The effect of work-life balance and work satisfaction on work productivity of employees of the Special Capital Region of Jakarta

Abstract

There are thousands of studies that study the factors that affect work productivity. Most studies take private companies as the research context. In this study, the researchers conducted a study on government employees who are generally considered to have lower productivity than the private sector. The question is, does this assumption apply to local governments that provide high welfare to their employees? To answer this question, the researchers deliberately selected as many as 144 local government employees specifically for the capital city of Jakarta. Data were collected using a questionnaire distributed through electronic media. The dependent variable is work productivity, and the independent variable is work-life balance and job satisfaction. SEM analysis using SmartPLS 3.0 shows that work-life balance has no direct effect on work productivity. The effect of work-life balance on work productivity occurs through job satisfaction. In this relationship, job satisfaction plays a full mediation role. Original Article | Turnitin

Retaining knowledge workers for effective digital transformation

“…Recent human capital management literature (Year 2020-2022) was found to have conducted insufficient investigations on knowledge worker's retention in SMEs in Malaysia [2,6]. Most recent previous studies in year 2020-2022 such as Ahmad, et al [2]; Shah, et al [5]; Rahajeng and Handayani [3] and Wahab, et al [6] focused on the influence of knowledge trust, knowledge-oriented leadership, and environmental uncertainty in retaining administrative and executive staff in organizations. Although knowledge workers are an important asset for the digital transformation of SMEs [7], there is a dearth of studies that focus specifically on how to retain knowledge workers in Malaysia.…”

“…Work-life balance refers to an equal distribution between work time and personal life. According to Rahajeng and Handayani [3], over the past 15 years, there has been a growing interest in work-life balance among knowledge workers. Work-life balance ensures knowledge workers are more motivated in the pursuit of greater organizational achievement while taking good care of family needs Gaile, et al [11].…”

“…Rahajeng and Handayani [3] ascertained that SMEs that emphasize reaching a balance between work and life will have lower employee turnover. A flexible work schedule can provide knowledge workers with choices about the start and end time of works as long as they are able to meet the specific working time required by the employer, i.e., 42 hours per week.…”

“…Successful knowledge worker's retention allows SMEs in Malaysia to enter foreign markets easily through the utilization of online communications, online transactions, e-commerce, and digital enterprise systems [1]. Digitalization has also been seen as an opportunity for small businesses to enter foreign markets [3].…”

“…It is essential to examine factors affecting knowledge workers in SMEs because SMEs comprise 99.2% of the businesses in the world. It also contributes over 59% of employment [5] and 33% of the national income in Malaysia [3]. As SMEs in Malaysia are still in the beginning stages of digitalization and there is an urgent need for knowledge worker's retention in pursuit of the digital transformation goal, this study is carried out to determine the key reasons why a knowledge worker intends to stay in SMEs.…”