PENGARUH KUALITAS KEHIDUPAN KERJA DAN BUDAYA ORGANISASI TERHADAP KETERIKATAN KARYAWAN

Abstract

PENGARUH KUALITAS KEHIDUPAN KERJA DAN BUDAYA ORGANISASI TERHADAP KETERIKATAN KARYAWAN

Abstrak

Penelitian bertujuan untuk menguji pengaruh Quality of work life (kualitas kehidupan kerja) dan Organization Culture (budaya organisasi) secara parsial maupun simultan terhadap Employee Engagement (keterikatan karyawan) pada PT Sucofindo. Metode penelitian yang digunakan untuk menguji hipotesis adalah Explanatory Survei Method. Penjelasan hubungan antar variabel diuji dan dianalisis dengan Structural Equation Modeling (SEM). Responden dalam penelitian ini berjumlah 356 orang. Hasil penelitian menunjukkan bahwa Quality work of life signifikan mempengaruhi Employee Engagement, variabel Organization Culture signifikan mempengaruhi Quality work of life dan Organization Culture signifikan mempengaruhi Employee Engagement di PT. Sucofindo. Sementara Quality of Work Life mempunyai pengaruh langsung 28 % terhadap variabel Employee Engagement, variabel Organizational Culture mempengaruhi secara langsung sebesar 24 % dan secara tidak langsung sebesar 66 % terhadap variabel Employee Engagement seehingga Total pengaruh (total effect) variabel Organizational Culture adalah sebesar 42 %. Berdasarkan penelitian, dikemukakan beberapa saran untuk meningkatkan Employee Engagement di PT Sucofindo dengan memberikan intervensi dari faktor budaya organisasi dan kualitas kehidupan kerja karyawan.

Kata Kunci : Quality work of life. Organization Culture, Employee Engagement

Effect of Quality of Work Life and Culture Organization Against Employee Engagement (Case Study PT Sucofindo )

Abstract

The results of this thesis show that the Quality work of life (quality of working life) significantly affect the Employee Engagement (Attachment Employees), variable Organization Culture (Cultural organization) significantly affects Quality work of life (quality of working life) and Organization Culture (Cultural organization) significantly affect Employee Engagement (Employee Engagement) at PT. Sucofindo. While the Quality of Work Life (quality of working life) have direct influence 28% of the variable Employee Engagement (employee engagement), variable Organizational Culture (cultural organizations) influence directly 24% and indirectly 66% of the variable Employee Engagement (attachment employees). Total effect (total effect) in this study was 42%. Some of the suggestions put forward in this thesis, for the management of PT Sucofindo to improve employee engagement in PT Sucofindo by giving the intervention of factors organizational culture and quality of working life of employees.

Keywords: Quality work of life. Organization Culture, Employee Engagement