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"The book presents the latest studies on the work–life balance of millennial (also known as Generation Y) building professionals in Singapore and South Korea. Its main goal is to compare and contrast the workplace attitudes of millennials, and to provide guidelines that help supervisors in the construction industry manage their employees’ expectations regarding work–life balance. Accordingly, it explains and links various principles regarding work–life conflicts, work–life enrichments and the work–life interface. Furthermore, the book introduces readers to coping strategies, a dimension that has not yet been explored substantially and has the potential to contribute significantly to the study and understanding of work–life balance. The book makes recommendations for the top management on assigning a capable leader to drive the changes in the organization, and on empowering the leader to implement effective strategies for promoting work–life balance, especially for the millennials who are now playing an increasing central role in the global construction sector."

"How well employees balance the demands of work and personal life can have a significant effect on the productivity of your organization. This issue offers a work-life plan to help achieve this balance by providing tips and tools to help you define what having a balanced life means. In addition, the issue provides advice on creating a personalized work-life plan. Tips on creating a personal mission statement, envisioning an ideal life, and taking charge of creating this balance are also included."

"What are the effects of conflict between home and work?Does work stress affect those who live with you?In the rapidly changing modern work environment, time pressures seem ever increasing and new technology allows work to be conducted any time and anywhere. These are just two of the factors that make it more and more difficult for working men and women to integrate work and home life. Consequently, there is a need for flexible and innovative solutions to manage the work-home interface.Work-Life Balance: A Psychological Perspective presents up-to-date information on work-home issues, including the latest research findings. The book’s emphasis is strongly psychological, with a focus on practical solutions, and includes chapters which deal with psychological issues such as the conflict between work and family, how work stresses may affect partners, and recovery from work. It also includes sections on legal issues, as well as examples of initiatives being implemented by leading employers. Contributors are drawn from the leading researchers in their fields and reflect the international character of the current challenges facing employers and employees.Its practical focus and innovative approach make this an essential book for managers, HR professionals and organizational psychologists, as well as students in these disciplines. The theoretical basis and research focus mean the book will also be invaluable for researchers investigating workplace issues."

"Karyawan milenial wanita yang kini prosentasinya mulai meningkat berperan penting untuk organisasi dan membutuhkan dukungan organisasi dan supervisor untuk menjadi talent dan top executive sehingga akan meningkatkan keterlibatannya terhadap organisasi. Berdasarkan fenomena tersebut penelitian ini bertujuan untuk menginvestigasi pengaruh dukungan organisasi dan dukungan supervisor terhadap afektif komitmen. Selanjutnya, penelitian ini memiliki tujuan untuk menguji hubungan antara dukungan organisasi dan dukungan supervisor terhadap komitmen afektif yang dimediasi oleh organizational identification dan work life balance. Sampel penelitian ini sebanyak 242 responden yang bekerja di industri manufaktur. Penelitian ini dianalisis menggunakan Structural Equation Model bahwa persepsi dukungan organisasi, persepsi dukungan supervisor berpengaruh terhadap organizational identification dan work life balance. Selain itu, hasil penelitian ini menunjukan bahwa persepsi dukungan organisasi, persepsi dukungan supervisor tidak signifikan terhadap affective commitment, organizational identification dan work life balance berpengaruh positif terhadap komitmen afektif. Serta, organizational identification dan work life balance mampu memediasi hubungan antara persepsi dukungan organisasi dan persepsi dukungan supervisor terhadap komitmen afektif. Sehingga, penelitian ini memberikan saran manajerial yaitu komitmen afektif karyawan milenial wanita penting untuk ditingkatkan dengan memberikan kesejahteraan dan komunikasi yang rutin baik dalam bentuk reputasi organisasi yang baik dan keseimbangan kehidupan pribadi dan pekerjaan.

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Female millennial employees are now increasing in importance to the organization and need organizational support and supervisors to become talents and top leaders so that they will increase their interaction with the organization. Based on this phenomenon, this study aims to investigate the effect of organizational support and supervisor support on affective commitment. Furthermore, this study aims at the relationship between organizational support and supervisor support for affective commitment that is mediated by organizational identification and work-life balance. The research sample was 242 respondents who worked in the manufacturing industry. This study was analyzed using a Structural Equation Model that shows the perception of organizational support, the response of supervisor support to organizational identification and work life balance. In addition, the results of this study indicate that perceptions of organizational support, perceptions of supervisor support are not significant towards affective commitment, organizational identification and work-life balance have a positive effect on affective commitment. Also, identify the organization and work life balance that are able to mediate the relationship between responses to organizational support and perceptions of supervisor support on affective commitment. Related, this study provides managerial advice, namely that affective commitment of female millennial employees is important to improve welfare and regular communication both in the form of good organizational partnerships and a balance of personal and work life."

"ABSTRAKPenelitian ini bertujuan untuk memprediksi dan menyimpulkan pola pengaruh faktor stres kerja yang diwakili tiga Job Stressor, yaitu Beban Kerja, Konflik Peran, dan Hubungan Interpersonal terhadap Work-Life Balance WLB pada Fungsional Pemeriksa sebagai garda depan Badan Pemeriksa Keuangan Republik Indonesia BPK RI dalam mencapai tujuan organisasi. Penelitian ini juga bertujuan untuk memprediksi dan menyimpulkan tentang adanya perbedaan tingkat WLB di antara kelompok gender, generasi, dan status pernikahan; serta memberi pertimbangan manajerial tentang WLB pada Fungsional Pemeriksa BPK RI. Penelitian dilakukan dengan metode kuantitatif melalui penyebaran kuesioner dengan total responden yang berhasil didapatkan sebanyak 383 orang. Wawancara mendalam juga dilakukan untuk memperkuat analisis. Hasil penelitian menunjukkan bahwa Beban Kerja, Konflik Peran, dan Hubungan Interpersonal berpengaruh signifikan positif terhadap WLB pada Fungsional Pemeriksa BPK RI. Hasil tersebut menunjukkan bahwa stres tidak selalu buruk dan dapat berpengaruh positif jika dalam jumlah optimal. Hasil penelitian juga menunjukkan terdapat perbedaan tingkat WLB Pemeriksa BPK RI berdasarkan kelompok gender dan generasi/cohort, sedangkan untuk kelompok status pernikahan tidak terdapat perbedaan.

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ABSTRACTThis study aims to predict and conclude the impact pattern of job stress represented by three Job Stressors, namely Workload, Role Conflict, and Interpersonal Relationship towards Work Life Balance WLB on Functional Auditors as the vanguard of The Audit Board of The Republic Indonesia in achieving organizational goals. This study also aims to predict and conclude the difference of WLB level among gender, generation, and marital status groups and give managerial consideration about WLB among Functional Auditors in The Audit Board of The Republic Indonesia. The study was carried out by quantitative method through the distribution of questionnaires with a total of 383 respondents. In depth interviews were also conducted to strengthen the analysis. The results showed that Workload, Role Conflict, and Interpersonal Relationship have significant positive impact on WLB among Functional Auditors in The Audit Board of The Republic Indonesia. These results indicated that stress is not always bad and can have positive impact if in the optimal amount level of stress. The results also showed differences in WLB levels among Functional Auditors in The Audit Board of The Republic Indonesia based on gender and generation cohort groups, while no difference on marital status group."

"ABSTRAKSumber daya manusia merupakan salah satu elemen terpenting dalam perusahaan. Oleh karena itu, perusahaan harus mempunyai strategi terkait guna mempertahankan pekerja tersebut. Salah satunya dengan meningkatkan loyalitas dan kepuasan pekerja melalui fleksibilitas kerja dan work life balance. Strategi tersebut dipilih berdasarkan karakteristik unik dari mayoritas pekerja yang memasuki generasi millennial. Beberapa perusahaan sudah menerapkan strategi tersebut, termasuk perusahaan startup. Penelitian ini bertujuan untuk meneliti pengaruh fleksibilitas kerja terhadap loyalitas dan kepuasan pekerja melalui work life balance.Penelitian ini dilakukan menggunakan teknik convenience dan snowball sampling terhadap 121 responden dengan latar belakang generasi millennial yang bekerja di perusahaan startup di Indonesia. Data yang didapatkan dari responden kemudian diolah dan dianalisis menggunakan metode structural equation modelling. Hasil penelitian ini menunjukkan bahwa fleksibilitas kerja mempunyai pengaruh signifikan dan positif terhadap loyalitas dan kepuasan pekerja dengan latar belakang generasi millennial pada pekerja di perusahaan startup di Indonesia. Pada penelitian ini juga ditemukan bahwa work life balance memediasi secara parsial hubungan antara fleksibilitas kerja dan loyalitas. Selain itu, pada penelitian ini ditemukan juga bahwa work life balance tidak memediasi pengaruh antara fleksibilitas kerja dan kepuasan pekerja dengan latar belakang generasi millennial yang bekerja pada perusahaan startup di Indonesia.

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ABSTRACTHuman resources is the one of the most important elements in the company. Therefore, the company must have related strategies to retain these workers. One of them is by increasing employee loyalty and satisfaction through flexibility of work and work life balance. The strategy chosen is based on the unique characteristics of the majority of workers who entered the millennial generation. Some companies are already implementing these strategies, including startup companies. This study aims to investigate the influence of the flexibility of working on loyalty and employee satisfaction with work life balance.This research was conducted using convenience and snowball sampling technique to the 121 respondents with a millennial generation background which is worked in startup companies in Indonesia. Data obtained from respondents were processed and analyzed using structural equation modeling. The results of this study indicate that flexibility of work has significant and positive influence to loyalty and employee satisfaction. However, flexibility of work has positive and significant impact on loyalty and employee satisfaction. This research prove that work life balance have partial mediating influence in relationship between flexibility of work and loyalty. In the other hands, work life balance have no mediating a relationship between flexibility of work and the satisfaction of employee with millennial background that is worked in startup company"

"Tidak ada yang lebih penting dalam kehidupan kerja karyawan organisasi pelayanan kemanusiaan atau sama pentingnya dengan efektivitas penggunaan personel dalam suatu organisasi selain kepuasan kerja. Kepuasan kerja menjadi fundamental untuk kesejahteraan karyawan, keberlangsungan organisasi, dan layanan kesejahteraan. Tujuan dari penelitian ini adalah memberikan gambaran pengaruh work life balance dan burnout terhadap tingkat kepuasan kerja karyawan organisasi pelayanan kemanusiaan yang ada di Organisasi Pelayanan Kemanusiaan X. Penelitian ini menggunakan pendekatan kuantitatif berjenis basic research secara deskriptif dan cross-sectional research yang dilakukan pada bulan Januari-Juli 2024 dengan metode pengumpulan data survei dan teknik sensus/total sampling sebanyak 30 orang karyawan. Hasil dari penelitian secara parsial berhasil membuktikan hipotesis adanya pengaruh work life balance terhadap kepuasan kerja secara positif dan signifikan sebesar 0.571 dan p-value sebesar 0.000, yang menyatakan karyawan dengan work life balance tinggi cenderung memiliki kepuasan kerja yang tinggi juga. Dan adanya pengaruh burnout terhadap kepuasan kerja secara positif dan signifikan sebesar 0.635 dan p-value sebesar 0.000, yang menyatakan karyawan dengan burnout tinggi cenderung memiliki kepuasan kerja yang tinggi. Penelitian ini diharapkan dapat berkontribusi memberikan perkembangan informasi terkait pengaruh work life balance dan burnout terhadap tingkat kepuasan kerja dalam bekerja pada organisasi pelayanan kemanusiaan untuk kemudian dapat menjadi bahan pertimbangan dalam melakukan intervensi sosial.

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Nothing is more important in the work lives of employees of human service organizations or as important to the effective use of personnel in an organization than job satisfaction. Job satisfaction is fundamental to employee welfare, organizational sustainability, and welfare services. This study aims to provide an overview of the influence of work life balance and burnout on the level of job satisfaction of employees of human service organizations at Human Service Organization X. This study uses a quantitative approach in the form of descriptive basic research and cross-sectional research which was conducted in January-July 2024 using survey data collection methods and census techniques/total sampling of 30 employees. The study's results partially proved the hypothesis that there is a positive and significant influence of work life balance on job satisfaction of 0.571 and a p-value of 0.000, which states that employees with high work life balance tend to have high job satisfaction too. And there is a positive and significant influence of burnout on job satisfaction of 0.635 and a p-value of 0.000, which states that employees with high burnout tend to have high job satisfaction. It is hoped that this research can contribute to the development of information regarding the influence of work life balance and burnout on the level of job satisfaction in working in humanitarian service organizations which can then be used as material for consideration in carrying out social interventions."

"Sumber daya manusia merupakan salah satu faktor yang sangat krusial dan menjadi faktor penting yang bertanggung jawab untuk mencapai tujuan suatu perusahaan. Kualitas sumber daya manusia akan sangat memengaruhi hasil kinerja perusahaan. Mengingat pentingnya karyawan terhadap keberlangsungan perusahaan, maka kualitas kehidupan kerja karyawan juga perlu diperhatikan. Hal ini tercermin dalam quality of work life yang nantinya akan berpengaruh terhadap job satisfaction dan turnover intention. Penelitian ini bertujuan untuk menganalisis pengaruh quality of worklife terhadap turnover intention dengan job satisfaction sebagai variabel mediasi. Penelitian ini merupakan penelitian kuantitatif dengan metode survei menggunakan kuesioner yang disebarkan secara online melalui google form. Jumlah sampel yang diperoleh dalam penelitian ini adalah 102 sampel, yaitu karyawan tetap yang bekerja pada perusahaan e-commerce di Indonesia. Dalam penelitian ini akan digunakan analisis statistik deskriptif, analisis regresi linear sederhana, analisis regresi linear berganda, dan analisis sobel test. Hasil penelitian ini menunjukkan bahwa quality of worklife berpengaruh signifikan secara positif terhadap job satisfaction, quality or worklife berpengaruh signifikan secara negatif terhadap turnover intention dan job satisfaction juga berpengaruh secara negatif terhadap turnover intention. Selanjutnya, hasil sobel test menunjukan bahwa job satisfaction memediasi pengaruh antara quality of worklife terhadap turnover intention.

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Human resources are a very crucial factor and are an important factor responsible for achieving the goals of a company. The quality of human resources will greatly affect the company's performance results. Given the importance of employees to the sustainability of the company, the quality of employee work life also needs to be considered. This is reflected in the quality of work life, which will later affect job satisfaction and turnover intentions. The purpose of this study is to examine the effect of worklife quality on turnover intention, with job satisfaction serving as a moderating variable. The survey method is used in this quantitative study, with a questionnaire distributed online via Google Form. The number of samples obtained in this study was 102, namely, permanent employees who work for e-commerce companies in Indonesia. This research will use descriptive statistical analysis, simple linear regression analysis, multiple linear regression analysis, and Sobel test analysis. The results of this study indicate that quality of work life has a significant positive effect on job satisfaction, quality of work life has a significant negative effect on turnover intention, and job satisfaction also has a negative effect on turnover intention. Furthermore, the results of the Sobel test show that job satisfaction mediates the effect of quality of work life on turnover intention."

"Fokus penelitian ini membahas tentang pengaruh dukungan organisasi, stress kerja dan kecerdasan emosional anggota pada bidang operasional di Polres Metro Jakarta Selatan. Penelitian ini bertujuan untuk mengevaluasi pengaruh simultan dan parsial dukungan organisasi, stres kerja, dan kecerdasan emosional terhadap keseimbangan kehidupan kerja anggota bidang operasional Polres Metro Jakarta Selatan. Sebanyak 190 responden dari anggota bidang operasional Polres Metro Jakarta Selatan berpartisipasi dalam penelitian ini untuk memberikan data melalui kuesioner yang mencakup aspek-aspek tersebut. Penelitian ini menggunakan metode kuantitatif dengan analisis regresi berganda. Temuan penelitian menunjukkan bahwa secara simultan, dukungan organisasi, stres kerja, dan kecerdasan emosional memiliki pengaruh yang signifikan terhadap keseimbangan kehidupan kerja (F =224.490, p < 0,05). Artinya, gabungan variabel-variabel tersebut memberikan kontribusi yang signifikan terhadap variasi dalam keseimbangan kehidupan kerja anggota bidang operasional. Secara parsial, hasil menunjukkan bahwa dukungan organisasi (t hitung=2.814, p < 0,05), stress kerja (t hitung = 3,043, sig < 0,05), dan kecerdasan emosional (t hitung = 5.212, p < 0,05), dan masing-masing variabel memiliki pengaruh yang signifikan terhadap keseimbangan kehidupan kerja anggota bidang operasional Polres Metro Jakarta Selatan. Temuan ini memberikan pemahaman yang lebih mendalam tentang kontribusi masing-masing faktor terhadap keseimbangan kehidupan kerja, memberikan dasar bagi manajemen Polres Metro Jakarta Selatan untuk mengembangkan strategi yang lebih terfokus untuk meningkatkan kesejahteraan anggota bidang operasional melalui perbaikan dukungan organisasi, penanganan stress kerja dan pemberdayaan kecerdasan emosional.

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The focus of this research is on the influence of organizational support, job stress, and emotional intelligence of members in the operational field at the South Jakarta Metropolitan Police (Polres Metro Jakarta Selatan). This study aims to evaluate the simultaneous and partial effects of organizational support, job stress, and emotional intelligence on the work-life balance of operational field members at the South Jakarta Metropolitan Police. A total of 190 respondents from the operational field of the South Jakarta Metropolitan Police participated in this study, providing data through a questionnaire covering these aspects. This research utilized a quantitative method with multiple regression analysis. The research findings indicate that simultaneously, organizational support, job stress, and emotional intelligence have a significant influence on work-life balance (F = 224.490, p < 0.05). This means that the combination of these variables significantly contributes to the variation in the work-life balance of operational field members. Partially, the results show that organizational support (t-value = 2.814, p < 0.05), job stress (t-value = 3.043, sig < 0.05), and emotional intelligence (t-value = 5.212, p < 0.05) each have a significant influence on the work-life balance of operational field members at the South Jakarta Metropolitan Police.These findings provide a deeper understanding of the contribution of each factor to work-life balance, laying the foundation for the management of the South Jakarta Metropolitan Police to develop more focused strategies to enhance the well-being of operational field members through improving organizational support, addressing job stress, and empowering emotional intelligence."

"Skripsi ini membahas tentang gambaran kualitas kehidupan kerja karyawan di Organisasi Pelayanan Kemanusiaan yang dibahas dari disiplin Ilmu Kesejahteraan Sosial. Tujuan dari penelitian ini yaitu untuk menggambarkan bagaimana kualitas kehidupan kerja karyawan di suatu Organisasi Pelayanan Kemanusiaan yang telah tersebar di tiga belas kota di Indonesia dan telah mendapatkan banyak penghargaan skala nasional maupun internasional yaitu di Human Initiative. Pembahasan didasarkan delapan komponen kualitas kehidupan kerja karyawan Human Initiative, serta faktor-faktor yang mempengaruhi dalam menciptakan kehidupan kerja yang berkualitas bagi para karyawannya. Urgensi penelitian ini adalah mengungkapkan best practice tentang kualitas kehidupan kerja karyawan di Organisasi Pelayanan Kemanusiaan yaitu Human Initiative. Penelitian ini merupakan penelitian deskriptif kualitatif dan pengumpulan data dilakukan melalui studi literatur dan wawancara yang dilakukan terhadap depalan orang karyawan. Adapun waktu penelitian adalah dari bulan Oktober sampai dengan November 2022. Pemilihan informan secara purposive sampling untuk memperoleh informasi berdasarkan karakteristik masing-masing informan. Hasil Penelitian menunjukkan bahwa kualitas kehidupan kerja karyawan di Human Initiative memenuhi delapan komponen kualitas kehidupan kerja yaitu manajemen partisipatif, lingkungan kerja yang baik, desain pekerjaan yang didasari oleh tujuan bersama, kesempatan dalam memperoleh potensi diri karyawan melalui program-program, penghargaan kerja karyawan berupa hadiah umroh, integrasi sosial karyawan berupa hubungan professional antar karyawan, konstitusionalisme karyawan dengan memberikan ruang karyawan untuk memberikan ide, dan ruang hidup karyawan dalam mengatasi masalah kejiawaan karyawan. Faktor pendukung dalam menciptakan kehidupan kerja yang berkualitas bagi para karyawannya yaitu bekerja sama dengan banyak pihak eksternal untuk melaksanakan kegiatan, fasilitas yang memadai, dukungan dari manajemen organisasi, dan kemauan dari diri karyawan untuk berkembang. Sedangkan faktor penghambatnya yaitu kesulitan dalam penyesuaian waktu pelaksanaan kegiatan, kendala teknis, dan penguasaan materi untuk pelatihan yang masih kurang dari perencana program. Berdasarkan hal tersebut, diketahui bahwa kualitas kehidupan kerja karyawan di Human Initiative sudah memenuhi delapan komponen quality of work life. Dalam Ilmu Kesejahteraan Sosial, penelitian ini dapat memberikan sumbangan bagi mata kuliah Manajemen Organisasi Pelayanan Kemanusiaan sebagai referensi serta contoh-contoh dalam teori quality of work life.

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This research aims to explain he description of the quality of work life of employees in Human Service Organizations discussed from the Social Welfare Science discipline. The purpose of this research is to describe the quality of work life of employees in a Human Service Organization that has spread across thirteen cities in Indonesia and has received many awards on a national and international scale, namely in the Human Initiative. The discussion is based on the eight components of the quality of work life of Human Initiative employees, as well as the influencing factors in creating a quality work life for its employees. The urgency of this research is to reveal best practices regarding the quality of work life of employees in Human Service Organizations, namely the Human Initiative. This research is a qualitative descriptive study and data collection was carried out through literature studies and interviews conducted with eight employees. The time for the research was from October to November 2022. The selection of informants was by purposive sampling to obtain information based on the characteristics of each informant. The research results show that the quality of work life of employees at Human Initiative fulfills the eight components of quality of work life, namely participatory management, good work environment, work design based on common goals, opportunities to gain employee potential through programs, employee work rewards in the form of gifts umrah, employee social integration in the form of professional relations between employees, employee constitutionalism by providing employees space to provide ideas, and employee living space in overcoming employee psychological problems. Supporting factors in creating a quality work life for its employees are working with many external parties to carry out activities, adequate facilities, support from organizational management, and the willingness of employees to develop. While the inhibiting factors are difficulties in adjusting the time of implementation of activities, technical constraints, and mastery of material for training which is still lacking from program planners. Based on this, it is known that the quality of work life of employees at Human Initiative has fulfilled the eight components of quality of work life. In Social Welfare Science, this research can contribute to the Human Service Organization Management course as a reference and examples in the theory of quality of work life."