The Influence of Work–Life Balance and Perceived Organizational Support on Subjective Well-Being through Psychological Empowerment of Female Workers in Multinational Companies Jakarta

Fauziah Anwar; Febriyanti Sianturi; Silva Ambadris Roring; Zainun Mu`Tadin

doi:10.55927/mudima.v5i12.763

Authors

Fauziah Anwar Persada Indonesia University Y.A.I
Febriyanti Sianturi Persada Indonesia University Y.A.I
Silva Ambadris Roring Persada Indonesia University Y.A.I
Zainun Mu`Tadin Persada Indonesia University Y.A.I

DOI:

https://doi.org/10.55927/mudima.v5i12.763

Keywords:

Work–Life Balance, Perceived Organizational Support, Psychological Empowerment, Subjective Well-Being, Female Workers

Abstract

The increase in female employee participation in multinational companies brings challenges related to work-family balance and the need for adequate organizational support. This study aims to analyze the influence of Work-Life Balance (WLB) and Perceived Organizational Support (POS) on Subjective Well-Being (SWB) with Psychological Empowerment (PE) as a mediating variable among female employees in multinational companies in Jakarta. A quantitative approach was used with a cross-sectional survey design targeting female workers of productive age who had been employed for at least one year. The research instruments included the Work–Life Balance Scale, Survey of Perceived Organizational Support, Psychological Empowerment Scale, and Subjective Well-Being Index. The analysis was conducted using Structural Equation Modeling (SEM). The results show that WLB and POS have a significant positive effect on SWB, both directly and indirectly through PE. In addition, the mediating role of PE is predicted to strengthen this relationship, particularly in the context of high workloads and competitive multinational work cultures. These findings are expected to contribute theoretically to the study of female worker well-being and provide practical implications for companies in designing more gender-responsive work policies, supporting empowerment, and improving the quality of employees' working lives.

References

Akbar, D. A. (2023). Conflict of Dual Roles of Female Employees and Work Stress. Rahmad Bahagia, Hasrudy Tanjung, 1(January), 836–840.

Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Meta-analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human Resource Development Quarterly, 22(2), 127–152.

Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285.

Blau, P. M. (1964). Exchange and Power in Social Life. Transaction Publishers.

Clark, S. C. (2000). Work/family border theory: A new theory of work/family balance. Human Relations, 53(6), 747–770.

Day, A., & Cooper, C. L. (2011). The Routledge Companion To Mental Health At Work.

Diener, E., Oishi, S., & Tay, L. (2018). Advances in subjective well-being research. Nature Human Behaviour, 2(4), 253–260.

Eisenberger, R., Rhoades Shanock, L., & Wen, X. (2020). Perceived Organizational Support: Why Caring about Employees Counts. Annual Review of Organizational Psychology and Organizational Behavior, 7, 101–124.

Fisher, G. G., Bulger, C. A., & Smith, C. S. (2009). Beyond Work and Family: A Measure of Work/Nonwork Interference and Enhancement. Journal of Occupational Health Psychology, 14(4), 441–456.

Greenhaus, J., & Allen, T. D. (2011). Work-Family Balance: A Review and Extension of the Literature. In Book: Handbook of Occupational Health Psychology.

Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between work-family balance and quality of life. Journal of Vocational Behavior, 63(3), 510–531.

Hobfoll, S. E. (1989). Conservation of resources. A new attempt at conceptualizing stress. The American Psychologist, 44(3), 513–524.

Kim, H., & Stoner, M. (2008). Burnout and turnover intention among social workers: Effects of role stress, job autonomy and social support. Administration in Social Work, 32(3), 5–25.

Lu, L., Gilmour, R., & Kao, S. F. (2001). Cultural values and happiness: An east-west dialogue. Journal of Social Psychology, 141(4), 477–493.

Moura, D., Orgambídez-Ramos, A., & Jesus, S. N. de. (2015). Psychological Empowerment and Work Engagement as predictors of Work Satisfaction: A sample of Hotel Employees. Journal of Spatial and Organizational Dynamics, 3(2), 125–134.

Nijhawan, G., Gujral, H., Singh, K., & Sharma, S. (2022). Optimizing perceived organisational support to improve job performance of IT employees. Journal of Information and Optimization Sciences, 43, 1419–1429.

Putra, A. S. B., Kusumawati, E. D., & Kartikasari, D. (2023). Psychological Empowerment and Psychological Well-Being as Job Performance Mediators. Journal of Business Management and Economic Development, 2(01), 127–141.

Riany, Y. E., Haslam, D., & Sanders, M. (2021). Parental Mood, Parenting Style and Child Emotional and Behavioural Adjustment: Australia-Indonesia Cross-Cultural Study. Journal of Child and Family Studies, 31, 1–13.

Ryan, R. M., & Deci, E. L. (2001). On Happiness And Human Potentials: A Review ofResearch on Hedonic and Eudaimonic Well-Being. Annu. Rev. Psychol, 13(2), 161–163.

Shanker, A. (2022). Flexible work arrangements and its impact on Work-Life Balance. Management Insight, 18(2), 17–20.

Spreitzer, G. M. (1995). Psychological Empowerment in the Workplace: Dimensions, Measurement, and Validation. Academy of Management Journal, 38(5), 1442–1465.

Suryadi, Y., FoEh, J. E. H. ., & Manafe, H. (2022). Employee Productivity Determination: In Work-Life Balance (WLB), Work From Home (WFH), Information Technology (IT), And Work Flexibility. Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE), 5(2), 167–186.

Voydanoff, P. (2005). The Differential Salience of Family and Community Demands and Resources for Family-to-Work Conflict and Facilitation. Journal of Family and Economic Issues, 26, 395–417.

Wang, C., Xie, H., Xiao, C., Zheng, Y., Bao, G., & Hong, J. (2023). Different developmental feedback, same employee performance improvement: The role of job crafting and supervisor social support. Current Psychology, 43, 1–17.

World Economic Forum. (2022). Global Gender Gap Report 2022. Geneva: WEF.