The Influence of Work-Life Balance, Servant Leadership, and Reward to Employee Engagement with Job Satisfaction as Mediator

Andyan Pradipta Utama, Et Al

doi:10.17762/turcomat.v12i4.1404

Abstract

The purpose of this research is to test the influence of work and personal balance, servant leadership, the reward of employee engagement with job satisfaction variables as mediators. The type of research used is explanatory research with a quantitative approach. The research hypothesis is a theoretical model consisting of the influence of work-life balance, servant leadership, and reward with mediator job satisfaction that can be used to predict and explain the emee engagement (FIT) with empirical data. The research respondent is the employee of Bank X in Bandung as much as 205 employees while the method of measuring data using a work-life balance scale, servant leadership and reward as an exogenous with a mediator job satisfaction to the employee engagement as endogenous with RMSEA 0.049. Data analysis using structural equation model (SEM) by using linear structural model (LISREL) version 8.72. Hypothesis testing structural relations included 5 variables fit, has the meaning the model matched (FIT) with field data. Hypothesis testing the structural relationship variables of the work-life balance, servant leadership, and reward simultaneously were able to describe the KK variable by 0.80 or 80%, while the relationship of job satisfaction against employee engagement 0.42 or 42%. The model accepted and the statement about the relationship of a variety of variables used is valid as a construct and can be inferred as the structural relationship.

Highlights

The concept of employee engagement is not well known
Certain individuals are born with talents as leaders, but there are those whose leadership traits are created in the process
Of the four variables hypothesized in this study; Job satisfaction, work and personal balance, serving leaders and rewards are only three which are proven to have an impact and have a significant positive effect and one variable has an effect but is not positively significant on employee engagement through the mediator of job satisfaction

Summary

Introduction

The concept of employee engagement is not well known. A similar concept that is often used and well known to many individuals is the concept of job satisfaction that has been widely used in various companies. The concept of attachment and the concept of satisfaction is not much different, the concept of attachment is considered more important than the concept of satisfaction, because this factor encourages employees to do their maximum effort beyond what is expected, even this attachment factor is able to influence the employee's decision to stay or leave the company, satisfaction work only encourages personal commitment, whereas employee engagement encourages mutual commitment. This is the meaning of attachment to the company, namely the existence of a joint commitment between the company and its employees and their work which will eventually acquire attachment. The research results of Nusatria & Suharnomo (2011) show that appreciation and recognition affect employee attachment, while Saragih & Margaretha (2013) that appreciation and recognition do not affect employee attachment

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