The Psychological Effect of Life Satisfaction on Work Engagement: Mediating Variable of Self-Efficacy for Managing Work-Family Conflict

Abstract

The contemporary work environment is changing so quickly and unpredictable as a result of global competition, making having people who are highly engaged in their work the ideal situation for a firm to succeed. Using self-efficacy for managing work-family conflict (SE-MWFC) as the mediating variable and demographic factors gender, age, and years of service as the moderating variables, the aim of this study was to investigate the relationship between life satisfaction and job engagement. 166 workers from Jakarta's private sector companies—47 men and 119 women—served as the study's subjects. Self-reports that gauge life satisfaction, workplace engagement, and SE-MWFC were used to gather the data. With AVE coefficients all above 0.50 and alpha Cronbach reliability coefficients all above 0.60. all research measuring devices show convergent and discriminant validity. Using the SMARTPLS tool, path analysis and structural equation modeling was used to verify research hypotheses. The findings indicated that (1) life satisfaction was significantly positively correlated with work engagement, (2) life satisfaction was significantly positively correlated with SE-MWFC, (3) SE-MWFC significantly acted as a mediating variable to the relationship between life satisfaction and work engagement, and (4) gender demographic variables were significantly proven to be moderating variables, while age and length of work were not proven to be moderating variables in relationships between life satisfaction and work engagement. The main implication of this study is how crucial the SE-MWFC is as a mediating variable in understanding the relationship between life satisfaction and employee work engagement. In an effort to strengthen the link between life pleasure and employee work engagement, firms can also take employee demographic aspects into consideration.