Work Life Balance has become the buzz word in contemporary economic world as employees in industries are facing lot of pressure from work organisation and pressure from new social structure. Though the issues and problems are different in nature and influencing the life in different degree but, all industrial employees are facing the problem since liberalisation, privatisation and globalisation of economy. Hotel industry is distinguished from others in respect to provision of services round the clock. Due to the seasonal nature of hotel business and high attrition rate in the industry, it suffers from acute manpower shortage. Sometimes employees are compelled to take up the extra load by working for long hours .Such work environment may impact on the WLB of the employees since they do not get sufficient time for their personal and social commitments. This paper examines the key factors associated with work-life balance (WLB) and the employees perception towards it in Odisha, India. The study was conducted by selecting 100 professionals randomly from different Hotels in Bhubaneswar with the help of a structured questionnaire. Analysing the data, it was found that pressure of multiple roles, quality of health and ever changing and abnormal working schedules are the major factors contributing to poor Work Life Balance in hotel industry in Odisha.

Odisha is the soul of incredible India having numerous tourist attractions both natural and manmade. The rich heritage and culture of this land is a unique feature in the global arena. The tourism and hospitality in the state of Odihsa is still in the developing stage. Tourism is a highly labour intensive sector and has the potential to generate high employment growth through a mix of activities. It is the hospitality accommodation industry which binds together a lot of other employment generating sectors through backward and forward linkages and the maximum tourist satisfaction can be achieved by means of competent human resource. However, good human resource practices can be an alternative strategy for the growth of this sector. Hence, accommodation sector being highly shared by private entrepreneurs, low pay, low career opportunity and poor employment conditions, low job security, the labour management is more in this sector. An effort has been made in this paper to bring forward the key factors associated with turnover of employee in the Accommodation Sector of Odisha which had not been explored quite significantly. So, the study has attempted to discover aspects as perceived by the employees and employers as important for them to retain employment in the Accommodation Sector. The study has adopted descriptive survey research design.

Although the passion that people demonstrate at work would appear to be a topic of considerable interest and importance to organizational scholars and practitioners, the extant literature scarcely discusses the construct of it without further investigation. The study of Vallerand et al. (2003) pertaining to the area of passion has made profound theoretical contribution confirming the precepts of positive psychology (Seligman, 2002). However, the behavioural outcomes such as working on holidays, or out-of-work outcomes such as constantly thinking about work when not at work (work rumination) sharing a nomological network with the construct, has not been examined by them, as argued by Perrewe et al., (2014). Further, the comprehensive work shown by Zigarmi et al. (2011) in defining the Work Passion (WP) construct suffers from methodological lacunae. Given that the extant literature on work passion calls for further examination, the pertinent study aims to investigate the validity and reliability of Passion scales based on the model proposed by Zigarmi et al. (2011). Four dimensions of a process model constituting work cognition, work affect, job wellbeing, and work intention along with work rumination as an integral part of work passion were examined. Questionnaires were administered to a sample of corporate professionals heralding spectrum of industries to validate the passion scale. The principal component analysis was performed which extracted four factors (work cognition, work affect, job well-being & work rumination) out of five factors to validate the construct. However, in order to confirm the validity of the scale, the structural equation modeling analysis was adopted which further indicated that the three-factor structure of work passion (work cognition, work affect, and work rumination) was the best fit model in comparison to the four-factor models. Incidentally, the emergence of work rumination as an important dimension of WP construct has confirmed the dualistic nature of the passion construct as stated by Vallerand et al. (2003) through its dualistic status as positive and negative work rumination. The triadic nature of WP can be prospective as well as retrospective in nature; where people tend to think about issues that have occurred in the past or anticipatively ruminate about issues and demands that may arise at work (Cropley & Zijlstra, 2011). The intriguing nature of the present study suggesting cognitions (work cognition), affects (work affects), and behaviours (work rumination) to be preceding the formation of dualistic status of passion (harmonious and obsessive passion) provides a good basis for future investigation.

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