Work-Family Conflict, Readiness for Change and Employee Performance Relationship During the Covid-19 Pandemic (original) (raw)
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International Journal of Science and Management Studies (IJSMS)
This study aimed to measure the effect of work-family conflict on employee performance of the part-time employee of a packaging industry in Tangerang which are mediated by readiness for change. Data collection during covid-19 pandemic was done by simple random sampling technique and the returned and valid questionnaire results were 143 samples. Data processing was used SEM method with Smart PLS 3.0 software. The results of this study concluded that work-family conflict have negative and significant effect on the employee performance, but work-family conflict have a positive and significant effect on readiness for change. This study conclude also that readiness for change have a positive and significant effect on relationship work-family conflict and employee performance. Readiness for change as fully mediator. This new research proposed a model for building employee performance among the part-time employee of a packaging industry in Tangerang through enhancing work-family conflict m...
International Journal of Business Marketing and Management (IJBMM), 2022
The success of the company is determined by several factors one of the factors is the performance of employees. Research purpose to analyze the effect of communication on job satisfaction, analyze Work-family conflict on job satisfaction, analyze job satisfaction with employee performance, analyze the influence of communication on employee performance, analyze the effect of Work-family conflict on employee performance, analyze the effect of Communication on employee performance with job satisfaction as mediation, and analyze the effect of Work-Family Conflict on employee performance with job satisfaction as mediation. The research technique used is quantitative, data collection uses a questionnaire method and the a sample 100 people. The result is a significant influence between communication on job satisfaction with P-Value 0,000<0.05 positive and significant influence between work-family conflicts on job satisfaction with P-Value 0,000<0.05 significant influence between job satisfaction on employee performance 0,015<0.
Work Family Conflict, Jobstress and Job Performance (Case Study Spa Employee In Bali)
European Journal of Business and Management, 2014
Family needs and increasing income while are not comparable often leads to conflicts within the family member. Conflict in the family often carried over into the workplace, thereby potentially affecting the performance of the person in the work. Family conflict also affects the perceived increasingly heavy workload, this can lead to job stress, and thus indirectly familyconflict potentially affects the performance of employees through job stress. This research is aimed to concern a study and analysis of the effect of conflict in the family and job stress on employee performance. The study conducted at SPA De Nyuh in Bali province, Indonesia.The number of respondentsare all employee totaling 62 people. Data processed by Generalized Structured Component Analysis (GeSCA) with step: measurement model / outer model, structural model / inner model, and model fit. The results found that the family conflict is a positive and not significant effect on the performance of employees, family conflict is a positive significant effect on the job stress and job stress is a positive significant effect on the performance.. Keywords : work family conflict, job stress, employee performance.
Jurnal Teknik Industri, 2019
Work satisfaction has an important role in reducing work stress and work family conflict. This research aims to analyze the influence of work family conflict and work stress on the work satisfaction and performance of employees. The sample in this research is 46 married female employees. The data analysis technique used is the Partial Least Square (PLS) by using WarpPLS. The research results show that; work family conflict has a significant and negative influence on job satisfaction. Work family conflict has a significant and negative influence on employee performance. Work stress has a negative and significant influence on job satisfaction. Work stress has a negative and insignificant influence on employee performance. The analysis results provide information that work family conflict and work stress has an indirect influence on employee performance through job satisfaction. Furthermore, the indirect influence of work-family conflict on employee performance through job satisfactio...
Jurnal Dinamika Manajemen, 2020
This study aimed to measure the effect of transformational leadership on employee performance of the employee of a shoe industry in Tangerang which are mediated by readiness for change. Data collection was done by simple random sampling technique and the returned and valid questionnaire results were 117 samples. Data processing was used SEM method with SmartPLS 3.0 software. The results of this study concluded that transformational leadership have not significant effect on the employee performance, but transformational leadership have a positive and significant effect on readiness for change. This study conclude also that readiness for change have a positive and significant effect on relationship between transformational leadership and employee performance. Readiness for change as fully mediator. This new research proposed a model for building employee performance among the employee of a shoe industry in Tangerang through enhancing transformational leadership practice with readiness...
International Journal of Academic Research in Business and Social Sciences
Work and family are two vital aspects that are challenging to integrate and balance. Workfamily conflict is becoming increasingly common among both men and women. As a result, the purpose of this study was to determine the level of work-family conflict among UiTM Pahang staff. The relationship between work-related factor (job participation, role conflict, role ambiguity, and role overload) and family-related factor (family involvement and family support) in relation to work-family conflict was also investigated in this study, which included 144 participants. SPSS was used to evaluate quantitative data. All of the factors had a positive link with work-family conflict, according to the findings. Role conflict, role ambiguity, role overload, family involvement, and family support all had a significant impact on work-family conflict in regression analysis. The result from this study reveals that the role ambiguity had the greatest influence on work-family conflict, followed by role overload and role conflict. Family support and involvement, on the other hand, had a negative influence on work-family conflict. To sum, work-related factors are one of several determinants that may have a significant impact on work-family conflict among staff.
Tourism Management, 2006
This study developed and tested a research model that examined the effects of work-family conflict (W-FCON) and family-work conflict (F-WCON) on a number of selected consequences using data collected from frontline employees in international five-star chain hotels in Jordan. The results demonstrated that W-FCON exerted a significant positive influence on job stress (JSTRESS), while F-WCON did not. Contrary to the study hypothesis, the results did not provide any empirical support for the significant negative relationship between W-FCON and family satisfaction (FSAT). The findings further revealed that higher F-WCON led to lower FSAT. As expected, high levels of FSAT resulted in increased life satisfaction (LSAT). However, this study failed to find significant negative relationships between conflicts in the work-family interface and LSAT. The results also revealed that JSTRESS was not significantly associated with LSAT. Consonant with the study hypotheses, W-FCON, F-WCON, JSTRESS, and LSAT were found to be significant predictors of turnover intentions (TURNINT). This study reported that the impact of F-WCON on TURNINT was greater than that of W-FCON. Implications for managers and future research directions are presented. r
In today's era, the business success is based on the employee abilities and capabilities. Work-family conflicts is becoming more common now a day due to work pressure and family responsibilities. This research focuses on the relationship between work-family conflict and its impact on job satisfaction leading to turnover. The Sample size selected for this research is about 200 participants that are employees working in the Pakistani Telecommunication industry as employees of ( Zong, Telenor, Ufone, and Mobilink,). After the study, it is identified that there are several factors that are resulting in work-family conflict which result in lower job satisfaction. This research is limited towards the sample size and in the future, the researcher can expand the sample size in order to explore new factors or dimension related to work-family conflicts and employee job satisfaction. This research plays a significant role for managers because it can help in identifying strategies through which managers can increase employee job satisfaction.
Frontiers in Psychology, 2020
In a modern working environment characterized by new technology and work assignments extended to personal time, employees are expected to balance multiple roles while maintaining maximum productivity. Past studies analyzed work-family conflict and its connection to job performance, without adequate integration of psychological factors into the research model. This study aims to fill the gap and explain the impact of work-family conflict and psychological factors on job performance. To explore the association between work-family conflict and job performance and measure the effects on psychological safety and psychological well-being, an empirical study was conducted on a sample of 277 company employees in Bahrain. The online questionnaire used five-point Likert-scales adopted from previous studies to measure the variables of the research model. In the structural model, relationships between work-family conflict, psychological well-being, psychological safety, and job performance were tested. Confirmatory Factor Analysis with Maximum likelihood estimation was performed by using SEM software AMOS version 23. The findings of the study suggest there is a negative impact of work-family conflict on psychological safety and psychological well-being. This study is significant since it detaches from the prior researches focused on observing the repercussions of work-family conflict in workers’ well-being, and centers on the analysis of job performance instead. The findings show that psychological well-being and psychological safety influence job performance. When psychological well-being and psychological safety of employees are unsatisfactory, job performance will decrease accordingly. The mediation test indicated that work-family conflict had an indirect influence on job performance when psychological safety and psychological well-being were mediators. The study contributes to a better understanding of work-family conflict, psychology of employees, and job performance. The study provides valuable insight to organizations on ways to increase employees’ effectiveness and ensure better performance by preventing work-family conflict from occurring.