Work-life Balance: The Role of Personal Factors and Motivation of Public Sector Personnel

Abstract

        This research aimed to: 1) study the level of work-life balance among personnel at Budget Bureau, 2) compare the work-life balance of personnel at Budget Bureau based on personal factors, and 3) analyze the relationship between motivational factors and work-life balance among the personnel. The study adopted Herzberg’s Two-Factor Theory and the Work-Life Balance concept of Merrill & Merrill as the main conceptual framework. The sample group consisted of 300 personnel from the central office of Budget Bureau, determined using Taro Yamane’s formula. A questionnaire was used as the data collection tool. The reliability of the questionnaire, tested using Cronbach’s alpha, was 0.924, indicating a high level of reliability. The data were analyzed using both descriptive and inferential statistics. Independent sample t-test and One-way ANOVA were used to examine the effects of personal factors, while multiple regression analysis was used for motivational factors. The results showed that the overall work-life balance of personnel was at a moderate level. Personal factors such as age, number of children, and number of family members showed statistically significant differences in work-life balance. Furthermore, motivating factors including work achievement, recognition, and career advancement positively influenced all aspects of work-life balance. In addition, hygiene factors, such as organizational policies, job security, and remuneration, played a key role in reducing employee dissatisfaction. These results can be applied to develop policies and strategies that promote work-life balance in government organizations, including enabling personnel to live and work with greater happiness and efficiency.