Work-Life Balance, Organizational Support, and Job Stress Influencing Commitment: The Mediating Role of Job Satisfaction

Built around the framework of Partial Least Squares Structural Equation Modeling (PLS-SEM) taking a sample comprised of 212 employees working in various companies of South Sulawesi, Indonesia, this study explores different kinds relationship. Research results confirm thatWLB and POS can both produce favorable JSat as well as OC but work-related stress has a negative effect directly upon JSat and, again, indirectly through Job Satisfaction but not for OC. Moreover Job Satisfaction is key in mediating the effects of WLB and POS on Organizational Commitment, its role is crucial for improving attitudes among employees overall. The study findings illustrate the Social Exchange Theory and Job Demands–Resources model this by bringing supportive and stressful antecedents together in one predictive model. In practical terms, the findings emphasize the importance of company policies aimed at promoting work-life balance as well as increasing perceived support while reducing workplace stress in order to create a more loyal and committed workforce. Nevertheless, the cross-sectional research design and the specificity of the sample may limit generalization. Subsequently, longitudinal and cross-organizational studies are needed to confirm and replicate these findings. The findings have implications for public sector HR policies concerned with promoting organizational loyalty and employee wellbeing.