JOSR: Journal of Social Research
Desember 2022, 2 (1), 51-64
p-ISSN: 2827-9832 e-ISSN: 2828-335x
Available online at http:// https://ijsr.internationaljournallabs.com/index.php/ijsr
http://ijsr.internationaljournallabs.com/index.php/ijsr
THE EFFECT OF WORK-LIFE BALANCE AND WORK ENVIRONMENT
ON JOB SATISFACTION WITH WORK STRESS AS A MEDIATING
VARIABLE AT THE CLASS I IMMIGRATION OFFICE OF TPI
PADANG
Syafira Aviola, Rahmi Fahmy, Hendra Lukito
Faculty of Economics and Business, Andalas University, Padang, Indonesia
syafiraaviola30@gmail.com, rahmifahmy@eb.unand.ac.id,
hendralukito@eb.unand.ac.id
Abstract (Indonesia)
Received:
Revised:
Accepted:
November 28,
2022
November 30,
2022
Desember 02,
2022
Latar Belakang: Serangan virus Covid-19 telah
berdampak besar pada kehidupan manusia di dunia dan telah
mengubah banyak aspek penting kehidupan seperti
kesehatan, ekonomi, politik dan juga keamanan. Ini juga
menyebabkan perubahan dalam metode kerja dan juga
interaksi manusia dalam organisasi. Sebagai salah satu
instansi yang terdampak virus Covid-19 yaitu Kantor
Imigrasi Kelas I TPI Padang. Sejak pandemi virus Covid-19,
banyak perubahan yang terjadi dan berbagai upaya telah
dilakukan di lingkungan Kantor Imigrasi Kelas I TPI Padang
untuk memutus mata rantai penyebaran virus Covid-19,
salah satunya dengan bekerja dari rumah bagi ASN.
Tujuan: Penelitian ini bertujuan untuk mengkaji dan
membangun model konseptual pengaruh work-life balance
dan lingkungan kerja yang dimediasi oleh tekanan kerja
terhadap kepuasan kerja pada karyawan ASN.
Metode: Penelitian ini menggunakan teknik non-
probability sampling dengan sampel yang digunakan
sebanyak 72 PNS melalui penyebaran kuesioner.
Hasil: Penelitian ini menemukan bahwa tren kerja tidak
memediasi pengaruh antara work-life balance dan
lingkungan kerja terhadap kepuasan kerja pada karyawan
Kantor Imigrasi Kelas I TPI Padang.
Kesimpulan: Kantor Imigrasi Kelas I TPI Padang telah
memberikan jam kerja yang sesuai sehingga kehidupan
pribadi dan kehidupan kerja karyawan dapat seimbang dan
lingkungan kerja yang ada di Kantor Imigrasi TPI Padang
Kelas I memberikan rasa aman dan nyaman kepada
karyawan. Dengan rasa aman dan rasa nyaman dalam
bekerja, kepuasan kerja karyawan akan meningkat.
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 52
Kata Kunci: work life balance; lingkungan kerja; kepuasan
kerja; stres kerja
Abstract (English)
Background: The Covid-19 virus attack has had a great
impact on human life in the world and has changed many
important aspects of life such as health, the economy,
politics, and also security. It has also led to changes in
working methods and also human interaction within the
organization. As one of the agencies affected by the Covid-
19 virus, namely the Class I Immigration Office of TPI
Padang. Since the Covid-19 virus pandemic, many changes
have occurred and various efforts have been made within
the Class I Immigration Office of TPI Padang to break the
chain of the spread of the Covid-19 virus, one of which is
by working from home for ASN.
Objective: This study aims to examine and build a
conceptual model of the effect of work-life balance and
work environment mediated by work stress on job
satisfaction in ASN employees.
Methods: This study used a non-probability sampling
technique with the sample used being 72 civil servants
through the distribution of questionnaires.
Results: This study found that work trends do not mediate
the effect between work-life balance and work environment
on job satisfaction in employees of the Class I Immigration
Office of TPI Padang.
Conclusion: The Class I Immigration Office of TPI Padang
has provided appropriate working hours so that the
personal life and working life of employees can be balanced
and the existing work environment of the TPI Padang Class
I Immigration Office provides a sense of security and
comfort to employees. With a sense of security and a sense
of comfort at work, employee job satisfaction will increase.
Keywords: work-life balance; work environment; work
satisfaction; work stress
*Correspondent Author: Syafira Aviola
Email: syafiraaviola30@gmail.com
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 53
INTRODUCTION
In this millennial era, all countries in the world are shocked by a global pandemic
called Corona Virus Disease (Covid-19). This virus attack has had a great impact on human
life in the world and has changed many important aspects of life such as health, the
economy, politics, and also security. It should be noted that COVID-19 has become a major
threat to all organizations in the world. It has caused changes in working methods and also
human interaction within the organization.
For most companies in the era of the industrial revolution 4.0, dramatic change is
an absolute and inevitable phenomenon. Companies inevitably have to have a strategy that
can carry out transformation and innovation to face these challenges. This is so that the
companies and businesses that have been built are not crushed by the times and hampered
by their development (Asbari et al., 2020).
Job satisfaction is used in an organization or company to describe how satisfied a
person is in carrying out his work. As suggested by (Azdanal et al., 2021) job satisfaction
felt by employees is something that is very essential and must receive attention from the
company because this is one of the benchmarks for employees' feelings when doing their
work and feeling for the company. the company they work for.
To build job satisfaction, many organizations are now launching work-life balance
programs to increase job satisfaction. The existence of work-life balance can increase job
satisfaction because work-life balance allows employees to balance the demands of their
work with their personal lives. In addition, the existence of a work-life balance can reduce
the level of saturation for employees in a company (Siregar, 2020).
In addition to the work-life balance factor, another factor to measure employee
satisfaction at work is the work environment of a company. A good work environment can
give a comfortable impression for employees to carry out their work and can reduce
employee boredom at work. In addition, the work environment must be able to create good
mental health for employees so that employees can focus on work. With the realization of
a work environment that is by the wishes of employees, employees will feel satisfied in
doing their work (Astuti & Iverizkinawati, 2018).
The level of job satisfaction is also influenced by the level of work stress. In other
words, the lower the work stress, the higher the level of job satisfaction, and vice versa.
The higher the level of work stress, the lower the level of job satisfaction. The stress that
employees feel in the workplace causes employee dissatisfaction with the work done
(Satriansyah, 2019). According to (Akgunduz et al., 2021) work stress is a type of harmful
stress that causes unwanted physical, psychological, behavioral, and social consequences
in employees, including anxiety and depression. Issues that cause work stress include
failure to meet job requirements, failure to meet role requirements, failure to achieve
necessary progress in the profession, and communication barriers.
Class I Immigration Office of TPI Padang currently has implemented a Work from
Home System. A new thing in the world of work that must be implemented to prevent and
minimize the spread of the Covid-19 pandemic but still carry out its duties as a State Civil
Apparatus.
The level of employee job satisfaction in a company is the key to the spirit that
supports the realization of company goals. One of the factors that affect employee job
satisfaction can be seen in the absence of employees. The results of the pre-survey obtained
data that the percentage of employee absenteeism showed a decrease, and can be seen in
the following Tabel 1:
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 54
Table 1 Percentage of Employee Absences from 2019-2021
Year
Number of
Employees
Number
of
Working
Days a
Year
Pain
(%)
Leave
(%)
No
Description
(%)
Total
(%)
2019
67
244
33%
61%
5%
40%
2020
67
243
11%
29%
3%
12%
2021
72
248
0%
40%
6%
11%
Average
23%
43%
4%
Source: Data processed, Class I Immigration Office TPI Padang (20 22)
Judging from Table 1, the percentage of employee absences of the Class I
Immigration Office of TPI Padang shows that the total percentage in employee attendance
data has fluctuated very significantly and is very noticeable to have an impact on the total
employee absences which decreased from 2019 to 20 20 with a very drastic decrease of
28%, while from 20 20 to 20 21 also continued to experience a decrease of 1%. Therefore,
from this problem, the number of employees has decreased very significantly. Furthermore,
the average employee absenteeism in 201 9-2021 where employees who performed permits
were 23%, sick by 15%, leave reached 43%, and without information by 4%.
However, in 2021 employees who apply for permits are non-existent or zero, due
to the ban on permits for ASNs if they are not in a state of urgency. The permit ban is
intended to prevent the spread of Covid-19. Except, for some civil servants under certain
circumstances or conditions. You can get permission because of maternity leave, sick leave,
or leave for important reasons for civil servants, for example, if one of the core family
members of the civil servant concerned is seriously ill or has died. This is what causes the
increase in left from 2020 -2021 to reach 11%.
This very significant decline occurred due to the differences between the Covid-19
pandemic and now. As a result, many offices, both government and private, then
implemented a Work from Home scheme. However, the existence of the Covid-19
pandemic makes working from home a must. Of course, there is a big difference. In the
period 20 20-2021, the increase in employees working from home is very noticeable,
especially when compared to the decrease in the use of modes of transportation of private
cars, shared vehicles, walking, and public transportation. Job satisfaction is also influenced
because work feels more relaxed and flexible without having to bother coming to the office
and the absence of direct supervision from superiors. It seems that working from home is
driving a noticeable decrease in employee absenteeism.
Faced with these conditions, employees should try to find solutions in managing
the stress they experience so that personal and organizational interests can go hand in hand.
Various rules and policies have been widely set as an appeal to be able to accept, adapt,
and survive during a pandemic as well as efforts so that employees can still be productive
at work.
Therefore, the purpose of this study is to see whether work-life balance, work
environment, and work stress have a significant impact on increasing the job satisfaction
of their employees so that it is closely related to the individual performance level of each
employee.
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 55
RESEARCH METHODS
This research uses quantitative methods with a survey research design approach.
A survey research design is a quantitative research procedure carried out to obtain an
explanation of the attitudes, behaviors, and traits of the population obtained through the
sample population (Creswell, 2012).
This research focuses on the Class 1 Immigration Office of TPI Padang which is
engaged in immigration. Sampling in this study was carried out using a type of non-
probability sampling. According to (Sekaran & Bougie, 2010) non-probability sampling is
a sampling design in which elements in a population do not have an equal opportunity for
each element or member of the population to be selected to be sampled. The chosen non-
probability sampling method is saturated sampling (census), due to the relatively small
number of populations. Saturated sampling is a sampling technique when all members of
the population are used as samples (Sujarweni, 2014).
So the sample used is equal to the total population, namely all Civil Servants (PNS)
who work at the Class 1 Immigration Office of TPI Padang, which is 72 people. Thus the
use of the entire population without having to draw a research sample as an observation
unit is referred to as a census technique.
The data analysis technique uses the Partial Least Square (PLS) approach, which
is a component-based Structural Equation Modeling (SEM) equation, model. The use of
PLS has several evaluations of structural models (inner models) and measurement models
(outer models). Evaluation of the measurement model, testing convergent validity,
discriminant validity, composite reliability, and Average Variance Extracted (AVE) is
carried out. In the evaluation of structural models, the R-squared test (R
2
) and the path
coefficient estimation test are carried out. The bootstrapping procedure generates a t-
statistical value for each relationship path used to test the hypothesis. Those t-statistical
values will be compared with the t-table values. Research using a 95% confidence level so
that the level of precision or inaccuracy limit (α) = 5% = 0.05, the value of the t-table value
is 1.96. If the t-statistical value is found to be smaller than the table t value (statistical t <
1.960), then H
o
is accepted and H
a
is rejected. If the value
of statistical
t is greater than or equal
to t of the table (of
statistics
> 1,960), then H
o
is rejected and H
a
is accepted (Ghozali & Latan,
2015). The research hypothesis can be stated to be accepted if the value of P
Values
< 0.05.
The hypothesis of this study is as follows:
H
1
: Work-Life Balance has a positive and significant effect on Job Satisfaction.
H
2
: The Work Environment has a positive and significant effect on Job Satisfaction.
H
3
: Work-Life Balance negatively and significantly affects Work Stress.
H
4
: Work Environment negatively and significantly affects Work Stress.
H
5
: Work Stress has a negative and significant effect on Job Satisfaction.
H
6
: Work Stress mediates the relationship between Work-Life Balance and Job
Satisfaction.
H
7
: Work Stress mediates the relationship between Work Environment and Job
Satisfaction.
RESULTS AND DISCUSSION
A. Research Results
Characteristics of Respondents
The total number of questionnaires in this study was 72 respondents used in data
analysis. Descriptive analysts showed that 45 respondents were male, namely 62%, and 27
were female, 37.50%. Based on age, the majority of respondents aged 31 – 40 years
amounted to 34 respondents or 47.22% of the total respondents. Based on marriage
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 56
standards, the majority of respondents have married marriages, with 64 respondents or
88.9% of the total respondents. Based on the number of children, the average respondent
is married and has more than 1 child, because the majority of respondents are senior
employees. From the level of education, the majority of respondents with undergraduate
education amounted to 31 respondents or 43.06% of the total respondents. Meanwhile, in
terms of length of service, the majority of respondents have worked for 10-15 years, there
are 26 respondents, or 36.11% of the total respondents. In terms of position, the majority
of respondents were staff with 45 respondents or 52.50% of the total respondents. In terms
of class and rank, the majority of respondents were employees with group III, namely 50
respondents or 69.44% of the total respondents. And based on the amount of monthly
income, the majority of respondents have an income of Rp. 3,000,000 – Rp. 5,000,000,
which is 66 respondents or 91.67% of the total respondents.
Convergent Validity and Discriminant Validity
Based on the validity of convergence, it can be seen from the correlation between
each indicator score and its construct score. Individual reflective measures are said to be
high if they correlate more than 0.70 with the construct to be measured (Ghozali, 2014).
Table 2. Calculation Results of Outer Loading Indicators for Varabel Work-Life Balance,
Work Environment, Work Stress, and Job Satisfaction
KK
LK
SK
WL
KK-1
0,919
KK-10
0,718
KK-11
0,688
KK-12
0,835
KK-13
0,711
KK-14
0,851
KK-2
0,810
KK-3
0,840
KK-4
0,754
KK-5
0,797
KK-6
0,785
KK-7
0,794
KK-8
0,650
LK-1
0,828
LK-10
0,655
LK-11
0,703
LK-12
0,694
LK-13
0,795
LK-14
0,723
LK-2
0,801
LK-3
0,767
LK-4
0,846
LK-5
0,752
LK-6
0,848
LK-7
0,813
LK-8
0,769
LK-9
0,709
SK-1
0,664
SK-10
0,757
SK-11
0,853
SK-12
0,780
SK-13
0,788
SK-14
0,823
SK-2
0,882
SK-3
0,833
SK-4
0,769
SK-5
0,665
SK-6
0,699
SK-7
0,835
SK-8
0,692
SK-9
0,701
WL-1
0,892
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 57
WL-10
0,901
WL-11
0,790
WL-14
0,784
WL-2
0,889
WL-3
0,827
WL-4
0,886
WL-5
0,838
WL-6
0,783
WL-7
0,807
WL-8
0,678
WL-9
0,812
Source: SmartPLS 3.1 data processing results (2022)
Table 2 indicates that the outer loadings value of each item of each variable is more
than 0.70 which means the instrument is valid. However, there are some invalid statements,
namely the invalid work-life balance item variables, namely WL-12, and WL-13. In the
working environment variables invalid items are LK-15, and LK-16. And on the variable
job satisfaction, an invalid item is KK-9. This is because of the Convergent Validivalue ty
< 0.70. So invalid queries will be removed from the model. Based on the processed outer
loading above, it can be concluded that the construct from the study has a good convergent
validity because most of the outer loading values are more than 0.70.
Each variable will be declared reliable if the AVE value is greater than 0.50. An
AVE score of 0.5 or higher means the construct can describe more than 50% of the item
variance (Sarstedt et al., 2017).
Table 3. Average Variance Extracted (AVE)
Average Variance Extracted (AVE)
KK
0,615
LK
0,588
SK
0,593
WL
0,683
Source: SmartPLS 3.1 data processing results (2022)
Based on the results of Tabel 3, the Average Variance Extracted (AVE) value was
obtained from all variables, namely work-life balance, work environment, work stress, and
job satisfaction having an AVE value of > 0.5 which means that the construct or latent
variable can explain the average of more than half the variance of the indicators, so it can
be said that the model is valid.
In addition to convergent validity, this study also used discriminant validity in
testing the validity of instruments. In this study, the results of the discriminant validity test
were good because the cross-loading value of all indicators in the research variable was
greater than the indicator loading value on other variables. These results show that all latent
variables have good discriminant validity. In addition to the AVE score, the discriminant
validity is also supported by the AVE root value (fornel-Larcker criterion) as seen in Tabel
4.
Table 4. Fornel-Larcker Criterion Results
KK
LK
SK
WL
KK
0,784
-
-
-
LK
0,883
0,767
-
-
SK
0,218
0,222
0,770
-
WL
0,900
0,930
0,228
0,826
Source: SmartPLS 3.1 data processing results (2022)
The reliability of the instruments in this study was determined from the reliability
of the composite. The rule of thumb of composite reliability values must be greater than
0.7 even though a value of 0.6 is acceptable (Hair et al., 2010). Based on the results of
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 58
testing the reliability of each variable in the study, shows that the reliability of the
composite value is greater than 0.70 so the indicators used in the research variables are said
to be reliable.
Results of Structural Model Analysis
In this study, structural models were used to estimate the path coefficient that
identifies the strength of the relationship between bound variables (job satisfaction) and
free variables (work-life balance and work environment) using the bootstrapping function.
Test the significance between constructs in structural models using the value of the path
coefficient or the value of t for each path. The score of the inner path coefficient or model
is indicated by a statistical T- value that must be above 1.96. Testing of the structural model
of this study can be seen in Table 4 below.
Table 5. Path Coefficients (Mean, STDEV, T-Values)
Original
Sample (O)
Sample Mean
(M)
Standard Deviation
(STDEV)
T Statistics (|
O/STDEV|)
P
Values
WL - KK
0,579
0,573
0,123
4,689
0,000
LK - KK
0,343
0,346
0,127
2,695
0,007
WL - SK
-0,156
-0,120
0,394
0,395
0,693
LK - SK
-0,078
-0,145
0,394
0,197
0,844
SK - KK
-0,010
-0,015
0,058
0,173
0,863
Source: SmartPLS 3.1 data processing results (2022)
Table 5 shows that the effect of each of the work-life balance and environmental
variables on job satisfaction is positive and significant because the T-statistical value of the
variable is greater than 1.96 at a =0.05. The variables of work-life balance and work
environment have a negative relationship with work stress but do not have a significant
effect on work stress. And the variable of work stress to job satisfaction has a negative
relationship and has no significant effect. The results of structural model testing that shows
the overall statistical value of the hypothesis tested through the basic bootstrap process can
be seen in Figure 1 below.
Figure 1. Structural Research Model
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 59
Test the Effects of Mediation
If the VAF value obtained is above 80%, then this indicates the role of the
mediation variable as full mediation. If the value obtained is 20% to 80% then it is said to
be partial mediation, but if the VAF value is less than 20% it can be concluded that there
is almost no mediation effect.
The VAF calculation formula is:
VAF =
Indirect Influence
Direct Influence + Indirect Influence
Because there are two free variables and two hypotheses that state the results of
mediation, the calculation of the VAF value will be done twice to find out the value of each
variable (variables work-life balance and work environment).
1. The calculation of the VAF work-life balance (X
1
) can be described as follows:
VAF (X1) =
Indirect Influence
Direct Influence + Indirect Influence
VA (X1) =
−0,156 x − 0,010
0,579 + (−0,156 x − 0,010)
VAF (X1) =
0,00156
0,579 + 0,00156
VAF
(
X1
)
= 0.0027
VAF
(
X1
)
= 0.27%
2. The calculation of the VAF value of the working environment (X
2
) can be described as
follows:
VAF (X1) =
Indirect Influence
Direct Influence + Indirect Influence
VAF (X1) =
−0,078 x − 0,010
0,345 + (−0,078 x − 0,010)
VAF (X1) =
0,00078
0,345 + 0,00078
VAF
(
X1
)
=0.00 23
VAF
(
X1
)
= 0.23%
Based on the calculation of the VAF value above, it can be concluded that work
stress does not have a partial mediating effect between the work-life balance on job
satisfaction with a mediation value of 0.27% < 20%. Furthermore, there was no effect of
mediation effect for the work environment on job satisfaction with a mediation value of
0.23% < 20%.
B. Discussion
The Effect of Work-Life Balance on Job Satisfaction
Based on the results of the first hypothesis testing, it is known that work-life
balance has a positive and significant effect on job satisfaction. Then H
1
supported. These
results indicate that the higher the work-life balance of the Class I Immigration Office of
TPI Padang, the more impact will have an impact on increasing the job satisfaction of Class
I Immigration Office employees of TPI Padang directly. This is in line with the findings
in the field that after the easing of the Covid-19 phenomenon, employees of the Class I
Immigration Office of TPI Padang have been able to work normally and divide their time
for personal and family life. This is inversely proportional to the post-Covid-19 period, the
division of employees' working life with their personal lives is not balanced because
employees work at home more often than they work in the office.
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 60
This is supported by research written by (Azdanal et al., 2021) in which in this
study the author found that work-life balance in work will have a positive and significant
effect on job satisfaction as long as the balance is maintained. Similar results were also
found by (Tavassoli & Sunyer, 2020) and (Rony & Yulisyahyanti, 2022) that work-life
balance has a significant positive effect on job satisfaction.
The Effect of Work Environment on Job Satisfaction
Based on the results of testing the second hypothesis, it is known that the work
environment has a positive and significant effect on job satisfaction. Then H
2
supported.
These results indicate that the better the work environment at the Class I Immigration
Office of TPI Padang, the job satisfaction of TPI Padang Class I Immigration Office
employees will also increase directly. And at the Class I Immigration Office, TPI Padang
has created a decent work environment for its employees. The agency fully supports the
factors that provide employee comfort at work, so that the employee avoids work stress
and work productivity increases.
These results are in line with the results of the research found by (Sunarno et al.,
2022) which shows that the work environment has a positive effect on job satisfaction. This
shows that if the work environment increases, then job satisfaction also increases. In line
with research by (Suprapti et al., 2020) that partially the work environment has a positive
and significant effect on employee job satisfaction (Ong et al., 2021).
The Effect of Worklife Balance on Work Stress
In the results of the third hypothesis testing, it is known that work-life balance has
a negative relationship but does not have a significant effect on work stress. Then H
3
is not
supported. These results indicate that the working life of employees at the Class I
Immigration Office of TPI Padang does not have a significant impact on the level of stress
generated from the work The results of the study found that work-life balance does not
affect work stress. This means that the work-life balance at the Class I Immigration Office
of TPI Padang has been well maintained. Employees have been able to work normally so
the stress experienced due to the Covid-19 phenomenon which requires employees to work
at home is reduced. Employees who have been able to divide their time between work and
social livelihoods in their families and loved ones will reduce the level of stress they
experience while working. The effect of work-life balance on work stress is because the
work-life balance at the Class I Immigration Office of TPI Padang has been done well by
employees.
The results of the study obtained are different from the results of a study by
(Paramita & Supartha, 2022) which found that there is a negative relationship between
work life and work stress. Poor work-life balance is one of the factors that comes from
outside the individual that makes a person experience work stress. Attribution theory
explains a person's actions, if a person has a poor work-life balance it will cause the
individual to experience stress about his work. This also applies to working employees.
The Effect of Work Environment on Work Stress
Based on the results of the fourth hypothesis testing, it is known that the work
environment has a negative relationship but does not have a significant effect on work
stress. Then H
4
is not supported. These results indicate that the work environment is not a
factor that affects the work stress of employees of the Class I Immigration Office of TPI
Padang. However, the resulting relationship is negative, which means that the better the
work environment, the lower the work stress of employees of the Class I Immigration
Office of TPI Padang. There is no significant effect of the work environment on work stress
because the work environment at the Class I Immigration Office of TPI Padang has been
what employees expect. Employees consider that the work environment at the Class I
Immigration Office of TPI Padang has provided comfort so that the level of stress felt while
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 61
working is reduced. This can also be seen from the descriptive results of high work
environment variables which means that the work environment at the Class I Immigration
Office of TPI Padang can support job satisfaction and reduce the level of work stress of
employees.
The results of the study obtained are different from the results of a study by
(Kapitan & Dewi, 2019) which found that the work environment has a negative and
significant relationship to work stress. A good work environment will create a sense of
comfort and security at work to reduce the level of work pressure experienced by
employees which can cause stress at work.
The Effect of Work Stress on Job Satisfaction
In the results of the fifth hypothesis testing, it is known that work stress has a
negative effect but does not have a significant effect on job satisfaction. Then H
5 is
not
supported. These results indicate that the level of stress experienced by employees has not
been able to significantly reduce job satisfaction obtained by employees of the Class I
Immigration Office of TPI Padang. However, the direction of the relationship is negative,
which means that the higher the level of stress experienced by employees, will reduce the
level of satisfaction felt by employees later.
These results are the results of research from (Ariansy & Kurnia, 2022) that has a
negative and insignificant effect on job satisfaction, so it can be concluded that the high
work stress felt by employees does not affect job satisfaction. This can happen because,
with stress, employees are increasingly motivated to provide all abilities and resources, so
that they can meet work requirements and needs.
The Effect of Work-Life Balance on Job Satisfaction through Work Stress
In the results of the sixth hypothesis testing, it is known that work stress does not
mediate work-life balance to job satisfaction. Then H
6 is
not supported. These results
indicate that the balance between work life and personal life of TPI Padang Class I
Immigration Office employees makes them forget the pressures that exist at work so that
the level of work stress experienced by employees of the Class I Immigration Office of TPI
Padang is not proportional to the job satisfaction obtained.
The results of this study are supported by (Satriansyah, 2019) work-life balance
does not affect job satisfaction through work stress at the Bank Indonesia Representative
Office in Central Java. From this, it can be concluded that the work-life balance at the Bank
Indonesia Representative Office in Central Java is sufficient. However, this has less effect
on work stress or has little effect due to partial mediation, but the work stress condition will
greatly affect job satisfaction. This means work stress does not mediate the effect of work-
life balance on job satisfaction. However, it is different from the results of a study found
by (AL-Anbari et al., 2019) which found that work stress mediates work-life balance to job
satisfaction.
The Effect of the Work Environment on Job Satisfaction through Work Stress
In the results of testing the seventh hypothesis, it is known that work stress does
not mediate the work environment to job satisfaction. Then H
7 is
not supported. These
results indicate that the level of stress experienced by employees of the Class I Immigration
Office of TPI Padang is not based on a bad work environment. The results of this study are
supported by research found by (Mauliah & Indayani, 2021) explaining that there is no
indirect influence of the work environment on employee job satisfaction through work
stress as an intervening variable. Based on these results, it can be said that this path
coefficient proves that a volatile work environment does not have a significant effect on
job satisfaction through work stress at PT Ekosjaya Abadi Lestari. Therefore, hypotheses
can be rejected and not proven to be true.
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 62
CONCLUSION
The results of this study are expected to be useful for work-life balance and work
environment at the Class I Immigration Office of TPI Padang which will support the
development of job satisfaction at the Class I Immigration Office of TPI Padang. Based on
the study, the researchers concluded that:
1. There is a positive and significant influence between the work-life balance on job
satisfaction in employees of the Class I Immigration Office of TPI Padang. From the
results of the analysis, it can be stated that the work-life balance at the Class I
Immigration Office of TPI Padang has been running well to increase employee job
satisfaction.
2. There is a positive and significant influence between the work environment on job
satisfaction in employees of the Class I Immigration Office of TPI Padang. From the
results of the analysis, it can be concluded that the work environment at the Class I
Immigration Office of TPI Padang is by employee expectations, employees can work
with a sense of security and comfort so that job satisfaction from employees increases.
3. There is a negative and insignificant influence between the work-life balance on work
stress in employees of the Class I Immigration Office TPI Padang. Work-life balance
can reduce work stress, but does not significantly affect work stress. This means that
the work-life balance at the Class I Immigration Office of TPI Padang has been
running well so that it can reduce the level of stress experienced by employees.
4. There is a negative and insignificant influence between the work environment on work
stress in employees of the Class I Immigration Office of TPI Padang. The work
environment can reduce the work stress of employees of the Class I Immigration
Office of TPI Padang, but does not affect work stress significantly. This means that
the better the work environment of the Class I Immigration Office of TPI Padang, the
less work stress felt by employees will decrease.
5. There is a negative and insignificant influence between job satisfaction on job
satisfaction in employees of the Class I Immigration Office of TPI Padang. Work
stress can reduce employee job satisfaction. The increasing stress of employees
indicates that they are not satisfied at work.
6. Work stress does not mediate the effect of work-life balance on job satisfaction in
employees of the Class I Immigration Office of TPI Padang. A good work-life balance
can increase employee job satisfaction so that work stress experienced by employees
decreases. The low level of stress experienced by employees does not affect job
satisfaction so work stress is not able to mediate the relationship between work-life
balance and job satisfaction.
7. Work stress does not mediate the influence of the work environment on job
satisfaction in employees of the Class I Immigration Office of TPI Padang. A good
work environment can increase employee job satisfaction so that the work stress
experienced by employees decreases. The low level of stress experienced by
employees does not affect job satisfaction so work stress is not able to mediate the
relationship between work-life balance and job satisfaction.
Based on the above, this study can put forward some suggestions that companies
hope can pay more attention to the stress level of employees based on time pressure and
work anxiety of employees. This will have an impact on increasing job satisfaction of
employees because their level of welfare increases. Organizations also need to improve
work-life balance in the company environment to create harmony in work so that
employees will feel job satisfaction. However, the above is certainly inseparable from the
company's condition in creating a comfortable work environment for all employees.
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 63
In an organization, a boss must be able to provide encouragement and
encouragement to his employees. So that employees will feel motivated, feel valued, and
can become more professional which will certainly have a good impact on the organization.
Furthermore, the role of the employee himself is to achieve the success of an organization
as an employee must show good performance improvement, have a cooperative attitude
both with superiors and with colleagues, and have high discipline and a sense of
responsibility.
Thus, this study suggests future research in order to add other variables in the
development of the research. It is hoped that the results of this study can be used to provide
optimal benefits for the next research object, this research can also be used as a comparison
material in the next study and should take research data on a wider research object.
BIBLIOGRAPHY
Akgunduz, Y., Bardakoglu, O., & Kizilcalioglu, G. (2021). Happiness, job stress,
job dedication and perceived organizational support: a mediating model.
Journal of Hospitality and Tourism. https://doi.org/10.1108/JHTI-07-2021-
0189
AL-Anbari, I. M., Nurdin, S., & Rahayu, Y. S. (2019). Pengaruh Work-Life
Balance Terhadap Kepuasan Kerja Generasi Milenial Yang Di Mediasi Oleh
Stres Kerja Di Kota Bandung. Universitas ARS.
Ariansy, N. I., & Kurnia, M. (2022). Pengaruh Stres Kerja, Insentif Dan
Lingkungan Kerja Terhadap Kinerja Karyawan Dengan Kepuasan Kerja
Sebagai Variabel Mediasi (Studi Empiris PT.Telkom Magelang). Borobudur
Management Review, 2(1), 1–23. https://doi.org/10.31603/bmar.v2i1.6820
Asbari, M., Novitasari, D., & Goestjahjanti, F. S. (2020). Mempertahankan Kinerja
Karyawan di Masa Pandemi Covid-19: Studi Kasus pada Industri Ritel. JMK
(Jurnal Manajemen Dan Kewirausahaan), 5(3), 183.
https://doi.org/10.32503/jmk.v5i3.1093
Astuti, R., & Iverizkinawati. (2018). Pengaruh Kepemimpinan dan Lingkungan
Kerja terhadap Kepuasan Kerja Karyawan pada PT. Sarana Agro Nusantara
Medan. Jurnal Ilman, 6(1), 26–41.
Azdanal, M. R., Zamzam, F., & Rostiati, N. (2021). PENGARUH WORK LIFE
BALANCE IKLIM ORGANISASI DAN. Jurnal Manajemen Profesional
(IJMPro), 2, 235–248.
Creswell, J. W. (2012). Educational research: Planning, conducting and
evaluating quantitative and qualitative research. (Fourth Edi). Pearson.
Ghozali, I. (2014). Structural Equation Modeling Metode Alternatif Dengan
Partial Least Squares (PLS) (Edisi 4). Badan Penerbit Universitas
Diponegoro.
Ghozali, I., & Latan, H. (2015). Partial Least Squares Konsep, Teknik dan Aplikasi
Menggunakan Program SmartPLS 3.0. (Ed. Ke-2). Badan Penerbit
Universitas Diponegoro.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data
Analysis A Global Perspective (7th editio). Pearson.
Kapitan, A., & Dewi, A. A. S. K. (2019). Pengaruh Konflik Kerja, Kepemimpinan
Dan Lingkungan Kerja Terhadap Stres Kerja Pegawai PD Pasar Kota
Denpasar. E-Jurnal Manajemen Universitas Udayana, 8(5), 3220.
https://doi.org/10.24843/ejmunud.2019.v08.i05.p23
Mauliah, S., & Indayani, L. (2021). Pengaruh Kompensasi, Lingkungan Kerja dan
Komitmen Organisasi terhadap Kepuasan Kerja dan Stres Kerja Menjadi
Shafira Aviola, Rahmi Fahmy, Hendra Lukito / JOSR: Journal of Social Research, 2(1), 51-64
The Effect of Work-Life Balance and Work Environment on Job Satisfaction with
Work Stress as a Mediating Variable at the Class I Immigration Office of TPI
Padang 64
Variabel Intervening pada PT. Ekosjaya Abadi Lestari. International Journal
on Orange Technologies, 3(4), 363–376.
Ong, S., Hendry, Winata, V., & Monika. (2021). The Influence of Discipline, Work
Environment, and Work Commitment on Job Satisfaction. International
Journal of Social Science and Business, 5(2), 174–179.
https://doi.org/10.23887/ijssb.v5i2.34976
Paramita, L., & Supartha, I. W. G. (2022). Role of Work Stress as Mediating
Variable between Compensation and Work-Life Balance on Employee
Performance. European Journal of Business and Management Research,
7(3), 163–167.
Rony, Z. T., & Yulisyahyanti. (2022). The influence of work-life balance and
burnout on job satisfaction. International Journal of Environmental,
Sustainability, and Social Sciences, 3(1), 161–168.
Sarstedt, M., Ringle, C., & Hair, J. (2017). Partial Least Squares Structural
Equation Modeling. In C. Homburg, M. Klarmann, & A. Vomberg (Eds.),
Handbook of Market Research. Springer. https://doi.org/10.1007/978-3-319-
05542-8_15-1
Satriansyah, H. (2019). Pengaruh Work-Life Balance Terhadap Kepuasan Kerja
Dengan Stres Kerja Sebagai Variabel Mediasi (Studi Pada Karyawan Bank
Indonesia Kantor Perwakilan Jawa Tengah). In Universitas Brawijaya.
Universitas Brawijaya.
Sekaran, U., & Bougie, R. (2010). Research Methods for Business : A Skill
Building Approach (fifth edit). UK: John Wiley & Sons Ltd.
Siregar, L. lestari. (2020). Pengaruh work life balance terhadap burnout pada
pegawai lembaga pemasyarakatan sumatera utara. Jurnal Administrasi
Bisnis, 5(3), 134.
Sujarweni, V. W. (2014). Metode Penelitian: Lengkap, Praktis, dan Mudah
Dipahami. Pustaka Baru Press.
Sunarno, N., Susita, D., & Wolor, C. W. (2022). Effect of work environment and
training on job satisfaction through career development mediation. The
International Journal of Social Sciences World, 4(1), 193–203.
Suprapti, Astuti, J. P., Sa’adah, N., Rahmawati, S. D., Astuti, R. Y., & Sudargini,
Y. (2020). The Effect of Work Motivation, Work Environment, Work
Discipline on Employee Satisfaction and Public Health Center Performance.
Journal Industrial Engineering & Management Research ( Jiemar), 1(2),
2722–8878. https://doi.org/10.7777/jiemar.v1i2
Tavassoli, T., & Sunyer, A. (2020). Employee Work-Life Balance, Satisfaction and
Burnout in Iran and Spain. 8(3), 779–791.
© 2021 by the authors. Submitted for possible open access publication under the
terms and conditions of the Creative Commons Attribution (CC BY SA)
license (https://creativecommons.org/licenses/by-sa/4.0/).