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"Penelitian ini ditulis dengan tujuan untuk mengetahui pengaruh work-life balance dan transformational leadership terhadap employee engagement di PT Great Giant Foods, Jakarta Indonesia sebagai salah satu manufaktur terbesar di Indonesia. Teori yang digunakan dalam penelitian ini adalah employee engagement dari Hewitt (2004), work-life balance dari Fisher (2001), dan transformational leadership dari Bass and Avolio (2003). Penelitian ini menggunakan metode kuantitatif dengan total sampel sama dengan populasi sebanyak 191 karyawan di PT Great Giant Foods. Penelitian ini akan dilakukan pada satu waktu di PT Great Giant Foods, Jakarta Indonesia. Selain. Pengumpulan data dengan mendistribusikan kuesioner kepada karyawan Great Giant Foods, Jakarta Indonesia. Hasil perolehan data akan diolah dengan SPSS. Hasil penelitian ini menunjukan bahwa terdapat pengaruh positif dari Work-Life Balance dan Transformational Leadership terhadap Employee Engagement pada Great Giant Foods baik secara parsial maupun simultan.The purpose of this study is to find out the effect of work balance and transformational leadership on employee engagement. The employes targeted would be from PT Great Giant Foods, Jakarta Indonesia, on of the largest manufacturers in Indonesia. Theories used in this study are employee engagement from Hewitt (2004), work-life balance from Fisher (2001), and transformational leadership from Bass and Avolio (2003). This research would be carried out in quantitative methods to a population of 191 employees at PT Great Giant Foods using cross sectional research type sampling to obtain information on a case at a certain point in time (Neuman, 2015). This research will be conducted at PT Great Giant Foods, Jakarta Indonesia and questionnairres will be distributed for data collection then all acquired data would be processed with SPSS. The results of this study indicate that there is a positive impact of Work-Life Balance and Transformational Leadership on Employee Engagement in Great Giant Foods, both partially and simultaneously."

"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.

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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."

"Penelitian ini menginvestigasi secara empiris pengaruh praktik knowledge management, transformational leadership, dan work-life balance terhadap employee performance melalui peran affective commitment sebagai mediator pada Organisasi Keuangan Pemerintah (OKP) Indonesia. Data dikumpulkan melalui kuesioner online dengan pengukuran skala Likert 7 poin, dan dianalisis menggunakan Lisrel 8.8 dengan teknik Structural Equation Modeling (SEM) untuk menjelaskan hubungan antar konstruk. Data diperoleh sebanyak 1.269, dan diolah sebanyak 996 tanggapan responden setelah melalui proses screening dan cleaning data. Hasil penelitian menunjukkan bahwa praktik knowledge management, transformational leadership, dan work-life balance memiliki pengaruh positif dan signifikan terhadap affective commitment dan employee performance, serta affective commitment memiliki pengaruh positif dan signifikan terhadap employee performance. Di sisi lain, affective commitment memediasi secara positif secara parsial hubungan antara knowledge management, transformational leadership, dan work-life balance terhadap employee performance. Penelitian ini berkontribusi di bidang Manajemen Sumber Daya Manusia dalam memperluas literatur mengenai knowledge management, transformational leadership dan work-life balance di sektor publik yang merupakan tema yang sedang berkembang saat ini, sekaligus menambahkan affective commitment sebagai alat untuk meningkatkan kinerja pegawai.

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This research aims to empirically investigate the influence of knowledge management practices, transformational leadership, and work-life balance on employee performance through the mediating role of affective commitment in Indonesian Government Financial Organizations (OKP). Data were collected via an online questionnaire with a 7-point Likert scale measurement, and analyzed using Lisrel 8.8 with Structural Equation Modeling (SEM) techniques to explain the relationship between constructs. 1,269 data were obtained, and 996 respondents' responses were processed after going through a data screening and cleaning process. The results indicate that knowledge management practices, transformational leadership, and work-life balance have a positive and significant impact on affective commitment and employee performance, moreover, affective commitment also positively and significantly influences employee performance. On the other hand, affective commitment partially mediates the relationship between knowledge management, transformational leadership, and work-life balance on employee performance. This study contributes to the field of Human Resource Management by expanding the literature on knowledge management, transformational leadership, and work-life balance in the public sector, which are currently emerging themes, while also adding affective commitment as tools to enhance employee performance."

"Penelitian ini bertujuan untuk menjelaskan pengaruh Rewards dan Work-life Balanceterhadap Employee Engagement pada karyawan PT.XYZ. Pada penelitian ini variabelRewards menggunakan teori dari Gibson dan Ivancevich (2012), variabel Work-lifeBalance menggunakan teori dari Fisher (2001), dan variabel Employee Engagementmenggunakan teori dari Schaufelli dan Bakker (2006). Penelitian ini menggunakanpendekatan kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesionerkepada 108 responden sebagai sumber data primer. Teknik analisis data yang digunakandalam penelitian ini adalah regresi sederhana dan regresi berganda serta menggunakankorelasi Pearson sebagai uji validitas, Alpha Cronbach sebagai uji reliabilitas danperangkat lunak SPSS sebagai alat analisis. Hasil pengujian hipotesis menunjukan bahwaadanya pengaruh antara Rewards terhadap Employee Engagement, sementara Work-lifeBalance tidak memiliki pengaruh terhadap Employee Engagement, namun secarasimultan Rewards dan Work-life Balance memiliki pengaruh terhadap EmployeeEngagement.

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This study aims to explain the influence of Rewards and Work-life Balance on Employee

Engagement on PT. XYZ employees. In this study the Rewards variable uses the theory

of Gibson and Ivancevich (2012), the Work-life Balance variable uses the theory of Fisher

(2001), and the Employee Engagement variable uses the theory of Schaufelli and Bakker

(2006). This research uses a quantitative approach with collection techniques data through

the distribution of questionnaires to 108 respondents as the primary data source. Data

analysis techniques used in this study are simple regression and multiple regression and

use Pearson correlation as a validity test, Alpha Cronbach as a reliability test and SPSS

software as an analysis tool. The result of hypothesis test indicates that there is an

influence between Rewards on Employee Engagement, while Work-life Balance has no

effect on Employee Engagement, however simultaneously Rewards and Work-life

Balance have an influence on Employee Engagement."

"Penelitian ini bertujuan untuk mengetahui pengaruh transformational leadership terhadap commitment to change dan pengaruh mediasi trust dan employee engagement di organisasi publik. Penelitian dilakukan di instansi X yang sedang mengimplementasikan perubahan struktur organisasi (restrukturisasi). Responden penelitian ini adalah pegawai instansi X dengan posisi staf (nonstruktural) pada kantor Pusat di Jakarta. Structural Equation Modeling (SEM) digunakan untuk menganalisis data dari 247 responden. Hasil penelitian menunjukkan bahwa pengaruh transformational leadership terhadap commitment to change dimediasi oleh trust and employee engagement. Selain itu, transformational leadership memiliki pengaruh langsung yang signifikan tetapi negatif terhadap.

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The aims of this study are to determine the effect of transformational leadership on commitment to change and the mediation effect of trust and employee engagement at the public organization. The research was conducted at institution X that is implementing a change in organization structure (restructuring). The respondents were the employee on a staff position (nonstructural) of institution X at the head office in Jakarta. Structural Equation Modeling (SEM) was used to analyze the data from 247 respondents. The result of the study showed that the effect of transformational leadership on commitment to change mediated by trust and employee engagement. Also, transformational leadership had a significant but negative direct effect on commitment to change."

"Menurut beberapa studi dan wawancara kepala puskesmas, Puskesmas sebagai fasilitas kesehatan tingkat pertama bagi masyarakat Indonesia, membutuhkan pegawai dengan gaya kepemimpinan yang mampu menunjang employee engagement dan organizational commitment. Berdasarkan beberapa hasil penelitian sebelumnya, transformational leadership merupakan gaya kepemimpinan yang mampu memberikan pengaruh positif terhadap employee engangement yang akan berefek pada terciptanya organizational commitment. Dengan demikian, penelitian ini dilakukan untuk mengetahui pengaruh transformational leadership terhadap organizational commitment melalui peran mediasi dari employee engagement di Puskesmas Wilayah Kecamatan Cakung. Berdasarkan hasil analisis regresi yang dilakukan, employee engagement dan organizational commitment telah terbentuk di lingkungan Puskesmas Wilayah Kecamatan Cakung. Analisis regresi lebih lanjut menunjukkan bahwa transformational leadership memiliki pengaruh positif dan signifikan terhadap employee engagament, yang juga berpengaruh positif dan signifikan terhadap organizational commitment. Lebih lanjut analisis mediasi menyatakan bahwa transformational leadership memberikan pengaruh lebih besar terhadap organizational commitment daripada yang dimediasi oleh employee engagement.

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According to several studies and interview results of head of puskesmas, Puskesmas as the first rate health facility for Indonesian society, requires employes with leadership style that can support employee engagement and organizational commitment. The result of several studies indicate that transformational leadership provides postive influence on employee engagement to create organizational commitment. Thus, this study was conducted to determine the effect of transformational leadership on organizational commitment through the mediation role of employee engagement at Puskesmas Kecamatan Cakung. Based on the results of regression analysis conducted, employee engagement and organizational commitment has been formed in the area of Puskesmas Kecamatan Cakung. Further regression analysis shows that transformational leadership has a positive and significant influence on employee engagement, which also has a positive and significant effect on organizational commitment. Further mediation analysis prove that transformational leadership has greater effect on organizational commitment than is mediated by employee engagement."

"ABSTRAKSumber daya manusia merupakan salah satu elemen terpenting dalam perusahaan. Oleh karena itu, perusahaan harus mempunyai strategi terkait guna mempertahankan pekerja tersebut. Salah satunya dengan meningkatkan loyalitas dan kepuasan pekerja melalui fleksibilitas kerja dan work life balance. Strategi tersebut dipilih berdasarkan karakteristik unik dari mayoritas pekerja yang memasuki generasi millennial. Beberapa perusahaan sudah menerapkan strategi tersebut, termasuk perusahaan startup. Penelitian ini bertujuan untuk meneliti pengaruh fleksibilitas kerja terhadap loyalitas dan kepuasan pekerja melalui work life balance.Penelitian ini dilakukan menggunakan teknik convenience dan snowball sampling terhadap 121 responden dengan latar belakang generasi millennial yang bekerja di perusahaan startup di Indonesia. Data yang didapatkan dari responden kemudian diolah dan dianalisis menggunakan metode structural equation modelling. Hasil penelitian ini menunjukkan bahwa fleksibilitas kerja mempunyai pengaruh signifikan dan positif terhadap loyalitas dan kepuasan pekerja dengan latar belakang generasi millennial pada pekerja di perusahaan startup di Indonesia. Pada penelitian ini juga ditemukan bahwa work life balance memediasi secara parsial hubungan antara fleksibilitas kerja dan loyalitas. Selain itu, pada penelitian ini ditemukan juga bahwa work life balance tidak memediasi pengaruh antara fleksibilitas kerja dan kepuasan pekerja dengan latar belakang generasi millennial yang bekerja pada perusahaan startup di Indonesia.

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ABSTRACTHuman resources is the one of the most important elements in the company. Therefore, the company must have related strategies to retain these workers. One of them is by increasing employee loyalty and satisfaction through flexibility of work and work life balance. The strategy chosen is based on the unique characteristics of the majority of workers who entered the millennial generation. Some companies are already implementing these strategies, including startup companies. This study aims to investigate the influence of the flexibility of working on loyalty and employee satisfaction with work life balance.This research was conducted using convenience and snowball sampling technique to the 121 respondents with a millennial generation background which is worked in startup companies in Indonesia. Data obtained from respondents were processed and analyzed using structural equation modeling. The results of this study indicate that flexibility of work has significant and positive influence to loyalty and employee satisfaction. However, flexibility of work has positive and significant impact on loyalty and employee satisfaction. This research prove that work life balance have partial mediating influence in relationship between flexibility of work and loyalty. In the other hands, work life balance have no mediating a relationship between flexibility of work and the satisfaction of employee with millennial background that is worked in startup company"

"Penelitian ini bertujuan untuk menguji pengaruh work-life balance terhadap employee engagement pada milenial PT XYZ melalui persepsi kepuasan kerja. Teknik penelitian yang digunakan adalah survey dan studi pustaka dari penelitian dengan topik sejenis yang telah dilakukan sebelumnya. Sampel yang digunakan dalam penelitian ini berjumlah 102 responden, dan diperoleh dengan menggunakan teknik purposive sampling. Berdasarkan hasil uji regresi yang telah dilakukan menunjukkan bahwa work-life balance berpengaruh signifikan terhadap kepuasan kerja, kepuasan kerja berpengaruh signifikan terhadap employee engagement, dan work-life balance berpengaruh signifikan terhadap employee engagement. Kemudian berdasarkan hasil analisis kausal step yang dilakukan, kepuasan kerja dapat dikatakan sebagai variabel mediasi dalam hubungan work-life balance dengan employee engagement yang bersifat parsial dan signifikan.

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This study aims to examine the effect of work-life balance on employee engagement at PT XYZ millennials through perceptions of job satisfaction. The research technique used was survey and literature study of research with similar topics that had been done previously. The sample used in this study amounted to 102 respondents, and obtained using purposive sampling technique. Based on the results of regression tests that have been conducted, it shows that work-life balance has a significant effect on job satisfaction, job satisfaction has a significant effect on employee engagement, and work-life balance has a significant effect on employee engagement. Then based on the results of the causal step analysis carried out, job satisfaction can be said to be a mediating variable in the work-life balance relationship with employee engagement which is partial and significant.

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"Penelitian ini bertujuan untuk menganalisis pengaruh penerapan kebijakan Pengaturan Kerja Hibrida (Hybrid Working Arrangement) terhadap work-life balance, kepuasan karyawan, dan wellbeing karyawan di PT ABC. Metodologi yang digunakan adalah pendekatan kuantitatif, dengan pengumpulan data melalui survei yang disebar kepada 255 karyawan PT ABC. Analisis data dilakukan menggunakan metode Structural Equation Modelling (SEM). Hasil penelitian ini menunjukkan bahwa pengaturan kerja hibrida tidak memiliki pengaruh langsung yang signifikan terhadap wellbeing karyawan. Penelitian ini juga menemukan bahwa ada pengaruh langsung dari pengaturan kerja hibrida terhadap wellbeing melalui peningkatan work-life balance dan kepuasan karyawan. Temuan ini memberikan wawasan penting bagi manajemen PT ABC dan perusahaan lainnya dalam menerapkan kebijakan kerja hibrida untuk meningkatkan kesejahteraan karyawan.

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This study aims to analyze the impact of implementing Hybrid Working Arrangements on work-life balance, employee satisfaction, and the wellbeing of employees at PT ABC. The research methodology employed is a quantitative approach, with data collection conducted through a survey distributed to 255 employees of PT Bursa Efek Indonesia. Data analysis was carried out using the Structural Equation Modeling (SEM) method. The findings of this study indicate that hybrid working arrangements do not have a significant direct impact on employee wellbeing. However, the study discovers an indirect influence of hybrid working arrangements on wellbeing through the improvement of work-life balance and employee satisfaction. These findings provide valuable insights for the management of PT ABC in implementing hybrid working policies to enhance employee wellbeing."

"ABSTRAKPenelitian 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 workinterference 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 datamelalui 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 untukmenguji pengaruh antar variabel. Hasil dari penelitian ini menunjukkan bahwa work life balance memiliki pengaruh positif terhadap employee retention.

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ABSTRACTThis 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 lifeenhancement. 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."