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All Journal BIP'S : Jurnal Bisnis Perspektif Indonesian Journal Economic Review (IJER)
Bachrudin Syahroni
Universitas Swadaya Gunung Jati
Economics, Econometrics & Finance

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The Influence of Work Life Balance and Job Satisfaction on Employee Retention PT Complete Selular Nur Aini Meiliza Fadilah; Bachrudin Syahroni; Moh. Yudi Mahadianto
BIP's JURNAL BISNIS PERSPEKTIF Vol. 18 No. 2 (2026): Juli
Publisher : Universitas Katolik Darma Cendika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37477/bip.v18i2.944

Abstract

This study aims to analyze the effect of work-life balance and job satisfaction on employee retention at PT Complete Selular, in response to the increasing concern of employee turnover and the need to identify key factors influencing employees’ intention to remain in the organization. This research employs a quantitative approach using Partial Least Squares Structural Equation Modeling (PLS-SEM) with data collected from 110 employees who meet the predetermined criteria. The results reveal that both work-life balance and job satisfaction have a significant effect on employee retention, with a high explanatory power indicated by an R-square value of 0.891, suggesting that 89.1% of the variance in employee retention is explained by the model. Specifically, work-life balance has a positive and significant effect (β = 0.313; p < 0.05), indicating that employees who are able to balance their professional and personal lives tend to have a higher intention to stay. Meanwhile, job satisfaction demonstrates a stronger and highly significant influence (β = 0.643; p < 0.001), making it the dominant factor affecting retention. These findings suggest that while work-life balance contributes to improving employees’ psychological well-being, job satisfaction plays a more critical role in determining retention decisions. Therefore, organizations are encouraged to adopt an integrated strategy by enhancing job satisfaction through supportive work environments, fair compensation, and effective management practices, while simultaneously maintaining work-life balance initiatives. This study contributes to the literature by providing empirical evidence from the Indonesian telecommunication distribution sector and offers practical implications for improving employee retention in similar organizational contexts.
Transparency, Algorithmic Fairness, and Employee Performance in AI-Based HR: The Moderating Role of Trust in Management Muhammad Irvan; Bachrudin Syahroni; Moh. Yudi Mahadianto
Indonesian Journal Economic Review (IJER) Vol. 6 No. 1 (2026): March
Publisher : Divisi Riset, Lembaga Mitra Solusi Teknologi Informasi (L-MSTI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59431/ijer.v6i1.729

Abstract

This study examines how perceived transparency and algorithmic fairness in AI-based human resource (HR) practices relate to employee performance, and whether trust in management moderates these relationships. Data were collected through a quantitative cross-sectional survey of 152 employees from Indonesian service organizations using AI-enabled tools in HR decision processes, and analyzed using partial least squares structural equation modeling (PLS-SEM) with bootstrapping. The results show that perceived algorithmic fairness and trust in management have positive and significant relationships with employee performance, whereas perceived transparency does not have a significant direct effect. Trust in management also strengthens the positive relationship between perceived algorithmic fairness and employee performance, but does not significantly moderate the relationship between perceived transparency and employee performance. These findings suggest that organizations seeking performance benefits from AI-based HR should prioritize fairness governance and trust-building managerial practices, while designing transparency as meaningful, employee-relevant explanations rather than merely technical disclosure.
The Influence of Work-Life Balance and Organizational Support on Organizational Citizenship Behavior: Moderated by Burnout Faisal Putra Arafat; Bachrudin Syahroni; Moh. Yudi Mahadianto
Indonesian Journal Economic Review (IJER) Vol. 6 No. 1 (2026): March
Publisher : Divisi Riset, Lembaga Mitra Solusi Teknologi Informasi (L-MSTI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59431/ijer.v6i1.732

Abstract

This study examines the effects of work-life balance (WLB) and perceived organizational support (POS) on organizational citizenship behavior (OCB), with burnout as a moderating variable. Using a quantitative cross-sectional design, data were collected through a questionnaire survey of 150 service-sector employees in Jakarta, Bekasi, and Tangerang and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings show that WLB and POS have significant positive effects on OCB, whereas burnout has a significant negative effect. Burnout also significantly weakens the positive effects of WLB and POS on OCB, indicating that employees are less likely to engage in extra-role behavior when they experience higher levels of exhaustion. The model demonstrates strong explanatory power (R² = 0.842). These findings suggest that organizations should strengthen work-life balance practices, enhance organizational support, and implement structured burnout prevention strategies to sustain employees’ extra-role behavior.
Co-Authors Faisal Putra Arafat Moh Yudi Mahadianto Muhammad Irvan Nur Aini Meiliza Fadilah