No abstract

This research examines the leader-member exchange (LMX) role in mediating the contribution of work-life balance and work engagement on the employee organizational commitment of PT. Era Baru Mandiri. The population was all employees of PT. Era Baru Mandiri, which amounted to 120 people. Determination of the number of respondents was by the census. Data were collected by distributing questionnaires to all respondents and analyzed using AMOS-SEM. The descriptive hypothesis testing proves that the work-life balance, work engagement, LMX, and discipline variables are good. In other words, all variables have been applied well at PT. Era Baru Mandiri. The direct effect hypothesis testing proves that work-life balance and work engagement contribute significantly to changes in LMX, work-life balance and LMX contribute significantly to changes in commitment, and work engagement does not contribute significantly to commitment. The indirect effect hypothesis testing proves that LMX partially mediates the contribution of work-life balance to changes in commitment, and LMX fully mediates the contribution of work engagement to changes in commitment. This finding explains the increase in organizational commitment of PT. Era Baru Mandiri is a function of increasing work-life balance, work engagement, and LMX.

This article aims to systematically review the empirical literature on the determinants of employees’ job satisfaction in public sector organizations worldwide. This article conducted a systematic review referring to the protocol proposed by Lee & Cummings (2008). Data sources used electronic databases, including Scopus Search, PubMed Search, and Google Scholar Search from 2008 to February 2022. Review methods included articles that examine the determinants of employee job satisfaction in public sector organizations. Team members independently reviewed and determined each paper that met the inclusion criteria. Then we assessed the quality of the articles using a predetermined quality assessment instrument. Next, we perform data extraction. Finally, we conducted a comprehensive content analysis to categorize the factors related to employee job satisfaction. The results concluded that implementing appropriate leadership styles, prosocial behavior, rewards, organizational commitment, organizational justice, empowerment, emotional intelligence, and organizational communication can increase job satisfaction in public sector organizations. Toxic leadership style and job stress can reduce employee job satisfaction. In addition, we also revealed some inconsistencies in research results, which have provided research gaps for other researchers to follow up on the future.

The COVID-19 outbreak has caused changes in human lifestyles. In order to maintain the survival of the organization, the management's main priority is to increase competitive advantage in the field of human resources. This situation requires researchers to focus more on organizational support and the ability of its workers to adapt in order to be able to improve their work performance. Summary and discussion of perceived organizational support and career adaptability toward work performance are the goals of this review. The technique employed is literature review, which presents literature reviews of both national and international journals published from 2015 to 2020 in up to 21 journal articles from prior study findings. According to the findings of a research review, an individual's capacity to carry out their responsibilities and meet organizational objectives can be impacted by perceptions of organizational support and career adaptability.