Articles

The Effect of Job Stress and Job Satisfaction on Organizational Commitment Mediated by Work Life Balance

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This study aims to analyze whether the influence of job stress and job satisfaction on organizational commitment mediated by work-life balance on employees at PT Pos Indonesia. The population consists of all Pos Indonesia employees at the Solo, Sukoharjo, and Sragen branch offices. By using simple random sampling technique, the number of respondents obtained was 215 to 430 respondents. Validity and reliability tests were used in this study, model suitability using the goodness of fit test and the t-test to test the hypothesis. Data analysis used Structural Equation Model (SEM) analysis and the software used was Smart PLS. The results of the study showed that job satisfaction had a significant effect on work-life balance, job stress had a significant effect on work-life balance, and work-life balance had a significant effect on organizational commitment. Then for the mediation role, the results showed that job satisfaction had an effect on organizational commitment moderated by work-life balance and work stress had an effect on organizational commitment moderated by work-life balance.

Analyzing the Impact of Personal Interventions on The Consequences of Work-Life Balance for Lecturers Pursuing Doctoral Degrees in Indonesia

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This study addresses the multifaceted challenges faced by Indonesian higher education lecturers who balance teaching, research, community service, and doctoral studies. With increasing demands for higher qualifications, lecturers must navigate these responsibilities, impacting their work-life balance and well-being. This research investigates the impact of behavior-based and cognition-based interventions on the work-life balance of these lecturers, focusing on work-related, nonwork-related, and stress-related outcomes. Using a quantitative approach, data were collected from 116 lecturers via a questionnaire. Multiple linear regression analysis revealed that behavior-based interventions significantly enhanced all outcomes, while cognition-based interventions improved work-related and nonwork-related outcomes but did not significantly impact stress-related outcomes. The findings highlight the need for flexible schedules, professional development programs, and mental health services to support lecturers, promoting a healthier work-life balance and enhancing job performance.

The Relationship between Key Factors and Gen Z Employee Retention in Indonesian FMCG Start-Ups

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This study investigates the factors relationship between turnover intention and employee retention of Generation Z employees in the workplace, using a combination of qualitative and quantitative research methods. Data were collected through interviews and surveys, followed by a comprehensive analysis employing descriptive statistics, and multiple linear regression. The qualitative findings highlight significant financial needs, high expectations of career advancement, and the adverse impact of long working hours on job satisfaction and retention. Quantitative analysis identifies financial opportunities, comprehensive employee benefits, and a sense of being financially rewarded as major factors contributing to economic security and retention. Work-life balance and an open, collaborative company culture, characterized by effective communication and teamwork, also play critical roles in enhancing job satisfaction and loyalty among Gen Z employees. The study reveals that financial factors, work-life balance, and organizational culture significantly impact retention rates. Furthermore, it emphasizes the interconnectedness of these variables, noting how unmet financial needs and unrealistic career expectations can lead to job dissatisfaction and increased turnover. The research concludes with recommendations for longitudinal studies, comparative research, and intersectional studies to further understand the evolving and diverse needs of Gen Z employees. Implementing robust career development programs and addressing financial needs are crucial strategies for start-ups aiming to retain young talent in the long term.

Determinants of Work life Balance on Lecturer Performance mediated by Work Engagement

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In a dynamic and demanding academic environment, achieving optimal work-life balance is crucial for the well-being and performance of faculty members. This research investigates the determinants of work-life balance among lecturers and explores the mediating role of work engagement in influencing lecturer performance. The study employs a quantitative method with a systematic review. A questionnaire-based survey was designed to test the model based on a dataset from 98 private lecturers in Banten. The partial results indicate that Work-Life Balance (WLB) and Work Engagement (WE) have a positive and significant impact on Lecturer Performance (EP). The research also reveals that WE plays a crucial mediating role, influencing the relationship between work-life balance and lecturer performance. This study is one of the few that explores the interconnections among WLB, Lecturer Performance, and Work Engagement (WE) as a crucial mediating variable.