Keseimbangan Karir dan Keluarga bagi Wanita Pekerja pada Perspektif Manajemen Konflik di Perwakilan Badan Pengawasan Keuangan dan Pembangunan Provinsi Sumatera Utara

Abstract

Female workers who juggle responsibilities in both their jobs and households often encounter conflicts in fulfilling their roles, potentially resulting in organizational discord within their workplace. This necessitates adept management from both the individual and organizational viewpoints. This study seeks to analyze conflicts and their management through dual lenses: role conflict as perceived by working women and organizational conflict from the organizational standpoint. Employing a qualitative approach with a descriptive fi·amework, the research utilizes in-depth interviews and documentary analysis to gather insights from key informants, including female employees, direct supervisors, and supporting personnel. Data analysis employs an interactive model, unraveling multifaceted aspects of the phenomenon. Despite concerted efforts by working women to achieve equilibrium, challenges persist. While social support from family, partners, and colleagues serves as a catalyst, discordant perceptions among partners and colleagues pose obstacles. The organizational perspective on role conflict is delineated through two distinct lenses: that of direct supervisors and field employees. While direct supervisors perceive minimal impact of role conflict on departmental and organizational performance, field employees associate it with feelings of envy, reluctance, task delegation, and operational impediments arising from fluctuating team dynamics. Organizational resilience is evidenced through effective communication channels irrespective of hierarchical boundaries and knowledge dissemination among leaders regarding employee pro.files and conflict resolution strategies. Nonetheless, disparities in personal circumstances and employee issues impede the establishment of standardized treatment protocols. Organizational conflict mitigation strategies encompass persuasive and collaborative leadership styles, transparent communication channels with employees, and a collaborative approach to conflict resolution and compromise.