PENGARUH KUALITAS KEHIDUPAN KERJA TERHADAP KINERJA

PENGARUH KUALITAS KEHIDUPAN KERJA TERHADAP KINERJA
KARYAWAN DI DINAS TENAGA KERJA KOTA SURABAY A
Abstraksi
Ada dua pandangan mengenai maksud dari kualitas kehidupan kerja
(Quality of Work Ufe I QWL). Pandangan ini pertama mengatakan bahwa kualitas
kehidupan kerja adalah sejumlah keadaan dan praktek dari tujuan organisasi
(misalnya : perkayaan kerja, penyeliaan yang demokratis, keterlibatan pekerja dan
kondisi kerja yang aman). Pandangan kedua menyamakan bahwa kualitas
kehidupan kerja adalah persepsi-persepsi karyawan tentang rasa aman, rasa puas,
dan mendapatkan kesempatan untuk tumbuh dan berkembang sebagai layaknya
manusia (Wayne, 1992 : 47). Sesuai dengan konsep yang dikemukakan oleh John
& Louis (1997 : 27), terdapat empat dimensi kualitas kehidupan kerja yang perlu
diterapkan oleh pihak manajemen untuk mencapai kinerja unggulan. Keempat
dimensi tersebut dapat dijelaskan sebagai berikut :
l. Supervisi
2. =.esai,• Peke1jaan
3. Tunjangan
4. Kondisi T enaga Kerja
Data yang digunakan dalam penelitian ini adalah data pnmer yang
diperoleh dengan menyebarkan kuesioner kepada karyawan di Dinas T enaga
Kerja Kota Surabaya. Teknik penentuan sampel menggunakan metode probability
sampling yaitu teknik pengambilan sampel yng memberi peluang atau kesempatan
yang sama bagi setiap anggota populasi untuk dipilih menjadi sampel.
Vll
Ada pengaruh kualitas kehidupan ketja (QWL) yang terdiri dari :
supervisi, kondisi ketja,
tunjan~ dan
desain peketjaan secara simultan terhadap
kinetja Pegawai Negeri Sipil di Dinas Tenaga Ketja Kota Surabaya. Hal ini sesuai
dengan pendapat Arifin ( 1999) yang menyatakan bahwa sesuai dengan konsep
yang banyak dikemukakan oleh para ahli bahwa terdapat 4 dimensi kualitas
kehidupan ketja (QWL) yang perlu diterapkan oleh pihak manajemen untuk
mencapai kinetja karyawan yang unggul, yaitu supervisi, kondisi ketja, tunjangan,
dan desain peketjaan.
Ada pengaruh kualitas kehidupan ketja (QWL) yang terdiri dari :
supervisi, kondisi ketja, tunjangan, dan desain peketjaan secara simultan terhadap
kinetja Pegawai Negeri Sipil di Dinas Tenaga Ketja Kota Surabaya. Ini dapat
dilihat pada nilai t hitung untuk masing-masing variabel serta didukung dengan nilai
?
partial (lampiran 4 ). Ini menunjukan bahwa keempat variabel tersebut
berpengaruh secara parsial terhadap kinetja karyawan.
Tunjangan mempunyai pengaruh paling dominan terhadap kinetja
karyawan, :.:rbuLti. Ini dapat dilihat bahwa nilai t
merupakan yang paling tinggi yaitu 13,6651.
\'111
hitung
pada variabel tunjangan
THE INFLUENCE OF QUALITY OF WORK LIFE ON EMPLOYEES'
PERFORMANCE IN LABOR AGENCY SURABAYA
Abstract
There are two perspectives about the meaning of quality of work life
(QWL). The first perspective states that quality of work life is some situations and
practices from the organization's goals (for example: work enrichment,
democratic personnel, employees' participation, and safe work condition). The
second perspective states that quality of work life is the employees perception
about safety, satisfication and get the chance to grow and develop as human
beings (Wayne, 1992 : 47). The quality of work life concept expresses the
importance of rewarding humans in their work environment. Therefore the
important role of work quality is changing work climate thus the organization
technically and humanely bring a better quality of work life (Luthans, 19% : 23 ).
The quality of work life needs to be implemented in creating high quality of
human beings by creating conducive work climate and environment, which can
encou.-age the employees to be innovative and creative, including applying fair
system (including wage system that always take internal and external consistency
into account) and flexible structure with clear and humane task, authority, and
responsibility distribution, concerning the employees' ability and effort in
achieving their career goals. In accordance with the concept developed by John &
Louis( 1997 : 27 ), there are four dimensions of the quality of work life need to be
implemented by management in order to gain superior performance. The four
dimensions can be explained as follow:
IX
1. Supervision
2. Work Design
3. Benefit
4. Work Condition
Data used in this study is primary collected by distributing questionnaire
to the employees of Labor Agency Surabaya. The sampling technique used is
probability sampling, that is taking sample by giving the same chance/opportunity
for every population member to be chosen as the sample.
The first hypothesis states that there are quality of work life (QWL)
influences, which consist of: supervision, work condition, benefit and work design
simultaneously on the performance of officials in Labor Agency Surabaya. It can
be seen from the value of F count (49,4605) > F table (2,49) and probability value
(6,938.10-21 ) less than 0,05. It is suggested that all of the variables simultaneously
influence the employees' performance. It is in accordance with the concept stated
by many experts that there are 4 dimensions of quality of work life (QWL) that
need to be implemented by management in order to gain superior performance
from their employeea, they are supervison, work condition, benefit and work
design.
In the second hypothesis, it states that there are quality of work life (QWL)
influence consist of: supervision, work condition, benefit and work designpartially
on the Officials performance in Labor Agency Surabaya. It can be seen from the
value oft count on work condition variable (10,1287) > t table(l,9901),the value
of t count on benefit variable is ( 13,6651) > t table ( 1,9901 ),
X
t
count on work
design variable is (8,1267) > t table (1,9901). It is suggested that all the four
variables influence partially on employees' performance.
The third hypothesis, which states that benefit has the most dominant
influence on employees' performance, is proved. It can be seen that t count on
benefit variable is the highest value, that is 13,6651.
XI