Entrepreneurship and Innovation Management Journal

ISSN: 2310-0079
Volume: 1, Issue: 1 (November 2013), Pages: 91-96
2013 Academy of Business & Scientific Research

http://www.absronline.org/eimj

The Role of Balance Work-Family on Performance

Dr. Iraj Soltani1, Ameneh Malmir2, and Fariba Azizzadeh3*
1&3. Department of Management, Islamic Azad University, Science and Research Branch,
Isfahan, Iran
2. Department of management, Malayer Branch, Islamic Azad University, Malayer, Iran

The balance between work and life is spontaneous and if not managed, conflict can wake
them irreparable damage to individuals, organizations and society. The purpose of this
study is to investigate the role of the balance of work-family on performance of
Department of Social Security Organization Kermanshah Province. As the population
studied, were all employees of the Social Security numbers of 160 Person in Kermanshah
Province. Sample size was considered Morgan's study of 114 persons and these were
collected in each area was determined by the method of systematic random sampling
(systematic). The research hypotheses were as follows: There is a meaningful relationship
between atrophy and perceptions of safety climate. There is a meaningful relationship
between stress and perceptions of safety climate. There is a meaningful relationship
between job satisfaction and perceptions of safety climate. The Spearman correlation test
was used to test the hypotheses. Managers can manage the balance between work and life.
They can make happy and satisfy the employees who are presented with enthusiasm,
loyalty and commitment to the organization, function effectively in their jobs.
Keywords: Balance of work life; organizational performance; staff Social Security
Organization
INTRODUCTION
Academics claim that it is the balance of workfamily health and well-functioning, healthy society
is a key element (Halpern, 2005). Application
Specialists in the fields of business and politics is
to try to find solutions to the challenges faced by
non-staff balance work and family life (Grzwacz
and Andcorlson, 2007). Balance of work-family
words, shapes and highlighted the difficulty in
achieving a balance.
Also, the balance of evidence suggests a lack of
work-family conflict that is defined typically in
terms of increased work-family. It may eventually
undermine health and organizational performance
(Allen et al. 2000). In fact, some have suggested

that the ability to balance work and family balance

is one of the major social challenges of our time
(Halprn, 2005).
Balance and the balance of work-family issues and
major issues associated with balancing human
resource
development
index
greater
job
satisfaction and employee commitment (Allen et
al. 2000) and citizenship behavior. The lack of
balance is associated with a significant conflict of
work-life increased turnover intention (Allen et al,
2000) and more sick absence. In addition balance
work-family has been linked to employee
performance (Allen et al, 2000). This evidence
suggests that the balance of work-family is

*Corresponding author: Fariba Azizzadeh,

Department of Management, Islamic Azad University, Science and Research Branch, Isfahan, Iran
E-Mail: sazizzadeh2010@yahoo.com

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Consumer behavior and Market Equilibrium

Soltani et al

implicitly or explicitly, in the center of the major

functions of human resource development, and it
is possible to apply powerful to increase
individual and organizational effectiveness
(Soltani, 2010).

The balance between work life and work

environments in the U.S and its organizations is
one of the most things. It is necessary to have a
strategic plan in order to stay safe from the effects
of work-life imbalance (Todd, 2004).

The purpose of this study is to investigate the role

of the balance of work-family on performance of
Department of Social Security Organization
Kermanshah Province.

Because of the complexity and multifaceted nature

of the issue of balance between work and life
problems often arise in understanding and
interpreting it (Hair et al. 1998). This is a fallacy
because many people are divided into two
completely separate work and life and against the
preferences of the individual and the organization,
taking into account the work and life as a "zero
sum game" which is over one side to the detriment
of the interests of the other part.

REVIEW OF LITERATURE
A good manager would not let hobbies affect his
or her professional career for a job as managing
director of the institution he has before. Directing
of his or her life and the circumstances isnt
enough to gets and implement (White and Rogers,
2000). Responsibility in this regard will not be
successful personally as well as professionally
managed (Lewison, 2006).
A person who is addicted to work, the stress and
anxiety that comes from working with physically
tired and nervous breakdowns, and soon loses its
existence simply to destroy his career. Here term of
commitment to the work can be exploited and
victimized by people who are just doing the jobs
they are handling. In fact, it is the individual who
prefers to be committed to a career commitment as
her or his life's greatest victim.
Interaction between work and family roles can be
complementary to each other that it will meet the
needs of working families and provide family
support workers to perform successfully
promoting mental and physical tasks. This is
seemingly simple question that has sparked a lot
of controversy marginal. One of the fundamental
questions about life and work in this regard is how
to define and regulate them. The answer to this
question may be a number of different
communities and even individuals. What is the
balance in your work life may be, tomorrow is
another concept. However, it is necessary for all
individuals, organizations and communities to
think and respond to this issue and finds an
appropriate solution to the situation, goals and
values. This is negligence of work and life in the
aftermath of conflict that has disastrous results
(Schwartz and Sagive, 1995).

Moreover, there are many factors that are involved

in the community (such as economy, culture,
politics, etc.) organization (corporate culture,
management, activities, etc.), and individual
(personality, gender, status, organizational status,
income, etc.) (Castells, 2003). The interpretation of
work-life balance is impossible to provide a
definition acceptable to all people in all times and
places. This difficulty in defining the balance
between work and life does not mean that you
cannot lie to the common objectives.
Two basic concepts for sharing useful knowledge
is subjective that include: success and happiness.
These two concepts are many answers to the
questions: Why do you work? Why do you want
more money? New families send children to school
that they work successfully (Pratt, 2000). The
answers to these questions help greatly to our
understanding of the balance between work and
life. Here is a broad concept of pleasure including
satisfaction, joy, love, and joy of life. Success and
happiness are two sides of the same facts
interacting together without the other loses its
meaning.
If you look around, you will find many people
who have achieved success in life but you do not
see satisfaction on the faces of them or at least they
are not happy. If people are able to experience
every moment of your life, success with joy will be
appearance. Definition of it is "work-life balance is
a day full of success and happiness in the four
sections of life with work, family, friends, and etc."

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Entrepreneurship and Innovation Management Journal

ISSN: 2310-0079
Volume: 1, Issue: 1, Pages: 91-96

Balancing work-life deemed to mean that it should

be done based on intellectual tasks more efficiently
and more intelligently organized. Throughout
history, as one of the main avenues of social
participation and expression of human dignity and
greatness of man, and his work has meaning.
However, not only the social participation and the
work are not limited to all human beings. People
need to calm down and relax, take on
responsibilities, time for family, etc., constitute
another dimension of human philosophy (Sunil,
2002).
The balance of work-family as the employment
rate of people with the same satisfaction in work
and family has important roles to help the theory
to fit the person-environment. Balancing work and
family life is an overall assessment of work
demands, family resources, fulfills the demands of
work, and as to participate in the effective spheres.
Recently Allen (2000) have defined the balance of
the work-family as the effectiveness and
satisfaction in work, family roles, and coping with
life's priorities.
The basic issue here is the balance of work-family
structure and social psychology. Allen (2000) is
viewed them as a psychological construct (but do
not be satisfied with one's work, life and a sense of
efficacy). Such as the working wife chooses to laze
at home as she goes up the organizational ladder
(Haar and ODrinscoll, 2005). In that case, you
have to balance work and life? Defining in terms of
balance and equilibrium would bring satisfaction
to practical problems. Challenge is to develop
effective and sustainable interventions to increase
satisfaction within and across territory. Because
like other concepts whose meanings are not visible
outside of the individual, retroactive in nature is
based on past experiences and accumulated under
permanent inspection.

this study, 114 patients were considered. The

questionnaires were collected in each area was
determined by the method of systematic random
sampling (systematic). The Spearman correlation
test was used to test the hypotheses.
DISCUSSIONS
The hypotheses of present study include:
Hypothesis
Hypothesis 1: There is a significant relationship
between atrophy and perceptions of safety climate.
Hypothesis 2: There is a significant relationship
between stress and perceptions of safety climate.
Hypothesis 3: There is a significant relationship
between job satisfaction and perceptions of safety
climate.
The balance of work-family was shown in figure 1.
Also the table 1 and 2 show the balance of workfamily statistics.
CONCLUSION
Managers can manage work-life balance;
employees are happy and pleased with the
enthusiasm
which
provides
an
effective
performance (Shelton, 2006) in their jobs.
Achieving this goal requires that managers put
aside traditional view the relationship between
work and life. They are living and working in that
competition, which leads to a "zero sum game".
They choose the approach that benefits the
individual and the organization. They will be
considered simultaneously and in line with each
other.

METHODS AND MATERIALS

This study is a descriptive-cross sectional analysis.

It was conducted to evaluate and compare the
factors influencing burnout levels in the
Kermanshah Province. As the population studied
were all employees of the Social Security numbers
of 160 people in Kermanshah Province. Morgan
chart was used for sample size and sample size in

Salaries
and
bonuses
based
on
performance, rather than the emphasis on
physical appearance;
Increase in salaries and benefits, especially
low-income workers;
Create a supportive environment for
employees;
Provide counseling for employees and their
families;
Hours or days to ship to the staff who work
there are good reasons (caring for sick or
elderly people, ...);

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The possibility of the volunteers working

for Part-time work;
Providing facilities and support for
working mothers;
Granting leave instead of other rewards;
Additional restrictions on working hours;
To provide sports and recreational facilities
for employees and their families;
A fine of not using annual leave.

SUGGESTIONS

Having a purpose and plan for balancing

work and life;
Organizing and planning to carry out job
responsibilities and family responsibilities;
To care for the family;
Participation in social activities;
Assistance in doing housework;
Choose a job that must be done along with
the joy and pleasure;
Select a partner who can share the joys and
sorrows of real life;
Exercise time for fun and family;
Exercise and avoid stress;
A balance between revenues and
expenditures;
Reduce excessive working hours, especially
for those who have a working spouse;
Delays in the timing of childbearing for
young couples;
Limiting the number of children.

REFERENCES

Allen, P. S., Meyer, S. E. and Khan, M. A.

(2000) Hydrothermal time as a tool in
comparative germination studies, Applica.
Wallingford, CAB International.
Castells, M. (2003) The Information Age:
Economy, Society and Culture (three volumes),
A team of translators translate Srvyrastary
Ali Paya. Tehran: The New Press.
Grzwacz, J. C and Andcorlson, S. D. (2007)
conceptualizing Work-family balance:
implications for practice and research
addresses in developing, Human resource
journal, vol l. No 4. Noveber2007.

Soltani et al

Haar, J.M. and ODriscoll, M.P. (2005)

Exploring gender differences in employee
attitudes towards work-family practices
and use of work-family practices, Equal
Opportunities International, Vol. 24 Nos. 34, pp. 86-98
Hair, J. F., Anderson, R. E., Tatham, R. L.
and Black, W.C. (1998) Multivariate Data
Analysis, Prentice-Hall International Inc
Halpern,
D.
(2005)
Cambridge, Polity Press.

Social

capital.

Lewison, J. (2006) The work/life balance

sheet so far, Journal of Accountancy, Vol.
202, No. 2, pp. 9-45.
Pratt, J.H. (2000) Home-based Business: The
Hidden Economy, Report for the United
States Small Business Administration,
Dallas, TX
Schwartz, S. H. and Sagive , L. (1995)
Identifying Cultural- specifics in the
content and structure of values, Journal
cross- cultural psychology, Vol. 126, No. 1.
Shelton, L.M. (2006) Female entrepreneurs,
work-family
conflict,
and
venture
performance: new insights into the workfamily interface, Journal of Small Business
Management, Vol. 44, No. 2, pp. 285-97.
Soltani, I. (2010). Developing human capital.
Of
Publication
knowledge
bases.
Cowling Marc.
Sunil, J. (2002) Work-Life Balance: A Case of
Social
Responsibility
or
Competitive
Advantage.
Todd, S. (2004) improving work-life balance
What Are Other Countries Doing?, Human
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White, L. and Rogers, S. J. (2000) Economic
circumstances and family outcomes: a
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the Family, Vol. 62, pp.51-103.

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Entrepreneurship and Innovation Management Journal

ISSN: 2310-0079
Volume: 1, Issue: 1, Pages: 91-96

APPENDIX
Tables
Table 1 - Variance explained through the concept of the consequences of work and family balance, work family
Items
Mean
standard deviation
1-consequences of Work

3/44

1/77

2- Job Satisfaction

3/54

1/92

3- the employer attitude towards

2/94

1/98

4- Stress Job

4/78

1/61

5- Consequences related to Family

2/55

2/10

6- Family Satisfaction

2/40

1/80

7- Sexual Satisfaction

4/88

1/43

8- Overall stress

2/81

1/92

Table 2 - inferential statistics: Spearman correlation test results

The
Adj. R2
P-value
Dependent variable
Independent
R2

Sig

correlation

burnout

variable

coefficient

Perceptions of

-0/327

0/106

0/123

-4/99

p < 001

-0/458

0/338

0/353

-7/63

p < 001

Job Satisfaction +0/545

0/348

0/363

+8/99

p < 001

0/095

0/112

-3/77

p < 001

safety climate
Perceptions of safety

stress

climate
Perceptions of safety
climate
Perceptions of safety

burnout and

climate mediated the

job satisfaction

relationship

and job stress

-0/249

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Soltani et al

Figures

1 -consequences of
7 - Sexual

Work

Satisfaction

2- Job
Satisfaction

6 Family

Balance of work -

Satisfaction

family

3 - The employer
attitude towards

5 - Consequences
4 - Stress Job
related to Family

Figure 1. Balance of work-family

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