The effects of work-life balance and emotional intelligence on organizational commitment mediated by work engagement

Muafi, Muafi; Marseno, Waly Andini

doi:10.36096/ijbes.v3i2.257

Cited by 7 publications

(7 citation statements)

References 37 publications

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“…The benefits of work-life balance programs, which foster loyalty and improve productivity, have been emphasized by several studies (Bali et al, 2020;Senbursa, 2023). This research corroborates these findings, suggesting that organizations investing in these programs will likely witness lower absenteeism, reduced work-life conflict, and decreased workplace accidents (Muafi & Marseno, 2021). Beyond organizational outcomes, work-life balance is instrumental in mental health, acting as a bulwark against stress and promoting cognitive well-being (Grzywacz & Marks, 2000;Allen et al, 2000).…”

Section: Discussionsupporting

confidence: 77%

“…Research has indicated that work-life balance programs improve employee well-being and have a range of other positive effects (Ridwan et al, 2022). For example, these programs have been found to reduce absenteeism and job stress levels, decrease work-life conflict, and lower accident rates (Muafi & Marseno, 2021). Moreover, work-life balance has been linked to increased productivity.…”

Section: The Relationship Between Work-life Balance and Employees' We...mentioning

confidence: 99%

“…As posited by (Bali et al, 2020;Senbursa, 2023), such programs amplify employee loyalty and productivity, increasing their overall well-being. The ancillary benefits of these programs, such as reduced absenteeism, diminished work-life conflict, and lowered accident rates (Muafi & Marseno, 2021), underscore their indispensability in modern organizational structures.…”

Section: There Is a Statistically Significant Relationship Between Wo...mentioning

confidence: 99%

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Workplace Without Walls: An Investigation Into Remote Working and Employee Well-Being at Maybank, Malaysia

Kanapathipillai,

Anuar,

Hamzah

et al. 2023

EJMMS

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This study examines remote work's impact on employee well-being. This study aims to provide valuable insights for the banking sector and businesses to improve their employees' well-being by comprehensively investigating remote work dynamics and their outcomes. The results, involving 445 participants from Maybank, show that remote work significantly impacts employees' well-being at Maybank. This study has brought to light that telecommuting, employee engagement, transformational leadership, and work-life balance positively impact the well-being of employees at Maybank. This study's findings can help Maybank improve its policy development, resource allocation, and program implementation, ultimately enhancing remote working arrangements and employee well-being. By effectively managing the challenges inherent in remote work, Maybank can cultivate a conducive work environment that fosters employee satisfaction, engagement, and productivity, ultimately resulting in enhanced organizational performance. Article visualizations:<img src="/-counters-/soc/0055/a.php" alt="Hit counter" />

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Section: Discussionsupporting

confidence: 77%

Section: The Relationship Between Work-life Balance and Employees' We...mentioning

confidence: 99%

Section: There Is a Statistically Significant Relationship Between Wo...mentioning

confidence: 99%

See 1 more Smart Citation

Workplace Without Walls: An Investigation Into Remote Working and Employee Well-Being at Maybank, Malaysia

Kanapathipillai,

Anuar,

Hamzah

et al. 2023

EJMMS

View full text Add to dashboard Cite

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“…Similar to this, Okolie, Igborhiohwunu, and Omole (2017) assert that employees' commitment to their organisations will grow as their work-life balance improves. The lack of a balance between work and personal life, according to Marseno and Muafi (2021) and Puspitasari, Darwin, and Marseno (2021), is one of the factors that can affect employees' commitment to the organisation. In today's competitive business environment, one of the main struggles of modern firms is organisation commitment and work-life balance (Berk & Gundogmus, 2018).…”

Section: Introductionmentioning

confidence: 99%

Work-life balance policy and practice in Nigeria

Okolie

Mukoro

Otite

2023

JSS

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It believes that giving people the freedom to manage their own work and make decisions improves their performance. Quality of work life aims to instill a culture of work commitment within organizations and society at large in order to improve job satisfaction and employee performance. The fulfillment of seven needs health and safety needs, economic and family needs, social needs, esteem needs, actualization needs, knowledge needs, and aesthetic needs ensures the quality of work-life. Organisations in Nigeria have a reputation for ignoring decent work practices and embracing precarious working conditions to the detriment of the populace. The country's organisations appear to be primarily concerned with increasing profits at the expense of employee welfare. The purpose of this study is to investigate work-life balance policy and practice in Nigeria. To gather data, relevant information was extracted from conference papers, public records, textbooks, journals, and other sources. According to this study, a work-life balance requires planning, and the most prosperous people have found happiness in both the short- and long-term by developing a barometer to help them manage their lives. This study recommends among other things that availability and use of work-life balance practices, when provided in the context of supervisor and organisational support can reduce work-life conflict and increase positive appraisals of one’s organisation. These effects are often associated with employee attitudes such as increased job satisfaction and enhanced control over their work schedule.

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“…In today's dynamic environment, it is seen that employees facing a heavy workload and long working hours affect the lives of employees and their families (Aslam, 2015), p this naturally will influence work engagement (Marseno & Muafi, 2021). (Dinh, 2020) concluded that leadership style very important in creating a sense of work-life balance for employees, although it may be unavoidable that employees will experience stress in the personal and work lives of employees.…”

Section: Introductionmentioning

confidence: 99%

Mediating effect of work-life balance towards leadership style and work engagement

Vanesa¹,

Shanty²,

Triyani³

et al. 2022

JPPI

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dynamism environment work moment this especially especially for ASN Bandung Regency made government needs employees which provides quality and timely services as form community satisfaction and expectations. For that, leader must understand the most suitable leadership style for implemented by employees government. Leadership style for employees who undergo work from anywhere (WFA) is expected capable increase work engagement through work-life balance in the organization. Study this use Structural Equation Modeling (SEM) with 500 respondents Bandung Regency ASN employees. Purpose: Analyze work life balance that mediates the transformational effect leadership, transactional leadership and servant leadership at work engagement Bandung Regency Government employee. Findings: leadership style in an organization owned by a head of ASN in Bandung Regency for increase work engagement through work-life balance is transactional leadership and servant leadership. Originality / value: Analyze work life balance that mediates the transformational effect leadership, transactional leadership and servant leadership at work engagementin one research

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The effects of work-life balance and emotional intelligence on organizational commitment mediated by work engagement

Cited by 7 publications

References 37 publications

Workplace Without Walls: An Investigation Into Remote Working and Employee Well-Being at Maybank, Malaysia

Workplace Without Walls: An Investigation Into Remote Working and Employee Well-Being at Maybank, Malaysia

Work-life balance policy and practice in Nigeria

Mediating effect of work-life balance towards leadership style and work engagement

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