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Jamal Abdul Nasir
Universitas Gajayana, Malang, Indonesia
Economics, Econometrics & Finance

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The Effect of Work-Life Balance, Employee Engagement, and Organizational Commitment on Employee Performance with Job Satisfaction as an Intervening Variable at PT PLN UP3 West Surabaya Adi Heriyanto; Jamal Abdul Nasir; Kohar Adi Setya
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.9053

Abstract

The post-pandemic work environment in high-demand sectors like public utilities has intensified the focus on employee psychological well-being as a key performance driver. This study investigates the complex interplay between Work-Life Balance (WLB), Employee Engagement, and Organizational Commitment on Employee Performance, with Job Satisfaction as an intervening variable, at PT PLN UP3 West Surabaya. Using a quantitative approach, data were collected through a census of all 85 permanent employees and analyzed with Partial Least Squares Structural Equation Modeling (PLS-SEM). The results confirm that WLB, Employee Engagement, and Organizational Commitment have a significant positive direct effect on both Job Satisfaction and Employee Performance. Furthermore, Job Satisfaction significantly mediates these relationships partially. The study concludes that cultivating these psychological factors is crucial for enhancing performance, offering a validated holistic model grounded in Positive Psychology Theory (PERMA) that provides actionable insights for human resource management in the utility sector
The Effect of Job Mutation, Work Rotation on Performance with Job Satisfaction as an Intervening Variable in PLN UP3 Situbondo Hotber Joy Hamonangan Sitanggang; Sugeng Mulyono; Jamal Abdul Nasir
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i1.9510

Abstract

In the competitive global economy, optimizing human resource performance is crucial. Organizations frequently utilize job transfer and rotation policies to enhance adaptability and skills, yet their impact on employee performance remains inconsistent and warrants deeper investigation. This study aims to analyze the direct effects of job transfer and job rotation on employee performance, as well as their indirect effects through the intervening variable of job satisfaction at PT PLN UP3 Situbondo. A quantitative explanatory approach was employed, using a total sampling technique of 79 permanent employees. Data was collected via questionnaire and analyzed using Structural Equation Modeling (SEM) with the SmartPLS application. The results indicate that both job transfer and job rotation have a significant positive direct effect on employee performance. Furthermore, both variables also positively influence job satisfaction, which in turn significantly enhances performance. Importantly, job satisfaction is proven to act as a partial mediating variable in the relationship between both HR practices and employee performance. These findings emphasize the critical role of strategic implementation of transfer and rotation, supported by measures to increase job satisfaction, for improving overall employee productivity
Co-Authors Adi Heriyanto Hotber Joy Hamonangan Sitanggang Kohar Adi Setya Sugeng Mulyono