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MARITAL COMMUNICATION DALAM WORK LIFE BALANCE WANITA KARIER UNTUK MEWUJUDKAN KELUARGA SAKINAH
Marital Communication in Work Life Balance of Career Women to Realize Sakinah Family. Data on the Labor Force Participation Rate (TPAK) shows that the number of working women has increased every year. In February 2022, the participation rate of women in work was 54.27%, 2023 to 54.42%, and 2024 increased by 1% to 55.41%. Workload and pressure increase stress in women which can result in divorce. Based on data from the Central Statistics Agency (BPS) in 2022, there were 516,334 divorces decided by the Religious Court. Of this figure, 388,358 cases or 75.21% of divorces were sued by wives. 73% of the data are economically established women. Gottman found behavior during interactions during conflict was highly predictive of relationship stability with 80% accuracy for satisfaction and 83% for stability after 6 years of marriage. Another study at Isfahan University of Medical Sciences, Iran in 2020 found that communication skills affect the sexual function of women and men, while optimal sexual function can reduce marital conflict in women. Based on these problems, it is important to examine communication in marriage relationships and the balance between work and career to determine the level of happiness in the family. This study aims to explain the influence between marital communication and work-life balance with family harmony. This research method is mixed methods with data collection using questionnaires processed using SPSS version 27 and continued with in-depth interviews with snowball sampling technique. The subjects of this research were female lecturers of the Faculty of Da'wah and Communication of UIN Sunan Kalijaga Yogyakarta; 24 quantitative respondents and 6 qualitative informants. The results of the study indicate; first, the reasons why women have a family and career at the same time are due to the family environment, economic needs and the desire to be independent. Second, there is a relationship between personal life enhancement of work (PLEW), where personal life helps improve work performance and work enhancement of personal life (WEPL), where work can improve the quality of an individual's personal life. Proven by; time; 75% have enough time to work and 87.5% have enough time for personal life. Behavior; 95.8% agree that activities, culture and skills at work improve the quality of personal life and vice versa. Tension; 54.1% agreed that work pressure affects personal life and 100% agreed that personal life problems do not affect work. Energy; 95.8% agreed that the culture of personal life helps to complete work and 91.6% agreed that campus culture improves the quality of personal life. Third, FDK female lecturers with families apply traditional, independent and free communication types. Evidenced by; dependence; 75% agree that respondents' decisions are influenced by their spouse's decisions and 75% agree that they have privacy by having their own time and space in their personal life. Idiology; 83.3% agreed that the division of tasks is relatively flexible and 100% agreed that they can tolerate change, rejection and dissatisfaction with their partner. Conflict resolution/communication; 62.5% agreed to avoid arguments to avoid conflict and 100% agreed to discuss problems to resolve conflicts. xiv Fourth, the coefficient of determination (R Square) is obtained at 0.525. This indicates that the effect of work life balance (X1) and marital communication (X2) on family harmony (Y) in FDK female lecturers who have a career and family is 52.5%. while 47.5% is influenced by other factors. This research is expected to contribute to the academic field and become a view for women who want to have a family while working and young couples. Future researchers can use other variables such as scientific fields or conduct research on career women with other types of jobs such as bankers and content creators with women who work from home.
FAKULTAS DAKWAH DAN KOMUNIKASI, UIN SUNAN KALIJAGA YOGYAKARTA
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