POLA KARIER DOSEN PEREMPUAN PERGURUAN TINGGI NEGERI DI KOTA SEMARANG (PENDEKATAN LIFE CYCLE)

SUYANTO, DRS. M.SI., Prof.Dr.Muhadjir Darwin,M.P.A.

2015 | Disertasi | S3 Kependudukan

Penelitian ini bertujuan menjelaskan hubungan formasi keluarga, tanggung jawab keluarga dan kerja, dukungan kelembagaan dan sumber daya dengan pola karier dosen perempuan; menguji hubungan antara faktor formasi keluarga, tanggung jawab keluarga, tanggung jawab kerja, dukungan kelembagaan dan sumber daya dalam menentukan pola karier dosen perempuan; dan merumuskan implikasi kebijakan strategis dalam pengembangan pola karier dosen perempuan di perguruan tinggi negeri. Penenlitian ini terdiri atas dua kelompok variabel yaitu variabel anteseden yang berupa life cycle yang sekaligus sebagai pendekatan dalam studi ini dan variabel utama, yakni variabel terpengaruh (ritme karier dan level karier) dan pengaruh (formasi keluarga, tanggung jawab keluarga, tanggung jawab kerja, dukungan kelembagaan, dan dukungan sumber daya). Teknik pengambilan sampel secara cluster sampling dan stratified random sampling. Penelitian ini memilih sampel wilayah Kota Semarang dengan institusi sampel Universitas Diponegoro dan Universitas Negeri Semarang. Penghitungan besar sampel menggunakan teknik Krejcie dan Morgan dengan jumlah responden 263 orang. Pengumpulan data menggunakan metode observasi, wawancara terstruktur, dan wawancara mendalam. Adapun analisis data menggunakan structural equation modeling (SEM) dengan program partial least square (PLS) versi 2.0, statistik deskriptif, deskriptif kualitatif, dan kategoris. Hasil studi menunjukkan bahwa pola karier dosen perempuan ditentukan oleh formasi keluarga, tanggung jawab keluarga, tanggung jawab kerja, dukungan kelembagaan, dan dukungan sumber daya, baik secara berantai dan simultan maupun parsial. Secara umum, porsi tanggung jawab keluarga dan tanggung jawab kerja dosen perempuan bergantung pada formasi keluarga. Sementara itu, tanggung jawab kerja akan menentukan ritme karier dosen perempuan, baik melalui formasi keluarga maupun secara langsung. Selain itu, dosen perempuan dari perspektif jender menunjukkan pergeseran nilai-nilai jender yang dipercayai. Pergeseran itu dimanifestasikan dalam perilaku lebih menegedepankan harmoni sosial dalam lingkup keluarga dan tunduk pada kontrol norma sosial dan kultural, tetapi mengedepankan tanggung jawab kerja. Efektivitas dukungan kelembagan dalam mengintervensi pola karier dosen perempuan bergantung dukungan sumber daya yang ada. Pada akhirnya, ritme karier akan menentukan dosen perempuan dalam level kariernya. Semakin cepat ritme karier dosen perempuan, maka akan semakin cepat berada pada posisi puncak tangga karier, yakni profesor. Akan tetapi, pola karier dosen perempuan mengalami ketimpangan jender dengan pola karier dosen laki-laki. Ketimpangan ini merupakan keterkaitan antara faktor (a) konstruksi sosial tentang jender, (b) divisi seksual tentang tenaga kerja, (c) doktrin dan praktik ruang publik dan domestik, dan (d) ideologi patriarki. Keempat faktor tersebut saling berkaitan dalam menentukan ketimpangan pola karier dosen perempun yang berbasis pada keluarga. Kata kunci: formasi keluarga, tanggung jawab keluarga, tanggung jawab kerja, dosen perempuan, pola karier, ketimpangan

The study was aimed to explain the relation between family formation, family responsibility, work responsibility, institutional and resources supports and career patterns of the woman lecturers; to test the relation of family formation, family responsibility, work responsibility, institutional and resources supports in determining career patterns of the woman lecturers ; and to formulate the strategic policy implication in developing career patterns of the woman lecturers. The study consists of two groups of variable, i.e. antecedent variable in the form of life cycle and also functions as an approach of this study and the main variables, that is, dependent variables ( career rhythm and career level) and the independent variables (family formation, family responsibility, work responsibility, institutional support, and resources support). The techniques of sampling choice were cluster sampling and stratified random sampling. This research chose location samples in Semarang city with Universitas Diponegoro (UNDIP) and Universitas Negeri Semarang (UNNES) as institutional samples. Krejcie and Morgan techniques were used to calculate the sample size and the result was 263 respondents. Observation, structured interview, and in-depth interview were used for the data collection. To analyze the data, structural equation modeling (SEM) with partial least square (PLS) 2.0 version, descriptive statistics, qualitative description, and categories were used. The research results show that the career patterns of woman lecturers were determined by family formation, family responsibility, work responsibility, institutional support, and resources support, both in chain and simultaneously or partially. In general, the portion of family responsibility and work responsibility of the woman lecturers depends on her family formation. While the work responsibility determines her career rhythm both directly or indirectly (through the family formation). In realizing the family and work responsibilities, the woman lecturers embrace the role values of gender shift between the role of traditional gender and that of modern gender. Realization of the woman lecturer’s gender role shift are stresses on social harmony, especially in the family scope, and obeys institutional (social and cultural) control; however, she still maintains the work responsibility in public sphere. Effectiveness of the institutional support in intervening the woman lecturer’s career patterns depends on the existing resources support. Finally, the career rhythm would determine her career level. The faster her career rhythm goes, the faster she reaches her top career level, i.e. becoming a professor. However, there is an inequality between the woman lecturer’s career pattern and her male colleague’s. The inequalities of career patterns are relationship between four factors, i.e. (i) social construction of gender role, (ii) division of labour sexually, (iii) doctrine and pactices of public and private sphere, and (iv) patriarchal ideology. Relationship of four factors have determined the inequalities of women lecturer’s career patterns which basic in the family . Key words : family formation, family and work responsibility, woman lecturer, career patterns, inequalities.

Kata Kunci : formasi keluarga, tanggung jawab keluarga, tanggung jawab kerja, dosen perempuan, pola karier, ketimpangan; family formation, family and work responsibility, woman lecturer, career patterns, inequalities