Isra Dewi Kuntary Ibrahim, Elsyah Azani Putri, Aryan Agus Pratama

WORK FAMILY CONFLICT DAN BEBAN KERJA TERHADAP STRES KERJA DIMODERASI DUKUNGAN SOSIAL PADA BANK NTB SYARIAH

Introduction

Work family conflict dan beban kerja terhadap stres kerja dimoderasi dukungan sosial pada bank ntb syariah. Telusuri dampak konflik kerja-keluarga dan beban kerja terhadap stres karyawan, dimoderasi dukungan sosial, di Bank NTB Syariah. Hasil studi kuantitatif.

Abstract

Purpose - The aim of this research is test and analyse ‘The Effect of Work Family Conflict and Workload on Work Stress with Social Support Moderated at NTB Syariah Bank’.  Design/methodology - The method used in this research is quantitative research. The population at Bank NTB Syariah in the officer section consists of employees with the positions of analysts, dealers, jurists, and internal control of branches with a total of 186 employees and in the staff section consists of employees with permanent employee status for customer service positions, tellers and administrative assistants, as well as outsourcing for sales funding positions, call centres, and the equivalent with a total of 492 employees and a total of 678 employees. The population in this study is 102 employees in staff and officer positions.  Findings - The conclusion of this study is that work family conflict on job stress shows positive and significant results so that the hypothesis in this study is accepted. Workload on work stress shows positive and significant results so that the hypothesis in this study is accepted. Work family conflict on job stress with moderated social support shows a negative value, meaning that it can weaken or the hypothesis in this study is accepted. Workload on work stress with moderated social support shows a positive value, meaning that it cannot be able to weaken or the hypothesis in this study is rejected.

Review

This paper addresses a critical area within organizational psychology and human resource management, examining the impact of work-family conflict and workload on work stress, and the potential moderating role of social support, within the specific context of NTB Syariah Bank. The study's clear purpose to test and analyze these complex relationships is well-articulated, highlighting the relevance of understanding employee well-being in a demanding professional environment. The choice of a quantitative research design is appropriate for empirically investigating the hypothesized direct and moderated effects, offering a structured approach to analyzing these interdependencies. Methodologically, the research utilized a quantitative approach, drawing a sample of 102 employees from a total population of 678 at Bank NTB Syariah. While the abstract clearly defines the population and sample sizes, additional details regarding the sampling technique (e.g., random sampling, stratified sampling) would enhance the understanding of the sample's representativeness. The findings are significant: both work-family conflict and workload were found to have a positive and significant effect on work stress. Furthermore, social support negatively moderated the relationship between work-family conflict and work stress, indicating its capacity to weaken this stressor. However, social support showed a positive moderating value for the workload-work stress relationship, suggesting it did not weaken, or possibly even exacerbated, the impact in this instance. The study offers valuable contributions by confirming established relationships between common stressors and work stress within a specific cultural and organizational context, and by providing a nuanced understanding of social support's moderating role. The differential impact of social support on work-family conflict versus workload-induced stress is a key insight, suggesting that its effectiveness as a buffer is not universal across all stressors. To further enhance the paper's impact, future iterations could elaborate on the specific types of social support measured (e.g., supervisor support, peer support) and their unique mechanisms. A more detailed discussion of the practical implications of these differential moderating effects for organizational interventions and employee support programs would also be highly beneficial.

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