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All Journal MANAJEMEN DEWANTARA Journal of Education and Teaching Learning Journal of Management Research and Studies
Muryati
Universitas Widya Gama Malang
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences Other

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The Effect of Work Conflict, Quality of Work Life on Employee Performance with Organizational Citizenship Behavior as a Mediation Variable Arief Lukman Hakim; Muryati; Adya Hermawati
Journal of Management Research and Studies Vol. 4 No. 1: January - June (2026)
Publisher : Optima Science

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Abstract

This study aims to analyze the influence of Work Conflict and Quality of Work Life on Employee Performance, with Organizational Citizenship Behavior (OCB) as a mediating variable. The study was conducted on civil servants at the Pasuruan City Regional Secretariat, with a population of all employees and a sample of 81 respondents using a saturated sampling technique. Data were analyzed using software .Smart Partial Least Square (PLS). The results of the analysis show that: (1) Work Conflict does not have a significant effect on Employee Performance, (2) Quality of Work Life also does not have a significant effect on Employee Performance, (3) Work Conflict does not have a significant effect on OCB, (4) Quality of Work Life contributes positively to increasing OCB, (5) strong OCB has a positive influence on employee performance, (6) work conflict does not have a significant influence on employee performance mediated by OCB, and (7) Quality of Work Lifeplays an important role in improving employee performance, with OCB as a mediator that strengthens the relationship. This study emphasizes the importance of Quality of Work Life in improving employee performance through OCB, although Work Conflict does not show a significant influence.
THE EFFECT OF WORK-LIFE BALANCE AND COMPETENCE ON EMPLOYEE PERFORMANCE, MEDIATED BY INTRINSIC MOTIVATION, AMONG EMPLOYEES IN THE GENERAL AFFAIRS DIVISION OF THE MADIUN CITY REGIONAL SECRETARIAT Dian Noervitasari; Rahayu Puji Suci; Choirum Rindah Istiqaroh; Muryati; Sodik
Journal of Education and Teaching Learning Vol.4 No.1 July (2026)
Publisher : PT MEDIA JURNAL DAN PENDIDIKAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59211/mjpjetl.v4i1.370

Abstract

This study aims to analyze the influence of work-life balance and competence on employee performance, with intrinsic motivation serving as a mediating variable, among employees of the General Affairs Division of the Regional Secretariat of Madiun City. The increasing complexity of administrative responsibilities, the growing implementation of technology in public services, and the need to maintain a balance between work and personal life require employees to possess adequate competencies and high intrinsic motivation to achieve optimal performance. However, several issues remain, including work-life imbalance, uneven employee competencies, and relatively low intrinsic motivation, all of which may affect employee performance.  This study employed a quantitative approach using an explanatory research design. The population consisted of all employees of the General Affairs Division of the Regional Secretariat of Madiun City. A census sampling technique was applied, in which all members of the population were included as research respondents. Data were collected through questionnaires using a Likert scale. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) to examine both the direct and indirect relationships among the research variables. The results indicate that work-life balance has a positive and significant effect on both employee performance and intrinsic motivation. Competence has a positive and significant effect on intrinsic motivation but does not have a significant direct effect on employee performance. Intrinsic motivation has a positive and significant effect on employee performance. Furthermore, intrinsic motivation significantly mediates the relationship between work-life balance and employee performance through partial mediation, and fully mediates the relationship between competence and employee performance through full mediation. These findings suggest that improving employee performance depends not only on enhancing competence and maintaining work-life balance but also on strengthening employees' intrinsic motivation.  
ANALISIS PENGARUH LINGKUNGAN KERJA DAN QUALITY OF WORK LIFE TERHADAP KINERJA PEGAWAI MELALUI MOTIVASI KERJA PADA PEGAWAI DINAS PENDIDIKAN PROVINSI JAWA TIMUR Ni Putu Wisria Devi; Muryati; Adya Hermawati; Bambang Winarto; Aji Suraji
MANAJEMEN DEWANTARA Vol 10 No 3 (2026): MANAJEMEN DEWANTARA
Publisher : Universitas Sarjanawiyata Tamansiswa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30738/md.v10i3.22893

Abstract

The success of public organizations in providing excellent services relies heavily on the quality of their human resources. However, the Education Office of East Java Province experienced fluctuations and performance declines during the 2023–2025 period, characterized by a decrease in Employee Performance Targets (SKP), declining attendance rates, and delays in administrative tasks due to dynamic workloads and bureaucratic burnout.This study aims to analyze and test the effect of Work Environment and Quality of Work Life on Employee Performance through Work Motivation as a mediating variable. This study applied a quantitative approach with causal associative methods. The research population was analyzed using a total sampling (census) technique, resulting in a final sample size of 30 employees at the Education Office of East Java Province. Primary data were collected through closed questionnaires with a 1–5 Likert scale, while secondary data were obtained from internal institutional SKP reports. Data analysis was performed using Structural Equation Modeling based on Partial Least Squares (PLS-SEM) via SmartPLS software. The fulfillment of quality of work life (QWL) cannot instantly boost performance unless it is fully transmitted into internal work motivation. The managerial implication suggests that institutional leaders should pivot annual budget allocations away from over-investing in physical renovations and shift toward strengthening non-physical, humanistic ecosystems, such as fair performance recognition systems, technical decision-making involvement, and transparent performance incentives
Co-Authors Adya Hermawati Aji Suraji Arief Lukman Hakim Bambang Winarto Choirum Rindah istiqaroh Dian Noervitasari Ni Putu Wisria Devi Rahayu Puji Suci Sodik