Effect of Work Life Balance &amp; Antecedent Variable on Intention to Stay (A Study of Female Employees in High Performing Banks in Jakarta)

Sylvia Purba

doi:10.24297/ijmit.v8i3.1977

Abstract

This research raised a topic about Work-Life Balance (WLB) and the antecedent variable towards Intention to Stay. This study was conducted on 154 female respondents who worked as bank employees in the best performing banks in Jakarta by purposive sampling method as married women whose have children and has been working more than 3 years. WLB which stated in respondent perception found that is positively influenced towards Intention to Stay, where Management of Dual Role and The Organizational Support Practices is the antecedent variable of WLB. Consequently, Management of Dual Role in fact is not influenced towards Intention to Stay meanwhile The Organizational Support Practices still influenced 10 % of Alpha. The interesting finding in this research known that WLB influenced by Management of Dual Role used house-maid service and The Organizational Support Practices have not touched the support towards Dual Role Women. It is described that the organization has not been supported the WLB issue.

Highlights

Strong and committed Human Resource can become the reflection of the strength of the organization
From the answer we know that the dual role received the highest average on the answer using domestic services, and is relevant to the answer to the highest Work-Life Balance (WLB) is on work and family balance
This means that the respondents with dual role problem can be solved by attempts to divert to domestic services

Summary

Introduction

Strong and committed Human Resource can become the reflection of the strength of the organization. Employees are an important asset to differentiate an organization with other organizations (Azzolini and Shillaber 1993). Qualified employees will become a competitive advantage for the organization, because it puts a human as a priority to improve the organizational goals (Fonseca and Verma 2001). Recruiting and retaining qualified and highly competent human resources is a critical point for the organization to succeed in global competition. The employee's resignation is a serious problem which if not handled properly can have an impact on the decline in productivity and the high cost of recruitment and training. Resignation can cause a loss of opportunity (opportunity cost) for the loss of intangible assets owned by employees such as creativity and innovation

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Results

Conclusion