Pengaruh Work-Life Balance dan Work Engagement terhadap Kinerja Karyawan Divisi XYZ Kantor Pusat Bank BJB
DOI:
https://doi.org/10.31539/ww1bbq13Abstract
This study aims to determine the conditions of work-life balance, work engagement, and employee performance and to analyze the influence of work-life balance and work engagement on employee performance at the XYZ Division of Bank BJB Head Office, both partially and simultaneously. The research method used was a quantitative approach with descriptive and associative methods. Data were collected through a questionnaire involving 52 employees with a minimum of two years of service and a performance assessment by one division leader, supported by interviews and documentation. Data analysis was performed using validity, reliability, classical assumptions, multiple linear regression, t-test, F-test, and coefficient of determination tests using SPSS 22.0. The results showed that work-life balance was in the sufficient category, work engagement was in the moderate category, and employee performance was in the sufficient category. Partially, work-life balance had a positive and significant effect on employee performance with a significance value of 0.033, while work engagement also had a positive and significant effect with a significance value of 0.031. Simultaneously, work-life balance and work engagement had a significant effect on employee performance with a significance value of 0.005. The coefficient of determination of 19.7% indicates that these two variables explain 19.7% of the variation in employee performance, while the remaining 80.3% is influenced by factors outside the study. The conclusion of this study is that work-life balance and work engagement, both partially and simultaneously, have a positive effect on employee performance at the XYZ Division of Bank BJB Head Office.
Keywords: Employee Performance, Work Engagement, Work-Life Balance, Human Resources
References
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
Fisher, G. G., Bulger, C. A., & Smith, C. S. (2009). Beyond work and family: A measure of work/nonwork interference and enhancement. Journal of Occupational Health Psychology, 14(4), 441–456. https://doi.org/10.1037/a0016737
Hasibuan, M. S. P. (2018). Manajemen sumber daya manusia (Edisi revisi, Cetakan ke-22). Jakarta: PT Bumi Aksara.
Irwandi, F. Y., & Sanjaya, A. (2022). Pengaruh work-life balance dan work engagement terhadap kinerja karyawan melalui kepuasan kerja (Studi pada Bankaltimtara Syariah Cabang Jl. A. Yani Samarinda). Journal of Business Management Education, 7(2), 1–7.
Kembuan, D., Koleangan, R. A. M., & Ogi, I. W. J. (2021). Pengaruh work-life balance dan lingkungan kerja terhadap kinerja karyawan pada PT Bank SulutGo Cabang Utama di Manado. Jurnal EMBA, 9(3), 1257–1266.
Lesmana, A. N. P., & Abdurahman, K. R. (2024). Pengaruh pembinaan disiplin dan motivasi kerja terhadap kinerja karyawan bagian mekanik pada AHASS Siliwangi Motor. JIIP: Jurnal Ilmiah Ilmu Pendidikan, 7(3), 2588–2596. https://doi.org/10.54371/jiip.v7i3.3802
Ma’ruf, F. (2025). Analisis work-life balance, motivasi kerja dan lingkungan kerja terhadap kinerja karyawan. Journal of Artificial Intelligence and Digital Business, 4(2), 1677–1682.
Mangkunegara, A. A. A. P. (2017). Manajemen sumber daya manusia perusahaan. Bandung: PT Remaja Rosdakarya.
Pebiyanti, F., & Winarno, A. (2021). Pengaruh work-life balance dan stres kerja terhadap kinerja karyawan (Studi pada Bank BJB Cabang Tasikmalaya). e-Proceeding of Management, 8(4).
Pertama, J. P., & Indiyati, D. (2025). The influence of employee engagement on employee performance and company performance at PT Bank Negara Indonesia (Persero) Tbk. International Journal of Science, Technology & Management, 6(4), 693–701. https://doi.org/10.46729/ijstm.v6i4.1239
Pratiwi, J. A., & Fatoni, F. (2023). Pengaruh employee engagement dan work-life balance terhadap kinerja karyawan melalui kepuasan kerja. Jurnal Ilmu Manajemen, 11(2), 432–444. https://doi.org/10.26740/jim.v11n2.p432-444
Puspitasari, A. S., & Darwin, M. (2021). Effect of work-life balance and welfare level on millennial employee performance through work engagement. International Journal of Science and Society, 3(1), 334–344. https://doi.org/10.54783/ijsoc.v3i1.299
Rafsanjani, S. A., & Abdurahman, K. R. (2024). Pengaruh motivasi kerja dan kepuasan kerja terhadap kinerja karyawan Departemen Maintenance, Repair & Overhaul (MRO) Aircraft PT Dirgantara Indonesia. JIIP: Jurnal Ilmiah Ilmu Pendidikan, 7(3), 3068–3076. https://doi.org/10.54371/jiip.v7i3.3801
Robbins, S. P. (2006). Perilaku organisasi (Edisi ke-10, diterjemahkan oleh Benyamin Molan). Jakarta: PT Indeks Kelompok Gramedia.
Sayekti, L. N., & Suhartini. (2022). Work-life balance dan work engagement: Dampaknya terhadap kepuasan kerja dan kinerja karyawan. Jurnal Aplikasi Bisnis, 19(1), 132–142. https://doi.org/10.20885/jabis.vol19.iss1.art2
Schaufeli, W. B., & Bakker, A. B. (2004). Utrecht Work Engagement Scale: Preliminary Manual. Utrecht University.
Truss, K., Soane, E., Edwards, C., Wisdom, K., Croll, A., & Burnett, J. (2006). Working life: Employee attitudes and engagement 2006. Chartered Institute of Personnel and Development.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Nafizhah Ainun, Khaerul Rizal Abdurrahman
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
