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"ABSTRACTWe performed an empirical analysisi based on data from a questionnaire survey that korean goverment officiers participated in about the effects of work life balance (WLB) on job satisfaction in order to whether unpaid labor such as housework had moderating effect on job satisfaction."

"Penelitian ini bertujuan untuk menganalisis pengaruh beberapa job-related factors yang terdiri dari supervisor support, organizational support dan job value terhadap work-life balance dan job satisfaction pada para auditor yang bekerja di Empat Besar (Big Four) Kantor Akuntan Publik (KAP) di DKI Jakarta. Penelitian ini juga menganalisis adanya kemungkinan peran mediasi yang dilakukan oleh work-life balance dalam perngaruh job-related factors tersebut dengan job satisfaction. Analisis data dilakukan dengan menggunakan Multiple Regression dan hasilnya menunjukkan bahwa job-related factors yang memiliki pengaruh signifikan terhadap work-life balance adalah job value, sedangkan supervisor support dan organizational support tidak memiliki pengaruh yang signifikan terhadap work-life balance. Work-life balance berpengaruh secara signifikan terhadap job satisfaction. Supervisor support dan job value memiliki pengaruh yang signifikan terhadap job satisfaction. Selanjutnya, work-life balance secara partial memediasi pengaruh job value terhadap job satisfaction, sementara itu work-life balance tidak memediasi pengaruh supervisor support dan organizational support terhadap job satisfaction.

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This research aimed to analyze the effect of several job-related factors (supervisor support, organizational support, and job value) on work-life balance and job satisfaction among auditors who work at big four public accounting firms in Jakarta. This reasearch also aimed to explore the mediating role of work-life balance in the relationship between those job-related factors and job satisfaction. Multiple regression analysis demonstrated that the job value had significant effect on work-life balance among auditors while supervisor support and organizational support had not significant effect on work-life balance. Work-life balance had significant effect job satisfaction. Supervisor support and job value had significant effect on job satisfaction. It also confirmed that work-life balance partially mediated the associations between job value and job satisfaction."

"Penelitian ini bertujuan untuk meneliti hubungan antara work-life balance dan work stress terhadap turnover intention dan bagaimana pengaruh job satisfaction dalam memediasi hubungan antarvariabel tersebut pada pegawai Bidang Penindakan Lembaga XYZ. Penelitian dijalankan dengan menggunakan metode kuantitatif melalui penyebaran kuesioner ke seluruh pegawai Bidang Penindakan Lembaga XYZ. Sejumlah 218 responden diperoleh sebagai sampel dari populasi 427 pegawai spesialis dan administrasi. Hipotesis diuji dengan metode structural equation modeling (SEM) menggunakan IBM® SPSS® Amos 23.0.0. Hasil uji hipotesis menemukan bahwa terdapat pengaruh positif pada hubungan work stress dan turnover intention, baik secara langsung maupun tidak langsung melalui mediasi job satisfaction. Hasil uji hipotesis juga mengungkapkan bahwa tidak ditemukan pengaruh langsung pada hubungan work-life balance dan turnover intention, namun ditemukan pengaruh tidak langsung melalui mediasi job satisfaction.

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This research aims to examine the relationship between work-life balance and work stress on turnover intention and the effect of job satisfaction in mediating relationships between these variables among employees of Deputy for Enforcement of XYZ Institution. This research was conducted using quantitative method through the distribution of questionnaires. An amount of 218 respondents were obtained as a sample of a population of 427 specialist and administrative employees. Hypotheses were tested with structural equation modeling (SEM) using IBM SPSS Amos 23.0.0. The results found that there were positive influences on the relationships between work stress and turnover intention, both directly and indirectly through the mediation of job satisfaction. The results also revealed that there was no direct effect on work-life balance and turnover intention relationship, but indirect effect was found through the mediation of job satisfaction."

"Dalam mengukur aspek kepuasan pekerja berkaitan dengan pencapaian keseimbangan waktu antara kegiatan pekerjaan dan pribadi. Industri media investment merupakan industri kreatif yang menuntut pekerjanya untuk terus berkembang sesuai dengan permintaan client. GroupM merupakan salah satu perusahaan multinasional yang bergerak dalam bidang advertising. Dimana karyawan perusahaan ini memiliki bentuk pekerjaan yang berbeda dan kemampuan yang sesuai dengan kebutuhan dunia periklanan. Kondisi semacam itu membuat tingginya minat karyawan yang berhenti bekerja. Penelitian ini penting dilakukan karena kepuasan pekerja merupakan indikator yang dapat menjelaskan produktivitas dan loyalitas karyawan. GroupM sebagai agensi periklanan global penting untuk mengetahui kepuasan kerja karyawan, hal tersebut dapat menjadi gambaran tentang kebutuhan pekerja. Salah satu tuntutan pekerja yang sering disuarakan adalah work-life balance, penelitian menguji hubungan WLB dengan Kepuasan Pekerja. Responden dalam penelitian ini adalah karyawan GroupM yang berada dalam jabatan executive. Adapun metode penelitian yang digunakan dalam penelitian ini adalah metode kuantitatif dengan jenis penelitian deskriptif. Teknik pengumpulan data dalam penelitian ini menggunakan quota sampling. Penelitian ini dilakukan pada bulan Agustus-Desember 2023. Hasil dari penelitian ini menunjukkan terdapat hubungan positif yang lemah antara work-life balance dengan kepuasan kerja. Hasil uji korelasi menunjukkan nilai koefisien korelasi (r) yaitu 0,357. Nilai tersebut menunjukkan bahwa semakin tinggi work-life balance yang dimiliki oleh karyawan, maka semakin tinggi kepuasan pekerja. Harapannya hasil penelitian ini dapat menjadi gambaran bagi perusahaan untuk meningkatkan kesejahteraan pekerja (occupational wellness) dan referensi bagi penelitian kesejahteraan sosial sektor industri.

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In measuring aspects of employee satisfaction, it is related to achieving a balance of time between work and personal activities. The media investment industry is a creative industry that requires its workers to continue to develop according to demand. GroupM is a multinational company operating in the field of advertising. Where the employees of this company have different forms of work and abilities that suit the needs of the advertising world. Such conditions create high interest in employees quitting their jobs. This research is important to conduct because worker satisfaction is an indicator that can explain employee productivity and loyalty. GroupM as a global advertising agency is important to know employee job satisfaction, this can be an illustration of worker needs. One of the demands of workers that is often voiced is work-life balance, research examines the relationship between WLB and Employee Satisfaction. Respondents in This research are GroupM employees who are in position as executive. The research method used in this research is a quantitative method with a descriptive research type. The data collection technique in this research uses quota sampling. This research was conducted in August-December 2023. The results of this research show that there is a weak positive relationship between work-life balance with job satisfaction. The correlation test results show the correlation coefficient (r) value is 0.357. This value shows that getting higher the work-life balance owned by employees, the higher employee satisfaction will be. It is hoped that the results of this research can be an illustration for companies to improve worker welfare (occupational wellness) and a reference for social welfare research in the industrial sector."

"Penelitian ini bertujuan untuk menganalisis pengaruh quallity of work life terhadap kepuasan kerja pada pekerja tetap level non-managerial di pabrik PT X. Variabel dependen dalam penelitan ini adalah kepuasan kerja yang diukur dengan menggunakan kuesioner dari Michigan Organizational Assessment Questionaire, sedangkan variabel independen dari penelitian ini adalah quality of work life dengan menggunakan dimensi dari Cascio (2003). Populasi dari penelitian ini adalah seluruh pekerja tetap (level non-managerial) di pabrik PT X sebesar 244 orang, dan sampel yang diambil untuk penelitian ini sejumlah 71 orang pekerja tetap di pabrik PT X dengan menggunakan teknik stratified random sampling. Hasil penelitian ini menunjukan bahwa QWL memiliki hubungan positif dan pengaruh signifikan terhadap kepuasan kerja pada pekerja tetap Pabrik PT X.

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The objectives of this research is to analyzie the influence of quality of work life on job satisfaction of permanent workers non-managerial level at PT X Factory. The dependent variable of this research is job satisfaction and it will be measured using questionnaire from Michigan Organizational Assessment Questionaire ; and the independent variable of this research is quality of work life and will be measured using the dimension by Cascio (2003). The population of this research are 244 people which are the whole permanent worker at PT X Factory, and the sample of this research are 71 respondent by using stratified random sampling technique. The result of this research was showing that QWL has a positife relationship and significance impact on job satisfaction on a permanent employee at PT X Factory."

"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).

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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)"

"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."

"Instansi pemerintah merupakan salah satu dari delapan klaster sebagai penyumbang kasus Covid-19 terbesar di Indonesia. Oleh karena itu, mekanisme kerja yang lebih fleksibel atau flexible working arrangement menjadi alternatif yang semakin dipertimbangkan pada masa pandemi Covid-19. Meski demikian, dampak dari implementasi flexible working arrangement terhadap kinerja individu maupun organisasi masih menjadi perdebatan. Di sisi lain, beberapa studi mengidentifikasi bahwa dukungan dari atasan juga dapat mempengaruhi dampak psikologis karyawan yang akan berimplikasi pada pencapaian work-life balance karyawan. Tercapainya work-life balance diharapkan dapat menghasilkan outcomes yang positif dari para karyawan di antaranya kepuasan kerja dan kinerja yang tinggi. Penelitian ini bertujuan untuk mengidentifikasi hubungan antara flexible work arrangement, dukungan atasan terhadap kepuasan dan kinerja, dimediasi oleh work-life balance pada pegawai ASN pada instansi pemerintah di Indonesia. Penelitian ini merupakan penelitian kuantitatif. Data penelitian diperoleh melalui kuesioner yang dilakukan dengan menggunakan cross sectional design. Kuesioner disebarkan secara online dan memperoleh 391 responden yang meliputi pegawai ASN yang telah bekerja setidaknya selama satu tahun pada instansi pemerintah di Indonesia. Analisis hubungan antar variabel dilakukan melalui Structural Equation Modeling (SEM) menggunakan bantuan software LISREL. Hasil dari penelitian menunjukkan bahwa supervisor support dan flexible working arrangement secara signifikan mempengaruhi kepuasan kerja (job satisfaction) yang dimediasi oleh work-life balance. Secara lebih lanjut, penelitian ini menemukan bahwa kepuasan kerja memiliki hubungan langsung terhadap kinerja (job performance). Dengan demikian, dapat disimpulkan bahwa supervisor support dan flexible working arrangement secara tidak langsung dapat mempengaruhi job performance.

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Government institutions are on of the eight clusters as the largest contributors of Covid-19 cases in Indonesia. Therefore, a more flexible working mechanism or flexible working arrangement to become alternative that is increasingly being considered during the Covid-19 pandemic. However, the impact of flexible working arrangements implementation on individual and organizational performance is still a matter of debate. On the other hand, several studies have identified that support from supervisor also have a role in influencing the psychological impact on employees which will have implications to the employees’ work-life balance. The achievement of work-life balance is expected to produce positive outcomes, including the achievement of job satisfaction and high performance. This study aims to identify the relationship between flexible working arrangements, supervisor support on job satisfaction and job performance, mediated by the work-life balance of civil servants in government institutions in Indonesia. This research is a quantitative research. The data were collected by distributing questionnaire conducted using a cross sectional design. The questionnaire was distributed online and obtained 391 respondents which included civil servants who have worked for at least one year in government institution in Indonesia. The relationship between variables was carried out through Structural Equation Modeling (SEM) using LISREL software. The results of the study indicate that supervisor support and flexible working arrangements significantly affect job satisfaction mediated by work-life balance. Furthermore, this study found that job satisfaction has a direct relationship to job performance. Thus, it can be concluded that supervisor support and flexible working arrangements indirectly affect employees’ job performance."

"Heneman dan Schwab (1985) menjelaskan bahwa kepuasan gaji di perusahaan akan menentukan sikap karyawan di perusahaan tersebut yang akan berdampak pada kesuksesan perusahaan di masa depan. Heneman dan Schwab mendefinisikan kepuasan gaji sebagai tingkat persepsi dan perasaan seseorang baik secara positif atau negatif terhadap gaji yang mereka dapatkan dan dapat memengaruhi orang tersebut dalam menjalankan pekerjaannya di suatu organisasi. Pay satisfaction terdiri dari empat dimensi, yaitu dimensi pay level, benefit, payraise, dan structure and administration. Penelitian ini meneliti tentang apakah kepuasan gaji akan berbeda antara dua generasi yang mendominasi di organisasi, Generasi X dan Generasi Y. Secara spesifik, pertanyaan penelitian ini adalah apakah karyawan Generasi Y memiliki kepuasan gaji yang lebih rendah dari karyawan Generasi X. Total responden penelitian ini adalah 274 (Generasi X = 104, Generasi Y = 170) dan diukur menggunakan Pay Satisfaction Questionnaire. Hasil independent sample t-test menunjukkansignifikansi one tail dari keempat dimensi (pay level, benefit, pay raise, dan structure and administration) sebagai berikut: pay level (p=0.132), benefit (p=0.005), pay raise (p=0.025), dan structure and administration (p=0.132). Selain itu dilihat dari nilai t, sebagai berikut: pay level (t(274)=1.11), benefit (t(274)=2.59), pay raise (t(274)=2.89), dan structure and administration (t(274)=-1.19). Dapat disimpulkan bahwa Generasi Y memiliki skor kepuasan gaji lebih rendah secara signifikan daripada Generasi X pada dua dimensi kepuasan gaji yaitu benefit, dan pay raise. Dimensi lainnya yaitu dimensi pay level dan structure and administration menunjukkan kepuasan gaji pada Generasi Y tidak memiliki skor lebih rendah secara signifikan daripada Generasi X.

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Heneman and Schwab (1985) explains that pay satisfaction in the company will determine the attitude of the employees in the company and it will have an impact on the company's success in the future. Heneman and Schwab (1985) defined pay satisfaction of one's level of perception and feeling either positively or negatively on pays that can affect the person in the work in an organization. Pay satisfaction consist of four dimensions, pay level, benefit, pay raise, and structure and administration. This research investigates whether pay satisfaction are different between two dominating generation in organizations, Generation X and Generation Y. Specifically, this research asks if employees of Generation Y has lower pay satisfaction then employees of Generation X. Total of 274 subjects (Generation X=104; Generation Y = 170) filled out Pay Satisfaction Questionnaire. The result of independent sample t-test showed that the significant of one tail of four dimension (pay level, benefit, pay raise and structure and administartion), as follow pay level (p=0.132), benefit (p=0.005), pay raise (p=0.025), and structure and administration (p=0.132).On the other hand, the significant of one tail can be seen with t values, as follow: pay level (t(274)=1.11), benefit (t(274)=2.59), pay raise (t(274)=2.89), dan structure and administration (t(274)=-1.19). In conclusion, that Generation Ys has lower pay satisfaction than Generation Xs do in two dimensions, benefit and pay raise. Results showed that Generation Y has a significantly lower score than Generation X in two dimensions of pay satisfaction include benefit, and pay raise. Others dimensions, namely pay level and structure and administration of Generation Y did not have significantly lower scores than Generation X."