Document Type : Practical article
Authors
1 Professor, HRM Department, Faculty of Management, University of Tehran, Iran
2 PhD., HRM, Faculty of Management, University of Tehran, Iran
3 Assistant Professor, Administrative Management, Faculty of Management, Islamic Azad University, South Tehran, Iran
Abstract
Recently, women’s participation has increased in the workplaces. Therefore it is a challenge for contemporary managers to help employees to balance their work and family responsibilities. This paper aims to identify factors affecting the work-family balance. Sample included 261 women employed at a number of universities in Tehran. Data is collected from the questionnaire. Correlation and multiple regression tests were used to analyze the data. Research variables are: family support, organizational support, work flexibility, and individual recourses. We suggested four hypotheses to exam the impact of family support, organizational support, work flexibility, and individual recourses on the work-family balance. The results show that family support and individual resources have positive impact on work-family balance, but organizational support and work flexibility have not significant impact on this variable. It is suggested to managers to encourage work-family supportive culture, and try to provide time and place flexibility of the work.
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