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All Journal Advances in Human Resource Management Research Journal of Economic Education and Entrepreneurship Studies
Syamsul Alam
Sekolah Tinggi Ilmu Ekonomi Makassar Bongaya, Indonesia
Economics, Econometrics & Finance Other

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Role Conflict and Role Ambiguity as Predictors of Job Stress Among Women Entrepreneurs: The Mediating Role of Work-Family Conflict Syamsul Alam; Yana Fajriah; Nurhasni Muis; Muh Yushar Mustafa; Muh Al Fatah Arief Putra; Muh Irwan Nur Hamiddin
Journal of Economic Education and Entrepreneurship Studies Vol. 7 No. 1 (2026)
Publisher : Department of Economics Education, Faculty of Economics, Universitas Negeri Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62794/je3s.v7i1.4

Abstract

Women entrepreneurs often face overlapping demands from business and family domains, making them particularly vulnerable to role-related stress. This study investigates the effects of role conflict and role ambiguity on job stress among women entrepreneurs in Makassar, Indonesia, with work-family conflict examined as a mediating mechanism. A quantitative explanatory design was employed, using data collected from 250 women entrepreneurs through purposive sampling. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to assess both direct and indirect relationships among the constructs. The findings show that role conflict has a significant positive effect on job stress, whereas role ambiguity does not have a direct significant effect. However, both role conflict and role ambiguity significantly increase work-family conflict, which in turn exerts a significant positive effect on job stress. These results indicate that job stress among women entrepreneurs is shaped not only by work-related role pressures, but also by the spillover of incompatible demands across work and family domains. The study contributes to the women’s entrepreneurship literature by integrating role stress and work-family interface perspectives into a unified explanatory framework. Practically, the findings suggest that improving role clarity, minimizing incompatible role expectations, and strengthening boundary management strategies are essential for reducing job stress and sustaining women’s entrepreneurial engagement.
Leadership and Implementation of Total Quality Management (TQM) on Employee Performance with the Mediating Role of Motivation Yana Fajriah; Syamsul Alam; Edy Jumady; Heslina Heslina; Reski Arianty Akob
Advances in Human Resource Management Research Vol. 4 No. 1 (2026): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v4i1.780

Abstract

Purpose: This study aims to examine the effects of leadership and Total Quality Management (TQM) on employee performance, with motivation as a mediating variable, at the Regional Drinking Water Company (Perumda Air Minum) in Makassar City. Research Method: This research employed a quantitative causal-explanatory approach. The population consisted of 163 permanent employees, and a census sampling technique was applied, in which all employees were selected as respondents. Data were collected via questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software. Results and Discussion: The findings indicate that leadership has a positive and significant effect on employee performance and employee motivation. TQM also positively and significantly affects employee performance and motivation. Furthermore, motivation has a significant positive effect on employee performance. Motivation was shown to mediate the relationships between leadership and performance, as well as between TQM and performance. These results suggest that effective leadership practices and the consistent implementation of TQM can improve employee motivation, ultimately enhancing organizational performance. Implications: The organization should strengthen leadership, improve employee engagement, maintain continuous quality improvement, and develop motivational strategies such as rewards, recognition, and career development programs. These actions are expected to enhance employee productivity and service quality.
Co-Authors Edy Jumady Heslina Heslina Muh Al Fatah Arief Putra Muh Irwan Nur Hamiddin Muh Yushar Mustafa Nurhasni Muis Reski Arianty Akob Yana Fajriah