Work life balance, job engagement and turnover intention: Experience from Y generation employees

Lestari, Diani; Margaretha, Meily

doi:10.5267/j.msl.2020.8.019

Cited by 20 publications

(21 citation statements)

References 1 publication

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“…A lack of WLB practises, such as prolonged working hours, limits employees' time for social and familial activities, detrimentally affects WLB and leads to stress and a desire to leave their job (Kakar et al, 2019). Recent empirical studies confirmed that WLB negatively affected TOI (Lestari and Margarethaa, 2021) and positively affected employee retention (Ozioma et al, 2022). Based on the related literature and SET, we argue that if employees have a balance between work and family life, they are more likely to feel satisfied and happy with work and family responsibilities, which, in the norms of reciprocity, will reduce their TOI.…”

Section: Work-life Balancementioning

confidence: 99%

“…Ahmad Saufi et al 10.3389/fpsyg.2023.1137945 Frontiers in Psychology 10 frontiersin.org paternity leave, health and wellness programmes and childcare facilities, to reduce academic employees' TOIs (Lestari and Margarethaa, 2021). When employees perceive that the organisation is applying WLB practises, they might realise that they are respected and accounted for by the institution.…”

Section: Practical Implicationmentioning

confidence: 99%

“…Turnover intention refers to the desire to relocate or leave an organisation to find a better job ( Lestari and Margarethaa, 2021 ), and it is the most important indicator of actual leaving behaviour ( Ajzen, 1991 ). An employee’s intention to leave is the final step of leaving the organisation, whether through resignation or termination ( Kakar et al, 2021 ).…”

Section: Literature Reviewmentioning

confidence: 99%

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Turnover intention and its antecedents: The mediating role of work–life balance and the moderating role of job opportunity

et al. 2023

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Due to the higher attrition rate in higher education institutions (HEIs), the attraction and retention of top talents in higher education have become a challenge for human resource (HR) professionals. The primary area of discussion among business executives and HR professionals is how top talent can be retained and maintained. Thus, the purpose of this study is to examine the impact of human resource management practises (HRMPs), oraganisational reputation (OGR), occupational prestige (OPP) and work–life balance (WLB) on turnover intention (TOI) of the academics working in HEIs. The study also aims to examine WLB as a mediator and job opportunity (JBO) as a moderator of the relationships mentioned above. Data collected through an online survey from 466 respondents were analysed using partial least square structural equation modelling. The findings of the study showed that OGR, OPP and WLB were negatively related to TOI. However, the impact of HRMPs on TOI was not direct; instead, it was mediated by WLB. The findings also demonstrated that WLB significantly mediated the relationship between OGR and OPP. Furthermore, the results also confirmed that JBO significantly moderated the relationship between WLB and TOI. The findings of the study provide guidelines for a comprehensive retention strategy and a holistic model of academics TOI that can assist HR professionals, policymakers and management in developing an effective strategic recruitment and retention plan.

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Section: Work-life Balancementioning

confidence: 99%

Section: Practical Implicationmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

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Turnover intention and its antecedents: The mediating role of work–life balance and the moderating role of job opportunity

et al. 2023

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“…Work hours has often been recognized as the most important factor in resolving work conflicts. The amount of work assigned and the level of control workers have over their jobs are two aspects of work time (Lestari & Margaretha, 2021). On the basis of previous literature, the following hypothesis are developed for this study:…”

Section: Worklife Imbalance and Turnovermentioning

confidence: 99%

Why Employees are not loyal to their Workplace in Private Sector?

Bai

Suresh

Ansari

et al. 2022

Global Management Journal for Academic & Corporate Studies

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Employee turnover is a significant factor that is of vital importance to the employees of the organization. The prerequisite to leave one’s job or organization is the intention to leave that can be referred as turnover intention. It is the thinking and planning of employees to leave their job and organization due to different reasons. Since turnover intention is not explicit; it is difficult to determine the factors, these lead to leave one’s job and organization. So, this conceptual paper tried to summarize different factors affecting turnover intention of employees which are identified by different scholars and researchers. The population of research is the private sector of Pakistan because this issue of turnover and organization performance is of major concern in private companies. The size of the sample of 251 respondent was selected. The main objective of this research is to study the relationship between (Abusive Supervision, Emotional Exhaustion, Organizational Politics, Psychological Contract Breach, Perceived organization support, Remuneration, Workplace Bullying, Work life imbalance) and mediating effect of turnover on organizational performance. for this research we have used PLS path modeling approach keeping in view the above literature review. For analyzing the data, we have used Smart PLS 3.0. After the results revealed all the hypothesis were accepted except workplace bullying, perceived organization support and work life imbalance. This research will help Organization that organizations have to work on the environment conditions with the support of developing career and value towards the promotional opportunities for employees that give them motivation to retain in organization.

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“…Keseimbangan kehidupan kerja adalah situasi dimana pegawai diberi kesempatan untuk menyeimbangkan kehidupan kerja dan kehidupan pribadi mereka, dalam situasi ini tidak akan menimbulkan stres dan kelelahan dalam melakukan pekerjaannya (Lestari & Margaretha, 2021). Semakin banyak waktu pegawai yang digunakan dalam bekerja dapat mengakibatkan ketidakseimbangan dalam mengontrol kehidupan pegawai di luar pekerjaan sehingga dapat mempengaruhi tingkat produktivitas kerja yang dapat berpengaruh pada kepuasan kerja, begitu pula sebaliknya.…”

Section: Pendahuluan Latar Belakangunclassified

Pengaruh Keseimbangan Kehidupan Kerja, Stres Kerja, Dan Kompensasi Terhadap Kepuasan Kerja Pegawai Di Era Pandemi Covid-19 (Studi Kasus Pada Pt. PLN (Persero) Unit Induk Wilayah Suluttenggo)

Tupamahu

Tewal

Trang

2022

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Kepuasan kerja didasari atas perasaan positif pegawai terhadap pekerjaan mereka. Sebaliknya, pegawai yang merasakan ketidakpuasan dalam pekerjaannya akan sangat berdampak pada pencapaian tujuan perusahaan. Tujuan dari penelitian ini yaitu untuk menganalisis pengaruh keseimbangan kehidupan kerja, stres kerja, dan kompensasi terhadap kepuasan kerja secara parsial dan simultan. Teknik pengumpulan data menggunakan kuesioner yang disebarkan kepada responden melalui google form, instrumen dalam penelitian ini terbagi 2 yaitu menyangkut identitas responden dan variabel penelitian dengan menggunakan skala likert dimana 1 = sangat tidak setuju, 2 = tidak setuju, 3 = netral, 4 = setuju, dan 5 = sangat setuju. Populasi penelitian sebanyak 133 pegawai PT. PLN (Persero) Unit Induk Wilayah Suluttenggo dan sampel yang diperoleh menggunakan rumus Slovin sebanyak 100 pegawai sebagai responden. Teknik analisis yang digunakan dalam penelitian ini yaitu analisis regresi linear berganda yang diolah menggunakan SPSS versi 26. Pembuktian hipotesis dilakukan dengan uji t dan uji f. Hasil penelitian menunjukkan bahwa secara parsial keseimbangan kehidupan kerja berpengaruh positif signifikan terhadap kepuasan kerja, stres kerja berpengaruh negatif tidak signifikan terhadap kepuasan kerja, dan kompensasi berpengaruh positif signifikan terhadap kepuasan kerja dan secara simultan menunjukkan bahwa keseimbangan kehidupan kerja, stres kerja, dan kompensasi berpengaruh signifikan terhadap kepuasan kerja pegawai. PT. PLN (Persero) Unit Induk Wilayah Suluttenggo berperan penting dalam menciptakan kepuasan kerja bagi pegawai. PT. PLN (Persero) Unit Induk Wilayah Suluttenggo diharapkan untuk terus memperhatikan faktor-faktor yang dapat mempengaruhi kepuasan kerja terlebih khusus keseimbangan kehidupan kerja, stres kerja, dan kompensasi.

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Work life balance, job engagement and turnover intention: Experience from Y generation employees

Cited by 20 publications

References 1 publication

Turnover intention and its antecedents: The mediating role of work–life balance and the moderating role of job opportunity

Turnover intention and its antecedents: The mediating role of work–life balance and the moderating role of job opportunity

Why Employees are not loyal to their Workplace in Private Sector?

Pengaruh Keseimbangan Kehidupan Kerja, Stres Kerja, Dan Kompensasi Terhadap Kepuasan Kerja Pegawai Di Era Pandemi Covid-19 (Studi Kasus Pada Pt. PLN (Persero) Unit Induk Wilayah Suluttenggo)

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