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All Journal Bandung Conference Series: Psychology Science
Anna Rozana
Prodi Psikologi, Fakultas Psikologi, Universitas Islam Bandung, Indonesia
Humanities Education Social Sciences

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Pengaruh Work Family Conflict terhadap Turnover Intention pada Guru SMP Swasta Annisa Maharani; Anna Rozana
Bandung Conference Series: Psychology Science 861-868
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.24102

Abstract

Abstract. Teachers in private junior high schools who are married and have children perform simultaneous roles as educators and family members, creating the possibility of work-family conflict and Turnover intention. This study aimed to examine the effect of work-family conflict on Turnover intention among private junior high school teachers in Lembang District. The study used a quantitative causal design. Participants were 95 private junior high school teachers who were married, had children aged up to 21 years, had at least one year of work experience, and worked in junior high schools in Lembang District. Data were collected through questionnaires using the Work-family conflict Scale developed by Carlson et al. (2000) and adapted by Kuntari (2018), and a Turnover intention scale based on Mobley et al. (1978) adapted by the researcher. Data were analyzed using multiple linear regression. The results showed that work-family conflict was in the moderate category (54.7%), while Turnover intention was also in the moderate category (55.8%). Work interference with family (WIF) and family interference with work (FIW) jointly had a significant positive effect on Turnover intention (F = 154.893; p < .001), with an adjusted R² of .766. Thus, work-family conflict explained 76.6% of the variation in Turnover intention, while the remaining 23.4% was explained by other factors. Abstrak. Guru SMP swasta yang telah menikah dan memiliki anak menjalankan peran sebagai pendidik sekaligus anggota keluarga sehingga berpotensi mengalami konflik antara tuntutan pekerjaan dan keluarga. Konflik tersebut dapat berkembang menjadi keinginan untuk meninggalkan pekerjaan. Penelitian ini bertujuan menganalisis pengaruh work-family conflict terhadap Turnover intention pada guru SMP swasta di Kecamatan Lembang. Penelitian menggunakan pendekatan kuantitatif dengan desain kausalitas. Responden berjumlah 95 guru SMP swasta yang telah menikah, memiliki anak hingga usia 21 tahun, memiliki masa kerja minimal satu tahun, dan bekerja di Kecamatan Lembang. Pengumpulan data dilakukan menggunakan Work-family conflict Scale Carlson et al. (2000) yang telah diadaptasi oleh Kuntari (2018), serta skala Turnover intention berdasarkan Mobley et al. (1978) yang diadaptasi oleh peneliti. Data dianalisis menggunakan regresi linier berganda. Hasil penelitian menunjukkan work-family conflict berada pada kategori sedang (54,7%), sedangkan Turnover intention juga berada pada kategori sedang (55,8%). Secara simultan, work interference with family (WIF) dan family interference with work (FIW) berpengaruh positif dan signifikan terhadap Turnover intention (F = 154,893; p < 0,001), dengan adjusted R² sebesar 0,766. Artinya, work-family conflict menjelaskan 76,6% variasi Turnover intention, sedangkan 23,4% sisanya dijelaskan oleh faktor lain.
Pengaruh Job Crafting terhadap Work Engagement pada Perawat di RSUD X Syahrani Aprilia; Anna Rozana
Bandung Conference Series: Psychology Science 1265-1272
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25186

Abstract

Abstract. Nurses face clinical and administrative demands, shift work systems, and emotional pressure that may affect their engagement at work. Job crafting is a proactive behaviour in which employees adjust job demands and resources to support work engagement. This study aimed to describe job crafting and work engagement and to analyse the effect of each job crafting dimension on nurses’ work engagement at RSUD X. This study employed a quantitative approach with a causal and cross-sectional design. The population consisted of 418 clinical nurses, of whom 244 respondents were selected using proportionate stratified random sampling. Data were collected using the Indonesian versions of the Job crafting Scale and the Utrecht Work engagement Scale-17 and analysed using multiple linear regression. The results showed that 50.8% of respondents had high job crafting, while 50.4% had high work engagement. Simultaneously, the four dimensions of job crafting had a significant effect on work engagement and explained 27.7% of its variance. Partially, increasing structural job resources and increasing challenging job demands had positive and significant effects, whereas the other two dimensions were not significant. Competency development, learning opportunities, and well-managed job challenges should therefore be prioritised to maintain nurses’ work engagement. Abstrak. Perawat menghadapi tuntutan klinis, administratif, sistem kerja bergilir, dan tekanan emosional yang dapat memengaruhi keterikatan kerja. Job crafting merupakan perilaku proaktif dalam menyesuaikan tuntutan dan sumber daya pekerjaan untuk mendukung work engagement. Penelitian ini bertujuan menggambarkan job crafting dan work engagement serta menganalisis pengaruh setiap dimensi job crafting terhadap work engagement perawat di RSUD X. Penelitian menggunakan pendekatan kuantitatif dengan desain kausalitas dan pengambilan data secara potong lintang. Populasi penelitian terdiri atas 418 perawat klinis, dengan 244 responden yang dipilih melalui proportionate stratified random sampling. Data dikumpulkan menggunakan kuesioner Job crafting Scale dan Utrecht Work engagement Scale-17 versi Indonesia, kemudian dianalisis dengan regresi linear berganda. Hasil penelitian menunjukkan bahwa 50,8% responden memiliki job crafting tinggi dan 50,4% memiliki work engagement tinggi. Secara simultan, keempat dimensi job crafting berpengaruh signifikan dan menjelaskan 27,7% variasi work engagement. Secara parsial, increasing structural job resources dan increasing challenging job demands berpengaruh positif dan signifikan, sedangkan dua dimensi lainnya tidak berpengaruh signifikan. Pengembangan kompetensi, kesempatan belajar, dan pemberian tantangan kerja yang terkelola perlu diprioritaskan untuk mempertahankan work engagement perawat.
Pengaruh Kepemimpinan Leader-Member Exchange terhadap Job Satisfaction Supervisor Infrastruktur Pt. X Cyrilla Najwa Rihhadatul Aisy; Anna Rozana
Bandung Conference Series: Psychology Science 1313-1320
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25511

Abstract

Abstract. Job satisfaction is an important factor in organizational productivity. The declining level of employees' job satisfaction in Indonesia highlights the need to examine factors influencing it, including the quality of the supervisor–subordinate relationship through Leader–Member Exchange (LMX). This study examined the effect of LMX on the job satisfaction of first-line supervisors at PT X. A quantitative, non-experimental ex-post facto correlational design was used. Data were obtained from 104 first-line supervisors selected through total sampling. The Leader–Member Exchange Multidimensional Measure (LMX-MDM) and the Job Satisfaction Survey (JSS) were analyzed using multiple linear regression. The results showed that all LMX dimensions and job satisfaction were at high levels. LMX significantly affected job satisfaction and explained 31.1% of its variance. Partially, affect and loyalty had no significant effect, contribution had a negative effect, while professional respect had a positive effect. These findings indicate that supervisors' competence and professionalism play a greater role in shaping job satisfaction than interpersonal closeness. Abstrak. Job satisfaction merupakan faktor penting dalam mendukung produktivitas organisasi. Menurunnya tingkat job satisfaction pekerja di Indonesia menunjukkan pentingnya mengkaji faktor yang memengaruhinya, termasuk kualitas hubungan atasan dan bawahan melalui Leader-Member Exchange (LMX). Penelitian ini bertujuan mengetahui pengaruh LMX terhadap job satisfaction first-line supervisor di PT X. Penelitian menggunakan pendekatan kuantitatif dengan desain non-eksperimental ex-post facto korelasional. Data diperoleh dari 104 first-line supervisor menggunakan teknik total sampling. Pengukuran dilakukan dengan Leader–Member Exchange Multidimensional Measure (LMX-MDM) dan Job Satisfaction Survey (JSS), kemudian dianalisis menggunakan regresi linear berganda. Hasil penelitian menunjukkan seluruh dimensi LMX dan job satisfaction berada pada kategori tinggi. LMX berpengaruh signifikan terhadap job satisfaction dan menjelaskan 31,1% variasinya. Secara parsial, afeksi dan loyalitas tidak berpengaruh, kontribusi berpengaruh negatif, sedangkan penghargaan profesional berpengaruh positif. Temuan ini menunjukkan bahwa kompetensi dan profesionalisme atasan lebih berperan dalam membentuk job satisfaction dibandingkan kedekatan interpersonal.
Pengaruh Work-Family Conflict terhadap Organizational Citizenship Behavior pada Saleswoman Febriasyalva Celica Annissa Sanggara; Anna Rozana
Bandung Conference Series: Psychology Science 1423-1432
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25887

Abstract

Abstract. The increasingly tight competition in the job market encourages organizations to pay attention to employes' extra-role behaviors, one of which is organizational citizenship behavior (OCB). In married and family-oriented saleswomen, the dual roles between work and family have the potential to create work-family conflict (WFC) that can affect organizational citizenship behavior (OCB). This study aims to determine the impact of work-family conflict on organizational citizenship behavior among car dealership saleswomen in Bandung City. The research uses a quantitative approach with a causal design. Data were collected thru an online questionnaire from 102 saleswomen who are married, aged 25–44 years, and have worked for at least one year. The measurement tools used were the WFC scale from Carlson et al. (2000) adapted by Kuntari (2017) and the OCB scale constructed by Tentama and Subardjo (2018). The research results show that work-family conflict has a significant positive effect on organizational citizenship behavior with a coefficient of determination (Adjusted R Square) value of 0.577 or 57.7%. Partial tests indicate that only the dimension of work interference with family (WIF) significantly affects organizational citizenship behavior. These findings indicate that an increase in work-family conflict does not always lead to a decrease in OCB. In saleswomen, work demands are believed to still encourage individuals to maintain extra-role behavior as a form of commitment to their work and the achievement of organizational targets. Abstrak. Persaingan dunia kerja yang semakin ketat mendorong organisasi memperhatikan perilaku ekstra peran karyawan, salah satunya organizational citizenship behavior (OCB). Pada saleswoman yang telah menikah dan berkeluarga, peran ganda antara pekerjaan dan keluarga berpotensi memunculkan work-family conflict (WFC) yang dapat memengaruhi OCB. Penelitian ini bertujuan mengetahui pengaruh work-family conflict terhadap organizational citizenship behavior pada saleswoman dealer mobil di Kota Bandung. Penelitian menggunakan pendekatan kuantitatif dengan desain kausalitas. Data dikumpulkan melalui kuesioner daring kepada 102 saleswoman yang telah menikah, berusia 25–44 tahun, dan bekerja minimal satu tahun. Alat ukur yang digunakan adalah skala WFC dari Carlson et al. (2000) yang diadaptasi Kuntari (2017) serta skala OCB yang dikonstruksi Tentama dan Subardjo (2018). Hasil penelitian menunjukkan bahwa work family con flictberpengaruh positif signifikan terhadap organizational citizenship behavior dengan nilai koefisien determinasi (Adjusted R Square) sebesar 0,577 atau 57,7%. Uji parsial menunjukkan hanya dimensi work interference with family (WIF) yang berpengaruh signifikan terhadap organizational citizenship behavior. Temuan ini menunjukkan bahwa meningkatnya konflik dari tuntutan pekerjaan terhadap keluarga tidak selalu diikuti penurunan OCB. Pada saleswoman, tuntutan pekerjaan diduga tetap mendorong individu mempertahankan perilaku ekstra peran sebagai bentuk komitmen terhadap pekerjaan dan pencapaian target organisasi.
Co-Authors Annisa Maharani Cyrilla Najwa Rihhadatul Aisy Febriasyalva Celica Annissa Sanggara Syahrani Aprilia