JRSSEM 2022, Vol. 01, No. 10, 1717 – 1730
DOI : 10.36418/jrssem.v1i10.181 https://jrssem.publikasiindonesia.id/index.php/jrssem/index
E-ISSN: 2807 - 6311, P-ISSN: 2807 - 6494
WORK FROM HOME: MEASURING WORK LIFE BALANCE,
JOB BURNOUT AND EMPLOYEE HAPPINESS FOR
STARTUP COMPANY EMPLOYEES IN JAKARTA
Jeshica khoirunnisa Amalia
1*
Parwoto
2
1,2
Universitas Mercu Buana Jakarta
e-mail: jeshicaamalia@gmail.com
1
, parwoto.parwoto@mercubuana.ac.id
2
*Correspondence: jeshicaamalia@gmail.com
Submitted: 24 April 2022, Revised: 11 May 2022, Accepted: 20 May 2022
Abstract. The COVID-19 pandemic has changed the way people live and work, and the way
industry and organizations operate. The most obvious change is in a situation where organizational
activities start running remotely, or what is known as a work from home policy. The COVID-19
pandemic has brought shocks to the economic situation and social conditions of people around
the world. Working from home affects work-life balance, work fatigue, and also employee
happiness. This research is included in the type of quantitative research with a focus on employees
of startup companies in Jakarta with a total of 65 respondents. Data was collected using a
questionnaire which was then analyzed using SmartPLS 3.3.7 software. Based on the results of this
study indicate that work from home has a significant positive effect on work-life balance and
employee happiness, as well as a significant negative effect on job burnout.
Keywords: work from home; work-life balance; job burnout; employee happiness; COVID-19;
startup.
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DOI : 10.36418/jrssem.v1i10.181 https://jrssem.publikasiindonesia.id/index.php/jrssem/index
INTRODUCTION
The COVID-19 pandemic brings shocks
to the economic situation and social
conditions of people around the world. This
phenomenon is changing the way society
undergoes life and work, and how business
organizations carry out their activities
(Irawanto, Novianti, & Roz, 2021). Change
the main thing that happened
simultaneously in relative time short that is
enforcement method work by remote, or
popularized with term work from home
(Kramer & Kramer, 2020).
Working from home alone has similar
characteristics to the practice of telework _
which used to be popular in 1970. Practice
telework means a new alternative to doing
work from different locations by utilizing
the help of technology (Van Meel, 2011).
Along gradually, practice telework is
adapted with various other terms, such as
remote work and flexible work.
Various studies predict continuity
practice work in the future. Some surveys
show a desire for big employees to
maintain method rated work _ and bring
flexibility from stiff method work on site.
Source: Buffer & AngelList (2020), Microsoft Work Trend Index (2021)
Figure 1. Tendency to Maintain Work From Home Policy
Even though so even though
employees show the desire to maintain
practice work from home in the future, stay
just several things need to be considered
regarding the potential gains and losses
that are possible to occur if work from
home will be applied permanently in the
future. This thing needs to be reviewed by
researchers, remembering _ that the
happiness of employees tends to decrease
after the covid 19 pandemic brought
various changes, one of them changing
method work by remotes.
1719 | Work From Home: Measuring Work Life Balance, Job Burnout and Employee Happiness
DOI : 10.36418/jrssem.v1i10.181 https://jrssem.publikasiindonesia.id/index.php/jrssem/index
for Startup Company Employees in Jakarta
Source: JobStreet.com COVID-19 Report, 2020
Figure 2. Happiness Level Employee
Working from home is considered to be
able to encourage work flexibility
(Contreras, Baykal, & Abid, 2020), help
employees hone time planning skills
(Nakrošienė, Bučiūnienė, & Goštautaitė,
2019), and reduce costs and time
previously spent on accommodation.
towards the office (Nakrošienė et al., 2019).
Employee productivity and job satisfaction
can be increased and work-life balance is
more guaranteed (Grant, Wallace,
Spurgeon, Tramontano, & Charalampous,
2018), but on the other hand, side effects
and losses that arise as a result of
implementing work from homes such as
blurring the lines between work and
personal life (Grant et al., 2018), distractions
that arise from the existing family members
while working from home (Kazekami, 2020),
as well as all kinds of potential stress,
feelings of isolation, fatigue and burnout
that may be experienced during the
process (Tan, 2021). Opinions this in line
with the results of a survey conducted _ by
Buffer and AngelList in 2020, showing the
pros and cons of profit and the challenges
that arise During enforcement work from
home.
Source: Buffer & AngelList (2020)
Figure 3. Advantages and Difficulties During Work From Hom
Various advantages and difficulties that
arise as a result of the implementation of work from home have helped us
Jeshica khoirunnisa Amalia, Parwoto
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conclude that the main problem faced by
many employees is distracted work-life
balance. (Toniolo-Barrios & Pitt, 2021) look
at if working from home tends to cause
extra hours on work and triggers overwork,
due to the physical absence of employees
in the office, it makes the company worry
about employee performance, so the
company chooses to increase workload
and work time (Sakitri, 2020). This bias in
working hours often makes employees
unable to disconnect from work and must
be ready to exceed the portion of the
working time that should be (Toniolo-
Barrios & Pitt, 2021). This situation ends up
triggering physical and emotional fatigue
for employees while working from home.
This problem also triggers stress and
anxiety (Toniolo-Barrios & Pitt, 2021) as
well as affect physical health such as fatigue
from having to sit for long periods to do
video conferences and trigger zoom
fatigue (Toniolo-Barrios & Pitt, 2021).
Accumulation from the disturbance
conditions work-life balance and triggers
burnout During enforcement working from
home resulted in employees being no
longer happy with their jobs (Morgantini et
al., 2020)
There are still related gaps in profit or
more trouble-many arise from
enforcement work from home, indicating
that further research is needed regarding
the effect of work from home on work-life
balance, job burnout, and employee
happiness, with the hope of proving a
model that clarifies the influence between
work from home and works life balance, job
burnout and employee happiness.
METHODS
Study this including in type study
quantitative. The population in the study is
employee company startups that are
undergoing work from home during the
Covid 19 pandemic. Taking samples is done
with the technique of incidental sampling
by establishing general criteria for
screening participants. Knowing such a
broad and heterogeneous population,
researchers focus sample research on
employees company domiciled startup _
work in Jakarta, until total participants
obtained as many as 65 people.
Method data collection using
distributed questionnaire _ online through
the help of social media. Question items
variable work from home adapted from
questionnaire which contains 13 items
representing four dimensions. Question
items variable work life balance adapted
from questionnaire (Fisher, Bulger, & Smith,
2009) containing 15 items representing
four dimensions. Question items variable
job burnout adapted from questionnaire
(Maslach, Leiter, & Jackson, 2012) re -
adapted by Bravo et al., (2021) which
contains 16 items representing three
Dimensions and Question Items variable
employee happiness adapted from
questionnaire (Ramirez-Garcia, Perea, &
Junco, 2019) which contains 11 items
representing two dimensions.
Data analysis in this study used the
Partial Least Square (PLS) technique with
the help of the SmartPLS application
version 3.3.7. The testing stages carried out
include the outer model test (convergent
validity, discriminant validity, and
composite reliability); the test of the inner
1721 | Work From Home: Measuring Work Life Balance, Job Burnout And Employee Happiness
For Startup Company Employees In Jakarta
model (test the coefficient of determination
and goodness of fit index ), and the test of
the hypothesis/significance.
Results Data Processing
Study this dominated by participants
employee women with a percentage of
68%. In terms of age, company startups
have the majority of employees in the
range ages 20 to 30 years. They generally
already undergo work from home for more
than one year since Covid 19 pandemic is
coming to Indonesia. The majority of
employees are still single and have joined
the company During a period time one up
to five years . by detail described in the
table following related characteristics
respondents to research this.
Table 1. Description Characteristics Respondent
Characteristics
Amount
Percentage
Gender
21
32%
44
68%
65
100%
Age
30
46%
31
48%
3
5%
1
2%
65
100%
Marital status
43
66%
22
34%
65
100%
Last education
2
3%
6
9%
54
83%
3
5%
65
100%
Years of service
59
91%
4
6%
2
3%
65
100%
Types of Startup
Business
20
31%
8
12%
14
22%
8
12%
Jeshica khoirunnisa Amalia, Parwoto
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Characteristics
Profile
Amount
Percentage
Other
15
23%
TOTAL
65
100%
Long Running
WFH
6 months
20
31%
1 year
9
14%
> 1 year
36
55%
TOTAL
65
100%
Source: Results of research data ( 2022)
Test Outer Model
1. Convergent validity
Test this done using SmartPLS
version 3.3.7. This test result shows that
on the variable work from home, out of
a total of 13 statement items, four of
them were deleted because the mark
loading factor was < 0.7. On variable
work-life balance, from a total of 15
statement items, six of them were
deleted. On variable job burnout, from
a total of 16 statement items, six of
them were deleted. While the
variable employee happiness 11
statement items were declared
completely valid. So based on validity
test convergence, In this case, 39
statement items can be continued in
the testing process next.
The final result from the convergent
validity test can be confirmed through
the mark Average Variance Extracted
(AVE) that has been fulfilled AVE
condition > 0.5 which indicates that the
items used in the test next have been
valid (Hamid, Anwar, & Lumoindong,
2019).
Table 2. AVE Value of Research Model
Variable
Dimension
AVE
Value
AVE Value
Work From Home (X)
Productivity (P)
0.882
0.607
Factor Attitude (FSKP)
0.739
Factor Social (FSOS)
1,000
Factor Situation
( Source power and
distraction ) (FS)
0.781
Work Life Balance (Y1)
Work Interference with
Personal Life (WIPL)
0.922
0.591
Personal Life
Interference with Work
(PLOW)
0.842
Work enhancement of
1,000
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For Startup Company Employees In Jakarta
Variable
Dimension
AVE
Value
AVE Value
personal life (WEPL)
Personal life
enhancement of work
(PEWL )
0.879
Job Burnout (Y2)
Fatigue emotional and
physical (EMS)
0.857
0.595
Cynicism (SIN)
0.944
Professionalism (PRO)
0.825
Employee Happiness
(Y3)
Job environment (J)
0.741
0.594
Worker factors (W)
0.818
Source: Analysis results using Smart-Pls 3.3.7
2. Discriminant validity
Measurement items in the study are
said to be valid if mark correlation
constructs with the indicator already
more from value 0.7, however, there is
another way to perform a discriminant
test like this, that is to compare mark
correlation between latent variables
with mark root AVE square.
Table 3. AVE Root and Correlation Latent Variable
Variable
AVE
√𝑨𝑽𝑬
Correlation Score among Latent Variables
WFH
WLB
JB
EH
WFH
0.607
0.779
1
0.60 8
-0.6 19
0.717
WLB
0.591
0.769
0.60 8
1
-0.67 4
0.6 59
JB
0.595
0.771
-0.6 19
-0.67 4
1
-0.652
EH
0.59 4
0.771
0.717
0.6 59
-0.65 2
1
Source: Result of analysis using Smart-Pls 3.3.7
The table above _ shows that the
item in the study has been valid
because mark more AVE root big from
a correlation between another latent
variable.
3. Composite Reliability
Test this done to measure the
consistency of latent variables in
research. A construct is considered
reliable if the composite reliability value
is > 0.7. This limit is more stringent than
Cronbach's alpha which should be >
0.6. The following is the output of the
outer model of this research which
shows that: the whole construct fulfills
condition reliability.
Jeshica khoirunnisa Amalia, Parwoto
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Table 4. Value of Composite Reliability and Cronbach's Alpha
Variable
Composit
e
Reliability
Condi
tion
Cronbach'
s Alpha
Condi
tion
Information
Work From
Home (X)
0.933
> 0.7
0.919
> 0.6
Reliable
Work Life
Balance (Y1)
0.928
> 0.7
0.913
> 0.6
Reliable
Job Burnout (Y2)
0.936
> 0.7
0.924
> 0.6
Reliable
Employee
Happiness (Y3)
0.942
> 0.7
0.932
> 0.6
Reliable
Source: Result of analysis using Smart-Pls 3.3.7
Inner Model Test
Figure 5. Model Test Results
Second Order Test Results using Smart-Pls 3.3.7
Coefficient of Determination Test/ R Square (R
2
)
The coefficient of determination
test aims to determine how far the
model's ability to explain the
dependent variable is. The following are
the results of the calculation of R
Square in this study.
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Table 5. Value of R Square (R2
)
from the Research Model
Construct
R Square
R Square Adjusted
Work Life Balance (Y1)
0.370
0.360
Job Burnout (Y2)
0.383
0.373
Employee Happiness (Y3)
0.669
0.664
Source: Analysis results using Smart-Pls 3.3.7
Table 4 and 5 shows that 3 6 % of
the work-life balance variable can be
explained by the work from home (X)
variable, while the remaining 6 4 % is
explained by other variables.
Furthermore, 37.3 % of job burnout
variables can be explained by the work
from home (X) variable, while the
remaining 62.7 % are explained by
other variables outside of what was
studied in this study. Finally, 66.4 % of
employee happiness variables can be
explained by work from home (X), work-
life balance (Y1), and job burnout (Y2)
variables, while the remaining 33.6 % is
explained by other variables other than
what was studied in this study.
a. The goodness of Fit Index ( GoF )
The Goodness of Fit Index
( GoF ) test was conducted to
validate the combined performance
of the outer model and inner model
tests, which were obtained through
the following calculations:
GoF=√𝐴𝑉𝐸 𝑥 𝑅
2
GoF=
√
0.597𝑥 0.474
GoF=
√
0.283
GoF= 0.5 32
The results of the Goodness of
Fit Index (GoF) calculation are at
0.532, where the criteria for the
value of the GoF calculation are 0.10
(GoF small), 0.25 (GoF medium), and
0.36 (GoF large). So it can be
concluded that the overall
performance of the outer model and
inner model is good.
The goodness of fit testing can
also be done by calculating the
predictive relevance value (Q2) with
the formula:
Q
2
= 1 – ( 1 – R1
2
) ( 1 – R2
2
) ... ( 1- Rp
2
)
𝑄
2
= 1 −
(
1 − 0.370
)(
1 − 0.383
)
(1
− 0.669)
𝑄
2
= 1 − (0.63 𝑥 0.617 𝑥 0.331)
𝑄
2
= 1 − 0.129
𝑄
2
= 0.871
The calculation results above
show a relatively high value of 0.8
71, so this model can be said to be
feasible and has a predictive
relevance value.
b. Hypothesis Test
testing can be done using the
SmartPLS 3.3.7 statistical
application which utilizes the
method of bootstrapping. Criteria
for level 95% significance with
standard error by 5%, namely t >
1.67 and p < 0.05. Number 1.67 as
comparison number t statistic this
DOI : 10.36418/jrssem.v1i10.181 https://jrssem.publikasiindonesia.id/index.php/jrssem/index
Jeshica khoirunnisa Amalia, Parwoto
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obtained from the formula:
DF= nk
DF= 65-4
DF= 61
In the statistical table, it is
known that the t table value for the
value 61 with a significance of 0.05
is 1.670219. Furthermore, the
results of hypothesis testing by
utilizing the SmartPLS 3.3.7
statistical application can be seen in
the following table:
Table 6. Path Coefficient values, t-statistics, and P-values
Connection
Between
Construct
Original
Sample
(O)
T
Statistics
P
Values
Information
Work From Home >
Work Life Balance
0.60 8
7. 048
0.000
Influential
positive
significant
Work From Home >
Job Burnout
-0.6 19
6.1 27
0.000
Influential
negative
significant
Work From Home >
Employee
Happiness
0.818 _
12,437
0.000
Influential
positive
significant
Source: Analysis results using Smart-Pls 3.3.7
Saputra, & Saputra, 2021) who obtained
Based on results counting
statistics on hypothesis test study
this, then obtained equality
following this :
Work-life Balance= 0.608*WFH
Job Burnout= -0.6 19 *WFH
Employee Happiness= 0.818*WFH
RESULTS AND DISCUSSION
Effect of Work From Home on Work Life
Balance. Hypothesis 1 in a study this state
that working from home has influenced
positive significance on work-life balance,
and the hypothesis this accepted. This
result is in line with the study by (Mea &
Hyronimus, 2020) and (Tongam, Linardy,
similar results.
Test more carry on a show that attitude
employee startup in deal with work from
home is very influential on the level their
work-life balance, the more employees feel
effectiveness and benefits from existing
work from home, especially in bringing
employees closer to their personal lives,
employees will not feel that their personal
life is a source of distraction for work from
home activities. (Toniolo-Barrios & Pitt,
2021) agree that working from home is a
challenge in itself in maintaining a balance
of work and life, because things like lack of
space to work at home, and having to look
after children while working, ultimately lead
to decreased productivity, reduced
motivation and increased stress. This
1727 | Work From Home: Measuring Work Life Balance, Job Burnout And Employee Happiness
For Startup Company Employees In Jakarta
condition can be experienced by all
workers who work from home, so there
must be cooperation between the
company and employees to be able to
create boundaries between life and work,
where the company sets work time rules
during work from home so that employees
can have the opportunity to live their
personal lives. , while employees can
manage the home situation to be
conducive while they are working,
especially so that family members give
employees distance to complete their work.
The Effect of Work From Home on Job
Burnout. Hypothesis 2 in a study this state
that working from home has influenced
negatively job burnout, and the hypothesis
is accepted. This result is in line with the
study (Almonacid Nieto & Calderon
Espinal, 2020) who obtained similar results.
Test more carry on the show that
employee attitude n startups in responding
to work from home are very influential in
reducing their job burnout natural, namely
the more positive employees' perceptions
that work from home is beneficial in
improving the quality of their work, the
more the risk of burnout is reduced due to
the emergence of emotional exhaustion
during activity work from home was held. A
positive perception of work from home can
minimize the stress that arises as an effect
of adjustment to work in times of
pandemic.
Even though the theory is very easy to
apply, Unfortunately, it is difficult for
employees to maintain a positive
perception amid the occurrence of non-
uniform working hours which creates a bias
in working hours and triggers difficulties in
disconnecting from work (Toniolo-Barrios
& Pitt, 2021). So companies should pay
more attention to things that need to be
adjusted to work from home conditions
during this pandemic, such as job design
during work from home (what things must
be done, what adjustments will occur
during the implementation of the
program). work from home ) so that the risk
of burnout can be minimized during work
from home.
The Effect of Work From Home on
Employee Happiness. Hypothesis 3 in a
study this state that working from home
has influenced positive significance on
employee happiness, and the hypothesis
this accepted. This result is in line with the
study by (Opatha & Uresha, 2020) who got
similar results.
Test more carry on a show that The
attitude of startup employees in
responding to work from home greatly
affects their happiness, namely: The more
positive the employee's perception that
working from home is beneficial in
improving the quality of their work, the
more it affects employee happiness with
the current conditions of the work
environment, especially for the
organizational climate that remains
conducive even in a pandemic condition
that requires the implementation of a total
work from home.
As revealed by (Nakrošienė et al., 2019)
that working from home can hone the time
planning skills of employees, helping
employees spend more time being close to
their families. Working from home also
helps employees reduce costs and time
previously spent on accommodation to the
office (Vyas & Butakhieo, 2021). Employees
can take these things as a perception that
Jeshica khoirunnisa Amalia, Parwoto
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working from home is not entirely bad,
even though these positive things are
accompanied by various negative
conditions which are a side effect of
implementing a new work method (work
from home), which although its
implementation is almost the same as
flexible work that many startup companies
have undertaken, still working from home
has its challenges in the form of the
accompanying circumstances (COVID-19
pandemic).
CONCLUSIONS
Studies focused on the conditions that
arise as an impact of enforcement work
from home, ongoing since the entry covid
19 pandemic at the beginning of 2020.
Work from home is one of the trigger
conditions _ emergence of disturbance
work-life balance and risk of job burnout
for employees. state this side by side with
down-level happiness employees since the
entry pandemic in Indonesia. In the
environment of a company startup, usually
working hours and conditions that make
employees can't be disconnected from
work to be Thing's main need _ fixed if
practice work from home later will be
maintained. Study results show that the
method employed in dealing with work
from home is very influential in guarding
work-life balance and happiness, as well as
minimizing the risk of burnout. Attitude
employees to work from home is
influenced by the perception of the
conditions that occur During work from
home. Therefore, companies need to pay
attention to the work situation of
employees while at home. Of course, this
will make the work from home agenda
useful to support the quality of employees'
personal lives and increase employees'
perceptions of happiness for their work. On
the other hand, the company needs to
notice potential things that trigger
employee burnout and control the problem
so that employees will not experience
future burnout and impact the whole of
their job.
Even though application work from
home is still massively enforced when the
pandemic has not yet happened, it's very
possible if method work will be maintained
through the urgency pandemic has over.
Companies can combine methods of work
on site and from home, of course with
making adjustments to the work
regulations/regulations, including the
agreement on working time and means of
communication and communication time.
Agreement to two Things this useful for
reducing risk usually the working hours
experienced employees. Besides that,
needed leadership support and trust to
ensure an agreement that will be applied
by all employees and guarantee
commitment to their job. Companies also
need to facilitate the resources needed by
employees during work from home, in
particular, related IT support. Lastly, from
the side, employees require businesses to
compromise with member families to give
time to employees to focus on their job
while at home.
Studies that naturally still have
limitations, remember limited time for
disseminating and processing the data
obtained through deployment
questionnaires online. Even though Thus,
the researcher suggests that further
1729 | Work From Home: Measuring Work Life Balance, Job Burnout And Employee Happiness
For Startup Company Employees In Jakarta
research should re-conceptualize the
independent variables that can explain the
conditions of work life balance and job
burnout for employees of startup
companies, as well as how to influence
work from home, work-life balance, and job
burnout on employee happiness in other
industrial sectors, especially industries that
are not familiar with exposure to
technology and tend to find it difficult to
apply new work methods (such as work
from home ).
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