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PENGARUH WORK LIFE BALANCE DAN DUKUNGAN SOSIAL TERHADAP KINERJA GURU SMA NAHDATUL ULAMA 1 GRESIK Adinda Amelia Firdaus; Maulidyah Amalina Rizqi
MANAJEMEN DEWANTARA Vol 10 No 1 (2026): MANAJEMEN DEWANTARA
Publisher : Universitas Sarjanawiyata Tamansiswa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30738/md.v10i1.22189

Abstract

This study sought to assess how social support and work-life balance affected teachers' performance at SMA Nahdlatul Ulama 1 Gresik. Teachers in religious schools need to balance their social and professional life in order to succeed at their jobs. A survey was employed in conjunction with quantitative methodologies. 65 teachers from SMA Nahdlatul Ulama 1 Gresik participated in this study, and a saturation sampling technique was used to choose the sample. A validated questionnaire was used to gather data. The following data was processed using multiple linear regression analysis. The findings demonstrated that teacher performance was positively and significantly impacted by work-life balance. Furthermore, teacher performance at SMA Nahdlatul Ulama 1 Gresik was positively and significantly impacted by social support. According to this study, teachers might perform better when they have a healthy work-life balance and good social support
Implementasi Budaya K3 dan Program Inovasi pada Perusahaan Jasa Penunjang Industri Pupuk di Gresik Adinda Nur Kholidah; Maulidyah Amalina Rizqi
Paradoks : Jurnal Ilmu Ekonomi Vol. 9 No. 3 (2026): Mei - Juli
Publisher : Fakultas Ekonomi, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/paradoks.v9i3.2459

Abstract

Penelitian ini bertujuan menganalisis implementasi budaya Keselamatan dan Kesehatan Kerja (K3) dan program inovasi pada perusahaan jasa penunjang industri pupuk di Gresik. Penelitian menggunakan pendekatan kualitatif deskriptif melalui wawancara semi-terstruktur terhadap informan yang terlibat dalam pengelolaan K3, sistem ISO, sumber daya manusia, program inovasi, dan kegiatan operasional perusahaan. Data dianalisis melalui reduksi data, penyajian data, penarikan kesimpulan, dan triangulasi sumber. Temuan penelitian menunjukkan bahwa budaya K3 diterapkan melalui penggunaan alat pelindung diri, Safety Management Walkthrough, rapat P2K3, audit internal ISO 45001 dan ISO 14001, serta Emergency Response Competition. Program inovasi dijalankan melalui forum gagasan, brainstorming, Temu Karya Mutu dan Produktivitas Nasional, konvensi inovasi, serta kompetisi inovasi. Meskipun demikian, implementasi kedua program masih menghadapi kendala berupa kedisiplinan pekerja yang belum merata, pemahaman SOP yang berbeda antarunit, tindak lanjut evaluasi yang belum konsisten, dan partisipasi inovasi yang belum optimal. Penelitian ini menegaskan bahwa budaya K3 dan program inovasi perlu dikelola secara terpadu karena keduanya berkontribusi terhadap perilaku kerja aman, perbaikan proses kerja, efektivitas operasional, dan keberlanjutan organisasi.
Work-Life Balance, Employee Workload, Leadership Style In Its Influence On Turnover Intention At Bina Insan Foundation Fadilla Ayu Puspitasari; Maulidyah Amalina Rizqi
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 8, No 3 (2024): JHSS (Journal of Humanities and Social Studies)
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v8i3.11013

Abstract

This study aims to examine the effect of work-life balance, employee workload, and leadership style on  turnover intention in employees at Yayasan Bina Insan. A random sample of 99 employees was used in the multiple linear regression analysis. Questionnaires are used to collect data, which assesses factors such as work-life balance, workload, leadership style, and intention to leave. Leadership style has a smaller but still considerable beneficial effect on turnover intention, while work-life balance and employee workload also have a large positive effect. According to the R² coefficient, the three independent factors account for 67% of the variance in turnover intention. Based on these results, it is recommended that companies improve work-life balance and manage employee workload more effectively, as well as improve supportive leadership styles to reduce turnover rates.