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"Penelitian ini bertujuan untuk mengetahui pengaruh penggunaan Information and communication technologies (ICTs) terhadap kepuasan kerja yang dimediasi oleh work family balance dan burnout para karyawan Industri Perbankan di Jabodetabek. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan metode Structural Equation Model (SEM) yang diolah menggunakan software SPSS 22 dan smartPLS 3.3.9. Terdapat 240 yang berpartisipasi dalam penelitian ini. Hasil penelitian ini menunjukkan bahwa karyawan menganggap ICT memiliki dampak yang kuat terhadap tuntutan (demands), dibuktikan dengan adanya pengaruh yang signifikan terhadap burnout. Lalu, ICT demands dan ICT resources memiliki pengaruh yang signifikan juga terhadap work-family balance. Selain itu, ditemukan bahwa hanya burnout yang memediasi secara signifikan pengaruh antara ICT khususnya ICT demands terhadap kepuasan kerja.

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The purpose of this research is to determine the effect of the use of Information and communication technologies (ICTs) on job satisfaction mediated by work family balance and burnout on employees of the banking industry in Jabodetabek. This research is a quantitative study using the Structural Equation Model (SEM) method which was processed using SPSS 22 software and smartPLS 3.3.9. In addition, there were 240 who participated in this study. The result of this study shows that employees perceive ICT to have a strong impact on demands which is proved by a significant effect on burnout. Moreover, ICT demands and ICT resources have a significant effect on work-family balance. In addition, it is found that only burnout significantly mediated the effect of ICT; especially, ICT demands on job satisfaction."

"Pandemi COVID-19 memberikan dampak pada berbagai aspek dalam kehidupan. Salah satunya terhadap sistem kerja dalam perusahaan. World Health Organization telah merekomendasikan terhadap seluruh organisasi dan perusahaan untuk menerapkan work from home dalam rangka menghindari penyebaran virus. Generasi Z sebagai angkatan baru dalam dunia kerja harus mengalami masa-masa distruptif, yaitu harus menjalani kegiatan orientasi dunia kerja dalam kondisi work from home. Hal tersebut berpotensi memberikan dampak pada kondisi dari work life balance dan berpotensi memberikan pengaruh pada job satisfaction pegawai. Sehingga dilakukannya penelitian ini bertujuan untuk menjelaskan pengaruh dari work from home terhadap job satisfaction dari pegawai generasi Z di Jabodetabek dengan work life balance sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif, jenis penelitian eksplanatif, dan pengambilan data dilakukan dengan menyebarkan kuesioner terhadap 250 pegawai generasi Z di Jabodetabek menggunakan teknik non probability sampling berupa purposive. Hasil penelitian menunjukan terdapat pengaruh dari work from home terhadap job satisfaction melalui work life balance. Dalam penelitian ini menunjukan bahwa implementasi work from home memberikan pengaruh positif terhadap work life balance yang mendorong peningkatan job satisfaction pegawai generasi Z di Jabodetabek. 

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The COVID-19 pandemic has had an impact on various aspects of life. One of them is the work system in the company. The World Health Organization has recommended all organizations and companies to implement work from home in order to avoid the spread of the virus. Generation Z as a new generation in the world of work must experience disruptive times, namely having to undergo orientation activities in conditions of work from home. This has the potential to have an impact on the conditions of the work life balance and has the potential to affect employee job satisfaction. So this research was conducted to explain the effect of work from home on job satisfaction of Z generation employees in Greater Jakarta with work life balance as a mediating variable. This research uses a quantitative approach, the type of research is explanatory, and data collection is carried out by distributing questionnaires to 250 Z generation employees in Greater Jakarta using a non-probability sampling technique in the form of purposive. The results showed that there was an effect of work from home on job satisfaction through work life balance. This study shows that the implementation of work from home has a positive influence on work life balance which encourages increased job satisfaction for Z generation employees in Greater Jakarta."

"Turnover merupakan permasalahan yang kerap kali dihadapi oleh Kantor Akuntan Publik KAP . Penelitian menyatakan bahwa niat keluar seorang akuntan publik dapat diakibatkan oleh pengalaman burnout yang merupakan hasil dari tuntutan pekerjaan yang tinggi dan rendahnya kepuasan kerja. Penelitian ini dilakukan terhadakuntan publik 200 akuntan di KAP dengan menggunakan model Job Demands-Resources JD-R. Model ini menyatakan bahwa tuntutan pekerjaan dapat menyebabkan gangguan kesehatan yang mengarah pada hasil negatif pada output organisasi, sedangkan sumber pekerjaan berkaitan dengan motivasi yang mengarah pada hasil positif. Hasil penelitian ini menunjukan bahwa job demands beban kerja dan konflik kerja-keluarga berpengaruh positif terhadap niat akuntan untuk keluar melalui burnout. Di sisi lain job resources kepuasan karir-kesempatan promosi dan iklim tim kerja memilki pengaruh yang positif terhadap kepuasan kerja karyawan dan berpengaruh negatif terhadap niat pindah karyawan. Hasil penelitian ini memiliki dampak individual maupun organisasional yang dapat digunakan dalam mengurangi turnover.

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Turnover is a problem that is often faced by Public Accounting Firm. The study states that turnover intention an accountant can be caused by an experienced of burnout results from high job demands and low job satisfaction. This study conducted on 200 accountants in Public Accounting Firm using the Job demands resources model JD R . This model states that the job demands can cause health problems that lead to a negative result in the organization 39 s output, while the job resources associated with the motivation that lead to positive results.

The results of this study indicate that the job demands workload and work family conflict have positive effect on accountants turnover intention through burnout. On the other side, the job resources career satisfaction promotion opportunities and climate work teams have positive effect on job satisfaction and negatively affect employees turnover intention. This findings have an impact individually and organizationally that can be used in reducing turnover."

"Pandemi Covid-19 telah memberikan perubahan bagi tatanan kehidupan masyarakat. Adanya pembatasan sosial yang menimbulkan perubahan besar terhadap metode komunikasi dan metode kerja bagi karyawan dengan pemberlakuan sistem gabungan kerja secara working from home dan working form office. Bekerja secara daring tanpa didampingi keseimbangan peranan work life balance dapat menimbulkan efek buruk pada kesehatan mental dan fisik karyawan. Penelitian ini bertujuan untuk menguji beberapa faktor yang berkaitan dengan work engagement seperti work life balance, burnout, job stressor, supervisor support, coworker support dan family support. Data terkumpul dari 633 responden yang merupakan pekerja dari berbagai sektor usaha di Indonesia dengan masa kerja di tempat kerja saat ini minimal satu tahun dan memiliki atasan langsung dan rekan kerja, namun hanya 603 responden yang memenuhi kriteria sampel. Data tersebut diolah dengan metode Structural Equation Modelling (SEM) menggunakan aplikasi AMOS. Hasil SEM menunjukkan bahwa work life balance memediasi hubungan antara supervisor support, coworker support dan family support dengan work engagement. Selain itu work life balance berpengaruh signifikan negatif terhadap job stressor dan burnout. Variabel burnout berpengaruh signifikan negatif terhadap work engagement. Dengan demikian, perusahaan perlu memperhatikan kualitas hidup kehidupan kerja karyawan dengan sehingga dapat meningkatkan work engagement karyawan terhadap perusahaan.

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The COVID-19 pandemic has changed the way people live. Social restrictions caused major changes to communication methods and work methods for employees. Hybrid system as combination of working from home and working form office. Working online without being accompanied by a work-life balance can have a negative effect on the mental and physical health of employees. This study aims to examine several factors related to work engagement such as work life balance, burnout, job stressors, supervisor support, coworker support and family support. Data were collected from 633 respondents who are workers from various business sectors in Indonesia with a minimum of one year of service in the current workplace and have direct supervisors and coworkers, but only 603 respondents met the sample criteria. The data was processed using the Structural Equation Modeling (SEM) method using the AMOS application. SEM results show that work life balance mediates the relationship between supervisor support, coworker support and family support with work engagement. In addition, work life balance has a significant negative effect on job stressors and burnout. The burnout variable has a significant negative effect on work engagement. Thus, companies need to pay attention to the quality of life of employees' work lives so that they can increase work engagement with the company."

"Penelitian ini bertujuan untuk menguji pengaruh quality of work life terhadap work life balance melalui peran mediasi job stress, job satisfaction, dan job commitment pada karyawan yang bekerja pada perusahaan jasa konsultan bisnis di daerah Jabodetabek. Pendekatan yang digunakan adalah pendekatan kuantitatif dan bersifat single cross sectional. Responden sejumlah 225 orang terlibat dalam penelitian ini. Pengambilan data dilakukan dengan menggunakan kuesioner yang telah dikembangkan dari penelitian sebelumnya. Pengolahan data dilakukan dengan menggunakan teknik covariance based structural equation modeling. Temuan penelitian menunjukan bahwa quality of work life berpengaruh secara tidak langsung melalui peran mediasi job stress, job satisfaction, dan job commitment terhadap work life balance. Berdasarkan hasil penelitian ini secara praktis dapat disarankan bahwa untuk menciptakan keseimbangan kehidupan dan pekerjaan pada karyawan, manajemen perusahaan jasa konsultan dapat menciptakan lingkungan kerja atau kondisi kerja yang positif sehingga kelelahan kerja yang dirasakan oleh karyawan dapat berkurang, kepuasan kerja yang dirasakan meningkat, dan rasa ingin berkomitmen kerja yang tinggi. Secara teoritis penelitian ini dapat mengkonfirmasi penelitian-penelitian sebelumnya yang menyelidiki dinamika hubungan antara quality of work life, work life balance, job stress, job satisfaction, dan job commitment.

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This study aims to examine the effect of quality of work life on work life balance through the mediating role of job stress, job satisfaction, and job commitment in employees who work in business consulting services companies in the Jabodetabek area. The approach used is a quantitative approach and is single cross sectional. Respondents were 225 people involved in this study. Data collection was carried out using a questionnaire that had been developed from previous studies. Data processing was carried out using a covariance based structural equation modeling technique. The research findings show that the quality of work life has an indirect effect through the mediating role of job stress, job satisfaction, and job commitment to work life balance.

Based on the results of this study it can be practically suggested that in order to create a work-life balance for employees, the management of a consulting service company can create a positive work environment or working conditions so that the work fatigue felt by employees can be reduced, perceived job satisfaction increases, and a high sense of work commitment. Theoretically, this research can confirm previous studies that investigated the dynamics of the relationship between quality of work life, work life balance, job stress, job satisfaction, and job commitment."

"Penelitian ini membahas dampak work family conflict dan family work conflict terhadap komitmen organisasi yang dimediasi oleh kepuasan kerja pada Instansi Pemerintah Alpha. Penelitian ini adalah penelitian kuantitatif dengan menggunakan metode Structural Equation Model (SEM) yang diolah menggunakan software LISREL 8.80. Sebanyak 328 responden yang lolos screening pada Instansi Pemerintah Alpha telah berpartisipasidalam penelitian ini. Hasil penelitian menunjukkan bahwa work family conflict memiliki pengaruh negatif yang signifikan terhadap kepuasan kerja, family work conflict memiliki pengaruh negatif yang signifikan terhadap kepuasan kerja, kepuasan kerja memediasi pengaruh antara work family conflict dan family work conflict terhadap komitmen organisasi, work family conflict memiliki pengaruh negatif yang signifikan terhadap komitmen organisasi, dan family work conflict memiliki pengaruh negatif yang signifikan terhadap komitmen organisasi.This study discusses the impact of work family conflict and family work conflict on organizational commitment mediated by job satisfaction at Alpha Government Agencies. This research is a quantitative study using the Structural Equation Model (SEM) method which is processed using LISREL 8.80 software. A total of 328 respondents who passed the screening at the Alpha Government Agency participated in this study. The results showed that work family conflict had a significant negative effect on job satisfaction, family work conflict had a significant negative effect on job satisfaction, job satisfaction mediated the effect between work family conflict and family work conflict on organizational commitment, work family conflict had a negative effect significant effecton organizational commitment, and family work conflict has a significant negative effecton organizational commitment"

"In the current economy, companies are expected to turn on a dime in response to changing market needs to stay vibrant. what that means is that companies are constantly reorganizing. employees are living in a constant state of change. this dynamic in the workplace has affected worker satisfaction, morale, and burnout. this is the first treatment manual to focus on treating job-related issues, whether it's conflict in the workplace, stress, burnout, performance, and more. divided into two parts, part one sets the stage with a discussion of the economic climate and how it impacts businesses, how business reacts to it, and how the new business climate affects employees. part two lays out the most current research on effectively treating work-related client issues. Individual, group, and organizational interventions are included, along with case examples, practical treatment exercises, checklists, and outlines for treatment."

"ABSTRAKPenelitian ini bertujuan untuk melihat konflik pekerjaan-keluarga sebagai moderator pada hubungan antara grit dan kepuasan kerja. Partisipan penelitian ini berjumlah 183 orang yang merupakan karyawan organisasi yang telah menikah dan sudah bekerja minimal selama dua tahun. Pengukuran grit menggunakan. The Grit Scale, kepuasan kerja menggunakan. The Generic Job Satisfaction Scale dan konflik pekerjaan-keluarga menggunakan Work-Family Conflict Scale. Hasil penelitian menemukan bahwa grit memiliki hubungan yang positif signifikan dengan kepuasan kerja dan konflik pekerjaan-keluarga berhubungan negatif dengan kepuasan kerja. Akan tetapi, konflik pekerjaan-keluarga tidak memoderasi hubungan antara grit dan kepuasan kerja.

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ABSTRACTThis research is aimed to see the work family conflict as a moderator in relationship between grit and job satisfaction. The participant of this research is 183 people who are marriage employees of organization. The employees have worked at least two years. The measurement of grit uses The Grit Scale, job satisfaction uses The Generic Job Satisfaction Scale and work family conflict uses the Work Family Conflict Scale. The results of the research found that grit has as positive relationship and significant with job satisfaction and work family conflict has negative relationship with job satisfaction. However, work family conflict does not moderate the relationship between grit and job satisfaction."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari tuntutan pekerjaan berupa beban kerja, sumber daya pekerjaan berupa otonomi, keterkaitan, dan kompetensi, serta sumber daya pribadi berupa modal psikologis dalam mempengaruhi keterikatan kerja, sekaligus dengan menguji peran mediasi burnout. Data yang digunakan dalam penelitian ini adalah data primer yang dikumpulkan melalui kuesioner, kemudian data tersebut dianalisis menggunakan Structural Equation Modeling (SEM) dengan perangkat lunak AMOS untuk mengetahui hubungan antarvariabel. Dari hasil penelitian ini, dibuktikan bahwa terdapat pengaruh positif beban kerja terhadap burnout dan pengaruh negatif modal psikologis, autonomy, dan relatedness terhadap burnout. Selain itu, dibuktikan juga pengaruh positif modal psikologis dan relatedness terhadap keterikatan kerja, serta pengaruh negatif burnout terhadap keterikatan kerja. Namun penelitian ini tidak dapat membuktikan pengaruh negatif competence terhadap burnout dan pengaruh positifnya terhadap keterikatan kerja. Adapun dalam analisis peran mediasi, ditemukan bahwa burnout juga memediasi hubungan beban kerja, modal psikologis, autonomy, dan relatedness terhadap keterikatan kerja. Namun, burnout tidak dapat memediasi hubungan antara competence dengan keterikatan kerja. Responden dalam penelitian ini adalah 201 pegawai di lingkungan Badan Kebijakan Fiskal, Kementerian Keuangan, menggunakan proportionate stratified sampling dengan keterwakilan 30% pegawai dari tiap-tiap unit kerja eselon II. Penggunaan hasil penelitian ini ditujukan untuk membangun perhatian organisasi terkait dengan mitigasi burnout dan penciptaan keterikatan kerja guna mendorong produktivitas kerja pegawai, khususnya organisasi pada sektor publik.

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This purpose of this study is to examine the effect of job demand in the form of workload, job resource in the form of autonomy, relatedness, and competence, as well as personal resource in the form of psychological capital in influencing job engagement, as well as examining the mediating role of burnout. The data used in this study is primary data collected through questionnaires, then the data were analyzed using Structural Equation Modeling (SEM) with AMOS software to examine the relationship between variables. In the results of this study, it is proven that there is a positive effect of workload on burnout and a negative influence of psychological capital, autonomy, and relatedness on burnout. In addition, it is also proven the positive influence of psychological capital and relatedness on job engagement, as well as the negative effect of burnout on job engagement. However, this study cannot prove the negative effect of competence on burnout and its positive effect on job engagement. As for the analysis of the mediating role, it was found that burnout also mediates the relationship between workload, psychological capital, autonomy, and relatedness to job engagement. However, burnout cannot mediate the relationship between competence and job engagement. Respondents in this study were 201 employees within the Fiscal Policy Agency (FPA), Ministry of Finance, using proportionate stratified sampling with 30% representation of employees from each echelon II (subunit under FPA). This study is intended to build organizational attention related to burnout mitigation and the creation of job engagement in order to encourage employee productivity, especially organizations in the public sector."

"Sumber daya manusia merupakan aspek penting dalam perusahaan. Untuk itu, penting bagi manajemen SDM untuk mengatur sumber daya manusia perusahaan untuk mencapai kepuasan kerja karyawan dan keseimbangan antara kehidupan dan pekerjaan karyawan. Unsur work-life balance merupakan salah satu yang terpenting dalam mencapai kepuasan kerja karyawan. Hal ini juga dapat membantu mengurangi jumlah turnover intention yang sering terjadi pada perusahaan advertising agency. Penelitian ini bertujuan untuk mengetahui pengaruh Flexible Work Arrangements (FWA), Turnover Intention, Work-life Balance, dan Job Satisfaction pada karyawan advertising agency. Penelitian akan dilakukan terhadap 210 responden yakni pegawai tetap dengan menggunakan alat ukur SRQ-20 (Self-Reporting Questioner -20), IPWQ (Individual Performance Work Questionnaire) dan menganalisis pengaruhnya menggunakan PLS SEM. Pengumpulan data dilakukan secara online dan menggunakan teknik convenience sampling dan dilakukan selama 1 bulan. Hasil kajian tersebut menunjukkan adanya pengaruh positif dari praktif flexible work arrangement terhadap job satisfaction dan work-life balance. Sementara, dengan flexible work arrangemnet, work-life balance, dan job satisfaction yang tinggi memberikan pengaruh negatif terhadap turnover intention. Implikasi manajerial dari penelitian ini dapat dipertimbangkan sebagai solusi untuk meningkatkan kepuasan kerja, keseimbangan antara kerja dan kehidupan pribadi serta dapat menurunkan angka turnover intention.

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Human resources are an important aspect in the company. For this reason, it is important for Human Resource management to regulate the company's human resources to achieve employee job satisfaction and work-life balance. The element of work-life balance is one of the most important in achieving employee job satisfaction. This can also help reduce the number of turnover intentions that often occur in advertising agency companies.This study aims to determine the effect of Flexible Work Arrangements (FWA), Turnover Intention, Work-life Balance, and Job Satisfaction on advertising agency employees. The research will be conducted on 210 respondents, namely permanent employees, using the measuring instrument SRQ-20 (Self-Reporting Questioner -20), IPWQ (Individual Performance Work Questionnaire) and analyzing its effect using PLS SEM. Data collection was done online and using convenience sampling technique and was carried out for 1 month. The results of this study indicate that there is a positive effect of practical flexible work arrangements on job satisfaction and work-life balance. Meanwhile, with high flexible work arrangements, work-life balance, and job satisfaction proved they have a negative influence on turnover intention. The result from this research could be considered as managerial implication for a solution to increase job satisfaction, work-life balance, and reduce turnover intention."