The Effect of Perceived Organizational Support on Job Satisfaction in Nurses through Work-Family Conflict as a Mediator Variable

Abstract

This study aims to analyze the influence of perceived organizational support (POS) on nurses’ job satisfaction with work-family conflict (WFC) as a mediator variable. Perceived organizational support (POS) is employees’ perception of the extent to which the organization cares about their well-being. Work-family conflict (WFC) refers to the tension that arises due to an imbalance between work demands and family responsibilities, which can affect job satisfaction. This study uses a quantitative approach with a path analysis method to test the relationship between variables. The results of the analysis showed that POS had a significant effect on WFC with a t-statistical value of 22.033 (>1.96) and a p-value of 0.000 (<0.05), so the first hypothesis was accepted. Furthermore, WFC was shown to have an effect on job satisfaction with a t-statistical value of 10.248 (> 1.96) and a p-value of 0.000 (< 0.05), supporting the second hypothesis. POS also had a direct effect on job satisfaction with a t-statistical value of 3.041 (> 1.96) and a p-value of 0.002 (< 0.05), so that the third hypothesis was accepted. In addition, WFC acts as a mediator in the relationship between POS and job satisfaction, which is shown by a t-statistical value of 3.092 (> 1.96) and a p-value of 0.002 (< 0.05), supporting the fourth hypothesis. The results of this study show that perceived organizational support not only has a direct influence on job satisfaction, but also indirectly through the reduction of work-family conflicts. These findings underscore the importance of creating a supportive work environment to improve nurses’ job satisfaction while reducing conflict between work and family. This study aims to analyze the influence of perceived organizational support (POS) on nurses’ job satisfaction with work-family conflict (WFC) as a mediator variable. Perceived organizational support (POS) is employees’ perception of the extent to which the organization cares about their well-being. Work-family conflict (WFC) refers to the tension that arises due to an imbalance between work demands and family responsibilities, which can affect job satisfaction. This study uses a quantitative approach with a path analysis method to test the relationship between variables. The results of the analysis showed that POS had a significant effect on WFC with a t-statistical value of 22.033 (>1.96) and a p-value of 0.000 (<0.05), so the first hypothesis was accepted. Furthermore, WFC was shown to have an effect on job satisfaction with a t-statistical value of 10.248 (> 1.96) and a p-value of 0.000 (< 0.05), supporting the second hypothesis. POS also had a direct effect on job satisfaction with a t-statistical value of 3.041 (> 1.96) and a p-value of 0.002 (< 0.05), so that the third hypothesis was accepted. In addition, WFC acts as a mediator in the relationship between POS and job satisfaction, which is shown by a t-statistical value of 3.092 (> 1.96) and a p-value of 0.002 (< 0.05), supporting the fourth hypothesis. The results of this study show that perceived organizational support not only has a direct influence on job satisfaction, but also indirectly through the reduction of work-family conflicts. These findings underscore the importance of creating a supportive work environment to improve nurses’ job satisfaction while reducing conflict between work and family.