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All Journal Jurnal Ilmiah Edunomika (JIE) Blantika : Multidisciplinary Journal
Farine, Kiki Farida
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Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Public Health

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THE INFLUENCE OF QUALITY OF WORK LIFE ON EMPLOYEE PERFORMANCE WITH COMPENSATION AS A MODERATING VARIABLE Farine, Kiki Farida; Munizu, Musran; Rahwana, Kusuma Agdhi; S, Deswita; Salsibi, Muhammad Saffath
JURNAL ILMIAH EDUNOMIKA Vol. 8 No. 2 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i2.13585

Abstract

Abstract This research is quantitative research with an explanatory approach which uses a number of previous studies, especially the five studies mentioned above, as the main inspiration in finding novelty in the research being carried out. The data used in this research is primary data distributed to Daihatsu employees spread throughout Indonesia as many as 600 employees which were obtained through distributing online questionnaires containing 4 statements of strongly agree, agree, normal/normal, disagree and strongly disagree. 16 question items consisting of Quality of Work Life, 6 question items for the Employee Performance variable, and 4 question items for the Compensation variable. The data that researchers obtained from Daihatsu employees was analyzed using the smart PLS 4.0 analysis tool. This result in this research show the Quality of Work Life variable can have a positive relationship and have a significant influence on employee performance. This can be proven because the P-Values value is positive and is below the 0.05 level of significance, namely 0.008. This is because good quality of work life can make employees more enthusiastic at work, happy at work, and ultimately can improve employee performance. Apart from that, the second hypothesis in this research can also be proven because the same thing is that the P-Values value is positive and is below the significance level of 0.05, namely 0.000, which is more significant than the direct test of 0.008. This is because compensation can increase the quality of work life because employees work happily, enthusiastically and comfortably, which ultimately increases its influence on employee performance. In this way, the first and second hypotheses in this research can be accepted and proven. Keywords: Quality Work Life, Employee Performance, Compensation
The Influence of Compensation and Work Environment on Employee Turnover Intention with Job Satisfaction as an Intervening Variable at PT. Suryamas Cipta Perkasa I, Pulang Pisau Regency, Central Kalimantan Pane, Reza Ananda Abdi; Astuti, Desi; Farine, Kiki Farida
Blantika: Multidisciplinary Journal Vol. 3 No. 11 (2025): Special Issue
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/blantika.v3i11.455

Abstract

Industri perkebunan kelapa sawit di Indonesia memainkan peran vital dalam perekonomian nasional, menyumbang sekitar 3-4% dari PDB dan mempekakan jutaan tenaga kerja. Namun, sektor ini menghadapi tantangan serius terkait tingginya tingkat turnover intention karyawan, khususnya di tingkat supervisor, yang dapat mengganggu produktivitas dan efisiensi operasional. Tujuan penelitian ini adalah untuk menguji pengaruh kompensasi dan lingkungan kerja terhadap turnover intention karyawan, dengan kepuasan kerja sebagai variabel intervening, pada PT. Suryamas Cipta Perkasa I di Kabupaten Pulang Pisau, Kalimantan Tengah. Penelitian ini menggunakan pendekatan kuantitatif. Sampel dalam penelitian ini sebanyak 116 karyawan supervisor. Data dikumpulkan dengan menggunakan kuesioner dan dianalisis dengan menggunakan software Smart PLS versi 3.3.3. Hasil penelitian ini menunjukkan bahwa variabel kompensasi berpengaruh positif dan signifikan terhadap kepuasan kerja. Lingkungan kerja berpengaruh positif dan signifikan terhadap kepuasan kerja. Lingkungan kerja berpengaruh positif dan signifikan terhadap kepuasan kerja. Kompensasi berpengaruh positif dan signifikan terhadap turnover intention. Lingkungan kerja berpengaruh positif dan signifikan terhadap turnover intention. Kepuasan kerja berpengaruh positif dan signifikan terhadap turnover intention. Kepuasan kerja mampu memediasi pengaruh kompensasi terhadap turnover intention. Kepuasan kerja mampu memediasi pengaruh lingkungan kerja terhadap turnover intention.
Co-Authors Desi Astuti Kusuma Agdhi Rahwana Musran Munizu Pane, Reza Ananda Abdi S, Deswita Salsibi, Muhammad Saffath