Pengaruh Work-Life Balance dan Dukungan Sosial Rekan Kerja terhadap Psychological Well-Being

Aureliana, Arbi (2025) Pengaruh Work-Life Balance dan Dukungan Sosial Rekan Kerja terhadap Psychological Well-Being. Sarjana (S1) thesis, Universitas Islam 45 Bekasi.

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Abstract

Psikologi Well-Being is a condition when individuals are able to accept themselves, establish positive relationships with others, have clear life goals, and are able to develop themselves optimally. If staff do not have high Psikologi Well-Being, staff tend to experience many negative impacts, both psychologically and in their performance. This study aims to determine the effect of work-life balance and social support from coworkers on Psikologi Well-Being. This study used a purposive sampling technique with a sample of 22 staff at the Pejuang Village Office. The data collection method used interviews and the work-life balance psychology scale from Fisher, Bulger, and Smith, social support from coworkers from Sarafino, and Psikologi Well-Being from Ryff. The reliability test of the instrument used the Cronbach's Alpha formula with a scale of X1 = 0.828, a scale of X2 = 0.947, and a scale of Y = 0.923. Data analysis used multiple linear regression. The test results show that the r value of work-life balance with Psikologi Well-Being is 0.243 with a significance level (p) = 0.277 (p>0.05) meaning that there is no significant relationship between work-life balance and Psikologi Well-Being. In variables X2 and Y, the r value is 0.816 with a significance level (p) = 0.053 (p>0.05) meaning that there is no significant relationship between social support from co-workers and Psikologi Well-Being. The results of the multiple linear regression test between work-life balance and social support from co-workers on Psikologi Well-Being show an F value = 0.173 with a significance value of 0.843 (p>0.05) meaning that work-life balance and social support from co-workers have no effect on Psikologi Well-Being in staff. work-life balance (X1) and social support from co-workers (X2) provide an effective contribution of 1.8%, the remaining 98.2% is influenced by variables not studied by the researcher.

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