How Islamic work-life balance mediates work-family conflict and enhances employee performance in religious-based workplaces

This study examines the impact of work-family conflict on employee performance in Ghanaian universities, exploring mediating and moderating factors. Three mediating variables (affective commitment, family-related factors, and work-related factors) and one moderating variable (sex) were examined concerning the impact of work-family conflict on employee performance. A simple random sampling technique was used to select a sample of 310 respondents from the senior staff of the University of Cape Coast. The questionnaire was used to gather data, which was analysed using the Partial Least Squares-Structural Equation Modelling (PLS-SEM). Key findings revealed that family-related and work-related factors fully mediate the work-family conflict-staff performance relationship. Hence, to ensure optimal employee performance, the University of Cape Coast should encourage workers to effectively balance their work-related and family-related factors. Additionally, the moderating role of sex in the work-family conflict-performance link indicates that work-family conflict affects female senior staff performance at the university than their male counterparts. This study highlights novel mechanisms (family-related factors, work-related factors, sex) through which work-family conflict impacts employee performance. The study recommends that organisations should adopt balanced approaches to reduce work-family conflict. This study contributes to understanding work-family conflict's impact on employee performance, emphasizing the need for balanced work-life approaches in Ghanaian universities. By addressing work-family conflict, organisations can promote optimal employee performance and gain a competitive advantage.

Inclusive leadership and career path are two crucial factors in improving employee performance, particularly in the insurance sector such as at PT. Jasa Raharja Kepulauan Riau. This study aims to analyze the influence of both variables on employee performance, with work-life balance as a mediating variable. A quantitative method with a saturated sampling technique was used, involving 11 employees as respondents. Data were collected through questionnaires and analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM) to examine the relationships between variables. The results show that inclusive leadership has a positive but not significant effect on employee performance, yet has a significant positive effect on work-life balance. Meanwhile, career path has a significant positive effect on both employee performance and work-life balance. Furthermore, work-life balance significantly influences employee performance and serves as a mediating variable between inclusive leadership and employee performance. However, it does not mediate the relationship between career path and employee performance. Management is advised to enhance inclusive leadership, structured career development, and work-life balance programs to boost employee performance. Further research is recommended to explore other potential mediating variables for a more comprehensive understanding

Employee performance has become a global issue of concern among scholars and policymakers. In Nigeria, basically the increase of low employee performance in public health facilities remains crucial. Among the dynamics studied in relation to employee performance, few, if any, have linked workplace belongingness with employee performance in public health facilities. Thus, this study examines the mediating effect of affective commitment on the relationship between workplace belongingness and employee performance of public health hospitals in Niger State. A cross-sectional research design was used to collect data from 344 respondents, drawn from a total population of 3100. The population of the study comprises of all medical personnel and supporting staff of public health facilities of general hospital in Niger State. The collected data were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM) version 4. The theory used for the study is a belongingness theory. The results show that workplace belongingness has a positive and significant effect on employee performance. Also, affective commitment has a positive and significant effect on employee performance. In the mediation model, it was found that, the incorporation of affective commitment influence a causal relationship between workplace belongingness and employee performance. The study recommends that the management of general hospitals, alongside government and policymakers, should prioritize increasing the workforce by hiring additional staff. This approach would help reduce workload, enhance employee performance over time, and promote the overall well-being of healthcare employees.

Work-life balance has become an important issue in human resource management, mainly because of its impact on employee satisfaction and performance. This study examines the influence of work-life balance on employee performance, with job satisfaction as a mediating variable. This study uses a causal approach with 115 employees at PT. Biotis Agrindo. The data was analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM). The study results show that work-life balance has a positive and significant effect on job satisfaction and employee performance, both directly and indirectly through job satisfaction. These findings confirm that job satisfaction mediates the relationship between WLB and performance, reinforcing the social exchange theory that perceptions of fair treatment from organisations will be reciprocated with positive work behaviours. The practical implication of this research is that organisations need to implement work policies that support work-life balance as part of performance improvement strategies.

This study aims to analyze the effect of work-life balance (X1) and employee engagement (X2) on employee performance (Y) through job satisfaction (Z) in type A branch offices and type B of PT ASABRI (Persero). This study uses quantitative methods with data sources obtained through questionnaires distributed to 162 employees, with 116 respondents using simple random sampling. Data analysis in this research uses the Partial Least Squares Structural Equation Modeling (PLS-SEM) technique with SmartPLS version 4.1.0.2. The results of the analysis show that the work-life balance does not significantly affect employee performance, both directly and through job satisfaction. Conversely, employee engagement positively and significantly influences employee performance, both directly and indirectly, through job satisfaction. In addition, work-life balance and employee engagement have proven to have a positive and significant effect on job satisfaction, which has a positive and significant influence on employee performance. Thus, although the work-life balance does not affect performance, employee engagement, and job satisfaction are essential in improving employee performance in type A branch offices and type B PT ASABRI (Persero). Keywords: work-life balance, employee engagement, employee performance, job satisfaction.

This study examines the impact of Employee Well-Being on Employee Performance and Quiet Quitting in the IT sector in India, focusing on the mediating role of Employee Performance and the moderating role of gender. Data from 282 IT employees in India is analysed, using Partial Least Squares Structural Equation Modelling (PLS-SEM). Results reveal that Employee Well-Being significantly enhances Employee Performance and reduces Quiet Quitting. Employee Performance does not mediate the Employee Well-Being and Quiet Quitting relationship, indicating that Employee WellBeing directly influences Quiet Quitting rather than through Employee Performance. Gender moderates the Employee Well-Being–Employee Performance link, with males benefiting more from Employee Well-Being improvements and being less likely to engage in Quiet Quitting. Gender does not significantly affect how Employee Well-Being or performance influences Quiet Quitting. These findings are helpful, but they mostly apply to IT employees in big cities. So, they may not fit all work settings. Future research could explore longitudinal effects, organisational culture, and technology-driven engagement strategies. Organisations should focus on mental health support, flexible work arrangements, and fostering a supportive workplace culture to sustain employee productivity. The study is grounded in JD-R Theory, which explains how job demands and resources affect well-being, performance, and Quiet Quitting. This study contributes to the literature by addressing gaps in understanding how Employee Well-Being, Employee Performance, and gender interact to influence Quiet Quitting in the IT sector in India

This study's backdrop is the state of workers who are doing worse, supposedly as a result of a work-life imbalance that affects their level of job satisfaction. The purpose of this study is to evaluate and assess how work-life balance affects employee performance at PT Mitra Grafika Perdana, using job satisfaction as an intervening variable. The Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis tool, which is processed using SmartPLS 4.0 software, is utilized in this quantitative research methodology. 52 employees made up the overall sample size, which was obtained by employing the saturated sampling approach, which involves sampling the entire population. Questionnaires, observations, interviews, and documentation studies were used to gather data. The findings demonstrated that:"(1) Work-Life Balance has a positive and significant effect on Employee Performance;"(2) Work-Life Balance has a positive and significant effect on Job Satisfaction;"(3) Job Satisfaction has a significant effect on Employee Performance; and (4) Job Satisfaction can mediate the effect of Work-Life Balance on Employee Performance. “Thus, a good Work-Life Balance will increase Job Satisfaction, which has an impact on improving Employee Performance."

This study investigates the interplay between work-life balance, organizational provisioning, supervisor support, and remote work in influencing employee performance at Baitul Maal Hidayatullah Surabaya. Utilizing a quantitative approach, data were collected from 210 permanent employees and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that a well-structured work-life balance significantly enhances employee performance, particularly in remote work contexts where flexibility and support are crucial. Organizational policies and resources are identified as vital facilitators of work-life balance, while supervisor support emerges as a key determinant in shaping employee experiences and outcomes. The results indicate that effective organizational provisioning and supportive supervisory practices positively correlate with employee well-being and engagement, ultimately leading to improved performance. This study underscores the importance of adopting holistic approaches that integrate work-life balance initiatives into organizational culture, especially as remote work becomes more prevalent. The implications extend beyond individual organizations, providing valuable insights for human resource management practices across various settings. Future research is encouraged to explore these relationships further, contributing to a deeper understanding of the factors that drive employee performance in an evolving work landscape. Overall, this study offers practical recommendations for enhancing employee support and fostering a more engaged workforce.

Startups in Jakarta are facing intense competition and a workforce dominated by Generation Z, presenting new challenges in cultivating an innovative organizational culture (IOC). This study investigates the influence of Communication and Interaction and the Physical Work Environment (PWE) on IOC, with Employee Performance serving as a mediating variable. The research aims to examine whether strong communication practices and a conducive physical work environment can enhance employee performance, ultimately fostering innovation within organizational culture. A quantitative correlational approach was employed, with data collected from 117 Generation Z employees (aged 20–30) working at startup companies in Central Jakarta. The survey was administered online, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results demonstrate that both Communication and Interaction and PWE have significant positive effects on Employee Performance. Furthermore, Employee Performance significantly influences IOC and mediates the relationship between both independent variables and IOC. The findings highlight the need for startups to invest in open, technology-driven communication systems and well designed, ergonomic workspaces to optimize Gen Z performance and cultivate a sustainable innovative culture. This study contributes to organizational behavior research by emphasizing the mediating role of employee performance and addressing a contextual gap in the literature, particularly in the startup ecosystem of Indonesia.

This study examines the relationships between work-family conflict and work-life balance with job satisfaction and employee performance, highlighting the mediating role of job satisfaction. The population of this study was 861 production department employees. Data analysis uses Descriptive Statistical Analysis and Inferential Analysis using the SEM (Structural Equation Modeling) method using Smarts PLS 3.0. The results indicate that work-family conflict significantly and negatively impacts both job satisfaction and employee performance. The stronger the work-family conflict, the lower the job satisfaction, and hence, the lower the performance. It also identifies emotional exhaustion, psychological stress, and role imbalance as negative outcomes of work-family conflict for male and female employees. On the other hand, work-life balance influences the employees' job satisfaction and performance positively. Whenever employees are able to balance between their work and personal life, they tend to portray a high level of job satisfaction and improvement in their performances. The results further denote that job satisfaction mediates in the relationship of work-family conflict and work-life balance with employee performance, but the direct influences of work-family conflict and work-life balance on performance are stronger than the indirect effects via job satisfaction. The study concludes that work-family conflict must be confronted head-on, and life-work balance policies must be implemented to realize high levels of job satisfaction and performance. These facts have useful implications for organizational management in the pursuit of a supportive and productive work environment.

This study examines the impact of talent management on employee performance and employee ambidexterity at Universitas Terbuka. The research involved 164 respondents, consisting of lecturers and educational staff. The sample profile indicates that the majority of respondents are aged between 26 and 35, with 54% being female. Educational background data reveal that 69% hold a master’s degree, while 5% have a doctoral degree. The study employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to assess the validity, reliability, and structural relationships among variables. Convergent validity was evaluated using outer loading values and Average Variance Extracted (AVE), confirming that the indicators of talent management, employee ambidexterity, and employee performance meet the validity requirements. Discriminant validity was tested using the Fornell-Larcker criterion, ensuring that each construct is distinct from others. Reliability tests, measured through composite reliability and Cronbach’s Alpha, demonstrate that all constructs exhibit high internal consistency. The structural model analysis, including F-square, R-square, and adjusted R-square, shows that talent management significantly influences employee ambidexterity (R² = 0.622) and moderately affects employee performance (R² = 0.355). Path analysis using bootstrapping confirms the direct and indirect effects of talent management on employee ambidexterity and performance, highlighting the importance of talent management in enhancing workforce capabilities. This research provides valuable insights into human resource strategies within higher education institutions, emphasizing the role of effective talent management in improving employee adaptability and overall performance. Future studies should explore additional mediating factors to further understand the dynamics between talent management and organizational outcomes.

This study investigates the influence of leadership style on employee performance, the impact of leadership style on work discipline, the effect of work discipline on employee performance, and the mediating role of work discipline in the relationship between leadership style and performance at PT Bandar Victory Shipyard. The research involved a population of 83 production employees, with data collected through a structured questionnaire. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results reveal that leadership style has a significant positive effect on both employee performance and work discipline. Additionally, work discipline significantly contributes to enhancing employee performance. The findings also demonstrate that work discipline acts as a mediating variable in the relationship between leadership style and employee performance. These results highlight the critical role of leadership in shaping employee behavior and organizational outcomes. This study suggests that organizations should focus on developing effective leadership practices that emphasize discipline and accountability to improve overall performance by implementing leadership training programs, establishing clear behavioral standards, and reinforcing disciplinary frameworks are key strategies for strengthening organizational performance. Future research should incorporate additional variables such as motivation, organizational culture, or job satisfaction, and apply longitudinal approaches to examine the long-term effects of leadership interventions.

Research aims: This study aims to investigate the influence of Human Resource Management (HRM) practices on employee performance, with job satisfaction serving as a mediating variable, within the context of Micro, Small, and Medium Enterprises (MSMEs) in Indonesia.Design/Methodology/Approach: Data were collected using structured questionnaires distributed to owners and employees of MSMEs in Indonesia. The sampling technique used was purposive sampling, resulting in a total of 130 valid responses. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the assistance of SmartPLS 4 software.Research findings: The results of the study indicate that HRM practices have a positive and significant effect on employee performance. Furthermore, job satisfaction significantly mediates the relationship between HRM practices and employee performance. These findings suggest that enhancing HRM practices can increase employee job satisfaction, which in turn leads to improved performance.Theoretical Contribution/Originality: The findings of this study can serve as a valuable reference for policymakers in designing programs and policies that support the enhancement of HRM practices within the MSME sector. Strengthening HRM practices can contribute to increased employee satisfaction and performance, which in turn promotes the overall growth and competitiveness of MSMEs in Indonesia.Practitioners/Policy Implications: The practical implication of this study highlights the importance for MSME managers to implement effective HR strategies aimed at enhancing employee job satisfaction. By prioritizing well-structured HR practices, MSME managers can foster a more motivated and productive workforce, thereby improving overall organizational outcomes.Research Limitations/Implications: This study focuses primarily on HRM practices and job satisfaction as the main variables influencing employee performance. However, it acknowledges that employee performance is also affected by other important factors, which were not examined in this research. Future studies are encouraged to explore these additional variables to provide a more comprehensive understanding of the determinants of employee performance within the MSME sector.

Employee performance is a critical factor in determining the success of a company. However, many organizations experience a decline in performance during times of crisis. In situations where physical interaction is limited, one effective approach to enhancing employee performance is through the implementation of e-leadership. This study aims to explore the influence of e-leadership on employee performance, with a specific focus on the mediating roles of motivation and trust. The research was conducted among 128 production employees at PT. Asia Pacific Fibers, Kendal, Central Java, Indonesia. Data were collected using a questionnaire, supported by interviews and documentation. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results of this study provide empirical evidence that e-leadership is a significant predictor of employee performance, both directly and indirectly through motivation and trust. These findings contribute to a more nuanced understanding of digital leadership dynamics, particularly in the post-pandemic era where virtual collaboration has become more prevalent.

This study aims to analyze the influence of Employee Value Proposition (EVP) on employee performance, with the mediating role of organizational culture and employee involvement at Bank Indonesia Representative Offices in East Java Province. EVP, which includes career development, financial well-being, and work-life balance, is considered a strategic element for fostering a supportive work culture, increasing employee engagement, and driving organizational performance. This study adopts a quantitative approach using Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine the causal relationship between variables. Data was collected through a Likert scale questionnaire filled out by 135 employees selected from a population of 201 permanent staff working at Bank Indonesia Representative Offices in Surabaya, Malang, Kediri, and Jember. The findings show that EVP has a positive and significant impact on organizational culture, employee engagement, and employee performance. Organizational culture serves as an important mediator, reinforcing the relationship between EVPs and employee performance, while employee engagement enhances these relationships by fostering energy, dedication, and focus among employees. Development values in EVPs, such as continuous training programs, emerge as the dominant factor that drives a productive organizational culture and employee engagement. The study concludes that organizations that integrate EVPs with a strong organizational culture and high employee engagement can achieve significant improvements in employee performance. Practical recommendations include strengthening career development programs, improving employee well-being, and instilling organizational values that promote engagement and productivity.