THE IMPACT OF WORK LIFE BALANCE ON JOB SATISFACTION OF MANAGERIAL LEVEL EMPLOYEES OF PEOPLE’S BANK, (HEAD OFFICE), SRI LANKA

Many researches were conducted to identify the Impact of Work Life Balance on Job Satisfaction of the employees in many organizations. However, conducting a research to explore the Impact of Work Life Balance on Job Satisfaction among the bankers, especially for managerial level of state bank is very rare. The researcher has decided to overcome this issue and therefore, the main purpose of this study is to identify the Impact of Work Life Balance on Job Satisfaction of the managerial level employees of People’s Bank,(Head office) Sri Lanka. The researcher started the study by going through relevant literatures by many ways. Stratified random sampling method was followed. The final results shows, that there is a significant positive Impact of Work Life Balance on Job Satisfaction of managerial level employees. And Level of Work Life Balance and Job Satisfaction is low among the managerial level employees. However female employees are satisfied higher than male managers.


Introduction
Effective utilization of human resource is one of the important factors for any organization.
Well managed human resource, is crucial for organizational success. With the opening up the new economy and globalization of trade and commerce, the competition has increased diversely. In the era of organizational restructuring it is important for the organizations to take care of their efficient employees. The aim of take caring the employees is ultimately to provide them the satisfaction which will increase their job performance and ultimately will drive the organization to achieve competitive advantage over their competitors.
Numerous discussions and arguments have been carried out on the issues of Work Life Balance and employee satisfaction.
There are many factors affecting the employee satisfaction at work, among those concern for Work Life Balance is increasing. Management -Vol. 12 No.1 April 2015 According to Opatha (2010), work life means "life that is related to a person's employment".

Journal of
And what happened in the work life has significant impact on their family as well as on their personnel life and vice versa. There has been increasing interest in the conflict between family and work domains in the recent years.
Job Satisfaction is a mental feeling of favorableness which an individual has on his/ her job. To the employees, job satisfaction brings positive job related attitudes.A satisfied employee is more likely to be highly productive, creative, flexible, committed and loyal to the organization. (Ajmir, 2001). According to Opatha (2009),.
Creating Work Life Balance will lead to Job Satisfaction. According to Korpunen and Napravnikova (2007)  By the end of 1980, WLB was considered as an issue for not only women, but also for men (Bird, 2006). Similarly, Lewis (2003), cited from Lewis et al. (2000), stated that the discussion on work life is more gender neutral and is a concern of both men and women who try to balance between family responsibilities, workplace and leisure.
As per Bird, WLB cannot be defined as equal Therefore, we can conclude that Work Life Balance is "the degree to which an individual can fulfill the demand coming from his/ her employment and demands coming from outside employment to the extent that makes them happy."

Job Satisfaction
Understanding of the meaning of the Job Satisfaction is very much important for this study, since it is the Dependant variable. The researcher has referred some definitions quoted by expert writers with respect to the same. Kamal and Sengupta (2008)

Relationship between Work Life Balance and Job Satisfaction
For the current study the term employee Job satisfaction can be defined as an employee is said to be satisfied from his/her work when he/she feels comfort while working in the organization. Whereas Work Life Balance means that an employee is comfortably accomplishing his/her work and non -work responsibilities. Emerging trends in work force diversity, organizational restructuring and addition of women in the workforce enhanced the demand for the work life balance practices to be adopted by the organizations. (2009)  According to Anwer and Ikram (2009) Based on that, the conceptual framework for the study is shown in the Figure 1.

Hypotheses development
Based Hence the following hypotheses were suggested to be tested: According to the information received from the HR department of People's bank, the following population details could be identified.

Results and Discussion
The overall results shows that, most of the    Hence Hypothesis 3 is also accepted.
In addition to above facts, following finding can also be revealed, • The results show that Work Life Balance is an important determinant of intrinsic aspects of Job Satisfaction.
• Management and employee both are responsible for having Work life Balance.
• If the employees are given freedom to choose their work schedules; quality and productivity of work increases. Because if this opportunity given to the employee it will bring the responsibility for finishing work within specified deadline.
• High quality of Work Life Balance will improve the Job satisfaction and vice versa.
The major finding which was acquired from this study is the strong relationship between Work Life Balance and Job satisfaction.
And the Impact of Work Life balance on the Job Satisfaction is significant .The previous research conducted by Malik (2010), Saltzstein andTing (2001), andYadav andDabhade (2013) were supported to this finding. Further, Ikram and Anwar (2009) also confirmed by their research that there is a relationship between Work Life balance and job satisfaction.
In addition to that, Kamal and Sengupta (2008) findings revealed that, there is a low level of