scholarly journals Pengaruh WorkFamily Conflict terhadap Job Performance dengan Employee Satisfaction sebagai Variabel Intervening

2021 ◽  
Vol 9 (3) ◽  
pp. 1256-1266
Author(s):  
Cintya Mega Sulistyowati ◽  
Hafid Kholidi Hadi
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Employee Satisfaction ◽  
Simple Random Sampling ◽  
Partial Least Square ◽  
Least Square ◽  
Work Family Conflict ◽  
Negative Effect ◽  
Work Family ◽  
The Impact

The study aims to test and explain the impact of work-family conflict on job performance through employee satisfaction as an intervening variable of a female nurse who works in a hospital in Surabaya. This type of research is a causal analysis using a quantitative approach. Questionnaires were distributed to 32 employees using simple random sampling techniques”data collected by a questionnaire using a Likert scale. Questionnaires were distributed via electronics to the respondents. The analytical method used in this study is partial least square (PLS) with SmartPLS 3.3.2 software. The results showed that work-family conflict had a significant effect on employee satisfaction. The work-family conflict had a negative effect on job performance. Employee satisfaction had a significant positive effect on job performance. Employee satisfaction as an intervening variable affects the relationship between work-family conflict and job performance. Hospitals should improve their HR management system by adding counselling methods that positively impact nurse work-family conflict management and maintain nurse satisfaction and performance.

scholarly journals PERAN MEDIASI KEPUASAN KERJA PADA PENGARUH WORK-FAMILY CONFLICT TERHADAP TURNOVER INTENTION KUTABEX BEACH FRONT

2019 ◽  
Vol 8 (10) ◽  
pp. 6322
Author(s):  
Ni Putu Mia Silvyana ◽  
I Made Artha Wibawa
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Turnover Intention ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Work Family Conflict ◽  
Significant Negative Effect ◽  
Negative Effect ◽  
Work Family

The research was conducted at Kutabex Beach Front. The number of samples used was 56 female employees, with a purposive random sampling technique. Data collection was obtained from interviews and questionnaires. The data analysis technique used is structural equation model (SEM) using variance based with partial least square (PLS) 3.0 and variance accounted for (VAF) to test mediating variables. The results of this study found that work-family conflict had a significant negative effect on job satisfaction. Work-family conflict has a significant positive effect on turnover intention. Job satisfaction has a significant negative effect on turnover intention. Job satisfaction acts as a partial mediation on the effect of work-family conflict on turnover intention. The implications of this study are expected to reduce work-family conflict so that employees can feel job satisfaction and have no desire to leave the company. The limitations of this study can only be applied in the Kutabex Beach Front environment. Keywords: job satisfaction, work-family conflict, turnover intention

scholarly journals Analisis Pengaruh Konflik Pekerjaan-Keluarga (work-family conflict) Dan Stres Terhadap Kepuasan Kerja Pada Karyawan Wanita Di Sekretariat Daerah (Setda) Kabupaten Di Pulau Lombok

2018 ◽  
Vol 7 (3) ◽  
Author(s):  
Qaedi Taris Ardita ◽  
Agusdin Agusdin ◽  
Lalu M Furqan
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Family Conflict ◽  
Partial Least Square ◽  
Least Square ◽  
Analysis Tool ◽  
Work Family Conflict ◽  
Family Work ◽  
Negative Effect ◽  
Work Family

This study aims to (1) analyze the effect of  Work-family conflict on job satisfaction; (2) analyze the effect of Work-Family Conflict on work stress ; (3) analyze the effect of work stress on job satisfaction (4) analyze the effect of work-family conflict on job satisfaction mediated by work stress. Type of research is quantitative with causal assosiative. The population in this study was on Female Employees at the District Secretariat on Lombok Island. The number of members of the population is 188 people.   Determination of the sample by purposive sampling method. Sample criteria are employees who are married. The number of samples is 92 people. Data collection techniques or tools use a questionnaire. The analysis tool uses PLS (Partial Least Square) with SmartPLS 3.0 program. The results showed that (1) the Conflict of Family Work had a negative effect not significant on job satisfaction; (2) Work-Family Conflict have a positive significant effect on work stress; (3) Job stress has a negative significant effect on job satisfaction; (4) Work- Family Conflict negatively affects on job satisfaction mediated by work stress.

scholarly journals Work-family conflict and career development on performance of married women employees

2020 ◽  
Vol 9 (1) ◽  
pp. 151-162
Author(s):  
Ria Mardiana Yusuf ◽  
Hasnidar Hasnidar
Keyword(s):  
Statistical Analysis ◽  
Career Development ◽  
Family Conflict ◽  
Married Women ◽  
Partial Least Square ◽  
Least Square ◽  
Work Family Conflict ◽  
Women Employees ◽  
Negative Effect ◽  
Work Family

This research aims to analyze the direct and indirect effect of work-family conflict on performance and career development of married women bank employees. Work-family conflict is measured by using the indicator of work affect to family and family affect to work while performance is measured using indicators assessments: quality of work,  punctuality, attitude, and effectiveness. Career development is measured by indicators of education, training, reward and punishment, family support, and rotation. All assessment is based on self-evaluations.   Purposive sampling is used of 38 married women employees working in the state-owned bank, and using path analysis of PLS (partial least square) as a statistical analysis measurement combining with qualitative analysis to describe the results of statistical analysis for each independent variable and its effects on the dependent variable. The result of this study showed that work-family conflict has a negative effect on performance and career development. But performance has an insignificant effect on career development.   

scholarly journals Pengaruh Work Family Conflict dan Emotional Exhaution terhadap Kinerja Perawat Wanita melalui Organizational Commitment pada Rumah Sakit Petrokimia Gresik

2021 ◽  
Vol 9 (1) ◽  
pp. 167
Author(s):  
Dewi Ayu Lestari ◽  
Budiono Budiono
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Significant Negative Effect ◽  
Negative Effect ◽  
Work Family ◽  
The Impact

This research aims to analyze the impact of work-family conflict and emotional exhaustion on female nurse performance through organizational commitment in Petrokimia Gresik Hospital. This study is using quantitative methods. The population in this study is 46 respondents. Saturation sampling is the sampling technique used in this study and obtained 46 respondents. Structural Equation Modeling (SEM) with the help of software SmartPLS is the analysis technique used in this study. The study found that work-family conflict has a significant negative effect on job performance. Work-family conflict has a significant negative effect on organizational commitment. Emotional exhaustion has a significant negative effect on job performance. Emotional exhaustion has a significant negative effect on organizational commitment. Organizational commitment has a significant positive effect on job performance. Work-family conflict has a significant result in job performance through organizational commitment. Emotional exhaustion has a significant result in job performance through organizational commitment.

The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings

2016 ◽  
Vol 70 (1) ◽  
pp. 119-145 ◽  
Author(s):  
Andrew Li ◽  
Jessica Bagger ◽  
Russell Cropanzano
Keyword(s):  
Job Performance ◽  
Family Conflict ◽  
Role Theory ◽  
Performance Ratings ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Conflict ◽  
Work Family ◽  
The Impact ◽  
The Relationship

We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relationship between the two rating sources (employee and supervisor) was stronger for male employees when conflict was considered. However, the relationship between the two rating sources was stronger for female employees when family-to-work conflict was considered. Supervisor perceptions of employee work–family conflict were negatively related to employee job performance ratings. More generally, we found support for a moderated mediation model such that the relationship between employee-rated work–family conflict and job performance was mediated by supervisor perceptions of employee work–family conflict, and the effect was moderated by employee gender. Implications for research and practice are discussed.

scholarly journals Analisis Pengaruh Konflik Pekerjaan-Keluarga (work-family conflict) Dan Stres Terhadap Kepuasan Kerja Pada Karyawan Wanita Di Sekretariat Daerah (Setda) Kabupaten Di Pulau Lombok

2018 ◽  
Vol 7 (3) ◽  
Author(s):  
Qaedi Taris Ardita ◽  
Agusdin Agusdin ◽  
Lalu M Furqan
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Family Conflict ◽  
Partial Least Square ◽  
Least Square ◽  
Analysis Tool ◽  
Work Family Conflict ◽  
Family Work ◽  
Purposive Sampling ◽  
Work Family

This study aims to (1) analyze the effect of  Work-family conflict on job satisfaction; (2) analyze the effect of Work-Family Conflict on work stress ; (3) analyze the effect of work stress on job satisfaction (4) analyze the effect of work-family conflict on job satisfaction mediated by work stress. Type of research is quantitative with causal assosiative. The population in this study was on Female Employees at the District Secretariat on Lombok Island. The number of members of the population is 188 people.   Determination of the sample by purposive sampling method. Sample criteria are employees who are married. The number of samples is 92 people. Data collection techniques or tools use a questionnaire. The analysis tool uses PLS (Partial Least Square) with SmartPLS 3.0 program. The results showed that (1) the Conflict of Family Work had a negative effect not significant on job satisfaction; (2) Work-Family Conflict have a positive significant effect on work stress; (3) Job stress has a negative significant effect on job satisfaction; (4) Work- Family Conflict negatively affects on job satisfaction mediated by work stress.Penelitian ini bertujuan untuk (1) menganalisis pengaruh Konflik Pekerjaan-Keluarga terhadap kepuasan  kerja; (2) menganalisis pengaruh Konflik Pekerjaan-Keluarga terhadap stres kerja; (3) menganalisis pengaruh stres kerja terhadap kepuasan  kerja (4) menganalisis pengaruh Konflik Pekerjaan-Keluarga terhadap kepuasan kerja yang di mediasi oleh stres kerja.Jenis penelitian ini adalah kuantitatif dengan asosiatif kausal. Populasi pada penelitian ini adalah pada Karyawan Wanita di Sekretariat Daerah Kabupaten  di Pulau Lombok. Jumlah anggota populasi sebanyak 188 orang.  Penentuan sampel dengan metode purposive sampling. Kriteria sampel adalah pegawai yang sudah menikah. Jumlah sampel sebanyak 92 orang. Teknik atau alat pengumpulan data menggunakan kuesioner. Alat analisis yang dugunakan adalah PLS (Partial Least Square) dengan bantuan program SmartPLS 3.0.Hasil penelitian menunjukkan bahwa (1) Konflik Pekerjaan-Keluarga berpengaruh negatif dan tidak signifikan terhadap kepuasan  kerja; (2) Konflik Pekerjaan-Keluarga berpengaruh positif  dan signifikan terhadap stres kerja; (3) Stres Kerja berpengaruh negatif  dan signifikan terhadap kepuasan  kerja; (4) Konflik Pekerjaan-Keluarga berpengaruh negatif dan signifikan terhadap kepuasan kerja yang di mediasi oleh stres kerja.

scholarly journals Work Family Conflict, Recovery Experience, & Employee’s Weel Being in Working Women (Case Study of Nurses in Inpatient Division at Hospital in Bandung)

2020 ◽  
Vol 11 (1) ◽  
pp. 124-138
Author(s):  
Wiendy Puspita Sari
Keyword(s):  
Family Conflict ◽  
Working Women ◽  
Well Being ◽  
Partial Least Square ◽  
Least Square ◽  
Survey Method ◽  
Work Family Conflict ◽  
Moderator Variable ◽  
Family Work ◽  
Work Family

AbstractWork Family Conflict (WFC) often occurs in working women. This study discusses the influence of WFC on Employee’s Well Being with Recovery Experience as a moderator variable. The purpose of this study are to analyze WFC, Recovery Experience, & Employee’s Well Being for working women, and to find out the influence of WFC on Employee’s Well Being directly or indirectly through Experience Recovery for working women. The method used was the survey method by giving questionnaires to 30 nurses in Inpatient Division at Hospital in Bandung. This study use Partial Least Square (PLS) to analyze the relation between variables. The measurements of WFC are work-family conflict & family-work conflict. The measurements of Recovery Experience are psychological detachment from work & verbal expression of emotions. The measurement of Employee’s Well Being are psychological strain & life satisfaction.

The Relationship between Work-Family Conflict, Career Success Orientation and Career Development among Working Women in Indonesia

2018 ◽  
Vol 4 (2) ◽  
pp. 49-56 ◽  
Author(s):  
Lusia Adinda Dua Nurak ◽  
Armanu Thoyib ◽  
Noermijati Noermijati ◽  
I Gede Riana
Keyword(s):  
Career Development ◽  
Family Conflict ◽  
Career Success ◽  
Partial Least Square ◽  
Least Square ◽  
Work Family Conflict ◽  
Career Women ◽  
Secondary Sources ◽  
Work Family ◽  
The Relationship

This study is aimed to analyze the relationship between work-family conflict on career success orientation and career development. This study used 180 career women respondents in the governor’s office in East Nusa Tenggara Province, Indonesia. Qualitative and quantitative data from primary and secondary sources were collected by distributing questionnaires to the respondents. Purposive sampling was applied, and the data were analyzed using descriptive and inferential analysis of Partial Least Square. The result shows that work-family conflict does not significantly affect women’s’ career development but significantly affects the career success orientation. Also, career success orientation significantly affects woman’s career development. This study further reveals that career success is a strategic orientation as a mediation role between work-family conflict and woman’s career development. Based on the models, this study indicates that 50.06% (Q2-predictive relevance) in the variation of the career development can be explained by career success orientation and work-family conflict. Wo

scholarly journals The Impact Work Family Conflict on Performance: The Case of Married Female Nurses

2021 ◽  
Vol 12 (1) ◽  
pp. 11-26
Author(s):  
Wiendy Puspita Sari ◽  
Puteri Andika Sari ◽  
Reka Tantia Aktrisa
Keyword(s):  
Family Conflict ◽  
Negative Impact ◽  
Working Women ◽  
Partial Least Square ◽  
Survey Method ◽  
Work Family Conflict ◽  
Work Family ◽  
Female Nurses ◽  
Married Female ◽  
The Impact

Abstract Work Family Conflict (WFC) is common problem for working women. The purpose of this study is to analyse the dimensions of WFC: WIF (Work Interference with Family) & FIW (Family Interference with Work), and Performance of Working Women, and also to examine the influence of WIF and FIW on Performance of Working Woman partially and simultaneously. The research used survey method by giving questionnaires to 60 married female nurses from several Hospitals in Bandung. This study uses Partial Least Square (PLS) to analyse the relation between variables. The measurements of WFC are WIF & FIW. The measurements of Performance are Quality, Quantity, Punctuality, Cost effectiveness, Supervision needs, Interpersonal impact, Communication (oral-written), Job understanding / personal effectiveness, Teamwork, Achievement of performance results, Initiative / commitment. WIF has significant and negative impact on Performance of Working Women, the impact is about 46.7% (moderate). FIW has significant and negative impact on Performance of Working Women, the impact is about 42.4% (moderate). WIF & FIW has moderate impact on Performance of Working Women simultaneously, the impact is about 47.4%.

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