Guidelines to Create Work-Life Balance for Social Security Office Personnel

Abstract

This study aims to 1) investigate the factors influencing work-life balance among personnel of the Social Security Office, and 2) explore practical guidelines for enhancing work-life balance in the organization. A mixed-methods research design was employed. The quantitative component involved 300 personnel from the central administration of the Social Security Office, selected using stratified random sampling. Data were collected using a researcher-developed questionnaire and analyzed through descriptive statistics and structural equation modeling. The qualitative component consisted of in-depth interviews with five civil servants, also from the central administration, selected through purposive sampling. Data from the interviews were analyzed using content analysis. The research results showed that: 1) self-management, perceived organizational support, and a work-life balance-oriented organizational culture significantly influenced employees’ work-life balance at the level of .05. and predicted 55% of work-life balance. 2) Approachesฅto creating work-life balance include: clear time management and flexible working arrangements; fostering a supportive work environment that encourages team bonding and open communication; cultivating positive relationships between supervisors and colleagues through empathy and sincere listening; setting clear goals in both professional and personal domains, with appropriate rewards and organizational recognition; and providing continuous opportunities for personal development to enhance professional growth and self-worth.