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"Hingga kini, semakin banyak studi yang membahas mengenai generasi milenial. Dengan dimulainya era global, semakin besar kebutuhan perusahaan akan karyawan generasi milenial. Penelitian ini berfokus pada pengaruh work-life balance, organizational commitment, dan organizational citizenship behavior terhadap intention to stay pada generasi milenial di Indonesia. Survey secara online dilakukan selama kurun waktu 1 bulan, dan pengolahan data dilakukan menggunakan software SEMLISREL. Hasil penelitian menunjukkan bahwa work-life balance memiliki hubungan yang negatif dan signifikan terhadap intention to stay. Organizational commitment terbukti memiliki hubungan positif dan signifikan terhadap intention to stay. Organizational citizenship behavior memiliki hubungan yang positif namun tidak signifikan terhadap intention to stay. Perusahaan yang mempekerjakan karyawan generasi milenial sebaiknya memperhatikan work-life balance dan organizational commitment karyawan untuk mengetahui seberapa besar atau kecil intention to stay mereka, sehingga perusahaan dapat mengeluarkan atau memperbaiki kebijakan perusahaan yang diharapkan akan meningkatkan keinginan bertahan karyawan generasi milenial. Diskusi, implikasi manajerial, dan saran untuk penelitian selanjutnya diberikan pada akhir laporan ini.

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Until now, more and more studies have discussed the millennial generation. With the start of the global era comes the greater need for companies to employ millennial generation workers. This study focuses on the effect of work-life balance, organizational commitment, and organizational citizenship behavior on intention to stay in the millennial generation in Indonesia. The online survey was conducted over a period of 1 month, and data processing was carried out using SEM-LISREL software. The results showed that work-life balance have a negative and significant relationship with intention to stay. Organizational commitment is proven to have a positive and significant relationship with intention to stay. Organizational citizenship behavior is found to have a positive relationship with intention to stay, however the relationship is not significant. Companies employing millennial generation employees should pay attention to the work-life balance and organizational commitment of employees to find out how big or small their intention to stay is, so that companies can issue or improve company policies which are expected to increase millennial generation employees’ willingness to stay. Discussion, managerial implications, and suggestions for further research are provided at the end of this report."

"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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"Di era war of talent yang semakin sengit, penting bagi perusahaan untuk mengontrol tingkat turnover karyawan. Terdapat berbagai macam faktor yang menyebabkan intensi karyawan untuk meninggalkan perusahaan. Penelitian ini bertujuan untuk menganalisis pengaruh quality of work life terhadap turnover intention dengan organizational embeddedness sebagai variabel mediasi. Konsep quality of work life diukur menggunakan lima dimensi yaitu compensation and benefits, career opportunities, work life balance, job characteristics, dan supervisor behavior. Penelitian ini menggunakan pendekatan kuantitatif dengan pengumpulan data melalui kuesioner yang disebarluaskan secara daring kepada karyawan tetap PT Bank Syariah Indonesia Tbk di kantor pusat DKI Jakarta. Data yang berhasil terkumpul sebanyak 103 responden dan dianalisis menggunakan PLS-SEM melalui software SmartPLS. Hasil penelitian ini menunjukkan bahwa quality of work life berpengaruh negatif dan tidak signfikan terhadap turnover intention. Sementara itu, quality of work life berpengaruh positif terhadap organizational embeddedness di mana dimensi career opportunities dan job characteristics memiliki pengaruh yang signifikan. Lebih lanjut, penelitian ini juga menunjukkan bahwa organizational embeddedness berpengaruh negatif dan signifikan terhadap turnover intention. Namun, organizational embeddedness tidak memediasi hubungan antara quality of work life dengan turnover intention.

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In the era of increasingly fierce war of talent, it is important for companies to control employee turnover rates. There are various factors that cause employees intention to leave the company. This study aims to analyze the effect of quality of work life on turnover intention with organizational embeddedness as a mediating variable. The concept of quality of work life is measured using five dimensions, namely compensation and benefits, career opportunities, work life balance, job characteristics, and supervisor behavior. This research uses a quantitative approach with data collection through questionnaires distributed online to permanent employees of PT Bank Syariah Indonesia Tbk at the head office of DKI Jakarta. The data collected were 103 respondents and analyzed using the PLS-SEM through SmartPLS software. The results of this study indicate that quality of work life has a negative and insignificant effect on turnover intention. Meanwhile, quality of work life has a positive effect on organizational embeddedness where the dimensions of career opportunities and job characteristics have a significant effect. Furthermore, this study also shows that organizational embeddedness has a negative and significant effect on turnover intention. However, organizational embeddedness does not mediate the relationship between quality of work life and turnover intention."

"Karyawan milenial wanita yang kini prosentasinya mulai meningkat berperan penting untuk organisasi dan membutuhkan dukungan organisasi dan supervisor untuk menjadi talent dan top executive sehingga akan meningkatkan keterlibatannya terhadap organisasi. Berdasarkan fenomena tersebut penelitian ini bertujuan untuk menginvestigasi pengaruh dukungan organisasi dan dukungan supervisor terhadap afektif komitmen. Selanjutnya, penelitian ini memiliki tujuan untuk menguji hubungan antara dukungan organisasi dan dukungan supervisor terhadap komitmen afektif yang dimediasi oleh organizational identification dan work life balance. Sampel penelitian ini sebanyak 242 responden yang bekerja di industri manufaktur. Penelitian ini dianalisis menggunakan Structural Equation Model bahwa persepsi dukungan organisasi, persepsi dukungan supervisor berpengaruh terhadap organizational identification dan work life balance. Selain itu, hasil penelitian ini menunjukan bahwa persepsi dukungan organisasi, persepsi dukungan supervisor tidak signifikan terhadap affective commitment, organizational identification dan work life balance berpengaruh positif terhadap komitmen afektif. Serta, organizational identification dan work life balance mampu memediasi hubungan antara persepsi dukungan organisasi dan persepsi dukungan supervisor terhadap komitmen afektif. Sehingga, penelitian ini memberikan saran manajerial yaitu komitmen afektif karyawan milenial wanita penting untuk ditingkatkan dengan memberikan kesejahteraan dan komunikasi yang rutin baik dalam bentuk reputasi organisasi yang baik dan keseimbangan kehidupan pribadi dan pekerjaan.

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Female millennial employees are now increasing in importance to the organization and need organizational support and supervisors to become talents and top leaders so that they will increase their interaction with the organization. Based on this phenomenon, this study aims to investigate the effect of organizational support and supervisor support on affective commitment. Furthermore, this study aims at the relationship between organizational support and supervisor support for affective commitment that is mediated by organizational identification and work-life balance. The research sample was 242 respondents who worked in the manufacturing industry. This study was analyzed using a Structural Equation Model that shows the perception of organizational support, the response of supervisor support to organizational identification and work life balance. In addition, the results of this study indicate that perceptions of organizational support, perceptions of supervisor support are not significant towards affective commitment, organizational identification and work-life balance have a positive effect on affective commitment. Also, identify the organization and work life balance that are able to mediate the relationship between responses to organizational support and perceptions of supervisor support on affective commitment. Related, this study provides managerial advice, namely that affective commitment of female millennial employees is important to improve welfare and regular communication both in the form of good organizational partnerships and a balance of personal and work life."

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

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

"Usaha Kecil dan Menengah UKM di Indonesia memiliki peran penting dalam ekonomi Indonesia. UKM dianggap sebagai pilar ekonomi untuk mencapai kesetaraan dan kesejahteraan. Penelitian sebelumnya menyatakan bahwa keberhasilan UKM tergantung pada kinerjanya. Berbagai penelitian menunjukkan bahwa motivasi intrinsik, work-life balance, dan komitmen afektif memiliki dampak positif terhadap kinerja organisasi. Tujuan penelitian ini adalah untuk mengetahui pengaruh motivasi intrinsik dan work-life balance terhadap kinerja organisasi dengan mediasi komitmen afektif. Work-life balance telah menjadi topik menarik dalam praktik SDM, namun penelitian mengenai work-life balance pada UKM masih kurang. Pengumpulan data dalam penelitian ini dilakukan melalui survei menggunakan kuisioner terhadap pemilik UKM di Sulawesi Selatan dengan jumlah responden sebanyak 770. Dalam penelitian ini, motivasi intrinsik dan work-life balance memiliki dampak yang signifikan dan positif terhadap komitmen afektif. Sementara itu, hanya motivasi intrinsik memiliki dampak yang signifikan dan positif terhadap kinerja organisasi. Peran komitmen afektif sebagai mediator terbukti untuk kinerja non-finansial.

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Small and Medium Enterprises SMEs in Indonesia have an important role in the Indonesian economy. SMEs are considered as economic pillars to achieve equality and prosperity. Moreover, SMEs have a large contribution to Indonesia 39 s GDP. Previous research suggested that success of SMEs depends on their performance. Previous studies show that intrinsic motivation, work life balance, and affective commitment have a positive impact on organizational performance. The purpose of this study is to determine the impact of intrinsic motivation and work life balance on organizational performance with the mediation of affective commitment. Work life balance has become an interesting topic in HR practice, but work life balance research on SMEs is still lacking. Data collection in this study was conducted through a survey using questionnaires to the owners of SMEs in South Sulawesi with the number of respondents as much as 770. In this study, intrinsic motivation and work life balance have a significant and positive impact on affective commitment. Meanwhile, only intrinsic motivation has a significant and positive impact on organizational performance. The role of affective commitment as a proven mediator for non financial performance.Key words SMEs, organizational performance, work life balance, affective commitment, intrinsic motivation."

"Dalam pekerjaan, work-life balance dianggap sebagai salah satu faktor penting yang dapat mempengaruhi organizational pride dan job satisfaction. Untuk mencapai work-life balance, seorang pegawai harus mampu menyeimbangkan kehidupan di dalam dan di luar pekerjaannya. Work-life balance salah satunya dapat dipengaruhi oleh supervisor support. Penelitian kuantitatif ini bertujuan untuk menganalisis hubungan antara supervisor support, job satisfaction, dan organizational pride sebagai anteseden dan konsekuensi dari work-life balance. Data dari 319 responden yang merupakan bagian dari struktur organisasi pemerintah Instansi Aguna Karya berhasil dikumpulkan dan kemudian diolah menggunakan metode Structural Equation Modelling (SEM). Hasil penelitian ini menunjukkan bahwa terdapat hubungan positif antar variabel dalam penelitian, yaitu supervisor support, work-life balance, organizational pride, dan job satisfaction.

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In the field of work, work-life balance is considered as one of the important factors that can affect organizational pride and job satisfaction. To achieve work-life balance, an employee must be able to balance life inside and outside his work. Work-life balance can be influenced by supervisor support. This quantitative research aims to analyze the relationship between supervisor support, job satisfaction, and organizational pride as antecedents and the consequences of work-life balance. Data from 319 respondents who were part of the Ministry of Finance's organizational structure were successfully collected and then processed using the Structural Equation Modeling (SEM) method. The results of this study indicate that there is a positive relationship between variables in the study, namely supervisor support, work-life balance, organizational pride, and job satisfaction."

"Sumber daya manusia merupakan faktor penting dalam keberhasilan organisasi mencapai tujuan. sumber daya manusia yang berkualitas tinggi pada organisasi dapat diperoleh melalui peningkatkan kepuasan kerja anggota organisasi itu sendiri. Kepuasan kerja berkaitan dengan kepercayaan, Polri sebagai lembaga disektor publik yang memiliki peran dan fungsi sangat penting dalam memberikan pelayanan, dituntut untuk dapat memberikan pelayanan yang baik sehingga mendapatkan kepercayaan publik yang baik. Penelitian ini bertujuan untuk menganalisis pengaruh quality of work life dan work life balance terhadap kepuasan kerja dan perceived organizational support, selain itu penelitian ini juga bertujuan untuk menganalisis peran perceived organizational support sebagai variabel intervening dalam memediasi pengaruh quality of work life dan work life balance terhadap variabel kepuasan kerja. Penelitian ini dilakukan dengan metode kuantitatif. Sampel dalam penelitian ini 290 anggtota Polres Tulang Bawang. Peneliti menyebarkan kuesioner secara langsung dan secara online. Dalam penelitian analisis dilakukan menggunakan structural equation modelling (SEM) melalui perangkat Partial Least Square (PLS) 4.0. Hasil temuan dalam penelitian ini menunjukkan bahwa quality of work life dan work life balance berpengaruh signifikan terhadap kepuasan kerja dan perceived organizational support. Perceived organizational support berpengaruh signifikan terhadap kepuasan kerja selain itu dari efek mediasi ditemukan bahwa quality of work life dan work life balance melalui perceived organizational support memiliki pengaruh positif dan signifikan terhadap kepuasan kerja. Hasil temuan ini menjelaskan bahwa seluruh hipotesis yang diajukan dalam penelitian ini diterima, selain itu hasil penelitian ini juga menyoroti bahwa peningkatan quality of work life dan work life balance dapat dilakukan melalui program-program yang berkaitan dengan family friendly. Polres Tulang Bawang dapat meningkatkan perceived organizational support melalui komunikasi terbuka dan memberikan informasi terkini, Program pengembangan karir dan pelatihan keterampilan anggota.

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The human resources of an organization represent a significant factor in its capacity to achieve its stated objectives. The acquisition of high-quality human resources within the organization can be facilitated by enhancing the job satisfaction of its members. Job satisfaction is related to trust. As an institution in the public sector that plays a crucial role in service provision, Polri is expected to provide high-quality services in order to gain public trust. The objective of this study is to analyze the effect of quality of work life and work-life balance on job satisfaction and perceived organizational support. Additionally, the study aims to analyze the role of perceived organizational support as an intervening variable in mediating the effect of quality of work life and work-life balance on job satisfaction variables. This research was conducted using quantitative methods. The sample for this study consisted of 290 members of the Polres Tulang Bawang. The researchers distributed questionnaires in both direct and online formats. The research involved the application of structural equation modeling (SEM) through the Partial Least Square (PLS) 4.0 tool for the purpose of analysis. The findings of this study indicate that quality of work life and work-life balance have a significant effect on job satisfaction and perceived organizational support. The perception of organizational support has a notable impact on job satisfaction. Furthermore, the mediation effect indicates that the quality of work life and work-life balance, as mediated by perceived organizational support, have a positive and significant effect on job satisfaction. The findings of this study indicate that all of the hypotheses proposed in this study are accepted. Additionally, the results of this study demonstrate that improving the quality of work life and work-life balance can be achieved through the implementation of programs designed to enhance family- friendly policies. Polres Tulang Bawang can enhance the perception of organizational support by fostering open communication and the dissemination of timely information, implementing career development programs, and offering member skills training."

"Penelitian ini adalah penelitian campuran dengan menggunakan strategi eksplanatoris sekuensial. Ada tiga pertanyaan penelitian, dua diantaranya dicari jawabannya menggunakan pendekatan kuantitatif dan sisanya menggunakan pendekatan kualitatif. Penelitian kuantitatif bertujuan untuk mengetahui dampak kebijakan keseimbangan kehidupan kerja terhadap sikap dan perilaku kerja karyawan (OCB, komitmen organisasional, dan kepuasan kerja) dan konflik pekerjaan keluarga. Hipotesis dikembangkan berdasarkan beberapa teori pendukung (yaitu teori pertukaran sosial, teori peran, teori konservasi sumber daya, dan teori tuntutan pekerjaan-sumber daya). Survei dilakukan di lingkungan Direktorat Jenderal Perbendaharaan (DJPb) dan memperoleh 1.105 data untuk dianalisis. Hasil analisis data menunjukkan bahwa kebijakan keseimbangan kehidupan kerja berpengaruh positif namun tidak signifikan terhadap sikap dan perilaku kerja karyawan, dan berpengaruh negatif namun tidak signifikan terhadap konflik pekerjaan-keluarga. Penelitian kualitatif digunakan untuk lebih mendalami hasil dari penelitian kuantitatif dan bertujuan untuk mengetahui bagaimana implementasi kebijakan keseimbangan kehidupan kerja dalam rangka meningkatkan ketahanan organisasi. Dipilih sepuluh orang dari 1.105 responden sebagai narasumber untuk dilakukan wawancara mendalam dengan menggunakan teknik purposive sampling. Hasil penelitian menunjukkan bahwa implementasi kebijakan keseimbangan kehidupan kerja di lingkungan DJPb tidak berjalan dengan efektif. Penelitian ini diharapkan dapat memberikan informasi berharga kepada para pemangku kebijakan dalam rangka membantu karyawan menyeimbangkan antara pekerjaan dan kehidupan pribadi mereka.

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This research is a mixed-methods study utilizing a sequential explanatory strategy. Three research questions were posed, with two addressed through quantitative methods and the remaining one through qualitative means. The quantitative research aimed to understand the impact of work-life balance policies on employees' attitudes and behaviors (OCB, organizational commitment, and job satisfaction) and work-family conflict. Hypotheses were developed based on several supporting theories (social exchange theory, role theory, conservation of resources theory, and job demands-resources theory). A survey was conducted within the Directorate General of Treasury (DJPb), yielding 1,105 data points for analysis. The data analysis revealed that work-life balance policies positively, though insignificantly, influenced employees' attitudes and behaviors and negatively, though insignificantly, impacted work-family conflict. Qualitative research was employed to delve deeper into the quantitative findings, aiming to understand the implementation of work-life balance policies for enhancing organizational resilience. Ten individuals were selected from the 1,105 respondents as interviewees, using purposive sampling techniques. The research findings indicated that the implementation of work-life balance policies in the DJPb environment was ineffective. This study is expected to provide valuable insights for policymakers to assist employees in balancing their work and personal lives."