Journal of Intellectual Disability - Diagnosis and Treatment, 2020, 8, 159-166 159 E-ISSN: 2292-2598/20 Social and Psychological Support for Personnel in Organisations: Work-Life Balance Programmes Marianna Tkalych 1,* , Iryna Snyadanko 2 , Natalya Guba 3 and Yuliia Zhelezniakova 3 1 Department of Psychology, Ukrainian State Employment Service Training Institute, 03038, 17 Novovokzalna Str., Kyiv, Ukraine 2 Department of Theoretical and Practical Psychology, Lviv Polytechnic National University, 79000, 12 Bandera Str., Lviv, Ukraine 3 Department of Psychology, Zaporizhzhia National University, 69600, 66 Zhukovskogo Str., Zaporizhzhia, Ukraine Abstract: Objective: The study aimed to explore the work-life balance concept, assessing the level and the peculiarities of work-life balance. Background: The paper covers the psychological reconstruction of the concept of "the work-life balance" in terms of its implicit understanding and differentiated diagnosis. Method: The main research methods are: theoretical – the study of literature on the research problem; empirical – a study on the methodology for assessing psychological well-being, as well as methods of descriptive and analytical statistics. Results: It has been designed an inventory based on 16 statements divided into the work-life balance components by means of the factor analysis. Satisfaction with work and family roles have been found to have additive effects on happiness, life satisfaction, and perceived quality of life. The basic strategies in social and psychological programs in organisations have been analysed as focus strategies, "resource/refusal" strategies, adaptive strategies. Adaptive strategies are the ones helping to adapt to problems arising at work or/and at home. Conclusion: Empirical findings suggest that involvement in multiple roles can improve psychological and mental health by buffering negative effects such as reduced. The use of individual adaptive strategies with the resource increase strategy perfectly contributes to the work-life balance achievement. Keywords: Work-life conflict, work-life enrichment, social and psychological strategies, relationships. INTRODUCTION Nowadays professional development and productivity increase are associated not only with expert's abilities and skills as well as his or her career goals and motivation but also with the ability for time and energy management (the ability to divide one's time and energy between work and play). Over the past three decades, the issues of work-life balance have received extensive publicity and have been a subject to increasing investigation all over the world, but not in Ukraine. The today work environment becomes stressful, with many tasks and problems to solve. It is overloaded, imbalanced, complicated and often full of conflicts. In this climate, managing the boundary and balance between home and work is becoming more challenging. There is a need for organisations and personnel alike to find flexible and innovative solutions that maximise productivity without damaging personnel' well-being, their personal life, family relationships. *Address correspondence to this author at the Department of Psychology, Ukrainian State Employment Service Training Institute, 03038, 17 Novovokzalna Str., Kyiv, Ukraine; Tel: +380612545408; Fax: +380612545257; E-mail: t.volynets07@gmail.com The need for work-life balance programmes in psychological and organisational support of personnel is determined by the following changes in the social, economic and psychological conditions of organisation activities: • demographic and social changes that led to an increasing number of women in the professional sphere; • development of technologies that ensure reconciliation of work and personal and family life can help to organise the work away from the workplace; • modern challenges that have increased requirements for flexibility of employees and organisations to increase their capacity to respond to changes; • the increasing number of employees with more than one job; • the increasing of working hours, leading to personnel overload and therefore, the working