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"Dominasi generasi milenial di tempat kerja telah menarik perhatian pada bidang sumber daya manusia dikarenakan generasi milenial dapat dengan cepat meninggalkan organisasi dibandingkan generasi lainnya. Mengetahui banyaknya jumlah generasi milenial merupakan tantangan yang dihadapi oleh organisasi yaitu untuk menarik dan mempertahankan mereka. Perselisihan antara pekerjaan dan keluarga telah terbukti mempengaruhi turnover intention khususnya pada perempuan yang memiliki peran ganda. Diketahui pula, bahwa family-supportive organization environment terbukti memainkan dalam menurunkan keinginan karyawan untuk meninggalkan organisasi. Penelitian ini bertujuan untuk melihat pengaruh kebijakan perusahaan dan dukungan atasan yang mendukung keluarga serta konflik yang melibatkan keluarga dan pekerjaan terhadap niat yang mengakibatkan keinginan berhenti pada karyawan perempuan generasi milenial di Indonesia. Pada penelitian ini menggunakan desain kuantitatif dengan total 185 responden dari berbagai sektor pekerjaan. Terdapat sepuluh hipotesis yang diuji dari model penelitian yang mengadopsi suatu metode yaitu Structural Equation Modeling (SEM). Penelitian ini akan menjelaskan bahwa konflik yang terjadi pada domain pekerjaan dan keluarga akan berpengaruh ke turnover intention secara langsung dan tidak langsung menggunakan mediasi work engagement. Namun, tidak terdapat pengaruh antara family-supportive organization environment dengan turnover intention untuk karyawan perempuan milenial di Indonesia.

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The dominance of millennials in the workplace has attracted attention to the field of human resources because millennials be able quickly leave their organization compared to other generations. Knowing the large number of millennials is a challenge faced by organizations, to attract and retain them. Disputes between work and family have been shown to affect turnover, especially in women who have dual roles. It is also known that the family-supportive organization environment has been shown to play a role in lowering the desire of employees to leave the organization. This study aimed to see the effect of company policy and the supervisor support that supports family and conflict involving family and work on intention that result in the turnover intention among female employees of the millennial generation in Indonesia. This study used quantitative design with a total of 185 respondents from various working sectors. There are ten hypotheses tested from the research model that adopt a method of Structural Equation Modeling (SEM). This study will explain conflict that happens in work domain and family will affect to turnover intention both directly and indirectly using work engagement mediation. However, there is no effect between family-supportive organization environment and turnover intention of millennial generation female employees in Indonesia."

"Penelitian ini bertujuan untuk menginvestigasi bagaimana turnover intention dapat muncul di industri perbankan dengan melihat adanya pengaruh dari workplace bullying dan perceived supervisor support serta pengaruh mediasi dari work-family conflict. Data yang didapatkan berasal dari 200 responden di mana hipotesis diuji dengan menggunakan Structural Equation Modeling (SEM). Studi ini menunjukkan bahwa terdapat pengaruh positif antara workplace bullying dan perceived supervisor support terhadap turnover intention, baik langsung maupun dengan mediasi work-familyconflict. Adapun ditemukan bahwa perceived supervisor support tidak memiliki pengaruh signifikan terhadap work-family conflict dan turnover intention.

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This study aims to investigate how turnover intention can arise in the banking industry by looking at the influence of workplace bullying and perceived supervisor support as well as the influence of mediation from work-family conflict. The data obtained came from 200 respondents where the hypothesis was tested using Structural Equation Modeling (SEM). This study shows that there is a positive influence between workplace bullying and perceived supervisor support on turnover intention, both directly and with work-family conflict mediation. It was found that perceived supervisor support did not have a significant influence on work-family conflict and turnover intention."

"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."

"Penelitian ini membahas dampak work family conflict dan family work conflict terhadap komitmen organisasi yang dimediasi oleh kepuasan kerja pada Instansi Pemerintah Alpha. Penelitian ini adalah penelitian kuantitatif dengan menggunakan metode Structural Equation Model (SEM) yang diolah menggunakan software LISREL 8.80. Sebanyak 328 responden yang lolos screening pada Instansi Pemerintah Alpha telah berpartisipasidalam penelitian ini. Hasil penelitian menunjukkan bahwa work family conflict memiliki pengaruh negatif yang signifikan terhadap kepuasan kerja, family work conflict memiliki pengaruh negatif yang signifikan terhadap kepuasan kerja, kepuasan kerja memediasi pengaruh antara work family conflict dan family work conflict terhadap komitmen organisasi, work family conflict memiliki pengaruh negatif yang signifikan terhadap komitmen organisasi, dan family work conflict memiliki pengaruh negatif yang signifikan terhadap komitmen organisasi.This study discusses the impact of work family conflict and family work conflict on organizational commitment mediated by job satisfaction at Alpha Government Agencies. This research is a quantitative study using the Structural Equation Model (SEM) method which is processed using LISREL 8.80 software. A total of 328 respondents who passed the screening at the Alpha Government Agency participated in this study. The results showed that work family conflict had a significant negative effect on job satisfaction, family work conflict had a significant negative effect on job satisfaction, job satisfaction mediated the effect between work family conflict and family work conflict on organizational commitment, work family conflict had a negative effect significant effecton organizational commitment, and family work conflict has a significant negative effecton organizational commitment"

"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

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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"

"Tesis ini membahas pengaruh Work Family Conflict WFC , Family Work Conflict FWC dan stres kerja terhadap kepuasan kerja dan komitmen organisasi di lingkungan Sekretariat Kabinet RI. Penelitian ini adalah penelitian kuantitatif dengan analisis jalur menggunakan Lisrel 8.7. metode pengambilan sample menggunakan teknik convenience sampling. Penelitian ini dilakukan di lingkungan Sekretariat Kabinet dengan mengambil sampel sebesar 205 responden yang terdiri dari pejabat eselon III, pejabat eselon IV dan staf.Hasil dari penelitian ini menunjukkan bahwa WFC, FWC dan stres kerja memiliki pengaruh yang negatif dan signifikan terhadap kepuasan kerja. Hasil berikutnya menunjukkan bahwa FWC dan stres kerja meiliki pengaruh yang negatif dan signifikan terhadap komitmen organisasi namun WFC tidak memiliki pengaruh yang signifikan terhadap komitmen organisasi. WFC memiliki pengaruh yang signifikan terhadap komitmen organisasi apabila dimediasi oleh kepuasan kerja.Penelitian berikutnya diharapkan dapat mengikutsertakan berbagai Instansi Pemerintah sebagai populasi penelitian dan penelitian berikutnya diharapkan dapat mengukur dampak WFC dan FWC terhadap tiga aspek komitmen organisasi secara terpisah, yakni komitmen afektif, komitmen kontinuan dan komitmen normatif.

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This thesis discusses the influence of Work Family Conflict WFC , Work Family Conflict FWC and work stress on job satisfaction and organizational commitment within the Secretariat of the Cabinet Affairs. This research is quantitative analysis using the path lisrel 8.7. sampling method using a convenience sampling technique. This research was conducted within the Secretariat of the Cabinet of the Republic of Indonesia by taking a sample of 205 respondents consisting of echelon III, IV echelon officials and staff.

Results from this study indicate that the WFC, FWC and work stress has a negative and significant effect on job satisfaction. The next result shows that the FWC and work stress has particularly negative and significant effect on organizational commitment but WFC does not have a significant impact on organizational commitment. WFC has a significant influence on organizational commitment when mediated by job satisfaction.

The next study is expected to involve the various government agencies as a population study and subsequent research is expected to measure the impact of WFC and FWC on three separate aspects of organizational commitment, the affective commitment, continuant commitment and normative commitment."

"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.

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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."

"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)."

"ABSTRAKPenelitian ini bertujuan untuk menguji model penelitian yang menyelidiki kelelahan emosional sebagai mediator pengaruh work-family conflict dan perceived organizational support terhadap turnover intention pekerja industri garmen di Indonesia. Penelitian ini merupakan bagian dari penelitian payung yang dilakukan oleh tim riset Universitas Indonesia UI , Tufts University TU , dan Real-Time Analytics RTA Vietnam. Penelitian ini menggunakan pendekatan kuantitatif dengan data sekunder yang diberikan oleh tim peneliti Universitas Indonesia. Alat ukur yang digunakan dalam penelitian ini dirancang oleh tim peneliti antara Universitas Indonesia UI , Tufts University TU , dan Real-Time Analytics RTA Vietnam. Sampel penelitian ini melibatkan 2071 responden valid dari lima provinsi yaitu DKI Jakarta, Banten, Jawa Barat, Jawa Tengah, dan Yogyakarta. Metode pengolahan data yang digunakan untuk menguji delapan hipotesis dalam penelitian ini adalah Structural Equation Model SEM dengan aplikasi Lisrel 8.7. Hasil uji hipotesis dan analisis data menyimpulkan bahwa work-family conflict memiliki pengaruh negatif yang signifikan terhadap perceived organizational support, perceived organizational support memiliki pengaruh negatif yang signifikan terhadap emotional exhaustion, emotional exhaustions tidak memediasi pengaruh work-family conflict dan perceived organizational support terhadap turnover intention, serta perceived organizational support memiliki pengaruh negatif yang signifikan terhadap turnover intention.

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ABSTRACTThis study seeks to test a research model that investigates emotional exhaustion as a mediator of the effects of work family conflict work family conflict and perceived organizational support on turnover intention to garment industry rsquo s worker in Indonesia. This study is a part of umbrella research between Universitas Indonesia UI , Tufts University TU , and Real Time Analytics RTA Vietnam. This study uses a quantitative approach by using secondary data that prepared by researcher team of Universitas Indonesia. Questionnaire in this study is designed by researcher team between Universitas Indonesia UI , Tufts University TU , and Real Time Analytics RTA Vietnam. Eight proposed hypotheses was tested by using Structural Equation Modeling SEM with Lisrel 8.7 application based on secondary data collected from 2071 valid respondents around garment industry worker in DKI Jakarta, Banten, West Java, Central Java, and Yogyakarta Province. Based on the results of SEM, it can be concluded that work family conflict has significant negative effect on perceived organizational support, perceived organizational support has significant negative effect on emotional exhaustion, emotional exhaustion doesn rsquo t mediate the effect of work family conflict and perceived organizational support on turnover intention, also perceived organizational support memiliki pengaruh negatif yang signifikan terhadap turnover intention. "

"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.

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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."