Pengaruh Work Life Balance dan Gaya Kepemimpinan terhadap Kinerja Karyawan pada PT. Sumber Graha Sejahtera (SGS) Luwu

Abstract

Penelitian bertujuan menyelidiki dampak dari work life balance dan gaya kepemimpinan terhadap kinerja karyawan di PT Sumber Graha Sejahtera (SGS) Luwu. Penelitian ini menggunakan metodologi survei kuantitatif. 150 responden dipilih secara acak untuk menjadi sampel penelitian kuantitatif ini. Dengan menggunakan skala Likert dengan rentang 1 sampai 5, data dikumpulkan dengan menggunakan kuesioner. Analisis regresi linier berganda digunakan untuk menguji penelitian ini dengan menggunakan SPSS 25. Berdasarkan temuan penelitian, dapat disimpulkan bahwa work life balance dan gaya kepemimpinan secara positif dan signifikan mempengaruhi kinerja karyawan, kedua variabel tersebut berdampak positif dan subtansial terhadap kinerja karyawan secara bersamaan dibuktikan dengan nilai uji F sebesar 55,680 dan nilai signifikan sebesar 0,000. Sehingga jika work life balance dan gaya kepemimpinan ditingkatkan, maka kinerja karyawan PT Sumber Graha Sejahtera (SGS) Luwu akan meningkat sebesar 43,1%.

Leadership Style, Motivation, and Communication on Organizational Commitment and Employee Performance in the Rokan Hulu Regional General Hospital

“…Thus, work motivation affects the increase or decrease in employee performance in the Rokan Hulu Regional Public Hospital. This is in line with the results of research conducted by Munir (2013), Sulistiyaningrum (2018), Perdana (2017), Astariyani (2015), Wardani (2016), Sehfudin (2011), Syam (2015, Silaen (2018), Anjardini (2017), Rinatasari (2016, Gustina Pane (2017), who concluded that motivation proved to have a significant effect on employee performance, which means that the more employees are motivated at work, the higher the level of employee performance. However, these results are not in line with the results of research conducted by Artiningsih (2016), which concluded that motivation has no significant effect on employee performance.…”

“…And vice versa, if the leadership style is low then the employee's performance achievements will also not change. However, these results are not in line with the results of research conducted by Munir (2013), Perdana (2017), Indrawan (2021), Astariyani (2015), Wardani (2016), Januar et al ( 2018), Ardian and Sukesi (2021), Sehfudin (2011), Syam (2015, Silaen (2018), Aini and Sosilo (2014), Rinatasari (2016), Erwhani et al, (2014), Nurdin et al (2018), and Lalamentik et al (2017 who concluded that leadership style proved to have a significant effect on employee performance.…”

“…And vice versa, if communication is low, the employee's performance achievements will also not change. However, these results are not in line with the results of research conducted by Perdana (2017), Astariyani (2015), Sehfudin (2011), Anjardini (2017) and Erwhani et al ( 2014) who concluded that communication has proven to have a significant effect on employee performance.…”

Apakah Work-Life Balance Masih Layak Diteliti? Systematic Review Mengenai Work-Life Balance Terkini

“…Dalam artikel-artikel yang terbit sepanjang tahun 2023 dan tertera di database Garuda, didapatkan bahwa hampir sebagian besar penelitian dilakukan di Indonesia bagian barat, terutama di pulau Jawa dan Sumatera. Hanya ada empat penelitian yang dilakukan di Indonesia bagian tengah yaitu penelitian dari (Arfandi & Kasran, 2023;Ayu et al, 2023;Hendra Gunawan, 2023;Kadek Eva Sulystyawati, Muhammad Kasran, n.d.). Bahkan tidak ada penelitian yang dilakukan di Indonesia bagian timur.…”