Pengaruh Work Life Balance Dan Kompensasi Terhadap Kepuasan Kerja Dan Kinerja Pegawai Bagian Keuangan RSUD. Prof. Dr. W. Z. Johannes Kupang

MULIYADI, Putu Satria (2020) Pengaruh Work Life Balance Dan Kompensasi Terhadap Kepuasan Kerja Dan Kinerja Pegawai Bagian Keuangan RSUD. Prof. Dr. W. Z. Johannes Kupang. Masters thesis, Unika Widya Mandira.

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Abstract

Thesis entitled "The Effect of Work Life Balance and Compensation on Job Satisfaction and Employee Performance in the Finance Section of the Hospital. Prof. Dr. W. Z. Johannes Kupang ”, written by Putu Satria Muliyadi NIM 8112181036MM, supervised by Dr. Simon Sia Niha, S.E., M.Si and Wilhelmus Mustari, S.E., M.Acc. The balance between work and personal life is very important because it has a role in improving the quality of work, individual psychological well-being and overall harmony in life, which is an indicator of the balance between work and family roles. Getting a balance between work and personal life has become a major factor determining the happiness level of an employee and the retention rate of an organization. It is a challenge to manage the demands of work and responsibilities in the family. So from an organizational point of view, it is a challenge to create a supportive environment so that employees focus on their work. The existence of these demands resulted in not achieving work life balance and resulted in lower employee job satisfaction and the result resulted in decreased employee performance. It is necessary to measure the achievement of work life balance and compensation in increasing job satisfaction and employee performance at Prof. Dr. W.Z. Yohanes Kupang. The population in this study were the leaders and staff of the financial department of the hospital. Prof. DR.W.Z. Johannes Kupang, totaling 53 people. The analysis method used is descriptive analysis and inferential analysis SEMPLS applications. The purpose to be achieved by the author in conducting this research is to find a description of the Work Life Balance, Compensation, Job Satisfaction and Performance of Financial Staff at the Hospital. Prof. DR. W. Z. Johannse Kupang, to test and analyze the effect of Work Life Balance on work capacity in the financial division of the RSUD. Johannes Kupang, to test and analyze the effect of compensation on job satisfaction in the financial division of the hospital. Johannes Kupang, to test and analyze the effect of Work Life Balance on the performance of financial staff at RSUD. Johannes Kupang, to test and analyze the effect of compensation on the performance of financial staff at the hospital. Johannes Kupang, to test and analyze the effect of job satisfaction on the performance of financial staff at the hospital. Johannes Kupang, to test and analyze the indirect effect of Work Life Balance on employee xi performance through job satisfaction, to test and analyze the indirect effect of compensation on employee performance through job satisfaction. Descriptive analysis results show that all variables are in the Good category. The analysis using SEMPLS shows that Work Life Balance (t = 4,451, p value 0,000) and compensation (t = 7,431, p value 0,000) have a positive and significant effect on job satisfaction of the financial staff of Prof. Dr. W.Z. Yahanes Kupang. Job satisfaction (t = 6.606, p values 0.000) has a positive and significant effect on the performance of the financial staff of the hospital. Prof. Dr. W.Z. Yohanes Kupang. The result of the coefficient of determination (R2) states that the contribution of the Work Life Balance and Compensation variables to job satisfaction is 70.9%. The contribution of Work Life Balance and Compensation through job satisfaction to employee performance is 73.1%. Based on the results of this study, it can be suggested to the RSUD management. Prof. Dr. W. Z. Johannes Kupang the following: 1) Increase work life balance, especially on indicators of being able to maintain a balance between work and personal life, being able to fulfill family obligations, and having enough time for hobbies; 2) Improve the compensation system on the indicators of reward for work performance, the incentives given are proportional to the responsibilities charged, the services received are as expected, and are satisfied with social security; and 3) Increasing employee job satisfaction, especially in the indicators of my satisfaction in completing work, the rewards I receive are equal to the work I do and the firmness of the head of the department in enforcing discipline.

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