East Asian Journal of Multidisciplinary Research (EAJMR)

Vol. 1, No. 11, 2022 : 2621-2634

The Effect of Work Life Balance on Job Satisfaction with Work

Stress as a Mediating Variable "PT. JNE (Nugraha Ekakurir Line)
Express Ambon Branch"

Harvey Hiariey1*, Conchita V. Latupapua2, Agusthina Risambessy3, Tesalonika

Brely Adela Sahalessy4
Economic and Business Faculty, Pattimura University
Corresponding Author: Harvey Hiariey connycvl.com@gmail.com
ARTICLEINFO ABSTRACT
Keywords: Work Life Balance, This study discusses how work life balance
Work Stress, Job Satisfaction affects job satisfaction with work stress as a
Received: 02 October mediating variable (among employees of PT.
Revised: 04 November JNE Express Ambon Branch). The purpose of
Accepted: 06 December this study was to examine and analyze the effect
of work stress mediating work life balance on
©2022 Hiariey, Latupapua,
Risambessy, Sahalessy : This is an job satisfaction. With a total population of 39
open-access article distributed under and the sampling technique using simple
the terms of the Creative Commons random sampling technique by calculating
Atribusi 4.0 Internasional.
slovin totaling 35 employees of PT. JNE Express
Ambon Branch. The analytical test tool used is
Smart PLS 3.0 with the SEM (Structural
Equation Modeling) analysis method. The
results of this study indicate that work life
balance has a significant and significant effect on
job satisfaction with a P-Value of 0.000, work life
balance has a negative and insignificant effect
on work stress with a P-Value of 0.397, work
stress has a negative and not significant effect on
satisfaction work with a P-Values of 0.543, and
finally work stress is not proven to mediate the
effect of work life balance on job satisfaction
with a P-Values of 0.657.

DOI: https://10.55927/eajmr.v1i11.1965
ISSN-E: 2828-1519 2621
https://journal.formosapublisher.org/index.php/eajmr/index
Hiariey, Latupapua, Risambessy, Sahalessy

INTRODUCTION
This study discusses how work life balance affects job satisfaction.
Human resources are the main element in the development of a business, so it
is required to continue to improve self-quality and develop professional
abilities, while at the same time having high competitiveness among
employees, so that productivity and target achievement in the company can be
achieved. According to Collins & Shaw (2003), Work Life Balance is the extent
to which employees are equally involved and satisfied in their roles in work life
and non-work life. According to Hasibuan (2010 p.202) Job Satisfaction is an
emotional attitude that is pleasant and loves work that is felt by employees.

100%
80%
60%
40%
Series 1
20%
0%

Figure 1. A Decrease in the Performance of Employees of PT. JNE Express that

has Occurred Over the Last 6 Months due to Stress due to Work

The graphic image above shows a decrease in the performance of

employees of PT. JNE Express that has occurred over the last 6 months due to
stress due to work, a significant decrease in employee performance can be seen
in Riders or Couriers. Work stress is faced by almost all employees in the work
environment, because work demands that must be completed in a short time
will cause employee pressure. The problem is the imbalance between working
time and time outside of work (time with family). Employees who share more
time in the office are likely to experience a decrease in performance and also
cause a lack of sufficient time to socialize or get time with family so that
employees are dissatisfied with their work and can create pressure which
results in Job Stress.

THEORETICAL REVIEW

Worklife Balance
Dundas in (Pengemanan, 2017) argues that work-life balance is the
effective management of work & other activities that are important things such
as family, community activities, volunteer work, self-development, travel and
recreation. Based on research conducted by the State Services Commission
(2005: p46), work-life balance includes:
1. Aspects of the workplace consisting of:
a. Type of work.

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 East Asian Journal of Multidisciplinary Research (EAJMR)
Vol. 1, No. 11, 2022 : 2621-2634
b. Workplace type.
c. Problems at work such as unreasonable workload.

2. Living needs consisting of:

a. The need for time for family and society such as child care.
b. The need for employee personal time, for example recreation.
c. The need for time as a member of a particular group.

Job Satisfaction
According to Donni Juni Priansa (2014: p.290) Job satisfaction is an
important thing that individuals have at work. Each individual work has
different characteristics, so the level of job satisfaction is also different.
According to Nova Syafrina (2018) theories about Job Satisfaction are put
forward, namely:
1. Theory of Balance (Equity Theory). According to this theory, whether
employees are satisfied or not is the result of comparing input-outcome. So,
if the comparison is felt to be balanced, the employee will be satisfied.
2. Discrepancy Theory. If what the employee gets is greater than what was
expected, the employee will be satisfied. Conversely, if what is obtained by
employees is lower than expected, it will cause employees to be dissatisfied.
3. Need Fulfillment Theory. According to this theory, employee satisfaction
depends on whether or not employee needs are met. Employees will be
satisfied if he gets what he needs.
4. Group View Theory (Social Reference Group Theory). According to this
theory, employee satisfaction does not depend on fulfilling needs alone, but
is very dependent on the views and opinions of groups that employees
consider as a reference group. .
5. Two Factor Theory of Herzberg. According to Herzberg, two factors can
cause satisfaction or dissatisfaction, namely maintenance factors and
motivational factors.
6. Expectancy Theory. Hope is the power of belief in a treatment followed by a
special result. This illustrates that employee decisions that allow achieving
one result can lead to other results.

Job Stress
Mangkunegara in Rico et al (2017) revealed that work stress is a feeling
of pressure experienced by employees in dealing with work. Aspects of work
stress according to Robbins & Judge (2008) include three general categories,
namely:
1. Physiological symptoms, that stress can create changes in metabolism,
increase heart rate, breathing, cause headaches, and heart attacks.
2. Psychological symptoms, that stress related to work can cause dissatisfaction
at work.
3. Behavioral symptoms, including changes in lifestyle, anxiety, smoking,
excessive appetite, and sleep disturbances.

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Hiariey, Latupapua, Risambessy, Sahalessy

Figure 2. Conceptual Framework

Hypothesis:
H1 : Work Life Balance affects Job Satisfaction
H2 : Work Life Balance affects Work Stress
H3 : Job Stress has an effect on Job Satisfaction
H4 : Work Life Balance affects Job Satisfaction through Job Stress as a
Mediating Variable.

METHODOLOGY
In this study, researchers used quantitative methods. The type of
approach that researchers use is a type of quantitative description analysis
approach with explanatory research (Kuncoro, 2007). The population used in
this study was 39 people. Based on calculations using the slovin formula, the
sample respondents in this study were adjusted to 35 respondents, namely
employees of PT. JNE Ekspress Ambon Branch, this is done to facilitate data
processing and for better test results. Samples were taken based on probability
sampling technique, simple random sampling.

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 East Asian Journal of Multidisciplinary Research (EAJMR)
Vol. 1, No. 11, 2022 : 2621-2634
RESULTS AND DISCUSSIONS

Charateristics of Respondents

Table 1. Charateristics of Respondents

Charateristics
Presentation
of Frequency
(%)
Respondents
Gender:
Male 28 80%
Female 7 20%
Total 35 100%
Age:
20-30 Year 30 85,7%
31-35 Years 5 14,3%
Total 35 100%
Length of Work:
< 2 Year 21 60%
2-3 Year 14 40 %
Total 35 100%
Marital Status:
Married 8 22,9 %
Unmarried 27 77,1 %
Total 35 100%
Number of Children:
Don’t Have a Children 30 85,7%
1-3 Child 5 14,3%
Total 35 100%

Evaluation of Measurement Model (Outer Model)

According to Chin quoted by Imam Ghozali, the outer loading value is
between 0.5-0.6, for the initial stage of assessment it is considered sufficient to
meet the requirements of convergent validity. In this study, a loading factor
limit of 0.7 will be used.

Figure 3. Outer Model

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Hiariey, Latupapua, Risambessy, Sahalessy

Table 2. Loading Factor Value

Variable Indicators Loading Factor
WLB 1 0,911
WLB 2 0,897
WLB 3 0,746
WLB 4 0,973
WLB 5 0,886
Work Life Balance WLB 6 0,972
WLB 7 0,954
WLB 8 0,793
WLB 9 0,948
WLB 10 0,716
SK 1 0,924
SK 2 0,727
SK 3 0,832
SK 4 0,852
Stres Kerja SK 5 0,664
SK 6 0,768
SK 7 0,826
SK 8 0,824
KK 1 0,866
KK 2 0,862
KK 3 0,741
KK 4 0,895
KK 5 0,900
Job Satisfaction KK 6 0,772
KK 7 0,903
KK 8 0,963
KK 9 0,901
KK 10 0,957

The Outer Loading value or correlation between constructs and variables

has met convergent validity and is declared valid because it has a loading factor
value of > 0.7. Then all indicators on all variables are declared feasible and valid
and can be used for further analysis.

Average Variance Extracted (AVE)

Table 3. The AVE Value

Variable Average Variance Extracted
(AVE)
Work Life Balance 0,782
Stres Kerja 0,649
Job Satisfaction 0,772

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 East Asian Journal of Multidisciplinary Research (EAJMR)
Vol. 1, No. 11, 2022 : 2621-2634
Based on the table data above. It is known that the AVE value, the X1
variable (Work Life Balance) is 0.782, the X2 variable (Work Stress) is 0.649 and
the Y variable (Job Satisfaction) is 0.772 Which is where the value is above 0.5
and these variables can be said to be valid based on predetermined standard
values .

Fornell-Lacker Criterion

Table 4. The Construct on the Variable

Variable X1 X2 Y
(Work Life Balance) (Work Stress) (Job Satisfacion)
X1
(Work Life Balance) 0,879
X2
(Work Stress) 0,145 0,806
Y
(Job Satisfaction) 0,859 0,227 0,884

The construct on the variable (X1 with X1) has a value of 0.879, while the
variable construct (X1 with X2) has a value of 0.145, the variable construct (X1
with Y) has a value of 0.806, the construct (X2 with X2) has a value of 0.859, the
variable construct (X2 with Y) has a value of 0.227 and the variable construct (Y
with Y) has a value of 0.884. Which has a value greater than the construct (X
with X) itself. This also applies equally to other variable constructs.

Composite Reliability

Table 5. The Composite Reliability Value of all Research Variables

Variable Composite
Reliability
X1 (Work Life Balance) 0,971
X2 (Work Stress) 0,936
Y (Job Satisfaction) 0,973

Based on the table data above, it can be seen that the composite
reliability value of all research variables > 0.7. The Work Life Balance variable
(X1) is 0.971, the Work Stress variable (X2) is 0.936 and the Job Satisfaction
variable (Y) is 0.973. This result shows that each variable has met composite
reliability so that it can be concluded that the entire variable has a high level of
reliability. In the Q-Square presictive relevance value, the job satisfaction
variable has a value of 0.741. This shows that work-life balance has a strong
predictive power against Work Stress. The Job Satisfaction variable has a Q-
Square presictive revelance value of 0.051 This indicates that Work Life Balance
and Work Stress have a strong predictive power against Job Satisfaction.

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 Hiariey, Latupapua, Risambessy, Sahalessy

Live Hypothesis Testing Results

Table 6. Live Hypothesis Testing Results

Hypothesis Affect Between T-Statistics P-Values Status
Construct
H1 Work Life Balance (X1) 11,091 0,000 Accepted
Job Satisfaction
(Y)
H2 Work Life Balance (X1) -0,847 0,397 Rejected
Work Stress (X2)
H3 Work Stress (X2) -0,608 0,543 Rejected
Job Satisfaction
(Y)

Figure 4. Path Model Bootstrapping

Bootstrapping adalah resampling, PLS menggunakan bootstrapping

untuk menentukan nilai t sehingga dapat diketahui tingkat signifikan dari nilai
T tersebut. Oleh sebab itu penggunaan bootstrapping >500 supaya
mendapatkan nilai T yang stabil dan juga untuk mengetahui pengaruh tidak
langsung atau efek mediasi antar konstruk atau variabel.

Mediation Effect Testing

Table 7. Mediation Effect Testing

Hypothesis Affect Between Construct T-Statistics P-Values Status

Work Life Balance (X1)
H4 Work Stress (X2) 0,445 0,657 Rejected
Job Satisfaction (Y)

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 East Asian Journal of Multidisciplinary Research (EAJMR)
Vol. 1, No. 11, 2022 : 2621-2634
CONCLUSIONS AND RECOMMENDATIONS
1. Work Life Balance has a significant effect on Job Satisfaction. This significant
influence proves that the better the time balance of PT. JNE Express Ambon
Branch will be better satisfaction to work.
2. Work Life Balance is not significant to the Work Stress of PT. JNE Express
Branch .
3. Work Stress is not significant to Job Satisfaction in employees of PT, JNE
Ekspress Ambon Branch.
4. Based on the results of the study, it is proven that the variable of Work
Stress is not a mediating variable between work-life balance and Job
Satisfaction because it is not significant, PT employees. JNE Express Ambon
Branch feels that there is a good work-life balance that can directly increase
Job Satisfaction tampa the existence of Work Stress intermediaries.
5. Pt. JNE Express ambon branch has implemented a good work-life balance
system to be a reference in working. It is hoped that the implementation of
work-life balance can be further improved so that the average employee can
divide their time well.
6. It is expected that PT. JNE Expres Ambon Branch can pay attention to every
worker who feels uncomfortable while working and provide solutions and
innovations that can reduce work stress levels.

It is expected that PT. JNE Express can be more thorough in paying

attention to every employee's hard work, the work done by employees must be
reciprocated in balance, so that the level of satisfaction in working at PT. JNE
Express can be more thorough in paying attention to every employee's hard
work, the work done by employees must be balanced, so that the level of
satisfaction in working at PT. JNE Express can be more thorough in paying
attention to every result of employee hard work, the JNE Express is more
upbeat. This study discusses how work life balance affects job satisfaction with
work stress as a mediating variable (among employees of PT. JNE Express
Ambon Branch). The purpose of this study was to examine and analyze the
effect of work stress mediating work life balance on job satisfaction.
With a total population of 39 and the sampling technique using simple
random sampling technique by calculating slovin totaling 35 employees of PT.
JNE Express Ambon Branch. The analytical test tool used is Smart PLS 3.0 with
the SEM (Structural Equation Modeling) analysis method. The results of this
study indicate that work life balance has a significant and significant effect on
job satisfaction with a P-Value of 0.000, work life balance has a negative and
insignificant effect on work stress with a P-Value of 0.397, work stress has a
negative and not significant effect on satisfaction work with a P-Values of 0.543,
and finally work stress is not proven to mediate the effect of work life balance
on job satisfaction with a P-Values of 0.657.
This study discusses how work life balance affects job satisfaction.
Human resources are the main element in the development of a business, so it
is required to continue to improve self-quality and develop professional
abilities, while at the same time having high competitiveness among employees,

2629
Hiariey, Latupapua, Risambessy, Sahalessy

so that productivity and target achievement in the company can be achieved.

According to Collins & Shaw (2003), Work Life Balance is the extent to which
employees are equally involved and satisfied in their roles in work life and non-
work life. According to Hasibuan (2010 p.202) Job Satisfaction is an emotional
attitude that is pleasant and loves work that is felt by employees.

FURTHER STUDY
The analytical test tool used is Smart PLS 3.0 with the SEM (Structural
Equation Modeling) analysis method. The results of this study indicate that
work life balance has a significant and significant effect on job satisfaction with
a P-Value of 0.000, work life balance has a negative and insignificant effect on
work stress with a P-Value of 0.397, work stress has a negative and not
significant effect on satisfaction work with a P-Values of 0.543, and finally work
stress is not proven to mediate the effect of work life balance on job satisfaction
with a P-Values of 0.657.

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