Recent research reveals that organizational commitment is the most crucial factor driving the performance of civil servants (ASN) in the Pasuruan City Government, outperforming the impacts of work-life balance or work engagement. The study, conducted by Mochammad Rafliliya Triananda P, Dyan Evita Santi, and Suryanto from Universitas Veteran Bangun Nusantara, was published in 2026 in the International Journal of Education and Life Sciences (IJELS). These findings provide vital empirical evidence for Indonesian bureaucratic management in efforts to enhance public service performance.
Background
Civil servant performance is often under scrutiny, particularly due to low professionalism indices in several regions, including Pasuruan City, which fell below the national average in 2023. Although government policies encourage the implementation of a merit system emphasizing satisfaction and engagement surveys, there is a gap between classical theory—which suggests that work-life balance and work engagement should inherently improve performance—and recent empirical evidence showing inconsistent results. This phenomenon has even given rise to the "engagement-performance paradox," where high levels of engagement do not always correlate directly with productivity.
Research Methodology
The researchers employed a quantitative correlational approach involving 366 civil servants from eight local government agencies in Pasuruan City. Data were collected through surveys using validated Likert-type instruments and analyzed using covariance-based Structural Equation Modeling (CB-SEM). The model simultaneously tested how work-life balance, work engagement, and organizational commitment independently predict employee performance within an integrated framework.
Key Findings
The study reveals a stark difference in how these three variables influence performance:
Organizational Commitment: Shows a positive and highly significant relationship with performance ($\beta=1.504$, $p<.001$). It serves as the strongest predictor compared to the other variables.
Work-Life Balance: Does not demonstrate a statistically significant direct relationship with employee performance in this model ($\beta=.136$, $p=.053$).
Work Engagement: Does not have a significant direct influence on performance ($\beta=-.047$, $p=.754$).
The study also found that although work-life balance and work engagement do not directly affect performance, both have significant, positive correlations with organizational commitment.
Implications for Bureaucracy
These findings suggest that local governments should prioritize building organizational commitment as the primary lever for improving civil servant performance. Leadership can strengthen this commitment through transparent decision-making, recognition of long-term loyalty and contributions, and active involvement of staff in shaping institutional vision and mission. Initiatives such as flexible work scheduling remain worthwhile, though their performance dividends are likely realized primarily through their contribution to organizational commitment rather than a direct effect on performance.
Author Profile
Mochammad Rafliliya Triananda P, Dyan Evita Santi, and Suryanto: Academics from Universitas Veteran Bangun Nusantara, Sukoharjo, Indonesia, specializing in human resource management and organizational behavior in the public sector.
Research Source:
Triananda P, M. R., Santi, D. E., & Suryanto. (2026). Work-Life Balance, Work Engagement, and Organizational Commitment in Relation to Civil Servants' Performance: A Structural Equation Modeling Study in Indonesian Local Government. International Journal of Education and Life Sciences (IJELS), 4(6), 833-846. DOI:
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