p–ISSN: 2723 - 6609 e-ISSN: 2745-5254

Vol. 5, No. 8 August 2024 http://jist.publikasiindonesia.id/

Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 8, August 2024 3643

Interaction of Work-Life Balanced and Self-Efficacy

on Employee Performance

Josephus Noya

of the performance achieved by the organization is influenced by the level of employee

performance individually and in groups, where performance is measured using

instruments developed in studies that depend on general performance measures, then

translated into a basic behavioural assessment which can include various things, namely:

quantity work, quality of work, opinions or statements expressed, decisions taken in

carrying out work and job descriptions.

experts and practitioners. Various determining factors have been studied in efforts to

improve performance. Various dimensions have been investigated, both organizationally

and individually, from various points of view and producing varying results. Work-life

Organizations must meet the expectations of Generation Y because the number of

workers from this group will be the largest in the coming period (Riyanto, Ariyanto, &

Lukertina, 2019).

their work because family and career are aspects of life that cannot be separated. Thus, it

is important to help employees achieve a sense of balance between work and personal

needs to increase work engagement, productivity and performance. (Wardani &

Firmansyah, 2019). Based on research conducted by Aslam (2015) 150 respondents

showed that 95.8 per cent of changes in performance for the better were caused by work-

life balance. Apart from that, research conducted by Soomro, Breitenecker, & Shah

Epsilandri, & Seprtyarini, 2021). Likewise, the relationship between performance and

self-esteem has been studied by (Rafiditya & Syarifuddin, 2020); (Khaer & Nursyafitri,

2017). As well as a study of the relationship between performance and self-leadership by

(Sawitri, Cahyandari, & Muawanah, 2018) and (Hammado, 2015). There are still

differences in findings from previous researchers, providing opportunities for researchers

to contribute.

and-effect type, meaning that the relationship between the independent variable and the

regression analysis with the following equation:

Y = b0 + b1X1 + b2X2 e

Where:

Y = Employee Performance

X1 = Work Life Balanced

X2 = Self-efficacy

bo, b,b2 = Regression coefficients

e = error term

2

follows:

Y = b0 + b1X1 + b2X2 + b3X3 + e

Y = 9,250 + 0,406 X1 + 0,657 X2+ 2,493

Where:

Y = Employee Performance

X1 = Work Life Balanced

X2 = Self Efficacy

bo, b1,b2 = Regression coefficients

e = error term

increasing. Furthermore, the regression coefficient is 0.406, meaning that every one-

unit increase in the work-life balance variable will increase to 0.406 units in employee

performance if the other variables are constant.

3. The b2 value shows that the self-efficacy variable (X2) has a positive sign, this means

that if self-efficacy increases it will result in the performance of Maluku Province

Bappeda employees increasing. Furthermore, the regression coefficient is 0.657,

meaning that every one-unit increase in the self-efficacy variable will increase to 0.320

units in employee performance if the other variables are constant.

First and Second Hypothesis Testing

partially. The test was carried out by confirming the calculated t value with the t table

value at degrees of freedom (df=105).

2) The calculated t value for the work-life balance variable is 6.185 > t table value

(df=105) is 2.060; So it can be concluded that Ho is rejected, Ha is accepted, which

means that work-life balance has a partially significant effect on employee

performance. (Hypothesis 1 is accepted)

3) The calculated t value for the self-efficacy variable is 4.070 > t table value (df=105) is

2.060; So it can be concluded that Ho is rejected, Ha is accepted, which means that

self-efficacy has a partially significant effect on employee performance. (Hypothesis

2 is accepted).

means that the variables work-life balance (X1) and self-efficacy (X2) have a significant

effect on the related variable, namely employee performance (Y) simultaneously. The

influence of these two variables is 0.741 or 74.1% of the Maluku Province Bappeda

employee performance variable is influenced by work-life balance (X1) and self-efficacy

(X2) and the remaining 25.9% (100%-74.1%) is influenced by other variables not

included in the research model.

that the largest regression coefficient value is the self-efficacy variable, as well as the

performance of 52.1% with the assumption that the other variables do not change.

variable (X1) is significant or not significant, tested the significance of the t value. This

test was carried out using a two-way test, using a real level of 5%. The test results show

that the count for the work-life balance variable is greater than the t-table value. The test

results obtained count for the work-life balance variable of 6.248; Meanwhile, the size of

the ttable at the 5% confidence level is 1.980. The values mentioned above can be

explained that partially (individually), the work-life balance variable has a significant

effect on employee performance because the calculated t value > t table value. The

calculated t value of the independent variable is in the Ho rejection area, this means that

needs to increase work engagement, productivity and performance.

work. In this context, the organization provides an alternative in its Human Resources

Policy, where employees can choose between working or not working temporarily. The

work-life balance experienced by employees has been proven to be able to significantly

increase their contribution to organizational performance while growing their attachment

to the organization where they work. (Riyanto et al., 2019).

test was carried out using a two-way test, using a real level of 5%. The test results obtained

count for the self-efficacy variable of 11.430; Meanwhile, the size of the ttable at the 5%

confidence level is 1.980. The values mentioned above can be explained that partially

(individually), the self-efficacy variable has a significant effect on employee performance

because the calculated t value > t table value. The calculated t value of the independent

variable is in the Ho rejection area, this means that the regression coefficient of the self-

efficacy variable is equal to 0, in other words, the coefficient of this variable is significant.

One way to achieve optimal performance is through self-efficacy. Self-efficacy is very

necessary in developing employee performance because the presence of self-efficacy in

person will lose the ability to achieve a goal, so the steps in each process and the results

of their work performance will tend to decrease. On the other hand, if the person

concerned believes they can achieve their goals, then their self-motivation and level of

performance will tend to increase. (Nurul Hikmah, Rahmawati, & Lestari, 2021).

efficacy is very necessary to develop employee performance because, with self-efficacy

in individuals, there will be confidence that they are capable of completing the work given

and vice versa. This is in line with (Larasati, Hasanati, & Istiqomah, 2019) That work-

life balance is a way for employees to have a healthy life, so this influences improving

employee performance.

one's performance. First of all, this balance helps optimize productivity. By providing

sufficient time for rest and personal activities, a person can avoid fatigue and burnout

which can harm work efficiency. On the other hand, quality free time can increase focus

and energy while working.