Purpose: This study realizing the importance of psychological capital on employee's as well as individual components, this study addresses to investigate the mediating role of quality of work-life in the relationship between psychological capital and work engagement. Methodology: The data collected from 356 employees of multinational companies in Indonesia, with technique cluster sampling.  There are three measuring instruments used in this study namely the Quality of Work Life Model by Walton, which consists of 35 items; Implicit Psychological Capital (IPCQ) 24 items by Harm and Luthan, and The Utrecht Work Engagement Scale (UWES) by Schaufeli and Bakker, which consists of 17 items. The analysis used mediation regression model no. 4 V3.0 PROCESS by Andrew F. Hayes. Main Findings: The results of this study indicate the quality of work-life partially mediated the relationship between psychological capital and work engagement. Psychological capital has both direct and indirect impacts to work engagement and quality of work-life as mediators. The result found a positive relationship between psychological capital and work engagement, psychological capital, and quality of work-life, also work engagement and quality of work-life. Applications: This study throws light on literature psychology, especially the industry and organization field. Also, as a torchlight in companies and employees to create and implement strategies and programs for the development of existing human resources. So that employees have the expected performance so that the goals of the company can achieve and employees feel involved in the company's development and generate feelings of confidence and sense of worth on his job. The results of this study also give some contributions to developing the existing body of knowledge, especially in positive psychology literature. Novelty/Originality: The critical role of Quality of work-life as a mediator on the relationship between psychological capital and work engagement among employees in Developing Countries.

AbstrakSalah satu faktor penting yang mempengaruhi work engagement adalah kompetensi. Terdapat inkonsistensi dengan penelitian sebelumnya mengenai peran dari perceived competency terhadap work engagement di kalangan pekerja yang mangalami horizontal education mismatch. Oleh karena itu, penelitian dilakukan untuk menguji apakah ada pengaruh perceived competency terhadap work engagement terutamanya pada pekerja yang mengalami horizontal education mismatch. Responden penelitian ini terdiri dari 566 pekerja yang mengalami horizontal education mismatch, dengan rentang usia 19-55 tahun dan merupakan lulusan sekolah kejuruan ataupun sarjana strata 1. Hasil penelitian menunjukkan bahwa perceived competency memiliki efek positif terhadap work engagement pekerja yang mengalami horizontal education mismatch di Jakarta, Bogor, Tangerang, dan Bekasi. Penelitian ini juga menunjukkan bahwa komp etensi intelektual memberikan pengaruh terbesar kepada work engagement, terutamanya pada dimensi vigor dan dedication. Hal ini menunjukkan bahwa pekerja yang memiliki kompentensi intelektual yang tinggi juga akan menunjukkan vigor dan dedication yang tinggi di tempatnya bekerja. Kata kunci:work engagement, perceived competency, pekerja, horizontal education mismatch AbstractOne of the most important predictors of work engagement is competence. There were inconsistencies with previous studies regarding the role of perceived competency on work engagement among employees with horizontal education mismatch. Therefore, this study was conducted to verify whether there is an effect of perceived competency on work engagement especially among horizontal education mismatch workers. The respondents consisted of 566 horizontal education mismatch worker aged 19-55 years who graduated vocational high school or bachelor's degree. The results showed that perceived competency had a positive effect on work engagement among horizontal education mismatch workers in Jakarta, Bogor, Depok, Tangerang and Bekasi. This study also found that intellectual competence had the greatest influence on work engagement, especially in Vigor and dedication dimension. That means if the employees have a high intellectual competency, they will also have high vigor and dedication in their workplace.

— The purpose of this study was to determine the effect of employee engagement and burnout on the perception of work-life balance, particularly on blue-collar workers.  The study sample comprised of 91 employees of the production section (blue-collar workers) in a multinational company in Jababeka-Cikarang. Sampling was carried out using a stratified technique of proportional approach.  The instruments used in this study are The Utrecht Work Engagement Scale (UWES), Maslach Burnout Inventory (MBI-GS), and Work-Life Balance Scale. The study used primary data collection through survey method and secondary data from the company for analysis. Multiple regression analysis showed that employee engagement and burnout influence participants’ perceptions on work-life balance. The result indicates that employee engagement and burnout explained 17.6 percent on the variability of participants’ perceived work-life balance.Abstrak — Tujuan penelitian ini adalah mengetahui pengaruh employee engagement dan burnout terhadap work-life balance, terutama pada pekerja blue-collar. Sampel penelitian berjumlah 91 orang karyawan yang bekerja di bagian produksi (blue-collar workers) sebuah perusahaan multinasional di Jababeka-Cikarang. Pengambilan sampel dilakukan dengan menggunakan teknik stratified sampling dan pendekatan proposional. Instrumen yang digunakan untuk pengukuran employee engagement adalah Utrecht Work Engagement Scale (UWES), Maslach Burnout Inventory (MBI-GS), dan Work-Life Balance Scale. Data yang akan digunakan untuk analisis merupakan data primer yang diperoleh melalui metode survei dan data sekunder dari perusahaan. Hasil analisa regresi berganda menunjukkan adanya pengaruh yang positif antara employee engagement dan burnout terhadap work-life balance. Employee engagement dan burnout berkontribusi sebesar 17.6 persen terhadap varians skor persepsi work-life balance partisipan.

This research was conducted to determine whether employer branding has a relationship with work engagement in a private company in the field of non-bank financing. The population of this research is the workers of a national private company engaged in the field of non-bank financing, especially the head office workers located in Jakarta. The number of samples of this study were 117 people, consisting of 62 men and 55 women with an age range of 20-67 years (Mean = 28.13; SD = 5.849). The method used is quantitative with stratified sampling technique. The research instrument used was the Employee Attractiveness Scale (EmpAt) (α = .956; 20 items). Whereas to measure the Work Engagement using Utrech Work Engagement Scale (UWES) (17 items; α = .896). The analysis carried out is a simple linear regression, t-test and one-way ANOVA. The results of this study found that Employer Branding had a significant positive effect on Work Engagement (F (1.115) = 50.333; β = .552, r = .552; R2 = .304; P <.001). Employer branding can be a strategy for companies to identify the needs of current and future workers, and build an image as a company of choice for work, so as to increase employee engagement with the company and its work.

Individual differences are one of the factors that influence the psychological climate. The existence of bias and the existence of the perception of the influence of other factors on an individual, so that in the same neighborhood but in different individuals our own ingrained perceptions would be different. It affects an individual's self-efficacy as one of dimension psychological capital which is related to a person's perception of employee well-being, where the employee well-being as well as a factor's effect of psychological climate. Therefore, this study aims to find out whether employee well-being have a role as a mediator between psychological capital and psychological climate. The results from 378 hospitality employees showed that employee well-being acts as a partial mediator in the relationship between psychological capital and psychological climate. There were differences in employee well-being and psychological climate between group ages 18-30 years and 31-60 years.