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Changes in work patterns driven by digital technology development and post-pandemic dynamics have encouraged organizations to implement Work From Home (WFH) as an alternative working system. This policy has attracted considerable attention because it affects employee productivity and well-being, which are essential for organizational performance. However, previous studies have reported inconsistent findings regarding the effectiveness of WFH. Therefore, this study aims to analyze the impact of WFH on employee productivity and well-being. A qualitative approach was employee using the Systematic Literature Review (SLR) method by reviewing 19 scientific articles related to productivity, job satisfaction, work-life balance, and mental health. The findings show that 89,5% of articles reported positive effects of WFH through greater flexibility, work comfort, time efficiency, and improved work-life balance, wich contribute to higher productivity and well-being. Meanwhile, 10,5% identified negative effects due to inadequate work facilities, internet disruptions, burnout, and coordination difficulties. These findings indicate that WFH effectiveness is influenced by technological support, job characteristics, and organizational culture. The study implies that organizations should adopt adaptive work policies, strengthen digital infrastructure, and provide mental health support to optimize employee productivity and well-being.

Penelitian ini dilatarbelakangi oleh pentingnya kepuasan kerja karyawan dalam mendukung produktivitas dan keberhasilan organisasi di tengah perubahan sistem kerja yang semakin fleksibel. Penelitian ini bertujuan untuk menganalisis pengaruh Flexible Working Arrangement, Work Life Balance, dan kompensasi terhadap kepuasan kerja karyawan pada Hearts Asesoris Surakarta. Penelitian menggunakan metode kuantitatif dengan pendekatan survei. Sampel penelitian berjumlah 37 karyawan yang ditentukan menggunakan teknik sampling jenuh. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan regresi linear berganda. Hasil penelitian menunjukkan bahwa Flexible Working Arrangement berpengaruh positif dan signifikan terhadap kepuasan kerja karyawan. Work Life Balance dan kompensasi berpengaruh positif tetapi tidak signifikan terhadap kepuasan kerja. Secara simultan, ketiga variabel berpengaruh signifikan terhadap kepuasan kerja karyawan dengan kontribusi sebesar 60,8%. Implikasi penelitian ini menunjukkan bahwa perusahaan perlu mempertahankan dan mengembangkan kebijakan kerja yang fleksibel serta meningkatkan perhatian terhadap keseimbangan kehidupan kerja dan pemberian kompensasi guna meningkatkan kepuasan kerja karyawan.

This study aims to analyze the impact of nickel mining activities on the religious life of the community in West Kabaena District, Bombana Regency. The research employed a qualitative method with a descriptive approach to obtain an in-depth understanding of the social and religious changes occurring within the community. Data were collected through interviews, observations, and documentation involving religious leaders, community leaders, youth representatives, and mining workers. The collected data were analyzed through data reduction, data display, and conclusion drawing. The findings indicate that nickel mining activities have not diminished the community’s understanding of environmental stewardship as a religious responsibility. However, increasing economic dependence on the mining sector has gradually reduced public concern for environmental preservation. In the religious sphere, mining activities have contributed positively by supporting the construction and improvement of worship facilities and religious programs. Nevertheless, work-related demands have reduced the participation of some community members in religious activities. Furthermore, mining activities have affected social solidarity within the community. Values such as brotherhood, mutual cooperation, and social care remain preserved, although changes in social interaction patterns and widening economic disparities have become increasingly apparent. The study concludes that nickel mining activities generate both positive and negative impacts on the religious life of the West Kabaena community. Therefore, balanced policies integrating economic development, environmental sustainability, and religious values are essential to promote sustainable community welfare and strengthen social harmony.

 Toxic work environments are becoming an issue that is getting more and more attention in human resource management because of its destructive impact on the psychological well-being of employees and organizational stability. Unhealthy interpersonal relationships, authoritarian leadership, bullying, and recurrent disrespectful behavior create a work atmosphere full of stress and uncertainty. This condition not only triggers work stress, anxiety, and emotional exhaustion, it further exacerbates these challenges, as high work demands and a lack of work-life balance make employees, especially Generation Z, increasingly vulnerable to mental health disorders. This study aims to analyze the influence of toxic work environments on employees' mental health as well as its impact on the intention to quit their jobs. The method used is a literature study with a qualitative approach, analyzing relevant scientific articles. The results of the study showed that a toxic work environment characterized by violence, bullying, tyrannical leadership, unfriendliness, and exclusion had a significant effect on the increase in work stress, psychological pressure, work stress and intention to quit work. Toxic leadership is the main factor in forming an unhealthy work culture. Social support, especially from supervisors, plays a protective role as a protective factor that mediates these negative relationships. Generation Z was found to be more sensitive to injustice and rights violations in the workplace. The study concludes that organizations need to prioritize psychological safety, implement supportive leadership, and provide tangible organizational policies and support to maintain employees' mental health and reduce work stress rates for long-term organizational sustainability.

This study aims to examine the effect of Work-Life Balance and Organizational Commitment on Turnover Intention with Job Stress as a mediating variable among working Master of Management students. This study applies the Job Demands-Resources Model and Social Exchange Theory to explain the relationships among variables. A quantitative approach with a causal research design was employed. The population consisted of 95 working Master of Management students enrolled in 2025, and 50 respondents were selected using purposive sampling. Data were collected through an online questionnaire using a five-point Likert scale and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The results show that Work-Life Balance and Organizational Commitment have significant negative effects on Job Stress, while Job Stress has a significant positive effect on Turnover Intention. However, Work-Life Balance and Organizational Commitment do not directly affect Turnover Intention. Furthermore, Job Stress significantly mediates the effects of Work-Life Balance and Organizational Commitment on Turnover Intention. These findings indicate that reducing job stress is an important mechanism for lowering Turnover Intention among working students. The study contributes to the application of the Job Demands-Resources Model and Social Exchange Theory in the context of working graduate students.

This study examines the effect of workload and work-life balance on employee performance through job satisfaction among working master’s students in Jakarta. This population faces dual demands from professional and academic responsibilities, making the maintenance of job satisfaction and performance increasingly challenging. Drawing on the Job Demands-Resources (JD-R) Model and Social Exchange Theory, this study investigates how job demands and resources influence employee outcomes. A quantitative causal approach was employed using data from 57 working master’s students collected through convenience sampling. Data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with SmartPLS 4. The results show that workload negatively and significantly affects job satisfaction but has no significant direct effect on employee performance. In contrast, work-life balance positively and significantly affects both job satisfaction and employee performance. Job satisfaction positively affects employee performance and fully mediates the relationship between workload and employee performance, while partially mediating the relationship between work-life balance and employee performance. These findings support the JD-R Model and Social Exchange Theory by highlighting the role of job satisfaction as a mechanism linking work conditions and employee performance. Practically, organizations and higher education institutions should support work-life balance and manage workload effectively to enhance satisfaction and performance among working postgraduate students.

This study investigates the critical factors influencing job satisfaction among night shift employees at RSUD KHZ Musthafa Singaparna Tasikmalaya, given the inherent challenges of 24-hour hospital operations. Night shift workers are particularly susceptible to physical and psychological strain, which can elevate job stress and disrupt work-life balance, ultimately threatening their job satisfaction. The research employs a quantitative associative approach, utilizing Likert-scale questionnaires distributed to 75 night shift staff selected through purposive sampling. Data were analyzed using Multiple Linear Regression with SPSS. Instrument validation confirmed that all items were both valid and reliable. Partial regression results reveal that job stress exerts a positive and significant effect on job satisfaction (t = 3.106, Sig. = 0.003), while work-life balance also demonstrates a positive and significant impact (t = 1.815, Sig. = 0.044). Simultaneously, both variables together significantly influence job satisfaction (F = 10.121, Sig. < 0.001), with an RSquare of 0.419, indicating that 41.9% of the variance is explained by the model, while 58.1% is attributable to external factors. These findings underscore the importance for hospital management to actively manage job stress through targeted interventions and design equitable shift scheduling policies. Such strategies are essential to sustaining high levels of employee satisfaction, which in turn supports both staff well-being and the quality of patient care in a demanding healthcare environment.

This research explores the relationship between work-life balance, academic stress, and students’ academic performance by examining the mediating role of self-efficacy. The study is based on Social Cognitive Theory, which explains that self-efficacy plays an essential role in influencing individual behavior and achievement. A quantitative explanatory survey method was applied, involving undergraduate and postgraduate students from the Faculty of Economics, Universitas Negeri Jakarta, as research participants. Data collection was conducted using online questionnaires, while the analysis employed the Partial Least Squares–Structural Equation Modeling (PLS-SEM) technique. The results demonstrate that work-life balance is positively associated with academic performance, although the relationship is not statistically significant. Meanwhile, academic stress has a negative but insignificant effect on academic performance. The findings also show that work-life balance significantly enhances students’ self-efficacy, whereas academic stress significantly decreases self-efficacy levels. Furthermore, self-efficacy has a significant positive impact on students’ academic performance. However, the mediation test indicates that self-efficacy does not significantly mediate the relationship between work-life balance, academic stress, and academic performance. In general, the study underlines the importance of self-efficacy in supporting academic achievement among students. Therefore, universities are expected to promote programs focused on strengthening self-efficacy, improving stress management, and maintaining a healthy balance between academic responsibilities and personal life to support sustainable academic success.

This research is grounded in the understanding that employees are the core of organizational sustainability, and their job satisfaction is shaped not only by daily tasks but also by the organization’s ability to manage workload and support balance between work demands and personal life. This study aims to analyze the effect of workload and work-life balance on employee job satisfaction at the Class I Correctional Center (Bapas) Makassar. Using a quantitative approach, data were collected through questionnaires distributed to 54 employees and analyzed using multiple linear regression assisted by SPSS Statistics 25. The research variables consist of workload and work-life balance as independent variables, and job satisfaction as the dependent variable. The findings indicate that workload has a positive and significant effect on job satisfaction, suggesting that employees’ perception of being able to complete tasks effectively can increase their comfort and confidence at work. Work-life balance also shows a positive and significant influence, indicating that the ability to manage both work responsibilities and personal life contributes directly to greater feelings of satisfaction, stability, and motivation in performing duties. Simultaneously, both variables significantly affect job satisfaction, emphasizing the importance for organizations to regulate workload proportionally while providing space for employees to maintain a healthy life balance. These findings highlight that effective workload management and support for work-life balance are crucial organizational investments to foster a healthy, productive, and employee-centered work environment.

The rapid development of technology accompanied by increasing industrial competition makes human resources a determining factor for organizational success. In this context, job satisfaction is an important indicator because it is closely related to individual welfare and employee productivity. This study aims to analyze the influence of work life balance, burnout, and motivation on the job satisfaction of employees in the production department of PG Kedawoeng PT Sinergi Gula Nusantara, Pasuruan Regency. This study uses a quantitative approach. The study population includes all permanent employees of the production department as many as 64 people, with census sampling techniques so that the entire population is used as respondents. Data analysis was carried out using multiple linear regression. The results showed that simultaneously work life balance, burnout, and motivation had a significant effect on job satisfaction (p=0.000; Adjusted R²=81.1%). Partially, work-life balance had no significant effect (p=0.386), burnout had a negative but insignificant effect (p=0.082), while motivation had a significant positive effect on job satisfaction (p=0.000). The motivation variable was the most dominant factor with a contribution of 76.1%, followed by burnout at 6.0% and work life balance at 0.6%.

Employee engagement is critical to organizational performance, employee well-being, and long-term sustainability. In hybrid work contexts, generational differences have become increasingly evident, particularly between Generation Y and Generation Z employees. Generation Y tends to emphasize work–life balance, career development, and meaningful collaboration, while Generation Z prioritizes flexibility, job security, digital integration, and the use of technology in the workplace. This study adopts a systematic literature review (SLR) approach by synthesizing findings from various peer-reviewed studies related to employee engagement and hybrid work practices across generations. The review focuses on identifying key factors that influence employee engagement in modern work environments. The results indicate that hybrid work can significantly enhance employee engagement when organizations provide flexibility, autonomy, adequate technological support, professional development opportunities, and fair reward systems. In addition, supportive organizational culture and effective leadership are important in maintaining employee motivation and commitment. However, differences in generational expectations require organizations to implement adaptive managerial strategies, including flexible work policies, personalized communication approaches, and inclusive leadership practices to strengthen employee engagement across different generations in hybrid work settings.

This study aims to analyze the comparison of the impact of financial and non-financial compensation effectiveness on turnover intention among Generation Z employees. The high turnover rates within Generation Z, despite receiving adequate financial compensation, indicate a shift in their preferences regarding the workforce. Generation Z tends to seek more than just financial compensation, such as flexibility, a supportive work environment, and opportunities for growth. The method used in this study is a literature review, analyzing various relevant scholarly journals related to strategic compensation, Generation Z characteristics, and turnover intention. The research findings show that non-financial compensation has a more significant impact in reducing turnover intention among Generation Z compared to financial compensation. Therefore, companies need to focus on aspects such as work-life balance, career development opportunities, and an inclusive and supportive work culture. These findings provide valuable insights that companies should adopt a more holistic reward approach through the total rewards concept, which includes both financial and non-financial compensation, in order to enhance loyalty and retention of Generation Z employees in the long term.

This study aims to examine the simultaneous and partial effects of the work environment and work-life balance on employee work stress at Hotel X. The research design is causal quantitative, with multiple linear regression analysis using SPSS 26.0 for Windows. The sample was obtained through purposive sampling (non-probability) of 120 respondents. The research subjects were employees working in shifts. The analysis results show that, (1) both variables simultaneously have a negative and significant effect on work stress, (2) the work environment has a negative and significant effect (sig. 0.002), and (3) work-life balance has a negative and significant effect (sig. 0.000). The work-life balance variable dominates its influence compared to the work environment, as seen from the lower significance value. These findings confirm that improving work-life balance and the work environment effectively reduces stress, especially for shift workers who are vulnerable to time imbalance. Based on the results, organizations are advised to optimize human resource management by maintaining a balance between job demands and employee conditions, as well as ensuring a proportional workload. Improvement in work-life balance can be achieved through flexible leave policies, adequate breaks between shifts, no overtime days except in emergencies, and minimizing personal time interruptions. These steps are expected to enhance employee well-being, retention, and productivity in the hospitality sector. Further research is recommended to explore different variables and methods, including comparing non-shift employees with the same variables, for more comprehensive insights.

Background: Work stress is one of the most significant issues faced by healthcare professionals, particularly among nurses. Resilience can help individuals mitigate the negative impacts of working in high-pressure environments. A resilient person is able to manage stress and emotions effectively. Objective: The aim of this study is to examine the relationship between resilience and work stress among nurses at RSUD Dr. Soegiri Lamongan. Methods: The research employed a cross-sectional approach, with a sample of 135 nurses selected using cluster random sampling. Data was collected using a questionnaire instrument. Result: The study results indicated that the majority (74.8%) of nurses had a moderate level of resilience, while most (52.6%) experienced mild work stress. Based on Spearman’s Rho test analysis, the study found a p-value of 0.000 (p<0.05) and a correlation coefficient (r?) of -0.500, leading to the acceptance of H1, which confirmed a relationship between resilience and work stress among nurses at RSUD Dr. Soegiri Lamongan. Conclusion: Nurses who have a high level of resilience have low work stress because the level of resilience that each individual has can reflect their ability to maintain balance when life is unstable. .

Background: Work-life balance is an essential issue for all employees, especially nurses and healthcare organizations. Nurses face high role demands, particularly female nurses, who must juggle multiple responsibilities simultaneously, often leading to an imbalance in their personal lives. Objective: The aim of this study is to examine the relationship between social support and work-life balance among female nurses in hospitals. Results: This correlational study used a cross-sectional approach. The sample consisted of 92 female nurses selected through cluster random sampling. Data was collected using a questionnaire and analyzed using the Spearman’s Rho test. The study results indicated that the majority (70.7%) of female nurses experience low social support, and most (68.5%) also had poor work-life balance. Based on the ordinal scale analysis using the Spearman’s Rho test, the study found a p-value of 0.000 (p<0.05) and a correlation coefficient (r?) of -0.610, leading to the acceptance of H1. This confirms a significant relationship between social support and work-life balance among female nurses in hospitals. Conclusion: It can be concluded that social attention and support are crucial for female nurses in carrying out their duties. With this support, female nurses can perform better and more effectively, and balance their work and personal lives.

This study aims to analyze the effect of employer branding on the job interest of Generation Z in digital companies. The background of this research is based on the increasing competition among companies in attracting young talents, especially Generation Z, who have unique characteristics such as being highly adaptive to technology, prioritizing work-life balance, and having high expectations toward the workplace environment. Employer branding has become an essential strategy for companies to build an attractive and competitive image as an employer. This study employs a quantitative approach using a survey method. Data were collected through an online questionnaire distributed to 100 respondents from Generation Z who are seeking jobs or interested in working in digital companies. The sampling technique used was purposive sampling. Data analysis techniques include validity testing, reliability testing, simple linear regression analysis, and t-test. The results indicate that employer branding has a positive and significant effect on Generation Z’s job interest. This implies that the better the company’s image as an employer, the higher the interest of Generation Z to work in the company. This study suggests that digital companies need to strengthen their employer branding strategies to attract and retain young talents.

This study seeks to investigate the direct impact of digital transformational leadership on employee engagement and to analyze the mediating function of work-life balance within higher education institutions in Medan. A quantitative methodology was utilized, employing a survey technique with a structured questionnaire disseminated to professors at higher education institutions in North Sumatra Province. The study's population and sample consisted of 120 permanent academics in North Sumatra Province. We utilized a questionnaire to collect data and Structural Equation Modeling (SEM) to analyze it. The findings indicated that digital transformative leadership exerted a favorable and significant impact on lecturer engagement. Nonetheless, work-life balance was not demonstrated to be a significant mediator or moderator in this relationship. This study demonstrates that within the framework of digital transformation, professor engagement is more significantly affected by leadership practices than by perceptions of work-life balance. Digital leadership that works can give teachers more power and make them more interested, but problems that come with the digital invasion need to be handled carefully. This study suggests that companies, particularly higher education institutions, should prioritize the enhancement of digital leadership capacity to sustain and elevate employee engagement in the digital age.

Penelitian ini bertujuan untuk menganalisis pengaruh motivasi intrinsik, kompensasi, dan work-life balance terhadap job embeddedness pada pekerja perempuan di Kawasan Industri Candi (KIC) Semarang. Penelitian menggunakan pendekatan kuantitatif dengan metode survei terhadap 96 responden yang dipilih melalui teknik non-probability sampling dengan metode accidental sampling. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan regresi linier berganda dengan bantuan SPSS 25. Hasil penelitian menunjukkan bahwa motivasi intrinsik berpengaruh positif namun tidak signifikan terhadap job embeddedness, sedangkan kompensasi dan work-life balance berpengaruh positif dan signifikan. Secara simultan, ketiga variabel juga berpengaruh signifikan terhadap job embeddedness. Temuan ini menunjukkan bahwa faktor eksternal lebih dominan dalam meningkatkan keterikatan karyawan. Oleh karena itu, organisasi perlu meningkatkan sistem kompensasi yang adil serta mendukung keseimbangan kehidupan kerja guna memperkuat job embeddedness karyawan.

This study aims to analyze the employee turnover rate experienced by CV Premium Indonesia employees through the influence of workload and job stress. As a company engaged in the retail and distribution of mobile phone accessories from leading brands, the desire to leave the company often arises due to high workload and feelings of work stress because of the many demands within the company. The methodology used in this study is quantitative, employing SEM model data analysis with the help of SmartPLS software. The sampling technique used is saturated sampling, with a total sample of 127 respondents. The results of this study indicate that high levels of workload can increase employee turnover rates. Meanwhile, high levels of job stress experienced by employees can also increase employee turnover rates. These findings suggest that CV Premium Indonesia should address the issues of workload and job stress in order to retain employees. Effective strategies such as work-life balance, stress management programs, and workload adjustments could help reduce employee turnover and improve overall organizational performance.

This study aims to analyze the influence of the physical work environment (X1), work-life balance (X2), and job satisfaction (X3) on employee performance (Y) at Grand Serela Hotel Bandung. The method used in this study is a non-probability technique with saturated sampling, with a population of 56 hotel employees. Data analysis was carried out using multiple linear regression, assisted by SPSS version 25 and Microsoft Excel 2019. The results showed that the physical work environment (X1) has a significant influence on employee performance (Y), which indicates that the physical condition of the workplace can increase employee productivity and performance. However, work-life balance (X2) does not have a significant effect on employee performance, which may indicate that other factors outside of work-life balance affect employee performance. Job satisfaction (X3) also has a significant effect on employee performance, indicating that a high level of job satisfaction can improve overall employee performance. This study provides insights for hotel management to improve employee performance through improving the work environment and increasing job satisfaction.