Develop work flexibility programs

Oct 13, 2025 by ludoplayers7.com 54 views

The Influence of Work-to-Family Conflict and Work Stress on Organizational Commitment with Job Satisfaction as an Intervening Variable at PT. Pelabuhan Indonesia I (Persero) Medan

Introduction

Organizational commitment is a crucial aspect of any company, as it reflects the level of responsibility and obligation that employees have towards their duties and obligations. In this context, this study aims to analyze the impact of work-to-family conflict and work stress on organizational commitment, with job satisfaction as an intervening variable at PT. Pelabuhan Indonesia I (Persero) Medan. The theory used in this study is related to human resource management and includes work-to-family conflict aspects, work stress, job satisfaction, and organizational commitment.

The Importance of Organizational Commitment

Organizational commitment is essential for the success of any company. It reflects the level of responsibility and obligation that employees have towards their duties and obligations. When employees are committed to their organization, they are more likely to be motivated, engaged, and productive. On the other hand, low organizational commitment can lead to high turnover rates, absenteeism, and decreased productivity. Therefore, it is essential for companies to understand the factors that influence organizational commitment and to develop strategies to improve it.

The Impact of Work-to-Family Conflict on Organizational Commitment

Work-to-family conflict refers to the conflict that arises when work responsibilities interfere with family responsibilities. This conflict can lead to stress, anxiety, and decreased job satisfaction. Research has shown that work-to-family conflict has a negative impact on organizational commitment. When employees experience conflict between work and family responsibilities, they tend to experience an increase in stress levels that can reduce their job satisfaction. Furthermore, work stress is also found to have a negative and significant effect on organizational commitment, indicating that the higher the stress of work experienced by employees, the lower their commitment to the organization.

The Role of Job Satisfaction in Organizational Commitment

Job satisfaction is a crucial factor in organizational commitment. Research has shown that job satisfaction has a positive and significant influence on organizational commitment. This indicates that employees who are satisfied with their work tend to have a higher commitment to the organization. Job satisfaction can function as a bridge that affects the relationship between work-to-family conflict, work stress, and organizational commitment. When employees are satisfied with their work, they are more likely to be committed to their organization.

The Impact of Work Stress on Organizational Commitment

Work stress is a significant factor in organizational commitment. Research has shown that work stress has a negative and significant effect on organizational commitment. This indicates that the higher the stress of work experienced by employees, the lower their commitment to the organization. Work stress can lead to decreased job satisfaction, absenteeism, and turnover rates. Therefore, it is essential for companies to develop strategies to reduce work stress and improve job satisfaction.

The Importance of Managing Work-to-Family Conflict and Work Stress

Managing work-to-family conflict and work stress is not only the responsibility of employees, but also the company. Management needs to create a work environment that supports the balance between work and personal life, as well as reducing the stress experienced by employees. For example, companies can offer work flexibility programs, provide psychological support, or facilitate recreational activities that can help employees feel more connected and satisfied with their work.

Conclusion

In conclusion, this study provides important insights for the management of PT. Pelabuhan Indonesia I (Persero) Medan to increase organizational commitment by managing conflict and stress effectively, as well as increasing employee job satisfaction. A strong organizational commitment can be achieved if the company pays attention to employee welfare, both in aspects of work and personal life. By understanding the factors that influence organizational commitment, companies can develop strategies to improve it and achieve success.

Recommendations

Based on the findings of this study, the following recommendations are made:

Develop work flexibility programs: Companies can offer flexible work arrangements, such as telecommuting or flexible hours, to help employees balance work and family responsibilities.
Provide psychological support: Companies can provide psychological support, such as counseling or employee assistance programs, to help employees manage stress and improve job satisfaction.
Facilitate recreational activities: Companies can facilitate recreational activities, such as team-building exercises or social events, to help employees feel more connected and satisfied with their work.
Monitor and reduce work stress: Companies can monitor and reduce work stress by providing a safe and healthy work environment, as well as reducing workload and workload intensity.
Increase job satisfaction: Companies can increase job satisfaction by providing opportunities for growth and development, as well as recognizing and rewarding employee contributions.

Limitations of the Study

This study has several limitations. Firstly, the study was conducted at a single company, PT. Pelabuhan Indonesia I (Persero) Medan, and the findings may not be generalizable to other companies. Secondly, the study used a survey approach, which may be subject to biases and limitations. Finally, the study did not control for other factors that may influence organizational commitment, such as employee demographics and job characteristics.

Future Research Directions

Future research can build on the findings of this study by exploring other factors that influence organizational commitment, such as employee demographics and job characteristics. Additionally, future research can investigate the effectiveness of different strategies for managing work-to-family conflict and work stress, such as work flexibility programs and psychological support. Finally, future research can explore the impact of organizational commitment on employee outcomes, such as job satisfaction and turnover rates.
Frequently Asked Questions (FAQs) about the Influence of Work-to-Family Conflict and Work Stress on Organizational Commitment

Q: What is work-to-family conflict, and how does it affect organizational commitment?

A: Work-to-family conflict refers to the conflict that arises when work responsibilities interfere with family responsibilities. This conflict can lead to stress, anxiety, and decreased job satisfaction, which can ultimately affect organizational commitment.

Q: What is the relationship between work stress and organizational commitment?

A: Research has shown that work stress has a negative and significant effect on organizational commitment. When employees experience high levels of work stress, they are less likely to be committed to their organization.

Q: How can job satisfaction affect organizational commitment?

A: Job satisfaction has a positive and significant influence on organizational commitment. When employees are satisfied with their work, they are more likely to be committed to their organization.

Q: What are some strategies that companies can use to manage work-to-family conflict and work stress?

A: Companies can use various strategies to manage work-to-family conflict and work stress, such as:

Offering work flexibility programs, such as telecommuting or flexible hours
Providing psychological support, such as counseling or employee assistance programs
Facilitating recreational activities, such as team-building exercises or social events
Monitoring and reducing work stress by providing a safe and healthy work environment
Increasing job satisfaction by providing opportunities for growth and development, as well as recognizing and rewarding employee contributions

Q: Why is it essential for companies to manage work-to-family conflict and work stress?

A: Managing work-to-family conflict and work stress is essential for companies because it can lead to increased employee turnover, absenteeism, and decreased productivity. By managing these conflicts, companies can improve employee job satisfaction, reduce stress, and increase organizational commitment.

Q: What are some potential consequences of not managing work-to-family conflict and work stress?

A: If companies do not manage work-to-family conflict and work stress, it can lead to:

Increased employee turnover
Absenteeism
Decreased productivity
Decreased job satisfaction
Decreased organizational commitment

Q: How can companies measure the effectiveness of their strategies for managing work-to-family conflict and work stress?

A: Companies can measure the effectiveness of their strategies by:

Conducting regular employee surveys to assess job satisfaction and organizational commitment
Monitoring employee turnover and absenteeism rates
Conducting regular stress assessments to identify areas for improvement
Evaluating the effectiveness of work flexibility programs and other strategies for managing work-to-family conflict and work stress

Q: What are some potential benefits of managing work-to-family conflict and work stress?

A: Some potential benefits of managing work-to-family conflict and work stress include:

Increased employee job satisfaction
Reduced stress and anxiety
Increased organizational commitment
Improved productivity and performance
Reduced employee turnover and absenteeism rates

Q: How can companies prioritize employee welfare and well-being in the workplace?

A: Companies can prioritize employee welfare and well-being by:

Providing a safe and healthy work environment
Offering work flexibility programs and other benefits that support work-life balance
Providing psychological support and counseling services
Recognizing and rewarding employee contributions and achievements
Encouraging open communication and feedback between employees and management