Pengaruh Work-Life Balance, Beban Kerja, Motivasi Kerja Terhadap Kinerja Pegawai Diperusahaan Perbankan

Authors

  • Bintang Mukhammad Burhanudin Akbar Universitas Indonesia

DOI:

https://doi.org/10.30742/equilibrium.v21i2.4890

Keywords:

Banking Sector, Employee Performance, Perceived Workload, Work Motivation, Work-life balance

Abstract

The demanding nature of work and multifaceted roles in the banking industry have positioned Work-life balance, workload, and work motivation as crucial determinants of employee performance. This research adopts a quantitative methodology with a descriptive-associative framework, involving 100 participants from the Greater Jakarta region (Jabodetabek). Data were analyzed using Structural Equation Modeling based on the Partial Least Squares (SEM-PLS) technique. Findings reveal that Work-life balance significantly and positively influences employee performance. Furthermore, it demonstrates a significant negative relationship with perceived workload, while its direct impact on work motivation is not statistically significant. Similarly, work motivation and workload do not directly affect performance significantly; nonetheless, both serve as mediators in the indirect pathway linking Work-life balance to performance. These outcomes underscore the pivotal role of Work-life balance in enhancing employee performance, directly and indirectly, through its effects on perceived workload and internal motivation. As such, Work-life balance should be prioritized in human resource management policies within the financial services industry

References

Abele, A., & Spurk, D. (2009). The longitudinal impact of self-efficacy and career goals on objective and subjective career success. Journal of Vocational Behavior, 74, 53–62. https://doi.org/10.1016/j.jvb.2008.10.005.

Acquah, A., Nsiah, T., Antie, E., & Otoo, B. (2021). LITERATURE REVIEW ON THEORIES MOTIVATION. , 9, 25-29. https://doi.org/10.36713/EPRA6848.

Ahmad, A., Handaru, A., & Usman, O. (2022). The effect of workload, work stress, and Work-life balance on employee performance (Case study on startup employees in Jakarta). Devotion Journal of Community Service, 3(14), 2750–2757. https://doi.org/10.36418/dev.v3i14.336.

Alitabar, S. (2023). Effects of Work-life balance training programs on employee job motivation: A quantitative analysis. KMAN Counseling and Psychology Nexus, 1(2), 72–78. https://doi.org/10.61838/kman.psychnexus.1.2.12.

Bandhu, D., Mohan, M., Nittala, N., Jadhav, P., Bhadauria, A., & Saxena, K. (2024). Theories of motivation: A comprehensive analysis of human behavior drivers.. Acta psychologica, 244, 104177 . https://doi.org/10.1016/j.actpsy.2024.104177.

Bartlett, M., Arslan, F., Bankston, A., & Sarabipour, S. (2021). Ten simple rules to improve academic work–life balance. PLoS Computational Biology, 17. https://doi.org/10.1371/journal.pcbi.1009124.

Bocean, C., Popescu, L., Vărzaru, A., Avram, C., & Iancu, A. (2023). Work–life balance and employee satisfaction during the COVID-19 pandemic. Sustainability, 15(11631), 1–15. https://doi.org/10.3390/su151511631.

Bruggen, A. (2015). An empirical investigation of the relationship between workload and performance. Management Decision, 53(10), 2377–2389. https://doi.org/10.1108/MD-02-2015-0063.

Cerasoli, C., Nicklin, J., & Ford, M. (2014). Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis. Psychological Bulletin, 140(4), 980–1008. https://doi.org/10.1037/a0035661.

Choirunnisa, A., Prabowo, H., & Darmaputra, M. (2023). Effect of workload, job stress, and job training on Bank BPR BKK Semarang employee performance. Journal of Finance and Business Digital, 2(1), 29–42. https://doi.org/10.55927/jfbd.v2i1.3324.

Darcy, C., McCarthy, A., Hill, J., & Grady, G. (2012). Work–life balance: One size fits all? An exploratory analysis of the differential effects of career stage. European Management Journal, 30, 111–120. https://doi.org/10.1016/j.emj.2011.11.001.

Dwitanti, E., Murwani, F., & Siswanto, E. (2023). The effect of Work-life balance on employee performance through work stress and workload. International Journal of Business, Law, and Education, 4(2), 569–589. https://doi.org/10.56442/ijble.v4i2.211.

Fahriza, W., Natsir, M., & Respati, H. (2025). The influence of retirement age and rewards on employee performance at Bank Indonesia with work motivation as a mediating variable. International Journal of Social Science and Human Research, 8(2), 1232–1241. https://doi.org/10.47191/ijsshr/v8-i2-53.

Gao, J. (2023). R-squared (R²) – How much variation is explained? Research Methods in Medicine & Health Sciences, 0(0), 1–6.

Greenhaus, J., Collins, K., & Shaw, J. (2003). The relation between work-family balance and quality of life. Journal of Vocational Behavior, 63, 510-531. https://doi.org/10.1016/S0001-8791(02)00042-8.

Haar, J., & Brougham, D. (2020). Work antecedents and consequences of work-life balance: A two sample study within New Zealand. The International Journal of Human Resource Management, 33, 784 - 807. https://doi.org/10.1080/09585192.2020.1751238.

Hair, J. F. Jr., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modeling (PLS-SEM): An emerging tool in business research. European Business Review, 26(2), 106–121.

Hamdani, S., & Ali, H. (2023). The influence of rewards, organizational culture, and work motivation on employee performance. Siber Journal of Advanced Multidisciplinary, 1(3), 105–113. https://doi.org/10.38035/sjam.v1i3.51.

Hasan, Z., Khan, M., Butt, T., Abid, G., & Rehman, S. (2020). The balance between work and life for subjective well-being: A moderated mediation model. Journal of Open Innovation: Technology, Market, and Complexity, 6(127), 1–18. https://doi.org/10.3390/joitmc6040127.

Hattie, J., Hodis, F., & Kang, S. (2020). Theories of motivation: Integration and ways forward. Contemporary Educational Psychology. https://doi.org/10.1016/j.cedpsych.2020.101865.

Henseler, J., Ringle, C. M., & Sinkovics, R. R. (2009). The use of partial least squares path modeling in international marketing. Advances in International Marketing, 20, 277–320.

Isa, M., & Indrayati, N. (2023). The role of work–life balance as a mediator of the effect of work–family conflict on employee performance. SA Journal of Human Resource Management. https://doi.org/10.4102/sajhrm.v21i0.1910.

Junianto, D., & Sabtohadi, J. (2020). Pengaruh sistem perjanjian kerja waktu tertentu dan motivasi kerja terhadap kinerja pegawai pada industri pabrik gula. Equilibrium, 9(1), 1–9.

Kumari, V., & Vasantha, S. (2019). Impact of Work-life balance on employee performance. Indian Journal of Public Health Research & Development, 10(10), 219–222. https://doi.org/10.5958/0976-5506.2019.02800.6.

Longo, L., Wickens, C., Hancock, P., & Hancock, G. (2022). Human Mental Workload: A Survey and a Novel Inclusive Definition. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.883321.

Macdonald, W. (2003). The impact of job demands and workload on stress and fatigue. Australian Psychologist, 38, 102-117. https://doi.org/10.1080/00050060310001707107.

Maslow, A. (1943). Preface to Motivation Theory. Psychosomatic Medicine, 5, 85–92. https://doi.org/10.1097/00006842-194301000-00012.

Mauno, S., Ruokolainen, M., & Kinnunen, U. (2013). Does aging make employees more resilient to job stress? Age as a moderator in the job stressor–well-being relationship in three Finnish occupational samples. Aging & Mental Health, 17, 411–422. https://doi.org/10.1080/13607863.2012.747077.

Mweshi, G., & Muhyila, M. (2024). Determining a statistical analysis for the quantitative study. Advances in Social Sciences Research Journal, 7(4), 187–231.

Nurhalizah, S., Kholijah, G., & Gusmanely, Z. (2023). Analisis structural modeling partial least square pada kinerja pegawai PT Bank Pembangunan Daerah Jambi. Indonesia Journal of Applied Statistics, 6(2), 125–135.

Pandya, J. (2024). Intrinsic & extrinsic motivation & its impact on organizational performance at Rajkot City: A review. Journal of Management Research and Analysis, 11(1), 46–53. https://doi.org/10.18231/j.jmra.2024.009.

Pangabean, R., Junita, A., & Miraza, Z. (2024). The impact of stress and workload on performance is moderated by work shift. Jurnal Administrasi Bisnis, 11(1), 46–53. https://doi.org/10.14710/jab.v13i1.54614.

Patria, V., Jamaludin, A., & Fajrin, Y. (2025). The effect of Work-life balance and motivation on academic performance. International Journal of Economics and Management Research, 4(2), 484–492. https://doi.org/10.55606/ijemr.v4i2.391.

Pradhan, R., & Jena, L. (2017). Employee Performance at Workplace: Conceptual Model and Empirical Validation. Business Perspectives and Research, 5, 69 - 85. https://doi.org/10.1177/2278533716671630.

Radha, P., & Aithal, P. (2023). A study on the performance of employees in the banking sector and its impact on organizational health. International Journal of Management, Technology, and Social Sciences. https://doi.org/10.47992/ijmts.2581.6012.0315.

Richert-Kaźmierska, A., & Stankiewicz, K. (2016). Work–life balance: Does age matter? Work, 55, 679–688. https://doi.org/10.3233/WOR-162435.

Salman, M., Ganie, S., & Saleem, I. (2020). Employee competencies as predictors of organizational performance: A study of public and private sector banks. Management and Labour Studies, 45, 416–432. https://doi.org/10.1177/0258042X20939014.

Sari, S., Safitri, A., Mahrizal, M., Wulandari, A., Sinaga, V., & Mulyani, N. (2025). Analisis pengaruh lingkungan kerja, work engagement dan work life balance terhadap motivasi kerja tenaga pengajar. Edu Cendikia: Jurnal Ilmiah Kependidikan, 4(3), 1333–1339. https://doi.org/10.47709/educendikia.v4i03.5220.

Souza, A., Alexandre, N., & Guirardello, E. (2017). Psychometric properties in the evaluation of the reliability and validity of instruments. Epidemiologia e Serviços de Saúde, 26(3), 649–659. https://doi.org/10.5123/S1679-49742017000300022

Uddin, M. (2021). Addressing work‐life balance challenges of working women during COVID‐19 in Bangladesh. International Social Science Journal, 71, 7–20. https://doi.org/10.1111/issj.12267.

Van Den Broeck, A., Howard, J., Van Vaerenbergh, Y., Leroy, H., & Gagné, M. (2021). Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation. Organizational Psychology Review, 11, 240 - 273. https://doi.org/10.1177/20413866211006173.

Vasilouee, V., Karimi, A., & Talebi, S. (2022). Evaluate the relationship between mental workload and fatigue in Shahroud Bank employees. Occupational Hygiene and Health Promotion, 6(2), 208–219. https://doi.org/10.18502/ohhp.v6i2.10307.

Vuong, T., & Nguyen, L. (2022). The Key Strategies for Measuring Employee Performance in Companies: A Systematic Review. Sustainability. https://doi.org/10.3390/su142114017.

Waruwu, M., Pu’at, S. N., Utami, P. R., Yanti, E., & Rusydiana, M. (2025). Metode penelitian kuantitatif: Konsep, jenis, tahapan dan kelebihan. Jurnal Ilmiah Profesi Pendidikan, 10(1), 917–932

Wicaksono, A., Hendri, M., Daud, I., & Rosnani, T. (2024). Communication, work discipline, and Work-life balance affect employee performance. Jurnal Ilmiah Manajemen Kesatuan, 12(4), 1219–1226. https://doi.org/10.37641/jimkes.v12i4.2728.

Downloads

Additional Files

Published

2025-10-28

Issue

Vol. 21 No. 2 (2025): October

Section

Articles

License

Authors who publish with this journal agree to the following terms:

  1. Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Attribution-ShareAlike 4.0 International (CC BY-SA 4.0) License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
  2. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
  3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work