Page 1 of 6
Journal for Studies in Management and
Planning
Available at https://pen2print.org/index.php/jsmap/
ISSN: 2395-0463
Volume 04
Issue11
November 2018
Available online: https://pen2print.org/index.php/jsmap/ P a g e | 61
The Effect of Work Family Conflict on Job Satisfaction among
Female Bank Employees
Husna Nur Fajrina
Major of I/O Psychology, Faculty of Psychology, Gunadarma University
Salemba Bluntas street, No. 02, Central Jakarta, (021)31902322, Indonesia
Email: psikologhusnafajrina@gmail.com
ABSTRACT
This study aims to examine the effect of work family conflict on job
satisfaction among female bank employees. This study uses a quantitative
approach. The sample of this study is 80 female bank employees who are still
actively working in the South Jakarta Regional Bank. Sampling data was taken by
purposive sampling technique. Data were analyzed using simple linear regression
analysis to examine the effect of work family conflicts on job satisfaction. Based
on the results of the analysis that has been carried out, it is known that there is a
significant negative effect of work family conflict on job satisfaction among
female bank employees.
Key word: Work Family Conflict, Job Satisfaction and Female Bank
Employees
INTRODUCTION
Job satisfaction is a positive feeling about someone's work which is the
result of an evaluation of its characteristics (Robbins & Judge, 2008).
Contemporer leaders find job satisfaction as one of the most complex fields they
face when managing employees (Aziri, 2011). Job satisfaction is thought to have
the ability to improve performance and organizational citizenship behavior,
Page 2 of 6
Journal for Studies in Management and
Planning
Available at https://pen2print.org/index.php/jsmap/
ISSN: 2395-0463
Volume 04 Issue
11
November 2018
Available online: https://pen2print.org/index.php/jsmap/ P a g e | 62
reduce withdrawal behaviors such as absenteeism and turnover, reduce
unproductive behavior, and improve the psychological well-being of employees
(Spector, 1997).
Given the importance of the role of job satisfaction towards the future of a
company, many studies have been conducted related to job satisfaction. As for
changes in the demographics of workers, such as the increasing number of women
who are involved in the workforce (Naraya, 2014), the higher level of education
where the number of women who graduate from college is almost the same or
even exceeds the number of men who graduate from college, and family structure
dual income earners are common (Karimi, Jomehri, Asadzade, and Sohrabi,
2012), making research on female employees more developed.
Several studies have found that one of the things that can affect job
satisfaction is work family conflict (Afzal & Farooqi, 2014; Geroda & Puspitasari,
2017; Rahman, Abdul, Mansor, Ali, Samuel, Uddin, Ogiri, & Rahaman, 2018).
Greenhaus, Callanan, and Godshalk (2010) said that work family conflict is the
pressures of conflicting work and family roles, namely when participating in one
role interferes with participation in other roles. An employee not only has
responsibility for the job domain, but also responsibility for the family domain.
When an employee is unable to balance her time and energy properly, it will lead
to work family conflicts.
Professions with high contact with customers and clients are more
susceptible to work family conflicts (Geroda & Puspitasari, 2017). Bank
employees, especially tellers and customer services, spend most of their working
time serving customers. In addition, the characteristics of the work of bank
employees need caution and confidentiality, so working in a bank is different from
other jobs. Bank employees are also expected to be able to carry out their duties at
home such as (taking care of the household) and the role of the mother (an
important role in the family) such as caring for children while their husbands
make a living (Muharnis, Etikariena, and Yulianto, 2011).
The number of work that must be done by a female bank employees, and
with long working hours makes it difficult for them to complete their
Page 3 of 6
Journal for Studies in Management and
Planning
Available at https://pen2print.org/index.php/jsmap/
ISSN: 2395-0463
Volume 04 Issue
11
November 2018
Available online: https://pen2print.org/index.php/jsmap/ P a g e | 63
responsibilities at home. This tends to cause work family conflicts. The existence
of work family conflict will direct employees to a negative assessment of their
work. When an employee assesses his work negatively, it will create job
dissatisfaction.
Based on the above review, the purpose of this study was to examine the
effect of work family conflict on job satisfaction among female bank employees.
RESEARCH METHOD
This research belongs to the quantitative research category. The sampling
technique used was purposive sampling technique with sample criteria, namely
married employees, actively working in a bank in the South Jakarta area, and
having a working period of more than 1 year. The amount of the sample is 80
people. Researchers used job satisfaction scales and work family conflict scales
that have been adapted as data collection techniques in this study. The job
satisfaction scale contains 36 items divided into 17 favorable items and 19
unfavorable items. The work family conflict scale contains 54 items divided into
38 favorable items and 16 unfavorable items. Data analysis uses simple linear
regression with the help of SPSS version 20.0 for windows.
RESULT
Table 1. Normality test
Variable Kormogorov
Smirnov
p Note
Job Satisfaction 0,020 <0,05 Not normal
Wfc 0,200 ≥0,05 normal
Data can be said to be normal if the kormogorov smirnov value is above
0,05. Based on the analysis of normality tests, it is known that the value of
kormogorov smirnov for job satisfaction is 0,020 (p <0,05). This shows that the
distribution of job satisfaction scale scores in the study sample is not normal.
While the kormogorov smirnov value of work family conflict is 0,200 (p≥0,05),
which means that the distribution of work family conflict scale scores in the
sample of this study is normal.
