Hubungan antara Pengembangan Karir dengan Work-Family Conflict pada Karyawan Wanita di PTPN III Medan

Abstract

This research aims to know the career development relationship with work-family conflict on female employees. This research uses a quantitative research method, as for this study using the technique of total sampling. The sample in this research totalled 55 people who have the characteristics of women who worked as employees in PTPN III with age range 25 - 50 years. This research uses theories from Bellavia & Frone (2009) to look at factors that affect the work-family conflict, Greenhaus & Beutell (1985) to see the dimensions of work-family conflict, and theory Siagian (2009) to see factors that affect the development of the career of an employee. The results showed PTPN XIV III (Persero) Medan is not experiencing problems on career development at the employees especially on female employees because in PTPN III (Persero) Field is precisely the level of career development at high and employees work-family conflict is low. This is because the PTPN III (Persero) Field has been successful in early career planning for employees with some of the training process and in doing the company to its employees. After analysis of the data obtained research results: the existence of a negative relationship between career development with work-family conflict, where rxy =-0.560 < 0.050. This means that the more the level of career development then the lower the work-family conflict. Based on these results, meaning the proposed hypothesis which says there is a relationship between career development with work-family conflict on employee women were declared admissible. Contribution of effective career development variables against work-family conflict on female employees was 31.4%. Based on this study it can be noted that still there was 68.6% of the influence of other factors against work-family conflict are not revealed in this study.