Work-life balance adalah suatu keadaan seimbang pada dua tuntutan dimana pekerjaan dan kehidupan seorang individu adalah sama. Dimana work-life balance dalam pandangan karyawan adalah pilihan mengelola kewajiban kerja dan pribadi atau tanggung jawab terhadap keluarga. Sedangkan dalam pandangan perusahaan work-life balance adalah tantangan untuk menciptakan budaya yang mendukung di perusahaan dimana karyawan dapat fokus pada pekerjaaan mereka sementara di tempat kerja (Lockwood, 2003). Berdasarkan pemetaan yang telah dilakukan, di wilayah Kembangan Utara memiliki fenomena orangtua yang sibuk bekerja, sehingga perlu adanya pemahaman mengenaipentingnya work life balance dan kecerdasan emosi bagi kondisi psikologis seseorang. Awalnya materi yang sudah disiapkan adalah mengenai work-life balance, sesuai dnegan tema yang diusung. Namun setelah melihat kondisipeserta, narasumber dengan segera menyesuaikan dengan target peserta yang hadir yaitu mengenai komunikasi dan parenting, yang masih ada kaitannya dengan tema awal. Kegiatan ini dilakukan dengan metode penyampaian materidan sesi Tanya jawab.

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AbstrakPenelitian ini bertujuan untuk (1) menguji apakah ada perbedaan demografis dalam kesiapan karyawan di bidang pendidikan tinggi untuk berubah, dan (2) menguji apakah ada perbedaan pada beberapa prediktor psikososial dalam kesiapan mereka untuk berubah berdasarkan latar belakang demografis. Sebanyak 214 tenaga pengajar dan 214 tenaga pendidik telah diambil secara acak untuk berpartisipasi dalam penelitian ini. 34,84% dari responden berada dalam kisaran usia 31-40 tahun, 30,31% pada kisaran usia 41-50 tahun. 20,76% berusia antara 21-30 tahun dan 14,08% berusia 51 tahun ke atas. 64,44% terdiri dari responden wanita sedangkan 35,56% adalah responden pria. Ditemukan adanya perbedaan yang signifikan dalam hal kesiapan karyawan di bidang pendidikan tinggi untuk berubah berdasarkan jenis kelamin dan usia. Karyawan pria dan yang cenderung lebih tua menunjukkan skor kesiapan lebih tinggi. Keterbukaan terhadap pengalaman, dukungan manajemen, dan persepsi kesesuaian perubahan ditemukan signifikan secara statistik dalam memprediksi kesiapan karyawan untuk tenaga pendidik, sementara efikasi perubahan lebih signifikan secara statistik dalam memprediksi kesiapan untuk tenaga pengajar. Spiritualitas juga ditemukan memprediksi kesiapan untuk berubah bagi karyawan dengan usia yang lebih tua bila dibandingkan dengan karyawan dengan usia yang lebih muda. Studi ini dapat berkontribusi dalam merancang intervensi berdasarkan faktor-faktor demografis dan prediktor psikososial yang relevan yang tepat untuk meningkatkan kesiapan berubah pada karyawan di perguruan tinggi. Dengan demikian, inisiatif perubahan organisasi berpotensi bisa diimplementasikan di perguruan tinggi.Kata kunci: Kesiapan karyawan untuk berubah, perbedaan demografi, perguruan tinggi AbstractThe study aims to (1) examine demographic differences in higher education employee's readiness to change, and (2) Identify whether several psychosocial predictors affect higher education employee's readiness to change across different demographic backgrounds. A total of 214 academics and 214 non-academic staff participated in this study. 34.84% of the respondents were in the age range of 31-40 years old, 30.31% in the age range of 41-50 years old. 20.76% were between 21-30 years old, and 14.08% were 51 years and above. 64.44% consists of female respondents, while 35.56% are male respondents. We found that there was a statistically significant difference in the scores of employees' readiness to change based on gender and age. Openness to experience, management support, and perceived appropriateness of change also significantly predicted employees' readiness for change, particularly among non-academic staff. Meanwhile, change efficacy significantly predicted readiness for change among academics. Individual spirituality significantly predicted readiness to change for older employees than younger employees. The study shed light on the possible design for an intervention program in order to enhance employees' readiness to change in the context of the higher learning institution. Org...

Maintaining a healthy balance between work and non-work demand is not an easy job. Fisher (1999) stated that work life balance can be attained when a person experiences more enhancement and less conflict with regard to his work and non-work issues. This study aims to examine work life balance among employees of a Higher Learning Institution (HLI). 200 respondents participated in the present study. Work Life Balance measured by work life balance scale developed by Fisher (1999). While emotional Intelligence is measured by Wong and Law's Emotional Intelligence Scale (WLEIS) 2002. Result indicated that, there is a significant relationship between emotional intelligence and work life balance with r (0.145) p <005. Further analysis indicated that, there are no variance between work life balance and emotional intelligence across different age, tenure and job type. It is also found that, the sub scale for use of emotion shows highest correlation with work life balance. Finding in the present study

Purpose: The study aims to describe factors related to the readiness of health workers with respect to implementation of a mobile Pregnancy Monitoring System in Primary Health Care (PHC) sites of the South Tangerang District in Banten Province, Indonesia using a socio-technical approach. Methods: A cross-sectional survey design was used among respondents who were involved during the antenatal care process. The participants (n=210) completed the questionnaire that measured information needs regarding the socio-technical aspect of readiness and factors affecting the readiness. The data was analysed using logistic regression analysis. Result: The findings of this study showed that the majority of the health workers who were involved in the antenatal care process were ready to implement the mobile pregnancy monitoring system. Having social media (P= .013) and willingness (P= .007) to be involved in IT implementation are associated with IT readiness, while there is no significant association between demographic factors to the readiness of the health workers. Conclusion: Since there is no connectivity between the demographic factors to readiness, thus the supportive factors such as having a social media and willingness are easier to resolve than inferring from the demographic factors.