جستجوی مقالات مرتبط با کلیدواژه "work-life balance" در نشریات گروه "مدیریت"

This descriptive correlation research was conducted with the aim of investigating the relationship between work-life balance with job satisfaction and job enthusiasm of Kurdistan gas company employees. The statistical population of the research was the employees of the gas company of Kurdistan province.170 people were selected as a sample using stratified random sampling method with proportional assignment. The measurement tool was standard questionnaires. Based on the results, the level of work-life balance and job satisfaction of gas company employees was at an average level and their job enthusiasm was high. The results of path analysis showed that work-life balance had a significant effect on job satisfaction and job enthusiasm. Job enthusiasm was also a mediating variable for the two variables of work-life balance and job satisfaction. Also, based on the results of work-life balance, it explained 45% of the variance of job enthusiasm and 65% of the variance of job satisfaction.

Paying attention to work-life balance is one of the main concerns of managers of organizations, especially human resource managers. Due to the effective role of humans in the work environment, and the economic and social conditions of the country and the necessity of employees' different roles, the main field of this research is designing a work-life balance model using a human resources management approach. In terms of its objectives, this study is of an applied research type and in terms of methodology, it is considered an exploratory mixed-method research. In the qualitative phase, the theme analysis method was used to create a model, and in the quantitative stage, the structural equation modeling method was used to verify the validity of the model. In the qualitative phase, a semi-structured interview was conducted with 15 experts who were selected purposefully, and in the quantitative phase, 152 managers and experts in SAIPA Company were asked for their opinions with a questionnaire. The dimensions of the work-life balance model with the human resources management approach were identified and categorized in the form of three dimensions: individual, family, and job with 30 indicators. Quantitative analysis also confirmed the significant relationship between the dimensions, components, and indicators of the research model, and these relationships were significant at the alpha level of 0.05. The current research covers the existing research gap due to the lack of sufficient research with the approach of human resource management in the field of automobile manufacturing and is innovative. Identifying the dimensions of work-life balance helps the managers of SAIPA Company to improve the level of work-life balance of employees and by focusing on all components, it is possible to manage the factors that create the life-work balance of employees.

The present study was conducted to investigate the effect of work- life balance on psychological safety of staff with the mediating role of organizational optimism. The study in terms of purpose is practical and in terms of methods of data collection is survey from group of descriptive researches. The statistical population is female faculty members in the faculties and research institutes of Shahid Beheshti University 163 persons, The number of statistical samples obtained is 65 people. The tool of data collection is questionnaire of work – life balance provided by Agha et al. (2017) and questionnaire of optimism provided by Carver et al. (2010) and questionnaire of psychological safety of staff provided by Maslow (2004). Data analysis was performed with Structural Equation Modeling approach (SEM) with partial least squares method through Smart-PLS 3 software. The findings of this study showed that proposed research model is validated and based on it; Work- life balance has led to organizational optimism and this has an impact on psychological safety of staff. Also, organizational optimism variable plays an intermediary role in the relationship between work – life balance and psychological safety of staff.

The present study aimed to investigate the moderating role of the demand-job competency ratio in the relationship between role overload and work-life balance regeneration strategies among faculty members of northeastern Iranian public universities.

In this research, analytical survey method was used. The statistical population of the study was faculty members of Ferdowsi University of Mashhad and Birjand who had the academic rank of assistant professor or associate professor with at least one year of work experience. The sample members were selected by available means and by taking a questionnaire, which includes two hundred and sixty-six numbers.

The results of data analysis showed that the relationship between role overload and work-life balance regeneration strategies is positive. The moderating role of the demand-job-proportionality variable in the relationship between role overload and work-life balance regeneration strategies was also confirmed.
 

The results can help us understand and manage individual-situational factors such as the proportion of demands-job abilities in facilitating work-life balance among faculty members.

This study aimed to investigate the mediating role of work-life balance in causal relationships between organizational virtue and organizational citizenship behavior of teachers and suggest a causal model in relation to it. The study population included all staff of Kaleybar district schools who were selected by cluster sampling method and Cochran's formula, 200 people. The present study is applied in terms of purpose and descriptive-correlational in terms of method. Standard data questionnaires were used to collect data, all of which had good validity and reliability. The research data were analyzed using SPSS and lisrel software in the form of t-tests and structural equation modeling.The results show that the organizational virtue of schools directly has a significant effect on the organizational citizenship behavior of Kaleybar education staff; Also, the hypothetical model test shows that organizational virtue can influence teachers' organizational citizenship behavior by mediating work-life balance. The research findings emphasize the importance of organizational virtue of schools and the organizational citizenship behavior of employees, as well as the work-life balance of teachers.

The purpose of this study was to identify the antecedents and consequences of work-life balance using a meta- analysis approach. The present study is descriptive in terms of purpose, practical in terms of usage and quantitative in terms of type of data. The study population consists of articles and thesis in internal and external database in the field of work- life balance from 2013 to 2018, that 25 cases were entered through meta-analysis process with a non- random purposive sampling method. Selected studies were analyzed using CMA2 software (Comprehensive Meta-Analysis Software). Findings showed that among the antecedents of work-life balance, respectively, personal skills (0.564), high workload (-0.444), job control (0.416), family support (0.345), job flexibility (0.335), supervisor support (0.333), work-family conflict (-0.325), and work-family enrichment (0.323) had the greatest effect. Also among the consequences of work-life balance were organizational commitment (0.590), employee mental security (0.504), life satisfaction (0.471), employee wellbeing (0.465), employee health (0.406) had the greatest effect.

The main purpose of this paper is to develop the model of work-life balance in Mazandaran Province Gas Company as a service and project-oriented company. In the present study, a qualitative method based on grounded theory strategy has been used, because the researcher has used systematically collected conceptual data to explain the model. The field method was used for data collection by interview tools and the statistical population consisted of 25 managers and experts of the study company. Researcher developed a credible theory of work-life balance using an inductive approach to data collection and for this purpose, after the open coding, concepts and categories were extracted and in the axial coding stage these categories were presented in the form of axial phenomena, causal conditions, contextual conditions, and confounding conditions. The story line and paradigm were then drawn.

The ability to play an effective and balanced role in work and life lays the proper foundations for maintaining physical and mental health and improving individual and organizational performance. This study aimed to identify and prioritize individual and organizational obstacles to the work-life balance.

This is an applied-descriptive survey, in which the statistical population included 705 employees working at a public organization in Tehran. The random sampling method was employed to selected 248 employees as the statistical sample, and a research-made questionnaire was used for data collection. The statistical tests of confirmatory factor analysis and population mean were conducted to analyze data in LISREL and SPSS.

A literature review resulted in the identification of 15 individual and familial obstacles and 15 organizational obstacles, the explanatory roles of which were confirmed and classified as individual and organizational classes to analyze their status in the statistical population and rank their obstacles. Out of the identified factors, 5 individual and 8 organizational factors classified as the work-life balance obstacles, the most important of which were insufficient income and occupational stress.

Providing the proper foundations for the work-life balance in the lives of employees can result in many individual and organizational achievements.

The traditional approach to designing occupations in organizations does not meet the needs of today's organizations, and in the new approach called Human Resource Architecture, originality has been given to human resources instead of jobs. In this research, the human resources of the law enforcement have been designed using the Snell and Lepak (2007) human resource architecture model and the desirable combinations of work-life balance plans. This research is applied in terms of purpose, and in terms of the method of implementation, is a descriptive survey. The statistical population of this research includes, 400 of police staff selected by cluster sampling method.  The method of data collection and information in this research is library and field survey with questionnaire tool. after architecturing based on the human resource architecture model with unique characteristics and strategic value, the findings show that the queue employees have a higher strategic and more unique value than the staff of the headquarters. Based on the architectural model of NAJA human resources, the majority of employees have a unique and strategic value above the average, which is higher in queue staff. So, the replacement of these employees is costly for the organization and due to the high role of the queue staff in creating internal order and security, implementing costly and strategic work and life balance plans for these employees is of great importance.

With the changes in the social and economic spheres, creating a balance between work and life of employees has become a complex and important issue in today's organizations. This complexity and importance in law enforcement agencies are doubled according to the nature of missions. Therefore, the purpose of this study is to develop a quality model of work-life balance of Iran police staff based on the pattern of human resources architecture.
Given the development of a new model based on previous patterns, this research is a kind of developmental research, and the research method is a qualitative type of thematic analysis. The statistical population of the study consisted of law enforcement experts who were involved in scientific and research work in the field of work-life balance studies as well as those involved in policy-making.
Findings and According to the results of the research and based on the combination of the unique and strategic value of the organization, four types of balance were identified in the final model of this research. In these four equilibrium, the two factors of the diversity and cost of the programs as well as the range of balance programs also determine the work-life balance programs of Iran police staff. Ideal balance, continuous balance, cross-sectional balance and dramatic balance are the four balance states in the organization in terms of human resources architecture.

Today, many demographic and sociological changes such as increasing the number of women, working couples, long working hours, and the complexity of technology in the workplace have been occurred, which National Iranian Gas Company (NIGC) is also influenced by them and seeks to find out the work-life balance and ways to improve it. Therefore, explaining and surveying the model of antecedents and consequences of work-life balance in Iranian Gas National Company has been considered as the goal of this research. The research method was descriptive – correlation. Statistical population was employees of NIGC including 2172 individuals. Among them 327 people were selected by stratified random sampling method. Data was gathered through standard questionnaires and analyzed by using structural equation modeling and SPSS and LISREL software. The results indicated that job characteristics, core self-evaluations and the protean career orientation have a significant positive effect on work-life balance, and work-life balance also has a significant positive effect on job satisfaction, family satisfaction and organizational pride of employees. Also, organizational pride has a significant positive effect on job satisfactioToday, many demographic and sociological changes such as increasing the number of women, working couples, long working hours, and the complexity of technology in the workplace have been occurred, which National Iranian Gas Company (NIGC) is also influenced by them and seeks to find out the work-life balance and ways to improve it. Therefore, explaining and surveying the model of antecedents and consequences of work-life balance in Iranian Gas National Company has been considered as the goal of this research. The research method was descriptive – correlation. Statistical population was employees of NIGC including 2172 individuals. Among them 327 people were selected by stratified random sampling method. Data was gathered through standard questionnaires and analyzed by using structural equation modeling and SPSS and LISREL software. The results indicated that job characteristics, core self-evaluations and the protean career orientation have a significant positive effect on work-life balance, and work-life balance also has a significant positive effect on job satisfaction, family satisfaction and organizational pride of employees. Also, organizational pride has a significant positive effect on job satisfaction.

In recent researches despite the fact that there are very comments about relationship between work- life balance and employee health, a few studies has been investigated about developing individual and organizational strategies. Accordingly, the aim of this study is providing effective individual and organizational work life balance strategies on employee's health and measuring its effect on employee health through the mediation role of work- life balance. This paper has been based on a descriptive and correlative study. The statistical population of this study is 374 persons of Tamin-e-Ejtemaie Esfahan province managers and employees. The sample volume was calculated about 188 persons by using Cochran formula and random sampling has been used as sampling method. Data were gathered by a 70 questions questionnaire which its validity was proven by content and factor validity and it reliability was confirmed by cronbach's Alpha about 0.921. Structural equation modeling was utilized as analyzing method by employing Amos21. The results of examining study hypothesis confirmed that work- life balance has a direct and positive effect on employee health. Other results revealed that although individual and organizational work life balance strategies do not have a positive and direct effect on employee health; however, deploying these policies has a worthy help on creating work- life balance and they would enhance the level of individual's general health indirectly.

This study has been conducted to find solutions for increasing work–life balance of employees of an automotive parts manufacturer. For this reason by reviewing the literature we found two main groups of parameters affecting WLB، including individual parameters (e. g. sex، age) and organizational parameters. We focused on the second group in this study. We considered four parameters including workload، organizational flexibility، organizational support، and supervisor support as organizational parameters. About 411 employees out of 840 participated in the study and we measured the amount of their work-life balance. By using SPSS software and multiple regression and Pearson correlation techniques we found out that there is a meaningful relationship between WLB and all four organizational parameters. While there is a strong positive relationship between WLB and organizational flexibility، this relationship is negative between WLB and workload.