Work-Life Balance, Work Engagement, and Organizational Commitment in Relation to Civil Servants' Performance: A Structural Equation Modeling Study in Indonesian Local Government
DOI:
https://doi.org/10.59890/ijels.v4i5.31Keywords:
Work-Life Balance, Work Engagement, Organizational Commitment, Employee Performance, Civil Servants, Structural Equation ModelingAbstract
This study examines the relationships between work-life balance, work engagement, and organizational commitment with the performance of civil servants (ASN) in Pasuruan City, Indonesia, addressing inconsistent findings in prior literature regarding the direct relationship of work-life balance and work engagement with performance. A quantitative correlational design was employed with 366 civil servants selected through random sampling from eight local-government agencies. Data were collected using validated Likert-type instruments and analyzed with covariance-based Structural Equation Modeling (CB-SEM) using AMOS, in which work-life balance, work engagement, and organizational commitment were specified as three correlated exogenous variables simultaneously predicting employee performance. The structural model exhibited good fit (χ² = 285.006, df = 269, p = .240; CFI = .998; TLI = .998; RMSEA = .013). Organizational commitment showed a positive and highly significant relationship with performance (β = 1.504, CR = 11.941, p < .001), whereas work-life balance (β = .136, p = .053) and work engagement (β = -.047, p = .754) did not. Supplementary analysis indicated that work-life balance and work engagement each covaried significantly with organizational commitment (p < .001), while the covariance between work-life balance and work engagement was non-significant (p = .146).
And organizational commitment with employee performance simultaneously in a single integrated structural model among Indonesian local-government civil servants, providing empirical evidence that organizational commitment — rather than work-life balance or work engagement — is the most proximal correlate of performance in this bureaucratic context.
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