Work-Family Conflict and Worker’s Performance during Covid-19 Pandemic: What is the Role of Readiness to Change Mentality?

Abstract

This study aimed to measure the effect of work-family conflict on employee performance of the part-time employee of a packaging industry in Tangerang which are mediated by readiness for change. Data collection during covid-19 pandemic was done by simple random sampling technique and the returned and valid questionnaire results were 143 samples. Data processing was used SEM method with Smart PLS 3.0 software. The results of this study concluded that work-family conflict have negative and significant effect on the employee performance, but work-family conflict have a positive and significant effect on readiness for change. This study conclude also that readiness for change have a positive and significant effect on relationship work-family conflict and employee performance. Readiness for change as fully mediator. This new research proposed a model for building employee performance among the part-time employee of a packaging industry in Tangerang through enhancing work-family conflict management practice with readiness for change as a mediator. This research could pave the way to improve employee readiness in facing the era of industrial revolution 4.0.

Job autonomy and work-life conflict: A conceptual analysis of teachers’ wellbeing during COVID-19 pandemic

“…Teachers have also mentioned the importance of proper supervisory actions (support and appreciation), opportunity to learn (training), and team support (colleagues) repeatedly. In this sense, various themes and keywords that are highlighted in Table 1 have been derived as vital concepts for wellbeing of teachers during the pandemic, which is linked to the extant literature ( Rasool et al, 2019 , 2022 ; Novitasari et al, 2020 ; Vaziri et al, 2020 ; Andrade and Petiz Lousã, 2021 ; Ghislieri et al, 2021 ). Notably, lack of information, functionality of online platforms for learning, and having to deal with family-related matters during work hours have been among the factors that not only caused stress and/or conflict, but further had a vivid impact on their motivation, engagement, and overall performance.…”

“…Thus, having a better approach toward challenges in their personal aspects of lives. Organizational support and various Human Resource Management (HRM) practices also have been reported to be influential in this context ( Rasool et al, 2019 , 2022 ; Novitasari et al, 2020 ; Vaziri et al, 2020 ; Andrade and Petiz Lousã, 2021 ; Ghislieri et al, 2021 ).…”

“…The literature has also noted that women are more susceptible to have their roles conflict with one another due to the variety of tasks that they perform in daily life, especially those with children. Notably, this factor has been reported to be important regardless of their response (to choose work over family role; e.g., Novitasari et al, 2020 ; Adisa et al, 2021 ). The research on job satisfaction has shown that remote settings scored higher by employees in IT or telecommunication.…”

The fear of COVID-19 and job insecurity impact on depression and anxiety: An empirical study in China in the COVID-19 pandemic aftermath

“…Meanwhile, the pandemic influenced all labor market-related indicators, such as average salary (Qian & Fan, 2020 ), underemployment (Kawohl & Nordt, 2020 ), hiring rates, the occurrence of work-family conflict (Charoensukmongkol & Puyod, 2021 ; Novitasari et al, 2020 ), absenteeism (Der Feltz-Cornelis et al, 2020 ) and psychological impairment (Salman et al, 2020 ).…”

Social and Political Issues on Sustainable Development in the Post Covid-19 Crisis

“…Everyone supportive of transformational leadership believes that transformative leaders reinforce faith, loyalty, appreciation, and respect in their followers, as well as between followers and leaders so that they are willing to achieve organizational goals and objectives, purpose, and vision. Previous research has found a positive relationship between transformational leadership and organizational success, both with and without mediation (Kamar et al 2020;Novitasari & Asbari 2020a;Purwanto et al 2019). Therefore, this research proposed: H1: transformational leadership affects work performance Bass (1985) described that transformational leadership consists of four indicators, including individual consideration, intellectual stimulation, idealized influence, and leader inspiration.…”