family, they can balance the social responsibilities that must be fulfilled in their lives to maintain proper peace and harmony in their lives. Organizations play an important role in maintaining work-life balance. By putting more emphasis on proper work-life balance policies, your organization can increase employee satisfaction and therefore improve performance. Stress is the main cause of unhappiness for employees, whether it is real or imagined due to surrounding conditions. Stress is one of the main factors that affect the work-life balance of employees. It can lead to fatigue, mental illness, depression, heart disease, and ultimately lead to a decline in productivity. IT is one of the main factors in 's work-life balance, helping to provide accessibility and connectivity 24 hours a day, 7 days a week. Work is an important factor that affects the work-life balance of employees, because if work is overloaded, pressure will increase and employees' lives will become unbalanced. The family occupies a very important position in a person's life. If a person feels happy and has the proper support of family members, the balance between work and life will improve. If a person is dissatisfied with the family, work-related pressures and conflicts can arise. You cannot live in isolation. People need to perform certain social duties to keep their lives in peace and harmony. A committed and participating employee in the organization must have the support of the organization, which will improve their performance and balance their work life. Work overload plays a vital role in increasing stress levels and creating imbalances between work and family. Lack of knowledge is another factor that creates problems, since people do not know much about the problems related to work-life balance that arise in this changing situation, creating a balance. c) Impact of Demographic variables on work life balance During this uncertain time of pandemic work-life balance is very crucial for employees’ growth and happiness specially for the working women in banking sector of Bangladesh had to attend office physically facing numerous obstacles daily, along with this constant fear of contracting the virus. They are direly in need to receive enough support and encouragement to find a positive work-life balance as it will somehow better their situation, motivate them and boost their morale in this unprecedented time. Socio-economic factors play a very important role in maintaining work-life balance. Demographic variables such as age, marital status, experience and income have a large impact on the work-life balance of female employees. As we age, regardless of whether there are children, we must play various roles in juggling. Therefore, age is one of the two aspects that restrict work-life balance (Sanjiv Gupta, Liana C Sayer, Philip N Cohen, 2009). The number of women with children dependent on them entering the workforce is increasing every day (Hamilton Gordon, Karen, Berry, 2006). The study concluded that women with dependent children find it more difficult in balancing their lives than women without dependent children. Women who need to raise children hope to spend most of their time with their children and receiving education. (Sanjiv Gupta, Liana C Sayer, Philip N Cohen, 2009). Women tend to become super mothers or super managers in order to strike a balance between career and children and these needs (Rincy V. Mathew, Natarnjan, 2011). Therefore, the concept of diminish markedly when children reach school age (Sarah Moore, Edward Greenberg, Patricia Sikora, Leon Grunberg, 2007). Marriage and childbirth affect work level and personal satisfaction (Nathalie & Philippe, 2006). Social support from your respective spouses, friends, supervisors, relatives and colleagues can indeed greatly reduce family and work conflicts. Eight major relevant non-labor sectors in WLB, which are education, health, leisure, friendship, romantic relations, family, family management, and community participation. The degree of importance an individual attaches to different fields varies from person to person. In the case of the same person, the importance of these areas tends to change over time, because their interests will change over time and life scenarios. Therefore, it is important to understand whether other non-work areas are as important as family, and under what circumstances the priority will change. The domains detected by Keeney include health. This is important because, as far as we know, in the literature on work-life balance, people recognize for the first time that health management may conflict with established work activities (Keeney, J. Boyd, E.M; Sinha, R.; Westring, A.F.; Ryan, A.M., 2013) d) Relationship between work and life outside work Zedeck and Mosier (1990) and O’Driscoll (1996) noted that there are basically five major models which is An Exploratory study on the Challenges Confronted by the Female Corporate Professionals Working in Banks to Maintain Balance in Work-Life during Pandemic 67 Global Journal of Management and Business Research Volume XXII Issue V Version I Year 2022 ( ) A © 2022 Global Journals