Faktor-faktor pendukung kualitas kehidupan kerja

Abstract

The end objective of every organization is organization effectiveness, but without attention to the quality of work life improving a maximum output can not be achieved. The quality of work life should be improved in organizations in Indonesia because the philosophy of this movement focused on humanization, i.e. viewing the employees as integrated human beings by involving their all self-potential. During the recent political and economic crisis in Indonesia, it is important to find out what the quality of work life is. This research explored the antecedent factors to the quality of work life, which w as arranged in a s tructural equation model with the characteristic of working organizations in Indonesia, particularly in J akarta. Based on the theoretical background and previous research, 2 2 hypotheses were constructed. To test these hypotheses, data w as collected from 296 employees with S- 1 educational background. Research variables consisted of 6 latent variables and 17 observed variables, i.e. work reward (extrinsic and intrinsic reward); organizational commitment (affective, continuance, and normative commitment); career commitment (career orientation, job, and professional commitment); working condition (physical, temporal, and psychological condition); perception of leadership behavior (transformational and transactional behavior); and quality of work life (security, equity, individuation, and democracy). The research method was survey and complemented by interview. The research instruments were summated rating scale and attitude scale. The technique of data analysis was the structural equation method using LISREL (Linear Structural Relationship) program, t-test, and one-way analysis of variance. 1 The result of this research indicated that the intrinsic factor that played an important role in the quality of work life w as t he career commitment. The extrinsic factor that supported w as work reward. Work condition and perception about leadership behavior did not have effect on the quality of work life. The quality of work life w a s not different based on gender and different based on tenure