CHAPTER 1 INTRODUCTION Ld BACKGROUND OF THE STUDY Medium scale enterprises have risen as a profoundly vibrant and competitive area of the Indian economy over the last five decades. This sector contributes almost 33.4 percent of the nation’s GDP, 6.11 percent of the manufacturing units and 24.63 percent of the service units (Annual report Ministry of Micro, Small and Medium Enterprises 2017-18). They give larger work opportunities next to farming. Medium scale industries not just assume essential job in giving huge work opportunities at relatively fewer than big companies operating expenditures yet in addition help in industrialization of rural and backward territories, along these lines, decreasing regional imbalances, guaranteeing increasingly fair dissemination of national income and wealth. Medium scale undertakings are corresponding to large ventures as auxiliary units and this part contributes colossally to the financial advancement of the nation. The medium undertakings centre more around maintaining the business on an everyday premise, they find less time to deal with the HR policies, work life parity and job satisfaction which is seen as non-priority. ‘These industries do not have a proper organizational or hierarchical structure, particularly when they realize that the present state of affairs is conveying the yield. These ventures are a successful method for the improvement of ANNA UNIVERSITY, CHENNAT -600 025, »)entrepreneurship in our country. This division is a solution for the issues of poverty, instability, unemployment, over populace in the advanced world. Be that as it may, this segment has been over looked notwithstanding when they employ 69 million individuals in India which is 40% of the absolute workforce, through 44 million undertakings across the nation, Not exclusively are they a wellspring of fundamental livelihood however they have improved the way of life of numerous families throughout the years. Consequently, it is viewed as essential to contemplate the work-life balance and role conflict on job satisfaction of the employees of these industries. Work life parity is the association between the work and interchange practices that joins family, system, diversion and personal growth. It is about the benefit or the reasonable mix of the involvement of the individual in the work and various pieces of their life and this blend does not keep on being the equivalent and is changed over the time. Work life equalization is where the strains between the work life and individual life is constrained by having a suitable game plan, structure, solid organization and courses of action at work put and a good association in up close and personal life (Chaitra et al. 2016). Execution and the action satisfaction of the delegates are said to be impacted by the work life equalization. Work life equality of the representatives helps in reducing the sentiment of uneasiness at work and grow the satisfactory movement. Organizations have comprehended the essentials of work life counterbalance concerning the productivity and the creativity of the delegates. Managers offer a substitute program for instance versatile working hours, shifts, group tours, day care centres, well-being administration centres. Thus, to arouse the representatives to work adequately. Employees feel motivated and become dedicated and submit towards the oe ANNA UNIVERSITY, CHENNAI. 600 025 @organization as it puts an extra push to give a sound amicability between life and work. In the course of the most recent two decades, India has experienced surprising changes that need to dive into the adjusting of work and family jobs (Bhargava & Baral 2009; Kang & Sandhu 2012; Mishra 2015). Phenomenal innovative head ways, administration concentrated globalization, trend to long hours of work, rising work of moms, expanding level of double earners and single-parent families have surely provoked employees to accomplish balance between their work and family jobs. For the occupation like working in public sector, achieving work-family equalization is undeniably all the more testing (MacDonald ef al. 2016). Because the social dimension of the group is high in India that individuals have a high inclination for having a place in a bigger social system that incorporates family, relatives, neighbours and work gatherings. Hence, in this manner striking a harmony among work and family jobs has turned into a significant worry for Indian public sector employees. Further, work-family inquire in the Indian setting centres generally around the ecological sources like employment related and family-related variables of Work-Family Conflict (WFC) and Family-Work Conflict (FWC) the two mental viewpoints that together create work-family balance (Aryee ef al, 2005; Bhargava & Baral 2009; Mishra 2015). Subsequently, it is imperative to look past natural factors and investigate different assets that might be related with work-family balance. Andreassi & Thompson (2007) found that character qualities clarify much fluctuation in WEC and FWC than natural factors. In the Indian setting, Bharathi & Mala (2016) saw that the individual components impact perception view of women representatives’ work-life parity experience more than the expert variables. Nonetheless, examination of existing literature substantiates that the connection among character and oe AA UNIVERSITY, HENNA €0025work-family parity is still at the early stages. Against this setting, this research stretches out earlier studies by testing individual resources in connection to complete work—family balance. Lil Work-Life Balance Work-tife balance has off late grabbed the consideration of the both specialists and administrators. These subject interests nearly everybody with a professional career. The infinite suspense has its presence in every part of life on halfway. Their vocation is the centre of life for those who believe that the first purpose of life is to work. In either case, people have little time, and thus need to carry out various tasks other than their jobs. Many consequences can be felt in both without a balance between the two. Work-life balance is characterized as a person's capacity to meet their work and family duties, just as other non-work obligations and activities. Work-life balance, notwithstanding the relations among work and family works, additionally includes different jobs in everyday issues. Right now, to its increasingly broad affiliations, the idea of work-life balance is preferred. Work-life parity has been characterized contrastingly by various researchers. So as to expand their point of view, a few definitions will be presented. Felstead ef al. (2002) characterizes work-life balance as the connection between institutional and social opportunities and workplaces in social orders where wages are generally created and distributed through the ‘employment markets. Aycan ef al. (2007) restricted the theme just with family and work, and with an even more complete view, the idea of the life balance. In the three important daily issues, particularly work, private and family, researchers characterized the balance of life as satisfying the requests pleasantly. oe AA UNIVERSITY, HENNA €0025Work demands hours, working hours and work time spent on the job. Extra work hours are removed from home, while high working strength and work pressure can lead to weariness, nervousness or any other particular physiological antagonistic results which affect the nature of the family and the home. Family requests incorporate such subjects as the jobs of the people, family duties and taking care of the elder members, kids. In fact, the work-life balance is distinct from family and job, recreation, excursion, sport and self-improvement programmes. Job life balance is not like the distribution of time between jobs, the family and personal demands. However, it is stressed in literature that the combination of working and living is an abstract mystery which varies from one to another. Right now, life parity ought to be viewed as assigning the accessible assets like time, thought and work astutely among the components of life. While some receive the way of thinking of ‘attempting to live’ and considers work to be the goal, others consider "living to work" and arranged work into the focal point of life. Companies confront numerous difficulties in executing the strategies on WLB as employees today not only look out for work but they also want the companies to take care of their prosperity. Therefore, companies are embracing for new agreements where workers can offer time to appreciate and invest energy with their family. With this expanding industrialization and training, employment opportunities for women have likewise expanded. Because of the expanding economic conditions, it has turned into a need to have a typical life. For through further open door for business being extended, companies must build a suitable atmosphere in which workers can adapt their professional and individual lives in this constantly changing and violent world, It can be beneficial and better for an organization when a healthy work-life balance is achieved. The company now creates strategies for its workers to draw on and maintain them. oe AA UNIVERSITY, HENNA €0025‘An effective work-life balance helps in the achievement of individual objectives. It helps in striking a harmony between work environment, family and companions, network, hobbies, sleep and sport/work out. On the off chance that an association incorporates work-life balance, it will be a decent tool to hold the employees and increase their personal satisfaction. Today, work is generally seen as a wellspring of individual fulfillment. A decent parity in work and life can play a phenomenal role in the achieving of personal and professional objectives. The goal is to comprehend the different issues that have gone to the cutting edge because of the dynamic of work. A balanced life style is one where we distribute our energy and ‘commitment across important areas like zeal, research, imagination, depth and physical significance. Work-life ‘imbalance! has over some undefined time frame pulled in concern in view of expanding issues identified with worker wellbeing, dullness at working environment, declining dimensions of profitability and effectiveness at the employee level. 1.12 Job Satisfaction The significance of working in the life of a human is evident. Occupation fulfillment of the working-age individual plays one of the most significant errands as far as its inspiration, execution, work proficiency, not least as far as emotional wellness. The appraisal of the man’s work conditions is reflected in the mentalities, which are the unit of estimation of employment fulfillment. During the examination of employment fulfillment, it is important to recognize whether an individual is totally fulfilled at work, or is fulfilled uniquely by a few factors, the degree to which different parts of the work are critical to the employee and similarly to perceive when it is just current condition of fulfillment or disappointment of the employee. Numerous authors of occupation fulfillment look into the quintessence of the way to deal with various parts of the work circumstance, a significant number of which oe A000 UNIVERSETY, HEAL 60005have psychological and social nature. There are likewise contemplates that look to influence the connection between work fulfillment and hierarchical culture, socially capable business and employment fulfillment yet additionally between the job fulfillment and the initiative style of the working people. The principal investigations of man's work fulfillment showed up in the 30th year of twentieth century (following the discoveries of E. Maya). The examinations thought about the issues of human work, human consideration in the work procedure and employee relationship to work. Slamenik (1998) characterize work fulfillment as ideal or passionate condition that is revealed from the assessment of work or work understanding. Kollarik (1986) implies a synopsis that mirrors various elements identified with work and non-work and work environment under employment fulfillment, In the literature, we additionally meet with a proportional term “work fulfillment". Amold (2007) sees work as a complete measure of man’s intellectual prosperity or emotional prosperity. Pauknerova ef al. (2006) expect that, the appropriate fulfillment of employment empowers and persuades the individual to perform better and is a prerequisite for a professional use of work. The methods for recognizing and communicating fulfillment in work are the mentalities. The perspectives are assessing connections to individuals, subject and occasions and in the human character assume a significant job. Kollarik (2010) explicit the forming of employment fulfillment sub-positions are included. oe AA UNIVERSITY, HENNA €0025Jurovsky (1971) mirrored the connection among perspectives and occupation fulfillment. He expressed that specific connections to work with the individual halted, thus they win in content, directedness and toughness that can be seen from the outside just as generally steady and its trademark mental laws that decide more - less spotlight on work. Jurovsky (1971) comprehended the activity fulfillment as "a summed up mentality" of individuals to their work and to everything identified with it and can be assessed and estimated. Inspirational attitudes are related with work fulfillment and the disappointment with the negative ones. In any case, there are a few points of interest between work fulfillment and attitude. ‘Vyrost & Slamenik (1998) demonstrate that fulfillment is normally less steady than mentalities that are immovably moored and associated with one another. The fulfillment shifis corresponding to the difference in age. That contention is likewise proved by examines that deny that activity fulfillment was consistent all through the existence of the person. The assessments of experts are noted and halfway isolated on the age extend question of workers in which work fulfillment was declining. Clark ef al. (1996) took a sample of 5000 respondents to show that the level of fulfillment with the work during the groundbreaking, As indicated by the research, by youngsters’ activity fulfillment has ascended, by the twenties diminished, and by the forty again took off. For the youthful respondents the fundamental variables of occupation fulfillment are conceivable outcomes of a term procedure and the idea of the work. For more established specialists were turning out to be less significant nature of the connection among representatives and the executives, which results from their more noteworthy freedom and their more noteworthy esteem in the working group. oe AA UNIVERSITY, HENNA €0025Sutekova (2012) work fulfillment will in general increase with age, yet the researches undergone have indicated a decrease in fulfillment in the age bunch from 40 to 50 years old. Sheppard (1972), Vagnerova (2007) is again the biggest portion of disappointed workers just among youngsters age 20-29 years. As an evidence they express that after the underlying eagerness, which youngsters embedded to work toward the start of their working life comes a critical drop in fulfillment, with the biggest drop in the third decade of life. From around 30 years fulfillment expanded once more. One clarification is that fulfillment is identified with the desires with which youngsters beginning their work. Toward the start of their vocations are exceptionally unreasonable about their desires, and very soon they face boundaries of the real world, which brings about disappointment with working conditions. With age, it is accepted that individuals’ desires are increasingly reasonable and furthermore more individuals adjust to the workplace, in this manner is reducing their disappointment. Since an individual is happy with their work/disappointed decides emotional perspective on the individual idea of the work and different parts of business, which we call the elements of occupation fulfillment. Locke characterizes work fulfillment as a ‘Contentious or optimistic state occurs as the job experiences are measured.’ To the degree that an individual's activity satisfies his predominant need and is steady with his desires and qualities, the activity will be fulfilling. Occupation fulfillment is a significant factor in mechanical condition. The fulfilled laborers produce more; the modern atmosphere is generally smooth and conductive. The fulfilled specialists are imaginative and inventive. The elements that add to the positive assurance and disposition likewise bring about higher level of oe AA UNIVERSITY, HENNA €002510 employment fulfillment. The significant variables add to the more elevated level of occupation fulfillment. Challenging and capable employment. © Numerous limited job openings. © Impartial treatment by the administration * Creativity and creative thoughts of professional stability. * Attractive pay and advantages. Freedom in work circumstance. © Concurrent administration © Welfare offices like clinical, uniform, food, etc © Spontaneous communication design. 1.1.3 MSME ‘The significance and potential commitment of the MSME Sector, are bolstered by both theoretical contentions and observational proof. It has been perceived throughout the world that MSMEs are adroit in handing out national salary in a progressively proficient and fair way. This part likewise helps the economy by advancing a decent improvement of ventures over all locales of the country. The MSME segment invigorates monetary development by supplying those who are not able to work in business opportunities. Accordingly, this segment goes about as a fundamental mode for the effective usage of locally accessible assets and skills. Thus, MSMEs will in general pull in the ability important to consider new things or to upgrade current thought responses. oe AA UNIVERSITY, HENNA €0025Ww The bigger organizations frequently take advantage of smaller companies inside a similar locality, the same number of enormous enterprises rely upon independent ventures for the culmination of different business works through outsourcing. Added to this is the way that independent companies do not generally remain small. They likewise develop with the progression of time. Numerous advanced enormous enterprises, for example, Nike and Microsoft began as simply independent companies, which developed to become significant players in the universal commercial centre. Independent companies that develop into enormous ones regularly stay in the network in which their business was first settled, consequently animating the nearby economy and giving work openings. A solid MSME area likewise elevates a nation’s flexibility to stun by expanding and enhancing the residential economy. By diminishing the reliance on a couple of enormous firms or explicit parts, MSMEs ensure an expansive base of the work power from segment explicit stuns and changes in global markets. To put it plainly, MSMEs are significant for improvement since they can make an unequivocal commitment to the acknowledgment of a nation’s focal monetary purposes and to realize a proficient usage of regular, human and capital assets for the accomplishment of foreordained finishes. MSME has risen as an exceptionally energetic and dynamic area of the Indian economy in the course of the most recent times. MSMEs not just assume critical job in giving huge business openings at relatively lower capital expense than huge enterprises yet in addition help in industrialization of provincial and backward regions, along these lines, lessening local imbalances, guaranteeing progressively even-handed dispersion of national wealth and riches. MSMEs are corresponding to huge enterprises as subordinate units and this area contributes tremendously to the financial advancement of the nation. In the improvement of Indian economy and oe AA UNIVERSITY, HENNA €002512 Industrial area little industry part have a significant task to carry out. MSMEs involve half of Indian produced export, 45% of India's modern business and furthermore little scope production units have incredible job in expanding GDP. 1.1.4 Role Conflict Job strife happens when representatives experience inconsistent work requests. It is a broadly contemplated variable in the work-related pressure, where it is viewed as a stressor. A stressor is any piece of the workplace that requires a versatile reaction from representatives and has the ability to create unexpected frailty. Notwithstanding job struggle, different stressors incorporate job vagueness that is the degree to which one's job prerequisites are indistinct, abusing at work and nonsensical outstanding burden. The negative wellbeing results delivered by stressors, for example are nervousness, gloom and physical manifestations, are called strains. Job struggle is related with various strains. Job theory gives the theoretical premise to the investigation of job strife. As indicated by job hypothesis, every worker has a novel arrangement of work jobs. Every job has its own kind of rights and obligations. Workers all the while possess different jobs, both inside and outside the association. A middle level administrator who is hitched, for instance, would have the jobs of manager, subordinate and spouse. Job struggle is particularly prone to exist among people who involve in a number of roles. Researchers have recognized a few types of job strife. One type of contention happens when workers experience contradiction between their qualities and their activity obligations. For instance, a convenience store representative does not like betting and gambling yet sells lottery tickets as a feature of their profession is a type of contention. A second kind of job strife oe AA UNIVERSITY, HENNA €002513 includes inconsistency between workers’ activity obligations and_ their capacities, time and assets. Instances of this type of contention incorporate not having sufficient opportunity to finish one’s work assignments or not having the preparation or technology important to finish one's work. Comparable circumstances are now and then alluded to as job over-burden that may be, having an excess of work or work that is too troublesome and hierarchical imperatives which implies any part of the workplace that meddles with work execution. These two kinds of contention are instances of intra-job strife, which happens when contrariness exists inside a solitary job. Then again, intra role struggle happens when at least two jobs are contrary with one another. One type of entomb job struggle happens when people must carry on with a certain goal in mind in one job that is conflicting with the manner in which they should act in another job. For instance, a business official may be required to act legitimately toward subordinates, however would be relied upon to act contrastingly when associating with companions. Struggle among work and family life is another type of intra role strife. Job strife is to a great extent the aftereffect of incapable administrative conduct. Research has found, for instance, that pioneer thought meaning the degree to which bosses care about the prosperity of their subordinates and pioneer starting structure, the degree to which managers explain representatives’ jobs are both adversely connected with job struggle. Job strife is likewise liable to be high whenever administrators neglect to furnish workers with open doors for participation. Ineffectual authoritative strategies are an immediate reason for certain types of job strife. For instance, some questions address the estimating job struggle explicitly allude to contrary authoritative rules. oe AA UNIVERSITY, HENNA €002514 Strife can emerge, for instance, from incongruent solicitations from bosses or from contrasting and contradictory execution models across managers. Such types of contention are well on the way to happen when authoritative strategies permit workers to answer to various managers. Job strife is additionally prone to happen in straightforward, unenriched employments. In particular, the accompanying activity attributes are contrarily connected with job strife they are aptitude assortment, input and errand personality. At long last, job struggle is probably going to result from any circumstance that makes one all the while possesses a few jobs, both inside and outside the work environment. Being utilized with numerous occupations, having a family, and being an understudy would all be able to bring about one having numerous jobs. Most working environment stressors incorporate a segment of vulnerability. Job struggle likely leads workers to feel dubious about their capacity to successfully fulfil their job prerequisites. This vulnerability prompts various negative outcomes. Undeniably, research has discovered that job strife is related with a few markers of mental and physical wellbeing. A portion of the negative wellbeing outcomes conceivably delivered by job struggle incorporate gloom, uneasiness, burnout and physical side effects. Moreover, job struggle is connected with various negative occupation perspectives and ineffectual work practices. In any case, the vast majority of the exploration analysing the causes and outcomes of job strife has utilized cross-sectional plans. Subsequently, it is hard to make firm determinations concerning causal connections. 1.2 WORK TO FAMILY CONFLICT & FAMILY TO WORK CONFLICT WFC and FWC are a developing challenge for present day society, as a lion's share of individuals’ report that work meddles with their family oe A000 UNIVERSETY, HEAL 6000515 obligations. WFC and FWC are ascending because of the constant change in work and family segment inclines over the world, including growing quantities of moms with kids under the age of18 in the work force; the fast ascent in senior conceding requests as a result of a maturing populace; and an expansion in men's association with family taking care demands, especially in Wester nations. FWC and WFC are expanding for the reason that the spread of technology that has expanded limit obscuring and the pace of everyday life, as a result of the commonness of each person’s electronic specialized gadgets that can keep people continually associated with work and family worries around the clock. Both FWC and WEC legitimately and by implication influences the vast majority of the total populace. Indeed, even single people and those without kids report having some work-family struggle as all people who work are a part of a family. FCW and WFC likewise has growing impacts as studies show work-family clashes and family-work clashes may traverse to work partners and families. Work-family strife is a type of job struggle that happens when the vitality, time, or conduct requests of the work job clashes with those of the family job (Greenhaus & Beutell 1985). A key supposition of family-work strife is that the requests and desires for work (¢.g., working late, travel, ete.) regularly struggle with those of the family or taking a parent to the surgeon when they are unwell and cannot drive themselves. At the point when a person's different jobs, for example, work and family become inconsistent with one another, job strife happens (Levinson ef al. 1964). Work-life strife is an expansion of work-family struggle mirroring the truth that the job role may meddle with people's other individual life roles and interests. Other than the family role, these can run from time for companions, work out, military assistance, instruction, possessing energy for oe AA UNIVERSITY, HENNA €002516 self and recuperation (Kossek 2016), chipping in, or being dynamic in strict associations. While family-work strife stays a key factor for some representatives, a test with ebb and flow inquire about is that researchers regular methodologically and hypothetically perplex all types of non-work struggle in the work-family measure (Wilson & Baumann 2014). Thus, a few analysts, for example, Siegel ef al. (2005) utilized the expression ‘work-life strife’ to mirror the numerous extra non-work requests in people's lives that are not restricted to those who are living along with their family. 13 IMPACT OF ROLE CONFLICT ON JOB SATISFACTION In the research of Lourel ef al. (2009) it was presumed that the apparent pressure has interceded the connection between home-work interface and employment fulfillment the connection between job strife with work pressure that intervened by work frailty is noteworthy (Safaria ef al. 2011), Yousef (2000) considered that job stressors do not influence the activity fulfillment however it can influence the activity fulfillment independently. In the investigation of Lankau ef al. (2006), it is reasoned that if the job strife is decreased, the degree of employment fulfillment and hierarchical responsibility will be expanded. Higher the degree of job strife the activity fulfillment level will be lower (Higgins ev al. 1992). Yousef (2002) examined that job stressors has immediate and negative relationship to the activity fulfillment. In (2006) the Wu and Norman examined that negative connection was found between job stressors and employment fulfillment, Bennet ef al. (2000) recognized in their examination that critical connection is there between Work life strife or work home impedance and employment fulfillment. In the investigation of Feldman (1976) it is presumed that connection exists between the Inter Role struggle and occupation fulfillment, ‘The investigation of Bhagat ef al. (1985) distinguished negative connection Se soon UNTER, CHEWNAT- 0057 between work fulfillment and work struggle. Job strife has solid negative impact on work fulfillment (Netemeyer ef al. 1990). 14 RELATIONSHIP BETWEEN WORK-LIFE BALANCE AND JOB SATISFACTION ‘The term Work Life Parity had picked up vitality during 1960s, primarily because of rising worry among the work power in regards to the effect of work life on close to home existence of representatives. Till 1970, significant spotlight was on working condition and employment plan. In any case, since 1980s the idea of Work Life equalization has become complex incorporating different angles that influence worker, for example, Job Satisfaction, representative commitment and workplace (Mukururi & Ngari 2014). Life in 2ist century is getting perplexing because of changing workforce socioeconomic, rising double couple families, expanded passage of women in the industries, flexible working hours, changing work rehearses, mechanical progression alongside rising rivalry. Because of which representatives are encountering remaining task at hand, stress, tension, decreased wellbeing and absence of individual time. Thus, work searchers are settling on business choices not simply based on compensation and limited time prospects yet additionally how well their work environment gives them a superior harmony between close to home lives and work lives. Different research examines show that Work-Life Balance altogether impacts Job Satisfaction (Frone ef al, 1992). Gainfulness and profitability of an association relies on the presentation and duty of workers. Since, each worker in an association has a work life and individual life which are different sides of same coin and subsequently cannot be isolated. In this way, efficiency and duty of representatives can be accomplished just when they have a satisfying work life and individual life. In this manner, associations should take appropriate measures to make them cheerful and fulfilled. Fulfillment and Se soon UNTER, CHEWNAT- 00518 disappointment of a worker influences execution of the association, Occupation Satisfaction of worker increments with improved Work-Life Balance, which thus prompts expanded efficiency, responsibility and devotion. Henceforth, Work-Life Balance and Job Satisfaction are significant perspectives for the achievement and development of associations. Nadeem & Abbas (2009) directed a study in Pakistan to dissect the connection between work life and employment fulfillment. Data is gathered from 157 workers of public and private part through survey. Information was broke down through Correlation, Regression and Descriptive investigation. The examination results demonstrate that work over-burden does not impact work fulfillment and there is a positive relationship exists between work self- governance and occupation fulfillment. Menall ef al. (2009) led the examination to dissect the connection between adaptable work course of action and occupation fulfillment. Data was gathered from 220 workers. Information was broke down through relapse investigation. Consequences of the examination demonstrate that more prominent the adaptable work game plans gave more will be the fulfillment representative will have from their employments Saif ef al. (2011) led look into in Pakistan to examine relationship work life offset rehearses have with work fulfillment. Data was gathered from 450 layoff directors from two huge associations in Pakistan through survey. The outcomes uncover that work-life balance practices and level of employment fulfillment share a positive relationship. Rani ef al, (2011) led the examination to assess the connection between work life parity and representative's fulfillment. Data was gathered from 210 respondents in IT associations through survey. Increase relapse examination was applied to drive the outcomes. Results showed work oe AA UNIVERSITY, HENNA €002519, fulfillment have positive relationship with work life offset and negative relationship with work acknowledgment, relationship with subordinate and manager and undertaking grinding away. Varatharaj & Vasantha (2012) directed the examination to analyze relationship work fulfillment have with work-life balance in ladies. Data was gathered from 250 Service Sectors working women in Chennai city through survey. Information was broke down through, Correlation, Chi-Square test, Wallis Test and Krus I's. Result shows solid positive relationship exists between work fulfillment and work-life balance. Fatima & Rehman (2012) led research to inspect job uncertainty and job strife impact on worker's activity fulfillment just as leaving aim. Data was assembled from 120 instructors from Rawalpindi and Islamabad colleges in Pakistan. SPSS and Regression Analysis are utilized to dissect the information. The outcomes demonstrate that activity job strife and job vagueness are adversely identified with work fulfillment and decidedly identified with work leaving goals. Khattak ef al. (2013) directed the investigation to look at the relationship of occupation fulfillment with job struggle and effect of employment weight on the relationship in private financial divisions worker in Pakistan, Information was examined utilizing SPSS, Correlation and ANOVA test. Study results shows that job struggle share a positive relationship with work pressure and negative relationship with work fulfillment. Gayathiri & Ramakrishnan (2013) directed examination to research the idea of nature of work life and to nature of relationship it has with work fulfillment. The outcome demonstrates that the idea of work life quality is multidimensional and it impact worker's utilization of aptitudes, information, oe AA UNIVERSITY, HENNA €002520 relationship with other and proficient association and cooperation. Positive telationship exists between work fulfillment and nature of work. Yadav & Dabhade (2014) led research to break down the connection that exists between work life equalization and occupation fulfillment of the working ladies. Test is gathered from training segment and banking segment. Data were gathered from 150 women workers 75 women from every area. Validness of information is dissected through use of standard tion and deviation. The outcomes demonstrate that work life equa employment fulfillment share critical relationship. 15 IMPORTANCE OF JOB SATISFACTION Representative fulfillment or occupation fulfillment is one of the key objectives of all HR work forces. A fulfilled representative is not only a held worker however a diplomat for the brand, inside and remotely. They can help dissipate the anxieties of others and can shield the organization in different fora. Glad representatives are progressively faithful to the organization and its targets, they go the additional mile to accomplish objectives and invest wholeheartedly in their occupations, their groups and their accomplishments. Most of associations see work fulfillment as subject to 2 things pay and ‘recreational exercises. While representatives do establish a connection dependent on these parameters, they cannot shape the premise of worker commitment. As of late, an investigation distributed by Harvard saw that representative commitment programs just fill in as a jolt and fulfillment levels plunge before long. What is important is the manner by which HR comprehends the requirements of its representatives and what it does to bring a match between worker needs and friends’ objectives. oe AA UNIVERSITY, HENNA €00252 ‘As indicated by Michael Page's 'Occupation Confidence Index QI 2017', the three principle reasons why individuals in India look for employments are to secure new aptitudes, better work-life balance and higher salary. In opposition to basic recognition, less salary and unpleasant occupations are not why individuals search for better chances. The present workforce is ravenous for new difficulties and development and if their activity can't give them that, they don't spare a moment looking for greener fields. A few variables matter most to workers with regards to fulfillment, similar to how it regards representatives, regardless of whether individuals can confide in senior administration, how secure and make their profession ways are and obviously, how reasonably it pays them. Associations that ‘contribute’ in these components become experiential associations and witness long haul gains, Occupation fulfillment should be treated with both short and long-haul dreams. For the time being, it is straightforwardly connected to steady loss and representative association coordinate. It is significant that individuals see the organization in a positive light in their beginning of work, else it would not take long for them to search for a change. In the long haul, it is all the more harming when a worker isn't fulfilled yet keeps on working with an association because of different reasons. The worker begins to search for motivations to disdain the organization more. For instance, if an awful examination is the centre purpose for her mistake, the worker may then see that there is preference or that the organization doesn't regard her as an important resource. Such impressions erode the worth a worker puts on the organization and this gets anticipated extraneously, frequently among a group of people with whom the value of the association gets influenced oe AA UNIVERSITY, HENNA €002522 ‘A disappointed representative communicates her negative discemments more in outside gatherings than inner ones, inspired by a paranoid fear of repercussion, Also, when a current worker tears down the organization, it diminishes the possibilities of the audience to join the organization and the notoriety of the association is affected. Subsequently it is additionally significant that HR distinguish such representatives and work towards lightening their issues and changing over negative impressions to positive ones. Occupation fulfillment is a significant piece of a representative's lifecycle and inspiration to stay faithful to and utilized with an association Various exercises or errands of a HR group straightforwardly or in a roundabout way impact worker fulfillment levels. Along these lines, HR should likewise recollect that how an organization capacity through its strategies, senior administration and culture will affect how cheerful representatives are and will assist it with procuring money related, social and brand value benefits. 1.6 NEED FOR THE STUDY Work-Life equalization has been considered a vital significance in numerous Private Sector Undertakings for setting up and supporting a profitable work culture. A few activities have been taken up by the Government, specialists and industrialists and even employees in associations towards keeping up work-life balance. Various jobs performed by people call for better reconciliation among work and non-work issues. Consequently, it has been discovered that work life equalization is not just the source of consideration and concern, yet additionally it was the real source of disappointment for some employees. The issue of work life offset is plainly connected with withdrawal conduct, including employee turnover and some kind of indiscipline or truancy oe AA UNIVERSITY, HENNA €002523 India has a wider range of religious and racial groups (Cooke 2010). Indians are expected to uphold their social and familial obligations, much like Confucian civilizations, however strong expectations from both the family and work domains lead to friction for employees (Rathi & Barath 2013). Indians are seen as needing to establish positive relationships with others in order to succeed in the workplace (Hofstede Insights 2019). As against this backdrop, the study was carried on, to know the work life equalization factors and role conflict on employee job satisfaction that contributed to the accomplishment of medium scale 17 STATEMENT OF PROBLEM The present study focuses on finding answers to the following statements: 1. The profile of the employees working in medium scale enterprises in Chennai 2. The degree of work-life balance of the employees of medium scale enterprises. 3. The level of satisfaction on job existing among the employees of medium scale enterprises. 4. The presence and the effect of role conflict on work-life balance and job satisfaction. 5. The list of factors influencing the work-life balance for the medium scale enterprise employees 6. The interrelationship between the various factors influencing work-life balance. oe AA UNIVERSITY, HENNA €002524 7. The difference in employee profile towards the perception of work-life balance and other related variables in medium scale enterprises. 8. To propose a model for sustaining the work-life balance of medium scale enterprise employees. 18 CHAPTERIZATION SCHEMA. Chapter 1: Chapter 1 comprises of Introduction in which the area of the study will be presented highlighting its relevance. Also, in chapter 1, the objectives of the study, research problem, hypotheses of the study will be presented with the limitations bound to the current study. ‘This chapter will pave way to understand the need for this study with the related variables taken in the research. Chapter 2: Chapter 2 is very important for it present background study for the current research. It carries numerous research references like, similar studies in the domain, studies done in different industry, variables used in other studies, the results and outcome of already done researches ete. Thus, the review of literature facilitates the researcher to understand the area of research in a broader way and enables the researcher to identify the research gap. Published articles from various scholarly journals, conference proceedings, dissertations, books, seminars, related to the present study will be listed to arrive at a structure for the present study. Chapter 3: This chapter discusses the research model to connect the work-life balance factors, job satisfaction and role conflict. It also provides clear information on the research methodology to understand the way in which the research was carried out. It brings before eyes the various stages of research to reach its outcome. oe AA UNIVERSITY, HENNA €002525 Chapter 4: Chapter 4 gains much importance because, it involves presentation of data analysis based on the data collected for the research. It attempts to list out the various factors to understand the work-life balance, job satisfaction and role conflict. The study further presents analysis tables with due explanations to understand the data analysis. Chapter 5: Chapter 5 presents the research model proposed by the researcher with structural equation modelling approach. It also discusses how well the model is fit and the impact of the moderating variable on the dependent variables. Chapter 6: Chapter 6 carries its significance because it provides the wholesome findings, suggestions and conclusion of the research. This paves way to list out the various findings of the present study and provide ideas to bridge the gap if any. It also provides room to understand how best this research can be extended to add value to the selected area of the research. In addition to the mentioned six chapters, the list of APPENDICES will also be presented to enlist: (L)bibliography which covers the list of published references used for the present research, (2)list of Abbreviations used in the study and (3)the questionnaire used for primary data collection, oe AA UNIVERSITY, HENNA €0025