The Effect of Workload, Emotional Intelligence, and Work-Life Balance on Employee Well-Being
Keywords:
Employee Well-Being, Workload, Emotional Intelligence, Work–Life Balance, Job Demands-Resources Model, Organizational BehaviorAbstract
Employee well-being has become a critical concern for organizations aiming to sustain productivity, reduce turnover, and enhance overall performance in increasingly demanding work environments. This study examines the effect of workload, emotional intelligence, and work–life balance on employee well-being, integrating both organizational and individual perspectives. Drawing on contemporary theoretical frameworks such as the Job Demands–Resources (JD-R) model and emotional intelligence theory, the research investigates how job demands (workload) and personal and contextual resources (emotional intelligence and work–life balance) interact to influence employees’ psychological and emotional states. A quantitative research design was employed, utilizing survey data collected from employees across various sectors. Statistical analyses, including multiple regression, were conducted to assess the relationships among variables. The results reveal that workload has a significant negative effect on employee well-being, indicating that excessive job demands can lead to stress, fatigue, and reduced life satisfaction. In contrast, emotional intelligence shows a positive and significant influence, suggesting that individuals with higher emotional awareness and regulation skills are better equipped to cope with workplace pressures and maintain well-being. Similarly, work–life balance demonstrates a strong positive relationship with employee well-being, emphasizing the importance of maintaining equilibrium between professional responsibilities and personal life. Among the predictors, work–life balance emerges as the most influential factor, followed by emotional intelligence, while workload remains a critical risk factor. These findings contribute to the existing literature by highlighting the combined impact of job demands and personal resources on well-being in a modern organizational context. Practically, the study suggests that organizations should implement strategies to manage workload, foster emotional intelligence through training and development programs, and promote policies that support work–life balance. Such integrated efforts can enhance employee well-being, leading to improved organizational outcomes. Future research is recommended to explore longitudinal effects and potential mediating or moderating variables to deepen understanding of these relationships.
Downloads
References
Arif, H. M., & Windarsari, W. R. (2026). Between Algorithm and Adat: How Bugis-Makassar MSMEs Negotiate AI Marketing Through the Lens of Siri’ na Pacce. Economics and Business Journal (ECBIS), 4(3), 897–908. https://doi.org/10.47353/ecbis.v4i3.308
Aswar, N. F. (2023). The Influence Of Work-Life Balance (WLB) And Workload On Employee Performance With Motivation As A Moderating Variable. Journal Management & Economics Review (JUMPER), 1(6), 267–272. https://doi.org/10.59971/jumper.v1i6.140
Bakker, A. B., & Demerouti, E. (2023). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 28(2), 123–138. https://doi.org/10.1037/ocp0000350
De Clercq, D., Haq, I. U., & Azeem, M. U. (2020). The relationship between workplace stress and employee well-being: The moderating role of emotional intelligence. Journal of Psychology in Africa, 30(2), 87–93. https://doi.org/10.1080/14330237.2020.1747022
Demerouti, E., & Bakker, A. B. (2022). Job demands–resources theory in times of crisis: New propositions. Organizational Psychology Review, 12(1), 3–24. https://doi.org/10.1177/20413866211012314
Dhir, A., Yossatorn, Y., Kaur, P., & Chen, S. (2020). Online social media fatigue and psychological well-being—A study of compulsive use, fear of missing out, fatigue, anxiety and depression. International Journal of Information Management, 40, 141–152. https://doi.org/10.1016/j.ijinfomgt.2018.01.012
Dipoatmodjo, T. S. P. (2025). Empathic Leadership in Times of Disruption: A Case Study on Strategies to Sustain Employee Wellbeing. Journal Management & Economics Review (JUMPER), 2(6), 197–202. https://doi.org/10.59971/jumper.v2i6.460
Dipoatmodjo, T. S. P., Burhanuddin, & Arif, H. M. (2026). Employee Adaptation To Artificial Intelligence In The Workplace: A Phenomenological Study In South Sulawesi Companies. Economics and Business Journal (ECBIS), 4(2), 547–564. https://doi.org/10.47353/ecbis.v4i2.379
Goleman, D. (2021). Emotional intelligence: Why it can matter more than IQ (Updated ed.). Bantam Books.
Haar, J. M., Sune, A., Russo, M., & Ollier-Malaterre, A. (2020). A cross-national study on the antecedents of work–life balance from the fit and balance perspective. Social Indicators Research, 142(1), 261–282. https://doi.org/10.1007/s11205-018-1875-6
Jain, P., & Duggal, T. (2021). Transformational leadership, emotional intelligence, and employee well-being. Management Research Review, 44(3), 345–360. https://doi.org/10.1108/MRR-04-2020-0202
Kundi, Y. M., Hollet-Haudebert, S., & Peterson, J. (2021). Linking emotional intelligence to employee well-being: The role of organizational support. Personnel Review, 50(5), 1237–1255. https://doi.org/10.1108/PR-05-2020-0346
Melawati, F. (2026). Analyzing the Role of Organizational Culture, Training Effectiveness, Emotional Intelligence, and Employee Motivation on Team Performance. Journal Management & Economics Review (JUMPER), 3(12), 749–764. https://doi.org/10.59971/jumper.v3i12.1149
Molino, M., Ingusci, E., Signore, F., Manuti, A., Giancaspro, M. L., Russo, V., Zito, M., & Cortese, C. G. (2020). Well-being costs of technology use during COVID-19 remote working: An investigation using the Italian translation of the technostress creators scale. Sustainability, 12(15), 5911. https://doi.org/10.3390/su12155911
Petrides, K. V., & Furnham, A. (2022). Trait emotional intelligence: Advances in theory and measurement. European Journal of Personality, 36(2), 176–190. https://doi.org/10.1002/per.2287
Raišienė, A. G., Rapuano, V., Varkulevičiūtė, K., & Stachová, K. (2021). Working from home—Who is happy? A survey of Lithuania’s employees during the COVID-19 quarantine period. Sustainability, 13(2), 533. https://doi.org/10.3390/su13020533
Riu, I. A., Radjab, I., Arif, H. M., Haeruddin, M. I. W., & Aswar, N. F. (2026). Consumer Trust In Influencer-Based Digital Marketing: A Qualitative Study Among Beauty Product Consumers In Makassar City. Economics and Business Journal (ECBIS), 4(2), 533–546. https://doi.org/10.47353/ecbis.v4i2.378
Sonnentag, S., & Fritz, C. (2022). Recovery from job stress: The stressor-detachment model as an integrative framework. Journal of Organizational Behavior, 43(4), 615–630. https://doi.org/10.1002/job.2595
Tisu, L., Lupșa, D., Vîrgă, D., & Rusu, A. (2020). Personality characteristics, job performance, and mental health: The mediating role of work engagement. Personality and Individual Differences, 153, 109644. https://doi.org/10.1016/j.paid.2019.109644
Windarsari, W. R., & Arif, H. M. (2026). Diferensiasi Kualitas Keterlibatan dalam Social Commerce: Analisis Sistematis Trust-Based Engagement terhadap Perilaku Pembelian Berulang. Kompeten: Jurnal Ilmiah Ekonomi Dan Bisnis, 4(6), 1692–1702. https://doi.org/10.57141/kompeten.v4i6.261
Wood, S., Michaelides, G., & Totterdell, P. (2020). The impact of employee well-being on organizational performance: Evidence from large-scale survey data. International Journal of Human Resource Management, 31(1), 1–27. https://doi.org/10.1080/09585192.2019.1579243
Zhang, Y., Zhang, J., & Chen, H. (2021). The impact of workload on employee well-being: The role of emotional exhaustion. Frontiers in Psychology, 12, 678123. https://doi.org/10.3389/fpsyg.2021.678123
Zheng, X., Zhu, W., Zhao, H., & Zhang, C. (2020). Employee well-being in organizations: Theoretical model and research agenda. Journal of Organizational Behavior, 41(3), 233–246. https://doi.org/10.1002/job.2429
