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This research aims to analyze the direct and indirect effect of work-family conflict on performance and career development of married women bank employees. Work-family conflict is measured by using the indicator of work affect to family and family affect to work while performance is measured using indicators assessments: quality of work,  punctuality, attitude, and effectiveness. Career development is measured by indicators of education, training, reward and punishment, family support, and rotation. All assessment is based on self-evaluations.   Purposive sampling is used of 38 married women employees working in the state-owned bank, and using path analysis of PLS (partial least square) as a statistical analysis measurement combining with qualitative analysis to describe the results of statistical analysis for each independent variable and its effects on the dependent variable. The result of this study showed that work-family conflict has a negative effect on performance and career development. But performance has an insignificant effect on career development.   

The objective of the study is to assess how industry professionals perceive the implementation of flexible work arrangements (FWA) and what challenges are likely to enable or hinder its adoption in Indonesian companies. We conducted an intensive qualitative study for three months, guided by phenomenology, with 15 industry professionals representing multi-sectorial industries, as respondents. Laddered open-ended interviewing using two series of focus group discussions was employed. Thematic analysis was used to analyze the data. Our findings show that industry professionals are in favor of FWA due to the many benefits it could bring to the employees like work-life balance, health and safety, flexible hours, convenience and comfort, and efficiency in the utilization of office space facilities.

The multiple roles individuals face, especially in modern families, often lead to role conflicts that can affect individual satisfaction and well-being. Role conflicts can arise between work, family, and school roles, resulting in high work stress. This study aims to analyze the effect of work-family conflict and work-school conflict on turnover intention and the role of work stress as a mediating variable in the relationship. Data was collected through questionnaires distributed to students who worked and had multiple roles as parents. The results showed that role conflict between work-family and work-school positively and significantly influenced the intention to change jobs. In addition, work stress was also found to be a mediating variable mediating the relationship between role conflict and the intention to switch jobs.

The multiple roles individuals face, especially in modern families, often lead to role conflicts that can affect individual satisfaction and well-being. Role conflicts can arise between work, family, and school roles, resulting in high work stress. This study aims to analyze the effect of work-family conflict and work-school conflict on turnover intention and the role of work stress as a mediating variable in the relationship. Data was collected through questionnaires distributed to students who worked and had multiple roles as parents. The results showed that role conflict between work-family and work-school positively and significantly influenced the intention to change jobs. In addition, work stress was also found to be a mediating variable mediating the relationship between role conflict and the intention to switch jobs.

The objective of the study is to assess how industry professionals perceive the implementation of flexible work arrangements (FWA) and what challenges are likely to enable or hinder its adoption in Indonesian companies. We conducted an intensive qualitative study for three months, guided by phenomenology, with 15 industry professionals representing multi-sectorial industries, as respondents. Laddered open-ended interviewing using two series of focus group discussions was employed. Thematic analysis was used to analyze the data. Our findings show that industry professionals are in favor of FWA due to the many benefits it could bring to the employees like work-life balance, health and safety, flexible hours, convenience and comfort, and efficiency in the utilization of office space facilities.

This research aims to analyze the direct and indirect effect of work-family conflict on performance and career development of married women bank employees. Work-family conflict is measured by using the indicator of work affect to family and family affect to work while performance is measured using indicators assessments: quality of work,  punctuality, attitude, and effectiveness. Career development is measured by indicators of education, training, reward and punishment, family support, and rotation. All assessment is based on self-evaluations.   Purposive sampling is used of 38 married women employees working in the state-owned bank, and using path analysis of PLS (partial least square) as a statistical analysis measurement combining with qualitative analysis to describe the results of statistical analysis for each independent variable and its effects on the dependent variable. The result of this study showed that work-family conflict has a negative effect on performance and career development. But performance has an insignificant effect on career development.