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All Journal Al-Kharaj: Journal of Islamic Economic and Business
Vindy Widia Agustianis
Unknown Affiliation
Economics, Econometrics & Finance

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The Role of Job Satisfaction in Mediating Between Work Life Balance and Employee Well Being on Employee Performance at PT Petrosea Vindy Widia Agustianis; Djoko Soelistya; Mog. Agung Surianto
Al-Kharaj: Journal of Islamic Economic and Business Vol. 6 No. 3 (2024): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v6i3.6429

Abstract

This study uses a quantitative method, with a sample of 167 respondents analyzed through the SmartPLS program. The findings are as follows: (1) work-life balance has a direct effect on employee performance; (2) employee well-being has a direct effect on employee performance; (3) work-life balance has a direct effect on job satisfaction; (4) employee well-being has a direct effect on job satisfaction; (5) job satisfaction has a direct effect on employee performance; (6) job satisfaction is not needed as a mediator, as the direct effect of work-life balance is more dominant than the indirect effect, indicating partial mediation; and (7) job satisfaction is also not needed as a mediator, as the direct effect of employee well-being is more dominant than the indirect effect.
The Role of Job Satisfaction in Mediating Between Work Life Balance and Employee Well Being on Employee Performance at PT Petrosea Vindy Widia Agustianis; Djoko Soelistya; Mog. Agung Surianto
Al-Kharaj: Journal of Islamic Economic and Business Vol. 6 No. 3 (2024): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v6i3.6429

Abstract

This study uses a quantitative method, with a sample of 167 respondents analyzed through the SmartPLS program. The findings are as follows: (1) work-life balance has a direct effect on employee performance; (2) employee well-being has a direct effect on employee performance; (3) work-life balance has a direct effect on job satisfaction; (4) employee well-being has a direct effect on job satisfaction; (5) job satisfaction has a direct effect on employee performance; (6) job satisfaction is not needed as a mediator, as the direct effect of work-life balance is more dominant than the indirect effect, indicating partial mediation; and (7) job satisfaction is also not needed as a mediator, as the direct effect of employee well-being is more dominant than the indirect effect.
Co-Authors Mog. Agung Surianto