The effect of multiple role conflicts and work stress on the work performance of female employees

Muis, Masyitha; Naiem, M. Furqaan; Arsin, A. Arsunan; Darwis, A. Muflihah; Thamrin, Yahya; Hans, Nurul Anniza Putri

doi:10.1016/j.gaceta.2020.12.025

Cited by 29 publications

(31 citation statements)

References 6 publications

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“…According to Sopiah (2018), interpreting conflict is a condition that is perceived to exist between parties or rather feel a discrepancy between the goals and opportunities to interfere in efforts to achieve the goals of the other party (15). The results of this study are also in line with the research conducted by (16), from the results of the study showed that the variables of work conflict had a significant effect on the performance of nurses. From the results of the respondents' answers explaining their opinions in the work conflict questionnaire, the dominant nurses of Royal Prima Marelan Hospital gave the assumption that work conflicts within the company must be affirmed so that nurses can complete their work by the period determined by the company.…”

Section: Test the Partial Hypothesis Of Work Conflict Variablessupporting

confidence: 90%

Analysis of the Effect of Supervision on the Performance of Nurses with Work Conflicts as Moderator at Royal Prima Marelan Hospital

2022

JEFMS

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Nurses as part of the hospital organization, of course, are required to be able to provide effective and efficient services. But in reality, the services received by patients are not in line with expectations, this can be due to a lack of supervision and the presence of conflicts between nurses. This study aims to analyse the effect of supervision on the performance of nurses with work conflicts as moderators at Royal Prima Marelan Hospital. Explanatory descriptive quantitative research method, conducted at Royal Prima Marelan Hospital in July 2022. For the population of 151 people, a sampling technique using Slovin with a confidence level of 95%, obtained 139 samples. Data analysis used multiple linear regression, and T-test and Test F. Research results of supervisory variables and conflict variables had a calculation of 4,522 and 3,870 with a table t value of 1.977 then the calculated>table value at α= 5% (4.522 and 3.870>1.977), with a significant value of 0.002 smaller than 0.05 (0.000<0.05) so that the H0 research results were rejected and H1 was accepted. The value of the coefficient of determination (Adjusted R Square) is 0.430. Supervision variables (X1) and Work Conflict variables (X2 partially affect nurse performance (Y) at Royal Prima Marelan Hospital. The value of the coefficient of determination is 43%, while the remaining 57% is a variation of other variables that were not studied in this study, such as motivation, incentives, and so on.

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Section: Test the Partial Hypothesis Of Work Conflict Variablessupporting

confidence: 90%

Analysis of the Effect of Supervision on the Performance of Nurses with Work Conflicts as Moderator at Royal Prima Marelan Hospital

2022

JEFMS

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“…Work-family conflict is considered more problematic than family-work conflict because of the higher frequency of experiencing work-family conflict than family-work conflict (Turliuc & Buliga, 2014). In contrast, the findings of Muis et al (2021) is that dual role conflict at home makes women's performance disrupted in the office. According to Turliuc and Buliga (2014), work-family conflict can trigger high levels of stress and low satisfaction levels.…”

Section: Discussionmentioning

confidence: 99%

Quality of Marriages of Husband-Wife Families Working in the Formal Sector During the Covid-19 Pandemic as well as Work-Family Conflicts and Family Interactions That Occur

Dyoga

Herawati²,

Defina³

2022

JFS

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The COVID-19 that has occurred has changed all human routines. COVID-19 has also prompted countries to issue work from home (WFH) policies. With this policy, the line between office work and homework is invisible. This condition triggers conflict, especially between husband and wife working, namely between work and family. However, good interaction between family members can be a mediator for working couples. In this regard, the study aims to analyze family interactions and the effect of work-family conflict on the quality of marriage for husband and wife working families during the COVID-19 pandemic. The design of this research is a cross-sectional study and was carried out in the city of Bogor in March 2021. Research respondents are wives who work in the formal sector and have school-age children, and the number is 65 families. The method in this study was self-administered, and an online questionnaire was used. Analysis of the influence of family characteristics, work-family conflict, and family interaction on marriage quality used regression test. As a result, during the COVID-19 pandemic, marriage quality was in the high category, with work-family conflict in the low category and family interactions were in the moderate category. Based on the regression test results, it is known that the quality of marriage is positively and significantly influenced by the length of the marriage and negatively significantly by work-family conflict. The research implication is that work-family conflicts can be overcome with good interactions between family members during the pandemic.

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“…First, In management, to improve employee performance in an organization, it is necessary to integrate an increase in entrepreneurial leadership, high-performance work systems and employee creativity (Faramarzpour et al, 2021). This situation encourages the need for good employee performance through sustainable development that increases the employee's performace and will impacting the company's performance (Muis et al, 2021). The current quality of life is not disturbed and maintained natural resources for future generations (Jung et al, 2021).…”

Section: Findings and Discussionmentioning

confidence: 99%

A Review of Employee Performance: Mini-Review Approach

Lestari

Riyanto

2021

DIJMS

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Employee Performance relate to work motivation that exists in a person becomes a frame of reference in realizing a behavior directed at personal goals. In conclusion, In improving the employee performace and also employee commitment, a good organization should look at the level of job satisfaction of employees. From 17 articles on this mini review, we can find fact that employee performace have psotive correlation with job satisfaction. Such as High-performance work system has a significant positive effection employee creativity and employee performance, and employee creativity also has a significant positive effect on employee performance. Also we can look from the employee themselves, employees who are able to learn the position and meaning of a brand through their well-informed manager are in a better position to develop their own performance and ability, and related to company, it will give them possibility to have strong relationship to a brand, as well as to provide exceptional service to customers

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The effect of multiple role conflicts and work stress on the work performance of female employees

Cited by 29 publications

References 6 publications

Analysis of the Effect of Supervision on the Performance of Nurses with Work Conflicts as Moderator at Royal Prima Marelan Hospital

Analysis of the Effect of Supervision on the Performance of Nurses with Work Conflicts as Moderator at Royal Prima Marelan Hospital

Quality of Marriages of Husband-Wife Families Working in the Formal Sector During the Covid-19 Pandemic as well as Work-Family Conflicts and Family Interactions That Occur

A Review of Employee Performance: Mini-Review Approach

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