Abstract
This study was conducted to explore the relationship between work-family supportive supervisor, career competencies, job involvement, and job satisfaction. Data were collected from a sample of 162 respondents who worked as a nurse at hospital in Jakarta, Indonesia. This study used Structural Equation Modeling (SEM) to examine and estimate the relationship between the constructs. The study results indicate that work-family supportive supervisor has a positive and significant impact on career competencies, career competencies have a positive and significant impact on job involvement, and on job satisfaction. Work-family supportive supervisor has a positive and significant impact on job involvement and on job satisfaction. A total of 162 respondents with a percentage of 96.30% women showed that women need good support and policies in achieving a balance between work and family. Finally, this study highlights the importance of work-family supportive supervisor and career competencies for improving job involvement and job satisfaction. This study provides insights on how the human resources department can retain qualified staff and develop employee satisfaction.
Highlights
Unbalanced problem between life and work receives considerable attention from the human resources department, because the current workforce is owned by Gen-Y generation
The results showed that the majority of research subjects have high levels of quality of work life and job involvement is classified in the category of medium
The result of this study showed that work-family supportive supervisor has a positive and significant impact on the nurse career competencies
Summary
Unbalanced problem between life and work receives considerable attention from the human resources department, because the current workforce is owned by Gen-Y generation. Gen-Y's generation is the generation that considers quality of life as their top priority. In the western countries, reaching equality between life and work is used as a management tool of strategic human resources to maintain quality staff. Most of employees below 30 years and become the only child in their family, have an obligation to take care of their parents, especially when their parents get disease. As a result of marriage, work (job), and family, becomes a source of considerable pressure for employees below 30 years. These people need work-family-friendly policy and endowment
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