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

Abstract

ABSTRAK
Persaingan global dan pesatnya perubahan teknologi telah menciptakan turbulensi lingkungan
bisnis, yang kemudian memicu ketidakpastian bisnis. Di sisi lain, komposisi keluarga dan tenaga
kerja mengalami perubahan, seperti adanya wanita karir, dan suami istri yang sama-sama bekerja.
Hal ini akan berdampak pada kehidupan kerja dan keluarga mereka. Agar kinerja karyawan tidak
terganggu, beberapa perusahaan mulai menawarkan pengaturan kerja fleksibel bagi karyawannya.
Melalui penelitian ini akan diketahui bagaimana pengaruh pengaturan kerja fleksibel terhadap
konflik kerja-ke-keluarga dan intensi keluar yang dimediasi oleh supportive work-family culture.
Data penelitian dikumpulkan melalui survei 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 dianalisis menggunakan metode hierarchical regressions
dan sobel. Hasil penelitian menunjukkan bahwa pengaturan kerja fleksibel dapat menurunkan
konflik kerja-ke-keluarga dan intensi keluar. Pengaruh ini ikut disebabkan oleh supportive work
family culture yang terbentuk ketika pengaturan kerja fleksibel diberlakukan di perusahaan.
Kata kunci: pengaturan kerja fleksibel, konflik kerja-ke-keluarga, intensi keluar, supportive
work family culture.
ABSTRACT
Global competition and rapid changes in technology has created turbulence of the business
environment, which then triggers business uncertainty. On the other hand, family and labor
composition changed, such as the career woman, and the husband and wife who are both working.
This will impact on the life of workers and their families. In order the employees performance are
not disturbed, some companies began to offer flexible work arrangements for their employees.
Through this research will be known how the influence of flexible work arrangements on work-tofamily
conflict and turnover intentions mediated by supportive work-family culture. The research
data are collected through a survey, 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 are analyzed using hierarchical regressions and sobel. The results showed that flexible work
arrangements can reduce work-to-family conflict and turnover intentions. These influences come
because supportive work family culture are formed when flexible work arrangements applied at the
company.
Keywords: flexible work arrangements, work-to-family conflict, turnover intentions, supportive
work-family culture