The Influence of Work From Home and Work-Life Balance on Employee Performance at PT Buana Bara Sejahtera
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Abstract
This study aims to examine the influence of Work From Home (WFH) and Work-Life Balance on employee performance at PT Buana Bara Sejahtera. As remote work becomes increasingly common, understanding its implications for individual performance and personal well-being has become essential for human resource management. This research uses a quantitative approach with data collected through questionnaires distributed to 100 employees who have experienced remote work. The results of multiple linear regression analysis show that both WFH and Work-Life Balance have a significant and positive impact on employee performance, both partially and simultaneously. These findings suggest that flexible working arrangements, when supported by a healthy balance between professional and personal life, contribute meaningfully to improved employee outcomes. The study highlights the importance of organizational support in implementing effective remote work policies and fostering a work environment that prioritizes employee well-being.
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How to Cite
Solihin, A. (2025). The Influence of Work From Home and Work-Life Balance on Employee Performance at PT Buana Bara Sejahtera. ProBisnis : Jurnal Manajemen, 16(3), 576–581. Retrieved from https://ejournal.joninstitute.org/index.php/ProBisnis/article/view/1005
References
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Bailey, D. E., & Kurland, N. B. (2002). A review of telework research: Findings, new directions, and lessons for the study of modern work. Journal of Organizational Behavior, 23(4), 383–400. https://doi.org/10.1002/job.144
Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does working from home work? Evidence from a Chinese experiment. Quarterly Journal of Economics, 130(1), 165–218. https://doi.org/10.1093/qje/qju032
Brough, P., & O'Driscoll, M. P. (2005). Work–family conflict and stress. In A. Antoniou & C. L. Cooper (Eds.), A Research Companion to Organizational Health Psychology (pp. 346–365). Edward Elgar Publishing.
Cooke, F. L., Dickmann, M., & Parry, E. (2021). IJHRM special issue call for papers: COVID-19 and people management. The International Journal of Human Resource Management, 32(13), 2867–2873. https://doi.org/10.1080/09585192.2021.1915885
Crosbie, T., & Moore, J. (2004). Work–life balance and working from home. Social Policy and Society, 3(3), 223–233. https://doi.org/10.1017/S1474746404001733
Felstead, A., & Henseke, G. (2017). Assessing the growth of remote working and its consequences for effort, well-being, and work-life balance. New Technology, Work and Employment, 32(3), 195–212. https://doi.org/10.1111/ntwe.12097
Greenhaus, J. H., & Allen, T. D. (2011). Work–family balance: A review and extension of the literature. In J. C. Quick & L. E. Tetrick (Eds.), Handbook of Occupational Health Psychology (2nd ed., pp. 165–183). American Psychological Association. https://doi.org/10.1037/12170-009
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76–88. https://doi.org/10.5465/amr.1985.4277352
Gurău, C., & Dana, L. P. (2022). Remote work and digital nomadism: A systematic literature review. Journal of Business Research, 142, 695–710. https://doi.org/10.1016/j.jbusres.2021.12.057
Kossek, E. E., & Lautsch, B. A. (2012). Work–family boundary management styles in organizations. Organizational Psychology Review, 2(2), 152–171. https://doi.org/10.1177/2041386611436264
Mangkunegara, A. A. A. P. (2011). Manajemen Sumber Daya Manusia Perusahaan. Bandung: PT Remaja Rosdakarya.
Masuda, A. D., Poelmans, S. A. Y., Allen, T. D., & Spector, P. E. (2012). Flexible work arrangements availability and their relationship with work-to-family conflict, job satisfaction, and turnover intentions. Journal of Occupational Health Psychology, 17(4), 383–395. https://doi.org/10.1037/a0028962
Perry-Smith, J. E., & Blum, T. C. (2000). Work–family human resource bundles and perceived organizational performance. Academy of Management Journal, 43(6), 1107–1117. https://doi.org/10.2307/1556339
Robbins, S. P., & Judge, T. A. (2015). Organizational Behavior (16th ed.). Pearson Education.
Shockley, K. M., & Allen, T. D. (2007). When flexibility helps: Another look at the availability of flexible work arrangements and work–family conflict. Journal of Vocational Behavior, 71(3), 479–493. https://doi.org/10.1016/j.jvb.2007.08.006
Suharti, L., & Susanto, E. (2021). The impact of work from home on work performance: Empirical evidence from Indonesia. Journal of Contemporary Issues in Business and Government, 27(1), 2035–2047.
Ting, S. H., & Salleh, N. M. (2022). Exploring the effect of work-life balance on job performance in the post-pandemic era. Asian Journal of Business Research, 12(1), 18–32. https://doi.org/10.14707/ajbr.220123
Triana, H. (2025). Turnover Intention and Work-life Balance as Predictors of Employee Performance Satisfaction at Springhill Group . ProBisnis : Jurnal Manajemen, 16(2), 191–195.
Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving effective remote working during the COVID-19 pandemic: A work design perspective. Applied Psychology, 70(1), 16–59. https://doi.org/10.1111/apps.12290
Zhang, Y., & Zheng, Y. (2020). How does employee work-life balance affect organizational performance? The mediating role of job satisfaction. Journal of Human Resource and Sustainability Studies, 8(2), 80–96. https://doi.org/10.4236/jhrss.2020.82006
Andriyani, Y., & Widodo, T. (2022). The Effect of Work From Home on Employee Performance during the COVID-19 Pandemic. Jurnal Manajemen dan Bisnis, 9(1), 11–20. https://doi.org/10.22219/jmb.v9i1.12345
Bailey, D. E., & Kurland, N. B. (2002). A review of telework research: Findings, new directions, and lessons for the study of modern work. Journal of Organizational Behavior, 23(4), 383–400. https://doi.org/10.1002/job.144
Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does working from home work? Evidence from a Chinese experiment. Quarterly Journal of Economics, 130(1), 165–218. https://doi.org/10.1093/qje/qju032
Brough, P., & O'Driscoll, M. P. (2005). Work–family conflict and stress. In A. Antoniou & C. L. Cooper (Eds.), A Research Companion to Organizational Health Psychology (pp. 346–365). Edward Elgar Publishing.
Cooke, F. L., Dickmann, M., & Parry, E. (2021). IJHRM special issue call for papers: COVID-19 and people management. The International Journal of Human Resource Management, 32(13), 2867–2873. https://doi.org/10.1080/09585192.2021.1915885
Crosbie, T., & Moore, J. (2004). Work–life balance and working from home. Social Policy and Society, 3(3), 223–233. https://doi.org/10.1017/S1474746404001733
Felstead, A., & Henseke, G. (2017). Assessing the growth of remote working and its consequences for effort, well-being, and work-life balance. New Technology, Work and Employment, 32(3), 195–212. https://doi.org/10.1111/ntwe.12097
Greenhaus, J. H., & Allen, T. D. (2011). Work–family balance: A review and extension of the literature. In J. C. Quick & L. E. Tetrick (Eds.), Handbook of Occupational Health Psychology (2nd ed., pp. 165–183). American Psychological Association. https://doi.org/10.1037/12170-009
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76–88. https://doi.org/10.5465/amr.1985.4277352
Gurău, C., & Dana, L. P. (2022). Remote work and digital nomadism: A systematic literature review. Journal of Business Research, 142, 695–710. https://doi.org/10.1016/j.jbusres.2021.12.057
Kossek, E. E., & Lautsch, B. A. (2012). Work–family boundary management styles in organizations. Organizational Psychology Review, 2(2), 152–171. https://doi.org/10.1177/2041386611436264
Mangkunegara, A. A. A. P. (2011). Manajemen Sumber Daya Manusia Perusahaan. Bandung: PT Remaja Rosdakarya.
Masuda, A. D., Poelmans, S. A. Y., Allen, T. D., & Spector, P. E. (2012). Flexible work arrangements availability and their relationship with work-to-family conflict, job satisfaction, and turnover intentions. Journal of Occupational Health Psychology, 17(4), 383–395. https://doi.org/10.1037/a0028962
Perry-Smith, J. E., & Blum, T. C. (2000). Work–family human resource bundles and perceived organizational performance. Academy of Management Journal, 43(6), 1107–1117. https://doi.org/10.2307/1556339
Robbins, S. P., & Judge, T. A. (2015). Organizational Behavior (16th ed.). Pearson Education.
Shockley, K. M., & Allen, T. D. (2007). When flexibility helps: Another look at the availability of flexible work arrangements and work–family conflict. Journal of Vocational Behavior, 71(3), 479–493. https://doi.org/10.1016/j.jvb.2007.08.006
Suharti, L., & Susanto, E. (2021). The impact of work from home on work performance: Empirical evidence from Indonesia. Journal of Contemporary Issues in Business and Government, 27(1), 2035–2047.
Ting, S. H., & Salleh, N. M. (2022). Exploring the effect of work-life balance on job performance in the post-pandemic era. Asian Journal of Business Research, 12(1), 18–32. https://doi.org/10.14707/ajbr.220123
Triana, H. (2025). Turnover Intention and Work-life Balance as Predictors of Employee Performance Satisfaction at Springhill Group . ProBisnis : Jurnal Manajemen, 16(2), 191–195.
Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving effective remote working during the COVID-19 pandemic: A work design perspective. Applied Psychology, 70(1), 16–59. https://doi.org/10.1111/apps.12290
Zhang, Y., & Zheng, Y. (2020). How does employee work-life balance affect organizational performance? The mediating role of job satisfaction. Journal of Human Resource and Sustainability Studies, 8(2), 80–96. https://doi.org/10.4236/jhrss.2020.82006