The Role of Perceived Social Support to Work Family Conflict on

Employees of PT Bank Mandiri (Persero) TBK Jakarta Branch Head

Office

Elvina Dyarosya

, Rahmanto Kusendi Pratomo

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

Keyword: Work Family Conflict, Perceived Social Support, Employees of PT. Bank Mandiri (Persero) Tbk Central Office

Jakarta

Abstract: This study aims to determine whether there is a significant role between perceived social support to work family

conflict on employees of PT. Bank Mandiri (Persero) Tbk Head Office Branch Jakarta. This research uses

quantitative method with non-probability sampling technique. Methods of data collection are done by

distributing questionnaires to 75 employees of PT. Bank Mandiri (Persero) Tbk Head Office Branch Jakarta.

Perceived social support variables were measured using Multidimensional Scale of Perceived Social

Support (MSPSS) prepared by G. Zimet, N. Dahlem, S. Zimet, G. Farley (1988). Work family conflict

variables were measured using Work Family Conflict Scale (WFCS) measured by Greenhaus and Beutell

(1985) which have been used in previous research by R.E Handini (2013). This study has a sig value of

0.003 which means p <0.05 which means that there is a role of perceived social support to work family

conflict on the employees of PT Bank Mandiri (Persero) Tbk Branch Office Jakarta.

1 INTRODUCTION

1.1 Background

Every standing company or organization for sure

want to be able to achieve success and

organizational goals that they have well. This is

certainly not something that is easy to achieve. To

achieve success, companies need employees who

have good and maximum performance. In addition,

the workload owned by employees will also be

greater which will have an impact on employees,

where one of them is experiencing stress. Bankers or

people who work in the financial sector are among

employees who are prone to stress. This was

supported by the Chairperson of the Indonesian

Consumers Foundation (YLKI), Zumrotin K

Soesilo, who gave an assessment that the level of

stress experienced by bank financial service

company employees was quite high. This assessment

is the conclusion of research conducted by YLKI

regarding consumer complaints about financial

services. Zumrotin said that the stress experienced

by all bank employees, both at the head office and

sub-branches was caused by the number of customer

targets applied by the bank (Tempo.co, 2014).

One news website, (JPNN, 2013) also revealed

that stress is a major problem experienced by

banking employees because they worry about losing

their jobs and being replaced by younger employees,

unable to achieve sales targets, experiencing salary

cuts, and other things. A study conducted by the

Swiss-based UNI Global Union found that more

than 80 percent of banking and insurance companies

in 26 countries experienced deteriorating health

conditions experienced by their employees over the

past two years. Lyn Mackenzie, author of the report

'Banking: The Human Crisis', says that bankers are

often blamed for the global financial crisis. Two

published deaths also highlight the pressures faced

by workers in the financial sector. "Pressure on

salary cuts and sales targets has created a climate of

fear in workers so they are too worried about their

jobs. In fact, they are reluctant to admit that they

suffer mentally "said Mackenzie (JPNN, 2013).

Researchers have conducted a direct online

survey of several employees at PT Bank Mandiri

located in the Jakarta Capital Special Region area.

The survey contains a number of question items

Dyarosya, E. and Pratomo, R.

The Role of Perceived Social Support to Work Family Conﬂict on Employees of PT Bank Mandiri (Persero) TBK Jakarta Branch Head Ofﬁce.

DOI: 10.5220/0010008700002917

In Proceedings of the 3rd International Conference on Social Sciences, Laws, Arts and Humanities (BINUS-JIC 2018), pages 399-404

ISBN: 978-989-758-515-9

399

about challenges faced at work, how the work

environment responds and also the impact of the

challenges on spouses or families. The results of the

survey revealed that PT Bank Mandiri employees

are often asked to work overtime, have a lot of

workload or projects, as well as deadlines for fast

work. These challenges have an impact on one of

them on the family. Employees feel that their

intensity of meeting their family is reduced due to

additional work and this makes families complain

often because they are too busy with work. In

addition, the condition of employees who are too

busy with work in this office has an impact on the

number of family matters or household needs that

are not handled. The symptoms experienced by

employees are finding it difficult to meet the family,

families who complain because they are too busy

with work and difficult to meet and handle family

affairs or needs which can lead to the emergence of

Work Family Conflict.

Work family conflict generally refers to the

extent to which roles in work and roles in families

are contradictory so that roles in one aspect become

more difficult to fulfill due to roles in other aspects

(Greenhaus, J., & Beutell, 1985). (Willis, A.,

O’Conner, B., & Smith, 2008) define Work Family

Conflict as a consequence of inconsistent demands

between roles at work and family. This conflict

occurs when the expectations of certain roles cannot

meet the needs of other roles and can prevent the

efficient performance of those roles (Greenhaus, H.,

Tammy, D., & Spector, 2006).

According to (Greenhaus, J., & Beutell, 1985),

there are three dimensions of Work family conflict,

namely Time-based conflict, Strain-based conflict,

and Behavior-based conflict. Time-based conflict is

a conflict that occurs when the time needed to work

makes someone difficult to fulfill a role in the

family. From the results of observations on PT Bank

Mandiri employees that have been discussed from

previous survey results that employees are often

unable to meet the family due to additional work and

families often complain because they are too busy

with work is one example of the time-based conflict

that occurs. Furthermore, Strain-based conflict

occurs when the pressure placed on work makes the

role in the family unfavorable. From the results of

observations on the employees of PT. Bank Mandiri,

which has been discussed from the survey results

above, employees are often asked to work overtime

and deadlines from fast work so that many family

matters or household needs that are not handled

because they are too busy with work are examples of

strain-based conflict.

Work Family Conflict has several factors that

can influence it, namely individual factors and work

factors, wherein the work factor there are role

stressors, role involvement, job characteristics, and

social support (Michel, et al, 2011).

In addition to conducting a survey, researchers

also conducted interviews with 2 employees of PT

Bank Mandiri. Based on the results of the interview,

the employees felt they were not supported by their

families in terms of work. When employees have to

go home late due to piled-up tasks, families often

question the reasons why the employee often arrives

late. In addition, employees also feel that their

friends don't care about their situation. So when an

employee is feeling stressed or depressed, he feels

there is no place to share or tell stories. Based on the

results of this interview, researchers chose perceived

social support because most of the dimensions in

perceived social support are problems that are felt by

employees.

The perception of social support is an

individual's way of interpreting the availability of

sources of support that can play a role as a buffer

against symptoms and stressful events (Zimet, G.,

Dahlem , N., Zimet, S., & Farley, 1988). (Zimet, G.,

Dahlem , N., Zimet, S., & Farley, 1988) explained

that the perception of social support has three

dimensions, namely social support that comes from

friends, family, and significant others. Researchers

have previously discussed that the results of

observations to employees based on survey results

are employees who find it difficult to meet family,

families of employees who complain because they

are too busy with work and the difficulty of

employees to meet and handle family affairs or

needs are symptoms that cause work family conflict.

Social support felt by someone who comes from

these friends, family, or other meaningful people can

reduce the stress that causes work family conflict.

This is supported by the opinion of Carlson and

(Carlson, D., & Perrewe, 1999) who say that along

with research on work-family, stress models have

identified social support as an important source of

coping mechanisms that can reduce the negative

effects of sources of stress. (Thoits, 1986) also

believes that social support can operate primarily as

an aid in dealing with stress. (Carlson, D., &

Perrewe, 1999) add that the level of social support a

person receives in a situation can affect the overall

stressful process. Social support refers to comfort,

attention, appreciation, and assistance given by

others to someone (Sarafino, 2006).

(Stoner, J., & Charles, 2009) added that support

from family can influence the level of work family

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conflict that a person feels. The results of research

conducted by (Greenhaus, J., & Beutell, 1985) also

revealed that the support given by the husband in the

form of participation in parenting or household

activities can reduce the dual role conflict

experienced by the wife. Furthermore, research

conducted by (Ahmad, 1997) also gives the result

that a multiple role conflict experienced by a person

can be reduced if he gets social support from four

sources of support namely colleagues, superiors,

family, and friends.

Based on the description above, between the two

variables that have been observed and strengthened

by the phenomenon, the researcher makes a

description that the Work Family Conflict can be

influenced by perceived social support. Therefore,

researchers are interested in conducting research

under the title "The Role of Perceived Social

Support for Work Family Conflict in Employees

of PT Bank Mandiri (Persero) Tbk Jakarta

Branch Head Office".

1.2 Problem Formulation

Is there a role of perceived social support to work

family conflict among employees of PT Bank

Mandiri (Persero) Tbk Jakarta Branch Head Office?

1.3 Research Purposes

Based on the background of the problem and the

identification of the problems that have been

revealed previously, the research objective to be

achieved is to determine the role of perceived social

support for work family conflict in employees of PT

Bank Mandiri (Persero) Tbk, Jakarta Branch Head

Office.

2 RESEARCH METHODS

2.1 Research Design

The design used in this study is quantitative

research. Quantitative research is a way to calculate

a variable in order to get data in the form of numbers

that are calculated through static analysis and the

final results will be interpreted (Gravetter, F., &

Forzano, 2012).

2.2 Sampling Technique

In this study, researchers used a non-probability

sampling technique. Non-probability sampling is a

sampling method in which the population is not fully

known, the probability of individuals cannot be

known, and the selection of participants is based on

factors such as acceptable or reasonable by efforts to

maintain representativeness and avoid bias

(Gravetter, F., & Forzano, 2012). In addition,

(Sugiyono, 2010) also provides a definition of non-

probability sampling, which is a sampling technique

where each member of the population has an

unequal opportunity to be chosen as a participant.

While the type of non-probability sampling used in

this study is convenience sampling where sampling

involves individual selection based on their

availability and willingness to respond, it is because

they are easy to obtain. Sometimes it can also be

called accidental sampling or haphazard sampling

(Gravetter, F., & Forzano, 2012).

2.3 Characteristics of Research

Participants

In general, participants who were included in this

study had the following criteria:

1. Has the status of an employee who works at

PT Bank Mandiri (Persero) Tbk Jakarta

Branch Head Office

2. Employees who are married

2.4 Research Measuring Tools

Measuring tools in this study were in the form of

questionnaires, in which the researcher asked a

number of questions to participants in the form of a

list of questions and asked respondents to provide

responses to the answers provided.

1. Work Family Conflict Measuring Tool

The work family conflict measurement tool

used in this study is the Work Family

Conflict Scale (WFCS) which is a

measurement adapted from previous

research conducted by (Handini, 2013).

This measuring tool is made based on the

dimensions of work family conflict from

(Greenhaus, J., & Beutell, 1985). This

questionnaire uses a modified Likert scale

having a range of scales, namely 1.

Strongly Agree (SA), 2. Agree (A), 3.

Disagree (D), and 4. Strongly Disagree

(SD). The questionnaire in this study

consisted of 15 items representing each

dimension in work-family conflict. The

dimensions of work family conflict

measured in this study are time-based

The Role of Perceived Social Support to Work Family Conﬂict on Employees of PT Bank Mandiri (Persero) TBK Jakarta Branch Head

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conflict, strain-based conflict, and

behavior-based conflict.

2. Perceived Social Support Measuring Tool

The Perceived Social Support measuring

tool used in this study is the

Multidimensional Scale of Perceived Social

Support (MSPSS) which is a measurement

tool adapted from research conducted by

(Zimet, G., Dahlem , N., Zimet, S., &

Farley, 1988). This questionnaire uses a

modified Likert scale that has a range of

scales, namely: 1. Strongly Disagree (SD),

2. Disagree (D), 3. Somewhat Disagree

(SWD), 4. Neutral (N), 5. Rather Agree

(RA), 6. Agree (A), 7. Strongly Agree

(SA). The questionnaire in this study

consisted of 12 items representing each

dimension in Perceived Social Support. The

dimensions of Perceived Social Support

measured in this study are friends, family,

and significant others.

2.5 Research Procedure

2.5.1 Research Preparation

This study began when researchers saw a

phenomenon that occurs at the place of researchers

running an internship program. Researchers see that

employees are often asked to undergo official

assignments out of town which usually lasts for one

to three days, whereas most employees who work

are married and also have children. The official

assignment causes reduced family time with the

family. The phenomenon discovered by this

researcher is a basic assumption for scientific

writing.

When meeting with the supervisor for the first

time, the researcher tells about the phenomenon

found and it turns out that the phenomenon can enter

the topic of work family conflict because the role of

employees in the workplace can disrupt its role in

the family.

Therefore, researchers make work family conflict

one of the variables that will be used in this study.

Whereas for the second variable, researchers chose

perceived social support because based on previous

studies discussed in chapter 1, work family conflicts

can be reduced by social support originating from

family, spouse, or friends/relatives. Most of the

sources of support are the dimensions that exist in

perceived social support. Therefore, researchers

want to find out whether, with perceived social

support, work family conflicts perceived by

someone can be reduced or prevented.

2.5.2 Research Implementation

Researchers have conducted a preliminary study in

the form of a questionnaire survey containing open-

ended questions on ten employees at PT Bank

Mandiri (Persero) Tbk Jakarta Branch Headquarters

online via google forms. Of the ten people, there

were six people who filled in completely and sent

their responses to the researchers. This survey was

conducted with the aim that conclusions from the

results of the survey could be drawn to be used as a

phenomenon in this study.

This research was conducted in a Bank Mandiri

workspace located in the South Jakarta area. The

researcher distributed questionnaires to 75 Bank

Mandiri employees at the Jakarta Branch

Headquarters who had characteristics in accordance

with the characteristics of the participants in this

study. There were 2 questionnaires given, the Work

Family Conflict questionnaire consisting of 15 items

and the Perceived Social Support questionnaire

consisting of 12 items. The distribution of this

questionnaire was carried out on 14 May 2018-16

May 2018.

After all the questionnaire results from the

respondents have been received by researchers,

researchers input these results into Ms. Excel, where

some participant's biodata is made into several

groups and input in coding. Then the data is

processed using version 22 of the Statistical Package

for Social Science (SPSS) program. And data

processing in this study uses a simple linear

regression test to find out whether there is a role

between Perceived Social Support for Work Family

Conflict on employees of PT Bank Mandiri

(Persero) Tbk Jakarta Branch Headquarters.

3 RESULTS AND DISCUSSION

Table 1: Coefficients calculation results

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Table 2: Model summary calculation results

Based on the analysis results above, obtained R =

0.334 sig against P = 0.003 (<0.05) which means

that Ha is accepted so it can be concluded that there

is a role of work family conflict on perceived social

support.

Based on the table of regression equation

coefficients in this study it can be interpreted that the

constant (0.923) states that if the increase in the

value of the variable perceived social support, then

the value of the work family conflict is 0.923. The

regression coefficient of 0.571 states that each added

one score perceived social support gives an increase

in score of 0.571.

Based on the summary model table, it can be

explained that the role of Perceived Social Support

for Work Family Conflict is 0.112. The variable

contribution of perceived social support is KP = r2 x

100% = 11.2%. These results mean that the

contribution of 11.2% to the work family conflict

variable is explained by perceived social support.

4 CONCLUSIONS AND

SUGGESTIONS

4.1 Conclusion

This research was conducted with the aim to see

whether there is a role perceived social support for

work family conflicts. Based on the data processing

and analysis that has been done, it can be seen that

there is a perceived role of social support for work

family conflicts at PT Bank Mandiri (Persero) Tbk

Jakarta Branch Head Office. This result was

obtained from 75 respondents. Based on the results

of calculations and analysis in the previous chapter,

it can be concluded that there is a role of perceived

social support for work family conflicts in PT Bank

Mandiri (Persero) Tbk Jakarta Branch Head Office,

this can be seen based on a few simple linear

regression test calculations. From the results and

analysis, the results show that Perceived Social

Support has a role in the Work Family Conflict with

a contribution of 11.2%. In addition, the results of

the correlation test that have also been previously

calculated give 0.334 results which means that the

relationship between Perceived Social Support and

Work Family Conflict has a positive relationship.

4.2 Suggestion

There are a number of suggestions that researchers

can provide relating to discussions and findings

during conducting this research, including:

1. To PT Bank Mandiri (Persero) Tbk. The

Jakarta Branch Head Office is expected to

pay more attention to workloads or work

hours that can cause symptoms or stressful

events experienced by employees. This is

because based on the results of the work

family conflict score categories discussed

earlier, most employees at PT Bank Mandiri

have a high level of work family conflict.

Strain-based conflict is a dimension of work

family conflict that has the highest reliability.

So this means that the pressure held by these

employees is high. Based on these results, the

company is expected to be more concerned

with the amount of workload given to

employees that might affect employee

welfare. Employees who have good welfare

are expected to carry out their work more

optimally.

2. For further research, it is expected to consider

other factors that affect work family conflicts

in addition to perceived social support or can

use IV or more than one independent

variable.

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