Improving the Work Effectiveness of Indonesian National Police Officers through Recruitment and Selection, Training, and Work Environment that Promotes Work-Life Balance as an Intervening Factor

Abstract

This research examines the influence of recruitment and selection, training, and work environment on the work effectiveness of Indonesian National Police (Polri) officers who graduated from the Inspector Police School for Graduate Sources (SIPSS), with work-life balance serving as an intervening variable. A mixed-methods approach was employed, combining quantitative analysis through SEM-PLS on survey data from 131 SIPSS officers stationed in DKI Jakarta with qualitative analysis using NVivo based on semi-structured interviews with three key informants across different rank levels. The quantitative findings reveal that recruitment and selection (beta = 0.349, p < 0.001), training (beta = 0.306, p < 0.001), work environment (beta = 0.217, p = 0.001), and work-life balance (beta = 0.302, p < 0.001) all exert significant positive effects on work effectiveness. Furthermore, all three independent variables significantly influence work-life balance, which in turn mediates their relationships with work effectiveness. The model explains 51.7% of the variance in work effectiveness and 30.9% in work-life balance, with satisfactory model fit indices (SRMR = 0.045, GoF = 0.581). Qualitative findings corroborate these results, highlighting that transparent recruitment processes, relevant training programs, supportive work environments, and effective time management contribute to enhanced work-life balance and overall work effectiveness. These findings extend the application of Job Demands-Resources theory and Social Exchange Theory to semi-military public sector organizations and provide practical implications for improving human resource management practices within Polri.