The Divergence of the Term of ‘Supports Received by Employees in Organization’ in the Context of Work-Family Conflict

Work-family conflict is a problem experienced by many employees, particularly married female employees. Schedules and work demands can make it difficult for workers in doing family tasks, or conversely, excessive family demands could complicate the fulfillment of the demands of the job. This can lead to work-family conflict. There are many studies that examined supports given in organizations to reduce work-family conflict. Uniquely, each study used their own terms in naming variables. These divergences can make it difficult for the readers and researchers who are interested in the same topic to categorize the variables. This literature review aimed to examine and classify the various terms in the variables used in these studies into specific categories related to the support received by employees in the organization. This study was conducted on 60 articles published between 1991-2022. Results showed that there were 62 terms on ‘supports received by employees in the workplace’ which each research could use more than one support variables or the parts of it. These terms were analyzed to be put into four categories: perceived organizational support, social support, family friendly policy, and family friendly culture. However, some categories used to group these variables still have the sense of overlap, although the categories are pretty popular in human resource management researches, especially those related to efforts to deal with stress or conflict. Implications of work-family conflict research are discused

Cyberloafing in the Millennial Generation in Java, Indonesia: Its Role in Mediating the Impact of Work Overload on Performance

The millennial generation dominates the workforce at this time. Therefore their performance is important to improve the quality of the company's work. Unfortunately, the millennial generation has a tendency to feel excessive stress at work, especially because the workload is felt to be excessive. This work overload can make the millennial generation have the potential to do cyberloafing as an act of self-relaxation. Therefore, this study examines the mediating role of cyberloafing on the effect of workload on performance in millennial generation employees. The population of this study is the millennial generation on Jaw Island, with a total sample of 218 people. Data were analyzed using the "Causal Step" method from Baron and Kenny. The results showed that excessive workload has a negative effect on employee performance, where cyberloafing shows a partially mediating role. So workload can affect performance both through the mediation of cyberloafing and without going through it.Keywords: cyberloafing behavior, millennial generation, performance, work overload

Waktu adalah Masalahnya: Menyeimbangkan Konflik Pekerjaan Keluarga untuk Mengurangi Stres Kerja [English: Time is the Matter: Balancing Work-Family Conflict to Mitigate Job Stress]

This study investigated the effect of time demand of job role on multiple role conflicts (work-family conflict or family work conflict), and the implications of these 2 kinds of multiple role conflict to job stress.Population of this study were married women nurses who had at least 1 child. Sample was nurses employed in hospitals in Jogjakarta. There were 110 respondents participated in this research. Path analyses with Ordinary Least Square (OLS) was used to test mediating effects of multiple role conflict. Result showed that whether work-family conflict or family-work conflict had mediating effect on relationship between time demand of job role and job stress. Keywords: time demand of job role, work-family conflict, family-work conflict, job stress

Environmental factors, motivational factors, and individual personality in the relationship model framework of knowledge sharing behavior

This research aimed to analyze the relationship model of environmental factors, motivational factors, individual personality factors, and individual innovation capability in the term of knowledge sharing behavior. Environmental factors consist of organizational climate and Organizational Citizenship Behavior (OCB), while motivational factor consist of trust, social capital, and job satisfaction. This research was implemented in two phases. First, we analyzed the relationship of motivational factors and environmental factors on knowledge sharing behavior. Second, we analyzed influence of environmental factors on individual innovation capabilities moderated by individual personality. Data was analyzed using hierarchical regression, multiple regression, and simple linear regression analysis. Sample was employees of Islamic banks in DIY. Results showed that the organizational climate, organizational citizenship behaviour, social capital, trust and job satisfaction affected knowledge sharing behavior positively. Results also showed that individual personality didn’t moderate the relationship between environmental factors and knowledge sharing behavior, and that knowledge sharing behavior impacted individual innovation capability positively.peer-reviewe

Orchestral Leadership: An Inspiration from the Musical World

The more flat the organization, the more protean the career. A career contract is no longer an agreement between a person and an organization, but an agreement between a person and the world of work. This is a challenge for management to link the workforce with the vision and mission of the organization. One solution is to apply an orchestral leadership style. In this leadership style, workers have freedom to find their own career direction while strengthening the vision and mission of the organization