Research Article
Work‐Family Conflict as a Mediator Between Organizational Interventions for Work‐Life Balance and Job Satisfaction
@INPROCEEDINGS{10.4108/eai.27-7-2021.2316893, author={Maria Margareth and Aryana Satrya}, title={Work‐Family Conflict as a Mediator Between Organizational Interventions for Work‐Life Balance and Job Satisfaction}, proceedings={Proceedings of the 4th International Conference on Economics, Business and Economic Education Science, ICE-BEES 2021, 27-28 July 2021, Semarang, Indonesia}, publisher={EAI}, proceedings_a={ICE-BEES}, year={2022}, month={3}, keywords={flexible working arrangement work-family culture work-family conflict job satisfaction work-life balance}, doi={10.4108/eai.27-7-2021.2316893} }- Maria Margareth
Aryana Satrya
Year: 2022
Work‐Family Conflict as a Mediator Between Organizational Interventions for Work‐Life Balance and Job Satisfaction
ICE-BEES
EAI
DOI: 10.4108/eai.27-7-2021.2316893
Abstract
Employees’ job satisfaction is a crucial parameter for organizations to evaluate their ability in attracting and retaining talents. Human resource program – such as flexible working arrangement (FWA) supported by work-family culture – possibly emerges as the answer to lessen employees’ perception of work-family conflict (WFC) which will ultimately enhance job satisfaction. This study aimed to shed new light on the organizational interventions for work‐life balance (FWA program and work-family culture) and job satisfaction by determine the moderator effects of WFC in this relationship. Data were attained from 202 managerial employees by utilizing a structured questionnaire from an organization in Indonesia that represented manufacturing and distribution sector with structured equation modeling data analysis. The study results indicate that employees have positive attitude towards FWA program and positive perception of work-family culture in the organization. Both variables played significant protective roles in enhancing job satisfaction by decreasing WFC. The outcomes of this study are useful for developing supportive work family culture, managing employee work-family interface, and creating future human resource strategy and policies to reach maximum individual and organizational outcomes.
