What Role Do Makassar Mall Employee Engagement and Work-Life Balance Play in Determining Job Satisfaction?
Abstract
Using employee engagement as an intermediary variable, this quantitative study examines the effect of work-life balance and work environment on job satisfaction among mall employees in Makassar. The validity, reliability, and causal linkages between variables were examined in this study using the SmartPLS program version 4.0. Employee involvement acted as a mediator between work-life balance, work environment, and job satisfaction, according to the results. employment satisfaction is enhanced when there is a good work-life balance, less work pressure, employment stability, and a pleasant and supportive work environment. While a healthy work-life balance is still important, high employee engagement has a smaller but favourable impact on job satisfaction. If mall management wants their employees to be happy in their jobs, they need to make sure they have a healthy work-life balance, create a positive work atmosphere, and encourage employee engagement. Furthermore, poll results show that employees are still not very satisfied with their jobs because of issues with work-life balance, the workplace, and employee engagement. Employees and a number of internal firm elements are both responsible for the current level of job satisfaction. The role of employee engagement as a moderating variable between work-life balance, work environment, and job satisfaction is further illuminated by this study.
Downloads
References
Akinwale, O. E., & George, O. J. (2020). Work Environment And Job Satisfaction Among Nurses In Government Tertiary Hospitals In Nigeria. Rajagiri Management Journal, 14(1), 71–92. Https://Doi.Org/10.1108/Ramj-01-2020-0002
Aliya, G. R., & Saragih, R. (2020). Pengaruh Work-Life Balance Dan Lingkungan Kerja Terhadap Kepuasan Kerja Karyawan Di Pt Telkom Divisi Telkom Regional Iii Jawa Barat. 4(3), 84–95.
Ariarni, N., & Afrianty, T. W. (2017). Pengaruh Perceived Organizational Support Terhadap Kinerja Karyawan Dengan Employee Engagement Sebagai Variabel ( Studi Pada Karyawan Pt . Pos Indonesia Kota Madiun ). 50(4), 169–177.
Astuti, R., & Iverizikinawati. (2018). Pengaruh Kepemimpinan Dan Lingkungan Kerja Terhadap Kepuasan Kerja Karyawan Pada Pt. Sarana Agro Nusantara Medan. Jurnal Ilman, 6(1), 26–41.
Astutik, R. P. (2017). Pengaruh Lingkungan Kerja Dan Motivasi Kerja Terhadap Kepuasan Kerja Karyawan. Management And Business Review, 1(2), 87–95. Https://Doi.Org/10.21067/Mbr.V1i2.4728
Azdanal, M. R., Zamzam, F., & Rostiati, N. (2021).Pengaruh Work Life Balance Iklim Organisasi Dan Reward Masa Pandemi Terhadap Kepuasan Kerja. Integritas Jurnal Manajemen Profesional (Ijmpro), 2(2), 235–248. Https://Doi.Org/10.35908/Ijmpro.V2i2.95
Endeka, R. F., Rumawas, W., & Tumbel, T. (2020). Worklife Balance Dan Kompensasi Terhadap Kepuasan Kerja Karyawan Pt Hasjrat Abadi Cabang Kotamobagu. 1(5), 436–440.
Erfin Ardianti, F., Qomariah, N., & Gunawan Wibowo, Y. (2018). Pengaruh Motivasi Kerja, Kompenasasi Dan Lingkungan Kerja Terhadap Kepuasan Kerja Karyawan (Studi Kasus Pada Pt. Sumber Alam Santoso Pratama Karangsari Banyuwangi) Effect Of Work Motivation, Compensation And Work Environment On Employee Work Satisfaction. Jsmbi (Jurnal Sains Manajemen Dan Bisnis Indonesia), 8(1), 13–31.
Fadilla, S., & Assyofa, A. R. (2022). Pengaruh Work Life Balance Dan Beban Kerja Terhadap Kepuasan Kerja Karyawan. 49–56.
Farizki, M. R. (2017). Pengaruh Motivasi Kerja Dan Lingkungan Kerja Terhadap Karyawan Medis. Jurnal Ilmu Dan Riset Manajaemen,
(5). Https://Doi.Org/10.31602/Al- Kalam.V4i1.830
Haribowo, R., & Rezeki, F. (2023). The Influence Of Organizational Culture , Job Characteristics , And Transformational Leadership On Employee Engagement Of Pt . Texttile Indonesia. 3(01).
Kaswan. (2017). Psikologi Industri & Organisasi (Mengembangkan Perilaku Produktif Dan Mewujudkan Kesejahteraan Pegawai Di Tempat Kerja). Alfabeta.
Laksono, B. F. W., & Wardoyo, P. (2019). Pengaruh Work – Life Balance, Kepuasan Kerja Dan Work Engagement Terhadap Turnover Intentions Dengan Mentoring Sebagai Variabel Moderating Pada Karyawan Hotel Dafam Semarang. Jurnal Riset Ekonomi Dan Bisnis, 12(1), 17. Https://Doi.Org/10.26623/Jreb.V12i1.1525
Lumunon, R. R., Sendow, G. M., & Uhing, Y. (2019). Terhadap Kepuasan Kerja Karyawan Pt . Tirta Investama ( Danone ) Aqua Airmadidi The Influence Of Work Life Balance , Occupational Health And Workload On Employee Job Satisfaction Pt . Tirta Investama ( Dano. 7(4), 4671–4680.
Luthfiana, Z., Hardi, & Aquino, A. (2021). Pengaruh Lingkungan Kerja Terhadap Kepuasan Kerja Dimediasi Kelelahan Emosional Pada Mts Negeri 2 Pekanbaru. 1(1), 299–308.
Mubaroq, S. Idwan, Abidin, Z., & Hermanto, H. (2021). Pengaruh Lingkungan Kerja Dan Kompensasi Terhadap Kepuasan Kerja Pt. Narmada Awet Muda. Unram Management Review, 1(1), 42–50. Https://Doi.Org/10.29303/Ju.V1i1.39
Muliawati, T., & Frianto, A. (2020). 2020. Peran Work-Life Balance Dan Kepuasan Kerja Terhadap Kinerja Karyawan Milenial: Studi Literatur, Xx(2018), 606–620.
Praditya, R. A. (2023). Peran Leader Member Exchange Terhadap Organizational Citizenship Behaviour Dan Employee Engagement Sebagai Variabel Intervening Pada Bumd. 4(5), 15–20.
Rezeki, F. (2022). Pengaruh Gaya Kepemimpinan Transformasional Dan Budaya Organisasi. 01(02), 1–12.
Robbins, S.P., & Coulter, M. (2016). Management, Global Edition, Thirteenth Edition. Pearson.
Rondonuwu, F. Annamaria, Rumawas, W., & Asaloei, S. (2018). Pengaruh Work-Life Balance Terhadap Kepuasan Kerja Karyawan Pada Hotel Sintesa Peninsula Manado. 7(2), 30–38.
Runtu, R. H., Pio, R. J., Asaloei, S., Studi, P., Bisnis, A., Ilmu, F., Dan, S., Universitas, P., & Ratulangi, S. (2022). Pengaruh Lingkungan Kerja Dan Work Life Balance Terhadap Kepuasan Kerja Pada Kantor Pos Cabang Utama Manado. 3(4).
Saptono, N. K., & Supriyadi, E. (2020). Pengaruh Work Life Balance Dan Lingkungan Kerja Terhadap Kepuasan Kerja Melalui Employee Engagement Dengan Kesehatan Mental Sebagai Variabel Moderator Pada Karyawan Generasi Milenial ( Studi Kasus : Direktorat Keuangan Pt Angkasa Pura I ( Persero )) Email. Jurnal Ekobisman, 5(2), 88–108.
Setiyani, A., Djumarno, D., Riyanto, S., & Nawangsari, L. C. (2019). The Effect Of Work Environment On Flexible Working Hours, Employee Engagement And Employee Motivation. International Review Of Management And Marketing, 9(3), 112–116. Https://Doi.Org/10.32479/Irmm.8114
Simanjutak, T., & Sitio, V. Sylvia Saragi. (2021). Pengaruh Knowledge Sharing Dan Employee Engagement Terhadap Kepuasan Kerja Karyawan Narma Toserba, Narogong Bogor. 2(1), 42–54.
Solehtiana, R. M. (2020). Pengaruh Work Life Balance Dan Pengembangan Karir Terhadap Kepuasan Kerja Pada. Naskah Publikasi Skripsi, 1–12.
Sugiyono, Prof D. (2022). Metode Penelitian Kuantitatif, Kualitatif Dan R&D. Alfabeta.
Surito, S., Arifin, A. H., & Aiyub, A. (2020). Pengaruh Disiplin Kerja, Dan Lingkungan Kerja Terhadap Komitmen Organisasi Pegawai Universitas Malikussaleh Dengan Kepuasan Kerja Sebagai Variabel Intervening. J-Mind (Jurnal Manajemen Indonesia), 4(1),30. Https://Doi.Org/10.29103/J- Mind.V4i1.3366
Tambunan, A. P. (2018). Lingkungankerjadankepuasankerjakaryawan: Suatutinjauanteoretis. 4, 1–23.
Wati, A. I., & Yusuf, M. (2020). Pengaruh Lingkungan Kerja Non Fisik Terhadap Kepuasan Kerja Pegawai Pada Dinas Koperasi Dan Umkm Kabupaten Bima. 1(2), 92–97.
Wijayanto, P., Suharti, L., & Chaniago, R. (2022). Pengaruh Work Life Balance Terhadap Employee Engagement Dan Dampaknya Terhadap Turn-Over Intentions Dengan Job Characteristics Sebagai Pemoderasi (Studi Pada Karyawan Generasi Y Di Indonesia). Jurnal Ekonomi Pendidikan Dan Kewirausahaan, 10(1), 83–98. Https://Doi.Org/10.26740/Jepk.V10n1.P83-98
Copyright (c) 2025 Saiful Lizan, Dhenny Asmarazisa, Catur Fatchu Ukhriyawati
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- 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 acknowledgment of its initial publication in this journal.
- 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.
