Human resources are the main capital to achieve company’s goals in hospitality industry. One important thing that company should consider in maintaining employee performance is a job satisfaction. Employee that does not have a job satisfaction while working will gradually decrease the employee performance. Many factors influence job satisfaction one of them is work life balance. The low work life balance resulted a low job satisfaction. This research aims at investigating the influence of work life balance on employee job satisfaction to housekeeping employee at Renaissance Bali Uluwatu Resort & Spa. Respondents in this research were 35 housekeeping employees with saturated sampling. The data collection was done by distributing the questionnaire using a Likert scale that use 5 points to measure 30 item statements. The data analysis techniques used was simple linear regression, t-test, and determination coefficient test which was assisted by SPSS version 23 for Windows. The results of this research indicated that work life balance (X) partially has a positive and significant effect on housekeeping employee job satisfaction (Y) at Renaissance Bali Uluwatu Resort & Spa with a value of tcount > ttable = 9,840 > 2,032. Work life balance contributes to influence Employee job satisfaction of 74,6% in strong catagories, while the remaining 25,4% is influenced by other factors outside of this research. This research is expected to be used as a consideration to pay more attention of employee work life balance to increase employee job satisfaction.

Organizational commitment is greatly affecting the quality of services provided by a customer oriented organization, particularly for hotels and inns. The satisfaction and loyalty of the customer are derived from superior service quality. The innovative service of the employees' behavior can be improved by increasing knowledge-sharing among employees. The purpose of this study is to examine the relationship between work motivation and job satisfaction with knowledge-sharing behavior at 4 star hotels in Badung regency, Bali, as well as to predict the role of organizational commitment as mediation in the relationship between work motivation and job satisfaction on knowledge-sharing behavior. This study uses a quantitative approach. The population of the study is 17 four star hotels located in Badung regency of Bali. There are 123 samples taken by applying to the operational employees at the level of the rank and file as the unit for analysis. Structural Equation Model with PLS 2.0 was applied to analyze the data. The result showed that there is a significant relationship between job satisfaction and the organizational commitment. Work motivation has no significant positive relationship toward organizational commitment and knowledge-sharing behavior. The organizational commitment has the full mediation role for the relationship between job satisfaction and knowledge-sharing behavior. The novelty in this study is the examination of the relationship between work motivation and knowledge-sharing behavior and the examination of the role of organizational commitment as mediation. Organizations need to increase employees' job satisfaction as this will have an impact on improving organizational commitment. Increased organizational commitment is essential to improve employees' quality of services provided to customers. Improved quality of service, to avoid the failure of service delivery and reduce operational costs, can be improved by developing knowledge-sharing behavior.

This study aims to predict the effect of job satisfaction on knowledge sharing behavior. At the same time, it aims to predict the moderation role of service climate as well as the mediation role of organizational commitment. Based on the results of this research, organizational commitment has a significant positive effect on knowledge sharing behavior. Based on this, organizational commitment has a full mediation effect on the influence of job satisfaction on knowledge sharing behavior. Service Climate does not moderate the effect of job satisfaction on knowledge sharing behavior. The implications of this study indicate that with the increase in job satisfaction, organizational commitment will also increase. Knowledge sharing behavior can be achieved by organizational commitment. Climate service has no moderation role between job satisfaction and knowledge sharing behavior.

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