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"Kepuasan pernikahan menjadi salah satu hal penting dalam pernikahan, tak terkecuali pada istri yang menjalani dual-earner family. Penelitian ini merupakan penelitian korelasi prediktif yang bertujuan untuk melihat peran work-family balance terhadap kepuasan pernikahan pada istri yang menjalani dual-earner family. Work-family balance diukur dengan Work-Family Balance Scale. Sementara kepuasan pernikahan diukur dengan Couple Satisfaction Index CSI. Partisipan dalam penelitian ini berjumlah 181 istri yang menjalani dual-earner family di Jabodetabek. Multiple regression digunakan sebagai metode dalam melakukan pengujian hipotesis. Hasil penelitian menunjukkan bahwa work-family balance memiliki peran yang signifikan dalam memprediksi kepuasan pernikahan ?=0,299, R2=8,9.

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Marital satisfaction is one of the most important things in marriage, which also includes wife from dual earner family. This research is a predictive correlational study that aims to see the role of work family balance in marital satisfaction among wife from dual earner family. Work family balance is measured using Work Family Balance Scale WFBS, while marital satisfaction is measured using Couple Satisfaction Index CSI. The participants of this study were 181 wives from dual earner family living in Jabodetabek. Multiple regression is used to examine the hypothesis. The results of this study shows that work family balance has a significant role to predict marital satisfaction 0,299, R2 8,9."

"Meningkatnya jumlah wanita yang bekerja dapat mengarah kepada kondisi dual-earner family, di mana suami dan istri sama-sama bekerja. Istri dalam dual-earner family menghadapi konflik peran yang disebut dengan Work-Family Conflict. Penelitian ini bertujuan untuk melihat hubungan antara Work-Family Conflict dengan kepuasan pernikahan pada istri dalam dual-earner family. Variabel Work-Family Conflict dan kepuasan pernikahan diukur dengan menggunakan Work-Family Conflict Scale WFCS dan Couple-Satisfaction Index-16 CSI-16 . Terdapat 181 partisipan wanita di dalam penelitian ini dengan kriteria; berusia 20 hingga 60 tahun, pendidikan minimal SMA, telah bekerja di tempat yang sama selama minimal 1 tahun dan merupakan pegawai yang bekerja secara penuh, memiliki suami yang juga bekerja, serta bekerja di wilayah Jabodetabek. Analisis korelasi Pearson menunjukkan bahwa Work-Family Conflict berhubungan negatif secara signifikan dengan kepuasan pernikahan r = -0.346.

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The increasing number of working women may lead to a dual earner family condition, where both husband and wife are working. Wives from dual earner families face a role conflict called Work Family Conflict. This research was conducted to examine the relationship between Work Family Conflict and and wives rsquo marital satisfaction in dual earner families. Work Family Conflict and marital satisfaction variable were measured using Work Family Conflict Scale and Couple Satisfaction Index 16, respectively. There were 181 female participants in this study with these following characteristics 20 60 years, at least a high school graduate, working in the same place at least for 1 year as a full time employee, having a working husband, and working in Jabodetabek area. Pearson correlation analysis showed that Work Family Conflict was significantly correlated with marital satisfaction r 0.346."

"Penelitian ini bertujuan untuk menguji hubungan antara gaya resolusi konflik dan kepuasan perkawinan pada keluarga single-earner (hanya suami yang bekerja) dan dual-earner (suami dan istri sama-sama bekerja). Gaya resolusi konflik, menurut Kurdek (1994) terbagi menjadi empat gaya yaitu positive problem solving, compliance, conflict engagement, dan withdrawal. Sebanyak 672 partisipan (82 laki-laki, 590 perempuan) diminta untuk mengisi kuesioner (terdiri dari alat ukur kepuasan perkawinan, gaya resolusi konflik, human value, dan marital characteristics) secara tatap muka dan online (via Google Form). Hasil menunjukkan bahwa positive problem solving berkorelasi secara positif dengan kepuasan perkawinan pada kedua kelompok. Sebaliknya, compliance, conflict engagement, dan withdrawal berkorelasi secara negatif dengan kepuasan perkawinan pada kedua kelompok. Hanya gaya positive problem solving, conflict engagement, dan withdrawal yang dapat memprediksi kepuasan perkawinan partisipan pada kedua kelompok. Selain itu, ditemukan bahwa tidak ada perbedaan kepuasan perkawinan di antara keluarga single-earner dan dual-earner.

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This study aims to examine the relationship between conflict resolution style and marital satisfaction in the context of single-earner (only the husband work) and dual-earner family (both husband and wife work). According to Kurdek (1994), conflict resolution style is divided into four styles, which are positive problem solving, compliance, conflict engagement, and withdrawal. A total of 672 participants (82 male, 590 female) filled out offline and online questionnaires (via Google Form). The questionnaire consisted of marital satisfaction, conflict resolution styles, human value, and marital characteristics measuring instrument. Result shows that positive problem solving is positively correlated with marital satisfaction in both groups. On the contrary, compliance, conflict engagement, and withdrawal are negatively correlated with marital satisfaction on both group. Only positive problem solving, conflict engagement, and withdrawal that could predict marital satisfaction of the two groups. Furthermore, this study found that there are no difference in marital satisfaction between single-earner and dual-earner."

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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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"Flexible working arrangements (FWA) yang didukung oleh work-family culture (WFC) – dapat menjadi solusi untuk mengurangi persepsi karyawan tentang work-family conflict (WFCON) yang pada akhirnya akan meningkatkan job satisfaction (JS) karyawan. Berbagai penelitian menunjukkan pentingnya intervensi organisasi untuk mendukung keterkaitan antara peran pekerja dalam kehidupan pribadi dan profesional karyawannya. Belum banyak penelitian tentang topik ini di Asia dimana kasus work-family conflict lebih banyak dialami oleh karyawan perempuan. Tujuan dari penelitian ini adalah untuk menjelaskan pengaruh hubungan antara FWA dan WFC dengan memediasi WFCON terhadap JS karyawan wanita. Penelitian ini menggunakan hasil survei terhadap 295 karyawan wanita dari perusahaan jasa Teknologi Informasi dan Komunikasi (TIK) dengan menggunakan Structural Equation Modeling (SEM) sebagai metode analisis data. Hasil penelitian menunjukkan bahwa sebagian besar karyawan wanita memiliki persepsi positif tentang flexible working arrangements (FWA), yang memengaruhi job satisfaction (JS) secara keseluruhan. Variabel work-family culture (WFC) berperan signifikan dalam meningkatkan kepuasan kerja dengan mengurangi work-family conflict (WFCON). Sedangkan pada hubungan pengaruh tidak langsung, diidentifikasi bahwa WFCON memediasi hubungan WFC terhadap JS serta pada hubungan FWA terhadap JS. Penelitian ini diharapkan dapat memberikan kontribusi berupa penelitian bagi manajer SDM khususnya pada organisasi tentang dampak penerapan FWA dan budaya kerja-keluarga bagi JS melalui peran mediasi konflik kerja-keluarga untuk dapat menggali lebih jauh terkait hal-hal tersebut.

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Reduced employee perceptions of work-family conflict (WFCON) can be achieved by flexible working arrangements (FWA) supported by work-family culture (WFC), which will ultimately lead to an increase in job satisfaction (JS). Several studies highlight the value of organizational interventions in establishing connections between employees' roles in their personal and professional life. Yet, research on this subject is lacking in Asia, where female employees are more likely to face work-family conflicts. This research aims to clarify how FWA and WFC affect on JS of female employees through the mediating role of WFCON. This study uses the results of a survey of 295 female employees from Information and Communication Technology (ICT) service companies using Structural Equation Modeling (SEM) as a data analysis method. The results showed that most female employees positively perceived flexible working arrangements (FWA), which influenced overall job satisfaction. The work-family culture variable plays a significant role in increasing job satisfaction by reducing work-family conflict. In the indirect influence relationship, the identification of WFCON mediates the relationship between WFC and JS also between FWA and JS. This research is expected to contribute to the form of research for HR managers, especially in organizations about the impact of implementing FWA and work-family culture for JS through the mediation role of work-family conflicts to be able to explore further related to these things."

"Setiap tahun jumlah wanita yang bekerja terus meningkat sedangkan jumlah wanita yang mengurus rumah tangga semakin menurun. Hal ini membuat jumlah pasangan suami istri pencari nafkah ganda juga meningkat. Pada tahun 2014, jumlah pasangan pencari nafkah ganda di Indonesia ialah sebanyak 51,2%, sementara jumlah pasangan pencari nafkah tunggal ialah sebanyak 39,9%. Penelitian ini bertujuan untuk mengetahui perbandingan kepuasan pernikahan antara suami/istri dari pasangan pencari nafkah ganda dan suami/istri dari pasangan pencari nafkah tunggal, serta perbandingan kepuasan pernikahan antara suami dan istri pada pasangan pencari nafkah ganda dan tunggal. Sebanyak 368 orang suami/istri berpartisipasi dalam penelitian ini. Hasil penelitian menunjukkan bahwa tidak terdapat perbedaan kepuasan pernikahan yang signifikan antara suami/istri dari pasangan pencari nafkah ganda dan pencari nafkah tunggal; dan tidak terdapat perbedaan kepuasan pernikahan yang signifikan antara suami dan istri baik pada pasangan pencari nafkah ganda maupun tunggal. Sehingga secara umum dapat disimpulkan bahwa status pekerjaan istri tidak berdampak pada kepuasan pernikahan. Selain itu, secara umum skor rata-rata kepuasan pernikahan partisipan berada di level yang tinggi. Hal ini terjadi karena budaya kolektivis di Indonesia serta berbagai faktor yang menguntungkan kedua kelompok partisipan, seperti kesamaan latar belakang dengan pasangan, usia pernikahan, dan jumlah anak.

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Every year, the number of working woman increases, meanwhile the number of housewife decreases. This condition caused the increase in the number of dual-earner couple. In 2014, the number of dual-earner couple in Indonesia is 51,2%, while the number of single-earner couple is 39,9%. This research is aimed to investigate the comparison of marital satisfaction between husband/wife from dual-earner and single-earner couples; as well as comparison of marital satisfaction between husband and wife from dual- and single-earner couples. There are 368 husbands/wives who participated in this research. The results show that there is no significant difference in marital satisfaction between husband/wife from dual-earner and single-earner couples; and there is no significant difference in marital satisfaction between husband and wife in dual-earner and single-earner couples. Hence, we can conclude that wife’s working status does not affect marital satisfaction. In general, mean score of marital satisfaction among all participants is high. This condition occurred because of collectivism in Indonesia as well as various factors that is beneficial for both groups of participant, such as background similarity with couple, length of marriage, and number of children."

"Terlepas dari dugaan bahwa konteks budaya berdampak pada efek penanganan stres bersama pasangan (DC; dyadic coping) terhadap kepuasan pernikahan (KP), belum ada penelitian yang melibatkan konteks budaya dalam model tersebut. Disertasi ini bertujuan menguii Systemic Transactional Model (STM; Bodenmann, et al., 2016) untuk menjelaskan efek moderasi strategi DC dan attachment dalam memprediksikan dampak stres eksternal terhadap KP pasangan bekerja pada konteks ideologi peran gender (IPG) di Indonesia. Penelitian ini menggunakan desain mixed methods explanatory sequential yang terdiri dari dua studi. Studi 1 adalah penelitian kuantitatif – regresi dan SEM pada 421 individu usia 23-55 tahun yang merupakan pasangan bekerja berpendidikan tinggi di perkotaan. Hasil studi 1 menunjukkan bahwa strategi DC memiliki efek lebih signifikan daripada attachment dalam melindungi kepuasan pernikahan dari efek negatif stres eksternal. Akan tetapi, pengujian model yang sama dalam kelompok partisipan dengan IPG tradisional dan non-tradisional memperlihatkan pola yang berbeda. Studi 2 merupakan penelitian kualitatif - fenomenologis pada 5 pasangan dengan kepuasan pernikahan tinggi, 3 pasangan dan 1 istri dengan kepuasan pernikahan rendah. Hasil studi 2 mendukung hasil studi 1, strategi DC yang berbeda berujung pada pemaknaan kepuasan pernikahan yang berbeda, meski stres yang dihadapi serupa. Penelitian ini memperlihatkan bahwa STM dapat diterapkan untuk menjelaskan KP pasangan bekerja di Indonesia, dengan memperhatikan konteks IPG.

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Apart from the assumption that cultural context impacts the effect of partners’ dyadic coping (DC) in predicting marital satisfaction (MS), there has been no research involving cultural context in this model. This dissertation aims to examine the Systemic Transactional Model (STM; Bodenmann, et al., 2016) to explain the moderating effect of DC strategies and attachment in predicting the impact of external stress on dual-earner couples’ MS in Indonesia’s gender role ideology (GRI) context. This research uses a mixed-methods explanatory sequential design consisting of two studies. Study 1 is a quantitative – regression and SEM study on 421 individuals, 23-55 years old, tertiary-educated dual-earner in an urban area. The results of study 1 show that DC strategies have a more significant effect than attachment in protecting couples’ MS from the adverse effects of external stress. However, testing the same model in groups of participants with traditional and non-traditional GRI shows a different pattern. Study 2 is a qualitative - phenomenological study on five couples with high MS, three couples and one wife with low MS. The results of study 2 support the results of study 1 that different DC strategies will lead to different meanings of marital satisfaction, even though the stressors are similar. This study shows that STM can be applied to explain the MS of dual-earner couples in Indonesia, considering the context of GRI."

"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."

"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."

"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."