Mediation Role of Work Flexibility on the Linking of Work-Family Conflict and Job Satisfaction

: This study investigates the direct and indirect effect of work-family conflict on job satisfaction. This study used quantitative analysis using a questionnaire as a research instrument which is distributed to as many as 113 respondents online. The sampling technique is purposive sampling. After the data is collected, then quality testing is carried out using validity and reliability tests. Furthermore, hypothesis testing using SEM-PLS. The results showed that work-family conflict can reduce job satisfaction. Simultaneously, work flexibility can affect job satisfaction. As well as moderating work flexibility in the relationship between work family conflict and job satisfaction.

significant impact on employee job satisfaction. This is also corroborated by the findings of (Kiran & Khurram, 2018), where it was found that flexitime has a positive response to commitment to the company, the level of employee engagement, employee satisfaction and also employee happiness at work. Research on flexible work practice has also been carried out by (Kröll & Nüesch, 2019). Based on the findings of previous studies that are still contradictory and phenomena in the field, this research has a novelty of research, namely adding a work flexibility variable as a moderating variable between the influence of WFC on job satisfaction in banking employees.

Method
This study used a quantitative approach with explanatory research. The population were active banking employees in Indonesia. The sampling technique used was convenience sampling, so as many as 113 respondents were obtained and filled out and returned the questionnaires. Furthermore, data collection was carried out by distributing online questionnaires to banking employees. Then, this research used partial least square (PLS) as data analysis technique. The work-family conflict variable was measured using items adopted from (Masyhuri et al., 2021) with a total of 12 statements in the questionnaire. Furthermore, the work flexibility variable was measured using items adopted from (Davidescu et al., 2020) with a total of 9 statements in the questionnaire. Then the satisfaction variable was measured using items adopted from (Jackson & Fransman, 2018) with a total of 5 statement items contained in the questionnaire. All variables used a Likert scale with a range of 1 (strongly disagree) to 5 (strongly agree). In testing the validity, table 1 shows that the items used in the work-family conflict, work flexibility and job satisfaction variables have a loading factor value greater than 0.70. Further, it can be seen in the AVE value which shows that it is already above 0.50. So it can be concluded that all items used in this study are valid.

Result
Furthermore, reliability testing is carried out which in detail can be seen in table 2 which shows that each variable has a Cronbachs alpha and composite reliability value greater than 0.70. So it can be concluded that in this study, reliable items have been used.  (2022) Table 3 above explains that the effect of work-family conflict on satisfaction has a t-statistic value of 3.657 with a p-value <0.05, with a negative sign on the coefficient value, which means that if work-family conflict is increasing, the satisfaction will be lower vice versa. Furthermore, the second hypothesis also shows the t statistic value of 2,987 with a p-value <0.05. With a positive sign on the coefficient value, it can be interpreted that the better work flexibility makes employees have high satisfaction. Because both hypotheses have a t-statistic value greater than 1.96 and a p value smaller than 0.05, it can be concluded that the first and second hypotheses are accepted. Furthermore, the moderation test can be seen in  (2022) The table 4 above shows that the t statistic is 2.226 which is greater than 1.96. This illustrates that the work flexibility variable is able to strengthen the influence between work-family conflict on satisfaction for banking employees. This means that the existence of work flexibility makes the satisfaction of banking employees increase even though there are work-family conflicts that occur in their families.

Work-Family Conflict Effect Job Satisfaction
Overall, this study resulted in three conclusions. First, this study empirically proves that there is a significant effect between work-family conflict on job satisfaction. The results strengthen the findings of (Dorenkamp & Ruhle, 2019;McDowell et al., 2019;Raza et al., 2018) which suggests that work-family conflict has a significant effect on employee job satisfaction. The results of this research indicate that employees who have conflicts in their families can significantly affect their job satisfaction. Work-family conflict can be described by how much time is given to the family and how a head of family can divide time between work and with family, in this study this is evidenced by research results that strengthen that work-family conflict can significantly affect employee job satisfaction. The results of this study are in line with previous research from (Gabini & Salessi, 2019;Rhee et al., 2020). And also (Rahman et al., 2018;Rhee et al., 2020) shows work family conflict is negatively related to job satisfaction.

Work Flexibility Effect Job Satisfaction
There is a positive relationship between work flexibility and job satisfaction. This strengthen previous research from (Azar et al., 2018;Davidescu et al., 2020) which suggested the effect of work flexibility on job satisfaction. This also prove that with a policy regarding work flexibility provided by the company in the form of working hours that are not bound and also meeting times that can be held at any time. Finally, it can be concluded that the high level of meetings held by the company can affect the job satisfaction of banking employees.

Work Flexibility Moderates The Effect between Work Family Conflict And Job Satisfaction
Third, work flexibility moderates the relationship between work-family conflict and job satisfaction, where this shows that an employee who is given freedom in working time can get their job satisfaction which is also supported by the high or low conflict they face in the family. The results of this study become a new finding in this study, because the novelty of this research adds a moderating variable of work flexibility for banking employees in Indonesia. In this study, it is empirically proven that the existence of work flexibility given to employees makes them more satisfied at work even though they have conflicts in their families, because they have difficulty in dividing their time between work and with their families.

Conclusion
In general, the results of this study contribute to the scientific development of human resources, specifically illustrate that work-family conflict is able to affect job satisfaction, then work flexibility is also able to affect job satisfaction. Furthermore, work flexibility is able to moderate the effect of work-family conflict on job satisfaction for banking employees. The results of this study indicate that the trigger for employee job satisfaction is work flexibility given to banking employees who experience role conflicts in their families, meaning that with the existence of work flexibility conflicts that occur in their households can affect job satisfaction with work flexibility. Meanwhile, the practical implication that can be proposed in this study is that the management of banking companies needs to evaluate policies regarding work from home so that employee job satisfaction can be achieved. Then, this study has several limitations. First, this research was only conducted in the territory of Indonesia with a sample of banking employees taken at random, so this research certainly cannot represent overall job satisfaction. Second, this study only focuses on banking employees as the main research object, so that it cannot describe how job satisfaction is generally for employees in other industries. Furthermore, it is hoped that further research can add control variables such as gender and age.