Pengaruh sokongan penyelia dalam perhubungan antara tekanan kerja dan konflik kerja-keluarga (Influence of supervisor support in the relationship between work stress and family-work conflicts)

Nur Izzaty Mohamad, Azman Ismail, Azmawaty Mohamad Nor

Abstract


Tekanan kerja dapat mempengaruhi kesejahteraan dan prestasi organisasi. Kajian terbaharu mendedahkan bahawa tahap tekanan kerja mempunyai tiga elemen yang sangat penting, iaitu kesamaran tanggungjawab, pertelingkahan tanggungjawab dan beban tanggungjawab. Tahap tekanan yang tinggi tidak meningkatkan konflik kerja-keluarga apabila kesanggupan penyelia menghulurkan sokongan kepada pekerja dalam organisasi. Sungguhpun perhubungan ini dikaji secara meluas, namun peranan sokongan penyelia sebagai pemboleh ubah penyederhanaan yang efektif kurang dibincangkan secara terperinci dalam literatur penyelidikan tingkah laku organisasi. Kajian ini dilaksanakan untuk menilai perhubungan antara tekanan kerja, sokongan penyelia dan konflik kerja-keluarga. Borang soal selidik tadbir sendiri telah digunakan untuk mengumpulkan data daripada staf yang berkhidmat di berbagai bahagian dalam sebuah agensi pusat kerajaan persekutuan Malaysia. Keputusan analisis model SmartPLS menunjukkan bahawa tahap tekanan kerja (tahap kesamaran tanggungjawab, pertelingkahan tanggungjawab dan beban tanggungjawab) yang tinggi tidak berupaya meningkatkan konflik kerja-keluarga apabila penyelia sanggup menghulurkan sokongan yang berkesan dalam melaksanakan operasi kerja harian.  Oleh itu, dapatan kajian ini boleh digunakan sebagai perakuan-perakuan penting bagi membantu pihak pengurusan dalam memahami konsep sokongan penyelia yang bersifat multidimensi dan merangka program sokongan pekerja bagi mencapai dan mengekalkan misi dan wawasan organisasi dalam zaman globalisasi dan ekonomi yang sukar diramalkan.

Kata kunci: konflik kerja-keluarga, sokongan penyelia, SmartPLS, tekanan kerja

Work stress may affect organizational performance and well-being.  Recent studies disclosed that work stress consists three important elements, namely responsibility ambiguity, responsibility conflict and workload responsibility. High level of work stress does not enhance work-family conflict with supervisors’ willingness to provide effective support in organizations. Although this relationship were widely researched, the role of supervisor support as an essential moderating variable is not thoroughly discussed in the organizational behavior research literature. This research was carried out to evaluate the relationship between work stress, supervisor support and work-family conflict. Self-report questionnaires were applied to gather data from employees at a central agency of Malaysian federal government. The results of SmartPLS displayed that high level of work stress (responsibility ambiguity, responsibility conflict and workload responsibility) had not enhanced work-family conflict with supervisors’ willingness to provide effective support in executing daily job operations. Therefore, this result can be used as important recommendations by management to understand the multidimensional concept of supervisor support and formulate employee assistant programs in order to maintain and support their organizations’ vision and missions in times of globalization and unpredictable economic. 

Keywords: work-family conflict, supervisor support, SmartPLS, work stress

 

 

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