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"Salah satu tugas aparatur pajak adalah melakukan pemeriksaan yang bertujuan untuk memastikan apakah Wajib Pajak sudah melakukan kewajiban perpajakannya sesuai dengan peraturan. Kinerja pemeriksaan yang dilakukan oleh para aparatur pemeriksa akan menentukan tingkat kepatuhan Wajib Pajak dalam melaksanakan kewajiban perpajakannya, yang lebih lanjut akan menentukan tingkat penerimaan negara. Penelitian ini bertujuan untuk mengungkap faktor-faktor yang berpengaruh terhadap kualitas pemeriksaan yang diantaranya adalah budaya organisasi dan motivasi berprestasi.Budaya organisasi adalah nilai-nilai, asumsi-asumsi dan keyakinankeyakinan dasar yang dirasakan bersama oleh anggota organisasi yang meliputi: inisiatif individu, toleransi terhadap risiko, integrasi, dukungan manajemen, pengawasan, identifikasi, sistem penghargaan, toleransi terhadap konflik, dan poly komunikasi. Motivasi berprestasi adalah suatu dorongan, keinginan, dan tingkat kesediaan seseorang untuk mengeluarkan upaya dalam rangka mencapai prestasi terbaik yang diukur dengan indikator: tanggung jawab, pertimbangan terhadap risiko, umpan balik, inovatif, waktu penyelesaian tugas, dan ingin menjadi yang. Kualitas pemeriksaan pajak adalah kondisi dinamis yang mencerminkan upaya aparatur pajak dalam melakukan korespondensi, pemeriksaan kantor, dan pemeriksaan lapangan atas wajib pajakPenelitian menggunakan desain korelasional dengan melibatkan 42 responden yang diambil teknik sensus. Pengumpulan data dilakukan dengan kuesioner yang sebelumnya telah teruji validitas dan reliabilitas. Uji validitas menggunakan korelasi Product Moment dan uji reliabilitas dengan menggunakan Alpha Cronbach. Data yang diperoleh selanjutnya dianalisis dengan menggunakan formula statistika, yakni korelasi dan regresi yang perhitungannya dilakukan dengan menggunakan bantuan program SPSS versi 12. Hasil analisis deskriptif menunjukkan bahwa budaya organisasi dan motivasi berprestasi tergolong baik, sedangkan untuk kualitas pemeriksaan belum baik karena pada umumnya belum mencapai target yang ditetapkan. Hasil pengujian hipotesis menunjukkan bahwa budaya organisasi dan motivasi berprestasi memiliki pengaruh positif dan signifikan terhadap kualitas pemeriksaan pajak. Budaya organisasi memberikan kontribusi sebesar 29%, motivasi berprestasi 42,3%, dan secara bersama-sama budaya organisasi dan motivasi berprestasi memberikan kontribusi 44,2%. Dengan demikian kesimpulan penelitian ini adalah semakin baik budaya organisasi dan semakin tinggi motivasi berprestasi maka semakin baik kualitas pemeriksaan pajak, sebaliknya semakin buruk budaya organisasi dan semakin rendah motivasi berprestasi maka semakin buruk pula kualitas pemeriksaan pajak.Budaya organisasi perlu ditingkatkan dengan mereduksi nilai-nilai yang kurang relevan untuk kebutuhan pengembangan organisasi dan karyawan yang harus didahulul oleh kegiatan riset secara intens dan series untuk menemukan nilai-nilai budaya yang usang dan berusaha mengidentifikasi nilai-nilai baru. Sementara motivasi berprestasi dapat ditingkatkan dengan perbaikan sistem pengembangan karir dan promosi yang lebih baik, obyektif dan adil. Untuk menindaklanjuti hasil penelitian ini ada baiknya dilakukan penelitian lanjutan serupa dengan mengambil obyek yang berbeda dan jumlah sampel yang lebih banyak sehingga diperoleh wilayah generalisasi yang lebih luas.

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The one of tax auditor's tasks is to audit and to ensure whether taxpayers have paid their tax obligations correspond to the rule. The performance of auditing done by the auditors will determine the degree of taxpayer compliance in paying their tax obligations, which in turn will affect the degree of state receivable. This research was aimed to examine factors affecting the quality of tax auditing, in which two among many were organizational culture and achievement motivation.

Organizational culture defined as values, assumptions and confidences of the base felt together by organizational member which cover: individual initiative, tolerance to risk, integration, management support, observation, identify, appreciation system, tolerance to conflict, and communications pattern. Achievement motivation is motivation, desire, and storey, level readiness of someone to do the effort for the agenda of reaching the best achievement which measured with indicator: responsibility, consideration to risk, feed back, innovative, time solution of duty, and want to be the best. Quality of tax auditing is dynamic condition which expresses the effort tax auditor's in doing the correspondence, inspection of office, and inspection of field of taxpayer.

42 respondents were participated using census sampling. Questionnaires were used to collect data after testing their validity using Pearson Product Moment and reliability using Alpha Cronbach. Obtained data then were examined using correlation and regression technique with SPSS V. 12.

The results showed that organizational culture and the achievement motivation could be characterized as good, while for the quality of tax auditing not yet good, because generally they not yet reached specified goals. Hypotheses testing showed that organizational culture and achievement motivation had positive and significant influence toward the quality of tax auditing. Organizational culture gave 29% contribution, achievement motivation gave 42.3%, and both organizational culture and achievement motivation gave 44.2%. Thus, it could be concluded that the better organizational culture and the higher achievement motivation, the better the quality of tax controlling among tax controllers: and vice versa.

Organizational culture needs improving by decreasing obsolete values which are not relevant to the need of developing organization and employees. Intense and serious researches needed to discover obsolete values, and to identifying new values. Achievement motivation can be increased by improving career development system and better promotion, objectively and considering justice. To follow up this study, further similar researches using different objects and bigger sample size needed, so that generalization will be larger."

"Dalam rangka mewujudkan prinsip efisiensi dan produktivitas pada pengelolaan RSUD Budhi Asih, dibutuhkan pegawai dengan komitmen organisasi yang tinggi, Menurut Greenberg dan Baron (2000:), pegawai dengan komitmen yang tinggi akan menunjukkan sikap dan keinginan yang tinggi pula untuk berbagi dan mempersembahkan sesuatu yang dibutuhkan organisasi. Komitmen yang kuat dapat dicapai dengan meningkatkan kualitas kehidupan kerja (quallty of work life).Para ahli telah mengembangkan program-program peningk:atan kualitas kehidupan kelja untuk meningkatkan motivasi, kepuasan. dan komitmen pegawai, yang mana faktor-faktor ini berperan dalam meningkatkan perfonna organisasi. Berdasarkan penelitian yang dilakukan oleh Alvin (2{){)6)waktu kerja produktif pegawai administrnsi RSUD Budhi Asih banya 64.6%. Selain itu, aspek­ aspek kualitas kehidupan keJja di RSUD Budhi Asih masib kurang dikembangkan., dengan kondisi kerja seperti ini, dikhawatirkan akan terjadi penurunan komitmen organisasi pegawai yang akan berdampak buruk bagi Rumah Sakit. Permasalahan utama yang diajukan dalam penelitian ini adalah gambaran hubungan aspek kualitas kehidupan kerja berdasarkan Cassio (2006) yang terdiri dari partisipasi karyawan, pengembangan karir, rasa bangga terhadap perusahaan, lingkungan kerja, penyelesaian masalah dan komunikasi, dengan komitmen organisasi pegawai administrasi instalasi Rawat Jalan bagian front office dan Laboratorium RSUD Budhi Asih. Komitmen organisasi dilihat dari masing-masing komponen berdasarkan Allen dan Meyer (1990), yaitu komitmen efektif, komitmen rasional, dan komitmen normatif. Peneltian ini dilakukan dengan pendekatan kualitatif dan kuantitatif. Dalam penelitian ini, penulis berupaya memperoleh jawaban atau informasi mendalam dari pegawai administrasi instalasi Rawat Jalan bagian front office dan Laboratorium RSUD Budhi Asih yang seluruhnya berjumlah 37 orang. Untuk memperoleh data digunakan instrumen berupa pedoman wawancara mendalam dan dokumen yang berhubungan dengan topik penelitian. Hasil wawancara mendalam menunjukkan bahwa dari 37 pegawai terdapat 11 orang dengan kualitas kehidupan kerja tinggi, 23 orang sedang, dan 3 orang rendah. Untuk komitmen, didapatkan hasil, yaitu:3 orang komitmen afektif, 29 orang komitmen rasional, dan 5orang komitmen normatif. Hasil penelitian menunjukkan tidak ada hubungan antara kualitas kehidupan kerja dengan komitmen organisasi pegawai. Tidak berhubungannya kedua varlabel dalam penelitian kurangnya validitas internal pada instrumen penelitian. Bagi pihak manajemen rumah sak:it, disarankan untuk melakukan program­ program peningkatan kualitas kehidupan kerja dan komitmen organisasi pegawai. Untuk meningkatkan kualitas kehidupan keria pegawai, dapat dilakukan peningkatkan partisipasi pegawai terhadap program dan kegiatan rumah sakit melalui pembagian angket/kuesioner, serta perwakilan pegawai pelaksana dalam rapat besar. Perlu diadakan rekreasi dan kegiatan kegiatan kekeluargaan non formal, rnenegakkan sistem reward dan punishment, mempertimbangkan program pendidikan dan pelathan bagi pegawai front office, memperbaiki situasi ruang kerja front office dari segi keamanan dan keselamatan kerja dan mengadakan program konseling bagi pegawai. Untuk meningkatkan komitmen organisasi, sebaiknya pihak manajemen mengetahui kebutuhan-kebutuhan dominan pegawai melalui pembagian angket, yang selanjutnya hal ini dapat menjadi masukan bagi pihak manajemen untuk peningkatan motivasi pegawai. Pembinaan dan pengembangan kompetensi juga perlu dilakukan, sehingga pegawai merasakan adanya dukungan dan kemudahan dalam bekerja. Untuk peneliti yang akan datang, sebaiknya meningkatkan va1iditas internal instrumen penelitian dengan disesuaikan budaya infonnan, yaitu dengan melakukan pengelompokan berdasarkan karakteristik pribadi.

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In order to fulfill the efficiency and productivity principles on the running of RSUD Budhi Asih, it is necessary to find employees with high organizational commitment. According to Greenberg and Baron (2000), employees with high organizational commitment will show some good manner and high needs to share and give the best to the organization. A strong commitment can be obtain by improving the quality of work life. Many experts have developed quality of work life improvement programs to improve motivation, satisfaction, and employees' commitment by which these factors take a very crucial part on the performance improvement scenario of the organization. Based on the research done by Alvin (2006), productive work time of RSUD Budhi Asih, clerical employees is only 64.6%. Besides, their quality of work life is not yet well-developed. With this working condition, it is possible that there will be some organization commitment degradation in the future which may affect baldy for the hospital. The main problem proposed by this research is the description of possible conection between the quality of work life aspects based on Cassio (2006) ? employee participation, carer development, pride, equitable, compensation, job security, wellness, safe environment, conflict resolution, and communication with organizational commitment of Out Patient's front office and Laboratory employees of RSUD B udhi Asih. Organizational commitment, rational commitment, and normative commitment. This research is done with some qualitative and quantitative approach. The researcher is trying to gather in-depth answer or information from front officers and Laboratory clerical employees which sum up for a total of 37 persons. To gain data the researcher used in-dept interview and documents related to research topic. In-depth interview showed that II out of 37 employees have high quality of work life. Commitment, that is: 3 people with affective commitment, 29 people with rational commitment, and 5 people with normative commitment. Analysis output showed that there is no significant relation between the quality of work life and employee's organizational commitment. This fact ls caused by the lack of internal validity on the research instruments. As for the hospital, it is suggested to do some employees commitment and quality of work life improvement programs. To improve the employee?s quality of work life, hospital management suggested to improve the employees participation on hospital programs and activities, and representativeness of employees on hospital meeting's. Hospital suggested to make recreation programs and non*forma1 activities. establish reward an punishments front officers, fix the situation of front officers working area related to safety environment. and make a counsellng's program for employees. To improve the employee's organizational commitment, hospital management should find the employee's dominant needs by questionaire, this way can be useful for hospital's management to improve employee's motivation. Competency improvement is important also, in order to support and make the job easy. For future research., it is suggested to improve internal validity on the research instruments, depend on the informans culture, by categorized the informans based on their internal characteristics."

"Tesis ini membahas pengaruh quality of work life, perceived organization culture, kepuasan kerja dan komitmen organisasional terhadap intention to quit di sepuluh Kantor Pelayanan Perbendaharaan Negara-Kementrian Keuangan. Penelitian ini adalah penelitian kuantitatif dengan desain survey menggunakan instrumen kuesioner kepada seluruh pelaksana di 10 KPPN. Hasil pengujian regresi menunjukkan bahwa kepuasan kerja, komitmen organisasional, dan salah satu dimensi quality of work life yaitu work life balance memiliki pengaruh negatif yang signifikan dengan intention to quit. Dengan R2 sebesar 34,1% menunjukkan sebanyak 34,1% intention to quit dapat dijelaskan oleh variabelvariabel tersebut diatas. Sehingga penelitian ini dapat menyarankan perlunya melakukan pembenahan kebijakan terkait aspek-aspek yang menjadi sumber kepuasan dan kenyamanan work life balance pegawai. Misalnya saja terkait kepastian pola dan lama penugasan di daerah. Selain itu perlu adanya programprogram yang dapat meningkatkan komitmen pada organisasi.

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This thesis examines the effects of quality of work life, perceived organization culture, job satisfaction, and organizational commitment to intention to quit at big 10 Kantor Pelayanan Perbendaharaan Negara - Kementerian Keuangan. This research is quantitative research design using questionnaire survey approach. The result of regression analysis find that job satisfaction, organizational commitment, and one dimension of the quality of work life, work life balance are negatively influence. R2 score, 34,1% means that 34,1% of intention to quit variability can be explained by those variables. Hence this research may suggest KPPN Management in particular and Ditjen Perbendaharaan in general to reform and develop the policies that support employee's work life balance and satisfaction. For example, management can set up the duration and the pattern of assignment. Moreover they can develop programs that can increase commitment to the organization."

"[ Skripsi ini bertujuan untuk menganalisis pengaruh quality of work life terhadap employee engagement pada American Petroleum Company Indonesia Penelitian ini adalah penelitian kuantitiatif dengan metode regresi linear dan regresi berganda dengan jumlah sample 273 Kuesioner yang digunakan dalam penelitian ini adalah Kuesioner evaluasi berdasarkan model Walton untuk mengukur quality of work life yang dikembangkan oleh Walton 1975 dalam Timossi Pedroso Francisco dan Pilatti 2008 Kuesioner untuk mengukur employee engagement berdasarkan Utrecht Work Engagement Scale UWES yang dikembangkan oleh Schaufeli and Bakker 2003 Hasil penelitian menemukan adanya pengaruh positif quality of work life terhadap employee engagement pada American Petroleum Company Indonesia Dimensi quality of work life seperti use of capacity work occupy dan fair and appropriate salary berpengaruh secara positif dan signifikan terhadap employee engagement Berdasarkan temuan tersebut peneliti menyarankan perusahaan American Petroleum Company Indonesia untuk memberikan perhatian yang lebih terkait employee engagement dan quality of work life khususnya pada dimensi use of capacity work occupy dan fair and appropriate salary serta penelitian yang lebih lanjut difokuskan pada generasi Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y , The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ]"

"Tesis ini membahas hubungan antara komponen kualitas kehidupan kerja (quality of work life) dengan kinerja bidan puskesmas di wilayah Kabupaten Bangka Tengah Tahun 2013. Penelitian ini dilakukan karena peneliti melihat adanya penurunan kinerja bidan pada tahun 2012. Penelitian ini merupakan penelitian observasional dengan desain cross sectional.Teori yang digunakan untuk melihat kualitas kehidupan kerja bidan adalah teori Cascio (2013) yang terdiri dari sembilan komponen yaitu keterlibatan pegawai, kompensasi yang adil atau seimbang, rasa aman terhadap pekerjaan, keselamatan lingkungan kerja, rasa bangga terhadap institusi, pengembangan karir, fasilitas yang tersedia, penyelesaian masalah dan komunikasi.Hasil penelitian menunjukkan bahwa komponen QWL yang signifikan berhubungan dengan kinerja adalah keterlibatan pegawai sekaligus komponen QWL yang paling kuat hubungannya dengan kinerja bidan puskesmas.Berdasarkan hasil penelitian, peneliti menyarankan agar bidan sebagai tenaga kerja yang profesional harus bekerja sesuai dengan peraturan dan standar operasional yang berlaku. Puskesmas sebagai tempat kerja harus memperhatikan semua komponen QWL yang berhubungan dengan kinerja bidan dan Dinas Kesehatan sebagai pembuat kebijakan harus melakukan monitoring dan evaluasi secara rutin, memenuhi kebutuhan kesehatan dan keselamatan kerja di puskesmas serta melakukan reward and punishment terhadap kinerja pegawai.

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This thesis studies the relationship between component of quality of work life to the performance of midwife clinics in Central Bangka regency in 2013. This research was conducted because researchers saw a decrease in performance midwife in 2012. This study is an observational study with cross-sectional design.

Theory is used to see the quality of work life midwife is the theory Cascio (2013) which consists of nine components: employee participation, job security, save environment, pride, career development, wellness, conflict resolution and communication.

The results showed that a significant component of QWL is related to the employee participation and become the most powerful component of QWL do with performance midwife clinic.

Based on the research results, the researchers suggested that midwives as professional workforce to work in accordance with the regulations and standards applicable operational. Health centers as workplaces should pay attention to all components of QWL related to the performance of the Department of Health as a midwife and policy makers must undertake monitoring and evaluation on a regular basis, to meet the needs of health and safety in the clinic and do reward and punishment on employee performance."

"Penelitian ini membahas tentang hubungan komponen quality of work lifedengan kinerja perawat di bagian keperawatan Rumah Sakit Budi KemuliaanBatam Era Jaminan Kesehatan Nasional Tahun 2015.Metodologi penelitian bersifat kuantitatif dengan desain cross sectional. Penelitianini untuk melihat hubungan antara sembilan komponen variabel independenQuality of Work Life yaitu: keterlibatan karyawan, kompensasi, rasa amanterhadap pekerjaan, keselamatan lingkungan kerja, rasa bangga terhadap institusi,pengembangan karir, fasilitas, penyelesaian masalah dan komunikasi dengankinerja perawat di Bagian Keperawatan Rumah Sakit Budi Kemuliaan Batam. Responden berjumlah 100 perawat.Karakteristik responden dari umur terbanyak usia 20-29 tahun 40 dan30-39 tahun 39, pendidikan rata-rata D3 keperawatan 87, status pegawaiterbanyak adalah pegawai tetap 88 dan lama bekerja terbanyak diatas3 tahun 59. Analisis bivariat dengan Chi Square dan uji korelasiSpearman didapatkan hubungan yang signifikan dengan kinerja perawatadalah komponen keterlibatan karyawan, kompensasi dan keselamatan lingkungankerja. Analisis lanjut regresi logistik didapatkan komponen yang mempunyai hubungan signifikan adalah keterlibatan karyawan, kompensasi, rasa aman terhadap pekerjaan, keselamatan lingkungan kerja, pengembangan karir.

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This Research assess the relationship between Quality Of Work Life QWL components and the performance of nurses in the Budi KemuliaanHospital Batam Era National Health Insurance 2015.Research metodology quantitative, cross sectional design. These QWLcomponents are employee participation, compensation, job security, workenvironment safety, a sense of pride in the institution, career development,facilities, conflict resolution and communication.Respondents were amounted to 100 nurses. The age of majority of respondents is 20 29 years 40 and 30 39 years 39 average education is Diploma of nursing 87, the statusof most employees are permanent employee 88 and working periode isover 3 years 59. Bivariate analysis with Chi Square and Spearmancorrelation test found a significant relationship between components ofemployee participation, compensation and work environment safety with thenurses performance. Further multiple logistic analysis found asignificant relationship between components of employee participation,compensation, job security, work environment safety and career development withthe performance of nurses."

"Penelitian ini mendeskripsikan Quality of Work Life (QWL) peneliti profesional selama Work from Home (WFH) di Lembaga Demografi Fakultas Ekonomi dan Bisnis Universitas Indonesia (LD FEB UI) dari disiplin Ilmu Kesejahteraan Sosial. Urgensi dilakukannya penelitian ini adalah kondisi peneliti profesional yang perlu memenuhi kualitas kehidupan kerja yang baik selama WFH sebagai bentuk peningkatan kesejahteraan pekerja yang diwujudkan oleh LD FEB UI. QWL merupakan sebuah bentuk intervensi dalam pendekatan mezzo yang dilaksanakan organisasi untuk mengoptimalkan kualitas kehidupan kerja pekerja, sehingga dalam gilirannya organisasi dapat memenuhi kesejahteraan pekerja, menciptakan iklim organisasi yang baik, dan mewujudkan tujuan organisasi. Tujuan dari penelitian ini adalah untuk mendeskripsikan QWL peneliti profesional selama WFH di LD FEB UI. Penelitian ini dilaksanakan dari Oktober 2021 hingga Juli 2022 dengan teknik pengumpulan data yaitu wawancara mendalam secara daring terhadap enam (6) informan yang terdiri dari peneliti profesional, Manajer Penelitian, serta Manajer Personalia dan Administrasi Umum. Keenam informan tersebut telah dipilih melalui teknik purposive sampling sesuai dengan kriteria informan yang dibutuhkan dalam penelitian ini. Pendekatan yang digunakan dalam penelitian ini adalah kualitatif dengan jenis penelitian deskriptif. Penelitian ini mendeskripsikan bagaimana kondisi QWL dari peneliti profesional yang mengalami transisi dan melakukan pekerjaannya dari rumah selama pandemi Covid-19. Hasil penelitian ini menguraikan bahwa peneliti profesional telah memenuhi enam dari sembilan dimensi QWL selama bekerja dari rumah, di mana mereka dapat meresolusi konflik yang ada, dapat berpartisipasi dalam lembaga, memiliki karier yang dapat berkembang, mendapatkan kompensasi yang adil, mendapatkan fasilitas kesehatan kerja yang memadai, dan memiliki kebanggaan terhadap lembaga. Adapun diantara tiga dimensi yang belum terpenuhi adalah sebab kesulitan berkomunikasi, terdapatnya rasa tidak aman atas pekerjaan, dan pergeseran lingkungan kerja yang menjadi tidak aman selama WFH. Hasil penelitian ini menyimpulkan bahwa LD FEB UI belum memenuhi kualitas kehidupan kerja dalam perspektif pekerja selama peneliti profesional bekerja dari rumah. Hasil penelitian ini diharapkan dapat memberikan sumbangsih untuk memperkaya topik QWL pada mata kuliah Manajemen Sumber Daya Manusia dalam Organisasi Pelayanan Kemanusiaan (MSDM) yang dikaji dalam Ilmu Kesejahteraan Sosial.

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This study describes the Quality of Work Life (QWL) of professional researchers during Work from Home (WFH) at the Lembaga Demografi Faculty of Economics and Business University of Indonesia (LD FEB UI) from the discipline of Social Welfare Sciences. The urgency of doing this research is the condition of professional researchers who must fulfill a good quality of work life during WFH to improve their welfare. QWL is a form of intervention in the mezzo approach, which organizations carry out to optimize their employees’ quality of work lives. In turn, the organization can meet the welfare of employees, create a good organizational climate, and realize organizational goals. The purpose of this study is to describe the QWL of professional researchers during WFH at LD FEB UI. This research was conducted from October 2021 to July 2022 using data collection techniques, namely in-depth interviews with six (6) informants, including professional researchers, a Research Manager, and Managers of Personnel and General Administration. The six informants have been selected through a purposive sampling technique by the criteria of the informants needed in this study. The approach used in this research is qualitative with a descriptive research type. This study describes the QWL condition of professional researchers while transitioning and doing their work from home during the Covid-19 pandemic. The results of this study describe that professional researchers have fulfilled six of the nine QWL dimensions while working from home, where they can resolve existing conflicts, participate in institutions, develop careers, get adequate compensation, get good occupational health facilities, and have pride in the institution. Among the three dimensions that have not been fulfilled are the causes of communication difficulties, the feeling of insecurity at work, and a shift in the work environment that becomes unsafe during WFH. The results of this study conclude that LD FEB UI has not yet fulfilled the quality of work life from the employees' perspective while the professional researchers are working from home. The results of this study are expected to enrich the QWL topic in the Human Resource Management in Human Service Organizations course, which is studied in Social Welfare Sciences."

"Penelitian ini membahas tentang hubungan komponen quality of work life dengan kinerja bidan di Departemen Obstetri dan Ginekologi RSPAD Gatot Soebroto- Jakarta tahun 2011.Metodologi penelitian bersifat kuantitatif dengan desain cross sectional. Penelitian ini untuk melihat hubungan antara sembilan komponen variabel independen Quality of Work Life berupa : keterlibatan karyawan, kompensasi, rasa aman terhadap pekerjaan, keselamatan lingkungan kerja, rasa bangga terhadap institusi, pengembangan karir, fasilitas, penyelesaian masalah dan komunikasi dengan kinerja bidan di Departemen Obstetri dan Ginekologi RSPAD Gatot Soebroto- Jakarta.Responden berjumlah 97 bidan. Karakteristik responden dari umur terbanyak usia 20-29 tahun (41,24%) dan 40-55 tahun (40,21%), pendidikan rata-rata D3 kebidanan (86,60%), status pegawai terbanyak adalah PNS (87,62%) dan lama bekerja terbanyak diatas 3 tahun (75,26%).Analisis bivariat dengan Chi Square dan uji korelasi Spearman didapatkan hubungan yang signifikan dengan kinerja bidan adalah komponen keterlibatan karyawan, penyelesaian masalah dan komunikasi. Analisis lanjut regresi berganda didapatkan komponen yang mempunyai hubungan signifikan adalah kompensasi, keselamatan lingkungan kerja, penyelesaian masalah dan komunikasi.

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This research assess the relationship between quality of work life (QWL) components and the performance of midwives in the Department of Obstetrics and Gynecology Gatot Soebroto Army Hospital, Jakarta in 2011.

Research metodology : quantitative, cross-sectional design. These QWL components are employee participation, compensation, job security, work environment safety, a sense of pride in the institution, career development, facilities, conflict resolution and communication.

Respondents were amounted to 97 midwives. The age of majority of respondents is 20-29 years (41.24%) and 40-55 years (40.21%), average education is Diploma in obstetrics (86.60%), the status of most employees are civil servants (87,62%) and working periode is over 3 years (75,26%).

Bivariate analysis with Chi Square and Spearman correlation test found a significant relationship between components of employee participation, problem solving and communication with the midwives performance. Further multiple regression analysis found a significant relationship between components of compensation, work environment safety, problem solving and communication with the performance of midwives."

"Tesis ini bertujuan untuk mengetahui hubungan komponen quality of work life dengan kinerja perawat pelaksana diruang rawat inap Rumah Sakit Bhakti Yudha. Metode penelitian dengan desain kuantitatif dan pendekatan crosssectional pada 81 perawat pelaksana. Digunakan analisis univariat, bivariat dan multivariate dengan uji statistic chi-square dan regresi logistic menggunakan SPSS versi 17. Untuk penyederhanaan model multivariat dengan melakukan eleminasi terhadap faktor perancu. menggunakan metode stepwise backward. Hasil penelitian, 3 (tiga) variabel yang signifikan berhubungan dengan kinerja perawat yaitu rasa aman terhadap pekerjaan, rasa bangga terhadap institusi dan penyelesaian masalah. Dan variabel yang paling berhubungan adalah variabel penyelesaian masalah. Saran untuk RS Bhakti Yudha Depok yaitu ikut serta untuk memecahkan masalah perawat baik itu masalah dipekerjaan maupun masalah pribadi karena akan meningkatkan kinerja perawat 5 kali lebih tinggi dibandingkan mereka harus memecahkan masalah sendiri.

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This thesis aims to investigate the correlation component of quality of work life with the performance of the implementing nurse-patient hospital room Bhakti Yudha. Quantitative research methods to design and cross-sectional approach in 81 nurses. Used univariate analysis, bivariate and multivariate statistics with chi-square test and logistic regression using SPSS version 17. For the multivariate model simplification by elimination of confounding factors. using backward stepwise method.

The results, three (3) significant variables associated with the performance of nurses is a sense of security of employment, a sense of pride to the institution and settlement of the problem. And the most pertinent variable is a variable problem resolution. Suggestions for RS Bhakti Yudha Depok which participate to solve the problem of nurse both problems at work or personal problems because it will improve the performance of nurses 5 times higher than they should solve their own problems."