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All Journal Value Added: Majalah Ekonomi & Bisnis JURNAL MANAJEMEN MOTIVASI JURNAL PENDIDIKAN TAMBUSAI International Journal of Management Science and Information Technology (IJMSIT) COMSERVA: Jurnal Penelitian dan Pengabdian Masyarakat Research Horizon International Conference on Economics, Management, Business, and Accounting
Sjahirul Alim, Muchammad Rully
Program Studi Manajemen, Fakultas Ekonomi, Universitas Muhammadiyah Semarang
Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Social Sciences

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The Effect of Work-Life Balance and Job Stress on Turnover Intention among Working Students in Semarang City Indarti , Arum; Sjahirul Alim, Muchammad Rully
JURNAL MANAJEMEN MOTIVASI Vol 22 No 2 (2026): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v22i2.9334

Abstract

This study analyses the effects of work-life balance and job stress on turnover intention among working students in Semarang City. A quantitative approach was used, with 105 respondents selected by purposive sampling and data collected through a five-point Likert questionnaire and analysed using PLS-SEM in SmartPLS 4. Job stress has a positive and significant effect on turnover intention, consistent with the hypothesis. Work-life balance also shows a positive and significant coefficient, which runs counter to the hypothesised negative direction, so that hypothesis is not supported. Together the two variables explain 67.9 per cent of the variance in turnover intention.
The Role of Flexible Work Arrangement on Employee Performance Gen Z Indonesia Through Work Engagement and Psychology Well-Being Muhamad Reza Pahlevi; Firdaus Firdaus; Edy Purwanto; Muchammad Rully Sjahirul Alim; Annisa Fajri
International Journal of Management Science and Information Technology Vol. 6 No. 2 (2026): July - December 2026
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v6i2.8195

Abstract

Flexible Work Arrangements have become an important human resource strategy for improving employee performance, particularly among Generation Z employees who value flexibility, autonomy, and work–life balance. This study examines the effects of Flexible Work Arrangements on Employee Performance among Generation Z employees in Indonesia, with Work Engagement and Psychological Well-Being examined as potential mediating variables. A quantitative explanatory research design was employed using a survey of 136 Generation Z employees selected through purposive sampling. Data were collected through an online questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.1. The measurement model demonstrated satisfactory reliability and validity, with all constructs meeting the recommended criteria for Cronbach's Alpha, Composite Reliability, Average Variance Extracted, and discriminant validity. The structural model revealed that Flexible Work Arrangements significantly and positively influence Work Engagement (β = 0.333; p < 0.001), Psychological Well-Being (β = 0.321; p < 0.001), and Employee Performance (β = 0.219; p = 0.019). Furthermore, Work Engagement (β = 0.285; p = 0.030) and Psychological Well-Being (β = 0.217; p = 0.048) significantly enhance Employee Performance. However, neither Work Engagement nor Psychological Well-Being significantly mediates the relationship between Flexible Work Arrangements and Employee Performance, suggesting that the performance benefits of flexibility may operate more directly rather than primarily through these psychological mechanisms. The findings extend the Job Demands–Resources Theory and Self-Determination Theory by highlighting Flexible Work Arrangements as a direct organizational resource for improving employee performance among Generation Z. Practically, organizations should design flexible work policies that provide employees with greater autonomy while maintaining clear performance expectations, effective managerial support, communication, and appropriate performance management systems to optimize both employee productivity and well-being in the digital workplace.
Co-Authors Abdul Rahman Alma Aulia Sari Ana soraya Annisa Fajri Desy Yuli Aryani Desy Yuli Aryani, Desy Yuli Edy Purwanto Edy Purwanto Ely Sulistiyowati Firdaus Firdaus Fitri Suprapti G. Gunawan Gyda Leilani Zaneta Indarti , Arum Kholid Mawardi Kholid Mawardi Muhamad Reza Pahlevi Salma Ida, Luluk Salsabila, Kinanti Faradita Sulistiyowati, Ely Suprapti, Fitri Zami, Imel Nabila Zam