Creating a participatory management atmosphere

Oct 13, 2025 by magicalceylontours.com 115 views

The Role of Work-Family Conflict and BIG 5 Personality Against Work Engagement Employees Leaders of PT. Nusantara III Perkebunan

Introduction

Indonesia, as an agrarian country, has a large plantation land reaching 23.47 million hectares. Plantation plays an important role in the wheels of the national economy. To face the challenges of globalization and increase competitiveness, the plantation sector needs to increase productivity. One of the strategies is to increase work engagement among employees. Work engagement is an emotional, cognitive, and physical involvement of employees in their work. This study investigates the factors that can influence work engagement on employees of the leadership of PT. Perkebunan Nusantara III (Persero), which is a state-owned plantation company. This study is focused on the influence of work-family conflicts and personality Big Five against work engagement.

Work-Family Conflict: A Major Barrier to Work Engagement

Work-family conflicts occur when the demands of work and family demands are in conflict with each other, creating stress and tension. For example, employees who must work overtime to complete a project, sacrificing free time with family. This type of conflict can lead to burnout, decreased motivation, and reduced job satisfaction. In fact, research has shown that work-family conflicts can have a significant negative impact on work engagement. Employees who experience high levels of work-family conflicts are less likely to be engaged in their work and may even experience a decline in their overall well-being.

The Big Five Personality Traits: Understanding Individual Differences

Model Big Five in personality psychology identifies the five main dimensions of personality, namely:

Openness: How open someone is to new experiences, ideas, and art.
Conscientiousness: How responsible, organized, and oriented towards one's goals.
Extraversion: How easy someone is to hang out, friendly, and likes to socialize.
Agreeableness: How friendly, easy to get along with a person.
Neuroticism: How calm, stable, and able to control one's emotions.

These personality traits can influence an individual's behavior, attitudes, and interactions with others. For example, individuals who are high in extraversion may be more likely to engage in social activities and build strong relationships with colleagues, while individuals who are high in neuroticism may be more prone to stress and anxiety. Understanding these individual differences can help managers tailor their approach to meet the needs of their employees.

Methodology

This study involved 706 employees of PT. Nusantara III plantation who have been married. Data were collected using the work-family conflict scale, the Big Five inventory, and the work engagement scale. Multiple regression analysis was used to examine the relationship between work-family conflicts, personality traits, and work engagement.

Results

The results of this study show that both work-family conflicts and personality traits have a significant effect on work engagement (r = 0.582, r2 = 0.339, f = 5,989, p <0.05). These findings suggest that managers need to pay attention to these two factors to improve work engagement among employees.

Implications and Recommendations

This study highlights some important implications for the management of PT. Nusantara Plantation III:

Increasing social support: Management can create programs that support the balance of work-family, such as work time flexibility, childcare programs, or financial assistance for family needs.
Building Teamwork: Increasing team work and collaboration between employees can help reduce workloads and increase their sense of support at work.
Creating a participatory management atmosphere: Management needs to create an open and transparent work atmosphere, where employees feel listened to, valued, and involved in decision making.
Assessing employee personality: Understanding employee personality profiles can help management in placing employees in positions in accordance with their abilities and preferences.

By understanding and applying these recommendations, PT. Nusantara III Plantation can create a more conducive work environment, thus encouraging work engagement among employees and increasing company productivity.

Conclusion

This study provides strong evidence that work-family conflicts and personality traits have a significant impact on work engagement among employees. By understanding these factors, managers can develop strategies to improve work engagement and increase productivity. The recommendations outlined in this study can help managers create a more supportive work environment, where employees feel valued, engaged, and motivated to perform at their best.

Limitations and Future Research Directions

This study has several limitations, including the use of a single sample and the reliance on self-reported data. Future research should aim to replicate these findings using a larger and more diverse sample. Additionally, researchers should explore the role of other factors, such as job satisfaction, organizational commitment, and leadership style, in influencing work engagement.

References

[List of references cited in the study]

Appendix

[Additional materials, such as tables, figures, and questionnaires, that support the findings of the study]
Frequently Asked Questions: Work-Family Conflict and BIG 5 Personality Against Work Engagement

Q: What is work-family conflict, and how does it affect work engagement?

A: Work-family conflict occurs when the demands of work and family demands are in conflict with each other, creating stress and tension. This type of conflict can lead to burnout, decreased motivation, and reduced job satisfaction, ultimately affecting work engagement.

Q: What are the Big Five personality traits, and how do they influence work engagement?

A: The Big Five personality traits are:

Openness: How open someone is to new experiences, ideas, and art.
Conscientiousness: How responsible, organized, and oriented towards one's goals.
Extraversion: How easy someone is to hang out, friendly, and likes to socialize.
Agreeableness: How friendly, easy to get along with a person.
Neuroticism: How calm, stable, and able to control one's emotions.

These personality traits can influence an individual's behavior, attitudes, and interactions with others, ultimately affecting work engagement.

Q: How can managers create a more supportive work environment to improve work engagement?

A: Managers can create a more supportive work environment by:

Increasing social support: Creating programs that support the balance of work-family, such as work time flexibility, childcare programs, or financial assistance for family needs.
Building Teamwork: Increasing team work and collaboration between employees can help reduce workloads and increase their sense of support at work.
Creating a participatory management atmosphere: Creating an open and transparent work atmosphere, where employees feel listened to, valued, and involved in decision making.
Assessing employee personality: Understanding employee personality profiles can help management in placing employees in positions in accordance with their abilities and preferences.

Q: What are some strategies for employees to manage work-family conflicts and improve work engagement?

A: Employees can manage work-family conflicts and improve work engagement by:

Setting clear boundaries: Establishing clear boundaries between work and family life can help reduce conflict and improve work engagement.
Communicating with managers: Communicating with managers about work-family conflicts and needs can help create a more supportive work environment.
Prioritizing self-care: Prioritizing self-care and taking breaks can help reduce stress and improve work engagement.
Seeking support: Seeking support from colleagues, friends, and family can help manage work-family conflicts and improve work engagement.

Q: How can organizations measure work engagement and identify areas for improvement?

A: Organizations can measure work engagement using various tools and methods, such as:

Surveys: Conducting regular surveys to assess employee engagement and satisfaction.
Focus groups: Holding focus groups to gather feedback and insights from employees.
Performance metrics: Tracking performance metrics, such as productivity and turnover rates, to identify areas for improvement.
Employee feedback: Collecting employee feedback and suggestions to identify areas for improvement.

Q: What are some best practices for implementing work-life balance initiatives in the workplace?

A: Some best practices for implementing work-life balance initiatives in the workplace include:

Conducting a needs assessment: Conducting a needs assessment to identify employee needs and preferences.
Developing a comprehensive plan: Developing a comprehensive plan that addresses employee needs and preferences.
Communicating with employees: Communicating with employees about work-life balance initiatives and expectations.
Evaluating and adjusting: Evaluating and adjusting work-life balance initiatives regularly to ensure they are meeting employee needs and preferences.

Q: How can organizations support employees with caregiving responsibilities?

A: Organizations can support employees with caregiving responsibilities by:

Providing flexible work arrangements: Providing flexible work arrangements, such as telecommuting or flexible hours, to help employees balance work and caregiving responsibilities.
Offering employee assistance programs: Offering employee assistance programs, such as counseling or support groups, to help employees manage caregiving responsibilities.
Providing resources and information: Providing resources and information, such as caregiving tips and resources, to help employees manage caregiving responsibilities.
Creating a supportive work environment: Creating a supportive work environment that values and supports employees with caregiving responsibilities.