scholarly journals The Effects Of Leadership, Family Of Origin, And Self-Efficacy In Predicting Anticipated Work-Family/Family-Work Conflict In Student Volunteers

2021 ◽  
Vol 13 (1) ◽  
pp. 78-85
Author(s):  
Octav Sorin Candel ◽  
Mihaela Jitaru ◽  
Monica Arnăutu ◽  
Alexandru-Gabriel Zarojanu
Keyword(s):  
Self Efficacy ◽  
Family Of Origin ◽  
Division Of Labour ◽  
Work And Family ◽  
Family Work ◽  
Work Conflict ◽  
The Family ◽  
Student Volunteers ◽  
Work Family ◽  
Family Work Conflict

Abstract Balancing work and family roles proves to be a rather difficult task for most individuals. The social cognitive career theory (Lent, Brown, and Hackett 1994) states that to reach positive outcomes in the work domain, people need to develop self-efficacy through adequate learning experiences. With this study, we tested the importance of two contexts that can provide valuable learning experiences: family and volunteering. Thus, we verified the relationship between the division of labour in the family of origin, respectively, authentic leadership use in the volunteering organization and anticipated work-family and family-work conflict in a sample of student volunteers. Self-efficacy in dealing with the conflict between the two domains was used as a mediator. One hundred and ten students who were also volunteers at the time of the study participated in this research. A series of mediation models showed significant indirect effects from family and volunteering experiences on the conflict between work and family. Spillover effects were also confirmed. This study provides an understanding of how positive contexts such as equitable division of labour in the family and having an authentic leader in the volunteering organization help students develop their self-efficacy, which also contributes to anticipating lower levels of conflict between the work and family domains.

scholarly journals Implementation of Management for Work-Family Conflict, Family-Work Conflict, and Job Stress that Affect Employee Satisfaction of PT Langgang Buana Perkasa

Society ◽  
2020 ◽  
Vol 8 (2) ◽  
pp. 458-469
Author(s):  
Nurlaila Nurlaila
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Employee Satisfaction ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Family Demands ◽  
Work Family ◽  
Family Work Conflict

This research aims to analyze the management of work-family conflict, family-work conflict, job stress, and its implementation that affect employee satisfaction of PT Langgang Buana Perkasa. Work and family are two important spheres in an adult’s social life. The need will not be met if unemployed. Today, a profession is also a mirror of self-actualization. Without family, individuals will feel alone and there is no place to give love. PT Langgang Buana Perkasa is a company engaged in ground handling services and transportation services on several airlines, which is located at Sultan Babullah airport, Ternate, North Maluku Province, Indonesia. This research used a qualitative descriptive method. Data were obtained through in-depth interviews and questionnaires. Literature and documentation studies are carried out to collect secondary data related to the object of research, including employees of PT Langgang Buana Perkasa, flight schedules, and PT Langgang Buana Perkasa. The data sources were selected using a purposive sampling technique. The results showed that (1) There are three characteristics of work-family conflict. Based on these three characteristics, it indicates that most employees experience conflict in work-family, but it does not affect job satisfaction; (2) There are five characteristics of family-work conflicts but employees still apply professionalism. This indicates that there is no direct conflict but it can trigger stress due to family demands on religious holidays and public holidays; (3) Physical exhaustion can lead to conflict when faced with family demands regarding that role.

Parent and Child Experiences of Parental Work–Family Conflict and Satisfaction with Work and Family

2020 ◽  
Vol 41 (9) ◽  
pp. 1649-1673
Author(s):  
Mary Claire Morr Loftus ◽  
Veronica A. Droser
Keyword(s):  
Family Conflict ◽  
Family Satisfaction ◽  
Work And Family ◽  
Three Dimensions ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Behavior Based ◽  
Work Family ◽  
Family Work Conflict

This study examined the relationship between parent and young adult child perceptions of parental work–family conflict and work and family satisfaction. Data were collected from 112 parent–child dyads, and children perceived parents to experience significantly more strain-based work–family conflict than parents reported. Parent and child did not differ in ratings of five other dimensions of parent’s work–family and family–work conflict. Parent and child ratings of the parent’s experience of all three dimensions of work–family conflict and one of three dimensions of family–work conflict were positively correlated. Four actor–partner interdependence models using multilevel modeling tested dyadic effects of work–family or family–work conflict on work or family satisfaction. Negative actor effects were found for behavior-based work–family and family–work conflict and for strain-based family–work conflict on family satisfaction. Negative actor effects existed for behavior-based work–family and family–work conflict on work satisfaction, and behavior-based work–family conflict also had a negative partner effect on work satisfaction.

scholarly journals Community Demands and Resources and Work-Family Conflict: Case Study in Kuching Sarawak

2014 ◽  
Author(s):  
Zaiton Hassan ◽  
Nor Afiza Hasnan ◽  
Surena Sabil
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Work And Family ◽  
Work Family Conflict ◽  
Public And Private ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

Most studies on work-life balance only examine work and family domains. While work is the only role in its domain, life consists of many aspects besides family. However, research on other roles is still very limited. This study examines the influence of community (neighbour, neighbourhood, relatives, friends), and participation in Non-Government Organisations (NGOs), demands, and resources on work-family conflict (WFC) and family-work conflict (FWC). Questionnaires were distributed to 506 employees from six public and private organisations in Kuching, Sarawak. Data were analysed using the Structural Equation Modelling (SEM) using AMOS Version 20. The findings showed that WFC was negatively related with demands from neighbours, relatives, and friends; and positively related with demands from participating in NGOs and resources from neighbours. FWC was negatively related with demands from neighbours, relatives, and friends; and positively related with resources from neighbours and relatives. This study provided evidence that community domain influences the WFC and FWC. Thus, organisations should consider the community domain in formulating strategies to minimise WFC and FWC experienced by the employees.   Keywords: Work-family conflict, family-work conflict, community demands, and resources.

scholarly journals Identifying Family-Work Conflict among employees of The Travancore Cements Limited, Kottayam, Keral

2019 ◽  
Vol 8 (2S6) ◽  
pp. 718-726
Keyword(s):  
Family Conflict ◽  
Work Experience ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Significant Difference ◽  
Work Family ◽  
Relationship Of ◽  
Family Work Conflict

Work- Family Interface is a bidirectional term which explains mainly two domains: Work- Family Conflict and WorkFamily Enrichment. Work-family Enrichment speaks about the bidirectional positive relationship of work and family. Work-family Conflict explains the negative bidirectional relationship of work and family. Many researchers are increasingly paying interest in Work-family interface as it can affect job satisfaction as well as life satisfaction. This paper investigates about the Family-work conflict among employees of The Travancore Cements Ltd., Kottayam, Kerala. The study was conducted among 81 employees of the organization. The finding of the study was that the employees are affected by Family-work conflict irrespective of their gender, education qualification, number of working hours per week, work experience, monthly income, marital status, number of school going children and partner’s profession. In case of the number of children of employees, a significant difference is seen with regard to the variable ‘family-related strain’

PERAN MEDIASI STRES KERJA PADA PENGARUH PERAN GANDA TERHADAP KINERJA KARYAWAN (Studi Penelitian Pada Karyawan PT. Bank Negara Indonesia Cabang Pontianak Kalimantan Barat)

2019 ◽  
Vol 7 (4) ◽  
Author(s):  
YULISTIRA SADELA B2042171026
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

Penelitian ini bertujuan untuk menguji dan menganalisis peran mediasi  Stres Kerja pada pengaruh peran ganda terhadap Kinerja Karyawan studi penelitian pada karyawan PT. Bank Negara Indonesia cabang Pontianak Kalimantan Barat. Penelitian ini merupakan penelitian explanatory yaitu untuk mengetahui hubungan antara variabel-variabel berdasarkan sebab akibat. Explanatory research menjelaskan hubungan kausal antara variabel-variabel melalui pengujian hipotesis. Populasi dalam penelitian ini adalah seluruh karyawan perempuan yang bekerja di PT. Bank Negara Indonesia Cabang Pontianak. Jumlah sampel sebesar 100 responden dipilih dengan cara purposive sampling, adapun kriteria sampel, yaitu responden merupakan perempuan yang sudah menikah, memiliki suami dan anak, minimal berusia 25 tahun. Teknik pengolahan data menggunakan analisis path atau analisis jalur.Hasil penelitian membuktikan bahwa variabel Work-Family Conflict berpengaruh signifikan terhadap Stres Kerja, dan berpengaruh tidak signifikan terhadap variabel Kinerja Karyawan sedang variabel Family-Work Conflict berpengaruh tidak signifikan terhadap Stres Kerja tetapi berpengaruh signifikan terhadap variabel Kinerja Karyawan. Kemampuan variabel Work-Family Conflict, Family-Work Conflict terhadap Kinerja Karyawan melalui Stres Kerja sebesar 91,8% sedangkan sisanya sebesar 8,2% dipengaruhi oleh variabel lain yang tidak diteliti dalam penelitian ini. Kata Kunci : Work-Family Conflict, Family-Work Conflict, Stres Kerja, Kinerja Karyawan.DAFTAR PUSTAKAAustin, Melissa, A (2004). Association of apolipopretein A5 variants with LDL particle size and trigyceride in japanase americans. Biochimica Biophysica Acta, 1688.Andreas dan Wilson (2008). Patofisiologi : Konsep Penyakit. Edisi 5. Jakarta: EGCArikunto, S. (2002). Prosedur Penelitian, Suatu pendekatan Praktek. Jakarta: PT. Rineka Cipta.Atkinson. (1993). Pengantar Psikologi. PT Erlangga. Jakarta.Bernardin, H.J. & Russel, J.E.A (1993). Human Resource Management an experiental approach. Singapore: Mc Graw-Hill, Inc. Carlson, D. S., K. Michele Kacmar dan Larry J. W. (2000). Construction and Initial Validation of a Multidimensional Measure of Work-Family Conflict. Journal of Vocational Behavior 56, 249-276. Cohen, Aaron dan Liani, E. (2009). Work Family Conflict Among Female  Employes In Israeli Hospitals. Personel Review Vol. 38.2.Cooper,C.L.,dan Dawe,P. (2004). Stress a Behaviour.UK: Blackwell.Dessler, Gary, 2004. Manajemen Sumber Daya Manusia, Edisi 9, Jilid 1,Kelompok Gramedia, Jakarta.Edwards, J. R., & Rothbard, N. P. (2000). Mechanisms linking work and family: Clarifying the relationship between work and family constructs. Academy of Management Review, 25(1), 178-199. Effendy, O. U. (2001). Ilmu Komunikasi: Teori dan Praktek. Bandung: Remaja Rosdakarya.Ghozali, I. (2011). Aplikasi Analisis Multivariate dengan Program SPSS, Edisi Ketiga. Semarang: Bandan Penerbit Universitas Diponogor.Greenhaus, J.H., & Beutell, N.J. dalam jimad (2010). Analisis Work Family Conflict, Stres Kerja Dan Kinerja Wanita Berperan Ganda Pada Yayasan Compassion East Indonesia. Vol 33.Greenhaus, J.H., & Beutell, N.J. (2013). Work-Family Conflict. Drexel University.Hasibuan, Malayu. (2007). Manajemen Sumber Daya Manusia. Cetakan Kesembilan. Jakarta : PT. Bumi Aksara.Ivancevich, J.M., Konopaske, R., dan Matteson, M. T. (2006). Perilaku dan Manajemen Organisasi. Jakarta: Erlangga.Kelloway, E. K. dan Frone ,M.R. (2005) Handbook of Work Stress. America: Sage Publication In.Kreitner, R dan Kinicki, A. (2005). Perilaku Organisasi, buku 1 dan 2, Jakarta: Salemba Empat.Mathis, Robert L. dan John H. Jackson. (2002). Manajemen Sumber Daya Manusia, Edisi Pertama Salemba Empat, JakartaJohn. Mathis, R.L. & Jackson J.H. (2006). Human Resource Management: Manajemen Sumber Daya Manusia. Terjemahan Dian Angelia. Jakarta: Salemba Empat.M Reeve James, dkk. 2013. Pengantar Akuntansi, Buku I. Jakarta: Salemba Empat. Munandar, Ashar Sunyoto. (2008). Psikologi Industri dan Organisasi. Universitas Indonesia, Jakarta.Mutiara S, Panggabean. (2007). Manajemen Sumber Daya Manusia. Bogor: Ghalia Indonesia.Nelson, D. L., Quick, J.C., (2005). Understanding Organizational Behavior, USA: Thomson South Western.Panggabean, Mutiara (2007). Manajemen Sumber Daya Manusia. Bogor :Ghalia Indonesia.Priyatno, D. (2010). Paham Analisis Statistik Data Dengan SPSS. Jakarta : PT. Buku Seru.Riduwan. (2011). Dasar-dasar Statistika. Bandung: Alfabeta.Robbbins  dan Judge. (2007). Perilaku Organisasi, Buku 1 dan 2. Jakarta : Salemba Empat.Singarimbun, M dan Effendi, S. Metode Penelitian Survei, Jakarta: LP3ES, 2008.Sopiah. 2008. Perilaku Organisasi. Yogyakarta : Andi Soeroso, Andreas. 2008. Sosiologi 1 SMA Kelas X. Bogor : Yudhistira QudraSopiah. (2008). Perilaku Organisasi. Yogyakarta: Andi Offiset. Subhan, Z.  (2004). Kekerasan Terhadap Perempuan. Yogjakarta: Pustaka Pesantren.Sugiyono. (2005). Statistika Untuk Penelitian. Bandung: CV. Alfabeta.Sugiyono. 2010, Metode Penelitian Kuantitatif Kualitatif dan R&D ; Penerbit CV Alfabeta, Bandung.Sugiyono. (2011). Metode Penelitian Kuantitatif Kualitatif dan R&D. Bandung: CV. Alfabeta.Sugiyono. (2014). Metode Penelitian Bisnis, Edisi Ke delapan belas. Bandung: CV Alfabeta.Sulistiyani, Ambar, T dan Rosidah. (2009). Manajemen Sumber Daya Manusia. Konsep, Teori dan Pengembangan dalam Konteks Organisasai Publik, Edisi kedua. Yogyakarta: Graha Ilmu.Supardi. 2013. Aplikasi Statistika dalam Penelitian Konsep Statistika yang lebih Komperehensif. Jakarta: Change Publication.Triaryati, N. (2003). Pengaruh Adaptasi Kebijakan Mengenai Work Family Issue Terhadap Absen Dan Turnover. Jurnal Manajemen & Kewirausahaan, Vol.5 No.1, Unversitas Gadjah Mada, Yogyakarta. Veithzal, R. (2009). Manajemen Sumber Daya Manusia Untuk Perusahaan Dari Teori ke Praktik. Jakarta: Raja Grafindo Persada.Wirawan. (2010). Konflik dan Manajemen Konflik: Teori. Aplikasi, dan Penelitian. Jakarta: Salemba Humanika.Yasin, M. (2003). Wanita Karir dalam Perbincangan. Jakarta : Gema Insani PressZikmund, W. G., & Babin, B. J. (2013). Menjelajahi Riset Pemasaran. Jakarta: Selemba EmpatSumber Internet :https://media.neliti.com/media/publications/127629-ID-analisis-work-family-conflict-stres-kerj.pdf

scholarly journals Konflik Pekerjaan dan Keluarga Pada Pasangan dengan Peran Ganda

2019 ◽  
Vol 10 (1) ◽  
pp. 31
Author(s):  
Novensia Wongpy ◽  
Jenny Lukito Setiawan
Keyword(s):  
Family Conflict ◽  
Married Couples ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Work And Family Roles ◽  
Family Work Conflict

Work-family interface can be viewed from two directions, work-to-family and family-to-work. The imbalance in carrying out two roles in the area of work and family will trigger conflict, which is known as work-to-family conflict and family-to-work conflict. The aim of this study was to compare work and family conflicts in working husbands and wives. The participants were 30 married couples (60 persons) who have one child and work as employees, managers and entrepreneurs. Work-family conflict was measured using a questionnaire that measures the level of conflict in two directions, work-to-family conflict and family-to-work conflict. The result shows that there is no difference in work-to-family conflict between husbands and wives. However, there is difference between work-to-family conflict and family-to-work conflict with the average of work-to-family conflict is higher than family-to-work conflict for both husbands and wives. The findings indicate that gender difference does not affect the ways in balancing between work and family roles among both husbands and wives.Keywords: Work-family conflict, family-work conflict, dual career coupleAbstrak: Work-Family Interface dapat ditinjau dari dua arah yaitu work-to-family dan family-to-work. Ketidakseimbangan dalam menjalankan dua peran di area pekerjaan dan keluarga akan memicu konflik yang disebut sebagai work-to-family conflict dan family-to-work conflict. Penelitian ini bertujuan untuk membandingkan konflik pekerjaan dan keluarga pada pasangan suami dan istri yang keduanya bekerja. Subjek penelitian adalah 30 pasangan suami istri (60 orang), minimal telah memiliki satu anak dan bekerja sebagai karyawan, manager maupun wiraswasta. Work-family conflict diukur dengan menggunakan angket tertutup yang mengukur level konflik dari dua arah yaitu work-to-family conflict dan family-to-work conflict. Hasil penelitian menunjukkan bahwa tidak terdapat perbedaan work-family conflict antara kelompok suami dan kelompok istri. Namun, terdapat perbedaan antara work-to-family conflict dan family-to-work conflict dengan nilai rata-rata work-to-family conflict lebih tinggi dibandingkan dengan family-to-work conflict baik pada kelompok suami maupun istri. Penelitian ini menunjukkan tidak ada perbedaan gender dalam cara menyeimbangkan peran dalam pekerjaan dan rumah tangga.

Der Einfluss von Elternstatus, erlebter Unterstützung und Befristung auf das Belastungserleben und die Karriereentwicklung von Ärztinnen und Ärzten am Ende der Weiterbildung

2021 ◽  
Author(s):  
Rüya Daniela Kocalevent ◽  
Nicole Grandke ◽  
Susan Selch ◽  
Sarah Nehls ◽  
Juliane Meyer ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

Zusammenfassung Hintergrund Trotz einer hohen Zahl an Abschlüssen in der Humanmedizin ist in Deutschland immer häufiger von einem Ärztemangel die Rede. Ein Grund ist die schwierige Vereinbarkeit von Kliniktätigkeit und Familienleben, die vor allem Ärztinnen als Hauptgrund für die spätere Arbeit im nicht-kurativen Bereich nennen. Ziel der Arbeit Die vorliegende Arbeit befasst sich mit dem Einfluss des Elternstatus von Ärztinnen und Ärzten auf ihre Karriereentwicklung und das Belastungserleben am Ende der Weiterbildung. Darüber hinaus betrachtet werden die Auswirkungen von befristeten Arbeitsverträgen und erlebter Unterstützung durch den Partner auf das Belastungserleben. Material und Methoden Es wurden die Daten der KarMed-Studie, welche sich mit Karriereverläufen von Ärztinnen und Ärzten während der fachärztlichen Weiterbildung beschäftigt, ausgewertet. Die vorliegende Arbeit befasst sich mit der querschnittlichen Analyse des Erhebungszeitraums von Oktober 2015 bis Mai 2016. Zu diesem befanden sich 433 StudienteilnehmerInnen am Ende ihrer Weiterbildung. Eingesetzt wurden u. a. die Fragebögen Work-Family Conflict und Family-Work Conflict Skalen. Ergebnisse Ärztinnen mit Kind unterbrechen die Weiterbildung fünfmal häufiger als ihre Kolleginnen ohne Kind und achtzehnmal häufiger als Ärzte mit Kind. Ärztinnen mit Kind sowie Ärzte mit Kind weisen signifikant höhere Werte auf der Family-Work Conflict Skala auf, Ärztinnen ohne Kind hingegen höhere Werte auf der Work-Conflict Skala. Bei Ärzten zeigt sich kein signifikanter Unterschied auf der Work-Family Skala. Weder ein befristeter Arbeitsvertrag noch die Verteilung von Kinderbetreuung zwischen Ärztinnen/Ärzten und ihren Partnern/-rinnen haben einen signifikanten Einfluss auf das Belastungserleben zur Folge. Schlußfolgerung Es besteht ein Bedarf die Konflikte, die aus dem Familienleben auf das Arbeitsleben wirken insbesondere für Ärztinnen in Weiterbildung zu reduzieren.

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