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Burnout is a product of working conditions, which also occurs in the field of information technology (IT). The IT industry is known for high-stress levels due to high-quality requirements in writing programs, testing programs and demonstrating their functionality and quality within a limited time period, as the process is made to meet the customer's needs. Thus the employee and his company need to identify the specifications and exceed the expectations of the customers. At the same time, IT organizations face an accelerated pace of technological change, increased demands and a complex diversity of resources. Thus, IT professionals tend to burn out due to high levels of stress and there is as well a high probability of triggering early burnout syndrome in this professional field. Since the appearance of the term in the scientific literature, several approaches have appeared that have tried to answer the question of why burnout occurs and how it develops. The present research focuses on detailing the most current and supported explanatory theories of burnout, which are complementary and offer a global view of this syndrome: socialcognitive theory, social exchange theory, organizational theory, structuralist theory, job demands theory - resources, emotional contagion theory. By reviewing the factors that contribute to burnout, the review is aiming to draws attention to the fact that burnout is not an inevitable syndrome; it can be prevented before it occurs and treated during its development. [ABSTRACT FROM AUTHOR]

This study seeks to investigate the connection between spiritual and recreational leadership and the performance and contentment of employees. In addition, it examines the moderating function of altruism between spiritual and recreational leadership and its influence on employee performance and satisfaction. The data was gathered from 126 employees of Saudi companies to achieve the objectives and produce effective results. Spiritual leadership (SL) is positively associated with employee satisfaction (ES) and employee performance (EP), according to the study’s findings. Moreover, recreational leadership (RL) significantly impacts both ES and EP. In the context of altruism, the relationship between SL and EP is substantially moderated by altruism, whereas the relationship between SL and ES is not positively moderated by altruism. In addition, altruism substantially moderates the relationship between RL and EP and RL and ES. These findings demonstrate the need for programs and policies encouraging organizations to implement SL and RL to maximize employee performance and satisfaction. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to present the benefits of telework for businesses and outline a four-point deployment strategy comprised of preparing the required infrastructure, fostering employee engagement, mitigating the risks, and developing a clear communication plan. This four-point deployment strategy is designed to assist organizations in developing a post-Pandemic remote work strategy. Furthermore, this paper provides the strategic relevance of telecommuting and presents a plan for implementation. This paper is significant because it argues that telecommuting is an environmentally sound practice for gaining a competitive advantage. In addition, telework offers a work environment protecting the employee and organization in times of crisis while also having a positive impact on the environment. Additionally, two phenomena that emerged after the pandemic include, "the great resignation" and "quiet quitting" which seem to be fueled by employees' desires for more work-life balance and are contributing to increases in remote work. Access to talent and the ability to retain talent are benefits of telework contributing to competitive advantage. Furthermore, the cost savings related to telework is another strategy to assist organizations in the post-Pandemic economic environment. The advances in the technology available to businesses including access to the Internet and cloud computing are necessary for telework to be successful. Therefore, a solid framework for embedding telecommuting strategically is needed to ensure the long-term satisfaction and success of telework for both the employer and employee. This paper is significant because it contributes to the business strategy and sustainability literature by providing a prescriptive approach to implementing a workplace practice, of telecommuting to improve operations. The future of telework will be dependent on businesses' strategic implementation. While flexible work arrangements such as remote and hybrid working have been around for years, their significance has grown since 2020 due to the global COVID-19 pandemic. Research indicates that telework has benefits for both the employer and the employee. Some of the benefits of telework are work-life balance, flexibility, increased cash flow, higher morale, and climate change. However, such a strategic change in the way a company conducts business needs an appropriate infrastructure, the right culture, the ability to communicate, and methods to mitigate risks. The four-point deployment strategy presented provides a roadmap for this post-Pandemic strategic change. [ABSTRACT FROM AUTHOR]

Effective and efficient organisations are not built merely on investment and return. But they are made upon the quality of the workforce and its commitment to the organisational objectives. Investments are also necessary to attract, train and retain superior human capital. Human Resources (HR) constitute the most valuable asset in any organisation with a developmental perspective. Recruitment is defined as a process of searching for prospective employees and stimulating them to apply for the job. Organisational performance is the product of the individual contribution of the employees through the impact of leadership competency and organisational culture. The potential success of a business enterprise depends on its organisational performance which means its ability to effectively implement to achieve the strategic organisational objectives. It is a known fact that talented employees are the backbone for the success of any organisation. They have the capability to plan the emerging environment in the right perspective and as such new business opportunities could be explored well. There is a direct and positive relationship between effective recruitment process and higher organisational performance in the form of productivity, customer satisfaction, profitability and corporate reputation. [ABSTRACT FROM AUTHOR]

In the effective fight against SARS Cov-2 cases, which have started to be seen in our country since March 2020, the filiation studies conducted for resource detection and contact isolation facilitated the control of the epidemic and increased the success in epidemic control in the early period. After the definitive case detection, contact detection and tracing by the filiation teams, and when necessary, contact persons are tested and asymptomatic individuals are followed up by family physicians for 14 days. In our study, we aimed to determine the anxiety-depression levels and employee satisfaction of the healthcare workers in the filiation team during the pandemic process. For the evaluation, the Health Anxiety Scale (short version), Hospital Anxiety and Depression Scale (HAD) and the Employee Satisfaction Scale organized by the Ministry of Health were used. Study data were collected using face-to-face interview technique. Our study was conducted by interviewing all of 25 healthcare professionals working in the filiation team. Employee satisfaction of participans was determined at a medium level during the pandemic. In our study, it was seen that 24% of the participants and 40% of the participants were at risk for depression, and the risk of anxiety in women was higher than in men (p0.05). In our study, the risk of anxiety was found to be higher in women than in men. We think that women's high sensitivity to stress factors increase the risk. There was no significant risk of depression in both genders, but we think that the fact that the study was conducted in the early period. This effect was only reflected in the results as an increase in anxiety; long-term effects need to be observed. Our study is significant because it is the first study about the questionnaire widely used by the Ministry of Health and in terms of evaluating employee satisfaction, it has provided a methodologically unique perspective to the literature by reducing the data collected from scoring to four levels for each sub-category. Employee satisfaction is moderate and is linked to experience about filiation management and assessment done early in the pandemic. The increased burden of the filiation team, as well as the continuous risk of getting the disease, may lower employee satisfaction over the lengthy pandemic phase. By improving moderate employee happiness, efficiency and disease management can be improved. Multicenter studies with a high number of participants are required in this regard. [Med-Science 2022; 11(2.000): 800-4]

Employee engagement becomes the most important driving factor for a company's business processes due to its ability to increase the positive employees’ motivation, and both individual and companies’ performances. Some studies explain the positive influence of leadership and POS on employee engagement, though, some research results otherwise. This inconsistency is predicted due to another variable that mediates the influence of leadership and POS on employee engagement. This study aims to analyze the direct and indirect influence of leadership and POS on employee engagement with employee satisfaction as a mediation variable. Data were collected by using a questionnaire instrument distributed to a total of 77 employees of the travel company. Data was analyzed using SEM PLS with the assistance of Smart PLS software. The results showed that only leadership and employee satisfaction have a direct and significant effect on employee engagement. In contrast, POS has no direct effect on employee engagement, due to the inexistence of the supporting process, such as employees' intrinsic and extrinsic motivation. Employee engagement therefore could be an antecedent factor toward employee satisfaction or performance. Both leadership and POS had a positive and significant indirect influence on employee engagement by being mediated by employee satisfaction.

In this paper, the authors aimed to examine the relationship between the process of employee job satisfaction and the quality of work life. The main hypothesis, which is confirmed in the paper, is that there is a statistically significant correlation between the elements of job satisfaction and the quality of work life. Based on the suggested hypothesis, the main objective of the paper was to identify the concerns within the job satisfaction processes in the organizations where the research was conducted. The research involved 127 respondents who are employed at all three management levels in the organization (top management, middle management and the first- line management) in 86 business entities in the Rasina District. For the purpose of implementing this research, a questionnaire was used and its results were subsequently processed by using several statistical methods. The results of the research indicate, among other things, the concerns in the job satisfaction process, which are the basis for measuring and improving the quality of work life.

Employee engagement becomes one of the most important driving factors in the success of business processes because it can provide high motivation for the employees' positive behavior and support the achievement of the travel company goals. Positive behavior includes striving to provide the best service and ensure consumer satisfaction. Various studies explain the relationship of employee engagement with leadership and employee satisfaction factors. This study aims to analyze the effect of leadership and employee satisfaction on fostering employee engagement. The research instrument used questionnaires as a data-gathering tool. About 77 travel agency employees participated as respondents based on accidental sampling techniques. Data analysis used SEM-PLS with Smart PLS software. The results showed that leadership affects employee satisfaction and engagement. Leadership having fair behavior and being accommodative to the employees’ needs and interests will foster employee satisfaction, which ultimately affects employees engagement. Therefore, it is important for the company to improve the leadership factor.

Tourism in one of the most important sectors in Greece and it has been a key element of the economic activity in the country. Before the pandemic of COVID-19 tourism represented almost 30% of GDP and 25% of employment in Greece. This research paper aims to study the employee satisfaction in tourism, an important part of human resource management. For the purposes of this study an empirical analysis is conducted to tourism employees of the prefecture of Halkidiki. The findings support that the employees are not satisfied with their salaries, they accept their evaluation but there are no rewards, they are satisfied in general with their employment and they believe that they will be employed for the next tourism season.

Given its direct influence on customer satisfaction and firm profitability, employee satisfaction has attracted much attention from scholars in the hospitality industry. However, the moderating variables that shape the asymmetric relationship between job attributes and employee satisfaction remain largely unexplored. We aim to fill this gap by considering the influence of employee position and organizational tenure on the relationship. We reveal the asymmetric relationships between employee satisfaction and various job attributes by performing an impact-asymmetry analysis and using a hybrid approach that integrates the big textual data from online reviews written by employees. Our results highlight some differences between managers and non-managers, with the former giving priority to organizational culture and work environment and the latter setting high expectations on employee benefits. These results also underscore the dynamic effect of organizational tenure on the aforementioned asymmetric relationships. Our empirical findings can guide managers in the hospitality industry in designing targeted strategies that can effectively maximize the satisfaction of their employees. [ABSTRACT FROM AUTHOR]

Abstract Background Unprofessional behaviours of healthcare staff have negative impacts on organisational outcomes, patient safety and staff well-being. The objective of this study was to undertake a qualitative analysis of narrative responses from the Longitudinal Investigation of Negative Behaviours survey (LION), to develop a comprehensive understanding of hospital staff experiences of unprofessional behaviours and their impact on staff and patients. The LION survey identified staff experiences and perceptions related to unprofessional behaviours within hospitals. Methods Two open-ended questions within the LION survey invited descriptions of unprofessional staff behaviours across seven hospitals in three Australian states between December 2017 and November 2018. Respondents were from medical, nursing, allied health, management, and support services roles in the hospitals. Data were qualitatively analysed using Directed Content Analysis (DCA). Results From 5178 LION survey responses, 32% (n = 1636) of participants responded to the two open-ended questions exploring staff experiences of unprofessional behaviours across the hospital sites surveyed. Three primary themes and 11 secondary themes were identified spanning, i) individual unprofessional behaviours, ii) negative impacts of unprofessional behaviours on staff well-being, psychological safety, and employee experience, as well as on patient care, well-being, and safety, and iii) organisational factors associated with staff unprofessional behaviours. Conclusion Unprofessional behaviours are experienced by hospital staff across all professional groups and functions. Staff conceptualise, perceive and experience unprofessional behaviours in diverse ways. These behaviours can be understood as enactments that either negatively impact other staff, patients or the organisational outcomes of team cohesion, work efficiency and efficacy. A perceived lack of organisational action based on existing reporting and employee feedback appears to erode employee confidence in hospital leaders and their ability to effectively address and mitigate unprofessional behaviours.

Background and objectives: An overcrowded emergency department (ED) cannot meet the patients' growing demand. This situation harms employees' performance and, alternatively, causes anxiety and dissatisfaction among patients since the quality of healthcare outcomes fall below their expectations. This study aimed at improving and validating a scale for assessing patient satisfaction in the ED. Methods: In this study, 134 participants from Wadi Al-Dawasir General Hospital were enrolled using a convenient sampling technique. A cross-sectional survey was conducted using 5-point Likert scales. Results: All tested hypotheses showed statistical significance (P < 0.05). Our results show that male employees were more satisfied compared with their female counterparts. Furthermore, Saudi employees were more satisfied with the health services than non-Saudi ones. Conclusion: The findings of this study brought to the fore that patients and their families were satisfied with the healthcare services and their quality. This means better service delivery played a crucial role in enhancing satisfaction levels. Nevertheless, this study also highlights that overcrowding is a significant problem for healthcare organizations. Wadi al-Dawasir General Hospital's ED should continually improve its quality to meet the growing needs of its clients.

This study aims to determine how the role of human resource management on employee job satisfaction in supporting organizational performance. With an empirical approach and using field studies, this research seeks to find out information about the process of employee recruitment and selection, job orientation, job placement, training and human resource development within the company. The results of the study show that the series of employee recruitment and selection processes went well and employees were satisfied with the process. The orientation and work placement carried out by the management are also well appreciated by the employees. In addition, the development of the quality of human resources is reflected in the number of trainings attended by employees.

Employers generally make social contributions in the form of Social Security schemes where major responsibility is taken by the government itself. Social Security protects not only the beneficiary, but also his or her entire family which is designed to provide long term sustenance to families, when the earning member retires, dies or suffers a disability. This study tries to focus upon the impact of social security schemes and their satisfaction on the employees of airport authority of India. [ABSTRACT FROM AUTHOR]

Against the backdrop of large-scale changes in work over the past few decades, both business leaders and academics have speculated that employees' job satisfaction is increasingly tied to the extent to which their jobs meet their desires for meaning and other reinforcers. However, empirical evidence has not yet been brought to bear on these arguments. In order to provide insights into potential socio-temporal changes in how employees derive job satisfaction from job characteristics, we analyzed repeated large-scale population surveys in the United States to examine the impact of fit between desiring and receiving job characteristics on job satisfaction across four time points (1989, 1998, 2006, and 2016). Moderated polynomial regression analyses indicated that employees in more recent years experience greater dissatisfaction by deficiencies in intrinsically-rewarding job characteristics. We interpret these findings against broader discussions of the changing employment narrative theorized to have occurred in the United States over the past several decades. [ABSTRACT FROM AUTHOR]

Internal marketing (IM) has become essential in service industries since employees are considered critical to excel in customer service due to fierce competition. Previous studies have examined and proved the role of IM in retaining happy and loyal customers in a variety of industries. However, little research on IM was conducted in the telecommunication industry in both developed and developing countries. Thus, this paper aims to test the impact of IM elements on employee satisfaction in the Vietnamese telecommunication industry, one of the fastest-growing industries in recent years. We developed a research model based on the social exchange theory and adopted seven IM elements from previous studies. Data was collected from a sample of 362 employees working in the Vietnamese telecommunication industry through an online questionnaire survey and analyzed in SmartPLS 3.0 using the PLS-SEM technique to test the hypotheses. Our analysis results showed that reward had the strongest impact on employee satisfaction, followed by internal communication and vision. The least influential factor on employee satisfaction was training and development. On the contrary, fairness was identified not to have statistical significance on employee satisfaction. Thus, practical implications for managers in the telecommunication industry were proposed to promote employee satisfaction and engagement with the company by using IM practices. [ABSTRACT FROM AUTHOR]

Copyright of Transfer: Zeitschrift für Kommunikation & Markenmanagement is the property of Deutsche Werbewissenschaftliche Gesellschaft and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Unprofessional behaviours of healthcare staff have negative impacts on organisational outcomes, patient safety and staff well-being. The objective of this study was to undertake a qualitative analysis of narrative responses from the Longitudinal Investigation of Negative Behaviours survey (LION), to develop a comprehensive understanding of hospital staff experiences of unprofessional behaviours and their impact on staff and patients. The LION survey identified staff experiences and perceptions related to unprofessional behaviours within hospitals. Methods: Two open-ended questions within the LION survey invited descriptions of unprofessional staff behaviours across seven hospitals in three Australian states between December 2017 and November 2018. Respondents were from medical, nursing, allied health, management, and support services roles in the hospitals. Data were qualitatively analysed using Directed Content Analysis (DCA). Results: From 5178 LION survey responses, 32% (n = 1636) of participants responded to the two open-ended questions exploring staff experiences of unprofessional behaviours across the hospital sites surveyed. Three primary themes and 11 secondary themes were identified spanning, i) individual unprofessional behaviours, ii) negative impacts of unprofessional behaviours on staff well-being, psychological safety, and employee experience, as well as on patient care, well-being, and safety, and iii) organisational factors associated with staff unprofessional behaviours. Conclusion: Unprofessional behaviours are experienced by hospital staff across all professional groups and functions. Staff conceptualise, perceive and experience unprofessional behaviours in diverse ways. These behaviours can be understood as enactments that either negatively impact other staff, patients or the organisational outcomes of team cohesion, work efficiency and efficacy. A perceived lack of organisational action based on existing reporting and employee feedback appears to erode employee confidence in hospital leaders and their ability to effectively address and mitigate unprofessional behaviours. [ABSTRACT FROM AUTHOR]

The focus of this article is to explore how employee performance and productivity are affected by training and development. To investigate the effect of training and development on employees' performance and productivity, a questionnaire was created and given to a sample of 300 employees in BPO industry. The investigation's findings indicated that staff performance and productivity are positively impacted by training and development. This study's broader point of view will help in comprehending the problem and identifying workable solutions. This study discovered that training and development are crucial for an individual to increase their knowledge, abilities, and communication in order to make a beneficial influence on the telecommunications business. [ABSTRACT FROM AUTHOR]

The core of an organisation is collective behaviour of its employees governed by the organisational culture and shaped by the values, vision and the mission of the organisation. This study is intended to understand - "The Impact of Organisational Culture on Employees' Behaviour in a Research and Development Organisation". This Empirical research study had primary data collected from 152 middle and lower-level employees of the organisation through a purposive and simple random method using closed ended, properly designed and self-administered survey questionnaire consisting of 50 questions on employees' demography, organisation culture and behaviours. The data collected was tabulated and descriptive understanding carried out. It was classified and Quantitative Analysis was done using statistical software (SPSS) using simple & multiple linear regression techniques, ANOVA and Karl Pearson's Coefficient Correlation to observe the relation concerning organisational culture and employees' behaviour. The study reveals that the Research and Development Organisation has a mix of technocratic and bureaucratic culture, a progressive association occurs between organisational culture and employees' behaviour which further impacts employees' job performance. This study will help the organisation understand the causes of employee & organisation performance problems, assess the effectiveness of motivational practices, address and the correct negative employee behaviour pattern and create a healthy work environment for employees. The study is first ever research which discovers the influence of organisational culture on employees' behaviour in Research and Development Establishment, a government of India organisation. The study will provide valuable insights to the management for cultivating professional perception in the employees, foster team-oriented cooperation, boost employee relationship and the establishment's performance. [ABSTRACT FROM AUTHOR]

The corporate sector has paid attention to the concept of sustainable development since the emergence of this concept in the late 1980s and the adoption of Environmental Management Systems (EMS) by many organizations is the initiative of these organizations' exact dimensions. The focus of this research is to compare the status of EMS adopter and EMS non-adopter organizations in terms of Environmental Performance, Occupational health and safety performance, Employee Satisfaction, Operational Improvement and competitive advantage. The overall environmental performance of EMS adopter companies was approximately two times higher than non-EMS adopter companies. EMS adopter organizations' performance was almost two times better than non-EMS adopter organizations regarding occupational health and safety. The overall Employee Satisfaction level at non-EMS adopter organizations was about three times better than at EMS adopter organizations. The EMS adopter organizations were found to have about three times performance regarding operational improvement. Regarding the competitive advantage gained by the EMS adopter companies compared to the non-EMS adopter organizations, no significant difference was observed between these two categories of organizations. However, The EMS adopter organizations seem to have a slight competitive advantage over non-adopter companies. [ABSTRACT FROM AUTHOR]

Employer branding has been extensively developed by organizations to attract new talent and retain existing employees, making it difficult for competitors to compete with them. This article examines the causal relationships between luxury hotels' branding strategies and employee job satisfaction, loyalty, and intention to recommend. A total of 298 hotel employees in Thailand participated in this study. Results indicate that employer branding, including workplace relationships, remuneration, task significance, and work-life balance positively affect employee job satisfaction. In addition, employee job satisfaction has positive impacts on employee loyalty and intention to recommend. [ABSTRACT FROM AUTHOR]

Little is known concerning the extent to which employees' perception of fairness enhances their satisfaction with the performance appraisal rater, feedback and system. The study tests whether these relationships are associated with the psychological contract that binds employees with their organizations. Drawing on the social exchange theory, this study examines these relationships with data collected from 230 hotel employees in the US. Analysis through structural equation modeling suggests that different types of organizational justices are associated differently with satisfaction with performance appraisal and the level of employees' mental attachment to the organization. The implications of such findings are discussed. [ABSTRACT FROM AUTHOR]

As with other Gulf Cooperation Council countries, Oman is attempting to increase the number of citizens employed in its hospitality sector. Although several government initiatives have been launched to address this issue, the number of Omanis employed in the hospitality sector continues to be low. The current study aims to determine the causes for this disinterest within the hotel industry. Under the premise that the industry's negative image stems from the experiences of existing Omani hotel employees, the current study investigates their job satisfaction, work-related challenges, and commitment to hotel employment. A mixed methods study was conducted among Omani employees of four- and five-star hotels in Muscat using focus-groups and a structured questionnaire. The results reveal strong dissatisfaction with financial compensation and the limited growth opportunities. The authors conclude that government intervention is required and, beyond improving entrance to hospitality employment, local authorities should be concerned with the growth and development of employees. Further theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Copyright of Industrial Relations / Relations Industrielles is the property of Universite Laval, Department of Industrial Relations and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The importance of social responsibility has an everymore prominent position. This is since the world is increasingly interconnected and globalization is constantly moving forward. The aim of the paper is to analyse the activities of social responsibility of a selected company: Bosch, and then propose specific recommendations for further development of the company. It is based on analysis of company reports, interviews with managers and a questionnaire survey. The Bosch Group is a leading global supplier of technology and services. We focused on the plant in Jihlava, in the Czech Republic. The findings show that most employees know the concept of CSR and perceive it as a positive matter and want their employer to behave according to this concept. According to them, the greatest attention should be paid to the social pillar. The survey shows that the employees know the values of the company in which they work. In terms of communication with employees with regards to the activities of CSR, it is at a high level. Finally, recommendations are proposed, including ones concerning problems with transport, eco-labels, communication and employee support.

This research is quantitive study to determine the influence of work-life balance on employee satisfaction of the millennial employee’s generation in Jakarta. This study utilizing a populace of a representatives who worked at Startup company in Jakarta. The sample size that was taken was 100 respondents, with non-probability purposive sampling with multivariate regressive method type. Data assortment was done by conveying out by distributing online questionnaires. Data analysis technique for testing using tools named smartPLS 3.0. The results of this study indicate that (1) WIPL (Work Interference with Personal Life); (2) PLIW (Personal Life Interference with Work); (3) WLE (Work Life Enhancement; (4) PLE (Personal Life Enhancement) has an effect on employee satisfaction. Through this research, it is hoped that startup companies can take advantage of work-life balance policies to increase job satisfaction. Penelitian ini merupakan penelitian kuantitatif dengan tujuan untuk mengetahui pengaruh work life balance (keseimbangan kehidupan kerja) terhadap kepuasan kerja karyawan milenial perusahaan startup di Jakarta. Populasi dalam penelitian ini adalah karyawan yang bekerja pada perusahaan startup di Jakarta. Pengukuran sampel yang digunakan yaitu sebanyak 100 responden, menggunakan metode non-probability purposive sampling dengan jenis regresi multivariate. Pengumpulan data dilakukan dengan menyebarkan kuesioner secara online. Analisis data menggunakan aplikasi yang bernama smartPLS 3.0. Penelitian ini menunjukkan bahwa (1) WIPL (Work Interferance with Personal Life); (2) PLIW (Personal Life Interferance with Work); (3) WLE (Work Life Enhancement); (4) PLE (Personal Life Enhancement) berpengaruh terhadap kepuasan kerja. Melalui penelitian ini diharapkan agar perusahaan startup dapat memanfaatkan kebijakan work-life balance untuk peningkatan kepuasan kerja.