Work-Life-Balance and Digital Transformational Leadership Effects on Organizational Commitment Through Job Satisfaction for Hybrid Work Environment in Indonesia
DOI:
https://doi.org/10.35870/jemsi.v12i3.6694Keywords:
Work-Life-Balance (WLB), Digital Transformational Leadership (DTL), Job Satisfaction (JS), Organizational Commitment (OC), Work-From-Home (WFH)Abstract
This research were made to analyze and examine the effects of Work-Life-Balance and Digital Transformational Leadership on Organizational Commitment through the mediating roles of Job Satisfaction for hybrid work in Indonesia. This research were using survey research were used for data collecting, quantitative apprroach for analythic approch, and associative causal research for explanatory research. Population in this research consist of all every potential and real worker within in Indonesia, particulary who are working hybrid with the sample size for this research is 132 respondents. Non probability sampling were used in this research and purposive sampling were used with the following criteria of who aged above 17 years old, Indonesian citizen, work within Indonesia, and who have work in hybrid environment after pandemic at least 6 months. This research highlight the crutial role of hypotheses, which the result shows that Work-Life-Balance and Digital Transformational Leadership both have significant positive effects on and Organizational Commitment through Job Satisfaction among Indonesian hybrid employees, indicating that better balance and leadership enhance its commitment mainly through enhanced satisfaction. Whereas the Job Satisfaction mediates Digital Transformational Leadership stronger than Work-Life-Balance. Practically, employees ought to manage clear work-life boundaries, while the companies formalize the flexible hybrid policies. At last, it is recommended to include diverse samples and variables in hybrid work settings.
Downloads
References
Afzali, H. (2025). Remote work and organizational commitment: The mediating roles of job satisfaction and work–life balance. 8, 1–10.
Ahmad, R., Nawaz, M. R., Ishaq, M. I., Khan, M. M., & Ashraf, H. A. (2023). Social exchange theory: Systematic review and future directions. Frontiers in Psychology, 13(January), 1–13. https://doi.org/10.3389/fpsyg.2022.1015921.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411–423. https://doi.org/10.1037/0033-2909.103.3.411.
Angreni, D. D., & Mahyuni, L. P. (2024). Work hybrid, work-life balance, work engagement, and employee performance. Quantitative Economics and Management Studies (QEMS), 5(6), 1227–1240.
Arevin, A. T., Pardosi, P., & Kustiyono, K. (2024). The impact of remote work on employee engagement and productivity in the post-pandemic era. International Journal of Social and Human, 1(3), 220–229. https://doi.org/10.59613/45xz9y84.
Aulia, L., & Arijanto, A. (2025). The influence of green attitude and transformational leadership on organizational citizenship behavior environment with organizational commitment as mediation. The EUrASEANs: Journal on Global Socio-Economic Dynamics, 2(2(51)), 210–221. https://doi.org/10.35678/2539-5645.2(51).2025.210-221.
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115.
Budiman, N., Hidayat, N. K., & Basbeth, F. (2020). The impact of hybrid working in the post-pandemic COVID-19 on employee job satisfaction through work-life balance and workload in Indonesia leading heavy equipment company. 29811–29826.
Chayomchai, A., Promprasert, P., Katchamat, C., & Nokman, C. (2023). Key factors influencing organizational commitment. International Journal of Current Science Research and Review, 06(12), 7718–7723. https://doi.org/10.47191/ijcsrr/v6-i12-27.
Dağlı, E., Gecikli, R. M., Turan, O., Orgun, E., Unal, A., Bayram, F., Isin, A., & Yayla, O. (2024). Is business sustainability possible? The moderating role of place of work in the relationship between hotel safety culture, job satisfaction, organizational commitment and customer-oriented behavior: A cross-regional study. Sustainability (Switzerland), 16(20), 1–20. https://doi.org/10.3390/su16208876.
Darodjat, T. A. (2020). Factors affecting commitment in organizing behavior. Enrichment: Journal of Management, 10(2), 25–30.
Elshaer, I. A., Azazz, A. M. S., Kooli, C., Aljoghaiman, A., Elsawy, O., & Fayyad, S. (2025). Green transformational leadership’s impact on employee retention: Does job satisfaction and green support bridge the gap? Administrative Sciences, 15(5), 1–24. https://doi.org/10.3390/admsci15050177.
Firdaus, A., Sudarmo, Noor, M. A., Safkaur, T. L., Suprayitno, D., & Setiawan, A. (2024). Job satisfaction as a mediation of transformational leadership on organizational commitment and employee performance. Journal of Lifestyle and SDGs Review, 5(2), e03140. https://doi.org/10.47172/2965-730x.sdgsreview.v5.n02.pe03140.
Greimel, N. S., Kanbach, D. K., & Chelaru, M. (2024). Journal of innovation. Journal of Innovation & Knowledge, 9(4), 100591. https://doi.org/10.1016/j.jik.2024.100591.
Hair, J. F. (2019). When to use and how to report the results of PLS-SEM. 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203.
Hair, J. F., Ringle, C. M., & Sarstedt, M. (2011). PLS-SEM: Indeed a silver bullet. Journal of Marketing Theory and Practice, 19(2), 139–152. https://doi.org/10.2753/MTP1069-6679190202.
Hair, J., & Alamer, A. (2022). Partial least squares structural equation modeling (PLS-SEM) in second language and education research: Guidelines using an applied example. Research Methods in Applied Linguistics, 1(3), 1–16. https://doi.org/10.1016/j.rmal.2022.100027.
Herrera, J., & De Las Heras-Rosas, C. (2021). The organizational commitment in the company and its relationship with the psychological contract. Frontiers in Psychology, 11(January), 1–17. https://doi.org/10.3389/fpsyg.2020.609211.
Jonathans, S., Kho, A., Sunarjo, R. A., & Samuel, S. (2026). The influence of digital transformational leadership, employee engagement, and pay satisfaction on turnover intention with organizational commitment as a mediating variable in the sales team at PT. XSR. 7(1), 465–484.
Jufrizen, J., Nadia, N., & Muslih, M. (2022). Mediation role of job satisfaction on the influence of emotional intelligence and transformational leadership on organizational commitment. International Journal of Science, Technology & Management, 3(4), 985–996. https://doi.org/10.46729/ijstm.v3i4.560.
Kock, N. (2015). One-tailed or two-tailed P values in PLS-SEM? 11, 1–7.
Kosasih, F. G., Yohana, C., & Handaru, A. W. (2024). Job satisfaction and organizational commitments: A meta-analysis literature review. 4, 43–50. https://doi.org/10.37394/232024.2024.45.
Kusuma, B., Utami, S. S., Maryama, S., & Ermalina. (2024). The effect of work-life balance on organizational commitment and turnover intention of millennial generation employees. American Journal of Economic and Management Business (AJEMB), 3(10), 350–356.
Lee, M., & Kim, B. (2023). Effect of employee experience on organizational commitment: Case of South Korea. Behavioral Sciences, 13(7). https://doi.org/10.3390/bs13070521.
Manyara, A. M., Purvis, A., Ciani, O., Collins, G. S., & Taylor, R. S. (2024). Sample size in multistakeholder Delphi surveys: At what minimum sample size do replicability of results stabilize? Journal of Clinical Epidemiology, 174, 111485. https://doi.org/10.1016/j.jclinepi.2024.111485.
Matsh. (2024). Remote work preferences: Statistics on employee choices in 2024. Matsh.
Maulana, I., & Hikmah Perkasa, D. (2025). The influence of transformational leadership and organizational culture on employee performance through organizational commitment as a mediating variable. International Journal of Business and Management Invention, 14(4), 01–14. https://doi.org/10.35629/8028-14040114.
Monata, D., & Yulihasri, Y. (2024). The role of job satisfaction in mediating the influence of the work environment on organizational commitment. Dinasti International Journal of Management Science (DIJMS), 6(1), 44–57. https://doi.org/10.59188/jurnalsosains.v4i3.1238.
Muguerza-Florián, E., García-Salirrosas, E. E., Villar-Guevara, M., & Fernández-Mallma, I. (2025). Investigating the association between transformational leadership and job satisfaction: The role of gratitude towards the organization in the Peruvian context. Administrative Sciences, 15(9), 1–23. https://doi.org/10.3390/admsci15090349.
Munzir, I., Suriyanti, & Mahfudnurnahamuddin. (2025). Exploring the impact of work-life balance on employee productivity in hybrid work settings.
Nordiana, S., Malek, A., Sarah, N., Nazerin, M., & Moulton, N. H. (2025). From stress to satisfaction: Work-life balance as a predictor of job satisfaction. IX(2454), 809–821. https://doi.org/10.47772/IJRISS.
Orešković, T., Milošević, M., Košir, B. K., Horvat, D., Glavaš, T., Sadarić, A., Knoop, C. I., & Orešković, S. (2023). Associations of working from home with job satisfaction, work-life balance, and working-model preferences. Frontiers in Psychology, 14(November), 1–8. https://doi.org/10.3389/fpsyg.2023.1258750.
Pahlevie. (2018). Pengaruh kepercayaan magi terhadap praktik manajemen pengusaha kecil menengah di pasar tradisional Palmariam. 34–55.
Prasetio, A. P. (2016). Pengaruh work-life balance terhadap organizational citizenship behavior, dengan variabel mediasi kepuasan kerja dan komitmen organisasi pada karyawan Bank Rakyat Indonesia Kantor Wilayah Bandung.
Purba, M. S., Ardi, A., & Berlianto, M. P. (2023). The influence of digital transformational leadership on job performance: Job satisfaction and affective commitment as the intervening variables. Enrichment: Journal of Management, 13(5).
Rohmawan, R., Suharto, S., & Mochamad Syafii. (2025). The hybrid work model and its impact on employee engagement: A literature review study on the millennial generation. Brilliant International Journal of Management and Tourism, 5(2), 106–114. https://doi.org/10.55606/bijmt.v5i2.4454.
Salameh-Ayanian, M., Lakkis, P., Jabbour Al Maalouf, N., & Makki, M. (2025). Leading through uncertainty: How transformational and transactional leadership shape employee satisfaction and performance in Lebanese NGOs. Administrative Sciences, 15(5). https://doi.org/10.3390/admsci15050172.
Sapta, I. K. S., Putra, I. G. A. K., Landra, N., & Parwita, G. B. S. (2025). The impact of emotional intelligence and work-life balance on organizational commitment through the mediation of job satisfaction among JNE Denpasar couriers. International Journal of Economics, Commerce, and Management, 2(4), 15–28. https://doi.org/10.62951/ijecm.v2i4.946.
Saritha, T., & Akthar, P. (2024). The impact of hybrid work models on employee well-being and engagement. Communications on Applied Nonlinear Analysis, 31(5S), 97–104. https://doi.org/10.52783/cana.v31.1003.
Simatupang, R. J. (2021). The effect of transformational leadership on organizational commitment mediated by the job satisfaction of employees of PT PLN (Persero) Lampung distribution main unit. International Journal of Environmental, Sustainability, and Social Sciences, 2, 181–188.
Simon, A. C., Aranyi, G., Faragó, K., Pachner, O. C., & Kiss, O. E. (2023). The impact of time spent working from home on affective commitment in the workplace: The mediating role of social relationships and collective aims. Frontiers in Psychology, 13(January), 1–9. https://doi.org/10.3389/fpsyg.2022.1002818.
Sugiono. (2013). Metode penelitian kuantitatif kualitatif dan R&D.
Sun, W. (2024). The impact of work from home on employee organizational commitment. Atlantis Press SARL. https://doi.org/10.2991/978-2-38476-257-6_61.
Talentiv. (2025). Hybrid working di Indonesia: Strategi masa depan dunia kerja dan cara implementasinya secara efektif. Talentiv.
Tams, N. F., Harsasi, M., & Ubud, S. (2025). The effect of psychological well-being and work-life balance on employee performance with organizational commitment as a mediator in the Directorate General of Protocol and Consular. Dinasti International Journal of Economics, Finance & Accounting, 6(3), 1768–1783. https://doi.org/10.38035/dijefa.v6i3.4506.
.
Tan, M. R. S. (2025). A path analysis on the effect of work engagement, organizational culture, and work-life balance on organizational commitment in higher education institutions. DIT ADS International Multidisciplinary Research Journal, October. https://doi.org/10.63941/dit.adsimrj.2025.1.3.18.
Tanjung, R., Budiyanto, Ratnasari, S. L., & Saputri, Y. (2024). Analysis of transformational leadership and organizational culture on employee performance mediated by organizational commitment. International Conference on Business & Social Sciences (ICOBUSS), 1499–1510.
Venetia, F., Nikolaos, K., Odysseas, K., & Michalis, A. (2025). Remote work: Job satisfaction and productivity in local government – a case study of the municipality of Argos-Mycenae in Greece. Edelweiss Applied Science and Technology, 9(8), 842–846. https://doi.org/10.55214/2576-8484.v9i8.9468.
Widyasana, B. P. A., Hardojo, S., & Patisina. (2025). The effect of remote working on employees’ organizational commitment with work-life balance as a mediator. 2(2), 812–818.
William, M. M., & Sundiman, D. (2025). Employee turnover intention in Indonesian organizations: The role of job satisfaction. A system dynamics and latent Dirichlet allocation (LDA) study. 16(July), 207–222. https://doi.org/10.21512/bbr.v16i2.12972.
Yusnita, N., Gursida, H., & Herlina, E. (2022). The role of work-life balance and job satisfaction as predictors of organizational commitment. Jurnal Economia, 18(1), 103–114. https://doi.org/10.21831/economia.v18i1.40236.
Zen, F., & Qibthiyyah, R. M. (2022). Who works from home during the COVID-19 pandemic? Case of Indonesia. March.
Zhafira, N. H., Makmun, A. H., & Yusnaidi. (2025). Engaged and committed in the hybrid era: Pathways to employee performance. International Conference of Islamic Economics and Business, 11.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Alessandro Alessandro, Ramadhania Ramadhania, Efa Irdhayanti, Ahmad Shalahuddin, Pramana Saputra
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.
