scholarly journals Work Life Balance, Job Satisfaction, Work Engagement and Organizational Commitment Among Lecturers

2019 ◽  
Vol 14 (7) ◽  
pp. 2195-2202
Author(s):  
Sri Harini ◽  
Muchlis R. Luddin ◽  
Hamidah .
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance

scholarly journals The effects of work-life balance and emotional intelligence on organizational commitment mediated by work engagement

2021 ◽  
Vol 3 (2) ◽  
pp. 01-15
Author(s):  
Muafi Muafi ◽  
Waly Andini Marseno
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Life Balance ◽  
Organizational Intelligence

This study aims to examine the effect of work-life balance and emotional intelligence on organizational intelligence through work engagement. This quantitative research was conducted by distributing questionnaires to 118 employees of Kebumen Branch and Unit of BRI Bank using a purposive sampling method. The data analysis used was Structural Equation Modeling (SEM) using second-order confirmatory with the help of SmartPLS 3.0 application. The results showed that; (1) work-life balance has a positive and significant effect on work engagement, (2) emotional intelligence has a positive and significant effect on work engagement, (3) work-life balance has a positive and significant effect on organizational commitment, (4) emotional intelligence has a positive and significant effect on organizational commitment, (5) work engagement has a positive and significant effect on organizational commitment, (6) work engagement plays a role in mediating the effect of work-life balance on organizational commitment (7) work engagement plays a role in mediating the effect of emotional intelligence on organizational commitment of employees of Kebumen Branch and Unit of PT Bank BRI.

scholarly journals PENGARUH WORK – LIFE BALANCE, KEPUASAN KERJA DAN WORK ENGAGEMENT TERHADAP TURNOVER INTENTIONS DENGAN MENTORING SEBAGAI VARIABEL MODERATING PADA KARYAWAN HOTEL DAFAM SEMARANG

2019 ◽  
Vol 12 (1) ◽  
pp. 17
Author(s):  
Bernardus Ferry Wahyu Laksono ◽  
Paulus Wardoyo
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Work Life ◽  
Work Life Balance ◽  
Negative Consequences ◽  
Font Size ◽  
High Turnover ◽  
Life Balance

<div>Turnover intentions merupakan hal yang dihindari dari suatu organisasi, karena fenomena turnover memiliki biaya yang signifikan dan konsekuensi negatif lainnya untuk setiap organisasi. Penelitian ini ingin mengetahui pengaruh work – life balance, kepuasan kerja, work engagement terhadap turnover intentions, dan juga pengaruh work – life balance, kepuasan kerja, work engagement yang dimoderasi oleh mentoring terhadap turnover intentions.</div><div>Metode penelitian yang digunakan adalah menggunakan pendekatan kuantitatif. Metode pengumpulan data dalam penelitian ini adalah metode kuesioner, dan skala pengumpulan data dengan skala likert. Data yang ada kemudian dianalisa menggunakan aplikasi smart-PLS versi 3.2.7.</div><div>Terdapat pengaruh negatif signifikan dari setiap variabel bebasnya. Hal ini menunjukkan bahwa setiap variabel baik Work – Life Balance, Kepuasan Kerja, Work Engagement, dan Mentoring telah berkontribusi menekan tingginya Turnover Intentions di Hotel Dafam Semarang. </div><div> </div><div> </div><div><div>Turnover intentions are avoided by an organization, because the turnover phenomenon has significant costs and other negative consequences for each organization. This study wanted to know the effect of work-life balance, job satisfaction, work engagement on turnover intentions, and also the effect of work-life balance, job satisfaction, work engagement which was moderated by mentoring towards turnover intentions.</div><div>The research method used is to use a quantitative approach. The method of data collection in this study is the questionnaire method, and the scale of data collection with the Likert scale. The data is then analyzed using the smart-PLS version 3.2.7 application.</div><div>There is a significant negative effect of each independent variable. This shows that each variable both Work - Life Balance, Job Satisfaction, Work Engagement, and Mentoring have contributed to suppressing the high turnover intensity at Dafam Hotel Semarang.</div></div><h1><em>Turnover intentions</em> merupakan hal yang dihindari dari suatu organisasi, karena fenomena turnover memiliki biaya yang signifikan dan konsekuensi negatif lainnya untuk setiap organisasi. Penelitian ini ingin mengetahui pengaruh <em>work – life balance</em>, kepuasan kerja, <em>work engagement</em> terhadap <em>turnover intentions</em>, dan juga pengaruh <em>work – life balance</em>, kepuasan kerja, <em>work engagement</em> yang dimoderasi oleh <em>mentoring</em> terhadap <em>turnover intentions</em>.</h1><h1>Metode penelitian yang digunakan adalah menggunakan pendekatan kuantitatif. Metode pengumpulan data dalam penelitian ini adalah metode kuesioner, dan skala pengumpulan data dengan skala<em> likert</em>. Data yang ada kemudian dianalisa menggunakan aplikasi smart-PLS versi 3.2.7.</h1><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: 'Arno Pro','serif'; mso-fareast-font-family: Calibri; mso-bidi-font-family: 'Times New Roman'; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;" lang="EN-US">Terdapat pengaruh negatif signifikan dari setiap variabel bebasnya. Hal ini menunjukkan bahwa setiap variabel baik <em>Work – Life Balance</em>, Kepuasan Kerja, <em>Work Engagement</em>, dan <em>Mentoring</em> telah berkontribusi menekan tingginya <em>Turnover Intentions</em> di Hotel Dafam Semarang. </span>

scholarly journals The Effect of Job Satisfaction and Work-Life Balance on Employee Performance with Organizational Commitment as Mediating Variable

2021 ◽  
pp. 97-106
Author(s):  
Nur Aisyah ◽  
◽  
Christian Wiradendi Wolor ◽  
Osly Usman ◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Sampling Technique ◽  
Telecommunications Industry ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Study Results ◽  
Telecommunication Companies

Human capital is a key factor in achieving high performance by a company. However, employees who are dissatisfied with their work have low productivity, which has a negative impact on the company's performance. Therefore, it is important for company management to identify and evaluate the factors that have a significant impact on the employee performance in modern conditions. The purpose of this study is to examine the effect of job satisfaction and work-life balance on employee performance and organizational commitment as mediating variable. The object of this study is group customer operations in telecommunication companies. Data was collected using the online questionnaire on Microsoft 365. This sampling technique uses a non-probability sampling technique with purposive sampling method where six divisions of customer operations groups in a telecommunications company used as respondents can return 195 questionnaires. The sample consisted of males 116 (59.5%) and 79 females (40.5%). In this study the authors use the data analysis method using SEM (Structural Equation Model) with calculation tools. The study results show that job satisfaction and organizational commitment are the main factors that can improve employee performance and employee resilience. At the same time, work-life balance does not affect the employee performance in the studied telecommunication companies. Job satisfaction and organizational commitment in group customer operation in telecommunication must be further improved so that management gets more productive and effective human resources in increasing the company's target to become a superior company in the telecommunications industry.

scholarly journals Work-life Balance Practices and Workplace Attitudes in Private Hospitals in Jordan

2016 ◽  
Vol 9 (9) ◽  
pp. 98 ◽  
Author(s):  
Hannah Diab ◽  
Taghrid S. Suifan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Medical Staff ◽  
Work Life ◽  
Mediation Effect ◽  
Work Life Balance ◽  
Private Hospitals ◽  
Life Balance ◽  
Workplace Attitudes ◽  
Work Life Conflict

<p>The main aim of this research is to contribute to the body of literature revolving around work-life balance (WLB) and its causal relationship with desired workplace outcomes. Particularly, the interest was directed towards investigating the linkage between WLB practices and workplace attitudes of job satisfaction and organizational commitment along with the mediation effect of work-life conflict. The research also sought to differentiate between formal and informal WLB practices in order to examine the more influential of the two.</p><p>This research was applied to the context of private hospitals in Jordan targeting medical-staff. With 450 questionnaires randomly distributed to medical-staff working in private hospitals in Jordan, 363 responses were obtained and analyzed yielding a response rate of 81 percent. Fitness-of-measure tests (reliability and validity) were first carried out to assess the suitability and generalizability of the obtained sample. Subsequently, data was analyzed and the research hypotheses were tested for possibility of rejection.</p><p>Results revealed the rejection of all hypotheses implying a statistically significant relationship between WLB practices and workplace attitudes of job satisfaction and organizational commitment with the former being more affected by the relationship than the latter. The findings also confirmed the mediation effect of work-life conflict. Furthermore, informal WLB practices were found to be superior to formal practices in terms of attaining desirable organizational outcomes. Finally, the research disclosed the fact that physicians—of all the segments under study—had the most conflict between work and life responsibilities.</p>

scholarly journals The Influence of Work Life Balance and Job Satisfaction on Organizational Commitment of Healthcare Employees

2014 ◽  
Vol 4 (2) ◽  
pp. 18 ◽  
Author(s):  
Syed Mohammad Azeem ◽  
Nadeem Akhtar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Life ◽  
Work Life Balance ◽  
Short Version ◽  
Life Balance ◽  
Minnesota Satisfaction Questionnaire ◽  
Long Run ◽  
Survey Results ◽  
Healthcare Employees

The study examines the effects of perceived work-life balance and job satisfaction on organizational commitment among healthcare employees. It was predicted that perceived work-life balance fosters job satisfaction which leads to the organizational commitment among employees in the long run. The degree of work-life balance  is measured using the five statements from Chaney (2007) and eight statements from Gutak et. Al. (1991). Short version of the Minnesota Satisfaction Questionnaire (MSQ) was used to measure job satisfaction. Organizational commitment was measured by selecting 11 items from Blau et.al.’s (1993) work commitment index. 275 respondents completed the survey. Results showed that respondents have moderate level of perceived work-life balance, job satisfaction and commitment.  Significant relationship is found among work-life balance, job satisfaction and organizational commitment. A regression analysis revealed that 37% variance in organizational commitment and job satisfaction is attributed to work-life balance.

scholarly journals Relationships between Work-Family Balance, Job Satisfaction, Life Satisfaction and Work Engagement among Higher Education Lecturers

Organizacija ◽  
2021 ◽  
Vol 54 (3) ◽  
pp. 227-237
Author(s):  
Jasmina Žnidaršič ◽  
Miha Marič
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Life Satisfaction ◽  
Work Engagement ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

Abstract Background and Purpose: Our research examines the impact of work-life balance on work engagement, both direct impact as well as through job and life satisfaction. The main aim of our research is to empirically test relations between work-life balance, job satisfaction, life satisfaction, and work engagement among higher education lecturers from Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. Methods: Using validated questionnaires, we collected data on work-life balance, job satisfaction, life satisfaction and their work engagement. The quantitative data for our analysis were collected through a survey of 164 online participants. Based on an extensive literature review, we have formulated five hypotheses, which we tested in one structural model by using structural equation modelling (SEM). Results: Our findings show that an increase in work-life balance positively relates to life and work satisfaction and that life satisfaction leads to an increase in work engagement. Conclusion: The knowledge of important impact of work-life balance, together with the understanding of the relations between the researched constructs of work-life balance, life satisfaction, job satisfaction and work engagement, can strengthen teachers’ work engagement by respecting employees as actors in other roles and supporting work-family balance in the form of family-friendly policies and practices, and thereby contributes to the area of employee’s behaviour and improves the teacher’s productivity.

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