pressure which it resists to sustain in its original state.
As suggested by Anderson( 2002) work-life conflict is also a precedent which leads to job stress in the employees. Job stress makes the individual dysfunctional and results in an abnormal or unhealthy interpersonal behavior with the colleagues. In fact stress is also viewed as a stimulus from the external environment to a person( Kahn et al., 1964).( Palmer, Cooper, Thomas, 2001) define stress as an unwanted reaction from people who are faced with tremendous pressures, adversities or some expectations placed on them. It arises when people are not able to meet these demands. Stress can be positive to an extent and is known as ' eustress ' i. e. pleasant or curative stress.( This term was first coined by endocrinologist Hans Selye, 1974).
Pressure helps in improving one ' s performance as a certain amount of it helps in motivating to achieve the target, as would be supported by various athletes or actors. However, if the frequency of such pressure increases to a high level without enough time to recover, stress can prove very harmful. Stress can be thus understood as a condition when one feels pressurized to cope up with the demands of the situation which seem to be beyond their recognition of what they can handle. In today ' s business environment competitors, technology, legislation and regulations are constantly changing which lead to very high job stress, faced by the employees. As per Mc Cubbin and Figley,( 1983) job related stress can be paralyzing because of its effects on family life as well as the employee ' s performance. It is a cause for difference between demand from families and the capability to take care for them. Loghan and Ganster( 2005) stated that various key factors like work culture, supervisor support, amount of work determine the stress levels which impacts employees ' physical and psychological health which would in the end effect his job performance. Many forces have been identified by researchers that are predecessors to stress faced by an individual. High workload: excessive or disproportionate workload which is outside one ' s capacity( Russek, Zohman, 1958).
Career progression related stress is caused due to job insecurity, status dissimilarity, and peer pressure, let down ambition( Brook 1973). The degree to which one has control over decisions pertinent to one ' s job is another source of stress and was named as participation by Kasl( Kasl, 1973). Recent impactful events: Uncertain sources of stress are the life altering events like death of a loved one, failure in personal life.( Adams, 1980).
According to our hypothesis job stress has a negative relation with respect to job performance, that is when there is high stress, the performance minimizes while if there is optimal stress then the employee ' s performance boosts. Same thing is advocated by Ivancevich and Donnelly( 1975) who discuss how job stress and performance are inversely proportional to each other which results in their negative correlation. High job stress can cause physical and mental problems and result in poor performance of employees. Organizations from time to time have taken steps to relieve employees of job stress. Chen, Lin, Wang, Hou( 2009) indicated that factors like rewards, work culture and job satisfaction can help in reducing job stress. Walker, Churchill, Ford( 1977) created a model which demonstrates the impact of role stressors on job performance, commitment to the organization and satisfaction with the job.
Kahn et al.( 1964) developed a scale to measure the effect of stress on conflicts in workplace, resource inadequacy, and role ambiguity. It demonstrated employees ' view of job stress using fifteen questions about the likelihood of stressful incidents and the extent of role burden. This method assesses psychological measures of stress, like feeling of being overburdened with work, not having the necessary capability to reach the target, and typically not being able to handle the work. In many studies, the items have been used to form sub scales for role uncertainty, role overload, and resources deficiency. Rose( 2003) studied that the stress de-motivates the employees, hampering their intention to work better and improve their performance. It demoralizes the employees and eventually decreases their productivity. It is inarguable that some stress is required to improve the performance but only upto a certain limit. The employees may perform their job regularly but workloads and time constraints reduce their performance. The study determines the effect of work-family balance and role conflict on job stress and employee performance.
Work-life balance is the limit to which people are equally involved in with-their work life and family life( Green haus & Singh, 2003). Work-life balance includes financial issues, sex, career choices, time management and other factors.
In India, we generally find three types of family structures: Joint family, closely knit families sharing a common kitchen and living together; nuclear family consisting of husband, wife and children, and the family in which one person lives near office for some time and away from the community home, because the distance is too great to travel daily. This allows parents to manage work opportunities and at the same time connect to their local roots for family life.
The tension between work and family is also due to different perceptions of the ethics related to work and family. The quality of care is not dependent on time spent; in contrast work is( Brannen, 2005). In places where there is a crunch of time for family, the concept of quality of time is used( Brannen, 2005; Hochs child, 1997).
Work-life balance can be achieved by organizational
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