Articles

Work–Family Conflict and Employee Mental Health: A Systematic Literature Review on the Moderating Role of Perceived Organizational Support

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Work–family conflict (WFC) remains one of the most persistent predictors of psychological strain in modern organizations, with empirical evidence indicating that employees experiencing high WFC exhibit elevated levels of anxiety, burnout, depressive symptoms, and overall mental health deterioration. This systematic literature review investigates two decades of peer-reviewed studies to clarify the magnitude and mechanisms through which WFC affects mental health outcomes, and to evaluate whether perceived organizational support (POS) functions as an effective moderating resource. Using PRISMA 2020 guidelines, publications from 2000–2025 were synthesized across databases including Scopus, Web of Science, EBSCO, and ScienceDirect. Findings reveal that WFC consistently predicts deteriorated mental health with medium-to-large effect sizes (β ranging from 0.30 to 0.55 across samples). POS demonstrates a protective function in most studies, reducing the negative psychological impact of WFC by approximately 18–35%, depending on organizational context and support climate. Studies employing conservation of resources theory and job demands–resources models provide strong evidence that POS buffers emotional exhaustion and psychological distress by expanding employees’ access to social and structural resources. Despite consistent findings, gaps remain: limited cross-cultural comparisons, inconsistent operational definitions of POS, and methodological overreliance on cross-sectional designs. This review highlights the need for longitudinal and multilevel designs to better capture the moderating pathways of POS.

Analysis of the Leadership Role on Employee Well-being. Study Case: HKBP District VIII DKI Jakarta

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Employee well-being is high on the corporate agenda because companies and their boards of directors connect and correlate it with success. Employees’ eligibility for perks, insurance, and medical care is frequently determined by socioeconomic considerations. This means that disadvantaged groups are frequently left behind, although they require the most assistance. HKBP or Huria Kristen Batak Protestan is one of the largest church organizations among Protestant churches in Indonesia and Southeast Asia. As one of the largest churches in this country, HKBP should be an organization that can set an example in terms of organizational governance that is characterized by being clean, transparent, visionary, has access to the public, and is based on the needs of the congregation. But the hope to be an example, an example organizationally has not been realized properly because of turmoil from internal problems that went wrong.

Currently, by looking at HKBP’s internals, it has even caused turmoil, and many inequalities and made HKBP’s management far from what we expected. There are even terms for HKBP wetland and dryland HKBP. Of course, this fact cannot be denied, even though all HKBP servants have made promises to be willing to be placed anywhere to preach the gospel. The struggle for churches that are wetlands and those who have financial resources is certainly one of the evaluation materials and a weakness of HKBP’s financial decentralization, where this does not at all reflect the life of God’s servants who should receive the assigned placement for each individual. This also shows that well-being is not evenly distributed and creates gaps among servants.

This study aims to identify leadership roles to employee well-being, such as Job Performance, Ethics or Personal Characteristics, Communication or Feedback, and Justice or Fairness. To determine what has to be addressed and developed by leaders to improve the well-being of employees in HKBP District VIII DKI Jakarta can be seen from a leadership role on employee well-being indicators, such as Positive Emotions, Engagement, Relationship or Positive Relationships, Meaning, and Achievement (PERMA). Based on this research, the priority that must be improved in Leadership is Justice or Fairness. HKBP District VIII DKI Jakarta has to level up and maintain the existing program, such as seminars about self-development in leadership and annual programs to intensify the bond between the leader and fellow church ministries.