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Oct 13, 2025 by orovajewels.com 116 views

The Effect of Multiple Role Conflict on the Performance of Married Female Employees at Kabanjahe Puskesmas with Work Stress as Intervening Variables

Introduction

In today's fast-paced and ever-changing work environment, employees are often expected to juggle multiple roles and responsibilities. For married female employees, this can be particularly challenging, as they may face conflicts between their work and family responsibilities. The impact of these conflicts on employee performance is a critical issue that needs to be addressed. This study aims to investigate the effect of multiple role conflicts on the performance of married female employees at the Kabanjahe Puskesmas, with work stress as an intervening variable.

The Importance of Understanding Multiple Role Conflicts

Multiple role conflicts refer to the conflicts that arise when an individual has to balance multiple roles or responsibilities, such as work and family responsibilities. For married female employees, this can include conflicts between their work and family responsibilities, as well as conflicts between their personal and professional goals. Understanding the impact of multiple role conflicts on employee performance is crucial, as it can have significant consequences for employee well-being, productivity, and job satisfaction.

Research Methodology

This study used a descriptive research design with hypothesis testing using multiple regression analysis. The population of this study consisted of married female employees who work at the Kabanjahe Health Center. A simple random sampling technique was used to select a sample of 91 participants. Data analysis was carried out using path analysis to test the relationship between existing variables.

Research Results

The results of this study show that dual role conflicts have a negative and significant impact on employee performance. This means that the greater the level of conflict role felt by employees, the lower the performance. In addition, this study also found that multiple role conflicts have a positive and significant impact on work stress. This means that women who experience multiple role conflicts tend to experience a higher stress level.

Furthermore, work stress turns out to have a negative and significant effect on employee performance. This shows that high stress can reduce the ability of employees to work well. This study also found that multiple role conflicts have a negative and significant influence on employee performance through work stress. Through the Sobel statistical test, the results show the value (-3,236), where the value of t count (-3.236) is smaller than t table (1,987). This confirms that indirectly, multiple role conflicts through work stress have a negative and significant influence on employee performance.

Analysis and Implications

From the results of this study, it can be concluded that a dual role conflict is a serious issue that needs more attention, especially in the context of married female employees. The consequences of this conflict are not only seen from decreased performance but also from the increase in stress levels experienced. This can potentially cause burnout, decreased work motivation, and can even affect employee mental well-being.

With this understanding, management at the Kabanjahe Puskesmas and other similar agencies need to formulate strategies to help employees, especially women who face a dual role. Support programs, such as time management and counseling training, can be an effective step in reducing the negative impacts of this role conflict. In addition, it is important to create a more flexible work environment that can accommodate various employee needs.

Conclusion

In conclusion, this study has made a valuable contribution to researchers, managers, and policy makers in formulating better interventions for female employees who work in the health sector. The findings of this study highlight the importance of understanding the impact of multiple role conflicts on employee performance and the need for management to formulate strategies to help employees who face these conflicts.

Recommendations

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

Provide support programs: Management at the Kabanjahe Puskesmas and other similar agencies should provide support programs, such as time management and counseling training, to help employees who face multiple role conflicts.
Create a flexible work environment: Management should create a more flexible work environment that can accommodate various employee needs.
Monitor employee well-being: Management should regularly monitor employee well-being and provide support to employees who are experiencing high levels of stress or burnout.
Develop policies and procedures: Management should develop policies and procedures that support employees who face multiple role conflicts, such as flexible work arrangements and parental leave policies.

Limitations of the Study

This study has several limitations that should be noted. Firstly, the study was conducted at a single site, the Kabanjahe Health Center, and may not be generalizable to other settings. Secondly, the study used a descriptive research design, which may not be as robust as other research designs. Finally, the study relied on self-reported data, which may be subject to biases and errors.

Future Research Directions

Future research should aim to replicate this study in other settings and with different populations. Additionally, future research should investigate the impact of multiple role conflicts on employee performance in other industries and sectors. Finally, future research should explore the effectiveness of different interventions, such as support programs and flexible work arrangements, in reducing the negative impacts of multiple role conflicts.

References

[List of references cited in the study]

Appendix

[Appendix materials, such as additional tables and figures, that support the findings of the study]
Frequently Asked Questions (FAQs) about the Effect of Multiple Role Conflicts on the Performance of Married Female Employees at Kabanjahe Puskesmas

Q: What is multiple role conflict?

A: Multiple role conflict refers to the conflicts that arise when an individual has to balance multiple roles or responsibilities, such as work and family responsibilities. For married female employees, this can include conflicts between their work and family responsibilities, as well as conflicts between their personal and professional goals.

Q: What is the impact of multiple role conflicts on employee performance?

A: The results of this study show that dual role conflicts have a negative and significant impact on employee performance. This means that the greater the level of conflict role felt by employees, the lower the performance.

Q: What is the relationship between multiple role conflicts and work stress?

A: This study found that multiple role conflicts have a positive and significant impact on work stress. This means that women who experience multiple role conflicts tend to experience a higher stress level.

Q: What is the impact of work stress on employee performance?

A: The results of this study show that work stress turns out to have a negative and significant effect on employee performance. This shows that high stress can reduce the ability of employees to work well.

Q: How can management at the Kabanjahe Puskesmas and other similar agencies help employees who face multiple role conflicts?

A: Management can provide support programs, such as time management and counseling training, to help employees who face multiple role conflicts. Additionally, management can create a more flexible work environment that can accommodate various employee needs.

Q: What are some strategies that employees can use to manage multiple role conflicts?

A: Employees can use strategies such as prioritizing tasks, setting boundaries, and seeking support from family and friends to manage multiple role conflicts.

Q: What are some potential consequences of multiple role conflicts on employee well-being?

A: The consequences of multiple role conflicts on employee well-being can include burnout, decreased work motivation, and can even affect employee mental well-being.

Q: How can researchers and policymakers use the findings of this study to inform interventions for female employees who work in the health sector?

A: Researchers and policymakers can use the findings of this study to inform interventions for female employees who work in the health sector by developing policies and procedures that support employees who face multiple role conflicts, such as flexible work arrangements and parental leave policies.

Q: What are some limitations of this study?

A: This study has several limitations that should be noted. Firstly, the study was conducted at a single site, the Kabanjahe Health Center, and may not be generalizable to other settings. Secondly, the study used a descriptive research design, which may not be as robust as other research designs. Finally, the study relied on self-reported data, which may be subject to biases and errors.

Q: What are some future research directions?

A: Future research should aim to replicate this study in other settings and with different populations. Additionally, future research should investigate the impact of multiple role conflicts on employee performance in other industries and sectors. Finally, future research should explore the effectiveness of different interventions, such as support programs and flexible work arrangements, in reducing the negative impacts of multiple role conflicts.

Q: What are some practical implications of this study for managers and policymakers?

A: The findings of this study have several practical implications for managers and policymakers. Firstly, managers and policymakers should recognize the importance of supporting employees who face multiple role conflicts. Secondly, managers and policymakers should develop policies and procedures that support employees who face multiple role conflicts, such as flexible work arrangements and parental leave policies. Finally, managers and policymakers should monitor employee well-being and provide support to employees who are experiencing high levels of stress or burnout.