The effect of work-life balance, work stress, and workload on employee performance with organizational support as moderation variables
https://doi.org/10.35877/454RI.daengku3813
Keywords:
employee performance, organizational support, Work-life balance, workload, work stress
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Abstract
This study aims to analyze the influence of work-life balance, work stress, and workload on employee performance, with organizational support as a moderation variable. A good work-life balance is expected to improve employee performance, while work stress and high workload tend to lower productivity. Organizational support plays a role in strengthening or weakening the relationship between these variables on employee performance. This study uses a quantitative approach with a survey method involving 183 employees in certain sectors. Data were collected through questionnaires and analyzed using the moderation regression technique. The results of the study show that work-life balance has a positive effect on employee performance, while work stress and workload have a negative effect. In addition, organizational support has been shown to moderate the relationship between work stress and employee performance, as well as between workload and employee performance, by providing a mitigating effect against the negative impact it causes. These findings underscore the importance of organizational policies in creating an optimal work-life balance and providing adequate support to improve overall employee performance
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Bernard, D., McGuire, D., Harte, P., & Müller, P. (2025). Carrying the load: a moderated mediation study exploring the link between perceived organizational support and burnout amongst management consultants. Journal of Organizational Effectiveness. https://doi.org/10.1108/joepp-07-2024-0306
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Dewi, N. P., Rahmadian, I., Rumengan, J., Satriawan, B., Y, S., nurhatisyah, N., & Faizah, A. K. (2021). The Effect of Competence, Job Stress and Perceived Organizational Support on Employee Performance with Organizational Commitments as Intervening Variables. 3(2), 131–139. https://doi.org/10.34306/Conferenceseries.V3I2.472
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Emur, A. P., & Satrya, A. (2024). Examining Perceived Organizational Support, Work-Life Balance, and Role Breadth Self-Efficacy in Predicting Employee Adaptive Performance. Jurnal Manajemen Teori Dan Terapan, 17(3), 486–503. https://doi.org/10.20473/jmtt.v17i3.54856
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Gulo, V. I., & Sihombing, M. (2024). The influence of perceived organizational support and workload on employee productivity at Perumda Tirtauli Pematang Siantar City. Journal of Humanities, Social Sciences, And Business (JHSSB). https://doi.org/10.55047/jhssb.v3i2.925
Hasty, R. R. M. (2024). Beban Kerja dan Dukungan Organisasi terhadap Kinerja Pegawai Dengan Komitmen Organisasi Sebagai Variabel Intervening. Jurnal Ekobistek, 13(3), 104–112. https://doi.org/10.35134/ekobistek.v13i3.805
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Herminingsih, A. (2025). The effects of job stress, motivation and work conflict on employee performance. International Journal of Social Service and Research, 5(1), 67–75. https://doi.org/10.46799/ijssr.v5i1.1172
Ibrahim, M., Ilhamsyah Putra, T. R., & Suryani, I. (2024). Does social support and work-life conflict moderate the influence of job stress on job performance? (A study at Syiah Kuala University). Problems and Perspectives in Management, 22(2), 463–476. https://doi.org/10.21511/ppm.22(2).2024.36
Kapoor, P. (2024). The Role of Human Resource Manager and Work Stress Management in An Organization. Journal of Informatics Education and Research, 4(2). https://doi.org/10.52783/jier.v4i2.870
Kossek, E. E., Valcour, M., & Lirio, P. (2020). The sustainable work-life interface: Advancing theory, research, and practice. Annual Review of Organizational Psychology and Organizational Behavior, 7, 21-45.
Khayal, Z. A. E.-S. (2023). The moderating effect of stress on the relationship between high-performance working systems and perceived employee Performance. https://doi.org/10.21608/caf.2023.332126
Kızıl, S. (2024). The effect of the perception of organizational support and work-family conflict on the job performance of female employees: a mediated model. Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 15(30), 514–534. https://doi.org/10.36543/kauiibfd.2024.020
Lie, D., Nusannas, I. S., Aristana, I. N., Silalahi, M., Suarnaya, I. P., Islami, P. Y. N., ... & Wahid, M. N. A. (2022). Perencanaan Dan Pengembangan SDM. Media Sains Indonesia.
Lubis, R., Siahaan, E., & Sinulingga, S. (2024). Analyzing the Impact of Work-Life Balance, Creativity, and Job Stress on Employee Performance: The Mediating Role of Problem-Solving. Asian Multidisciplinary Research Journal of Economy and Learning, 1(6), 41–55. https://doi.org/10.70471/wv55fk71
Maida, S., & Lukiyana, L. (2024). Effect of Perceived Organizational Support and Workload on Employee Performance with Moderation of Person-Organization Fit. Ekonomis, 8(1), 619. https://doi.org/10.33087/ekonomis.v8i1.1248
Machzunah, A., Sumarni, S., & Widiastuti, F. (2025). Pengaruh Beban Kerja terhadap Kinerja Karyawan dengan Motivasi Intrinsik sebagai Variabel Intervening pada PT. Bank Rakyat Indonesia (Persero) Cabang Jambi. Jurnal Riset Manajemen, 3(1), 104–114. https://doi.org/10.54066/jurma.v3i1.2953
Martela, F. (2025). Well‐Being as Having, Loving, Doing, and Being: An Integrative Organizing Framework for Employee Well‐Being. Journal of Organizational Behavior. https://doi.org/10.1002/job.2862
M.P S, U. K., & A S, K. B. (2024). Thriving Workforce: Enhancing Employee Well-Being. International Journal of Research Publication and Reviews, 5(6), 724–728. https://doi.org/10.55248/gengpi.5.0624.1419
Munisi, V. I. (2025). Effects of Workplace Stress on Employees’ Work Performance A Case of Iringa Municipal Office in Tanzania. International Journal of Research and Innovation in Social Science, VIII(XII), 1623–1630. https://doi.org/10.47772/ijriss.2024.8120138
Nurjanah, S., Tjalla, A., Suparno, S., Febriantina, S., Andari, A., Fujianti, A., Fauzan, A., Sanjaya, B., & Suprayogi, W. (2023). Study Of Workload And Employee Competence Towards Employee Performance With Organizational Commitment As An Intervening Variable. Jurnal Riset Manajemen Sains Indonesia: JRMSI. https://doi.org/10.21009/jrmsi.014.2.01
Nuryanti, D., Syahrani, S., & Sanjaya, F. (2025). The Influence of Work Behavior and Workload on Employee Performance at PT Air Minum Bandarmasih (PERSERODA) Banjarmasin. 2(1), 01–15. https://doi.org/10.70062/harmonymanagement.v2i1.60
Nahdiah, N., & Khalid, Z. (2024). Pengaruh Perceived Organizational Support dan Work-Life Balance terhadap Employee Engagement dengan Mediasi Kepuasan Kerja. https://doi.org/10.61132/lokawati.v2i5.1227
Paridoh, P., & Saputri, H. E. (2024). Apakah Beban Kerja Karyawan Benar-Benar Beban Kerja Bagi Karyawan. 1(1), 1–3. https://doi.org/10.62523/kalijaga.v1i1.1
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2025-04-05
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How to Cite
Edwin Syahada, L., Suhardi, & Firdaus, R. (2025). The effect of work-life balance, work stress, and workload on employee performance with organizational support as moderation variables . Daengku: Journal of Humanities and Social Sciences Innovation, 5(2), 264-276. https://doi.org/10.35877/454RI.daengku3813
Copyright (c) 2025 Levania Edwin Syahada, Suhardi, Rahmad Firdaus
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