Optimizing Work-Life Balance for Enhanced Job Satisfaction: Unveiling

the Role of Burnout at PT. PN V Riau

Andi Setiawan

, Sri Indrastuti

, Desi Mardianti

and Nurlia Intan

Master of Management Program Student Islamic University of Riau, Pekanbaru, Indonesia

Magister Management Program Islamic University of Riau, Pekanbaru, Indonesia

Faculty of Economic and Business Student Islamic University of Riau, Pekanbaru, Indonesia

Keywords: Work-Life Balance, Burnout, Job Satisfaction, PTPN V.

Abstract: This research was conducted at PT PN V Riau, a company operating in the plantation sector. The main

objective of this study was to examine the effect of work-life balance on employee job satisfaction, as well as

the role of burnout in the relationship between work-life balance and employee job satisfaction in the PT. PN

V Riau. The subjects of the study consisted of employees of PT PN V Riau, who were selected using the

purposive random sampling method with a sample size of 103 people. Data analysis was carried out by

applying a structural equation modeling (SEM) approach. The findings indicated that job satisfaction in PT

PN V Riau employees was partially affected by work-life balance and burnout. These findings support the

hypothesis that burnout serves as an intervening variable mediating the relationship between work-life balance

and employee job satisfaction at the company.

1 INTRODUCTION

Human resources (HR) are individuals who possess

assets and operate as capabilities, thus requiring

training and development of their abilities. Human

resources represent a pivotal asset playing a crucial

role in attaining organizational objectives. According

to Zeuch (2016), human resources represent a

strategic approach that encompasses skills,

motivation, development, and the management of

resources. Human resources are essential to possess

in pursuit of organizational or company objectives.

The importance of human resources is significantly

greater than that of technology, capital, and other

resources, as it is humans who will control these other

resource factors. A company equipped with advanced

facilities, infrastructure, and a clear purpose, but

lacking robust human resources, faces significant

challenges in achieving its desired goals.

Fundamentally, an individual's comfort and

satisfaction in their work stem from attaining job

satisfaction commensurate with expectations.

Therefore, corporate leaders must implement work-

life balance programs to prevent burnout. In order to

realize organizational goals, leadership entails a

profound consideration of employees' needs.

Measuring job satisfaction requires a leader's

understanding of work-life balance and burnout. By

addressing these factors, the performance of

employees towards the company can be enhanced.

The belief that content employees are more

productive than dissatisfied ones has long been a

foundational principle for managers throughout the

years (Dessler, 2020; Mirza & Farneti, 2016; Robbins

& Jugde, 2019; Zeuch, 2016). The assertion of this

expert has been validated by several existing studies.

Research conducted by Lahamid et al., (2023) has

demonstrated that work-life balance significantly

influences job satisfaction among female employees

at the BBPOM in Pekanbaru city. Other studies,

conducted by The 2023 report revealed that burnout

is a significant factor in nurses' job satisfaction.

Similarly, other research (BAYRAK, 2022; Priatna et

al., 2022) yielded outcomes consistent with existing

findings, demonstrating a significant influence of

both work-life balance and burnout on job

satisfaction. Furthermore, work-life balance, in

addition to exerting a direct impact on job

satisfaction, can also influence job satisfaction

through the intermediary of burnout (Kassim et al.,

2013). Number of existing studies support the idea

that there is a correlation between work-life balance

and job satisfaction, mediated by burnout, as

178

Setiawan, A., Indrastuti, S., Mardianti, D. and Intan, N.

Optimizing Work-Life Balance for Enhanced Job Satisfaction: Unveiling the Role of Burnout at PT. PN V Riau.

DOI: 10.5220/0012696900003798

Paper published under CC license (CC BY-NC-ND 4.0)

In Proceedings of the 2nd Maritime, Economics and Business International Conference (MEBIC 2023) - Sustainable Recovery: Green Economy Based Action, pages 178-186

ISBN: 978-989-758-704-7

highlighted in the research by Baltes (Baltes, 2017;

Kelly et al., 2020; Rony & Yulisyahnti, 2022). The

theories and research related to work-life balance,

burnout, and their effects on job satisfaction do not

align with the observed facts at PTPN V. The

organization at PT Perkebunan Nusantara V has been

observed to not adequately regulate the balance

between family time and work hours. Interviews with

several employees at PTPN V revealed their struggles

in implementing work-life balance, which is finding

balance between work commitments and personal life

or family time. The majority of them devote a

significant portion of their time to work, leaving very

little time for their loved ones, often only during

weekends. Many employees encounter challenges in

reconciling work and personal life, primarily due to

extended working hours, making it difficult to

allocate time for family. Typically, working hours

exceed the stipulated operational limits, often leading

to overtime, which is frequently uncompensated.

Several interviews with PTPN V employees in Riau

indicated that there is a lack of effective

communication between superiors and subordinates.

They expressed that job satisfaction remains elusive

within the workplace, as their roles fail to provide a

sense of contentment. They feel unhappy when work

hours exceed the designated time, resulting in unpaid

overtime. PTPN V employees can be reassigned if

they consistently fail to complete their tasks correctly.

Colleagues often work individually without

teamwork and mutual support, which can lead to

discomfort while completing tasks in isolation.

Furthermore, employees at PTPN V Riau lack job

satisfaction due to inadequate concern and support

from their superiors. They are expected to carry out

their tasks with meticulous attention, often with

excessive concentration. The company's inability to

address employees' job satisfaction is reflected in

their sentiments towards work.

2 LITERATURE REVIEW

2.1 Job Satisfaction

Job satisfaction is the degree of contentment,

happiness, and emotional fulfillment that an

individual experiences with their work. Scholars have

offered various definitions and perspectives on this

concept. According to Clark (2009), job satisfaction

is an individual's perception of the alignment between

work outcomes and expected outcomes. This signifies

how much individuals feel their job outcomes align

with their expectations. According to an expert's

view, job satisfaction is a subjective measurement of

how satisfied, happy, and fulfilled individuals feel

with the work they perform. This involves the

individual's assessment of aspects such as the work

environment, relationships with colleagues and

superiors, level of responsibility, development

opportunities, and the extent to which the job aligns

with their personal values and needs (Khan & Nawaz,

2016). Faturochman (1997) defines job satisfaction as

related to the degree to which work provides task

variation, autonomy, and developmental

opportunities. Empowering job models that motivate

employees intrinsically can enhance job satisfaction.

Meanwhile, according to Rothe (1954), job

satisfaction is the subjective assessment of the level

of contentment, happiness, and emotional well-being

that employees experience in relation to their work.

The definition of job satisfaction in this context is the

positive or satisfied feelings employees have towards

their tasks and work environment. Job satisfaction

can be measured through individual evaluations of

various job aspects, including the work environment,

colleagues, level of responsibility, development

opportunities, and the extent to which the job aligns

with their personal values and needs In the other

hand, according to Larasati et al., (2022) Job

satisfaction is defined as the contentment and

gratification experienced by employees in relation to

their work. Job satisfaction encompasses things like

pleasure, contentment, and happiness that are derived

from completing tasks and responsibilities within

their work. Job satisfaction is also regarded as a

determinant that impacts the level of engagement and

performance of employees within an organization.

Employees who experience satisfaction with their job

tend to exhibit a favorable attendance record, lower

turnover rates, and enhanced work performance when

compared to their counterparts who express

dissatisfaction with their job. Consequently, job

satisfaction wields a noteworthy influence on various

facets within the organizational environment

Indrastuti et al., (2022).

Based on the perspectives of these experts, job

satisfaction encompasses aspects perceived by

individuals relating to achievements, recognition, the

work environment, and the perception of how the job

fulfills individual needs.

2.2 Work-Life Balance Theory

The theory of work-life balance was created in the

late 1970s in the United Kingdom. Hochschild (1997)

defines work-life balance as a concept that pertains to

the equilibrium between the demands of an

Optimizing Work-Life Balance for Enhanced Job Satisfaction: Unveiling the Role of Burnout at PT. PN V Riau

179

individual's professional involvement and the

demands of their personal life. In the context of work-

life balance, Hochschild observes how job

responsibilities can affect an individual's personal and

emotional domain, as well as how the boundary

between professional responsibilities and personal

life can become blurred. Hochschild talks about the

emotional impact of work, especially emotional

labor, where individuals are employed to manage

their emotions in accordance with job requirements.

According to Guest & Guest, (2017) work life

balance is associated with balancing family life and

work life. Meanwhile, Eniola and Zeuch (2016)

propose that work-life balance is linked to employees'

ability to cope with job pressures without neglecting

various aspects of their personal lives. The inverse

relationship between the perceived responsibilities

and burdens of employees and work-life balance is

also highlighted.

Summarizing the insights of these experts, work-

life balance entails the separation of personal and

professional life, with a focus on achieving

equilibrium between the two.

The link between work-life balance and job

satisfaction is complex and intertwined. Work-life

balance refers to an individual's capability to maintain

equilibrium between work demands and personal

needs in daily life. The individual's assessment of job

satisfaction is based on their feeling of contentment,

happiness, and fulfillment with the work they do.

Studies have shown that a work-life balance can

positively impact job satisfaction. When individuals

perceive control over their time and can meet both

work and personal demands, they tend to be more

satisfied with their job (Priatna et al., 2022). This

theory is supported by researchers who assert that

work-life balance significantly influences job

satisfaction (Kelly et al., 2020; McGrade et al., 2020;

Nugroho et al., 2023)

This study's hypotheses are based on expert

opinions and current research.

H1: Work-life balance significantly influences job

satisfaction

H2: Work-life balance has a significant impact on job

satisfaction

2.3 Burnout

Burnout is characterized by physical, emotional, and

mental exhaustion that occurs when individuals are

subjected to prolonged and excessive emotional

demands within their work context. A state occurs

when someone loses their intrinsic purpose,

encounters delays in task completion, and

experiences a diminished sense of self and others.

According to Dessler (2020), burnout is characterized

by weakened enthusiasm, depression, and excessive

stress that occurs in the workplace. Similarly, Kiran

and Batool (2022) describe burnout as a consequence

of idealizing work, overworking, prioritizing job-

related interests over self, feeling isolated, refusing to

engage in social environments, experiencing personal

devaluation leading to cynicism, frustration, lack of

commitment, and a sense of emptiness that ultimately

leads to physical and mental breakdown. Another

perspective by (Zanabazar, Tsogt-erdene, et al., 2023)

suggests that burnout is accompanied by both physical

and mental symptoms stemming from poor adaptation,

coupled with frustration and self-related dissonance in

the context of work. Burnout can impact individuals of

all age groups, even among professionals in various

fields. From the expert viewpoint, burnout can be

defined as a chronic stress condition linked to intense

job demands and excessive work pressures. It

represents a physical, mental, and emotional response

to excessive and sustained work-related pressures.

Individuals experiencing burnout typically feel

physically and mentally exhausted, lose interest and

motivation in their work, and sense despair or

incapability to cope with the demands. Burnout and job

satisfaction share a close and often inverse

relationship. When burnout sets in, job satisfaction

tends to decline. The cause of this is burnout, which is

caused by excessive and prolonged job pressures that

can affect an individual's physical, mental, and

emotional energy. Overburdening work demands may

lead to decreased satisfaction in the job, as individuals

may feel fatigued, demotivated, and unrewarded for

their efforts (Galanis & Vraka, n.d.; Rony &

Yulisyahnti, 2022).

The influence of work-life balance on job

satisfaction can be understood as how the balance

between work demands and personal needs affects an

individual's level of job satisfaction. Effective work-

life balance can lead to increased job satisfaction, as

individuals can allocate sufficient time and energy to

their personal lives, creating a positive balance

between the two. Conversely, poor work-life balance

can give rise to burnout. Burnout occurs when

individuals experience chronic stress due to excessive

job demands, which results in physical and mental

exhaustion, loss of interest, and feelings of despair.

The condition has a direct impact on an individual's

job satisfaction, as continuous pressure and fatigue

lead to dissatisfaction with their work.

The perspective from experts is also evident in a

study conducted by Zanabazar, Jigjiddorj, et al.,

(2023), which demonstrates that burnout acts as a

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mediator between work-life balance and job

satisfaction. According to their findings, having an

imbalance between work and personal life can

increase the risk of burnout, which ultimately

decreases job satisfaction.

Based on expert opinions and existing research,

the subsequent hypotheses are as follows:

H3: Burnout significantly affects job satisfaction

H4: Burnout mediates the influence of work-life

balance on job satisfaction

3 RESEARCH METHODOLOGY

This study employs a quantitative research

methodology with a descriptive approach to test and

validate the hypotheses formulated through various

tests and data processing. In quantitative research,

measurement or numeric approaches are used to

address the research questions, encompassing data

collection and analysis. The research object is

PT.Perkebunan Nusantara V, located at JL.Rambutan

No.43, Riau City.

3.1 Population and Sample

The population comprises 299 employees. The

sample size for this study is 103 employees, drawn

from different departments within PT. Perkebunan

Nusantara V, Riau. Specifically, the Human

Resources department comprises 28 individuals, the

Finance and Accounting department comprises 39

individuals, while the Planning and Sustainability as

well as Information Technology department

comprises 36 employees. The selection of these

departments aligns with the study's focus and

availability of individuals for data collection.

3.2 Model and Data Analysis

Techniques

This study makes use of the smartPLS application to

conduct Partial Least Squares (PLS) analysis. This

analysis serves the primary function of designing a

model, categorized into two sections: the Evaluation

of Measurement Model and the Evaluation of

Structural Model.

4 RESULT

The data collection and analysis outcomes involve

assessing the feasibility of indicators through a process

that involves evaluating the value produced by each

statement item when measuring reflective indicators.

Acceptable value thresholds, as per (hair et al, 2018;

Memon et al., 2019; Sarstedt, 2019) are utilized to

determine the adequacy of the indicators. Loading

factors above 0.71 are deemed "excellent," loading

factors of 0.63 signify "very good," loading factors of

0.5 indicate "good," loading factors of 0.45 suggest

"fair," and loading factors of 0.32 imply "poor.

4.1 Validity Test

An indicator is deemed valid when, according to

(Hair et al., 2018), its loading factor is above 0.71

(excellent) concerning the tested variable construct.

The results of the validity test, as demonstrated in the

outer loading factor table, are as follows:

Figure 1: Path Diagram of PLS Algorithm.

Table 1: Loading Factor Test Results.

Burnout Job Satisfaction

-life balanc

BR 1.1

0,732

BR 1.2

0,765

BR 1.3

0,795

BR 1.4

0,810

BR 1.5

0,822

BR 1.6

0,804

BR 1.7

0,798

BR 2.1

0,775

BR 2.2

0,799

BR 2.3

0,799

BR 2.4

0,754

BR 3.1

0,712

BR 3.2

0,713

Optimizing Work-Life Balance for Enhanced Job Satisfaction: Unveiling the Role of Burnout at PT. PN V Riau

181

Table 1: Loading Factor Test Results (continuation).

BR 3.3

0,728

BR 3.4

0,706

JS1.1 0,764

JS1.2 0,741

JS1.3 0,791

JS1.4 0,789

JS2.1 0,805

JS2.2 0,751

JS2.3 0,756

JS3.1 0,759

JS3.2 0,801

JS3.3 0,774

JS4.1 0,732

JS4.2 0,710

JS4.3 0,726

JS5.1 0,719

JS5.2 0,722

JS5.3

0,735

JS5.4

0,725

WLB 1.1

0,712

WLB 1.2

0,730

WLB 1.3

0,764

WLB 1.4

0,732

WLB 1.5

0,738

WLB 2.1

0,796

WLB 2.2

0,768

WLB 2.3

0,730

WLB 2.4

0,758

WLB 3.1

0,711

WLB 3.2

0,727

WLB 3.3

0,762

WLB 3.4

0,768

WLB 3.5

0,767

WLB 3.6

0,715

After conducting the testing of the loading factors,

it was found that each variable's loading factor is

above 0.7, thus satisfying the criteria set by (hair et al,

2018). Subsequently, further data analysis was

carried out to examine the Average Variance

Extracted (AVE) values for each variable within the

constructs of Reliability and Validity, as presented

below:

Table 2: Test of Construct Reliability and Validity.

Cronbach's

Alpha

rho_A

Composite

Reliability

Average

Variance

Extracted

(AVE)

Work-life

balance

0,950 0,951 0,956 0,591

Burnout 0,946 0,947 0,952 0,572

Job

Satisfaction

0,949 0,950 0,955 0,553

Analysis of the validity test results in table 2

above shows the value Average Variance. The

analysis of the validity test results in the above Table

2 indicates that the Average Variance Extracted

(AVE) values are above >0.5 for all constructs

present in the research model. The convergent

validity criteria is met by the AVE values of the four

variables mentioned above. Another method

employed by the researcher to assess discriminant

validity is the Fornell-Larcker Criterion, which

involves comparing the square root of the Average

Variance Extracted (AVE) for each construct with the

correlations between constructs.

Table 3: Fornell Larcker Criterion.

Burnout

Job

Satisfaction

Work-life

alance

Burnout 0,757

Job

Satisfaction

0,918 0,744

Work-life

alance

0,889 0,921 0,769

Based on the results of the discriminant validity

evaluation of the measurements for Work-life

balance, burnout, and job satisfaction using the

Fornell and Larcker criterion, it can be accepted that

the square root of the Average Variance Extracted

(AVE) for each dimension (on the diagonal axis) is

greater than its correlation with other dimensions.

4.2 Reliability Test

Furthermore, the Reliability Test examines the results

of composite reliability values in Table 3. Work-life

balance has composite reliability values above 0.7,

indicating that the construct can explain more than

50% of the indicator's variance. All constructs in the

estimated model meet the criteria for discriminant

validity. The lowest composite reliability value is

0.952 for the burnout construct in PTPN V. The

reliability test is further supported by Cronbach's

alpha, with the requirement that the suggested value

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is > 0.6. The table above shows Cronbach's alpha

values for all constructs above 0.6, with the lowest

value in the burnout construct.

4.3 Evaluation of Structural Model

The first step in evaluating the structural model is to

examine and verify the collinearity between

constructs and the model's predictive ability. This is

followed by measuring the predictive ability of the

model using five criteria: coefficient of determination

(R2), path coefficients, cross-validated redundancy

(Q2), and path coefficients (Sarstedt, 2019).

The coefficient of determination (R-square) is

used to observe the test value possessed only by

exogenous variables, evaluating the significance

testing of the influence of exogenous (independent)

variables on endogenous (dependent) variables.

Table 4: Results of Coefficient of Determination Test.

R Square R Square Adjusted

Burnout 0,790 0,787

Job Satisfaction 0,895 0,893

The results of data processing show that the R2 value

for the burnout variable construct shows the value

The data analysis results show that the R2 value for

the burnout construct is 0.790, while the R2 value for

the job satisfaction variable is 0.895. The variance

influence for burnout is 79%, and for job satisfaction

it is 89.5%, as indicated. These values categorize the

variance influence for burnout as strong and for job

satisfaction as also strong. This aligns with (Sarstedt,

2019) who defines that the coefficient of

determination values are expected to be between 0

and 1, with R2 values of 0.60 (strong), 0.50

(moderate), and 0.25 (weak).

4.4 Direct Effects

The hypothesis testing in this research was conducted

using bootstrapping procedures after analyzing the

data to address the hypotheses. This study used a

confidence level of 95%, resulting in a precision level

or margin of error (alpha) of 5% (0.05), while the t-

table value is 1.66. If the t-table value > 1.66, the

hypothesis is accepted. The results of the

bootstrapping analysis for direct effects are as

follows:

Table 5: Bootstrapping Test Results.

Original

Sample

Mean

Standard

Deviation

T Statistics P Values

Work-Life

Balance -> Job

Satisfaction

0,499 0,502 0,074 6,712 0,000

Work-Life

Balance ->

Burnout

0,889 0,888 0,018 48,173 0,000

Burnout -> Job

Satisfaction

0,474 0,472 0,073 6,465 0,000

Hypothesis Testing (H1): The table above addresses

the first hypothesis, which states that work-life

balance significantly influences job satisfaction. The

t-value that was calculated is 6.712, which is in

contrast to the t-table value of 1.66. The original

sample value is 0.499, with a p-value of 0.000. This

indicates that the first hypothesis is accepted,

signifying a significant influence of work-life balance

on job satisfaction at PTPN V Riau.

Hypothesis Testing (H2): The table above addresses

the second hypothesis, which posits that work-life

balance significantly influences burnout. The

calculated t-value is 48.173, exceeding the t-table

value of 1.66. The original sample value is 0.889, and

the p-value is 0.000. Therefore, the second hypothesis

is accepted, indicating a significant influence of

work-life balance on burnout at PTPN V Riau.

The table above addresses the third hypothesis,

which suggests that burnout has a significant impact

on job satisfaction. The calculated t-value is 5.465,

surpassing the t-table value of 1.66. The original

sample value is 0.474, with a p-value of 0.000. As a

result, the third hypothesis is accepted, revealing a

significant influence of burnout on job satisfaction at

PTPN V Riau.

4.5 Indirect Effect

Furthermore, the results of the indirect influence of

this research, namely work-life balance on job

satisfaction with burnout as an intervention variable

with a confidence level of 95% with a t-table value of

1.66, are as follows:

Table 6: Indirect Effect Test Results.

Original

Sample

(O)

Sample

Mean

(M)

Standard

Deviation

(STDEV)

T Statistics

(|O/STDEV|)

P Values

Work-life

balance ->

Burnout -> Job

Satisfaction

0,422 0,419 0,067 6,316 0,000

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Hypothesis Testing (H4): Based on Table 6, the

fourth hypothesis is addressed. The hypothesis asserts

that there is a significant influence between work-life

balance and job satisfaction through burnout. The

calculated t-value stands at 6.316, surpassing the t-

table value of 1.66. The original sample value is

0.422, with a p-value of 0.000. These findings

indicate that the fourth hypothesis is accepted,

signifying a significant impact of work-life balance

on job satisfaction at PTPN V through burnout as an

intervening variable. This also implies that burnout

can act as an intervening variable that mediates the

influence of work-life balance on job satisfaction.

4.6 Discussion

The analysis results of this study reveal significant

relationships among the studied variables, namely

work-life balance, job satisfaction, and burnout, in the

context of PT Perkebunan Nusantara (PTPN) V in

Riau. The data analysis results are used to present

these findings and are compared with relevant

findings from previous research in this field. The first

finding indicates a positive and significant influence

of work-life balance on job satisfaction. The earlier

hypotheses are confirmed and the viewpoint that

harmonious harmony between job demands and

commitments to personal life contributes to achieving

optimal job satisfaction is shown. This result aligns

with previous studies, such as those by (Kelly et al.,

2020; Lahamid et al., 2023; Priatna et al., 2022; Rony

& Yulisyahnti, 2022), which also support the positive

relationship between work-life balance and job

satisfaction. The analysis findings show that work-

life balance has a negative and significant impact on

burnout levels. This finding is consistent with the

concept that an imbalance between job demands and

personal needs can lead to excessive stress, induce

feelings of fatigue, and eventually result in burnout.

Essentially, this result indicates that the more

imbalanced the work-life balance, the higher the level

of burnout. This finding is also in line with literature

that highlights the negative impact of work-life

imbalance on psychological well-being (Misra et al.,

2019). The analysis results indicate that burnout has

a negative and significant impact on job satisfaction.

This suggests a meaningful relationship where

individuals experiencing higher levels of burnout

tend to have lower job satisfaction. Burnout, which is

caused by excessive workloads and poorly managed

pressures, can reduce individuals' interest,

motivation, and engagement in their work. This result

supports the perception found in the literature (Leiter

& Maslach, 2005) that burnout detrimentally affects

work experience quality and leads to a decrease in job

satisfaction. Subsequently, the analysis results

indicate that burnout acts as a mediating variable in

the relationship between work-life balance and job

satisfaction. This finding suggests that the impact of

work-life balance on job satisfaction is reflected in its

impact on burnout levels. In other words, a worse

work-life imbalance is more likely to trigger higher

burnout levels, which in turn reduce job satisfaction.

The importance of maintaining a balance between

work and personal life to prevent burnout and

enhance job satisfaction is underscored by this result.

Overall, the data analysis results provide deeper

insights into the dynamic relationships among work-

life balance, burnout, and job satisfaction within the

context of PTPN V in Riau. These findings provide

valuable knowledge for understanding the need to

develop a work environment that supports work-life

balance to enhance employee job satisfaction and

prevent burnout. This finding also underscores the

important role of burnout as a mediator in the

influence of work-life balance on job satisfaction.

5 CONCLUSIONS

The analysis results reveal a surprising relationship

between burnout and job satisfaction in the workplace

environment of PT Perkebunan Nusantara (PTPN) V

in Riau. Although seemingly contradictory, this

finding can be explained through several expert

opinions and arguments found in relevant literature.

First, there is a less explored perspective that

moderate levels of burnout can trigger an increase in

job satisfaction. This viewpoint is emphasized by

Ahola et al. (2018), who suggest that when

individuals experience burnout at a certain level, it

can lead to deep reflections on the values and

purposes within their work. This causes individuals to

reconsider aspects of their job that make them

dissatisfied, which can lead to positive changes in

pursuit of greater job satisfaction. Second, the

concept of "hitting rock bottom" in the experience of

burnout, proposed by Maslach and Leiter (1997),

might provide insight. They indicate that through the

phase of "burnout rock bottom," individuals can reach

a point where they feel they have nothing left to lose,

triggering behavioral and attitudinal transformations

in their work. In this case, such transformations could

result in an increased appreciation for job aspects and

ultimately enhance job satisfaction. Third, this

phenomenon might also relate to the concept of "post-

traumatic growth" within the context of burnout.

Aligned with the idea that the experience of burnout

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can lead to instances of positive change within

individuals (Tedeschi & Calhoun, 2004), there is

potential that overcoming burnout could have

positive impacts on perceptions and satisfaction with

work. Despite common belief, an approach that

attempts to comprehend the psychological

mechanisms can provide new insights into the

relationship between burnout and job satisfaction.

This finding suggests that the relationship among

these variables might be more complex than

previously assumed. However, it's important to

carefully examine these results and further investigate

them within broader and diverse research contexts to

ensure the validity and generalizability of these

findings.

5.1 Limitations

The limitations of this study encompass the defined

parameters within the research scope. The research

primarily focuses on the workplace environment of

PT Perkebunan Nusantara (PTPN) V in Riau as the

study location. The participants involved in this study

are employees originating from various departments

within the organization. The examined variables are

limited to work-life balance, burnout, and job

satisfaction. While other variables that might

influence these relationships, such as cultural aspects

or personality factors, are omitted from this analysis.

Data collection is conducted through questionnaires,

which bear the potential limitations of response

diversity and data collection biases. The utilization of

secondary data also comes with limitations, stemming

from constraints in data availability or aspects not

covered within the dataset. Despite the effort to

elucidate burnout as an intervening variable between

work-life balance and job satisfaction, this research

does not consider other potential influencing factors.

The findings of this study can only be applied to the

studied population and context, and direct

generalization to different organizations or workplace

settings may not be suitable. Respondent variability

also serves as a consideration, due to individual

factors that cannot be entirely controlled within this

study. The research timeline is confined to a specific

period and does not reflect long-term changes, and

external factors affecting the organization or

workplace environment during the research period

are not fully represented. Lastly, the limitations of the

analysis employing the bootstrapping method might

hinder a comprehensive summarization of the

complex relationships among the investigated

variables.

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