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"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.

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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."

"ABSTRAKPenelitian ini bertujuan untuk melihat konflik pekerjaan-keluarga sebagai moderator pada hubungan antara grit dan kepuasan kerja. Partisipan penelitian ini berjumlah 183 orang yang merupakan karyawan organisasi yang telah menikah dan sudah bekerja minimal selama dua tahun. Pengukuran grit menggunakan. The Grit Scale, kepuasan kerja menggunakan. The Generic Job Satisfaction Scale dan konflik pekerjaan-keluarga menggunakan Work-Family Conflict Scale. Hasil penelitian menemukan bahwa grit memiliki hubungan yang positif signifikan dengan kepuasan kerja dan konflik pekerjaan-keluarga berhubungan negatif dengan kepuasan kerja. Akan tetapi, konflik pekerjaan-keluarga tidak memoderasi hubungan antara grit dan kepuasan kerja.

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ABSTRACTThis research is aimed to see the work family conflict as a moderator in relationship between grit and job satisfaction. The participant of this research is 183 people who are marriage employees of organization. The employees have worked at least two years. The measurement of grit uses The Grit Scale, job satisfaction uses The Generic Job Satisfaction Scale and work family conflict uses the Work Family Conflict Scale. The results of the research found that grit has as positive relationship and significant with job satisfaction and work family conflict has negative relationship with job satisfaction. However, work family conflict does not moderate the relationship between grit and job satisfaction."

"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."

"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"

"Penelitian ini bertujuan untuk mengetahui pengaruh penggunaan Information and communication technologies (ICTs) terhadap kepuasan kerja yang dimediasi oleh work family balance dan burnout para karyawan Industri Perbankan di Jabodetabek. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan metode Structural Equation Model (SEM) yang diolah menggunakan software SPSS 22 dan smartPLS 3.3.9. Terdapat 240 yang berpartisipasi dalam penelitian ini. Hasil penelitian ini menunjukkan bahwa karyawan menganggap ICT memiliki dampak yang kuat terhadap tuntutan (demands), dibuktikan dengan adanya pengaruh yang signifikan terhadap burnout. Lalu, ICT demands dan ICT resources memiliki pengaruh yang signifikan juga terhadap work-family balance. Selain itu, ditemukan bahwa hanya burnout yang memediasi secara signifikan pengaruh antara ICT khususnya ICT demands terhadap kepuasan kerja.

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The purpose of this research is to determine the effect of the use of Information and communication technologies (ICTs) on job satisfaction mediated by work family balance and burnout on employees of the banking industry in Jabodetabek. This research is a quantitative study using the Structural Equation Model (SEM) method which was processed using SPSS 22 software and smartPLS 3.3.9. In addition, there were 240 who participated in this study. The result of this study shows that employees perceive ICT to have a strong impact on demands which is proved by a significant effect on burnout. Moreover, ICT demands and ICT resources have a significant effect on work-family balance. In addition, it is found that only burnout significantly mediated the effect of ICT; especially, ICT demands on job satisfaction."

"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."

"Jam kerja yang berlebihan memberikan dampak bagi individu dan perusahaan. Bagi individu, jam kerja yang berlebihan dapat menyebabkan ketidakseimbangan waktu antara pekerjaan dan keluarga, sehingga terdapat konflik antara peran dalam pekerjaan dan keluarga. Untuk mengatasi konflik pekerjaan dan keluarga, dibutuhkan pemberian jam kerja yang fleksibel yang memungkinkan pegawai untuk dapat mengatur jam untuk bekerja dan keluarga, yang dapat diwakili melalui kreasi kerja. Penelitian ini bertujuan untuk mengetahui hubungan kreasi kerja dengan konflik pekerjaan dan keluarga pada pegawai milenial di Indonesia. Penelitian ini merupakan penelitian kuantitatif yang melibatkan 347 partisipan dengan karakteristik yaitu pegawai perusahaan negeri atau swasta dengan rentang usia 24-40 tahun dan telah bekerja selama minimal 1 tahun. Dalam penelitian ini dilakukan uji psikometri yang meliputi uji reliabilitas dengan metode cronbach’s alpha dan uji validitas dengan metode face validity dan content validity. Melalui perhitungan uji reliabilitas, alat ukur kreasi kerja dan konflik pekerjaan dan keluarga terbukti memiliki konsistensi internal yang baik dengan nilai α=0,78 untuk alat ukur Job Crafting Scale (Tims et al., 2012) dan α=0.891 untuk alat ukur Work Family Conflict Scale (Netemeyer et al., 1996). Analisis korelasi Spearman menunjukkan bahwa terdapat korelasi negatif yang signifikan antara kreasi kerja dengan konflik pekerjaan dan keluarga r= -.10*, p<0.05. Akan tetapi, tidak terdapat korelasi antara dimensi meningkatkan sumber daya kerja struktural, menurunkan tuntutan pekerjaan yang menghambat, dan meningkatkan sumber daya tugas sosial. Oleh karena itu, disimpulkan apabila kreasi kerja dapat digunakan untuk mengurangi konflik pekerjaan dan keluarga.

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Excessive working hours have an impact on individuals and companies. For individuals, excessive working hours can cause an imbalance of time between work and family, so that it creates a conflict between work and family roles. To overcome work and family conflict, it is necessary to allow flexible working hours so that employees are able to set free-hours for their work and family, which can be represented through job crafting. This study aims to determine the relationship between job crafting and work and family conflict among millennial employees in Indonesia. This is a quantitative study involving 347 participants with its characteristics as an employees of public or private companies with an age range of 24-40 years and have worked for at least a year. This study used psychometric tests which included reliability tests (Cronbach's Alpha method) and validity tests included the face validity and content validity methods. Through the calculation of the reliability test, the measuring tool for job crafting and work and family conflict were proven to have a good internal consistency with a value of α=0.78 for the job crafting scale (Tims et al., 2012) and α=0.891 for the work family conflict scale (Netemeyer et al., 1996). Using a Spearman correlation analysis, the result shows that there is a negatively significant correlation between job crafting and work and family conflict r= -.10*, p<0.05. However, it is found that there is no correlation between the dimensions of increasing structural work resources, decreasing inhibiting job demands, and increasing social task resources. Therefore, it is concluded that job crafting could be used to reduce work and family conflicts."

"ABSTRAKJenjang karier perawat merupakan sistem yang dapat meningkatkan kepuasan kerja, kinerjadan profesionalisme perawat melalui peningkatan kompetensi. Komponen sistem jenjangkarier dalam penelitian ini meliputi pengembangan karier, penghargaan terhadap perawat,kesempatan melakukan pekerjaan menantang, memiliki jalur promosi dan pengakuanterhadap perawat. Sistem jenjang karier perawat di RS PGI ”Cikini” Jakarta telahdiperkenalkan sejak tujuh tahun lalu di mana perawat sangat mengharapkan penerapansistem jenjang karier namun belum ada keputusan pimpinan rumah sakit untukmenerapkan sistem tersebut. Penelitian ini menggunakan purposive sampling sebanyak 42orang responden yakni 21 orang di kelompok kontrol dan 21 orang di kelompok intervensi.Pengumpulan data dilakukan dua kali yakni sebelum dan 7 minggu setelah intervensi.Tujuan penelitian ini untuk menilai pengaruh penerapan sistem jenjang karier terhadapkepuasan kerja perawat di RS PGI ”Cikini” Jakarta dengan disain quasi eksperimen dalambentuk pre and post test with control group. Uji statistik yang digunakan adalah uji t,korelasi dan one way Anova. Hasil penelitian menunjukkan bahwa pada kelompokintervensi terdapat peningkatan kepuasan kerja perawat dengan p-value: 0,000 pada kelimakomponen sistem jenjang karier pada kelompok intervensi dibandingkan dengan kelompokkontrol. Peningkatan kepuasan kerja perawat juga lebih tinggi pada post test dibandingkanpre test pada kelompok intervensi. Penelitian ini menyimpulkan bahwa penerapan sistemjenjang karier dapat meningkatkan kepuasan kerja perawat. Berdasarkan hasil penelitian diatas, maka untuk meningkatkan mutu pelayanan keperawatan di RS PGI ”Cikini” Jakartadisarankan untuk menerapkan sistem jenjang karier berdasarkan keputusan pimpinanrumah sakit.

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ABSTRACTCareer stage is a system which can enhance job satifaction, work performance and professionalism of nurse through competence enhancement. The component of career stage system being researched included career development, appreciation to the nurse, opportunity for doing challenging task, opportunity for promotion and recognition of the nurse. Nurse career stage system at PGI “Cikini” Hospital in Jakarta has been known since seven years ago in which nurse expects this system to be implemented, however there is no decision as to implement the system yet. The study was aimed to evaluate the influence of the applied of career system for job satisfaction of the nurses in PGI “Cikini” Hospital in Jakarta. The design used was quasi experiment in pre and post test with control group, which the intervention was given at H Unit and as control group was Renal Unit. By using purposive sampling 21 nurses was selected in each unit. Data collection was twice, i.e before intervention and 7 weeks after intervention. The statistic used are t-test, correlation and one way Anova. The result showed that in the intervention group, the improvement of job satisfaction of the nurses more higher with p-value: 0.000 for all components of career stage system (career development, appreciation to the nurse, opportunity for doing challenging task, opportunity for promotion and recognition of the nurse). The study concluded that the implementation of the career stage system could improve the job satisfaction of the nurses at PGI “Cikini” Hospital in Jakarta. Based on this result to enhance the quality of nursing services at PGI “Cikini” Hospital in Jakarta, it is suggested to the director to implement this system."

"Beberapa faktor dapat mendorong kohesifitas kelompok di Rumah sakit Islam Sukapura Jakarta Utara antara lain ukuran rumah sakit dan ruang perawatan yang tidak terlalu besar, kesamaan latar belakang agama, adanya pertemuan rutin yang membahas masalah tugas. Kondisi ini dapat meningkatkan kualitas pelayanan kesehatan rumah sakit. Namun sebaliknya ditemukan beberapa faktor yang dapat menurunkan kohesifitas yang berpotensi untuk menurunkan kualitas pelayanan kesehatan yang diberikan yaitu beberapa perawat yang tidak mengikuti pertemuan, pemberian asuhan keperawatan cendensng sendiri-sendiri, rotasi perawat setiap 2 tahun. Tujuan penelitian ini adalah untuk mengidentifikasi hubungan kohesifitas kelompok dengan kepuasan kerja perawat di Rumah Sakit Islam Sukapura Jakarta Utara. Desain yang digunakan adalah deskriptif korelasi secara potong lintang. Pengumpulan data melalui kuisioner dengan total populasi 100 responden. Untuk menguji hubungan kohesifitas kelompok dan kepuasan kerja serta variabel confounding karakteristik demografi digunakan Chi-Square.Hasil penelitian di Rumah Sakit Islam Sukapura Jakarta Utara menunjukkan gambaran kepuasan kerja perawat kurang (60%). Variabel independen yang menunjukkan hubungan yang signifikan dengan kepuasan kerja adalah kohesifitas, keterpaduan kelompok terhadap tugas, keterpaduan kelompok secara sosial, ketertarikan individu terhadap tugas kelompok. Ketertarikan individu terhadap kelompok secara sosial, dan variabel confounding (urnur, jenis kelamin, pendidikan dan lama kerja) menunjukkan hubungan tidak signifikan dengan kepuasan kerja. Subvariabel yang berhubungan paling dominan dengan kepuasan kerja yaitu ketertarikan individu terhadap tugas kelompok. Berdasarkan hasil ini direkomendasikan perlu pelatihan dinamika kelompok, sosialisasi standar asuhan keperawatan, pendidikan berkelanjutan melalui pelatihan-pelatihan, mengadakan pertemuan yang membahas tentang masalah-masalah tugas dan hubungan interpersonal dan pelatihan komunikasi efektif. Penelitian lebih lanjut masih diperlukan untuk mengkaji lebih dalam beberapa variabel struktur kelompok dan pimpinan kelompok dengan desain berbeda misalnya kuasi ekspresimen.

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There are factors that can produce group cohesiveness, such as there is the small size of hospital and inpatient units, equality in religious background, routine meeting discussing task and assignment. This condition can improve the quality of health services in the hospital. On the other hand, there are factors found that can reduce the group cohesiveness. Those factors include many nurse did not attend meetings, prodding care tend to be indicate rather than team, and nurse rotation too short (two years). The purpose of this study was to indent the correlation between group cohesiveness and nurse satisfaction in Sukapura Islamic Hospital North Jakarta. The design was a descriptive using cross sectional approach. A questionnaire was used to collect data with total population 100 respondents. The test to measure the relationship between group cohesiveness, and nurse satisfaction and confounding variable (demographic characteristic) was Chi-square.

The findings indicate that the nurse job satisfaction in Sukapura Islamic Hospital North Jakarta was less than 60%. The findings also demonstrated that there was a significant relationship between group cohesion, group integration to task group integration to social, attractiveness to the group-task and the nurse job satisfaction. Further, the other findings demonstrated that there was no significant correlation between attractiveness to the group-social and confounding variables (age, gender, education, and work experience) and nurse work satisfaction. A sub variable attraction to group-task is based on the findings, the most dominant factor to work satisfaction. Some recommendation are directed to the needs of training for group dynamic, socialization of nursing care standard, conducting continues nurse education, group meetings to discuss task and assignment problems and to improve interpersonal relationship and effective communication. In addition, a further study needs to be done to explore some other variables (group structure and group leader) a using different design (quasi-experiment)."