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All Journal Jurnal Ekonomi Modernisasi Tabsyir: Jurnal Dakwah Dan Sosial Humaniora
Agus Iqbal Hawabi
Prodi Psikologi, Fakultas Psikologi, UIN Malang, Indonesia
Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Bagaimana konflik pekerjaan-keluarga dapat membahayakan kinerja? Integrasi Conservation of Resources Theory Ikhsan Maksum; Nur Laili Fikriah; Agus Iqbal Hawabi
Jurnal Ekonomi Modernisasi Vol. 18 No. 1 (2022): Februari
Publisher : Fakultas Ekonomika dan Bisnis, Universitas Kanjuruhan Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (276.629 KB) | DOI: 10.21067/jem.v18i1.6343

Abstract

The development of research related to work-family conflict is overgrowing. However, there are still various gaps involving the mediating role to investigate the indirect effect of work-family conflict on performance. This study aims to examine the mediating role of psychological well-being in the pathway of the effect of work-family conflict on performance. The researcher involved 81 respondents, most of whom were college employees. The basic theory in this study uses the conservation of resources theory. The study results found that psychological well-being could fully mediate the indirect effect of work-family conflict on employee performance. Based on the Conservation of Resources Theory, that workers who already have families are more likely to engage with conflicts between work and family. Logically, workers who cannot manage resources, they will channel resources only on one goal, namely at their work. Thus, their family environment lacks attention and ultimately the conflict between work and family will occur in a worker who cannot manage their resources.
Pengaruh Persepsi Dukungan Organisasi dan Karakteristik Pekerjaan terhadap Employee Engagement pada Pegawai Negeri Sipil di Kabupaten X Agus Iqbal Hawabi
Tabsyir: Jurnal Dakwah dan Sosial Humaniora Vol. 4 No. 4 (2023): Oktober: Jurnal Dakwah dan Sosial Humaniora
Publisher : STAI YPIQ BAUBAU, SULAWESI TENGGARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59059/tabsyir.v4i4.513

Abstract

Agencies or companies consider that an organization's success can be achieved only by having employees who have high competence. However, in reality, many highly competent employees cannot work optimally. This can be seen from the lack of employee enthusiasm for working (dedication) and low enthusiasm for completing work (vigor), so employee engagement with the organization is weak. This research aims to determine the influence of perceived organizational support and job characteristics on employee engagement. Data collection was carried out using the perceived organizational support scale created by Eisenberg (1986), the Hackman & Oldham (1976) job characteristics scale, and the Utrecht Work Engagement Scale created by Schaufeli et al. (2003). The results of this research show that perceptions of organizational support and job characteristics simultaneously influence employee engagement of Civil Servants in District X amounted to 61.6%, while changes in employee engagement were caused by other factors amounting to 38.4%.
Co-Authors Ikhsan Maksum Nur Laili Fikriah