Analisis Pengaruh Work-Family Conflict, Family-Work Conflict Terhadap Stres Kerja Dan Dampaknya Terhadap Kepuasan Hidup Pekerja Front Office Hotel Di Indonesia

Abstract

Pelayanan yang prima merupakan kunci keberhasilan di industri hotel. Oleh karena itu, karyawan front office di hotel, sebagai gambaran citra perusahaan sekaligus industri dituntut untuk menunjukkan pelayanan yang terbaik secara konsisten dari waktu-waktu. Untuk memenuhi tuntutan pekerjaan maka karyawan front office bekerja dengan waktu yang panjang dan tidak menentu. Hal ini membuat karyawan front office mengalami konflik peran dan kesulitan untuk menyeimbangkan tuntutan antara pekerjaan dengan keluarga. Konflik peran ini membuat pekerjaan front office memiliki tingkat stres kerja yang tinggi. Tingkat stress yang tinggi membuat keterlibatan di pekerjaan menjadi kurang maksimal yang akhirnya berdampak pada sikap ketidakpuasan terhadap hidup secara umum. Di Indonesia, penelitian mengenai kepuasan hidup karyawan front office hotel masih belum cukup banyak ditemui padahal sikap ketidakpuasan terhadap hidup karyawan dapat berdampak pada sikap dan pelayanan di tempat kerja. Oleh karena itu, penelitian ini bertujuan untuk bertujuan untuk mengetahui pengaruh Work-Family Conflict, Family-Work Conflict terhadap stres kerja dan Kepuasan hidup pekerja front office hotel di Indonesia. Penelitian ini menggunakan teknik sampling purposive terhadap 121 pekerja front office hotel di Indonesia. Hasil analisis data menggunakan SEM-PLS menunjukkan bahwa Work-Family Conflict dan Family-Work Conflict berpengaruh positif terhadap stres kerja, dan stres kerja yang tinggi akan berpengaruh negatif terhadap kepuasan hidup. Lebih lanjut, hasil analisis menunjukan Work-Family Conflict dan Family-Work Conflict tidak berpengaruh terhadap kepuasan hidup. Mengingat pentingnya tingkat kepuasan hidup terhadap sikap layanan pekerja, maka Manajemen hotel diharapkan untuk membuat kebijakan yang memfasilitasi tuntutan keluarga dan pekerjaan untuk mengurangi stres kerja.

The impact of Work Stress on Work Family Conflict: A Mediated Model Using Job Satisfaction In The Hotel Industry

“…Work Family Conflict (WFC) and Job Satisfaction Lestari et al, (2021) defines Work Family Conflict as a form of conflict among roles within a person that arises due to role pressure from work and family that conflict or not in harmony with one another. Work-family conflict situation usually occur because family matters are brought into the scope of work, or vice versa.…”

“…Tourism sector's foreign exchange revenue in 2018 has reached IDR229,5 trillion, compared to its contribution in 2017, this number has increased 15,4%. Based on Ministry of Tourism and Creative Economy data from labor absorption, around 10% or 12,7 million people are working in Indonesia (Lestari et al, 2021).…”

“…Activities at home and at work will raise conflicts where they face various problems at work, on the other hand they need to balance the various demands that come from the family and conflicts can occur, which can be seen from time and behavior, this is what is stated in Work Family Conflict (Ardita et al, 2018). Work-Family Conflict (WFC) is a stressor for most employees, so this has a negative impact on the company because it can reduce work productivity (Hadi, 2022;Hadi et al, 2023;Lestari et al, 2021). It is clear that to increase employee job satisfaction the organization must be able to suppress WFC because it can also trigger stress.…”

The Influence of Hotel Employee Job Stress towards Cyberloafing

“…In addition, refering to the study done by O'Neill & Davis, hotel employees feel stress on 40 -62% of workdays, which is higher than the average employee across industries (Ko, 2020). In the same vein, study of Lestari et al (2021) explores on how family-work conflicts can positively affect stress for hotel Front Office employees.…”

“…The growing demand for human resources in the hospitality sector has an impact on high levels of employee turnover, whether it is unavoidable or avoidable turnover (Hafid & Prasetio, 2017;Mohsin, Lengler, & Aguzzoli, 2015). The unavoidable turnover's causes are mostly related to personal or family reasons such as retirement, illness, death, pregnancy, and permanently changing domicile (Lestari et al, 2021). On the other hand, avoidable turnover that is usually caused by work stress or job stress can be minimized from within the company (Mohsin, Lengler, & Aguzzoli, 2015).…”