Bank employees’ problems due to the imbalance of work and family demands
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Author(s)Halid HasanLink to ORCID Index: https://orcid.org/0000-0001-9196-3221
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Farika NikmahLink to ORCID Index: https://orcid.org/0000-0001-8145-3033
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SudarmiatinLink to ORCID Index: https://orcid.org/0000-0003-1411-8870
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DOIhttp://dx.doi.org/10.21511/bbs.17(1).2022.15
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Article InfoVolume 17 2022, Issue #1, pp. 176-185
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- 1576 Views
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686 Downloads
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Creative Commons Attribution 4.0 International License
Work-life balance is a common topic that has been brought up along with human necessity to maintain life balance, as employees currently have some considerations related to their high productivity at work. High self-efficacy is one thing that employees should have in order to stay in their workplace. Banks are among businesses that have fierce competition with regard to quality and customer service as well as employee management. This is the reason why this study was conducted in an Indonesian government-owned bank as the problem of employee turnover is considered relatively serious in order to get more benefits in one’s working life. This study aims to analyze the relationship between self-efficacy and work-life balance on employee engagement. The sample comprised 280 employees, and data analysis used was SEM PLS. The results showed that self-efficacy had 75% and work life balance had a 79% effect on employee engagement, which were proved by the fact that employees are professionally responsible for their duties at work without neglecting their family responsibilities. With such results, banks should consider reconstructing their employee management, since salary is no longer the top priority for employees to work but they also consider life balance. Employees need to spend their time with their families while remaining on their track in work productivity. They also need appreciation, recognition and pride to keep their self-efficacy in their work performance.
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JEL Classification (Paper profile tab)D83, G21, G41
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References50
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Tables4
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Figures0
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- Table 1. Description of the research instrument
- Table 2. Description of respondents
- Table 3. Measured factors for validity and reliability instruments
- Table 4. Hypotheses analysis of direct and indirect relation
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How employee engagement mediates the influence of individual factors toward organizational commitment
Problems and Perspectives in Management Volume 16, 2018 Issue #1 pp. 276-283 Views: 1998 Downloads: 360 TO CITE АНОТАЦІЯEmployee engagement affects the Employer Commitment which has influence on the expression desired by someone in relation to their professional attitude, connecting the work with personal life for psychological, cognitive, emotional, and their personal feelings as a whole, so that employees engagement towards a company will drive the employees’ performance. This is proved by the previous studies, but they have not included individual factors as the force that forms employee engagement or organizational commitment, specifically because seeing how the consequences of employee engagement produced. In this study, the authors consider the influence of individual factors towards organizational commitment mediated by employee engagement, which distinguishes this study from the previous ones. The objectives of this study are: first, to discover how individual factors affect employee engagement; second, to find out how employee engagement affects Organizational Commitment of employees; Third, to discover how individual factors affect organizational commitment. This study is conducted among the respondents all of whom are employees within MICE industry in Indonesia using questionnaire. Data analysis in was performed this study using Structural Equation Modeling (SEM) method. The results of this study show that high individual factors will form high employee engagement, high employee engagement will form high organizational commitment, and high individual factors will form high organizational commitment. In this study, it is found that there is an influence of individual factors towards organizational commitment mediated by employee engagement.
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The impact of human resource development practices on employee engagement and performance in Jordanian family restaurants
Amani Abu Rumman ,
Lina Al-Abbadi ,
Rawan Alshawabkeh
doi: http://dx.doi.org/10.21511/ppm.18(1).2020.12
Problems and Perspectives in Management Volume 18, 2020 Issue #1 pp. 130-140 Views: 1988 Downloads: 1240 TO CITE АНОТАЦІЯGiven the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices (employee training, employee empowerment, employee promotion) as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested. A quantitative descriptive-analytical method was adopted for the current research paper. Data were collected conveniently via a questionnaire from employees of family restaurants. Usable responses were analyzed using IBM SPSS and AMOS on the strength of structural equation modeling (SEM).
The current data identified employee training, employee empowerment, and employee promotion as key predictors of both employee engagement and employee performance. Employee empowerment has the highest impact on employee engagement, followed by employee promotion, while employee training has the highest effect on employee performance. Furthermore, employee engagement is positively related to employee performance. -
Understanding triangulated collaboration of work-life balance, personality traits and eudaimonic well-being
Pooja Soni ,
Kanupriya Misra Bakhru
doi: http://dx.doi.org/10.21511/ppm.17(2).2019.05
Problems and Perspectives in Management Volume 17, 2019 Issue #2 pp. 63-82 Views: 1795 Downloads: 299 TO CITE АНОТАЦІЯThis paper aims to understand the relationship between personality traits, work-life balance (WLB) and eudaimonic well-being (EWB) among individuals in education sector. It is hypothesized that big five personality traits are positively related to different components of WLB and further components of WLB are positively related to different components of EWB. Data were collected from 504 business school teachers through a structured questionnaire from national capital region (NCR) of India. Analysis is done using structural equation modeling. The result indicate that big five personality traits influence all the dimensions of WLB and, hence, are important predictor variables. Finding also suggests that work interference with personal life and health dimensions of WLB significantly impacts EWB. Whereas personal life interference with work and work personal life enhancement dimension of WLB were found to have significant impact on some dimensions of EWB, the outcomes have practical implication in dispositional job design, developing supportive policies, work-life culture and eudaimonia oriented interface for maximizing individual and organizational outcomes. The study reflects towards work-life balance in a novel socio-cultural context and promotes possibility of the mediating role of WLB to the relationships between personality traits and EWB.
