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Mengeksplorasi Hubungan Orientasi Pembelajaran, Persepsi Dukungan Organisasi, dan Perilaku Kerja Inovatif pada Karyawan Management Trainees: Exploring the Relationship between Learning Orientation, Perceived Organizational Support, and Innovative Work Behavior on Management Trainees Resta Maharani Adila Putri; Aditya Nanda Priyatama; Pratista Arya Satwika
Jurnal Psikologi Teori dan Terapan Vol. 12 No. 1 (2021)
Publisher : Universitas Negeri Surabaya

Companies must prepare their workers so they can have a competitive advantage in order to face the industrial revolution 4.0 by increasing innovative work behavior. Innovative work behavior is influenced by internal and external factors, two of which are learning orientation and perceived organizational support. However, there are only few studies that examine the relationships of internal and external factors together with innovative work behavior. The purpose of this study was to explore the relationships between learning orientation, perceived organizational support, and innovative work behavior on management trainees in a state-owned construction company. A sample of 91 respondents were selected using a simple random sampling. Data were collected using the scales of innovative work behavior, learning orientation, and perceived organizational support, and analyzed using multiple linear regression. The results show that there is a positive significant correlation between learning orientation, perceived organizational support, and innovative work behavior simultaniously. The positive and significant correlation is also found in the partial relationships between learning orientation and innovative work behavior, as well as between perceived organizational support and innovative work behavior. Keywords: Innovative work behavior, learning orientation, organizational support Abstrak: Perusahaan harus mempersiapkan pekerjanya agar dapat memiliki keunggulan kompetitif untuk menghadapi revolusi industri 4.0 dengan meningkatkan perilaku kerja inovatif. Perilaku kerja inovatif dipengaruhi oleh faktor internal dan eksternal, dua diantaranya adalah orientasi pembelajaran dan persepsi dukungan organisasi. Namun masih sedikit penelitian yang meneliti hubungan faktor internal dan eksternal secara bersama-sama dengan perilaku kerja inovatif. Penelitian ini bertujuan untuk mengetahui hubungan antara orientasi pembelajaran dan persepsi dukungan organisasi dengan perilaku kerja inovatif pada karyawan management trainee di sebuah perusahaan pemerintah bidang konstruksi. Sampel penelitian berjumlah 91 karyawan yang diseleksi menggunakan simple random sampling. Data dikumpulkan menggunakan skala perilaku kerja inovatif, orientasi pembelajaran, dan persepsi dukungan organisasi, dan dianalisis menggunakan regresi linear berganda. Hasil penelitian menunjukkan terdapat hubungan signifikan antara orientasi pembelajaran dan persepsi dukungan organisasi dengan perilaku kerja inovatif. Hasil analisis juga menunjukkan bahwa terdapat hubungan positif signifikan baik antara orientasi pembelajaran dengan perilaku kerja inovatif, maupun antara persepsi dukungan organisasi dengan perilaku kerja inovatif.

Peran Kepemimpinan Autentik dan Person-Job Fit terhadap Turnover Intention pada Karyawan Generasi Z Andrey Afandi; Bagus Wicaksono; Pratista Arya Satwika
Jurnal Psikologi Teori dan Terapan Vol. 13 No. 3 (2022): Jurnal Psikologi Teori dan Terapan
Publisher : Universitas Negeri Surabaya

Human resources are an important element in the company to achieve the company's vision and mission. Companies must be able to pay attention to the needs of employees properly, otherwise employees will choose to leave the company or have turnover intentions. Generation z, which is the newest generation in the company today, has a tendency to want to leave work within three months. Preliminary studies show the results that the ratio of the turnover percentage of generation z employees is higher than employees other than generation z. This study aims to determine the relationship between authentic leadership and person-job fit with turnover intention in Generation Z employees. Employees who work under the direction of authentic leaders enjoy their work more and feel more satisfied with the atmosphere in their organization. In addition, the suitability of the employee's ability to the demands of the job also has an effect on employee turnover intention. The sample of this research is 93 employees of generation z structural sewing in a textile company. The study was analyzed using multiple regression analysis techniques. The research instruments used in this study were the turnover intention scale, the authentic leadership scale, and the person-job fit scale. The results showed that there was a significant relationship between authentic leadership and person-job fit with turnover intention (p<0.05), and partially showed that there was no relationship between authentic leadership and turnover intention (p>0.05). Then the next results showed a significant relationship between person-job fit and turnover intention (p <0.05). Perusahaan harus bisa memperhatikan kebutuhan karyawandengan baik, jika tidak karyawan akan memilih untukmeninggalkan perusahaan atau turnover intention. Generasi zyang menjadi angkatan terbaru di perusahaan saat ini,memiliki kecenderungan ingin meninggalkan pekerjaandalam waktu tiga bulan. Studi pendahuluan menunjukkanhasil bahwa perbandingan persentase turnover karyawangenerasi z lebih tinggi daripada karyawan selain generasi z.Penelitian ini bertujuan untuk menganalisis hubungan antarakepemimpinan autentik dan person-job fit dengan turnoverintention pada karyawan generasi z. Sampel penelitian iniadalah 93 karyawan generasi z bagian struktural sewing disebuah perusahaan tekstil. Penelitian dianalisis menggunakanteknik analisis regresi berganda. Instrumen penelitian yangdigunakan dalam penelitian ini adalah skala turnoverintention, skala kepemimpinan autentik, dan skala person-jobfit. Hasil penelitian menunjukan ada hubungan signifikanantara kepemimpinan autentik dan person-job fit denganturnover intention (p<0,05), dan secara parsial menunjukanbahwa tidak ada hubungan antara kepemimpinan autentikdengan turnover intention (p>0,05). Kemudian hasilselanjutnya menunjukan hasil yang hubungan signifikanantara person-job fit dengan turnover intention (p<0,05).Kecocokan antara kemampuan karyawan dengan tuntutanpekerjaan membuat karyawan memiliki keterlibatan kerjayang tinggi. Selain itu, pemimpin dengan gaya autentik dapatmelibatkan karyawan generasi z dalam pekerjaan danmendengarkan ide-ide karyawan sebelum mengambilkeputusan. Namun, banyak karyawan generasi z memilihbekerja dalam tim karena mereka dapat mengembangkan diridan mendapatkan pengakuan, sehingga pemimpin autentiktidak memiliki peran yang tinggi terhadap turnover intentionkaryawan generasi z secara parsial.

Difficulties in Emotion Regulation and Optimistic Bias in Young Drivers’ Risky Driving Behaviors Nesya Adira; Machmuroch Machmuroch; Pratista Arya Satwika
Gadjah Mada Journal of Psychology (GamaJoP) Vol 8, No 1 (2022)
Publisher : Faculty of Psychology, Universitas Gadjah Mada

Risky driving behavior is the most dominant human error among young novice drivers. This research's objective was to find the correlation between difficulties in emotion regulation and optimistic bias towards risky driving behavior of teenagers. Sample was Senior High School students from grade 10 to 11 S who drove private vehicles on a daily basis (N=160). Instruments used were modified Behavior of Young Novice Drivers' Scale (BYNDS), modified Difficulties in Emotion Regulation Scale (DERS) and optimistic bias scale. Hypotheses were tested using multiple regression analysis. Results showed that there was a positive and significant correlation between difficulties in emotion regulation and optimistic bias towards risky driving behavior (F (2, 157) = 47.846; p < .01). Bigger contribution was found on difficulties in emotion regulation, indicating that teenagers while driving, relied more on their emotion regulation abilities than their awareness of driving risks.

Kinerja Karyawan Berdasarkan Keterbukaan terhadap Pengalaman, Organizational Citizenship Behavior dan Budaya Organisasi Pratista Arya Satwika; Fathul Himam
Jurnal Psikologi Vol 41, No 2 (2014)
Publisher : Faculty of Psychology, Universitas Gadjah Mada

Globalization era demands high organization’s performance to survive. There are some human resource problems in Indonesia that indirectly influence individuals’ performance in the organization. This research aimed to determine openness to experience, organiza¬tional citizenship behavior (OCB) and employee-oriented organizational culture as employee per-formance predictor. Ths was a field study that used a quantitative methodology. A questionnaire was used to collect data about open¬ness to experience, organizational citizenship behavior, employee-oriented organizational culture, and employee performance. Hypothesis test done with regression analysis toward 166 respondents resulted in the value of F=52,971 (p

HUBUNGAN ANTARA LEADER-MEMBER EXCHANGE DENGAN PERILAKU KERJA INOVATIF: STUDI PADA ANGGOTA ORGANISASI DENGAN PEMIMPIN PEREMPUAN Alfi Mufidah; Pratista Arya Satwika; Rafika Nur Kusumawati
Psyche: Jurnal Psikologi Vol 4, No 2 (2022)
Publisher : Universitas Muhammadiyah Lampung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36269/psyche.v4i2.766

ABSTRACTThis study aims to determine the relationship between leader-member exchange and innovative work behavior among organizational members who led by female leaders. The sample in this study were 62 members of the non-government organization Gajahlahkesehatan.id. The sampling technique used in this research is simple random sampling. The instruments used were the innovative work behavior scale (r=0,953) and the leader-member exchange scale (r=0,944). Based on the results of data analysis using the product-moment correlation method from Pearson, the correlation coefficient (r) obtained is 0,292 with a significance level (p) < 0.05, which is 0,021. The research hypothesis is accepted, namely that there is a relationship between leader-member exchange and innovative work behavior among organizational members who led by female leadersKeywords: Leader-Member Exchange, Non-government Organization, Innovative Work Behavior.ABSTRAKPenelitian ini bertujuan untuk mengetahui hubungan antara leader-member exchange dengan perilaku kerja inovatif pada anggota organisasi dengan pemimpin perempuan. Sampel pada penelitian ini adalah 62 anggota non-government organization Gajahlahkebersihan.id. Teknik pengambilan sampel yang digunakan adalah simple random sampling. Instrumen yang digunakan adalah skala perilaku kerja inovatif (r=0,953) dan skala leader-member exchange (r=0,944). Berdasarkan hasil analisis data menggunakan metode korelasi product-moment dari Pearson, nilai koefisien korelasi (r) yang didapatkan adalah sebesar 0,292 dengan taraf signifikansi (p) < 0,05 yaitu sebesar 0,021. Hipotesis penelitian diterima, yaitu terdapat hubungan antara leader-member exchange dengan perilaku kerja inovatif pada anggota organisasi dengan pemimpin perempuan. Kata kunci: Leader-Member Exchange, Non-Government Organization, Perilaku Kerja Inovatif.

Pendidikan Karakter dan Kecurangan Akademik pada Mahasiswa Yudi Ariana; Pratista Arya Satwika
JURNAL PSIKOLOGI MANDALA Vol 6, No 2 (2022): JURNAL PSIKOLOGI MANDALA
Publisher : Universitas Dhyana Pura

Show Abstract | Download Original | Original Source | Check in Google Scholar

Artikel ini menguraikan keterkaitan antara pendidikan karakter dan nilai-nilai yang didengungkan sebagai lima nilai utama yaitu gotong royong, religiusitas, integritas, kemandirian, serta nasionalisme dengan pengaruhnya terhadap kecurangan akademik, terutama pada mahasiswa. Penelitian ini tergolong penelitian kepustakaan dengan buku-buku, jurnal, dan situs-situs internet sebagai sumber data. Berdasarkan hasil studi yang dilakukan, terdapat keterkaitan antara nilai-nilai dalam pendidikan karakter yang digagas oleh pemerintah dengan kecurangan akademik yang dilakukan. Nilai religius menanamkan ketaatan, kejujuran dan tanggung jawab yang nantinya membuat mahasiswa terhindar dari kecurangan akademik. Demikian pula dengan nilai integritas yang ketika dimiliki oleh mahasiswa akan mewujudkan sikap tanggung jawab dan kesetiaan pada nilai kemanusiaan dan moral. Selain itu, ketika mahasiswa memiliki nilai mandiri dalam dirinya maka akan cenderung menghindari ketergantungan dengan orang lain terutama ketika hal tersebut tidak sesuai dengan nilai kebenaran. Nilai kebenaran yang ditempatkan untuk kepentingan yang lebih luas bukan keuntungannya pribadi seperti yang tercantum pada nilai nasionalisme dan gotong royong akan menggerakkan perilaku mahasiswa untuk menghindari kecurangan akademik walaupun ada kesempatan.Kata Kunci: Kecurangan Akademik, Pendidikan Karakter, Mahasiswa

Pendidikan Karakter dan Kecurangan Akademik pada Mahasiswa Yudi Ariana; Pratista Arya Satwika
JURNAL PSIKOLOGI MANDALA Vol. 6 No. 2 (2022): JURNAL PSIKOLOGI MANDALA
Publisher : Universitas Dhyana Pura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36002/jpm.v6i2.2128

Artikel ini menguraikan keterkaitan antara pendidikan karakter dan nilai-nilai yang didengungkan sebagai lima nilai utama yaitu gotong royong, religiusitas, integritas, kemandirian, serta nasionalisme dengan pengaruhnya terhadap kecurangan akademik, terutama pada mahasiswa. Penelitian ini tergolong penelitian kepustakaan dengan buku-buku, jurnal, dan situs-situs internet sebagai sumber data. Berdasarkan hasil studi yang dilakukan, terdapat keterkaitan antara nilai-nilai dalam pendidikan karakter yang digagas oleh pemerintah dengan kecurangan akademik yang dilakukan. Nilai religius menanamkan ketaatan, kejujuran dan tanggung jawab yang nantinya membuat mahasiswa terhindar dari kecurangan akademik. Demikian pula dengan nilai integritas yang ketika dimiliki oleh mahasiswa akan mewujudkan sikap tanggung jawab dan kesetiaan pada nilai kemanusiaan dan moral. Selain itu, ketika mahasiswa memiliki nilai mandiri dalam dirinya maka akan cenderung menghindari ketergantungan dengan orang lain terutama ketika hal tersebut tidak sesuai dengan nilai kebenaran. Nilai kebenaran yang ditempatkan untuk kepentingan yang lebih luas bukan keuntungannya pribadi seperti yang tercantum pada nilai nasionalisme dan gotong royong akan menggerakkan perilaku mahasiswa untuk menghindari kecurangan akademik walaupun ada kesempatan.Kata Kunci: Kecurangan Akademik, Pendidikan Karakter, Mahasiswa

Pengembangan Buku Saku: Pendampingan Orang Tua untuk Optimalisasi Perkembangan Bahasa Anak Usia Dini di Era Digital Desni Yuniarni; Halida Halida; Annisa Amalia; Novia Solichah; Pratista Arya Satwika
Jurnal Obsesi : Jurnal Pendidikan Anak Usia Dini Vol 7, No 5 (2023)
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/obsesi.v7i5.5306

Orang tua perlu mengetahui bagaimana memanfaatkan teknologi tersebut agar memberikan dampak positif bagi perkembangan bahasa anaknya. Tujuan dalam penelitian ini adalah mengembangkan buku saku untuk orang tua tentang pendampingan anak dalam mengoptimalkan aspek perkembangan bahasanya di era digital. Model pengembangan yang digunakan adalah 4D yaitu define, design, develop, dan disseminate yang diadaptasikan menjadi 4P yaitu pendefinisian, perancangan, pengembangan, dan penyebaran. Subjeknya adalah 10 orang tua di kota Pontianak, sumber data berasal dari 20 guru Pendidikan Anak Usia Dini serta melibatkan para psikolog yang bekerja di PAUD dan dosen PG-PAUD untuk mendapatkan data validasi ahli materi dan validasi ahli media. Metode yang digunakan wawancara dan angket dengan teknik analisis data analisis deskriptif kualitatif dan kuantitatif. Hasil penelitian menunjukkan buku saku ini layak digunakan setelah mendapatkan masukan dari subjek penelitian maupun validator ahli materi dan ahli media.

Big Five dan Kesiapan Belajar Mandiri Mahasiswa pada masa Pandemi COVID-19 Pratista Arya Satwika; Yudi Ariana Ariana; Fika Anggawati
Jurnal Ilmiah Psikologi MIND SET Vol 13 No 01 (2022): Juni
Publisher : Fakultas Psikologi Universitas Pancasila

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35814/mind set.v13i01.2747

This study aims to analyze the influence of the Big Five personality dimensions on students' self-directed learning readiness during the COVID-19 pandemic. A total of 218 students who are running online learning are the subjects of this research. Data were collected using the Self-Directed Learning Readiness scale and the Big Five scale. Based on the results of the regression analysis, it is known that the five personality dimensions in the Big Five have a significant role in students' self-directed learning readiness during the COVID-19 pandemic. The five dimensions of the Big Five together contributed 58.7% to students' self-directed learning readiness during the Covid-19 pandemic. In addition, it was also found that partially conscientiousness personality is the variable that can most influence students' self-directed learning readiness, followed by openness to experience and agreeableness personality in the next order in influencing students' self-directed learning readiness during the Covid-19 pandemic. Meanwhile, the other two Big Five personality dimensions, neuroticism and extraversion, did not significantly affect students' self-directed learning readiness.

Fleksibilitas dan burnout karyawan pasca pandemi COVID-19: Menguji peran mediasi keseimbangan kehidupan kerja: Employee flexibility and burnout post COVID-19 pandemic: Testing the mediating role of work-life balance Setyaningsih, Sekar Hayu; Satwika, Pratista Arya
Persona:Jurnal Psikologi Indonesia Vol. 13 No. 1 (2024): Juni
Publisher : Faculty of Psychology Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30996/persona.v13i1.10075

The transition of work systems from WFH to WFO to establish the new normal after COVID-19 has led to excessive workload, resulting in prolonged fatigue and stress symptoms for employees. This research aims to examine the influence of work-life balance as a mediator in the influence between flexibility and employee burnout. The measurement tools used in this study are the burnout scale (α=0.970), flexibility scale (α=0.82), and work-life balance scale (α=0.973). This research employs a quantitative method with participants consisting of employees working in Jakarta. Involving 104 research participants, this study utilizes a non-probability sampling technique with convenient online sampling. The research data is analyzed using the Process Macro for SPSS 3.0 by Hayes (2018). The results of this study state that flexibility and employee burnout are significantly affected by work-life balance. The implications of this study indicate that work-life balance plays an important role in the relationship between flexibility and burnout. Efforts to reduce employee burnout can be made by developing intervention programs related to understanding and skills in balancing employees' work lives. The transition of work systems from WFH to WFO to establish the new normal after COVID-19 has led to excessive workload, resulting in prolonged fatigue and stress symptoms for employees. This research aims to examine the influence of work-life balance as a mediator in the influence between flexibility and employee burnout. The measurement tools used in this study are the burnout scale (α=0.970), flexibility scale (α=0.82), and work-life balance scale (α=0.973). This research employs a quantitative method with participants consisting of employees working in Jakarta. Involving 104 research participants, this study utilizes a non-probability sampling technique with convenient online sampling. The research data is analyzed using the Process Macro for SPSS 3.0 by Hayes (2018). The results of this study state that flexibility and employee burnout are significantly affected by work-life balance. The implications of this study indicate that work-life balance plays an important role in the relationship between flexibility and burnout. Efforts to reduce employee burnout can be made by developing intervention programs related to understanding and skills in balancing employees' work lives. The transition of work systems from WFH to WFO to establish the new normal after COVID-19 has led to excessive workload, resulting in prolonged fatigue and stress symptoms for employees. This research aims to examine the influence of work-life balance as a mediator in the influence between flexibility and employee burnout. The measurement tools used in this study are the burnout scale (α=0.970), flexibility scale (α=0.82), and work-life balance scale (α=0.973). This research employs a quantitative method with participants consisting of employees working in Jakarta. Involving 104 research participants, this study utilizes a non-probability sampling technique with convenient online sampling. The research data is analyzed using the Process Macro for SPSS 3.0 by Hayes (2018). The results of this study state that flexibility and employee burnout are significantly affected by work-life balance. The implications of this study indicate that work-life balance plays an important role in the relationship between flexibility and burnout. Efforts to reduce employee burnout can be made by developing intervention programs related to understanding and skills in balancing employees' work lives. The transition of work systems from WFH to WFO to establish the new normal after COVID-19 has led to excessive workload, resulting in prolonged fatigue and stress symptoms for employees. This research aims to examine the influence of work-life balance as a mediator in the influence between flexibility and employee burnout. The measurement tools used in this study are the burnout scale (α=0.970), flexibility scale (α=0.82), and work-life balance scale (α=0.973). This research employs a quantitative method with participants consisting of employees working in Jakarta. Involving 104 research participants, this study utilizes a non-probability sampling technique with convenient online sampling. The research data is analyzed using the Process Macro for SPSS 3.0 by Hayes (2018). The results of this study state that flexibility and employee burnout are significantly affected by work-life balance. The implications of this study indicate that work-life balance plays an important role in the relationship between flexibility and burnout. Efforts to reduce employee burnout can be made by developing intervention programs related to understanding and skills in balancing employees' work lives. The transition of work systems from WFH to WFO to establish the new normal after COVID-19 has led to excessive workload, resulting in prolonged fatigue and stress symptoms for employees. This research aims to examine the influence of work-life balance as a mediator in the influence between flexibility and employee burnout. The measurement tools used in this study are the burnout scale (α=0.970), flexibility scale (α=0.82), and work-life balance scale (α=0.973). This research employs a quantitative method with participants consisting of employees working in Jakarta. Involving 104 research participants, this study utilizes a non-probability sampling technique with convenient online sampling. The research data is analyzed using the Process Macro for SPSS 3.0 by Hayes (2018). The results of this study state that flexibility and employee burnout are significantly affected by work-life balance. The implications of this study indicate that work-life balance plays an important role in the relationship between flexibility and burnout. Efforts to reduce employee burnout can be made by developing intervention programs related to understanding and skills in balancing employees' work lives. The transition of work systems from WFH to WFO to establish the new normal after COVID-19 has led to excessive workload, resulting in prolonged fatigue and stress symptoms for employees. This research aims to examine the influence of work-life balance as a mediator in the influence between flexibility and employee burnout. The measurement tools used in this study are the burnout scale (α=0.970), flexibility scale (α=0.82), and work-life balance scale (α=0.973). This research employs a quantitative method with participants consisting of employees working in Jakarta. Involving 104 research participants, this study utilizes a non-probability sampling technique with convenient online sampling. The research data is analyzed using the Process Macro for SPSS 3.0 by Hayes (2018). The results of this study state that flexibility and employee burnout are significantly affected by work-life balance. The implications of this study indicate that work-life balance plays an important role in the relationship between flexibility and burnout. Efforts to reduce employee burnout can be made by developing intervention programs related to understanding and skills in balancing employees' work lives. The transition of work systems from WFH to WFO to establish the new normal after COVID-19 has led to excessive workload, resulting in prolonged fatigue and stress symptoms for employees. This research aims to examine the influence of work-life balance as a mediator in the influence between flexibility and employee burnout. The measurement tools used in this study are the burnout scale (α=0.970), flexibility scale (α=0.82), and work-life balance scale (α=0.973). This research employs a quantitative method with participants consisting of employees working in Jakarta. Involving 104 research participants, this study utilizes a non-probability sampling technique with convenient online sampling. The research data is analyzed using the Process Macro for SPSS 3.0 by Hayes (2018). The results of this study state that flexibility and employee burnout are significantly affected by work-life balance. The implications of this study indicate that work-life balance plays an important role in the relationship between flexibility and burnout. Efforts to reduce employee burnout can be made by developing intervention programs related to understanding and skills in balancing employees' work lives. The transition of work systems from WFH to WFO to establish the new normal after COVID-19 has led to excessive workload, resulting in prolonged fatigue and stress symptoms for employees. This research aims to examine the influence of work-life balance as a mediator in the influence between flexibility and employee burnout. The measurement tools used in this study are the burnout scale (α=0.970), flexibility scale (α=0.82), and work-life balance scale (α=0.973). This research employs a quantitative method with participants consisting of employees working in Jakarta. Involving 104 research participants, this study utilizes a non-probability sampling technique with convenient online sampling. The research data is analyzed using the Process Macro for SPSS 3.0 by Hayes (2018). The results of this study state that flexibility and employee burnout are significantly affected by work-life balance. The implications of this study indicate that work-life balance plays an important role in the relationship between flexibility and burnout. Efforts to reduce employee burnout can be made by developing intervention programs related to understanding and skills in balancing employees' work lives. The transition of work systems from WFH to WFO to establish the new normal after COVID-19 has led to excessive workload, resulting in prolonged fatigue and stress symptoms for employees. This research aims to examine the influence of work-life balance as a mediator in the influence between flexibility and employee burnout. The measurement tools used in this study are the burnout scale (α=0.970), flexibility scale (α=0.82), and work-life balance scale (α=0.973). This research employs a quantitative method with participants consisting of employees working in Jakarta. Involving 104 research participants, this study utilizes a non-probability sampling technique with convenient online sampling. The research data is analyzed using the Process Macro for SPSS 3.0 by Hayes (2018). The results of this study state that flexibility and employee burnout are significantly affected by work-life balance. The implications of this study indicate that work-life balance plays an important role in the relationship between flexibility and burnout. Efforts to reduce employee burnout can be made by developing intervention programs related to understanding and skills in balancing employees' work lives. The transition of work systems from WFH to WFO to establish the new normal after COVID-19 has led to excessive workload, resulting in prolonged fatigue and stress symptoms for employees. This research aims to examine the influence of work-life balance as a mediator in the influence between flexibility and employee burnout. The measurement tools used in this study are the burnout scale (α=0.970), flexibility scale (α=0.82), and work-life balance scale (α=0.973). This research employs a quantitative method with participants consisting of employees working in Jakarta. Involving 104 research participants, this study utilizes a non-probability sampling technique with convenient online sampling. The research data is analyzed using the Process Macro for SPSS 3.0 by Hayes (2018). The results of this study state that flexibility and employee burnout are significantly affected by work-life balance. The implications of this study indicate that work-life balance plays an important role in the relationship between flexibility and burnout. Efforts to reduce employee burnout can be made by developing intervention programs related to understanding and skills in balancing employees' work lives.

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