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Work-Family Conflict and Job Satisfaction - The Mediating Role of
Work-Family Conflict and Job Satisfaction - The Mediating Role of
Volume 10 Article 5
Number 2 October
10-30-2016
Yusra Yusra
Economics College of Sabang, Banda Aceh, Indonesia, yusrahusainy@gmail.com
Part of the Management Information Systems Commons, and the Management Sciences and
Quantitative Methods Commons
Recommended Citation
Ibrahim, Mahdani and Yusra, Yusra (2016) "Work-Family Conflict and Job Satisfaction: The Mediating Role
of Person-Organization Fit Study on Employees of The BRI Aceh Region," The South East Asian Journal of
Management: Vol. 10 : No. 2 , Article 5.
DOI: 10.21002/seam.v10i2.7734
Available at: https://scholarhub.ui.ac.id/seam/vol10/iss2/5
This Article is brought to you for free and open access by UI Scholars Hub. It has been accepted for inclusion in
The South East Asian Journal of Management by an authorized editor of UI Scholars Hub.
The South East Asian Journal of Management • Vol. 10 • No. 2 • 2016 • 173-182
H
uman resources in an not rely on available resources available
organization play a crucial but also on employee excellences
role in promoting talent, and competences needed by the
knowledge, and ability to enhance organization to fullfil the necessary
profesionalism. The effective human resources in the future (Hassan,
functionality of any organization does Zakariya & Naz, 2012).
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Furthermore, Greenhaus and Beutel disturbing family life, it does not affect
considered three forms of WFC: (a) job satisfaction.
time-based conflict, (b) strain-based
conflict, and (c) behavior-based Person–organzation fit (P-O fit),
conflict. This study will adapt those according to Chatman (1989), is
views as indicators to measure WFC. the compatibility between norms
By those perspectives, the conflicts and values of an organization and
will surely obstruct a company’s the worker. The author found that
work progress, to the working the shifting of P-O fit interprets the
women particularly because it may number of variants in employee’s job
lead to dysfunctional and unbalanced satisfaction (1991). Kristof (1996)
relationships (Manfield, Koch, however, noted that compatibility can
Henderson, Vicary, Cohen, & Young, be conceptualized in a variety of ways,
1991). In this case, researchers consider resulting in two different perspectives
that job satisfaction factors also on P-O fit. The first perspective on
will be affected, which will degrade P-O fit concerns a distinction between
the organizational performances supplementary and complementary fit.
respectively. Job satisfaction is an However, some experts agree that P-O
attitude of an individual’s feeling fit refers to employee needs, which are
about his or her work, i.e., being happy reflected in their preferences for certain
or unhappy. McShane and Von Glinow culture and the organization’s ability
(2008) stated that job satisfaction is to supply conditions through policies
an individual evaluation about tasks and practices that meet those needs
and context of one’s job. It is related (Deniza, Noyanb, & Ertosunc, 2015;
to the assessment of its characteristics, Meyer, Hecht, Gill, & Toplonytsky,
environments, and emotional 2010; Kristof-Brown, Zimmerman, &
experiences in the work place. Johnson, 2005).
Employees satisfied with their job based Based on those perpectives, Edward
on their experiences and observations (1991) and Valentine, Godkin, and
have a favourable assessment. Job Lucero (2002) identified five P-O fit
satisfaction is truly a set of attitudes indicators: (1) compliance of personal
about various aspects from the job value, (2) compliance of needed, (3)
task and context. Some of the previous compliance against each other, (4)
studies about the relationship between comfortability, and (5) compliance of
WFC and job satisfaction were work. These five indicators are used as
revealed by Turliuca and Buliga (2014) standards in this research. This research
who found that WFC significantly places P-O fit as the mediating variable
influences the working family. Then, between WFC and job satisfaction.
Calvo-Salguerol, Carrasco-Gonzalea,
and Salimas-Martimez deLecea (2010) Hypothesis
also detected the relationship between
WFC and job satisfaction. However, H1: Work–family conflict significantly
Ergeneli, Ilsev, and Karapmar (2010) affect on person–organization fit
revealed that there is no relationship H2: Person–organization fit significantly
between these two. Furthermore, Lin, affect job satisfaction
Chen, and Sun (2015) discovered H3: Work–family conflict does not
that, when the job is done without significantly affect job satisfaction
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176
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The South East Asian Journal of Management • Vol. 10 • No. 2 • 2016 • 173-182
estimate, -.13, has a standard error of testing shows the lowest number
about 0.09. Dividing the regression of loading factor by 0,63 and the
weight estimate by the estimate of highest by 0,83. Based on this, all the
its standard error gives z = -,13/,09 = constructs can be defined by all the
-1,39. In other words, the regression indicator variables. In other words, the
weight estimate is 1,39 standard errors regression results of indicator variables
below zero. The probability of getting to laten variables are all significant.
a critical ratio as large as 1,39 in
absolute value is ,16. In other words, Role of P-O fit as mediator influence
the regression weight for WFC in the WFC on JS
prediction of JS is not significantly
different from zero at the 0,05 level Table 3 shows results of hypothesis
(two-tailed) (Baron & Kenny, 1986). testing (H4) where work–family conflict
affects job satisfaction when being
Table 2 shows the results of validations mediated by person–organization fit.
of indicator variables with construct, The standardized indirect (mediated)
where the WFC, PO, and JS construct effect of WFC on JS is 0,18. That is,
have five indicator variables each, due to the indirect (mediated) effect of
and all the indicator variables can be WFC on JS, when WFC goes up by 1
discribed by each construct. Some standard deviation, JS goes up by 0,18
experts use the criteria number of standard deviations. This is in addition
convergent validity (loading factor) to any direct (unmediated) effect that
by 0,70, which is considered an WFC may have on JS.
ideal validity for established studies.
However, convergent validity 0,50 – Figure 2 shows the results of a complex
0,60 is still being accepted for studies structural equation modeling analysis,
in the early stage (Ghozali, 2011:135). which can be considered fit because it
This study is using convergent validity has met the fit model criteria. The chi
0,60. The results of convergent validity square = 71, 790, with the probability
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Annink, A., Dulk L. den., & Steijn, B. (2015). Work–Family Conflict Among
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