INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XIV, Issue X, October 2025

www.ijltemas.in Page 370

Career-Personal Life Equilibrium in Academia: The Remote

Workplace and Married Women Faculty in Higher Education

Yogambal . N

, *Dr. P. Karthikeyan

Ph.D (Part - Time) Research

scholar

Professor and Head

Department of Management Studies, Periyar University Centre for Post Graduate and Research Studies, Dharmapuri

*Corresponding Author

DOI: https://doi.org/10.51583/IJLTEMAS.2025.1410000047

Abstract: Faculty, are currently being pressurised to do multiple work with an eye on garnering higher grades in the accreditation

race. It may be a good initiative to fire on all fronts but what is glaring is the lacunae in faculty skills, infrastructure and the

servicescape. The pandemic has compounded this problem given the fact that the workplace has shifted from campuses to homes.

The current study endeavours to examine the impact that the workplace ambience has on work efficacy and career-personal life

equilibrium. The impression of marital contentment is also investigated. Purposive sampling led to 443 filled-in and complete

responses which were analysed.

Keywords: Remote Workplace, Faculty, Personal Life, Married women.

I. Background

Attempting to organise an equivalent length of time for each one's varied professional and leisure pursuits is often unsatisfying

and unachievable. Existence is, and must be, more flexible. There seems to be nothing such as a flawless, one-size-fits-all

equilibrium that one must strive for. Everybody has various objectives and lifestyles, the optimum work-life equilibrium is unique

for everyone. Career-personal life equilibrium is a pleasant state of balance attained between a staff's major job responsibilities

and his personal way of living.

Several mental health professionals would concur that a staff member's employment obligations should not outweigh the capacity

to have a fulfilling private existence away from the workplace. Individuals who are continually attached to their occupations

experience tension and exhaustion signs. If an individual does not take time to unwind and rejuvenate, their capacity to

accomplish their work declines and their efficiency diminishes.It is essential to urge employees to consider leisure than working

excessive hours.Making a timetable that enables a person to participate in things that they like can assist individuals to be better

workers, acquaintances, and family relations.When the workday is done, the individual should learn to move off from the

computer and not take business calls.

This sort of harmony is difficult to attain since others will constantly want to put requirements on a person's time. Individuals

must learn to reject and only accept to embark on new chores that are crucial.

The significant frequency of exhaustion is cause for worry since it has a negative impact on career length and job attrition,

worsening the current academic labour deficits and posing a severe danger for emotional health difficulties, professor well-being,

and standard of living. It is vital to manage exhaustion and attrition. Work–life disruption (or absence of equilibrium) is

characterised as an inter-role clash in which work expectations make it impossible to satisfy private life needs simultaneously, or

conversely (Boamah et al., 2022).

Individuals who face employment pressures such as heavy workload and time constraints are more likely to encounter work–life

tension. While the clash involving job and existence is bidirectional, the lines dividing job and private life are readily porous,

which means that job obligations tend to intrude with private existence to a larger degree than if the situation was reversed (Hasan

et al., 2022).

The pandemic too had its impact and continues unabated even now (D’Andrea, 2022;Guleriaand Khugshal, 2022). Indian culture

embodies patriarchal standards and imposes tight gender stereotypes. A woman's main duty is still seen as that of a homemaker

and, eventually, a mom (Kurupand Raj, 2022).

Statement of the Problem

Faculty, are currently being pressurised to do multiple work with an eye on garnering higher grades in the accreditation race. It

may be a good initiative to fire on all fronts but what is glaring is the lacunae in faculty skills, infrastructure and the servicescape.

The pandemic has compounded this problem given the fact that the workplace has shifted from campuses to homes (Aksakal,

2021). The current study endeavours to examine the impact that the workplace ambience has on work efficacy and career-

personal life equilibrium. The impression of marital contentment is also investigated.

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

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II. Review of Literature

A healthy balancing of professional and private life aids in the achievement of both organisational and personal objectives. Work-

life mismatch has a detrimental impact on both career and private life, resulting in a decline in staff efficiency. Work-life

equilibrium has now become a problem in both the industrial and educational sectors (Rao et al., 2022). Individuals acquire

excellent behaviours at work that they may use at homes, or they gain knowledge to be responsive and caring at residence and

apply these abilities at workplace (Turliuc et al., 2018).

The notion of person-environment match-up is a valuable intellectual lens for understanding work equilibrium when working

from home (Shirmohammadi et al., 2022). Staff are negatively impacted by working remotely since it clashes with the locations

and times that ought to be allocated to private life. The virus (Corona) issue undermined the assumption that paid job and private

life are two entirely separate spheres, and a misconception emerged that workers may and need to always be accessible to the

organisation to execute work-related duties (Lonska et al., 2021; Roslee et al., 2021).

Leadership should participate in increased frequent conveyance of appropriate job load to staff. Supervising, developing, and

assisting staff will make them feel needed and recognised, and will motivate them to contribute to the institution 's growth

(Elahoand Odion, 2022). Remote employment has been described as more boring, missing the stimulus and feedback seen in the

workplace. Few felt isolated in daily decision-making and got little response on their efforts (Chafi et al., 2021).

Remote employment may be implemented in a variety of approaches, based on a variety of circumstances, including the aspects

of the task and the means accessible to the organisation and the individual (Shirmohammadi et al., 2022). Increased burden is a

major stressor that causes unhappiness among teachers, reducing job efficiency and limiting appropriate interaction between task,

life, and personal improvement (Singh et al., 2022). Technological advancements and a significantly increased burden have a

significant influence on academics' physiological and emotional well-being.

The connection between household and professional existence, as a lady academician is expected to function successfully at

workplace when family duties are met quickly and successfully (StankeviciciuteandKunskaja, 2022). Because of the worldwide

health issue, people are paying greater focus on wellness and cleanliness, which has increased the need for healthier workplace

environments (Vyas, 2022). Staff output is boosted in a work setting with openness and honesty, and also more space (Saidu et

al., 2021).

Assisting workers balance career and household obligations is crucial at an era when the lines separating work and home

existence are becoming blurrier (Campo et al., 2021;Takami, 2021). The more the partner's social assistance, the better the work-

family equilibrium (Arasand Wahyuni, 2021). There seems to be a pressing need to examine the flaws in university

administration regulations concerning working hours and homelife (Franco et al., 2021).

Women experience more intense work-family strife than males. Professional women are invariably confused due to their

engagement and time pledge to the home as a result of their obligation to home responsibilities, including caring for spouses and

offspring (SuswantoandSoeharto, 2002) Work-family mismatch has a detrimental and considerable impact on cohabitation and

career happiness (Wulandari et al., 2019).

Research Objectives

(i) To assess the impression of workplace ambience, work efficacy and marital contentment on career-personal life

equilibrium.

(ii) To investigate the association between workplace ambience and career-personal life equilibrium with work efficacy

as possible mediator.

(iii) To examine whether income has an impression on designated variables.

III. Research Methodology

Married women working as faculty in Higher education in Tamilnadu were administered the research instrument subsequent to

their consent. Considering the pandemic servicescape, the survey was undertaken in cyberspace. Purposive sampling led to 443

filled-in and complete responses which were analysed. Statistical tools employed included structural equation modelling as well

as analysing variances.

IV. Results and Discussion

The outcome of structural equation modelling is chronicled in Figure I as well as Tables I to VII inclusive of mediation analysis.

The outcome of ANOVA is depicted in Table VIII.

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ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XIV, Issue X, October 2025

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Figure I: Outcome of SEM

Impact of Precursors on Workplace Ambience

The impact of precursors on workplace ambience is assessed via the following hypothesis.

: Precursors have anaffirmative impression on workplace ambience.

: Precursors have no affirmative impression on workplace ambience.

The outcomes are furnished in Table I.

Table I: Impression of Precursors on Workplace Ambience

Raw

Standardised

AMB5

<---

Workplace Ambience

1.000

0.928

AMB4

<---

Workplace Ambience

1.013

0.986

***

AMB3

<---

Workplace Ambience

1.009

0.970

***

AMB2

<---

Workplace Ambience

1.027

0.999

***

AMB1

<---

Workplace Ambience

1.040

0.987

***

Table Ireveals the raw as well as standardised vales of each path and the corresponding significance value for workplace

ambience precursors. Workplace ambience will be augmented by a singular unit when AMB1 gets incremented by 1.040 units;

AMB2 gets incremented by 1.027 units, AMB3 gets incremented by 1.009 units, AMB4 gets incremented by 1.013 units and

AMB5 gets incremented by 1.000 unit. H

is accepted given that all paths were noticed to be significant besides the indication that

AMB1 was the precursor with the most impact.

Impact of Precursors on Work Efficacy

The impact of precursors on work efficacy is assessed via the following hypothesis.

: Precursors have an affirmative impression on work efficacy.

: Precursors have no affirmative impression on work efficacy.

The outcomes are furnished in Table II.

Table II: Impression of Antecedents on Work Efficacy

Raw

Standardised

WKE1

<---

Work Efficacy

1.000

0.930

WKE2

<---

Work Efficacy

1.006

0.924

***

WKE3

<---

Work Efficacy

1.005

0.885

***

WKE4

<---

Work Efficacy

1.044

0.886

***

WKE5

<---

Work Efficacy

1.071

0.921

***

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Table II reveals the raw as well as standardised vales of each path and the corresponding significance value for work efficacy

precursors. Work efficacy will be augmented by a singular unit when WKE1 gets incremented by 1.000 unit; WKE2 gets

incremented by 1.006 units, WKE3 gets incremented by 1.005 units, WKE4 gets incremented by 1.044 units and WKE5 gets

incremented by 1.071 units. H

is accepted given that all paths were noticed to be significant besides the indication that WKE5

was the precursor with the most impact.

Impact of Precursors on Marital Contentment

The impact of precursors on marital contentment is assessed via the following hypothesis.

: Precursors have an affirmative impression on marital contentment.

: Precursors have no affirmative impression on marital contentment.

The outcomes are furnished in Table III.

Table III: Impression of Antecedents on Marital Contentment

Raw

Standardised

MCN5

<---

Marital Contentment

1.000

0.959

MCN4

<---

Marital Contentment

0.898

0.885

***

MCN3

<---

Marital Contentment

0.869

0.833

***

MCN2

<---

Marital Contentment

0.962

0.953

***

MCN1

<---

Marital Contentment

0.784

0.826

***

Table III reveals the raw as well as standardised vales of each path and the corresponding significance value for marital

contentment precursors. Marital contentment will be augmented by a singular unit when MCN1 gets incremented by 0.784 units;

MCN2 gets incremented by 0.962 units, MCN3 gets incremented by 0.869 units, MCN4 gets incremented by 0.898 units and

MCN5 gets incremented by 1.000 unit. H

is accepted given that all paths were noticed to be significant besides the indication

that MCN5 was the precursor with the most impact.

Impact of Precursors on Career-Personal Life Equilibrium

The impact of precursors on career-personal life equilibrium is assessed via the following hypothesis.

: Precursors have an affirmative impression on career-personal life equilibrium.

: Precursors have no affirmative impression on career-personal life equilibrium.

The outcomes are furnished in Table IV.

Table IV: Impression of Antecedents on Career-Personal Life Equilibrium

Raw

Standardised

CPL1

<---

Career-Personal Life equilibrium

1.000

0.934

CPL2

<---

Career-Personal Life equilibrium

0.966

0.935

***

CPL3

<---

Career-Personal Life equilibrium

1.023

0.957

***

CPL4

<---

Career-Personal Life equilibrium

1.035

0.955

***

CPL5

<---

Career-Personal Life equilibrium

1.023

0.948

***

Table IV reveals the raw as well as standardised vales of each path and the corresponding significance value for career-personal

life equilibrium precursors. Career-personal life equilibrium wil be augmented by a singular unit when CPL1 gets incremented by

1.000 unit; CPL2 gets incremented by 0.966 units, CPL3 gets incremented by 1.023 units, CPL4 gets incremented by 1.035 units

and CPL5 gets incremented by 1.023 units. H

is accepted given that all paths were noticed to be significant besides the indication

that CPL4 was the precursor with the most impact.

Impact of Workplace Ambience on Work Efficacy

The impact of workplace ambience on work efficacy is assessed via the following hypothesis.

: Workplace Ambience has an affirmative impression on work efficacy.

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: Workplace Ambience has no affirmative impression on work efficacy.

The outcomes are furnished in Table V.

Table V: Impression of Workplace Ambience on Work Efficacy

Raw

Standardised

Work Efficacy

<---

Workplace Ambience

0.507

0.498

***

Table V reveals the raw as well as standardised value of the path and the corresponding significance value. Work efficacy will be

augmented by a singular unit when workplace ambience gets incremented by 0.507 units. H

is accepted given that the path was

noticed to be significant.

Impact of Workplace Ambience, Work Efficacy, and Marital Contentment on Career-Personal Life Equilibrium

The impact of workplace ambience, work efficacy, and marital contentment on career-personal life equilibrium is assessed via the

following hypothesis.

: Workplace ambience, work efficacy, and marital contentment have an affirmative impressionwork efficacy.

: Workplace ambience, work efficacy, and marital contentment have no affirmative impression work efficacy.

The outcomes are furnished in Table VI.

Table VI: Impression of Workplace Ambience, Work Efficacy, and Marital Contentment on Career-Personal Life Equilibrium

Raw

Standardised

Career-Personal Life equilibrium

<---

Work Efficacy

0.076

0.079

***

Career-Personal Life equilibrium

<---

Workplace Ambience

0.420

0.429

***

Career-Personal Life equilibrium

<---

Marital Contentment

0.143

0.116

***

Table VI reveals the raw as well as standardised vales of each path and the corresponding significance values. Career-personal

life equilibrium will be augmented by a singular unit when work efficacy gets incremented by 0.076 units; workplace ambience

gets incremented by 0.420 units, and marital contentmentgets incremented by 0.143 units. H

is accepted given that all paths were

noticed to be significant besides the indication that workplace ambience was the precursor with the most impact.

Impact of Workplace Ambience on Career-Personal Life Equilibrium with Work Efficacy as Mediator

Impact ofworkplace ambience on career-personal life equilibrium with work efficacy as a possible mediator is assessed via the

following hypothesis.

: Impact of workplace ambience on career-personal life equilibrium is mediated by work efficacy.

: Impact of workplace ambience on career-personal life equilibrium is not mediated by work efficacy.

The outcomes are furnished in Table VII.

Table VII: Mediation Analysis (AMB-WKE-CPL)

Direct Impression [AMB->COL]

0.42

Indirect Impression Path A [AMB->WKE]

0.51

Indirect Impression Path B [WKE-CPL]

0.08

Indirect Impression Total

0.0408

Gross Impression

0.4608

VAR

0.0885

It may be concluded that there is no mediation (Table VII) in view of the fact that variance accounted for value is lower than 0.2.

Thus, impact of workplace ambience on career-personal life equilibrium is not mediated by work efficacy.

Impact of Income

Impact ofincome on designated variables is assessed via the following hypothesis.

: Income impacts workplace ambience, work efficacy, marital contentment and career-personal life equilibrium.

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: Income does not impact workplace ambience, work efficacy, marital contentment and career-personal life equilibrium.

The outcome of one-way ANOVA is furnished in Table VIII.

Table VIII: Impression of Income on Designated Variables

Sum of Squares

Mean Square

Work

Ambience

Between Groups

3.763

1.881

0.102

0.903

Within Groups

8131.844

440

18.481

Total

8135.607

442

Work Efficacy

Between Groups

12.657

6.329

0.320

0.726

Within Groups

8691.934

440

19.754

Total

8704.591

442

Career-

Personal Life

equilibrium

Between Groups

15.850

7.925

0.419

0.658

Within Groups

8312.317

440

18.892

Total

8328.167

442

Marital

Contentment

Between Groups

0.425

0.212

0.023

0.978

Within Groups

4154.374

440

9.442

Total

4154.799

442

It is noticed (Table VIII) that p values have no significance. Thus, income does not impact workplace ambience, work efficacy,

marital contentment and career-personal life equilibrium.

Conclusion

Creating a secure, informal venue for remote staff to discuss and exchange work-life equity techniques, tools, and guidance may

help to develop balanced viewpoints on the distant work experience. Other options that institutions may offer to tackle the

emotional health of remote employees include wellness, tolerance, meditation sessions, and psychotherapy services. Collegiate

institutions' administrations may promote work-from-home professors to think more critically in order to better comprehend their

job and nonwork routines. Reflection allows the faculty to invest in establishing job and nonwork boundaries control, self-care,

interaction, scheduling, help-seeking, as well as dealing methods that will assist them in managing demands, deadlines, space, and

facilities. Staff are urged to have greater influence over their workplace processes in educational establishments. Institutions are

urged to allow teachers greater autonomy in elements of their job. They are urged to create a reasonable operating time and

workload regulation, thereby promoting the well-being of their teachers. Faculty should be able to choose their employment

commitments and hours worked. When faculty members indicate pressure, they must always be believed. Institutes must

determine which faculty members prefer home-based tasks and which prefer campus-based employment. Equal compensation

must be provided for both on-campus and remote employment.

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