HUBUNGAN KONFLIK KERJA-KELUARGA DAN KETIDAK-AMANAN KERJA DENGAN KESEJAHTERAAN PSIKOLOGIS
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Abstract
Kesejahteraan psikologis merupakan penilaian atau evaluasi individu selama masa hidupnya. Apabila individu merasa kehidupannya dan fungsi psikologisnya telah berjalan dengan optimal, maka dapat dikatakan bahwa individu tersebut memiliki kesejahteraan psikologis yang tinggi. Kesejahteraan psikologis dapat terganggu apabila terjadi masalah, satunya adalah adanya konflik dari peran-peran yang dijalani oleh individu. Apabila terjadi konflik yang mengganggu perannya di keluarga maupun pekerjaan, hal tersebut dapat memengaruhi kesejahteraan psikologis individu. Selain adanya konflik kerja-keluarga yang dialami individu, adanya perasaan terancam atau tidak aman dari pekerjaan yang sedang dijalani juga dapat mengganggu kesejahteraan psikologis seseorang. Rasa tidak aman ini disebut juga ketidak-amanan kerja atau job insecurity, yaitu persepsi atau rasa takut individu akan kehilangan pekerjaannya saat ini.
Subjek penelitian merupakan guru dan pegawai Yayasan Sekolah Nasional KPS yang berstatus menikah dan memiliki anak minimal 1 dengan usia maksimum 21 tahun yang tinggal bersama orangtua, sejumlah 52 orang. Hasil penelitian menunjukkan adanya hubungan yang signifikan antara konflik kerja-keluarga dan ketidak-amanan kerja secara bersamaan terhadap kesejahteraan psikologis (nilai Fhitung=4,831, Ftabel=3,19; R2=0,165; p=<0,005). Nilai korelasi konflik kerja-keluarga dengan kesejahteraan psikologis sebesar - 0,397 (p<0,005) yang menunjukkan nilai korelasi negatif. Semakin tinggi konflik kerja- keluarga, maka semakin rendah kesejahteraan psikologis; begitu pula sebaliknya. Nilai korelasi ketidak-amanan kerja dengan kesejahteran psikologis sebesar -0,272 (p<0,005) yang juga menunjukkan nilai korelasi negatif. Semakin tinggi ketidak-amanan kerja, maka semakin rendah kesejahteraan psikologis; begitu pula sebaliknya.
Dari penelitian ini dapat diketahui bahwa kesejahteraan psikologis memiliki hubungan yang berbanding terbalik dengan konflik kerja-keluarga dan ketidak-amanan kerja. Apabila kesejahteraan psikologis ingin ditingkatkan, maka konflik kerja-keluarga dan ketidak-amanan psikologis harus rendah. Untuk menekan konflik kerja-keluarga dapat diadakan family gathering secara berkala. Untuk menekan ketidak-amanan kerja dapat dilakukan pemberian informasi yang jelas terkait masa depan organisasi dari pihak manajemen. Saran untuk penelitian selanjutnya agar peneliti mencari sampel yang lebih banyak dan lebih memenuhi kriteria konflik kerja-keluarga serta ketidak-amanan kerja. Gunakan variabel lain sebagai prediktor atau moderator untuk mengetahui faktor apa saja yang memengaruhi kesejahteraan psikologis.
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