Antecedent Variable of Job Satisfaction and Family Satisfaction and Its Effect on the Intention to Quit

Antecedent Variable of Job Satisfaction and Family Satisfaction and Its Effect on the Intention to Quit

M. Al Musadieq (Brawijaya University, Malang, Indonesia)
Copyright: © 2019 |Pages: 18
DOI: 10.4018/IJAMTR.2019070104

Abstract

This research aims to analyse the influence of family pressure, family involvement, work-family conflict, and job satisfaction toward the family satisfaction. Design/Method: This research uses quantitative research method. The sample of this research is 100 respondent. Family pressure has negative and significant impact on family satisfaction, family involvement has positive but not significant impact toward family satisfaction, work-family conflict has negative and significant impact toward the family satisfaction, job satisfaction has positive and significant effect toward family satisfaction, work pressure has a negative and significant effect toward job satisfaction, job involvement has positive but insignificant effect toward job satisfaction, the work-family conflict has negative and significant impact toward job satisfaction, family satisfaction has positive and significant impact toward job satisfaction. This research becomes a unique one because the other previous researchers did not set a requirement for respondents with more than two children.
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1. Introduction

Family and work are the center activity of an adult life. Family is the smallest unit in the community consisting of husband-wife; or husband, wife and their child; or father and his child; or mother and her child (Indonesian Law Number 21 of 1994). Work is the use of energy in carrying out certain task (Soekanto, 1983) or it can also be said that work is the execution of superficial activity (Reading, 1986). The balance of family and work will be disrupted if the family burden and (or) workload are perceived to be heavy. The heavier the burden felt by someone, the greater the demand for attention that should be given. The greater attention given to one of them will seize the less the attention to other things. This kind of stressing atmosphere is studied in the stress theory where a tension experienced by someone caused by extra demand, obstacle or opportunity (Wood, 1998). The empirical study on work that has mostly been done is about job satisfaction associated with family satisfaction. The theory on the job satisfaction shows that people will feel satisfied if there is no difference between what has been desired and the perception of the reality (discrepancy theory); or people will feel satisfied if he feels the presence of equality (equity theory); or people will feel satisfied if he gets what he needs (need fulfillment theory).

The recursive correlation using longitudinal data is used in two studies investigating the relationship between job and family satisfaction (Lim and Lee, 2011; Mishra et al., 2014). Other research (Shanafelt et al., 2012) uses frequency of change in the family satisfaction and job satisfaction. The results of research conducted by Mishra et al. (2014) show that family satisfaction leads to job satisfaction. In addition, the research conducted by Lim and Lee (2011) and Shanafelt et al. (2012) supports the conclusion that job satisfaction leads to family satisfaction. Another research conducted by Keon and McDonald (1982) using three-stage least square concludes that family satisfaction and job satisfaction are jointly determined. However, they acknowledge that the main weakness in their research is that most of the variables used to predict the job and family satisfaction include the satisfaction on the surface (for example, the satisfaction with intrinsic reward, satisfaction with the work environment, or the satisfaction with progress). After conducting various studies, the first development is the addition of variable of the intention to quit being related to the family satisfaction variable and job satisfaction variable in which the direction of the relationship of the three variables is adjusted with the existing literature. The intention to quit is an important issue in the human resources management. The intention to quit is the tendency to quit from work voluntarily (Candra et al., 2018). In the planned behavior theory, the intention is the factor that precedes the behavior (Ajzen, 1991, p. 5). According to William and Hazer (1986), the intention to quit has become an important field of organizational behavior research.

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