Asean International Journal of Business

Vol.2, No.2, 2023

e-ISSN: 2809-6673
Pp.162-171

Work Life Balance and Burnout on Temporary

Employees Performance
Elida Gultom1, Jeli Nata Liyas2
1,2,
Sekolah Tinggi Ilmu Ekonomi Riau, Indonesia
1
elidagultom@[Link], 2jaznatan@[Link]

[Link]

ARTICLE INFO
ABSTRACT
This study aims to determine the effect of work life balance and burnout on
the performance of temporary employees. This analysis uses independent
variables, namely work life balance and burnout and the dependent variable,
Article history:
namely performance. The sample of this study was administrative temporary
Received: 25 May 2023 employees of the Faculty of Social and Political Sciences, University of Riau
Revised:28 June 2023 with a total sampling technique. Data collection was carried out by
accepted: 23 July 2023 distributing 50 questionnaires directly to temporary employees. Statistical
method uses Multiple Linear Regression Analysis with hypothesis testing
statistical test F test and T test. The results of this study indicate that partially
Keywords: work life balance, work life balance and burnout have no significant effect on performance.
burnout, performance, temporary Simultaneously, work life balance and burnout also have no significant effect
on the performance of temporary employees. Some temporary employees are
employees
still worried about various things outside of work, including personal life
while working. The workload and the feeling that temporary employees have
that their life and career will not change causes stress.

This work is licensed under a Creative Commons Attribution-Non Commercial 4.0 International License.

INTRODUCTION
Management of human resources in an organization or company does not always work properly. Human
resources are one of the most important parts of an organization, because if a company is able to manage
human resources well, the company's goals will soon be achieved (Larasati, 2018). Human resource
management is a process, planning, organizing, staffing, mobilizing, and supervising procurement,
development, compensation, integration of maintenance and separation of workforce to achieve
organizational goals (Bangun, 2012).

Human resources are the company's main assets that are very important to manage and pay attention to
for the company's sustainability in achieving its goals. Employee performance is an important factor
that must be prioritized to win competitions both at the national and global levels (Suryosukmono &
Widodo, 2020).

Human resource performance is a measurement and quality of achievement or work output, from the
results obtained by individuals in one period in carrying out their work (Mangkunegara, 2010).
Basically performance is an activity or not carried out by employees (Mathis & Jackson, 2011). There
are two factors that affect employee performance that companies need to know, namely internal factors

© 2023 ADPEBI Publications. All Rights Reserved.

 Asean International Journal of Business Vol.2 No.2 (2023))

and external factors. Companies need to pay attention to employee job satisfaction such as
psychological needs, namely work life balance and material needs to improve employee performance
(Saina et al., 2016).

Work life balance is a balance of work life as a person who can dedicate himself to work for the family
(Parkes and Langford, 2008). Work life balance is related to a person's ability to combine work and
family obligations (Delecta, 2011). The effect of work life balance in optimizing employee performance
has been proven by Rahmadani et al (2023), Windika and Agus (2022), Muliawati and Agus (2020),
Bataineh (2019) and Dousin et al (2019), found that work life balance has a significant effect on
employee performance. When employees are satisfied with their work-life balance, this can affect their
performance. The results of different studies were carried out by Wambui et al (2017), Rafsanjani et al
(2019),

In addition to work life balance, burnout is also a factor that affects performance. In general, burnout
research is focused on service professions, including: doctors, teachers, nurses and so on, but burnout
does not only occur in someone who is a service provider, but many bournouts are also found in other
fields of work in organizations and industries. (Maslach, Jackson & Leiter, 1986). Burnout is a form of
work-related stress that has a negative impact on a person's psychological and physical health thereby
affecting organizational effectiveness, this is a major challenge for employee health and the functioning
of an organization (Saputri in Rahmadani et al., 2023).

Reza Research, Kalali and Gholipour (2011) found burnout is an index that shows weak individual
performance at work which will affect attitudes, physical and mental health and will ultimately result
in behavior. People who experience burnout can have a negative impact on co-workers, causing
personal conflict, disrupting work, and burnout at work. Fatigue can have a negative impact on family
life (Burke RJ, Greengglass ER, 2001). Rahmawati and Amir (2013) said that burnout conditions affect
performance and work performance and changes in individual attitudes in the work environment such
as: withdrawal from work by keeping a distance (decreased intensity of good relations with clients or
co-workers), more absenteeism and having higher turnover than other workers. The research results of
Rahmadani et al., (2023); Syamsu et al (2019) found that burnout has no significant effect on employee
performance.

This research was conducted on administrative temporary employees of the Faculty of Social and
Political Sciences, University of Riau. Government Regulation No. 48 of 2005, temporary workers are
someone who is appointed by the Civil Service Officer or other officials in the government to carry out
certain tasks in government agencies or whose income becomes a burden on the State Revenue and
Expenditure Budget or the Regional Revenue and Expenditure Budget. Issuance of the government
regulation is based on the reason for announcing the appointment of temporary workers to become
Candidates for Civil Servants. The results of Putra's research (2016) found that the government has not
been able to overcome the problems of temporary workers, especially those related to the payroll system,
recruitment, and clarification of status. Even though temporary workers have an important role in
government institutions.

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 Work Life Balance and Burnout…

LITERATURE REVIEWS

Work Life Balance

Work life balance is the level of fulfillment involved with different individual jobs that are connected
to balance and harmony in his life (Hudson in Argiantari, 2022). Work-life balance relates to a person's
ability to combine work with family. (Delecta, 2011). Fisher et al in Argiantari (2022) say there are four
dimensions of work-life balance, including: 1). WIPL (work interference with personal life) this
dimension relates to how much work can slow down an individual's own life. 2) PLIW (personal life
interference with work) this dimension relates to how much work interferes with individual life. 3)
PLEW (Personal Life Enhancement of work) this dimension describes the extent to which a person's
personal life can improve individual performance at work. 4) WEPL (work enhancement of personal
life) this dimension relates to how far work can improve the quality of an individual's personal life.

Burnout
The term bournot appeared in 1970 in the United States as a result of regulations that applied specifically
to people working in human services. Herbert Freudenberger, in 1974 used the term burnout to indicate
the extraordinary stress and fatigue experienced by volunteers at a clinic in New York in dealing with
drug-dependent patients (Laila et al. 2005). Bernadin (Mutiasari, 2010) states burnout is a condition
that reflects an emotional reaction in people who work in the field of humanitarian services and are
close to the community. Maslach and Leiter (2001), said that "job burnout is a negative emotional
reaction to a job, created through long attendance in high stress workplaces" meaning that burnout is a
negative emotional reactionin the work environment as a result of prolonged work stress (Gultom, 2021;
Iskamto, 2021; Iskamto et al., 2020; Rachmad, 2022). Burnoutis the process of attitudes and behavior
of individuals who turn negative in response to work. The process of changing behavior is an imbalance
between the abilities possessed by the demands faced. Indicators of burnout include; emotional
exhaustion, physical exhaustion, mental exhaustion, lack of self-actualization and depersonalization.

Performance
Employee performance is the result achieved by an employee in accordance with their duties and
responsibilities to achieve company goals during a certain period (Asari, 2022). Rivai and Ella in
Gultom (2018) performance is employee performance shown through real behavior according to their
role in the company. According to Asari (2022), employee performance indicators are quality, quantity,
timeliness and cooperation.

Figure 1: Concept Framework

Work Life
Balance H1
(X1)

Performance
(Y)
H2

Burnouts
(X2) H3

© 2022 ADPEBI Publications. All Rights Reserved. 164

 Asean International Journal of Business Vol.2 No.2 (2023))

hypothesis
Based on the formulation of the research problem, the hypothesis in this study is as follows:

H1 : Allegedly Work life balance has a significant effect on performance

H2 :It is suspected that burnout has no significant effect on performance
H3 :Allegedly work life balance and burnout simultaneously have no significant effect on performance

METHODS
The type of research used is survey research with a quantitative approach. The research data was
obtained by distributing questionnaires consisting of 26 statement items. For variable measurement, the
researcher used 5 Likert scales. The score calculation for positive statements has a value of 1 for
statements that strongly disagree up to a value of 5 for statements that strongly agree and vice versa for
negative statements, namely a value of 5 for statements that strongly disagree and a value of 1 for
statements that strongly agree.

The population in this study were all administrative temporary employees of the Faculty of Social and
Political Sciences, University of Riau. The sample technique used is the total sampling method, where
the entire population is included as a sample. The data analysis used is Multiple Linear Regression
Analysis and assisted by SPSS.

RESULTS AND DISCUSSION

This research was conducted on 50 temporary employees who had the following characteristics:

Table 1. Characteristics of Respondents

Category Employee

Gender:
Man 38 %
Woman 62 %
Education:
SENIOR HIGH 14%
SCHOOL 10
D3 64%
S1 12%
S2
Age:
<30 16%
30 - 40 68%
>40 16%
Length of work:
< 5 yrs 10 %
5-10 yrs 24 %
> 10 yrs 66 %

© 2023 ADPEBI Publications. All Rights Reserved. 165

 Work Life Balance and Burnout…

In table 1 above, it can be seen that the most dominant number of temporary employees is the male
gender, namely 62%. The education level of most employees is S1 (Bachelor One), then SMA. The
most dominant age of employees is in the range of 30 - 40 years. Meanwhile, the longest working period
was > 10 years, namely 66%.

Instrument Test
In the validity test, it is done by comparing the value of r count with r table. If r count > r table then it
is considered valid. Based on the test results on the variables work life balance, hunger and performance,
it was found that r count > r table (0.278) meaning that all statements in each variable are declared valid
and can be used as a data collection tool. Reliability test using Cronbach Alpha with the criterion if the
alpha value is > 0.06 then it is declared reliable.

Table 2. Reliability Test Results

Variable Cronbach alpha
cut of value Ket
coefficient
Work-life balance 0.862 0.60 Reliable
Burnout 0.807 0.60 Reliable
Performance 0.912 0.60 Reliable

Based on the data in table 2, it can be seen that the Cronbach alpha coefficient value for each variable
is greater than 0.60, thus all statement items for each variable are declared reliable.

Classical Assumption
a. Normality test
The following are the results of the normality test using the Kolmogrov Smirnov.

Table.3 Kolmogrov Smirnov Test Results

Unstandardized Residual
Information
N 50
Kolmogorov-Smirnov Z 0.116
asymp. Sig (2-tailed) 0.093

Based on table 3, it is obtained that the asymp sig (2-tailed) standardized residual variable is greater
than 0.05, this shows that the data is normally distributed.

b. Multicollinearity Test
The multicollinearity test aims to test the regression model to find a correlation between independent
variables or not. A good regression model does not have a correlation between the independent variables.
Multicollinearity can be seen by the variance inlation factor (VIF) if the VIF value is 0.10 then there
are no signs of multicollinearity. The following is the result of the multicollinearity test

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 Asean International Journal of Business Vol.2 No.2 (2023))

Table 4 Multicollinearity Test Results

Variable VIF tolerance Information
Work-life balance 1,055 0.948 Multicollinearity does not
occur
Burnout 1,055 0.948 Multicollinearity does not
occur
Source: Data Processing, 2023
The data in table 4 shows that there is no tolerance value for the independent variables below 0.10, thus
there is no multicollinearity between the independent variables and the regression model is feasible to
use.

c. Heteroscedasticity Test
The results of the heteroscedasticity test with Glejser are shown in the following table:

Table.5 Heteroscedasticity Test Results

Variable Sig Information
Work-life balance 1,000 Heteroscedasticity does not occur
burnout 1,000 There is no heteroscedasticity

The table above shows the probability value (significance) for the work life balance and hurtout
variables is greater than 0.05. Thus it can be concluded that in the regression model there is no
heteroscedasticity.

4. Multiple Linear Regression Test Results

Table 6 Multiple Regression Analysis

Variable Regression T-count T-Table Sig
Coefficient
Constant 28,690
Work-life balance -101 -835 1677 0.408
Burnout 197 1963 1677 0.056

The coefficient of determination 0.39

F-Count 2007
Sig F 0.146
F-table 3.20

Based on table 6 data, the regression equation can be compiled as follows:

Y = 28.690 - 0.101X1 + 0.197X2.

A constant value of 28,690 means that if the work life balance and hurtout variables are 0, then the
performance of temporary administrative employees of the Faculty of Social and Political Sciences is
28,690. The regression coefficient of the work life balance variable (X1) is -101. This shows a negative
influence on performance. This means that if the work life balance variable increases, the performance

© 2023 ADPEBI Publications. All Rights Reserved. 167

 Work Life Balance and Burnout…

will decrease. The regression coefficient of the burnout variable (X2) of 0.197 indicates a positive effect
on performance, meaning that if the burnout variable increases, the performance also increases.

5. Test t (Partial)

a. Effect of work life balance (X1) on performance (Y)

Obtained a significance value of 0.408 greater than the specified significance value of 0.05 thus
Ho is accepted or Ha is rejected, meaning that work life balance (X1) has no significant effect on
performance (Y).

b. Effect of burnout (X2) on performance (Y).

Based on the results of the analysis, it was obtained a significant value of hurtout (X2) of 0.056 >
0.05 the specified significance value. Thus Ho is accepted and Ha is rejected, meaning that burnout
has no significant effect on performance (Y).

6. F Test (Simultaneous)

Based on table 5 data, the F-count results are 2.007 with an F-table of 3.20 meaning that F-count > F-
table with a significant value of 0.146 > 0.05 this shows that work life balance and burnout have no
significant effect on performance.

Determination Test

Based on the results of data processing, an R2 value of 0.039 was obtained, which means that
the effect of work life balance (X1) and burnout (X2) on performance (Y) was 3.9%, while the
remaining 96.1 was influenced by other variables not discussed in this study.

DISCUSSION

This study aims to determine the effect of work life balance and burnout on the performance of
temporary administrative employees of the Faculty of Social and Political Sciences, University of Riau.
Work life balance is the balance of an individual's life, where they can use their time to work and run a
personal life, so that the individual can carry out two or more roles. The results of this study found that
work life balance has no significant effect on the performance of administrative temporary employees
at the Faculty of Social and Political Sciences, University of Riau. Some employees stated that when
they were working they still thought about other work and personal problems affecting their enthusiasm
for work.

The results of this study are in accordance with the results of research conducted by Wambui et al (2017)
on 74 employees of Kabarak University, Kenya. The results of the study stated that work life balance
had no effect on the performance of Kabarak University employees where employees generally stated
that work life and family conflict were sources of stress at work. The results of Rafsanjani et al 2019's
research conducted on 63 employees of PT Bank Rakyat Indonesia, the Panakkung Makassar branch,
stated that work life balance has no effect on performance.

Opinions that differ from the results of research conducted by Genta et all (2023) found that work life
balance has a significant effect on the performance of Bengkulu Provincial Inspectorate employees.
Muliawati and Agus (2020) also found that work life balance has a significant effect on the performance

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 Asean International Journal of Business Vol.2 No.2 (2023))

of the millennial generation. The results of Windika and Agus's research (2023), on 46 Bank employees
found that work life balance has a significant effect on employee performance.

Burnout is a negative reaction in the work environment as a result of prolonged work stress. This study
found that the burnout variable had no significant effect on the performance of temporary administrative
employees at the Faculty of Social and Political Sciences, University of Riau. The results of this study
are in accordance with the results of research conducted by Rahmadani et all (2023) on Bengkulu
Province Inspectorate employees, where burnout has no significant effect on employee performance.
The results of the same research were also found by Nandavati et all (2019), burnout has no significant
effect on employee performance.

The results of simultaneous hypothesis testing for the effect of work life balance and burnout have no
significant effect on the performance of temporary administrative employees of the Faculty of Social
and Political Sciences, University of Riau. The total influence of work life balance and burnout variables
on performance is only 3.9%.

CONCLUSION
Work life balance and burnout have no significant effect on the performance of temporary employees
of Administration, Faculty of Social and Political Sciences, University of Riau. This shows that
temporary employees are still worried about various things including personal life at work and
feelingstheir lives and careers will not change.

There are differences and limitations in the results of previous empirical research, so it is possible to
further study the relationship between work life balance and burnout on the performance of temporary
employees. The limitation of this study is only to discuss temporary employees in one faculty at a
tertiary institution. Furthermore, you can compare ASN employees with Temporary employees to find
out how significant differences in achieving work life balance and burnout affect employee performance.
The method that can be used for further research can use PLS (Partial Least Square) software

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