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All Journal Economics and Business Journal IJHABS
Entong, Andi
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Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Law, Crime, Criminology & Criminal Justice Library & Information Science

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Employees Perception of Work-Life Balance Implementation in a Hybrid Work Environment Ishak, Andi Dorawati; Entong, Andi Ellyanti; Entong, Andi; Haris, Andi Tenri Lawa Putri Lanrang
Economics and Business Journal (ECBIS) Vol. 3 No. 2 (2025): January
Publisher : Economics and Business Journal (ECBIS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47353/ecbis.v3i2.178

Abstract

This study examines employees' perceptions of work-life balance implementation in a hybrid work environment, a model that has gained popularity in the post-COVID-19 era. Hybrid work arrangements offer flexibility by allowing employees to alternate between remote and office-based work, providing opportunities to balance professional and personal responsibilities. However, the blurred boundaries between work and personal life in a hybrid setting can create challenges, such as overworking, interruptions during personal time, and social isolation. Using a qualitative approach, this study explores the experiences, challenges, and factors influencing work-life balance in hybrid work environments. Data were collected through semi-structured interviews and focus group discussions with employees from various sectors. The findings reveal that while hybrid work promotes flexibility and autonomy, it also increases the risk of stress and burnout due to a lack of clear boundaries and insufficient organizational support. Factors such as flexible scheduling, supportive leadership, and access to user-friendly digital tools were identified as enablers of work-life balance. This research highlights the dual impact of hybrid work on work-life balance and emphasizes the need for clear organizational policies, leadership training, and technological support to ensure employee well-being. The findings provide actionable recommendations for organizations to optimize hybrid work practices.
The Influence of Recruitment Process, Performance Appraisal and Career Development on Expatriate Adaptation A. Rahman, Fatmawati; Dorawati, Andi; Entong, Andi; Entong, Andi Ellyanti
International Humanity Advance, Business & Sciences Vol 2 No 3 (2025): January
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v2i3.404

Abstract

This study aims to analyze the effect of human resource management functions, namely recruitment, performance appraisal, and career development, on expatriates' adjustment in the new work environment. In the context of increasing globalization, many companies send their employees to work abroad, making adaptation to new cultures and work systems crucial to their success. Qualitative research methods were used with in-depth interviews with an Indonesian expatriate working in Romania as a room attendant. The results showed that mental readiness and social support from local coworkers play an important role in cultural, social, and occupational adjustment. Recruitment processes that consider the cultural readiness of potential expatriates have been shown to reduce the risk of adjustment failure, while structured performance appraisals provide constructive feedback to help expatriates understand company expectations. In addition, planned career development can improve expatriates' motivation and performance, although language barriers and less modern managerial systems in destination countries are major challenges in their career development. The conclusion of this study emphasizes the need for a holistic approach in supporting the success of the migrant workforce, including pre-departure training, continuous performance evaluation, and inclusive social support. Thus, companies are expected to design more effective strategies to facilitate expatriates' adjustment and improve their performance in the new work environment.
Co-Authors A. Rahman, Fatmawati Andi Dorawati Entong, Andi Ellyanti Haris, Andi Tenri Lawa Putri Lanrang Ishak, Andi Dorawati