HUBUNGAN ANTARA WORK-LIFE BALANCE INITIATIVES DAN EMPLOYEE ENGAGEMENT TERHADAP KEPUASAN KERJA PADA TENAGA PROFESIONAL LEMBAGA PENDIDIKAN X

Zakaria Efendi. B, Dr. Alvin Fadilla Helmi

2014 | Tesis | S2 Magister Profesi Psikologi

Penelitian ini bertujuan mengetahui hubungan antara penerapan Work-Life Balances dan Employee Engagement secara bersama-sama terhadap Kepuasan Kerja Tenaga Profesional Lembaga Pendidikan X (LP X), dengan meneliti keseimbangan waktu kerja kepada waktu pribadi serta Employee Engagement terhadap Kepuasan Kerja Tenaga Profesional LP X. Variabel prediktor satu adalah Work-Life Balances, Variabel prediktor 2 adalah Employee Engagement dan variabel tergantung adalah Kepuasan Kerja. Responden adalah Tenaga Profesional yang melakukan pengajaran dan konsultansi bagi Klien Lembaga Pendidikan X. Hasil kedua lokasi penelitian diketahui F = 107.119 dan p = .00 < .05 dengan r² = .814, maka Work-Life Balances dan Employee Engagement secara bersama-sama berpengaruh signifikan terhadap Kepuasan Kerja sebesar 81.4 %. Persamaan regresi Kepuasan Kerja = 53.416 - 0.498 WLB + 2.187 EE dengan t hitung Work-Life Balances terhadap Kepuasan Kerja = - 2.571 dan p = .013 < .050 maka Work- Life Balances berpengaruh signifikan negatif terhadap Kepuasan Kerja, yaitu semakin tinggi skor Work-Life Balances maka semakin rendah skor Kepuasan Kerja. t hitung Employee Engagement terhadap Kepuasan kerja = 13.539 dan p = .00 < 0.05 maka Employee Engagement berpengaruh signifikan positif terhadap Kepuasan Kerja, yaitu semakin tinggi skor Employee Engagement maka semakin tinggi skor Kepuasan Kerja.

This research are to find out is there any relationships between implementing Work-Life Balances Initiatives along with Employee Engagement to Job Satisfaction on X Education Institute’s (X EI) lecturers by studying the relation between time Balances between job and family time along with Employee Engagement to Job Satisfaction on X EI. The Subject is lectures on X EI. 1st are predictor Work-Life Balances, 2nd predictor are Employee Engagement and Job Satisfaction as dependent variable. From both location, the result revealed F = 107.119 and p = .00 < .05 with r² = .814, so Work-Life Balances along with Employee Engagement are signified to Job Satisfaction as much as 81.4 %. Job Satisfaction Regression = 53.416 – .498 + 2.187. Work-Life Balance’s t to Job Satisfaction = - 2.571 and p = .013 < .050 so Work-Life Balances is negatively signified to Job Satisfaction, that is the more higher Work-Life Balances scores the more lower Job Satisfaction score. Employee Engagement’s t to Job Satisfaction = 13.539 and p = .00 < 0.05 so Employee Engagement is positively signified to Job Satisfaction, that is the more higher Employee Engagement score, the more higher Job Satisfaction Score

Kata Kunci : Work-Life Balances Initiatives, Employee Engagement, Kepuasan Kerja