THE EFFECT OF QUALITY WORK LIFE,
EMPLOYEE BURNOUT, AND WORKLOAD ON WORK-LIFE BALANCE OF WORK FROM HOME EMPLOYEES
IN SURABAYA
Taufik Deswanto
Mochtar1, Nanis Susanti2
Fakultas
Ekonomi dan Bisnis Universitas 17 Agustus
1945 Surabaya, Indonesia
taufikdeswanto@gmail.com, nanis@untag-sby.ac.id
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Abstract |
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Received: Revised : Accepted: |
05 April 2022 15 April 2022 18 April 2022 |
Since the Covid-19 pandemic hit diverse international locations withinside the global, the coverage of operating from domestic or work at home (WFH) has come to be the selection of many parties, such as in Indonesia. Working from domestic can also additionally revel in a few obstacles, inclusive of our consciousness could be divided among homework and lots of workplace paintings that has piled up. This stability is likewise encouraged through numerous different elements, such as high-satisfactory of labor lifestyles, worker burnout, and workload. This have a look at objectives to show and examine the impact of the variables of high-satisfactory paintings lifestyles, worker burnout, and workload at the paintings-lifestyles stability of personnel operating from domestic. The approach used is a quantitative approach and explanatory studies as form of studies. The populace used purposive sampling, particularly Surabaya City personnel who're currently/have accomplished work at home with a pattern of a hundred people. Data evaluation makes use of SmartPLS three to degree the outer model, internal model, and speculation testing. The effects confirmed (1) Quality Work Life had a extensive impact on Work-Life Balance, (2) Employee Burnout had a extensive impact on Work-Life Balance, and (3) Workload had a extensive impact on Work-Life Balance. Keywoard: Work-life balance; work from home. |
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*Correspondent Author : Taufik Deswanto
Mochtar
Email : taufikdeswanto@gmail.com
INTRODUCTION
Work Work from home
for industry 4.0 is an interest
that offers employees a idea of faraway operating
or operating without coming to the workplace.
During a pandemic, work at home
sports also are beneficial for decreasing the unfold of the
Covid-19 virus due to the fact the
extent of face-to-face touch may be prevented
among every worker. There are numerous benefits in operating from domestic sports. First, it does now
no longer require the time
and distance from the worker's
domestic to the workplace in order that the worker's
staff may be maximally used
to do enterprise
tasks. Second, the company can
maximize the achievement of its human sources through choosing employees who meet
the abilities from diverse areas
while not having to incur transportation
and lodging expenses for their
employees. This means that it's
miles feasible that there's no
distance restrict among the company
and its employees.
Third, in phrases of operational expenses the company
also can be greater efficient,
as an instance the fee of
renting workplace space, energy expenses,
and different expenses that get
up whilst all employees work
withinside the workplace.
One of the affects
felt through employees is balancing
work and private lifestyles. In doing the work
accomplished at domestic, of course,
there could be many distractions,
specifically for employees who have
already got households, wherein the awareness
of personnel is an increasing
number of divided. The stability among work and
private lifestyles this is pushed
through mental wishes is referred to
as work-life balance.
Factors which are tied to employees and
companies that work at home
as a way to satisfy authorities directives however nonetheless purpose on the enterprise's
imaginative and prescient and venture
and positive targets, amongst others, are the primary high-satisfactory of labor lifestyles
or high-satisfactory of labor lifestyles
that's a variable approximately the high-satisfactory of the surroundings paintings or paintings
weather associated with accomplishing enterprise targets. The
fundamental goal of an powerful high-satisfactory
of labor lifestyles is to
enhance operating situations, specifically from the angle
of people and organizational achievement primarily based totally on
a control angle.
Second, employee burnout, that's a circumstance wherein the physical, emotional,
and intellectual situations of employees
are depressed through the work scenario
and introduced to their personal life at the
same time as working from home
withinside the lengthy term. The trouble of immoderate workload
is one of
the elements of labor that
reasons burnout.
Third, workload or workload
that's the quality and quantity
of work supplied
through the enterprise to employees.
The burden may be withinside the
shape of a bodily burden or
a intellectual burden. Physical burden may be visible
from how tons personnel use their bodily
strength, at the same time
as intellectual workload may be visible
from how tons intellectual interest is wanted
to bear in mind matters which
are needed, concentrate, detect problems, overcome sudden occasions and make
selections quick associated with the task and
the volume of the individual's degree of know-how
and work performance.
LITERATURE REVIEW
Work-Life Balance
Work-life balance essentially has an essential feature
for each worker, it objectives
to make sure
that employees have a balanced high-satisfactory of lifestyles among work and private
lifestyles. Here, efforts that may be
made to enhance
work-life balance are the availability of gifts, centers
at paintings locations, medical insurance for households
and clean go away coverage
policies (Ramadhani, 2012).
According to Fisher, work-life balance is primarily
based totally on four predominant
dimensions, particularly:
(1) Work Interference with Personal Life (WIPL), this factor is primarily
based totally at the volume to
which individual work can intrude with
lifestyles out of doors of
labor or private lifestyles, (2) Personal
Life Interference with Work (PLIW), This factor is primarily
based totally at the volume to
which an individual's private lifestyles interferes with an individual's
work life, (3) Personal
Life Enhancement of Work (PLEW), This factor refers to
how some distance an individual's
lifestyles can growth their productiveness
withinside the global of labor, (4) Work
Enhancement of Personal
Life (WEPL), this factor emphasizes the volume to which an
individual's global of labor can enhance
the high-satisfactory of lifestyles out
of doors of labor or
an man or
woman's private lifestyles (Fisher et al., 2009). There are signs that may have
an effect on an worker's
work-life balance , particularly: (1) Time and (2) Action Plan (McDonald & Bradley, 2005:3).
Quality Work Life
Quality of work life
reveals the significance of recognize for human beings of their
work surroundings. Thus, the essential
position of high-satisfactory of labor lifestyles is to alternate
the organizational weather in order that technically and humanly it results
in a higher quality of work life.
Quality of work life formulates
that each coverage manner determined through the enterprise is a reaction to
what the desires and expectancies
in their personnel are, that is found
out through sharing troubles and uniting their
views (company and employees) into the identical
goal, particularly enhancing employee performance. and agencies (Luthans et al., 2021:123). Based at the
idea to degree
the quality work life variable,
the signs used are (1) sense of belonging, (2) employee living space, (3) compensation, and (4) working situations (Drafke & Kossen, 2002:385).
Employee Burnout
Burnout is a symptom of
physical, emotional, mindset and conduct
exhaustion, feelings of self-dissatisfaction and distrust of
self-capacity and shortage of choice
for personal fulfillment arising from prolonged
paintings stress, a reaction to conditions
that accompany a person even as dealing with stress and
is a response from interpersonal stressors in profession. Burnout may have a poor effect
on people and agencies, such
as inflicting low or reduced worker
task performance (Hayati
& Fitria, 2018). Based at
the idea to measure worker
burnout, the signs used are (1) physical exhaustion and (2) emotional exhaustion (Greenberg, 2008:39).
Workload
Workload is a poor circumstance
that arises because of immoderate
roles, too aggressive surroundings, work that exceeds
its responsibilities that can alternate
the feelings of employees and
is proven through modifications in conduct inclusive of delaying work,
problem operating together,
now no longer
complying with regulations (Pradana & Salehudin, 2015). Based at the
idea to degree
the workload variable, the signs
used are (1) the load of time,
(2) the weight of intellectual effort, and (3) the weight of
mental pressure (Tarwaka,
2014:131).
Based on previous research,
there are variable equations used in this examine. The theoretical framework of this research
is:
H1: Quality of work life
has a significant effect on work-life balance
for employees who work from
home
Quality of work life
affects work-life balance. The influence of work life
provided by the company affects
the balance of personal life and work life
because the company's strategies in dealing with work
from home are new and employees
must adapt quickly. Based on previous research
conducted by Gracia
(Gracia, 2018) and research
by Bhende (Bhende et al.,
2020), although previous research did not include the work
from home factor, the results
showed that the quality of
work life had an effect on
work-life balance under any working
conditions.
H2: Employee burnout
has a significant effect on work-life balance
for employees who work from
home
Employee burnout
has an effect on work-life balance.
The effect of employee fatigue in doing work from
home causes employees to find
it difficult to balance work
life and work life. The concentration of employees will be increasingly difficult because working at home
causes a big distraction for employees and causes
fatigue, especially for employees who
are already married. Based on previous
research conducted by Arrozak (Arrozak,
2017) which showed the influence between
these two variables.
H3: Workload has a significant effect on work-life balance
for employees who work from
home
Workload affects work-life balance. The effect of this workload
in doing work from home causes
employees to feel too much
workload in working from home conditions
and it is
difficult to balance their personal life and work
life. Likewise, the burden of
adapting to new technologies to support their
performance at home. This research
is in line with previous research
conducted by Shamsuddin (Shamsuddin et al., 2018) and
Omar's research (Omar et al., 2015). This shows that
the workload affects the balance
of personal life and work life
of employees.
RESEARCH METHOD
This kind of studies
is quantitative which emphasizes numerical statistics processed the usage
of statistics. The layout used is
a causal layout primarily based totally at the
troubles on this examine, that's
withinside the shape of a causal
courting among or greater variables. The statistics acquired got here from dispensing
questionnaires to respondents. Data analysis used structural equation modeling (SEM) utilizing
the partial least square (PLS) technique. Data analysis examines the measurement
and inner model using smartPLS software version 3.
Population and Sample
The population
in this study are employees
who work from home, and
the sample used is purposive
sampling, namely employees
in the city of Surabaya who are currently and/or
have done work from home
activities and are already married. In this study, 100 samples were used.
Collecting Data Technique
This observe uses a
statistics series method in the form of a survey with a questionnaire method.
Questionnaires are some of written questions which can be used to achieve data
from respondents withinside the feel of stories approximately themselves, or
matters they know. The statistics series method changed into accomplished via
way of means of giving written inquiries to respondents by google form to be
replied and analyzed the usage of a Likert scale (1-5).
HASIL DAN PEMBAHASAN
A. Hasil Penelitian
Research Respondents
This section describes respondents into several categories, namely categories of gender, age, and years of
service.
Table 1 Respondent Profile
|
Gender |
Amount |
Percentage |
|
Man |
68 |
68% |
|
Woman |
32 |
32% |
|
Total |
100 |
100% |
|
Age |
Amount |
Percentage |
|
23 -< 30 y.o |
33 |
33% |
|
30 -< 40 y.o |
16 |
16% |
|
>40 y.o |
51 |
51% |
|
Total |
100 |
100% |
|
Years of service |
Amount |
Percentage |
|
1 -< 10 years |
47 |
47% |
|
10 -< 20 years |
19 |
19% |
|
>20 years |
34 |
34% |
|
Total |
100 |
100% |
Statistical Data Analysis (Outer Model)
Testing the validity of the
reflective signs makes use of
the correlation among object ratings
and assemble ratings. Measurements with reflective indicators suggest a extrade in a single indicator in a construct if different indicators
in the identical construct extrade (or are eliminated from the version).
Reflective indicators are appropriate for measuring perception, so this observe
makes use of reflective indicators.
An indicator is asserted legitimate
if it has a loading factor above 0.5 for the
supposed construct. The SmartPLS output for the loading
factor offers the subsequent effects:
Table 2 Outer
Loading
|
QUALITY WORK LIFE |
EMPLOYEE BURNOUT |
WORKLOAD |
WORK-LIFE BALANCE |
|
|
EB1 |
|
0,757 |
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|
|
EB2 |
|
0,830 |
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|
|
EB3 |
|
0,844 |
|
|
|
EB4 |
|
0,815 |
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|
QWL1 |
0,845 |
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QWL2 |
0,851 |
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QWL3 |
0,917 |
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QWL4 |
0,852 |
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|
|
QWL5 |
0,847 |
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|
|
|
WL1 |
|
|
0,917 |
|
|
WL2 |
|
|
0,796 |
|
|
WL3 |
|
|
0,821 |
|
|
WL4 |
|
|
0,755 |
|
|
WL5 |
|
|
0,923 |
|
|
WL6 |
|
|
0,829 |
|
|
WL7 |
|
|
0,895 |
|
|
WLB1 |
|
|
|
0,866 |
|
WLB2 |
|
|
|
0,870 |
|
WLB3 |
|
|
|
0,749 |
|
WLB4 |
|
|
|
0,716 |
|
WLB5 |
|
|
|
0,839 |
|
WLB6 |
|
|
|
0,806 |
The table above suggests that every one
variables have a loading factor with a value above
the encouraged value of 0.5. The smallest value is 0.716 for the
WLB4 indicator. It way that the
indicators used on this observe
are legitimate or have met convergent
validity.
Table 3 Square
Average Variance Extracted
|
|
Square Root
AVE |
|
Quality Work
Life |
0,745 |
|
Employee Burnout |
0,660 |
|
Workload |
0,723 |
|
Work-Life Balance |
0,656 |
Another method used is
to look at
the average variance extracted (AVE) value. The recommended value is above
0.5. The table above shows that all
constructs have AVE values above 0.5; Likewise, the square
root value of the AVE gets
a value of more than 0.5 so
that it meets
a good standard of validity test
Table 4 Composite
Reliability and Cronbach’s Alpha
|
|
Cronbach’s Alpha |
Composite Reliability |
|
Quality Work
Life |
0,914 |
0,936 |
|
Employee Burnout |
0,828 |
0,886 |
|
Workload |
0,935 |
0,948 |
|
Work-Life Balance |
0,894 |
0,919 |
The table above suggests
that the composite reliability value for all
constructs is above 0.7 which shows that all
constructs withinside the expected model meet the discriminant
validity criteria. The encouraged value for Cronbach's alpha is above
0.6 and the table above indicates
that the Cronbach's Alpha value for all
constructs is above 0.6, which means that it
indicates suitable conditions.
Structural Model
Testing (Inner Model)
Table 5 R Square
|
|
R
Square |
|
Quality
Work Life |
|
|
Employee
Burnout |
|
|
Workload |
|
|
Work-Life
Balance |
0,886 |
The table above gives the
value of R2 0.886 to construct Work-Life
Balance, which means that Quality
Work Life, Employee Burnout
and Workload capable of explaining
the variance Work-Life Balance amounted to 88.6%.
Table 6 Construct
Crossvalidated Communality
|
|
Q²
(=1-SSE/SSO) |
|
Quality
Work Life |
0,610 |
|
Employee
Burnout |
0,426 |
|
Workload |
0,629 |
|
Work-Life
Balance |
0,516 |
Value Q2 test structural models made by
looking at the value of
Q2 (predictive relevance).
To calculate Q2 can
be used the
formula:
Q2 = 1 – (1 - R12)
Q2 = 1 – (1 –
0,8862)
Q2 = 1 – 0,216
Q2 = 0,784
The outcomes
of the calculation
of Q2 show that the value
of Q2 = 0.784. Value
Q2 may be used to measure
how properly the determined values generated through the model and estimation parameter. Value Q2 is more than 0 (zero) shows that the
model is stated to be suitable
enough, even as the value of
Q2 is much less than 0 (zero) shows that the
model lacks predictive relevance (Ghozali, 2006:20). In our model, construct or endogenous
latent variable has a value of Q2 more than 0 (zero) in order that anticipated through the model had been appeared as relevant.
Table 7 F Square
|
QUALITY WORK LIFE |
EMPLOYEE BURNOUT |
WORKLOAD |
WORK-LIFE BALANCE |
|
|
QWL |
|
|
|
0,053 |
|
EB |
|
|
|
0,134 |
|
WL |
|
|
|
2,249 |
|
WLB |
|
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|
Cohen provides
a reference for the magnitude of
the effect, namely f = 0.1 for a small effect size,
f = 0.25 for medium, and f
= 0.4 for large (Cohen et al., 2013:113). Based on these
criteria, at the structural level it can be
stated as follows: (1) The effect of quality
work life on work-life balance
is 0.053 (small); (2) The effect of employee
burnout on work-life balance is 0.134 (small); and (3) The effect of workload
on work-life balance is 2,249 (large).
Table 8 Path Analysis
|
|
Original
Sample (O) |
T
Statistics (|O/STERR|) |
P Value |
Sig/Non Sig |
|
X1_QWL -> Z_WLB |
-0,152 |
2,297 |
0,022 |
Significant |
|
X2_EB -> Z_WLB |
0,284 |
2,896 |
0,004 |
Significant |
|
X3_WL -> Z_WLB |
0,815 |
10,224 |
0,000 |
Significant |
The results of the analysis
in the table above show that
first, Quality Work Life has an effect of -0.152 on Work-Life Balance
. TStatistic obtained is 2.297 and P value is 0.022 (p ≤ 1.96).
The results of the second analysis,
Employee Burnout has an effect of 0.284 on Work-Life Balance
. TStatistic obtained is 2.896 and P value is 0.014 (p ≤ 1.96).
The results of the third analysis,
Workload has an effect of 0.815 on Work-Life Balance
. TStatistic obtained is 10.224 and P value is 0.000 (p ≤ 1.96).
B. Discusion
Quality Work Life has an effect of -0.152 on Work-Life Balance
. TStatistic obtained is 2.297 and P value is 0.022 (p ≤ 1.96). Based on the
results of hypothesis testing using SmartPLS, it gives
an output that Quality Work
Life will have a significant effect on Work-Life Balance.
Employee Burnout
has an effect of 0.284 on Work-Life
Balance . TStatistic obtained is 2.896 and P value is
0.014 (p ≤ 1.96). Based on
the results of hypothesis testing using SmartPLS, it gives the
output that Employee Burnout will have a significant effect on Work-Life
Balance .
Workload has an effect of
0.815 on Work-Life Balance . TStatistic obtained is 10.224 and P value is
0.000 (p ≤ 1.96). Based on
the results of hypothesis testing using SmartPLS, it gives an
output that Workload will have
a significant effect on Work-Life Balance.
CONCLUSION
This study shows that quality
work life, employee burnout, and workload affect the work-life balance
of employees in the city of
Surabaya who are currently/have been working
from home during the Covid-19 pandemic. It is
assumed that the significant influence of work
life given by the company
affects the balance of personal life and work
life because the company's strategies
in dealing with work from home
are new and employees must adapt quickly. The significant effect of employee fatigue
in doing work from home causes
employees to find it difficult
to balance work life and
work life. The concentration of employees will be increasingly difficult because working at home
causes a big distraction for employees and causes
fatigue, especially for employees who
are already married. While the significance
of this workload
in doing work from home causes
employees to feel too much
workload in working from home conditions
and it is
difficult to balance personal life and work life.
Likewise, the burden of adapting
to new technologies
to support their performance at home
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