Publication Search

This study aims to systematically analyze the influence of Work Family Conflict (WFC) and Work Life Balance (WLB) on employee performance through a Systematic Literature Review (SLR) approach. The increasing demands of work and family roles in modern organizational settings make these variables highly relevant in organizational behavior research. The SLR procedure was conducted based on guidelines by Kitchenham and Wahono, consisting of planning, conducting, and reporting stages. Literature searches were performed across several academic databases, including Google Scholar, Garuda Ristek, ResearchGate, and university journal portals, covering publications from 2020 to 2025. From a total of 5,992 identified articles, 28 studies met all inclusion and quality criteria and were reviewed in depth. The findings indicate that Work Family Conflict consistently exerts a negative effect on employee performance by increasing stress, reducing concentration, and impairing psychological well-being. Conversely, Work Life Balance demonstrates a significant positive influence on performance, as employees who successfully balance their professional and personal responsibilities tend to exhibit higher productivity, job satisfaction, and engagement. Furthermore, factors such as organizational support, flexible working arrangements, and job satisfaction are shown to mediate or moderate the relationship between WFC, WLB, and employee performance. This study contributes by mapping the latest empirical patterns and providing recommendations for organizations to develop supportive work policies that enhance employee well-being and sustainable performance.

This research is motivated by the existence of factors that influence employee performance in a company. The aim of this study is to determine the influence of extrinsic motivation, self-efficacy, and work-life balance on the performance in the 12-cigarette production employees at PT Praoe Lajar Semarang. The population in this study was 120 employees in the 12-cigarette production department at PT Praoe Lajar Semarang. The sample used was purposive sampling, with 60 respondents. The instrument used was a questionnaire and the measurement used a likert scale. The test tool used was SPSS Version 26. Data analysis methods included validity testing, reliability testing, respondent description analysis, multiple linear regression, classical assumption testing, t-test, and coefficient of determination testing. The results indicate that extrinsic motivation has a positive and significant effect on employee performance, indicating that employees are motivated by external influences to improve their performance. Self-efficacy has a positive and significant effect on employee performance, indicating that employees are satisfied with their ability to improve their performance. Work life balance has a positive and significant effect on employee performance, meaning that the higher the work life balance of employees, the better their performance will be.

The company must be able to make the right policies so that the company can maintain its survival, so that the company can compete with competing companies and gain the trust of consumers. One of the important factors in achieving goals is HR (Human Resources) which has a very important role in determining the success of a company. This research aims to analyze the effect of work-life balance on job satisfaction and employee performance. This type of research uses quantitative research with a questionnaire instrument. The results of descriptive analysis show that all indicators of work-life balance, job satisfaction, and employee performance are in the “Good Enough” category, indicating that respondents' perceptions of work-life balance, job satisfaction, and employee performance still need to be improved. Validity and reliability tests show that the instruments used are valid and reliable. The results of structural model testing show that work-life balance has a significant and strong effect on employee performance (O=0.822; p<0.001) and job satisfaction (O=0.677; p<0.001), while job satisfaction also affects performance (O=0.367; p=0.006). In addition to the direct effect, there is also a significant indirect effect of work-life balance on performance through job satisfaction (O=0.249; p=0.011). Work-life balance improves employee performance, both directly and through increased job satisfaction, so companies are advised to create policies that support work-life balance in order to create a productive and sustainable work environment.

This study aims to analyze the effect of workload on work stress and work life balance among employees of PT. Hatten Bali Tbk Distribution Division, as well as to examine the mediating role of work life balance in this relationship. This study uses a quantitative approach with a causal associative design. All employees of the distribution division, totaling 36 people, were used as respondents through the census method. Data were collected through questionnaires and interviews, then analyzed using path analysis with IBM SPSS. The results show that workload has a positive and significant effect on work stress, and has a negative and significant effect on work life balance. Work life balance has a negative and significant effect on work stress and is proven to mediate the effect of workload on work stress. These findings indicate that proper workload management and the creation of balance between work life and personal life are crucial to reduce employee work stress and improve their well-being.

This study examines the strategic role of job satisfaction in shaping organizational commitment in the context of companies by synthesizing empirical evidence published between 2016 and 2025. Although it has been extensively researched, findings related to the consistency and determinants of the relationship between job satisfaction and organizational commitment are still scattered and have not been integrated, thus requiring comprehensive mapping. Therefore, this study aims to identify empirical patterns, conceptual issues, and theoretical foundations that explain how job satisfaction contributes to the formation of organizational commitment. Using the PRISMA based Systematic Literature Review (SLR) method, 35 articles were selected through the stages of identification, screening, quality assessment, and thematic synthesis. The review results show that job satisfaction is consistently a major predictor of organizational commitment in various corporate sectors. These findings are consistent with theories such as Social Exchange Theory, Equity Theory, Herzberg's Two Factor Theory, and Job Demands Resources Model, which explain the cognitive and affective mechanisms of commitment formation. In addition, variables such as work environment, job involvement, work life balance, internal CSR, and HR practices were identified as mediators or moderators that strengthen this relationship. This study concludes that increasing job satisfaction is an important strategy for strengthening commitment, reducing turnover intentions, and improving organizational performance. This review contributes to an integrative understanding of empirical developments and theoretical perspectives, and provides recommendations for future research to expand the data base and consider cross-cultural dynamics in organizations.

Work-life balance refers to a condition in which individuals are able to manage and allocate their time, energy, and attention proportionally between work demands and personal life. Performance is defined as the measurable outcomes achieved by individuals in carrying out their duties. This study aims to examine the effect of work-life balance on employee performance at the Secretariat of the Regional House of Representatives (DPRD) of Deli Serdang Regency. The proposed hypothesis states that there is a positive influence between work-life balance and employee performance. The study population consisted of 200 employees, and the sampling technique used was probability sampling, which provides equal opportunities for each member of the population to be selected. Based on the Yamane formula with a 10% error rate, a total of 67 respondents were obtained. Data were collected using a Likert-scale questionnaire, and the data were analyzed using a simple linear regression test. The results show a significance value of 0.000 < 0.05, indicating that the hypothesis is accepted. This means that work-life balance has a positive and significant effect on employee performance. The contribution of work-life balance to performance is 62.4%, while the remaining 37.6% is influenced by other factors.

This study is motivated by the importance of balancing work and personal life (work life balance) to enhance employee performance and well-being. The research aims to analyze the influence of leadership style, workload, and work environment on the work life balance of employees at PT Bina Bangun Perkasa Kediri. A quantitative approach was applied using purposive sampling, with all 35 permanent employees selected as respondents. Data were collected through observation, interviews, and questionnaires, and analyzed using classical assumption tests and multiple linear regression. The findings reveal that leadership style and work environment significantly affect work life balance, while workload has no significant effect. Simultaneously, the three variables show a significant effect on work life balance. These results provide theoretical implications regarding the crucial role of leadership and workplace conditions in supporting employees’ work life balance, as well as practical implications for company management to foster a healthy work environment and effective leadership to improve employee well-being

This study aims to examine the influence of Work Life Balance (WLB) and Leadership Style on Employee Performance at the Directorate General of Military Courts and Administrative Courts of the Supreme Court of the Republic of Indonesia. The background of this research is based on the importance of balancing work and personal life, as well as the role of effective leadership in improving the performance of government agency employees. This research uses a quantitative method with an associative approach. The sample of this study consists of the entire population of 94 employees using saturated sampling technique. Data was collected through questionnaires and analyzed using SPSS, including validity and reliability tests, multiple linear regression, t-test, F-test, and coefficient of determination. The results show that Work Life Balance has a positive and significant impact on Employee Performance, indicating that a balance between work and personal life positively affects job productivity and satisfaction. Leadership Style also has a positive and significant impact on Employee Performance, where good leadership can motivate and facilitate employees in achieving organizational goals. Simultaneously, both variables significantly influence employee performance in the organization. This study provides important implications for organizational management, suggesting that implementing a good Work Life Balance and an appropriate leadership style can optimally improve employee performance.

The research findings indicate that, on a partial basis, only the Work-Life Balance variable has a significant effect on employee performance, with a significance value of 0.029 and a t-value of 2.311. In contrast, the Physical Work Environment and Interpersonal Communication variables show no significant impact, with significance values of 0.774 (t-value -0.290) and 0.217 (t-value 1.264), respectively. Simultaneously, the three variables do not exhibit a significant influence on performance, as evidenced by a significance value of 0.056 on an F-value of 2.845. The coefficient of determination (Adjusted R²) of 0.240 suggests that the model explains only 24% of the variability in employee performance. These results imply that employee performance at PT Daihatsu Jolo Abadi is more strongly influenced by work-life balance than by the physical work environment or social interactions in the workplace. Therefore, strengthening work-life balance should be a strategic priority for enhancing performance, alongside exploring other relevant variables for future studies.

This study aims to analyze the influence of work life balance, career development, and Compensation  on turnover intention among Generation Z employees in Surabaya. The research used a quantitative method with a survey approach, distributing online questionnaires to 100 respondents who belong to Generation Z. Data were analyzed using the Partial Least Square (PLS) technique with the help of SmartPLS 3.0 software. The results show that work life balance, career development, and Compensation  have a negative and significant influence in reducing turnover intention. Generation Z employees who experience a balance between work and personal life, have career development opportunities, and receive adequate Compensation  tend to show higher loyalty to the company.

This study aims to analyze the influence of work-life balance and workload on turnover intention, with work stress as a mediating variable in employees of PT Semarang Garment. The phenomenon of high turnover in the garment industry is the background of this study, which is triggered by large production targets, high work pressure, and imbalance between work and personal life. These conditions have the potential to reduce employee welfare and increase the desire to leave the company. This study uses a quantitative method with Structural Equation Modeling (SEM) analysis techniques using AMOS version 24. The research sample of 360 respondents was selected through a simple random sampling technique, and data was collected using a structured online questionnaire. The results of the analysis show that: (1) Work-life balance does not have a significant effect on turnover intention, but has a significant negative effect on work stress, which means the better the work-life balance, the lower the level of work stress; (2) Workload has a significant positive effect on work stress, but does not have a significant effect on turnover intention; (3) Work stress has a significant positive effect on turnover intention, which indicates that the higher the work stress, the greater the employee's desire to leave. Furthermore, it was found that job stress mediates the relationship between work-life balance and turnover intention, so improving work-life balance can indirectly reduce turnover intention through reduced job stress. Theoretically, this study adds to the human resource management literature on factors influencing turnover intention. Practically, the results recommend that company management create a healthy work environment, manage workloads proportionally, and design policies that support work-life balance to reduce turnover intention.

The current transformation of the workplace demands that organizations be more adaptive in understanding the factors that influence employee productivity, especially among the younger generation. Generation Z, as an age group that is starting to dominate the workforce, brings different characteristics and needs, including in terms of work-life balance and motivation. They tend to value time more, opportunities for self-development, and an inclusive work environment that supports a balance between professional and personal life. This study aims to determine the relationship between work-life balance and motivation on the performance of Generation Z employees in Klaten Regency. This study used a quantitative approach with a survey method. A total of 100 respondents were selected using a purposive sampling technique based on age and employment status criteria. The research instrument was a questionnaire using a five-point Likert scale, which included statements related to the dimensions of work-life balance, levels of work motivation (both intrinsic and extrinsic), and employee performance indicators. Data were analyzed using IBM SPSS version 25 software with correlation tests and multiple regression. The results showed that both work-life balance and motivation have a positive and significant relationship on employee performance. Among these two variables, motivation is the dominant factor influencing performance improvement. This suggests that while work-life balance is important, internal employee motivations such as passion, purpose, and a sense of belonging have a greater impact on job performance. The implications of these findings suggest that companies need to design human resource management strategies that are not only flexible but also responsive to the needs of the younger generation. Creating a work environment that supports work-life balance, provides recognition, and provides career opportunities.

This paper examines the influence of financial education on personal financial management practices of Generation Z. A quantitative method with a survey approach was used, involving 30 Generation Z respondents (aged 17-25 years) through questionnaires and simple linear regression analysis. The results of the study indicate a significant influence of financial education on wise financial management practices. Generation Z with adequate financial education tends to be more able to budget, save, invest, and avoid impulsive debt. Conversely, the lack of financial education makes them vulnerable to unwise financial decisions. This paper highlights the importance of integrating financial education into the curriculum and self-development programs to improve literacy and healthy financial practices among Generation Z. This study also discusses the challenges faced by Generation Z in managing finances in the digital era, such as a consumptive lifestyle influenced by social media and e-commerce.

This study aims to determine and analyze how Burnout, Intrinsic Motivation, Work Life Balance and Job Satisfaction influence the Performance of nurses at Petala Bumi Hospital, Pekanbaru. The population in this study was 105 nurses with a sample of 52 nurses using the Slovin formula. Data collection techniques used questionnaires and interviews. The data analysis technique used in the Slovin formula study with a purposive sampling method. The research data was analyzed using multiple linear regression analysis. The results of the study showed that Burnout, Intrinsic Motivation, Work Life Balance and Job Satisfaction influenced the Performance of nurses at Petala Bumi Hospital, Pekanbaru

This study aims to understand the effect of flexible work arrangement and work life balance on employee performance, especially lecturers at state universities in Bandar Lampung City. The method used is non-probability sampling, data was collected using convenience sampling techniques to 109 lecturers at state universities in Bandar Lampung City. Validity and reliability tests were carried out by conducting Confirmatory Factor Analysis and Cronbach's Alpha tests. Then the Kolmogorov Smirnov test was carried out to test the data distribution. Hypothesis testing was carried out by looking at the t-value and significant value in multiple regression. The results of the study showed that hypothesis 1, namely flexible work arrangement, has a positive and significant effect on employee performance at state university lecturers in Bandar Lampung City. While hypothesis 2, namely work life balance, does not have a positive and significant effect on employee performance at state university lecturers in Bandar Lampung City. Therefore, agencies need to increase employee commitment, encourage personal work life balance, and strengthen the alignment of individual and organizational goals, in order to create a productive and sustainable work environment.

 This study aims to test and analyze the influence of leadership style , organizational culture and organizational justice partially and simultaneously on the performance of employees of the Bank Indonesia Jember Representative Office. The population in this study were all employees of Bank Indonesia Jember with a sampling technique of saturated sampling technique totaling 42 employees. The analysis method used is multiple linear regression analysis. Based on the results of the data analysis, it shows that partially, leadership style does not have a significant effect on employee performance. However, certain aspects such as decision making, motivation, communication, employee control, and emotional control play an important role. Improvements in this aspect can support performance indirectly. Organizational culture significantly affects employee performance. Self-awareness, aggressiveness, personality, performance, and team orientation play a role in creating a productive work environment. Organizational justice does not significantly affect employee performance. Indicators such as resource allocation, procedural fairness, and personal relationships play an important role. The three variables ( leadership style , organizational culture, and organizational justice) together affect employee performance. In addition, the researcher's suggestions for further research are expected to complement the limitations of the researcher's problems such as increasing the number of samples, for example all employees of KpwBI Jember, or adding independent variables to be studied, for example motivation, discipline, workload, occupational health and work life balance.

This study analyze the role of job satisfaction in mediating the relationships between work-life balance (WLB), work stress, and employee performance among Generation Z employees in Semarang coffee shops. Using a quantitative survey approach, data were collected from 151 full-time employees aged 17-27 years across 20 coffee shops. The findings indicate that WLB positively and significantly influences both employee performance and job satisfaction. Additionally, job satisfaction has a direct positive impact on employee performance and mediates the relationship between WLB and performance. Conversely, work stress was found to have no significant direct or indirect effect on performance or satisfaction. These results highlight the critical role of WLB and job satisfaction in enhancing employee productivity, while the impact of work stress appears minimal in this context. Coffee shop management is encouraged to implement flexible policies supporting WLB and to foster job satisfaction.