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"Penelitian ini bertujuan untuk menganalisis hubungan antara flexible working place dan flexible working time dengan job satisfaction, baik hubungan secara langsung maupun tidak langsung melalui work-life balance sebagai variabel mediasi. Penelitian ini dilakukan kepada pegawai di instansi Pusat Pelaporan dan Analisis Transaksi Keuangan (PPATK) baik pegawai tetap/Aparatur Sipil Negara (ASN) ataupun pegawai kontrak/Non-ASN menggunakan pendekatan kuantitatif. Pengumpulan data dilakukan degan menyebarkan kuesioner kepada 148 responden serta dilakukan analisis dengan aplikasi Smart PLS versi 3.0 melalui metode Penelitian SEM PLS. Hasil penelitian menyimpulkan bahwa kedua variabel yaitu flexible working place dan flexible working time berpengaruh positif terhadap variabel job satisfaction. Sementara itu hubungan kedua variabel yaitu flexible working place dan flexible working time terhadap variabel job satisfaction yang dimediasi oleh variabel work-life balance memiliki pengaruh yang positif. Hasil penelitian ini menjelaskan bahwa penerapan flexible working time dan flexible working time dapat dikatakan berhasil dan berpengaruh positif terhadap job satisfaction dikarenakan terdapat peningkatan work-life balance yang dirasakan oleh pegawai Pusat Pelaporan dan Analisis Transaksi Keuangan (PPATK).

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The aim of this study is to analyze the relation between the flexible working place and flexible working time on job satisfaction, directly or indirectly, with the itervention of the work-life balance as a mediating variable. This research is conducted to a civil servant and a non civil servant/contract-based staff in Indonesian Financial Transaction Reports and Analysis Center (INTRAC). Furthermore, the quantitative approach is used in this research. The data is collected by distributing a questionnaires to 148 respondents and being analyzed with Smart PLS program/application version 3.0 with Sem PLS method. The results concludes that both variables which are flexible working place and flexible working time makes a positive and significant effect on job satisfaction variable. Furthermore the flexible working place and flexible working time on job satisfaction with work-life balance as a mediating variable also have a positive effect. The results of this study explain that the implementation of flexible working place and flexible working time can be said to be successful and has a positive effect on job satisfaction because there is an increase in a work-life balance felt by employees of the Indonesian Financial Transaction Reports and Analysis Center (INTRAC)"

"Penelitian mengenai generasi milenial atau generasi “Y” merupakan sebuah topik penelitian yang menarik, kontekstual dan seksi untuk dilakukan. Peran mereka dewasa ini juga menjadi kian penting dengan semakin besarnya kuantitas mereka di dunia kerja dan juga kualitas mereka yang sudah banyak mengisi beberapa posisi di perusahaan terkemuka yang ada di Indonesia. Studi empiris ini bertujuan unutk menganalisis pengaruh dari organizational engagement terhadap job satisfaction baik secara langsung dan melalui adanya mediasi dari organizational identification dan organizational commitment. Pendekatan yang digunakan menggunakan pendekatan kuantitatif melalui kuesioner digital untuk mengumpulkan data yang dihimpun melalui sosial media. Responden yang terlibat dalam penelitian ini ditentukan dengan metode non probability sampling, dengan populasi responden yang seluruhnya merupakan karyawan dari generasi milenial dengan pengalaman minimal satu tahun kerja. Hasil yang ditemukan menggambarkan bahwa ada aspek yang mempengaruhi hubungan yang dimediasi dalam hipotesis. Diskusi, implikasi manajerial, dan saran atas penelitian ini selanjutnya diberikan di akhir laporan akhir ini.

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The study of the millennial generation or the "Y" generation is an interesting, contextual and sexy research topic to do. Their role nowadays has also become increasingly important with their increasing quantity in the world of work and also the quality of those who have filled a number of positions in companies and even in government. This empirical study aims to analyze the effect of organizational engagement on job satisfaction both directly and through the mediation of organizational identification and organizational commitment. The approach used uses a quantitative approach through a digital questionnaire to collect data collected through social media. Respondents involved in this study were determined using a non-probability sampling method, with a population of respondents who were all employees of the millennial generation with at least one year of work experience. The results found illustrate that there are aspects that affect the relationship that is mediated in the hypothesis. Discussions, managerial implications, and suggestions for this study are provided at the end of this final report.."

"Penelitian ini bertujuan untuk menganalisis kinerja pada Ditintelkam Polda Lampung dengan variabel independen berupa leadership dan job placement, serta variabel mediator berupa job satisfaction dan motivation. Penelitian ini merupakan penelitian kuantitatif dengan metode survei terhadap 121 personel Ditintelkam Polda Lampung. Data yang diperoleh diolah dengan menggunakan analisis statistik deskriptif dan SEM-PLS. Hasil penelitian menunjukan bahwa terdapat pengaruh positif dan signifikan antara Leadership, job satisfaction, dan motivation terhadap Performance; leadership berpengaruh positif dan signifikan terhadap job satisfaction; job placement dan leadership secara positif dan signifikan berpengaruh terhadap motivation pada personel Ditintelkam Polda Lampung

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This study aims to analyze the performance of the Lampung Police Ditintelkam with independent variables in the form of leadership and job placement, as well as mediator variables in the form of job satisfaction and motivation. This research is a quantitative research with a survey method to 121 personnel of Ditintelkam Lampung Regional Police. The data obtained were processed using descriptive statistical analysis and SEM-PLS. The results of the study show that there is a positive and significant influence between leadership, job satisfaction, and motivation on performance; leadership has a positive and significant effect on job satisfaction; as well as job placement and leadership positively and significantly affect the motivation of the Lampung Regional Police Ditintelkam personnel."

"Penelitian ini meneliti tentang pengaruh Gaya Kepemimpinan terhadap kinerja personel dengan kepuasan kerja sebagai variabel intervening. Penelitian ini memiliki tujuan untuk menganalisis pengaruh Gaya Kepemimpinan yang ada di organisasi terhadap kinerja personel, Gaya Kepemimpinan yang ada di organisasi terhada kepuasan kerja, menganalisis pengaruh kepuasan kerja terhadap Kinerja personel. Sampel dari penelitian ini adalah anggota POLRES Lebak. Teknik dalam pengambilan sampel pada penelitian ini menggunakan teknik nonprobability sampling dan purposive sampling dengan pengumpulan data yang dilakukan dengan memberikan kuesioner. Kuesioner yang disebar adalah sebanyak 125 kuesioner, dan yang dapat digunakan adalah sebanyak 92 kuesioner. Teknik analisis yang digunakan untuk menganalisis data yang diperoleh adalah dengan teknik Partial Least Square (PLS) dengan menggunakan software Smart PLS. Dari hasil pengujian hipotesis, terdapat beberapa kesimpulan dalam penelitian ini yaitu, adanya pengaruh signifikan antara Gaya Kepemimpinan terhadap kinerja personel. Maka dapat disimpulkan bahwa Hipotesis 1 (H1) diterima. Terdapat pengaruh positif dan signifikan antara Gaya Kepemimpinan terhadap kepuasan kerja. Maka dapat disimpulkan bahwa Hipotesis 2 (H2) di terima. Terdapat pengaruh positif signifikan antara kepuasan kerja terhadap kinerja personel. Maka dapat disimpulkan bahwa Hipotesis 3 (H3) di terima. Sehingga, kepuasan kerja dapat memediasi Gaya Kepemimpinan terhadap kinerja personel.

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This study examines the influence of Leadership Style on personnel performance with job satisfaction as an intervening variable. This study aims to analyze the influence of the leadership style in the company on the performance of personnel, the leadership style in the company on job satisfaction, and analyze the effect of job satisfaction on the performance of the personnel. The sample of this study were members of the Lebak POLRES. The sampling technique in this study used non-probability sampling and purposive sampling with data collection carried out by giving questionnaires. There are 125 questionnaires distributed, and 92 questionnaires can be used. The analytical technique used to analyze the data obtained is the Partial Least Square (PLS) technique using Smart PLS software. From the results of hypothesis testing, there are several conclusions in this study, namely, there is a significant influence between Leadership Style on personnel performance. So it can be concluded that Hypothesis 1 (H1) is accepted. There is a positive and significant influence between Leadership Style on job satisfaction. So it can be concluded that Hypothesis 2 (H2) is accepted. There is a significant positive effect between job satisfaction on personnel performance. So it can be concluded that Hypothesis 3 (H3) is accepted. Thus, job satisfaction can mediate Leadership Style on personnel performance."

"Penelitian ini bertujuan untuk mengetahui pengaruh transformational leadership dan organizational learning culture terhadap job performance baik secara langsung maupun melalui peran mediasi job satisfaction. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan purposive sampling yaitu pekerja pada perusahaan manufaktur di DKI Jakarta. Penelitian ini mendapatkan responden sebanyak 268 orang pekerja pada perusahaan manufaktur di DKI Jakarta. Pengolahan data dilakukan dengan menggunakan software SPSS 24 dan Lisrel 8.80 untuk pengujian hipotesis menggunakan SEM. Temuan peneliti menunjukkan bahwa transformational leadership berpengaruh baik secara langsung maupun melalui peran mediasi job satisfaction terhadap job performance pada pekerja perusahaan manufaktur di DKI Jakarta. Tidak hanya itu, job satisfaction juga dapat memediasi hubungan antara organizational learning culture terhadap job performance. Penelitian ini memiliki sampel yang terlalu kecil untuk dapat merepresentasikan keseluruhan populasi dari pekerja pada perusahaan manufaktur di DKI Jakarta. Selain itu, tidak adanya pilihan jenjang jabatan dan domisili yang lebih spesifik pada kuesioner untuk dianalisis uji beda One-Way Anova yang menjadi keterbatasan dalam penelitian ini. Dengan penelitian ini, praktisi dapat menyadari bahwa peran kepemimpinan terutama kepemimpinan transformasional di dalam organisasi menjadi hal yang penting karena dapat berpengaruh pada tingkat kepuasan kerja dan kinerja pekerjaan. Tidak hanya itu, praktisi juga dapat memperhatikan budaya pembelajaran organisasi untuk terciptanya inovasi dan inisiatif pada organisasi yang nantinya akan berdampak pada kepuasan kerja serta kinerja pekerjaan.

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This study intends to investigate the effect of transformational leadership and organizational learning culture on job performance both directly and through the mediation role of job satisfaction. This research is quantitative research with a conclusive research design and using purposive sampling, namely workers in manufacturing companies in DKI Jakarta. This study obtained 268 respondents as workers in manufacturing companies in DKI Jakarta. Data processing was carried out using SPSS 24 and Lisrel 8.80 software for hypothesis testing using SEM. The findings of the researchers indicate that transformational leadership influences both directly and through the role of mediating job satisfaction on job performance in manufacturing company workers in DKI Jakarta. Not only that, job satisfaction can also mediate the relationship between organizational learning culture on job performance. This study has a sample that is too small to represent the entire population of workers in manufacturing companies in DKI Jakarta. In addition, there was no more specific choice of position and domicile in the questionnaire to be analyzed by the One-Way Anova test which was a limitation in this study. With this research, practitioners can realize that the role of leadership, especially transformational leadership in organizations is important because it can affect the level of job satisfaction and job performance. Not only that, practitioners can also pay attention to organizational learning culture to create innovations and initiatives in organizations that will later have an impact on job satisfaction and job performance."

"Personel Bhabinkamtibmas Polres Metro Jakarta Barat merupakan salah satu petugas polisi yang terdampak pandemi Covid-19, dengan penambahan beban kerja yang memicu stres kerja sehingga menurunkan kepuasan kerja yang pada akhirnya mengganggu efektivitas organisasi. Penelitian ini bertujuan untuk menganalisis kepuasan kerja dan faktor-faktor penentu kepuasan kerja personel Bhabinkamtibmas Polres Metro Jakarta Barat. Penelitian ini menggunakan paradigma positivisme dengan teknik pengumpulan data eksplanatori sekuensial mixed methods design yaitu intepretasi hasil analisis data kuantitatif yang di follow-up secara kualitatif dengan maksud agar data kualitatif membantu memberikan gagasan yang lebih mendalam dan memperluas atau menerangkan hasil kuantitatif yang diperoleh. Hasil penelitian menunjukkan kepuasan kerja yang terbesar pada dimensi pelayanan sosial dan pengawasan-teknis. Personel Bhabinkamtibmas merasakan ketidakpuasan terbesar pada dimensi kompensasi dan peluang promosi. Seperempat dari populasi memiliki tingkat kepuasan kerja rendah. Faktor karakteristik demografis yang berpengaruh secara signifikan hanya masa kerja, sedangkan untuk jenis kelamin, usia, pangkat, tingkat pendidikan, dan status perkawinan tidak mempunyai pengaruh yang signifikan. Faktor karakteristik organisasi yang mempunyai pengaruh terbesar terhadap kepuasan kerja adalah keadilan prosedural sedangkan untuk faktor karakteristik pekerjaan yang berpengaruh paling besar terhadap kepuasan kerja yaitu identitas tugas.

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The Bhabinkamtibmas personnel of the West Jakarta Metro Police are one of the police officers affected by the Covid-19 pandemic, with an additional workload that triggers work stress, thereby reducing job satisfaction which in turn disrupts organizational effectiveness. This study aims to analyze job satisfaction and the determinants of job satisfaction of Bhabinkamtibmas personnel at the West Jakarta Metro Police. This study uses the positivism paradigm with sequential explanatory data collection techniques mixed methods design, namely the interpretation of the results of quantitative data analysis which is followed-up qualitatively with the intention that qualitative data help provide deeper ideas and expand or explain the quantitative results obtained. The results showed the greatest job satisfaction in the dimensions of social services and technical supervision. Bhabinkamtibmas personnel felt the greatest dissatisfaction with the dimensions of compensation and promotion opportunities. A quarter of the population has a low level of job satisfaction. The demographic characteristic factors that have a significant effect are only years of service, while gender, age, rank, education level, and marital status do not have a significant effect. The organizational characteristic factor that has the greatest influence on job satisfaction is procedural justice, while the job characteristic factor that has the greatest influence on job satisfaction is task identity."

"Tesis ini bertujuan untuk menguji pengaruh Job Demand dan Compensation Justice terhadap Counterproductive Work Behavior yang dimediasi Job Satisfaction. Job Demand diukur berdasarkan Work Overload, Emotional Load dan Work-Home Conflict. Compensation Justice diukur berdasarkan Distributive Justice, Procedural Justice, Interpersonal Justice dan Informational Justice. Counterproductive Work Behavior diukur berdasarkan Abuse Against Others, Production Deviance, Sabotage, Theft dan Withdrawal. Sampel yang diambil dari Prajurit Bintara dan Tamtama dan didapatkan sebanyak 400 responden. Data dianalisis dengan menggunakan Structural Equation Modeling (SEM) dengan Program Lisrel 8.54.Penelitian ini menemukan bukti yang sama dengan penelitian-penelitian sebelumnya, yaitu : (1) Job Demand signifikan berpengaruh positif langsung terhadap Counterproductive Work Behavior. (2) Compensation Justice signifikan berpengaruh negatif langsung terhadap Counterproductive Work Behavior. (3) Job Demand signifikan berpengaruh negatif langsung terhadap Job Satisfaction. (4) Compensation Justice signifikan berpengaruh positif langsung terhadap Job Satisfaction. (5) Job Satisfaction signifikan berpengaruh negatif langsung terhadap Counterproductive Work Behavior. (6) Job Demand signifikan berpengaruh tidak langsung terhadap Counterproductive Work Behavior melalui Job Satisfaction. (7) Compensation Justice signifikan berpengaruh tidak langsung terhadap Counterproductive Work Behavior melalui Job Satisfaction

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This thesis aims to examine the effect of Job Demand and Compensation Justice on Counterproductive Work Behavior mediated by Job Satisfaction. Job Demand is measured based on Work Overload, Emotional Load and Work-Home Conflict. Compensation Justice is measured based on Distributive Justice, Procedural Justice, Interpersonal Justice and Informational Justice. Counterproductive Work Behavior is measured by Abuse Against Others, Production Deviance, Sabotage, Theft and Withdrawal. Samples were taken from NCO and Enlisted Soldiers and obtained as many as 400 respondents. The data were analyzed using Structural Equation Modeling (SEM) with the Lisrel 8.54 program.

This study found the same evidence with previous researches, namely : (1) Job Demand has a significant direct positive effect on Counterproductive Work Behavior. (2) Compensation Justice has a significant direct negative effect on Counterproductive Work Behavior. (3) Job Demand has a significant direct negative effect on Job Satisfaction. (4) Compensation Justice has a significant direct positive effect on Job Satisfaction. (5) Job Satisfaction has a significant direct negative effect on Counterproductive Work Behavior. (6) Job Demand has a significant indirect effect on Counterproductive Work Behavior through Job Satisfaction. (7) Compensation Justice has a significant indirect effect on Counterproductive Work Behavior through Job Satisfaction."

"Pemerintah Indonesia telah menerapkan program Good Governance sejak periode Orde Baru. Dalam menjalankan program tersebut, pemerintah membuat pilihan strategis dengan meningkatkan kinerja di organisasi sektor publik atau layanan publik. Selama ini, Aparatur Sipil Negara hanya melakukan tugas pokok dan fungsi atau tupoksi secara standar tidak melebihi itu. Sejalan dengan hal tersebut, perlu diterapkan organizational citizenship behaviour (OCB) dalam layanan sektor publik agar program tata kelola yang baik dapat berjalan secara optimal. Berdasarkan penelitian sebelumnya, ada beberapa variabel pendukung dalam mewujudkan OCB yaitu job satisfaction, organizational justice, perceived organizational support (POS), dan perceived supervisor support (PSS). Oleh karena itu, tujuan dari penelitian ini adalah untuk membahas efek organizational justice dan job satisfaction sebagai mediator pada hubungan antara POS, PSS dan OCB pada salah satu lembaga sektor publik di Indonesia. Penelitian dilakukan di Lemhannas RI, dimana di Instansi ini lengkap memiliki anggota dari ketiga unsur ASN yaitu TNI, POLRI dan PNS. Metode yang digunakan adalah metode kuantitatif dengan menyebarkan kuesioner baik secara online maupun hard copy. Sampel penelitian ini sejumlah 211 pegawai di Lemhannas RI, model penelitian dianalisis menggunakan SEM-PLS. Hasil dari penelitian ini diketahui bahwa job satisfaction dan organizational justice mampu memediasi sepenuhnya hubungan positif antara POS dan PSS dengan OCB.

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The Government of Indonesia has been implementing good governance programs since the post New Order period. In running the programs, the government makes strategic choices by improving the performances in public sector organizations or public services. In fact, the State Civil Apparatus merely perform the basic tasks in a standard manner, not above it. In line with that case, it needs to implement theOrganizationalNCitizenship Behaviour (OCB) in public sector services to make good governance programs run optimally. Based on the previous research, there are several supporting variables in realizing the OCB, namely the Job Satisfaction, the Organizational Justice, the Perceived OrganizationalMSupport (POS), and the Perceived Supervisor Support (PSS). Therefore, this study aims to discuss the effects ofthe organizational justice and the job satisfaction as mediators onsthesrelationshipsbetween the POS, the PSS and the OCB on a Public Institution in Indonesia. The research was conducted at Lemhannas RI, in which therein, the personnel consist of the three elements of State Civil Apparatus, namely the Indonesian Armed Forces, the Indonesian Police, and the Civil Servants. The method used was quantitative method by distributing questionnaires, both online and the printout ones. The samples were as many as 211 employees of Lemhannas RI while the research model was analysed using SEM-PLS. TheMresults of the study show that satisfaction.and the OrganizationalFJusticeare able toSfullyS mediatedthe positive relationshipXbetween the POS and the PSS and the OCB"

"Penelitian ini bertujuan untuk mengkaji faktor-faktor penentu kepuasan dan ketidakpuasan individu dalam bekerja yang terdiri workload, role conflict, dan supervisor support terhadap job satisfaction, life satisfaction, anxiety, dan depression dengan work-life balance sebagai mediator. Objek utama dalam penelitian ini adalah pekerja perempuan di wilayah Jabodetabek dengan masa kerja minimal satu tahun, dan memiliki atasan langsung. Data penelitian dikumpulkan dengan menggunakan kuesioner daring dan didapatkan 743 pekerja perempuan menjadi sampel penelitian. Namun data yang dapat digunakan untuk diolah hanya 714 sampel akibat adanya data yang tidak terisi dengan sempurna sehingga tidak dapat digunakan dalam penelitian. Pengolahan data dilakukan metode structural equation modeling (SEM) menggunakan aplikasi Lisrel. Hasil SEM menunjukkan bahwa workload, role conflict, dan supervisor support memiliki pengaruh negatif dan positif terhadap work-life balance, work-life balance memiliki pengaruh positif terhadap job satisfaction dan life satisfaction, serta memiliki pengaruh negatif terhadap anxiety dan depression. Studi ini juga menunjukkan bahwa work-life balance berhasil memediasi pengaruh antara workload, role conflict, dan supervisor support terhadap job satisfaction, life satisfaction, anxiety, dan depression. Dengan demikian, perusahaan perlu memperhatikan workload, role conflict, dan supervisor support yang diberikan kepada pekerja perempuan, dengan demikian diharapkan dapat mendukung dan menjaga kepuasan para pekerja, yang juga didukung oleh work-life balance.

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This study aims to examine the determinants of individual satisfaction and dissatisfaction at work consisting of workload, role conflict, and supervisor support for job satisfaction, life satisfaction, anxiety, and depression with work-life balance as a mediator. The main object of this research is a female worker in the Greater Jakarta area with a minimum working period of one year, and has a direct supervisor. The research data was collected using an online questionnaire and found 743 female workers in the research sample. However, the data that can be used for processing are only 714 samples due to incomplete data that cannot be used in research. Data processing was carried out by the structural equation modeling (SEM) method using the Lisrel application. SEM results show that workload, role conflict, and supervisor support have a negative and positive effect on work-life balance, work-life balance has a positive effect on job satisfaction and life satisfaction, and has a negative effect on anxiety and depression. This study also shows that work-life balance successfully mediates the effect between workload, role conflict and supervisor support on job satisfaction, life satisfaction, anxiety, and depression. The company needs to pay attention to the workload, role conflict, and supervisor support provided to female workers, thus it is expected to support and maintain the satisfaction of the workers, which is also supported by a work-life balance."

"Instansi pemerintah merupakan salah satu dari delapan klaster sebagai penyumbang kasus Covid-19 terbesar di Indonesia. Oleh karena itu, mekanisme kerja yang lebih fleksibel atau flexible working arrangement menjadi alternatif yang semakin dipertimbangkan pada masa pandemi Covid-19. Meski demikian, dampak dari implementasi flexible working arrangement terhadap kinerja individu maupun organisasi masih menjadi perdebatan. Di sisi lain, beberapa studi mengidentifikasi bahwa dukungan dari atasan juga dapat mempengaruhi dampak psikologis karyawan yang akan berimplikasi pada pencapaian work-life balance karyawan. Tercapainya work-life balance diharapkan dapat menghasilkan outcomes yang positif dari para karyawan di antaranya kepuasan kerja dan kinerja yang tinggi. Penelitian ini bertujuan untuk mengidentifikasi hubungan antara flexible work arrangement, dukungan atasan terhadap kepuasan dan kinerja, dimediasi oleh work-life balance pada pegawai ASN pada instansi pemerintah di Indonesia. Penelitian ini merupakan penelitian kuantitatif. Data penelitian diperoleh melalui kuesioner yang dilakukan dengan menggunakan cross sectional design. Kuesioner disebarkan secara online dan memperoleh 391 responden yang meliputi pegawai ASN yang telah bekerja setidaknya selama satu tahun pada instansi pemerintah di Indonesia. Analisis hubungan antar variabel dilakukan melalui Structural Equation Modeling (SEM) menggunakan bantuan software LISREL. Hasil dari penelitian menunjukkan bahwa supervisor support dan flexible working arrangement secara signifikan mempengaruhi kepuasan kerja (job satisfaction) yang dimediasi oleh work-life balance. Secara lebih lanjut, penelitian ini menemukan bahwa kepuasan kerja memiliki hubungan langsung terhadap kinerja (job performance). Dengan demikian, dapat disimpulkan bahwa supervisor support dan flexible working arrangement secara tidak langsung dapat mempengaruhi job performance.

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Government institutions are on of the eight clusters as the largest contributors of Covid-19 cases in Indonesia. Therefore, a more flexible working mechanism or flexible working arrangement to become alternative that is increasingly being considered during the Covid-19 pandemic. However, the impact of flexible working arrangements implementation on individual and organizational performance is still a matter of debate. On the other hand, several studies have identified that support from supervisor also have a role in influencing the psychological impact on employees which will have implications to the employees’ work-life balance. The achievement of work-life balance is expected to produce positive outcomes, including the achievement of job satisfaction and high performance. This study aims to identify the relationship between flexible working arrangements, supervisor support on job satisfaction and job performance, mediated by the work-life balance of civil servants in government institutions in Indonesia. This research is a quantitative research. The data were collected by distributing questionnaire conducted using a cross sectional design. The questionnaire was distributed online and obtained 391 respondents which included civil servants who have worked for at least one year in government institution in Indonesia. The relationship between variables was carried out through Structural Equation Modeling (SEM) using LISREL software. The results of the study indicate that supervisor support and flexible working arrangements significantly affect job satisfaction mediated by work-life balance. Furthermore, this study found that job satisfaction has a direct relationship to job performance. Thus, it can be concluded that supervisor support and flexible working arrangements indirectly affect employees’ job performance."