www.ijird.com June, 2019Vol 8Issue6 INTERNATIONAL JOURNAL OF INNOVATIVE RESEARCH & DEVELOPMENT DOI No. :10.24940/ ijird/ 2019/ v8/ i6/ JUN19071 Page 213 The Effects of Work-Family Conflict on Work Stress and Female Employees Performance at State Islamic University (UIN) of Maulana Malik Ibrahim Malang 1. Introduction The woman’s role is not only as housewives but also as workers to make money. The female labor force from 2012 to 2016 shows a higher trend than men (BPS, East Java Province). Ihromi (1990) stated that female job seekers would increase in parts of world. His study results found that women wanted to keep working to support financial, to develop knowledge and understanding, self-actualization, self-pride and independence, and enable respondents to actualize other basic personal aspirations as give a sense of "meaningful" as a person. Women have two roles at once, as workers and housewives, it is not easy. Married female employees with children have more roles and responsibilities than unmarried women. This dual role is also experienced by women to care family and household and also involves in her work. Work-family conflict explains the clash between the work responsibilities at home and at work (Frone & Cooper, (1994). Work-family conflicts trigger the conflicts in company if does not managed rightly. The low employee’s performance will affect the company’s productivity (Anorogo, 1992: 101). Inappropriate and unwise conflicts solving can affect directly on employees. They are in an uncomfortable situation and easily get stress. Factors to affect stress are excess workload, responsibility for others, career advancement, lack of group cohesion, less supportive group support, structure and diversity of organizations, areas in organization, specific tasks and leadership effects, (Ivancevich and Matteson, 1980) in Indriyani (2009). Actually, stress is a natural condition because it is happened in human response and part of daily life of human beings faster than progress in all fields related to higher activities and busyness. The working mothers tend more tired, themselves all day forced to stay in workplace (Rini. 2000) in Indriyani, 2009). Gitosudarmo and Suditta (1997) stated that stress has positive and negative effects on performance. Stress at low until moderate level is functional and positive impact as a driver to improve employee performance. High level of stress has a negative effect to decrease employee performance. The dual role conflict can reduce employee performance to increase the desire to leave and absenteeism and lower organizational commitment (Boles, Howard & Donofrio, 2001). This is a very dangerous situation for an organization or company. It can disrupt the work which ultimately reduces the performance of an organization or company. This is one of problems that must be considered by companies in processing Human Resources to improve work efficiency and effectiveness (Nurhayati, 2000 in Indriyani (2009) ISSN 2278 – 0211 (Online) Ninik Wahyu Lestari Student, Gajayana University of Malang, Indonesia Dyah Sawitri Lecturer, Department of Management, Gajayana University of Malang, Indonesia Umi Muawanah Lecturer, Department of Management, Gajayana University of Malang, Indonesia Abstract: This study purpose is to examine the effect of family conflict on work stress, family conflict on performance and family conflict on performance mediated by work stress. This is an explanatory research type. The samples are 99 female education staff (employees) at Maliki UIN Malang. The study results show that Work-family conflict affects on work stress. The higher the Work-family conflict increases the stress on female employees at UIN Malang. Work-family conflicts also have a negative and significant effect on performance. It means higher Work-family conflict will decrease the performance of female employees. Work stress does not affect on performance. The low work stress of women at UIN Malang does not affect on the performance. Keywords: Work-family conflict, work stress, female employee’s performance