شناسایی و تحلیل رهیافت‏ های بهبود تعادل بین کار و خانواده کارکنان سازمان های دولتی شهر بیرجند

یکی از مهم‌ترین مسائل در میان کارکنان سازمان‌ها، برقراری تعادل بین کار و خانواده است که به نظر می‌رسد توجه به آن و شناخت راهکارهای بهبود آن، در راستای اعتلای فرهنگ خانواده و جامعه، می‏تواند اثربخش باشد. بنابراین تحقیق حاضر با هدف شناسایی و رتبه‏بندی رهیافت‏های بهبود تعادل بین کار و خانواده در سازمان‌های دولتی شهر بیرجند انجام شده است. این تحقیق بر مبنای ماهیت، از نوع آمیخته (کیفی کمی)، بر مبنای هدف، از نوع کاربردی و، بر مبنای روش، توصیفی از نوع پیمایشی است. برای شناسایی رهیافت‏های بهبود تعادل بین کار و خانواده، از روش دلفی استفاده شد؛ براین‌اساس، 10 نفر از اعضای هیئت علمی گروه‌های مدیریت، روان‌شناسی و علوم اجتماعی دانشگاه پیام نور مرکز بیرجند و 10 نفر از مدیران سازمان‌های دولتی شهر بیرجند در سال 1403 به روش نمونه‌گیری گلوله برفی انتخاب شدند. همچنین برای رتبه‌بندی ر‏هیافت‏های شناسایی شده، از جامعه‌ی آماری کارکنان سازمان‌های دولتی شهر بیرجند به روش نمونه‌گیری تصادفی طبقه‏ای نامتناسب و بر مبنای جدول مورگان، حجم نمونه مشخص شد. برای گردآوری داده‌ها، از پرسش‌نامه‌ی محقق‏ساخته استفاده شد. داده‌ها با استفاده از نرم‌افزار آماری spss و آزمون‏های آماری مناسب تجزیه و تحلیل شدند. پس از مطالعه و بررسی در پژوهش‌های انجام شده و همچنین نظرسنجی از اساتید، مدیران و خبرگان و طی کردن مراحل دلفی، 25 عامل شناسایی شدند. تحلیل داده‏ها نشان داد که از بین رهیافت‏های بهبود تعادل بین کار و خانواده در سازمان‌های دولتی شهر بیرجند، «وضعیت استخدامی باثبات کارمند و امنیت شغلی»، «شهر محل کار (بومی و غیربومی)»، «فرهنگ سازمانی مبتنی بر ارزش‌های اسلامی» و «مهارت و تخصص بالای کارکنان» دارای بالاترین میانگین رتبه بودند.

identifying and analyzing strategies for enhancing work-family balance among employees in public organizations in birjand

introduction work-family balance has become a critical issue over the past two decades, driven by economic challenges, organizational restructuring, and increasing competition in the business environment. the relationship between work and family life has changed significantly over time, creating new challenges for both men and women in the workforce. employees today face constant pressures that often lead to conflicts between their professional responsibilities and personal lives. as a result, work-family balance is an essential aspect that human resource management must address in organizations (hussein isse hassan, 2018: 13).work-life balance programs have existed since the 1930s, providing policies and regulations that enable employees to perform their jobs effectively and efficiently while maintaining flexibility to manage personal matters (wiradendi, 2020: 1103). various definitions of work-life balance have been proposed. granhaus and allen (2011) define it as the degree to which an individual's effectiveness and satisfaction in their work and family roles align with their life priorities. from a managerial perspective, work-life balance refers to the ability to fulfill professional and personal responsibilities satisfactorily while minimizing role conflicts.this study aims to address two fundamental research questions:what are the key strategies for improving work-life balance in government organizations in birjand?how can these strategies be ranked in terms of effectiveness?method this study employs a mixed-method approach (qualitative and quantitative). based on its nature, it is an applied study, and based on its methodology, it follows a descriptive survey design. the statistical population is divided into two parts:qualitative component: the population includes faculty members from the management, psychology, and social sciences departments of payam noor university in birjand, as well as managers of government organizations in birjand in the year 1403 (persian calendar).quantitative component: the population comprises all employees of government organizations in birjand in 1403, estimated at approximately 6,000 individuals.for the qualitative phase, 10 faculty members from the mentioned university departments and 10 expert managers from government organizations were selected using snowball sampling.for the quantitative phase, the sample size was determined to be 361 individuals based on the morgan table. a stratified random sampling method was employed, categorizing government organizations into five sectors: technical and civil, industrial and mining, cultural and educational affairs, political and defense affairs, and social and economic affairs. from each category, participants were selected using a simple random sampling method. a total of 370 questionnaires were distributed, and 360 fully completed responses were collected. data was gathered using a researcher-designed questionnaire.findings after reviewing existing research, consulting professors, managers, and experts, and conducting the delphi process, 25 key factors were identified to improve work-family balance. these include receiving fair and timely salaries, ensuring job security, fostering organizational trust and loyalty, enhancing employee skills, motivating efficient workers, attracting competent individuals, and reviewing performance-based reward systems.