Work–Life Balance in Teleworking Conditions in Government Organizations: Strategies and Outcomes
Keywords:
Causes of work-life balance, Consequences of work-life balance, Remote working conditions, Iraqi government organizationsAbstract
This study investigates and identifies strategies and outcomes related to achieving work–life balance under teleworking conditions in Iraqi government institutions. To achieve this goal, the research employed an interpretivist philosophical framework, a qualitative methodology, a grounded theory strategy with an emergent approach, and a thematic analysis technique based on Glaserian coding. Participants in this study were managers and employees from Iraqi governmental organizations who were purposefully selected. The selection criteria included possessing both theoretical and practical knowledge in the research domain, proficiency in teleworking processes and work–life balance, as well as direct experience with remote work. The final sample comprised 21 individuals with a minimum of ten years of work experience and a comprehensive understanding of the research subject. Data were collected through semi-structured interviews and analyzed using theoretical sampling, with saturation assessed accordingly. To ensure the rigor and credibility of the results (validity and reliability), the four criteria of Guba and Lincoln—credibility, transferability, dependability, and confirmability—were employed. Based on the findings, the factors influencing work–life balance were categorized into 17 core components and 45 sub-categories. Identified strategies included teleworking infrastructure, training and development, support and assistance, security, online team orientation, time management, balance and stability, flexible culture, leadership style, and innovation. The results demonstrated that implementing these strategies and addressing the underlying causes of work–life balance in teleworking conditions within Iraqi organizations can lead to outcomes such as behavioral improvement, enhanced remote collaboration, improved general well-being, psychological development of employees, increased organizational productivity, enhanced quality of life, and the strengthening of both organizational identity and environmental sustainability.
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Copyright (c) 2025 احسان ضحوی عباس القريشي (نویسنده); یعقوب مهارتی; قاسم اسلامی, محمد مهدی فراحی (نویسنده)
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