The Effect of Self-Efficacy and Gender on The Work-Family Balance of Employees in Yogyakarta

Abstract

Abstrack. This research paper aims to discover the effects of self-efficacy and gender on the work-family balance levels of employees working in Yogyakarta. The research subjects consisted of 76 employees, half of them are male and the other half are female, working in both public and private sectors. The methods used in this research are quantitative methods. The data was collected by using two scales, which are work-family balance scales and self-efficacy scales. The chosen data analysis technique in this research is regression analysis using SPSS. The results of the research show that self-efficacy that is based on gender does have an effect on work-family balance, with an R = 0.464 with the value of p = 0.014 (p < 0.05). There is a correlation between self-efficacy with work-family balance levels in female employees if it is controlled by p = 0.022 (p < 0.05). However, self-efficacy has no effect to work-family balance levels in male employees if it is controlled by p = 0.058 (p > 0.05).

Social Support and Work-Family Balance of Manufacturing Companies’ Employee with Self-Efficacy as a Mediator

“…Manufacturing companies' employees with sufficient belief in their capacity to plan and execute tasks at work and family domains are most likely to attain adequate balance. Past studies (Situmorang & Wijayanti, 2017;Cetin & Askun, 2019) reported that individuals with a high level of selfefficacy will have confidence in their abilities to properly handle work and family demands. When employees trust their ability to deliver their roles and work, it may likely prevent spillover effects which may, in turn, have negative effects on the demands that family responsibilities might be placed on them.…”

“…Within the context of work, self-efficacy has been found to be related to other work outcomes such as job satisfaction, work engagement, and turnover intention (Yakin & Erdil, 2012;Ozyilman, Erdogan, & Karaeminogullari, 2018), as well as work performance (Celtic & Askun, 2019). Also, individuals with a high level of self-efficacy are most likely to have confidence in their capacity to properly handle demands from their workplaces and families (Sweetman & Luthans, 2010;Situmorang & Wijayanti, 2017). Based on this position in literature, the study hypothesized that self-efficacy will positively relate to work-family balance among employees in manufacturing companies.…”

Nexus among Psychological Capital, Work-life Balance and Job Satisfaction of Employees in Apparel Industry

“…However, the hope, the other PsyCap component found insignificant in affecting the WLB (β = 0.101911, 0.062). Yet, several existing findings support a positive connection between these two variables concerning different contexts (Situmorang & Wijayanti, 2018;Duggleby, et al, 2009). The inconsistency in the results can be attributable to the routine nature of the join apparel sector and also the limited career paths for further development.…”

“…These significant associations were further confirmed by the similar findings of the previous studies. Positive imaginations backed by optimism help employees to be happy with the present level of the job and as well as the future accomplishments they expected (Situmorang & Wijayanti, 2018). Then, this would play a big role in balancing the demands of work and family lives.…”

Algılanan Örgütsel Destek ile İş-Yaşam Dengesi Arasındaki İlişkide Öz Yeterliliğin Düzenleyici Rolü Üzerine Bir Araştırma

“…Despite the large number of studies on self-efficacy, its relationship with work-life balance has not received adequate attention in the literature (Badri & Panatik, 2020). Few studies have confirmed that self-efficacy impacts work-life balance (Siu, 2013;Polatçı & Akdoğan, 2014;Nina & Fauziah, 2017;Kaplan, 2018;Badri & Panatik, 2020;Akkuş, Najimudinova & Gül, 2020;Parray, Shah & Islam, 2022).…”