Work-Life Balance Sebagai Strategi Pengembangan Sdm Untuk Meningkatkan Employee Performance
DOI:
https://doi.org/10.62180/gwhkxz85Keywords:
Work-Life Balance, Human Resource Development, Employee Performance, Employee Engagement, Work InterferenceAbstract
Work-Life Balance (WLB) diakui sebagai strategi penting dalam Pengembangan Sumber Daya Manusia (PSDM) untuk meningkatkan Kinerja Karyawan (Employee Performance/EP). Tinjauan literatur sistematis ini bertujuan menganalisis peran Employee Engagement (EE) sebagai mediator dan Work Interference with Personal Life (WIPL) sebagai moderator dalam hubungan antara inisiatif WLB dan EP. Metode yang digunakan adalah penelusuran sistematis artikel pada database Taylor & Francis (2021-2025) dengan kata kunci utama “work-life balance,” “HR development,” dan “employee performance.” Dari 42 artikel yang terpilih, hasil kajian menunjukkan bahwa inisiatif WLB yang suportif seperti fleksibilitas kerja dan dukungan organisasi dapat meningkatkan EE melalui mekanisme pertukaran sosial, yang selanjutnya memperkuat motivasi, komitmen, dan kinerja. Namun, dalam konteks kerja digital yang menuntut, WIPL berperan sebagai moderator negatif yang melemahkan hubungan antara fleksibilitas kerja dan EP karena memicu kelelahan emosional dan mengaburkan batas antara pekerjaan dan kehidupan pribadi. Kajian ini juga mengidentifikasi kesenjangan penelitian, yakni kurangnya eksplorasi terhadap transfer pengayaan dari domain non-kerja (misalnya hobi) sebagai sumber daya pengembangan SDM, serta perlunya memposisikan WLB secara eksplisit sebagai strategi PSDM yang sistematis. Implikasinya, organisasi perlu merancang kebijakan WLB yang tidak hanya berfokus pada kesejahteraan, tetapi juga mengintegrasikan sumber daya non-kerja untuk mendukung peningkatan kompetensi dan kinerja karyawan secara terukur.
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Copyright (c) 2025 Muh. Jusman, Ghina Attikah, Rinda Syaharani, May Syaroh, Mada Aditia Wardhana
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