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dc.contributor.authorYuwono, Susatyo
dc.date.accessioned2016-05-11T07:50:27Z
dc.date.available2016-05-11T07:50:27Z
dc.date.issued2016-05-11
dc.identifier.citationAchour, M, Bensaid, B & Nor, MRBM. 2015. “An Islamic perspective on coping with life stressors”. Applied Research Quality Life. DOI 10.1007/s11482-015-9389-8. Published online by Springer Science+Business Media, 16 February 2015 Act of Republik Indonesia no 39 of 1999 on Human Rights Act of Republik Indonesia no 13 of 2003 on Employments Act of Republik Indonesia no 52 of 2009 on population development and family development Act of Republik Indonesia no 35 of 2014 on amendments to the act no 23 of 2002 on the protection of children Ali, AJ & Al-Owaihan, A. 2008. “Islamic work ethic: a critical review”. Cross Cultural Management: An International Journal, vol 15, no 1, pp. 5-19 Aycan, Z. 2008. “Cross-cultural perspectives to work-family conflict”. In K Korabik & D Lero (eds). Handbook of workfamily conflict. London: Cambridge University Press. pp. 359-371. Baptiste, NR. 2008. “Tightening the Link between Employee Wellbeing at Work and Performance”. Management Decision, vol 46, no 2, pp. 284-309 Chapra, MU. 1992. “Islam and the economic challenge”. Riyadh: International Islamic Publishing House Clark, SC. 2000. “Work/family border theory: a new theory of work/family balance”. Human Relations, 53(6), pp. 747-770 Demo, G, & Paschoal, T. 2013. “WellBeing At Work Scale: Exploratory and Confirmatory Validation in the United States Comprising Affective and Cognitive Components”. Proceeding XXXVII Encontro da ANPAD, Rio de Janeiro Kholidah, EN & Alsa, A. 2012. “Berpikir positif untuk menurunkan stress psikologis”. Jurnal Psikologi, vol 39, no 1, Juni. pp. 67-75 Mihelic, KK & Tekavcic, M. 2014. “Work-family conflict: a review of antecedents and outcomes”. International Journal of Management & Information System, vol 18, no 1, pp. 15-25 Miswanto, A. tt. “Human rights education in Indonesia: the Muhammadiyah schools experience”. Available at: http://www.hurights.or.jp/archiv es/asiapacific/section1/pdf/5%20%20Human% 20Rights%20Education%20in% 20Indonesia.The%20Muhamma diyah%20Schools%20Experienc e.pdf Mujib, A. 2012. “Konsep pendidikan karakter berbasis psikologi islam”. Prosiding Seminar Nasional Psikologi Islami. Surakarta, 21 April 2012. pp. 110 Munady. 2015. “Angka perceraian di Indonesia sangat fantastis”. Pikiran Rakyat Online, edition 22 Desember 2015. Available at: http://www.pikiranrakyat.com/nasional/2015/12/22/ 354484/angka-perceraian-diindonesia-sangat-fantastis Resti, IB. 2014. “Teknik relaksasi otot progresif untuk mengurangi stress pada penderita asma”. Jurnal Ilmiah Psikologi Terapan, vol 2, no 1, Januari, pp. 1-20 Senecal, C, Vallerand, RJ & Guay, F. 2001. “Antecedents and outcomes of work-family conflict toward a motivation model”. Personality and Social Psychology Bulletin, vol 27, no 2, February, pp. 176-186 Sommerfeldt, V. 2010. “An Identification of Factors Influencing Police Workplace Motivation”. Paper. Queensland University of Technology. Syukur, MA. 2012. “Sufi healing: terapi dalam literature tasawuf”. Walisongo, vol 20, no 2, November. pp. 391-412.in_ID
dc.identifier.issn2503-5185
dc.identifier.urihttp://hdl.handle.net/11617/7220
dc.description.abstractThe family as the basis of personality development is in the interests of all parties. The organization where the parents are working also has an interest that is able to support optimal performance of employees. This article aims to reveal the role of the organization in realizing a harmonious family as part of the rights of all family members, including children. The results of theoretical study and previous studies have shown the strong relationship between the organization and the family. The family who fully support individual career employees will be a very important motivation in his performance. Conflict which is minimal and the strong support at all times encourage people to use the whole potential for the organization. Islam gives some roles balanced between men and women, as like between parents and children, in the family. The organization also needs to manage the potential of employees to be optimized. Family friendly policies become very important. Opportunities for employees to get family gathering adequately can be done through a working hours and leave entitlements policies. Family well-being will also be important through incentives, family allowances, and pension rights, as well as tools of keeping the warmth of the relationship between the organization and the family.in_ID
dc.language.isoenin_ID
dc.publisherUniversitas Muhammadiyah Surakartain_ID
dc.subjectorganizationin_ID
dc.subjectfamilyin_ID
dc.subjectharmonyin_ID
dc.subjectwell-beingin_ID
dc.subjectchildin_ID
dc.titleWORK AND FAMILY HARMONY: CHILD RIGHTSin_ID
dc.typeArticlein_ID


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