The role of Human Resources (HR) in an organization is a determining factor for the success and effectiveness of an organization to achieve its goals [1]. Through the role of HR, all planned things can run according to procedures based on mutual agreement and can solve problems faced together. The main factor of the success of an organization is Human Resources because management will manage the human resources owned by the company that will carry out the company's activities.

The demands of work and competition in work in this era are increasingly high, causing a lot of pressures that individuals in a work environment must face so that the impact is detrimental, from the existence of pressure disorders experienced by individuals who are often referred to as stress. Stress itself is a consequence of every action and environmental situation that can lead to excessive psychological and physical demands on a person. The process of ongoing stress is also gradual from accumulative and then gradually gets worse. In the short term, stress left without severe handling from the company can make employees depressed, unmotivated and frustrated, causing employees to work not optimally so that their job satisfaction decreases and their performance will be disrupted. And if in the long term, employees cannot withstand stress, then he is no longer able to work in the company.

According to Netermeyer, Boles and McMurrian work-family conflict is a type of inter role conflict in which a person is unable to fulfill family responsibilities due to the demands of work and the time allocated and the stress/tension created by work. Work- family conflict refers to a form of conflict between roles that occurs when the demands of the family environment and work environment cannot be aligned and are not compatible [2]. Work-family conflict results from the simultaneous pressure between the roles of a job and family, which then conflict with other, Greenhaus and Beutell [3], stated that the impact when an employee experiences work-family conflict is that it can reduce job satisfaction and organizational commitment and increase stress at work and increasing complaints about workload, fiber intention to leave work. The work-family conflict ultimately causes stress and affects the delay or slowness of achievement.

Work-family conflict is one of these topics that arise to understand the role of individuals as members of households and organizations, a struggle that occurs due to the individual's efforts to fulfill the obligations of both roles in a limited time [3]. This limited time and resources can lead to increased stress fatigue, fatigue lost performance and decreased job satisfaction [4]. Many studies underline that work-family conflict has a considerable effect, especially on employees' attitudes towards the workplace and their behavior during work time. For this reason, the work-family conflict has received more attention from this study which focused on employee attitudes towards the workplace and the work itself [3].

From schedule flexibility, these pressures can be minimized and can be adjusted to each employee's abilities. Baltes, Briggs, Huff, Wright and Neuman [5], define schedule flexibility as a flexible work arrangement which means that the choice of place and time to work, both formal and informal, by facilitating employees in timing policies (timing flexibility), where (place flexibility) employees work and how long (time flexibility). From this schedule flexibility, it is expected to be able to reduce the high pressure found by employees who work in providing satisfaction to consumers and achieving company targets. For this reason, a company/organization/institution needs to consider implementing schedule flexibility for employees in order to minimize pressures and from schedule flexibility, employees are expected to have flexible time with their families in spending time. With the implementation of schedule flexibility for employees, it is expected to minimize the occurrence of work-family conflicts and work stress or job stress.

In Indonesia, in determining public health emergencies during the COVID-19 period, which requires efforts to overcome them according to the provisions of the Act based on Presidential Decree number 11 of 2020, the Directorate General of Higher Education does the same thing, which has various strategies to make these efforts. In order to avoid the spread and transmission of the COVID-19 Pandemic, a policy of learning from home, worship, work, learning which is usually carried out face-to-face has turned into an online process. The implementation of learning through online methods makes all parties mutually support and help each other. The spirit of gotong royong, collaboration and nationality is expected to make the learning process more meaningful. Guidelines for the Implementation of Learning in the 2020/2021 Academic Year and the 2020/2021 Academic Year in the Corona Virus Disease (Covid-19) Pandemic Period in the Joint Decree of the Four Ministers Number 01/KB/2020 dated June 15, 2020 concerning that in all zones of learning methods in universities Higher education must be done online for theoretical and practical courses [6]. The government already has a policy to implement WFH (Work from Home) in the Republic of Indonesia, which is intended to be an opportunity for companies and the government to implement work from home as well as test the benefits that can be obtained from implementing WFH in government/companies.

This regulation can mean that the application of work from home in government is a global change in work patterns. Rapid technological developments are utilized in this digital era/industrial revolution era. To support this, the government has issued a regulation, namely Presidential Regulation no. 95 of 2018 concerning the Electronic-Based Government System (SPBE). The use of technology that can make working from home in government can be shown in the SPBE Presidential Regulation in Chapter IV of the Strategic Plan Map, which instructs that public service portals can be accessed by all levels of society, it is necessary to provide integrated channels such as web channels, email, social media channels. mobile channels and channels that support the internet of things.

The spread of the Covid-19 virus in June 2020 in the territory of Indonesia has not shown any signs of decreasing, in fact, the number is increasing, this has prompted the Ministry of Education and Culture to take strategic steps in the education environment in order to prevent transmission by making a Joint Decree of 4 Ministers which approved the learning process. in the odd semester of the 2020/2021 academic year, especially at the higher education level in all zones, it must be done online for two theoretical courses. In addition, courses that require practice are also carried out online as much as possible. However, if matters concerning student competence and graduation cannot be done online, these activities can be carried out while still prioritizing health protocols, lecturers and employees [6].

The event must comply with the protocol as much as possible to maintain the safety and health of the participants. To prevent campuses from becoming places for the spread of the Covid-19 pandemic, this policy was issued. The health and safety of students, education staff and lecturers are the main concern of the Ministry. And for that, it is hoped that it can suppress the chain of transmission of COVID 19 by organizing an online learning process [7].

Based on data from the Covid 19 Handling Committee and the National Economic Recovery, 592,900 confirmed cases of Covid-19 in Indonesia. With five regions with the highest numbers, namely Jakarta with 187,838 cases, East Java with 66,817 instances, Central Java with 62,612 cases, West Java with 62,083 cases and South Sulawesi with 22,183 cases [7].

From the phenomenon that has been attached, it is necessary to consider the schedule flexibility of the lecturers to reduce the pressures during the Covid-19 virus pandemic in the Semarang City area. Then with schedule flexibility, lecturers can have more flexible time to interact with their families. Schedule flexibility given to each lecturer will neutralize and reduce the occurrence of work-family conflicts and job stress. Based on the attachment description of the background above, this study aims to analyze the effect of schedule flexibility on job stress and analyze the effect of work-family conflict on job stress on university lecturers in Semarang. Based on the problems that the researchers described above, the problems that will be studied and discussed are as follows:

• Will work schedule flexibility be negatively related to job stress

• Is there a positive correlation between work-family conflict and job stress

Figure 1: Cases of Spread of Covid-19 Provinces in Indonesia

Literature Review

Work Schedule Flexibility: Flexibility has seen broadly informal flexibility policies set by human resources or casual arrangements regarding Flexibility in organizational structures. Must be considered Flexibility from the perspective of policy availability, policy use and the effect of use [8]. Work schedule flexibility indicates that the company provides discretion when, where and how long they can work [9]. Organizations' strategies to achieve Flexibility include schedule flexibility, compressed workweek, part-time and telecommuting. Previous research has shown that work schedule flexibility contributes to assessed organizational outcomes such as productivity, absenteeism and job satisfaction [10].

Work schedule flexibility is a work arrangement in which employees can decide the day they start and stop work related to their work [5]. Work schedule flexibility can result from formalized organizational policies such as flexitime or informal procedures applied by managers of different work units or teams [8]. Work schedule flexibility is relevant to this study because it is a valued organizational resource offered to workers due to pressure conditions that require companies to implement work from home. Work from home is implemented in several regions in Indonesia, especially for companies and agencies in big cities on the island of Java because it is located in the red zone and as a business center in Indonesia. Thus, the object of this research is in the education sector, namely within the scope of a private university in Semarang, to see and re-analyze that work schedule flexibility affects job stress positively or negatively.

Implementation of work schedule flexibility needs to be consistent and communicated to employees. Organizations need to maximize the benefits of work schedule flexibility to attract and retain a more representative and diverse workforce. Work schedule flexibility programs that provide clarity to employees will also increase the likelihood of using the program. Unclear procedures as the main reason employees fail to take advantage of work time when offered. [11], report that 80 percent of employees want more flexible working hours, but these same employees are also concerned about the negative consequences of using flexible schedules. Employees often fear the products because of using work schedule flexibility [10]. Reported adverse effects include slower promotions, smaller bonuses and less-developed career opportunities. Management reluctance to promote flextime programs is partly due to unwarranted concerns supported by lost productivity [9]. These problems are amplified by the difficulties employees face in obtaining reliable and consistent information about existing work schedule flexibility programs [12].

According to Almer and Kaplan [13], work schedule flexibility is one of the most common instrumental support employers provide. On the other hand, work schedule flexibility gives employees greater control over working time and employees have identified it as the most valued management prerogative [14]. Previous research proves that work schedule flexibility can reduce job stress [13]. In their study, Almer and Kaplan [13], show that employees with flexible work schedules or have work schedule flexibility report lower levels of burnout and stress than employees in standard working hours.

Used work schedule flexibility in Wickramasinghe and Jayabandu [12], research as the most frequently used and preferred setting by overseas software industry employees in developing country Sri Lanka. Wickramasinghe and Jayabandu [12], report that employees experience stress reduction by implementing flexible work schedules. Therefore, in this study, work schedule flexibility is investigated as a form of formally accepted instrumental support through organizational initiatives, which can impact job stress experienced by employees. Based on previous literature which shows that work schedule flexibility is negatively related to job stress, so for this study, it is proposed that;

• H1: The use of work schedule flexibility will be negatively related to job stress

Work Conflict Family

Work conflict family is defined as a situation in which the demands of work and family roles are incompatible [3]. Work that interferes with the family is known as Work-Family Conflict (WFC) and family that can interfere with work is known as Family-Work Conflict (FWC). These two conflicts are different, but they both reflect situations in which a person has insufficient time or energy or is too much pressure to meet these needs due to the demands of work and family roles.

The work-family conflict, considered personal role conflict, occurs when an individual has a dual role as a working father or working mother [15]. In the literature, work- family conflict is usually specified as a form of inter-role conflict. The pressures of the work role and the family domain conflict in some respects [3]. This condition is generally tested in two dimensions, which are defined as work-family conflict and family-work conflict and these conditions are used in the same substance. The first dimension, namely work-family conflict, occurs due to deprivation of individual responsibility when he cannot carry out tasks related to domestic life [16]. The second dimension, which is defined as the family-work conflict, occurs when a person cannot carry out his duties related to work-life [17]. Stated the reasons behind work-family conflict were as long and unstable working hours, overtime work, autonomy status, organization size, low wages, negative management attitude, work relations, promotions, family expectations, health status, number of children, age, income, employee performance [16]. Employee work-family conflict differs according to several demographic factors. Research that mainly concentrates on gender differences proves that conflict among women is much higher than that of men. In addition, various family specialties such as the number of children and their age, lack of support among partners in daily life, lack of division of childcare responsibilities are stated as other reasons for work-family conflict [17].

Work-family conflict (WFC) refers to incompatible role pressures between work and family domains [3]. This reflects the negative impact of work-family war [16]. These conflicts can lead to withdrawal attitudes and behaviors and have been identified as critical precursors of job stress [18].

Job Stress

Job stress is generally identified as the adverse reaction that people have to deal with excessive pressure or demands at work. In other words, when interpreted by the particular job, the variables associated with job stress can cause stress [19]. Therefore, stressors indicate external forces or situations acting on individual objective events [20]. Several aspects of work-life have been identified as stressors, such as role- based factors such as lack of power, role ambiguity, role conflict, threats to career development and achievement such as redundancy, undervalued and unclear promotion prospects, quality of the social environment at work. Including relationships with others, task uncertainty and task content have often been identified as stressors [21]. The literature shows that high levels of stress are associated with decreased personal health and impaired individual functioning at work [22]. Previous research provides evidence that high- stress levels are associated with reduced capacity to perform, reduced initiative and reduced interest in work, increased rigidity of thinking and a lack of concern for the organization and coworkers [22].

Sources of stress that occur in one form of life can affect other life forms in unexpected ways (Pleck, 1980). The demands that come from the work of employees and families can exceed the individual's stamina, which ends with increased tension. Stress in the workplace generally occurs due to job attribution, hierarchical situations, relationships between colleagues and customers [24]. High stress levels can lead to several negative consequences such as absenteeism, industrial accidents and injuries [25]. Recent research underscores the importance of the relationship between work-family conflict and job stress [17]. According to Greenhaus and Beutell [3], individual focus, tension, distraction, anxiety and fatigue because of family or work itself causes some restraints to fulfill other duties. Several studies have stated findings that underline the positive correlation between work-family conflict and job stress [26].

In this study, Kim and Ling surveyed the relationship between work-family conflict and job stress and they built a positive correlation between these two conditions. Netenmeyer, Brashear-Alejandro and Boles [27], also found that work-family conflict affects job stress. So based on previous research, this research draws the second hypothesis, namely:

• H2: There is a positive correlation between work-family conflict and job stress

Research Sample

The data used in this study are primary data obtained from the distribution of online and offline questionnaires. The sample in this study used a purposive sampling method, namely taking samples with certain criteria, namely university lecturers in Semarang who were doing work from home.

Research Model

The model (Figure 2) that is formed depending on the purpose of the study proposes the effect of schedule flexibility and work-family conflict on job stress.

Data Analysis Techniques

The independent and dependent variables were measured using a five-point Likert response scale. A five-point Likert scale where one strongly disagrees and five strongly agree. In this study, average the items on the scale to create a combined measure for each variable. Commodities are coded so that a higher score equates to a higher level of interest construct.

Hypothesis testing in this study used a simple regression analysis technique. The feasibility of the regression model was assessed using Hosmer and Lemeshow's Goodness of Fit Test to test the null hypothesis that the empirical data fit the model. Can do goodness of fit test by paying attention to the output of Hosmer and Lemeshow's Goodness of fit test, with the hypothesis:

• H0: The hypothesized model fits the data

• HA: The hypothesized model does not fit the data

Figure 2: Research Model

Job stress was measured using five items from Lambert, Hogan, Camp and Ventura [28]. Example items include "A lot of the time my job makes me very frustrated or angry" and "I am usually under a lot of pressure when I am at work". Responses are reported on a five-point Likert scale from 5 strongly agree to 1 disagree. A higher value indicates a higher level of work stress.

The use of work schedule flexibility is measured by the use of three types of work schedule flexibility, namely, periodic flexion time, daily flexion time and rest time. Found this be the most frequently used work schedule flexibility in the company. Periodic time Flexi refers to fixing their entry and exit times on a business day for a certain period. In daily flexible hours, employees are given the freedom to change their daily working hours. Three items on a five-point Likert scale 5 strongly agree to 1 disagree were used to elicit responses. Examples of these given statements are "How often are you allowed to set the start and end times of your work for a certain period (e.g., two weeks)," "How often are you allowed to specify the start and end times of each day," and "How often do you allow to take time off during working hours on certain days for certain reasons, such as medical appointments." Work-family conflict was operated using eleven questions measuring work-family war and five measuring family-work conflict.

Based on the questionnaire results that have been processed from 123 respondents, it can be classified based on the respondent's profile, namely the type of college, gender, last education and length of work. Previous research conducted by Netenmeyer, Brashear- Alejandro and Boles [27], used respondent demography as a control variable because this variable can affect the study results.

Based on the data processing results shown in Table 1, we can see that the total questionnaires collected can be processed, including 123 pieces. The lecturer is one of the main job women choose because they have more flexible time than office workers. Where for female workers to work, they do not have to work full time in the office or campus so that they can divide their time, especially for married women.

Table 2, in terms of status, shows that the highest percentage of respondents are in the married category. This is following the research objective to see the perception of married lecturers regarding the effect of work time flexibility, work-family conflict on job stress. Female lecturers mostly dominate married respondents, which makes the supporters of this study who will find the findings that there are differences between male lecturers and married female lecturers who tend to work with jobs that have a flexi-time character. Where married female lecturers have dual roles, namely career women and housewives. So that the dual role that triggers women to choose a flexi time job is to become a lecturer.

In this study, most respondents who filled out the questionnaire were lecturers at private universities in Semarang, with 82 people consisting of men and women. This follows the Ministry of Education and Culture's report data (2020), which shows that lecturers working at private universities are far more dominant than lecturers working at state universities. Th e number of lecturers working at private universities is greater because public universities in the city of Semarang itself only consist of four universities out of 68 universities in Semarang. The categories of private and public universities are additional data to determine the difference in work-family conflict and job stress between the two types of universities.

Overall, work schedule flexibility is measured by nine items related to time at work. Adopted five things from previous studies [5]. An example of an item is: "How free are you in determining the number of hours you work per day?". In this study, a pretest was conducted by distributing questionnaires tested on 123 lecturer respondents in the city of Semarang. It tests the validity and reliability of the results of this study using SPSS. Testing the validity and reliability in this study using the method of factor analysis. The factor loading value used for each item in the validity test is 0.5. The reliability test will be declared quite reliable, seen through the results of Cronbach's Alpha if the value is more than 0.6. From the results of the data that has been collected, the following are the results of descriptive statistical analysis of Work schedule flexibility.

Based on Table 4, the work schedule flexibility, which consists of nine statements, has an average of 4.81 or is included in the medium category. This shows that the work of lecturers that they have been doing with respondents from various types of universities has sufficiently implemented work schedule flexibility. The statement with the highest score on the work schedule flexibility variable is on WS7, namely "I can stop my work when there is an urgent need," which is 5.05. Following the data obtained from the questionnaire that respondents have filled out with number 17 in answers to open questions, namely "Working as a lecturer helps my role as a career woman and housewife where when I work I can get sudden permission if there is a family need or can replace teaching hours become a substitute class when faced with urgent matters."

Lecturers who have high work schedule flexibility will reduce job stress at work, especially those married and have multiple roles. Lecturers who have more ability to manage their work time compared to other types of work will make the job stress level of workers lower. Lecturers who have work schedule flexibility will make their work more comfortable when teaching students not to be disturbed by other things, reducing job stress. 

Table 1: Profile of Respondents by Gender

Source: Author's results

Table 2: Profile of Respondents by Status

Table 3: Profile of Respondents by Type of University

Table 4: Mean Value of Variable Statement Work Schedule Flexibility

Source: Author's Results

High job stress will reduce the performance of lecturers and will harm students as consumers or those who receive teaching services from the lecturer. The teaching delivered will also be difficult for students to accept because it is not optimal in providing instruction.

The work-family conflict, which consists of six statements, has an average of 1,445 or is included in the low category, where all opinions on the work-family conflict variable are in a typical class. This shows that the level of work-family conflict for lecturers who work at universities in Semarang is in a low category. The statement with the lowest value on the work- family conflict variable is in WF1: "My family and home life are disturbed because of work demands from the company where I work," which is 1.11. From this statement, lecturers who work in the city of Semarang do not experience work-family conflicts as long as they work as lecturers at both public and private universities. Where the lecturers as respondents in this study felt that their family and household life was not disturbed because of the demands of work from the university where they worked. The lecturers think that the results' needs do not become a barrier for completing family matters. The flexible work schedule experienced by respondents supports the low level of work-family conflict even with the Covid-19 pandemic. This keeps the condition for the occurrence of work schedule flexibility.

From the results of the processed data shown in Table 6, it can see that job stress which consists of 8 statements, has an average of 1.32 or is included in the low category. Job stress in the medium type indicates that the average lecturer who works at both public and private universities has a low level of job stress. The statement with the lowest value on the job stress variable is found in the JS6 statement of 1.68. 

Table 5: Mean Value of Work family Conflict Variabel Variable Statement

Table 6: Mean Value of Job Stress Variabel Variable Statement

Table 7: Regression Coefficient Results

Source: Author's Results

The information with the lowest score is in the news "I feel frustrated with my work". From this statement, lecturers do not feel frustrated while working during the Covid-19 pandemic, where work schedule flexibility is so harshly applied that it is feared that it will impact the work-family conflict, increasing job stress.

Sources of stress that occur in one form of life can have an unexpected impact on other life forms [19]. In other words, the demands that come from both the employee's work and his family can exceed the stamina of an individual, leading to increased tension. Stress in the workplace generally occurs due to job attribution, hierarchical situations, relationships between coworkers and customers [26]. High levels of job stress can lead to several negative consequences such as absenteeism, decreased performance and accidents. Previous research underscores the importance of the relationship between work-family conflict and job stress. According to Greenhaus and Beutell [3], stress, tension, disturbance, anxiety and individual fatigue due to work-family conflicts cause difficulties in fulfilling other obligations.

Based on the table, the research findings show a significant negative effect of work schedule flexibility on job stress, as evidenced by the coefficient sig 0.000 <0.05. As expected, when individuals have work schedule flexibility, lecturers as respondents experience lower levels of job stress. The results of the regression analysis also support this claim. This finding supports previous research [12], that work schedule flexibility has a significant negative effect on job stress. The higher the application of work schedule flexibility, the lower the job stress experienced by lecturers so that H1 is accepted. Based on the data obtained, it can see that the work schedule flexibility implemented at universities in Semarang coupled with the current Covid-19 pandemic conditions, work schedule flexibility is increasingly being applied at universities in Semarang so that the job stress felt by lecturers as respondents in this research is also lower.

Work schedule flexibility that is getting higher is shown by making it easier for lecturers to arrange work schedules. When faced with an urgent situation, the lecturer can quickly get permission by rearranging the work schedule or changing the teaching schedule. Lecturers who have a high level of work schedule flexibility have a low level of job stress because, based on the data obtained, the lecturer can stop his work when there is an urgent need to not interfere with concentration at work which results in job stress. The more diverse the work time arrangements, a more general understanding is needed to categorize the various structures regarding work schedule flexibility to anticipate or evaluate specific results. Therefore, the main reason for this study was to examine the helpful differentiation of the components of work schedule flexibility and to take a closer look at the effects of this type of flexibility.

As a result of the multiple regression analysis shown in Table 1, the work-family conflict variable has a significant effect (p = 0, 000 <0.05) on job stress. This means that H2 states, "There is a positive relationship between work-family conflict and job stress is accepted. These results indicate that the perception of a work-family conflict that occurs increases job stress. Likewise, Netenmeyer, Brashear-Alejandro and Boles [27], underlined a positive correlation between work-family conflict and job stress. The analysis shows that work-family conflict affects lecturer job stress. The results of this study are also following the findings of other studies. This study proves that the variable, namely work-family variance, has a positive effect on job stress. The results of previous research conducted by Ahuja [2], emphasized that work-family conflict has a considerable impact on employees' attitudes towards their workplace and behavior. It found that work-family competition and the level of job stress of lecturers had a significant effect on performance. Another possible reason is the gender demographic factor which is also underlined because gender differences prove that the level of conflict between women is much higher than that of men.

Based on the research objectives formulated previously, this study aims to determine the effect of work schedule flexibility and work-family conflict variables on job stress. From the results of research that has been carried out, the following conclusions are obtained work schedule flexibility has a significant negative effect on job stress for lecturers at universities in Semarang. Work schedule flexibility is applied at universities in the city of Semarang to lecturers where lecturers feel they have work time that can be adjusted so that it does not prevent lecturers from carrying out household tasks. This shows that the work of lecturers that they have been doing with respondents from various types of universities has sufficiently implemented work schedule flexibility. The statement with the highest score on the work schedule flexibility variable is on WS7, namely "I can stop my work when there is an urgent need," which is 5.05. Following the data obtained from the questionnaire that respondents have filled out with number 17 in answers to open questions, namely "Working as a lecturer really helps my role as a career woman and housewife where when I work, I can get sudden permission if there is a family need or can replace teaching hours become a substitute class when faced with urgent matters."

In conclusion, it was found that work-family conflict had a significant effect on job stress. Work-family conflict has a significant positive effect on the job stress of lecturers at universities in the city of Semarang. From this statement, it can be seen that lecturers who work in the city of Semarang do not experience work-family conflicts as long as they work as lecturers at both public and private universities, where the lecturers as respondents in this study felt that their family and household life was not disturbed because of the demands of work from the university where they worked. The lecturers feel that the demands of the work given do not become a barrier for them to complete family matters. The work schedule flexibility experienced by respondents as a support for the low level of work-family conflict that occurs even with the Covid-19 pandemic situation like this supports the situation for the occurrence of work schedule flexibility. Based on the data that has been processed, it can be shown that the lecturers who work in the city of Semarang experience high work schedule flexibility and low work-family conflict, thus affecting a low level of job stress.

Work schedule flexibility variable has a significant negative effect on job stress and work- family conflict has a significant positive effect on lecturer job stress, therefore to reduce the level of job stress on lecturers, it is necessary to increase work schedule flexibility and reduce the occurrence of work-family conflict. To conduct further research on a broader research object because this study only uses research objects in one city so that it can see the behavior patterns of work schedule flexibility and work-family conflict in a broad scope in different cities where we can compare the findings, especially with research objects in other cities. Further research can conduct further research with other variables that have not been included in this research model, such as job satisfaction, rewards and recognition.

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