Work-Life Balance

Purpose: The purpose of this research is to design a model and accreditation of the organizational health. Methodology: The research method was applied in terms of purpose and qualitative in terms of data type. The statistical population of the study consisted of the university experts and senior managers of Tehran municipality. Ten people were selected using purposeful sampling method and saturation principle as the sample. The interview with the experts indicated that the interview was valid, Reliability method between two encoders was used to calculate the reliability. Findings: The results indicated that the interview was valid and reliable. Content analysis was used to analyze the research data. The results of the research showed that the organizational health pattern in the municipality included the bonus components, flexibility, job commitment, successor planning, trust, effective relationships, comprehensive leadership, work-life balance, environment perspective, teamwork, specific system, developing the skills and competencies, clear vision and job success. Conclusion: With the regard to the mechanisms, facilitators and barriers ahead, a general model was presented for the organizational health.

People's work and personal life are not two separate categories, but a concept and should be considered together; because considering them separately causes us to have an incomplete understanding of both. Accordingly, the purpose of this study is to design a model for work-life balance of employees of the National Iranian Gas Company. The present research is applied in terms of orientation, descriptive in terms of purpose and survey in terms of strategy. In this study, using Delphi technique, the opinions of 15 experts on the factors affecting the balance of family work were identified based on the roadmap programs for reforming the administrative system of the country and 33 indicators. The sample size was 219 official employees and 61 contract employees of the official and contract employees of the National Iranian Gas Company (main company). Using confirmatory factor analysis, the mentioned dimensions were evaluated and tested. From the results of DEMETEL technique, it was observed that the factors related to monitoring, evaluation and development of organizational culture had the most relationship with other factors. The index of organizational culture development has the most impact and the factor of human capital has the least impact. The role and structure engineering index is the most influential in the next degree. Also, the criterion of factors related to management factors and technologies is very influential. The criterion of organizational culture development is also the least affected by other criteria. Engineering criteria role and structure have the highest impact and impact with other criteria studied. The criterion of human capital factors has the least impact with other variables. In this model, the criteria of engineering role and structure, development of organizational culture and monitoring and evaluation of the variable are causal and the rest are disabled.

Employee engagement is a crucial factor in ensuring organizational success. It involves employees being able to be themselves at work and putting in extra effort to help their company thrive. To achieve this, it is essential to identify the factors that can predict employee engagement. Therefore, this research aims to examine the role of job crafting and work-life balance in employee engagement. The study's statistical population consisted of employees from the University of Sistan and Baluchestan. A sample of 119 individuals was selected using convenience sampling. The research tools were the Job Crafting Questionnaire, the Work-Life Balance Questionnaire, and the Employee Engagement Questionnaire. The results showed that there is a significant and direct correlation between job crafting and work-life balance with employee engagement (P<.001). Based on the results of Structural Equation Modeling the task job crafting, flexibility on work schedule and workplace support had positive and significant effects on employee engagement

Personality as an individual factor is one way of describing human characteristics, usually referred to as a number of relatively stable behavioral traits or characteristics. This systematic review reviewed all related Iranian studies in international databases, including Google Scholar, PubMed, PsycINFO, Web of Science (ISI), Scopus, and national databases, including the Scientific Information Database (SID) and Magiran which was published between 2002 and 2024. The following keywords and combinations of them were used to search the databases: “personality characteristics” “life expectancy,” “quality of work life,” and “work-life balance”. Personality characteristics significantly influence various aspects of life, including life expectancy, quality of work life, and work-life balance. Research indicates that traits such as conscientiousness, neuroticism, and overall personality profiles can contribute to both individual and organizational outcomes. Personality traits, such as conscientiousness and emotional stability, significantly impact life expectancy, job satisfaction, and work-life balance by promoting healthier lifestyles and well-being. Understanding these influences can inform interventions to improve health outcomes and workplace dynamics.