Performance Of Female Employees Research Articles

Pengaruh Peran Ganda, Stres Kerja dan Motivasi Kerja terhadap Kinerja Karyawan Perempuan PT Lion Motor Indonesia

The purpose of this study was to determine the effect of multiple roles, work stress, and work motivation on the performance of female employees. This research uses quantitative methods. The location of this research was conducted at PT Lion Motor Indonesia. The variable measurement used in this study is using the Likert scale. The population in this study is the number of married female employees as many as 60 people. The sampling technique in this research uses the non probability sampling technique, using saturated sampling. data processing tools are used in the form of computer software, namely the SmartPLS (Partial Least Square) version 3.0 program for hypothesis testing. Analysis in this study was carried out in three ways, namely analyzing the outer model, inner model, and hypothesis testing. This study found that the Dual Role variable (X1) has no significant effect on employee performance (Y), the Work Stress variable (X2) has no significant impact on employee performance (Y), and the Work Motivation variable (Y) has a significant effect on employee performance (Y).

Relationship between Work-Life Balance, Job satisfaction and Employee Performance among women employees in health care sector

The present study is to investigate the influence of work-life balance on the job satisfaction and performance of female employees in the Healthcare industry. Data was gathered through a meticulously designed survey tool from a sample of 280 female employees working in various hospitals in Karnataka. The reliability of the instruments was initially assessed, followed by the use of descriptive statistics, correlation analysis, and regression analysis using SPSS. The researchers examine the function of job satisfaction as a mediator between work-life balance and employee performance using the Process Hayes Model 4. The findings reveal significant positive associations between WLB and JB, JB and EP, as well as WLB and EP. These results underscore the importance of work-life balance in fostering job satisfaction and subsequently enhancing employee performance among women in the healthcare sector. The implications of these findings for organizational policies and practices are discussed, highlighting the potential for creating supportive environments that contribute to the well-being and effectiveness of women healthcare professionals.

WORK-FAMILY CONFLICT AND EMOTIONAL EXHAUSTION: THE IMPACT ON THE PERFORMANCE OF FEMALE EMPLOYEES WITH ORGANIZATIONAL COMMITMENT AS A MEDIATING VARIABLE

This study was conducted to determine the implications of work-family conflict and emotional exhaustion on the performance of female employees during the COVID-19 pandemic with organizational commitment as a mediation variable, a case study at the Tegal City Health Office. The authors in this study were all 48 female employees of the Tegal City Health Office who were married and had civil servant status. The sampling technique used saturated sampling by taking the population as a sample. The data analysis technique used in this study was the partial least square (PLS) method with SmartPLS software version 3.0. The results of this study explain that Work-family conflict and emotional exhaustion have negative and significant implications for organizational commitment and employee performance. In contrast, organizational commitment had a positive and significant impact on employee performance.

The Influence of Intellectual Intelligence, Emotional Intelligence, and Spiritual Intelligence on the Performance of Female Employees at PT. Bank Rakyat Indonesia (Persero) Tbk Regional Office Malang

This study aims to describe and analyze the influence of intellectual intelligence, emotional intelligence and spiritual intelligence on the performance of female employees at PT. Bank Rakyat Indonesia (Persero) Tbk Regional Officel Malang, as well as to find out the most influential variables on the performance of female employees. To answer the research problems, a questionnaire was distributed to 85 female employee respondents with age criteria </=45 years. Furthermore, the results of the questionnaire were analyzed using descriptive analysis and multiple linear regression analysis techniques, by first carrying out the feasibility test of the research instrument, besides that the classical assumption test was also carried out, hypothesis testing and the coefficient of determination (R2). The results of the analysis show that the description of the variables of intellectual intelligence, emotional intelligence, and spiritual intelligence has very good implications for work, and the performance of female employees is in the "good performance" category. Meanwhile, partially the intellectual intelligence variable has no significant effect on the performance of female employees, emotional intelligence, and spiritual intelligence have a significant positive effect on the performance of female employees at PT. Bank Rakyat Indonesia (Persero) Tbk, Regional Office Malang. The variable that has the greatest influence is emotional intelligence.

On-Site Childcare Strategy Adaptation and Performance of Female Employees; Case Study of I&M Bank (Rwanda)Plc

On-Site Childcare Strategy Adaptation and Performance of Female Employees; Case Study of I&M Bank (Rwanda)Plc

Pengaruh Budaya Organisasi dan Work Life Balance terhadap Kinerja Pegawai (Studi pada Wanita Pekerja di Jawa Timur)

This research was conducted with the aim of analyzing the influence of organizational culture and work life balance on the performance of female employees in the East Java region. Data collection was carried out by observing and distributing questionnaires. The sampling technique in this study used purposive sampling with the criteria of women working in the East Java region. The number of samples used was 100 respondents who were working women in the East Java Region. The analysis tools used are multiple linear analysis test, coefficient of determination test, and hypothesis test. The results of this study indicate that: 1) organizational culture variables partially have a significant effect on employee performance, 2) work life balance variables partially have a significant effect on employee performance, 3) organizational culture and work life balance variables have a simultaneous effect on employee performance.

PENGARUH KONFLIK PERAN GANDA, STRES KERJA, DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN WANITA

In the world of employment, not only men have the opportunity to occupy important positions in the organization, women also have the same opportunities. One company with a male-dominated workforce such as a consumer finance company also provides equal opportunities for female workers. The object of this research is PT. Federal International Finance Denpasar-2 Branch due to the decline in the performance of female employees which is thought to be influenced by several causes including multiple role conflicts, work stress, and work discipline. This study aims to determine the effect of dual role conflict, work stress and work discipline on the performance of female employees. The population of this study were married female employees with a sample of 30 respondents. The data analysis technique uses Validity Test, Reliability Test, Classical Assumption Test, Multiple Linear Regression Analysis, Coefficient of Determination Test, F Test and t Test. The results of the study found: (1) dual role conflict had a significant negative effect on the performance of female employees, (2) work stress had a significant negative effect on the performance of female employees, (3) work discipline had a significant positive effect on the performance of female employees. To improve the performance of female employees, the company is expected to be able to provide encouragement or encouragement to employees, always escort employees at work, give warnings or punishments to employees who do not obey the rules and always help employees when experiencing difficulties at work.Keywords: Multiple Role Conflict, Work Stress, Work Discipline and Employee Performance

THE INFLUENCE OF MULTIPLE ROLES AND WORK MOTIVATION ON THE PERFORMANCE OF FEMALE EMPLOYEES IN THE EDUCATION OFFICE NORTH LABUHANBATU DISTRICT

The purpose of this study was to determine the effect of dual roles and work motivation on the performance of female employees at the North Labuhan Batu Regency Education Office. This type of research is explanatory research, with data collection techniques through questionnaires. The sampling technique used purposive sampling technique. The sample amounted to 20 respondents who were female employees of the North Labuhan Batu Regency Education Office. This research uses quantitative analysis techniques. Quantitative analysis using the correlation coefficient test, the coefficient of determination, significant tests (t test and F test). The results of this study indicate that the effect of dual roles (X1 ) on employee performance (Y) from the analysis obtained that the significant value of 0.000 <0.05 so it can be concluded that there is a significant influence between dual roles on employee performance. The effect of work motivation (X2 ) on employee performance (Y) from the analysis obtained that a significant value of 0.000 <0.05 so it can be concluded that there is a significant influence between work motivation on employee performance.

ANALISIS KONFLIK PERAN GANDA DAN TINGKAT STRES KERJA TERHADAP KINERJA KARYAWAN WANITA

Women have a dual role as wives and mothers in the household, but many also work. This condition causes women to face multiple roles and work stress that affects their performance. This study aims to examine the effect of multiple role conflict and work stress on the performance of female employees at CV. Electric Steel Light. The research subjects consisted of 84 married female employees, selected by purposive sampling method. Data is collected through a questionnaire that measures multiple role conflict, job stress, and work performance. Data analysis used multiple linear regression with the help of the SPSS for Windows 16.0 program. The results showed that the p-value = 0.000 <0.05, which indicates a significant influence between multiple role conflict and work stress on the performance of female employees at CV. Electric Steel Light. The coefficient of determination (R square) of 0.25 indicates that multiple role conflict and stress contribute 25% to work performance, while the remaining 75% is influenced by other factors not examined in this study. Based on calculations, the effective contribution of multiple role conflict to work performance is 8.14%, while the effective contribution of work stress is 16.83%. This shows that work stress has a greater influence than multiple role conflict on the performance of female employees at CV. Electric Steel Light.

Employee Performance and Work-Family Conflict A Study of the Education Sector in Pakistan

This paper examined the causes and effects of work-family conflict among female employees in the education sector in Pakistan, a society where traditional norms make it harder for women to balance their work and family roles. The paper collected primary data from female employees serving in the education sector of Pakistan. The paper found the extended working hours, job rigidity, work overload, child care duty, children’s age, dependent care duty, workplace discrimination, insufficient supervisory support, authoritarian management style, lack of family support, and husband’s absence as the main factors causing the work-family conflict. The study suggested the need for organizational policies and practices that can help reduce work-family conflict and improve the job satisfaction and performance of female employees.

Compliance with health protocols in the banking sector facing Covid-19.

The spread of the coronavirus has become one of the current challenges in the world. Implementing health protocols in the workplace along with informing people who face them, has become a vital issue. The purpose of this study was to determine the level of compliance with health protocols and measure the level of awareness, attitude and performance of bank employees while facing Covid-19. The data collection tool included a checklist and two questionnaires (demographic information and the other on the awareness, attitude and performance of bank staff) regarding the coronavirus. A total of 199 bank employees from 25 bank branches participated in the study. The results showed that in 24% of the bank branches, the staff did not use face masks. And 100% of the studied bank branches lacked proper ventilation. The mean awareness scores of female employees (94.3) were significantly higher than those of male employees (87.7). Also, the performance of female employees (93.2) was significantly better than male employees (87.2). The results showed that to achieve proper performance in controlling and reducing the covid-19 disease among bank employees and other workers, these items are noteworthy: (1) Providing and training the correct use of protective equipment including face masks. (2) Monitoring for strict implementation of health protocols. Therefore, it is necessary to keep training and information up-to-date due to the new phenomena of this disease.

Pathways to Female Job Satisfaction: Quantitative Analysis of Influencing Factors

This study aims to investigate the impact of work-family conflict, non-physical work environment, and job stress on job satisfaction among female employees within a ceramic manufacturing organization. Employing a quantitative research design with hypothesis testing, a sample of 100 female employees from PT. Roman Ceramics International was surveyed using reliable and validated Likert-scale questionnaires. The data underwent rigorous statistical analysis, including multiple linear regression, determinant coefficient (R2), partial correlation coefficient, t-test, F-test, and classical assumption tests using SPSS version 18. The findings indicated that work-family conflict, non-physical work environment, and job stress collectively and individually influence employee job satisfaction. Notably, the competency variable emerged as the most influential factor. This research provides valuable insights into the complex dynamics affecting job satisfaction among female employees, offering implications for organizations seeking to enhance employee well-being and overall organizational performance.
 Highlights:
 
 The study explores the factors influencing job satisfaction among female employees, focusing on work-family conflict, non-physical work environment, and job stress.
 The research adopts a quantitative approach, utilizing multiple linear regression analysis and statistical tools such as t-tests and F-tests to examine the relationships between variables.
 The findings highlight the significant impact of competency on job satisfaction, emphasizing its crucial role in enhancing the overall well-being and performance of female employees.
 
 Keywords: Job satisfaction, Female employees, Work-family conflict, Non-physical work environment, Job stress

Virus for Women Employees: Exploring the Stereotypical Beliefs of the Leaders about their Female Followers

The never-ending gender discrimination in societies needs multidimensional exploration to understand its causes. Gender stereotyping has remained one of the foremost causes of gender discrimination in the workplace. This study strived to explore the stereotypical thinking and beliefs about women employees in the minds of their office leaders and discusses how these stereotypes play role in management of talent and performance of female employees. With the qualitative approach, this study has used hermeneutic phenomenology as the method of exploration. The data was collected with purposive sampling from managerial leaders, working in private companies whose followers include women employees. Nineteen in-depth interviews were conducted with a question designed from theory, expert and construct validity. The data were analyzed with multi-level coding and thematic analysis. The results revealed that managerial leaders have work-related, family-related and personal stereotypes about their female followers. They generalize that women employees are less ambitious, less professional, over occupied an emotional. They believe that they feel need to micromanage the females as they require more guidance. Those organizations that believe to maintain the diversity in employees should regularly organize training sessions to neutralize the stereotypes in the minds of their managers so that they could not hamper the progression of their female followers.
 
 Keywords: Stereotypical Beliefs; Female Followers; Leadership; Organizational Behavior

The role of work-life balance in shaping job satisfaction and performance of female employees: a literature review

Work-life balance is one of the issues faced by many organizations and employees, especially female employees. This research aims to determine the role of work-life balance in shaping job satisfaction and performance among female employees. The research method used is a qualitative method based on a review of previous research literature. The results of this study are based on the review or study of literature from national and international journals. The analysis of research journal results shows that work-life balance significantly influences job satisfaction and employee performance. Based on the results of research on female employees in various organizations, it is found that female employees need work-life balance, which will affect their job satisfaction and ultimately improve their performance. This research is limited to studying only female employees, and it is expected that future research will be more varied in terms of employee characteristics.

Work Motivation: Intervening Variables from Multiple Role Conflicts and Job Stress to Women's Employee Performance: Case Study at Elizabeth Hospital Situbondo

Background: The hospital is an organization engaged in health services. One of its efforts is to support service referrals from First Level Health Facilities (FKTP) such as puskesmas, clinics, or independent practice doctors. For this reason, as a referral center for health services, hospital services must always maintain the quality of their services to provide quality services and ensure patient safety in hospitals. Married female employees tend to experience fatigue both physically and psychologically due to additional roles that require a woman to be able to take care of her family after returning from office activities. The factors that influence stress are: work overload, responsibility for others, career development, lack of group cohesion, inadequate group support, organizational structure and climate, task characteristics and leadership influence Materials and Methods: The type of research used in this research is explanatory research, namely research that explains the broad relationship of things that influence or cause and effect relationships between independent variables and dependent variables through hypothesis testing. The location used in this study is Elizabeth Hospital, which is located on Jalan WR Supratman no 2 Situbondo. The number of samples in the study has been taken using the total sampling method. The researcher uses a sampling technique where the number of samples is the same as the total population, namely 74 people. The data analysis method used in this study is PLS (Partial Least Square) using the Smart PLS application program. PLS is not based on many assumptions or conditions, such as normality and multi-collinearity tests. Therefore, this method has its own advantages, among others. For example, it can be used to overcome the problem of the relationship between complex variables, but the data sample size is small. Smart PLS 3.0 software was used for data analysis and structural equation modeling. Results: Multiple role conflicts have an effect but not significantly on the performance of female employees at Elizabeth Situbondo Hospital. Work stress has an effect but is not significant on the decrease in the performance of female employees at Elizabeth Hospital. Motivation significantly affects the performance of female employees at Elizabeth Hospital. Multiple role conflict significantly affects performance through work motivation as an intervening variable. Work stress significantly affects performance through work motivation as an intervening variable. Conclusion: All independent variables affect the dependent variable but are not significant. At the same time, motivation can be an intervening variable on the effect of the independent variable on the dependent variable.

PENGARUH KONFLIK PERAN GANDA (WORK FAMILY CONFLICT) AMBIGUITAS PERAN DAN STRES KERJA TERHADAP KINERJA STAF KARYAWATI (Studi pada Universitas Nahdlatul Ulama Surabaya)

This study deals with how the influence of dual role conflict, role ambiguity and job stress on the performance of female employees at Nahdlatul Ulama University Surabaya. The purpose of this study was to determine the effect of multiple role conflict, role ambiguity and job stress on employee performance. Respondents in this study were 82 employees of Naahdlatul Ulama University Surabaya. The data collection method used is using a questionnaire. This study uses dual role conflict as an independent variable, role ambiguity as an independent variable, job stress as an independent variable and employee staff performance as the dependent variable. The sampling technique used in this research is probability sampling method. The analysis used is the classical assumption test, validation test, reliability test, multiple linear regression analysis, hypothesis testing, coefficient of determination. This study shows that there is a significant effect of dual role conflict on the performance of female employees and, a significant effect of role ambiguity on the performance of female employees and, a significant effect of job stress on the performance of female employees.

DAMPAK KONFLIK PERAN GANDA DAN SELF EFFICACY TERHADAP KINERJA KARYAWAN PERBANKAN DI SEMARANG

Modern life today has many problems faced by workers where work and family conflicts are some factors that have a considerable influence. Conflicts between work and family can have an impact on employee performance. To improve the performance of a company requires high employee performance. Companies to have human resources which have high performance, high-quality human resources are needed and to get good quality human resources, high self-efficacy is required. This study aims to analyze the effect of dual role conflict on the performance of female employees in banking which is moderated by self-efficacy. This type of research is quantitative research. The research population is all female employees who work in banking. According to the criteria, the data collection technique used a questionnaire by taking 100 respondents, namely working for at least one year and already married. The analytical tool used in this study uses Moderated Regression Analysis (MRA). Based on the study results, the results in the first model showed that the multiple role conflict variable had a negative and significant effect on employee performance. The second model shows that self-efficacy has a positive and significant effect on employee performance. The third model shows that self-efficacy is not a moderating variable between dual role conflict and employee performance

THE ROLE OF WORK STRESS MEDIATION IN THE RELATIONSHIP OF MULTIPLE ROLE CONFLICT AND FEMALE EMPLOYEE PERFORMANCE

Modern life and rapid development require women to take over in developing work careers, and even some become leaders of organizations and countries. In contrast to past perceptions that place women are considered low and tend to experience discrimination in careers and jobs. The participation of women by working brings negative consequences resulting from role conflicts. This study aims to provide empirical evidence regarding the effect of multiple role conflict on the performance of female employees with job stress as a mediating variable. The sample in this study was 97 employees of Bank Jateng, the Coordinator in Purwokerto. The data analysis method uses the structural equation modeling - partial least square (SEM-PLS) with SmartPLS version 3.3.2 software. The results showed that multiple role conflicts had no effect on performance, and job stress had no effect on performance. Multiple role conflicts have a positive influence on job stress. In addition, the moderating role of job stress shows a connecting effect between the influence of multiple role conflicts on the performance of female employees

The Relationship Between Multiple Role Conflict, Work Expense and Work Stress on The Performance of Women Employees


 This study aims to determine the effect of multiple role conflicts, workload and work stress on the performance of female employees of the production division of PT Madsumaya Indo Seafood. Using a method is a sampling technique when all members of the population are used as samples. The number of samples used in this study were 68 respondents. The analysis technique for testing hypotheses uses the Statistical Package for the Social Sciences (SPSS). The Technique analysis data used multiple regression linear analysis. The results of this study indicate that partially multiple role conflict variables do not have a negative effect on the performance of female employees in the production division of PT M adsumaya Indo Seafood, while workload and work stress have a negative effect on the performance of female employees in the production division of PT Madsumaya IndoSeafood.

Evaluasi kinerja karyawan wanita melalui konflik peran ganda dan gender

This research aims to evaluate the impact of female employee performance through multiple role and gender conflicts. The method used is a qualitative method with descriptive analysis and supported by previous journals related to variables accompanied by the use of in-depth interview techniques. The results of this study based on interviews and support theories and previous journals stated that there is an influence on performance through conflicts of dual roles and gender seen from how the imbalance of roles and beliefs is still minimal for female employees compared to men. Then to improve performance there needs to be motivation and sharing in exploring the potential to show women can be equally trusted by supporting women's empowerment in managing roles. So that, performance improvement can be accompanied by family harmony that is maintained and the trust of fellow colleagues. It can therefore be stated that there was an effect of performance through conflicts of dual roles and gender on the performance of female employees in the Regional Income Management Agency (BAPPENDA) bogor regency.