Influence Work-Family Conflict,  Workplace Well-Being, and The Workload Turnover Intention on Lecturer Performance in LLDIKTI Region IX

Lina Mariana; Mansyur Ramly; Bahar Sinring; Zainuddin Rahman

doi:10.24857/rgsa.v18n8-089

Authors

Lina Mariana https://orcid.org/0009-0000-4147-418X
Mansyur Ramly https://orcid.org/0000-0002-2015-6470
Bahar Sinring https://orcid.org/0009-0003-2354-2670
Zainuddin Rahman https://orcid.org/0009-0008-4622-9042

DOI:

https://doi.org/10.24857/rgsa.v18n8-089

Keywords:

Work-family Conflict, Workplace Well-being, Workload, Performance, Turnover Intention

Abstract

Objectives: The research aims to achieve several objectives: Test the effect of work-family conflict on turnover intention.Test the effect of workplace well-being on turnover intention. Test the effect of workload on turnover intention. Test the effect of work-family conflict on performance. Test the effect of workplace well-being on performance. Test the effect of workload on performance. Test the effect of turnover intention on performance. Test the effect of work-family conflict on lecturer performance through turnover intention. Test the effect of workplace well-being on lecturer performance through turnover intention. Test the effect of workload on lecturer performance in Higher Education Region IX through turnover intention.

Methods: This research employs primary data collection, with a population of 17,859 individuals and a sample size of 150. The analysis model used is descriptive quantitative, and Smartpls software is utilized as the analysis tool.

Results: Work-family conflict has a positive but insignificant effect on turnover intention among lecturers in LLdikti Region IX, Makassar. Workplace well-being negatively and significantly affects turnover intention among lecturers in LLdikti Region IX. Workload positively influences turnover intention among lecturers in LLdikti Region IX. Work-family conflict has a negative and insignificant effect on the performance of lecturers in LLdikti Region IX. Workplace well-being positively impacts the performance of lecturers in LLdikti Region IX. Workload negatively affects the performance of lecturers in Higher Education Region IX. Turnover intention positively affects the performance of lecturers in Higher Education Region IX. Work-family conflict insignificantly influences lecturer performance through turnover intention in Higher Education Region IX. Workplace well-being significantly influences lecturer performance through turnover intention in LLdikti Region IX. Workload significantly influences lecturer performance through turnover intention in LLdikti Region IX.

Conclusion: In conclusion, the research findings highlight the nuanced relationships between various factors and their impact on turnover intention and performance among lecturers in Higher Education Region IX. While work-family conflict and workload show mixed effects on turnover intention, workplace well-being emerges as a significant factor influencing both turnover intention and performance positively. The findings underscore the importance of addressing work-related stressors and fostering a supportive work environment to enhance lecturer performance and mitigate turnover intention in academic settings.

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