Influence of Work-Life Balance on Job Contentment and
Organizational Loyalty in Manufacturing Companies
SRI LESTARI, RIO DHANI LAKSANA, TITI NURFITRI, ADE BANANI,
TOHIR TOHIR, BAMBANG SUNARKO
Department of Management,
Jenderal Soedirman University,
INDONESIA
Abstract: - Work-life balance is accomplishing stability between non-public life and work. Work-existence
coordination facilitated work prioritization and remained the right top reputation ideal final representation at
work. Many former studies on charismatic management, work-lifestyle balance, job pleasure, and loyalty of
organizations, but there are not many studies of charismatic management and work-existence balance. Research
on charismatic leadership carried out within the manufacturing enterprise has not often been studied in the last
3 years. Some other distinctions that demarcate this examination from former research are the dimension of job
pride variables and the usage of the weiss dimension. Primarily, the study’s objective delivers proof of the
influence of charismatic management and work-existence balance on the loyalty of organizations on worker
activity pride in manufacturing groups in Indonesia. The research evaluation tool used the Structural Equation
version (SEM), with a pattern populace of 250 production corporation fellows in Indonesia. The outcomes that
can be concluded from this look at our first, accurate charismatic management will grow worker job
contentment, 2nd, a great work-existence stability will boom worker job pride, 1/3, suitable activity pleasure
will escalate worker organizational dedication, fourth, charismatic. Management of an awesome work-lifestyle
balance will maximize worker organizational loyalty and 5th, amazing work-lifestyle stability does not
immediately escalate worker organizational dedication.
Key-Words: - Work-Life Balance, Leadership, Job Contentment
Received: January 12, 2023. Revised: May 28, 2023. Accepted: June 7, 2023. Published: June 23, 2023.
1 Introduction
Work-life stability is an urgent detail in preserving
and attaining stability in individual lifestyles and
work life. work-existence adjustments are
anticipated to encourage activity prioritization and
accomplishment of workers being inappropriate top
circumstances and attaining ideal final
representation at work, [1]. Even though the work-
life balance has obtained huge awareness, there are
nonetheless many corporations that have not carried
out the right strategies to reduce work-existence
incongruity and acquire work-life stability, [16]. As
inside the contemporary worldwide state of affairs,
adjustments in work tradition arise right away.
Those modifications challenged fellows to balance
their work and private lives. Work-Life balance is a
problem for workers and groups, due to the fact
excessive competition can result in less capacity in
companies, [14]. Work-Existence balance is the
proper priority among master existence and human
beings' lifestyles, however, organizational wishes
regularly disregard the human beings wishes of
workers. task demands have grown to be excessive
with growing competition & globalization, so
fellows ought to work harder than earlier to attain
the requirements of the organization, [8].
Work-lifestyle balance has a wonderful dating
although no longer statistically widespread with
organizational dedication. There is a full-size nice
correlation between balanced work lifestyles and
worker loyalty to the agency, [52]. Task delight is a
determinant of organizational dedication, due to the
fact process delight is an influence variable and it is
considered to be the first class associated with
influence dedication, [41].
There were many former studies on charismatic
leadership, work-life stability, task pride, and
organizational dedication, but what demarcates this
study from former studies is that there aren't many
studies that use the variables of charismatic
management and work-existence stability
simultaneously in one examination research on
charismatic management carried out inside the
production enterprise has rarely been studied inside
the last 3 years. Some other dissimilarity that this
WSEAS TRANSACTIONS on BUSINESS and ECONOMICS
DOI: 10.37394/23207.2023.20.120
Sri Lestari, Rio Dhani Laksana, Titi Nurfitri,
Ade Banani, Tohir Tohir, Bambang Sunarko
E-ISSN: 2224-2899
1347
Volume 20, 2023
research from preceding studies is the dimension of
activity pleasure variables and the usage of the
scale, [32].
Primarily contingent on the studies hole above,
the research objective to be performed is to deliver a
clarification of the effect of charismatic
management and work-life balance on
organizational loyalty through worker activity
pleasure in production businesses in Indonesia.
2 Overview References
2.1 Charismatic Leadership
Draft Charisma becomes the first used to explain the
special present possessed by using a selected
creature that delivers the capability to do amazing
things so that the standpoint and sights of these
leaders assist entice the satisfactory fellow.
Charismatic leadership differs from different forms
of leadership via the conception of divided and
idealized sights of destiny, the articulation of that
thought and action at the organizational path closer
to the imaginative and prescient, [11]. Charismatic
leader behavior without delay generates emotions of
admiration, a feeling of collective identification, and
remembrances of assignment organization
representation.
2.2 Work-life Balance
Work-life stability is the best degree of participation
among diverse roles in a single's life, specializing in
every character's work and human existence, [26].
The greatness of labor-existence stability relies upon
task pride, human family members, improvement
and promotion, operating situations, lawsuits,
complaints, and stress, [54]. Work-Existence
balance is the degree to which creatures are
similarly satisfied with work roles and circle of
relatives roles so that people who've work-life
stability are the ones who have the same willpower
to work and are accountable for lifestyles.
Moreover, work-existence stability is about
efficiently dealing with the strain between paid
work and all the extra sports which are essential to
people inclusive of family, network activities,
volunteer work, individual growth, and free rhythm
and amusement applications that withstand mental
tension together with leisure activities, schooling on
rhythm management, and relaxation can help
fellows minimize work-lifestyle incongruities and
accomplish work-existence balance, [38].
Though, it could be asserted that the work-circle
of relative adjustment is more confined in degree
than before because work-family adjustment centers
more on the correlation between work and family.
The rhythm period work adjustment is typically
used as a more encompassing phrase to describe
preparations that have been called the circle of
relatives-pleasant, but extra currently have
broadened the scope of the own family. This refers
to bendy work arrangements that allow both dad and
mom and non-dad and mom to benefit from work
preparations that offer for modifications among
work tasks and character responsibilities, [37].
2.3 Job Contentment
Process delight is a nice emotional country that is
acquired by assessing one's own profession, [35].
Alternatively, it defines activity delight because the
level of conversation between what the career
demands from people and what professions and
companies deliver to creatures. Otherwise, the study
in, [7] asserts that activity contentment is related to
worker job pleasure and the extent of interest in
activities related to the career process delight is a
response to the career or sure issues related to the
career, [23].
2.4 Organizational Loyalty
The loyalty of an organization is an individual
assignment with organizational goals and goals,
willingness to carry out obligations, and
demonstration efforts for the organization, [41].
Organizational dedication is rather strong from
popularity and involvement with an agency, the
motive of organizational attractiveness, and the
willingness to work permanently with the employer,
[15]. Organizational ideals are defined as the final
response of an organization, [23], and are a clue in
direct organizational aggressiveness and increasing
worker motivation and arrangement, [9]. Workers
who've organizational loyalty are recommended to
do their first class in completing their work due to
the fact they consider that the efforts of
organizations desire supremacy workers, [6].
Organizational redemption can result in a diffusion
of organizational aftermaths, consisting of B.
reduced turnover, expanded motivation, improved
organizational exemption, and ongoing
organizational help, [31]. Otherwise, point out
organizational dedication to the extent to which
people internalize worth, dreams, loyalty, and
attachment to the work place, [13].
WSEAS TRANSACTIONS on BUSINESS and ECONOMICS
DOI: 10.37394/23207.2023.20.120
Sri Lestari, Rio Dhani Laksana, Titi Nurfitri,
Ade Banani, Tohir Tohir, Bambang Sunarko
E-ISSN: 2224-2899
1348
Volume 20, 2023
3 Research Methods
3.1 Population and Sample
According to the analytical device used, particularly
the Structural Equation version (SEM), the
minimum range of representative samples is
withdrawn, particularly the number of samples
having to be 5 instances of the variety of utterances
being analyzed, [24]. This research questionnaire
includes 38 ports, so the specified sample size is at
least one hundred ninety respondents. This research
used a pattern of 250 workers within the
manufacturing corporation in critical Java,
Indonesia.
3.2 Data Analysis Methods
In this research, there are exogenous variables,
particularly charismatic leadership and work-
existence stability, and two variables of endogenous,
which are task pride and organizational loyalty. This
look makes use of confirmatory component
evaluation to check validity by way of searching at
the Kaiser-Meyer-Olkin measure of sampling
(KMO) and degree of sampling adequacy (MSA).
This look makes use of the analytical tool used is
the Structural Equation model (SEM).
3.3 Research Hypothesis
The hypotheses in this research are:
3.3.1 The Correlation between Charismatic
Leadership and Job Contentment
Charismatic leadership is noticeably beneficially
related to some of the clue follower aftermaths. The
air of mystery of a pacesetter is beneficially related
to the wonderful influence of his followers. In
particular, fans of charismatic leaders have been
found to be happier than fans of non-charismatic
leaders, [20]. Otherwise, towards the history of
research on influence tasks that don't effectively
reply to the social employer (CSR) in three of the
area's leading manufacturing organizations, the
point of interest is on fellow getting job pleasure
from CSR programs.
H1: Fine charismatic leadership will escalate
worker job contentment
3.3.2 Correlation between Work-life Balance
and Job Contentment
The study in, [55] diagnosed work-life stability as
an issue of task pleasure in delivery sectors
consisting of banking, schooling, and government
businesses. They assert that fellows who can hold
stability between non-public and master life can
accomplish excessive activity pride and make
contributions drastically to the victory of the
organization.
H2: Work-life balance fine will escalate worker
job contentment
3.3.3 The Correlation between Job
Contentment and Organizational Loyalty
Task contentment affects the organizational
dedication of workers. This is due to the fact that if
an enterprise can offer rewards and workloads
consistent with the obligations assigned, then
workers may be extra attached to the employer,
[48]. Worker contentment has a fantastic influence
on organizational loyalty, [43].
H3: Fine job contentment will escalate worker
organizational loyalty
3.3.4 The Correlation between Charismatic
Leadership and Organizational Loyalty
Charismatic management behaviors, which include
sensitivity to contributors' needs and a clean
imaginative, and prescient, are beneficially
correlated with emotional involvement within the
business enterprise, [49]. Charismatic leadership can
escalate fellow influence and carry out research in
numerous East and North Indian corporations to
better apprehend the connection between
charismatic leadership and organizational
dedication.
H4: Fine charismatic leadership will escalate
worker organizational loyalty
3.3.5 Correlation between Work-life Balance
and Organizational Loyalty
The influence of work-life balance on organizational
dedication and organizational exemption conduct
within the production enterprise discovered a
beneficial dating between work-life balance and
organizational dedication, [46]. Work-Existence
balance and organizational loyalty have a nice
correlation, due to the fact that if workers have a
very fine work-existence stability, they'll be more
committed to their organization.
H5: A fine work-life balance will escalate worker
organizational loyalty
From the outline, for research version may be
defined as follows:
WSEAS TRANSACTIONS on BUSINESS and ECONOMICS
DOI: 10.37394/23207.2023.20.120
Sri Lestari, Rio Dhani Laksana, Titi Nurfitri,
Ade Banani, Tohir Tohir, Bambang Sunarko
E-ISSN: 2224-2899
1349
Volume 20, 2023
Fig. 1: Research Framework
4 Research Methods
4.1 Analysis of Respondent Demographic
Dissimilarities
The analysis of the demographic dissimilarities of
the respondents (gender, age, last education, years of
service and work unit) was carried out to find out if
there are significant dissimilarities in each variable,
that is, charismatic leadership, work-life balance, job
contentment, and organizational loyalty, so another
test was needed. The outcomes of the ANOVA test
for all respondents showed no dissimilarity so that
the answers of the respondents were homogeneous
and the ANOVA test could be performed, that is, the
answers of the respondents contingent on gender,
age, final education, years of service and work unit
on the variables of charismatic leadership, work-
lifestyles stability, job pride and organizational
dedication shows homogeneity > 0.05 and ANOVA
> 0.05 that means there may be no distinction in
homogeneity.
4.1.1 Validity and Reliability Test (Construct)
On the consequences of the construct validity size,
all of the signs on the variables of charismatic
leadership, paintings-life stability, job pride, and
organizational loyalty are acceptable, due to the fact
the worths of the loading aspect have a great match
(> 0.50), and the t price is extra than the t table (1.96)
at the level 5% significance. Moreover, the assemble
reliability test met the reliability necessities with a
CR price above 0.60 and a VE cost above 0.50
(Hair et al., 2013). For the CR ratings, they all
met the reliability requirements, this is, worth
above 0.60, charismatic management (0.96),
work-lifestyle stability (0.94), activity
contentment (0.86), and organizational loyalty
(0.93). In the VE rating, all of them met the
reliability necessities, i.e. worth above 0.50, for
charismatic leadership (0.79), work-life balance
(0.71), activity pleasure (0.54), and
organizational dedication (0.72).
4.2 Structural Test Analysis
The R² price can be seen for structural test
analysis. The fee of R² each every calculation
indicates how properly the impartial variable is
able to give clarification for the structured
variable.
4.2.1 Analysis of the Fit of All Models
From the aftermath of the match test, all checks
showed the correct suit which includes Chi
Square, ECVI, AIC and CAIC, match Index, and
Fineness of FIT. There is a great cost of RMSEA
and a very fine worth close to important N. From
the consequences above analysis, it can be
concluded that the shape test for each version
meets the possibility required (right in shape)
(effects can be established as in Figure 2).
Similarly, this examination induces a T-cost chart
as follows:
WSEAS TRANSACTIONS on BUSINESS and ECONOMICS
DOI: 10.37394/23207.2023.20.120
Sri Lestari, Rio Dhani Laksana, Titi Nurfitri,
Ade Banani, Tohir Tohir, Bambang Sunarko
E-ISSN: 2224-2899
1350
Volume 20, 2023
Fig. 2: T-Worth Test Outcomes Information: charismatic leadership (CL), work-life
balance (WLB), job contentment (JS), and organizational loyalty (OCM).
Contingent on Figure 2 the path diagram T-value
showed the hypothesis testing table as follows:
Table 2. Research Model Hypothesis Testing Outcomes
Hypothesis
Hypothesis utterance
Score T-
value
H1
Fine charismatic leadership will
escalate worker job contentment
3.26
H2
Work-life balance fine will escalate
worker job contentment
6.47
H3
Fine job contentment will escalate
worker organizational loyalty
6.28
H4
Fine Charismatic Leadership will
escalate Worker Organizational Loyalty
5.39
H5
Work-life balance fine will escalate
Worker Organizational Loyalty
0.42
Source: SEM Data Analysis Outcomes
5 Discussion of Research Outcome
In this research, there are some outcomes indicating
that fine charismatic leadership can escalate worker
job contentment in production. This suggests that
fine charismatic leadership can escalate worker job
contentment. When workers perceive their
managers to have impressive leadership qualities,
they are more likely to associate organizational
purposes with intrinsic worth, which in turn is
beneficially related to job contentment. Leadership
charisma is beneficially related to beneficial
follower effect such that leaders with charismatic
followers are happier than leaders with non-
charismatic followers. This braces the conclusion
of, [20], [21], [22], [23], [24], [25], [26], [27], [28],
[29], [30], [31], [32], [33], [33], [34], [35], [36],
[37], [38], [39], [40], [41], [42], [43], [44], [45],
[46], [47], [48], [49], [50], [51], [52], [53], [54],
[55], [56].
Furthermore, in this research, there are
outcomes showing that a fine work-life balance will
escalate worker job contentment in the
manufacturing corporation. That is, a fine work-life
balance can escalate worker job contentment.
Workers who can maintain a balance between
human beings and professional life, can accomplish
top job contentment and grant more to the victory
of the organization. Accordingly, it is suggested
that the behavior of managers toward workers
establishes the brace or resistance experienced. The
organization is positioning a work-life balance
strategy, particularly in relation to social
responsibility and well-being. This is braced by the
WSEAS TRANSACTIONS on BUSINESS and ECONOMICS
DOI: 10.37394/23207.2023.20.120
Sri Lestari, Rio Dhani Laksana, Titi Nurfitri,
Ade Banani, Tohir Tohir, Bambang Sunarko
E-ISSN: 2224-2899
1351
Volume 20, 2023
utterance of [33], [33], [34], [35], [36], [37], [38],
[39], [40], [41], [42], [43], [44], [45], [46], [47],
[48], [49], [50], [51], [52], [53], [54], [55].
In this research, there are also outcomes
showing that fine job contentment will escalate
worker organizational loyalty in the manufacturing
corporation. This means that fine job contentment
can escalate worker organizational loyalty. Top job
contentment will result in top organizational loyalty
as well, because workers are more committed to
their organization whenever they are satisfied with
their jobs. Job contentment has a beneficial
influence on organizational loyalty. Workers are
only quite satisfied with their work because the
greater the worker's job contentment, the greater
the worker's loyalty to the organization. This is
braced by the utterance of [2], [3], [4], [5], [6], [7],
[8], [9], [10], [11], [12], [13], [14], [15], [16], [17],
[18], [19], [20], [21], [22], [23], [24], [25], [26],
[27], [28], [29], [30], [31], [32], [33], [33], [34],
[35], [36], [37], [38], [39], [40], [41], [42], [43].
This research shows that effective charismatic
leadership escalates worker loyalty in the
workplace. This means that a fine charismatic
leader can escalate the representation of the
workers. Charismatic leadership characteristics
such as being sensitive to the needs of members
and having a fine understanding are associated with
the organizational structure that allows a
charismatic leader to escalate worker loyalty. The
leaders' understanding of the needs of the members
is related to the accomplishment of the group, the
clear understanding, and communication about the
accomplishment, so the managers must be clear
about the goals and fines. However, in this
research, there are outcomes that show that the
quality of life has not escalated the implementation
of trade unions in the manufacturing sector. In
other words, a fine work-life balance indirectly hits
the level of workers' loyalty to the organization.
This outcome is contrary to the hypothesis and
contrary to the findings of, [22], [23], [24], [25],
[26], [27], [28], [29], [30], [31], [32], [33], [33],
[34], [35], [36], [37], [38], [39], [40], [41], [42],
[43], [44], [45], [46], [47], [48], [49], [50]. Work-
life balance has no effect on job contentment in the
business investigated by the researchers because
although the life of workers working in business is
not fine, they have the contentment of work to
escalate their loyalty to work.
Fine leadership skills also escalate worker
organizational loyalty. Managers often show
concern for and show consideration for the needs of
workers in relation to the conduct of the worker
organization. Colleagues who brace, respect, and
trust each other for their respective responsibilities
create synergistic work and can accomplish
business goals. When company goals are
accomplished, victory is realized and rewarded by
the company in order to escalate organizational
loyalty. General skills possessed by workers are
related to loyalty to the organization because if the
worker is unique or knows more about the
standards set by the organization, then the worker
has top-order stability.
Organizational motivation comes from other
factors such as self-esteem and human being needs.
Self-esteem is the way a creature thinks and feels
about himself. Self-esteem includes physical
characteristics, human character traits, and self-
efficacy. Worker self-esteem refers to worker
feelings about the organizational territory and
attainment of human being needs that escalate
worker morale about loyalty to work in the
company. This is braced by the utterances of, [17]
that work-life balance has no effect on worker
organizational representation. Even though there
are benefits that workers contemplate for their
company, this should not be a determinant for
workers to stay in the company.
6 Conclusions
6.1 Conclusion
The aftermaths that may be drawn from this
research are, first off, that the right management
will grow worker delight, secondly, adjusting
fellow’s lives will escalate worker delight, and
thirdly, the right job pride will boost worker
dedication to cohesion, and the fourth is charisma.
leadership fine work-life stability will grow worker
arrangement, and 5th, terrific work-life stability
does now not at once boom worker arrangement.
6.2 Research Limitations
The restrictions of the have a look at referring to
several weaknesses on this look at. A number of the
restrictions contained in this look are that this takes
a look at the handiest to discuss the variables of
charismatic management, work-life stability, task
pleasure, and organizational loyalty. Then, there is
a possibility that the respondents did not fill in
surely or most effectively stuffed in primarily
contingent at the contemplated best situations and
no longer the actual reputations that have been
occurring.
WSEAS TRANSACTIONS on BUSINESS and ECONOMICS
DOI: 10.37394/23207.2023.20.120
Sri Lestari, Rio Dhani Laksana, Titi Nurfitri,
Ade Banani, Tohir Tohir, Bambang Sunarko
E-ISSN: 2224-2899
1352
Volume 20, 2023
6.3 Suggestions for Further Research
Destiny studies trends can add different variables
besides charismatic management and work-lifestyle
balance which can escalate process contentment
and organizational dedication as other variables
may be counseled, specifically work motivation
variables. Further studies can enlarge the scope of
research no longer simplest within the area but
within the manufacturing enterprise at some point
in Indonesia or different business fields.
6.4 Managerial Implications
This looks at goals to consider the role of
charismatic leadership and work-lifestyle balance
on organizational loyalty through worker job
contentment in a manufacturing corporation. Like
other companies, the usual working hours in the
production enterprise is eight hours an afternoon
depending on the shift. There are also morning and
afternoon periods.
Running within the production corporation
ought to warfare with studies and workers must be
geared up to evolve with almost all sectors.
Another problem that remains discussed in this
career is the problem of wages, even though many
industries have applied ok wages, however now not
a few deliver wages that aren't commensurate with
the work their workers aren't this can be understood
in some cases, due to the fact the media enterprise
in our research result isn't always very developed.
Therefore, the management elements that may be
counseled to boom organizational loyalty via
worker task pride in manufacturing industries is
through stare from the scale of charismatic
leadership and job pleasure used and they on this
examine.
The first size of charismatic leadership in an
effort to boom the loyalty of a business enterprise
of workers is sight and purpose. In this case, super
employers want to inspire fellows by giving awards
to amazing fellows, spotting the weaknesses of
workers, and power to strengthen the circle of
relatives correlations between workers. The second
component of charismatic leadership so one can
escalate the dedication of a worker agency is
territorial stewardship. Managers must realize
constraints within the agency's social surroundings
and use new opportunities to gain dreams. The third
measurement of charismatic management in order
to grow the dedication of the work pressure is the
awareness of the wishes of the workers.
Exceptional managers express human beings'
problems for the desires of fellow employees and
show sensitivity to the wishes of fellow employees
inside the employer.
Moreover, it is seen from the size of job
contentment used on this take a look. The first
dimension is job reputation contentment. Like a
worker who is happy with the rules implemented
by his boss in managing work, he is happy with the
work situation and he is happy with the profits and
the amount of work achieved. The second measure
is the enjoyment of right and wrong tastes. Workers
are given the chance to do all sorts of things with
all the rhythm and they are liable the chance to
make a substance that takes supremacy of the
worker's abilities. Then the third Dimension is fun
and love. This situation describes fellow beings
being liable for the freedom to exercise their own
judgment; they are being liable for the chance to try
their own way of operating. Fellows also are liable
for accomplishments for what they've completed in
order that the worker's motivation will escalate and
they will suppose once more if they consider
leaving the enterprise.
References:
[1] Akinlade, OC, & Nwadike, CA (2021).
Work-life balance and job contentment of
workers in murtala muhammed and victor
attah international airports in Nigeria. KIU
Journal of Social Sciences, 7(2), 111–120
[2] Aban, CJI, & Perez, VEB (2019). The
Correlation of Organizational Loyalty, Job
Contentment, and Perceived Organizational
Brace of Telecommuters in The National
Capital Region, 8(4), 162–198.
[3] Adekola, B. (2012). The Influence of
Organizational Loyalty on Job Contentment:
A Research of Workers at Nigerian
Universities. International Journal of Human
Resource Studies, 2 (2), 1.
[4] Al Jenaibi, B. (2010). Job contentment:
comparisons among diverse public
organizations in the UAE. Management
Science and Engineering, Vol. 4 No. 3, PP.
60-79.
[5] Alianto, A., & Rina Anindita. (2018). Effect
of Compensation and Work Life Balance on
Job Contentment Mediated by Job Stress. Esa
Unggul University.
[6] Amalia, L. (2019). Model of Work
Motivation and Organizational Loyalty as a
Consequence of Work Involvement of Non
Lecturer PTS Workers in DKI Jakarta. Esa
Unggul University.
[7] Antoncic, JA, & Antoncic, B. (2011).
Worker contentment, entrepreneurship and
firm growth: A model. Industrial
WSEAS TRANSACTIONS on BUSINESS and ECONOMICS
DOI: 10.37394/23207.2023.20.120
Sri Lestari, Rio Dhani Laksana, Titi Nurfitri,
Ade Banani, Tohir Tohir, Bambang Sunarko
E-ISSN: 2224-2899
1353
Volume 20, 2023
Management and Data Systems, 111(4), 589–
607.
[8] Ashima, J. (2015). A Research on Work Life
Balance of Working Married Women
Employed in Software Corporation with
Reference to Indore City. Advances in
Management, 8 (12), 12–16.
[9] Azeem, SM (2010). Job contentment and
organizational loyalty among workers in the
Sultanate of Oman. Psychology, 1(04), 295.
[10] Aziri, B. (2011). Job Contentment: A
Literature Reviews. Management Research
and Practice, 3(4), 77-86.
[11] Banks, G. C., Engemann, K. N., Williams,
CE, Gooty, J., McCauley, KD and Medaugh,
MR (2017). “A meta-analytic review and
destiny research agenda of charismatic
leadership.” The Leadership Quarterly, Vol.
28 No. 4, PP. 508-529.
[12] Brief, AP, & Weiss, HM (2012).
Organizational behavior: Affect in the
workplace. Annual Review of Psychology,
53(1), 279–307.
[13] Cichy, R. F., Cha. J. & K. S. (2009). The
correlation between organizational loyalty
and contextual representation among private
club leaders. International Journal of
Hospitalist Management, 28 (1), 53–62.
[14] Connelly, S., Gaddis, B., & Helton-Fauth, W.
(2012). A closer look at the role of emotions
in charismatic and transformational
leadership. In F. Yammarino & BJ Avolio
(Eds.). Transformational and Charismatic
Leadership, 2: The Road Ahead. St. Louis,
MO: Elsevier.
[15] Dee, J. R., Henkin, AB, & Singleton, CA
(2006). Organizational loyalty of teachers in
urban schools: Examining the effects of team
structures. Urban Education, 41 (6), 603–
627.
[16] Dizaho, E. K., Salleh, R., & Abdullah, A.
(2017). Accomplish work life balance
through flexible work schedules and
arrangements. Global Business and
Management: An International Journal, 9(1),
455–466.
[17] Elfitra Azliyanti. (2017). Remembrance of
Leadership Transformational As Moderating
Effect between Work-Life Balance On
Worker Organizational Loyalty. Economic
Tower, ISSN: 2407-8565; E-ISSN: 2579-
5295 Volume III No. 6.
[18] Elprida Sidabutar, Tantri Yanuar Rahmat
Syah, RA (2020). The Influence of
Compensation, Motivation, and Job
Contentment on Worker Representation.
Journal of Multidisciplinary Academic.
[19] Erdoan, E., Basar, D., & Zehir, C. (2011).
The Correlation among Charismatic
Leadership, Ethical Climate, Job
Contentment and Organizational Loyalty in
Companies. Journal of Global Strategic
Management, 2(5), 49–49.
[20] Erez, A.,Misangyi, VF, Johnson, DE, Lepine,
MA, & Halverson, KC (2008). Stirring the
Hearts of Followers: Charismatic Leadership
as the Transferal of Affect. Journal of
Applied Psychology, 93(3), 602–616.
[21] Fisher, GG, Bulger, CA, & Smith, CS
(2009). Beyond work and family: A measure
of work/nonwork interference and
enhancement. Journal of Occupational Health
Psychology, 14(4), 441–456.
[22] Gulbahar, Amjad, A., Kundi, G., Qureshi, Q.,
& Akhtar, R. (2014). Correlation between
Work-Life Balance & Organizational
Loyalty. Research on Humanities and Social
Sciences, 4(5), 1–7.
[23] Gunlu, E., Aksarayli, M., & Sahin Perçin, N.
(2010). Job contentment and organizational
loyalty of hotel managers in Turclue.
International Journal of Contemporary
Hospitality Management, 22(5), 693–717.
[24] Hair, Anderson, Tatham, & B. (2008).
Multivariate. Data Analysis Fifth Edition.
USA: Prentice Hall International Inc.
[25] Hair, Anderson, Tatham, & B. (2013).
Multivariate Data Analysis, Fifth Edition.
USA: Prentice Hall International Inc.
[26] Hudson. (2005). “The Case for Work Life
Balance: Closing the Gap between Policy and
Practice.” 20:20 Series. Hudson Global
Resources.
[27] Hur, W.-M., Han, S.-J., Yoo, J.-J. And
Moon, TW (2015). “The moderating role of
perceived organizational brace on the
correlation between emotional labor and job-
related aftermaths.” Management Decisions,
Vol. 53 No. 3, PP. 605-624.
[28] Joshi Sethi, U. (2014). Influence of Work
Life Balance on Organizational Loyalty: A
Comparative Research of Women Workers
Working in Public and Private Sector Banks.
European Journal of Business and
management online), 6(34), 2222–2839.
[29] Judge, TA, Woolf, EF, Hurst, C., &
Livingston, B. (2005). Charismatic and
transformational leadership: A review and
agenda for destiny research. Zeitschrift Fu¨r
Arbeits- Und Organizationspsychologie, 50,
WSEAS TRANSACTIONS on BUSINESS and ECONOMICS
DOI: 10.37394/23207.2023.20.120
Sri Lestari, Rio Dhani Laksana, Titi Nurfitri,
Ade Banani, Tohir Tohir, Bambang Sunarko
E-ISSN: 2224-2899
1354
Volume 20, 2023
203–214.
[30] Kianto, A., Vanhala, M., Heilmann, P.
(2016). The Influence of Knowledge
Management on Job Contentment. Journal of
Knowledge Management, 20(4), 621-636.
[31] Kwon, IWG, & Banks, DW (2004). Factors
related to the organizational and professional
loyalty of internal auditors. Managerial
Auditing Journal, 19(5), 606-622.
[32] Laksana R. D., Setyanto, R. P. (2020) Model
of Disorientation and Disqualification of
Peripheral service in public service on local
government device work units in centra java
indonesia. WSEAS Transaction on Business
and Economics. 17,842-848
[33] Louise P Parkes, & Peter H Langford.
(2008). Work – life balance or work – life
alignment Journal of Management &
Organization, 14 (3), 267–284.
[34] Lowe, GS (2005). Control Over Rhythm and
Work-Life Balance: An Empirical Analysis.
[35] Lund, DB (2003). Organizational culture and
job contentment. Journal of Business and
Industrial Marketing, 18(3),219–236.
[36] Malhotra, NK (2010). Marketing Research:
An Applied Orientation. Sixth Edition.
Pearson Education.
[37] Mawardi,Mahfudz, M.Laksana, R.D,
Shaferi.I.(2020) Competition and financial
effects between islamic and conventional
banking.17.101-111
[38] Mahfudz, Sukresna,M. Laksana.R.D,
Shaferi.i (2021) Quality Acces to Success.22
(195) 88-94
[39] Meyer, JP, & Herscovitch, L. (2001). Loyalty
in the workplace: Toword a general model.
Human Resources Management Review,
11(3), 299–326.
[40] Meyer, JP, Allen, NJ, & Smith, CA (1993b).
Loyalty to organizations and occupations:
Extension and test of a three-component
conceptualization. Journal of Pplied
Psychology, 78, 533-551.
[41] Meyer, JP, Stanley, DJ, Herscovitch, L., &
Topolnytsky, L. (2012). Influence,
continuance, and normative loyalty to the
organization: A meta-analysis of antecedents,
correlates, and consequences. Journal of
Vocational Behavior, 61(1), 20–52.
[42] Moreno-Jimenez, B. et al. (2009). Effects of
work–family incongruity on workers' well-
being: The moderating role of recovery
strategies. Journal of Occupational Health
Psychology, Vol. 14, No. 4, PP. 427–440.
Doi: 10.1037/A0016739.
[43] Nikpour, A. (2018). Psychological
Empowerment and Organizational
Innovation: Mediating Role of Job
Contentment and Organizational Loyalty.
International Journal of Organizational
Leadership, 7(2), 106–119.
[44] Pandey, C., & Khare, R. (2013). The
Influence of Work Life Balance Practices on
Worker Representation of. Indian Journal of
Health and Wellbeing.
[45] Petrescu, AI, Simmons, R. (2008). Human
Resource Management Practices and
Workers' Job Contentment. International
Journal of Manpower, 29(7), 651-667.
[46] Pradhan, RK, Jena, LK, & Kumari, IG
(2016). Effect of Work– Life Balance on
Organizational Exemption Behavior: Role of
Organizational Loyalty. Global Business
Review, 17(June), 15S-29S.
[47] Rojuaniah. (2019). Influence of Work Life
Balance, Role Incongruity and Work Stress
on Job Contentment in Dual Role Women.
Call for Papers FMI Samarinda.
[48] Rojuaniah. (2019). Job Contentment as a
Driver of Organizational Loyalty to
Exemption Behavior. Esa Unggul University.
[49] Rowden, RW (2010). The correlation
between charismatic leadership behaviors
and organizational loyalty. Leadership &
Organization Development Journal, 21(1),
30–35.
[50] Sakthivel, D., & Jayakrishnan, J. (2012).
Work life balance and Organizational loyalty
for Nurses. Asian Journal of Business and
Management Sciences, 2(5), 2047–2528.
[51] Sharma, N. And Singh, VK (2016). “Effects
of workplace incivility on job contentment
and turnover intentions in India.” South
Asian Journal of Business Research, Vol. 5
No. 2, PP. 234- 249.
[52] Silva, RC Da, Dutra, JS, Veloso, EFR,
Fischer, AL, & Trevisan, LN (2015).
Generational remembrances and their
influences on organizational loyalty.
Management Research, 13(1), 5–30.
[53] Stefanovska–Petkovska, M., Petrovska, I.,
Bojadziev, M., Schaeffer, I., & Tomovska-
Misoska, A. (2019). The Effects of
Organizational Culture and Dimensions on
Job Contentment and Work-Life Balance.
Montenegrin Journal of Economics, 15(1),
99–112.
[54] Subramaniam. G, Ali. E, Overton. J. (2010).
Are Malaysian women interested in flexible
working arrangement at workplace.Business
WSEAS TRANSACTIONS on BUSINESS and ECONOMICS
DOI: 10.37394/23207.2023.20.120
Sri Lestari, Rio Dhani Laksana, Titi Nurfitri,
Ade Banani, Tohir Tohir, Bambang Sunarko
E-ISSN: 2224-2899
1355
Volume 20, 2023
Studies Journal, Volume 2, Special Issue.
[55] V. varatharaj, & S. Vasantha. (2016). An
exploratory research on the development of
women entrepreneurs: Indian cases. Journal
of Research in Marketing and
Entrepreneurship, 18 (2), 232–247.
[56] Vlachos, PA, Panagopoulos, NG, & Rapp,
AA (2013). Feeling Fine by Doing Fine:
Worker CSR-Induced Attributions, Job
Contentment, and the Role of Charismatic
Leadership. Journal of BusinessEthics,
118(3), 577–588.
[57] Wang, D., Hom, PW, Allen, DG (2017).
Coping with Newcomer“Hangover”: How
SocializationTactics Affect Declining Job
Contentment During Early Employment.
Journal of Vocational Behavior, 100, 196-
210.
Contribution of Individual Authors to the
Creation of a Scientific Article (Ghostwriting
Policy)
The authors equally contributed in the present
research, at all stages from the formulation of the
problem to the final findings and solution.
Sources of Funding for Research Presented in a
Scientific Article or Scientific Article Itself
No funding was received for conducting this study.
Conflict of Interest
The authors have no conflict of interest to declare.
Creative Commons Attribution License 4.0
(Attribution 4.0 International, CC BY 4.0)
This article is published under the terms of the
Creative Commons Attribution License 4.0
https://creativecommons.org/licenses/by/4.0/deed.e
n_US
WSEAS TRANSACTIONS on BUSINESS and ECONOMICS
DOI: 10.37394/23207.2023.20.120
Sri Lestari, Rio Dhani Laksana, Titi Nurfitri,
Ade Banani, Tohir Tohir, Bambang Sunarko
E-ISSN: 2224-2899
1356
Volume 20, 2023