The effect of work–family conflict on emotional exhaustion and job performance among service workers: the cross-level moderating effects of organizational reward and caring

2019 ◽  
pp. 1-22 ◽  
Author(s):  
I-An Wang ◽  
Hung-Yu Tsai ◽  
Meng-Hsiu Lee ◽  
Ren-Chang Ko
Keyword(s):  
Job Performance ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Moderating Effects ◽  
Work Family Conflict ◽  
Service Workers ◽  
The Cross ◽  
Work Family

scholarly journals Pengaruh Work-Family Conflict , Job Stress dan Emotional Exhaustion Terhadap Job Performance Karyawati Puskesmas Ayah I

2021 ◽  
Vol 3 (2) ◽  
pp. 364-376
Author(s):  
Surur Khomsa ◽  
Indah Rohyani
Keyword(s):  
Job Performance ◽  
Job Stress ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family

Tujuan penelitian ini adalah untuk mengetahui pengaruh work-family conflict, job stress, dan emotional exhaustion terhadap job performance karyawati di Puskesmas Ayah I, baik secara parsial maupun secara simultan. Penelitian ini merupakan penelitian survei dengan responden sebanyak 30 orang responden yang bekerja sebagai karyawati di Puskesmas Ayah I. Pengumpulan datanya menggunakan kuesioner yang telah diuji validitas dan reliabilitasnya, sedangkan analisis datanya menggunakan analisis regresi linear ganda (uji t dan uji F), yang sebelumnya telah dilakukan uji prasyarat analisis meliputi uji normalitas, multikolinearitas, dan heteroskedastisitas. Setelah dilakukan analisis data, diperoleh hasil dan kesimpulan sebagai berikut: (1) Work-family conflict berpengaruh negatif dan signifikan terhadap job performance karyawati di Puskesmas Ayah I. (2) Job stress berpengaruh negatif dan signifikan terhadap job performance karyawati di Puskesmas Ayah I. (3) Emotional exhaustion berpengaruh negatif dan signifikan terhadap job performance karyawati di Puskesmas Ayah I (4) Work-family conflict, job stress, dan emotional exhaustion secara simultan berpengaruh terhadap job performance karyawati di Puskesmas Ayah I.

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.

DOES WORK-FAMILY CONFLICT AFFECT THE AUDITOR’S PERFORMANCE?: EXAMINING THE MEDIATING ROLES OF EMOTIONAL EXHAUSTION AND JOB SATISFACTION

2018 ◽  
Vol 20 (1) ◽  
pp. 89 ◽  
Author(s):  
Andi Ina Yustina ◽  
Tifanny Valerina
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Healthy Lifestyle ◽  
Mail Survey ◽  
Work Family Conflict ◽  
Performance Examining ◽  
And Performance ◽  
Work Family ◽  
Relationship Of

This paper examines whether the work-family conflict (related to both work-interfering-family and family-interfering-work) of auditors affects their performance and if so, whether the effect is mediated by emotional exhaustion and job satisfaction. A mail survey is used to deliver a questionnaire to 151 auditors from ten CPA firm in Indonesia. The result shows that emotional exhaustion and job satisfaction fully mediates the relationship of work-family conflict with job performance. The result also demonstrates that Work-Interfering-Family (WIF) has significant effects on emotional exhaustion and job satisfaction, but Family-Interfering-Work (FIW) has no significant influence on either emotional exhaustion or job satisfaction. This study suggests that maintaining a regular training program for auditors, having flexible working arrangements, and encouraging a healthy lifestyle may help to reduce the work-family conflict and will increase the job satisfaction and performance of auditors.

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.

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