Work-family enrichment as a mediator effect of supervisor support, self-esteem, and optimism on job satisfaction

Abstract

This study aims to examine the work-family enrichment (WFE) model as influence mediator of supervisor support, self-esteem, and optimism on job satisfaction. The population in this study is 263 permanent employees of Bank BPD DIY, who occupy the positions as staff, and are married, in 7 branch offices in the Special Region of Yogyakarta (DIY). This research uses census method, while data analysis uses AMOS. The results of this study show that work-family enrichment model acts as influencer mediator of supervisor support, self-esteem, and optimism on job satisfaction fit with the empirical data. Hypothesis testing results show that supervisor support implies positive effect on job satisfaction, self-esteem implies positive effect on job satisfaction, and optimism implies positive effect on job satisfaction. Supervisor support also implies positive effect on workfamily enrichment, self-esteem implies positive effect on work-family enrichment, and optimism implies positive effect on work-family enrichment and work-family enrichment implies positive effect on job satisfaction. Work-family enrichment works significantly as influence mediator of supervisor support on job satisfaction, work-family enrichment works significantly as influence mediator of self-esteem on job satisfaction, and work-family enrichment works significantly as influence mediator of optimism on job satisfaction.

The Meaning of Work Life Enrichment and its impact on Turnover Intention

“…Job enrichment to family, for example, is more closely linked to job happiness than job enrichment from family to work. According to the findings of Burhanudin, et al [6] supervisor support, self-esteem, and optimism can improve job satisfaction directly or indirectly through work-family enrichment [6]. The more supervisor support, self-esteem, and optimism are, the more work-family enrichment there is, and the more job satisfaction there is.…”

“…It is not easy to understand the causes of conflicts in detail, which is consistent with Xi, et al [5] that conflicts are a central area of concern, and companies know very little about this, much less about conflict management within the family business. According to Burhanudin, et al [6], demographic changes can increase the number of couples with multiple careers, non-traditional roles, and an increase in the number of hours worked. Taking responsibility for multiple jobs and responsibilities at work and in the family is a huge challenge; two important domains in most people's lives are work and family.…”

Female Managers’ Experiences of Work-family Enrichment Realization: A Grounded Theory Study

“…Additionally, Sergio, Dungca, and Ormita (2015) identified that individual levels of emotional intelligence positively impact the management of family and work and reduce family-work conflicts. Burhanudina et al (2020) determined a positive relationship between selfesteem and WFE. Individuals with self-esteem can overcome family and job challenges and reap the benefits of one role in favor of another.…”

The Validation of Smart Entrepreneur Model (SEM) for Student Using Exploratory Factor Analysis (EFA)

“…The University network is considered one of the most critical factors as a vehicle for knowledge transfer between universities, young entrepreneurs, and other economic actors. Two essential dimensions that influence successful entrepreneurship are individual human capital and the business environment in which individuals operate [18,19].…”