Work-life balance, psychological empowerment, and work engagement: Insights from the job demands-resources model

Authors: Udin Udin ^1, *, Epriyaloka Anggun Putri Eka Novia ¹, Radyan Dananjoyo ¹, Mohd Shamsuri Md Saad ², Amiruddin Ahamat ²

Affiliations:

¹Department of Management, Universitas Muhammadiyah Yogyakarta, Yogyakarta, Indonesia
²Faculty of Technology Management and Technopreneurship, Universiti Teknikal Malaysia Melaka, Melaka, Malaysia

Abstract

Drawing on the Job Demands–Resources (JD–R) model, this study examines the effect of work–life balance (WLB) on employee work engagement (WE), with psychological empowerment (PE) as a mediating variable. A quantitative cross-sectional design was used, and data were collected from 121 full-time employees working in public hospitals in East Java, Indonesia. The measurement and structural models were analyzed using partial least squares structural equation modeling (PLS-SEM). The results indicate that WLB has a significant positive effect on both PE and WE. In addition, PE has a strong direct effect on WE and significantly mediates the relationship between WLB and WE. These findings suggest that maintaining a balance between work and non-work demands can improve employees’ psychological conditions and support higher levels of vigor, dedication, and absorption at work. This study contributes to the JD–R literature by showing how job resources and personal resources interact to influence work engagement in demanding clinical settings.

Keywords

Work-life balance, Psychological empowerment, Work engagement, Job demands-resources, PLS-SEM

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DOI

https://doi.org/10.21833/ijaas.2026.04.012

Citation (APA)

Udin, U., Novia, E. A. P. E., Dananjoyo, R., Saad, M. S. M., & Ahamat, A. (2026). Work-life balance, psychological empowerment, and work engagement: Insights from the job demands-resources model. International Journal of Advanced and Applied Sciences, 13(4), 122–129. https://doi.org/10.21833/ijaas.2026.04.012