Factors That Contribute to the Work-Family Conflict in Permodalan Nasional Berhad (PNB) (original) (raw)
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2020
The aim of this research is to determine the impact of multiple role conflicts, such as work-family, workload, and work stress, on the performance of female staffs at PT. Bank Negara Indonesia (Persero) in Pare-pare. The data collected in this study is quantitative and qualitative and were analyzed by using path analysis. This study demonstrates that both multiple role conflicts and workload directly affected workrelated stress on the female employees. The correlation between the two variables suggests that increase in workload is directly aligned to the work stress of female employees. Moreover, direct work stress influences the female employees’ performance negatively which means as the work stress increases, the performance would decrease.
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.
International Journal of Innovative Research and Development
Introduction The woman's role is not only as housewives but also as workers to make money. The female labor force from 2012 to 2016 shows a higher trend than men (BPS, East Java Province). Ihromi (1990) stated that female job seekers would increase in parts of world. His study results found that women wanted to keep working to support financial, to develop knowledge and understanding, self-actualization, self-pride and independence, and enable respondents to actualize other basic personal aspirations as give a sense of "meaningful" as a person. Women have two roles at once, as workers and housewives, it is not easy. Married female employees with children have more roles and responsibilities than unmarried women. This dual role is also experienced by women to care family and household and also involves in her work. Work-family conflict explains the clash between the work responsibilities at home and at work (Frone & Cooper, (1994). Work-family conflicts trigger the conflicts in company if does not managed rightly. The low employee's performance will affect the company's productivity (Anorogo, 1992: 101). Inappropriate and unwise conflicts solving can affect directly on employees. They are in an uncomfortable situation and easily get stress. Factors to affect stress are excess workload, responsibility for others, career advancement, lack of group cohesion, less supportive group support, structure and diversity of organizations, areas in organization, specific tasks and leadership effects, (Ivancevich and Matteson, 1980) in Indriyani (2009). Actually, stress is a natural condition because it is happened in human response and part of daily life of human beings faster than progress in all fields related to higher activities and busyness. The working mothers tend more tired, themselves all day forced to stay in workplace (Rini. 2000) in Indriyani, 2009). Gitosudarmo and Suditta (1997) stated that stress has positive and negative effects on performance. Stress at low until moderate level is functional and positive impact as a driver to improve employee performance. High level of stress has a negative effect to decrease employee performance. The dual role conflict can reduce employee performance to increase the desire to leave and absenteeism and lower organizational commitment (Boles, Howard & Donofrio, 2001). This is a very dangerous situation for an organization or company. It can disrupt the work which ultimately reduces the performance of an organization or company. This is one of problems that must be considered by companies in processing Human Resources to improve work efficiency and effectiveness (Nurhayati, 2000 in Indriyani (2009)
Contribution of Work and Family Demands on Job Satisfaction Through Work-Family Conflict
Objective – Work environment and family roles are two of the most important life domains; they are different but interconnected with each other. Each role requires energy and responsibilities to be handled effectively. Therefore, it is necessary to consider the experience of work-family interaction in this process. The purpose of this study is to develop an understanding of the effect of work and family demands on job satisfaction which is mediated by the experience in work-family interaction, in particular the work-family conflict. Methodology/Technique – Self-report questionnaires were given to permanent employees who work in non-banking financial sectors in Kalimantan Barat, Indonesia. They were selected by purposive sampling and 100 valid questionnaires were collected. Findings – The path analysis results show that work demands have a significant positive effect on work-family conflict, while family demands have no significant effect on work-family conflict, and work-family conflict has a significant negative effect on job satisfaction. Novelty – Although it is believed that work and family demands contribute to outcomes such as job satisfaction, it is unclear how this occurs. It is recommended that organizations need to manage work-related stressors through family-friendly policies and programs that enable work and family domains to integrate with each other, as well as developing an organizational culture that supports the positive interaction of work and family.
WSEAS TRANSACTIONS ON ENVIRONMENT AND DEVELOPMENT
The purpose of this study is to test the effects of the relationship between work–family conflict and family–work conflict on work–life balance and of the relationship between work–family conflict and family–work competition and work–life balance on demographics. Participants of this study were 112 employees of government-owned banks in Indonesia. The data were primary data collected using questionnaires. The data were analyzed using the Pearson product-moment correlation. The study results found that work–family conflict and family–work conflict are negative and significant on work-life balance. Matches based on deadlines, stress levels, and behavior negatively impact work-life balance. Work-life balance was strongly associated with temporal conflict. The differences between work-family conflict and family–work conflict were insignificant when considering gender, but there was a significant difference when considering age. The conflict between work and family substantially impacted...
2018
Job satisfaction is a state of one's work reflected by the emotional attitude expressed through one's work attitude. Women careers tend to experience stress than men, especially those who work as nurses and midwives, because the demands of a woman's responsibilities in the family is large enough. This will certainly affect the job satisfaction of a career woman. This study aims to analyze the role of work stress mediation on the influence of work-family conflict on job satisfaction. This study was conducted on health workers (midwives and nurses) women Prima Medika Hospital. The sample of this research is as many as 45 respondents with sample determination method which refers to Roscoe approach (1975). Data collection was done by distributing questionnaires using Likert scale. The analysis technique used is path analysis. Based on the results of the analysis, this study shows the work-family conflict has a positive and significant effect on job stress, job stress has a n...
Jurnal Ilmu Manajemen & Ekonomika
This study aims to analyze how workload and social support affect work stress with work-family conflict and family-work conflict as mediation variables. The samples used in the study were 225 female employ-ees working in the creative industries. Female employees in the creative sectors were given surveys in the form of Google forms as part of the study's data collection methodology. The data analysis method used in this research is Structural Equation Modelling (SEM) analysis and processed using AMOS 23 applications. The results of analysis using SEM showed that Work-family conflict mediates the relationship between workload and job stress. Family-work conflict mediates the relationship between workload and job stress. Work-family conflict does not mediate the relationship between supervisor support and job stress. Family-work conflict mediates the relationship between supervisor support and job stress. Work-family conflict mediates the relationship between family support and jo...
This study aims to determine the effect of role conflict and role overload on work family conflicts with marital status as a moderating variable. This study uses five high schools in the city of Bukittinggi. The population in this study were high school teachers in the city of Bukittinggi. While the sample used amounted to 82 teachers. Data collection is done through distributing questionnaires and data processing is done through smart PLS3. The results of this study indicate that role conflict has a positive and significant effect on work and family conflict, role overload does not significantly affect work family conflict, marital status significantly moderates the relationship between role conflict and work and family conflict, marital status does not significantly moderate the relationship between role overload to work and family conflicts.
Occupational stress has become a popular concept in organizational behaviour research. A lot of studies have been conducted to identify the causes and sources of occupational stress and its impact on employees' health and attitudes in on the job and off the-job conditions. Present study is also an effort to make a sense and increase the understanding in this regard. Variables which have been choosen in this study are occupational role stress, job satisfaction, work family conflict and work culture. Occupational stress is defined in different manners by different renowned scholars of this field. For our purpose it is useful to view stress as an adaptive response, moderated by individual and organizational differences, that is consequences of any action, situation or event (stressor) that may place special demands on an individual. Thus, stress is dealing with something that places special demands on an individual. The special demands are potential stressors, potential in sense th...