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"Penelitian ini bertujuan untuk mengetahui pengaruh dari dimensi quality of work life terhadap turnover intention. Terdapat empat dimensi yang digunakan untuk variabel quality of work life yaitu supervisory behavior, compensation & benefit, job characteristics dan work life balance. Responden dari penelitian ini adalah 125 orang karyawan kantor pusat PT. XYZ yang merupakan karyawan tetap di perusahaan tersebut. Metode yang digunakan untuk mengelola data dalam penelitian ini adalah Multiple Regression. Hasil dari penelitian ini menunjukkan bahwa dari empat dimensi quality of work life, hanya dua dimensi yang terbukti memiliki pengaruh negatif terhadap turnover intention yaitu compensation & benefit dan work life balance. Sedangkan dua dimensi lainnya yaitu supervisory behavior dan job characteristics tidak terbukti memiliki pengaruh negatif terhadap turnover inetention.

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This study aims to determine the quality of work life dimensions toward turnover intention. There are four dimensions used for the variable quality of work life, those are supervisory behavior, compensation & benefit, job characteristics and work life balance. The respondents of this study are 125 permanent employees of PT. XYZ head office. This study uses Multiple Regression to process the data. The result of this study shows that only two out of four dimensions have effects toward turnover intention those are compensation & benefit and work life balance. While the other two dimensions, supervisory behavior and job characteristics have no effects toward turnover intention."

"Di era war of talent yang semakin sengit, penting bagi perusahaan untuk mengontrol tingkat turnover karyawan. Terdapat berbagai macam faktor yang menyebabkan intensi karyawan untuk meninggalkan perusahaan. Penelitian ini bertujuan untuk menganalisis pengaruh quality of work life terhadap turnover intention dengan organizational embeddedness sebagai variabel mediasi. Konsep quality of work life diukur menggunakan lima dimensi yaitu compensation and benefits, career opportunities, work life balance, job characteristics, dan supervisor behavior. Penelitian ini menggunakan pendekatan kuantitatif dengan pengumpulan data melalui kuesioner yang disebarluaskan secara daring kepada karyawan tetap PT Bank Syariah Indonesia Tbk di kantor pusat DKI Jakarta. Data yang berhasil terkumpul sebanyak 103 responden dan dianalisis menggunakan PLS-SEM melalui software SmartPLS. Hasil penelitian ini menunjukkan bahwa quality of work life berpengaruh negatif dan tidak signfikan terhadap turnover intention. Sementara itu, quality of work life berpengaruh positif terhadap organizational embeddedness di mana dimensi career opportunities dan job characteristics memiliki pengaruh yang signifikan. Lebih lanjut, penelitian ini juga menunjukkan bahwa organizational embeddedness berpengaruh negatif dan signifikan terhadap turnover intention. Namun, organizational embeddedness tidak memediasi hubungan antara quality of work life dengan turnover intention.

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In the era of increasingly fierce war of talent, it is important for companies to control employee turnover rates. There are various factors that cause employees intention to leave the company. This study aims to analyze the effect of quality of work life on turnover intention with organizational embeddedness as a mediating variable. The concept of quality of work life is measured using five dimensions, namely compensation and benefits, career opportunities, work life balance, job characteristics, and supervisor behavior. This research uses a quantitative approach with data collection through questionnaires distributed online to permanent employees of PT Bank Syariah Indonesia Tbk at the head office of DKI Jakarta. The data collected were 103 respondents and analyzed using the PLS-SEM through SmartPLS software. The results of this study indicate that quality of work life has a negative and insignificant effect on turnover intention. Meanwhile, quality of work life has a positive effect on organizational embeddedness where the dimensions of career opportunities and job characteristics have a significant effect. Furthermore, this study also shows that organizational embeddedness has a negative and significant effect on turnover intention. However, organizational embeddedness does not mediate the relationship between quality of work life and turnover intention."

"Tesis ini bertujuan menganalisis hubungan komponen-komponen quality of work life dengan turnover intention perawat dan bidan pelaksana Rumah Sakit Tugu Ibu. Metode penelitian yang digunakan adalah kuantitatif secara cross-sectional pada 143 perawat dan bidan pelaksana. Analisis yang digunakan adalah analisis univariat, bivariat, dan multivariat dengan uji statistik menggunakan chi-square dan regresi logistik menggunakan SPSS versi 20. Pemodelan multivariat dengan menggunakan metode enter. Hasil penelitian menunjukkan adanya kontribusi variabel-variabel quality of work life terhadap turnover intention perawat dan bidan pelaksana. Saran untuk Rumah Sakit Tugu Ibu berdasarkan hasil penelitian adalah memperkuat rasa bangga terhadap institusi, menerapkan program manajemen risiko klinis, mempertahankan kekeluargaan dan toleransi dalam komunikasi organisasi, memberikan kompensasi yang seimbang sesuai model jenjang karir perawat klinis menurut Depkes RI, mempertahankan fasilitas refreshing, meningkatkan pengelolaan sistem jaminan kesehatan dan pensiun, serta meningkatkan dan mengevaluasi kepuasan kerja.

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The aim of this study is to analyse the correlation between the components of quality of work life with the nurse and midwives turnover intention at Tugu Ibu Hospital. Quantitative Cross-Sectional methods was used on 143 nurses and midwives sample. Univariate, bivariate, and multivariate data analyses were used using Chi-Square and regression logistic statistical test with SPSS version 20. Enter method was assessed for multivariate modeling.

The result shows that there are contributions from quality of work life variables to nurse and midwife turnover intention. Suggests we give for Tugu Ibu Hospital based on the thesis result are strengthening the sense of pride in the institution, implementing clinical risk management program, maintain sense of kinship and tolerance in communication, balance compensation based on Depkes RI nurse career path, maintain refreshing facility, improve the management of health insurance and pension, improve and evaluate job satisfaction regularly."

"[ 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 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."

"Permasalahan yang diajukan dalam penelitian ini adalah apakah terdapat pengaruh antara komponen-komponen QWL terhadap motivasi kerja karyawan? Adapun tujuan dan penelitian mi adalah untuk mengetahui penganth komponen-komponen QWL terhadap motivasi kerja karyawan baik secara parsial maupun simultan. Metode penelitian yang digunakan dalam penelitian ini adalah deskriptif kausal dengan objek seluruh karyawan PT. YKK Alumico Indonesia pada Bagian Ready Made dan Order Made. Penelitian ini berlokasi di PT. YKK Alumico Indonesia Tangerang. Data dalam penelitian ini dikumpulkan dengan menggunakan Instrumen kuesioner, wawancara, observasi dan studi pustaka. Untuk mengetahui pengaruh vaniabel-variabel QWL terhadap motivasi kerja karyawan digunakan analisis regresi berganda (multiple regression). Dari hasil perhitungan diperoleh nilai intercept (a), yang dalam hal ini dapat diinterprestasikan bahwa jika koefisien regresi X1,X2, X3 dan X4 dianggap tidak ada, maka persepsi karyawan mengenai motivasi kerja sebesar nilai intercept tersebut. Sedangkan koefisien regresi untuk variabel keterlibatan karyawan mempunyai anti bahwa apabila terjadi kenaikan tingkat persepsi karyawan terhadap keterlibatan karyawan sebesar satu, sedangkan variabel-variabel lain dianggap tetap, maka persepsi karyawan terhadap tingkat motivasi dìharapkan naik sebesar nilai koefisien tersebut. Nilai t yang lebih besar dan t tal1 menunjukkan bahwa hipotesis yang menyatakan terdapat pengaruh keterlibatan karyawan terhadap motivasi kerja dapat diterima. Nilai koetisien regresi sistcm imbalan yang inovatif dapat di interprestasikan apabila terjadi kenaikan tingkat persepsi karyawan terhadap sistem imbalan yang inovatif sebesar satu sedangkan nilai variabel-variabel lain dianggap tetap, maka persepsi karyawan terhadap tingkat motivasi kerja diharapkan naik sebesar miai koefisien tersebut, Nilai t hitung yang lebih besar dan t menunjukkan bahwa hipotesis yang menyatakan terdapat pengaruh variabel sistem imbalan yang inovatif terhadap motivasi kerja dapat diterima. Sedangkan nilai koefisien regresi konfigurasi kerja dapat diinterprestasikan bahwa apabila terjadi kenaikan tingkat persepsi karyawan terhadap konfigurasi kerja sebesar satu, sedangkan variabel-variabel lain dianggap tetap maka persepsi karyawan terhadap motivasi kerja karyawan turun sebesar nilai koefisien tersebut. Nilai t variabel konfigurasi kerja yang lebih besar dan tabel menunjukkan bahwa hipotesis yang menyatakan terdapat pengaruh konfigurasi kerja terhadap motivasi kerja karyawan ditolak. Diperoleh juga nilai koefisien regresi untuk perbaikan lingkungan kerja dapat diinterprestasikan apabila terjadi kenaikan tingkat persepsi karyawan terhadap perbaikan-perbaikan lingkungan kerja sebesar satu sedangkan variabel-variabel lain dianggap tetap, maka persepsi karyawan terhadap motivasi kerja diharapkan naik sebesar nilai koefisien tersebut. Diperoleh t untuk variabel perbaikan-perbaikan Iingkungan kerja yang lebih besar dari t tabel. Hal ini menunjukkan bahwa hipotesis yang menyatakan terdapat pengaruh perbaikan-perbaikan lingkungan kerja terhadap motivasi kerja diterima. Diperoleh juga nilai F yang lebih besar dari F tabel. Hal ini menunjukkan bahwa hipotesis yang menyatakan vaniabel-variabel QWL berpengaruh secara bersama-sama terhadap motivasi kerja karyawan dapat diterima. Selain ini diperoleh juga bahwa perbaikan-perbaikan lingkungan kerja memiliki pengaruh yang paling besar terhadap motivasi kerja karyawan. Dengan demikian dapat disimpulkan bahwa keterlibatan karyawan berpengaruh yang berarti terbadap motivasi kerja karyawan, dìberlakukannya sistem imbalan yang inovatifakan memberikan tingkat motivasi yang tinggi pada karyawan, konfigurasi kerja kurang memberikan pengaruh yang berarti terhadap motivasi kerja karyawan dan perbaikan-perbaikan lingkungan kerja memberikan pengaruh yang berarti terhadap motivasi kerja karyawan serta secara bersama-sama variabel-variabel QWL berpengaruh terhadap motivasi kerja karyawan. Saran yang diberikan dari kesimpulan tersebut adalah bahwa dalam melaksanakan suatu kebijakan terutama kebijakan yang berhubungan dengan motivasi kerja karyawan harus memperhatikan faktor-faktor yang dapat meningkatkan motivasi kerja karyawan, memperlakukan karyawan sebagai manusia dan perlu adanya suatu usaha ke arah pemahaman-pernahaman mengenai komponen komponen QWL."

"Penelitian ini bertujuan untuk menganalisis pengaruh quality of work life terhadap employee engagemet pada BNI Margonda Depok. Skala pengukuran yang digunakan untuk quality of work life diadopsi dari Walton (1975) yang terdiri dari 28 item pernyataan. Sedangkan employee engagement menggunakan skala pengukuran yang diadopsi dari Schaufeli, Salanova, Gonzalez-Roma & Bakker (2002) dengan menggunakan UWES yang terdiri dari 17 item pernyataan, Penelitian ini menggunakan metode kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner. Sampel dalam penelitian ini sebanyak 98 karyawan tetap level non-managerial BNI Margonda Depok yang telah bekerja minimal satu tahun. Hasil dari penelitian ini menunjukkan bahwa terdapat pengaruh yang positif dan signifikan pada quality of work life terhadap employee engagement pada BNI Margonda Depok.

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The purpose of this research is to analyze the influence between quality of work life on employee engagement in BNI Margonda Depok. The measurement scale of quality of work life is adopted from Walton (1975) consisting of 28 statements and employee engagement scale adopted from Schaufeli, Salanova, Gonzalesz-Roma & Bakker (2002) consisting of 17 statements. This research uses quantitative methods with data collection technique is conducted through questionnaires. The sample of this research are permanent employees (level non managerial) in BNI Margonda Depok who have worked at least one year. The results of this study indicate that there is a positive and significant influence of quality of work life on employee engagement in BNI Margonda Depok."

"Quality of work life sangat penting untuk diteliti di PT ACS karena mengalami peningkatan kasus yang mengacu pada indikator quality of work life. Penelitian ini bertujuan untuk menguji pengaruh self-efficacy dan safety climate terhadap quality of work life dan pengaruh tidak langsung melalui mediasi perceived fatigue. Data empiris dikumpulkan dari 628 pelaut di PT ACS, dengan menggunakan metode survei online. Studi ini di analisis menggunakan Structural Equation Modeling (SEM) dan confirmatory factor analysis untuk menguji tujuh hipotesis yang diajukan. Hasil penelitian menunjukkan bahwa Self-efficacy dan safety climate berpengaruh positif terhadap quality of work life secara langsung. Dengan demikian, penelitian ini menunjukkan bahwa self-efficacy dan safety climate penting untuk quality of work life pelaut, memiliki efek langsung positif signifikan. Selain itu, dukungan self-efficacy juga terbukti berpengaruh negatif terhadap perceived fatigue. Lebih lanjut, penelitian ini diharapkan dapat memberikan kontribusi bagi pengambil kebijakan di bidang sumber daya manusia untuk mengidentifikasi self-efficacy dalam rekrutmen dan seleksi talenta serta menciptakan safety climate di tempat kerja untuk meningkatkan quality of work life.

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Quality of work life is very important to study at PT ACS because there has been an increase in cases that refer to indicators of quality of work life. This study aims to examine the effect of self-efficacy and safety climate on quality of work life and the indirect effect through mediation of perceived fatigue. Empirical data was collected from 628 seafarers at PT ACS, using an online survey method. This study was analyzed using Structural Equation Modeling (SEM) and confirmatory factor analysis to test the seven proposed hypotheses. The results of the study show that self-efficacy and safety climate have a positive effect on the quality of work life directly. Thus, this study shows that self-efficacy and safety climate are important for seafarers' quality of work life, have a significant positive direct effect. In addition, self-efficacy support has also proven to have a negative effect on perceived fatigue. Furthermore, this research is expected to contribute to policy makers in the field of human resources in identifying self-efficacy in talent recruitment and selection and creating a safety climate in the workplace to improve the quality of work life."

"ABSTRAKTesis ini membahas tentang implementasi pekerjaan layak (decent work) dan persepsi kualitas kehidupan kerja (quality of work life) yang dimiliki karyawan di perusahaan BUMD yang bergerak di bidang jasa transportasi, yakni PT. AG. Guna menggambarkan fenomena pekerjaan layak, penulis menggunakan 10 indikator pekerjaan layak sebagaimana disampaikan oleh ILO (2013), sementara dalam memberikan gambaran tentang kualitas kehidupan kerja, penulis menggunakan dimensi dari Bustillo (2009) dan Moos (1974, 1981, 1994). Penelitian dilakukan secara kualitatif dengan metode wawancara bersama sembilan orang karyawan yang bekerja di PT. AG, di mana terdapat kelompok karyawan yang bekerja sebagai petugas operasional di lapangan dan karyawan yang bekerja di Kantor Pusat. Temuan dari penelitian ini menunjukkan bahwa indikator kesempatan kerja, pendapatan yang memadai dan pekerjaan yang produktif, pekerjaan yang harus dihapuskan, stabilitas dan jaminan pekerjaan, jaminan sosial, serta dialog sosial di tempat kerja telah dipenuhi sejalan dengan amanat ILO. Namun demikian manajemen PT. AG perlu memberikan perhatian lebih pada indikator jam kerja yang layak, keseimbangan antara pekerjaan, keluarga, dan kehidupan pribadi, kesempatan dan perlakuan yang setara dalam pekerjaan, serta lingkungan kerja yang aman. Temuan terkait kualitas kehidupan kerja juga disampaikan oleh petugas operasional lapangan, khususnya terkait dimensi work quality. Hasil penelitian ini diharapkan dapat menjadi masukan bagi para stakeholder dan manajemen terkait pentingnya implementasi pekerjaan layak bagi kehidupan pekerja dan kelangsungan bisnis perusahaan.

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ABSTRACTThis thesis discusses the implementation of decent work and the perception of work life quality owned by employees in Regionally-Owned Enterprise in transportation services sector, namely PT. AG. To describe the phenomenon of decent work, the author uses 10 decent work indicators conveyed by ILO (2013), while in providing an overview of the quality of work life, the author uses indicators from Bustillo (2009) and Moos (1974, 1981, 1994). Data and information are obtained by interviews with nine employees who works at PT. AG, where there is a group of employees who work as field workers and head office workers. The findings of this study indicate that indicators of employment opportunities, adequate earnings and productive work, work that should be abolished, stability and job security, social security, and social dialogue at work have been fulfilled according to the mandate of the ILO. However, PT. AG's management needs to pay more attention to decent working hour indicator, combining work, family and personal life, equal opportunities and treatment in employment, and safe work environment. Findings related to the work-life quality are also illustrated by the field workers, specifically related to work quality issues. These findings can be an input for stakeholders and management related to the implementation of decent work that is substantial for the lives of workers and business continuity of the company."

"Penelitian ini bertujuan untuk menguji pengaruh quality of work life terhadap work life balance melalui peran mediasi job stress, job satisfaction, dan job commitment pada karyawan yang bekerja pada perusahaan jasa konsultan bisnis di daerah Jabodetabek. Pendekatan yang digunakan adalah pendekatan kuantitatif dan bersifat single cross sectional. Responden sejumlah 225 orang terlibat dalam penelitian ini. Pengambilan data dilakukan dengan menggunakan kuesioner yang telah dikembangkan dari penelitian sebelumnya. Pengolahan data dilakukan dengan menggunakan teknik covariance based structural equation modeling. Temuan penelitian menunjukan bahwa quality of work life berpengaruh secara tidak langsung melalui peran mediasi job stress, job satisfaction, dan job commitment terhadap work life balance. Berdasarkan hasil penelitian ini secara praktis dapat disarankan bahwa untuk menciptakan keseimbangan kehidupan dan pekerjaan pada karyawan, manajemen perusahaan jasa konsultan dapat menciptakan lingkungan kerja atau kondisi kerja yang positif sehingga kelelahan kerja yang dirasakan oleh karyawan dapat berkurang, kepuasan kerja yang dirasakan meningkat, dan rasa ingin berkomitmen kerja yang tinggi. Secara teoritis penelitian ini dapat mengkonfirmasi penelitian-penelitian sebelumnya yang menyelidiki dinamika hubungan antara quality of work life, work life balance, job stress, job satisfaction, dan job commitment.

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This study aims to examine the effect of quality of work life on work life balance through the mediating role of job stress, job satisfaction, and job commitment in employees who work in business consulting services companies in the Jabodetabek area. The approach used is a quantitative approach and is single cross sectional. Respondents were 225 people involved in this study. Data collection was carried out using a questionnaire that had been developed from previous studies. Data processing was carried out using a covariance based structural equation modeling technique. The research findings show that the quality of work life has an indirect effect through the mediating role of job stress, job satisfaction, and job commitment to work life balance.

Based on the results of this study it can be practically suggested that in order to create a work-life balance for employees, the management of a consulting service company can create a positive work environment or working conditions so that the work fatigue felt by employees can be reduced, perceived job satisfaction increases, and a high sense of work commitment. Theoretically, this research can confirm previous studies that investigated the dynamics of the relationship between quality of work life, work life balance, job stress, job satisfaction, and job commitment."