Wor

-balance and Job Satisfaction among Public Banking

Employee in Banda Aceh

Cut Nurul Aflah, Mirza

Department of Psychology, Faculty of Medicine, Universitas Syiah Kuala, Aceh, Indonesia

Keywords: Employee, Job Satisfaction, Public Banking, Work-Life Balance.

Abstract: The length of working hours, high pressure and demands of work are the causes of employee experience of

job dissatisfaction, which will result on productivity and efficiency of employees towards the company.

Work-life balance will have a positive impact on employees, so that job satisfaction can be achieved. The

purpose of this study was to determine correlation between work-life balance and job satisfaction among

employees in public banking. This study uses a quantitative method with incidental sampling technique (n =

204). The sample characteristics are men and women who works at public banking. Data collection used the

Work-Life Balance Scale developed by Hayman from Fisher’s theory (α = 0.89) and Job Satisfaction

Survey from Spector (α= 0.91). Data analysis using Pearson correlation technique that showed the

correlation coefficient (r) = 0.336 (p <0.05). So that, there is work-life balance and job satisfaction

correlation among the employees. The higher work-life balance the higher job satisfaction. The employees

with higher work-life balance tend to feel harmonious between personal life and work, and it brings

satisfaction toward work and company.

1 INTRODUCTION

One of the most influential and scattered banking

industry groups in all regions of Indonesia is state-

owned banks. BUMN banks are banks that shares

are owned by the central government (Haryanto,

2012). Some of the banks included in BUMN are

Bank Negara Indonesia (BNI), Bank Rakyat

Indonesia (BRI), Bank Tabungan Negara (BTN),

and Bank Mandiri. Since there are many branches of

state-owned banks in Indonesia, there are more

employees working in the state-owned banks

compared to the employees at the private

banks.Employees are one of the most dominant

factors that can determine the activities in a

company. The success of a company is very

dependent on how a company recruits, motivates

and retains its employees who have good

performances (Muttaqin, 2017). One of the

company's efforts to be able to retain employees is

by fulfilling the needs required by employees. If the

employee's needs are met, then the employee will

feel satisfaction in working, and vice versa if the

employee's needs are not met, then what the

employee will feel is a dissatisfaction in work

(Soegandhi, Sutanto, & Setiawan, 2013).

According to a research conducted by

Sujarwanto in one of the state-owned banks, the

dissatisfaction that often occurs is that bank

employees must complete the target based on the

work goals that have been made, innine working

hours, but in reality, there are still many employees

who work more than the specified hours. This is in

line stated by Adikaram (2016) that the work at the

Bank are filled with targets that must be completed

on time, thus causing employees to have long

working hours, high demands and work pressure, so

that the burden borne is also getting heavier. In

addition to the rigid and orderly forms of work, the

Bank is also very strict regarding permission to

leave assignments and time off. This includes the

aspects of the type of work on the dimensions of job

satisfaction described by Spector (1985) relating to

work and the variety of tasks given.

The above phenomenon is also explained by a

research conducted Hasanah (2016) on one of the

state-owned banks in Indonesia. It said that the

employees often have high variations and demands

for work, so they also need a considerable amount of

time in completing tasks. Evidenced by the company

imposing overtime hours for employees if the task

has not been completed or the workers who demand

298

Aﬂah, C. and Mirza, .

Work-balance and Job Satisfaction among Public Banking Employee in Banda Aceh.

DOI: 10.5220/0009448402980305

In Proceedings of the 1st International Conference on Psychology (ICPsy 2019), pages 298-305

ISBN: 978-989-758-448-0

to be completed on that day. Occasionally on

Saturdays and Sundays the companies still employ

employees when needed, and also at the end of the

month who are required to work beyond normal

hours because the company imposes heavier work at

the time such as billing customers or billing

recapitulation. At the end of the year, the activities

and demands of time are also getting harder because

the company works on annual reports.

According to Saleh (2015), it makes it difficult

for employees to share their time and energy

between their responsibilities to work while

managing other important aspects of their lives such

as time for self-development, relaxing and caring for

themselves, time for family and friends, religious

and community events, and other activities.

Especially for employees who are married who have

to divide their time and responsibility for work,

themselves, spouses, children, domestic duties, take

care of elderly parents. (Lowe, 2005). When an

employee has difficulty in maintaining a balance of

time, physical and psychological involvement

between work life and personal life will be

imbalance (Efendi, 2014). This causes employees to

be in concern and feel burdened in the context of

continuous work, causing employees to be under

pressure which leads them to dissatisfaction in work

because it creates imbalances in their works and

personal lives (Hafeez & Akbar, 2015)

According to Jianguo and Frimpong (2010) the

impact of job dissatisfaction that occurs is that

employees will feel physically and emotionally

fatigued, frustrated with their work, prolonged stress

and decreased work morale which leads to a

decrease in work productivity, which will have a bad

influence on companies like, high levels of burnout

and turnover so companies have to spend a lot of

money on hiring while providing training to new

employees.If this impact occurs in a company, of

course, the efficiency and effectiveness of a

company will be disrupted, thus hampering efforts to

achieve the desired goals by the company (Akbar,

2017). Therefore, a company really needs to pay

attention to employee job satisfaction (Happock, in

Saeed and Farooqi, 2014). Job satisfaction is a

feeling felt by individuals towards the work being

undertaken (Vroom, in Aziri 2011). Furthermore,

Nur (2013) states that job satisfaction is a collection

of feelings and beliefs held by an employee both

pleasant and unpleasant about his work.

Job satisfaction is related to psychological

aspects such as comfort and tranquility in work,

physical aspects that include the type of work, time

management to the health conditions of employees,

and social factors related to the relationships that

employees have with colleagues and superiors, and

related financial factors with guaranteed employee

welfare including salary systems, types of benefits,

facilities provided and promotions that will be

obtained (Sutrisno, in Ganapathi, 2016).

Agha, Azmi, and Irfan (2017) state that job

satisfaction will have a positive impact on work

outcomes that can create the success of an

organization. One that can trigger job satisfaction is

work-life balance. Work-life balance becomes

important when an employee feels stress,

competition, and discomfort with the work

atmosphere. Delina and Raya (2013) added that

Work-life balance is a suitable variable for

employees who work for companies that have high

work demands and long working hours.According to

Lazar, Condruta, Patricia (2012) work-life balance is

defined as how an individual can match the various

roles he has, namely the role of being in the world of

work and outside the world of work. Work-life

balance is a perception that activities or roles

performed in these two domains must be balanced

and can provide positive growth and development in

their respective domains (Kalliath & Brough, 2008),

so that an individual can function properly in each

the role carried out, thus this will minimize the role

imbalances that occur (Meenakshi, Subrahmanyam,

and Ravichandran, 2013).

The form of work-life balance consists of the

balance of time which is related to the amount of

time given by individuals both in work and outside

the work context by allocating the time spent

working and doing other things outside the work

such as having time with family, relax, and rest

effectively. Then, the balance of involvement refers

to the level of psychological involvement and

commitment that an individual can give in his work

or outside of his job. The balance of involvement

involves employees who can enjoy the time

available, be involved physically and emotionally in

each role. When working hours have been

completed, then the remaining time is used to

engage with the family or do other activities other

than work.

Furthermore, the balance of satisfaction refers to

the level of satisfaction of an individual on the

activities of his work and things outside of his work.

Satisfaction balance comes from within, which

arises when employees consider what they have

done so far is good enough and can accommodate

work needs and outside the context of the work. This

can be seen from family conditions, relationships

with colleagues, and the quality and quantity of

Work-balance and Job Satisfaction among Public Banking Employee in Banda Aceh

299

work produced. (Greenhaus, Collins, and Shaw,

2003). If the balance mentioned above can be

achieved with an appropriate portion, then

employees will feel happiness and satisfaction with

their work so that they can complete the tasks

assigned to them and become more productive

(Bajpai, Prasad, Pandey, 2013).If an employee can

achieve work-life balance, what will be felt is that

everything goes well between the roles performed in

the workplace and in the family environment so that

individuals do not feel burdened and can carry out

their roles properly. Furthermore, employees can

control what is their priority and the goals to be

achieved in accordance with the values adhered to

without influence from other people, feel that the

two roles are lived to give a sense of happiness,

satisfaction and feel life is more meaningful because

they feel more leverage in the workplace be

meaningful in the family (Adiningtyas and

Mardhatillah, 2016).

Employees with a good work-life balance feel

able to fulfill the role that is undertaken between the

work environment and outside the work

environment and can minimize the role conflicts that

occur between them (Byrne, in Hall & Rife, 2015).

If success in balancing roles in the world of work

and outside the world of work, then it can be a

determinant for an individual to be in positive

feelings while increasing one's self-esteem, abilities,

and satisfaction (Ramos, 2015).

There are several studies related to work-life

balance with job satisfaction including research

conducted by Noor Amalina Bt Bani Hasan and Lee

Su Teng in 2017 entitled work-life balance and job

satisfaction among working adults in Malaysia: The

Role of Gender and Race as moderators. The data

was obtained from questionnaires given to 120

respondents, 70% of 120 respondents were married

women. The results of the study are that the

relationship between work-life balance and job

satisfaction is significant.

2 LITERATURE REVIEW

2.1 Work-life Balance

Fisher (2003) states that work-life balance is

something that a person does in dividing his time

both in the workplace and other activities outside of

work in which there are individual behaviors where

this can be a source of personal conflict and a source

of energy for himself or herself.

The work-life balance aspects adopted by Fisher

(2001) are as follows:

a. Work Interference Personal Life (WIPL): This

aspect reveals the interference (interference) that

comes from work and disrupts personal life. In

other words, work affects one's personal life.

This interference has a negative effect on

personal life. This interference indicates a

person's low work life balance.

b. Personal Life Interference Work (PLIW): This

aspect reveals the interference from personal life

at work. That is, one's personal life affects the

work of the individual. This interference causes

the ineffectiveness of one's performance in their

work. This interference indicates a person's low

work life balance.

c. Work Personal Life Enhancement: This aspect

shows that personal life and work influence each

other and have a positive effect on these two

domains. The fulfillment of this aspect is one

indication of the achievement of one's work life

balance.

According to Poulose and Sudarsan (2014) the

factors that influence work-life balance are: (a)

Individual factors including personality, well being,

and emotional intelligence. (b) Organizational

factors including work arrangement, work support,

work-life balance policies, job stress, technology,

and role. (c) Societal factors including childcare

responsibilities and family support. (d) Other

societal factors

2.2 Job Satisfaction

Spector (1997) states that job satisfaction is an

individual's feeling towards his work which includes

various different aspects in it, as well as a condition

where an individual likes or dislikes his work.

There are nine aspects of job satisfaction according

to Spector (1994):

a. Pay, this aspect measures satisfaction related to

the salary received and the existence of a salary

increase.

b. Promotion, this aspect measures satisfaction with

regard to policies and opportunities to get

promotions fairly for every employee who does a

good job.

c. Supervision, this aspect measures one's job

satisfaction towards his supervisor. Do

employees prefer to work with superiors who are

supportive, warm (employee centered), or with

superiors who are indifferent, rude, and focus on

work (job centered).

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d. Benefits, this aspect measures the extent to

which employees feel satisfied with the

additional benefits received from the company.

e. Awards, every individual who strives, works

hard, and serves the company must want to be

respected and also get the right reward.

f. Work Procedures and Regulations, this aspect

measures satisfaction related to regulations,

bureaucracy, workloads and procedures at work.

g. Co-workers, this aspect measures job satisfaction

related to relationships with co-workers who are

harmonious and complementary.

h. Nature of work, this aspect measures things

related to the work itself, for example variations

in tasks, increased knowledge, responsibility,

autonomy, job enrichment, and the complexity of

work

i. Communication, related to communication that

takes place within the company. with smooth

communication, employees become more aware

of tasks, obligations, and everything that happens

within the company.

According to Kreitner and Kinicki (2011) there are

main factors that influence job satisfaction, namely:

(a) Need Fulfilment, (b) Discrepancies, (c) Value

Attainment, (d) Equity, (e) Dispositional/Genetic

Component.

3 RESEARCH METHOD

This study uses a quantitative approach to the type

of correlation research. Quantitative approach is a

set of statistical techniques used to measure the

closeness of the relationship between two variables

(Idrus, 2009). The population in this study were all

employees of state-owned banks located in Banda

Aceh. The sample in this study amounted to 204

people, using the nonprobability sampling method,

with incidental sampling technique.The sample in

this study were some employees who worked at

BUMN Bank in Banda Aceh and has the following

characteristics: (a) Male and female, (b) Work at

state-owned bank location in Banda Aceh.

The first stage in research is to prepare

measurment instruments that will be used to collect

data. In this study, the measuring instruments used

were two psychological scales namely Work-Life

Balance Scale and Job Satisfaction scale. Work-Life

Balance Scale by Fisher (2003) which has been

developed by Hayman (2005) which still refers to

Fisher's theory which consists of 15 items, designed

to asses three dimentions of work-life balance, i.e.,

work interference with personal life (WIPL-7 items),

personal life interference work (PLIW-4 items), and

work personal life enhancement (WPLE-4 items).

Meanwhile, the job satisfaction scale developed by

Spector (1985) measures nine aspects of job

satisfaction which consists of 36 items.

After the scale is arranged, the next process the

researcher enters is the expert review stage which

aims to see the accuracy of the statements that have

been translated. The expert review process was

carried out through a consultation process with three

experts who became reviewers. The trial was

conducted at Bank Syariah Mandiri employees in

Banda Aceh by providing a psychological scale

namely work-life balance scale and Job Satisfaction

Survey. The researcher distributed 32 scales to Bank

Syariah Mandiri employees in Banda Aceh. The trial

process is held from August 3 to September 10,

2018.

The collected data is then stored and analyzed to

test the reliability of the work-life balance scale and

job satisfaction survey. The work-life balance scale

has a reliability of 0.882 and the job satisfaction

survey scale has a reliability of 0.896. In the results

of the trial analysis, it was found that the different

item power index statements on work-life balance

ranged from 0.278 to 0.713, while the statement of

different power indexes on the job satisfaction

survey ranged from 0.255 to 0.628.

The research data collection process was

conducted from October 10 to December 4, 2018.

Researchers spread questionnaires directly and

online through the Google form. This is done to get

wider data. The researcher spread the questionnaire

directly from October 10 to November 23, 2018, but

after weighing so that more data was obtained, the

researcher decided to spread the questionnaire online

through google form which began on October 26 to

December 4, 2018. There were 103 subjects who fill

out questionnaires through direct questionnaires and

101 subjects who filled out questionnaires online.

3.1 Data Analysis

The normality test in this study is to use the One

sample Kolmogorov-Smirnov Test in order to see

whether the population of the data is normally

distributed or not. Data that can be said to be

normally distributed is data that is at a significant

value of p> 0.05 (Priyatno, 2011).

Linearity test is carried out using Test for

linearity at a significance level of 5%. Both variables

are stated to have a linear relationship at a

significant value p <0.05 (Priyatno, 2011).

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The hypothesis test used in this study is the

Pearson correlation test. This is because the data in

the study are normally distributed. Hypothesis

testing uses the help of the Statistical Product and

Service Solution (SPSS) application.

4 RESULT

The results of data analysis using the assumption test

that is the normality test on the subjective well-being

variable have a significance value (p) = 0.634 and

the self-acceptance variable shows a significance

value (p) = 0.390, and a linearity test with a

significance value (p) = 0.759. The assumption test

results indicate that the research data is normally

distributed and not linear, so the hypothesis test is

performed using the nonparametric method, namely

the Spearman-Brown Formula correlation. This

method is used to analyze the relationship between

subjective well-being and self-acceptance in

scavengers. Both variables show a correlation

coefficient of (r) = 0.036, with a significance value

(p) = 0.727 (p> 0.05), thus, it can be interpreted that

there is no relationship between self-acceptance and

subjective well-being of scavengers. The

demographic data of research subjects can be seen in

table 1.

Based on the demographic data above, the

highest number of samples is in the 26-30 year age

category, which is as many as 80 subjects (39.2%)

and at least in the 56-60 year age category, which is

as many as 1 subject (0.5%) Based on gender,

female subjects were more compared to male

subjects as many as 136 subjects (66.7%). The

subjects of this study were more married, 107

subjects (52.5%) and subjects who did not have

children dominated more than those who had

children, 111 subjects (54.4%). Subjects working at

Bank Negara Indonesia (BNI) dominated more than

57 subjects (27.9%). The subjects of this study were

at most 5 years of work, namely 125 subjects (61%)

and the most dominant back office positions as

many as 102 subjects (50%).

Table 1: Data description

Subject

desc.

Category Amount (%) Total

Age

21 – 25 Years 47 23%

100%

26 – 30 Years 80 39,2%

31 – 35 Years 36 17,6%

36 – 40 Years 19 9,3%

41 – 45 Years 5 2,5%

46 – 50 Years 11 5,4%

51 – 55 Years 5 2,5%

56 – 60 Years 1 0,5%

Gender

Male 68 33,3%

100%

Female 136 66,7%

Status

Not Married 97 47,5%

100%

Married 107 52,5%

Number

Children

0 111 54,4%

100%

1 39 19,1%

2 34 16,7%

3 16 7,8%

4 1 0,5%

5 2 1%

6 1 0,5%

Company

BNI 57 27,9%

100%

BRI 53 26%

BTN 41 20,1%

Mandiri 53 26%

Working

Period

< 1 – 5 years 125 61%

100%

6 – 10 years 38 19%

11 – 15 years 14 7%

16 – 20 years 12 6%

21 - 25 years 8 4%

26 - 30 years 5 2,5%

31 - 34 years 1 0,5%

Position

ccount Office

19 9%

100%

dministrasi 8 4%

nalis 10 5%

ack Office 102 50%

ront Line

55 27%

anage

10 5%

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Normality test conducted using Kolmogorov-

Smirnov on both variables. The results showed that

the data were normally distributed because the

significance (p) was> 0.05. The work life balance

scale obtained a significance value (p) = 0.632 (p>

0.05), while on the job satisfaction scale the

significance value (p) = 0.251 (p> 0.05).Based on

the linearity test performed on the two research

variables through ANOVA test for linearity. The

results showed a significance value (p) = 0,000.

Significance value (p) = 0,000 (p <0.05) indicates

that there is a linear relationship between work life

balance variables and job satisfaction.Hypothesis

testing in this study uses statistical analysis with

Pearson correlation techniques, because both data

are normally distributed. The results of the analysis

in this study indicate that the significance value (p) =

0,000 is smaller 0.05 (p <0.05). These results

indicate that there is a relationship between work life

balance and job satisfaction for employees of state-

owned banks in Banda Aceh. Therefore, the research

hypothesis is accepted.

5 DISCUSSION

This study was conducted to determine the

relationship between work-life balance and job

satisfaction in employees of state-owned banks in

Banda Aceh. The results showed a positive

relationship between work-life balance and job

satisfaction for employees of state-owned banks in

Banda Aceh, meaning that the higher the work-life

balance, the higher job satisfaction. Thus the

hypothesis proposed in this study was accepted.

These results are obtained from the results of

statistical data analysis which shows the value of the

correlation coefficient (r) = 0.366 with a significance

value (p) = 0,000 (p <0.05).

This finding is in line with the research of

Yusnani and Prasetio (2018) which states that there

is a significant positive relationship between work-

life balance and job satisfaction for employees due

to the fact that the creation of job satisfaction is

inseparable from the balance that occurs in work life

and personal life.

Wenno's research results (2018) state that

individuals who have a high work-life balance can

manage their time to work and personal affairs

properly, have and use the available time equally,

work well according to their responsibilities and

have a pleasant social life, it will have an impact on

employee job satisfaction.

Greenhaus (2003) states that individuals who

have work-life balance will be more satisfied and

happy with their work as well as their personal lives

because employees can participate in both fields,

have mental health because they feel harmony,

compatibility and in conditions optimal so that

individuals can meet the demands of long-term tasks

that exist in work and personal life. Employees who

can maintain work-life balance are characterized by

contributing and behaving positively towards their

work, assuming that the actual workload is heavy

and not being carried out, feeling comfortable and

happy with their work, this feeling will direct

employees to job satisfaction (Mukhtar, 2012).

The results of this study indicate that there are

72% of employees have high work-life balance,

while for job satisfaction there are 77% of

employees in the categorization of high job

satisfaction. This condition, according to Handayani

(2015) shows that employees already have the

ability to balance their roles by being able to share

roles well when they are in the workplace and

personal, can be responsible for activities in both

fields and can determine priorities in their lives

(Handayani, 2015 ).

6 CONCLUSION

Based on the results of research carried out on 204

subjects with employment status as Employees of

BUMN Banks in Banda Aceh, it can be concluded

that the hypothesis is accepted. This study has

proven that there is a relationship between the two

variables, namely work-life balance with job

satisfaction on employees of state-owned banks in

Banda Aceh and shows the direction of a positive

relationship so that the higher the work-life balance

results, the higher job satisfaction, conversely the

lower work-life balance, the lower job satisfaction.

To the next researcher who wants to do research

with the same variables, it can be investigated using

other methods, for example, qualitative by involving

interview techniques to deepen the results of

research, especially related to the dynamics or

description of how work-life balance and job

satisfaction are felt by the subject this.

For employees to set goals, plans, and priorities

so that will help in determining where to go, which

way to take. Make a structure of what must be done,

so that it will help in planning and determining

personal targets. Employees should have good time

management so that they can finish their jobs

effectively so that they lead to productive

Work-balance and Job Satisfaction among Public Banking Employee in Banda Aceh

303

employees. Following the necessary training, so that

it adds knowledge and skills so that it will help in

resolving solutions that might not be solved so that

the solution can be applied in daily life.

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Agha, K., Azmi, T. T., &Azwar, S. (2014a). Penyususnan

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Pocock B, Skinner N and Pisaniello S (2010) The