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Journal articles on the topic 'Work and family'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 August 2024

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1

Kim Yoo-Kyung and Koo,Hye-Ryoung. "Conceptualization of Work-Family Balance: Is Work-Family Balance More than Work-Family Conflict and Enhancement?" Family and Culture 28, no. 3 (September 2016): 1–31. http://dx.doi.org/10.21478/family.28.3.201609.001.

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2

Enrique Campoverde Aguirre, Ronald, Maria Gabriela Carcelen Donoso, Danny Xavier Arevalo Avecillas, Rober Anibal Luciano Alipio, and Victor Hugo Gonzalez Jaramillo. "Family-work and work-family conflict and job performance of Ecuadorian teachers." Problems and Perspectives in Management 21, no. 3 (September 29, 2023): 764–76. http://dx.doi.org/10.21511/ppm.21(3).2023.59.

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In today’s society, there is a permanent conflict between working and caring for the family. This conflict has worsened as a result of the COVID-19 pandemic, making it necessary to study it to see how it affects the performance of workers. The objective of this study is to determine the association between work-family and family-work conflicts and performance dimensions (effort and quality of work) of Ecuadorian teachers. For data collection, validated models were used. The study employed a quantitative approach through an online survey of 570 teachers from Fiscal Educational Centers in Canton Duran, Prefecture of Guayas, in Ecuador, selected for having less Internet access. The hypotheses were validated using structural equation modeling (SEM). It has been determined that work-family conflict is positively and significantly associated with the effort dimension of performance with a value of R2 0.245 and p = 0.000. In the same way, it is associated with quality of work, obtaining an R2 0.193, p = 0.000. At the same time, the relationship between family-work conflict and effort dimension has not found sufficient evidence with a value of R2 0.064 and p = 0.212, and regarding quality of work dimension, a negative and significant effect has been found with a value of R2 –0.146 and p = 0.015. The findings demonstrate that the work-family conflict is positively associated with the dimensions of performance, contrary to the family-work conflict, which has a negative association or is not associated at all.

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3

Srivastava, Dr Shamini, and Dr Urmila R. Srivastava. "Work, Family and Personality: An Examination of Work-Family Conflict among Indian IT Employees." International Academic Journal of Business Management 06, no. 01 (June 14, 2019): 159–72. http://dx.doi.org/10.9756/iajbm/v6i1/1910018.

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4

Layman, Chrisanty Victoria, and Jacob Donald Tan. "Superwomen: Battles of Work-Family." Asia Pacific Management and Business Application 011, no. 01 (August 31, 2022): 103–18. http://dx.doi.org/10.21776/ub.apmba.2022.011.01.7.

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5

Mannon, Susan E., Krista Lynn Minnotte, and Christine Brower. "Work-Family Identities and Work-Family Conflicts." Marriage & Family Review 42, no. 1 (August 28, 2007): 65–80. http://dx.doi.org/10.1300/j002v42n01_05.

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6

THOMPSON, LINDA. "Family Work." Journal of Family Issues 12, no. 2 (June 1991): 181–96. http://dx.doi.org/10.1177/019251391012002003.

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The purpose of this article is to use a distributive justice approach to understand women's sense of fairness about family work. Previous research on family work is reviewed and organized around three factors that contribute to sense of fairness: Outcome values, comparison referents, and justifications. Women sense an injustice if they lack some outcome they desire, have a high standard for comparison, and believe there is no acceptable justification for being deprived of desired outcomes. To understand women's sense of fairness, researchers need to consider (a) valued outcomes other than time and tasks, (b) between-and within-gender comparison referents, and (c) gender-specific justifications for men's small contribution to family work.

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7

STRATHERN, MARILYN. "Family Work." Gender & History 8, no. 1 (April 1996): 143–47. http://dx.doi.org/10.1111/j.1468-0424.1996.tb00229.x.

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8

Glavin, Paul, and Scott Schieman. "Work–Family Role Blurring and Work–Family Conflict." Work and Occupations 39, no. 1 (May 18, 2011): 71–98. http://dx.doi.org/10.1177/0730888411406295.

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9

Rothausen, Teresa J. "Management Work—Family Research and Work—Family Fit." Family Business Review 22, no. 3 (June 8, 2009): 220–34. http://dx.doi.org/10.1177/0894486509337409.

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In this article, 25 years of organization science research on work—family is summarized, and its implications for building the human, social, and economic elements of family capital in family business are developed. The impact of work—family conflict; sex and gender roles; role enrichment; work—family benefits, programs, and policies; and work, job, and organization redesign are emphasized. A social systems model of environment—environment fit—work—family fit—is developed. Implications for future research and for investing in family capital are discussed.

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10

Peeters, Maria, Cobi Wattez, Evangelia Demerouti, and Wietske de Regt. "Work‐family culture, work‐family interference and well‐being at work." Career Development International 14, no. 7 (November 27, 2009): 700–713. http://dx.doi.org/10.1108/13620430911005726.

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11

Gary Howard, W., Heather Howard Donofrio, and James S. Boles. "Inter‐domain work‐family, family‐work conflict and police work satisfaction." Policing: An International Journal of Police Strategies & Management 27, no. 3 (September 2004): 380–95. http://dx.doi.org/10.1108/13639510410553121.

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12

Voydanoff, Patricia. "Work Demands and Work-to-Family and Family-to-Work Conflict." Journal of Family Issues 26, no. 6 (September 2005): 707–26. http://dx.doi.org/10.1177/0192513x05277516.

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This article uses a demands-and-resources approach to examine relationships between three types of work demands and work-to-family and family-to-work conflict: time-based demands, strain-based demands, and boundary-spanning demands. The analysis is based on data from 2,155 employed adults living with a family member who were interviewed for the 1997 National Study of the Changing Workforce (NSCW). The results indicate consistent positive relationships between the three types of demands and work-to-family conflict. Strain-based demands show the strongest relationships with family-to-work conflict. In addition, work-to-family conflict partially mediates relationships between several demands and family-to-work conflict. Thus, work demands reveal direct and indirect relationships with family-to-work conflict.

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13

Newfield, Neal. "Family Social Work/Family Therapy." Journal of Family Social Work 1, no. 1 (March 4, 1994): 47–54. http://dx.doi.org/10.1300/j039v01n01_06.

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14

White, James M. "Work-Family Stage and Satisfaction with Work-Family Balance." Journal of Comparative Family Studies 30, no. 2 (May 1999): 163–75. http://dx.doi.org/10.3138/jcfs.30.2.163.

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15

Sedjati, Wahyu Widiatmoko, Hardani Widhiastuti, and Arumwardhani Nusandari. "Work Stress, Support Family, And Work-Family Conflict With Work-Life Balance." Reswara Journal of Psychology 2, no. 1 (June 12, 2023): 1. http://dx.doi.org/10.26623/rjp.v2i1.6275.

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<p><em>Involvement women in public sector currently increasing various fields work professions, such conditions certainly require a balance work and family life. There several factors affect work-life balance such as work stress, family support and family and work conflicts in a person. Low work-life balance in a career woman can result her not being able to carry out her role as a job and housewife properly so that work-life balance becomes important for all workers, including Kendall Police. Study aims to empirically examine effect work stress, family support and family and work conflict on work-life balance in Kendal Police women who married or have families. Temporary hypothesis that there is a positive and significant influence between work stress, family support, and family and work conflict on work-life balance in female police officers in Kendal Police station. Results study show that work stress partially affects work-life balance. Family support has no partial effect on work-life balance. Simultaneously family support has no effect on work balance through family and work conflict. Partially work stress affects work-life balance through family and work conflicts in Police Women of Kendal Police.</em></p><p><strong><em>Keywords</em></strong><em>: </em><em>Work-Life Balance, Work-Family Conflict, Work Stress, Support Family</em>.<em></em></p>

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16

Putri, Hilda Elsa, and Arum Etikariena. "THE ROLE OF THE WORK-FAMILY CONFLICT IN THE RELATIONSHIP BETWEEN WORK-FAMILY CULTURE AND EMPLOYEE WELL-BEING." Jurnal Psikologi 19, no. 3 (September 15, 2020): 257–68. http://dx.doi.org/10.14710/jp.19.3.257-268.

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This study aims to determine whether the work-family conflict plays a role as a mediator in the relationship between work-family culture and employee well-being. Data were gathered from three automotive company branches in Lampung, Indonesia using purposive sampling, with N = 165 (80% male; average age 25 years, SD = 7.90). The analysis method for this study was a simple mediation test with Hayes’ (2013) PROCESS macro. The result of the study showed that there were no significant positive effects of work-family culture on employee well-being, t(162) = .29, p = .76. On the other hand, work-family culture had significant effects on work-family conflict (a = .58) and work-family conflict had significant effects on employee well-being (b = .61). In line with the research hypothesis, there was an indirect relationship between work-family culture and employee well-being through work-family conflict as a mediator (ab = .35). We used the perceived organizational support (POS) theory as a framework and spillover theory to interpret the results. The findings of this study provide insights that it pays off to invest in a work-family culture because such culture is expected to give optimum advantages on well-being at work.

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17

MARTIN, PATRICIA YANCEY, SANDRA SEYMOUR, MYRNA COURAGE, KAROLYN GODBEY, and RICHARD TATE. "WORK-FAMILY POLICIES:." Gender & Society 2, no. 3 (September 1988): 385–400. http://dx.doi.org/10.1177/089124388002003009.

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18

Winslow-Bowe, Sarah. "Work-Family Intersections." Sociology Compass 1, no. 1 (August 22, 2007): 385–403. http://dx.doi.org/10.1111/j.1751-9020.2007.00017.x.

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19

Witkin, Stanley L. "Family Social Work:." Journal of Family Social Work 1, no. 1 (March 4, 1994): 33–45. http://dx.doi.org/10.1300/j039v01n01_05.

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20

Yoo, Hyung Chol. "Making family work." Asian American Journal of Psychology 11, no. 4 (December 2020): 282–83. http://dx.doi.org/10.1037/aap0000166.

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21

McGovern, Patricia, and Dawn Matter. "Work and Family." AAOHN Journal 40, no. 1 (January 1992): 24–35. http://dx.doi.org/10.1177/216507999204000105.

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22

McGovern, Patricia M., and David A. Cossi. "Work and Family." AAOHN Journal 44, no. 8 (August 1996): 408–18. http://dx.doi.org/10.1177/216507999604400808.

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23

Warde, Carole. "Work–Family Balance." Annals of Internal Medicine 134, no. 4 (February 20, 2001): 343. http://dx.doi.org/10.7326/0003-4819-134-4-200102200-00025.

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24

Loseke, Donileen R. "Family and Work." Sociological Forum 29, no. 4 (December 2014): 1033–36. http://dx.doi.org/10.1111/socf.12140.

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25

Darcy, Colette, and Alma McCarthy. "Work‐family conflict." Journal of European Industrial Training 31, no. 7 (September 4, 2007): 530–49. http://dx.doi.org/10.1108/03090590710820042.

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26

DUXBURY, LINDA, CHRISTOPHER HIGGINS, and CATHERINE LEE. "Work-Family Conflict." Journal of Family Issues 15, no. 3 (September 1994): 449–66. http://dx.doi.org/10.1177/019251394015003006.

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27

Adisa, Toyin Ajibade, Gbolahan Gbadamosi, and Ellis L. C. Osabutey. "Work-family balance." Gender in Management: An International Journal 31, no. 7 (October 3, 2016): 414–33. http://dx.doi.org/10.1108/gm-01-2016-0010.

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Purpose Given the reality that working mothers experience difficulties in achieving work-family balance because of the social restrictions that arise from parenting combined with career goals, this paper aims to explore the various coping strategies that are used by working mothers in the cities of London (Great Britain) and Lagos (Nigeria). Design/methodology/approach Semi-structured interviews were conducted with 72 mothers who worked in banks in London (Great Britain) and Lagos (Nigeria). Thematic analysis and investigator triangulation are used. Findings The findings reveal various coping strategies used by working mothers in the cities of Lagos and London. The paper also unearths the efficiency and the shortcomings of the use of au pairs among British working mothers and the similarities and disparities in terms of such use compared to the traditional use of housekeepers in Nigeria. Originality/value This paper contributes to the existing work–family balance literature by exploring the coping strategies of working mothers because of sociocultural and institutional differences in Great Britain and Nigeria.

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28

Perrone, Kristin M., Stefanía Ægisdóttir, L. Kay Webb, and Rachel H. Blalock. "Work-Family Interface." Journal of Career Development 32, no. 3 (March 2006): 286–300. http://dx.doi.org/10.1177/0894845305283002.

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29

Fouad, Nadya A., and Howard E. A. Tinsley. "Work–Family Balance." Journal of Vocational Behavior 50, no. 2 (April 1997): 141–44. http://dx.doi.org/10.1006/jvbe.1996.1579.

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30

Voydanoff, Patricia. "Work Role Characteristics, Family Structure Demands, and Work/Family Conflict." Journal of Marriage and the Family 50, no. 3 (August 1988): 749. http://dx.doi.org/10.2307/352644.

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31

Dewi, Rusmalia, Joniarto Parung, and Artiawati Artiawati. "Work-Family Climate and Work-Family Conflict on Medical Representative." Al-Maiyyah: Media Transformasi Gender dalam Paradigma Sosial Keagamaan 14, no. 1 (June 29, 2021): 48–58. http://dx.doi.org/10.35905/al-maiyyah.v14i1.744.

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Iklim kerja organisasi merupakan salah satu penyebab mengapa konflik kerja-keluarga itu terjadi. Meskipun penelitian tentang iklim kerja-keluarga dan konflik kerja-keluarga sudah banyak dilakukan di Eropa dan Amerika, masih sedikit penelitian yang mengkaji hubungan antarkeduanya di Asia, terutama di Indonesia. Dengan demikian, penelitian ini bertujuan untuk mengkaji hubungan antara iklim kerja-keluarga dan konflik kerja-keluarga pada medical representative. Penelitian ini menggunakan desain penelitian kuantitatif. Pengumpulan data dilakukan dengan menggunakan teknik purposive sampling serta menggunakan 105 responden medical representative yang sudah menikah dan memiliki anak. Analisis data menggunakan konsep skala iklim kerja-keluarga Kossek dan skala konflik kerja-keluarga Carlson yang diadaptasi Artiawati Data juga dianalisis dengan menggunakan analisis regresi. Hasil penelitian secara simultan diperoleh F = 5,487 p < 0,021 yang artinya ada hubungan antara iklim kerja-keluarga dengan konflik kerja keluarga pada medical representative di Indonesia, namun secara parsial iklim kerja tidak memiliki korelasi dengan konflik kerja-keluarga. Penelitian ini menyimpulkan bahwa apabila klim kerja-keluarga berbagi keprihatinan dan membuat pengorbanan berjalan dengan baik maka hal tersebut dapat menurunkan konflik kerja-keluarga pada medical representative.

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32

Boyar, Scott L., Carl P. Maertz, Donald C. Mosley, and Jon C. Carr. "The impact of work/family demand on work‐family conflict." Journal of Managerial Psychology 23, no. 3 (March 28, 2008): 215–35. http://dx.doi.org/10.1108/02683940810861356.

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33

Martinez-Sanchez, Angel, Manuela Perez-Perez, Maria-Jose Vela-Jimenez, and Silvia Abella-Garces. "Job satisfaction and work–family policies through work-family enrichment." Journal of Managerial Psychology 33, no. 4/5 (July 2, 2018): 386–402. http://dx.doi.org/10.1108/jmp-10-2017-0376.

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PurposeThe purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.Design/methodology/approachEmpirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.FindingsThe results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.Originality/valueThere are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.

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34

Grzywacz, Joseph G., and Nadine F. Marks. "Family, Work, Work-Family Spillover, and Problem Drinking During Midlife." Journal of Marriage and Family 62, no. 2 (May 2000): 336–48. http://dx.doi.org/10.1111/j.1741-3737.2000.00336.x.

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35

Burke, Ronald, and Esther Greenglass. "Work-Family Congruence and Work-Family Concerns Among Nursing Staff." Nursing Leadership 12, no. 2 (May 15, 1999): 21–29. http://dx.doi.org/10.12927/cjnl.1999.19074.

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36

Erdamar, Gürcü, and Hüsne Demirel. "Investigation of Work-family, Family-work Conflict of the Teachers." Procedia - Social and Behavioral Sciences 116 (February 2014): 4919–24. http://dx.doi.org/10.1016/j.sbspro.2014.01.1050.

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37

Blanch, Angel, and Anton Aluja. "Work, family and personality: A study of work–family conflict." Personality and Individual Differences 46, no. 4 (March 2009): 520–24. http://dx.doi.org/10.1016/j.paid.2008.12.004.

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38

Lipińska-Grobelny, Agnieszka. "Multiwork, work-family/family-work conflict and satisfaction with life." Polish Journal of Applied Psychology 14, no. 2 (June 1, 2016): 71–86. http://dx.doi.org/10.1515/pjap-2015-0055.

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Abstract The aim of my study was to determine what relations exist between work and family demands, W-F/F-W conflict and job satisfaction, satisfaction with marriage, and life satisfaction among multiworkers and monoworkers. Research involved 218 multiworkers and 218 employees with single employment, who filled out a survey, the Organizational Climate Questionnaire, the W-F/F-W Conflict Technique, the Job Description Questionnaire, the Marital Communication Questionnaire, and Satisfaction with Life Scale. From the data obtained referring to multiworkers, it is shown that W-F conflict is directly affected by the number of working hours, commuting time, job demands, rewards, and leave control. F-W conflict is directly affected by number of children aged up to six years, partner engagement, and the number of children aged 12‒15 years. Satisfaction with life results from satisfaction with marriage and job satisfaction (stronger relationship). Considering the monoworkers, W-F conflict is directly affected by the number of working hours, commuting time, and the rewards at work. F-W conflict is directly affected by engagement of the partner and the depreciation in the relationship. Satisfaction with life results from satisfaction with marriage (stronger relation) and job satisfaction. These results contribute to deeper knowledge on the multiwork phenomenon.

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39

Rebecca, Edward, and A. K. L. Jayawardana. "Telecommuting on Women’s Work-Family Balance through Work-Family Conflicts." Journal of Telecommunications and the Digital Economy 11, no. 2 (June 28, 2023): 77–98. http://dx.doi.org/10.18080/jtde.v11n2.694.

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This study draws on the work-family border theory to examine the impact of telecommuting on work-family balance through work-family conflicts and managing psychological borders. Since telecommuters lack physical boundaries and work within psychologically created borders, it is more challenging for women telecommuters to balance work and family responsibilities while working from home as telecommuters. Although available literature has illuminated this concern, there is a dearth of literature on managing psychological borders. Addressing this gap, this study explores the impact of telecommuting on work-family balance (WFB) through the bi-directional nature of the mediating effect of work-family conflict and the moderating impact of mindfulness, which will be empirically tested. The research adopted a cross-sectional survey strategy to conduct quantitative research on women telecommuters in the information technology industry in Sri Lanka. Interestingly, the findings of this study reveal that telecommuting has an impact on WFB, and that the trait of mindfulness was found to impact women telecommuters’ WFB significantly. The study contributes to the existing literature by incorporating mindfulness as a moderator and highlights the importance of developing the trait of mindfulness, since it is not innate in most people.

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40

Jain, Sarika, and Shreekumar K. Nair. "Work Support and Family Support as Predictors of Work-to-family Enrichment and Family-to-work Enrichment." Global Business Review 18, no. 5 (July 7, 2017): 1307–24. http://dx.doi.org/10.1177/0972150917710332.

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41

Jung-Ok Ahn. "Linking Institutions for Linked Lives -Work, Family and Leisure-." Family and Culture 19, no. 2 (June 2007): 171–204. http://dx.doi.org/10.21478/family.19.2.200706.007.

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42

Gali Cinamon, Rachel, Amatzia Weisel, and Kineret Tzuk. "Work—Family Conflict Within the Family." Journal of Career Development 34, no. 1 (September 2007): 79–100. http://dx.doi.org/10.1177/0894845307304066.

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43

Jieun Song, Nadine F. Marks, and Gyoung-Hae Han. "Work, Family, Work-Family Spillover and Mental Health among Working Adults -A Comparison of Data from National Surveys in Korea and the U.S.-." Family and Culture 19, no. 2 (June 2007): 61–92. http://dx.doi.org/10.21478/family.19.2.200706.003.

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44

Roth, Lawrence, and Emily M. David. "Work-Family Conflicts and Work Performance." Psychological Reports 105, no. 1 (August 2009): 80–86. http://dx.doi.org/10.2466/pr0.105.1.80-86.

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Prior research indicates that work-family conflict interferes with family far more than it interferes with work. Conservation of resources provides a possible explanation: when shifting resources from family is no longer sufficient to maintain satisfactory work performance, then workers must acquire additional resources or reduce investments in work. One source of such additional resources could be high performance peers in the work group. The performance of workers with resource-rich peers may be less adversely affected by work-family conflict. In this study, 136 employees of a wholesale distribution firm (61% women, 62% minority) working in groups of 7 to 11 in manual labor and low-level administrative jobs rated their own work-to-family conflict. Their supervisors rated workers' performance. Hierarchical regression analysis indicated that work-to-family conflict increasingly adversely affected job performance as work group performance decreased. Hence, work group performance may be an important moderator of the effects of work-family conflict.

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45

Bailyn, Lotte, and Mona Harrington. "Redesigning work for work–family integration." Community, Work & Family 7, no. 2 (August 2004): 197–208. http://dx.doi.org/10.1080/1366880042000245470.

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46

Secret, Mary. "INTEGRATING PAID WORK AND FAMILY WORK." Community, Work & Family 9, no. 4 (November 2006): 407–27. http://dx.doi.org/10.1080/13668800600925027.

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47

Nätti, Jouko, and Liisa Häikiö. "Flexible work and work–family interaction." Community, Work & Family 15, no. 4 (November 2012): 381–82. http://dx.doi.org/10.1080/13668803.2012.725548.

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48

Kelly, Erin L., Phyllis Moen, J. Michael Oakes, Wen Fan, Cassandra Okechukwu, Kelly D. Davis, Leslie B. Hammer, et al. "Changing Work and Work-Family Conflict." American Sociological Review 79, no. 3 (May 4, 2014): 485–516. http://dx.doi.org/10.1177/0003122414531435.

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49

Clark, Sue Campbell. "Work Cultures and Work/Family Balance." Journal of Vocational Behavior 58, no. 3 (June 2001): 348–65. http://dx.doi.org/10.1006/jvbe.2000.1759.

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50

Fransisca, Aileen, Edison Parulian, Rostina Rostina, Shamir Hasyim Syarif, and Tarwiyah Tarwiyah. "Pengaruh Work Family Conflict, Family Work Conflict, dan Work Life Balance Terhadap Kinerja Karyawan." Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi (JEBMA) 3, no. 3 (February 22, 2024): 1081–88. http://dx.doi.org/10.47709/jebma.v3i3.3523.

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Masalah penelitian ini adalah terjadinya penurunan kinerja karyawan wanita pada PT BBC. Tujuan penelitian ini dilakukan untuk mengetahui pengaruh work family conflict, family work conflict, dan work life balance terhadap kinerja karyawan wanita pada PT BBC. Pendekatan penelitian yang digunakan dalam memecahkan masalah penelitian ini adalah pendekatan kuantitatif, sedangkan metode penelitian yang digunakan adalah metode survei. Populasi pada penelitian ini sebanyak 64 orang karyawan yang terdiri dari 32 karyawan pria dan 32 karyawan wanita. Teknik pengambilan sampel yang digunakan pada penelitian ini adalah sampel jenuh (total sampling), sehingga ukuran sampel penelitian ini adalah 32 karyawan wanita. Teknik pengumpulan data pada penelitian ini menggunakan kuestioner (angket). Skala penelitian yang digunakan adalah skala Liket dengan lima opsi pilihan. Teknik analisa data yang digunakan adalah analisa regresi linear berganda, sebelum dilakukan analisis regresi linear berganda, maka dilakukan uji asumsi klasik yang terdiri dari uji normalitas, uji multikolinearlitas dan uji heteroskedastisitas. Hasil dari penelitian ini terdiri dari beberapa. Pertama, work family conflict berpengaruh negatif dan signifikan terhadap kinerja karyawan wanita PT BBC. Kedua, family work conflict berpengaruh positif dan tidak signifikan terhadap kinerja karyawan wanita pada PT BBC. Ketiga, work life balance berpengaruh positif dan tidak signifikan pada kinerja karyawan wanita pada PT BBC. Kesimpulan, work family conflict semakin tinggi, kinerja karyawan wanita semakin menurun, sealnjutnya family work balance dan work life balance semakin tinggi, kinerja karyawan wanita tidak terlalu meningkat secara signifikan.

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