Hasil Pencarian  ::  Simpan CSV :: Kembali

"Tingginya role stress dan rendahnya resources sebagai bentuk dari job characteristics merupakan hal yang umum terjadi di lingkungan pekerjaan dan dapat memberikan pengaruh pada tingkat emotional exhaustion karyawan, termasuk karyawan KAP. Tidak hanya dari job characteristics-nya, karyawan juga mengalami emotional exhaustion akibat dari metode kerja bekerja di rumah (WFH) pada masa pandemi COVID-19 yang berasal dari adanya work-family conflict yang dialami. Tujuan dari penelitian ini adalah untuk melihat pengaruh role conflict dan job resources, antara lain job autonomy dan social support, terhadap emotional exhaustion, melalui work-family conflict sebagai variabel mediator. Penelitian ini dilakukan terhadap karyawan KAP DKI Jakarta yang bekerja sebagai auditor atau konsultan, saat ini tinggal bersama keluarga dan/atau pasangan, serta baru pertama kali merasakan metode kerja WFH (N=179). Penelitian ini diuji dengan menggunakan CFA dan SEM agar peneliti dapat secara jelas melihat pengaruh setiap variabelnya. Hasil yang didapatkan melalui penelitian ini menunjukkan bahwa role conflict dan job resources memiliki pengaruh terhadap work-family conflict, namun tidak terhadap emotional exhaustion. Selain itu, work-family conflict tidak hanya memiliki pengaruh pada emotional exhaustion, namun dapat menjadi mediator antara role conflict dan job resources pada emotional exhaustion.

---

In the work environment, job characteristics such as high roles tress and low resources have an impact on employee’s emotional exhaustion, including employee who works at Public Accountant firm. During COVID-19 pandemic, employees should change their work method to working from home (WFH) which can give an impact to their emotional exhaustion due to the work-family conflict happened by this method. The main focus on this study is to see the relationship between role conflict on work, job autonomy and social support as a part of job resources, to emotional exhaustion with work-family conflict as the mediator variable. Data were collected from Public Accountant workers (N=179) who work from home in DKI Jakarta, lived with their partner and/or family, and work with WFH method for the first time during COVID - 19 pandemic. This study was analysed with CFA and SEM to see the effect of role conflict and job resources to emotional exhaustion through work-family conflict. The result shows that role conflict and job resources has an impact on work-family conflict, but not to emotional exhaustion. Work-family conflict in the other hand, is not only has an impact on emotional exhaustion, but also mediated between role conflict and job resources to emotional exhaustion."

"Turnover intention merupakan salah satu permasalahan yang menjadi perhatian khusus bagi industri garmen di Indonesia. Fakta kurangnya pekerja di industri ini dapat memperburuk kondisi apabila pihak manajemen tidak mampu mencegah turnover intention pekerja garmen yang dapat berakibat pada actual turnover. Oleh sebab itu, penelitian ini dilakukan untuk menguji pengaruh work-family conflict dan resilience terhadap turnover intention dengan peran mediasi emotional exhaustion. Penelitian ini merupakan bagian dari penelitian payung yang dilakukan oleh Universitas Indonesia (UI), Tufts University, dan Real-Time Analytics (RTA) Vietnam dengan melibatkan 127 pabrik garmen dan 3.800 responden dari enam provinsi di Indonesia. Namun, jumlah data yang valid dan dapat digunakan dalam penelitian adalah 2.897 responden. Pembuktian hipotesis dilakukan dengan menguji hubungan variabel melalui Structural Equation Model (SEM). Hasil membuktikan bahwa pengaruh work-family conflict dan resilience terhadap turnover intention secara penuh dimediasi oleh emotional exhaustion. Hal ini dapat disimpulkan bahwa tingginya tingkat work-family conflict dan rendahnya resilience pekerja akan mendorong munculnya turnover intention apabila pekerja mengalami emotional exhaustion. Hasil penelitian ini dapat menjadi acuan bagi pihak manajerial untuk terus memperbaiki kondisi lingkungan kerja di industri garmen Indonesia dengan cara memahami faktor apa saja yang menimbulkan emotional exhaustion.

---

Turnover intention is one of problems faced by garment industries in Indonesia while this condition becomes worse because of workers shortage occured in Indonesia. This research aims to examine the effect of work-family conflict and resilience on turnover intention through the mediating role of emotional exhaustion. This research is a part of collaborative study conducted by Universitas Indonesia (UI), Tufts University, and Vietnam Real-Time Analytics (RTA) which involves 127 selected garment factories with a sample of 3.800 garment workers from six provinces. However, the valid data that can be used in this research are only 2.897. Structural Equation Model (SEM) is used to proved the hypotheses. The results show that the effect of work-family conflict and resilience on turnover intention are fully mediated by emotional exhaustion. In conclusion, the higher level of work-family conflict and the lower level of resilience can lead to the higher level of turnover intention only if the workers are emotionally exhausted. This research gives insight for management to provide better working condition in garment industry by identifying factors of emotional exhaustion."

"Kelelahan emosional (emotional exhaustion) merupakan suatu proses psikologis yang dihasilkan akibat adanya beban kerja yang berlebihan (work overload) dan konflik pekerjaan-keluarga (work-family conflict). Konflik antara pekerjaan dan keluarga terjadi saat seseorang sulit untuk membagi waktunya dalam memenuhi kedua peran dalam waktu yang bersamaan. Perawat dapat menderita kelelahan emosional karena memiliki intensi emosional dalam pekerjaannya. Adanya beban kerja yang berlebihan menyebabkan perawat cenderung memiliki kelelahan emosional dan dalam jangka panjang dapat memicu terjadinya turnover intention. RS Harima merupakan salah satu RS Swasta di Depok yang mengalami peningkatan turnover setiap tahun khususnya perawat, sehingga hal ini menjadi suatu permasalahan yang harus diselesaikan oleh RS Harima. Penelitian ini bertujuan untuk mempertegas peran emotional exhaustion sebagai variabel mediasi pada hubungan work overload dan work-family conflict terhadap turnover intention. Responden yang terlibat dalam penelitian ini sejumlah 148 perawat yang bekerja di RS Harima. Peneliti menggunakan kuesioner untuk pengambilan data yang kemudian dianalisis dengan menggunakan SEM. Hasil pada penelitian ini menunjukkan emotional exhaustion memediasi hubungan work overload dan work-family conflict terhadap turnover intention. Selanjutnya work overload berpengaruh positif tidak signifikan terhadap turnover intention

---

Emotional exhaustion is a psychological process that results from excessive workload and work-family conflict. Conflict between work and family occurs when a person is difficult to divide his time in fulfilling both roles at the same time. Nurses can suffer from emotional exhaustion due to having an emotional feeling at work. Excessive workload causes nurses to tend to have emotional fatigue and in the long run can trigger turnover intention. Harima Hospital is one of the Private Hospitals in Depok that experiences an increase in turnover every year, especially nurses, so this becomes a problem that should be solved by Harima Hospital. This study aims to reinforce the role of emotional exhaustion as a mediating variable in the relationship of work overload and work-family conflict to turnover intention. The respondents involved in this study were 148 nurses working in Harima Hospital. Researchers used a questionnaire for data retrieval which was then analyzed using SEM. The results of this study indicate that emotional exhaustion mediates the relationship of work overload and work-family conflict to turnover intention. Furthermore, work overload has no significant positive effect on turnover intention"

"

Penelitian ini bertujuan untuk menguji pengaruh compulsory citizenship behavior, emotional labor dan abusive supervision terhadap work-family conflict dengan emotional exhaustion sebagai mediatornya. Penelitian ini berjenis penelitian kuantitatif dengan desain penelitian konklusif. Metode pengambilan sampel berjenis judgemental sampling. Sejumlah 225 responden karyawan perempuan di Indonesia pada berbagai wilayah dan industri menjadi sampel pada penelitian ini. Metode analisis data yang dipakai pada penelitian ini yaitu CB-SEM yang dioleh menggunakan Lisrel 8.80. Temuan menunjukan bahwa emotional exhaustion berhasil memediasi pengaruh emotional exhaustion terhadap work-family conflict. Akan tetapi emotional exhaustion tidak dapat memediasi pengaruh emotional labor (surface acting dan deep acting) terhadap work-family conflict. Selanjutnya, emotional exhaustion memediasi pengaruh abusive supervision terhadap work-family conflict. Meskipun demikian, sampel yang digunakan terlalu kecil untuk merepresentasikan keseluruhan populasi karyawan perempuan di Indonesia.

---

This study aims to examine the effect of compulsory citizenship behavior, emotional labor and abusive supervision on work-family conflict with emotional exhaustion as the mediator. This research is a quantitative research type with a conclusive research design. The sampling method is judgmental sampling. A total of 225 female employee respondents in Indonesia in various regions and industries were sampled in this study. The data analysis method used in this study is CB-SEM which is obtained using Lisrel 8.80. The findings show that emotional exhaustion successfully mediates the effect of emotional exhaustion on work-family conflict. However, emotional exhaustion cannot mediate the effect of emotional labor (surface acting and deep acting) on work-family conflict. Furthermore, emotional exhaustion mediates the effect of abusive supervision on work-family conflict. Nevertheless, the sample used is too small to represent the entire population of female employees in Indonesia.

 

"

"Flexible working arrangements (FWA) yang didukung oleh work-family culture (WFC) – dapat menjadi solusi untuk mengurangi persepsi karyawan tentang work-family conflict (WFCON) yang pada akhirnya akan meningkatkan job satisfaction (JS) karyawan. Berbagai penelitian menunjukkan pentingnya intervensi organisasi untuk mendukung keterkaitan antara peran pekerja dalam kehidupan pribadi dan profesional karyawannya. Belum banyak penelitian tentang topik ini di Asia dimana kasus work-family conflict lebih banyak dialami oleh karyawan perempuan. Tujuan dari penelitian ini adalah untuk menjelaskan pengaruh hubungan antara FWA dan WFC dengan memediasi WFCON terhadap JS karyawan wanita. Penelitian ini menggunakan hasil survei terhadap 295 karyawan wanita dari perusahaan jasa Teknologi Informasi dan Komunikasi (TIK) dengan menggunakan Structural Equation Modeling (SEM) sebagai metode analisis data. Hasil penelitian menunjukkan bahwa sebagian besar karyawan wanita memiliki persepsi positif tentang flexible working arrangements (FWA), yang memengaruhi job satisfaction (JS) secara keseluruhan. Variabel work-family culture (WFC) berperan signifikan dalam meningkatkan kepuasan kerja dengan mengurangi work-family conflict (WFCON). Sedangkan pada hubungan pengaruh tidak langsung, diidentifikasi bahwa WFCON memediasi hubungan WFC terhadap JS serta pada hubungan FWA terhadap JS. Penelitian ini diharapkan dapat memberikan kontribusi berupa penelitian bagi manajer SDM khususnya pada organisasi tentang dampak penerapan FWA dan budaya kerja-keluarga bagi JS melalui peran mediasi konflik kerja-keluarga untuk dapat menggali lebih jauh terkait hal-hal tersebut.

---

Reduced employee perceptions of work-family conflict (WFCON) can be achieved by flexible working arrangements (FWA) supported by work-family culture (WFC), which will ultimately lead to an increase in job satisfaction (JS). Several studies highlight the value of organizational interventions in establishing connections between employees' roles in their personal and professional life. Yet, research on this subject is lacking in Asia, where female employees are more likely to face work-family conflicts. This research aims to clarify how FWA and WFC affect on JS of female employees through the mediating role of WFCON. This study uses the results of a survey of 295 female employees from Information and Communication Technology (ICT) service companies using Structural Equation Modeling (SEM) as a data analysis method. The results showed that most female employees positively perceived flexible working arrangements (FWA), which influenced overall job satisfaction. The work-family culture variable plays a significant role in increasing job satisfaction by reducing work-family conflict. In the indirect influence relationship, the identification of WFCON mediates the relationship between WFC and JS also between FWA and JS. This research is expected to contribute to the form of research for HR managers, especially in organizations about the impact of implementing FWA and work-family culture for JS through the mediation role of work-family conflicts to be able to explore further related to these things."

"Penelitian ini bertujuan untuk mengetahui pengaruh work-family conflict dan family-work conflict terhadap dua konsekuensi, yaitu konsekuensi pekerjaan kepuasan kerja dan komitmen afektif dan konsekuensi kesehatan kepuasan hidup dan emotional exhaustion pada pegawai Inspektorat Jenderal Kementerian Kesehatan RI. Penelitian ini dilakukan terhadap 272 responden yang merupakan pegawai Inspektorat Jenderal Kementerian Kesehatan RI yang berlokasi di Jakarta. Data yang didapatkan dari responden kemudian diolah dan dianalisis menggunakan metode structural equation modelling.Hasil penelitian ini membuktikan bahwa work-family conflict dan family-work conflict berpengaruh negatif terhadap kepuasan kerja dan komitmen afektif dan mempunyai pengaruh positif terhadap emotional exhaustion.Namun work ndash;family conflict dan family-work conflict tidak terbukti berpengaruh secara signifikan terhadap kepuasan hidup yang dirasakan oleh pegawai Itjen Kemenkes RI. Oleh karena itu untuk meningkatkan kepuasan kerja dan komitmen afektif, organisasi dapat menerapkan kebijakan untuk meminimalisir konflik yang terjadi pada para pegawainya dan dapat menurunkan tingkat emotional exhaustion sekaligus meningkatkan kepuasan hidup pegawai seperti meningkatkan kualitas dan kuantitas daycare di lingkungan kantor, penentuan kebijakan yang tepat untuk diberlakukan kepada pegawai dan menyeimbangkan beban kerja yang diberikan kepada masing-masing pegawai.

---

This study aims to determine the effect of work family conflict and family work conflict against two consequences, namely job consequences job satisfaction and affective comitment and health consequences life satisfaction and emotional exhaustion to the employees of the Inspectorate General of the Ministry of Health of Republic of Indonesia. Data obtained from 272 respondents were then processed and analyzed using structural equation modeling.

The results of this study prove that the work family conflict and family work conflict have a negative effect on job satisfaction and affective commitment and have a positive effect on emotional exhaustion.However, work family conflict and family work conflict are not proven to significantly affect life satisfaction felt by employees of the Inspectorate General of the Ministry of Health of Republic of Indonesia. Therefore, to improve job satisfaction and affective commitment, organizations can implement policies to minimize the conflict on their employees and to reduce the level of emotional exhaustion and increase life satisfaction of employees such as improving the quality and quantity of daycare in the office environment, determination of appropriate policies to be applied to employees and balancing the workload given to each employee.emotional exhaustion, family work conflict, kepuasan hidup, kepuasan kerja, komitmen afektif, pegawai sektor publik, work family conflict."

"Ketidakamanan atas pekerjaan dan konflik pekerjaan-keluarga semakin lazim dialami dalam lingkungan pekerjaan yang dinamis, dan penelitian terdahulu telah mendokumentasikan konsekuensinya terhadap luaran pekerjaan. Penelitian ini mengintegrasikan peran faktor psikologis dalam menjelaskan hubungan tersebut dengan menganalisis persepsi karyawan yang menjalani pengaturan kerja fleksibel. Penelitian ini bertujuan untuk menganalisis pengaruh persepsi ketidakamanan atas pekerjaan, konflik yang disebabkan gangguan pekerjaan terhadap keluarga dan gangguan keluarga terhadap pekerjaan terhadap keterikatan kerja karyawan dan kinerja mereka melalui peran mediasi kesehatan psikologis karyawan. Data dari 578 karyawan dianalisis menggunakan metode Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa peningkatan persepsi ketidakamanan atas pekerjaan, konflik yang disebabkan gangguan pekerjaan terhadap keluarga dan gangguan keluarga terhadap pekerjaan dapat menurunkan kesehatan psikologis karyawan yang selanjutnya dapat berdampak pada keterikatan kerja karyawan serta kinerja mereka. Peningkatan kesehatan psikologis karyawan juga ditemukan dapat meningkatkan kinerja mereka melalui keterikatan kerja karyawan.

---

Job insecurity and conflict between work and family are increasingly prevalent in dynamic work environments, and previous research has documented their consequences for work outcomes. This study integrates the role of psychological factors in explaining this relationship by analyzing the perceptions of employees who are implementing flexible work arrangements. This study aims to analyze the effect of job insecurity, work-family conflict, and family-work conflict towards work engagement and job performance through the mediation role of psychological well-being. Data from 578 employees were analyzed using the Structural Equation Modeling (SEM) method. The results showed that increased perceptions of job insecurity, work-family conflict, and family-work conflict can reduce psychological well-being, which in turns can influence work engagement and job performance. Improved employees’ psychological well-being was also found to improve their job performance through work engagement."

"Profesi auditor penuh tantangan dengan karakteristik tugas yang kompleks. Audit dimasa pandemi diprediksi dapat berpengaruh pada subjective well-being dan kinerja auditor. Penelitian ini bertujuan untuk mengeksplorasi hubungan subjective well-being terhadap kinerja. Analisis data dilakukan dengan Structural Equation Modeling (SEM). Data diperoleh dari 262 auditor di Badan Pemeriksa Keuangan. Penelitian ini berfokus pada pengaruh faktor-faktor tuntutan pekerjaan berupa work family conflict dan sumber daya psikologis berupa perceived organizational support dan ego-resiliency terhadap subjective well-being serta konsekuensinya terhadap job performance pada auditor. Hasil analisis model penelitian ini menunjukkan adanya peran mediasi penuh subjective well-being dalam mentransmisikan pengaruh masing-masing faktor tersebut terhadap kinerja. Lebih spesifik dijelaskan bahwa terdapat pengaruh yang signifikan antara work family conflict, perceived organizational support, dan ego-resiliency terhadap subjective well-being. Dimana work family conflict terbukti dapat menurunkan subjective well-being dan kinerja auditor. Sedangkan, perceived organizational support dan ego-resiliency dapat meningkatkan subjective well-being dan kinerja auditor. Penelitian ini menyoroti pentingnya dukungan bagi organisasi dalam meningkatkan subjective well-being yang akan memberikan manfaat untuk organisasi.

---

The auditor profession is full of challenges with complex task characteristics. Auditing during a pandemic can predictably affect subjective well-being and auditor performance. The purpose of this study is to explore the subjective relationship to performance. Data analysis was performed using Structural Equation Modeling (SEM). Data were obtained from 262 auditors at the Audit Board. This study focuses on the influence of job demand factor in the form of work-family conflict and job resources in the form of perceived organizational support and ego-resiliency to subjective well-being and their consequences on job performance in auditors. The results of this research indicate that there is a full mediating role of subjective well-being in transmitting the influence of each of these factors on job performance. More specifically, it is explained that there is a significant influence between work-family conflict, perceived organizational support, and ego- resiliency to subjective well-being. Work family conflict is proven to reduce subjective well-being and auditor performance. Meanwhile, perceived organizational support and ego resilience can improve subjective well-being and auditor performance. This study aims to support support for organizations in improving subjective well-being that will provide benefits to organizations."

"ABSTRAKIdentity Conflict adalah ketidaksesuaian yang dirasakan seseorang pada dua atau lebih identitasnya. Penelitian ini bertujuan untuk mengetahui apakah positive gender identity dan female role model berpengaruh terhadap identity conflict dan berdampak pada emotional exhaustion dengan sampel pemimpin wanita (N=151) di Indonesia. Metode dalam penelitian ini menggunakan survey online. Hasil penelitian menunjukkan bahwa female role model tidak berpengaruh terhadap identity conflict. Ditemukan bahwa positive gender identity berpengaruh negatif signifikan terhadap identity conflict dan identity conflict berpengaruh positif signifikan terhadap emotional exhaustion.

---

ABSTRACTIdentity conflict is an incongruence perceived by someone in two or more identities. This research is aimed to examine whether positive gender identity and female role model had any effect on identity conflict and in the end towards emotional exhaustion. Sample of this research are women leaders in Indonesia (N=151). The method used in the study is online survey. The results shows that there are no effect between female role model toward identity conflict. There are negatively significant effect of positive gender identity toward identity conflict and positively significant effect of identity conflict toward emotional exhaustion"

"Perawat memegang peranan vital dalam pelayanan kesehatan. Tuntutan yang banyak serta shift kerja yang tidak seperti jam kerja pada umumnya membuat penelitian mengenai kepuasan kerja perawat penting untuk dilakukan. Penelitian ini bertujuan untuk melihat peran work-family conflict (WFC) beserta dimensi-dimensinya, work-interference-with-family (WIF) dan family-interference-with-work (FIW) terhadap kepuasan kerja pada perawat di rumah sakit di Jakarta. Partisipan penelitian adalah 124 perawat di rumah sakit X kelas A di Jakarta yang telah bekerja minimal 6 bulan dan berusia maksimal 60 tahun. WFC diukur menggunakan Work and Family Conflict Scale (WAFCS) serta kepuasan kerja dengan McCloskey-Mueller Satisfaction Scale (MMSS). Hasil penelitian menunjukkan bahwa WFC menurunkan kepuasan kerja (R2 = 0.056, F(1,124) = 8.36, p < 0.01). WIF dan FIW menurunkan kepuasan kerja (R2 = 0.067, F(1, 124) = 5.44, p < 0.01). Secara spesifik, pengaruh negatif WIF lebih besar dan signifikan daripada pengaruh FIW terhadap kepuasan kerja. Temuan ini dapat membantu rumah sakit mengembangkan intervensi kepuasan kerja dengan menggunakan faktor-faktor anteseden terkait WIF.

---

Nurses play a pivotal role in healthcare delivery, facing demanding workloads and irregular work schedules. These factors necessitate research into their job satisfaction. This study aims to examine the influence of work-family conflict (WFC) and its dimensions, work-interference-with-family (WIF) and family-interference-with-work (FIW), on job satisfaction among nurses in Jakarta hospitals. The study involved 124 nurses working at Hospital X, a Class A hospital in Jakarta who had been working at the hospital for at least 6 months and at a maximum age of 60 years old. WFC was measured using the Work and Family Conflict Scale (WAFCS), while job satisfaction was assessed using the McCloskey-Mueller Satisfaction Scale (MMSS). The findings revealed a significant negative relationship between WFC and job satisfaction (R2 = 0.056, F(1,124) = 8.36, p < 0.01). Both WIF and FIW were found to negatively impact job satisfaction (R2 = 0.067, F(1, 124) = 5.44, p < 0.01). Notably, the negative influence of WIF was stronger and more significant than that of FIW on job satisfaction. These findings can guide hospitals in developing job satisfaction interventions by targeting antecedent factors related to WIF."