Volume 3, Number 6, April�2022 e-ISSN: 2797-6068 and p-ISSN: 2777-0915
THE EFFECT OF WORK LIFE BALANCE AND CONFLICT ON WORK SATISFACTION TOWARD
FEMALE EMPLOYEES
|
KEYWORDS Work life
balance, conflic, job satisfaction ARTICLE INFO Accepted: March, 30th
2022 Revised: April, 11th 2022 Approved: April, 13th 2022 |
ABSTRACT Women's
roles currently have moved from a traditional role to a dual role, in which
they previously only played a part in the home, but now also play the role of
students and working women. Employees are affected or influenced by role
conflict, particularly in terms of job satisfaction. This study aims to determine how much influence
work life balance (X1) and Conflict (X2) on job satisfaction of employees (Y) who are
working. The sampling technique used in this study was a simple random
sample, while the main data collection
was through a list of statements
that were tested through validity and reliability tests. While the analysis technique used is the path
analysis technique (Path analysis). The results of hypothesis
testing show that simultaneously work life balance (X1) and burnout (X2) affect employee job satisfaction that is
equal to 0.635 or 63.5%. The results of partial hypothesis testing work life balance
(X1) has an effect on employee job
satisfaction (Y) of
0.310, while conflict
(X2) has a partial effect
on employee job
satisfaction (Y) which is - 0.142. And there are other variables that are not included in this model, which is 36.5%. |
INTRODUCTION
Women's roles currently have moved from a traditional role to a
dual role, in which they previously only played a part in the home, but now
also play the role of students and working women. Employees are affected or influenced
by role conflict, particularly in terms of job satisfaction (Churiyah, 2007 in Cahyadi & Prastyani, 2020). �Studying while working has unique problems for
each person, such as the lecture process and time and energy-consuming work.
Another difficulty arises when the tasks at each location do not achieve their
full potential due to poor time management. It is indeed feasible that their
office and college workloads are both equally crucial in making them physically
and mentally fatigued. This tends to elicit negative and sensitive feelings,
resulting in disputes with those around you. Job satisfaction will be
influenced by stress and conflict (Afrizal et al., 2014). Employee job satisfaction is a critical
issue to conside
Employees
that are dissatisfied with their jobs may find it difficult to perform their
tasks, which will affect their dedication to the company (Lantara & Nusran,
2019) . As a result, it can be stated
that, in order to achieve the company's goal of optimal operation, the company
must be able to pay attention to each employee's work-life balance as well as
the amount of employee work stress in order to avoid conflict and create
employee job satisfaction. Employee satisfaction has a long-term positive
impact on the organization (Ikhsan, 2016). This demonstrates how the employee
job satisfaction index can be utilized as a baseline for remedial action.
Work life balance has been researched by Mas-Machuca et al. (2016), who
researched on Work-life balance and its relationship with organizational pride
and job satisfaction. Munir, et al. (2012) researched
on mediating
the effects of work�life conflict between transformational leadership and health‐care
workers� job satisfaction and psychological wellbeing. And Cahill, et al. (2015), who
researched on Linking shifts in the national economy with changes in job
satisfaction, employee engagement and work�life balance.
The
purpose of this study is to determine the impact of work-life balance and role
conflict on job satisfaction in an employee who also doubles as a student at a
private university, as well as to discover the issues that arise between
lectures and work for women working in college. Thus, this research differs
from other researches who researched regarding work life balance. The
researchers hope this research will be beneficial for academician, employer and
reader.
Understanding Work Life Balance, Conflict
and Satisfaction work
Work-life balance is important. Employees' perceptions
and experience balance are defined as held by perception employees. They
distinguish between work and personal life, and in particular, they believe
that personal life is in opposition to professional needs, and on the plus
side, they value suitability. Between business and personal life (Grobler & Grobler,
2019). �According to Durahman (2016) these indicators were employed as a grand theory in
the study: time, behavior, stress, and energy.
According to Tidd and Friedman (2002) in Thifal (2019), a person
will encounter conflict role in an organization if they are concerned accept
roles that are not in line with their behavior correct role. Conflict has a
part in putting pressure on employees who require a difference in the acts
made, which will have a psychological impact on the employee's state. According
to Suharti Ningsih (2017), here are
four indicators of conflict job: 1) pressure work, 2) guidance task, 3) lack of
cohesion among employees, and 4) busy in profession. According to Ramadhan & Marinda
(2019) �satisfaction
work is an evaluation that describes someone's happiness or dissatisfaction
with their work. the indicators employed in the study were the contents of the
profession, promotions, remuneration, supervision, and partner supportive work.
Work-life balance leads to satisfaction work, or one could say that work-life
balance aids in the production of satisfaction work. Work-life balance leads to
satisfaction work, or one could say that work-life balance aids in the
production of satisfaction work. Similarly, a study conducted by Hochchild (1997) in Thifal (2019) explains
that an employee will be highly content with his or her work and life with his
or her family if the place in which she or he works has a "positive
reaction". Ganapathi & Gilang
(2016) �did another investigastion,
which concluded that there is a positive and substantial relationship. Variable
work-life balance influences satisfaction work employee by 42.2 percent, while
the remainder is influenced by variable another.
Relationship Work life
balance with Satisfaction work
According to Rama Devi & Nagini (2014), the
results of the study revealed that the Work-Life Balance variable (variable
independent) has a dominating influence on satisfaction work (Y), and thus the
influence variable dominant work-life balance has a dominant influence on
satisfaction work (Y).
Connection conflict
with Satisfaction work
State conflict role, according to Juwita & Arintika (2018), is a
circumstance in which there are different demands in self an employee because
there is a difference in the role, which produces a difference in the essential
activity done. According to Maoe et al. (2016), conflict
role has a negative and significant impact on meaningful work satisfaction the
higher the conflict role, the lower the satisfaction.
RESEARCH METHOD
This study was conducted on college
students while working at one of the city's colleges, and it focused on the
investigation of work-life balance and the role of conflict in job
satisfaction. The data for this study was gathered using a deployment
questionnaire. Using a quantitative and qualitative method, and analyzing using
analysis This study's population is made up of college students who work at
universities tall private in the city of Gorontalo, which has a population of
320 people. Withdrawal sample was taken using the Slovin
method, with a threshold of presence of 10%, resulting in a sample of 76
respondents being used in the study. If the researcher wants to take a sample,
he or she will utilize purposeful sampling. To take a sample based on the
researcher's judgment alone based on specified criteria by the researcher along
the factors that will be investigated is the member population. Researchers
must adhere to a set of standards, which include:
1. Active student studying while
working at a private university in Gorontalo
2. Employees with more than 2 years of
service.
3. Working student aged 20-45 years.
The researchers formulated and interpreted
the data acquired, assembling and classifying, as well as analyzing and
interpreting the data in order to provide a clear image of the impact of
work-life balance, conflict, and satisfaction work to satisfaction worker women
who study in the city of Gorontalo To guarantee that the researched factors
have an impact, testing will be carried out using the analysis test path, with
more formerly converting scale data ordinal to interval scale, as well as
analysis track, as shown in the image below:
���
X2 X1 ɛ Y
��������� Pyx1 �����������Py
R
2 X 1 X 2
�������������������������������������������������������������� ����������������������������������� ����������������������������������������������� Pyx2
Figure 1.
Path Analysis Structure
Source: The researchers (2022)
Information :
X1 ����� = Work life balance
X2 ����� = Conflict
Y ������� = Job satisfaction
= Other variables that affect the Y variable
Work-life balance (X1) and conflict (X2) have an effect on job
satisfaction of women (Y) in Gorontalo, as shown in Figure 1, and there is a
variable outside of Gorontalo that hasn't been explored but joins influence
stated variable Y with symbol epsilon (e). With the aforementioned path's
existence structure, equality may be rendered functional, that is; Y = PYX1 + PYX2 + PY℮
RESULTS AND DISCUSSION
1. Research Variable Analysis
All of the independent variables that will be
the focus of this study are expected to boost job satisfaction. The following
is a description of the results of tabulating data or variables that become the
subject of research, as well as the score interpretation criteria:
Total highest
score : 5 x 76 = 380
Number of low
scores: 1 x 76 = 76
Range The
scale ie:
Table 1. Score
Interpretation Criteria
|
Interval |
Criteria |
|
76 � 137 |
Very low |
|
138� 199 |
Low |
|
200 � 276 |
Currently |
|
277� 388 |
Tall |
|
389 � 450 |
Very high |
Source: (Riduwan, 2014)
The results of the tabulation of data or
variables that are the subject of research will be presented in the next
section. Each variable can be tabulated in the following table based on data
collected from 76 respondents who were chosen as a sample.
1.1. Work Life Balance (X1)
Based on
respondents' answers, regarding external factors can be seen in the following
table:
Table 2.
Respondents' responses about work life balance (X1)
|
No |
Weight |
Variable work life balance |
||||||||
|
Item 1 |
Item 2 |
Item 3 |
||||||||
|
F |
Score |
% |
F |
Score |
% |
F |
Score |
% |
||
|
1 |
5 |
2 |
10 |
3 |
2 |
40 |
3 |
16 |
80 |
21 |
|
2 |
4 |
62 |
248 |
82 |
50 |
200 |
66 |
54 |
216 |
71 |
|
3 |
3 |
10 |
30 |
13 |
10 |
30 |
13 |
5 |
15 |
7 |
|
4 |
2 |
2 |
4 |
2 |
14 |
28 |
18 |
1 |
2 |
1 |
|
5 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Amount |
76 |
292 |
100 |
76 |
298 |
100 |
76 |
313 |
100 |
|
|
Note: |
Tall |
Tall |
Tall |
|||||||
|
No |
Weight |
work life balance |
||||||||
|
Item 4 |
Item 5 |
Item 6 |
||||||||
|
F |
Score |
% |
F |
Score |
% |
F |
Score |
% |
||
|
1 |
5 |
18 |
90 |
24 |
2 |
10 |
3 |
15 |
75 |
20 |
|
2 |
4 |
52 |
208 |
68 |
54 |
216 |
71 |
49 |
196 |
64 |
|
3 |
3 |
4 |
12 |
5 |
8 |
24 |
11 |
9 |
27 |
12 |
|
4 |
2 |
2 |
4 |
3 |
11 |
22 |
14 |
3 |
6 |
4 |
|
5 |
1 |
0 |
0 |
0 |
1 |
1 |
1 |
0 |
0 |
0 |
|
Amount |
76 |
314 |
100 |
76 |
273 |
100 |
76 |
304 |
100 |
|
|
Note: |
Tall |
Currently |
Tall |
|||||||
Source: Data processed, 2022
Based on table
2, the data item (no.1) obtained from 76 respondents, got a score of item 1 of
292 which is classified as high. The data item
(no.2) got a score of 298 which was classified as high. The data item
(no.3) got a score of 313 which was classified as high. The data item
(no.4) got a score of 314 which was classified as high. The data item
(no.5) got a score of 273 which was classified as moderate. Data item
(no.6) got a score of 304 which was classified as high.
1.2. Work Conflict (X2)
Based on the answers
of research respondents about work conflict can be seen in the following table:
Table 3.
Respondents' responses to the work conflict variable (X2)
|
No |
Weight |
Work Conflict Variable |
|||||||||||
|
Item 1 |
Item 2 |
Item 3 |
Item 4 |
||||||||||
|
F |
Score |
% |
F |
Score |
% |
F |
Score |
% |
F |
Score |
% |
||
|
1 |
5 |
3 |
15 |
4 |
19 |
95 |
25 |
16 |
80 |
21 |
17 |
85 |
22 |
|
2 |
4 |
54 |
216 |
71 |
50 |
200 |
65 |
52 |
208 |
68 |
43 |
172 |
57 |
|
3 |
3 |
11 |
33 |
14 |
5 |
15 |
7 |
5 |
15 |
7 |
13 |
39 |
17 |
|
4 |
2 |
8 |
16 |
11 |
2 |
4 |
3 |
3 |
6 |
4 |
3 |
6 |
4 |
|
5 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Amount |
76 |
280 |
100 |
76 |
314 |
100 |
76 |
309 |
100 |
76 |
302 |
100 |
|
|
Note: |
Tall |
Tall |
Tall |
Tall |
|||||||||
Source: Data processed, 2022
Based on the
table, the data item (no.1) obtained from 76 respondents, got an item 1 score
of 280 which is classified as high. The data item (no.2) got a score of 314,
which is quite high. The data item (no.3) scored 309 which was classified as
high. The data item (no.4) got a score of 302 which was classified as high.
1.3. Job satisfaction (Y)
Based on the
answers of research respondents about job satisfaction can be seen in the
following table:
Table 4. Respondents'
responses to the variable Job
satisfaction
|
|
|
Satisfaction work Variable |
|||||||||||
|
Item 1 |
Item 2 |
Item 3 |
|
||||||||||
|
F |
Score |
% |
F |
Score |
% |
F |
Score |
% |
F |
Score |
% |
||
|
1 |
5 |
13 |
65 |
17 |
8 |
40 |
11 |
11 |
55 |
14 |
10 |
50 |
13 |
|
2 |
4 |
56 |
224 |
74 |
60 |
240 |
78 |
57 |
228 |
75 |
47 |
188 |
62 |
|
3 |
3 |
7 |
21 |
9 |
5 |
15 |
7 |
8 |
24 |
11 |
18 |
54 |
24 |
|
4 |
2 |
0 |
0 |
0 |
3 |
6 |
4 |
0 |
0 |
0 |
1 |
2 |
1 |
|
5 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Amount |
76 |
310 |
100 |
76 |
301 |
100 |
76 |
307 |
100 |
76 |
294 |
100 |
|
|
Note: |
Tall |
Tall |
Tall |
Tall |
|||||||||
|
|
|
Satisfaction work Variable |
|||||||||||
|
Item 1 |
Item 2 |
Item 3 |
|
||||||||||
|
F |
Score |
% |
F |
Score |
% |
F |
Score |
% |
F |
Score |
% |
||
|
1 |
5 |
16 |
80 |
21 |
14 |
70 |
18 |
9 |
45 |
12 |
17 |
85 |
22 |
|
2 |
4 |
48 |
192 |
63 |
52 |
208 |
69 |
51 |
204 |
67 |
48 |
192 |
63 |
|
3 |
3 |
9 |
27 |
12 |
10 |
30 |
13 |
13 |
39 |
17 |
8 |
24 |
11 |
|
4 |
2 |
3 |
6 |
4 |
0 |
0 |
0 |
3 |
6 |
4 |
3 |
6 |
4 |
|
5 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Amount |
76 |
305 |
100 |
76 |
308 |
100 |
76 |
294 |
100 |
76 |
307 |
100 |
|
|
Note: |
Tall |
Tall |
Tall |
Tall |
|||||||||
Source: Data processed, 2022
Based on the
table above, the data item (no.1) obtained from 76 respondents, got a score of
310, in the high category. Data item (no.2) got a score of 301, high category.
Data item (no.3) got a score of 307, high category. The data item (no.4) got a
score of 294, in the high category. Data item (no.5) got a score of 305, high
category. Data item (no.6) got a score of 308, high category. Data item (no.7)
got a score of 294, high category. Data item (no.8) got a score of 307, high
category.
2. Validity and Reliability
Test Results
Testing this research instrument both in terms
of validity and reliability of 76 respondents, it was found that the results of
the research instrument used were valid where the value of r count > 0.3.
2.1. Test the validity and
reliability of the Work Life Balance variable
����������������� Table 4 Test
results of the validity and reliability of work life balance (X1)
|
Variable |
No Items |
Validity |
Reliability |
||
|
coef. Correlation (r
count) |
Note: |
Alpha coefficient |
Note: |
||
|
X1 |
1 |
0.524 |
Valid |
0.705 > 0.60 |
Reliable |
|
2 |
0.663 |
||||
|
3 |
0.574 |
||||
|
4 |
0.550 |
||||
|
5 |
0.437 |
||||
|
6 |
0.414 |
||||
Source: Processed
data results, 2021
The table above
explains that all question items for work life balance (X1) all instruments
show valid and reliable results. This decision was taken because the value of r
count > 0.3 while the alpha
coefficient was 0.705 > 0.60.
Thus, it means that all question items for this variable are valid and
reliable.
2.2. Test the validity and
reliability of Conflict
�������������� Table 5 The
results of the validity and reliability test of conflict (X2)
|
Variable |
No Items |
Validity |
Reliability |
||
|
coef. Correlation (r count) |
Note: |
Alpha coefficient |
Note: |
||
|
X2 |
1 |
0.424 |
Valid |
0.706 > 0.60 |
Reliable |
|
2 |
0.679 |
||||
|
3 |
0.475 |
||||
|
4 |
0.632 |
||||
Source: Processed
data results, 2021
The table above
explains that all question items for the conflict variable (X2) all instruments
show valid and reliable results. This decision was taken because the calculated
r value > 0.3 while the alpha
coefficient was 0.706 > 0.60.
Thus, it means that all question items for this variable are valid and
reliable.
2.3. Test the validity and
reliability of the Job Satisfaction variable (Y)
Table 6. The results of the validity and
reliability test of the variable Job satisfaction (Y)
|
Variable |
No Items |
Validity |
Reliability |
||
|
coef. Correlation (r count) |
Note: |
Alpha coefficient |
Note: |
||
|
Y |
1 |
0.383 |
valid |
0.770 > 0.60 |
Reliable |
|
2 |
0.431 |
||||
|
3 |
0.445 |
||||
|
4 |
0.455 |
||||
|
5 |
0.569 |
||||
|
6 |
0.456 |
||||
|
7 |
0.547 |
||||
|
8 |
0.580 |
||||
|
9 |
0.448 |
||||
Source: Processed
data results, 2022
The table above
explains that all the question items for the job satisfaction variable (Y) all
instruments show valid and reliable results. This decision was taken because
the calculated r value was > 0.3
while the alpha coefficient was 0.770 >
0.60. Thus, it means that all question items for this variable are valid
and reliable.
3. Statistical Data Analysis
The hypothesis testing that has been proposed in this study will be
tested using statistics through path analysis techniques or methods. Quantitative
analysis or independent variables, namely satisfaction work as
variable bound affected by load work as variable no tied.
The results of the path analysis will determine whether the
independent variable (independent) either simultaneously or partially has a
significant (significant) effect on the dependent variable (dependent). Based
on the results of data processing from 76 respondents using statistical tools.
An analysis of the statistical results will be explained to
determine job satisfaction which is influenced by external factors and internal
factors. Based on the processed data, it is obtained that the independent variable
has a significant impact on the dependent variable. The results of processing
the causal relationship data framework between X1, and X2 against Y can be made
through the following structural equation:
Y = 0.310X1 -
0, 142X2 + 0.365℮
Based on the above equation, explain where the
coefficient� independent variables can be
explained as follows:
a. Variable
work life balance (X1) is 0.310 and is positive, indicating variable work life
balance (X1), which has contribution positive to satisfaction work (Y). That is,
if work life balance increases one point, then satisfaction work (Y) will also increase
by 0.310
b. Conflict (X2)
of -0.142 and a negative sign indicates the conflict variable (X2), has a
negative contribution to satisfaction work� (Y). It means,
that if conflict decreases by one unit, then satisfaction
work (Y) increased by 0.214
c. Epsilon
(℮) of 0.365 indicates that there are other variables not examined in
this study of 36.5.%
d. The correlation
coefficient is 0.797 and the coefficient of determination (R Square). of 0.635,
indicating that the work life balance and conflict variables have a joint
influence on satisfaction work Based on the
results of data processing using path analysis of the relationship between
variables, it can be seen in the image below:
ε X1
Y
0.641
X2
�������������������������������������
Source: Data processed (2022)
Then the results of the research above can be
summarized as in Table 7 as follows:
Table 7. Path
coefficient, direct effect, total effect of variables (X1) and (X2)
simultaneously and significantly on (Y)
|
Variable |
Path Coefficient |
Contribution |
Shared Contribution (R 2 yx1x2 |
|
|
Direct |
Total |
|||
|
X1 |
0.310 |
0.425 |
42.5% |
0.635 (63.5%) |
|
X2 |
-0.142 |
-0142 |
21.4% |
|
|
℮ |
0.365 |
0.365 |
36.5% |
|
Source: Research data processing results, 2022
4. Hypothesis test
4.1.
Work Life
Balance and Conflict Simultaneously Have Significant Influence on Job
Satisfaction (Y)
Based on the
calculation of the data using the SPSS vs. 21.0 application, the path analysis
significance test was carried out by comparing the 0.05 probability with the
significant probability where the decision was if the probability alpha value
(0.05) was greater than or equal to the probability value sig (0.05 < sig),
or if the calculated F value > the
table F value then Ha is accepted, meaning significant.
From the
results of the calculation of the data obtained the magnitude of Fsig is 0.000
with a probability value of alpha (0.05. Because the alpha value is 0.05 > sig 0.002 and F arithmetic
(31.533) > 3.15, the decision is
Ha accepted so it is proven that the work life balance (X1), and work conflict
(X2) simultaneously has a significant effect on job satisfaction (Y).
4.2.
Work Life
Balance Partially Affects Job Satisfaction
The results of
data analysis are obtained where the success factor has a sig value
of 0.041, after that it is compared with a probability value of 0.05, it turns
out that the probability value is 0.05 greater than the sig probability value
or (0.05 > 0.003) and the t count
value (10.832) > t table value
(1.671), then Ho is rejected means significant. So it is proven that work life
balance has a significant effect on job satisfaction
4.3.
Work Conflict
Partially Affects Job Satisfaction
The results of
data analysis showed that the work conflict (X2) had a significance value of 0.002,
after that it was compared with a probability value of 0.05, in fact the
probability value of 0.05 was greater with a probability value of sig or (0.05
> 0.223) and a t-count value. (1,228) > t table value (1,671) then Ho is
rejected, which means it is significant. So it is proven that work conflict
(X2) has a significant effect on job satisfaction (Y).
Table 8.
Significance Between Variables
|
Effect Between Variables |
Sig Value |
Alpha |
Decision |
|
Pyx1Pyx2 |
0.000 |
0.05 |
Significant |
|
Pyx1 |
0.041 |
0.05 |
Significant |
|
Pyx1 |
0.223 |
0.05 |
Not significant |
Source: Research data processing results, 2021
5. Discussion
5.1.
Work Life
Balance and Conflict Work by Simultaneous Influential To job satisfaction
The results of this study are obtained that together there are
significant influence� Among work life
balance and conflict jerha to satisfaction work. This
thing give explanation when work life balance and conflict perceived low work
employee increase so satisfaction work felt by employees the higher.
Same study
conducted by Ciptadi Romadhoni (2015) Research
results show that by Simultaneous (F test) work life balance and conflict by
together influential to satisfaction work.
5.2. Life Balance Partial Influential On job
satisfaction
This study found that partially there is a
significant effect between work life balance on job satisfaction. This provides
an explanation that if the work life balance felt by employees increases, the
job satisfaction felt by employees will be higher
The results of this study are in line with research conducted by Leh
which shows that Work-Life Balance has a simultaneous effect on employee job
satisfaction. Partially, the balance of satisfaction has a significant effect
on employee job satisfaction. Meanwhile, balance of time and balance of
involvement have no significant effect on employee job satisfaction (Ganapathi
& Gilang, 2016) .
According to Frame and Hartog in Putra
(2021)
work-life balance means that employees can freely use flexible working
hours to balance their work or work with other commitments such as family, hobbies,
arts, studies and not just focus on their work. Then according to Mea &
Hyronimus (2020) a good work-life balance is defined as a situation where workers feel
able to balance work and personal life or other commitments.
Implementation of work life balance is beneficial for employees and the
organization itself. For the organization itself, work life balance can
attract, acquire, and retain employees with good quality in the organization (Yuki T,
2021)
. The application of flexible working hours for employees is able to
increase the sense of responsibility and work-life balance of members of the
organization (Hof�cker
& K�nig, 2013) . Flexible working hours also have a good impact on the mental health of
organizational members by reducing their stress levels (Lewis and Humbert, 2010 in Herman,
2020)
. Nasution
(2017)
argues that the mental health of organizational members has a positive
effect on job satisfaction of organizational members.
Based on the results of a questionnaire that has been carried out on
female workers who study while working, they state that they find it difficult
to divide their time between doing assignments at work and doing college
assignments. This shows that the lack of balance in terms of time makes working
women who go to college have many responsibilities in their work and studies.
Not only that, women who work in college also feel pressure to the demands of
the company that affect their lives in education and personal. The low level of
work-life balance and life outside of work can cause stress to employees.
Lack of work-life balance practices in the world of work is one of the
factors that trigger stress. because the increasing number of demands from the
world of work and also the world of college, often causes stress for
individuals who live it. This will have a negative impact on the work itself
and cause employee performance to decline
5.3. Work Conflict Partially Affects Job
Satisfaction
results of this study indicate that partially there is a
significant influence with a negative direction between work conflict and job
satisfaction. This provides an explanation that the higher the work conflict,
the lower the job satisfaction.
The
parameter estimation for testing the effect of conflict on employee job
satisfaction shows a probability value that is smaller than alpha 0.05, meaning
that conflict has a negative effect on employee job satisfaction. Thus it can
be concluded that the conflict has a negative effect on employee job
satisfaction, it can be accepted. The negative value explains that there is a
unidirectional influence, namely if the conflict increases, the employee's job
satisfaction will decrease. This means that the increasing inability of
employees to avoid conflict has an effect on decreasing employee job
satisfaction. The results of this study are in line with research by Alfiah (2013) and Almutairi (2013), which found that there
was a negative effect of conflict variables on employee job satisfaction.
Job
satisfaction and conflict is one of the problems that arise in the
organization. This can be due to the employee's incompatibility with what is
desired and what is expected in the work environment, it can also occur outside
the employee's work environment. If a conflict cannot be resolved properly, it
will have a negative impact on the organization directly or indirectly.
According to Yuniko et al. (2021) family-work
conflict is defined as a form of inter-role conflict in which the role has
pressure from work and family, due to lack of balance and incompatibility in
carrying out its roles. According to De Sousa Sabbagha et al. (2018) explains that job
satisfaction is a positive feeling about work, resulting from an evaluation of
its characteristics.
Conflict
within the company occurs in various forms that hinder the relationship of
individuals with groups or larger groups. Dealing with people who have
different views, often has the potential for friction, hurt, and others (Afrizal et al., 2014).
Studying
while working raises its own challenges for each individual, such as the
lecture process and work that consumes time and energy. Another challenge is
when the tasks in each place do not achieve maximum results, due to poor time
management. It is possible that the workload of the office and college are
equally important to make them physically and psychologically exhausted. This
tends to bring up negative and sensitive emotions, so conflicts with the people
around will occur.
Based on the
results of the answers, female respondents who worked while studying stated
that they felt they had sacrificed one task for the purpose of completing
another task. This means that if women who work while studying cannot manage
their lecture activities and work well, then one of the activities will be
sacrificed. In addition, working women who study at the university have
different perceptions of their co-workers in determining solutions to
work-related problems. Conditions like this often trigger conflicts that occur
in the life of the company, if not handled seriously it will reduce the level
of job satisfaction
CONCLUSION
According to the results of the analysis that has been
carried out in connection with the effect of work life balance and conflict on
job satisfaction, the conclusions that can be drawn from the results of the
study are Based on the results of
the F test, work life balance and conflict have an effect on job satisfaction
for women who work while studying in Gorontalo. Work life
balance partially has a significant positive effect on job satisfaction for
female workers who work while studying in Gorontalo. Conflict partially
negative and significant effect on job satisfaction.
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Rahmisyari, Poppy Mu'jizat,
Sri Meike Jusup (2022)
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Devotion - Journal of Community Service
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