Impact of work-family conflict on job satisfaction and job stress: Mediation model from Indonesia

Siswanto,; Masyhuri, None; Hidayati, Nur; Ridwan, Muhtadi; Hanif, Rifki

doi:10.21511/ppm.20(2).2022.05

Cited by 4 publications

(3 citation statements)

References 45 publications

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“…Result supports the positive effect of WLB on job satisfaction but challenges it regarding the effect of enrichment on job satisfaction found in Chan et al's research (Chan et al, 2016). Another more specific research displayed that work-family conflict was a prominent cause of job satisfaction (Siswanto et al, 2022). Vickovic and Morrow in their research explained in more detail that "strain-based conflict is a strong predictor of job stress and job satisfaction, whereas time-based conflict simply predicts job satisfaction" (Vickovic & Morrow, 2020).…”

Section: "The Influence Of Personal Life Interference With Work (Pliw...mentioning

confidence: 55%

Interference vs Enhancement : Work-Life Balance Dimensions on Job Satisfaction and Turnover Intention

Lau,

Marianti

2024

JIMEA

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The increase in jobs at software development companies has in-creased much faster than the average for other jobs. Intention to change jobs is one of the bad work-related outcomes for software development companies. Work-life balance has been found to reduce the intention in changing jobs. Individuals who have balanced work and life will experience less work overload and depression, and find it easier to carry out work and life roles. This research aims to determine the influence of work-life balance dimensions and job satisfaction on turnover intention. The research method used was descriptive and quantitative involving 61 respondents (saturated sample), and was conducted from December 2022 to April 2023. The sampling technique used was non-probability sampling with a saturated sample or census. Data processing and analysis techniques use PLS-SEM via SmartPLS 3.0 software. The results of the research produced several conclusions, namely two dimensions representing work-life balance that have a significant effect, namely personal life interference with work (PLIW) which is detrimental to job satisfaction, and work interference with personal life (WIPL) which has a positive effect on turnover intention. job satisfaction has a significant negative effect on employee turnover intentions. The step that companies need to take is to pay attention to work interference with personal life, especially related to fatigue after working during peak workload periods. Companies can provide facilities in the form of multivitamins to employees and carry out regular weekly sports activities to increase employee stamina.

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Section: "The Influence Of Personal Life Interference With Work (Pliw...mentioning

confidence: 55%

Interference vs Enhancement : Work-Life Balance Dimensions on Job Satisfaction and Turnover Intention

Lau,

Marianti

2024

JIMEA

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“…The study's conclusions may be used to create treatments for police officers that would help them strike a decent work-life balance by lowering stress at work and workfamily conflict (Viegas & Henriques, 2021). While (Siswanto et al,2022) study reveal that role conflicts in families cause bank employees to face substantial levels of professional stress, the government's decision to permit staff to work remotely during the epidemic is another factor causing role conflicts. On the otherhand, work-family conflict has a significant impact on the domain of organizational commitment.…”

Section: Related Workmentioning

confidence: 95%

Organizational Commitment in Relation to Occupational Stress, Work-Family Conflict, and Work Ethics among Bureau of Jail Management and Penology Personnel

Alamban,

Nabe

2024

JPPS

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Organizational commitment is the psychological bond between employees and their employer, influencing their choice to stay or leave the organization. Three exogenous variables were utilized to generate the best-fit model: occupational stress, work-family conflict, and work ethics. The data were gathered from 400 jail personnel in Region 11, Philippines. Descriptive correlation and structural equation models were utilized as the study design. Further, this study adopted standardized instruments and gathered the data through online platforms in consideration of the healthy protocol of Jails in the adversities of COVID-19. Initially, analysis using descriptive statistical tools, namely mean, standard, and deviation, was utilized, followed by the inferential analysis of data such as Pearson r, multiple regression analysis, and structural equation modeling (SEM). Results revealed that occupational stress is moderate means it sometimes manifests, work-family conflict is moderate means it is sometimes felt, work ethics is very high means it is always observed, and organizational commitment is high means it oftentimes manifests. Moreover, there are links between occupational stresses, work ethics to organizational commitment; however, work-family conflict is not significantly correlated to organizational commitment. The test of influence also reveals that occupational stress and work ethics influence organizational commitment among BJMP personnel. In table 9, model 5 is the best-fit model, this model excludes work ethics and reveals that occupational stress and its correlation with work-family conflict is significantly influencing organizational commitment. Hence, these two factors significantly influence or predict the level of organizational commitment within the organization.

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“…However, new cultural integration may require them to adjust to new norms, rules and core principles established by a company’s leadership. Depending on the adaptability of each manager, the inability to meet the company’s predetermined goals may result in varying stress levels at work (Siswanto et al , 2022).…”

Section: Introductionmentioning

confidence: 99%

Financial technology readiness for Shariah-compliant banking services: post-merger perspectives

Kurniawati,

Fernando,

Dzil Ikhram W.

et al. 2024

JIMA

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Purpose The mergers and acquisitions impact the firm’s marketing strategy to target the potential market. To compete with conventional banks, Shariah banks have accommodated financial technology (Fintech) and digitalisation to retain existing customers and attract potential customers. Furthermore, this study aims to analyse the role of organisational trust and commitment in mediating the effect of perceived organisational support and managers’ perceptions of the readiness for Shariah-compliant Fintech adoption. Design/methodology/approach To obtain information, 115 managers from Shariah bank in Indonesia were surveyed. The data were then analysed using PLS-SEM with SmartPLS software. Findings Perceived organisational support became crucial in improving readiness to adopt the digitalisation initiative and adhere to Shariah norms. Moreover, organisational trust and commitment fully mediated the effect of perceived organisational support and manager’s readiness to change towards Shariah digital bank. Practical implications Adopting Fintech and its services can offer better value to customers. Digital technology has supported the merger acquisition of Shariah bank to reduce operational costs and improve productivity and service quality. The Fintech adoption in Shariah banks needs to align with a marketing strategy that can add value, offer efficient services and ensure that all transactions are safe, transparent and Riba-free (interest charged on financial transactions). Originality/value From Shariah bank’s perspective, the role of organisational support in Fintech adoption is limited, and there is a lack of studies investigating managers’ readiness to change in post-merger and acquisitions. This study sheds new light on how Shariah banks must offer Fintech services and adopt digital technology to remain relevant and competitive. This study provides evidence of Shariah-compliant bank readiness and organisational support and commitment enablers using two mediating mechanisms. Properly adopting Fintech can provide superior service and Shariah-compliant banking services.

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Impact of work-family conflict on job satisfaction and job stress: Mediation model from Indonesia

Cited by 4 publications

References 45 publications

Interference vs Enhancement : Work-Life Balance Dimensions on Job Satisfaction and Turnover Intention

Interference vs Enhancement : Work-Life Balance Dimensions on Job Satisfaction and Turnover Intention

Organizational Commitment in Relation to Occupational Stress, Work-Family Conflict, and Work Ethics among Bureau of Jail Management and Penology Personnel

Financial technology readiness for Shariah-compliant banking services: post-merger perspectives

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