IMPACT OF REMOTE WORK ON THE WORK-LIFE BALANCE OF MANAGERIAL LEVEL EMPLOYEES IN THE APPAREL INDUSTRY IN THE GAMPAHA DISTRICT

Abstract

The current study was initiated to identify the impact of remote work on the work-life balance of managerial-level employees. This is a quantitative study and is conducted as a cross-sectional field study. Primary data were collected through a survey questionnaire developed based on the standard measurement scale, which was administered to the respondents directly via online mode as a Google form. Data analysis was done with the aid of the Statistical Package for Social Sciences (SPSS). According to the convenience sampling technique, the final sample remains at 81 observations of the Managerial-Level Employees in the apparel industry in the Gampaha District. Person Correlation Coefficient and Linear Regression were used to test the advanced hypotheses. Sig. (2-tailed) test was also employed to test the significance of the correlation coefficient because the advanced hypotheses were non-directional. The outcomes indicated strong positive correlations between work-life balance and occupational stress (r = 0.899), management support (r = 0.874), and family support (r = 0.922), which were all statistically significant (p < 0.001). Regression analysis also confirmed that occupational stress explains 80.9% of the variance in work-life balance, management support explains 76.3%, and family support explains 85.1%, all with significant p-values. Multiple regression analysis also showed that the combined effect of all three factors explains 87% of the variance in work-life balance, and the model is strongly significant (F = 179.830, p < 0.001). Accordingly, based on this item, managers can help balance their professional duties with family commitments by introducing flexible hours, hybrid arrangements, etc. They can also offer family-friendly options such as subsidized childcare and eldercare programs, as well as extended parental leave policies, and an organization can organize training workshops on planning for family members and properly obtaining their support. Surprisingly, the findings of this study found that occupational stress has a positive impact on managers' WLB. Therefore, managers should implement policies to provide adequate mental freedom. This can be done by encouraging them to get enough sleep, exercising, practicing yoga, listening to music, etc.