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"Penelitian ini berusaha melihat hubungan antara konflik kerja-keluarga dan kepuasan kerja pada karyawati di perusahaan Ritel. Konflik kerja-keluarga merupakan sebuah konflik peran yang terjadi apabila tekanan dari peran seseorang di pekerjaan tidak sesuai dengan tekanan dari peran yang ia jalani di keluarga sehingga pemenuhan tuntutan pada satu peran menyulitkan pemenuhan tuntutan pada peran lainnya, sedangkan kepuasan kerja adalah kumpulan sikap dan perasaan, yakni bagaimana seseorang merasakan pekerjaannya dan merasakan berbagai aspek dari pekerjaannya. Partisipan dalam penelitian ini berjumlah 102 orang dan merupakan karyawati yang berasal dari 7 perusahaan ritel di Jakarta.Peneliti menggunakan alat ukur work-family conflict scale untuk mengukur konflik kerja-keluarga dan job satisfaction survey untuk mengukur kepuasan kerja. Kedua alat ukur tersebut telah diadaptasi dan merupakan hasil dari penelitian sebelumnya. Berdasarkan hasil penghitungan korelasi Pearson Product Moment two tailed, didapatkan nilai korelasi sebesar -0,490 dengan nilai signifikansi 0,000 (p < 0,05). Artinya, ada hubungan negatif yang signifikan antara konflik kerjakeluarga dan kepuasan kerja pada karyawati di perusahaan ritel. Tingkat konflik kerja-keluarga partisipan dalam penelitian ini tergolong rendah, sedangkan tingkat kepuasan kerja partisipan tergolong tinggi.Berdasarkan dua arah konflik kerja-keluarga, work interfering with family (WIF) merupakan penyumbang yang lebih besar dibandingkan dengan family interfering with work (FIW) dalam hal penurunan kepuasan kerja. Strain-based WIF dan behavior-based FIW juga memberikan sumbangan efektif dalam hal penurunan kepuasan kerja. Selain itu, ditemukan pula adanya hubungan antara usia partisipan dan kepuasan kerja, perbedaan kepuasan kerja berdasarkan masa kerja, serta tidak adanya perbedaan konflik kerjakeluarga pada sampel berdasarkan jumlah jam kerja perminggu, jumlah anak, dan usia anak. Berdasarkan hasil penelitian, saran diberikan kepada pembuat kebijakan dalam perusahaan untuk meninjau waktu kerja, beban kerja, dan prosedur kerja, dan karyawati untuk menyusun strategi pengaturan waktu.

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This study correlates work-family conflict and job satisfaction among women worker in retail company. Work-family conflict is a form of interrole conflict in which the role pressure from the work and family domains are mutually incompatible in some respect. While job satisfaction is a constellation of attitude and feeling about how people feel about their jobs and different aspects of their job. The participants of this research are 102 women worker come from 7 retail companies in Jakarta who had children younger than 13 years.The researcher use the work-family conflict scale to measure workfamily conflict and use job satisfaction survey to measure job satisfaction. Both scales are adapted from previous researches. The computation using two tailed pearson product moment, results coefficient of correlation -0,490 with signification 0,000 (p<0,05) which indicates that work-family conflict negatively correlates with job satisfaction. Participants in this research have a low level of work-family conflict and high level of job satisfaction. Based on direction of work-family conflict, work in terfering with family is a stronger predictor than family interfering with work.Based on form of conflict, strain-based WIF and behavior-based FIW are the strongest predictor. There are correlations between career stage, age of participant and job satisfaction. There are no correlation between number hours working perweek, child?s age, number of children and work-family conflict. The suggestion are given to tha policy maker to observe the work-schedule, workload and work procedure, and to participant to arrange strategy of time management."

"ABSTRAKPenelitian ini bertujuan untuk melihat konflik pekerjaan-keluarga sebagai moderator pada hubungan antara grit dan kepuasan kerja. Partisipan penelitian ini berjumlah 183 orang yang merupakan karyawan organisasi yang telah menikah dan sudah bekerja minimal selama dua tahun. Pengukuran grit menggunakan. The Grit Scale, kepuasan kerja menggunakan. The Generic Job Satisfaction Scale dan konflik pekerjaan-keluarga menggunakan Work-Family Conflict Scale. Hasil penelitian menemukan bahwa grit memiliki hubungan yang positif signifikan dengan kepuasan kerja dan konflik pekerjaan-keluarga berhubungan negatif dengan kepuasan kerja. Akan tetapi, konflik pekerjaan-keluarga tidak memoderasi hubungan antara grit dan kepuasan kerja.

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ABSTRACTThis research is aimed to see the work family conflict as a moderator in relationship between grit and job satisfaction. The participant of this research is 183 people who are marriage employees of organization. The employees have worked at least two years. The measurement of grit uses The Grit Scale, job satisfaction uses The Generic Job Satisfaction Scale and work family conflict uses the Work Family Conflict Scale. The results of the research found that grit has as positive relationship and significant with job satisfaction and work family conflict has negative relationship with job satisfaction. However, work family conflict does not moderate the relationship between grit and job satisfaction."

"Penelitian mengenai hubungan antara konflik kerja-keluarga (work-family conflict) dan kepuasan pernikahan pada berbagai sampel dengan karakteristik yang berbeda masih menunjukkan hasil yang tidak konsisten. Perawat merupakan kelompok profesi yang menarik untuk diteliti terutama mengingat perpaduan tuntutan mental, emosional, dan fisik yang harus dihadapi dalam pekerjaan keperawatan. Penelitian ini bertujuan untuk melihat hubungan antara work-family conflict dengan kepuasan pernikahan pada perawat, terutama di Rumah Sakit X di Jakarta. Variabel work-family conflict diukur menggunakan Work and Family Conflict Scale (WAFCS) sedangkan kepuasan pernikahan diukur menggunakan Couple-Satisfaction Index-16 (CSI-16). Hasil penelitian menunjukkan bahwa work-family conflict berhubungan negatif secara signifikan dengan kepuasan pernikahan (r = -0.215; p < 0.05). Analisis mengenai hubungan kedua arah work-family conflict dengan kepuasan pernikahan menunjukkan bahwa arah family interference with work (FIW) memiliki hubungan negatif yang signifikan dengan kepuasan pernikahan (r = -0.220; p < 0.05). Sedangkan work interference with family (WIF) tidak memiliki korelasi yang signifikan dengan kepuasan pernikahan. Hasil tersebut berimplikasi pada pentingnya mengatasi dan memahami bagaimana keluarga dapat memengaruhi kewajiban pekerjaan untuk bisa meningkatkan kepuasan pernikahan serta keseimbangan kehidupan pekerjaan dan keluarga individu.

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Studies on the relationship between work-family conflict and marital satisfaction on various samples with different characteristics still show inconsistent results. Nurses are an interesting professional group to study, especially due to the combination of mental, emotional, and physical demands that must be faced in nursing. This study aims to look at the relationship between work-family conflict and marital satisfaction in nurses, especially at Hospital X in Jakarta. Work-family conflict was measured using the Work and Family Conflict Scale (WAFCS) while marital satisfaction was measured using the Couple-Satisfaction Index-16 (CSI-16). The results showed that work-family conflict was significantly and negatively correlated with marital satisfaction (r = -0.215; p < 0.05). Analysis of the relationship between the two directions of work-family conflict and marital satisfaction showed that family interference with work (FIW) had a significant negative relationship with marital satisfaction (r = -0.220; p < 0.05). Meanwhile, work interference with family (WIF) does not have a significant correlation with marital satisfaction. These results imply the importance of addressing and understanding how family can influence work obligations to improve the individual’s marital satisfaction and work-family life balance."

"Penelitian ini bertujuan untuk membuktikan apakah work-family conflict work interfering with family/ WIF maupun family interfering with work/ FIW dan kepuasan kerja berhubungan secara negatif dan apakah family supportive supervisor behavior dapat berperan sebagai moderator untuk melemahkan hubungan negatif di antara work-family conflict WIF maupun FIW dan kepuasan kerja.Tipe penelitian ini ialah penelitian kuantitatif dengan desain penelitian cross-sectional. Penelitian dilakukan kepada 205 ibu bekerja dengan menyebarkan kuesioner offline dan kuesioner online. Instrumen yang digunakan untuk mengukur tiga variabel penelitian, yaitu Work-Family Conflict Scale WFCS untuk mengukur work-family conflict, Minnesota Satisfaction Questionnaire MSQ short-form untuk mengukur kepuasan kerja, dan Family Supportive Supervisor Behavior Scale untuk mengukur family supportive supervisor behavior.Hasil penelitian menunjukkan bahwa work-family conflict berhubungan secara negatif dan signifikan dengan kepuasan kerja work interfering with family, ? = -0.32, p < 0.05 dan family interfering with work, ? = -0.29, p < 0.05 . Akan tetapi, penelitian ini belum berhasil membuktikan peran moderasi family supportive supervisor behavior untuk melemahkan hubungan negatif antara work interfering with family maupun family interfering dan kepuasan kerja secara signifikan.

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The aim of this study were to prove whether work family conflict work interfering with family WIF and family interfering with work FIW negatively related to job satisfaction and whether family supportive supervisor behavior as a moderator, could weaken negative relationship between work family conflict WIF and FIW and job satisfaction.

Type of this research was quantitative research with cross sectional design and conducted on 205 working mothers via offline and online questionnaire. There were three instruments to measure three variables, such as WFCS to measure work family conflict, MSQ SF to measure job satisfaction, and FSSB Scale to measure Family Supportive Supervisor Behavior.

This research has proven successfully that work family conflict WIF and FIW related negatively and significantly with job satisfaction work interfering with family 0.32, p 0.05 and family interfering with work 0.29, p 0.05. However, this research has not proven moderating role of family supportive supervisor behavior significantly to weaken negative relationship between work interfering with family nor family interfering with work and job satisfaction."

"Penelitian ini dilakukan untuk mengetahui peran psychological capital sebagai moderator hubungan antara work-family conflict dan kepuasan kerja. Pengukuran work-family conflict dilakukan dengan melihat kedua arahnya work interference with family dan family interference with work, menggunakan alat ukur WFCS work-family conflict scale. Kepuasan kerja diukur menggunakan alat ukur MSQ Minnesota Satisfaction Questionnaire. Psychological Capital diukur menggunakan alat ukur PCQ Psychological Capital Questionnaire. Responden dalam penelitian ini adalah 205 ibu bekerja di daerah Jakarta dan sekitarnya. Hasil penelitian menunjukkan terdapat hubungan negatif yang signifikan antara work interference with family dan kepuasan kerja r=-0,32, p0,05.

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This research was conducted to know moderating role of psychological capital on relationship between work family conflict and job satisfaction. Each directions of Work family conflict work interference with family dan family interference with work was measured using WFCS work family conflict scale. Job satisfaction was measured using MSQ Minnesota Satisfaction Questionnaire. Psychological Capital was measured using PCQ 24 Psychological Capital Questionnaire 24. Respondents of this research are 205 working mothers in vicinity of Jakarta. The results showed there was negative significant correlation between work interference with family and job satisfaction r 0,32, p0,05."

"Perawat memegang peranan vital dalam pelayanan kesehatan. Tuntutan yang banyak serta shift kerja yang tidak seperti jam kerja pada umumnya membuat penelitian mengenai kepuasan kerja perawat penting untuk dilakukan. Penelitian ini bertujuan untuk melihat peran work-family conflict (WFC) beserta dimensi-dimensinya, work-interference-with-family (WIF) dan family-interference-with-work (FIW) terhadap kepuasan kerja pada perawat di rumah sakit di Jakarta. Partisipan penelitian adalah 124 perawat di rumah sakit X kelas A di Jakarta yang telah bekerja minimal 6 bulan dan berusia maksimal 60 tahun. WFC diukur menggunakan Work and Family Conflict Scale (WAFCS) serta kepuasan kerja dengan McCloskey-Mueller Satisfaction Scale (MMSS). Hasil penelitian menunjukkan bahwa WFC menurunkan kepuasan kerja (R2 = 0.056, F(1,124) = 8.36, p < 0.01). WIF dan FIW menurunkan kepuasan kerja (R2 = 0.067, F(1, 124) = 5.44, p < 0.01). Secara spesifik, pengaruh negatif WIF lebih besar dan signifikan daripada pengaruh FIW terhadap kepuasan kerja. Temuan ini dapat membantu rumah sakit mengembangkan intervensi kepuasan kerja dengan menggunakan faktor-faktor anteseden terkait WIF.

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Nurses play a pivotal role in healthcare delivery, facing demanding workloads and irregular work schedules. These factors necessitate research into their job satisfaction. This study aims to examine the influence of work-family conflict (WFC) and its dimensions, work-interference-with-family (WIF) and family-interference-with-work (FIW), on job satisfaction among nurses in Jakarta hospitals. The study involved 124 nurses working at Hospital X, a Class A hospital in Jakarta who had been working at the hospital for at least 6 months and at a maximum age of 60 years old. WFC was measured using the Work and Family Conflict Scale (WAFCS), while job satisfaction was assessed using the McCloskey-Mueller Satisfaction Scale (MMSS). The findings revealed a significant negative relationship between WFC and job satisfaction (R2 = 0.056, F(1,124) = 8.36, p < 0.01). Both WIF and FIW were found to negatively impact job satisfaction (R2 = 0.067, F(1, 124) = 5.44, p < 0.01). Notably, the negative influence of WIF was stronger and more significant than that of FIW on job satisfaction. These findings can guide hospitals in developing job satisfaction interventions by targeting antecedent factors related to WIF."

"Peran wanita saat ini semakin luas, karena tidak hanya bertanggungjawab dalam keluarga, namun juga turut berperan aktif dalam bekerja. Perencanaan untuk memiliki peran yang seimbang antara keduanya tidak lepas dari antisipasi munculnya konflik antar peran atau yang disebut dengan antisipasi konflik kerja-keluarga. Penelitian ini bertujuan untuk melihat efek trait kepribadian dan self efficacy work-family conflict terhadap antisipasi konflik kerja-keluarga pada wanita. Penelitian nonexperimental ini menggunakan anticipated work-family conflict scale untuk mengukur AWFC, Big Five Inventory untuk mengukur trait kepribadian dan work-family conflict self efficacy scale untuk mengukur work-family conflict self efficacy. Partisipan penelitian ini sebanyak 148 orang wanita pada tahap emerging adulthood M = 20.10, SD = 1.551 yang belum bekerja dan berumah tangga. Hasil yang didapatkan berdasarkan analisis mulitple regression menunjukkan bahwa trait conscientiousnessberperan terhadap time based anticipated family interfere work, trait neuroticismberperan terhadap strain based anticipated work interfere family/ family interfere work dan trait agreeablenessberperan terhadap behavior based anticipated family interfere work. Tidak ditemukan pengaruh dari self efficacy terhadap anticipated work-family conflict. Adapun trait kepribadian memiliki kontribusi yang lebih besar dibandingkan self efficacy work-family conflict.

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Women rsquo s role is increasing on our society, which is not only responsible in their family as housewife but they also play an active role as a worker. Have balanced life between the two role can rsquo t be separated from the expectation that there will be conflict emerged between roles, which called anticipated work family conflict. This study aims to see the effect of personality trait and self efficacy on anticipated work family conflict among women. This study is nonexperimental study that used Anticipated Work Family Conflict Scale, Big Five Inventory BFI and Work Family Conflict Self Efficacy. Based on women N 148 in their emerging adulthood M 20.10, SD 1.551 , current paper found that conscientiousness significantly predicted time based anticipated family interfere work, neuroticism predicted strain based anticipated work interfere family family interfere work, and agreeableness predicted behavior based anticipated family interfere work. There was no role of self efficacy on anticipated work family conflict. In general, personality trait contributed extensively on anticipated work family conflict more than self efficacy."

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Penelitian ini bertujuan untuk menganalisis work-family balance sebagai mediator dalam hubungan antara dukungan sosial dari multiple domain dan kepuasan kerja pekerja offshore. Penelitian ini menggunakan metode kuantitatif melalui pengisian kuesioner secara self administered survey. Sebanyak 230 responden telah mengisi kuesioner penelitian ini secara online dan offline. Metode analisis data yang digunakan adalah Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa work-family balance memiliki peran mediasi terhadap dua sumber dukungan sosial, yaitu dukungan atasan dan pasangan. Hal ini menunjukkan bahwa meningkatnya work-family balance dikarenakan dukungan sosial yang diterima oleh pekerja offshore yang berdampak pada kepuasan kerja. Work-family balance tidak memberikan nilai yang signifikan pada relasi dukungan rekan kerja terhadap kepuasan kerja, akan tetapi terdapat korelasi yang positif.

 

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This research analyzes work-family balance as a mediator of the relationship between social support from multiple domain and job satisfaction on offshore workers. This research used quantitative methods employing self-administered survey. A total of 230 respondents filled out the questionnaire, both online and offline. The analysis involved the Structural Equation Modeling (SEM) method. The finding showed that work-family balance had a mediating role in two sources of social supports (supervisor support and partner support). This result indicated that increasing work family balance was due to social support received by offshore workers that affects job satisfaction. Work family balance did not provide significant effect on the relationship of co-worker support and job satisfaction; however, there was a positive correlation.

 

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"Perawat merupakan bagian yang tak terpisahkan dari keseluruhan proses pemulihan pasien. Memperhatikan dan meningkatkan kepuasan kerja sangat penting demi meningkatkan kualitas perawat. Salah satu hal yang dapat menghambat kepuasan adalah timbulnya konflik. Oleh karena itu setiap individu perlu untuk menggunakan strategi yang tepat dalam menyelesaikan konflik yang dihadapinya. Ada lima macam gaya penyelesaian konflik yang dapat digunakan oleh individu, yaitu kompetisi, kolaborasi, kompromi, menghindar, dan akomodasi.Penelitian ini bertujuan untuk meneliti adanya hubungan antara gaya penyelesaian konflik dan kepuasan kerja pada perawat. Penelitian ini menggunakan metode kuantitatif, dengan desain non-experimental dan tipe field study. Partisipan penelitian ini berjumlah 87 perawat yang bekerja di dalam sebuah rumah sakit. Kepuasan kerja diukur dengan menggunakan Minnesota Staisfaction Questionnare, sedangkan gaya penyelesaian konflik dengan menggunakan Thomas-Kilmann MODE Instrument yang telah diubah menjadi bentuk skala.Hasil yang di dapat dari perhitungan One Way Anova adalah bahwa gaya penyelesaian konflik tidak berhubungan dengan kepuasan kerja. Sementara itu gaya penyelesaian konflik yang paling banyak dipilih oleh partisipan adalah gaya kolaborasi.

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Nurses are unseparated part of the entire patient?s recovery process. To increase the quality of nurses, it is important to pay attention to job satisfaction among them. Conflict can become a block of job satisfaction. That?s why it is important for individual to use the right strategy to solve the conflict. There are five conflict resolution styles that can be used by individual; competition, collaboration, compromise, avoidance, and accommodation.The aim of this study is to seek the correlation between conflict resolution style and job satisfaction of nurses. This research is using quantitative method, nonexperimental design, and field study. The participants of this research were 87 nurses whose work in a hospital. Job satisfaction was measured by Minnesota Satisfaction Questionnaire, meanwhile conflict resolution style was measured by Thomas-Kilmann MODE Instrument which had been change in to scale.By using One Way Anova, the result show that conflict resolution style was not correlated with job satisfaction. In the meantime, the conflict resolution style which has been most chosen by participant is collaboration style."

"Work-family conflict merupakan konflik antar peran yang terjadi ketika tuntutan peran dalam kehidupan pekerjaan dan keluarga bersifat saling bertentangan dalam beberapa hal.Ketidakmampuan untuk menyeimbangkan dua tuntutan peran yang berbeda dapat memberikan dampak negatif bagi individu, keluarga, maupun perusahaan. Ketersediaan dukungan sosial dapat menyediakan sumber daya bagi individu untuk mengelola tuntutan peran pekerjaan dan keluarga. Penelitian ini bertujuan untuk mengetahui hubungan antaradukungan sosial supervisor, rekan kerja, dan pasangan dengan work-family conflict pada perawat wanita yang telah menikah. Penelitian menggunakan metode kuantitatif dengan tujuan deskriptif. Pengumpulan data dilakukan pada bulan Juni 2023 dengan responden 75 perawat wanita yang telah menikah, yang dipilih dengan menggunakan stratified randomsampling sebagai teknik pengambilan sampel. Hasil penelitian melalui uji korelasi Kendall’s tau-b menunjukkan bahwa terdapat hubungan negatif yang signifikan antara dukungan sosial pasangan dan dukungan sosial rekan kerja dalam beberapa aspek (dukungan emosional,dukungan informasi, dan dukungan penilaian) dengan work-family conflict. Sedangkan itu, ditemukan bahwa tidak terdapat hubungan yang signifikan antara dukungan sosial supervisor dengan work-family conflict. Hasil penelitian menunjukkan bahwa semakin tinggi tingkat dukungan sosial pasangan dan rekan kerja yang dimiliki, maka akan semakin rendah tingkatwork-family conflict yang dialami. Penelitian ini diharapkan dapat menambah wawasan bagi manajemen organisasi pelayanan kemanusiaan dalam mengembangkan upaya untuk meningkatkan kesejahteraan dalam kehidupan pekerjaan-keluarga pekerja

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Work-family conflict is a form of an inter-role conflict that occurs when the demands of roles in work and family life are mutually contradictory in several ways. The inability to balance the demands of two different roles can have a negative impact on individuals, families and

even companies. The availability of social support can provide additional resources for

individuals to manage the competing demands of work and family roles. This research aims

to determine the relationship between the social support of supervisors, colleagues, and

partners with work-family conflict in married female nurses. This study used quantitative

methods with descriptive objectives. Data collection was conducted in June 2023 with 75

married female nurses as respondents, who were selected using stratified random sampling

as the sampling method. The research results obtained from Kendall's tau-b correlation test

showed that there was a significant negative relationship between spousal social support and

coworker social support in several aspects (emotional support, informational support, and

appraisal support) with work-family conflict. However, it was found that there was no

significant relationship between the social support of supervisors and work-family conflict.

The results showed that the higher the level of spousal and co-worker social support an

individual received, the lower the level of work-family conflict experienced. This research is

expected to contribute for the management of human service organizations in developing

efforts to improve the welfare in the work-family life of workers."