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"Penelitian ini dilakukan untuk mengetahui peran psychological capital sebagai moderator hubungan antara work-family conflict dan kepuasan kerja. Pengukuran work-family conflict dilakukan dengan melihat kedua arahnya work interference with family dan family interference with work, menggunakan alat ukur WFCS work-family conflict scale. Kepuasan kerja diukur menggunakan alat ukur MSQ Minnesota Satisfaction Questionnaire. Psychological Capital diukur menggunakan alat ukur PCQ Psychological Capital Questionnaire. Responden dalam penelitian ini adalah 205 ibu bekerja di daerah Jakarta dan sekitarnya. Hasil penelitian menunjukkan terdapat hubungan negatif yang signifikan antara work interference with family dan kepuasan kerja r=-0,32, p0,05.

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This research was conducted to know moderating role of psychological capital on relationship between work family conflict and job satisfaction. Each directions of Work family conflict work interference with family dan family interference with work was measured using WFCS work family conflict scale. Job satisfaction was measured using MSQ Minnesota Satisfaction Questionnaire. Psychological Capital was measured using PCQ 24 Psychological Capital Questionnaire 24. Respondents of this research are 205 working mothers in vicinity of Jakarta. The results showed there was negative significant correlation between work interference with family and job satisfaction r 0,32, p0,05."

"Penelitian ini bertujuan untuk membuktikan apakah work-family conflict work interfering with family/ WIF maupun family interfering with work/ FIW dan kepuasan kerja berhubungan secara negatif dan apakah family supportive supervisor behavior dapat berperan sebagai moderator untuk melemahkan hubungan negatif di antara work-family conflict WIF maupun FIW dan kepuasan kerja.Tipe penelitian ini ialah penelitian kuantitatif dengan desain penelitian cross-sectional. Penelitian dilakukan kepada 205 ibu bekerja dengan menyebarkan kuesioner offline dan kuesioner online. Instrumen yang digunakan untuk mengukur tiga variabel penelitian, yaitu Work-Family Conflict Scale WFCS untuk mengukur work-family conflict, Minnesota Satisfaction Questionnaire MSQ short-form untuk mengukur kepuasan kerja, dan Family Supportive Supervisor Behavior Scale untuk mengukur family supportive supervisor behavior.Hasil penelitian menunjukkan bahwa work-family conflict berhubungan secara negatif dan signifikan dengan kepuasan kerja work interfering with family, ? = -0.32, p < 0.05 dan family interfering with work, ? = -0.29, p < 0.05 . Akan tetapi, penelitian ini belum berhasil membuktikan peran moderasi family supportive supervisor behavior untuk melemahkan hubungan negatif antara work interfering with family maupun family interfering dan kepuasan kerja secara signifikan.

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The aim of this study were to prove whether work family conflict work interfering with family WIF and family interfering with work FIW negatively related to job satisfaction and whether family supportive supervisor behavior as a moderator, could weaken negative relationship between work family conflict WIF and FIW and job satisfaction.

Type of this research was quantitative research with cross sectional design and conducted on 205 working mothers via offline and online questionnaire. There were three instruments to measure three variables, such as WFCS to measure work family conflict, MSQ SF to measure job satisfaction, and FSSB Scale to measure Family Supportive Supervisor Behavior.

This research has proven successfully that work family conflict WIF and FIW related negatively and significantly with job satisfaction work interfering with family 0.32, p 0.05 and family interfering with work 0.29, p 0.05. However, this research has not proven moderating role of family supportive supervisor behavior significantly to weaken negative relationship between work interfering with family nor family interfering with work and job satisfaction."

"Tujuan dari penelitian ini adalah untuk mengetahui apakah psychological capital PsyCap memediasi hubungan antara trait mindfulness dan work-family balance ibu bekerja. Mengingat menyeimbangkan antara kehidupan pekerjaan dan keluarga pada masa kini merupakan usaha yang cukup menantang namun penting untuk diperhatikan bagi ibu bekerja. Penelitian ini bersifat korelasional dengan menggunakan sampel ibu yang bekerja penuh waktu dan setidaknya memiliki satu anak usia enam tahun ke bawah di Jabodetabek N = 307. Instrumen penelitian yang digunakan antara lain Mindfulness Attention Awareness Scale MAAS, Psychological Capital Questionnaire PCQ-12, dan alat ukur Work-Family Balance. Hasil analisis mediasi menunjukkan bahwa terdapat indirect effect b = .06, p < .01 dan direct effect b = .25, p < .01 yang signifikan, yang mengindikasikan bahwa PsyCap memediasi secara parsial hubungan antara trait mindfulness dan work-family balance. Dengan kata lain, trait mindfulness dapat melewati PsyCap terlebih dahulu untuk memengaruhi work-family balance, namun juga dapat memengaruhi work-family balance secara langsung.

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The purpose of this study was to find out whether psychological capital PsyCap mediates the relationship between trait mindfulness and work family balance of working mothers. Given balancing between work and family life in the present day is a challenging yet important effort to be considered for working mothers. This is a correlational study with full time mothers having at least one child aged six or younger in Jabodetabek as sample N 307. Instruments used in this study among others are Mindfulness Attention Awareness Scale MAAS, Psychological Capital Questionnaire PCQ 12, and Work Family Balance Measurement.

The result of mediation analysis has shown a significant indirect b .06, p .01 and direct effect b .25, p .01, which indicates that PsyCap partially mediates the relationship between trait mindfulness and work family balance. In other words, trait mindfulness can pass through PsyCap first to affect work family balance, but it can also affect work family balance directly."

"Salah satu hal yang mempengaruhi marital satisfaction adalah work family conflict. Keberhasilan seseorang dalam mengatasi work family conflict bergantung pada work family conflict self-efficacy. Penelitian ini bertujuan untuk mengetahui hubungan antara work family conflict self-efficacy dan marital satisfaction dengan menggunakan metode kuantitatif dan korelasional.Alat ukur yang digunakan pada penelitian ini adalah Work Family Conflict Self-Efficacy Scale (WFC-SES) untuk mengukur work family conflict self-efficacy dan Couples Satisfaction Index (CSI) untuk mengukur marital satisfaction.Hasil analisis data yang diperoleh dari 60 responden menunjukkan koefisien korelasi 0,1 yang artinya tidak ada hubungan yang signifikan antara work family conflict self-efficacy dan marital satisfaction.

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One of the factors that influence marital satisfaction is work family conflict. People who success to solve their work family conflict is depended on work family conflict self-efficacy. The purpose of this research is to find correlation between work family conflict self-efficacy and marital satisfaction by using quantitative and correlational methods.

Work family conflict self-efficacy are measured by Work Family Conflict Self-Efficacy Scale (WFC-SES) and marital satisfaction are measured by Couples Satisfaction Index (CSI).

The result from 60 subjects show that there is no significant correlation between work family conflict self-efficacy and marital satisfaction with coefficient correlation 0,1."

"Pandemi Covid-19 yang terjadi di Indonesia, mendorong pemerintah untuk menerapkan peraturan untuk Bekerja Dari Rumah (BDR) bagi karyawan. Banyak perubahan yang terjadi, salah satunya adalah kesejahteraan psikologis karyawan. Oleh karena itu, kesejahteraan psikologis karyawan yang menjalankan BDR menjadi penting untuk diteliti, karena BDR membuat karyawan tidak bisa terlepas dari keberadaan keluarga di rumah. Dalam penelitian ini akan diteliti mengenai Konflik Keluarga-Pekerjaan dan melihat hubungannya dengan kesejahteraan psikologis pada karyawan yang menjalankan BDR. Peran strategi regulasi emosi juga diteliti sebagai moderator dengan harapan dapat memperlemah hubungan konflik keluarga-pekerjaan dan kesejahteraan psikologis karyawan. Responden dalam penelitian ini adalah sebanyak 212 karyawan yang bekerja dari rumah yang berhasil didapatkan melalui kuesioner yang disebar secara daring. Peneliti mengambil data menggunakan metode snowball sampling dan accidental sampling. Hasil penelitian menunjukkan bahwa Konflik Keluarga-Pekerjaan memiliki hubungan negatif dengan Kesejahteraan Psikologis. Selain itu, ditemukan juga bahwa bahwa dua strategi regulasi emosi yaitu Cognitive Reappraisal (strategi merubah emosi negatif menjadi positif) dan Expressive Suppression (strategi untuk meredam emosi yang dirasakan), tidak memiliki peran yang signifikan sebagai moderator hubungan antara Konflik Keluarga-Pekerjaan dan Kesejahteraan Psikologis. Tidak adanya peran moderasi dari kedua dimensi regulasi emosi diasumsikan karena sebagian besar partisipan penelitian ini merupakan karyawan yang sudah bekerja lebih dari enam bulan dari rumah, hal ini menyebabkan konflik yang dialami sudah bukan menjadi masalah besar sehingga tidak dibutuhkan kemampuan untuk meregulasi emosi. Tidak adanya efek moderasi ini juga bisa dikarenakan pekerjaan partisipan penelitian yang tidak begitu menguras emosi seperti pada penelitian sebelumnya yang meneliti pemadam kebakaran dan menunjukkan adanya efek moderasi regulasi emosi.

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The Covid-19 Pandemic occurred in Indonesia, urging the government to implement new regulations for employees, to Working From Home (WFH). Many changes happened both negative and positive, one of them is the Psychological Well-Being of employees who work from home during the Covid-19 Pandemic. This issue becomes important to study, because working from home makes employees inseparable from the presence of their family at home. In this study, we will examine the Work-Family Conflict and aim to see the relationship with Psychological Well-Being of employees who have been working from home. The role of emotion regulation strategy was also added as a moderator and expected to weaken the relationship between Work-Family Conflict and Psychological Well-Being of employees that have been working from home. This study managed to collect 212 respondents of employees that have been working from home during the Covid-19 Pandemic that was successfully obtained through a questionnaire that was distributed online. This research took data using snowball sampling and accidental sampling. The results of this study indicate that Work-Family Conflict has a negative relationship Psychological Well-Being. In addition, it was also found that two strategies of Emotion Regulation, namely Cognitive Reappraisal (strategy to change negative emotions into positive) and Expressive Suppression (strategy to perceive perceived emotions), did not have a significant role as a moderator of the relationship between Work-Family Conflict and Psychological Well-Being. There is no moderating role of two dimensions that control emotions because most of the respondents are employees who have worked more than six months from home, this causes the conflict they experience is not a big problem, so they don’t need to regulate their emotion anymore. The absence of this moderating effect could also be due to the study participants' work being less emotionally draining as in previous studies examining firefighters and showing a moderating effect on emotion regulation."

"Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara work-family conflict dan keberfungsian keluarga pada ibu bekerja. Partisipan dalam penelitian ini sebanyak 140 ibu bekerja dari daerah Jakarta, Depok, Tangerang, dan Bekasi yang berusia 17-45 tahun. Pengukuran work-family conflict dilakukan dengan menggunakan alat ukur Work-Family Conflict Scale sementara keberfungsian keluarga diukur dengan menggunakan alat ukur Family Assessment Device (FAD). Hasil penelitian ini menunjukkan bahwa terdapat hubungan negatif yang signifikan antara work-family conflict dan keberfungsian keluarga pada ibu bekerja (r = -0,203, p = 0,016, signifikan pada L.o.S 0,05). Hal ini berarti bahwa semakin tinggi work-family conflict maka semakin rendah keberfungsian keluarga pada ibu bekerja, demikian juga sebaliknya.

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This research was conducted to investigate the relationship between work-family conflict and family functioning among working mothers. Paticipants of this research were 140 working mothers from Jakarta, Depok, Tangerang, and Bekasi region aged 17-45 years old. Work-family conflict was measured using Work-Family Conflict Scale while family functioning was measured using Family Assessment Device (FAD).The result of this research showed that work-family conflict negatively correlate significantly with family functioning among working mother (r = -0,203, p = 0,016, significant at L.o.S 0,05). This result mean that the higher work-family conflict, the lower family functioning among working mother, and vice versa."

"Tujuan dari penelitian ini adalah melihat peran mediasi pemisahan psikologis dalam hubungan antara kesadaran penuh dengan keseimbangan pekerjaan-keluarga. Ibu bekerja memiliki tanggung jawab yang besar dalam keluarga dan pekerjaan. Menjalankan kedua peran tersebut, peneliti melihat pentingnya keseimbangan pekerjaan-keluarga pada ibu bekerja yaitu efektivitas dan kepuasan dari peran yang dijalankan. Berdasarkan data dari ibu bekerja yang memiliki anak berusia 6 tahun ke bawah di Jabodetabek N = 312 , ditemukan bahwa kesadaran penuh memiliki hubungan signifikan dengan keseimbangan pekerjaan-keluarga r = 0,33, p < 0,01 , kesadaran penuh tidak memiliki hubungan dengan pemisahan psikologis r = 0,05, ns , dan pemisahan psikologis tidak memiliki hubungan dengan keseimbangan pekerjaan-keluarga r = 0,07, ns . Dengan demikian, dapat disimpulkan bahwa peran pemisahan psikologis tidak memediasi hubungan antara kesadaran penuh dan keseimbangan pekerjaan-keluarga pada ibu bekerja. Peneliti melihat bahwa ada kemungkinan responden menyerahkan tanggung jawab keluarga pada orang lain seperti pada orang tua sehingga kondisi tidak mengharuskan ibu memunculkan pemisahan psikologis. Di sisi lain, ada kemungkinan bahwa responden memiliki pandangan bahwa ibu memiliki tanggung jawab utama mengurus keluarga sehingga responden tidak dapat membuat batasan antara keluarga dan pekerjaan.

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The purpose of this research is to establish the role of psychological detachment as a mediator in the relationship between trait mindfulness and work family balance. Working mothers have huge responsibility in family and work. Work family balance, which is the effectiveness and satisfaction in roles becomes important in working mothers. Data from working mothers who have children below 6 years old in Jabodetabek N 312 shows a significant correlation between trait mindfulness and work family balance r .33, p .01 , however there is no significant correlation between trait mindfulness and psychological detachment r .05, ns , so does the correlation between psychological detachment and work family balance r .07, ns . Therefore, we can conclude that psychological detachment does not mediate the relationship between trait mindfulness and work family balance among working mothers. There is a possibility where working mothers share family responsibilities to other people like her parents. In the other hand, there is another possibility for a view that a mother's main responsibility is to take care of the family which make her not able to make boundary between family and work."

"Penelitian ini melihat hubungan antara work-family conflict (WFC) dengan psychological well-being (PWB) ibu yang bekerja. Subjek dalam penelitian ini berjumlah 90 orang Ibu bekerja dari berbagai instansi swasta maupun pemerintahan. Terdapat tiga dimensi dari WFC menurut Greenhaus dan Beutell yang peneliti gunakan, yaitu, time-based conflict, strain-based conflict dan behavior-based conflict. Masing-masing dimensi memiliki dua arah yaitu work interference with family (WIF) dan family interference with work (FIW). Sedangkan variabel PWB memiliki enam dimensi yang diungkapkan oleh Carol D. Ryff yaitu, Penerimaan diri, Hubungan positif dengan orang lain, Otonomi, Penguasaan Lingkungan, Tujuan Hidup, dan Pertumbuhan diri.Hasil penghitungan korelasi dengan metode Spearman-Brown antara WFC dan PWB didapatkan hasil sebesar .525 yang merupakan hasil yang signifikan pada l.o.s 0.01. Artinya terdapat hubungan yang signifikan antara WFC dengan PWB Ibu bekerja. Koefisien korelasi juga dihitung antara masing-masing dimensi dari WFC dan PWB. Terdapat nilai korelasi yang signifikan antara : dimensi Time (WIF) dengan dimensi penguasaan lingkungan, tujuan dalam hidup dan penerimaan diri; time (FIW) dengan dimensi penguasaan lingkungan, pertumbuhan diri, dan penerimaan diri; dimensi strain (WIF) dengan dimensi penguasaan lingkungan, hubungan positif dengan orang lain dan penerimaan diri; dimensi strain (FIW) dengan seluruh dimensi dari PWB; dimensi behavior (WIF & FIW) dengan seluruh dimensi dari PWB kecuali dimensi otonomi.

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This study correlates work-family conflict (WFC) and psychological wellbeing (PWB) on working mother. The respondents in this study are 90 working mothers of some private companies and government companies. There are three types of WFC that are used in this study, according to Greenhaus & Beutell, they are: time-based conflict, strain-based conflict and behavior-based conflict. Every type of WFC is bidirectional. The directions are work interference with family (WIF) and family interference with work (FIW). PWB has six dimensions that are proposed by Carol D. Ryff which are Self-Acceptance, Positive Relations to Other, Autonomy, Environmental Mastery, Purpose in Life, and Personal Growth. The correlation between WFC and PWB that was calculated with Spearman-Brown formula is .525 and it is significant at the 0.01level.

This result indicates that there is a significant relationship between WFC and PWB. Correlation coefficient was also calculated between each dimensions of each variables (WFC & PWB). There are several significant correlations, which are: between time (WIF) and Environmental Mastery, Purpose in Life and self-acceptance; between time (FIW) and Environmental Mastery, Personal Growth and self-acceptance; between strain (WIF) and Environmental Mastery, Positive Relations to Other and self-acceptance; between strain (FIW) and all six dimensions of PWB; between behavior (WIF & FIW) and all dimensions of PWB except autonomy."

"ABSTRAKPenelitian ini bertujuan untuk melihat konflik pekerjaan-keluarga sebagai moderator pada hubungan antara grit dan kepuasan kerja. Partisipan penelitian ini berjumlah 183 orang yang merupakan karyawan organisasi yang telah menikah dan sudah bekerja minimal selama dua tahun. Pengukuran grit menggunakan. The Grit Scale, kepuasan kerja menggunakan. The Generic Job Satisfaction Scale dan konflik pekerjaan-keluarga menggunakan Work-Family Conflict Scale. Hasil penelitian menemukan bahwa grit memiliki hubungan yang positif signifikan dengan kepuasan kerja dan konflik pekerjaan-keluarga berhubungan negatif dengan kepuasan kerja. Akan tetapi, konflik pekerjaan-keluarga tidak memoderasi hubungan antara grit dan kepuasan kerja.

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ABSTRACTThis research is aimed to see the work family conflict as a moderator in relationship between grit and job satisfaction. The participant of this research is 183 people who are marriage employees of organization. The employees have worked at least two years. The measurement of grit uses The Grit Scale, job satisfaction uses The Generic Job Satisfaction Scale and work family conflict uses the Work Family Conflict Scale. The results of the research found that grit has as positive relationship and significant with job satisfaction and work family conflict has negative relationship with job satisfaction. However, work family conflict does not moderate the relationship between grit and job satisfaction."

"Penelitian ini dilakukan untuk mengetahui hubungan antara parenting self-efficacy dan work-family conflict pada ibu dari toddler yang bekerja sebagai perawat. Pengukuran parenting self-efficacy menggunakan alat ukur Self-Efficacy Parenting for Tasks Index ? Toddler Scale yang dikembangkan oleh Coleman (1998), sedangkan work-family conflict diukur melalui Work Family Conflict Scale yang dikembangkan oleh Carlson, dkk (2000). Partisipan dalam penelitian ini berjumlah 51 ibu dari anak yang berada pada tahap toddler dan bekerja sebagai perawat.Hasil penelitian menunjukkan bahwa terdapat hubungan negatif yang signifikan antara parenting self-efficacy dan work-family conflict (r=-0.512, n=51, p< 0.01, two-tail). Hal tersebut berarti bahwa semakin tinggi parenting selfefficacy pada ibu dari toddler, maka semakin rendah work-family conflict yang dialami ibu; begitu pula sebaliknya.

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This study examined the correlation between parenting self-efficacy and workfamily conflict among mothers of toddler who work as nurses. Parenting selfefficacy was measured by Self-Efficacy Parenting for Tasks Index ? Toddler Scale developed by Coleman (1998), whereas work-family conflict was measured by Work Family Conflict Scale developed by Carlson et al (2000). The participants of this study was 51 mothers of toddler and work as nurses.

The result of this study showed that there is a significant, negative correlation, between parenting self-efficacy and wprk-family conflict (r=-0.512, n=51, p< 0.01, twotail). That is, the higher mother?s parenting self-efficacy, lower work-family conflict; and vice versa."