The Influence Of Work Family Conflict And Organizational Support On Job Satisfaction Employees Of The Company Secretariat Section At PTPN IV Medan

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The Influence of Work Family Conflict and Organizational Support on Job Satisfaction of Employees of the Company Secretariat Section at PTPN IV Medan

Introduction

Job satisfaction is a crucial aspect of an employee's overall well-being and performance in the workplace. It is a positive attitude towards the job that an individual holds, and various factors can influence it. One of the significant factors that can affect job satisfaction is the conflict between work and family (work family conflict) and support from the organization. Ignoring the level of employee job satisfaction can have a negative impact on the company's operations. Therefore, this study aims to determine the effect of work family conflicts and organizational support on employee job satisfaction in the Secretariat of PTPN IV Medan.

Background of the Study

PTPN IV Medan is a state-owned enterprise that operates in the palm oil industry. The company has a large number of employees working in various sections, including the Secretariat. The Secretariat is responsible for providing administrative support to the company's operations. Despite its importance, the Secretariat section has been facing challenges in terms of employee job satisfaction. The company has been experiencing high turnover rates, and employees have been expressing dissatisfaction with their jobs. Therefore, it is essential to investigate the factors that contribute to job satisfaction in this section.

Methodology

This study uses a quantitative approach with the association method. The population in this study consisted of all employees of the Secretariat at PTPN IV Medan, totaling 55 people. The sampling technique used was saturated sampling, where all employees in the population were included in the study. Primary data was obtained through the distribution of questionnaires directly to the employees, while secondary data was collected through literature studies. The analysis methods used include the validity test, reliability test, classical assumption test, multiple linear regression, partial test, simultaneous test, and the determination test, which were processed using SPSS software.

Results

The results of this study showed that the work family conflict had no significant effect on employee job satisfaction. The t-value was 0.426, which is smaller than 2.006, and the significance value was 0.672, which is greater than 0.05. The positive regression coefficient was 0.033, indicating a weak positive relationship between work family conflict and job satisfaction. Conversely, organizational support had a significant positive influence on job satisfaction. The t-value was 13.422, which is greater than 2.006, and the significance value was 0.000, which is smaller than 0.05. The positive regression coefficient was 1.214, indicating a strong positive relationship between organizational support and job satisfaction.

Additional Analysis and Explanation

The results of this study show the importance of the role of organizational support in increasing employee job satisfaction. Good organizational support can create a positive work environment, so that employees feel valued and supported in completing their tasks. This means that companies that are able to provide adequate support, such as recognition of employee achievements, training, and resources needed, can increase job satisfaction among their employees.

Conversely, the conflict between work and family, although it does not show a significant effect in this study, remains an important issue. Employees who experience this conflict may feel depressed and forced to share attention between work responsibilities and family responsibilities. To overcome this, companies can consider implementing more flexible work policies, such as work from home or working hours that can be adjusted, so that employees can balance their work assignments and their personal lives.

Conclusion

Overall, PTPN IV Medan companies need to pay attention to these two factors in their human resource management strategies. Although organizational support has been proven to have a greater influence, managing conflict between work and family remains crucial to create happy and productive employees. By prioritizing these two aspects, the company will not only increase job satisfaction, but will also contribute to the continuity and overall growth of the company.

Recommendations

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

  1. Organizational Support: PTPN IV Medan companies should prioritize providing adequate support to their employees, such as recognition of employee achievements, training, and resources needed.
  2. Flexible Work Policies: Companies should consider implementing more flexible work policies, such as work from home or working hours that can be adjusted, to help employees balance their work assignments and their personal lives.
  3. Employee Well-being: Companies should prioritize employee well-being by providing a positive work environment and addressing work family conflict.
  4. Continuous Monitoring: Companies should continuously monitor employee job satisfaction and make necessary adjustments to their human resource management strategies.

Limitations of the Study

This study has several limitations, including:

  1. Small Sample Size: The sample size of this study was relatively small, which may limit the generalizability of the findings.
  2. Cross-Sectional Design: This study used a cross-sectional design, which may not capture the dynamic nature of employee job satisfaction.
  3. Self-Reported Data: The data used in this study was self-reported, which may be subject to biases and errors.

Future Research Directions

Future research should aim to:

  1. Investigate the Impact of Work Family Conflict: Future studies should investigate the impact of work family conflict on employee job satisfaction and well-being.
  2. Explore the Role of Organizational Support: Future studies should explore the role of organizational support in increasing employee job satisfaction and well-being.
  3. Develop Effective Human Resource Management Strategies: Future studies should develop effective human resource management strategies that prioritize employee well-being and job satisfaction.
    Frequently Asked Questions (FAQs) about the Influence of Work Family Conflict and Organizational Support on Job Satisfaction

Q: What is work family conflict, and how does it affect job satisfaction?

A: Work family conflict refers to the conflict that arises when an individual's work responsibilities and family responsibilities clash. This conflict can lead to stress, anxiety, and decreased job satisfaction. In this study, we found that work family conflict had no significant effect on job satisfaction, but it remains an important issue that companies should address.

Q: What is organizational support, and how does it affect job satisfaction?

A: Organizational support refers to the support that an organization provides to its employees, such as recognition of employee achievements, training, and resources needed. This study found that organizational support had a significant positive influence on job satisfaction, indicating that companies that provide adequate support can increase job satisfaction among their employees.

Q: What are some strategies that companies can use to reduce work family conflict and increase organizational support?

A: Some strategies that companies can use to reduce work family conflict and increase organizational support include:

  • Implementing flexible work policies, such as work from home or working hours that can be adjusted
  • Providing recognition of employee achievements and providing opportunities for growth and development
  • Offering training and resources needed to help employees perform their jobs effectively
  • Encouraging open communication and providing a positive work environment

Q: How can companies measure the effectiveness of their human resource management strategies?

A: Companies can measure the effectiveness of their human resource management strategies by:

  • Conducting regular employee surveys to assess job satisfaction and well-being
  • Monitoring turnover rates and absenteeism
  • Analyzing data on employee performance and productivity
  • Conducting regular feedback sessions with employees to identify areas for improvement

Q: What are some limitations of this study, and how can future research build on these findings?

A: Some limitations of this study include:

  • Small sample size
  • Cross-sectional design
  • Self-reported data

Future research can build on these findings by:

  • Investigating the impact of work family conflict on employee job satisfaction and well-being
  • Exploring the role of organizational support in increasing employee job satisfaction and well-being
  • Developing effective human resource management strategies that prioritize employee well-being and job satisfaction

Q: What are some implications of this study for companies and policymakers?

A: The findings of this study have several implications for companies and policymakers, including:

  • The importance of prioritizing employee well-being and job satisfaction in human resource management strategies
  • The need for companies to provide adequate support to their employees, such as recognition of employee achievements and training and resources needed
  • The importance of addressing work family conflict and providing flexible work policies to help employees balance their work assignments and personal lives.

Q: How can companies prioritize employee well-being and job satisfaction in their human resource management strategies?

A: Companies can prioritize employee well-being and job satisfaction by:

  • Conducting regular employee surveys to assess job satisfaction and well-being
  • Monitoring turnover rates and absenteeism
  • Analyzing data on employee performance and productivity
  • Providing recognition of employee achievements and opportunities for growth and development
  • Offering training and resources needed to help employees perform their jobs effectively
  • Encouraging open communication and providing a positive work environment.

Q: What are some best practices for companies to follow in terms of human resource management?

A: Some best practices for companies to follow in terms of human resource management include:

  • Prioritizing employee well-being and job satisfaction
  • Providing adequate support to employees, such as recognition of employee achievements and training and resources needed
  • Addressing work family conflict and providing flexible work policies
  • Encouraging open communication and providing a positive work environment
  • Conducting regular employee surveys to assess job satisfaction and well-being
  • Monitoring turnover rates and absenteeism
  • Analyzing data on employee performance and productivity.