The Effect of Perceived Organizational Support and Work-Life Balance On Employee Engagement Mediated by Job Satisfaction at PT Rekayasa Industri
The Effect of Perceived Organizational Support and Work-Life Balance On Employee Engagement Mediated by Job Satisfaction at PT Rekayasa Industri
Volume 7, Issue 12, December – 2022 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
The Effect of Perceived Organizational Support and
Work-Life Balance on Employee Engagement
Mediated by Job Satisfaction at PT Rekayasa Industri
Fakhnida Safitri: Department of Magister Management Lenny Christina Nawangsari: Department of Magister
Mercu Buana University Management Mercu Buana University
Jakarta, Indonesia Jakarta, Indonesia
Abstract:- Employee engagement is considered necessary The degree of happiness a person experiences at work is
for an organization because it helps create a better work known as job satisfaction. Various workplace circumstances in
culture, increases productivity, and impacts company their workplace adequately compensate for the degree of
profits. This study aims to determine the effect of personal fulfillment they experience. Job satisfaction is related
perceived organizational support and work-life balance on to employee psychology within an organization, which is
employee engagement mediated by job satisfaction at PT influenced by the environment's perceived events [1].
Rekayasa Industri, with a total sample of 120 employees. Employees who are very satisfied with their jobs are more
The data analysis method used Structural Equation likely to be dedicated, engaged, and contribute to the firm. As
Model-Partial Least Square (SEM-PLS). The results of a result, they are more likely to want to put in extra effort and
this study indicate that perceived organizational support be more productive. In contrast, under-satisfied workers are
and work-life balance have a positive and significant effect more likely to leave their jobs, exhibit poorer work habits, and
on employee engagement mediated by job satisfaction. produce less [2].
Work-life balance and job satisfaction have a positive and
significant impact on employee engagement directly. Based on the results of interviews conducted by the
Perceived organizational support does not have a leaders of the Remuneration and Industrial Relations (RIR)
substantial direct effect on employee engagement but has Division of PT Rekayasa Industri, the Perceived Organizational
a positive and significant impact with perfect mediation Support (POS) variable is suspected to affect employee
through job satisfaction. The implications of this research engagement, considering the result of a decrease in the
are discussed in the article. percentage of index satisfaction "acknowledge" or a sense of
recognition and appreciation from the company is quite high.
Keywords:- Employee Engagement, Job Satisfaction, In addition, the variable work-life balance can also be used for
Perceived Organizational Support, Work-Life Balance. this study with the condition of companies implementing the
Work From Anywhere (WFA) system to determine its effect
I. INTRODUCTION on employee engagement which is mediated by job
satisfaction.
Companies must have a strategy while dealing with the
business world, where competition is fiercer. Organizations When an employee feels valued by their employer and
must effectively carry out organizational goals in light of rapid cared for, this is known as perceived organizational support or
and sophisticated development. As a result, the organization POS [3]. This is also in line with the opinion that states that one
itself needs the contribution of human resources. The of the antecedents of employees being able to reach engaged
company's human resources are a valuable resource. Good levels is perceived organizational support (POS). POS is
human resources will enable the organization to mobilize other believed to be essential for engagement between employees
resources that will help it advance and grow so that it can and companies where he works [4].
endure in the face of fierce commercial competition.
Consequently, effective human resource management is crucial Employee engagement is not the only factor influencing
to achieving corporate goals. job satisfaction and employee engagement; the work-life
balance, or WLB, is another important one. Job-life ratio refers
PT Engineering Industry, commonly referred to as to a person's ability to adapt to various interests and activities
Rekind, is a subsidiary of a State-Owned Enterprise (BUMN) in his work, home, and personal life while maintaining a
engaged in the EPC (Engineering, Procurement, and suitable degree of involvement or "fit" between multiple
Construction) sector. Since its inception on August 12, 1981, positions in his life [5]. According to another study, work-life
Rekind has been determined to realize industrial independence balance refers to how closely people feel connected to and
in the country by developing the engineering and design content with their work- and family life and how well they can
business for large-scale projects in the fields of Energy, handle both demands [6].
Minerals, and Chemicals. In developing its business, Rekind
requires human resources who have a sense of job satisfaction
and a sense of involvement with the company.
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The researcher conducted a pre-survey which has results II. THEORETICAL REVIEW
on the four variables that have been carried out; it can be said
that PT Engineering Industrial employees still feel a lack of A. Definition of Perceived Organizational Support
perceptions of company support (POS), the balance between Perceived Organizational Support (POS) is a form of
work and personal life (Work-Life Balance), job satisfaction, support that comes not only from the organization, but also
and a sense of being engaged with the company (employee from superiors and colleagues. Perceived Organizational
engagement). This is reinforced by the employee turnover data Support is also the ability to show and employ oneself without
obtained from the results of interviews with the leaders of the negative consequences, where supportive and trusting
Remuneration and Industrial Relations (RIR) Division of PT interpersonal relationships and supportive management will
Rekayasa Industry during the last two years, namely 2020 – increase psychological security [7]. Increased perceived
2021; there was a significant increase in the employee turnover organizational support will make employees feel obligated to
rate which shows the number of employees resigning 29 contribute and care about the organization’s welfare and help it
employees with a turnover rate of 3% in 2020 and experienced achieve its goals [14]. Workers feel secure when there is open
a surge in the number of employees leaving by 88 employees communication and organizational support [8]. Members can
with a turnover percentage of 10% in 2021. The increase in the experiment, try new things, and even fail without fear of
number of employees resigning from 2020 and 2021 is quite repercussions in a friendly environment.
significant; a sense of dissatisfaction with employees at work
can cause a jump in this turnover rate. Employees will perceive their work as a reciprocal
relationship reflecting relative dependence, meaning that they
Two different conclusions were drawn from prior and the organization are involved in reciprocity [15].
research on the impact of perceived organizational support Therefore, organizational support is how businesses or
(POS) on employee engagement. According to study findings, organizations recognize employee contributions to the
perceived organizational support (POS) significantly boosts advancement of the firm or the organization and the concern
employee engagement [7], [8]. for their well-being (care about employee well-being) [9]
However, according to the findings of another study, Some factors influence perceived organizational support
employee engagement is unaffected by perceived as follows; (1) trust, (2) access to information, (3) access to
organizational support [9]. This is also consistent with research opportunities to learn and develop. At the same time, aspects of
findings that POS has little to no beneficial impact on employee perceived organizational support are (1) appreciation of
engagement [10]. This study will examine the effects of work- employee contributions, and (2) attention and concern for
life balance on employee engagement and the impact of employee welfare.
perceived organizational support. According to findings from a
prior study, employee engagement is significantly boosted by B. Work-Life Balance
work-life balance [11]. Similar research findings indicated that The concept of work-life balance describes how people
employee commitment or engagement increased with a more balance their relationships with their families, professional
substantial work-life balance [12]. According to the results of a lives, and home environments [15]. According to this notion,
different study, work-life balance does not influence employee although "work" and "family" are based in various settings or
engagement other than a strongly favorable effect. Therefore, domains, they might impact one another. Right away, it is
the less impact it will have on the employee, the stronger the critical to recognize that achieving a work-life balance does not
work-life balance [13]. include spending the same amount of time in each role [16].
However, a more extensive definition of work-life balance
Based on these issues, this article seeks to: (1) identify and consists of the degree of happiness with foreign involvement in
analyze the relationship between perceived organizational different positions.
support and job satisfaction; (2) understand and analyze the
relationship between work-life balance and job satisfaction; (3) Work-life balance is typically referred to as a balance
understand and analyze the relationship between perceived point or effort to keep people’s m in life in harmony [17].
organizational support and employee engagement; (4) According to some studies, work-life balance is a state in which
understand and analyze the relationship between job people experience less tension and can successfully balance
satisfaction and employee engagement; (5) understand and their roles in work and family [18]. Workplace practices that
analyze the relationship between job satisfaction and employee claim to support employees' requirements in striking a balance
engagement; (6) knowing and analyzing job satisfaction between the demands of family and professional life are known
mediating the effect of perceived organizational support on as work-life balance practices. Based on the numerous
employee engagement; and (7) knowing and analyzing job definitions currently in use, work-life balance is a condition of
satisfaction mediates the effect of work-life balance on equilibrium caused by a bit of conflict between demands on
employee engagement. one's life and those of one's family so that the various functions
can run together.
There are four main factors for achieving work-life
balance, namely as follows: (1) individual factors, (2)
organizational factors, (3) societal factors, and other factors.
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ISSN No:-2456-2165
C. Job Satisfaction of their work constitute job satisfaction. Piece tied to
A worker's attitude toward their job is influenced by motivation produces job satisfaction. It depends on how the
work-related conditions, employee cooperation, benefits person perceives the suitability or conflict between their goals
gained at work, and issues linked to physical and psychological and the result that determines whether or not they are content
elements [19]. A positive or negative emotional state and how or unsatisfied with their work.
employees evaluate their work are indicators of job
satisfaction. Job satisfaction is influenced by turnover, Several factors influence job satisfaction 1) opportunity
absenteeism, age, job levels, and company organizational size to advance, 2) communication, and 3) facilities.
[20].
D. Employee Engagement
Job satisfaction is influenced by factors like turnover, Employee Engagement is the emotional feelings
absence rates, age, job levels, and the organizational scale of employees have for the organization and the actions they take
the company [20]. High work satisfaction is always correlated to ensure the organization is successful; employees who are
with low turnover and vice versa; if many employees are already attached to the company show concern, dedication,
unsatisfied, then staff turnover is high. Because employees in a passion, accountability, and focus on results [23]. Employee
company are the primary determinant of whether involvement, personal involvement, satisfaction, and
organizational operations are successful or unsuccessful, job excitement for their work are further definitions of employee
happiness is crucial [21]. Job satisfaction is a personal matter engagement [24]. Employees' access to tools and opportunities
because each person will express varying levels of joyous to gain new skills, their perception of the importance and
depending on the circumstances [22]. significance of their work, and the emphasis placed on their
connections with co-workers are all things we might inquire
From the justifications above, it can be inferred that about.
employees’ feelings towards the pleasant or unpleasant aspects
Fig 1. HYPOTHESIS
SOURCE: PERSONAL DOCUMENTATION, 2022
E. Hypothesis commitment and involvement from an employee, a sense of
H1: Perceived organizational support has a positive and belonging to the organization, and commitment to maintaining
significant effect on job satisfaction organizational values [25]. Based on some of the viewpoints
H2: Work-life balance has a positive and significant effect on above of the experts, it can be deduced that employee
job satisfaction engagement is the attitude of employees in a company who can
H3: Perceived organizational support has a positive and act beyond what the company asks of them and who is full of
significant effect on employee engagement caring, dedication, passion, accountability, and focus as well as
H4: Work-life balance has a positive and significant effect on achieving employee engagement, individual involvement,
employee engagement satisfaction, and enthusiasm for the work they do.
H5: Job satisfaction has a positive and significant effect on
employee engagement There are three levels of engagement with employees:
engaged, not engaged, and actively disengaged. Furthermore,
Employee engagement shows how much employees three factors influence employee engagement: job resources,
identify with their work, are emotionally committed to it, and the salience of job resources, and personal resources. This
have the abilities and resources to do the job [23]. Another study's dimensions of employee engagement are vigor,
statement strengthens that employee engagement is a level of dedication, and absorption.
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H6: Perceived organizational support has a positive and 3) Variable Descriptive Analysis of Job Satisfaction (Y1)
significant effect on employee engagement through job Analysis results show the descriptive value of the job
satisfaction satisfaction variable with 3.18 as the least and 4.10 as the
H7: Work-life balance has a positive and significant effect on maximum. Based on the average value, the job satisfaction
employee engagement in job satisfaction variable is 3.61. Based on this average value, it can be seen that
the value is in numbers 3 and 4; this shows that respondents
I. METHODOLOGY have a level of agreement in response to statements on the Job
Satisfaction variable.
This type of study will employ a descriptive/explanatory
research method with a quantitative approach. 120 HO workers 4) Descriptive Analysis of Employee Engagement (Y2)
from the PT Engineering Industry who had been used for more The analysis's findings demonstrate that the descriptive
than five years served as the study's samples. The demographic value of the employee engagement variable has 3.58 as the
information about each respondent, such as gender, age, final most negligible value and 4.03 as the maximum. Based on the
educational attainment, and years of service, was used to average value, the employee engagement variable is 3.74.
describe their personalities. Work-life balance and perceived Based on this average value, it can be seen that the values are
organizational support (POS) (X1) are the study's independent in numbers 3 and 4; this shows that respondents have a level of
variables (X2). Employee involvement is the study's dependent agreement in responding to statements on the employee
variable (Y2). Job satisfaction is the interviewing factor (Y1). engagement variable.
A Likert scale was utilized as the measurement tool for this
study, with the following criteria: 5 = highly agree, 4 = good, 3 B. Hypothesis Test Results
= good enough, 2 = not good, and 1 = extremely bad. The following is presented in the discussion of the
hypothesis based on the statistical result findings regarding the
The distribution of questionnaires, observation, and impact of the direct and indirect relationships, which are
documentation were the methods used in this study's data depicted in table 1:
gathering. Purposive random sampling was used to acquire data
from the respondents. Structural equation modeling (SEM) 1) Hypothesis 1 - The Effect of Perceived Organizational
with the partial least squares (PLS) approach was utilized to Support on Job Satisfaction
analyze the data for this study. Table 1 yields a t statistic value of 10.123, which is higher
than the value in the t table, which is 1.980, and a P-value of
II. RESULT AND DISCUSSION 0.000, which is less than 0.05. According to this, Ha is accepted
since the POS variable has a favorable and significant impact
A. Descriptive Analysis on job satisfaction. The sensed corporate support variable has
Analysis descriptive gives information about the a 65.5% positive and more substantial impact on job
minimum value, value maximum, and average value or means satisfaction, according to the path coefficient value of 0.655.
from answer respondents on variables study that is Perceived Because t statistics > t table or P-values < 0.05, the study's H1
Organizational Support (X1), Work-Life Balance (X2), is accepted, which claims that "Perceived organizational
Satisfaction Work (Y1), and Employee Engagement (Y2). support has a positive and substantial effect on job
Calculation results analysis descriptive will be described as satisfaction."
each following.
2) Hypothesis 2 – Effect of Work-Life Balance on Job
1) Variable Descriptive Analysis of Perceived Satisfaction
Organizational Support (X1) Table 1 yields a t statistic value of 2.993, which is higher
Analysis results from descriptive showing score than the value in the t table, which is 1.980, and a P-value of
explanatory variable Perceived Organizational Support (POS) 0.003, which is lower than 0.05. This claims that Ha is accepted
with a minimum value of 3.25 and value maximum of 3.83. The because the work-life balance variable has a favorable and
average value of the POS variable is 3.56. Based on the average significant impact on job satisfaction. The work-life balance
value, scores are in numbers 3 and 4, p this showing that variable has a positive and substantial effect on job satisfaction
respondents do not agree enough to agree with the response by 28.8%, according to the path coefficient value of 0.228.
statement on the POS variable. Because t statistic > t table or P-values < 0.05, the study's H2,
which claims that "Work life balance has a positive and
2) Variable Descriptive Analysis of Work-Life Balance (X2) substantial effect on job satisfaction," is accepted.
Analysis results show a score descriptive variable work-
life balance (WLB) with 3.10 as the minimum value and 4.04 3) Hypothesis 3 – The Effect of Perceived Organizational
as the maximum. Based on the average value, the WLB Support on Employee Engagement
variable is 3.77. Based on the average value, scores are in Table 1 shows a t-statistic value of 0.369, less than the t-
numbers 3 and 4, p this showing that respondents have a level table vt-table 1.980, and a P-value of 0.712, higher than 0.05,
of agreement in the response statement on the WLB variable. obtained. This means that Ho is accepted and Ha is rejected,
i.e., the perceived organizational support variable does not
affect employee engagement roles. Because the t statistic t table
or P-values > 0.05, the H3 hypothesis in this study, which
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Volume 7, Issue 12, December – 2022 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
asserts that "Perceived organizational support has an influence value of 1.980. According to this, Ha is acknowledged since the
and is significant on employee engagement," is rejected. This work-life balance variable has a favorable and substantial
indicates that employee engagement outcomes are unaffected impact on employee engagement. The work-life balance
by how strongly employees perceive their employer's support variable has a 20.6% positive and significant effect on
(POS). employee engagement, according to the path coefficient value
of 0.206. Because t statistic > t table or P-values < 0.05, it is
4) Hypothesis 4 – Effect of Work-Life Balance on Employee recognized that H4 in this study, which indicates that "Work
Engagement life balance has a positive and substantial effect on employee
Based on Table 1, the P-value is 0.024, less than 0.05, and engagement," is accepted.
the t-statistic value is 2.257, which is higher than the t-table
FIG 2. INITIAL SCORE OF LOADING FACTOR
SOURCE: ANALYZE WITH SMARTPLS, 2022
T
Original
Statistics P
Connection Between Construct Sample Desc.
(|O/STDE Values
(O)
V|)
Direct effect
Perceived Organizational Support -> Satisfaction Work 0.655 10.123 0.000 accepted
Work-Life Balance -> Satisfaction Work 0.228 2,993 0.003 accepted
Perceived Organizational Support -> Employee Engagement 0.054 0.369 0.712 rejected
Work-Life Balance -> Employee Engagement 0.206 2,257 0.024 accepted
Satisfaction Work -> Employee Engagement 0.517 3,542 0.000 accepted
Indirect effect
Perceived Organizational Support -> Satisfaction Work -> Employee
0.338 3,187 0.002 accepted
Engagement
Work-Life Balance -> Satisfaction Work -> Employee Engagement 0.118 2,357 0.019 accepted
TABLE 1. RESULTS OF DIRECT AND INDIRECT INFLUENCE
SOURCE: RESULTS OF ANALYSIS WITH SMART PLS, 2022
5) Hypothesis 5 – The Effect of Job Satisfaction on Employee is approved because the Job Satisfaction variable has a
Engagement favorable and substantial impact on employee engagement.
The t statistic value is 3.542, which is higher than the t The job satisfaction variable has a positive and significant
table value of 1.980 based on table 1, and the P-value is 0.000, effect on employee engagement of 51.7%, according to the path
which is less than 0.05 based on table 1. According to this, Ha coefficient value of 0.517. Because t statistic > t table or P-
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values < 0.05, the study's H5, which claims that "Job employee job satisfaction in a company and apply perceived
satisfaction has a positive and substantial effect on employee corporate support/good company (POS).
engagement," is accepted. This study's results align with the research showing a
strong correlation between job satisfaction and perceived
6) Hypothesis 6 – The Effect of Perceived Organizational organizational support [26]. The same findings study revealed
Support on Employee Engagement through Job Satisfaction that perceived company support considerably and positively
According to table 1, the t-statistic value is 3.187, which impacted job satisfaction [27].
is higher than the t-table value of 1.980, and the P-values are
0.002 and 0.05, respectively. Ha is accepted because the The managerial implication of perceived organizational
perceived organizational support variable positively impacts support in PT Rekayasa Industri to help the welfare of its
employee engagement measured by job satisfaction. According employees is to provide opportunities to continue their studies.
to the path coefficient value of 0.338, perceived administrative The RIR management and division also opens registration for
support corporate and considerable influence of 33.8% on Masters/S3 scholarships for employees who meet several
employee engagement as measured by work satisfaction. requirements. In addition to the scholarship program,
Because the t statistic is greater than the t table or the P-values management and the RIR division often hold competitions to
are less than 0.05, the study's hypothesis, H6, asserts that raise employee morale and give appreciation through prizes
"Perceived organizational support has a positive and substantial such as shopping vouchers or electronic money to increase
effect on employee engagement through work satisfaction" is employee satisfaction with their work.
accepted.
2) Effect of Work-Life Balance on Job Satisfaction
Regarding employee engagement, this indirect effect has The H2 hypothesis is supported by actual evidence and
a higher impact than the direct impact of perceived corporate past research, hence it may be said that it is accepted, with the
support. It can be said that the mediator's product is perfect and results showing that Job satisfaction is positively and
strengthens the relationship between perceived organizational significantly influenced by work-life balance; therefore,
support and employee engagement because the direct improving employee job satisfaction in a firm is one approach
relationship between perceived corporate sponsorship and in a company is to apply a balance between work and good
employee engagement, which did not influence first, now has a personal life (WLB).
positive and significant effect.
This study's results align with the research stating that
7) Hypothesis 7 – Effect of Work-Life Balance on Employee work-life balance significantly affects job satisfaction [13]. A
Engagement Through Job Satisfaction better work-life balance will increase job satisfaction. The
Based on table 1, the t statistic value is 2.357, which is same thing from another study said that there was a positive
greater than the t table, which is 1.980, and the P-values = impact between work-life balance and job satisfaction [28].
0.019, which is less than 0.05. This states that Ha is accepted
because the work-life balance variable positively and Managerial implications of work-life balance on job
significantly affects employee engagement through job satisfaction in PT Rekayasa Industri in supporting work roles
satisfaction. The path coefficient value is 0.118, which means and employee-family relationships, namely by carrying out a
that the work-life balance variable has a positive and significant working system "Work From Anywhere" or WFA, which
effect on employee engagement through job satisfaction of means that each employee is not required to work directly in
11.8%. Thus H7 in this study which states that "Work-life the HO of PT Rekayasa Industri and freed to work from
balance has a positive and significant effect on employee anywhere as long as it does not interfere with the work that has
engagement through job satisfaction," is accepted because t been assigned. Apart from that, the PT Rekayasa Industri HO
statistic > t table or P-values <0.05. office also rang a bell indicating that it was 5 pm, allowing all
employees to go home immediately and spend time with their
It can be said that the effect the mediation provided was families.
partial because the indirect effect’s value is less than the direct
effect’s value of work-life balance on employee engagement, 3) The Effect of Perceived Organizational Support on
which is equal to 20.6%, and the direct relationship between Employee Engagement
work-life balance and employee engagement, which The conclusion that hypothesis H3 is rejected implies that
nonetheless has an impact despite the addition of a mediator. more excellent perceived organizational support (POS) has no
impact on employee engagement, can be drawn from empirical
C. Discussion data, and is supported by prior research.
1) The Effect of Perceived Organizational Support on Job This study's results differ from research stating that
Satisfaction Employee engagement is significantly influenced favorably by
The H1 hypothesis is confirmed by empirical evidence perceived organizational support [7], [8]. However, this
and previous research, and the findings indicate that perceived research aligns with a study that states employee engagement
organizational support has a favorable and significant impact is not significantly positively impacted by perceived
on job satisfaction, meaning that one approach is to improve organizational support. [9].
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Managerial implications related to perceived researchers also proves that job satisfaction positively and
organizational support do not directly affect employee substantially affects employee engagement [31].
engagement at PT Rekayasa Industri due to the opposing
interests and goals of both employees and management. Managerial implications of job satisfaction at PT
Employees feel the company must listen to all complaints and Rekayasa Industri affect increasing satisfaction with the
take meaningful action. In addition, employees still think that suitability of work with the abilities that employees have are
management only makes promises that never materialize, such good enough and must be maintained. The leaders have
as an increase in job grade, originally promised every two provided portions and work roles that are by the capabilities
years. However, many employees who have worked for more and background of the employees so that they have the
than five years are still in the same job grade position. This potential to increase employees' sense of engagement with the
makes employees feel that the company does not support career company.
paths and reduces feelings of engagement with the company,
ultimately making employees think that they will get a better 6) The Effect of Perceived Organizational Support on
career path at another company. Employee Engagement Mediated by Job Satisfaction
It is possible to infer that hypothesis H6 is accepted based
These complaints must be evaluated by management and on empirical evidence and research from the past. The study’s
the RIR division as a forum for the HR field of PT Rekayasa findings demonstrate that perceived organizational support
Industri to be able to listen and respond more to complaints and positively and significantly influences employee engagement
complaints from employees so that they feel heard and increase through job satisfaction.
their sense of engagement with the company.
The findings of this study are corroborated by several
4) Effect of Work-Life Balance on Employee Engagement other studies that found that employee engagement is
The H4 hypothesis is supported by actual evidence and past considerably and favorably influenced by perceived
research, hence it may be said that it is accepted, with the results organizational support as measured by job satisfaction [32].
showing that employee engagement is positively and
significantly impacted by work-life balance, it implies that 7) Effect of Work-Life Balance on Employee Engagement
applying a balance is one strategy to raise employee Mediated by Job Satisfaction
engagement in a company between jobs with a beautiful It is possible to infer that hypothesis H7 is accepted based
personal life (WLB). on empirical evidence and research from the past. The study’s
findings demonstrate that work-life balance has a favorable and
This study's results align with previous research which stated significant impact on employee engagement as measured by
that the work-life balance variable has a positive relationship job satisfaction.
with employee engagement [29]. Research supporting the
findings of this study also shows that employee engagement is The findings of this study are corroborated by several
directly, significantly, and favorably impacted by work-life earlier investigations, which found that the work-life balance
balance [11]. variable significantly improved job satisfaction [21]. Then,
according to research, employee engagement is positively and
The managerial implications of work-life balance at PT greatly influenced by work satisfaction [33]. This finding is
Rekayasa Industri are related to employee engagement in supported by studies showing that employee job satisfaction
supporting work roles and employee family relationships, significantly and favorably impacts employee engagement.
namely by holding family gathering events. Before the
pandemic, companies and employees often had outings or III. CONCLUSION
family gatherings in large groups or each division which helped
build solidarity between companies and employees and their The conclusions that can be drawn from this study are as
family relationships. By re-holding this family gathering or follows.
outing event, it is hoped to create a better work environment 1. Perceived organizational support has a positive and
and family life and increase employees' sense of engagement significant effect on job satisfaction at PT Rekayasa
with the company. Industri, with the most dominant indicator, namely, the
company is very concerned about employee welfare.
5) The Effect of Job Satisfaction on Employee Engagement 2. Work-life balance has a positive and significant effect on
The results demonstrate that job satisfaction has a positive job satisfaction at PT Rekayasa Industri, with the most
and significant effect on employee engagement, indicating that dominant indicator, namely, employees getting support
one way to increase employee engagement in a company is to between work and family roles.
implement job satisfaction. Based on empirical evidence and 3. Perceived organizational support has no positive and
research from the past, it can be concluded that hypothesis H5 significant effect on employee engagement at PT Rekayasa
is accepted. Industri, with the least dominant indicator, namely, the
company pays attention to all employee complaints.
This study’s results align with previous research showing 4. Work-life balance positively and significantly affects
that 80% of the variance in employee engagement can be employee engagement at PT Rekayasa Industri. The results
significantly influenced by job satisfaction [30]. Some show that the direct impact of work-life balance on
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ISSN No:-2456-2165
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