Ni Made Dwi Puspitawati

Attitude is very crucial in determining the decision for a woman to stay in the job. This means that employees tend to have a desire to leave if they feel not attached to the company. Female employees who tend to be married have a role as an employee and family member. Married female employees will have high work engagement if they feel their work brings benefits to family life. This study aims to determine the effect of work-family enrichment on work engagement and turnover intention. The population of this research was 391 married women employees who worked at least a year in four-star hotels in Bali, Indonesia. The sample in this study is determined using a nonprobability sampling method with a saturated sample based on specified criteria, 331 questionnaires returned (response rate of 85%), but only 325 questionnaires were complete and feasible to be analyzed (usable response rate of 83%). Data were collected via questionnaire and analyzed using SEM (structural equation modeling). The results showed that married female employees were more enthusiastic about working when they could fulfill their multiple roles in work and be better family members. Their involvement in work seriously and feeling proud to be part of the company can reduce their intention to leave. This research is expected to be a consideration for management in making policies related to decreasing turnover intention.

Work-life balance is crucial in fostering a sense of ownership and achieving company success. When employees can achieve a good balance between work and personal lives, they are more satisfied and have higher organizational commitment. This study aims to determine the mediation role of organizational commitment and job satisfaction in the effect of work work-life balance on employee performance targeting five-star hotels in Bali, Indonesia. This quantitative analysis surveyed 157 employees using purposive sampling. The data analysis is done via a partial least squares approach. The results show that organizational commitment mediates the influence of work-life balance on employee performance. This is indicated by the t-statistic coefficient of 1.972 > t-table 1.96, and the significance value is 0.049 < 0.05. Job satisfaction mediates the effect of work-life balance on employee performance with a t-statistic value of 3.291 > t-table 1.96 and a significance value of 0.001 < 0.05. It means job satisfaction mediates the influence of work-life balance on employee performance. This paper implies that the model can be used to develop policies that encourage work-life balance. For instance, ensuring a balanced workload among team members can prevent fatigue and provide employees with sufficient time for rest and leisure activities. Additionally, implementing family support programs can enhance organizational commitment, job satisfaction, and performance.