Pengaruh Work Life Balance terhadap Turnover Intention pada Dosen Universitas Bandung

Abstract. This study examines the effect of work-life balance on turnover intention among 103 university lecturers in Bandung aged 35 years and below, where the background shows that a modern work environment with high pressure and an always-on culture triggers role tension that has the potential to increase turnover intention. This is supported by previous research, as Indonesia leads Southeast Asia with 84% turnover intention. Using a quantitative causality design with convenience sampling, the Likert scale from Fisher (2001) and E-MTI Ike et al. (2023), as well as SEM via SmartPLS after classical assumption testing, the results reveal that the majority of respondents (79.6%) have a high work-life balance dominated by the demands dimension (WIPL, PLIW), low turnover intention with a prominent personal orientation, and a negative influence, thus supporting the hypothesis through role conflict in line with the studies by Ariyani et al. (2022) and Andhika & Astiti (2025). In conclusion, work-life balance significantly reduces faculty turnover intention, with practical implications for universities to implement flexible policies such as WFH and family leave to improve retention, as well as theoretical suggestions to add mediation variables for further research. Abstrak. Penelitian ini menguji pengaruh work life balance terhadap turnover intention pada 103 dosen universitas di Bandung berusia 35 tahun ke bawah, di mana latar belakang menunjukkan lingkungan kerja modern dengan tekanan tinggi dan budaya always-on memicu ketegangan peran yang berpotensi meningkatkan turnover intention, hal tersebut didukung oleh penelitian sebelumnya sebagaimana Indonesia memimpin Asia Tenggara dengan 84% turnover intention. Menggunakan desain kuantitatif kausalitas dengan convenience sampling, skala Likert dari Fisher (2001) dan E-MTI Ike et al. (2023), serta SEM via SmartPLS (β = −0,414; p = 0,279) setelah uji asumsi klasik, hasil mengungkap mayoritas responden (79,6%) memiliki work life balance tinggi didominasi dimensi demands (WIPL, PLIW), turnover intention rendah dengan personal orientation menonjol, serta pengaruh negatif sehingga mendukung hipotesis melalui konflik peran selaras studi Ariyani et al. (2022) dan Andhika & Astiti (2025). Kesimpulannya, work life balance secara signifikan menekan turnover intention dosen, dengan implikasi praktis bagi universitas untuk menerapkan kebijakan fleksibel seperti WFH dan cuti keluarga guna meningkatkan retensi, serta saran teoritis menambahkan variabel mediasi untuk penelitian lanjut.​