The Effect of Work Engagement and Work Discipline on Employee Performance at PT XYZ, With Work-Life Balance as A Mediating Variable
DOI:
https://doi.org/10.53787/iconev.v6i2.114Keywords:
Employee Performance, Organizational Effectiveness, Work Discipline, Work Engagement, Work Life BalanceAbstract
Employee performance is a critical factor influencing organizational effectiveness, particularly in the construction industry, where project success depends heavily on workforce productivity and commitment. This study aims to examine the effects of work engagement and work discipline on employee performance through work-life balance as a mediating variable at PT XYZ. A quantitative explanatory research design was employed, involving 235 employees selected through a purposive sampling technique. Data were collected using a structured questionnaire and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4 software. The findings reveal that work engagement, and work-life balance each have a positive and significant effect on employee performance. Meanwhile, work discipline was found to have no significant effect on employee performance. Furthermore, work engagement and work discipline significantly influence work-life balance. The mediation analysis demonstrates that work-life balance significantly mediates the relationships between work engagement and employee performance as well as between work discipline and employee performance. These findings highlight the importance of fostering employee engagement, strengthening disciplinary practices, and promoting work-life balance to enhance employee performance and organizational effectiveness in the construction sector.
References
Alawi, M. R., Putri, R. K., & Kristinawati, D. (2025). The influence of physical work environment and work discipline on employee performance: A study at the Dodol Picnic Garut production division. Eduvest–Journal of Universal Studies, 5(8), 10353–10368. https://doi.org/10.59188/eduvest.v5i8.51848
Allen, T. D., Cho, E., & Meier, L. L. (2020). Work–family boundary dynamics. Annual Review of Organizational Psychology and Organizational Behavior, 7(1), 317–340. https://doi.org/10.1146/annurev-orgpsych-012119-044924
Armstrong, M., & Taylor, S. (2020). Armstrong’s handbook of human resource management practice (15th ed.). Kogan Page.
Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
Becker, G. S. (1993). Human capital: A theoretical and empirical analysis, with special reference to education (3rd ed.). University of Chicago Press.
Creswell, J. W., & Creswell, J. D. (2023). Research design: Qualitative, quantitative, and mixed methods approaches (6th ed.). Sage Publications.
Faisal, A. (2024). The effect of work-life balance, organizational culture, career path and key performance indicator on productivity through employee engagement. Greenation International Journal of Law and Social Sciences, 2(4), 198–212. https://doi.org/10.38035/gijlss.v2i4.270
Fitriyanto, H. (2026). Employee engagement and work-life balance as a mediation mechanism between organizational support and employee performance–A conceptual analysis. In Proceedings of the 1st International Conference on Business, Economic, and Social Sustainability (ICOBES 2025) (pp. 674–688). Atlantis Press. https://doi.org/10.2991/978-94-6239-626-5_50
Haar, J. M., Sune, A., Russo, M., & Ollier-Malaterre, A. (2021). A cross-national study on the antecedents and outcomes of work-life balance. The International Journal of Human Resource Management, 32(4), 784–810.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). Sage Publications.
Juniarti, A. T., Setia, B. I., Nusantara, B. D. A., & Alghifari, E. S. (2025). The role of organizational citizenship behavior in mediating the effect of work-life balance and job stress on employee performance. Jambura Science of Management, 7(1), 1–24. https://doi.org/10.37479/jsm.v7i1.26445
Karatepe, O. M. (2021). The effect of work engagement on employee outcomes. International Journal of Contemporary Hospitality Management, 33(2), 635–652.
Kinman, G., & Jones, F. (2022). Work-life balance and employee well-being in contemporary organizations. Routledge.
Kitta, S., Nurhaeda, N., & Idris, M. (2023). Pengaruh kompetensi, pengalaman kerja, lingkungan kerja, dan disiplin kerja terhadap kinerja pegawai. Jesya (Jurnal Ekonomi dan Ekonomi Syariah, 6(1), 297–309. https://doi.org/10.36778/jesya.v6i1.933
Lubis, B. A. S., & Romi, M. V. (2026). The influence of training and work discipline on the performance of human capital division employees at PT XYZ. Al-Kharaj: Journal of Islamic Economic and Business, 8(1). https://doi.org/10.24256/kharaj.v8i1.9500
Luthans, F. (2018). Organizational behavior: An evidence-based approach (13th ed.). McGraw-Hill Education.
Mangkunegara, A. P. (2020). Manajemen sumber daya manusia perusahaan. PT Remaja Rosdakarya.
Mastra, C. A., Novianti, T., & Suhendi, S. (2026). Strategy for developing quality of work life to enhance employee engagement at PT XYZ. Indonesian Journal of Multidisciplinary Science, 5(4), 211–224. https://doi.org/10.55324/ijoms.v5i4.1247
Naqshbandi, M. M., et al. (2024). Work engagement and employee performance: Empirical evidence from organizational settings.
Nugraha, B. W., & Rukhviyanti, N. (2024). The effect of work engagement, work-life balance, and work overload on employee productivity: The role of job satisfaction as a mediating variable at BRI employees in Bandung City. Indonesian Interdisciplinary Journal of Sharia Economics, 7(2), 3808–3833. https://doi.org/10.31538/iijse.v7i2.5235
Nursanti, T. D., & Julianti, M. (2021). Mediation role of work stress on the effect of work-life balance and work environment on employee performance of XYZ leasing company. Jurnal Ilmu Manajemen & Ekonomika, 13(2), 101–108. https://doi.org/10.35384/jime.v13i2.285
Putri, R. K., Lubis, M., & Junipriansa, D. (2023). Work discipline and work motivation influence on the employee performance of Siabu Mandailing Natal Health Centre. In Proceedings of the International Conference on Sustainable Collaboration in Business, Technology, Information, and Innovation (SCBTII 2023) (pp. 200–211).
Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). Pearson Education.
Schaufeli, W. B. (2018). Work engagement in Europe: Relations with national economy, governance and culture. Organizational Dynamics, 47(2), 99–106. https://doi.org/10.1016/j.orgdyn.2018.01.003
Schaufeli, W. B., & Bakker, A. B. (2020). Defining and measuring work engagement: Bringing clarity to the concept. In S. L. Albrecht (Ed.), Handbook of employee engagement (pp. 10–24). Edward Elgar Publishing.
Sekaran, U., & Bougie, R. (2020). Research methods for business: A skill-building approach (8th ed.). Wiley.
Sutaguna, I. N. T., Yusuf, M., Ardianto, R., & Wartono, P. (2023). The effect of competence, work experience, work environment, and work discipline on employee performance. Asian Journal of Management Entrepreneurship and Social Science, 3(1). https://ajmesc.com/index.php/ajmesc/article/view/263
Widhiantari, N. P. N. (2025). Influence of work life balance, work discipline, and competence on employee performance in the apparel industry. In Proceedings of the International Conference Economic Management Accounting (ICEMA) (Vol. 2, No. 1, pp. 776–796). https://doi.org/10.24176/
Yao, J., Qiu, X., Yang, L., Han, X., & Li, Y. (2022). The relationship between work engagement and job performance: Psychological capital as a moderating factor. Frontiers in Psychology, 13, Article 729131. https://doi.org/10.3389/fpsyg.2022.729131
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Indonesian Economic Review
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
journal is licensed under a Creative Commons Attribution-Non-commercial-No Derivatives 4.0 International License. This license allows authors to copy and redistribute the material in any or medium format. The journal allows the author(s) to hold the copyright without restrictions and will retain publishing rights without restrictions.
