Effect of Work-Life Balance, Job Demand, Job Insecurity on Employee Performance at PT Jaya Lautan Global with Employee Well-Being as a Mediation Variable

Abstract

Employee performance remains a challenge for companies because of the increasingly competitive level of competition. Organizations are increasingly required to focus on Human Resource Management (HRM) to improve organizational sustainability. Achieving organizational sustainability becomes unrealistic without employee participation and commitment. This study aims to analyze the effect of work-life balance, job demands, job insecurity on employee performance with employee well-being as a mediating variable. The research method used is explanatory quantitative with SEM-PLS. The sample in this study were 100 employees of PT Jaya Lautan Global. The sampling technique used in this research is saturated sampling (census). The results showed that Work-Life Balance and Job Demands had a positive and significant effect on Employee Well-Being. Job Insecurity has a negative and significant effect on Employee Well-Being. Work-life balance has a positive and significant effect on employee performance. Job Demands have a negative and significant effect on employee performance, while Job Insecurity has a negative and insignificant effect on employee performance. Employee well-being has a positive and significant effect on employee performance. The results of the mediation show that employee well-being can partially mediate the effect of work-life balance and job insecurity on employee performance, while employee well-being can fully mediate the effect of job demands on employee performance.

Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator

“…While research has established the direct impact of job insecurity on employee wellbeing, limited attention has been given to its mediating role in other job attitudes crucial for organizational success and productivity ( Vujičić et al, 2015 ; Kurnia and Widigdo, 2021 ). By examining job insecurity as a mediator, researchers can understand the underlying mechanisms through which these variables influence organizational commitment.…”

“…It can be defined differently, such as objective circumstances or perceptual phenomena ( Greenhalgh and Rosenblatt, 1984 ; Bordia et al, 2004 ). Job insecurity negatively affects employees’ physical wellbeing, mental health, and job satisfaction ( De Witte, 1999 ; Kurnia and Widigdo, 2021 ). It can be categorized into qualitative and quantitative forms ( Hellgren et al, 1999 ; Hellgren and Sverke, 2003 ).…”

The Influence of Job Demands and Job Resources on Employee Performance and Job Satisfaction and Knowledge Sharing as Moderating Variables

“…The results of this study are in line with the results of several researchers who state that Job Demands on performance result in that the higher Job Demands will reduce performance. Employees who are faced with high job demands can become very tired psychologically so that it will disturb the employees' psyche which leads to decreased performance (Kurnia & Widigdo, 2021).…”

Peran Kepuasan Kerja Dalam Memediasi Pengaruh Work-Life Balance Terhadap Kinerja Pegawai Pada Rumah Detensi Imigrasi Denpasar

“…Hasil penelitian ini selaras dengan penelitian yang dilakukan oleh Kurnia & Widigdo (2021), Bataineh ( 2019…”