PENGARUH WORK-LIFE BALANCE TERHADAP KINERJA DAN KEPUASAN KERJA

Abstract

ABSTRAK

Penelitian ini bertujuan mensintesis bukti empiris mengenai pengaruh work-life balance terhadap kinerja dan kepuasan kerja serta menjelaskan mekanisme dan kondisi yang menyebabkan hasil penelitian berbeda. Metode yang digunakan adalah systematic literature review dengan acuan PRISMA 2020. Penelusuran terstruktur dilakukan pada ScienceDirect, SpringerLink, Emerald, Wiley, MDPI, DOAJ, dan portal jurnal nasional untuk publikasi tahun 2017–2025, disertai beberapa rujukan teoritis fundamental. Dari 42 rekod yang ditelaah, 15 studi inti disintesis berdasarkan relevansi variabel, transparansi metode, dan kelengkapan temuan. Hasil kajian menunjukkan bahwa work-life balance secara konsisten meningkatkan kepuasan kerja, tetapi pengaruhnya terhadap kinerja lebih heterogen. Kinerja meningkat ketika keseimbangan mengurangi konflik peran, stres, kelelahan, dan waktu perjalanan, sekaligus meningkatkan otonomi, well-being, engagement, komitmen, dan energi kerja. Namun fleksibilitas atau kerja jarak jauh tidak otomatis menciptakan keseimbangan; tanpa batas komunikasi, dukungan atasan, koordinasi tim, beban kerja wajar, dan akses yang adil, kebijakan tersebut dapat memperpanjang jam kerja serta menurunkan kualitas interaksi. Kepuasan kerja, employee engagement, well-being, dan komitmen berulang kali berfungsi sebagai mediator. Kajian menyimpulkan bahwa organisasi perlu mengelola work-life balance sebagai kesesuaian antara tuntutan, sumber daya, dan preferensi pekerja, bukan sekadar memberikan fasilitas fleksibel.

Kata Kunci: Work-Life Balance; Kinerja Karyawan; Kepuasan Kerja; Fleksibilitas Kerja; Systematic Literature Review

ABSTRACT

This study synthesizes empirical evidence on the effects of work-life balance on employee performance and job satisfaction and explains the mechanisms and boundary conditions behind inconsistent findings. A systematic literature review was conducted with reference to PRISMA 2020. Structured searches covered ScienceDirect, SpringerLink, Emerald, Wiley, MDPI, DOAJ, and Indonesian journal portals for publications issued between 2017 and 2025, complemented by selected foundational studies. Of 42 records examined, 15 core studies were synthesized based on variable relevance, methodological transparency, and completeness of findings. The review shows that work-life balance consistently improves job satisfaction, whereas its relationship with performance is more heterogeneous. Performance benefits arise when balance reduces role conflict, stress, fatigue, and commuting time while increasing autonomy, well-being, engagement, commitment, and available energy. However, flexibility and remote work do not automatically create balance; without communication boundaries, supervisor support, team coordination, reasonable workloads, and equitable access, such arrangements may extend working hours and weaken social interaction. Job satisfaction, employee engagement, well-being, and organizational commitment repeatedly operate as mediating mechanisms. The review concludes that organizations should manage work-life balance as a fit between demands, resources, and employee preferences rather than merely offering flexible-work facilities.

Keywords: Work-Life Balance; Employee Performance; Job Satisfaction; Flexible Work; Systematic Literature Review