The Effect of Work-Life Balance and Work Stress on Turnover Intention with Job Satisfaction as A Mediator at Anti-Corruption Institution in Indonesia

Abstract

The number of corruption cases in Indonesia that have been revealed from every year has given to the workload of employees to take action on the cases to completion in restoring financial state losses that is caused from corruption. The job characteristic that requires employees to be available at all times has also affected the balancing of two domains: work and non-work, especially employees who work in the office of deputy for enforcement. This research aims to examine the relationship between work life balance and work stress on turnover intention and the effect of job satisfaction in mediating relationships between these variables among employees of Deputy for Enforcement of Anti-Corruption Institution in Indonesia. This research was conducted by using quantitative method through the distribution of questionnaires. An amount of 218 respondents were obtained as a sample of a population of 427 specialist and administrative employees. Hypotheses were tested with structural equation modeling (SEM) using Amos 23. The results found that there were positive influences on the relationships between work stress and turnover intention, both directly and indirectly through the mediation of job satisfaction. The results also revealed that there was no direct effect on work-life balance and turnover intention relationship, but indirect effect was found through the mediation of job satisfaction.

Demographic Influences on Perceived Stressors of Construction Workers during the COVID-19 Pandemic

“…Role overload was measured with three items that describe construction workers’ perception of how busy they are on a daily basis [ 64 , 65 ]. Sample items include “I often fail to finish my work on time.” and “My work requires a lot of time and effort.”…”

Pengaruh Gaya Kepemimpinan Transformasional, Work-life Balance, dan Kepuasan Kerja terhadap Turnover Intention

“…Penelitian terkait pengaruh work-life balance terhadap turnover intention melalui kepuasan kerja sebagai variabel mediasi sudah dilakukan oleh peneliti sebelumnya (Adriano & Callaghan, 2020). Penelitian lain mengenai work-life balance dan kepuasan kerja terhadap turnover intention telah banyak dilakukan oleh penelitian-penelitian sebelumnya (Alvionita et al, 2022;Lebang & Ardiyanti, 2021). Maka penelitian ini akan menambahkan variabel gaya kepemimpinan transformasional sebagai variabel independen dan merupakan salah satu faktor yang berpotensi mempengaruhi turnover intention (Sumrahadi et al, 2019;Ramadhiansyah et al, 2022).…”

“…Hal ini berarti karyawan yang memiliki keseimbangan kehidupan kerja yang baik dapat meningkatkan kepuasan kerja karyawan, karena karyawan yang merasa bahwa kehidupan pekerjaannya memberikan dampak yang baik untuk kehidupan pribadinya sehingga karyawan merasa semakin puas atas pekerjaan yang dilakukannya. Hal tersebut mendukung pernyataan beberapa peneliti terdahulu yang menyatakan bahwa work-life balance berpengaruh positif terhadap kepuasan kerja (Kasbuntoro et al, 2020;Nurdin & Rohaeni, 2020;Anggraeni & Mulyana, 2020;Arief et al, 2021;Lebang & Ardiyanti, 2021;Nair et al, 2021;Runtu et al, 2022).…”

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

“…, 2019; Mbah et al. , 2018), Deputy for Enforcement of Anticorruption Institution in Indonesia (Lebang and Ardiyanti, 2021) and many more. By looking at the lack of research that focuses on higher education institutions and the negative implications of turnover intentions on the academic community, it is vital to investigate the factors that cause turnover intentions (Kakar et al.…”

“…Although higher education institutions in Indonesia were attacked by turnover intention, there is still a scarcity of research that focuses on this context (Harini et al, 2020). Most of the previous research in Indonesia, focused on industries such as garment (Junaidi et al, 2020), pharmacy (Vizano et al, 2020), manufacturing, and services in Indonesia (Tricahyadinata et al, 2020;Vizano et al, 2021), retail store (Adawiyah, 2015) and banking, hospitals, consulting offices, and training provider (Suyono et al, 2020), private hospitals (Laily et al, 2020), Small Medium Enterprises (Coetzer et al, 2019;Mbah et al, 2018), Deputy for Enforcement of Anticorruption Institution in Indonesia (Lebang and Ardiyanti, 2021) and many more. By looking at the lack of research that focuses on higher education institutions and the negative implications of turnover intentions on the academic community, it is vital to investigate the factors that cause turnover intentions (Kakar et al, 2021a, b;Saufi et al, 2020).…”