VOlUME 06 ISSUE 02 FEBRUARY 2023
1Meta Putri Arivani,2Siti Mujanah,3Sumiati
1,2,3Faculty of Economics and Business, University of 17 August 1945 Surabaya
DOI : https://doi.org/10.47191/ijsshr/v6-i2-38Google Scholar Download Pdf
ABSTRACT
Performance is a condition that must be known and confirmed by certain parties to determine the level of achievement of an agency's results related to the vision carried out by an organization or company and to know the positive and negative impacts of an operational policy. The purpose of this research is to analyze and interpret the effect of work life balance, subjective wellbeing, distributive justice and self-efficacy on organizational citizenship behavior and employee performance. The population in this study were 75 employees of PT Zaman Trans Indonesia using a saturated sample so that 75 employees were determined as the sample in the research and data analysis in this study used SmartPLS software. The results in this study explain that work life balance and self-efficacy have a significant effect on organizational citizenship behavior while subjective well-being and distributive justice do not have a significant effect on organizational citizenship behavior. Variables work life balance subjective well-being, distributive justice, self-efficacy and organizational citizenship behavior have a significant effect on employee performance.
KEYWORDS:work life balance, subjective well-being, distributive
REFERENCES
1) Abellia Permatasari, & Siti Mujanah. (2021). The Effect of Self Ability, Compensation, and Self Efficacy on Employee
Performance At Rizqy Jaya Mulia Sidoarjo Company. Journal of Applied Management and Business (JAMB) , 2 (1),
21–30. https://doi.org/10.37802/jamb.v2i1.156
2) Ainul Ghurroh, M., & Syahirul, A. (2022). The influence of organizational culture on employee performance through
Organizational Citizenship Behavior (OCB) as an intervening variable in PDAM Kediri Regency. EQIEN - JOURNAL
OF ECONOMICS AND BUSINESS , 11 (1).
3) Aldag, R., & Reschke, W. (1997). Employee value added: Measuring Discretionary Effort and its Value to the
Organization . Center for Organizational Effectiveness.
4) Bandura, A. (2010). Self Efficacy Mechanism in Psychological and Health Promoting Behavior (New Jersey). Prentice
Hall.
5) Wake, W. (2012). Human Resource Management . Erlangga.
6) Çetin, F., & Aşkun, D. (2018). The effect of occupational self-efficacy on work performance through intrinsic work
motivation. Management Research Review , 41 (2), 186–201. https://doi.org/10.1108/MRR-03-2017-0062
7) Hill, EJ, Clarke, MC, Koch, LC, & Hill, EJ (2014). Family and consumer sciences research the work-family interface:
differentiating balance and fit. Family and Consumer Sciences Research Journal , 3 , 121.
8) Jayus, JA, Erlangga, H., Suryaningsih, E., & Sunarsi, D. (2021). The Effect of Distributive Justice, Procedural Justice
and Interactional Justice on Teacher Engagement and Teachers Performance . 12 (7), 131–139.
9) Kalay, F. (2016). The Impact of Organizational Justice on Employee Performance: A Survey in Turkey and Turkish
Context . march . https://doi.org/10.5296/ijhrs.v6i1.8854
10) Lely, SW, Setyanti, H., Fagastia, IR, & Sudarsih, S. (2022). The Influence of Burnout, Workload and Work-Life Balance
on Employee Performance .
11) Maslichah, NI, & Hidayat, K. (2016). The Influence of Work-Life Balance and Work Environment on Employee Job
Satisfaction (Study on Nurses at Lavalette Hospital Malang, 2016). Journal of Business Administration , 49 (1).
12) Mercy, M., Dewita Suryati, N., & Arwinence, P. (2021). The Effect of Perceived Organizational Support & Supervision
on Employee Performance with Organizational Citizenship Behavior as an Intervening Variable at PT. Hutahaean Group
Pekanbaru. Student Online Journal (JOM) in the Field of Economics , 8 (2), 1–15.
https://jom.unri.ac.id/index.php/JOMFEKON/article/view/32045/30847
13) Nusannas, IS, Yuniarsih, T., Sojanah, J., Disman, Mutmainnah, D., Rahayu, M., & Imbari, S. (2020). The Effect of SelfEfficacy and Employee Engagement on Employee Performance in Mediation by Digital Literacy. Enrichment: Journal
of Management , 11 (1), 63–67.
14) Preena, GR, & Preena, GR (2021). Impact of Work-Life Balance on Employee Performance: an Empirical Study on a
Shipping Company in Sri Lanka. International Journal on Global Business Management and Research , 10 (1), 48–73.
https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3856506
15) Prihatiningtias, YW, & Julianto, SW (2020). Strategic performance measurement system on employee performance
through the three moderating variables in the Indonesian ministry of finance. Journal of Economics, Business, &
Accountancy Ventures , 22 (3), 383–398. https://doi.org/10.14414/jebav.v22i3.1976
16) Rivai Zainal, V. (2015). Human Resource Management for Companies from Theory to Practice . PT Raja Grafindo
Persada.
17) Roopavathi, S., & Kishore, K. (2021). The Impact Of Work Life Balance On Employee performance. Journal of
Interdisciplinary Cycle Research. Journal of Interdisciplinary Cycle Research , 12 (10), 31–37.
18) Salgado, JF, Blanco, S., & Moscoso, S. (2019). Subjective well-being and job performance: Testing of a suppressor
effect. Revista de Psicologia Del Trabajo y de Las Organizaciones , 35 (2), 93–102. https://doi.org/10.5093/jwop2019a9
19) Tandiyono, TE (2020). The Role of Employee Subjective Well-Being on Employee Performance in Family Companies
in Indonesia. JEM17: Journal of Management Economics , 5 (1), 59–72. https://doi.org/10.30996/jem17.v5i1.3622
20) Vridyaningtyas, E. (2022). The Influence of Organizational Citizenship Behavior (Ocb) and Compensation on Employee
Performance and Work Overload as Mediating Variables at Pt. Nasmoco Ark Motor in Yogyakarta. Journal of
Organizational Management Studies , 17 (2), 19–26. https://doi.org/10.14710/jsmo.v17i2.37408
21) Wicaksono, RA, & Indriyaningrum, K. (2022). The Influence of Work Conflict, Organizational Citizenship Behavior,
and Job Satisfaction on the Performance of Bapenda Semarang City Employees (Study on Regional Revenue Agency
of Semarang City). YUME: Journal of … , 5 (2), 277–288. https://doi.org/10.37531/yume.vxix.455