INTERNATIONAL CONFERENCE OF ASEAN PERSPECTIVE AND POLICY
The Role of Quality of Work Life on Performance Appraisal Samrin Faculty of Social Science.
Universitas Pembangunan Panca Budi.
Medan.
Indonesia muhammadsamrin73@gmail.
ABSTRACT
The purpose of this study is to determine the effect of quality of work life factors consisting of career development, communication and compensation partially and simultaneously have a positive and significant impact on employee performance.
The method of analysis used is quantitative analysis Types of data used are primary data obtained through interviews and questionnaires whose measurement using a Likert scale and processed statistically using SPSS 16.
0 for window program that is F-test model, t-test, and determination (RA).
The results obtained from this study indicate that simultaneously the quality of work life factors consisting of career development, communication and compensation have the positive and significant effect on employee performance.
Partially can be seen that the factors of quality of work life which consists of career development, communication and compensation have a positive and significant impact on employee performance.
Test R2 can be seen number adjusted R Square or determinant (R.
equal to 0.
This figure means that the effect of career development, communication, and compensation on employee performance is 88.
6 percent.
The 4 percent influenced by other factors not included in the variables not included in this Keywords: Career Development.
Communication,Compensation.
Employee.
Performance.
Appraisal.
involved in making all policies.
Factor reward system is believed to be an essential thing Quality of Work Life (QWL) is one factor that because all workers need a reward that can cover can affect the improvement of employee personal and family needs, it suspected that the performance in a company, both service system factor is dominant influence the companies, and industries.
Therefore, corporate performance of employees in PT.
Kereta Api leaders strive to address the aspects of QWL with Indonesia Regional Division I North Sumatra, but the goal of ensuring that every worker has a high the rewards given the company is still not Quality of Work Life defined by a following what is done by employees.
For this program that includes ways to improve the need to be investigated whether the problem of quality of life by creating better workers (Kanten, this performance system has appropriately Various factors need to fulfilled in managed, fair and reasonable.
creating QWL program, such as work Companies that are less concerned about workrestructuring, reward system, work participation, life quality factors will likely find it difficult to and so forth.
The quality of work life program is get or keep workers in line with the company's intended to make continuous improvement to needs, and it will be difficult to generate the generate employee performance, for example performance of existing employees.
Moreover, with better opportunity members to participate, more than that will face the conditions of labor challenge, hope, and prosperity more promising.
turnovers because they prefer to work in other Work restructuring factors include the provision places or companies that apply various factors of of opportunities for workers to get job enrichment quality work life that is more promising.
The and broader opportunities for self-development.
factors of Quality of Work Life is career From the results of preliminary observations development, communication, and compensation identified that this work restructuring factor has (Reddy, 2.
The report by Kanten .
not adequately applied optimally in PT.
Kereta concluded that Quality of Work Life affects Api Indonesia Regional Division I North employee performance.
The fulfillment of the Sumatra, employees are given a monotonous task, quality of work life for employees indicates that whereas workers who are dominated by experts the company places its human resources as a in their respective fields are believed to be very trustworthy individual, responsible individual and ambitious to continue to develop their skills and able to make a valuable contribution, and hence Participation factor is the desire of the employees need to treated as distinguished employee involvement in the process of making and valuable individuals through the fulfillment various organizational decisions proportionately, of a satisfactory work environment for but it does not mean all employees should be employees.
Fair and adequate salary, a safe and INTRODUCTION
INTERNATIONAL CONFERENCE OF ASEAN PERSPECTIVE AND POLICY
healthy working environment, freedom of expression to do best, rewards of employees' rights, technological support, reasonable Career Development, satisfactory corporate image, product / service quality, and work time balance with personal life and family life, ultimately allowing employees to develop, use and devote all their best at work, known as work attachment.
All the dimensions of quality of working life studied have a positive relationship with work attachment, except the time-work balance dimension with personal life and family life in shows a positive correlation (Kanten, 2.
Based on the explanation, the authors formulate the research questions as follows:
RQ1: How is the simultaneous effect of quality of work life on employees performance in PT.
KAI
Divisi Regional I Sumatera Utara.
RQ2: How is the partial effect of Career Development.
Communication.
Compensationon employees performance in PT.
KAI Divisi Regional I Sumatera Utara
LITERATURE REVIEW
where members of the organization see it as a desirable and can improve the quality of life in the work.
This case could mean that two different organizations can define the quality of work life In the same organization, the perception of what quality of work life can be different from one group to another.
Although the nature and conditions of work vary, the opinions of satisfaction also differ from one another, but there are remarkable similarities that cut these The quality of working life regarding the degree to which the work environment of the organization motivates the performance of productive work (Bakker, 2.
The high quality of work life equals high motivation and employee Ivancevich .
states that the quality of working life is a conducive work environment to form a positive emotional attitude or reactions to the work environment.
Based on the above description it concluded that the quality of working life is the quality of the relationship between the employees and their overall work which is illustrated through the satisfaction of reaching their personal needs are through experience in the organization thus encouraging employees at all levels to actively participate in improving organizational effectiveness as well as improving the quality of working life of the employees Quality of Work Life In general, the quality of working life also called Quality of Work Life means the suitability or non-conformity of the working environment for Quality of work life refers to the quality of relationships between employees and the overall work environment (Reddy, 2.
Quality of work life is a management philosophy and Career Development practice that enhances employee self-esteem.
One of the impulses of people to work in an which introduces changes in organizational organization, including the company is because culture, and improves the physical and emotional there is an opportunity to move forward.
It is the state of employees (Ivancevich, 2.
For basic nature of human beings in general to be example, providing opportunities for employees better, ahead of the current position, which is why to grow and develop.
Studies from Kanten .
2: they want a progress in their lives.
A career .
assess the quality of work life in two ways of shows the development of individual employees The first way to balance the quality of work in the level of position they can achieve during life with a set of objective organizational the period of work within the organization.
conditions and practices .
uch as in-depth Ivancevich .
state career development is the promotional policies, democratic supervision, process of enhancing individual workability employee engagement, safe working condition.
achieved in order to achieve the desired career.
The second way is to balance the quality of this case the career development process is a working life with employees' perceptions of business someone who passed through the physical and mental existence in work, that they process by improving the work skills that are safe, satisfied relatively well, have a decent employees have so they are able to improve work-life balance, and they can grow and develop performance and successfully achieve the desired as human beings.
This method links the quality of career.
Employees will not work in the company working life to the extent that human needs fully if there is not a clear career development system Another definition states that the quality of because employees work to achieve the career working life is the extent to which employees goals they want.
Kanten .
state that career satisfy urgent personal needs through their development is a formal approach that organizational experience (Bakker, 2.
The organizations use to ensure that people with responsibility for the quality of working life is a appropriate qualifications and experience are combination of management, union and other available if needed.
Career development is a members of the organization.
Another statement formal approach within an organization where the added by Luthans .
which states that the organization is able to determine the employee quality of work life defined as aspects of work
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with the right qualifications and the right experience if needed in an office.
Work experience owned by employees is also one of the things that can help employees in achieving their career goals.
Career development is a formal and sustainable effort with focus on improving and adding a worker's ability (Reddy, 2.
Therefore, companies need to manage careers and develop them well so that employee productivity is maintained and able to encourage employees to always do the best and avoid frustrating work that resulted in decreased company performance.
Career development is very profitable for an organization in improving its organizational ability to compete and adapt to competitive environment changes.
In an organization, always strive for the goals of the organization can be achieved well.
The organization is very dependent on the good of the career development of the organization.
Career development can be done well and correctly if the developers know what and how the human resources.
Ivancevich .
state that indicator of career development ie .
Interest in skills with work.
Employee career goals.
Career plan.
Information on various career opportunities.
Promising career Communication As social beings, humans always want to connect with other human beings.
He wanted to know the surroundings, even wanted to know what was going on inside him.
This curiosity forces people to communicate.
Any behavior can be called communication if it involves two or more people.
The phrase of two or more persons needs to be emphasized, because some literature calls the communication with oneself.
Communication occurs when at least one source generates a response to the recipient through the delivery of a message in the form of a sign or symbol, either a verbal form .
or a non-verbal form, without having to make sure first that the two communicating parties have a the same system symbol (Mulyana, 2.
Communication is the delivery and understanding of an intent or purpose, which needs to be considered from the definition is the emphasis on the delivery of intentions and understanding of intent, without the delivery of communication intentions will not communication intentions are also rarely successful (Ardana, 2.
Communication will occur and last as long as there is a common meaning of what is spoken.
The similarity of the language used in the conversation does not necessarily lead to the similarity of meaning, in other words understand the language does not necessarily understand the meaning of the It is clear that the conversation of both people can be said communicative if both, in addition to understanding the language used, also understand the meaning of the material being spoken (Effendy, 2.
Study by Wiryanto .
4: .
stated that Communication is the process of transferring understanding in the form of ideas or information from one person to The transfer of understanding involves more than just the words used in conversation, facial expressions, intonation, and so on.
Effective migration requires not only data transmission, but that someone sends news and accepts it highly depends on certain skills .
eading, writing, listening, speaking, etc.
) to make a successful exchange of information.
Organizational communication field that plays a role in providing effective information for management in order to make decisions on the problems or opportunities related to the organization to improve the performance of the organization An organization consists of communication units in hierarchical relationships with each other and functions in an environment.
Organizational communication occurs whenever there is at least one person occupying a position in an organization that interprets a message show.
According to Wiryanto .
4: .
, communication indicators are as follows: .
Leadership communication to employees.
Describes the .
Communicate with other parts .
Troubleshoot problems.
Communication between co-workers.
Compensation People work to earn money to fulfill the needs of his life.
That is why an employee began to appreciate hard work and increasingly show loyalty to the company, and that is why the company rewards employees' work performance by way of compensation.
One way management to improve job performance, motivate and improve employee performance is through Anthony .
argues that every organization has a purpose.
An outstanding part of the management control system is to motivate members of the organization to achieve that goal.
One of the most effective ways to motivate members of an organization is to provide compensation or incentives to them.
Managers usually make greater efforts for valued activities Compensation is often also called an award and can define as any form of appreciation given to employees as a reward for the contribution they give to the organization, and there is some understanding of compensation from some Compensation is all income in the form of money, goods directly or indirectly received by INTERNATIONAL CONFERENCE OF ASEAN PERSPECTIVE AND POLICY employees in return for services rendered to the company (Hasibuan, 2.
Compensation is an important factor affecting how and why people work in an organization and not on other organizations (Mathis, 2.
Entrepreneurs must be competitive enough with certain types of compensation to hire, maintain and reward the performance of each within the organization, and the compensation is the overall arrangement of reward for employers and employees either directly or indirectly (Martoyo, 2.
Performance assessment Performance appraisal is one of the key factors to developing an organization effectively and Due to a policy or performance appraisal program, the organization has made good use of the human resources that exist within the organization.
Assessment of individual performance is very beneficial to the dynamics of overall organizational growth.
Through the assessment, it can be seen how the real condition of employees viewed from the performance.
Thus these data can be used as consideration in decision making an organization.
Performance appraisal is an organized process in evaluating the implementation of employee work.
Mangkuprawira .
states that Performance appraisal is a formal system of review and evaluation of individual or team task Based on the theoretical framework that has been previously described, in this study the authors developed the following hypotheses:
H1: There is a significant effect of quality of work life on employees performance in PT.
KAI
Divisi Regional I Sumatera Utara.
H2: There is a significant effect of Career Development,Communication,and Compensation on employees performance in PT.
KAI Divisi Regional I Sumatera Utara.
data indirectly as through others or documents.
Primary data sources are direct data collection through observation, interview, and questionnaire (Sugiyono, 2.
Operationalisation Variables Career development (X.
The process of enhancing individual workability to achieve the expected career (Ivancevich, 2.
Communication (X.
The process of transferring understanding in the form of ideas or information from one person to another (Wiryanto, 2.
Compensation (X.
All earnings in the form of money, goods directly or indirectly received by employees in return for services rendered to the company (Hasibuan, 2.
Employee Performance (Y) What employees do or do not do (Mangkunegara, 2.
Data Analysis Method Quality of Data tests The purpose is to determine the feasibility of data processed in this test.
Validity tests: The objective is to know the validity of the instrument data is appropriate or not used in this study.
Reliability test.
The objective is to know the reliability of the instrument in question or statement on the questionnaire whether it can be reused to measure similar research instruments.
Classical Assumption tests The goal is to know the interconnections or closeness between independent variables and dependent variable.
Normality test.
The goal is to know if this research data distributed normally.
Multicollinearity Test.
The goal is to avoid the symptoms of multicollinearity.
Heteroscedasticity Test.
The goal is to know whether or not there is any deviation.
RESEARCH METHOD
Data Analysis Tests This study used a quantitative approach, which This test is to analyze and interpret data to get explains the type of research to discuss the answers from this research.
relationship between the two or more independent Multiple Linear Regression Analysis.
The aim is variable to dependent variable.
The population is to analyze the effect of independent variables and a generalization area consisting of subject or dependent variable.
object with several qualities and characteristics F-Test.
The aim is to test the effect of applied by the researcher to be studied and then independent variables on dependent variable drawn a conclusion (Sangadji, 2.
Population simultaneously.
in this research is all employees of PT.
Kereta T-Test.
The goal is to examine the effect of Api Indonesia Regional Division I Sumatera independent variables on dependent variable Utara in Medan is 110 people.
In this research, partially.
sampling research using Slovin formula.
The Coefficient Determination.
The goal is to find out reason researchers use Slovin formula.
After the how is a significant contribution of independent calculation using Slovin formula, researchers get variables on the dependent variable.
the number of respondents by 52 people.
The collecting data used source of data secondary and Secondary sources are the collection of INTERNATIONAL CONFERENCE OF ASEAN PERSPECTIVE AND POLICY RESULTAND DISCUSSION Statement Characteristics of Respondents Table 1.
Characteristics of Respondents Desciption Age
Gender
Education Working Frequency Percent
Total
Male
Female Total
SMA
Total
11 - 15
16 - 25
6 - 10
Total All statements to measure the variables in this study have a correlation value higher than 0.
The results of this test prove that all items of the statement are valid.
Reliability test The results of Reliability Test Cronbach's N of Alpha Items Career Development Communication Compensation Employee Performance Results of Quality of Data tests Validity test Results of Validity Test Career Development Corrected Statement Item-Total Conclusion Correlation Valid Valid Valid Valid Valid Corrected Item-Total Conclusion Correlation Valid Valid Valid Valid Valid Cronbach's Alpha correlation coefficient value is higher than data reliability requirement (> 0.
The result indicates that the questionnaire in this study has qualified reliability.
Resultsof Classical Assumption tests Normality test The result of P-P Plot Normality Test Results of Validity Test Communication Corrected Statement Item-Total Conclusion Correlation Valid Valid Valid Valid Valid Results of Validity Test Compensation Corrected Statement Item-Total Conclusion Correlation X3.
Valid X3.
Valid X3.
Valid X3.
Valid X3.
Valid Testing distributed residual assumptions shows that the regression model qualifies for the normality test.
The regression model is appropriate to predict the dependent variable based on the input of the independent variables.
Multicollinearity Test The result of Multicollinearity Test Collinearity Statistics Model Tolerance VIF (Constan.
Career Development Communication Compensation Results of Validity Test Emplyoee Performance INTERNATIONAL CONFERENCE OF ASEAN PERSPECTIVE AND POLICY All VIF values are below 10, and tolerance values 1, meaning that Variables of Career Development.
Communication.
Compensation in this study do not show multicollinearity symptoms.
The independent variables in this study are not correlated.
Heteroscedasticity test Results of Data Analysis Tests Multiple Linear Regression Analysis The result of Multiple Linear Regression Analysis Model (Constan.
Career Development Communication Compensation Unstandardized Coefficients Std.
Error Sig.
(Constan.
Career Development Communication Compensation From the Partial Test results listed in the table, tcount from Career Development has a value of 494, t-count from Communication has a value 546 and t-count of Compensation has a value The t-table has a value of 1.
667 and c = Meanwhile, the significance of Career Development has a significance value of 0.
and Communication has a value of 0.
001 and Compensation has a significance value of 0.
The result indicates that the Career Development variable the t-count is higher than the t-table .
494 > 1.
and the significance of 0.
<0.
Thus the proposed hypothesis is proven and accepted.
The test results for Communication variables showed higher t-count values than ttables .
546> 1.
and with a significance level of 0.
001 <0.
Thus the proposed hypothesis is proven and accepted.
The test results for Communication variables showed higher t-count values than t-tables .
247> 1.
and with a significance level of 0.
000 <0.
Thus the proposed hypothesis is proven and Coefficients determination test (R.
Based on the results of data processing.
The equation of this research is formulated as follows:
Y = -0.
452 X1 0.
197 X2 0.
367 X3 e The result of coefficients determination (R.
Model R Square Adjusted R Square Std.
Error of the Estimate Simultaneous Hypothesis Test The result of Simultaneous Hypothesis Test Sum of Squares Model Regression Residual Total Mean Square Sig.
From the F-test results listed in the table.
F-count has a value of 133.
039 with a significance of 000 lower than 0.
ignificance level is 5 Meanwhile.
F-table has a value of 2.
In conclusion, the test results show the value of F-count > F-table .
119 > 2.
and degree of significance .
000 < 0.
Thus simultaneously the independent variables .
areer development, communication, and compensatio.
have the significant effect on employees performance.
Partial Hypothesis Test The results of Partial Hypothesis Test Model Unstandardized Coefficients Std.
Error Sig.
The coefficient of determinant shows how much contribution of the independent variable to dependent variable.
The closer to the value of one of the coefficients of determination (RA) shows the contribution of the independent variable to the dependent variable.
R Square value in this study 893 or 89.
3 percent.
These results indicate the contribution of Career Development.
Communication.
Compensation Employees performance is limited to 89.
Means 10.
7 percent comes from other factors not included in this study.
Discussion The Effect of Career Development on Employee Performance The results show that Career Development has a positive and significant effect on employee This research is in accordance with the research Hodges .
, which shows that Career Development has a positive and significant impact on employee performance.
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This research states that Career Development is the process of enhancing individual workability to achieve the desired career.
Career Development affects employee performance, where Career Development is a formal and organized effort and is planned to achieve a balance between individual career interests and the organization as a whole, which the organization does to ensure that people within the organization have the appropriate classification and ability and experience when needed .
Therefore, the organization must manage the career and develop it well so that productivity and employee loyalty are maintained and can encourage employees to always provide the best and help the organization to obtain skilled and skilled personnel in performing tasks that can impact on improving employee performance and improvement organizational performance.
The Effect of Communication on Employee Performance The results show that communication has a positive and significant effect on employee This research is following the research Hodges .
, which shows that communication has a positive and significant impact on employee performance.
This research suggests that communication will occur and last as long as there is an ordinary meaning about what is being stated.
The similarity of the language used in the conversation is not necessarily the cause of similarity, in other words, understand the language does not necessarily lead to the similarity of meaning.
It is clear that the conversations of both people can be communicative if both can understand the meaning of the material being spoken.
Based on these statements visible to the existence of excellent communication can improve the performance of employees because with excellent communication and communicative there is no error information and errors of delivery of work to be done.
The Effect of Compensation on Employee Performance The results show that compensation has a positive and significant effect on employee performance.
This research is following the research Hodges .
, shows that compensation has a positive and significant impact on employee performance.
This study states that the compensation influences an employee's performance, the necessary motivation of most people to be employees in a particular company is to earn a living.
Means if on the one hand a person uses knowledge, skills, energy and some time to work on a company, on the other hand, the employee expects to receive certain rewards.
CONCLUSION
Based on the results of the discussion then it can be concluded as follows:
Career Development partially positive and significant effect on employee performance at PT.
Kereta Api Indonesia Regional Division I Sumatera Utara.
Communications partially have a positive and significant effect on employee performance at PT.
Kereta Api Indonesia Regional Division Sumatera Utara.
Compensation partially positive and significant effect on employee performance at PT.
Kereta Api Indonesia Regional Division I Sumatera Utara.
Quality factors of work life consisting of Career Development, communication and compensation simultaneously have a positive and significant influence on employee performance at PT.
Kereta Api Indonesia Regional Division I Sumatera Utara.
Based on the results of the research, the researchers suggested as follows:
Suggested to the company management in order to improve the quality of work life consisting of Career Development, communication and compensation, so as to improve employee It is also suggested for the next researcher to be able to add another independent variable that is not in this research that can affect employee performance.
ACKNOWLEDGMENT
We gratefully acknowledge the financial support from Universitas Pembangunan Panca Budi.
REFERENCES