SA'DIYAH, NURUL WAHIDATUS (2024) PENGARUH TIME DEMANDS OF WORK, WORK LIFE BALANCE, STRES KERJA, KOMPENSASI DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PT. HWASEUNG INDONESIA DEPARTEMEN PRODUKSI (Studi kasus PT. Hwaseung Indonesia Gedung E). S1 thesis, Universitas Mercu Buana.
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Abstract
This study aims to test and analyze the effect of work time demands, worklife balance, job stress, compensation and job satisfaction on employee performance. The population in this study were employees of PT Hwaseung Indonesai. The sample used was 90 employees. The sampling method uses convenience sampling. The data collection method uses a survey method, with the research instrument being a questionnaire using a Likert scale as a questionnaire research tool. The data analysis method uses PLS version 3 with the Engineering Equation Modeling (SEM) method using the PLS analysis method the resulting data is quite accurate because the data used is not based on many assumptions and the sample does not have to be large. The results showed that the demands of working time have a negative and significant effect on employee performance, this is because the demands of working time have an original sample value of -0.279 so that it is declared to have a negative effect and has the results of t count> t table, namely 2.170> 1.96 so that it is declared significant and the first hypothesis is accepted, work stress has a negative and significant effect on employee performance with an original sample value of - 0.300 so that it is declared to have a negative effect and has the results of t count> t table, namely 2.299> 1.96 so that it is declared significant and the third hypothesis is accepted. While work-life balance has a positive and significant effect on employee performance with an original sample value of 0.279 so that it is stated to have a positive effect and has the results of t count> t table, namely 2.706> 1.96 so that it is declared significant and the second hypothesis is accepted. Compensation has a positive and significant effect on employee performance with an original sample value of 0.710 so that it is stated to have a positive effect and has the results of t count> t table, namely 4.862> 1.96 so that it is declared significant and the fourth hypothesis is accepted. and job satisfaction has a positive and significant effect on employee performance has a positive and significant effect on employee performance with an original sample value of 0.229 so that it is stated to have a positive effect and has the results of t count> t table, namely 2.556> 1.96 so that it is declared significant and the fifth hypothesis is accepted Penelitian ini bertujuan untuk menguji dan menganalisis time demands of work, work life balance, stres kerja, kompensasi dan kepuasan kerja terhadap kinerja karyawan. Populasi dalam penelitian ini adalah karyawan PT. Hwaseung Indonesai. Sampel yang digunakan sebanyak 90 karyawan. Metode penarikan sampel menggunakan convenience sampling. Metode pengumpulan data menggunakan metode survey, dengan instrumen penelitian adalah kuesioner menggunakan skala Likert sebagai alat penelitian kuesioner. Metode analisis data menggunakan PLS versi 3 dengan metode Teknik Equation Modeling (SEM) dengan menggunakan metode analisis PLS data yang dihasilkan cukup akurat sebab data yang digunakan tidak didasarkan pada banyak asumsi dan sampel tidak harus banyak. Hasil penelitian menunjukan tuntutan waktu kerja berpengaruh negatif dan signifikan terhadap kinerja karyawan hal ini disebabkan karena tuntutan waktu kerja memiliki nilai original sample sebesar -0,279 sehingga dinyatakan berpengaruh negatif serta memiliki hasil t hitung > t tabel yaitu 2,170 > 1,96 sehingga dinyatakan signifikan dan hipotesis pertama diterima, stres kerja berpengaruh negatif dan signifikan terhadap kinerja karyawan dengan nilai original sample sebesar -0,300 sehingga dinyatakan berpengaruh negatif serta memiliki hasil t hitung > t tabel yaitu 2,299 > 1,96 sehingga dinyatakan signifikan dan hipotesis ketiga diterima. Sedangkan keseimbangan kehidupan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai original sample sebesar 0,279 sehingga dinyatakan berpengaruh positif serta memiliki hasil t hitung > t tabel yaitu 2,706 > 1,96 sehingga dinyatakan signifikan dan hipotesis kedua diterima. Kompensasi berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai original sample sebesar 0,710 sehingga dinyatakan berpengaruh positif serta memiliki hasil t hitung > t tabel yaitu 4,862 > 1,96 sehingga dinyatakan signifikan dan hipotesis keempat diterima. dan kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai original sample sebesar 0,229 sehingga dinyatakan berpengaruh positif serta memiliki hasil t hitung > t table yaitu 2,556 > 1,96 sehingga dinyatakan signifikan dan hipotesis kelima diterima.
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