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Human resources are the main important factor in a company. One of the problems that affects the workforce in a company is level turnover. High level turnover intention has become a problem that has a negative impact on the company. That's why it's important for companies to pay attention to employee welfare, such as workload. Each individual has different resistance to workload, the higher the workload given, the higher the level turnover intention. Besides that Work life balance The company also needs to pay attention. the higher the quality work life balance employees then the lower the level turnover intention employees or even none at all. Burnout It should also be noted that work burnout can be the main consideration for employees who experience a high workload turnover intention. [ABSTRACT FROM AUTHOR]

In the government sector, public services are part of the duties of the state apparatus to provide services to the community and loyalty to the state. The quality of public services in government is a very important factor in public satisfaction. Employees who have a good work-life balance will provide quality services to the community. Work life balance in employees is influenced by job satisfaction including relationships with colleagues and leaders. Dissatisfaction felt by employees will lead to poor service quality. However, it is not yet known how work-life balance affects service quality. This study aims to examine the effect of work-life balance on employee service quality, through the mediation of job satisfaction. This explanatory quantitative research involved 262 employees in Langkat Regency. Data analysis using the Structural Equation Model (SEM) operated through the SmartPLS programme. The results show that job satisfaction mediates the effect of work life balance on employee service quality. The results of this study contribute to the problem of low employee service quality which is influenced by work life balance and mediated by job satisfaction. [ABSTRACT FROM AUTHOR]

Tujuan dari penelitian ini adalah untuk mengetahui hubungan antara work life balance dengan komitmnen organisasi. Untuk penelitian ini yang menjadi subjek penelitian adalah pegawai milenial pada Kementerian Koordinator Pembangunan Manusia dan Kebudayaan, yaitu sebanyak 98 pegawai dengan menerapkan purposive sampling. Alat yang digunakan dalam metode pengumpulan data adalah dengan metode skala likert. Perhitungan dilaksanakan dengan menggunakan metode uji hipotesis untuk mengetahui analisis regresi linier berganda. Untuk melakukan analisis data maka digunakan analisa menggunakan SPSS 25 for Mac.Os. Diperoleh nilai r = 0.543, dan p = 0.001 (p0.05) dari hasil analisis yang mengindikasikan adanya hubungan positif antara work life balance dengan komitmen organisasi. Disamping itu, hasil penelitian juga menunjukkan bahwa menurut (R2) yang diberikan variabel work life balance dengan komitmen organisasi adalah sebesar 29.5 persen, dan sementara 70.5 persen dipengaruhi oleh faktor-faktor lainnya yang tidak diuji dalam studi. Untuk peneliti selanjutnya yang tertarik untuk meneliti dengan judul yang sama sebaiknya menambahkan dan menggunakan variabel lain.

Background: Work-life balance is a condition that occurs when the demands of work and the demands of personal life are balanced. Previous research stated that work-life balance for lecturers was achieved during the Work-from-Home (WFH) or online learning. However, it is known that the current learning system has returned to the offline system. Purpose: The purpose of the research was to determine factors of work-life balance among Jember University lecturers. Method: This type of research is observational analytics using a cross-sectional research design. The instrument used in the research was a work-life balance questionnaire developed by Fisher. The population for this research was 376 Jember University lecturers who were actively teaching. 128 respondents were taken as the sample. Sample selection in the research used a proportional random sampling technique and used the contingency coefficient and Chi-square statistical test. Result: The results showed that most respondents were male (54.7%), aged 28 to 46 years (64.1%), married (91.4%), had ≤2 children (62.5%), had functional positions of lectors (35.2%), had no structural positions (59.4%), and had no side jobs (68.8%). There was no significant relationship between sex (0.252), age (0.502), marital status (0.682), number of children (0.145), functional positions (0.312), structural positions (0.509), and side jobs (0.094) with work-life balance. Conclusion: Demographic and job characteristics do not affect the work-life balance among lecturers at University of Jember.

Human resources play an important role for an organization or company. Employees as one of the drivers in achieving organizational goals must of course have their needs met so that these employees can provide good reciprocity to the organization. Employees as the main resource for the organization must also be considered for their quality in order to create superior and competent human resources. This study aims to determine the level of work from home and work life balance on job performance in employees and to determine the effect of work from home, work life balance and job performance on PT Rata Indonesia employees. The method used in this research is quantitative and then to describe the research results using descriptive data analysis techniques. The data collection method in this study was by distributing questionnaires. This study uses a Likert scale with a total of 30 statements. The population in this study amounted to 129 employees and the sample in this study used non-probability sampling with saturated sampling technique which sampled the entire population. The findings suggest that companies should support employees in achieving a healthy work-life balance and provide adequate resources for effective work-from-home arrangements to maximize productivity. This study contributes to the understanding of how work arrangements and work-life balance affect employee performance, providing insights for future research and practical implications for human resource management. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) is the property of Dinasti Publisher 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.)

Work-life balance is crucial for employee satisfaction and productivity, as well as the long-term success of organisations. In light of the recent changes brought on by the COVID-19 pandemic, remote work, flexible schedules, and wellbeing initiatives have emerged as viable solutions to support this balance. However, to effectively implement these measures, organisations must undergo a deep cultural shift and adjust their management and performance evaluation methods. The article explores the impact of these initiatives and the need for a new results-oriented management model. [ABSTRACT FROM AUTHOR]

This study aims to determine and analyze the Effect of Employee Engagement and Work Life Balance on Job Satisfaction and Employee Performance of the Makassar City Regional Development Planning Agency. This type of research is quantitative research using questionnaires as a source of data collection, the analysis used is path analysis using the AMOS 24.0 application. The results showed that: 1. Employee engagement has a significant positive effect on job satisfaction, 2. Work-life balance has a significant positive effect on job satisfaction, 3. Employee engagement has a positive insignificant effect on employee performance, 4. Work-life balance has a significant positive effect on employee performance, 5. Job satisfaction has a significant positive effect on employee performance, 6. Employee engagement has a significant positive effect on employee performance through job satisfaction, and 7. Work-life balance has a significant positive effect on employee performance through job satisfaction. [ABSTRACT FROM AUTHOR]

The phenomenon of good project performance in East Kalimantan requires being aware of project workforce turnover which may occur due to geographical factors in East Kalimantan which is quite far from professional construction human resources and material resources as well as building material supply chain conditions. Employee commitment is a stabilizing force designed to maintain a course of behavior even if the company fails to meet expectations. Employee commitment is a psychological condition that brings personal attachment to the organization. This research aims Identify how much influence Work Life Balance have on the Commitment of Professional Construction Workers and Project Performance. This research is a mixed research with an Explanatory Sequential Mixed Method design, involving 250 employee respondents and staff of contractor companies, consultants and building project owners, using SEM SmartPLS analysis at the quantitative stage. Involving leaders of contractor companies, consultants and building project owners in the qualitative analysis stage. The research concludes that Work Life Balance significantly influence the Commitment of Professional Construction Workers and Project Performance. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Pendidikan Indonesia is the property of Publikasi Indonesia 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 purpose of this study was to determine whether work-life balance, psychological well-being and work environment have an influence on employee productivity at PT Bank BJB Cibadak Branch. The type of research conducted is quantitative research with a descriptive approach and associative analysis. The population and sample in this study were 30 respondents who were all employees at PT Bank BJB Cibadak Branch who used the saturated sampling technique method as sampling. The results of the research on the farsial significant test (t-test) show that work-life balance (X1) has a positive and significant effect on employee productivity (Y) seen from Thitung greater than Ttabel, namely 1.969 1.699 then H0 is rejected and H1 is accepted. psychological well-being (X2) has a positive and significant effect on employee productivity (Y) seen from Thitung greater than Ttabel, namely 191 1.699 then H0 is rejected and H1 is accepted. and the work environment shows that Thitung is greater than Ttabel, namely -1.757 1.699, so H0 is accepted and H1 is rejected, which means it can be concluded that the Work Environment (X3) has no significant effect on Employee Productivity (Y) at PT Bank BJB Cibadak Branch. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) is the property of Dinasti Publisher 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.)

This research investigates the role of job satisfaction as a mediator in the impact of leader member exchange and work-life balance on employee loyalty at PT Batang Hari Barisan. Data were collected through surveys and questionnaires distributed to a sample of 74 respondents. Path analysis was used as the analysis method, with SmartPLS used for statistical processing. The findings show that leader member exchange and work-life balance significantly influence job satisfaction. Furthermore, leader member exchange has a significant influence on employee loyalty, while work-life balance has no direct impact on employee loyalty. Job satisfaction was found to significantly influence employee loyalty. In addition, leader member exchange impacts employee loyalty indirectly through the mediation of job satisfaction, whereas job satisfaction does not mediate the relationship between work-life balance and employee loyalty.

Workplace stress is a prevalent challenge in modern organizations, affecting employee well-being and productivity. As companies seek innovative approaches to stress management, the ancient wisdom from Indian scriptures offers valuable insights. This review explores teachings from the Upanishads, the Bhagavad Gita, and the Vedas on mindfulness, meditation, and maintaining a balance between work and life. By examining these practices, the paper aims to provide a framework for integrating traditional mindfulness techniques into modern management to alleviate workplace stress and promote employee well-being. [ABSTRACT FROM AUTHOR]

The purpose of this research is to determine the influence of workload, human relations, and work-life balance on employee job satisfaction at PT. with a population of 119 employees and a sample of 92 respondents. This research uses quantitative methods, namely the study of the relationship between two or more variables. The data was analyzed using the SmartPLS version 4 program. Based on the results of tests carried out on all variables, it is known that partially there is a significant influence between workload variables on employee job satisfaction, as well as the human relations variable on job satisfaction. The work-life balance variable also significantly influences job satisfaction. This is proven by the Adjusted R² value of 0.660, meaning that job satisfaction can be explained by the three factors that influence employee performance (67.1% and the remaining 32.9% is influenced by other factors outside the variables of this research. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Ilmu Manajemen Terapan (JIMT). is the property of Dinasti Publisher 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.)

Literature review research on factors affecting employee performance of Generation Z workforce: Analysis of Work Life Balance, Leadership Style and Organizational Culture is a scientific literature article in the scope of human resource management science. The purpose of this literature research is expected to build a hypothesis regarding the influence between variables that can later be used for further research in the scope of human resource management. The approach used in this study is descriptive qualitative. The data collection technique uses literature studies. The data used in this descriptive qualitative approach comes from previous research that is relevant to this study and is sourced from academic online media such as the Scopus Elsevier Journal, Emerald, Sage, WoS, Reputable National Journal (SINTA), DOAJ, EBSCO, Google Scholar and digital reference books. The results of this literature review article include: 1) Work Life Balance affects the Performance of Generation Z Workforce Employees; 2) Leadership Style affects the Performance of Generation Z Workforce Employees; and 3) Organizational Culture affects the Performance of Generation Z Workforce Employees. [ABSTRACT FROM AUTHOR]

Work-life balance issues are an important aspect of the psychology of happiness, which is determined by a strong sense of self-worth, satisfaction, and a variety of life-affirming relationships. This study aims to explore how dual role conflicts affect employee performance in the Manpower Office (Disnaker) in Indonesia, by considering the role of work-life balance (WLB) and work stress as mediator variables. The research method used involved collecting data from 154 employees in the disnaker through questionnaires and interviews. The data was then analyzed using statistical analysis techniques to identify the relationship between multiple role conflicts, WLB, work stress, and employee performance. The results showed that dual role conflict had a significant effect on WLB and work stress, but did not affect employee performance levels. Meanwhile, work stress and WLB cannot mediate the dual role with performance. This research provides important insights for human resource management in government agencies to develop policies and programs that support the balance between work and personal life of employees. An emphasis on managing multiple role conflicts and work stress in the work environment can improve employee well-being as well as the overall effectiveness of the organization. The practical implications of this study are the importance of appropriate interventions to improve the working conditions of employees in the public sector, while improving quality public services. [ABSTRACT FROM AUTHOR]

Copyright of Management & Quality / Zarządzanie i Jakość is the property of Scientific Society of Organization & Management / Towarzystwo Naukowe Organizacji i Kierownictwa 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 aim of this study was to see if there was a correlation between the demographic profiles and employment reasons for staying and leaving the companies and the difference between employees' employment reasons for staying and leaving in the companies. This study employed a correlational approach to analyze the answers of 44 employed or with prior work, 20 years old and above, working or having worked in any of the following settings: a school, an office/corporate, a clinic, or a guidance setting. According to this study's findings, only had a weak significant relationship of salary range among the variables are growth and development with the Pearson r of (ROS=0.33) with a p-value of 0.030 and (ROL=0.34) with a p-value of 0.026. The computed values are found to be a significant, the null hypothesis is rejected by the study's researchers. Therefore, we can infer that salary range has a significant relationship with growth and development both for Reason for staying and leaving. Furthermore, growth and development with a p-value of 0.045, work life balance with a p-value of 0.008, and boss/superior reasons for staying and leaving with a p-value of 0.000 has a significant difference, the researchers reject the null hypothesis as well. Therefore, we can infer that the employees' reason for staying and leaving the company are both or either the following: growth and development, work life balance and boss/superior. As one of the recommendations, the researcher suggests posting flyers, hosting meetings with various staff groups to discuss the retention strategy and posting the policy on the business website. The task of putting the plan into action can fall under the purview of a department or committee. It is crucial to make sure that those in charge of the implementation process have received the necessary training to comprehend the problems that arise in the workplace. [ABSTRACT FROM AUTHOR]

Work life balance is the most important factor for employees of this generation in keeping their jobs. Meanwhile, the five-day workweek working system that is implemented today is raising concerns as the workload increases which leads to work life imbalance, declining productivity, also burnouts and mental-health issues of the employees. To overcome it, this study proposes a four-day workweek system as a possible solution. The study aims to explore the potential benefits of a fourday workweek as well as the usage of design thinking method in enabling a successful implementation of the system. By examining factors like work scheduling, business needs, and employee satisfaction, this study also seeks to optimize the four-day workweek model. The study finds that four-day work week can increase employees' well-being, mainly in improving work-life balance and decreasing fatigue and stress with more day off, also increases job satisfaction and employee's motivation to contribute more to their jobs. Using design thinking method may help the implementation of this system with understanding employee needs and preferences, identifying potential challenges and develop solutions, optimizing collaboration and communication, and evaluating and iterating the whole process. By prioritizing human-centered solutions and iterating based on feedback, organizations can create a work model that benefits both employees and the organization's overall goals. [ABSTRACT FROM AUTHOR]

Women seeking higher education frequently do so during peak childbearing years and women with higher levels of education are more likely to postpone motherhood until a later age. Fertility rate, defined as the average number of children born to a woman over her lifetime, has decreased globally. The decrease in birthrate has been partially attributed to women seeking educational opportunities. Understanding the experience of students in this realm would allow higher education institutions to better support students who are (or wish to be) mothers. Unfortunately, there is a paucity of research examining graduate women and the factors involved in their consideration of having a child while in school. We seek to fill this gap by examining the impact of fertility concerns (FC) and importance of on-time degree completion (DC) on the probability of having a biological child in graduate school (PC) among 469 female graduate psychology students in the USA. We found higher FC was associated with higher PC. In contrast, higher DC was associated with lower PC. Furthermore, FC had a significant unique relation to PC after accounting for the contribution of DC. We discuss how institutions and programs may help support and empower female graduate students by implementing educational policies and procedures that are supportive of graduate student mothers. This is particularly important because a large proportion of women pursue advanced degrees, and this number is projected to increase. [ABSTRACT FROM AUTHOR]

This article examines the impact of work stress and supervisor support on turnover intention among commercial local television employees in Semarang City. The study finds that job stress increases the intention to leave a job, while supervisor support decreases it. The relationship between work stress and supervisor support is mediated by work-life balance. The study contributes to the existing literature on job stress, supervisor support, and turnover intention in the television industry. The findings suggest that job stress and supervisor support are important factors in job engagement, work-life balance, and turnover intention among commercial local television employees in Semarang City. The study recommends that management provide flexible working hours to help employees manage their personal and family concerns. However, the study is limited to Semarang City and suggests future research should expand the scope. [Extracted from the article]

Bu çalışmada engelli bakım merkezinde ve huzurevinde çalışan bakım personelinin tükenmişlik ve iş-yaşam dengesi arasındaki ilişkilerin incelenmesi amaçlanmıştır. Çalışmanın bir diğer amacı ise bakım personelinin sosyo-demografik değişkenlerine göre tükenmişlik ve iş-yaşam dengesi düzeylerinin farklılaşıp farklılaşmadığının belirlenmesidir. Engelli bakım merkezleri ve huzurevlerinde nöbet usulü görev yapılmaktadır ve hizmet verilen kişilerin bakım ihtiyacı nedeni ile sürekli hizmet usulüne göre çalışılmaktadır. Bu durum çalışanların iş-yaşam dengelerini ayarlamaları konusunda sorun yaratabilmekte ve nihai olarak iş ve yaşamı olumsuz etkileyen tükenmişlik olgusunun ortaya çıkmasına neden olabilmektedir. Bu çalışmanın engelli bakım merkezleri ve huzurevleri çalışanları örnekleminde yürütülmesi ve iş-yaşam dengesinin tükenmişliğe etkisinin incelenmesi ile alanyazına katkı sağlayacağı düşünülmektedir. Araştırma, Kırşehir il merkezinde bulunan engelli bakım merkezleri ve huzurevlerinde görev yapan 241 bakım personeli üzerinde yapılmıştır. Araştırmada veri toplama aracı olarak tükenmişlik ölçeği ve iş yaşam dengesi ölçeği kullanılmıştır. Verilerin analizinde tanımlayıcı istatistiklerde frekans, yüzde, ortalama ve standart sapma değerleri kullanılmış, Mann-Whitney U testi, Kruskal Wallis, korelasyon analizi ve regresyon analizi yapılmıştır. Araştırmada; çalışılan kurum, cinsiyet, yaş, eğitim düzeyi, medeni durum, çocuk sahibi olma durumu, haftalık çalışma saati, vardiyalı çalışma ve kurumda çalışma süresine göre katılımcıların tükenmişlik ve iş yaşam dengesine ilişkin algıları anlamlı farklılık gösterdiği belirlenmiştir. Araştırmada tükenmişliğin iş yaşam dengesi üzerinde anlamlı bir etkisinin olduğu tespit edilmiştir. Çalışma sonucunda engelli bakım merkezi ve huzurevinde çalışan bakım personelinin iş-yaşam dengesinin sağlanması ve tükenmişliğin azaltılması için çalışma şartlarının, çalışan personelin, çalışma ortamının ve çevresel şartların bir bütün olarak değerlendirmesine ihtiyaç duyulduğu söylenebilir.

The concept of Work-Life Balance (WLB), which involves finding a harmonious equilibrium between work and personal life, has gained considerable importance across the European Union. In 2019, the European Parliament adopted a directive that requires all member states to integrate the principles of WLB, aiming to promote gender equality and fair treatment in the labor market (Directive on transparent and predictable working conditions in the European Union and Directive on work-life balance for parents and carers). This perspective offers significant opportunities and potential, while also posing challenges for entrepreneurs. An analysis of the literature on the subject indicates that the issue of WLB should be analyzed in the context of company size. The main objective of the research is to analyze and evaluate WLB among employees in small and medium-sized enterprises (SMEs) and large enterprises in Poland. The main results reflect that employees of companies in Poland (both SMEs and large enterprises) indicate a wide range of tools as having, in their opinion, an impact on WLB. Companies in Poland most commonly utilize tools such as flexible working hours and hybrid work. Findings confirm that WLB is less frequently implemented in the SME sector compared to large enterprises, and that employees in large enterprises have a better maintained WLB compared to employees in the SME sector. Implementing WLB is a challenge for the SME sector.

This research focuses on female managers and aims to explore the factors influencing work–life balance among female managers in Chinese higher education institutions (HEIs), while also ranking the importance of these factors within HEIs. The research is divided into five main sections and employs a two-round Delphi research method, utilizing expert discussions and opinions to thoroughly analyze the work–life balance challenges faced by female managers. The findings of the research reveal six primary dimensions that influence the work–life balance of female managers in Chinese HEIs. These factors, ranked in order of importance, are as follows: (1) family factors, (2) work-related factors, (3) cultural and social norms, (4) health factors, (5) self-management and personal skills, and (6) support and satisfaction. In conclusion, this research offers valuable recommendations for understanding and improving the work–life balance of female managers in Chinese HEIs, providing essential guidance for both these institutions and female managers in achieving a balanced development in their professional and personal lives.

Article Determining Job Satisfaction and Employee Loyalty: Analysis of Work Life Balance and Work Environment at PT WSI. The purpose of writing this article is to determine the influence of work life balance and work environment on job satisfaction and employee loyalty at PT WSI. The research method used is descriptive quantitative. The analytical tool used in this research is SEM SmartPLS 4.0. The sampling technique uses simple random sampling. The data used in this research is primary data. The population in this study was 194 respondents, with a research sample of 100 respondents, obtained from a questionnaire filled out by PT WSI employees. The tests carried out in this research are Validity Test, Reliability Test, Inner Model, Outer Model and Hypothesis Test. The results of this article are: 1) Work life balance has a significant effect on Job Satisfaction; 2) The work environment has a significant effect on Job Satisfaction; 3) Work life balance has no effect and is not significant on employee loyalty; 4) The work environment has a significant effect on employee loyalty; and 5) Job satisfaction has a significant effect on employee loyalty. [ABSTRACT FROM AUTHOR]

The necessity to oversight numerous positive organizational phenomena gave rise to positive organizational psychology. The nature of job relationships has drastically changed over the past decades, affecting not just the sort of labor performed but also when and how much it is completed. Many people today perform a variety of jobs, including part-time jobs, temporary jobs, and several occupations. In addition, as more people work several jobs, there is a corresponding rise in the amount of overtime that these people put in. The individual's capacity to balance their work and personal lives has drawn a lot of study attention and is a real concern for both individuals and organizations. Millennial generations interact with older generations in different ways. The millennial generation matures and becomes more adaptable to new situations and all potential outcomes, which is why it is frequently referred to be a generation that is particularly comfortable with change. Compared to the previous generation, the millennial worker gives work-life balance more consideration. Stress and burnout at work are the consequences of an unbalanced work-life. This study used the literature review method by collecting data from several literature and journals related to positive psychology, the concept of positivity, work-life balance, and millennials. Data gathering using automated searches on sites like Research Gate, Google Scholar, and Sage Journal. This research uses 9 scientific articles as a data source. The result of this study is to understand how the millennial perspective sees work-life balance as a positive value in a company. This study examines millenials who perceive the implementation of work-life balance in the workplace positively. Companies can utilize this information to effectively acquire millennial talent and employ the best resources to entice this type of potential. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Management & Business Equilibrium / Jurnal Manajemen & Bisnis Equilibrium is the property of Fakultas Ekonomi dan Bisnis, Universitas Ngurah Rai 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.)

Workers are human resources who function as the most important asset in moving a company so that it can compete or survive with its competitor companies in achieving its goals. To be able to compete or survive this situation, companies need workers who are able to work well and carry out unlimited innovations for the benefit of the company. In the post-Covid-19 era, many companies still implement a work from home system where workers do not need to always go to the office and hold meetings or negotiations with clients via an online system so that work can be completed anytime and anywhere (no restrictions). Without realizing it, this change in work patterns makes the boundaries between personal life and work become blurred, where work is no longer limited by the term "working hours" or the lack of work-life balance. In the absence of work-life balance, workers will experience excessive stress which will have an impact on the intensity of their work involvement, where there will be a decrease in work quality, pride, dedication, motivation, thus having a negative effect on workers' behavior in making innovations. In this article, work-life balance and work engagement of workers have a serious impact on increasing innovative work behavior to support the company's future development [ABSTRACT FROM AUTHOR]

The main aim of the present study is to examine the relationship between work life balance, transformational leadership and job satisfaction of employees among information technology (IT) employees in South India. There are very limited number of studies that have focussed on the effects of work life balance and transformational leadership on job satisfaction among IT employees. The data for the study was collected using structured questionnaires from 250 employees working in the Indian IT sector. Statistical Package for Social Sciences (SPSS) application was used to conduct reliability, descriptive, correlation and regression analyses on the collected data. The findings suggested that transformational leadership and work life balance have a positive and significant effect on an employee’s job satisfaction. The study recommends strategies for increasing employee satisfaction by formulating policies to ensure work-life balance and encourages IT organisations to provide transformational leadership training for managers to improve transformational leadership skills, such as maintaining good employee relationships by supporting employees in professional and personal matters. This article examines the concept of transformational leadership in its totality; however, additional research is necessary to determine the effects of various dimensions of transformational leadership on employee job satisfaction.

This study aimed to test the impact of flexible work arrangements on work-life balance and job satisfaction with moderating variables of work stress, emotional exhaustion, and improvement of personal work life. The method of collecting data was carried out boldly in Jakarta. The respondents studied were employees & students who applied the principles of flexible work arrangements from March to May 2023. The research population involved 229 respondents who live in the Jakarta-Bogor-Depok-Tangerang-Bekasi area. The analytical method used is PLS-SEM (Partial Least Square-Structural Equation Modeling) through the SmartPLS 3.0 application. The research results show that flexible working arrangements positively influence job satisfaction and work-life balance. Work stress does not have a moderating effect in the impact of flexible working arrangements on work-life balance. Work-personal life enhancement affect work stress. Work-life balance has a positive effect on job satisfaction. Emotional exhaustion has a moderating effect in the impact of work life balance on job satisfaction. Work-personal life enhancement impacts emotional exhaustion. The managerial implications of this research for human resource management in implementing flexible time policies for organizations and their companies. The flexible working arrangement also can benefit the company by reducing the cost due to the fee for renting a workspace. This research can contribute to make an efficiency in corporations.

This article examines the relationship between work-life balance, work engagement, and employee performance in the auto cutting department of PT. Shoetown Ligung Indonesia. The study, which involved 124 employees, found that work engagement positively and significantly impacts employee performance and work-life balance. The findings suggest that organizations should prioritize employee satisfaction and work engagement to improve performance. [Extracted from the article]

This study aims to determine the effect of five factor personality traits on happiness at work and to determine whether work-life balance has a mediating role in this interaction. In the study, data were collected from a total of 400 participants working in the public or private sector in Turkey by quota sampling method. Data from the participants were collected by questionnaire technique. When the results obtained by analyzing the data are examined, it has been determined that there is no mediating role between the research variables. On the other hand, when the sub-dimensions of the variables are examined, it is concluded that the dimensions of the work interference with personal life and the work enhancement of personal life have a partial mediation role in the interaction between emotional stability and the manager and workplace-induced happiness. When the literature was examined, no study was found in which all these variables were considered together. In addition, since all sub-dimensions of the variables were included in the analysis in detail, it is thought that this situation both makes the research unique and may contribute to filling a gap in the literature. [ABSTRACT FROM AUTHOR]

The gig economy is an employment system that has emerged as an alternative to the traditional economy. The concept of gig economy means "short-term work". It is an employment system consisting of freelance and short-term jobs that do not go to a physical organization, where customers, not employers, are present. There are two areas in the lives of working people: working life and private life. In general, work-life balance can be considered as the balance that people try to create between their working and private lives. The aim of the current study is to examine the work-life balance of gig economy employees. The results of the research conducted with 10 gig workers show that gig workers have switched to a remote working due to the pandemic, and while they have the flexibility to manage time compared to traditional work, they see the lack of a workplace environment where they can socialize as a disadvantage. While gig work provides work-life balance in terms of spending more time with family members, it creates the disadvantage of not being able to meet new people and finally, gig workers try to establish work-life balance by acting disciplined. [ABSTRACT FROM AUTHOR]

This study focus to see how influence circle employee millennial on work life balance, job embeddedness, organizational commitment and turnover intention. Study this aim for identify, analyze and understand and what only affect employee turnover intention millennials at Islamic Banks in the DKI Jakarta, West Java, and Banten Regions. Study this examine the work life balance and job embeddedness variables through organizational commitment to employee turnover intention millennial. population used _ is employees of Islamic Banks in West Java, Banten and DKI Jakarta. Selection made _ sample with a total of 280 people. In study this there are 280 employees millennials at Sharia Banks in the DKI Jakarta, West Java, and Banten Regions as population research. Analysis result as well as discussion that has been conducted could spelled out as following: Work Life Balance to Turnover Intention has influence Negative with score sample original of -0.378 but influence second variable the considered Significant because because statistic T value more big from t - table (3.378 < 1.991) or could said hypothesis accepted. Job Embeddedness to Turnover Intention has influence negative with score sample original of -0.040 and the effect of second variable the considered no significant because because statistic T value more small from t - table (0.361 < 1.991) or could said hypothesis rejected. Work Life Balance to Organizational Commitment has influence positive with score sample original of 0.328 and the effect of second variable the considered significantbecause because statistic T value more big from t - table (3,496 > 1.991) or could said hypothesis accepted. Job Embeddedness to Organizational Commitment has influence positive with score sample original of 0.477 and the effect of second variable the considered significant because because statistic T value more big from t - table (5,616 > 1,991) or could said hypothesis accepted. Organizational Commitment to Turnover Intention has influence negative with score sample original of -0.172 and the effect of second variable the considered no significant because because statistic T value more big from t - table (1,349 < 1.991) or could said hypothesis rejected. [ABSTRACT FROM AUTHOR]

Within the field of human resource management research, the article The Influence of the Internet of Things and Work Life Balance on Employee Job Satisfaction is a review of scholarly literature. The goal of this article's authoring is to develop a hypothesis about the relationship between variables that can be applied to future management science and human resources management research projects. The descriptive qualitative research methodology is applied. Relevant data from earlier studies was gathered for this study and sourced from scholarly web resources like Google Scholar, Sinta journal, publish or perish, and digital reference books. The findings of this study are as follows: 1) Work life balance affected employee job satisfaction; and 2) Internet of things affected employee job satisfaction. [ABSTRACT FROM AUTHOR]