Pengaruh Work Life Balance terhadap Komitmen Organisasi pada Dosen Hybrid Working
DOI:
https://doi.org/10.29313/jrp.v3i1.1800Keywords:
Work Life Balance, Komitmen Organisasi, DosenAbstract
Abstract. In the face of organizational change that continues to grow, organizations need human resources who have organizational commitment. One of the factors that can affect organizational commitment is work life balance. When the organization can provide support to achieve work-life balance, employees will contribute more to the organization. This study aims to describe the effect of work life balance on the three components of organizational commitment on hybrid working lecturers. This study uses causality analysis using a quantitative approach. The population selected is the lecturers of the Islamic University of Bandung, amounting to 526 people. The measuring tool for work life balance refers to the scale proposed by Fisher et al. (2009) and adapted by Gunawan et al. (2019) and organizational commitment referred to by Allen & Meyer (1997) which was adapted by Sulistiawan et al. (2021). The sampling technique is Simple Random Sampling and the number of research samples obtained is 84 lecturers. The data collection technique used is a questionnaire. The analysis technique used is SEM-PLS using SmartPLS software. The results show that 70% of lecturers have a high work life balance and the most commitment profiles, namely affective, continuance, and high normative commitment as much as 66%, and work life balance can significantly affect affective commitment by 63.9%, continuance commitment by 56.9%, and normative commitment of 39.9%.
Abstrak. Dalam menghadapi perubahan organisasi yang terus berkembang, organisasi membutuhkan SDM yang memiliki komitmen organisasi. Salah satu faktor yang dapat mempengaruhi komitmen organisasi yaitu work life balance. Ketika organisasi dapat memberi dukungan untuk mencapai work life balance, karyawan akan lebih berkontribusi pada organisasi. Penelitian ini bertujuan untuk mengetahui gambaran pengaruh work life balance terhadap tiga komponen komitmen organisasi pada dosen hybrid working. Penelitian ini menggunakan analisis kausalitas dengan menggunakan pendekatan kuantitatif. Populasi yang dipilih adalah dosen Universitas Islam bandung yang berjumlah 526 orang. Alat ukur work life balance mengacu pada skala yang dikemukakan oleh Fisher et al. (2009) dan diadaptasi oleh Gunawan et al. (2019) dan komitmen organisasi mengacu pada oleh Allen & Meyer (1997) yang diadaptasi oleh Sulistiawan et al. (2021). Teknik pengambilan sampel yaitu Simple Random Sampling dan diperoleh jumlah sampel penelitian sebanyak 84 dosen. Teknik pengumpulan data yang digunakan adalah kuesioner. Teknik analisis yang digunakan yaitu SEM-PLS dengan menggunakan software SmartPLS. Hasilnya menunjukkan sebanyak 70% dosen memiliki work life balance yang tinggi dan profil komitmen terbanyak yaitu affective, continuance, dan normative commitment yang tinggi sebanyak 66%, serta work life balance secara signifikan dapat mempengaruhi affective commitment sebesar 63.9%, continuance commitment sebesar 56.9%, dan normative commitment sebesar 39.9%.
References
[2] Choo, J. L. M., Desa, N. M., & Asaari, M. H. A. H. (2016). Flexible working arrangement toward organizational commitment and work-family conflict. Studies in Asian Social Science, 3(1), 21-36.
[3] Kuntjoro, H. Z. (2002). Komitmen organisasi. Jakarta.
[4] Meyer, J. P., & Allen, N. J. (1991). A three-component conceptuallization of organizational commitment. Human Resource Management Review, 1(1), 61-89. https://doi.org/10.1016/1053-4822(91)90011-Z
[5] Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. SAGE Publications, Inc.
[6] Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. The Academy of Management Review, 10(1), 76. https://doi.org/10.2307/258214
[7] Lambert, E. G., Pasupuleti, S., Cluse-Tolar, T., Jennings, M., & Baker, D. (2006). The impact of work-family conflict on social work and human service worker job satisfaction and organizational commitment: An exploratory study. Administration in Social Work, 30(3), 55–74. https://doi.org/10.1300/J147v30n03_05
[8] Hill, E. J., Hawkins, A. J., Ferris, M., & Weitzman, M. (2001). Finding an extra day a week: The positive influence of perceived job flexibility on work and family life balance. Family Relations, 50(1), 49–58. https://www.jstor.org/stable/585774
[9] Fisher, G. G. (2001). Work/life balance: A construct development study. ProQuest Dissertations Publishing.
[10] Fisher, G. G., Bulger, C. Al., & Smith, C. S. (2009). Beyond work and family: A measure of work/nonwork interference and enhancement. Journal of Occupational Health Psychology, 14(4), 441–456. https://doi.org/10.1037/al0016737
[11] Maharani, A. S. A. (2022, Februari 09). Mengenal hybrid working dan dampaknya terhadap perkantoran. Kompas.
[12] Khoirunnisa, J. (2021, Oktober 19). Hybrid working lagi ngetrend, apa sih kelebihannya. Detik Finance. https://finance.detik.com/berita-ekonomi-bisnis/d-5773399/hybrid-working-lagi-ngetren-apa-sih-kelebihannya
[13] Salmaa. (2021, April 29). Jenjang karir dosen swasta, bedakah dengan dosen PNS?. Dunia Dosen. https://www.duniadosen.com/karir-dosen-swasta/
[14] Muhammad, H. (2021, Juli 30). Dosen harus terapkan tridharma perguruan tinggi. Replubika.id. https://www.republika.co.id/berita/qx1ie0380/dosen-harus-teralpkan-tridharma-perguruan-tinggi
[15] Pratisthita, I. N. N. A. P, Nurofia, F., Vivekanada, N. L. A. (2018). Studi deskriptif mengenali work-life balance pada dosen tetap universitas ‘X’ di Bandung yang sudah menikah. Simposium Nasional Psikologi Positif.
[16] Casper, W. J., Harris, C., Taylor-Bianco, A., & Wayne, J. H. (2011). Work-family conflict, perceived supervisor support and organizational commitment among Brazilian professionals. Journal of Vocational Behavior, 79(3), 640–652. https://doi.org/10.1016/j.jvb.2011.04.011
[17] Sidik, R. N. M., Widawati, L., & Utami, A. T. (2021). Pengaruh workplace spirituality terhadap komitmen organisasi pada dosen Universitas Islam Bandung. Prosiding Psikologi, 7(2), 652-656. http://dx.doi.org/10.29313/.v0i0.28539
[18] Amalia, D. Y., & Rozana, A. (2020). Gambaran profil komitmen organisasi tenaga kependidikan Universitas Islam Bandung. Prosising Psikologi, 6(2), 590-593. http://dx.doi.org/10.29313/.v6i2.23623
[19] Gunawan, G. (2019). Reliabilitas dan validitas konstruk work life balance di Indonesia. JPPP - Jurnal Penelitian Dan Pengukuran Psikologi, 8(2), 88–94. https://doi.org/10.21009/jppp.082.05
[20] Sulistiawan, A., Sari, E. Y. D., & Situmorang, N. Z. (2021). Validitas dan reliabilitas konstruk komitmen organisasi dengan Pendekatan Confirmatory Factor Analysis (CFA). Psikostudia: Jurnal Psikologi, 10(1), 61. https://doi.org/10.30872/psikostudia.v10i1.5478
[21] Poulose, S. (2014). International journal of advances in management and economics work life balance: a conceptual review. International Journal of Advances in Management and Economics, 3(2), 1-17.
[22] Keeton, K., Fenner, D. E., Johnson, T., & Hayward, A. (2007). Predictors of physician career satisfaction, work-life balance, and burnout. Obstetrics & Gynecology, 109(4), 949-955.
[23] Parkes, L. P., & Langford, P. H. (2008). Work-life balance or work-life aligment? A test of the importance of work-life balance for employee engagement and intention to stay in organisations. Journal of Management & Organizzation, 14(3), 267-284. https://doi.org/10.5172/jmo.837.14.3.267
[24] Geckil, T., Ileri, Y. Y., Kaya, S. D., & Karadag, S. (2016). The relationship between organizational democracy perceptions and organizational psychological capital levels of physicians and nurses. International Journal of recent Advances in Organizational Behavior and Decision Sciences (IJRAOB), 3(3), 818-835.
[25] Widawati, L., Styani, Y., & Nadya, D. (2010). Profil komitmen dosen dalalm kegiatan Tridarma perguruan tinggi. MIMBAR, 26(1), 93-104.
[26] Rumangkit, S., & Zuriana, Z. (2019). Work-life balance as a predictor of organizational commitment: a multidimensional approach. Diponegoro International Journal of Business, 2(1), 18. https://doi.org/10.14710/dijb.2.1.2019.18-22
