This research aims to analyze the direct and indirect effect of work-family conflict on performance and career development of married women bank employees. Work-family conflict is measured by using the indicator of work affect to family and family affect to work while performance is measured using indicators assessments: quality of work, punctuality, attitude, and effectiveness. Career development is measured by indicators of education, training, reward and punishment, family support, and rotation. All assessment is based on self-evaluations. Purposive sampling is used of 38 married women employees working in the state-owned bank, and using path analysis of PLS (partial least square) as a statistical analysis measurement combining with qualitative analysis to describe the results of statistical analysis for each independent variable and its effects on the dependent variable. The result of this study showed that work-family conflict has a negative effect on performance and career development. But performance has an insignificant effect on career development.
Ahmad, A. (2008a). Direct and Indirect Effects of Work-Family Conflict on Job Performance. Jounal of Nternational Management Studies, 3(2), 176–180.
Ahmad, A. (2008b). Job, Family and Individual Factors as Predictors of Work-Family Conflict. In The Journal of Human Resource and Adult Learning (Vol. 4).
Ansaripour, S., Fasihi, S., Mohammadi, B., Ganji, F., Shirian, N., & Malekpour-Tehrani, A. (2017). The role of job performance on career success and self-esteem of staff. Journal of Clinical and Diagnostic Research, 11(10), LC14-LC16. https://doi.org/10.7860/JCDR/2017/24235.10788
Badan Pusat Statistik Indonesia. (2013). Indonesia Population Projection 2010-2035. In Badan Pusat Statistik Indonesia. https://doi.org/2101018
Chernyak-Hai, L., & Tziner, A. (2016). The ‘I believe’ and the ‘I invest’ of Work-Family Balance: The indirect influences of personal values and work engagement via perceived organizational climate and workplace burnout. Revista de Psicologia Del Trabajo Y de Las Organizaciones, 32(1), 1–10. https://doi.org/10.1016/j.rpto.2015.11.004
Cinamon, R. G., & Richb, Y. (2002). Profiles of attribution of importance to life roles and their implications for the work-family conflict. Journal of Counseling Psychology, 49(2), 212–220. https://doi.org/10.1037/0022-0126.96.36.199
Darcy, C., McCarthy, A., Hill, J., & Grady, G. (2012). Work-life balance: One size fits all? An exploratory analysis of the differential effects of career stage. European Management Journal, 30(2), 111–120. https://doi.org/10.1016/j.emj.2011.11.001
Frone, M. R., Russell, M., & Cooper, M. L. (1992). Antecedents and Outcomes of Work-Family Conflict: Testing a Model of the Work-Family Interface. Journal of Applied Psychology. https://doi.org/10.1037/0021-9010.77.1.65
Frone, M. R., Russell, M., & Cooper, M. L. (1997). Relation of work-family conflict to health outcomes : A four-year longitudina ... Reproduced with permission of the copyright owner . Further reproduction prohibited without permission .
Gomes, F.C. 2003. Human Resources. Yogyakarta : ANDI
Greenhaus, J. H., & Beutell, N. J. (2011a). Sources of Conflict Between Work and Family Roles. Academy of Management Review. https://doi.org/10.5465/amr.1985.4277352
Greenhaus, J. H., & Beutell, N. J. (2011b). Sources of Conflict Between Work and Family Roles. Academy of Management Review, 10(1), 76–88. https://doi.org/10.5465/amr.1985.4277352
Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between work-family balance and quality of life. Journal of Vocational Behavior, 63(3), 510–531. https://doi.org/10.1016/S0001-8791(02)00042-8
Greenhaus, J. H., Ziegert, J. C., & Allen, T. D. (2012). When family-supportive supervision matters: Relations between multiple sources of support and work-family balance. Journal of Vocational Behavior, 80(2), 266–275. https://doi.org/10.1016/j.jvb.2011.10.008
Hariandja, Marihot Tua Effendi. 2007. Human Resource Management. Jakarta. Grasindo.
Kadarko, E., Dizaho, R., & Abdullah, A. (2016). The Impact of Work-Family Conflict on Working Mothers’ Career Development: A Review of Literature. Australian Journal of Basic and Appllied Sciences, 10(11), 328–334.
Karatepe, O. M., & Sokmen, A. (2006). The effects of work role and family role variables on psychological and behavioral outcomes of frontline employees. Tourism Management, 27(2), 255–268. https://doi.org/10.1016/j.tourman.2004.10.001
Karatepe, O. M., & Tekinkus, M. (2006). The effects of work-family conflict, emotional exhaustion, and intrinsic motivation on job outcomes of front-line employees. International Journal of Bank Marketing, 24(3), 173–193. https://doi.org/10.1108/02652320610659021
Kumar, P. A. (2012). Problems Faced By Women Executives Working in Public. 1(7).
Kurniawan, A. D., SE, M. R. A., & MS, S. S. (2018). Influence of Career development and motivation to Employee Performance through Organizational Commitment in Institutional development Section of Educational Diniyah and Pondok Pesantren Office of Ministry of South Jakarta Religious. Management of Organizational Innovatio, 4(2), 226–232.
Leung, S. A. (2008). The Big Five Career Leung, S. A. (2008). The Big Five Career Theories. International Handbook of Career Guidance, (d), 115–132. https://doi.org/DOI:10.1007/978-1-4020-6230-8_6Theories. International Handbook of Career Guidance, (d), 115–132. https://doi.org/DOI:10.1007/978-1-4020-6230-8_6
Levitt, E. S. (1971). Vocational development of professional women: A review. Journal of Vocational Behavior, 1(4), 375–385. https://doi.org/10.1016/0001-8791(71)90038-8
Madsen, S. R., & Hammond, S. C. (2005). The Complexification of Work-Family Conflict Theory : A Critical Analysis. Tamara: Journal of Critical Postmodern Organization Science, 4(2), 151–180. https://doi.org/10.6007/IJARBSS/v5-i8/1766
Mahpul, I. N., & Abdullah, N. A. (2011). The prevalence of work-family conflict among mothers in peninsular malaysia. International Journal of Humanities and Social Science, 1(17), 154–161.
Marks, G., & Houston, D. M. (2002). The Determinants of Young Women’s Intentions about Education, Career Development and Family Life. Journal of Education and Work, 15(3), 321–336. https://doi.org/10.1080/1363908022000012085
Mete, M., Ünal, Ö. F., & Bilen, A. (2014). Impact of Work-Family Conflict and Burnout on Performance of Accounting Professionals. Procedia - Social and Behavioral Sciences, 131, 264–270. https://doi.org/10.1016/j.sbspro.2014.04.115
Michel, J. S., Kotrba, L. M., Mitchelson, J. K., Clark, M. A., & Baltes, B. B. (2011). Antecedents of work-family conflict: A meta-analytic review. Journal of Organizational Behavior, 32(5), 689–725. https://doi.org/10.1002/job.695
Muhdar, Mahlia Muis, Ria Mardiana Yusuf, N. H. (2015). The Internatıonal Journal Of Busıness & Management and Organizational Culture on Organizational Citizenship Behavior and Employees Performance (A Study on Islamic Banks in Makassar, South Sulawesi Province, Indonesia). Makassar.
Moeheriono. 2009. Competence-Based Performance Measurement. Bogor : Ghalia Indonesia
Nur, A., & Zain, D. (2019). Influence of Work Family Conflict and Job Satisfaction on Medical Employee Performance through Organizational Commitment. 8(1), 1–19.
Osipow, S. H., & Fitzgerald, L. F. (1996). Theories of career development: Allyn & Bacon. Needham Heights, (September).
Özbilgin, M., & Malach-Pines, A. (2013). Career Choice in Management and Entrepreneurship. In Career Choice in Management and Entrepreneurship. https://doi.org/10.4337/9781847208828
Patel, Cynthia, Govender, Vasanthee, Paruk, Zubeda & Ramgoon, S. (2006). Workıng Mothers: Famıly-Work Conflıct, Job Performance And Famıly/Work Varıables. Journal of Industrial Psychology, 32(2), 39–45.
Rachmaliya, N. S., & Efendy, H. (2017). Analysis of Employee Performance, Organization Culture, Work Satisfaction and Organization Commitment. Human Resource Research, 1(1), 41. https://doi.org/10.5296/hrr.v1i1.11740
Saadin, I., Ramli, K., Johari, H., & Harin, N. A. (2016). Women and Barriers for Upward Career Advancement – A Survey at Perak State Secretariat, Ipoh, Perak. Procedia Economics and Finance, 35(October 2015), 574–581. https://doi.org/10.1016/s2212-5671(16)00070-8
Shelton, L. M. (2006). Female entrepreneurs, work-family conflict, and venture performance: New insights into the work-family interface. Journal of Small Business Management, 44(2), 285–297. https://doi.org/10.1111/j.1540-627X.2006.00168.x
Sunyoto, Danang. 2012. Theory, Questionnaire, and Human Resource Data Analysis (Research Practice). Yogyakarta: CAPS
Supriyanto, Achmad & Maharani, Vivi, 2013. Research and Methodology of Human Resource Management. Malang: UIN Maliki Press.
Ugwu, K. (2019). Impact of Work-Family Conflict on Career Advancement of Female Professionals in Commercial Banks of Ebonyi State , Nigeria. (December 2018).
Wang, W., & Cho, T. (2013). Work-Family Conflict Influences on Female’s Career Development through Career Expectation. Journal of Human Resource and Sustainability Studies, 1(3), 43–50. https://doi.org/10.4236/jhrss.2013.13007
Whitehead, T., & Kotze, M. E. (2003). Career And Life-Balance Of Professional Women: A South African Study. SA Journal of Human Resource Management, 2(1), 77–84. https://doi.org/10.4102/sajhrm.v1i3.19
Work, T. S. (2008). Questions and Answers about Gender And Use Of Workplace Polıcıes : A Sloan Work and Family Research Network Fact Sheet. 1–9.
Authors contributing to IJRBS agree to publish their articles under the Creative Commons Attribution- 4.0 NC license, allowing third parties to share their work (copy, distribute, transmit) and to adapt it, under the condition that the authors are given credit, that the work is not used for commercial purposes, and that in the event of reuse or distribution, the terms of this license are made clear. Authors retain copyright of their work, with first publication rights granted to IJRBS. However, authors are required to transfer copyrights associated with commercial use to the Publisher. The authors agree to the terms of this Copyright Notice, which will apply to this submission if and when it is published by this journal
Submission of an article implies that the work described has not been published previously( exceptin the form of an abstract or as part of a published lecture or academic thesis), that it is not under consideration for publication elsewhere, that its publication is approved by all authors and tacitly or explicitly by the responsible authorities where the work was carried out, and that, if accepted, it will not be published elsewhere in the same form, in English or in any other languages, without the written consent of the Publisher. The Editors reserve the right to edit or otherwise alter all contributions, but authors will receive proofs for approval before publication