Create a work environment that supports the balance between work and personal life

Oct 13, 2025 by leolavanderia.com.br 147 views

The Influence of Work-Family Conflict on Organizational Commitment Through Work Stress with Religiosity as a Moderating Variable in Health Workers in the Binjai Latersia Hospital

Introduction

Organizational commitment is a crucial factor in determining the success of a hospital in achieving its set goals. Health workers who are committed to their organization usually demonstrate high dedication to their tasks, with a strong sense of responsibility and loyalty to the organization where they work. However, work-family conflict can have a significant impact on organizational commitment, and this study aims to analyze the effect of work-family conflict on organizational commitment through work stress, with religiosity as a moderation variable.

Background

Work-family conflict refers to the conflict that arises between an individual's work and family responsibilities. This conflict can lead to stress, which can have a negative impact on an individual's commitment to their organization. Religiosity, on the other hand, is a factor that can provide emotional support and strengthen commitment. However, the impact of religiosity can vary depending on the context and way individuals integrate religious values in their everyday life.

Methodology

This study involved 66 health workers from Latersia Binjai Hospital, which consisted of various professions, including general practitioners, specialists, dentists, pharmacists, nurses, midwives, and other married health workers. The study used the path analysis method and residual test to analyze the effect of work-family conflict on organizational commitment through work stress, with religiosity as a moderation variable.

Results

The results of the study revealed some interesting findings. Work-family conflict showed a positive and significant effect on work stress, while the effect on organizational commitment was negative and significant. Work stress had an insignificant positive influence on organizational commitment. Through path analysis, it was found that work-family conflict directly affects organizational commitment through work stress. However, the results of the residual test showed that religiosity does not act as a moderation factor in the influence of work-family conflict on work stress, or in the influence of work stress on organizational commitment.

Discussion

The findings of this study show that conflicts between job demands and family responsibilities can add to the psychological burden on health workers. Stress resulting from this conflict seems to have a negative impact on their commitment to the organization. This shows the need for more attention from the management of the hospital to create a work environment that supports the balance between work and personal life.

While religiosity should be a factor that strengthens commitment and provides emotional support, the results of this study indicate that not all individuals can feel the positive impact of religiosity in the stressful situation at hand. This indicates that religiosity can function differently in each individual, depending on the context and way they integrate religious values in everyday life.

Implications

Hospital management needs to take a more holistic approach to handling work-family conflict problems, taking into account various factors that can affect organizational commitment. Training to improve stress management, mental health support programs, and work flexibility policies may need to be implemented to help health workers overcome the challenges they face.

Conclusion

Understanding the effect of work-family conflict, work stress, and religiosity can provide valuable insights in improving the welfare of health workers and, in turn, increasing their commitment to the organization. This study highlights the need for hospital management to create a work environment that supports the balance between work and personal life, and to provide training and support programs to help health workers manage stress and overcome work-family conflict.

Recommendations

Based on the findings of this study, the following recommendations are made:

Create a work environment that supports the balance between work and personal life: Hospital management should create a work environment that supports the balance between work and personal life, including flexible work arrangements, work-life balance programs, and employee wellness initiatives.
Provide training to improve stress management: Hospital management should provide training to improve stress management, including stress management workshops, counseling services, and employee assistance programs.
Implement mental health support programs: Hospital management should implement mental health support programs, including mental health counseling services, employee assistance programs, and mental health education and awareness programs.
Implement work flexibility policies: Hospital management should implement work flexibility policies, including flexible work arrangements, telecommuting options, and compressed workweeks.

By implementing these recommendations, hospital management can help to reduce work-family conflict, improve work stress, and increase organizational commitment among health workers.
Frequently Asked Questions (FAQs) on Work-Family Conflict, Work Stress, and Religiosity

Q: What is work-family conflict?

A: Work-family conflict refers to the conflict that arises between an individual's work and family responsibilities. This conflict can lead to stress, which can have a negative impact on an individual's commitment to their organization.

Q: How does work-family conflict affect organizational commitment?

A: The study found that work-family conflict has a negative impact on organizational commitment. This is because work-family conflict can lead to stress, which can make it difficult for individuals to be committed to their organization.

Q: What is the role of religiosity in work-family conflict?

A: Religiosity can provide emotional support and strengthen commitment. However, the impact of religiosity can vary depending on the context and way individuals integrate religious values in their everyday life.

Q: Does religiosity act as a moderation factor in the influence of work-family conflict on work stress?

A: No, the study found that religiosity does not act as a moderation factor in the influence of work-family conflict on work stress.

Q: What are some strategies that hospital management can use to reduce work-family conflict?

A: Some strategies that hospital management can use to reduce work-family conflict include:

Creating a work environment that supports the balance between work and personal life
Providing training to improve stress management
Implementing mental health support programs
Implementing work flexibility policies

Q: How can hospital management support health workers in managing work-family conflict?

A: Hospital management can support health workers in managing work-family conflict by:

Providing resources and support for stress management and mental health
Offering flexible work arrangements and work-life balance programs
Encouraging open communication and providing a supportive work environment
Providing training and education on work-family conflict and stress management

Q: What are some benefits of reducing work-family conflict in the workplace?

A: Some benefits of reducing work-family conflict in the workplace include:

Improved organizational commitment and job satisfaction
Reduced stress and burnout
Improved work-life balance and overall well-being
Increased productivity and performance

Q: How can health workers prioritize their well-being and manage work-family conflict?

A: Health workers can prioritize their well-being and manage work-family conflict by:

Setting boundaries and prioritizing self-care
Communicating openly with their employer and colleagues
Seeking support from colleagues, friends, and family
Engaging in stress-reducing activities and hobbies
Seeking professional help when needed

Q: What are some resources available to support health workers in managing work-family conflict?

A: Some resources available to support health workers in managing work-family conflict include:

Employee assistance programs (EAPs)
Mental health counseling services
Stress management workshops and training
Work-life balance programs and flexible work arrangements
Online resources and support groups

By understanding the impact of work-family conflict on organizational commitment and the role of religiosity, hospital management can take steps to create a supportive work environment that promotes well-being and reduces stress.