Pengaruh Self-Efficacy, Quality of Work Life dan Kompensasi terhadap Retensi Karyawan PT. Antaran Sukses Express di Kota Tangerang

Abstract Purpose: This research aimed to examine the effect of Self-Efficacy, Quality of Work Life and Compensation on Employee Retention. This study aimed to see how large the correlation of the three exogenous variable factors on Employee Retention at PT Antaran Sukses Express Tangerang. Research Methodology: The sampling in this research uses a simple random sampling technique, with the number of respondents as many as 100 employees. The technique of methodology used is with the distribution of questionnaires and the statistical testing tool used is SMARTPLS 3.0. Results: The results of this study show that Self-Efficacy (0,207), Quality of Work Life (0,398) and Compensation (0,382) were positively and significantly influential on Employee Retention. Based on the R Square test, it has been indicated that the level of Self-Efficacy, Quality of Work Life and Compensation affect the Retention of Employees to 79.3%, while the remaining 20.7% is affected by other variables outside this study.

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Missing Link between Quality of Work Life and Productivity of Loan Disbursement: The Ghanaian Perspective

International Journal of Business and Management ◽

10.5539/ijbm.v11n3p203 ◽

2016 ◽

Vol 11 (3) ◽

pp. 203 ◽

Cited By ~ 1

Author(s):

Emmanuel Yaw Ampofo ◽

Kwasi Dartey-Baah

Keyword(s):

Positive Impact ◽

Sampling Technique ◽

Simple Random Sampling ◽

Well Being ◽

Work Life ◽

Quality Of Work Life ◽

Cross Sectional ◽

Quality Of Work ◽

The Impact

The study examines the impact of credit officers’ Quality of Work Life (QWL) on productivity of loan disbursement in 10 selected Savings and Loans Companies in the Accra, Ghana. The study was quantitative, cross-sectional, descriptive and analytical. Out of 1602 employees, 310 employees were sampled. Simple random sampling technique was used to select both companies and respondents. 92% of questionnaires were self-administered and 8% were e-mailed. The finding indicated a significant positive impact of credit officers’ QWL on productivity of loan disbursement (β= .274, p<.001). It was suggested that it will be profitable to and prudent on the part of managers not to play with the QWL of credit officers if they really want to experience an increase in loan disbursement. Also, managers’ comprehensive focus on the general happiness of credit officers by ensuring employees’ holistic well-being in the organisation will lead to productivity of loan disbursement. The study becomes the first to research on both credit officers and productivity of loan disbursement in the financial sector of Ghana.

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Pengaruh Desain Kerja dan Kualitas Kehidupan Kerja terhadap Efektivitas Kerja Guru SMP Negeri di Kecamatan Jati Asih Bekasi Selatan

10.31219/osf.io/chegb ◽

2020 ◽

Author(s):

Prasetyo Dwi Hatmoko

Keyword(s):

Direct Effect ◽

Sampling Technique ◽

Simple Random Sampling ◽

Job Design ◽

Work Life ◽

Quality Of Work Life ◽

Quality Of Work ◽

Work Effectiveness ◽

Positive Direct

The objective research is to obtain information concerning to the effect of job design and quality of work life toward teacher’s work effectiveness. The research methodology used survey. Respondents were chosen by simple random sampling technique. Result on the analysis it is concluded that (1) there the positive direct effect of job design towards workeffectiveness, (2) there is positive direct effect of quality of work life towards work effectiveness and (3) ) there is positive direct effect of job design towards quality of work life

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HUBUNGAN KUALITAS KEHIDUPAN KERJA TERHADAP KINERJA PERAWAT PELAKSANA

Jurnal Ilmiah Permas: Jurnal Ilmiah STIKES Kendal ◽

10.32583/pskm.9.4.2019.413-420 ◽

2019 ◽

Vol 9 (4) ◽

pp. 413-420

Author(s):

Amella Gusty ◽

Dachriyanus Dachriyanus ◽

Leni Merdawati

Keyword(s):

District Hospital ◽

Simple Random Sampling ◽

Work Life ◽

Quality Of Work Life ◽

P Value ◽

Work Context ◽

Cross Sectional ◽

Quality Of Work ◽

The Relationship

Kinerja perawat merupakan hasil yang dicapai dalam melaksanakan asuhan keperawatan di rumah sakit. Terciptanya asuhan keperawatan yang optimal sangat diperlukan dukungan dari pihak rumah sakit salah satunya adalah menciptakan kualitas kehidupan kerja baik bagi perawat. Penelitian ini bertujuan untuk mengetahui hubungan antara kualitas kehidupan kerja terhadap kinerja perawat pelaksana di RSUD Teluk Kuantan. Jenis penelitian kuantitatif dengan pendekatan cross sectional. Jumlah sampel 120 responden yang diperoleh melalui proportionate simple random sampling. Hasil penelitian menunjukkan kualitas kehidupan kerja perawat RSUD Teluk Kuantan berada pada kategori sedang, kinerja perawat berada pada kategori kurang baik. Berdasarkan analisis kedua variabel teridentifikasi bahwa tidak ada hubungan antara kualitas kehidupan kerja dengan kinerja perawat pelaksana dengan p value 0,817. Dimensi work context merupakan komponen yang memiliki hubungan dengan kinerja perawat pelaksana dengan p value 0,008, dimensi work life tidak berhubungan secara signifikan dengan kinerja perawat. Kesimpulan penelitian diketahui tidak ada hubungan antara kualitas kehidupan kerja dengan kinerja perawat pelaksana. Ada hubungan dimensi work context dengan kinerja perawat pelaksana. Tidak ada hubungan dimensi work life dengan kinerja perawat. Kata kunci: kualitas kehidupan kerja, kinerja, perawat pelaksana THE RELATIONSHIP BETWEEN THE QUALITY OF WORK LIFE AND THE PERFORMANCE OF IMPLEMENTERS NURSES ABSTRACT Nurse performance is the result achieved in implementing nursing care in a hospital. The creation of optimal nursing care is very much needed support from the hospital, one of which is to create a good quality of work life for nurses. This study aims to determine the relationship between the quality of work life and the performance of nurses at the Kuantan District Hospital. This type of quantitative research with cross sectional approach. The number of samples of 120 respondents obtained through proportionate simple random sampling. The results showed that the quality of work life of nurses at the Kuantan District Hospital was in the medium category, the nurses' performance was in the unfavorable category. Based on the analysis of the two variables, it was identified that there was no relationship between the quality of work life with the performance of implementing nurses with a p value of 0.817. The work context dimension is a component that has a relationship with the performance of nurses implementing with p value 0.008, the dimension of work life does not significantly correlate with nurse performance. The conclusion of the research is that there is no relationship between the quality of work life and the performance of the implementing nurses. There is a relationship between the dimensions of the work context and the performance of the nurses. There is no relationship between the dimensions of work life and nurse performance. Keywords: quality of work life, performance, implementers nurse

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Assessment of Predictable Productivity of Nurses Working in Kerman University of Medical Sciences’ Teaching Hospitals via the Dimensions of Quality of Work Life

Global Journal of Health Science ◽

10.5539/gjhs.v8n10p65 ◽

2016 ◽

Vol 8 (10) ◽

pp. 65 ◽

Cited By ~ 4

Author(s):

Fariba Borhani ◽

Azizollah Arbabisarjou ◽

Toktam Kianian ◽

Saman Saber

Keyword(s):

Quality Of Life ◽

Simple Random Sampling ◽

Work Life ◽

Quality Of Work Life ◽

Teaching Hospitals ◽

Medical Sciences ◽

Quality Of Working Life ◽

Quality Of Work ◽

Nursing Services

Introduction: Despite the existence of a large community of nurses, specific mechanisms have not been developed yet to consider their needs and the quality of their work life. Moreover, few studies have been conducted to analyze the nature of nursing, nursing places or nurses’ quality of work life. In this regard, the present study aimed to assess predictable productivity of nurses working in Kerman University of Medical Sciences’ teaching hospitals via the dimensions of Quality of Work Life.Methodology: The present descriptive-correlational study was conducted to assess predictable productivity of nurses via the dimensions of Quality of Work Life. The study’s population consisted of all nurses working in different wards of teaching hospitals associated with Kerman University of Medical Sciences. Out of the whole population, 266 nurses were selected based on the simple random sampling method. To collect data, the questionnaires of ‘Quality of Nursing Work Life’ and ‘Productivity’ were used after confirming their reliability (test-retest) and content validity. Finally, the collected data were analyzed through the SPSS software (version 16).Results: Although the quality of work life for nurses was average and their productivity was low but the results showed that quality of life is directly related to nurses’ productivity. Quality of life and its dimensions are predictive factors in the in the nurses’ productivity.Conclusions: It can conclude that by recognizing the nurses’ quality of work life situation, it can realize this group productivity and their values to the efficiency of the health system. For the quality of working life improvement and increasing nurses’ productivity more efforts are needed by authorities. The findings can be applied by managers of hospitals and nursing services along with head nurses to enhance the quality of health services and nursing profession in general.

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The Analysis of the Factors Related to the Quality of Work Life of the Workers at PT. Semen Indonesia Tuban Factory

The Indonesian Journal of Occupational Safety and Health ◽

10.20473/ijosh.v8i3.2019.310-320 ◽

2019 ◽

Vol 8 (3) ◽

pp. 310

Author(s):

Rachmawati Maulidhina

Keyword(s):

Job Satisfaction ◽

Career Development ◽

Occupational Safety ◽

Simple Random Sampling ◽

Work Life ◽

Quality Of Work Life ◽

Cross Sectional ◽

Quality Of Work ◽

Cross Sectional Design

Introduction: Quality of work life (QWL) is an essential concept related to the life of a worker. QWL is made to realize the balance between the workers’ needs and interests and the workload to ensure work satisfaction as well as the organization’s productivity. PT. Semen Indonesia is the biggest cement producing company in Java Island. The company manages the human resources to achieve job satisfaction by carrying out QWL programs. The aim of this research is to analyze the factors related to QWL that can lead to the workers’ QWL, especially to the packers and loader workers at PT. Semen Indonesia Tuban Factory. Methods: This research is completed by implementing the cross-sectional design with a qualitative approach. The population of this research is all workers in the packer and loader department Tuban IVth plant, as many as 80 people, while the sample consists of 45 workers chosen by the simple random sampling method. Seven identified factors from the literature review are the workers’ involvement, balanced compensations, a sense of security towards the work, occupational safety and health, career development, work relationships, and a sense of pride in the company. Results: Indicate that there are significant and positive relationships between all seven factors and the QWL. Conclusioan: that developing a non-financial compensation, socializing career development programs, and job guarantee will lead to job satisfaction and to ensure the organization’s productivity. Keywords: job satisfaction, packers and loaders, productivity, quality of work life

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Pengaruh servant leadership terhadap quality of work life pada karyawan generasi milenial

Cognicia ◽

10.22219/cognicia.v9i1.14187 ◽

2021 ◽

Vol 9 (1) ◽

pp. 53-61

Author(s):

Baiq Widya Ayu Ardiyanti ◽

Nida Hasanati ◽

Adhyatman Prabowo

Keyword(s):

Servant Leadership ◽

Organizational Support ◽

Millennial Generation ◽

Quantitative Methods ◽

Sampling Technique ◽

Work Life ◽

Quality Of Work Life ◽

Quality Of Work ◽

Life Scale

Indonesia is entering a demographic surplus era where millennial generation employees occupy most of the existing work opportunities. When the organization pays attention to and fulfills the needs of millennial generation employees, this arguably will prosper the employees so that their quality of work life can be realized. Organizational support provided by leaders who try to prioritize common interests over personal interests or servant leadership is one of the things that creates employees’ welfare because the employees’ needs are met. The purpose of this study was to determine the effect of servant leadership on the quality of work life of millennial generation employees. This study used quantitative methods with the sampling technique employed is using total sampling with the number of subjects in this are 96 people at BUMN X in West Nusa Tenggara. The data collection method used the servant leadership scale of 18 items and the quality of work life scale of 34 items. Data analysis used the simple linear regression technique. The results showed that there was a significant positive effect of servant leadership on the quality of work life. Servant leadership has an effect of 48.6% on the quality of work life for millennial generation employees (F = 88.893, p = 0.000, = 0.486).

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Seafarers’ Quality of Life: Organizational Culture, Self-Efficacy, and Perceived Fatigue

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph15102150 ◽

2018 ◽

Vol 15 (10) ◽

pp. 2150 ◽

Cited By ~ 5

Author(s):

Jae-hee Kim ◽

Soong-nang Jang

Keyword(s):

Quality Of Life ◽

Organizational Culture ◽

Organizational Support ◽

Self Efficacy ◽

Work Life ◽

Quality Of Work Life ◽

Factors Affecting ◽

Quality Of Work ◽

Intervention Point

Using the Culture-Work-Health model, this study investigates the factors influencing the quality of life of seafarers. This study conducted a survey of 320 seafarers who have lived and worked on a ship for more than six months. This self-administered questionnaire included questions on organizational culture and support, self-efficacy, perceived fatigue, as well as the quality of work life. Organizational culture and self-efficacy were identified as factors affecting the quality of work life, while organizational support was found to have an indirect effect through self-efficacy and perceived fatigue. The final model accounts for 63.1% of the variance in seafarers’ quality of life. As such, this study shows that self-efficacy is important for the quality of life of seafarers, having both direct and indirect effects. Moreover, organizational support may prove to be the primary intervention point for relieving perceived fatigue and enhancing self-efficacy, thus improving the quality of work life.

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Effects of masculinity-femininity on quality of work life

Gender in Management An International Journal ◽

10.1108/gm-07-2013-0085 ◽

2014 ◽

Vol 29 (4) ◽

pp. 229-253 ◽

Cited By ~ 11

Author(s):

Sarlaksha Ganesh ◽

Mangadu Paramasivam Ganesh

Keyword(s):

Social Support ◽

Goal Orientation ◽

Sampling Technique ◽

Work Life ◽

Quality Of Work Life ◽

Moderating Effects ◽

Content Type ◽

Quality Of Work ◽

The Relationship

Purpose – The purpose of this paper was to attempt to understand the effects of gender, masculinity-femininity and social support from three sources (supervisor, co-worker and family) on the quality of work life (QWL) of an employee. In addition, the paper tried to explore the moderating effects of gender and social support in the relationship between masculinity-femininity and QWL. Relevant background variables such as age, marital status, parental status and sector have been included as control variables in the study. Design/methodology/approach – Data were collected from a sample of 307 bank employees in India (208 males and 99 females) working in private and public sector banks using the purposive sampling technique. Prior permission was obtained from the relevant authorities. To test the hypotheses, t-tests and hierarchical regression analyses were performed. In addition, the Baron and Kenny (1986) approach was used to test the moderating effects of gender and social support in the relationship between masculinity-femininity and QWL. Findings – Masculinity-femininity was not found to be significant predictor of QWL, while gender emerged as a significant predictor of QWL. Also, gender moderated the relationship between masculinity-femininity and QWL. All three sources of social support significantly predicted QWL. Results of t-test showed that female employees experienced better QWL than male employees. Furthermore, supervisory category employees and parent employees reported significantly better QWL than non-supervisory and non-parent employees. Practical implications – The key implication for organisations is that employees with both masculine and feminine tendencies are required to strike a balance between goal orientation and people orientation within the company. Also, employees should understand that their gender as well as their individual orientations towards masculinity or femininity will affect the dynamics of any interaction. Hence, being aware of the tendencies that are typical of their gender role orientations both while dealing with themselves as well as while dealing with customers, colleagues or supervisors would help in improving the quality of their work, as well as their QWL, especially in customer service professions. Originality/value – This is one of the few studies that have tried to answer the “why” part of gender differences in QWL. In addition, this study contributes to an understanding of the relative importance of different sources of social support in improving an employee's QWL. Finally, this is the first study to understand the relationship between masculinity-femininity, social support, gender and QWL in the Indian context, where the overall cultural orientation towards gender roles is currently changing.

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Analisis Kepuasan Kerja Karyawan Melalui Faktor-Faktor Quality of Work Life (QWL) pada PT. Pertamina (Persero) Perkapalan

Jurnal Manajemen dan Organisasi ◽

10.29244/jmo.v2i1.14195 ◽

2016 ◽

Vol 2 (1) ◽

pp. 41 ◽

Cited By ~ 1

Author(s):

Lindawati Kartika ◽

Syamsul Maarif

Keyword(s):

Employee Satisfaction ◽

Structural Equation ◽

Sampling Technique ◽

Work Life ◽

Quality Of Work Life ◽

Primary Data ◽

Equation Modeling ◽

Necessary Condition ◽

Quality Of Work

PT. Pertamina (Persero) Shipping as shipping division of PT. Pertamina (Persero) since 1959 is affecting by a new transformation strategy of PT. Pertamina, as holding, to face the oil and gas regulation - UU No. 22 year 2001, which change Indonesian oil market from monopoly into competitive market. As competitiveness strategy, the transformation is a necessary condition to achieve PT. Pertamina goal to be world class Oil Company. Employee commitments to service and performance quality are critical factors to achieve its goal, which human resources quality will be improved by providing employee satisfaction. The research objectives at PT. Pertamina (Persero) Shipping were (1) to identify the level of employee satisfaction, (2) to analyze the Quality of Work Life (QWL) , (3) to identify the factor of QWL which influence employee satisfaction, and (4) to identify the factors need to be improve to achieve employee satisfaction. The primary and secondary data were collected from the company. The primary data was collected using interviewed by likert scale questionnaires. And the research samples are 187 respondents which taken from 323 population of employee at PT. Pertamina (Persero) Shipping by cluster random sampling technique at 5% standard error, and analyzed by Structural Equation Modeling (SEM). The study showed employee satisfaction level is good, which indicated by 3,70 score of total value of turnover, absenteeism, age, job level and organization size and 3,63 score on average value of all QWL variables. The SEM analysis showed job satisfaction variables such as communication, safety and conflict resolutions are influencing QWL. Other QWL factors were identify to be improve, by order are health, career development, employee participation, adequate compensation, pride and job security.

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PENGARUH KUALITAS KEHIDUPAN KERJA TERHADAP MINAT BERTAHAN KARYAWAN DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MEDIASI

Jurnal Muara Ilmu Ekonomi dan Bisnis ◽

10.24912/jmieb.v5i2.13318 ◽

2021 ◽

Vol 5 (2) ◽

pp. 447

Author(s):

Andreas Trimurni ◽

Mei Ie ◽

Henny Henny

Keyword(s):

Organizational Commitment ◽

Sampling Technique ◽

Work Life ◽

Quality Of Work Life ◽

Intention To Stay ◽

New Employees ◽

Purposive Sampling ◽

Quality Of Work

Penelitian ini bertujuan untuk menganalisis pengaruh kualitas kehidupan kerja terhadap minat bertahan karyawan dengan menggunakan komitmen organisasi sebagai variabel mediasi. Sampel sebanyak 53 karyawan PT XYZ di Tangerang, dengan teknik purposive sampling. Hasil penelitian menunjukkan bahwa pengaruh kualitas kehidupan kerja terhadap komitmen organisasi, pengaruh komitmen organisasi terhadap minat bertahan, pengaruh kualitas kehidupan kerja terhadap minat bertahan, pengaruh kualitas kehidupan kerja terhadap minat bertahan yang dimediasi komitmen organisasi, adalah positif dan signifikan. Penelitian ini menyarankan agar perusahaan mengevaluasi peraturan kerja, menjaga kondusifitas ruang kerja, menekankan norma dan aturan perusahaan kepada karyawan baru, membangun dan membentuk karyawan dengan pelatihan, serta menyediakan fasilitas kerja yang memadai dalam rangka meningkatkan kualitas kehidupan kerja serta komitmen organisasional. Hal tersebut pada akhirnya dapat meningkatkan minat bertahan karyawan dalam perusahaan. The study aims to analyze the effect of quality of work life on employees' intention to stay by using organizational commitment as a mediation variable. Sampled as many as 53 employees of PT XYZ in Tangerang, with purposive sampling technique. The results showed that the influence of quality of work life on organizational commitment, the influence of organizational commitment to intention to stay, the influence of quality of work life on intention to stay, the influence of quality of work life on the intention to stay mediated by organizational commitment, was positive and significant. This research recommends that companies evaluate work regulations, maintain workspace conduciveness, emphasize company norms and rules to new employees, build and shape employees with training, and provide adequate work facilities in order to improve the quality of work life and organizational commitment. This can ultimately increase the employee's enduring interest in the company.

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