The Effect of Work-Family Conflict: The Role of Supervisory Support as a Moderating Variable

This study aims to examine whether there is an effect of work-family conflict on job performance through emotional exhaustion as a mediating variable for the ER nurses, Dr. Iskak Hospital Tulungagung. research was conducted on nurses with a total sample of 70 people, the analysis technique used was path analysis using SPSS 21. independent variables in this study were work to family conflict (X1) and family to work conflict (X2), the mediating variable was emotional exhaustion (Z) and the dependent variable is job performance (Y). results of this study indicate that work to family conflict has a direct and significant effect on job performance as evidenced by a significant value below 0.05, family to work conflict has a direct and significant effect on job performance. results of the mediation test show that emotional exhaustion mediates the effect of work to family conflict on job performance and mediates the effect of family to work conflict on job performance at IGD nurses at Dr. Iskak Hospital Tulungagung. How to Cite this Article Pubmed Style Meliala YH, Eliyana A, Hamidah , Buchdadi AD, Habibi MB. Effect of Work Family Conflict on Job Performance Through Emotional SRP. 2020; 11(10): 459-465. doi:10.31838/srp.2020.10.69 Web Style Meliala YH, Eliyana A, Hamidah , Buchdadi AD, Habibi MB. Effect of Work Family Conflict on Job Performance Through Emotional http://www.sysrevpharm.org/?mno=29811 [Access: March 29, 2021]. doi:10.31838/srp.2020.10.69 AMA (American Medical Association) Style Meliala YH, Eliyana A, Hamidah , Buchdadi AD, Habibi MB. Effect of Work Family Conflict on Job Performance Through Emotional SRP. 2020; 11(10): 459-465. doi:10.31838/srp.2020.10.69 Vancouver/ICMJE Style Meliala YH, Eliyana A, Hamidah , Buchdadi AD, Habibi MB. Effect of Work Family Conflict on Job Performance Through Emotional SRP. (2020), [cited March 29, 2021]; 11(10): 459-465. doi:10.31838/srp.2020.10.69 Harvard Style Meliala, Y. H., Eliyana, . A., Hamidah, ., Buchdadi, . A. D. & Habibi, . M. B. (2020) Effect of Work Family Conflict on Job Performance Through Emotional SRP, 11 (10), 459-465. doi:10.31838/srp.2020.10.69 Turabian Style Meliala, Yos Horta, Anis Eliyana, Hamidah, Agung Dharmawan Buchdadi, and M. Burhanudin Habibi. 2020. Effect of Work Family Conflict on Job Performance Through Emotional Systematic Reviews in Pharmacy, 11 (10), 459-465. doi:10.31838/srp.2020.10.69 Chicago Style Meliala, Yos Horta, Anis Eliyana, Hamidah, Agung Dharmawan Buchdadi, and M. Burhanudin Habibi. The Effect of Work Family Conflict on Job Performance Through Emotional Exhaustion. Systematic Reviews in Pharmacy 11 (2020), 459-465. doi:10.31838/srp.2020.10.69 MLA (The Modern Language Association) Style Meliala, Yos Horta, Anis Eliyana, Hamidah, Agung Dharmawan Buchdadi, and M. Burhanudin Habibi. The Effect of Work Family Conflict on Job Performance Through Emotional Exhaustion. Systematic Reviews in Pharmacy 11.10 (2020), 459-465. Print. doi:10.31838/srp.2020.10.69 APA (American Psychological Association) Style Meliala, Y. H., Eliyana, . A., Hamidah, ., Buchdadi, . A. D. & Habibi, . M. B. (2020) Effect of Work Family Conflict on Job Performance Through Emotional Systematic Reviews in Pharmacy, 11 (10), 459-465. doi:10.31838/srp.2020.10.69

This study aims to determine the role of job stress and work-family conflict on turnover intention with perceived organizational support as a moderator. The subjects in this study were employees of PT. SR numbered 156 people. Data analysis using SEM PLS. The results of this study indicate that the effect of job stress on turnover intention has a positive and significant effect. Work-family conflict on turnover intention has a positive and significant effect. Perceived organization support weakens the effect of job stress on turnover intention. Perceived organization support weakens the effect of work family conflict on turnover intention. The implication of the study is that this study confirms the theoretical concept of social exchange theory, although in its implementation there are still things that need to be evaluated on the variables of job stress work family conflict, and perceived organization support. Companies need to pay attention to the implementation of job stress, work family conflict, and perceived organization support comprehensively, because they determine their effect on turnover intention. This study can also be used as a recommendation for a company to choose perceived organization support as a way to moderate the effect of job stress and work family conflict in weakening employee turnover intention.

The purpose of this study was to test and analyze the effect of work environment and work family conflict on job satisfaction with work life balance as a mediating variable. This research is causality research with a quantitative approach. The sampling technique used saturated samples with a total of 54 respondents at PT Dakwah Inti Media. The statistical analysis used in this research is partial least square with the help of SmartPLS 3.2.9 software. The result of the analysis obtained from this study indicate that work environment has a positive and significant effect on job satisfaction; work family conflict has negative and significant effect on job satisfaction; work life balance has a positive and non-significant effect on job satisfaction; work environment has a positive and non-significant effect on work life balance; work family conflict has a positive and significant effect on work life balance; work life balance in this study has not been able to mediate the effect of work environment on job satisfaction; work life balance in this study has not been able to mediate the effect of work family conflict on job satisfaction.

This study aims to examine the effect of Work Stress and Work Family Conflict on Turnover Intention with Job Satisfaction as an intervening variable. The population in this study were employees. The sample selection technique in this study is a saturated sample technique that uses the entire population of 40 employees. The method used in this study is a quantitative method with primers analyzed by Path Analysis with the help of the SPSS Statistic 22 program. The results obtained in this study indicate that there are 5 accepted hypotheses: (1) Work Stress has a significant effect on Turnover Intention, (3 ) Work Stress has a significant negative effect on Job Satisfaction, (5) Job Satisfaction has a negative effect on Turnover Intention, (6) Job Satisfaction can mediate the effect of Work Stress on Turnover Intention of BRISyariah KC Palembang employees, (7) Job Satisfaction can mediate the effect of Work Family Conflict on the Turnover Intention of employees and 2 rejected hypotheses: (2) Work Family Conflict has no significant effect on Turnover Intention, (4) Work Family Conflict has no significant effect on Job Satisfaction.

Background: Professional nurse job, long term rhythm of life that is irregular, and pressure of many aspects of live cause multiple role conflicts, sleep problem, affect the efficiency and quality of nurses performance. 12 hours shift rotation are very common in the world, but there is worries that develop about the effect of quality and safety of nurses and patient. Aim : To find out the direct and indirect effect of work family conflict, shift work, nutrition status, sleep quality on nurse performance through work stress as an intervening variable on female nurses at Hospital of Dr Tadjuddin Chalid Makassar. Methods : The type of this research used observational analytic with cross-sectional design to see the effect of work family conflict, shift work, nutrition status, and quality of sleep on nurse performance through work stress as an intervening variable on female nurses in the Hospital of Dr MTadjuddin Chalid Makassar. This research was conducted in February – June 2021 at Dr. Hospital. Tadjuddin Chalid Makassar. The sample of this research was female nurses who were married as many as 73 respondents, Data collection used questionnare, scale, microtoice, and secondary data. Data analysis used univariate analysis with SPSS program version 24 and multivariate analysis to find out the effect of two or more variables and to see the direct and indirect effect with handle the anther variable with used Path Analysis that was conducted with used SmartPLS program. Results : There is no direct effect of work family conflict on performance with a score p (0,462)>0,05 There is an indirect effect of work family conflict on performance through work stress with a score p (0,001) < 0,05. There is direct effect of work stress on performance with p-value (0,003) < 0,05. There is no direct and indirect effect of shift work on performance although it through work stress as intervening variable on nurse with p-value > 0,05. There is no direct and indirect effect of nutrition status on performance athought it through work stress as an intervening variable on nurse with p-value > 0,05. There is direct effect of sleep quality on performance with p-value (0,007) < 0,05. However, there is no indirect offect of sleep quality on performance through work stress as intervening variable on female nurses in the Hospital of Dr Tadjuddin Chalid Makassar with p-value (0,983) > 0,05. Conclusion:There is no direct effect of work family conflict on performance, but there is an indirect effect of work family conflict on performance through work stress as variable intervening. There is no direct and indirect effect of nutrition status on performance athought it through work stress as intervening variable and there is direct effect of quality of life on performance but there is no indirect effect of quality of sleep on performance through work stress as intervenig variable on nurses in Hoospital of Dr Tadjuddin Chalid Makassar. Suggested on female nurses could manage their quality of sleep with rest first before doing the activity, so that when they work, they can work as optimal

Objective: The purpose of this article is to identify the effect of Work Family Conflict, Job stress and employee engagement on innovation work behavior mediating by career adaptability according to conservation of resources theory. Theoretical framework: Women's emancipation in Indonesian is related to work regarding the multiple roles experienced by women at work. on the one hand women have a desire to work outside the home, but on the other hand they have responsibilities in managing the household. Work family conflict is interesting to study because of inconsistent findings on the effect of work family conflict on innovative work behavior. Research by Xu et al. (2022) said that work family conflict has a negative and significant effect on employee innovative behavior. However, research (Choi et al. 2018) found a direct positive effect of Work Family Conflict on innovative behavior. Then the mediating variable is needed to confirm a clearer relationship between work family conflict on work behavior innovation. Therefore, in this study is to expand career adaptability as a mediating variable to link the relationship. Method: This study is a quantitative study that collected 426 valid samples from married female nurses from five hospitals in Indonesia, makes use of Smart PLS Software 3.0 is used to verify the proposed hypothesis. Results and conclusion: The findings a practical perspective, career adaptability plays a mediating role between work family conflict, job stress on innovation work behavior but career adaptability not mediating role between employee engagement on innovation work behavior. Implications of the research: This has implications for continuing (X. Wang, Zhang, and Chun 2021) research to focus on the development of work-family conflict, in order to enrich the research scale and relevant findings regarding work-family conflict and career adaptation using COR theory.

From the initial research that the researchers conducted, the phenomenon in the company was the large number of workers who were still preoccupied with work outside the company compared to the work carried out inside the company, conflicts often occurred in someone who worked outside the home, both domestic conflicts and internal conflicts. work. Where an employee feels demanded to be a father or mother for his child, wife or as a husband at home, without knowing the time and how an employee must stick to his commitment in work or organization as a worker. The purpose of this study was to determine the effect of work family conflict on employee career development, to determine the effect of work family conflict on length of work and to determine whether the duration of work has an effect on work family conflict. The number of samples in this study amounted to 116 people using saturated sample techniques. The analysis technique used is multiple linear regression and MRA. The results of the study show that work family conflict, length of employment of employees, and career development affect simultaneously (together). The duration of work does not moderate the relationship between work family conflict with employee career development or the duration of work is not a moderating variable.

his study aims to determine the effect of work family conflict, compensation on turnover intention mediated by job satisfaction. employees at PT. Manage Artha Jasa Cab. Medan, where the average reason for employees deciding to leave their jobs is because the work they carry is too heavy or experiencing work overload so that employees find it difficult to balance responsibilities for work and for family, another reason is the salary and benefits provided by other companies are considered by employees to be higher than the salary and benefits provided by the company itself. Based on preliminary research, it can be seen that the number of married female employees with employee status as contract workers is more likely to resign than permanent and outsourced workers. Turnover that occurs in the company has a negative impact on the quality and ability to replace employees who leave the company, thus requiring new time and costs in recruiting new employees. The population in this study were 102 employees with a total sampling technique. Compensation affects Job Satisfaction. Work Family Conflict has an effect on Turnover Intention while Compensation and Job Satisfaction have no effect on Turnover Intention. Job Satisfaction does not mediate the effect of Work Family Conflict and Compensation on Turnover Intention at PT Tata Jasa Artha Medan Branch. Work Family Conflict has an effect on Turnover Intention while Compensation and Job Satisfaction have no effect on Turnover Intention. Job Satisfaction does not mediate the effect of Work Family Conflict and Compensation on Turnover Intention at PT Tata Jasa Artha Medan Branch. Work Family Conflict has an effect on Turnover Intention while Compensation and Job Satisfaction have no effect on Turnover Intention.

This study aims to determine how the effect of work family conflict on the work performance of female bank employees in Tasikmalaya City, and how work stress and work life balance mediate the relationship between work family conflict and work performance. Primary data was taken by distributing questionnaires to female bank employees in the city of Tasikmalaya. The research sample was determined through Snowball Sampling and Accidental Sampling. The questionnaire was distributed in the form of Google Form, and collected 139 respondents' answers. The data were analyzed using the variant-based Structural Equation Model method using the GeSCA program. The results showed that work family conflict directly had a significant effect on work stress, work life balance, and work performance. Meanwhile, work stress has no significant effect on work performance. However, work life balance directly has a significant effect on work performance. Work stress is not able to mediate the effect of work family conflict on work performance, while work life balance is able to mediate the effect of work family conflict on work performance.

Area of the Study This study discusses the effect of work family conflicts on job satisfaction of employees in private banks in the Kandy district. Problem of the Study There is an empirical and knowledge gap in the Sri Lankan context on the relationship between work family conflicts on job satisfaction of employees. The main objective of this research is to identify the effect of work family conflict on job satisfaction of employees in private banks in the Kandy district, Sri Lanka. The research problem of this study is that Is there an effect of work family conflict on job satisfaction of employees in private banks in Kandy district of Sri Lanka? Method of the Study The data were collected from a convenient sample of 120 employees in three private banks in the Kandy district, which refers to the collection of information from the members who were conveniently available to provide it. Data were collected using a structured questionnaire which consists of 33 questions with five point likert scales. Data were analyzed using univariate analysis, correlation and regression analysis with the SPSS(16.0 version). Findings of the Study According to the empirical evidence of this study, it is found that there is a negative impact of work family conflict on job satisfaction of employees in selected banks in the private sector. Conclusion of the Study It is concluded that there is a negative impact of work family conflict on job satisfaction of private bank employees. Thus, some programs for reducing the level of work family conflict of employees in banks could be recommended. Also a good relationship and good work environment should be maintained with employees in private banks. Keywords: Work Family Conflict Job Satisfaction, Private Banks

Existing longitudinal studies on the relationship between working time arrangements (WTA) and work-family conflict have mainly focused on the normal causal relationship, that is, the impact of WTA on work-family conflict over time. So far, however, the reversed relationship, that is, the effect of work-family conflict on adjustments in WTA over time, has hardly been studied. Because work-family conflict is highly prevalent in the working population, further insight in this reverse relationship is invaluable to gain insight into secondary selection processes. The aim of this study is to investigate whether work-family conflict is prospectively related to adjustments in work schedules, working hours, and overtime work, and to explore sex differences and different time lags in this relation. Data of the prospective Maastricht Cohort Study were used. To study the effect of work-family conflict on a change from shift- to day work over 32 months of follow-up, male three-shift (n = 727), five-shift (n = 932), and irregular-shift (n = 451) workers were selected. To study effects of work-family conflict on reduction of working hours over 12 and 24 months of follow-up, respectively, only day workers (males and females) were selected, capturing 5809 full-time workers (≥36 h/wk) and 1387 part-time workers (<36 h/wk) at baseline. To examine effects of work-family conflict on refraining from overtime work over 12 months of follow-up, only day workers reporting frequent overtime work at baseline were selected (3145 full-time and 492 part-time workers). Cox regression analyses were performed with adjustments for age, educational level, and presence of a long-term illness. Work-family conflict was associated with a significantly increased risk of changing from shift- to day work over 32 months of follow-up in three-shift workers (relative risk [RR] = 1.77, 95% confidence interval [CI] 1.19–2.63) but not in five-shift workers (RR = 1.32, 95% CI 0.78–2.24) and irregular-shift workers (RR = 0.81, 95% CI 0.50–1.31). Within day workers, work-family conflict among full-time workers was associated with a significantly increased risk of reducing working hours during 1 yr of follow-up in women (RR = 2.80, 95% CI 1.42–5.54) but not men (RR = 1.34, 95% CI 0.81–2.22). In part-time workers, work-family conflict was associated with a significantly increased risk of reducing working hours during 1 yr of follow-up both in women (RR = 1.99, 95% CI 1.04–3.82) and men (RR = 4.03, 95% CI 1.28–12.68). Whereas the effects of work-family conflict on a reduction of working hours somewhat decreased among female full-time workers after 2 yr of follow-up (RR = 2.13, 95% CI 1.24–3.66), among male full-time workers the effects increased and reached statistical significance (RR = 1.53, 95% CI 1.05–2.21). Work-family conflict was not significantly associated with refraining from overtime work over 1 yr of follow-up. This study shows that work-family conflict has important consequences in terms of adjustments in work schedules and working hours over time, with considerable sex differences. The study thereby clearly illustrates secondary selection processes both in shift- and day workers, with significant implications for labor force participation, emphasizing the need for prevention of work-family conflict (Author correspondence: Nicole.Jansen@epid.unimaas.nl).

Effect of Work Family Conflict on Teacherss Family Stress, Work Satisfaction and Family Satisfaction in National Schools in Jaffna District

This study aimed to measure the effect of work-family conflict and social support (supervisor, peer, and family support) on the job satisfaction of the female employees of two private companies in Indonesia. Data collection was done by simple random sampling of 145 population of female employees. The returned and valid questionnaire results were 139 samples. Data processing was used SEM method with SmartPLS 3.0 software. The results of this study concluded that work-family conflict, peer support, and family support have a significant effect on job satisfaction. Meanwhile, supervisor support has not a significant effect on job satisfaction. This new research proposed a model for building job satisfaction among the private company employees in Indonesia through enhancing social support and manage work-family conflict.

Despite the importance of knowledge sharing in competitive environments, there is a paucity of studies examining the relationship between employee knowledge sharing and work–family conflict. Drawing on insights from conservation of resources theory, this study investigated how employees may reduce their knowledge-sharing behaviors when they experience resources lost from work interference with family (WIF) or family interference with work (FIW). Furthermore, the role of supervisor support in the relationship among WIF, FIW and knowledge sharing was explored as a valuable resource. Using data collected from 159 employees in South Korea, we found support that WIF is negatively related to knowledge sharing. In addition, the role of supervisor support in the relationship among WIF, FIW and knowledge sharing was the strongest when WIF is low and FIW is high, thus supporting the hypothesized a three-way effect. Theoretical and practical implications are discussed.

&lt;div&gt;&lt;p&gt;This research was conducted at the Special Crime Directorate of the National Police Criminal Investigation Unit. As for the formulation of the problem, namely: (1) how is the effect of work-family conflict and work stress on the Investigator's Motivation; (2) how the effect of work-family conflict and work stress on the performance of investigators; (3) how does work motivation affect the performance of investigators; and (4) how the effect of work-family conflict and work stress on the performance of investigators through work motivation. This research was conducted in a cross-sectional manner using a causal relationship to test the hypothesis. Using primary data obtained directly by distributing questionnaires to 139 investigators. Data analysis used Structural Equation Mode (SEM) which was processed with PLS version 3. The results of the analysis were used to determine the extent to which independent variables, namely work-family conflict and work stress, affected the dependent variables, namely investigator performance and work motivation: (1) Work-family conflict and stress that negatively and significantly affect work motivation; (2) work-family conflict and work stress negatively and significantly affect investigators; (3) work motivation affects the investigation positively and significantly; and (4) work-family conflict and work stress affect investigators negatively and significantly affect work motivation.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;Keyw&lt;/strong&gt;&lt;strong&gt;ords&lt;/strong&gt;: Work-FamiIy ConfIict, Job Stress, Motivation, Investigator Performance.&lt;/p&gt;&lt;/div&gt;