Abstract:

This research aimed to know the influence of WLB (Work Life Balance) to employees’ performance mediated with work satisfaction and organization commitment. This research used a causal survey which means a conclusive research to explain variables’ interrelation which are differ to independent as a cause and dependent as its result of a certain phenomenon. The sample used here were 80 respondents with census method which means all population members are used as the research respondents (population research). This result showed that from five hypothesis proposed, there were four are significantly accepted, they are: the relationship of WLB to work satisfaction and commitment, work satisfaction to organization commitment, and organization commitment to employees’ performance. There was a rejected hypothesis which was a direct relationship between work satisfactions to employees’ performance. This is shown by an insignificant influence (p > 0,05). It can be said that work satisfaction has no influence to performance directly without passing through commitment. WLB can influence performance after there was a significant relationship to satisfaction and organization commitment of the employees.