Wahyuni, Purbudi and Widyatmojo, Pribadi (2019) DUAL CARRIER COUPLE. In: International Conference of Business, Economy, Entrepreneurship and Management, Royal Ambarukmo, Yogyakarta.
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Abstract
There are many couples who act as dual-career-couple, which means determine both husband and and wife are working outside. This dual-career-couple grows up since the number of female workers growing up. This is a lifestyle for many women, as the larger female worker opportunity dan the larger female education opportunity. Female workers were asked to be professional workers and asked to be committed as couples of life, so that, the female workers are capable of actualizing themselves, that was indicated by their achievement, in the workplace and family well-being. The double role of female worker gots complex problems, that produces organization and the female worker challenges, because of the role function of the woman (Parasuraman dan Greenhaus, 1992). The influences of interaction and accumulated problems in the family and workplace, have to be resolved to prevent from serious job stress and career. Casio (2003) stated that one of many ways of reducing job stress is that the female workers have to manage their time as flexible as possible without sacrificing their commitment in workplace and family. Sekaran (1985) stated that the success of the double role management depend on social social support. Greenhaus dan Parasuraman (1992) identified that social support reduced stressor on the strategic human resources, in different domain of work and family. family support especially husband support or wife support called spouse support, meanwhile work place support called organization support. The ballance of work place support and family support compose job satisfaction, family satisfaction and declining job stress. This research is done by Wahyuni (2010) in order to find out that spouse’s realize of supporting each other is capable of success acheivement in the work place. Organization support is work place support that comes from the superintendent or supervisor directly, peer support, and co-worker support. Superintendent support has significant influence on well-being, that means the fitness of job satisfaction and family satisfaction.. Higgin and Duxbury (1992) stated that well-being consist of job satisfaction and, family satisfaction which are components of which is a component of work life quality measurement. The result of Holzbach (1978), Cobb (1976, 1980) research, and Wahyuni (2009) research, stated that organizational support is simply peer support which is the friend’s capability of making coordination to swicth each other in case of unplanned sspecial family urgent.. This support is capable of improving work motivation, what more helping to solve the work problems. Those support produces job satisfaction. The next Wahyuni (2010) research, found that spouse support did not determined the job satisfaction in the work place, but it determinded the family decisions. Meanwhile the organizational support (that caomes from the superintendent, coworker, and subordinate) gaves positif significant of job satisfaction, but does not influence on family satisfaction. accordance to the goodness of fit that social support especially spouse support and organizational support variables has signifikan influence on well-being that comes from family satisfaction and job satisfaction. But, the social support variable is indicating as moderating variable of the influence of stressor and well-being variable, but as an independent variables, has direct impact on well-being variable. Peer support in the work place is measured by the perception of context of social work place support. The context refers to the social support theory as a way of comprehending friend’s support each other in the work place. Albrecht and Adelman (1987), stated that friend’s support came from mutually dynamic interactions, ehanced attitude, beliefs, emotion and positive behaviors. The first research about peer support from work place friend is conducted by Balk (1969) that stated that, the more complex work the more needs of peer support. House (1981, 1985) stated that the peer support is facility or a way to ease to the job implementation or task support, and enhance the cooperative readiness, and willingness to advice and guidance in order to solve the problem. Keup (2004), Graen and Uhl-Bien (1995), Jacob (1970), Kram dan Isabella (1985), Glesspen (1997); Mc. Evoy and Buller (1987); Sherony and Green (2002) stated that the higher relationship between work place friend, the higher peer support needed psychologically and physiologicaly what more in career development. Wahyuni research (2009) stated that intergroup knowledge and information sharing are antesedent of peer support psychologically and non physiologically are moderated by; work environment, interaction tenure resulted from improvement capability expectation each other. Meahwhile Inman (2001) stated that diversity did not influence job satisfaction, if the diversity is not completed with close relationship between work place friend, and positively influenced toward job satifaction, especially in relation with job satisfaction on compensation and promotion. DeNisi, Randolph dan Blencoe (1983) stated that the higher knowledge capability level of peer, the more positive peer support toward job satisfaction and teamwork and personally. Huselid (1995) found that high-involment strategy of authonomy has influenced on work environement change perubahan without higher management initiation. The strategy influenced on job satifaction, and then it influence positively on commitment to work and organization performance. Meantwhile, Rahab (2010) in the literature review revealed that the readiness to share knowledge and experience each other between peer in the work place influeced the improvement of organization capability. This information sharing between peer in the work place needed positive opportunity of critics, idea, comment expression by the team work member. It means every members of the team work have the same opportunity to express all problems, difficulties, idas, in order to improve the organization productivitu and job satisfaction. Many researchs shwo that there are debates about behavior produces peer support in the work place, what more dual career couple toward well-being that produces job satisfaction and family satisfaction. Those research observe employess in the individualism philosophy country. Schaubroeck and Lam (2002) stated that there are work place peer support in the collectivism philosophy contry and those peer support in the individualism philosophy country. People from individualism country prior the individual need fulfillment, so that little bit have pay attantion on their peer in the work place, than in the collectivism country. Vice versa, people in the collectivism contry pay more attantion on their peer in the work place.. This phenomenong enhances this research, especially about why employees have readiness to support their peer in the work place, and the influences on well-being on dual career couple.. People in the collectivism country including Indonesia, married is an important status of social life. But this status has consequences of rising interest conflict the wife and husband married that they both work outside. Thereby, the next question is that if peer support is capable to mediate the job and family satisfaction.
| Item Type: | Conference or Workshop Item (Paper) |
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| Uncontrolled Keywords: | DUAL CARRIER COUPLE |
| Subjects: | H Social Sciences > H Social Sciences (General) |
| Divisions: | Faculty of Law, Arts and Social Sciences > School of Social Sciences |
| Depositing User: | Dr. MM. Purbudi Wahyuni |
| Date Deposited: | 19 Mar 2021 08:07 |
| Last Modified: | 19 Mar 2021 08:10 |
| URI: | http://eprints.upnyk.ac.id/id/eprint/24965 |
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