ANALISIS PENGARUH PENGATURAN KERJA FLEKSIBEL TERHADAP KONFLIK KERJA-KE-KELUARGA DAN INTENSI KELUAR: SUPPORTIVE WORK-FAMILY CULTURE SEBAGAI PEMEDIASI

ERNA RESMIATINI, Dr. Sari Sitalaksmi, M.Mgt

2016 | Tesis | S2 SAINS MANAJEMEN

Penelitian ini bertujuan untuk menganalisis pengaruh pengaturan kerja fleksibel terhadap konflik kerja-ke-keluarga dan intensi keluar yang dimediasi oleh supportive work-family culture. Data penelitian dikuumpulkan melalui survei secara online menggunakan kuesioner yang disebarkan kepada para karyawan yang bekerja secara fleksibel dari berbagai sektor industri di Indonesia. Tercatat sebanyak 113 responden telah ikut berpartisipasi dalam survei ini. Data yang terkumpul dianalisis menggunakan metode hierarchical regressions dan pengujian sobel. Secara keseluruhan, hipotesis-hipotesis pada penelitian ini didukung. Hasil penelitian menunjukkan bahwa: (1) Pengaturan kerja fleksibel berpengaruh negatif signifikan terhadap konflik kerja ke-keluarga (2) Pengaturan kerja fleksibel berpengaruh negatif signifikan terhadap intensi keluar (3) Pengaturan kerja fleksibel berpengaruh positif signifikan terhadap supportive work-family culture (4) Supportive work-family culture berpengaruh negatif signifikan terhadap konflik kerja-ke-keluarga (5) Supportive work-family culture berpengaruh negatif signifikan terhadap intensi keluar (6) Supportive work-family culture memediasi penuh pengaruh pengaturan kerja fleksibel terhadap konflik kerja-ke-keluarga (7) Supportive work-family culture memediasi sebagian pengaruh pengaturan kerja fleksibel terhadap intensi keluar.

This study aimed to analyze the influence of flexible work arrangements on work-to-family conflict and turnover intentions mediated by supportive work-family culture. The research data were collected through an online survey using a questionnaire, distributed to the employees who work flexibly from various industrial sectors in Indonesia. As many as 113 respondents have participated in this survey. The data were analyzed using hierarchical regressions and sobel. Overall, the hypotheses in this study are supported. The results showed that: (1) flexible work arrangements have a significant negative effect on work-to-family conflict (2) flexible work arrangements have a significant negative effect on turnover intentions (3) flexible work arrangements have a significant positive effect on supportive work-family culture (4) supportive work-family culture has a significant negative effect on work-to-family conflict (5) supportive work-family culture has a significant negative effect on turnover intentions (6) supportive work-family culture fully mediate the effect of flexible work arrangements on work-to-family conflict (7) supportive work-family culture partially mediate the effect of flexible work arrangements on turnover intentions.

Kata Kunci : pengaturan kerja fleksibel, konflik kerja-ke-keluarga, intensi keluar, supportive work family culture