scholarly journals IDENTIFIKASI PERAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP KESEIMBANGAN HIDUP –KERJA

2019 ◽  
Vol 12 (1) ◽  
pp. 58-67
Author(s):  
Yuki Fitria
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Married Woman ◽  
Banking Sector ◽  
Work Life ◽  
Work Life Balance ◽  
Primary Data ◽  
Life Balance ◽  
Women Employees ◽  
Female Employees

The aim of this study is to identify the influence of perceived organizational support on work-life balance of women employees in banking sector in Padang city. Sample is chosen by using purposive technique with some criteria namely married woman employees and have been employed for 5 or more years. The number of sample was 97. The data used are the primary data that collected through a questionnaire. The resulting data will be analyzed using regression analysis by SPSS. The research shows that, Perceived Organizational Support (POS) has positive and significant influence on female employees work-life balance in banking sector in Padang City.

scholarly journals IDENTIFIKASI PERAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP KESEIMBANGAN HIDUP–KERJA

2018 ◽  
Author(s):  
yuki fitria
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Married Woman ◽  
Banking Sector ◽  
Work Life ◽  
Work Life Balance ◽  
Primary Data ◽  
Life Balance ◽  
Women Employees ◽  
Female Employees

The aim of this study is to identify the influence of perceived organizational support on work-life balance of women employees in banking sector in Padang city. Sample is chosen by using purposive technique with some criteria namely married woman employees and have been employed for 5 or more years. The number of sample was 97. The data used are the primary data that collected through a questionnaire. The resulting data will be analyzed using regression analysis by SPSS. The research shows that, Perceived Organizational Support (POS) has positive and significant influence on female employees work-life balance in banking sector in Padang City.

Work-Life Balance and Its Impact on Upward Career Mobility of Women Employees in the Banking Sector

2019 ◽  
pp. 138-169
Author(s):  
Ayesha Madhumali Dassanayake ◽  
Sanoon Fathima Fasana
Keyword(s):  
Banking Sector ◽  
Descriptive Analysis ◽  
Career Mobility ◽  
Work Life ◽  
Work Life Balance ◽  
Primary Data ◽  
Life Balance ◽  
Women Employees ◽  
Managerial Positions ◽  
Women In Decision Making

The proportion of women in decision making is very low, and only a small number of women are represented in the managerial positions in Sri Lanka. The emergence and determined survival of women in organizations depends on their own willingness to confront and fight barriers. A major barrier in work is work-life balance as family and society demands more from a woman than a man. The objective of this chapter is to investigate the impact work-life conflicts on upward career mobility of women employees in the banking sector. A sample of 120 women employees was used for gathering data. Primary data was collected through a self-administered questionnaire. The collected data was analyzed using correlation analysis, regression analysis, and descriptive analysis methods. There is a positive relationship between work-life balance and upward career mobility, and all the dimensions of work-life conflicts, namely, time balance, satisfaction balance, and involvement balance, were positively correlated with upward career mobility. The study provides recommendations and future directions for further studies.

The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment

2019 ◽  
Vol 4 (4) ◽  
pp. 242-253
Author(s):  
Bachruddin Saleh Luturlean ◽  
Arif Partono Prasetio ◽  
Romat Saragih
Keyword(s):  
Human Resource ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Human Resource Practice ◽  
Hr Practices ◽  
The Relationship

Objective – Employees’ perception of HR practice is crucial because it can affect individual and organizational outcomes. HR practices may influence the perception employees have of the support that is available to them from the organization, the work-life balance, and the organization’s commitment to their employees. The purpose of this study is to investigate the impact of perceived HR practices on affective commitment. This study also explores the role of perceived organizational support in mediating work-life balance. Methodology/Technique – This survey was conducted between February – May 2019 using 178 employees ranked as officer (with no managerial position) from various organizations. The mediation analysis using SPSS and Macro Process was used to identify the relationship between the variables. Findings – The results indicate that employee perception of effective HR practice influences employee affective commitment. Further, perceived organizational support and work-life balance can mediate the relationship between those variables. However, the mediation only works if the mediator stands as a separate variable. When both mediators are put together, they do not mediate the relationship. Novelty – Studies concerning human resource (HR) practice and employee work behaviour remains scarce in Indonesia. The practical benefit from this study is to contribute to the knowledge of organizations concerning the implementation of effective HR practice in order to build a sense of supportive and balance in both work and private life. Additionally, both mediators may contribute to the development of affective commitment. Type of Paper: Empirical. Keywords: Affective Commitment; HR Practices; Perceived Organizational Support; Work-Life Balance. Reference to this paper should be made as follows: Luturlean; B.S. Prasetio; A.P. Saragih; R. 2019. The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment, J. Mgt. Mkt. Review 4(4) 242 – 253. https://doi.org/10.35609/jmmr.2019.4.4(3) JEL Classification: M12, M13. M19.

scholarly journals Effect of Work Life Balance & Antecedent Variable on Intention to Stay (A Study of Female Employees in High Performing Banks in Jakarta)

2014 ◽  
Vol 8 (3) ◽  
pp. 1414-1423
Author(s):  
Sylvia Purba
Keyword(s):  
Organizational Support ◽  
Dual Role ◽  
Work Life ◽  
Work Life Balance ◽  
Intention To Stay ◽  
Life Balance ◽  
High Performing ◽  
Antecedent Variable ◽  
Female Employees ◽  
Support Practices

This research raised a topic about Work-Life Balance (WLB) and the antecedent variable towards Intention to Stay. This study was conducted on 154 female respondents who worked as bank employees in the best performing banks in Jakarta by purposive sampling method as married women whose have children and has been working more than 3 years. WLB which stated in respondent perception found that is positively influenced towards Intention to Stay, where Management of Dual Role and The Organizational Support Practices is the antecedent variable of WLB. Consequently, Management of Dual Role in fact is not influenced towards Intention to Stay meanwhile The Organizational Support Practices still influenced 10 % of Alpha. The interesting finding in this research known that WLB influenced by Management of Dual Role used house-maid service and The Organizational Support Practices have not touched the support towards Dual Role Women. It is described that the organization has not been supported the WLB issue.

A Study of Employee's Work-Life Balance in Indonesia: The Effect of Human Resources Practice and Perceived Organizational Support

2020 ◽  
Vol 11 (1) ◽  
pp. 12-12
Author(s):  
Arif Partono Prasetio ◽  
Romat Saragih ◽  
Bachruddin Saleh Luturlean
Keyword(s):  
Human Resources ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Work Life ◽  
Private Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Hr Practices ◽  
The Impact

This empirical research was conducted to examine the impact of effective human resource practice and perceived organizational support in improving employee work-life balance in Indonesia. The study sample consisted of 363 employees worked in Bandung and Jakarta. Sample was selected using nonprobability method. We testing the mediation role of perceive organizational support between effective HR practices and work-life balance at individual levels. This study helps explain the work and life interaction among employees by analyzing the level of suport from organization. SPSS with Macro Process was used to test the relation. Participants presume that organization already practice effective HR policies and gave adequate support to do the job. Employee also develop higher balance between work and private life. It seems such balance was formed by the organization involvement. Our findings support the statement that the relation of effective HR practices and work-life balance is mediated by employee's regarding organizational support. Management should focus on developing human resources policies that regards as promoting support for employees. Keywords: Human Resources Practice, Perceived Organizational Support, Work-Life Balance

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