PENGARUH BEBAN KERJA DAN WORK-LIFE BALANCE TERHADAP KINERJA PEGAWAI DENGAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL INTERVENING (STUDI KASUS PADA PT PLN (PERSERO) UNIT INDUK PEMBANGUNAN SULAWESI) = THE EFFECT OF WORKLOAD AND WORK-LIFE BALANCE ON EMPLOYEE PERFORMANCE WITH EMPLOYEE ENGAGEMENT AS AN INTERVENING VARIABLE (A CASE STUDY AT PT PLN (PERSERO) SULAWESI MAIN CONSTRUCTION UNIT)

Abstrak Kinerja pegawai merupakan faktor krusial dalam pencapaian target organisasi. Beban kerja dan work-life balance menjadi dua aspek penting yang memengaruhi kinerja, baik secara langsung maupun melalui keterlibatan pegawai (employee engagement). Namun, mekanisme peran mediasi employee engagement dalam hubungan tersebut masih perlu dikaji lebih lanjut. Penelitian ini bertujuan untuk menganalisis pengaruh beban kerja dan work-life balance terhadap kinerja pegawai dengan employee engagement sebagai variabel intervening. Penelitian ini menggunakan pendekatan kuantitatif dengan desain explanatory research. Populasi penelitian adalah seluruh pegawai Kantor Induk UIP Sulawesi sebanyak 123 orang yang sekaligus dijadikan sampel melalui teknik total sampling. Analisis data dilakukan menggunakan Structural Equation Modeling berbasis Partial Least Squares (SEM-PLS) dengan bantuan SmartPLS 4. Beban kerja (β = 0,150; p = 0,007) dan work-life balance (β = 0,200; p = 0,007) berpengaruh positif dan signifikan terhadap kinerja. Beban kerja (β = 0,218; p = 0,001) dan work-life balance (β = 0,414; p = 0,000) juga berpengaruh positif dan signifikan terhadap employee engagement. Employee engagement berpengaruh positif dan signifikan terhadap kinerja (β = 0,569; p = 0,000). Secara tidak langsung, employee engagement memediasi secara parsial pengaruh beban kerja (β = 0,124; p = 0,002) dan work-life balance (β = 0,236; p = 0,000) terhadap kinerja. Employee engagement berperan sebagai mekanisme kunci dalam memperkuat pengaruh kondisi kerja terhadap kinerja pegawai, sehingga pengelolaan beban kerja dan work-life balance menjadi strategi penting dalam meningkatkan kinerja. Abstract Employee performance is a crucial factor in achieving organizational targets. Workload and work-life balance are two important aspects that influence performance, both directly and through employee engagement. However, the mediating role of employee engagement in this relationship still requires further investigation. This study aims to analyze the effect of workload and work-life balance on employee performance with employee engagement as an intervening variable. This study employed a quantitative approach with an explanatory research design. The population consisted of all employees at the Head Office of UIP Sulawesi, totaling 123 individuals, all of whom were selected as the sample using a total sampling technique. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (SEM-PLS) with the assistance of SmartPLS 4 software. Workload (β = 0.150; p = 0.007) and work-life balance (β = 0.200; p = 0.007) have a positive and significant effect on performance. Workload (β = 0.218; p = 0.001) and work-life balance (β = 0.414; p = 0.000) also have a positive and significant effect on employee engagement. Employee engagement has a positive and significant effect on performance (β = 0.569; p = 0.000). Indirectly, employee engagement partially mediates the effect of workload (β = 0.124; p = 0.002) and work-life balance (β = 0.236; p = 0.000) on performance. Employee engagement plays a key role as a mechanism that strengthens the influence of work conditions on employee performance. Therefore, managing workload and maintaining work-life balance are important strategies to enhance employee performance.