scholarly journals Impact of Flexible Working Arrangements in the Public Sector in Indonesia

2021 ◽  
Vol 11 (2) ◽  
pp. 38
Author(s):  
Andi Aisyah Nurul Alifyanti Hidayah ◽  
Jugindar Singh Kartar Singh ◽  
Ibiwani Alisa Hussain
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Family Conflict ◽  
Work Family Conflict ◽  
The Public ◽  
Work Pressure ◽  
Flexible Working ◽  
Large Corporations ◽  
Work Family ◽  
The Impact

The aim of this article is to examine the impact of flexible working arrangements in the public sector in Indonesia. From a theoretical perspective, this study examines the influence of flexible working arrangements on work-life conflict, work pressure, and organizational commitment. The focus is on employees engaged in the public sector in Indonesia as it regards this as a gap in current research. Most past studies on flexible working arrangements concentrate on large corporations in developed countries. There is a dearth of studies on the impact of flexible working arrangements on employee work-related outcomes in the public sector in Indonesia. In addition, empirical evidence concerning the association between flexible working arrangements and employee outcomes such as work-family conflict and organizational commitment shows inconsistent and mixed results. This was a quantitative study that used a survey method to collect data from 400 respondents. Descriptive and inferential statistics were generated using the SPSS software. The result showed that only organizational commitment was significantly correlated with flexible working arrangements. Work-family conflict and work pressure did not show a significant association with flexible work arrangements. This deviation from past studies could be attributed to cultural differences and policies in the public sector. This study provided new insights to organizations and human resource managers on the effect of the outcomes of flexible working arrangements. The findings revealed in this study are unique, and they provide support for the theory that flexible working conditions lead to increased organizational commitment. In terms of originality, past literature on flexible working arrangements mainly concentrates on large corporations or the private sector. With the growing importance of flexible working arrangements, there is a need to focus on the public sector. 

scholarly journals Flexible Working Arrangement toward Organizational Commitment and Work-Family Conflict

2016 ◽  
Vol 3 (1) ◽  
Author(s):  
Jasmine Lee Mee Choo ◽  
Nasina Mat Desa ◽  
Muhammad Hasmi Abu Hassan Asaari
Keyword(s):  
Organizational Commitment ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Flexible Working ◽  
Work Family

The Impact of Work-Family Conflict on Social Work and Human Service Worker Job Satisfaction and Organizational Commitment

2006 ◽  
Vol 30 (3) ◽  
pp. 55-74 ◽  
Author(s):  
Eric G. Lambert ◽  
Sudershan Pasupuleti ◽  
Terry Cluse-Tolar ◽  
Mylo Jennings ◽  
David Baker
Keyword(s):  
Job Satisfaction ◽  
Social Work ◽  
Organizational Commitment ◽  
Family Conflict ◽  
Human Service ◽  
Work Family Conflict ◽  
Service Worker ◽  
Work Family ◽  
The Impact

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.

scholarly journals MEASURING THE EFFECT OF WORK-FAMILY AND FAMILY-WORK CONFLICTS ON ORGANIZATIONAL COMMITMENT AMONG NURSING STAFF IN PAKISTAN

2013 ◽  
Vol 01 (02) ◽  
pp. 30-39
Author(s):  
Kanza Lodhi ◽  
Tayyaba Iftikhar ◽  
Sehrish Akhtar ◽  
Nazia Iqbal
Keyword(s):  
Organizational Commitment ◽  
Family Conflict ◽  
Negative Impact ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Female Nurses ◽  
The Impact ◽  
Family Work Conflict

The purpose of conducting this study is to analyze the impact of Work-Family conflict versus Family-Work conflict on employee’s organizational commitment. The moderating role of ollectivism on the relationship between work-family conflict versus family-work conflict and organizational commitment was studied as such behaviors can vary across cultures. Data was collected from 250 female nurses of different hospitals of Rawalpindi/ Islamabad using a questionnaire. The results reveal that work-family conflict has a more negative impact on organizational commitment as compared to family-work conflict, in a collectivist culture like in Pakistan, where females are unable to manage their family along with their work as their work starts interfering with their family lives. HR researchers need to focus on the strategies and policies that they can implement to reduce work-family versus family-work conflict in order to increase organizational commitment of nurses with their hospitals.

The Impact of Caregiving on Employment: A Mediational Model of Work-Family Conflict

1996 ◽  
Vol 15 (4) ◽  
pp. 525-542 ◽  
Author(s):  
Monique A.M. Gignac ◽  
E. Kevin Kelloway ◽  
Benjam H. Gottlieb
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Mediational Model ◽  
Satisfaction Professionnelle ◽  
Work Family ◽  
The Impact

RÉSUMÉCette recherche porte sur l'évaluation d'un modèle de mèdiation du conflit entre travail et famille parmi des employés responsables de soins administrés à des parents plus âgés. Lors d'une étude effectuée auprès d'employés de huit organismes différents, 396 femmes et 316 hommes ont rempli des questionnaires mesurant leur participation aux soins des aînés, le degré de conflit entre les responsabilités familiales et le travail (RFT), le degré de conflit entre la famille et le travail (CFT), la satisfaction professionnelle, les coûts de travail (par ex., réunions ratées) et l'absentéisme. L'étude démontre qu'il existe un lien significatif entre la participation aux soins des aînés et les RFT chez les femmes mais pas les hommes. Chez les femmes, les RFT sont reliées à l'insatisfaction professionnelle et à l'absentéisme; chez les hommes, elles sont reliées aux coûts de travail et à l'absentéisme. Le CFT n'est pas relié aux soins des aînés mais est associé à aux RFT et aux coûts de travail aussi bien chez les femmes que chez les hommes. Il est également relié à la satisfaction professionnelle chez les hommes. Les résultats de la présente étude suggèrent que la responsabilité des soins aux aînés influence indirectement la vie professionnelle en créant un conflit entre la famille et travail.

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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