Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
NO.
01 June 2022
THE EFFECT OF QUALITY OF WORK LIFE AND JOB SATISFACTION ON
EMPLOYEE PERFORMANCE IN PT.
TASPEN (PERSERO)
BANDUNG BRANCH
Dewi Yuliati Indah FEB Universitas Pasundan.
Bandung.
Indonesia dewiyuliatiindah@unpas.
Zelina Damayanti ABSTRACT The phenomenon that occurs in employees of PT.
Taspen Main Branch Office Bandung is decreasing employee performance, so it does not reach its work target.
The research aims to identify and analyze, .
quality of work life 2.
) job satisfaction .
employee performance, .
the magnitude of the influence of quality of work life and job satisfaction on employee performance either simultaneously or partially.
, the population in this study were 49 employees, and the sample was saturated.
Data collection techniques used are observation, interviews and questionnaires.
The data analysis methods used are validity and reliability tests, multiple linear regression analysis, multiple correlation analysis, and the coefficient of determination.
Based on the results of the analysis, simultaneously the effect of quality of work life and job satisfaction on performance is positive and While the results of the partial analysis, the job satisfaction variable has the most dominant influence value compared to the quality of work life variable.
Keywords: quality of work life, job satisfaction, employee performance.
PREFACE
physically and mentally at work (Cascio.
All potential human resources affect the Creating a good quality of work life organization's efforts in achieving its has the aim of creating a work climate that Human resources are one of the can encourage employees to increase their most important factors that cannot even be enthusiasm for work in order to achieve separated from an organization, both optimal work results and aims to meet the agencies and companies.
An organization needs of employees by providing facilities is expected to be able to provide a good and infrastructure.
quality of work life, then this will have an In Table 1 is a recapitulation of the impact on employee job satisfaction which will end in better employee performance.
appraisals of PT.
Taspen (Perser.
KCUs Quality of work life is an employee's throughout Indonesia in 2021, as follows:
perception of the state of well-being both Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
NO.
01 June 2022 KCU Jakarta with a score of 86,443 in the category B, then in the third rank, namely Table 1 PT.
Taspen (Perser.
KCU Surabaya with Recapitulation of the ranking of a score of 85,387 with category B, in fourth employee performance appraisals of place, namely PT.
Taspen (Perser.
KCU PT.
Taspen (Perser.
KCU throughout Medan with a score of 81,140 with Indonesia in 2021 KCU Achievem Targ Categ Taspe ents (%) (%) category B, ranked fifth, namely PT.
Makas KCU Bandung with a score of 75.
002 with 98,762 Jakart
86,443
Surab
85,387
performance has not been optimal and has Meda very good, so what is expected by the 81,140 ranked sixth, namely PT.
Taspen (Perser.
not reached the target of A predicate or score of 78,827 with category C, then Taspen (Perser.
KCU Semarang with a Furthermore, in Table 2 is the achievement of employee performance at PT.
Taspen Semar 78,827 75,022 (Perser.
KCU Bandung, as follows:
Bandu Source: PT.
Taspen (Perser.
KCU Jakarta Pusat Based on Table 1.
1 the data shows that PT.
Taspen (Perser.
KCU in the first rank and got the highest score was PT.
Taspen (Perser.
KCU Makassar with a score of 98,762 in the B category, then in second place, namely PT.
Taspen (Perser.
Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
NO.
01 June 2022 Table 2 namely by direct interviews and direct Employee Performance Achievement observations, also asked for secondary PT.
Taspen (Perser.
KCU Bandung data and primary data from the company to the head of personnel, the results of the Period 2018-2021 Ye Achieveme Catego Targe performance had decreased, so that their (%) Furthermore, the researchers distributed nts (%)) 93,011 86,023 of PT.
Taspen (Perser.
KCU Bandung
80,312
of the factors that are thought to affect the performance of the employees of PT.
75,022
Source:
the results of a pre-survey on the condition presurvey questionnaires to 30 employees pre-survey Taspen (Perser.
KCU Bandung, that of all the factors that allegedly affect the Taspen (Perser.
KCU Bandung performance of the employees of PT.
Taspen (Perser.
KCU Bandung, which Based on Table 2 shows that has the lowest score is on the quality of employee performance fluctuates and has work life variable with an average score of not met the target achievement.
As from 38 and job satisfaction variable with an 2018 to 2020, the achievement of the average score of 2.
This means that the fluctuating category from B to C, then the quality of work life and job satisfaction achievement in 2019 to 2020 experienced variables are suspected to be the cause of the sharpest decline from category B- to the performance of PT.
Taspen (Perser.
category C.
Even from 2020 to 2021 it still KCU Bandung has problems, then to add reached category C.
This shows the information and data about the variables achievement of employee performance that are suspected to be the cause of the has not yet reached the expected target.
performance of the employees of PT.
Through a preliminary survey at PT.
Taspen (Perser.
KCU Bandung.
Taspen (Perser.
KCU Bandung has Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
NO.
01 June 2022
METHOD
49%, and the length of work is dominated The method used in this research is by employees who work >15 years years descriptive and verification method.
The as many as 26 people or 53.
The total population is 49 employees and the sample average score of respondents' responses to used is a saturated sample as many as 49 employees at PT.
Taspen (Perser.
KCU characteristics is 3.
70, this means that the Bandung.
quality of work life at PT.
Taspen (Perser.
Furthermore, to make it easier to measure KCU Bandung, is in the good category.
and understand the research variables satisfaction is in the good category.
This developed into indicators that are used as refers to the average score of 3.
This question items or statements that will be used in making questionnaires such as the employees at PT.
Taspen (Perser.
KCU data collection technique using field Bandung is good, and the performance at research (Field Researc.
to obtain PT.
Taspen (Perser.
KCU Bandung is in primary data also using library research.
the poor category.
This refers to the (Library Researc.
Furthermore, the average score showing an average score of analytical technique used is multiple linear regression analysis.
The results of the variable quality of work job satisfaction life (X.
, measured by 7 statement items RESULTS and the job satisfaction variable (X.
are The results of the study through the measured by 15 statement items and the distribution of questionnaires with the performance variable (Y) is measured by 6 characteristics of the respondents, where statement items, all results are more than the characteristics of the respondents are 3 and declared valid .
Likewise, the known by gender, the dominant gender is results of the reliability test of quality of female as many as 25 people or 51%, the work life (X.
and job satisfaction variable age of employees is dominated by 31-40 (X.
and performance variable (Y) all years as many as 22 people or 44.
9%, then results are more than 0.
7 and are declared the level of education is dominated by bachelor's degree as many as 24 people or Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
NO.
01 June 2022 Multiple linear regression analysis is mathematically expressed in the form of determination (R.
quality of work life and the following equation:
job satisfaction on employee performance is Y = 0,745 0,262X1 0,736X2 A Constant = 0.
745 means that the employee's performance process is DISCUSSION If the variable X1 .
uality Based on the results of the calculation of of work lif.
X2 .
ob satisfactio.
the results of the regression analysis does not affect the variable Y conducted, quality of work life and job .
mployee satisfaction on employee performance at independent variables are 0, then PT.
Taspen (Perser.
KCU Bandung.
employee performance will increase Simultaneously the quality of work life and job satisfaction affect the performance The value of the X1 variable, namely of employees at PT.
Taspen (Perser.
the quality of work life has a regression KCU Bandung.
1%, this can be coefficient of 0.
262, meaning that if interpreted that together the variables of the quality of work life has increased, quality of work life and job satisfaction then the performance will increase by have a significant influence on employee performance, this is reinforced by research The value of the X2 variable, namely from Kermansaraviet .
which states job satisfaction, has a regression that quality of work life and job coefficient of 0.
736, meaning that if job satisfaction have a significant influence on then employee performance.
performance will increase by 0.
Another study that supports job Furthermore, the magnitude of the characteristics and emotional equotients double correlation between quality of work on employee performance is researcher life and job satisfaction together on Hans Pruijt .
which states that there employee performance is 0.
The is an influence of quality of work life and correlation value is positive, as well.
job satisfaction on employee performance.
coefficient of determination (R.
the results Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
NO.
01 June 2022 Furthermore.
Pamungkas research results of his research, namely the quality .
states that the quality of work life of work life has a positive and significant and job satisfaction have a significant and effect on employee performance.
Based on the research above, in an effort to improve employee performance, companies are Furthermore, partially the results of expected to pay attention to the quality of the regression coefficient of quality of work life of their employees.
work life (X.
are positive at 26.
0%, this Furthermore, means that changes in quality of work life contributes to the influence of employee are in line with employee performance performance by 40.
Based on these The results obtained calculations, it is known that from the two mean that the better the quality of work independent variables analyzed, it is seen life, the better the employee's performance, that job satisfaction contributes a greater the results of research conducted by influence on employee performance at PT.
Lumbantoruan .
, which states that Taspen (Perser.
KCU Bandung, with the the results of this study are the quality of contribution of influence given by 40.
work life has a positive and significant and the influence given by the variable quality of work life of 26.
This is (X.
unidirectional relationship.
The study was Titik conducted by Ni Luh Putu Surya Asitiani Nurbiyati .
which states that job .
that there is an effect of quality of satisfaction has a partial effect on work life on employee performance.
employee performance.
Furthermore, it is supported by research from Aketch .
Permana .
which states that the that the results of the study state that there quality of work life has a positive and is a positive and significant influence on significant effect on performance, also job satisfaction on employee performance.
research from Arifin .
that the quality And of work life has a positive and significant Cahyaningrum .
states that partially effect on employee performance.
Indra there is a positive and significant influence Syamsiatul Kurniawan's research .
reveals the Journal of Business and Management Inaba (JBMI) E-ISSN 2829-5331.
P-ISSN 2829-6559 VOLUME 01.
NO.
01 June 2022
CONCLUSION
Based on the results of the study, it can be concluded as follows:
Quality of work life at PT.
Taspen (Perser.
KCU Bandung is in good Job PT.
Taspen (Perser.
KCU Bandung is in good Employee performance at PT.
Taspen (Perser.
KCU Bandung is in good Simultaneously quality of work life Malini Nandi Majumdar, 2016 Impact of Quality Work- Life on Job Performance: A Case Study on Indian Telecom Sector.
(International Journal of Arts and Sciences.
) Vol.
No.
Ramadhoan, 2015.
Kualitas Kehidupan Kerja terhadap Kinerja Karyawan melalui Komitmen Organisasi dan Kepuasan Kerja sebagai Variabel Antara .
ntervening variabl.
Jurnal Ekonomi Pembangunan.
Vol.
No.
Pamungkas.
Pengaruh Kualitas Kehidupan Kerja terhadap Kinerja dengan Kepuasandan Disiplin Kerja.
Jurnal Bisnis Teori Implementasi.
Vol.
7 No.
and job satisfaction affect employee performance at PT.
Taspen (Perser.
KCU Bandung amounted to 66.
while partially the quality of work life
by 26% smaller than job
satisfaction which gives an effect of BIBLIOGRAPHY