Abstract
This study examines the effect of perceived work overload and work-family conflict on organizational commitment with job autonomy as a moderating variable. This study combines Moore (2000a) and Ahuja et al. (2007) IS Turnover model to develop a more parsimony model in explaining the phenomenon of organizational commitment in Social Security Administrator for Health (BPJS Kesehatan). Population of this study is employees of BPJS Kesehatan including Central Office, Deputy for Jakarta-Bogor-Depok-Tangerang-Bekasi (Jabodetabek) Region, Deputy for Central Java and DIY, Deputy for Papua and West Papua, Deputy for North Sulawesi, Central Sulawesi, Gorontalo and North Maluku, and Deputy for Region South Sulawesi, West Sulawesi, Southeast Sulawesi and Maluku. 1650 samples of employee from all level and job positions have gathered by online questionnaire survey. The Result shows that the perception of work overload and work-family conflict affects organizational commitment and is moderated by job autonomy. Implications for future research and stakeholders are further discussed.
Highlights
Indonesia’s National Health Care Insurance Program ( JKN-KIS), which began on January 1, 2014, brought changes to the health system in Indonesia
Ahuja et al (2007) clarified that four antecedents that have a significant influence on employee organizational commitment and work exhaustion, namely perceived work overload, work-family conflict, job autonomy and distributive justice
The practical implication of this finding is that the workload situation perceived by BPJS Kesehatan employees can have a direct effect on decreasing their organizational commitment and can through increasing work-family conflict
Summary
Indonesia’s National Health Care Insurance Program ( JKN-KIS), which began on January 1, 2014, brought changes to the health system in Indonesia. Employees’ perceived work overload, the impact on the reduced time for the family, and unsupported management policies, are feared to affect employee commitment to the organization. How the relationship between perceived work overload influences organizational commitment of BPJS Kesehatan employees and to the extent where work-family conflict mediates the relationship between the two, is the main essence of this research. In their research, Ahuja et al (2007) clarified that four antecedents that have a significant influence on employee organizational commitment and work exhaustion, namely perceived work overload, work-family conflict, job autonomy and distributive justice. The fourth hypothesis in this study can be formulated as follows: H4: Work-family conflict mediates the effect of perceived work overload on organizational commitment. The fifth hypothesis in this study can be formulated as follows: H5: Job autonomy moderates the effect of perceived work overload on work-family conflict
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