Conflict and Employee Engagement

In the economic aspect, women have a role as workforce and experts who have skills and even play a role as leaders; it is one of the important factors leading to a successful organization. Papua is one of the provinces in Indonesia that embraces patriarchal culture. The strong patriarchal ideology in Papua restricts the movement of Papuan women, especially in the public sphere. Based on BPS data from 2014 to 2015, the highest level of disparity was found in gender empowerment in Papua. It can be said that women's empowerment in Papua is very uneven compared to other provinces. 

As a subsidiary company of Freeport McMoRan, PT Freeport Indonesia (PTFI) is one of the largest companies in Papua engaged in the mining business; its activities including mining, processing and exploring ore containing copper, gold, and silver. It operates in the highlands of Mimika Regency, Papua Province, PTFI, which is a small reflection of Indonesia's diversity, with cultural and ethnic diversity as one of corporate strength. PTFI provides a variety of benefits for employees, for example by providing a variety of high-quality facilities, health insurance, and accommodation. PTFI has become one of the dream companies for most Indonesians to work at, especially Papuans. Based on the employment fact sheet of PT Freeport Indonesia in 2016, 4,321 direct employees of PTFI are native Papuans. Those workers are spread at both at pratama and non-pratama level. 

Recently, various labor problems and demands from PTFI's company management have the potential to raise a variety of problems for employees. If this is not resolved immediately, it will lead employees to feel discomfortable with the work environment and increase conflict in the work environment; therefore, it can trigger an employee to leave the job or leave the organization. The desire of employees to move (turnover intention) caused by conflict perceived by individuals. As individuals, employees may have the intention to leave the organization due to work dissatisfaction and an unpleasant work atmosphere, taking into account several alternative job options. In this case, one important predictor of employee turnover intention in an organization is the level of perceived conflict, especially related to work-family conflict. 

Work-family conflict arises when individuals find it difficult to play their roles both in their job and family, and this form of conflict is assumed as an obstacle in the work and performance of female employees. Greenhaus and Beutell stated that female employees will have higher dual role conflict experiences than male employees. Working women who uphold the professional attitude of their profession will be more likely to experience conflict because these women will indirectly have more attachment or concentration on their work and put aside their role as mothers in their family. Work-family conflict can affect employee performance in other roles, so that it can lead to several problems that can be the cause of increased intention to leave from these employees. Workfamily conflict can affect turnover intention depending on the dimensions of work-family conflict. 

In addition to work-family conflict, emotional exhaustion can also lead to turnover intention. Being stress for a long period of time and in high intensity will make employees feel exhausted, both physically and mentally. This condition is called "burnout", which is a syndrome of emotional exhaustion and cynicism that often occurs among individuals. According to Wright and Cropanzano, emotional exhaustion is the leading factor of fatigue in work;this assumption has also been supported empirically by previous researchers. Emotional exhaustion (emotional exhaustion) is an emotional condition in which a person feels tired and exhausted, both mentally or physically as a result of increased work demands. 

Fatigue is often perceived as a form of negative attitude in the workplace. There is a positive attitude which is opposite to fatigue, namely attachment or job engagement. Fatigue and attachment are opposite to one another. Fatigue (both work fatigue or burnout and emotional exhaustion) has been identified as an indicator that can predict job engagement better compared to conflict such as work-family conflict. In addition, emotional exhaustion and job engagement are also associated with turnover intention. In contrast, findings that reveal the interrelationship between work-family conflict and job engagement are still very few. 

Inconsistencies arise in the relationship between work-family conflict and turnover intention. Previous empirical findings indicate contradictory results. Yavas, et al. found that work-family conflict had a positive effect on turnover intention. Hangyue, et al. and Panatik, et al. found that work-family conflict has a negative influence on turnover intention. Moreover, Balmforth and Gardner; Lathifah; and Zhang, et al. found that work-family conflict did not have an important role in influencing turnover intention. Inconsistent results arise in the relationship between job engagement and turnover intention. The research which was conducted by Mxenge, et al. showed no significant effect between job engagement on turnover intention. The inconsistency was found in the relationship between emotional exhaustion and turnover intention. Knudsen, et al. and Churiyah found an important and positive influence between emotional exhaustion and turnover intentions. However, Geurts, et al. found anomalies in the insignificant influence between emotional exhaustion and turnover intentions. Meanwhile,emotional exhaustion is considered to be very important and related to job engagement, even though the relationship and or influence between the two are inversely proportional. Empirical evidence indicates that engagement is the opposite form of exhaustion and vice versa. 

The description of the research gap above shows that the antecedents of turnover intention examined can give mixed results. Therefore, this research was conducted by integrating a broader research model and developing the model of previous studies namely Boles, et al.; Geurts, et al.; Wright and Cropanzano; Haar; Schaufeli and Bakker; Hang-yue, et al.; Balmforth and Gardner; Knudsen, et al.; Lathifah; Noor and Maad; Yavas, et al.; and Zhang, et al.. The research model built in this study was tested and analyzed on the objects: female employees working at PT. Freeport Indonesia. Most of the studies found that work pressure that arises is about work fatigue, but this research is more focused on emotional fatigue as the most important form of work fatigue that is examined in a stand-alone and specific construct. 

Global competition and the increasing need for female professional staff will have an impact on increasing turnover in the workforce, especially female employees, and in this case are those working at PT. Freeport Indonesia. Thus, it is important to know and deal with the factors that influence turnover intention in order to control turnover. This study reviews the turnover intention in female workers;it is influenced by work-family conflict, emotional exhaustion and job engagement.