Studi Eksplorasi Iklim Organisasi Pada Unit Layanan Jasa Penyeberangan Laut KMP X

Kerasnya kehidupan laut, telah menjadi bagian hidup dari pelaut. Untuk dapat bertahan, organisasi memiliki peran dalam menciptakan iklim organisasi yang mendukung kelancaran tugas pelaut. Penelitian ini bertujuan untuk mengetahui iklim organisasi, yang meliputi makna iklim, bagaimana iklim terbentuk serta bagaimana kehidupan organisasi dengan adanya iklim-iklim. Penelitian dilakukan di KMP X yang beroperasi di perairan Madura. Metode penelitian yang digunakan adalah metode kualitatif, dengan analisis tematik untuk menganalisis data. Pengumpulan data menggunakan teknik wawancara dan observasi. Jumlah partisipan dalam penelitian ini adalah 9 orang yang merupakan awak kapal KMP X. Hasil penelitian ini adalah adanya tiga fungsi yang menjadi makna iklim religiusitas yaitu fungsi edukatif, fungsi penyelamat dan fungsi kontrol sosial. Selain itu diketahui adanya tiga fungsi yang menjadi makna iklim kekeluargaan yaitu fungsi afeksi, fungsi pelindung, fungsi pembimbing. Dampak dari kedua iklim tersebut adalah, pekerja merasakan kepuasan, adanya toleransi terhadap keragaman karakteristik serta kolektivitas kerja yang mendukung terbentuknya efektivitas organisasi

Correlation between Work Family Conflict Self-Efficacy, Supervisor Support, and Spouse Support with Work Family Enrichment on Female Worker in Tourism Sector

This study was aimed at examining the correlation between spouse support, supervisor support and wok family conflict self-efficacy with work family enrichment. Work family enrichment is one of the benefit from taking the role in the family and work domain. The factors influencing work family enrichment were including work family conflict, supervisor support, and spouse support. The measurement of supervisor and spouse supports used were standardized measurements developed by Project 3535, a multinational research project to study work and family life, in which Artiawati as the one of collaborators. Furthermore, the measurement of work family enrichment and work family conflict self-efficacy were used the measurement of Hennessy (2007) and adapted by Artiawati and Luh Putu Ratih Andhini. The results from this study showed that: (1) there is a significant correlation between spouse support, supervisor support and work family conflict self-efficacy with work family enrichment (2) work family conflict self-efficacy has strongest association with work family enrichment, followed by supervisor support and spouse support

BERTAHAN MENEMBUS TANTANGAN KEHIDUPAN: STUDI KASUS PADA PEREMPUAN PENCARI NAFKAH UTAMA

Penelitian ini menggambarkan dukungan sosial yang diterima perempuan pencari nafkah utama serta kesesuaian nilai diri perempuan sebagai pencari nafkah utama. Penelitian ini menggunakan pendekatan kualitatif dengan paradigma interpretif dan pendekatan studi kasus. Partisipan adalah empat perempuan pencari nafkah bagi utama bagi keluarga di Surabaya. Metode pengambilan data yang digunakan adalah wawancara dan observasi. Penelitian ini memiliki beberapa temuan, perempuan menjadi breadwinner karena situasi ekonomi, sementara untuk bertahan hidup harus ada seseorang untuk pemenuhan kebutuhan ekonomi. Dukungan sosial diterima dari orang terdekat seperti ibu kandung, rekan kerja dan pasangan. Ditemukan satu partisipan yang mengalami ketidakcocokan preferensi nilai diri.

Religiosity and the work-family interface across cultures

Religiosity has not been a focus of cross-cultural/national comparative research on the work-family interface thus far (Allen et al., 2020), even though it may play a major role in shaping beliefs about work and family roles and responsibilities in social groups (Rogers & Franzen, 2014). Including religiosity into our studies may advance our understanding of work-family relationships across cultures (Allen et al., 2020). Using data from the International Study of Work and Family (ISWAF), this paper examines the impact of religiosity at the individual and country levels on both directions of work-family conflict and positive spillover among 9,985 employees in 29 countries/territories. We draw on conservation of resources theory (Hobfoll, 1989) to predict individual-level relationships between religiosity and work-family conflict and positive spillover, and on person environment/culture fit theory (Edwards, 2008; Fry, 1987) to explore the impact of religiosity at the country level on those relationships. Contrary to predictions, we find a positive relationship between individual religiosity and family-to-work conflict (but not work-to-family conflict), indicating that religious employees report stronger interference of family into work. However, in more religious countries/territories religious employees report less conflict in both directions than less religious employees. In more secular countries/territories, we find reversed effects. As for positive spillover, we observe the hypothesized significant positive effects of religiosity on both directions of spillover but no significant country or cross-level interaction effects. Hence, religiosity seems to be both a demand and a resource and its effect is partially dependent on the religious country-level context

Early lessons from the International Study of Work-Family Experiences

The International Study of Work-Family Experiences (ISWAF) is a large-scale comparative cross-national study that was recently set up and is being launched in 35 countries across the globe. ISWAF aims at analyzing the impact of national context and in particular cultural values on individuals’ work-family conflict, enrichment, and balance, as well as on the management of boundaries between work and family roles. The panel aims at sharing the on-going experiences of scholars contributing to ISWAF, for the benefit of all those interested in cross-national work-family research and in the challenges of designing and coordinating large-scale comparative surveys. First, Barbara Beham will share early lessons learned from the setting up of ISWAF (survey design and collaborators’ network). Second, Ameeta Jaga and Artiawati Mawardi will analyze their experiences collecting data in South Africa and Indonesia, respectively. Third, Ariane Ollier-Malaterre will discuss how ISWAF is attempting to capture sub-cultures and within-country heterogeneity, in the Canadian context and beyond. Fourth, Suzan Lewis will explore how ISWAF could be used in tandem with qualitative approaches, or serve as a first step for emic in-depth studies. Last, Andreas Baierl will put forth ideas regarding data analysis strategies most likely to be relevant for the multi-level data being collected. Discussants: • Tammy Allen, University of South Florida • Ariane Ollier-Malaterre, Université du Québec à Montréal (UQAM) - École des Sciences de la Gestion (ESG) Presenters: • Barbara Beham, Berlin School of Economics and Law; • Ameeta Jaga, University of Cape Town; • Artiawati, University of Surabaya; • Suzan Lewis, Middlesex University; • Andreas Baierl, University of Vienna

Coping terbaik untuk mendapatkan work–family enrichment di masa pandemi Covid-19

During work from home during the pandemic, employees could gather with family. Positive experiences with family can improve the quality of work experiences and vice versa (work-family enrichment). However, employees need good coping skills to deal with stressors and have a positive experience. This study aims to examine the relationship between problem-focused, emotion-focused, and avoidant coping with work-family enrichment (WFE) and to determine the most effective type of coping that can be applied to achieve WFE. The research subjects were 121 permanent employees selected by non-random accidental sampling. Data analysis was performed by multiple linear regression. The study found that problem-focused and avoidant coping were related to WFE, W-FE, and F-WE. However, emotion-focused coping only correlated with the direction of W-FE. These results mean that problem-focused and avoidant coping support the realization of work-family enrichment from both directions. In contrast, emotion-focused coping is negatively related to the W-FE direction. Employees are expected to be able to focus on solving problems or diverting themselves from problems to achieve work-family enrichment

Work-Family Climate and Work-Family Conflict on Medical Representative

Work climate organization is one of the reasons why work-family conflict occurs. Although research on work-family climate and work-family conflict has been widely carried out in Europe and America, there are still few studies that examine the relationship between the two in Asia, especially in Indonesia. This study aims to examine the relationship between work-family climate and work-family conflict at medical representatives. The method used is quantitative by collecting data through purposive sampling technique and using 105 medical representative respondents who are married and have children. Using Kossek's work-family climate scale and Carlson's standard work-family conflict scale adapted by Artiawati. Data were analyzed using regression analysis. The results of the study simultaneously obtained F = 5.487 p <0.021, which means that there is a relationship between work-family climate and family work conflicts at medical representatives in Indonesia. This result further strengthens that the work-family climate has a relationship with work-family conflict in medical representatives in Indonesia, but partially the work climate has no correlation with work-family conflict. This study concludes that if work-family claims share concerns and make sacrifices well, it can reduce work-family conflict for medical representatives

Peran Core Self-Evaluation dan Dukungan Atasan terhadap Pengayaan Kerja Keluarga

In recent years, the number of women workers has increased, it means women participate in both work and family roles together. Interaction between work family life can also provide benefits in improving the quality of work-family life if managed properly. Core self-evaluation and supervisor support are the factors that cannot be separated from work-family life. The purpose of this study is to examine the role of core self-evaluation and supervisor support in predicting work-family enrichment using quantitative research method and collecting data through questionnaire. Measurements used in this study were Work-Family Enrichment Scale, Core Self-Evaluation Scale, and Supervisor Support Subscale from the Social Support Scale include supervisor emotional and instrumental support. Data were collected from 113 employees aged 20-59 with at least one child. The result indicates that core self-evaluation and supervisor support are the predictors of work-family enrichment. However, instrumental support from supervisor is not a predictor of work-family enrichment. Work-family enrichment happens when the individual has a positive core self-evaluation and sensing that the individual got support from supervisor

PSYCHOSOCIAL SAFETY CLIMATE AND WORK-SCHOOL CONFLICT IN WORKING UNIVERSITY STUDENTS

Students who are also working experience various difficulties in managing their working life and their studies at the same time. This can lead to work-school conflict. Psychosocial safety climate in the work environment can be an antecedent because it can reduce work-school conflict. This study aims to examine the relationship between psychosocial safety climate and work-school conflict in working students. Data were collected using the PSC-12 and WSC scales through a Google Form. A total of 108 working students, selected through a convenience sampling method, participated in this study. Data analysis was done using multiple regression analysis tests. The results showed that psychosocial safety climate was able to predict work-school conflict (R2 = 0.067; p = .007, p &lt; 0.05). Aspects of management support and commitment have the most significant role among the aspects of psychosocial safety climate in predicting work-school conflict in working students

Family Supportive Supervisor Behavior and Father Involvement in Parenting: The Role of Work Family Conflict as a Mediator

The role of father in parenting is as important as the role of father as a breadwinner.The effort to meet the demands of both work and family life simultaneously can lead to work-family conflict among working fathers, which can reduce father involvement in parenting. It is important to study about resource in the work environment that can minimize work family conflict. Family supportive supervisor behavior has the potential to reduce the work family conflict and thus increase father involvement in parenting. This study was aimed at examining the relationship between family supportive supervisor behavior and father involvement as mediated by work family conflict. The total number of 188 working fathers in the state-owned banks in Indonesia participated in this study. The purposive sampling method applied in collecting data. The results showed that work family conflict partially mediated the relationship between family supportive supervisor behavior and father involvement (indirect effect =2.034, p=0.042; direct effect =10.265, p=0.001; total effect=9.504, p=0.001). Some important findings from the research include: • Supervisor support for family life is needed by working fathers in order to reduce work family conflict so that the fathers can better involve in parenting. • Long working hour and stress due to work is one of the obstacle for working fathers to involve in parenting • Gender orientation has an association with father involvement in parenting. Supervisor as the role model and creative work family management are the most significant aspects in influencing work family conflict and father involvement in parenting. Reducing excessive working hours is also important in reducing work family conflict of working fathers. It is suggested for further research to consider gender role orientation in predicting father involvement in parenting. Keyword : father involvement in parenting, family supportive supervisor behavior, work family conflic