The Effect of Psychological Capital to Work-Life Balance for Married Female Police Officers
Rifdayanti Bakri1, Rezky Ariany Aras2, Suryadi Tandiayuk3
1,2,3 Universitas Hasanuddin, Indonesia
Email: [email protected]1, [email protected]2, [email protected]3
This is an open access article distributed under the Creative Commons Attribution License CC-BY-NC-4.0 ©2022 by author (https://creativecommons.org/licenses/by-nc/4.0/)
ABSTRACT
As a member of the police, a female police officer is expected to work well and even with high professionalism, which means that in any situation, her tasks and responsibilities must be prioritized.
However, this is certainly not easy for female police officers, especially those who are married or have families, automatically carrying out dual roles both in the workplace and in their family environment. Based on this, this study aims to determine the effect of psychological capital to work-life balance for married female police officers at the Mapolda X. This is a quantitative correlational study involving 203 married police officers. The results of this study show that psychological capital has a positive effect to work-life balance with an R2 value of 0.10, p<0.001. Based on the partial T test, it was also found that the aspects of self-efficacy and optimism had a positive effect on female police officers, while hope and resilience did not have a significant effect on WLB for married female police officer.
Keywords: Female Police officer; psychological capital; work life balance
INTRODUCTION
Balancing work and personal life is important for individuals, especially for women who have multiple roles and responsibilities. Women tend to face more challenges in achieving this balance. Research by Hastuti (2018) showed that the role of women has undergone significant shifts due to government policies promoting education, leading to increased self-actualization among women and a recognition of their potential for growth and success. Support from family, relatives, and superiors can boost women's self-confidence in their work while also fulfilling their roles and responsibilities within the family (Pratiwi, 2021). Imbalance between work and personal life can have negative effects on working women, particularly on their families. For example, husbands may receive less attention, and educational functions within the family may not be carried out effectively, leading to a lack of attention for children's education, parenting, and other matters. In addition, leisure time with the family may not be optimally used (Selvia, Marieni, &
Yasin, 2011).
According to an article on iNews.Id (2018), about 90% of women choose to work after marriage. One reason is that working outside the home provides new ideas and experiences due to the rapid advancement of technology, which can be useful in upgrading oneself within the family. Second, the desire for achievement drives many highly educated women to work, allowing
them to use their knowledge and skills in the workplace. Third, working women seek recognition, especially when they hold high positions or earn high salaries (iNews.id, 2018). Being a female police officer can present challenges for a woman in balancing the success of her home life with her career as a police officer. Research by Markuwati, Rahardjo & Setiyawati (2015) found that female police officers face difficulties, including the need to always be on call and work overtime at the office until late at night, leaving little time for their families. Female police officers with dual roles often experience conflicts with their roles and are vulnerable to job-related stress. The higher the conflict between their roles, the higher the stress they experience.
Blyton (2006) states that work-life balance is like when an individual has successfully integrated "work" and "life", which is a vision to achieve a satisfying quality of life. The satisfaction felt indirectly reduces tension or stress when facing conflicting role demands. Because work-life balance basically involves how much control an individual feels when working with more time than their actual working hours. So when an individual's work-life balance is not achieved well, it will increase turnover intention and absenteeism in work (Sen & Hooja, 2015).
Greenhaus, Collin & Shaw (2003) explain that work-life balance is a positive distribution of resources and commitments for dual roles. Dual roles in this case are having responsibilities between work and personal life. Both roles will run well when there is no conflict in either life.
The resources in question are time, energy, and satisfaction, so that both run together without conflict (Widriasmatiwi, Purwaningsih, & Hartosujono, 2019).
Research studies have shown that there are internal factors in the form of individual characteristics that allow individuals to achieve work-life balance. These characteristics include flexibility, support, autonomy, and a sense of security, which have a positive influence on work- life balance in individuals (Direnzo, Greenhaus, & Weer, 2015). One individual characteristic that contributes positively or is a resource that needs to be enhanced and possessed by individuals in work is in the aspect of psychological capital such as self-efficacy, hope, optimism, and resilience.
So by individuals utilizing these resources in a job, it will help individuals overcome various challenges in the scope of work and personal life. In addition, individuals with high psychological capital will be more able to participate in group interaction and social participation, so they can enjoy social life well (Allameh & Hosseini, 2018).
The research findings of Sen & Hooja (2015) found that psychological capital gives a positive internal contribution to police officers to perform their dual roles in challenging situations and can achieve balance between work and life outside of work. Psychological capital is defined as a state of positive psychological individual development and is marked by having self-efficacy in doing the efforts they need to do various challenging tasks optimistically.
In the research of Allameh & Hosseini (2018), it is explained that the resources that need to be enhanced and possessed by individuals in work are in the aspect of psychological capital such as self-efficacy, hope, optimism, and resilience. Siu (2013) explains that it is expected that workers have high psychological capital because in the future they will be able to accept reality and hold firmly to the values they believe in with meaning. Therefore, individuals will be more balanced and feel more satisfied with the dual roles they are carrying out. The psychological capital resources possessed such as individuals having self-confidence to master dual roles, having hope to achieve goals and optimistic about the future. So with the presence of psychological capital resources possessed indirectly can increase employee concern to maintain mental health, maintain negative perceptions about work-life balance and they also do not range to lose resources in the future when facing conflicts between work and personal affairs. Therefore,
psychological capital is an important resource that needs to be possessed by individuals in facing the challenges of work and personal life.
Self-efficacy, which is one aspect of psychological capital, is based on the conservation of resources (COR) theory. The theory states that personal characteristics will enable individuals to cope with their work demands, thus implying their ability to solve problems outside of work (Siu, 2013). In addition, the conservation of resources (COR) theory also explains that an individual's perception of the allocation of their own resources has a positive influence on work-life balance.
Individuals feel satisfied with their work and personal life (Grawitch, Barber, & Justice, 2010).
According to Sen & Hooja (2015), research examining the influence of psychological capital on work-life balance is scarce. This prompted the researcher to study both variables in female police officers. Currently, many female employees face multiple role demands, including female police officers, especially those who are married and are expected to fulfill both domestic and police duties with limited internal resources. The researcher aims to examine the effect of psychological capital to work-life balance, hoping to provide new knowledge for female police officers about the internal personal resources that can help them achieve work-life balance.
METHOD Participant
A sample of 200 people will be selected using simple random sampling. The data collection will involve administering questionnaires or surveys with two psychological scales: the work-life balance scale and the psychological capital scale, both using the Likert scale model. A total of 203 respondents are expected to be obtained. Respondents had an average length of employment of 6-10 years (69.5%), >10 years (17.2%), and 1-5 years (13.3%). Their highest level of education was SMA (56.7%), S1 (39.4%), or S2 (3.9%).
Instrument
1. Work-life balance
The dimensions measured is based the study by Fisher, Bulger & Smith (2009), which are Work Interference with Personal Life (WIPL), Personal Life Interference with Work (PLIW), Personal Life Enhancement of Work (PLEW), and Work Enhancement of Personal Life (WEPL). The research scale to be used is the work-life balance scale from Fisher, Bulger &
Smith (2009), which has been adapted into Indonesian by Umar (2019). RMSEA index was used to determine the goodness of fit of the model. The model obtained an RMSEA value of 0.05. For reliability, the scale test in this study showed a Cronbach's alpha coefficient of 0.793.
2. Psychological Capital Scale
Psychological capital scale, would be measured using Psychological Capital Questionnaire (PCQ-12) by Luthans, et al (2007), which consists of 12 items and 4 aspects: hope, efficacy, resilience, optimism, which was adopted by Zukhair (2021). The goodness of fit criteria is based on RMSEA index. The model obtained an RMSEA value of 0.05. For reliability, the scale test in this study showed a Cronbach's alpha coefficient of 0.909.
Data Analysis
The analysis technique used is inferential statistical analysis in the form of simple regression testing. Simple analysis technique is a technique to see the effect of psychological capital to work-life balance. This research also used partial T test to see the effect of each aspect of psychological capital on work-life balance.
RESULT AND DISCUSSION
Result Table 1
Hypothesis Test Result
According to Table 1, the hypothesis test found that the correlation coefficient (R) between the two variables was 0.316, which is classified as a low correlation because it falls in the range of 0.20 to 0.399 (Sugiyono, 2013). The R-Square value was 0.100, or 10%, indicating that psychological capital contributes 10% to work-life balance. The remaining 90% is influenced by other variables not studied in this research. The significance value was 0.000, which is less than 0.05, indicating that the relationship between psychological capital and work-life balance is statistically significant for married female police officers.
Table 2
Significance of Psychological Capital Aspects on Work-Life Balance Unstandardized Coefficients Standardized
Coefficients Beta t Sig.
B Std. Error
(Constant) 25.193 3.322 7.583 .000
efficacy 1.731 .421 .378 4.115 .000
hope .571 .320 .183 1.786 .076
resiliency .370 .301 .150 1.229 .221
optimism -1.019 .321 -.323 -3.178 .002
*Dependent Variable: WLB
As shown in Table 2, which shows the relationship between all aspects of psychological capital and work-life balance, it is evident that Efficacy and Optimism have a significant impact on work-life balance because their significance coefficients are below 0.05. On the other hand, Resilience and Hope do not have a significant impact because their significance coefficients are above 0.05.
Discussion
R R Square Sig. Unstandardized Coefficients Constant (a)
Unstandardized Coefficients Psychological Capital
0,316 0,100 0,000 32.658 0,294
The analysis showed that there is a significant effect of psychological capital to work-life balance in married female police officers, with a significance value of 0.00 (<0.05). The contribution value of 0.316 is considered weak. However, the positive correlation between psychological capital and work-life balance means that higher levels of psychological capital are associated with higher levels of work-life balance.
This result is consistent with previous research by Prakoso (2018) and Laela & Muhammad (2016), which also found a positive relationship between psychological capital and work-life balance. Female police officers often struggle to balance their roles as homemakers and public servants with unpredictable or on-call tasks, as well as the desire to advance their careers. This can lead to role conflict and imbalance in their personal and professional lives (Permana, 2021).
Psychological capital can help address this issue by helping individuals manage their emotions and resources, such as social support, personal characteristics, and time and energy, as explained by Conservation of Resources (COR) theory by Hobfoll (2002). Therefore, psychological capital is needed to help achieve work-life balance.
Although this research obtained significant results, the effect of psychological capital to work-life balance is still relatively low. This can be seen from the value of R Square of 0.100.
Based on that value, the contribution of psychological capital to work-life balance is only 10%.
The other 90% contribution comes from other factors that affect work-life balance in married female police officers, which were not studied in this research. This shows that psychological capital is not the dominant factor that affects work-life balance in married female police officers in Mapolda X.
Previous research by Rahayu (2018) also found a low contribution of psychological capital to work-life balance, at 6.6%. Culture may play a role, as Indonesia is a collectivist culture where individuals rely more on external support, while in individualistic cultures, individuals tend to rely more on personal resources and have higher psychological capital. Strategies for improving work-life balance include alternating communication methods, outsourcing tasks, using technology to facilitate work and daily tasks, and simplifying commitments. Pouluse & Sudarsan (2014) identified several factors that affect work-life balance, including individual factors (e.g.
ability to interact with others), sociental factors (e.g. family, partner support), and organizational factors (e.g. job and role in the organization). Interviews with the subjects in this study showed that they were able to balance their roles due to flexibility and support from their colleagues and superiors.
Additional analysis of this study also showed that the psychological capital aspects of hope, efficacy, resilience, and optimism were significantly related to work-life balance. The analysis showed that efficacy had a significance value of 0.00, hope had a significance value of 0.76, resilience had a significance value of 0.221, and optimism had a significance value of 0.002.
Therefore, the aspects that had a contribution to work-life balance with a value <0.05 were efficacy and optimism. Self-efficacy is an individual's belief or confidence in their ability to direct motivation, cognitive resources, and perform the actions needed to succeed in performing tasks in a specific context (Luthans et al, 2007). Optimism is the interpretation of positive events as a result of oneself, being stable, and occurring in many situations, and the interpretation of negative events as a result of external factors, being temporary, and only occurring in certain situations.
Individuals with optimism will see everything that happens to them as something they intentionally do and are in control of (Luthans et al, 2007).
Based on the findings of this study, married female police officers with high psychological capital in the aspects of optimism and self-efficacy will try to maximize their goals and take on
146
Pinisi Discretion ReviewVolume 6 , Issue 1 , September 2022 Page. 141 - 148
difficult tasks for themselves. This is consistent with the study by Sen & Hooja (2015), which found that individuals with high self-efficacy are able to confidently tackle challenging tasks optimistically. Therefore, an employee or police officer who is able to balance the demands of various aspects of their life can be said to have achieved work-life balance. Gender also plays a role in self-efficacy, with women having higher efficacy in managing their roles. Women with roles beyond homemakers, such as career women, tend to have higher self-efficacy compared to men in the workforce (Anwar, 2009). Additionally, married female police officers with high psychological capital in the aspect of optimism tend to view problems in their lives positively and do not see negative events as obstacles, enabling them to face the future.
In this study, the dimensions of hope and resilience did not significantly impact work-life balance in married female police officers. This is consistent with the study by Ardianti (2015), which found that the dimension of hope did not have a significant effect. This suggests that these individuals may not have clear goals or a vision for their career path, and may not have the resilience to persevere through challenges and difficulties in order to succeed. Resilience, or the ability to persevere and continue making progress when facing challenges and difficulties in order to succeed, also did not significantly influence work-life balance. This aligns with the study by Karima (2015), which found that many individuals are unable to endure challenges and difficulties in order to achieve success. It is likely that there has not been an increase in effort and responsibility for the burdens and obligations faced by these individuals. Therefore, the researcher concludes that the lack of significant influence of hope and resilience on work-life balance in married female police officers may be due to their focus on being a mother, caring for children, and taking care of their husband, leaving little room for high hopes for their career or desire to change careers.
The contribution of psychological capital can lead individuals, particularly women, to a state of well-being and achieve work-life balance. Achieving work-life balance allows female police officers to feel more happiness within themselves despite facing many challenges and pressures due to their dual role (Yunita, 2019). Therefore, the results of this study support the need to optimize psychological capital for female police officers or working women in order to achieve work-life balance. However, there are also some elements or variables that can be combined for more optimal work-life balance.
CONCLUSION
Our research on married female police officers found that psychological capital contributes to work-life balance, although the effect is low. While psychological capital has a significant effect on work-life balance, the aspects of hope and resilience did not significantly affect the results of this study and warrant further investigation. In addition, cultural factors, where Indonesia has a relatively high level of collectivism, also need to be further studied.
REFERENCES
Allameh, S. M., & Hosseini, S. H. (2018). “The Effect Of Psychological Capital On Quality Of Life,Given The Mediating Role Of Social Capital And Quality Of Work Life.” Int. J.
Business Innovation And Research, 17(2): 210-225.
Anwar. (2009). “Penilaian Sikap Ilmiah Dalam Pembelajaran Sains.” Jurnal Pelangi Ilmu, 2(5):
103-114.
Ardianti, D. (2015). Pengaruh Psychological Capital dan Work Engagement terhadap Komitmen Organisasi Karyawan RS. Muhammadiyah Taman Puring. Jakarta: Universitas Islam Negeri Syarif Hidayatullah.
Blyton, B. B., Reed, P., & Dastmalchian, A. (2006). Work Life Integration: International Perspectives On The Balancing Of Multiple Roles. Basingstoke: Palgrave Macmillan.
Direnzo, Greenhaus, & Weer. (2015). “Relationship Between Protean Career Orientation And Qoek Life Balance: A Resource Perspective.” Journal Of Organizational Behaviour.
Fisher, G. G., Smith, C. S., & Bulger, C. A. (2009). “Beyond Work And Family: A Measure Of Work/Nonwork Interference And Enhancement.” Journal Of Occupational Health Psychology, 14(4): 441-456.
Grawitch, Barber, & Justice. (2010). “Re Thinking The Work Life Interface: It's Not About Balance, It's About Resource Allocation.” Applied Psychology : Health And Well Being, 2(2): 127-159.
Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). “The Relation Between Work–family Balance and Quality of Life.” Journal of Vocational Behavior, 63(3), 510-531.
Greenhaus, J. H., & Powell, G. N. (2006). “When Work And Family Are Allies: A Theory Of Work Family Enrichment.” Academy Of Management Review, 31(1): 72-92.
Hastuti. (2018). “Peran Work-Life Balance terhadap Keterikatan Kerja Wanita Karir.” Jurnal Ilmiah Citra Ilmu, 14(27).
Hobfoll, S. E. (2002). “Social And Psychological Resources And Adaption.” Review Of General Psychology, 10(1), 1089-2680.
INews.id (2018). Sudah Menikah, Ternyata Ini Alasan Wanita Masa Kini Lebih Pilih Kerja.
Available from https://www.inews.id/Lifestyle/Health/Sudah-Menikah-Ternyata-Ini- Alasan-Wanita-Masa-Kini-Lebih-Pilih-Kerja. [Accessed June 18, 2021]
Karima, R. F. (2015). Pengaruh Psychological Capital Dan Kepuasan Kerja Terhadap Psychological Well Being Pada Petugas Pemadam Kebakaran. Skripsi. Jakarta:
Universitas Islam Negeri Syarif Hidayatullah.
Laela, C. R., & Muhammad, A. H. (2016). “Pengaruh Relation Oriented Leadership Behavior Terhadap Work Life Balance Pada Wanita Pekerja.” Jurnal Ilmiah Psikologi, 2(8): 1-6.
Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological Capital: Developing Human Competitive Edge. New York: Oxford University Press.
Markuwati, D., & Rahardjo, P. (2015). “Konflik Peran Ganda Stress Kerja Pada Anggota Polisi Wanita (POLWAN).” Psycho Idea. 1693-1076.
Permana, R. Y. (2021). “Work Family Balance Pada Polwan Yang Sudah Menikah.”
Mercubuana, 1(1): 1-9.
Poulose, S., & Sudarsan. (2013). “Work Life Balance: A Conceptual Review.” International Journal of Advances in Management and Economics, 3(2): 1-17.
Prakoso, R. M. (2018). Hubungan Antara Psychological Capital Dengan Work Life Balance Pada Karyawan PT X. Skripsi.Yogyakarta: Universitas Sanata Dharma.
Pratiwi, I. W. (2021). “Work Life Balanced Pada Wanita Karir Yang Telah Berkeluarga.”
JP3SDM, 10(1): 72-89.
Rahayu , H. A. (2018). Pengaruh Modal Psikologis Terhadap Keseimbangan Kehidupan Kerja Pada Perawat Wanita. Skripsi . Universitas Muhammadiyah Malang.
Selvia, M., Marieni, & Yasin, F. (2011). “Dampak Perempuan Bekerja Terhadap Fungsi Keluarga.” STKIP PGRI, 3-9.
Sen, C., & Hooja, H. R. (2015). “Psychological Capital And Work Life Balance: A Study On.”
International Journal Of Management And Social Sciences Research, 4(7): 2319-4421.
Siu, O. L. (2013). “Psychology Capital, Work Well Being, And Work Life Balance Among Chinese Employees.” Journal Of Personnel Psychology, 4(12): 170-181.
Sugiyono. (2013). Metode Penelitian Kuantitatif, Kualitatif dan R&D. Bandung: Alfabeta.
Tavassoli, T. (2018). “A National Study On Antecedents And Outcomes Of Work Life Balance In Iran.” International Journal Of Social Sciences, 3(3): 1616-1636.
Umar. (2019). Kontribusi Work Life Balance Terhadap Kepuasan Kerja Pada Polwan Berstatus Menikah Di Markas Kepoisian Daerah (MAPOLDA) Sulawesi Selatan. Makassar:
Universitas Hasanuddin.
Widriasmatiwi, O., Purwaningsih, I. E., & Hartosujono. (2019). “Kinerja Anggota Polri Ditinjau Dari Work Life Balance Dan Organizational Citienship Behaviour.” Spirits, 75-87.
Yunita, M. M. (2019). “Hubungan Psychological Capital Dengan Kebahagiaan Pada Wanita Dewasa Awal Yang Mengalami Konflik Peran Ganda.” Psikostudia, 8(1): 29-36.
Zukhair, M. (2021). Pengaruh Psychological Capital Terhadap Stres Kerja Pada Pegawai Lapas Kelas I Kota Makassar. Makassar: Universitas Hasanuddin.
