The Impact of Technostress, Self-Efficacy, and Work-Life Balance on Employee Performance at LLDIKTI Region II

Background – The relationship between work and personal life has been the subject of research of interest to academics and practitioners at the moment. Job conditions, work patterns, and demands have been drivers of reform, changes in demographic composition, and labor market evolution. The number of working hours, methods of regulating working hours, as well as the availability of rest periods significantly affect the quality of work and workers' lives. The phenomenon of Great Resignation has also increased after the Covid-19 pandemic as an indication that the issue of work-life balance is the main discussion of social and labor market problems. Environmental adjustments and flexibility of working hours are considered capable of driving current business performance .
 Aim – The purpose of this research is to determine the effect of quality of work life and work-life balance on employee performance with job satisfaction as a moderation variable.
 Design/ Methodology/ Approach – This research uses a quantitative approach with survey methods to obtain data from respondents.
 Findings – The results of this research show that the quality of work life and work-life balance have a positive and significant effect on job satisfaction and employee performance. While the direct relationship between job satisfaction and job performance did not have a significant effect, so the role of mediating variables of job satisfaction did not occur. These results show that employees do not enjoy good job satisfaction, but the impact does not motivate employees to contribute more to their work. This is very bad because employees are not motivated to develop and maximize work performance. The results of this study are expected to provide input for companies to improve the quality of work life and work-life balance of employees so as to improve the work performance of employees. Its employees will therefore be compressed on the company’s overall productivity. 
 Conclusion – Stakeholders must pay attention to quality of work life and work-life balance to maintain job satisfaction and ultimately promote sustainable employee performance.
 Research Implications – This research recommends developing a conceptual framework by adding stress, burnout, remuneration, and work from home factors in the digital age. 
 Limitations of Research – This research is only limited to the point of view of the woman, not to include the point of view of the organization.

This study aims to examine the effect of work life balance on employee performance in the Purchasing Division of PT X. This study is a quantitative descriptive and associative study. Quantitative research is conducted to measure the relationship between the variables Work life Balance (X) and Employee Performance (Y) using numerical data collected through questionnaires. In this study, the population determined is all employees working in the Purchasing Division of PT X, which is located in Riau Province. This division was chosen because it has a crucial role in the company's operational processes, especially in ensuring the smooth procurement of raw materials, equipment, and services needed to support the company's production and activities as a whole. The sample in this study amounted to 70 employees working in the Purchasing Division of PT X. The sample selection was carried out using a saturated sampling technique, namely a sampling technique in which all members of the population are used as samples because the number is relatively small and can still be reached in this study. The results of a simple linear regression analysis show that Work Life Balance has a positive and significant effect on Employee Performance. With a significance value of 0.045 which is smaller than 0.05, the hypothesis of this study is accepted. In addition, the coefficient of determination (R Square) of 58% indicates that Work Life Balance can explain most of the variation in employee performance. The better the Work Life Balance felt by employees, the higher the performance they achieve. Employees who can balance work and personal life tend to be more productive, have high work motivation, and are able to carry out their duties well.

In today's dynamic work environment, the importance of work-life balance in influencing employee performance has garnered significant attention. This study investigates the relationship between work-life balance and job performance among employees in financial institutions in Klang Valley, Malaysia. With increasing dissatisfaction in work-life balance leading to turnover intentions, it is crucial to understand how factors such as work overload, flexible work arrangements, and organizational support impact employee performance. The study adapts the Compensation and Spillover Theories to examine these dynamics within the financial sector. Using a quantitative approach and surveying 376 randomly selected employees, the research aims to provide insights into how work-life balance influences job performance in a high-demand industry. The findings are expected to inform organizational policies that enhance employee well-being and performance.

This study aims to analyze the influence of remuneration, work environment, and work-life balance on employee performance at PT Duta Utama Mustika. The background of this research lies in the importance of improving employee performance to achieve optimal company goals. Factors such as a fair remuneration system, a comfortable work environment, and maintaining a balance between work and personal life are believed to significantly impact employee productivity and performance. This research employed a quantitative approach with a sample of 80 employees selected using a specific sampling technique. Data were collected through questionnaires using a five-point Likert scale to measure variables including remuneration, work environment, work-life balance, and employee performance. Data analysis was conducted using multiple linear regression with the assistance of SPSS software. The results of the study indicate that remuneration has a significant effect on employee performance, meaning that providing appropriate and fair compensation can enhance motivation and work performance. Similarly, the work environment significantly influences performance, suggesting that a safe, comfortable, and supportive workplace contributes to employee productivity. In addition, work-life balance was also found to have a significant effect on performance, demonstrating that balancing job demands with personal life is essential for employees to remain focused and perform effectively. Based on these findings, the company is recommended to improve its remuneration system, create a more conducive work environment, and implement policies that promote work-life balance in order to enhance overall employee performance sustainably.

This study aims to analyze the influence of work life balance and locus of control on employee performance at PT. Bengkulu Samudera Tehnik, both individually ( partial) and simultaneously. Several key factors examined in reserch include work life balance and locus of control. The research subjects consist 70 employees from Bengkulu Samudera Tehnik. In data collection, this study employs observation, questionnarire distribution, and interviews. There are several data analysis techniques used in this study, including using instrument tests, classical assumption tests, respondent response analysis, multiple linear regression analysis, coefficient of determination, and hypothesis testing. From the results of multiple linear regression tests, the regression equation is obtained as follows: Y = 0.552 X1 +0.100 X2. The results of the t hypothesis test on the work life balance variable show t count > t table (40.62> 1.667) and sig (0.00 < 0.05), the locus of control variable shows t count < t table (0.759 < 1.667). The f test results show the value of f count 11.790> f table 3.13 and sig 0.00 < 0.05. So it can be concluded that work life balance and locus of control have a simultaneous and significant effect on employee performance at PT Bengkulu Samudera Tehnik. Keywords: work life balance, locus of control and employee performance

This research aims to analyze the influence of person job fit and work life balance, the influence of person job fit and job involvement. influence of work life balance and employee performance. the influence of job involvement and employee performance. The influence of person job fit and employee performance. The influence of person job fit and employee performance is mediated by work life balance. The influence of person job fit and employee performance is mediated by job involvement. This research adopted an associative research design with a sample of 100 respondents who were employees of PT. TELKOM Witel Medan. The data collection technique involves a list of statements such as a questionnaire, and data analysis using Path Analysis. The Partial Least Square (SmartPLS) application tests the seven hypotheses proposed in this research. The research findings show that person job fit and work life balance have no effect, the influence of person job fit and job involvement is significant. Work life balance and employee performance have a positive and significant influence. Job involvement and employee performance have a positive and significant effect. Person job fit and employee performance have a positive and significant effect. Person job fit and employee performance are mediated by work life blank which has no effect or does not mediate. Meanwhile, person job fit and employee performance, mediated by job involvement, have a positive and significant effect. This research offers important lessons for thinkers in management, human resources (HR), person job fit and employee performance. However, companies in the telecommunications sector must be aware of the important role that person job fit plays in improving work-life balance and employee performance as well as the role of job involvement that can be paid attention to and considered. This study provides us with a comprehensive review of the various Work Life Balance studies conducted by state-owned telecommunications companies to date and their possible impact on various organizational outcomes.
 Keywords: Person Job Fit, Employee Performance, Work Life Balance, Job Involvement

The purpose of this study was to determine the effects of strategies such as flexible working hours, remote working, technology upgrades and innovativeness, and training on work-life balance (WLB) on employee performance. This research employed a quantitative methodology. The survey instrument (questionnaire) was used to assess 310 employees across twenty service sector organisations in South-South and South‒West Nigeria. Confirmatory factor analysis (CFA) was used to measure instrument construct validity, whereas structural equation modelling (SEM) was used to estimate the relationship between WLB strategies and employee performance. The results revealed that flexible working hours, remote working, technology upgrades, innovativeness, and training on WLB have a significant positive effect on employee WLB and performance. Based on this study, firm managers should employ diverse WLB strategies to increase employee WLB and performance and address post-COVID-19 economic challenges. Organisations should prioritise technology upgrades, innovation, and WLB training when implementing flexible working hours to increase productivity.

The success of a company cannot be separated from the good performance of an employee. Goal Setting Theory by Locke and Latham assumes that there is a relationship between goals and a person's performance in the work they are given. There are many factors that can influence employee performance in a company. Work life balance, organizational climate, Employee Engagement have a positive and significant effect on employee performance at PT. Anugerah Agung Alami Bali, explains that there is a unidirectional and meaningful influence, where Work life balance, Organizational Climate, Employee Engagement increases will tend to be followed by an increase in employee performance. This research aims to analyze and explain the direct influence between Work life balance, Climate Organization and employee performance as well as the indirect influence of work life balance, organizational climate on employee performance through the mediation of Employee Engagement. This research is explanatory research using quantitative research methods, carried out at PT Anugerah Agung Alami Bali with total sampling, where the number of samples studied was 85 people. The analysis tools used are SPSS and Smart-PLS. The results of this research are that work life balance can have a positive and significant influence on employee engagement, organizational climate has a significant positive influence on employee engagement, work life balance has a significant positive influence on employee performance, organizational climate has a significant positive influence on employee performance, Employee Engagement has a positive and significant effect on employee performance. Apart from the direct influence, it was also found that indirect influence in the form of Employee Engagement could partially mediate the influence of Work Life Balance on employee performance and Employee Engagement also succeeded in partially mediating Organizational Climate on employee performance. The conclusion of this research is that hypotheses 1 to 7 are accepted. In this research, the factors that have the greatest impact on improving employee performance at PT are also known. Anugerah Agung Alami Bali, so that management can optimize these factors to improve employee performance.

This study aims to analyze the influence of work-life balance, creativity, and job stress on employee performance, with problem-solving as a mediating variable. The research was conducted on employees of PT. Bank Mandiri (Persero), Tbk, Unit CRC West Region I Sumatera 1, using a quantitative approach with the Structural Equation Modeling (SEM) method. Data were collected through questionnaires distributed to 160 respondents and analyzed using SmartPLS software. The results show that work-life balance and creativity have a positive and significant effect on employee performance, both directly and through problem-solving. Conversely, job stress has a significant adverse effect on employee performance, also mediated by problem-solving. The problem-solving variable plays an important role in bridging the relationship between work-life balance, creativity, and job stress with employee performance. This research provides practical implications for organizations to improve work-life balance, creativity, and employees' problem-solving abilities through flexible work policies, innovation training, and stress management programs. By focusing on the development of problem-solving skills, organizations can mitigate the effects of job stress and support employees in achieving optimal performance.

The aims of this study are to find out the career ledder and work life balance and their role on the performance of three-star hotels employees in Sukabumi. This research was conducted on employees of three-star hotels in Sukabumi by distributing questionnaires. The method used in this study was a quantitative method with human resources approach. There were 3 variables used as research areas, namely career ledder, work life balance, and employee performance. The career ledder and work life balance were independent variables, whereas employee performance was the dependent variable. In this study, operational variables regarding the variables studied, concepts, indicators, units of measure, and scale of measurement were used as a reference in making questionnaires. The number of samples of 161 was calculated by the Slovin formula. The data analysis technique used were determinant coefficient and multiple linear regression. The analysis was carried using the SPSS 16 application. Validity, reliability, and normality tests were also done in order to obtain valid, accurate, and normal data. Based on the results of the analysis of operational variables, it is known that the career path variable gets an average score of 4.728, the work life balance variable gets an average score of 4.772, and the employee performance variable gets an average score of 3.727. The results of testing the variable hypothesis showed a number of 84,433, which means that career ledder and work life balance have a significant influence on employee performance. Keywords: Career Ledder, Employee Performance, Human Resources, Work Life Balance.

This study aims to analyze the effects of transformational leadership, work-life balance, and the work environment on employee performance through work discipline at the Land Office of Medan City. The research design used in this study is a causal research design with a quantitative approach. The population of this study consists of 159 employees working at the Land Office of Medan City, and the sample size is 114 employees. The data used in this study are primary data and secondary data obtained through a questionnaire. The data analysis technique used is structural equation modeling (SEM) with Smart PLS version 4.0 as the analytical tool. The results of the study show that transformational leadership has a positive and significant direct effect on employee performance. Transformational leadership also has a positive and significant direct effect on work discipline. Work-life balance has a positive but not significant direct effect on work discipline and employee performance. The work environment has a positive but not significant direct effect on employee performance, and it has a positive and significant direct effect on work discipline. Work discipline has a positive and significant direct effect on employee performance. Furthermore, the indirect effects test shows that work discipline mediates the relationship between transformational leadership and employee performance, as well as the relationship between the work environment and employee performance. However, work discipline does not mediate the relationship between work-life balance and employee performance. Keywords: Transformational Leadership, Work-Life Balance, Work Environment, Work Discipline, and Employee Performance.

The Covid-19 pandemic has changed all existing business processes, work no longer has to be bound by time and space. A more flexible way of working is the dream of employees, especially those of the millennial generation. Implementing flexible working is one of the opportunities to increase employee loyalty through employee commitment. Apart from that, many millennial generation employees want balance in life or what is known as work life balance. It is hoped that flexible working and work life balance will foster high work commitment and ultimately encourage employee performance to improve. Based on the hypotheses proposed, all hypotheses are proven and show that employee commitment is able to act as a mediator that strengthens the influence between work life balance and flexible working and employee performance. This research was conducted at the company PT. Alfaria Trijaya with a sample of all of whom are employees under 30 years of age from various departments. Keywords: Work Life Balance, Flexible Working, Employee Commitment, Employee Performance

The purpose of this study is to analyze the effect of internal locus of control and work overload on employee performance through work-life balance in the teleworking era for freelancers in the consulting sector in Indonesia. This research is explanatory quantitative research using SEM-PLS as an analytical tool. Questionnaires were distributed via g-form with a total of 154 respondents. Internal locus of control has no significant effect on work-life balance. Work overload has a significant effect on work-life balance. internal locus of control has a significant effect on employee performance. Work overload has no significant effect on employee performance. Work-life balance has no significant effect on employee performance. There is no significant effect between internal locus of control on employee performance through work-life balance. There is no significant effect between work overload on employee performance through work-life balance. The theoretical implication of this research is that freelancers in the consulting sector in Indonesia can improve their internal locus of control to improve performance and be able to manage work, so they don't experience work overload. In addition, this research is expected to be able to contribute to future studies related to internal locus of control, work overload, work-life balance, and employee performance

The purpose of this study is to examine how work-life balance and the workplace affect employee performance. The methodology employed in this study is quantitative descriptive correlation research. Every one of PT. Siraj Badawi's 102 workers The research population, Enough Rupiah, was chosen through the use of a direct random sample technique. Data is obtained through questionnaires on work atmosphere, work-life balance, and employee performance. The data in this study was analyzed using multiple linear regression analysis. The work environment of PT. Siraj Badawi has a significant impact on employee performance, according to the findings of the Multiple Linear Regression analysis using the t test and the F test. Employee performance at PT. Siraj Badawi is significantly impacted by work-life balance. Employee performance at PT. Siraj Badawi is significantly impacted by the work environment and work-life balance. Employee performance at PT. Siraj Badawi is impacted by the workplace culture and work-life balance. 41% of Rupiah is sufficient.

In today’s dynamic business environment, work life balance has become one of the key issues faced by many employees all over the world. Maintaining work life balance is an issue increasingly recognized as of strategic importance to organization and of significance to employees. A lack of work life balance also has an adverse effect on their employer's prospects for success in many respects. The main objective of this study is to carry out research on the Sri Lankan telecommunication industry and recognize the impact of work life balance on the employee performance. And also to identify whether the work life balance leads to higher employee performance through employee job satisfaction. The target population of this research is executive level married employees in telecommunication industry in Sri Lanka. This investigation area is used Cluster sampling method to select 2 major companies in telecommunication industry (i.e., Dialog Axiata PLC and Sri Lanka Telecom – Sample Size 100). Data were gathered through questionnaire method. In this study, for the purpose of hypothesis testing the researcher used univariate, bivariate and multivariate statistics methods. The Data were analyzed through SPSS 15.0 software to find out the relationship between variables. Findings of the study reveal that there is a strong relationship between work life balance and employee performance, a strong relationship between work life balance and employee job satisfaction and a strong relationship between employee job satisfaction and employee performance. All these relationships are positive and have significant levels. The research findings give evidence that the better work life balance of the employees leads to increased employee performance and employee job satisfaction.