Articles

Does Work–Life Balance Matter? Examining the Effects of Flexible Work Arrangements and Work Overload on Employee Performance at the Regional Office of the Directorate General of Taxes, Special Region of Yogyakarta

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Employee performance in the public sector is increasingly influenced by the adoption of flexible work policies and rising job demands. However, empirical evidence explaining how flexible work arrangements and work overload jointly affect performance, particularly through psychological mechanisms, remains limited in highly regulated public institutions. This study examines the effects of flexible work arrangements and work overload on employee performance, with work–life balance serving as a mediating variable among civil servants at the Regional Office of the Directorate General of Taxes, Special Region of Yogyakarta. A quantitative research design was employed using a census survey of 139 civil servants. Data were collected through structured Likert-scale questionnaires and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results show that flexible work arrangements have a positive and significant effect on both employee performance and work–life balance. Work–life balance also positively and significantly influences employee performance. In contrast, work overload does not have a significant direct effect on employee performance but demonstrates a positive and significant relationship with work–life balance. Mediation analysis indicates that work–life balance partially mediates the relationship between flexible work arrangements and employee performance and fully mediates the relationship between work overload and employee performance. These findings suggest that within a highly regulated public sector environment, employee performance is shaped less by workload intensity and more by employees’ ability to maintain a balanced integration of work and personal life. This study contributes to the public sector human resource management literature by clarifying the mediating role of work–life balance in linking flexible work policies and workload conditions to performance outcomes.

Analysis of Turnover Intention with Quarter-Life Crisis as a Moderating Variable among Employees of PT Development Basketball League Indonesia

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This study investigates the factors influencing employee turnover intention by examining the moderating role of quarter-life crisis. A quantitative explanatory approach was employed, with data collected through questionnaires distributed to 80 employees. The analysis was conducted using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS 4. The research is grounded in Social Exchange Theory, which highlights reciprocal relationships between organizations and individuals in the exchange of resources. The findings indicate that work-life balance has a negative effect on turnover intention, while compensation and job insecurity positively influence employees’ intentions to leave the organization. Furthermore, quarter-life crisis was found to strengthen the relationship between work-life balance and turnover intention, but it did not moderate the effects of compensation or job insecurity. These results suggest that organizations need to design retention strategies that focus on enhancing work-life balance, ensuring fair compensation, and reducing job insecurity, particularly for young employees who may be experiencing the challenges of a quarter-life crisis.

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.