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"Salah satu hal yang mempengaruhi marital satisfaction adalah work family conflict. Keberhasilan seseorang dalam mengatasi work family conflict bergantung pada work family conflict self-efficacy. Penelitian ini bertujuan untuk mengetahui hubungan antara work family conflict self-efficacy dan marital satisfaction dengan menggunakan metode kuantitatif dan korelasional.Alat ukur yang digunakan pada penelitian ini adalah Work Family Conflict Self-Efficacy Scale (WFC-SES) untuk mengukur work family conflict self-efficacy dan Couples Satisfaction Index (CSI) untuk mengukur marital satisfaction.Hasil analisis data yang diperoleh dari 60 responden menunjukkan koefisien korelasi 0,1 yang artinya tidak ada hubungan yang signifikan antara work family conflict self-efficacy dan marital satisfaction.

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One of the factors that influence marital satisfaction is work family conflict. People who success to solve their work family conflict is depended on work family conflict self-efficacy. The purpose of this research is to find correlation between work family conflict self-efficacy and marital satisfaction by using quantitative and correlational methods.

Work family conflict self-efficacy are measured by Work Family Conflict Self-Efficacy Scale (WFC-SES) and marital satisfaction are measured by Couples Satisfaction Index (CSI).

The result from 60 subjects show that there is no significant correlation between work family conflict self-efficacy and marital satisfaction with coefficient correlation 0,1."

"Penelitian ini dilakukan untuk mengetahui hubungan antara parenting self-efficacy dan work-family conflict pada ibu dari toddler yang bekerja sebagai perawat. Pengukuran parenting self-efficacy menggunakan alat ukur Self-Efficacy Parenting for Tasks Index ? Toddler Scale yang dikembangkan oleh Coleman (1998), sedangkan work-family conflict diukur melalui Work Family Conflict Scale yang dikembangkan oleh Carlson, dkk (2000). Partisipan dalam penelitian ini berjumlah 51 ibu dari anak yang berada pada tahap toddler dan bekerja sebagai perawat.Hasil penelitian menunjukkan bahwa terdapat hubungan negatif yang signifikan antara parenting self-efficacy dan work-family conflict (r=-0.512, n=51, p< 0.01, two-tail). Hal tersebut berarti bahwa semakin tinggi parenting selfefficacy pada ibu dari toddler, maka semakin rendah work-family conflict yang dialami ibu; begitu pula sebaliknya.

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This study examined the correlation between parenting self-efficacy and workfamily conflict among mothers of toddler who work as nurses. Parenting selfefficacy was measured by Self-Efficacy Parenting for Tasks Index ? Toddler Scale developed by Coleman (1998), whereas work-family conflict was measured by Work Family Conflict Scale developed by Carlson et al (2000). The participants of this study was 51 mothers of toddler and work as nurses.

The result of this study showed that there is a significant, negative correlation, between parenting self-efficacy and wprk-family conflict (r=-0.512, n=51, p< 0.01, twotail). That is, the higher mother?s parenting self-efficacy, lower work-family conflict; and vice versa."

"Penelitian ini dilakukan untuk mengetahui peran psychological capital sebagai moderator hubungan antara work-family conflict dan kepuasan kerja. Pengukuran work-family conflict dilakukan dengan melihat kedua arahnya work interference with family dan family interference with work, menggunakan alat ukur WFCS work-family conflict scale. Kepuasan kerja diukur menggunakan alat ukur MSQ Minnesota Satisfaction Questionnaire. Psychological Capital diukur menggunakan alat ukur PCQ Psychological Capital Questionnaire. Responden dalam penelitian ini adalah 205 ibu bekerja di daerah Jakarta dan sekitarnya. Hasil penelitian menunjukkan terdapat hubungan negatif yang signifikan antara work interference with family dan kepuasan kerja r=-0,32, p0,05.

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This research was conducted to know moderating role of psychological capital on relationship between work family conflict and job satisfaction. Each directions of Work family conflict work interference with family dan family interference with work was measured using WFCS work family conflict scale. Job satisfaction was measured using MSQ Minnesota Satisfaction Questionnaire. Psychological Capital was measured using PCQ 24 Psychological Capital Questionnaire 24. Respondents of this research are 205 working mothers in vicinity of Jakarta. The results showed there was negative significant correlation between work interference with family and job satisfaction r 0,32, p0,05."

"Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara work-family conflict dan keberfungsian keluarga pada ibu bekerja. Partisipan dalam penelitian ini sebanyak 140 ibu bekerja dari daerah Jakarta, Depok, Tangerang, dan Bekasi yang berusia 17-45 tahun. Pengukuran work-family conflict dilakukan dengan menggunakan alat ukur Work-Family Conflict Scale sementara keberfungsian keluarga diukur dengan menggunakan alat ukur Family Assessment Device (FAD). Hasil penelitian ini menunjukkan bahwa terdapat hubungan negatif yang signifikan antara work-family conflict dan keberfungsian keluarga pada ibu bekerja (r = -0,203, p = 0,016, signifikan pada L.o.S 0,05). Hal ini berarti bahwa semakin tinggi work-family conflict maka semakin rendah keberfungsian keluarga pada ibu bekerja, demikian juga sebaliknya.

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This research was conducted to investigate the relationship between work-family conflict and family functioning among working mothers. Paticipants of this research were 140 working mothers from Jakarta, Depok, Tangerang, and Bekasi region aged 17-45 years old. Work-family conflict was measured using Work-Family Conflict Scale while family functioning was measured using Family Assessment Device (FAD).The result of this research showed that work-family conflict negatively correlate significantly with family functioning among working mother (r = -0,203, p = 0,016, significant at L.o.S 0,05). This result mean that the higher work-family conflict, the lower family functioning among working mother, and vice versa."

"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."

"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 dilakukan untuk mengetahui hubungan antara parenting self-efficacy dan konflik peran pada ibu bekerja dari toddler. Pengukuran parenting self-efficacy dilakukan dengan alat ukur Self-Efficacy Parenting for Tasks Index - Toddler Scale (SEPTI-TS) yang dikembangkan oleh Coleman (1998), sedangkan konflik peran diukur melalui Wave V Role Conflict Scale yang dikembangkan oleh Markle (1998). Partisipan dalam penelitian ini adalah 142 ibu bekerja dari toddler yang bekerja minimal selama 40 jam per minggunya.Hasil penelitian menunjukkan adanya hubungan negatif yang signifikan antara parenting self-efficacy dan konflik peran (r= -0.390, n=142, p< 0.01, two tail). Artinya, semakin tinggi parenting self-efficacy ibu, semakin rendah konflik peran yang dialami, begitupun sebaliknya.

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This study examined the relationship between parenting self-efficacy and role conflict among working mothers of toddler. Parenting self-efficacy was measured by Self-Efficacy Parenting for Tasks Index - Toddler Scale (SEPTI-TS) developed by Coleman (1998), whereas role conflict was measured by Wave V Role Conflict Scale developed by Markle (1998). The participants of this study were 142 working mothers of toddler who work at leat 40 hours per week.

The result of this study shows that there is a significant, negative relationship, between parenting self-efficacy and role conflict (r= -0.390, n=142, p< 0.01, two tail). It indicates that the higher mothers’ parenting self-efficacy, the lower their role conflict, and vice versa."

"Penelitian ini melihat hubungan antara work-family conflict (WFC) dengan psychological well-being (PWB) ibu yang bekerja. Subjek dalam penelitian ini berjumlah 90 orang Ibu bekerja dari berbagai instansi swasta maupun pemerintahan. Terdapat tiga dimensi dari WFC menurut Greenhaus dan Beutell yang peneliti gunakan, yaitu, time-based conflict, strain-based conflict dan behavior-based conflict. Masing-masing dimensi memiliki dua arah yaitu work interference with family (WIF) dan family interference with work (FIW). Sedangkan variabel PWB memiliki enam dimensi yang diungkapkan oleh Carol D. Ryff yaitu, Penerimaan diri, Hubungan positif dengan orang lain, Otonomi, Penguasaan Lingkungan, Tujuan Hidup, dan Pertumbuhan diri.Hasil penghitungan korelasi dengan metode Spearman-Brown antara WFC dan PWB didapatkan hasil sebesar .525 yang merupakan hasil yang signifikan pada l.o.s 0.01. Artinya terdapat hubungan yang signifikan antara WFC dengan PWB Ibu bekerja. Koefisien korelasi juga dihitung antara masing-masing dimensi dari WFC dan PWB. Terdapat nilai korelasi yang signifikan antara : dimensi Time (WIF) dengan dimensi penguasaan lingkungan, tujuan dalam hidup dan penerimaan diri; time (FIW) dengan dimensi penguasaan lingkungan, pertumbuhan diri, dan penerimaan diri; dimensi strain (WIF) dengan dimensi penguasaan lingkungan, hubungan positif dengan orang lain dan penerimaan diri; dimensi strain (FIW) dengan seluruh dimensi dari PWB; dimensi behavior (WIF & FIW) dengan seluruh dimensi dari PWB kecuali dimensi otonomi.

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This study correlates work-family conflict (WFC) and psychological wellbeing (PWB) on working mother. The respondents in this study are 90 working mothers of some private companies and government companies. There are three types of WFC that are used in this study, according to Greenhaus & Beutell, they are: time-based conflict, strain-based conflict and behavior-based conflict. Every type of WFC is bidirectional. The directions are work interference with family (WIF) and family interference with work (FIW). PWB has six dimensions that are proposed by Carol D. Ryff which are Self-Acceptance, Positive Relations to Other, Autonomy, Environmental Mastery, Purpose in Life, and Personal Growth. The correlation between WFC and PWB that was calculated with Spearman-Brown formula is .525 and it is significant at the 0.01level.

This result indicates that there is a significant relationship between WFC and PWB. Correlation coefficient was also calculated between each dimensions of each variables (WFC & PWB). There are several significant correlations, which are: between time (WIF) and Environmental Mastery, Purpose in Life and self-acceptance; between time (FIW) and Environmental Mastery, Personal Growth and self-acceptance; between strain (WIF) and Environmental Mastery, Positive Relations to Other and self-acceptance; between strain (FIW) and all six dimensions of PWB; between behavior (WIF & FIW) and all dimensions of PWB except autonomy."

"Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara work-family conflict dan keterikatan kerja pada ibu bekerja. Pengukuran work-family conflict dilakukan dengan alat ukut Work-Family Conflict Scale (Carlson, Derr, & Wadsworth, 2003) dan pengukuran keterikatan kerja dengan alat ukur utretch work engagement scale (Schaufeli, Bakker, & Salanova, 2006). Partisipan berjumlah 72 orang ibu yang bekerja di sektor formal baik sebagai pegawai negeri maupun pegawai swasta. Hasil penelitian ini menunjukkan bahwa tidak ada hubungan yang signifikan anatara work-family conflict dan keterikatan kerja pada ibu yang bekerja (r = -0,080; p = 0,507).

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This research was conducted to find correlation between work-family conflict and work engagement among working mother. Work-family conflict was measured using a modification instrument named work/family conflict scale (Carlson, Derr, & Wadsworth, 2003) and work engagement was measured using a modification instrument named utrecth work engagement scale (Schaufeli, Bakker, & Salanova, 2006). The participants of this research were 72 mother who work in the formal sector, both public servant and private sector employees. The main result of this research showed that work-family conflict doesn’t have a significant relation with work engagement among working mother (r = -0,080; p = 0,507)."

"Penelitian ini bertujuan untuk melihat adanya hubungan antara keberfungsian keluarga dan parenting self-efficacy pada ibu bekerja. Partisipan penelitian ini adalah sebanyak 128 orang ibu bekerja yang tersebar di Jabodetabek. Pengukuran keberfungsian keluarga dilakukan dengan menggunakan alat ukur Family Assessment Device (FAD) berdasarkan The McMaster Model of Family Functioning yang dikembangkan oleh Epstein et al. (1983). Parenting selfefficacy diukur dengan menggunakan alat ukur Parenting Sense of Competence (PSOC) subskala efficacy yang dikembangkan oleh Johnston dan Mash (1989). Hasil penelitian ini menunjukkan bahwa terdapat hubungan yang positif dan signifikan antara keberfungsian keluarga dan parenting self-efficacy pada ibu bekerja ( r = 0.203, p = 0.022, signifikan pada L.o.S 0.05). Artinya, semakin efektif keberfungsian keluarga, maka semakin tinggi parenting self-efficacy pada ibu bekerja.

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This research was conducted to investigate relationship between family functioning and parenting self-efficacy among working mothers. Paticipants of this research were 128 working mothers in Jabodetabek. Family Functioning was measured using Family Assessment Device (FAD) based on The McMaster Model of Family Functioning who developed by Epstein et.al (1983). Parenting Self-Efficacy was measured by efficacy subscale of Parenting Sense of Competence (PSOC) who developed by Johnston dan Mash (1989). The result of this research showed that family functioning positively correlated significantly with parenting self-efficacy among working mothers ( r = 0.203, p = 0.022, significant at L.o.S 0.05). This result mean, the more effective family functioning, the higher parenting self-efficacy among working mothers."