This study investigates the influence of work environment and family support on work-life balance, with self-efficacy serving as a mediating variable. Drawing on Social Exchange Theory and Social Cognitive Theory, the study explores how external contextual factors and internal psychological resources interact to shape employees’ ability to manage work and non-work demands. Data were collected from 63 civil servants at the Regional Office of the Directorate General of Immigration in South Sumatra using a structured questionnaire, and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that both work environment and family support have significant positive effects on self-efficacy. Self-efficacy, in turn, significantly enhances work-life balance. The work environment also directly improves work-life balance, whereas family support does not show a significant direct effect. However, family support demonstrates a significant indirect effect through self-efficacy, indicating a full mediation mechanism. This study contributes to the literature by integrating environmental, social, and psychological variables into a unified model of work-life balance. It highlights self-efficacy as a key mechanism through which support systems translate into improved balance outcomes. The findings offer theoretical insights and practical recommendations for public organizations aiming to strengthen employee well-being through supportive environments and capacity-building interventions
Andriyani et al. (Fri,) studied this question.