Emotional Intelligence, Work Family Conflict, and Job Satisfaction on Junior High School Teacher’s Performance

Wijayati, Dewie Tri; Kautsar, Achmad; Karwanto, Karwanto

doi:10.5430/ijhe.v9n1p179

Cited by 20 publications

(19 citation statements)

References 19 publications

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“…Kunci perusahaan untuk dapat melayani konsumen dengan baik, salah satunya adalah aspek kepuasan kerja para karyawan (Bonn, 2018). (Wijayati et al, 2020) menyatakan bahwa kepuasan kerja ialah wujud dari perasaan karyawan yang muncul akibat faktorfaktor yang berhubungan antara pekerjaan dan kebutuhan materi dan psikologis.…”

Section: Pendahuluanunclassified

“…Raja & Ganesan Kanagaraj, (2020) mendukung hal tersebut, bahwa work life balance adalah terciptanya keseimbangan dan keterlibatan karyawan terkait waktu, dan peran antara kehidupan kerja dan nonkerja. Iswardhani et al (2019) mengatakan bahwa apabila karyawan memiliki keseimbangan kerja dan non-kerja yang tinggi yang dapat membuat mereka puas, hal tersebut akan memicu munculnya etos kerja yang tinggi, dan memberikan kontribusi yang positif, karena apabila pekerjaan yang menyita waktu lebih banyak dibanding keluarga nantinya akan memunculkan work family conflict (Wijayati et al, 2020).…”

Section: Work Life Balanceunclassified

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Pengaruh Employee Engagement terhadap Kepuasan Kerja dengan Work Life Balance sebagai Variabel Intervening

Atthohiri

Wijayati

2021

JIM

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Land public transportation modes are experiencing a significant increase after constructing the Trans Java toll road. Many bus companies maximize the use of the Trans Java toll road to serve the community, one of these companies is PT. Haryanto Motor Indonesia. This company is engaged in Autobus Transportation. This study aims to determine the effect of employee engagement on job satisfaction with work-life balance as an intervening variable. This type of research is quantitative with 66 employees using purposive sampling technique with criteria is all of the respondents have worked in east java. The statistical analysis technique used is Partial Least Square with the help of SmartPLS 3 software. The results obtained from the study explain that employee engagement has a positive but not significant effect on job satisfaction, employee engagement has a positive and significant effect on work-life balance, work-life balance has a significant positive effect. On job satisfaction and work-life balance can mediate with full mediation category. The implication of this research is in terms of job satisfaction; the company may be able to add labour guarantees to its employees to increase the sense of security and satisfaction of the employees.

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Section: Pendahuluanunclassified

Section: Work Life Balanceunclassified

Pengaruh Employee Engagement terhadap Kepuasan Kerja dengan Work Life Balance sebagai Variabel Intervening

Atthohiri

Wijayati

2021

JIM

Self Cite

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“…For example, Obrenovic et al [ 40 ] pointed out that in a modern working environment, WFC has a negative impact on employees’ psychological safety and psychological well-being, thereby negatively affecting their job performance. Wijayati et al [ 41 ] found that job performance of junior high school teachers is affected by WFC in a negative direction. Zainal et al [ 42 ] revealed that WFC is negatively correlated with service employees’ job performance.…”

Section: Hypotheses Development and Theoretical Modelmentioning

confidence: 99%

Investigating the Relationship between Work-To-Family Conflict, Job Burnout, Job Outcomes, and Affective Commitment in the Construction Industry

Liu

Cao

Zhang

et al. 2020

IJERPH

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This study explored the effects of work-to-family conflict on job burnout and job outcomes in the construction industry, focusing on the moderating effects of affective commitment. Based on the conservation of resources theory, a theoretical model introducing affective commitment as a moderating variable was established. A structured questionnaire survey was then implemented among construction professionals in China. A total of 376 valid responses were obtained. Structural equation modeling was used to analyze the valid data. The results revealed the following: (i) work-to-family conflict has a significant positive impact on job burnout, but a significant negative impact on job satisfaction and job performance; (ii) job burnout negatively affects job satisfaction and job performance; (iii) affective commitment negatively moderates the effects of work-to-family conflict on job burnout. This study provides a reference for construction companies to manage work-to-family conflict and job burnout of employees, while also improving their affective commitment and job outcomes.

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“…Furthermore, Bardach, (2008) argues that most research conducted in emotional intelligence among headteachers seem skewed to the extent which does not include issues of human diversity. Besides, majority of the studies on emotional intelligence applied either quantitative or qualitative approach, with few mixed methods (Wijayati, Kautsar, & Karwanto, 2020). However, the fluidity nature of emotional intelligence requires the application of both the quantitative and qualitative approaches in its investigation.…”

Section: The Contextmentioning

confidence: 99%

Emotional Intelligence of Headteachers in the Senior High Schools in Ghana: A Conundrum?

Dampson¹

2021

JECS

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The study employed the explanatory sequential mixed methods design where quantitative and qualitative data sets were collected to address the research problem. Two hundred and sixty-two (262) headteachers were sampled randomly from the Central and Greater Accra regions of Ghana for the quantitative phase of the study whilst eight (8) headteachers were subsequently sampled purposively for the qualitative phase of the study. The quantitative data were analyzed using means and standards deviations whilst the qualitative data were analyzed using content analysis. The study found that the emotional intelligence of the headteachers was low. The study further established that the academic qualification of the headteachers was not a significant predictor of their Emotional Intelligence (EI). However, the gender and age of the headteachers predicted their EI significantly. It was concluded the EI level of the headteachers may affect how they lead and manage their respective schools. It is recommended that periodic pragmatic and purposeful in-service and workshops in EI should be provided for headteachers in the study area by the Metro Directorate of Education. Furthermore, the Circuit Supervisors, Metro Directors and the Ghana Education Service should liaise with the Ghana Psychological Council to provide psychological support for the headteachers in the Senior High Schools within the study area. Finally, the Ministry of Education through the Ghana Tertiary Education Commission should ensure that teacher education programmes that are offered in the institutions of higher learning in Ghana have contents in the area of emotional intelligence and educational leadership to equip headteacher in the management of their schools.

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Emotional Intelligence, Work Family Conflict, and Job Satisfaction on Junior High School Teacher’s Performance

Cited by 20 publications

References 19 publications

Pengaruh Employee Engagement terhadap Kepuasan Kerja dengan Work Life Balance sebagai Variabel Intervening

Pengaruh Employee Engagement terhadap Kepuasan Kerja dengan Work Life Balance sebagai Variabel Intervening

Investigating the Relationship between Work-To-Family Conflict, Job Burnout, Job Outcomes, and Affective Commitment in the Construction Industry

Emotional Intelligence of Headteachers in the Senior High Schools in Ghana: A Conundrum?

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