The Impact of Work-Balance on Employee Performance Mediated by Employee Loyalty (Lessons from Female Employees Working in International Environment in Greater Jakarta, Indonesia)

Abstract

The roles of women have been more recognized as vital within organizations or companies. Companies that have more women in managerial positions have been able to handle risks more effectively; to do better in managing relationship with customers, employees, shareholders and local communities. However, female employees have to overcome the challenges of balancing multiple responsibilities at work and personal life which expose them to stress at work which may affect their performance as employees. Hence, this study aims to investigate the impact of work-life balance on employee performance mediated by employee loyalty in the context of female employees working in international environment in greater Jakarta, Indonesia. This study applies quantitative approach with a total of 100 female employees working in international environment, including United Nations Agencies, Multinational Companies, Embassies, International Non-Governmental Organizations and Donor Agencies using statistical analysis method through Partial Least Square (PLS) Structural Equation Modeling (SEM). The findings of the study show that work-life balance has positive impact on employee loyalty and employee performance; and employee loyalty has positive impact on employee performance. This study fills in the research gaps and expands the knowledge on human resource strategy on applying work-life balance to specifically improve female employees' loyalty and performance. The findings also give further insights for effective human resource strategy and policy to enhance female employee loyalty and performance in a company or organization.

Work-Life Balance, Job Satisfaction, and Work Environment Influences on Educators’ Loyalty

“…Work-life balance had no significant effect on the loyalty of female lecturers at the University of Flores, according to the findings. The findings of this study contradict previous findings from (Capnary et al, 2018), (Larastrini & Adnyani, 2019), (Al Kabir & Rahman, 2019), (Melayansari & Bhinekawati, 2020), (Mosyani & Riyanto, 2020), (Nadeak Friska, Simanjorang, 2021), which show that work-life balance can affect employee loyalty. According to the work-life balance indicators, namely time balance, involvement balance, and satisfaction balance, there may be female lecturers who do not yet have the three types of balance mentioned above, influencing the results of testing the first hypothesis.…”

“…Because of the high commitment and loyalty required for success, work-life balance is critical when the organization manages the professional with the technical. As a result, it is possible to conclude that work-life balance and loyalty have a direct relationship (Mosyani & Riyanto, 2020), (Stefanie et al, 2020), (Nadeak Friska, Simanjorang, 2021), , (Melayansari & Bhinekawati, 2020).…”

Brokerage performance drivers amongst married working women in an emerging real estate market

“…The study shows that female employees encountered work-life balance challenges imposed by long working hours, job rigidity, work overload, childcare responsibilities, workplace discrimination and biases, lack of supervisory support, dominant managerial style and scarce family support. In agreement, Melayansari and Bhinekawati (2020) assert that it significantly affected their loyalty and performance in Indonesian organizations. Disagreeing, Lukiastuti (2021) posits that work stress had no significant effect on the performance of female staff.…”

The impact of career pathing on employees’ loyalty among the private schools in San Jose, Occidental Mindoro

“…Given this, Melayansari et al (2020) highlighted that the performance of employees is positively impacted by work-life balance.…”