Analysis of the Effect of Work-Life Balance on Employee Engagement Employees PT. XYZ

Abstract

Employee engagement has become an interesting topic in the discussion of organizational behaviour in recent years. Amid increasingly fierce company competition, it is very necessary for engaged employees, employee engagement can create success for the company through several things, one of which is related to employee performance and makes employees have higher loyalty to reduce the desire to leave the company (turnover intention). Employee engagement will appear when employees have a high level of work-life balance. Work-life balance can be described as a condition when a person can share roles and feel satisfaction in these roles as indicated by low levels of work-family conflict and high levels of work-family facilitation or work-family enrichment. In other words, work-life balance is an aspect that must appear first in employees before employees feel engaged. When employees have a high level of role satisfaction, employees will give more time, energy and initiative to be able to contribute to the company. This study uses a descriptive type of research with a quantitative approach. The nature of this research is explanatory research which is research that explains the position of the variables studied and the relationship between the work-life balance variable and the employee engagement variable. The subjects in this study were employees of PT. XYZ, totalling 71 people. The measuring instrument used in this study is a scale, namely the employee engagement scale and work-life balance scale which is based on the employee engagement dimension by Anitha (2014) and the work-life balance aspect by Fisher, Bulger and Smith (2009). The data analysis technique used in this study uses Smart PLS (Partial Least Square) software. Based on the results of the analysis and discussion, it can be concluded that work-life balance has a positive and significant effect on employee engagement. The effective contribution of the work-life balance variable is 49.5% to employee engagement. The results of this study then become the basis for determining interventions in the form of training to improve work-life balance which will ultimately increase employee engagement in employees. Keywords: employee engagement, work-life balance.