Studi Tentang Work Life Balance dan Kepuasan Karir Pekerja Wanita di Jakarta [A Study of Work-Life Balance and Career Satisfaction of Working Women in Jakarta]
DOI:
https://doi.org/10.19166/derema.v10i2.166Λέξεις-κλειδιά:
job satisfaction, career information, women, work-life balance, career plansΠερίληψη
This research proposes to find out the influence of availability of career information on career satisfaction of career woman in Jakarta, Participants in this study are 199 women, consist of lecturers, doctors, police women, bank employees, etc. Work-life balance, awareness of organizational plans for self, and match between individual and organizational career plans are used as mediating variables on the impact of availability of career information toward career satisfaction. Research finding shows that work-life balance and awareness of organizational plans have no significant effects as mediating variables on the impact of the availability of career information toward career satisfaction. Meanwhile, the match between individual and organizational career plans have a significant effect as a weak mediating variable. Work-life balance issues seem not to be a concern informing career satisfaction among career women in Indonesia.Αναφορές
Ahmad, A. (1999). Gender Role Orientation of Husbands and Work-family Conflict of Wives in Dual-earner Families. Pertanika J. Soc. Sci. & Hum, 7(1), 1-9. Universiti Putra Malaysia Press.
Bell, S. G., Maxwell, A. M., Vicar, L., Ritchie, & M. McDougall. (2003). Sizing up Work-life Balance Practices: Developments in Micro, Small and Medium Sized Enterprises.
Bielby, D. D., (1992). Commitment to Work and Family. Annual Review of Sociology, 18, 281-302. http://dx.doi.org/10.1146/annurev.so.18.080192.001433
Bohlander, George W. & Snell, Scott A. (2013). Principles of Human Resource Management (16th edition). China: South-Western Cengage Learning.
Breugh, J. A., N. Frye, & N. Kathleen. (2008). Work-Family Conflict: The Importance of Family-Friendly Employment Practices and Family-Supportive Supervisors. Journal Bus Psychol, 22, 345-353. http://dx.doi.org/10.1007/s10869-008-9081-1
Cappelli, Peter. (2000). A Market Driven Approach to Retaining Talent: Harvard Business School Publishing Corporation.
Cappelli, Peter, Constantine, Jill, & Chadwick, Clint. (2000). It Pays to Pay Family: Work Family Tradeoffs Reconsidered. Industrial Relations, 39(2). http://dx.doi.org/10.1111/0019-8676.00162
Crompton, Rosemary & Clare Lyonette. (2006). Work””life 'Balance' in Europe. Acta Sociologica, 49, 379. http://dx.doi.org/10.1177/0001699306071680
De Cieri, H., Holmes, B., Abbott, J., & Pettit, T. (2002). Work/life Balance Strategies: Progress and Problems in Australian Organization. Working paper.
Granrose, C.S., & Portwood, J.D. (1987). Matching Individual Career Plans and Organizational Career Management. Academy of Management Journal, 30(4), 699-720. http://dx.doi.org/10.2307/256156
Greenhaus, J.G., & Beutell, N.J. (1985). Sources of Conflict Between Work and Family Roles. The Academy Management Review, 10(1), 76-88.
Greenhaus, J.H.; Parasuraman, S.; & Wormley, W.M. (1990). Race Effects of Organizational Experience, Job Performance Evaluation, and Career Outcomes. Academy of Management Journal, 33(1), 64-96. http://dx.doi.org/10.2307/256352
Greenhaus, J.G., Callanan, G.A., & Godshalk, V.M. (2000). Career Management (3rd ed.). New York: The Dryden Press.
Hall, D. T., & Moss, J. E. (1998). The New Protean Career Contract: Helping Organizations and Employees Adapt. Organizational Dynamics, 26, 22-37. http://dx.doi.org/10.1016/S0090-2616(98)90012-2
Igbaria, M.; Greenhaus, J.J.; & Parasuraman, S. (1991), Caeer Orientations of MIS Employees: an Empirical Analysis. MIS Quarterly, 15(2), 151-169. http://dx.doi.org/10.2307/249376
Kisilevitz, M., & Bedington, T. /2009). Managing Work-life Balance Programs in a Down Economy. International Foundation of Employee Benefit Plan.
Lewis, J., & Campbell, M. (2008). What's in a Name? 'Work and Family' or 'Work and Life' Balance Policies in the UK since 1997 and the Implications for the Pursuit of Gender Equality. Social Policies & Administration, 42(5), 524-541. http://dx.doi.org/10.1111/j.1467-9515.2008.00615.x
Mathis, R.L., & Jackson, J.H. (2004). Human Resource Management, 10th ed. USA: Thomson.
Portwood, J.D. (1981) Organizational Career Management: The Need for a System Approach. Human Resource Planning, 4, 47-59.
Purba, S. D. (2014). Effect of Work-Life Balance & Antecedent Variable on Intention to Stay. (A Study of Female Employees in High Performing Banks in Jakarta). International Journal of Management & Information Technology, 8(3).
Robbins, Stephen P. & Coulter, M. (2007). Management (9th ed.). New Jersey: Prentice Hall.
Reynolds, J., Aletraris, L. (2004). Work-family Conflict and the Adjustment of Working Hours in Australia. Department of Sociology, University of Georgia. Athens: Baldwin Hall.
Schein, E. H. (1978). Career Dynamics: Matching Individual and Organizational Needs. MA: Addision-Wesley.
Sullivan, C., & Lewis, S. (2001). Home-based Telework, Gender and the Synchronization of Work and Family: Perspectives of Teleworkers and Their Co-residents. Gender, Work and Organization, 18(2), 123-145.
Warren, T., Fox, Elizabeth, & Pascal, G. (2009). Innovative Social Policies: Implications for Work-life Balance among Low Waged Women in England. Gender, Work and Organization, 16(1).
Whitmarsh, L., Brown, D., Cooper, J., Rodgers, Y. H., & Wentworth, Diane Keyser. (2007). Choices and Challenges: A Qualitative Exploration of Professional Women's Career Patterns. The Career Development Quarterly, 55(3).
Voydanoff, P. (2004). The Effect of Work Demand and Resources on Work to Family Conflict and Facilitation. Journal of Marriage and Family, 66(2), 398-412. http://dx.doi.org/10.1111/j.1741-3737.2004.00028.x
Λήψεις
Δημοσιευμένα
Τεύχος
Ενότητα
Άδεια
Authors who publish with this journal agree to the following terms:
1) Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License (CC-BY-SA 4.0) that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
2) Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
3) Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website). The final published PDF should be used and bibliographic details that credit the publication in this journal should be included.
