JOSR: Journal of Social Research
November 2022, 1 (12), 771-787
p-ISSN: 2827-9832 e-ISSN: 2828-335x
Available online at http:// https://ijsr.internationaljournallabs.com/index.php/ijsr
http://ijsr.internationaljournallabs.com/index.php/ijsr
WORK-FAMILY CONFLICT WITH WORK STRESS MARRIED FEMALE
LECTURER AT SATYA WACANA CHRISTIAN UNIVERSITY
Anastasya Punu, Sutarto Wijono
Faculty of Psychology, Satya Wacana Christian University, Salatiga
melanianastasyaa@gmail.com, Sutarto.wijono@uksw.edu
Abstract (Indonesia)
Received:
Revised :
Accepted:
November 20,
2022
November 22,
2022
November 24,
2022
Latar Belakang: Fenomena Corona Virus Disease 2019
(COVID-19) belakangan ini mengguncang seluruh dunia dan
berubah menjadi pandemi global.
Tujuan: Penelitian ini bertujuan untuk mengetahui
hubungan antara work-family conflict dengan stres kerja pada
dosen perempuan.
Metode: Metode penelitian yang digunakan dalam
penelitian ini adalah pendekatan kuantitatif, dengan teknik
non-probability sampling , khususnya purposive sampling.
Hasil: Ada dua alat ukur dalam penelitian ini, yaitu yang
pertama, Job Stress Scale (Parker & Decotiis, 1984) yang
terdiri dari dua aspek, yaitu time stress dan anxiety dengan
cronbach's alpha = 0,97. Kedua, Work-Family Conflict
Scale (Carlson, Kacmar, & Williams, 2000) dikembangkan
berdasarkan aspek Greenhaus & Beutell (1985) yaitu time-
based conflict, strain-based conflict, dan behavior-based
conflict with cronbach's alpha = 0,85. Hasil perhitungan
menggunakan teknik korelasi momen produk pearson
dengan nilai koefisien korelasi r = 0,411; p<0,05. Hal ini
menunjukkan bahwa terdapat hubungan positif yang
signifikan antara konflik keluarga kerja dengan stres kerja
dosen perempuan di Universitas Kristen Satya Wacana.
Kesimpulan : Berdasarkan hasil analisis data penelitian
yang telah dilakukan, dapat disimpulkan bahwa terdapat
hubungan yang positif dan signifikan antara work-family
conflict dengan stres kerja dosen perempuan di UKSW.
Kata kunci: work-family conflict, stres kerja, dosen
perempuan.
Abstract (English)
Background: The Corona Virus Disease 2019 (COVID-19)
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phenomenon has recently shaken all citizens of the world
and has turned into a global pandemic.
Objective: This study aims to determine the relationship
between work-family conflict and work stress in female
lecturers.
Methods: The research method used in this study is a
quantitative approach, with non-probability sampling
techniques, especially purposive sampling.
Results: There are two measuring instruments in this study,
namely the first, the Job Stress Scale (Parker & Decotiis,
1984) which consists of two aspects, namely time stress and
anxiety with cronbach's alpha = 0.97 . Second, the Work-
Family Conflict Scale (Carlson, Kacmar, & Williams,
2000) developed based on aspects of Greenhaus & Beutell
(1985) namely time-based conflict, strain-based conflict,
and behavior-based conflict with cronbach's alpha = 0.85.
The calculation results using the pearson product moment
correlation technique with the value of the correlation
coefficient r = 0.411; p<0.05. This shows that there is a
significant positive relationship between work family
conflict and the work stress of female lecturers at Satya
Wacana Christian University.
Conslusion: Based on the results of the analysis of research
data that has been carried out, it can be concluded that
there is a positive and significant relationship between
work-family conflict and work stress of female lecturers at
UKSW.
Keywords: work-family conflict, work stress, female
lecturer.
*Correspondent Author: Anastasya Punu
Email: melanianastasyaa@gmail.com
INTRODUCTION
The recent Corona Virus Disease 2019 (COVID-19) phenomenon has
shaken all citizens of the world and has turned into a global pandemic. Therefore,
the Government of Indonesia has implemented one of the policies in the form of
Large-Scale Social Restrictions (PSBB) to suppress the spread of Covid-19
(Indonesia, 2020). The implementation of Large-Scale Social Restrictions certainly
affects various sectors of people's lives, one of which is in the education sector. The
Ministry of Education and Culture during the emergency period of the spread of
Covid-19 implemented a learning system from home which requires all education
personnel to work and teach from home (KEMENTERIAN PENDIDIKAN DAN
KEBUDAYAAN. SURAT EDARAN NOMOR 15 TAHUN 2O2O TENTANG PEDOMAN
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PENYELENGGARAAN BELAJAR DARI RUMAH DALAM MASA DARURAT
PENYEBARAN CORONA YIRUS D/SEASE (COVID-19)., n.d.). With these new
conditions where the work of an educator can be done anywhere supported by
technological facilities, this condition can be difficult for female educators, where she
is required to perform two roles at once, namely as an educator and housewife at
the same time and place (Purwanto et al., 2020) Women educators, especially those
who have the responsibility of childcare, has reported higher levels of stress and
work-life challenges compared to fellow male educators (Alves et al., 2021).
Conditions like this make female educators have to adapt to the new learning system
so that they tend to experience uncomfortable, depressed and even stressful feelings
while working from home.
Satya Wacana Christian University is one of the universities that also
implements a work-from-home system for its educators. Based on observations and
interviews at the UKSW Human Resources Development Bureau, it was found that
there were no reports of cases related to conflicts that occurred due to an imbalance
in roles in work and family in UKSW female educators. This is contrary to the
results found by the author in March 2022 where the author conducted interviews
with 8 female lecturers related to Work Stress experienced while working from
home. As a result 2 people were able to stay focused and not experience pressure
in the division of working time. Meanwhile, the other 4 people experience pressure
when working from home because it is balanced with other tasks that also take time
to complete simultaneously. The other 2 people had difficulty when initially
adjusting to the work from home system. Another aspect that emerged was anxiety
during WFH, 2 people admitted to being anxious about students who took part in
online learning, such as students' understanding of the material provided and
decreased student enthusiasm, 2 people experienced anxiety related to supporting
facilities for the learning process such as internet networks that can interfere with
performance in teaching. 2 people feel an anxiety where having to complete work
on time but many tasks in other roles Also to be done, and the other 2 people are
not experiencing anxiety about the current system of working from home. Based on
this information, the author suspects that there is a gap experienced by married
female lecturers at Satya Wacana Christian University that leads to work stress.
The (Organization, 2020) stated that the stress caused by the COVID-19
pandemic affects various levels of society, including workers. The Covid-19
pandemic is an outbreak that is traumatic and tends to cause feelings of anger,
depression and anxiety that can interfere with employee innovation (Montani &
Staglianò, 2022). Furthermore, (Yu et al., 2021) add that with crisis situations caused
by uncontrolled pandemic outbreaks, there is a perception that individuals cannot
be protected from the state or organization, which causes fear and stress. A survey
conducted by the Management Education and Development Foundation (PPM)
found that approximately 80% of workers experienced symptoms of stress during
the COVID-19 pandemic, the majority of stress experienced by workers occurred
due to fear of being infected with the SARS-CoV-2 virus as much as 56% and
concerns about the health of themselves and family members as much as 59%
(Maziyya et al., 2021). With several stressors that arise related to worker stress
during the Covid-19 pandemic, it is important to research the impact of work stress
experienced by workers and related to the industrial and organizational world.
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The stress experienced by workers certainly has various positive and
negative impacts on their work. Research conducted by (Ramli, 2018) found that
work stress negatively affects employee performance and organizational
commitment, meaning that high work stress will decrease and employee
performance and commitment directly. In line with research conducted by (Daniel,
2019) that negative factors that make employees depressed negatively affect
employee performance, this proves that work stress has a negative effect that causes
a decrease in employee performance. Another study explained that the
implementation of working from home during the Covid-19 pandemic resulted in
higher work stress experienced by workers because it was related to new challenges
regarding work, work fatigue, and for female employees who also had
responsibilities in the family, causing a role conflict (Hayes et al., 2021). However,
during the Covid-19 pandemic, the stress experienced by educators during WFH
has a positive impact because both teachers and lecturers can learn more deeply
about technology and get used to managing and utilizing the technology so as to
bring up productive creative ideas and help workers in adjusting work in the current
new system (Muslim, 2020). Stress felt by individuals is generally divided into two,
namely, stress that provides a demand and leads to negative impacts (distress) and
stress that produces feelings of challenge and leads to positive energy and
motivation (eustress) (Aamodt, 2015). Therefore, work stress has a positive and
negative impact that affects the work and even the individual of each worker.
(Cordes & Dougherty, 1993) posit that the factor that influences work stress is
job characteristics. Job characteristics such as; role conflict, role ambiguity, and
role overload. Role conflict according to (Kahn et al., 1964) is a form of conflict
of various pressures in different roles. A specific example of a role conflict is the
demands at work for overtime or bringing home work that can conflict with the role
of wife or housewife (Kahn et al., 1964). Based on the explanation of the theory and
form of role conflict according to (Kahn et al., 1964), work-family conflict is a form of
role conflict in which the role pressures of the work and family domains conflict with each
other (Greenhaus & Beutell, 1985). Another supporting research is research from
(Judge & Colquitt, 2004) where work-family conflict is the main source of work stress
caused by role imbalances at work and family. Other studies have also shown that
work-family conflict is a predictor of work stress to administrative employees and
semi-governmental organizations of Malaysia. Based on the explanation above,
work-family conflict is a form of role conflict that can cause stress at work.
The challenge of role imbalance in work and family is vulnerable to workers
including women. Supported by the results of an interview with the Human
Resources Development Bureau (BPSDM) at UKSW, it shows that there is no data
from female lecturers regarding conflict complaints that occur during WFH. The
data also shows that BPSDM does not yet have a mechanism to accommodate direct
complaints from lecturers regarding the teaching and learning process during WFH.
Therefore, the authors conducted additional interviews with married female
lecturers at UKSW to see if work- and family-related role conflicts arose while
working from home. The results of the interview underscored complaints from 4
female lecturers that there were role conflicts between families and workers at the
same time so that it tended to be difficult and not timely to resolve the demands of
the role. In addition, participants also stated that there is a tendency to the
emergence of irritability, fatigue, anxiety that makes them unfocused at work so as
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to interfere with performance during role conflicts. Data from 1 female lecturer also
shows a tendency to increase role conflicts during the pandemic due to the existence
of school from home so that there is an additional role in educating children. Based
on these data, it can be seen that the phenomenon of work family conflict during the
pandemic is experienced by married female lecturers at UKSW so it is important to
be a concern among organizations.
Previous studies have shown inconsistent results between work-family
conflict and work stress. Research conducted by (Aijaz et al., 2020) on women
working in Pakistan's aviation sector showed results that work-family conflict was
positively correlated with work stress. Correspondingly, research on female
teachers in Istanbul who are married and have children shows that there is greater
work family conflict when WFH is due to the obligation of professional roles in work
and family demands simultaneously (Kara et al., 2021). A similar study was also
conducted in Indonesia and showed the results that work-family conflict was
significantly related to work stress on workers on the island of Java during the
COVID-19 pandemic. However, research conducted by Isfianadewy & Noordyani
shows that there is no significant relationship between work-family conflict and
work stress in restaurant employees in Yogyakarta. This is because restaurant
employees rarely bring work problems at home and vice versa, and do not often feel
upset because all the work rarely makes them tired of working and can still do the
things they have to do at home.
Based on previous research on the instability of outcomes between work-
family conflict and work stress, the authors are interested in conducting a similar
study and reviewed several factors that distinguish it from previous studies. This
research refers to (Parker & DeCotiis, 1983) theory of work stress and work-family
conflict refers to the 1985 theory of Greenhaus & Beutell. In contrast to the research
of (Agustina & Sudibya, 2018) using the same variables but referring to the theory of
work stress according to Handoko and the theory of work-family conflict Frone et
al,. Furthermore, this study uses a data collection method for workers in the higher
education sector, namely lecturers, which until now are still doing a work-from-
home system, while previous research by (Kara et al., 2021) targeted educators who
are not from the higher education sector. The sample in this study was female and
married lecturers who based on several previous studies tended to experience
greater role conflicts than male workers, but in contrast to research by Isfianadewy
and Noordyani which showed that neither women nor men working in Yogyakarta
restaurants experienced role conflicts. If (Maziyya et al., 2021) conducted research
on workers in the Java island area, then this research specifically took the place of
research at Satya Wacana Christian University, Salatiga, Central Java. Furthermore,
the measuring instrument used in this study refers to the theory previously presented
using the Job Stress Scale (Parker & DeCotiis, 1983) and Work-Family Conflict Scale
(Carlson et al., 2000) which refers to the three dimensions of the WFC (Greenhaus &
Beutell, 1985) theory, in contrast to (Sadiq, 2022) where the Job Stress measuring
instrument refers to Lemyre & Tessier's Scale and the measure of Work-Family
Conflict refers to Netemeyer et al, Scale. Based on this, the author is interested in
researching the Relationship of Work-Family Conflict with Work Stress in married
female lecturers at Satya Wacana Salatiga Christian University.
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RESEARCH METHODS
A. Research Design
The research design used in this study is quantitative research with a
correlational research design that aims to see the relationship between two
variables.
B. Research Variables
There are two variables in the study, including:
Variable X: Work Family Conflict
Variable Y: Work Stress.
C. Operational Definition
1. Work stress is a condition that deviates from normal functioning
experienced by workers due to time stress and anxiety in facing opportunities,
constraints and demands of work.
2. Work-Family Conflict is a role conflict that occurs due to an imbalance in
roles at work and the role of a housewife which is characterized by time-based
conflict, strain-based conflict, and behavior-based conflict.
D. Population, Sample and Sampling Techniques
The population in this study was married female lecturers who worked at
Satya Wacana Christian University which numbered 156 people. Researchers
determined the sampling technique in this study by using the nonprobability
sampling technique using the purposive sampling method, which is a sample
determination technique with certain considerations (Martono, 2010). The
consideration of the criteria for participants in this study include:
1. Have children
2. Live together with husband and children during work from home.
E. Data Collection Methods
The data collection technique used in this study used random sampling
technique, where all individuals in the population had an equal opportunity to
become participants in the study. Researchers chose this technique intended to
minimize the absence of bias in the study. The method used in collecting this data
is a survey by means of the dissemination of questionnaires. A questionnaire is a
series of written questions used to obtain information from respondents in the form
of self-reports or knowledge (Arikunto, 2006). In the process of collecting data, the
authors will distribute questionnaires to subjects that include two scales, namely the
first using the Job-Stress Scale by Parker & Decotiis 1984 which has a reliability
value of 0.97 and item validity of 0.84. Furthermore, the Work-Family Conflict
Scale by (Carlson et al., 2000) was developed from three aspects of work-family
conflict according to (Greenhaus & Beutell, 1985) with a reliability value of 0.85 and
an item validity value of 0.73. Furthermore, the measuring instruments were
modified by the authors to be translated into Indonesian and to adapt to the research
participants.
The Job Stress and Work-Family Conflict scale consists of two types of
statements, namely favorable and unfavorable using a likert scale and has 4 kinds of
answer choices, namely very appropriate (SS), appropriate (S), non-appropriate (TS),
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very inappropriate (STS). In the process of scoring systematic scoring for favorable
items, the highly appropriate answer (SS) scores 4 and moves towards a score of 1
for a very inappropriate answer (STS). Likewise with unfavorable items, the very
non-conforming answer (STS) scores 4 and moves towards a score of 1 for the
highly appropriate answer (SS).
1. Job Stress Scale
(Parker & DeCotiis, 1983) used to measure the work stress experienced by
workers, in this study Women Educators. This scale amounts to 13 aitems
consisting of two dimensions, namely stress time and anxiety. This scale was
developed by being translated into Indonesian and adjusted to the research
participants so that this scale totals 24 aitems and consists of two types of
statements, namely favorable and unfavorable using a likert scale and has 4 kinds
of answer choices, namely very appropriate (SS), appropriate (S), non-appropriate
(TS), very inappropriate (STS).
Table 3.1: Parker & Decotiis Job Stress Blueprint (1984)
Aspects
Items
Time Stress
1. Working here makes it hard to spend enough
time with my family.
2. My jobs gets to me more than it should
3. I spend so much time at work, I can't see the fore
st for the trees
4. There are lots of times when my job drives met
rig up the wall
5. Working here leaves little time for activities
6. I have too much work and too little time to do it
in
Anxiety
7. I have felt fidgety or nervous as a result of my job
8. Sometimes when I think about my job, I get a
tight feeling in my chest
9. I frequently get the feeling I am married to the
company
10. I feel guilty when I take time off from job
11. I sometimes dread the telephone ringing at
home because the call might be job-related
12. I feel like I never have a day off
13. Too many people at my level in the company get
burned out by job demands.
2. Work Family Conflict Scale
(Carlson et al., 2000) work-family conflict scales were used to measure
conflicts experienced by workers, in this study Women Educators. This scale
amounts to 18 items developed from three aspects of work-family conflict according
to (Greenhaus & Beutell, 1985), namely time-based conflict, strain-based conflict, and
behavior-based conflict. This scale was developed by translating into Indonesian
and adjusting the research participants so that there were 31 aitems, consisting of
two types of statements, namely favorable and unfavorable using the likert scale and
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having 4 kinds of answer choices, namely very appropriate (SS), appropriate (S),
non-appropriate (TS), very inappropriate (STS).
Table 3.4: Blueprint Work-Family Conflict Carlson, Kacmar &William (2000)
Dimension
Indicators
Items
Time based
conflict
Time-based
work
interference
with family
1. My works keeps me from my family
activities more than I would like.
2. The time I must devote to my job
keeps me from participating equally
in household responsibilities and
activities.
3. I have to miss family activities due
to the amount of time I must spend on
work responsibilities.
Time-based
family
interference
with work
4. The time I spend on family
responsibilities often interfere with
my work responsibilities.
5. The time I spend with my family
often causes me not to spend time in
activities at work that could be
helpful to my career
6. I have to miss work activities due to
the amount of time I must spend on
family responsibilities
Strain-
based
conflict
Strain-
based work
interference
with family
7. When I get home from work I am
often too frazzled to participate in
family activities/ responsibilities
8. I am often so emotionally drained
when I get home from work that it
prevents me from contributing to my
family
9. Due to all the pressures at work,
sometimes when I come home I am
too stressed to do the things I enjoy
Strain-
based
family
interference
with work
10. Due to stress at home, I am often
preoccupied with family matters at
work
11. Because I am often stressed from
family responsibilities, I have a hard
time concentrating on my work
12. Tension and anxiety from my
family life often weakens my ability to
do my job
Behavior-
based
conflict
Behavior-
based work
13. The problem-solving behaviors I
use in my job are not effective in
resolving problems at home
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interference
with family
14. Behavior that is effective and
necessary for me at work would be
counterproductive at home
15. The behaviors I perform that
make me effective at work do not help
me to be a better parent and spouse
Behavior-
based
family
interference
with work
16. The behaviors that work for me at
home do not seem to be effective at
work
17. Behavior that is effective and
necessary for me at home would be
counterproductive at work
18. The problem-solving behavior
that work for me at home does not
seem to be as useful at work.
F. Data Analysis Techniques
1. Aitem Selection Test and Reliability
The aitem selection technique is carried out by calculating the correlation
coefficient between the distribution of the item score and the distribution of the scale
score itself so that it will produce the total item correlation coefficient (Azwar,
2017). In this study, the authors used a correlation coefficient limit of 0.3 so that
using this standard prevented the number of fallout items. The calculation is carried
out with the help of the SPSS program. Meanwhile, reliability tests are carried out
with the Alpha Cronbach technique which will also be calculated with the help of
the SPSS program.
2. Test Classical Assumptions
a. Normality Test
Normality tests are carried out to find out whether the requirements of
parametric statistical analysis techniques are met. The normality test was carried
out with the Kolmogorov-Smirnov technique. In the Kolmogorov-Smirnov test, the
distribution of data can be said to be normally distributed when the significance
value is p>0.05. Normality tests are also carried out with the help of the SPSS
program.
b. Linearity Test
The linearity test is carried out to find out whether the data obtained has a
linear relationship or not. Linearity tests are also carried out with the help of the
SPSS program.
3. Test the Hypothesis
Hypothesis test was carried out using the pearson product moment technique
to see the relationship between work-family conflict and work stress that scales
intervals or ratios (parametric)
This study is to see the relationship between work-family conflict and work
stress by using a correlational hypothesis testing technique, namely the Pearson
Product Moment technique. As stated by (Santoso, 2001) that pearson product
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moment is used because the sample data used is more than 30. The hypothesis test
will be carried out with the help of the SPSS program.
RESULTS AND DISCUSSION
A. Research Results
A. Research Orientation & Research Data Collection
Researchers conducted research at the Satya Wacana Salatiga Christian University
Institute by taking lecturers as research participants. UKSW conducts teaching and
learning activities held online / work from home during the Covid-19 pandemic.
This results in lecturers doing their jobs, namely teaching and performing other
roles at home. Data collection is carried out using nonprobability sampling
techniques using the purposive sampling method , which is a sample determination
technique with certain considerations. This research was conducted from July 24,
2022 to August 5, 2022. Obstacles experienced by researchers include differences
in policies within each faculty in obtaining direct contact or access to lecturers. In
addition, the obstacle experienced by researchers is the number of lecturers who do
not respond to the researcher's email or whatsapp in disseminating data.
B. Research participants
Participants in this study were female lecturers at Satya Wacana Christian
University, which has a population of 156 people. Based on the existing population,
researchers apply participant criteria, including; have children and live together
with husband and children during work from home. After the data was
disseminated, the data collected was 31 participants. (Azwar, 2017) stated that
research samples are suitable for research if there are at least 30.
C. Research Results
1. Reliability and Validity
a. Work Stress Scale
Table 1: Reliability of Work Stress scale
Reliability Statistics
Cronbach's
Alpha
Cronbach's
Alpha Based on
Standardized
Items
N of Items
,901
,898
13
The results of the item selection test conducted 2 rounds on the work stress scale
showed that out of 24 question items, there were 13 valid items and 11 fallen items. After
the reliability test, the result of the Cronbach alpha coefficient value was 0.901. This
suggests that the scale of work stress is reliable.
b. Work-Family Conflict Scale
Table 2: Work-Family Conflict Scale Reliability
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Reliability Statistics
Cronbach's
Alpha
Cronbach's
Alpha Based on
Standardized
Items
N of Items
,913
,917
18
The results of the item selection test conducted for 1 round on the work-family
conflict scale showed that out of 31 question items, there were 18 valid items and
13 fallen items. After the reliability test, the results of the Cronbach alpha coefficient
value of 0.913 were obtained. This suggests that the scale of work stress is reliable.
1. Descriptive Statistical Results
Descriptive statistical testing is carried out with the aim of seeing an overview of
the calculation of work stress scale data and work-family comflict. The tests carried
out will look at the results of average, minimal, maximum calculations and also the
standard deviation of both scales.
Descriptive Statistics
Table 3: Results of descriptive analysis
N
Minimum
Maximum
Mean
Std. Deviation
Statistics
Statistics
Statistics
Statistics
Std. Error
Statistics
Stres_Kerja
31
21
49
34,94
1,350
7,519
Work_Family_Conflict
31
20
49
35,94
1,382
7,694
Valid N (listwise)
31
Based on table 3 above, the average score obtained on the work stress variable is
34.94 with a standard deviation of 7.519. Furthermore, the average score obtained
on the work-family conflct variable was 35.94 with a standard deviation of 7.694.
2. Scale description statistics
Table 4: Categorization of Work stress scale measurements
Based on the table above, it can be seen that 10 subjects had work stress scores that
were in the high category with a percentage of 32.3%, 13 subjects had a work stress
score that was in the moderate category with a percentage of 41.9% and 8 subjects
who were in the low category with a percentage of 25.8%. Based on the Mean value
of 35, it can be said that the average work stress of female lecturers of Satya Wacana
Christian University is in the moderate category with a standard deviation of 4.6.
Table 5: Categorization of Work-family conflict scale measurements
Category
Value Prone
Frequency
Percentage
Mean
Stdev
Category
Value Prone
Frequency
Percentage
Mean
Stdev
Tall
40≤ x<49
10
32.3%
35
4.6
Keep
30 ≤ x<40
13
41.9%
Low
21≤ x<30
8
25.8%
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WORK-FAMILY CONFLICT WITH WORK STRESS MARRIED FEMALE LECTURER
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Tall
39≤ x<49
13
41.9%
34.5
4.83
Keep
30 ≤ x<39
11
35.5%
Low
20≤ x<30
7
22.6%
Based on the table above, it can be seen that as many as 13 subjects have a work-
family conflict score which is in a high category with a percentage of 41.9%, as many as
11 subjects have a work-family conflict score which is in the moderate category with
a percentage of 35.5% and as many as 7 subjects have a work-family conflict score
which is in the low category with a percentage of 22.6%. Based on the mean value
of 34.5, it can be said that the average work-family of female lecturers of Satya
Wacana Christian University is in the moderate category with a standard deviation
of 4.83.
3. Uji Asumsi results
a. Normality Test
In normality testing, if the signification number is p<0.05, the data distribution is
abnormal. Conversely, if the signification number is p>0.05, the data distribution is
normal. Normality test results are as follows:
Table 6: One-Sample Kolmogorov-Smirnov Test
One-Sample Kolmogorov-Smirnov Test
Stres_Kerja
Work_Family
_Conflict
N
31
31
Normal Parameters
a,b
Mean
34,94
35,94
Std. Deviation
7,519
7,694
Most Extreme Differences
Absolute
,087
,149
Positive
,087
,128
Negative
-,072
-,149
Test Statistics
,087
,149
Asymp. Sig. (2-tailed)
,200
c,d
,080
c
Based on the normality test conducted using the One-Sample Kolmogorov-
Smirnov, sig results were obtained. (2-tailed) of 0.200 (p> 0.05) for the variables
Work Stress and sig. (2-tailed) of 0.0 80 (p<0.05) for Work-family conflict variables.
Thus, it can be said that the distribution of data from the Work Stress variable is
normally distributed and the Work-family conflict variable is also normally
distributed. Therefore, researchers use pearson correlation tests to test hypotheses.
b. Linearity Test
Uji linearity is done tofind out two variables, namely the variable Work stress is
linearly related to the variable Work-family conflict has a significant linear
relationship or not, then the following ANOVA table can be seen:
Tabel 7 :Anova Table
ANOVA Table
Sum of
Squares
Df
Mean
Square
F
Sig.
Between
Groups
(Combined)
582,254
16
36,391
,457
,932
Linearity
286,161
1
286,161
3,598
,079
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Stres_Kerja *
Work_Family_Con
flict
Deviation from
Linearity
296,093
15
19,740
,248
,994
Within Groups
1113,617
14
79,544
Total
1695,871
30
Based on the table above, there is a linear relationship between Work Stress and Work-
Family Conflict for female lecturers at Satya Wacana Christian University with a
different F value of 0.248 and a p value = 0.994 (p>0.05).
4. Results of Uji Hipotesis
Based on the assumption tests that have been carried out, it is known that
the data obtained are normally distributed and the relationship between research
variables is linear. Furthermore, a correlation test was carried out to determine the
relationship between work-family conflict and work stress at female lecturers at Satya
Wacana Christian University.
Table 8: Test the correlation between work-family conflict variables and work stress.
Correlations
Stres_Kerja
Work_Family
_Conflict
Stres_Kerja
Pearson Correlation
1
,411
*
Sig. (2-tailed)
,022
N
31
31
Work_Family_Conflict
Pearson Correlation
,411
*
1
Sig. (2-tailed)
,022
N
31
31
*. Correlation is significant at the 0.05 level (2-tailed).
From the results of the correlation test conducted showing the value of r = 0.411
and sig of 0.022 (p<0.05), it can be interpreted that there is a positive and significant
relationship between work-family conflict and work stress.
Based on the hypothesis that has been made by researchers, H
0
diterima, because
there is a positive significant relationship between work family conflict and work
stress which means that if the work-family conflict variable increases, the work stress
variable will also increase, and vice versa if the work family conflict variable
decreases, the work stress variable also decreases .
B. Discussion
Based on the results of data analysis of research that has been carried out
regarding the relationship between Work-Family Conflict and Work Stress, it shows
a positive and significant correlation between work-family conflict and work stress
with a correlation coefficient value of r = 0.411; p<0.05. This means that the higher
the work-family conflict, the higher the work stress. Conversely, the lower the work
family conflict, the lower the work stress. Thus work-family conflict has a
significant role in increasing and decreasing work stress.
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Some of the possibilities from the findings above can be caused by the first,
some female lecturers in carrying out their duties experience work-family conflict,
so that in carrying out home and work tasks on campus can increase the emergence
of work stress. This statement is supported by the findings of (Rahmadianti & Rozana,
2022) which states that female lecturers who work from home during the COVID-
19 pandemic experience positive and significant work-family conflict. Second, some
female lecturers realize that work-family conflict is a part of daily life in the family
that can make them continue to perform tasks in the campus even though they show
high work stress. This statement is supported by (Perwita et al., 2020) where work
family conflicts experienced by female lecturers have a significant positive
relationship with the emergence of work stress.
Work-family conflicts that arise and are experienced by some female lecturers
of Satya Wacana Christian University include; time-based conflict where UKSW
female lecturers have difficulty in managing work time and their duties when at
home so that this can increase work stress. This is supported by the research of
(Munda & Yuniawan, 2018) where the subject experiences conflicts will have
difficulty dividing time in work and family activities so that the subject often misses
family activities due to work. The next conflict experienced by some UKSW female
lecturers is a strain-based conflict where pressure, fatigue and other psychological
symptoms arise that lead to an increase in work stress experienced. Research by
(Dharmapatni & Mujiati, 2019) which also showed that subjects experienced fatigue
after work so that they failed to carry out their role in the family. The last conflict
that arises is a behavior-based conflict where behavior that does not match the
expectations of others arises regarding their roles both in the family and work that
can increase the stress of some female lecturers. Based on the conflicts that arise,
that is one of the factors that cause and can increase the work stress of female
lecturers.
In this study based on the results of descriptive tests, the highest percentage of
work-family conflict of UKSW female lecturers was in the high category with
results of 41.9% and frequency of 13 people. Furthermore, for the medium category
by 35.5% and frequency by 11 people, and for the low category by 22.6% by 7
people. Furthermore, based on the results of the descriptive test, based on the results
of the descriptive test, it was found that the highest percentage of work stress
experienced by UKSW female lecturers was in the moderate category with results
of 41.9% and frequency of 13 people. For the high category of work stress
experienced by UKSW female lecturers by 32.3% and as many as 10 people.
Meanwhile, UKSW female lecturers who have work stress with a low category are
8 people with a percentage of 25.8%.
CONCLUSION
Based on the results of the analysis of research data that has been carried
out, it can be concluded that there is a positive and significant relationship between
work-family conflict and work stress of female lecturers at UKSW. With these
results, the research hypothesis is accepted. This means that the higher the work-
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WORK-FAMILY CONFLICT WITH WORK STRESS MARRIED FEMALE LECTURER
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family conflict, the higher the work stress. Conversely, the lower the work family
conflict, the lower the work stress.
Suggestion
Based on the results of the research that has been obtained, and considering
the many limitations in this study, the researcher gave several suggestions as
follows:
1. Women Lecturers at UKSW
With this research, it is hoped that every female lecturer can have the
opportunity to be able to adapt optimally in facing work-family conflicts between
family and work so that work stress levels can be neutralized. This can be done by
sharing and discussing with the community of married female educators, or even
consulting with professionals such as counselors and psychologists.
2. Institution
It is hoped that with this research, institutional leaders can provide support
to married female lecturers who have work-family conflict and work stress so that
they can maintain work productivity.
3. Next Researcher
For subsequent researchers, in researching this topic can be developed to
various other universities. In addition, if the researcher then conducts research again
on educators, it is hoped that it can add data on other demographic factors that are
in accordance with other role personality types and explore also related to the
comparison of the background of the functional position of educators. So that the
research is more in-depth and complex.
It is undeniable that in this study there are limitations that affect the research
process directly or indirectly. The first limitation is that researchers have difficulty
in taking data directly on female UKSW lecturers. This is because the condition of
lectures is still online which causes some female lecturers not to be in their
respective faculty office areas. The next obstacle is that in some faculties,
researchers have difficulty being given direct access to participants even though the
researcher has brought a letter of introduction from the faculty, so researchers try to
find the participant's contact person himself. In response to this, researchers took
data using google forms that were distributed via email and whatsapp media. The
next obstacle was due to the indirect data collection process, the researcher had to
confirm the participants repeatedly to ask for their willingness to fill out the
questionnaire so as to achieve the applicable sampling target.
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