Abstract
Work satisfaction has an important role in reducing work stress and work family conflict. This research aims to analyze the influence of work family conflict and work stress on the work satisfaction and performance of employees. The sample in this research is 46 married female employees. The data analysis technique used is the Partial Least Square (PLS) by using WarpPLS. The research results show that; work family conflict has a significant and negative influence on job satisfaction. Work family conflict has a significant and negative influence on employee performance. Work stress has a negative and significant influence on job satisfaction. Work stress has a negative and insignificant influence on employee performance. The analysis results provide information that work family conflict and work stress has an indirect influence on employee performance through job satisfaction. Furthermore, the indirect influence of work-family conflict on employee performance through job satisfaction is a full mediation. This means that job satisfaction has a strategic role in reducing the work stress and work family conflict so that it does not have a significant impact on employee performance. Job satisfaction can be improved by providing the feelings of fairness so that women can be satisfied with their job, conducting promotions, and supervisions. Finally, the social support of co-workers and management in the form of implementing family friendly policies is greatly needed to maintain the job satisfaction.
Highlights
Performance is a multi-component concept that can be differentiated into three aspects, namely process, involvement, and behavior based on the expected results (Pradhan and Jena [1])
This study shows that job satisfaction has an essential role in reducing work stress so that it does not negatively influence employee performance
The findings in this study show that job satisfaction is an essential mediator in reducing work stress and work-family conflict
Summary
Performance is a multi-component concept that can be differentiated into three aspects, namely process, involvement, and behavior based on the expected results (Pradhan and Jena [1]). The basic idea of performance is frequently related to skills of employees in producing work results, it may be regarding quality or quantity, in performing their job (Boyatzis [2]). Ndulue and Ekechukwu [3] state that performance is defined as a function of individual ability, skill, and effort in a given situation. Employee performance is closely related to the expertise of the organization in managing their available human resources and providing a conducive work environment condition. According to Ali and Abid [4], employee performance can be viewed as an activity in which an individual performing the task assigned successfully. Women are an essential part of the human resources department that contribute to the development of the organization through the public role. The role changes of women from household mothers (domestic) to career women (public) makes them have a dual career (Nurak et al [5])
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