Abstract:

Purpose - This study, assuming that employees will reduce the work-family conflict, first of all aims to determine the influence of the organization as prestigious by others and the employee’s own work-forming (work skills) on the work-family conflict. In the study, it was also sought to identify the possible mediation effect of individual-organic harmony in the relationship between business skills and work-family conflict. Method - The data was collected by the cartridge method from 247 people who agreed to participate in the work from academic staff employed in higher education institutions. The research model was created to determine the external prestige, the impact on work-family conflict and the mediation role of individual-organic harmony perceived in the relationship between work-family conflict and business skills. The answers of participants to the questions in the survey were evaluated by the "Process" macros, which can be integrated on verifying factor analysis, reliability analysis, correlation analysis and SPSS. The findings - The findings show that employees' organizations' perceptions of prestige (external prestige) have a negative and meaningful impact on the work-family conflict, and that there is a positive and meaningful relationship between the work-capacity and the work-family conflict. On the other hand, the hypothesis that individual-organic compatibility plays a mediation role in the relationship between business skill and work-family conflict has been rejected. Discussions - In this study, it is clear that employees with a high perception of external prestige have that they have experienced less work-family conflicts, when they perceive that their organizations are prestigiously assessed by others, they care about their current status, therefore they do not transfer their problems arising from work to their family lives. In other words, it is believed that a worker who is highly aware of the prestige of the organization in which he is a member will likely have a high self-respect, so it is believed that he will be able to tolerate these problems by taking less attention to the work-source issues, even if there is a work-family conflict. On the other hand, in the study, unlike expected, the result was achieved that the work skill increased the work-family conflict. It may be thought that the effort to make his job suitable causes the individual to spend more effort and time on the workplace, causing stress, and this causes the work-family conflict with the negative spread effect. In the study, the instrumental role of individual-organic harmony, work skill and work-family conflict relationships has not been identified. This finding shows that the impact of business skills on the work-family conflict is not based on the value of employees in harmony with the organizational culture.