The Role of Family Supportive Supervisor Behaviour, Dyadic

Coping, and Work-family Conflict in Predicting Marital Satisfaction

of Financial Services Employee in Jakarta

Pingkan Cynthia Belinda Rumondor

, Rahmanto Kusendi Pratomo

, Greta Vidya Paramita

Psychology Department, Faculty of Humanities, Bina Nusantara University, Jakarta 11480 Indonesia

Keyword: Supportive supervisor behaviour, dyadic coping, work-family conflict, marital satisfaction

Abstract: The number of dual earner marriage are increasing in Indonesia, especially in urban area. Previous

researches found that external stress and support as well as support from spouse affected marital

satisfaction. This study aims to understand how work-family conflict, family supportive supervisor

behaviour, and dyadic coping impact marital satisfaction of dual earner financial services employee in

Jakarta. Participants of this study are 101 financial services employee who work in Jakarta and 80.2%

commute at least 60 minutes per day. This study found that work-family conflict and dyadic coping predicts

the odds of having high level of marital satisfaction. In contrast, family supportive supervisor behaviour is

not a reliable predictor for marital satisfaction level. Implication of this finding for dual-earner employees

are discussed.

1 INTRODUCTION

Economic and social change in society alter cultural

aspect such as gender role, and furthermore affected

marital functioning (Finkel, 2017). In Indonesia, the

dynamic of gender role in macro level (such as

economic level) can be seen from increasing number

of dual-earner family. Data from the National Labor

Force Survey 2016 (Sakernas) data set that further

processed by AIPEG found that 52% of family in

Indonesia are dual earner family (Dual-earner

statistics in Indonesia, 2016). However, dual earner

couple has its own challenges, such as high work

load, job strain, high working hours, which increases

work-family conflict (Ford, Heinen and Langkamer,

2007; Lu, Chang, Kao and Cooper, 2015). Work-

family conflict affected both work and family life,

particularly marital satisfaction and work

performance (Ford, Heinen and Langkamer, 2007;

Amstad, Meier, Fasel, Elfering and Semmer, 2011).

Furthermore, lower marital satisfaction leads to

conflict and negative communication, which cause

further stress and affecting worker’s productivity,

especially in high stress occupation such as financial

services, including bank employees. Working in

bank is associated with high stress, as previous

research has found that psychosocial condition in

banking activity is high strain, low social support,

low reward and over-commitment, thus increase risk

factors for depressive symptoms in bank employees

(Valente, Menezes, Pastor-Valero and Lopes, 2016).

Thus, this research aimed to explore both challenges

and resources from both work and family domain

that affect marital satisfaction of dual-earner

financial services employee in Jakarta.

Dual earner bankers and financial services

employee in general are vulnerable of work-family

conflict (WFC). WFC is a form of inter-role conflict

where strain at home and work are not compatible, a

situation in which participation in the work (family)

role is made more difficult by the nature of

participation in family (work) role (Greenhaus and

Beutell, 1985). WFC happened because there are

overlapping roles in work and family domain. It is

relevant in Indonesia’s context, that expected both

women participation in workplace as well as women

as housewife at home (Utomo, 2015). Modern

society also demand man to be more involved in

parenting, despite his strain at work. This conflict

can be seen from two sides, which are work

interference with family (WIF) or family

interference with work (FIW) (Ford, Heinen, and

Langkamer, 2007; Amstad, Meier, Fasel, Elfering

and Semmer, 2011). Moreover, meta-analysis

Rumondor, P., Pratomo, R. and Paramita, G.

The Role of Family Supportive Supervisor Behaviour, Dyadic Coping, and Work-family Conﬂict in Predicting Marital Satisfaction of Financial Services Employee in Jakarta.

DOI: 10.5220/0010000800002917

In Proceedings of the 3rd International Conference on Social Sciences, Laws, Arts and Humanities (BINUS-JIC 2018), pages 86-91

ISBN: 978-989-758-515-9

conducted by Ford, Heinen and Langkamer (2007)

found that WIF is predicted by work stress, work

engagement, working hours, and support from the

workplace. This result is in accordance with research

in Asia context, which found that workload and

supervisor support predicted WIF (Lu, Chang, Kao

and Cooper, 2015). Furthermore, research in Turkey

also found that social support especially from spouse

and organization also related with WFC (Aycan and

Eskin, 2005), stress in family, and time spent with

family (Lu, Chang, Kao and Cooper, 2015). WIF

and FIW predicted indicators of well-being such as

life satisfaction, psychological strain, physical

complaints, depression and substance use (Amstad,

Meier, Fasel, Elfering and Semmer, 2011).

Specifically, FIW predicted work domain such as

work satisfaction and performance, as well as family

domain such as marital and family satisfaction

(Amstad, Meier, Fasel, Elfering and Semmer, 2011).

Thus, WFC both WIF and FIW affected family life,

especially marital satisfaction.

There are three dimensions of WFC, namely

time-based conflict, strain-based conflict, and

behavior based conflict (Greenhaus and Beutell,

1985). Time-based conflict happens when an

employee spent most of the time for work, and less

time with family (or vice versa).Thus, time allocated

for family is not enough for the individual to fulfill

his/her duties. Less time for family, especially for

spouse could leads to lesser shared activity.

Moreover, shared activity, especially doing exciting

novel and activity would serve as relationship

maintenance strategy (Reissman Aron and Bergen,

1993; Girme, Overall and Faingataa, 2014; Aron,

Norman, Aron, McKenna and Heyman, 2000).

Consequently, less time and less exciting activity

leads to lower marital satisfaction. Strain-based

conflict occur when pressure in one domain hinder

an individual to fulfill expected role in other domain,

which are also harmful for marital satisfaction.

Previous study on air traffic controller found that

high strain at work could lead to social withdrawal

and more expression of anger toward partner, thus

decreasing marital satisfaction (Repetti, 1989; Story

and Repetti, 2006). This effect of stress toward

family also known as work-family spillover effect

(Amstad, Meier, Fasel, Elfering and Semmer, 2011).

Lastly, behaviour-based conflict happens when the

pattern of behaviour expected at home is

incompatible with expected behaviour at work. A

female manager is expected to be assertive and

confident at work. However, she is expected to be

submissive and gentle at home as a wife. If she

failed to display expected role, it will impact how

her husband feels about her, and vice versa. A male

customer service is expected to be gentle and

outgoing at work. Nevertheless, as a husband and

the head of family, he is expected to be assertive and

strong. If he is not able to enact matching behaviour

to his role, it can affect how his wife perceive him

and eventually affected marital satisfaction.

Marital satisfaction can be defined as subjective,

global evaluations of the marital relationship

(Fincham and Beach, 2006; Fincham and Bradbury,

1987; Funk and Rogge, 2007; Norton, 1983). It is

comparable with definition of life satisfaction as

cognitive-judgmental aspect of subjective wellbeing

(Diener, Emmons, Larsen and Griffin, 1985).

Marital satisfaction influence both individual and

relational wellbeing. In relationship domain, marital

satisfaction is a predictor of marital success (Karney

and Bradbury, 1995), positive communication

(Lavner, Karney and Bradbury, 2016), and lower

infidelity (McNulty, Meltzer, Makhanova and

Maner, 2018). Moreover, in individual domain,

marital satisfaction has positive correlation with

physical health (Proulx, Helms and Buehler, 2007;

South and Krueger, 2013), happiness and subjective

wellbeing in both husband and wife (Proulx, Helms,

and Buehler, 2007; Carr, Freedman, Cornman and

Schwarz, 2014) as well as negative correlation with

depression (Whisman, 2014).

Association between WFC and marital

satisfaction can be comprehend using Conservation

of Resources Theory (COR) (Hobfoll, 1989), which

conceptualized the experience of WFC as work role

or family role stress (Grandey and Cropanzano,

1999). According to COR model, individuals seek to

acquire and maintain resources, and stress is a

reaction to an environment in which there is the

threat or actual loss in resource, as well as lack of

expected gain in resources (Grandey and

Cropanzano, 1999). Resources include objects,

conditions, personal characteristics, and energies.

The nature of resources is it supports individual’s

goal achievement (Halbesleben, Neveu, Paustian-

Underdahl and Westman, 2014). Thus, for an

individual who wants to achieve work-life balance,

marital status and marital satisfaction are examples

of family resources. Moreover, support from both

family (spouse) and work (supervisor) can also

conceptualize as resources (Halbesleben, Neveu,

Paustian-Underdahl, and Westman, 2014). In this

article, family resources is measured with dyadic

coping (DC), a systemic and interdependent process

between one stressed partner and his/her spouse who

can potentially provide support (Xu, Hilpert,

Nussbeck and Bodenmann, 2018). DC is positively

The Role of Family Supportive Supervisor Behaviour, Dyadic Coping, and Work-family Conﬂict in Predicting Marital Satisfaction of

Financial Services Employee in Jakarta

associated with relationship satisfaction (Falconier,

Jackson, Hilpert and Bodenmann,2015). On the

other hand, support from work, such as family

supportive supervisor behaviour (FSSB), is

examples of work resources. FSSB is conceptualized

as behaviours exhibited by supervisors that are

supportive of families and consists of the dimensions

of emotional support, instrumental support, role

modeling behaviors, and creative work-family

management (Hammer, Kossek, Anger, Bodner and

Zimmerman, 2011). Given the association between

WFC, marital satisfaction and work-family

resources, this study aimed to answer how WFC,

DCI and FSSB predict marital satisfaction level in

dual-earner financial services employee.

2 METHOD

2.1 Participants

Participants were recruited by spreading a poster

regarding the study along with a link for the

questionnaire to be filled through author’s and

research assistant’s social media account (Facebook,

Instagram, Path, WhatsApp) from 16 May – 6 July

2018. Participants were asked to share the link and

information to their network, with the following

criteria: financial services employee, dual-earner

marriage, 21-50 years old, living in Greater Jakarta

area (Jakarta, Bogor, Tangerang, Bekasi), has been

married for at least a year, and works in DKI Jakarta

area. A total of 106 married individual completed

online survey regarding smartphone and marriage.

Among that number, 5 participants were excluded

because they are not from dual earner marriage.

Resulting in 95.3% response rate (101 participants).

Sampling method use is nonprobability, snowball

sampling. Most of the participants are female (N

=66, 65.3%), 26-40 years old (N=79, 78.2%) has

bachelor’s degree (N=77, 76.2%), has been married

for 1 to 10 years (N=76, 75.2%), has at least one

child (N=73, 72.3%). Most of them commute to

work for at least 60 minutes per day (N=81, 80.2%).

2.2 Measures

Marital satisfaction or global evaluation of marital

relationship is measured with translated version of

Couple Satisfaction Index (CSI) (Funk and Rogge,

2007). CSI(16) is 16 items measure of marital

satisfaction resulting in one global score, consists of

one item with 7-point scale, from 0 = extremely

unhappy to 6 = perfect (item sample: Please indicate

the degree of happiness, all things considered, of

your relationship) and 15 items with 6-point scale,

from 0 = not at all true to 5 = completely true (item

sample: My relationship with my partner makes me

happy). CSI is developed using Item Response

Theory (IRT), thus it can discriminate satisfied and

dissatisfied couples with greater precision compare

to most commonly used marital satisfaction scale.

Distress cut off score for CSI(16) is 51.5, it means

that score higher than 51.5 is in high marital

satisfaction group and lower than 51.5 is in low

marital satisfaction group. CSI(16)’s Cronbach’s α =

0.950.

Work-Family Conflict (WFC) is measured with

adapted version of WFC scale based on Greenhaus

and Beutell’s (1985) dimension of WFC, consists of

15 items with 4-point Likert scale, from 1 = strongly

disagree to 4 = strongly agree (time based conflict

item sample: “I can spend time with my family

without being disturbed by work time”; strain based

conflict item sample: “Job strain makes me go home

in stressful conditions that prevent me from doing

activities that I like with my family”; behaviour

based conflict item sample: “My effective behaviour

at work becomes ineffective at home.”) WFC’s

Cronbach’s α = 0.905.

Dyadic Coping is measured with adapted version

of Dyadic Coping Inventory (DCI), a self report

inventory measured on 5-point Likert scale ranging

from 1 (very rarely) to 5 (very often) and consists of

35 items (item sample: “I let my partner know that I

appreciate his/her practical support, advice, or help”,

“We try to cope with problem together and search

for ascertained solutions”) (Bodenmann, 2012).

DCI’s Cronbach’s α = 0.938.

FSSB is measured using translated version of

FSSB scale (Andadari, 2015). A sample item is “My

supervisor is willing to listen to my work or non-

work related problems”. FSSB’s Cronbach’s α =

0.961.

2.3 Research Design

This study is a predictive correlational research

which use survey as a means of collecting data. Data

are analyzed using binary logistic regression. Binary

logistic regression is used in situation when there are

two categories of the grouping variable (Brace,

Kemp and Snelgar, 2012). In this case, dependent

variable is level of marital satisfaction, consists of

high and low marital satisfaction.

BINUS-JIC 2018 - BINUS Joint International Conference

3 RESULT AND DISCUSSION

A binary logistic regression analysis was performed

with level of marital satisfaction as dependent

variable, and WFC, FSSB, DCI as predictor

variables. A total of 101 cases were analyzed and the

full model significantly predicted marital satisfaction

level (omnibus chi-square = 59.031, df=3, p <

0.001). The model accounted for between 44.3% and

67.3% of the variance in marital satisfaction level,

with 96.2% of the high marital satisfaction level

successfully predicted. However, only 69.6% of

predictions for the low marital satisfaction group are

accurate. Overall 90.1% of prediction were accurate.

Table 1 give coefficients, the Wald statistic and

associated degree of freedom and probability values

for each of the predictor variables. This show that

only WFC and DCI reliably predicted marital

satisfaction level. The value of coefficients revealed

that an increase of one point of WFC is associated

with a decrease in the odds of having high marital

satisfaction by a factor of .889 (95% CI .793-.997),

and an increase of one point of DCI is associated

with an increase in the odds of having high marital

satisfaction by a factor of 1.266 (95% CI 1.129-

1.420).

The result supported previous research that

higher WFC decrease the odds of having high

marital satisfaction (Ford, Heinen and Langkamer,

2007; Lu, Chang, Kao and Cooper, 2015). It also

supports the positive association of DC and marital

satisfaction (Xu, Hilpert, Nussbeck and Bodenmann,

2018; Falconier, Jackson, Hilpert and Bodenmann,

2015). Moreover, this result gives a deeper

understanding on how resource from work and

family interact and affecting marital satisfaction, in

COR framework. COR theory emphasis the

interrelationship between resources and that

environments and context can creates fertile ground

for resource creation (Hobfoll, Halbesleben, Neveu

and Westman, 2018). Thus, higher resource in

family (DC), leads to higher marital satisfaction,

which in turn can also be a resource for work. As

previous research found that higher marital

satisfaction leads to higher work place creativity

(Tang, Huang and Wang, 2017). However, FSSB is

not a significant predictor of marital satisfaction

level. Previous research found that supportive

supervisor is related to a sense of control that leads

to lower WFC, for example being able to have

flexible working hours in order to spend more time

with spouse (Thomas and Ganster, 1995). Thus,

FSSB may not relate directly to marital satisfaction.

However, FSSB could be related to marital

satisfaction through intervening variable, such as

quality time spend with spouse or work-family

enrichment (Tang, Huang and Wang, 2017). Further

research can explore how quality time between

spouse mediates FSSB and marital satisfaction of

dual-earner employees.

Table 1: Variables in the equation.

B S.E. Wald d

. Exp(B)

95% C.I.for EXP(B)

Lowe

Uppe

Step 1

DC .236 .059 16.250 1 .000 1.266 1.129 1.420

WFC -.117 .058 4.027 1 .045 .889 .793 .997

FSSB .067 .039 2.923 1 .087 1.070 .990 1.156

Constan

-21.780 6.657 10.703 1 .001 .000

Variable(s) entered on step 1: Dyadic Coping (DC), Work-Family Conflict (WFC), Family Supportive-Supervisor

Behaviour (FSSB).

In practical level, this research provide

suggestion to both family and employer to

strengthen resource related to marital satisfaction

such as DC and to cope with WFC. Especially for

dual-earner financial services employee, it is

suggested not only to be supportive to spouse but

also to learn working together as a team in facing

WFC.

ACKNOWLEDGMENTS

The authors wish to thank research assistant for

helping collect and clean data, reviewers for fruitful

feedback and Bina Nusantara University for the

research grant, without which this study could not

have been completed.

The Role of Family Supportive Supervisor Behaviour, Dyadic Coping, and Work-family Conﬂict in Predicting Marital Satisfaction of

Financial Services Employee in Jakarta

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The Role of Family Supportive Supervisor Behaviour, Dyadic Coping, and Work-family Conﬂict in Predicting Marital Satisfaction of

Financial Services Employee in Jakarta