How Job Stress Can Improve Job Satisfaction Nurse
Wenny Winiar
1
, Rokiah Kusumapradja
1
, Mohamad Reza Hilmy
1
and Suryanti T. Arief
2
1
Hospital Administration, Esa Unggul University, Jakarta, Indonesia
2
Faculty of Law, Esa Unggul University, Jakarta, Indonesia
Keywords: Work-family conflict, family-work conflict, Job Stress, and Job Satisfaction.
Abstract: The phenomenon of married and working women is a dual role conflict that also causes work stress. Dual role
conflict arises when the interests of work interfere with family interests (work-family conflict) or vice versa
family interests interfere with work (family work conflict). This study aims to analyze the effect of dual role
conflict on job stress and job satisfaction. The subjects of this study were nurses at Dharma Nugraha Hospital
Jakarta. The study was startedfrom October to November 2017. Data were collected by one short study
method, survey, and questionnaire. Design of causal research. Variables in this research are Multiple Role
Conflicts as an independent variable, Working Stress as a dependent variable, Job Satisfaction as a dependent
variable. The assessment instrument was 127 questionnaires and measurements with a 5-step Likert scale.
Data analysis using Path Analysis (Line Analysis).The results showed that: (1) multiple role conflicts had a
significant positive effect on job stress, (2) work stress did not affect job satisfaction, (3) dual role conflict
had the negative and insignificant effect to job satisfaction. If the dual role conflict is high then the work stress
will be high too, dual role conflict decreases the work stress will decrease. If work stress is high, job
satisfaction may increase or decrease. Conversely, if the job stress is low, then job satisfaction can also
increase or decrease. Job satisfaction will be low if dual role conflict increases, job satisfaction increases when
dual role conflict is low. Job stress can provide job satisfaction without the occurrence of dual role conflict
on female nurses. Work-family conflict comes from the support of colleagues and superiors, it is necessary to
create a strategy such as hospital regulations are not allowed to work overtime because it will result in fatigue
so that it will impact on patient safety (patient safety). Family-work conflict is sourced from spouses and
families, a mediation strategy is needed such as family gathering that aims to introduce the work environment
to family members.
1 INTRODUCTION
The role of women as labor actively participates in
economic activities (earning a living) in various
activities in accordance withskills and education
owned and available employment. The tendency of
women to work has many implications, including the
breaking of family ties, rising juvenile delinquency
and other implications. Dual role conflicts are
strongly associated with depression and anxiety
suffered by women than men. Workplace stress is an
almost daily thing experienced by workers. Stress is
experienced continuously and uncontrollably, can
cause a burn-out of physical fatigue, psychic and
emotion. Job satisfaction is an affective or emotional
response to various aspects or aspects of a person's
job,so job satisfaction is not a single concept. Dual
role conflict, job stress, and job satisfaction in the
workplace become a serious problem for the company
because it is indirectly related to employee and
company performance. Job satisfaction of an
employee is an individual thing because each
employee has different levels of ability in doing his
job. Work and family are two important things in the
social life of adults (Mian et al., 2012). Work and
family are equally important so that each requires
much attention in the form of time, energy, and mind
devoted to work and family (Carr et al., 2008).
Job satisfaction is a manifestation of employee
perceptions reflected in attitudes and focused on
behavior on the job. According to Kreitner & Kinicki
(2014), job satisfaction is a positive feeling about
one's work which is the result of an evaluation of its
characteristics. So the nurse's job satisfaction is a
manifestation of the nurse's perception reflected in
the attitude and focused on the nurse's behavior on her
job. Nurses with high levels of job satisfaction have
2802
Winiar, W., Kusumapradja, R., Reza Hilmy, M. and T. Arief, S.
How Job Stress Can Improve Job Satisfaction Nurse.
DOI: 10.5220/0009952928022807
In Proceedings of the 1st International Conference on Recent Innovations (ICRI 2018), pages 2802-2807
ISBN: 978-989-758-458-9
Copyright
c
2020 by SCITEPRESS – Science and Technology Publications, Lda. All rights reserved
positive feelings about their work, whereas
disgruntled nurses have negative feelings about the
job, causing many problems at the hospital (Curtis,
2007). The usual problems are service problems and
lack of nurse's workforce that will eventually degrade
the quality of hospital services. Robbins (2002)
suggests that job satisfaction refers to the general
attitude of the individual to his work.
Dual role conflict by Bedeian et al. (1998),
Googins (1987), Greenhaus and Parasuraman (2001),
and Shinn (1999), namely: Dual Role Conflicts is
evidence that there is a tension between family and
work rules that indicate a psychological drop and
physical well-being of employees. This dual role
conflict will be a problem if there is no appropriate
solution to overcome it. The impact is the occurrence
of pressure, anxiety that makes employees lead to
stress. According to Frone, 2000 (in Roboth, 2015)
that dual role conflict is strongly associated with
depression and anxiety afflicted by women rather
than men and is also associated with the traditional
role of women that today is unavoidable, that is, the
responsibility of organizing the household and raising
children. The impact of dual role conflict experienced
by working woman is job stress and also influence to
job satisfaction.
Job stress is a form of a person's response, both
physically and mentally to a change in his
environment that is perceived as disturbing and leads
him to be threatened (Igor, 1997). Job stress is not
always negative, but it can also have a positive
impact. However, research usually emphasizes the
negative impact of work stress, because it relates to
job satisfaction and performance of an employee. It
was proposed by Robbins (2006) that the impact of
stress on satisfaction is much more direct. Job-related
tensions tend to reduce general job satisfaction.
Although low to moderate levels may improve
performance, employees feel that stress is unpleasant.
Several previous studies have suggested that the
influence of dual conflict (Work-family conflict and
work conflict) on work stress. Research from
Indrayani (2009) in Pranandari (2014) suggests that
the conflict of work significant to work stress. So also
with research from Suryani et al. (2014) said that
Family conflict shows a positive and significant
influence on employees job stress. The influence of
job stress on job satisfaction. Research from Setyono
(2007), Tunjungsari (2011), Leila (2002) obtained job
stress result negatively significant to employee job
satisfaction. The influence of dual role conflict
(Work-family conflict and Family Work conflict) on
job satisfaction. Research from Prawitasari et al.
(2007), Netemayer et al. (1996), Graf (2007), Prajogo
(2013), Dhamayanti (2006) obtained the result that
work-family conflict has a significant negative effect
on job satisfaction.
The motivation of this research is the importance
of knowing the influence of dual role conflict on work
stress and job satisfaction of female nurses at Dharma
Nugraha Hospital.
2 RESEARCH METHOD
This research is quantitative with explanatory design
(explanatory research) is to test between
hypothesized variables. A hypothesis that describes
the relationship between two variables, to know
whether the associated variable or not with other
variables, or whether the variable is caused or
influenced by other variables. Sampling by purposive
sampling method that is sampling method with
certain consideration. Sample criteria in this study
were married female nurse (married) and conducted
the dissemination of 127 questionnaires.
In this research consist of three variables that are
Dual Role Conflict as an independent variable, Job
Stress variable as dependent variable, Job Satisfaction
variable as the dependent variable. Methods of data
analysis using path analysis (Path Analysis) to
analyze the pattern of relationships among variables.
3 RESEARCH RESULT AND
DISCUSSION
Table 1: Profile of Female Nurse Respondent in Dharma
Nugraha Hospital
Criteria of Respondents
Frequency
Percentage
Gender:
Man
Woman
0
127
0%
100%
Age:
21-30 years
31-40 years
41-50 years
99
26
2
78%
20,5%
1,5%
Marital status:
Married
Single
109
18
86%
14%
Employmentstatus:
Permanent
Contract
85
42
66,9%
33,1%
Education:
Diploma
Bachelor degree
Postgraduate
121
6
0
95,3%
4,7%
0%
Salary:
3.000.000-4.000.000
4.000.000-5.000.000
>5.000.000
87
37
3
68,5%
29,1%
2,4%
How Job Stress Can Improve Job Satisfaction Nurse
2803
Criteria of Respondents
Frequency
Percentage
Work unit :
Emergency
Polyclinic
Surgery
ICU
ObstetricsGynecology
Inpatient
15
15
15
15
15
52
11.8%
11.8%
11.8%
11.8%
11.8%
41%
Position:
Staff
Head Shift
Head of the Room
120
1
6
94%
1%
5%
3.1 Descriptive Analysis
Validity test and reliability test performed on 3
variables. Dual role conflict variable with 8
statements obtained 7valid statements and 1invalid
statement. Work stress variable with 7 statements
obtained result 5 valid statement and 2invalid. On job
satisfaction variable with 5 statements obtained result
2 valid statement and 3invalid statement. After an
invalid statementis omitted, there are 14 valid
statements to test for reliability. Reliability test results
obtained results with the value of Cronbach alpha
above 0.60 and declared reliable, then the statements
can be used in the questionnaire.
Table 2: Dual Role Conflict Indicators
No
Value
Information
1
2,29
Low
2
2,44
Low
3
2,46
Low
4
2,40
Low
5
2,44
Low
6
2,70
Enough
7
2.10
Low
In Table 2 the dual role conflict indicator got the
highest score of 2.70 on the statement "after work I
feel tired to do household obligations", it indicates
that the work-family conflict is more dominant in the
female nurses in the Dharma Nugraha hospital than
the family- work. Need a good strategy to anticipate
the indicators of dual role conflict is high or low, so
as not to be sustainable.
Table 3. Job Stress Indicators
No
Statement
Value
Information
1
The work I go through often
makes me uncomfortable causing
tension
2,13
Low
2
Lately,I can not get my job done
properly
2,48
Low
3
I will lose my appetite when the
workload is solid
2,30
Low
4
I became emotionally stuck on as
myworkload increases
2,38
Low
5
I will avoid pretending to be busy
when there is a new assignment
given to me
2,91
Enough
6
The work I go through often
makes me uncomfortable causing
tension
2,13
Low
In table 3, the job stress indicator got the highest
score of 2.91 on the statement "I will avoid pretending
to be busy when there is a new task given to me", it
shows that the work stress on the female nurse at
Dharma Nugraha Hospital currently has the most
impact on the individual's behavior to avoid / reject
the new job that is perceived as an additional burden.
For the highest and lowest job stress indicators, there
must be a good strategy to avoid being sustainable
Table 4: Job Satisfaction Indicators
No
Statement
Value
Information
1
The hospital salary has
met myexpectations
3,46
Satisfied
2
I found no difficulty in
working with my
colleagues
1,85
Not satisfied
In table 4, job satisfaction indicator got the highest
score 3,46 (satisfied) at the statement "salary given by
hospital have been as my expectation", this indicates
that job satisfaction at nurse woman in hospital
Dharma Nugraha now has fulfilled with salary
factor/earnings received. Of concern is the
dissatisfaction in the relationship of cooperation with
colleagues.
3.2 Hypothesis Testing
Figure 1. Results of data processing with Path Analysis
ICRI 2018 - International Conference Recent Innovation
2804
In picture 1 the result of questionnaire 127 female
nurse in Dharma Nugraha Hospital that double role
conflict hasa strong positive effect to work stress with
influence value 0,811 and significant value = 0,000 or
<0,05. On the variable Work stress found significant
value of 0.068 or>0.05 to job satisfaction, then the job
stress does not affect the job satisfaction. In variable
of conflict of the role of double have the
significantnegative effect on job satisfaction with
significant value 0,00 or <0,05 and medium effect
value equal to -0,576.
4 DISCUSSION
Table 5. Hypothesis Test Results
Hypothesis
Influence
Significant
Results
Conclusion
H1
Dual role
conflict on
work stress of
female nurse
0.000
Dual role conflict
has a significant
positive effect on
job stress
H2
Work stress on
job satisfaction
of female
nurses
0.068
Work stress does
not affect job
satisfaction,
because the data
does not support
the hypothesis
H3
Dual role
conflict on job
satisfaction of
female nurse
0.000
Dual role conflict
negatively affects
job satisfaction
In table 5 seen from the significant value of dual role
conflict variable to job stress of 0.000 or <0,05
concluded that dual role conflict have positive effect
to work stress that is if conflict of double role is high
hence job stress will be high, vice versa if double role
conflict low then low work stress also. The value of
influence of 0.8112 = 65.7% work stress is influenced
by dual role conflict. The value of error = 34.3%
influenced by other factors outside of this study such
as environmental factors, colleagues, leaders,
workload.
Work stress does not affect job satisfaction, seen
from significant value = 0,068 or>0,05. These results
are suspected because the data do not support the
research hypothesis. Here work stress can be as an
intervening/mediation to be able to satisfy the nurse
when work must be emphasized through job
stress/pressure/responsibility burden on the job.
Directly satisfied nurses can eliminate work-family
conflicts with added job stress so that the focus of
completing the work. The findings that job stress can
improve job satisfaction nurse.
The dual role conflict on job satisfaction of female
nurse at Dharma Nugraha hospital has a significant
negative effect, with significant value = 0,00 or <0,05
concluded that if double role conflict is high, then job
satisfaction is low, otherwise, if double role conflict
is low, then job satisfaction will be high. Medium
influence value = -0.5762 = 33.17% job satisfaction
is affected by dual role conflict. Value of error = 66,
83% influenced by other factors outside of this study
for example influenced by salary expectations,
harmonious working atmosphere, satisfactory work.
5 CONCLUSIONS
Based on the results of research and discussion above,
then take a few conclusions as follows:
Multiple role conflictshas a significant positive
effect on job stress. This means the higher the double
role conflict (work-family and family work) will be
the higher the stress of the work of female nurses who
married and work in the hospital.
Work stress does not affect job satisfaction, it is
possible because there are other factors outside this
research that affect the satisfaction of working nurses
of women who married and work in a hospital. Thisis
expected because the data does not support the
research hypothesis it should be explored further with
different data.
Multiple role conflicts (work-family and family
job) has a significant negative effect on the
satisfaction of female nurse's work in the hospital, this
means the higher the dual role conflict will decrease,
the decreasing of dual role conflict hence the working
satisfaction of nurses who married and work in the
hospital will increase.
Based on the theory, the above conclusions are
supported by two theories about job satisfaction,
namely (1) Theory of Equity (Equity Theory) that
people will feel satisfied or dissatisfied depends on
the presence or absence of justice in a situation,
especially work situations. The main components in
the theory of justice are inputs such as education,
experience, skills, number of tasks, and equipment or
equipment that support their work. In this case,
something is worth as self-actualization of a person.
(2) Two-factor theory formulated into two groups:
satisfies or motivators and dissatisfies. Satisfies are
factors as a source of satisfaction including attractive,
challenging jobs, achievement opportunities, rewards
and promotional opportunities. Dissatisfies are
factors as a source of dissatisfaction such as
salary/wages, supervision, interpersonal
relationships, working conditions and status
Multiple role conflicts experienced by female
nurses in hospitals will lead to job stress, occurring
when the execution of one role complicates the
How Job Stress Can Improve Job Satisfaction Nurse
2805
implementation of another role. However, the form of
stress is not in physical symptoms when viewed from
indicators of statements submitted to the
questionnaire. Pressure to balance these multiple
roles can be stressful. Work-family conflict and
work-family conflict are one form of dual role
conflict.
Work stress does not affect the satisfaction of
female nurses in the hospital. However, it needs to be
analyzed if there is dissatisfaction of the female nurse.
Moreover, it is necessary to maintain the factors that
lead to job satisfaction of female nurses in hospitals.
Double role conflict negatively affects job
satisfaction. Need to minimize dual role conflict,so
that job satisfaction of woman nurse awake balance
so that motivation work always good.
In essence, family-work conflict comes from the
support of colleagues and superiors. So need to be
made a strategy such as hospital regulations such as
not allowed overtime work because it will result in
fatigue so that it will impact on patient safety (patient
safety). As for family-work conflict originating from
spouses and families, a mediation strategy is needed
such as family gatherings that aim to introduce the
work environment to family members. Can also be
held daycare in hospital at low cost.
Holding employee leisure activities with her
family. The hospital should also show its seriousness
in dealing with the problem of dual role conflict
experienced by the employee/nurse. The hospital
provides the facilities of a music player or provides a
special room for nurses to rest/relax in turn.
Conducting regular meetings between
management and employees / nurses to discuss
various obstacles faced so far.Reviewing the job
description of the nurse. The hospital should include
nurses in the process of implementing tips / strategies
such as more flexible working hours, alternative work
schedules/overtime schedules, duplicate family
policies, and job sharing.
The organization of the organization builds
coping strategies to reduce or minimize multiple role
conflicts. The organization of the hospital redesain
work (reduction of workload and flexible working
time) and benefit programs (family friendly policies)
to reduce dual role conflict and work stress. The
organization of the hospital maximizes the
functioning of the personnel unit to create quality
work life.
ACKNOWLEDGEMENTS
The research was supported by Hospital
Administration, Esa Unggul University.
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