scholarly journals Service Innovation in Human Resource Management During COVID-19: A Study to Enhance Employee Loyalty Using Intrinsic Rewards

2021 ◽  
Vol 12 ◽  
Author(s):  
Muhammad Ibrahim Abdullah ◽  
Dechun Huang ◽  
Muddassar Sarfraz ◽  
Muhammad Waqas Sadiq
Keyword(s):  
Study Design ◽  
Family Conflict ◽  
Sampling Technique ◽  
Employee Loyalty ◽  
Work Family Conflict ◽  
Private Hospitals ◽  
Work Demand ◽  
Work Family ◽  
Bootstrap Methodology ◽  
Social Rewards

This research focuses on the employee loyalty aspect of private hospitals in Pakistan during the COVID-19 pandemic, seriously impacted by strict work demand and work-family conflict. To manage this issue, social rewards and psychological rewards played a role as a mediator. The study uses a causal research design with a correlational study design in a non-contrived environment. Minimal researcher interference has been assured. AMOS 24 has been used to deal with the mediation in study design with bootstrap methodology. The study was conducted on 250 nurses of different private hospitals across Punjab province using a proportionate stratified sampling technique. A finding of this study suggests that nurses remain loyal to their organizations despite having uncompromising work demands and facing work-family conflict when they are provided with social and psychological rewards on their job by their organizations.

scholarly journals Work Family Conflict among Female Employees: A Study on Private Hospital Nurses in Jambi

2019 ◽  
Author(s):  
Anisah . ◽  
Ubaidillah . ◽  
Sakinah .
Keyword(s):  
Job Stress ◽  
Family Conflict ◽  
Structural Equation ◽  
Equation Modeling ◽  
Hospital Nurses ◽  
Work Family Conflict ◽  
Private Hospitals ◽  
Female Employees ◽  
Work Family ◽  
Positive Effect

The aims of this study was to see how work-family conflict can have an impact on job stress and the performance of female employees, the sample in the study was nurses of private hospitals in Jambi who had a dual role as nurses as well as housewives. This research is a type of survey research, data collection techniques using a closed questionnaire given to respondents, the questions in the questionnaire were made using a Likert scale and analyzed using Component-Based SEM (Structural Equation Modeling),namely plus(PartialLeastSquare).theresultsofthestudyshowedthatwork family conflict had a positive effect on job stress, and negatively affected on nurse performance.

scholarly journals Peran work-family conflict terhadap organizational citizenship behavior pada karyawan PT. X

Cognicia ◽  
2021 ◽  
Vol 9 (2) ◽  
pp. 105-111
Author(s):  
Rr. Ratih Purnami Sudrajad ◽  
Hudaniah Hudaniah
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Family Conflict ◽  
Sampling Technique ◽  
Negative Influence ◽  
Citizenship Behavior ◽  
Research Subjects ◽  
Work Family Conflict ◽  
Permanent Employees ◽  
Work Family

Organizational citizenship behavior is a worker’s behavior that exceeds their role and can benefit the company. In generating OCB, sometimes employees experience various obstacles, one of which is work-family conflict. WFC is a situation where employees have conflicts in carrying out their roles to complete their work with their roles in the family. This study aims to determine the effect of WFC on the emergence of employee OCB. The importance of this research is that the company can pay more attention to its employees in reducing role conflict, and is expected to increase employee OCB. The sampling technique used is purposive sampling. The research subjects were 171 people consisting of permanent employees and they were married. The data collection method used a work-family conflict scale that had been compiled by Carlson et al. and an organizational citizenship behavior scale that had been compiled by Smith et al. A simple regression analysis test with IBM Statistic 25 program showed a significant and negative influence between WFC on employee OCB. Work-family conflict itself contributes an effective contribution of 17.1% to employees’ organizational citizenship behavior.   Keywords: Employees, organizational citizenship behavior, work-family conflict

scholarly journals PENGARUH WORK FAMILY CONFLICT TERHADAP KEPUASAN KERJA KARYAWAN PADA PT TOYOTA INTERCOM MOBILINDO PADANG

2019 ◽  
Author(s):  
Chitra Doly Situmorang ◽  
Aminar Sutra Dewi
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Sampling Technique ◽  
Work Family Conflict ◽  
Employee Job Satisfaction ◽  
Negative Effect ◽  
Work Family ◽  
Questionnaire Method ◽  
A Company

The survival of a company is not only determined by the success of managing finances, but also determined by the success of managing human resources, in order to obtain job satisfaction as expected. Employee job satisfaction is influenced by many factors including work family conflict. This study aims to analyze the effect of work family conflict on employee job satisfaction on Pt Toyota Intercom Mobilindo Padang. Job satisfaction is a pleasure that a person feels for the role or work in a company. Low job satisfaction, can affect the quality of work, so that the decline in productivity of a company. Work family conflict is the occurrence of incompatibility between one role and another, where there are different pressures between roles in the family and at work. Someone who experiences high work family conflict will reduce the enthusiasm in carrying out activities. The population in this study were all employees of PT Toyota Intercom Mobilindo Padang. This sampling technique uses a total sampling technique, with a sample of 65 people. Data collection was done by questionnaire method. The data obtained were analyzed multiple regression to examine the effect of work family conflict on employee job satisfaction. The results showed Y = 11,190 + X = -1.507. So it can be said that work family conflict has a significant negative effect on employee job satisfaction at PT Toyota Intercom Mobilindo Padang.

scholarly journals Gender as a moderator between work-family conflict, job and family satisfaction

2018 ◽  
Vol 7 (3) ◽  
pp. 1-12
Author(s):  
Abigail Opoku Mensah ◽  
Eunice Fay Amissah ◽  
Adjoa Afedua Nsaful
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Sampling Technique ◽  
Family Satisfaction ◽  
Work Family Conflict ◽  
Negative Effects ◽  
Junior Staff ◽  
Multi Stage ◽  
Work Family ◽  
The Relationship

The study examined the effect of work-family conflict on job and family satisfaction among university junior staff in Ghana. It further tested the moderating role of gender on the relationship between work-family conflict dimensions and job and family satisfaction. A quantitative approach was adopted. A multi-stage sampling technique was employed to select 339 respondents. Descriptive and inferential statistics were used to analyse the data. The results revealed a negative effect of work-family conflict on both job satisfaction and family satisfaction. Further analysis showed that gender moderates the relationship between work-family conflict (FIW) and family satisfaction. Recommendations are made to the University authorities and employees on how to minimize the negative effects of work-family which can lead to better job and family satisfaction in this paper.Keywords: work-family conflict, job satisfaction, family satisfaction, gender, junior staff

A Study on Moderating Role of Family-Friendly Policies in Work–Life Balance

2021 ◽  
pp. 0192513X2110300
Author(s):  
Anuradha Nayak ◽  
Mrinalini Pandey
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Demand ◽  
Work Conflict ◽  
Women Employees ◽  
Family Friendly ◽  
Work Family ◽  
The Relationship ◽  
Family Work Conflict

The present study aims to explore the relationship between work demand and work–family conflict, and family demand and family–work conflict. This study also tries to find out the moderating effect of family-friendly policies between the proposed relationships. The data for this study were collected from 217 women employees working in steel manufacturing companies of Jharkhand. The results of the study indicate that there is positive correlation between work demand and work–family conflict, and family demand and family–work conflict. Moreover, family-friendly policies are observed to significantly moderate the relationship of work demand and work–family conflict, but they do not significantly moderate the relationship of family demand and family–work conflict. This article gives insights into understanding the role of family-friendly policies to reduce the work–family conflict among women employees. A few measures are suggested, and employers should adopt such policies to minimize the work–family conflict, which can lead to better work–life balance

scholarly journals Working Period As A Moderating Variable Of Work Family Conflict, Work Stress, And Turnover Intention On Contraproductive Work Behavior (Case Study On Bca Syariah)

2021 ◽  
Vol 5 (2) ◽  
pp. 227-246
Author(s):  
Dewi Puspa Amalia ◽  
Muhammad Zakiy
Keyword(s):  
Work Stress ◽  
Family Conflict ◽  
Turnover Intention ◽  
Sampling Technique ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Work Family Conflict ◽  
Moderator Variable ◽  
Track Record ◽  
Work Family

Counterproductive work behavior has caused a lot of harm to the organization and employees, both directly and indirectly. This research aims to determine the effect of work-family conflict, work stress and turnover intention on counterproductive work behavior with tenure as a moderator variable. This research using a purposive sampling technique and took 100 employees of BCA Syariah Bank by distributing questionnaires. The data obtained were analyzed using SmartPLS 3.3. The results of this research are work family conflict, and work stress has a positive effect on counterproductive work behavior, while turnover intention has a negative effect on counterproductive work behavior. The employees who want to resign will maintain their attitude by acting permanently or more productively than usual. The excuse is that employees avoid the penalties and keeps a good track record. In addition, tenure moderates the effect of work-family conflict on counterproductive work behavior.

scholarly journals The influence of work-family conflict and Islamic work ethics on employee performance

2021 ◽  
Vol 10 (3) ◽  
pp. 177-188
Author(s):  
Yogawati Yuli Widyarini ◽  
Muafi Muafi
Keyword(s):  
Significant Influence ◽  
Family Conflict ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Work Family Conflict ◽  
Work Ethics ◽  
Mediating Role ◽  
Test Tool ◽  
Work Family

This study aims to analyze the influence of work-family conflict and Islamic work ethics on employee performance with work motivation as the mediating variable. The population of this study is female employees of Bank Jateng Syariah. The sampling technique is done using the purposive sampling method. The analysis test tool used in this study is path analysis. The result expected from this study is the analysis of the influence of work-family conflict and Islamic work ethics on employee performance with work motivation as the mediating variable. The results of this study show that work-family conflict has a negative and significant influence on work motivation and employee performance. On the other hand, Islamic work ethics is proven to have a positive and significant influence on work motivation and employee performance. This study also shows that work motivation is able to provide a significant mediating role.

scholarly journals PERAN KONFLIK PEKERJAAN-KELUARGA TERHADAP KUALITAS HIDUP DENGAN STRES SEBAGAI MEDIATOR PADA WANITA PERAN GANDA

2019 ◽  
Vol 3 (1) ◽  
pp. 283
Author(s):  
Agita Presilia ◽  
Rismiyati E Koesma ◽  
Zamralita Zamralita
Keyword(s):  
Quality Of Life ◽  
Family Conflict ◽  
Structural Equation ◽  
Sampling Technique ◽  
Multiple Roles ◽  
World Health ◽  
P Value ◽  
Work Family Conflict ◽  
Work Family

Konflik pekerjaan-keluarga banyak dialami pada wanita peran ganda karena mengalami ketidakseimbangan dalam menjalankan tuntutan dalam pekerjaan maupun dalam keluarga. Hal ini akan mempengaruhi kepuasan wanita peran ganda dan mengalami dampak negatif dalam kehidupan sehingga akan menurunkan kualitas hidupnya. Namun, didapatkan hasil yang berbeda, di mana hubungan konflik pekerjaan-keluarga terhadap kualitas hidup dinyatakan tidak cukup kuat, sehingga dalam penelitian ini menggunakan variabel mediator yaitu stres. Konflik pekerjaan-keluarga dapat menyebabkan stres pada wanita peran ganda, sehingga akan mempengaruhi kualitas hidupnya. Oleh karena itu, penelitian ini bertujuan untuk melihat peran konflik pekerjaan-keluarga terhadap kualitas hidup dengan stres sebagai mediator. Populasi dalam penelitian ini adalah karyawan wanita di Kementerian X yang sudah menikah dan juga sudah memiliki anak. Teknik pengambilan sampel yang digunakan adalah purposive sampling dan juga dilanjutkan melalui teknik convenience sampling. Jumlah sampel dalam penelitian ini adalah 183 karyawan wanita peran ganda. Penelitian ini menggunakan tiga alat ukur, yaitu Multdimensional Scale of Work-Family Conflict, World Health Organizational Quality of Life (WHOQOL-BREF), dan juga skala stres umum. Pengujian model dilakukan dengan menggunakan Structural Equation Modelling (SEM) menggunakan LISREL 8.70. Hasil pengujian model menunjukkan bahwa stres dapat berperan sebagai mediator dengan nilai p-value < 0.05, dan RMSEA <0.08, dan dapat memediasi secara parsial pada konflik pekerjaan-keluarga terhadap kualitas hidup. Hasil nilai standardized solution untuk peran konflik pekerjaan-keluarga terhadap kualitas hidup yang awalnya hanya -0.66 menjadi -0.83. Dengan kata lain, hasil ini mengindikasikan bahwa individu yang mengalami konflik pekerjaan-keluarga, ketika mengalami stres, akan memiliki kualitas hidup yang lebih rendah. Work-family conflicts are mostly experienced by multiple roles women because they experience an imbalance in carrying out demands at work and in the family. This will affect the satisfaction of multiple roles women who experience negative impacts that will lower their quality of life. However, different results were obtained, where the relationship between work-family conflict and quality of life was declared not strong enough, therefore, this study used stress as a mediator variable. Work-family conflict can cause stress in multiple roles women, so it will affect the quality of life. Therefore, this study aims to look at the role of work-family conflict on the quality of life with stress as a mediator. The population in this study were female employees in Ministry X who were married and had children. The sampling technique used was purposive sampling and also continued through convenience sampling technique. The number of samples in this study were 183b employees who were multiple roles women. This study used three measuring instruments, namely the Multdimensional Scale of Work-Family Conflict, World Health Organizational Quality of Life (WHOQOL-BREF), and also the general stress scale. Model testing was carried out using Structural Equation Modeling (SEM) using LISREL 8.70. The results of the model testing show that stress can act as a mediator with p-value of <0.05, and RMSEA of <0.08, and can partially mediate work-family conflicts with quality of life. The result of the standardized solution value for the role of work-family conflict on quality of life decreased from -0.66, to -0.83. In other words, these results indicate that individuals who experience work-family conflict, when experiencing stress, will have lower quality of life.

scholarly journals Work Family Conflict pada Pegawai Wanita yang sudah Menikah dan Memiliki Komitmen Organisasi Tinggi

2020 ◽  
Vol 4 (2) ◽  
pp. 224
Author(s):  
Widia Sri Ardias ◽  
Fazly Haryudha
Keyword(s):  
Social Services ◽  
Family Conflict ◽  
Sampling Technique ◽  
Work Family Conflict ◽  
Main Challenge ◽  
West Sumatra ◽  
Female Employees ◽  
Work Family ◽  
Relationship Of ◽  
The Relationship

<p><em>The main challenge for a working woman is related to how she divides her role as an employee in the office and her domestic role at home. This research aims to find out the relationship of organizational coork family conflict in female employees.The research method used is the correlational quantitative method. The population in this study was all female employees who worked and had families. The research sample numbered 45 employees at one of the service offices in West Sumatra Province. The sampling technique in this study uses a total sampling technique, which is to take the entire population as a respondent or sample. The results of this study found female employees who had families in the analysis results there was a linear positive relationship between Organizational Commitment and Work Family Conflict in Female Employees of Social Services of West Sumatra Province. So the higher the commitment of the organization the higher the work family conflict. Researchers advise that female employees can perform tasks and responsibilities according to the time the agency gives and can divide time with family.</em></p><p><em><br /></em></p><p>Tantangan utama pada seorang perempuan yang bekerja adalah terkait bagaimana ia membagi peran sebagai karyawan dikantor dan peran domestiknya di rumah.Penelitian ini bertujuan untuk mengetahui hubungan komitmen organisasi dengan work family conflict pada pegawai wanita yang sudah menikah. Metode penelitian yang digunakan adalah metode kuantitatif korelasional. Populasi pada penelitian ini pegawai wanita yang bekerja dan berkeluarga. Sampel penelitian berjumlah 45 pegawai pada salah satu kantor dinas di Provinsi Sumatera Barat. Teknik sampling pada penelitian ini menggunakan teknik purposif sampling, yaitu mengambil sampel penelitian yang memenuhi kriteria partisipan penelitian. Hasil penelitian ini menemukan ada hubungan positif linear yang signifikan antara komitmen organisasi dengan work family conflict pada pegawai wanita yang sudah berkeluarga. Sehingga semakin tinggi komitmen organisasi semakin tinggi pula work family conflictnya. Saran peneliti agar pegawai wanita dapat melakukan tugas dan tanggung jawab sesuai dengan waktu yang di berikan instansi serta dapat lebih terampil untuk membagi waktu sehingga perannya tetap optimal di dalam keluarga.</p>

scholarly journals Work-Family Conflict of Women Entrepreneurs and Women Employees

2016 ◽  
Vol 31 (3) ◽  
pp. 111-123 ◽  
Author(s):  
Cicilia Larasati Rembulan ◽  
Kuncoro Dewi Rahmawati ◽  
Febe Yuanita Ratna Indudewi
Keyword(s):  
Family Conflict ◽  
Women Entrepreneurs ◽  
Sampling Technique ◽  
Measuring Instrument ◽  
Work Family Conflict ◽  
Women Employees ◽  
Cross Tabulation ◽  
Work Family ◽  
And Behavior

The aim of this study was to discover differences in work-family conflict among women who work as employees and women who worked as entrepreneurs. The samples of this re-search were 189 women (98 employees and 91 entrepreneurs). This quantitative com-parative design used an incidental sampling technique. The measuring instrument was the work-family conflict (WFC) translated from Greenhaus and Beutell. The data collected was analyzed using Mann Whitney-U Test. The results show no difference in WFC among women who work as employees and women as entrepreneurs. However, the data shows that the majority of entrepreneur women has very low WFC in all aspects (time, strain, and behavior), while women who work as employees tend to have medium WFC. The results of cross tabulation show that there are indications of an association between revenue and WFC (time and strain aspects) in employee respondents. While the entrepreneur women show indication of an association between the ages of marriage, and duration of work with WFC.

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