PENGARUH KOMPENSASI, ORGANIZATIONAL JUSTICE, DAN WORK-LIFE BALANCE TERHADAP EMPLOYEE ENGAGEMENT DENGAN MEDIASI KEPUASAN KERJA PADA BANK BRI CABANG KEMAYORAN

WACHYUNI, INTAN (2021) PENGARUH KOMPENSASI, ORGANIZATIONAL JUSTICE, DAN WORK-LIFE BALANCE TERHADAP EMPLOYEE ENGAGEMENT DENGAN MEDIASI KEPUASAN KERJA PADA BANK BRI CABANG KEMAYORAN. S2 thesis, Universitas Mercu Buana Jakarta.

Preview	Text (HAL COVER) 1.COVER - Intan Wachyuni.pdf Download (567kB) | Preview
	Text (BAB I) BAB I - Intan Wachyuni.pdf Restricted to Registered users only Download (223kB)
	Text (BAB II) BAB II - Intan Wachyuni.pdf Restricted to Registered users only Download (497kB)
	Text (BAB III) BAB III - Intan Wachyuni.pdf Restricted to Registered users only Download (480kB)
	Text (BAB IV) BAB IV - Intan Wachyuni.pdf Restricted to Registered users only Download (858kB)
	Text (BAB V) BAB V - Intan Wachyuni.pdf Restricted to Registered users only Download (212kB)
	Text (DAFTAR PUSTAKA) DAFTAR PUSTAKA - Intan Wachyuni.pdf Restricted to Registered users only Download (500kB)
	Text (LAMPIRAN) LAMPIRAN - Intan Wachyuni.pdf Restricted to Registered users only Download (4MB)

Abstract

The banking sector has focused on the employee engagement aspect due to the relatively high employee turnover rate in this sector. Therefore, research is needed on the determinants of employee engagement in the banking sector. The research objective was to determine the factors that influence employee engagement, including: compensation, organizational justice, work-life balance, and job satisfaction. This study also wanted to know the role of satisfaction mediation on the effect of compensation, organizational justice, work-life balance on employee engagement. The research method used is explanatory quantitative with SEM-PLS. The sample in this study were 98 employees of Bank BRI Kemayoran Branch. The sampling technique used in this study was saturated sampling (census). This study reveals that (1) compensation, organizational justice has a significant impact on job satisfaction; (2) work-life balance, organizational justice and job satisfaction have a significant impact on employee engagement; (3) work-life balance does not have a significant impact on job satisfaction; (4) compensation does not have a significant impact on employee engagement; (5) it is proven that job satisfaction mediates the influence of the compensation variable on employee engagement; (6) it is not proven that job satisfaction is a mediator variable from the influence of organizational justice and work-life balance on employee engagement. Based on the inter-dimensional correlation matrix analysis, to improve employee engagement, it is suggested to maintain and increase the dimensions: (1) allowances; (2) distributive justice; (3) support employees' families. In addition, it is advisable to increase employee job satisfaction because if employee expectations are met, it is likely to increase employee engagement Keywords: Compensation, Organizational Satisfaction, Employee Engagement Sektor perbankan telah memfokuskan pada aspek employee engagement karena tingkat turnover karyawan yang relatif tinggi di sektor ini. Oleh karena itu, diperlukan penelitian tentang determinan employee engagement di sektor perbankan. Tujuan penelitian adalah untuk mengetahui faktor-faktor yang memengaruhi employee engagement, diantaranya: kompensasi, organizational justice, work-life balance, dan kepuasan kerja. Penelitian ini juga ingin mengetahui peran mediasi kepuasan pada pengaruh kompensasi, organizational justice, work-life balance terhadap employee engagement. Metode penelitian yang digunakan adalah kuantitatif eksplanatori dengan SEM-PLS. Sampel dalam penelitian ini adalah 98 karyawan Bank BRI Cabang Kemayoran. Teknik pengambilan sampel yang digunakan dalam penelitian ini adalah sampling jenuh (sensus). Studi ini mengungkapkan bahwa (1) kompensasi, organizational justice berdampak signifikan terhadap kepuasan kerja; (2) work-life balance, organizational justice, dan kepuasan kerja berdampak signifikan terhadap employee engagement; (3) work-life balance tidak berdampak signifikan terhadap kepuasan kerja; (4) kompensasi tidak berdampak signifikan terhadap employee engagement; (5) terbukti kepuasan kerja menjadi mediasi pengaruh variabel kompensasi terhadap employee engagement; (6) tidak terbukti kepuasan kerja adalah variabel mediator dari pengaruh organizational justice dan work-life balance terhadap employee engagement. Berdasarkan analisis korelasi matrik antar dimensi, untuk meningkatkan employee engagement, disarankan untuk mempertahankan dan meningkatkan dimensi: (1) tunjangan; (2) keadilan distributif; (3) support keluarga karyawan. Selain itu, disarankan perlu meningkatkan kepuasan kerja karyawan karena jika harapan karyawan terpenuhi kemungkinan besar dapat meningkatkan engagement karyawan Kata Kunci: Kompensasi, Organizational Justice, Work-life balance, Kepuasan Kerja, Employee Engagement

Actions (login required)

View Item