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Penelitian ini bertujuan untuk menguji pengaruh dari work-life balance terhadap komitmen keorganisasian karyawan. Dalam penelitian ini, variabel work-life balance menggunakan instrumen penelitian dari Fisher (2001) dengan tiga dimensi yaitu work interference with personal life, personal life interference with work, dan work/personal life enhancement. Sedangkan untuk komitmen keorganisasian menggunakan instrumen penelitian dari Allen dan Mayer (1991) yang memiliki tiga dimensi, yaitu komitmen afektif, komitmen kontinuan, dan komitmen normatif. Penelitian ini merupakan penelitian kuantitatif yang dilakukan melalui pengumpulan data dengan penyebaran kuesioner terhadap 81 sampel yang merupakan karyawan tetap non-manajerial direktorat administratif PT. X dengan teknik penarikan sampel menggunakan sampel total. Penelitian ini menggunakan analisis regresi sederhana dan koefisien determinasi untuk menguji pengaruh antar variabel. Hasil dari penelitian ini menunjukkan bahwa 48,9% komitmen keorganisasian karyawan dipengaruhi oleh work-life balance. Cara yang dapat dilakukan oleh perusahaan untuk meningkatkan work-life balance dan komitmen keorganisasian karyawan adalah dengan memperketat jam kerja serta membatasi jam kerja lembur, adanya dukungan yang diberikan organisasi pun secara tidak langsung dapat meningkatkan komitmen keorganisasian karyawan.

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This study aims to examine the impact of work-life balance on employess? organizational commitment. In this research, work-life balance using standard research instruments as proposed by Fisher (2001) with three dimensions that work interference with personal life, personal life interference with work, dan work/personal life enhancement. For organizational commitment is using standard research instruments as proposed by Allen and Mayer (1991) which have three dimensions that affective commitment, continuance commitment, and normative commitment. This quantitative research is using data that collected through questionnaires from a sample of 81 non-managerial permanent employees of PT. X. Variables were measured using regression analysis and coefficient of determination analysis. This study found that 48,9% of employees? organizational commitment influenced by work-life balance. Organization can increase employees? work-life balance and organizational commitment with tighten the working hours and give the limit for overtime, also by perceive organizational support that given to the employees can indirectly increase the employees? organizational commitment.

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Penelitian ini bertujuan untuk menguji pengaruh dari work life balance terhadap employee retention. Pada penelitian ini, variabel work life balance menggunakan instrumen penelitian dari Fisher (2001) yang memiliki tiga dimensi yaitu work interference with personal life, personal life interference with work, and work/personal life enhancement. Sedangkan untuk variabel employee retention menggunakan instrumen penelitian dari Eva Kyndt (2009). Penelitian ini menggunakan metode kuantitatif yang dilakukan dengan pengumpulan data melalui penyebaran kuisioner terhadap 57 sampel yang merupakan karyawan bagian operasional Bank BRI Kantor Cabang Khusus Jakarta dengan teknik sampel total. Pada penelitian ini menggunakan analisisis regresi sederhana untuk menguji pengaruh antar variabel. Hasil dari penelitian ini menunjukkan bahwa work life balance memiliki pengaruh positif terhadap employee retention.

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ABSTRACT
This study aims to examine the impact of work-life balance on employee retention. In this research, work-life balance using standard research instruments as proposed by Fisher (2001) with three dimensions that work interference with personal life, personal life interference with work, and work/personal life enhancement. For Employee retention is using standard research instruments as proposed by Eva Kyndt (2009). This research used quantitative approach data was collected through questionnaires from a sample of 57 Operational Employees at Bank BRI Special Branch Office Jakarta. Variables were measured using regression analysis. This study found that Work life balance has positive effect on employee retention.

Abstrak :
ABSTRAK
Penelitian ini bertujuan untuk menguji pengaruh dari work life balance terhadap employee retention. Pada penelitian ini, variabel work life balance menggunakan instrumen penelitian dari Fisher 2001 yang memiliki tiga dimensi yaitu work interference with personal life, personal life interference with work, and work/personal life enhancement. Sedangkan untuk variabel employee retention menggunakan instrumen penelitian dari Eva Kyndt 2009 . Penelitian ini menggunakan metode kuantitatif yang dilakukan dengan pengumpulan data melalui penyebaran kuisioner terhadap 57 sampel yang merupakan karyawan bagian operasional Bank BRI Kantor Cabang Khusus Jakarta dengan teknik sampel total. Pada penelitian ini menggunakan analisisis regresi sederhana untuk menguji pengaruh antar variabel. Hasil dari penelitian ini menunjukkan bahwa work life balance memiliki pengaruh positif terhadap employee retention.

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ABSTRACT
This study aims to examine the impact of work life balance on employee retention. In this research, work life balance using standard research instruments as proposed by Fisher 2001 with three dimensions that work interference with personal life, personal life interference with work, and work personal life enhancement. For Employee retention is using standard research instruments as proposed by Eva Kyndt 2009 . This research used quantitative approach data was collected through questionnaires from a sample of 57 Operational Employees at Bank BRI Special Branch Office Jakarta. Variables were measured using regression analysis. This study found that Work life balance has positive effect on employee retention.

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Jakarta yang menjalankan peran ganda beserta faktor faktor pendorong dan penghambat terciptanya work-life balance. Penelitian ini dilakukan pada Agustus 2022 - Juli 2023. Pengumpulan data dilakukan dengan wawancara dan studi literatur yang melibatkan 5 orang informan. Adapun tujuan penelitian ini adalah pertama untuk mendeskripsikan kondisi work-life balance guru perempuan SMAN 1 yang menjalankan peran ganda, kedua untuk mendeskripsikan faktor pendorong dan penghambat tercapainya work-life balance. Penelitian ini memiliki manfaat penelitian untuk ilmu kesejahteraan sosial mengenai bahasan well being pekerja yang termasuk kesehatan dan keselamatan kerja. Dari hasil penelitian ini dapat disimpulkan bahwa adanya perbedaan mengenai kondisi work-life balance dari keempat informan, 3 diantaranya berpandangan belum memiliki work-life balace yang baik. Hal ini disebabkan faktor kehidupan pekerjaan yang berat ditambahan faktor luar pekerjaan dimana ketiga informan masih memiliki anak balita-kanak kanak sehingga terjadinya kelekatan. Kondisi tersebut berbeda dengan satu informan yang menyatakn bahwa memiliki pandangan memiliki work-life balance yang baik hal tersebut dikarenakan informan memiliki kontrol personal terhadap pekerjaannya disisi lain informan memiliki anak yang berada di fase kanak-kanak akhir. Dari penelitian ini juga dapat diketahui bahwa terdapat faktor pendorong dan penghambat. Dari lingkup organisasi memiiliki rekan kerja yang suportif dan lingkungan kerja yang baik, adapun faktor pendorong lingkup rumah yakni pasangan yang suportif, orang tua yang turut membantu dan adanya asisten rumah tangga sedangkan faktor penghambat yang ditemukan hanya berasal dari lingkup pekerjaan yakni adanya perubahan sistem penerimaan siswa baru dan adanya kasus khusus pada peserta didik. Sementara itu ditemukan faktor pendorong dari individu yakni kontrol personal dan orientasi untuk bekerja. ......This research describes the work-life balance conditions of female teachers at SMAN 1 Jakarta who have dual roles, along with the factors that promote and hinder the achievement of work-life balance. The research was conducted from August 2022 to July 2023. Data collection was done through interviews and literature study involving 5 informants. The objectives of this research are, firstly, to describe the work-life balance conditions of female teachers at SMAN 1 who have dual roles, and secondly, to describe the factors that promote and hinder the achievement of work-life balance. This research has research benefits for the social welfare field regarding the well-being of workers, including health and occupational safety. From the results of this research, it can be concluded that there are differences in work-life balance conditions among the four informants, with 3 of them expressing that they do not yet have a good work-life balance. This is due to the heavy work demands combined with external factors, as the three informants still have young children, resulting in attachment. This condition differs from one informant who stated that she has a positive view of having a good work-life balance, which is due to having personal control over her work, while also having a child in the late childhood phase. The research also revealed the presence of promoting and hindering factors. Within the organizational scope, supportive colleagues and a favorable work environment are promoting factors, while within the household scope, a supportive spouse, involved parents, and the presence of a household assistant are promoting factors. The hindering factors identified were related to the work domain, such as changes in the new student admission system and specific cases involving students. Meanwhile, personal factors such as personal control and work orientation were found to be promoting factors.

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Tesis ini membahas mengenai gambaran tingkat persepsi work-life balance pada pejabat diplomatik dan konsuler Kementerian Luar Negeri Republik Indonesia. Work-life balance secara sederhana dapat diartikan sebagai sebuah keadaan ideal dimana seseorang dapat memenuhi segala tuntutan maupun kebutuhannya baik work -hal lain yang terkait) dan (hal-hal di luar kehidupan kerja, seperti keluarga, rekreasi, serta hal lain yang tidak terkait dengan karir). Penelitian dilakukan pada 244 Diplomat Indonesia (n=244), baik yang bertugas di dalam negeri maupun di luar negeri. Hasil dari penelitian ini menunjukkan bahwa Diplomat Indonesia memiliki tingkat persepsi work-life balance yang sedang. Terdapat perbedaan tingkat persepsi work-life balance yang signifikan pada Diplomat Indonesia berdasarkan usia, lama bekerja, dan berdasarkan jumlah penempatan. Metode kualitatif dengan wawancara terhadap 10 informan dilakukan untuk memperkaya hasil penelitian. Hasil yang diperoleh dari penelitian ini diharapkan dapat menjadi instrumen untuk membantu meningkatkan kualitas kinerja dan pelayanan Biro Kepegawaian Kemlu RI dalam mengambil keputusan yang berkaitan dengan manajemen SDM pada profesi Diplomat, misalnya, dalam mengambil keputusan mengenai fasilitas atau kebijakan yang menunjang kualitas hidup pegawai di lingkungan Kemlu RI.

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This thesis discusses the work-life balance of diplomatic and consular officers at the Ministry of Foreign Affairs of the Republic of Indonesia. Work-life balance simply defined as an ideal state in which a person can meet all the demands and needs within the work sphere (career and other matters related) and life sphere (things outside of work life, such as family, recreation, and other things that are not related to career). The study was conducted at 244 Indonesian Diplomats (n = 244), both of which served in the country and abroad. The results of this study indicate that Indonesian diplomats have fair perceived level of work-life balance. There are differences in the level of perception of work-life balance that is significant in Indonesian diplomats based on age, years of service, and based on the number of placements. Qualitative methods by interview with 10 informants is conducted to enrich the research. The results obtained from this study are expected to be an instrument to help improve the quality of performances and services of Employment Bureau of Ministry of Foreign Affairs in making decisions relating to the human resources management, for example, in making decisions regarding the facilities or policies that support the quality of life of employees in the Ministry of Foreign Affairs., This thesis discusses the work-life balance of diplomatic and consular officers at the Ministry of Foreign Affairs of the Republic of Indonesia. Work-life balance simply defined as an ideal state in which a person can meet all the demands and needs within the work sphere (career and other matters related) and life sphere (things outside of work life, such as family, recreation, and other things that are not related to career). The study was conducted at 244 Indonesian Diplomats (n = 244), both of which served in the country and abroad. The results of this study indicate that Indonesian diplomats have fair perceived level of work-life balance. There are differences in the level of perception of work-life balance that is significant in Indonesian diplomats based on age, years of service, and based on the number of placements. Qualitative methods by interview with 10 informants is conducted to enrich the research. The results obtained from this study are expected to be an instrument to help improve the quality of performances and services of Employment Bureau of Ministry of Foreign Affairs in making decisions relating to the human resources management, for example, in making decisions regarding the facilities or policies that support the quality of life of employees in the Ministry of Foreign Affairs.]

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Penelitian ini bertujuan melihat hubungan Extraversion dan Conscientiousness terhadap Work-lilfe balance melalui Psychological Capital sebagai mediator pada Pegawai Perempuan. Extraversion dan Conscientiousness diukur dengan menggunakan alat ukur dari BFI Big Five Inventory yang dikembangkan oleh John Srivastava 1999 . Work-life balance diukur dengan alat ukur work-life balance scale yang dikembangkan oleh Fisher, Bulger dan Smith 2009 . Psychological capital diukur dengan alat ukur PCQ Psychological Capital Questionaire yang dikembangkan oleh Luthans, Youssef, dan Avolio 2007 . Hasil analisis menggunakan 100 data kuesioner dari sampel penelitian yaitu pegawai perempuan yang berkerja di lingkungan Badan Kepegawaian Negara dan teknik analisis data multiple regression yang digunakan untuk menganalisis mediasi untuk itu menggunakan bantuan software statistik SPSS yang menggunakan Process macro dari Andrew F. Hayes dengan model 4. Hasil penelitian menunjukan total effect hubungan antara extraversion terhadap work-life balance c sebesar B = 0.729, p = 0.000, CI 0.637 hingga 0.822 . Selanjutnya analisis mediasi menemukan direct effect antara extraversion terhadap work-life balance c rsquo; sebesar B= 0.682, p= 0.000, CI = 0.584 hingga 0.780 . Besarnya indirect effect a x b sebesar effect = 0.047, SE = 0.0216, p = 0.03, LLCI = 0.012, ULCI = 0.101 . Nilai p

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This study aims to examine the relationship of Extraversion and Conscientiousness to Work lilfe Balance through Psychological Capital as a Mediator on Female Officersvii. Extraversion and Conscientiousness were measured using a measurement tool from BFI Big Five Inventory developed by John Srivastava 1999 . Work life balance is measured by a work life balance scale measuring tool developed by Fisher, Bulger and Smith 2009 . Psychological capital was measured by a PCQ Psychological Capital Questionaire tool developed by Luthans, Youssef, and Avolio 2007 . The results of the analysis using 100 questionnaires data from research samples are female employees working in the State Personnel Agency and multiple regression data analysis techniques used to analyze the mediation for it using the help of statistical software SPSS using Process macro from Andrew F. Hayes with model 4. The results show the total effect of the relationship between extraversion to work life balance c of B 0.729, p 0.000, CI 0.637 to 0.822 . Furthermore mediation analysis finds direct effect between extraversion to work life balance c 39 for B 0.682, p 0.000, CI 0.584 to 0.780 . The amount of indirect effect a x b is effect 0.047, SE 0.0216, p 0.03, LLCI 0.012, ULCI 0.101 . A p value

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PT. X merupakan perusahaan elektronik yang masih tetap exist meskipun industri elektronik Indonesia saat ini sedang melemah. Hal ini terbukti dari dua perusahaan elektronik raksasa asal Jepang menutup pabriknya di Indonesia, yaitu Panasonic dan Toshiba. Dalam pengembangan karir, PT. X memiliki pendidikan dan pelatihan yang dapat diikuti oleh para karyawan pada setiap jabatan. Sementara work-life balance PT. X di Indonesia tidak mengikuti program work- life balance yang dimiliki oleh PT. X di Jepang. Hal ini yang kemudian dianggap membuat tingkat turnover pada PT. X terutama divisi sales and marketing menjadi tinggi. Sedangkan salah satu cara dalam retensi karyawan yaitu dengan melakukan pengembangan karir yang terstruktur dan fasilitas work-life balance yang mendukung. Pendekatan penelitian ini adalah kuantitatif dengan menggunakan data primer berupa kuesioner untuk menggambarkan pengaruh antara pengembangan karir, work-life balance, dan retensi karyawan. Populasi survey dalam penelitian ini adalah PT. X dan populasi target dalam penelitian ini adalah seluruh karyawan divisi sales and marketing PT. X yang berjumlah 60 orang. Hasilnya pengembangan karir dan work-life balance berpengaruh secara positif terhadap retensi karyawan pada PT. X divisi sales and marketing.

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PT. X is an electronic company that still exists even though the Indonesianelectronics industry is currently weakening. This is evident from two giantelectronics companies from Japan closed its factory in Indonesia, namelyPanasonic and Toshiba. In career development, PT. X has the education andtraining that employees can follow in every position. While work life balance ofPT. X in Indonesia does not follow the work life balance program owned by PT.X in Japan. This is then considered to make the turnover rate at PT. X especiallythe sales and marketing division is high. While one way in employee retention isto do a structured career development and work life balance support facilities.This research approach is quantitative by using primary data in the form ofquestionnaire to describe the influence of career development, work life balance,and employee retention. Population survey in this research is PT. X and the targetpopulation in this study are all employees of sales and marketing division of PT.X which amounts to 60 people. The result of career development and work lifebalance positively affect employee retention at PT. X sales and marketingdivision.

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Penelitian ini bertujuan untuk menganalisis hubungan antara flexible working place dan flexible working time dengan job satisfaction, baik hubungan secara langsung maupun tidak langsung melalui work-life balance sebagai variabel mediasi. Penelitian ini dilakukan kepada pegawai di instansi Pusat Pelaporan dan Analisis Transaksi Keuangan (PPATK) baik pegawai tetap/Aparatur Sipil Negara (ASN) ataupun pegawai kontrak/Non-ASN menggunakan pendekatan kuantitatif. Pengumpulan data dilakukan degan menyebarkan kuesioner kepada 148 responden serta dilakukan analisis dengan aplikasi Smart PLS versi 3.0 melalui metode Penelitian SEM PLS. Hasil penelitian menyimpulkan bahwa kedua variabel yaitu flexible working place dan flexible working time berpengaruh positif terhadap variabel job satisfaction. Sementara itu hubungan kedua variabel yaitu flexible working place dan flexible working time terhadap variabel job satisfaction yang dimediasi oleh variabel work-life balance memiliki pengaruh yang positif. Hasil penelitian ini menjelaskan bahwa penerapan flexible working time dan flexible working time dapat dikatakan berhasil dan berpengaruh positif terhadap job satisfaction dikarenakan terdapat peningkatan work-life balance yang dirasakan oleh pegawai Pusat Pelaporan dan Analisis Transaksi Keuangan (PPATK). ......The aim of this study is to analyze the relation between the flexible working place and flexible working time on job satisfaction, directly or indirectly, with the itervention of the work-life balance as a mediating variable. This research is conducted to a civil servant and a non civil servant/contract-based staff in Indonesian Financial Transaction Reports and Analysis Center (INTRAC). Furthermore, the quantitative approach is used in this research. The data is collected by distributing a questionnaires to 148 respondents and being analyzed with Smart PLS program/application version 3.0 with Sem PLS method. The results concludes that both variables which are flexible working place and flexible working time makes a positive and significant effect on job satisfaction variable. Furthermore the flexible working place and flexible working time on job satisfaction with work-life balance as a mediating variable also have a positive effect. The results of this study explain that the implementation of flexible working place and flexible working time can be said to be successful and has a positive effect on job satisfaction because there is an increase in a work-life balance felt by employees of the Indonesian Financial Transaction Reports and Analysis Center (INTRAC)

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Meningkatnya fenomena kelelahan emosional yang dialami karyawan milenial di situasi pandemi Covid-19, mayoritas disebabkan oleh penyesuaian sistem kerja yang dilakukan organisasi. Penyesuaian ini berdampak pada peningkatan jam dan beban kerja yang signifikan. Penelitian korelasional ini dilakukan untuk menganalisis hubungan antara beban kerja kuantitatif dengan kelelahan emosional yang dimediasi oleh keseimbangan kerja dan kehidupan. Partisipan penelitian merupakan karyawan milenial yang berdomisili di Indonesia dan telah bekerja di suatu perusahaan selama minimal enam bulan. Diperoleh sebanyak 185 data partisipan yang dianalisis menggunakan teknik analisis regresi dengan metode Hayes PROCESS Macro Model 4. Hasil analisis menunjukkan terdapat pengaruh langsung beban kerja terhadap kelelahan emosional yang dimediasi oleh keseimbangan kerja dan kehidupan, b = 0,26, p < 0,05, BCa CI [0,40, 1,10]. Ditemukan juga pengaruh tidak langsung dalam model mediasi, b = 0,13, BCa CI [0,17, 0,55], dengan 40% varians kelelahan emosional dapat dijelaskan oleh variabel prediktor dan mediator. Terakhir, ditemukan pengaruh total dari beban kerja terhadap kelelahan emosional, b = 0,39, p < 0,05, BCa CI [0,72, 1,44]. Berdasarkan temuan tersebut, maka hipotesis penelitian diterima. Artinya, semakin tinggi beban kerja yang dimiliki karyawan, maka semakin rendah kepuasan penerapan keseimbangan kerja dan kehidupan yang berdampak pada meningkatnya kelelahan emosional. ......The increasing phenomenon of emotional exhaustion experienced by millennial employees during Covid-19 pandemic situation mostly caused by new work system adjusted by organization. This adjustment resulted in a significantly increased working hour and workload. This correlational study conducted to analyze the relationship between workload and exhaustion mediated by work-life balance. Study participants are millennial employees who lived in Indonesia and have worked at current company for at least six months. Total of 185 participants data obtained and analyzed using regression analysis technique with Hayes PROCESS Macro Model 4. The results showed direct effect of workload on emotional exhaustion mediated by work-life balance, b = 0,26, p < 0,05, BCa CI [0,40, 1,10]. An indirect effect also found in this mediation model, b = 0,13, BCa CI [0,17, 0,55], with 40% variance of emotional exhaustion explained by predictor and mediator. Finally, the total effect of workload on emotional exhaustion also found, b = 0,39, p < 0,05, BCa CI [0,72, 1,44]. Based on these findings, the study hypothesis was accepted. Employee with higher workload will have lower satisfaction of work-life balance and affecting to higher level of emotional exhaustion.

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Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh Work-life Balance dan Transformational Leadership terhadap Employee Engagement atau keterikatan karyawan yang merupakan sebuah evolusi baru dalam penelitian-penelitian terkait manajemen sumber daya manusia dan kepuasan serta komitmen karyawan. Melalui engaging employee maka perusahaan dapat menjaga retensi karyawan, meningkatkan keunggulan bersaing, dan meningkatkan produktivitas yang dapat melebihi ekspektasi. Penelitian ini dilakukan pada PT XYZ. Pendekatan penelitian ini adalah pendekatan kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner. Teknik analisis data yang digunakan dalam penelitian ini adalah regresi sederhana dan regresi berganda. Hasil pengujian hipotesis menunjukkan bahwa adanya pengaruh antara Transformational Leadership terhadap Employee Engagement, sementara Work-life Balance tidak memiliki pengaruh terhadap Employee Engagement, namun, secara simultan Work-life Balance dan Transformational Leadership memiliki pengaruh terhadap Employee Engagement. ......This study aims to determine the influence of Work life Balance and Transformational Leadership on Employee Engagement that is new evolution of the previous studies related to human resources management, employee satisfaction and commitment. Through engaging employees, the company can keep employee retention, enhancing competitive advantage, and enhancing productivity above the expectation. The approach of this study is a quantitative approach through data collection technique with questionnaires distribution. Data analysis technique used in this study are simple regression and multiple regression. The results of hypothesis tests indicates there is influence of Transformational Leadership to Employee Engagement, but there is no influence of Work life Balance to Employee Engagement, however there is simultaneous influence of Work life Balance and Transformational Leadership to Employee Engagement.