Analysis of The Influence of Personality and Flexible Work Arrangements on Work-Life Balance Mediated by Organizational Support at The North Medan One-Stop Manuggal Administration System (SAMSAT) Office
DOI:
https://doi.org/10.61306/ijsl.v2i1.90Keywords:
Personality, Flexible work arrangements, Work-life balance, Organizational supportAbstract
The North Medan One-Stop Manuggal Administration System (SAMSAT) or known as the One-Stop Manuggal Administration System is a combination of 4 (four) agencies that have motor vehicle tax objects domiciled in North Sumatra. The problem that occurs is that in 2022 there will still be a high level of work errors made by employees. These errors can occur due to decreased employee productivity, which will then cause stress and disrupt work-life balance. This research is a quantitative study that aims to analyze the influence of personality and flexible work arrangements on work-life balance through organizational support. The population of this study is that the population in this study is all permanent employees at the North Medan Samsat. Meanwhile, the number of samples was 80 respondents. The analysis technique used is Partial Least Square (PLS), which is a component or variant-based Structural Equation Model (SEM). The results of the research, data prove that personality influences organizational support with a p-value of 0.000, flexible working hours arrangements influence organizational support with a p-value of 0.002, organizational support influences work-life balance with a p-value of 0.000 , personality influences work-life balance with a p-value of 0.012 and flexible working hours arrangements influence work-life balance with a p-value of 0.000. Then, the results of the mediation test show that personality influences work-life balance through organizational support with a p-value of 0.000 and flexible work arrangements influence work-life balance through organizational support with a p-value of 0.004.
References
Anggreni, A. S., & Budiani, M. S. (2021). Hubungan antara work-life balance dengan komitmen organisasi pada pegawai bank rakyat Indonesia (BRI) cabang Trenggalek. Jurnal Penelitian Psikologi, Universitas Negeri Surabaya, 8(8), 130–141.
Aprillia, F. (2017). Analisis Pengaruh Lingkungan Kerja dan Perceived Organizational Support (POS) Terhadap Kepuasan Kerja dan Dampaknya Terhadap Retensi Karyawan. INSTITUT BISNIS NUSANTARA.
Aziz-Ur-Rehman, M., & Siddiqui, D. A. (2019). Relationship Between Flexible Working Arrangements and Job Satisfaction Mediated by Work-Life Balance: Evidence From Public Sector Universities’ Employees of Pakistan. International Journal of Human Resource Studies, 10(1), 104. https://doi.org/10.5296/ijhrs.v10i1.15875
De Menezes, L. M., & Kelliher, C. (2017). Flexible Working, Individual Performance, and Employee Attitudes: Comparing Formal and Informal Arrangements. Human Resource Management, 56(6), 1051–1070. https://doi.org/10.1002/hrm.21822
Foanto, E. F., Tunarso, E. B., & Kartika, E. W. (2020). Peran Work Life Balance Terhadap Kinerja Karyawan Melalui Komitmen Afektif Sebagai Variabel Mediasi Pada Karyawan Hotel Berbintang Tiga Di Makassar, Sulawesi Selatan. Jurnal Manajemen Perhotelan, 6(1), 37–45. https://doi.org/10.9744/jmp.6.1.37-45
Ghazali, I. (2013). Aplikasi Analisis Multivariate dengan Program IBM SPSS 21 Update PLS Regresi. Badan Penerbit Universitas Diponegoro.
Gordon, C. E., McMullin, J. A., & Adams, T. L. (2015). Flexible Small Firms? Why Some Small Firms Facilitate The Use of Flexible Workplace Policies. The Canadian Journal of Sociology / Cahiers Canadiens de Sociologie, 40(1), 1. https://doi.org/10.2307/canajsocicahican.40.1.1
Indirasari, I., & Mardiana, S. (2022). Pengaruh Work Life Balance dan Employee Engagement terhadap Kinerja Pegawai pada Pt. Bank Mandiri (Persero) Tbk Outlet Prioritas Jakarta Pondok Indah. Jurnal Arastirma, 2(2), 245. https://doi.org/10.32493/arastirma.v2i2.23176
Ismaniar, H. (2015). Manajemen Unit Kerja. Deepublish.
Laela, C. R., & Muhammad, A. H. (2016). Pengaruh Relation-Oriented Leadership Behavior Terhadap Work-Life Balance. INTUISI: Jurnal Ilmiah Psikologi, 8(2).
Maslichah, N. I., & Hidayat, K. (2017). Pengaruh Work-Life Balance dan Lingkungan Kerja terhadap Kepuasan Kerja Karyawan ( Studi pada Perawat RS Lavalette Malang Tahun 2016 ). Jurnal Administrasi Bisnis, 49(1), 60–68. administrasibisnis.studentjournal.ub.ac.id
Nadesan, T., & Thampoe, M. (2018). Relationship Between Work-Life Balance and Job Performance of Employee. IOSR Journal of Business and Management, 20(5), 11–16.
Nawarcono, W. N., & Setiono, A. (2021). Pengaruh Work-Life Balance Terhadap Kepuasan Kerja. In Kajian Ekonomi dan Bisnis (Vol. 16, Issue 2). https://doi.org/10.51277/keb.v16i2.101
Pandiangan, H. (2018). Flexible Working Arrangement Dan Pengaruhnya Terhadap Work-Life Balance Pada Driver Layanan Jasa Transportasi Online Di Kota Yogyakarta. In Thesis Magister Manajemen.
Panjaitan, O. W. O., Tambunan, D., & Sulistiyowati, L. H. (2022). Peran job satisfaction dalam memediasi pengaruh flexible working arrangements terhadap employee performance selama masa pandemi covid-19. Jurnal Manajemen, 14(4), 792–800.
Poulose., & Sudarsan. (2014). Work-life balance: a conceptual review. International. Journal of Advances in Management and Economic.
Robbins, P. S., & Judge, T. A. (2017). Organizational Behaviour,. Salemba Empat.
Rosyiana, I. (2019). At Work Tinjauan Psikologi & Implementasi di Organisasi.
Sarikit M. (2017). pengaruh Work Life Balance Dan Keterikatan Pegawai Terhadap Kinerja Pegawai Fakultas Ilmu Sosial Dan Ilmu Politik Universitas Indonesia. Jurnal Manajemen Pendidikan, Vol 8 No., 83.
Sugita, L., & Zhao, Z. (2017). Flexible Working Arrangement: Exploring leader prototypicality, endorsement, and employee’s respect in SMEs. In Strategy and Management in International Organizations. https://www.diva-portal.org/smash/get/diva2:1131849/FULLTEXT01.pdf
Downloads
Published
How to Cite
Issue
Section
License
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
LicenseCreative Commons Attribution-ShareAlike 4.0 International License.
