Hasil Pencarian  ::  Simpan CSV :: Kembali

"Penelitian ini dilakukan untuk mengetahui hubungan antara flexible work arrangements (FWA), budaya organisasi dan work-life balance (WLB) terhadap tingkat ethical decision making (EDM) pada individu dalam organisasi. Jenis FWA yang diukur pada penelitian ini adalah flextime dan telecommuting, sedangkan budaya organisasi yang diukur adalah budaya organisasi suportif dan inovatif. Penelitian menggunakan metode eksperimen (2x2 between-subject design) melalui survei daring dengan jumlah partisipan 348 karyawan di Indonesia. Analisis conditional process menunjukkan bahwa terdapat hubungan yang positif antara FWA dan tingkat EDM individu melalui WLB di mana dalam budaya suportif hubungan tersebut akan semakin kuat. Implikasi penelitian ini dapat digunakan sebagai salah satu pendukung empiris mengenai EDM dalam organisasi di Indonesia.

---

This research was conducted to investigate the relationship between flexible work arrangements (FWA), organizational culture and work-life balance (WLB) in enhancing the level of individual ethical decision making (EDM) in the organization. The type of FWA measured in this study is flextime and telecommuting, while the organizational culture type used in this study is supportive and innovative organizational culture. This research was conducted using 2x2 between-subject experimental design through online surveys on 348 participants in Indonesia. Conditional process analysis shows that there was a positive relationship between FWA and individual EDM levels mediated by WLB and the relationship were stronger in supportive culture condition. The implications of this research can be used as an empirical evidence of EDM in organizations in Indonesia."

"Skripsi ini membahas mengenai bagaimana dampak flexible working hours terhadap work-life balance dan work-life conflict terhadap 3 peneliti perempuan yang sudah menikah dan memiliki anak dengan rentang usia 0-5 tahun di Lembaga Demografi FEB UI. Penelitian ini adalah penelitian kualitatif dengan desain deskriptif yang telah dilaksanakan pada bulan April 2020-Juni 2021. Hasil dari penelitian ini menunjukkan bahwa penerapan flexible working hours memiliki dampak positif terhadap work-life balance dan negatif terhadap work-life conflict khususnya pada peneliti perempuan yang sudah menikah dan memiliki anak dengan rentang usia 0-5 tahun. Hasil ini didukung dengan temuan penelitian yang memperlihatkan bahwa para peneliti perempuan ini memiliki lingkungan yang suportif dan kondisi pekerjaan dengan prinsip output based.

---

This bachelor thesis discusses about how flexible working hours impacts to work-life balance and work-life conflict toward 3 female researcher that has been married and having child with age 0-5 in Lembaga Demografi FEB UI. This research was conducted with qualitative approach and descriptive research type and conducted in April 2020 – June 2021. This research shows that flexible working hours has positive impact towards work-life balance dan negative impact towards work-life conflict especially in female researchers that has been married and having child with 0-5 age. This result supported with research find that shown that they have supportive environment and working in output-based principles condition."

"Pandemi Covid-19 membuat sebagian besar organisasi terpaksa menerapkan sistem kerja fleksibel dan memberikan dampak negatif terhadap kondisi work-life balance (WLB) karyawan generasi milenial. Tujuan dari penelitian ini adalah membuktikan apakah dukungan atasan melemahkan hubungan antara sikap terhadap sistem kerja fleksibel dengan WLB. Desain penelitian ini adalah korelasional dengan jumlah partisipan sebanyak 168 karyawan yang termasuk dalam generasi milenial. Pengukuran variabel menggunakan Flexible Working Option Questionnaire (FWOQ), Skala Dukungan Atasan, dan Skala WLB yang telah diterjemahkan dalam Bahasa Indonesia. Penyebaran skala-skala ini dilakukan secara dari menggunakan Google Form. Analisis data dilakukan menggunakan Process Macro Hayess untuk menguji model 1, yaitu moderasi sederhana.  Hasil penelitian menunjukkan bahwa dukungan atasan tidak memberikan efek moderasi pada hubungan antara sikap terhadap sistem kerja fleksibel dengan WLB. Hal ini dapat terjadi karena karyawan generasi milenial memiliki keinginan untuk dapat mengelola waktu kerja dan tempat kerjanya secara mandiri. Penelitian selanjutnya dapat melakukan penelitian serupa dengan sektor bisnis yang lebih spesifik

---

.The Covid-19 pandemic forced most organizations to implement a flexible work system and had a negative impact on the work-life balance (WLB) of millennial employees. The purpose of this study is to prove whether superior support strengthens the relationship between flexible work systems and WLB. The design of this study was correlational with the number of participants as many as 168 employees belonging to the millennial generation. The measurement of variables uses the Flexible Working Option Questionnaire (FWOQ), the Supervisor Support Scale, and the WLB Scale which had been translated into Indonesian. The distribution of these scales is done by using Google Forms. Data analysis was performed using Process Macro Hayess to test model 1, namely simple moderation. The results showed that supervisor support did not have moderating effect to the relationship between the flexible working arrangement and WLB. This happened because millennial generation employees had the desire to be able to manage their work time and workplace independently. Future research can conduct similar research with more specific business sectors."

"Gen Z merupakan generasi yang lahir di atas tahun 1995. Gen Z hadir dengan karakteristik yang berbeda dari angkatan sebelumnya. Hampir sebagian besar Gen Z menyadari pentingnya work life balance namun fenomena yang terjadi adalah Gen Z memiliki tingkat work-life balance terendah dibandingkan generasi sebelumnya. Salah satu anteseden dari work life balance adalah boundary management. Boundary management adalah cara individu membuat batasan- batasan keterlibatan diri pada kegiatan di pekerjaan maupun non pekerjaan. Penelitian sebelumnya menemukan adanya inkonsistensi pada hubungan antara boundary management dan work life balance. Peneliti berasumsi bahwa hubungan boundary management dan work life balance dapat diperkuat dengan adanya moderasi dari perceived flexibility. Boundary manaegement menjadi lebih kuat ketika individu merasakan otonomi penuh atas pekerjaannya atau merasakan perceived flexibility yang tinggi dan pada akhirnya dapat meningkatkan work life balance. Studi ini dilakukan pada 157 Gen Z. Instrumen penelitian meliputi adaptasi alat ukur Work-Life Balance, Boundary Management, dan Perceived Flexibility. Pengujian hipotesis dilakukan Macro Process Hayes. Hasil penelitian menunjukkan tidak ditemukan peran moderasi perceived flexibility dalam hubungan boundary management dan work life balance pada Gen Z. Hal ini dapat disebabkan karena latar belakang pekerjaan dari sampel penelitian yang sangat beragam sehingga penelitian selanjutnya disarankan lebih berfokus pada status kepegawaian dan sektor industri yang lebih serupa.

---

Gen Z is a generation that born after 1995. Gen Z comes with different characteristics from the previous generation. Most of Gen Z are aware of the importance of work-life balance, but the phenomenon that occurs is that Gen Z has the lowest level of work-life balance compared to the previous generation. One of the antecedents of work life balance is boundary management. Boundary management is a way for individuals to set limits on their involvement in activities at work and non-work. Previous research found inconsistencies in the relationship between boundary management and work life balance. The researcher assumes that the relationship between boundary management and work life balance can be strengthened by the presence of perceived flexibility. Boundary management becomes stronger when individuals feel full autonomy over their work or feel high perceived flexibility and ultimately can improve work-life balance. This study was conducted on 157 Gen Z. Research instruments include adaptation of measuring tools of Work-Life Balance, Boundary Management, and Perceived Flexibility. Hypothesis testing was carried out by the Macro Process Hayes moderation test. The results showed that there was no moderating role of perceived flexibility in the relationship between boundary management and work life balance in Gen Z. This could be due to the very diverse work background of the research sample, so that further research is suggested to focus on the employment status and work system of the sample that are more similar. "

"What are the effects of conflict between home and work?Does work stress affect those who live with you?In the rapidly changing modern work environment, time pressures seem ever increasing and new technology allows work to be conducted any time and anywhere. These are just two of the factors that make it more and more difficult for working men and women to integrate work and home life. Consequently, there is a need for flexible and innovative solutions to manage the work-home interface.Work-Life Balance: A Psychological Perspective presents up-to-date information on work-home issues, including the latest research findings. The book’s emphasis is strongly psychological, with a focus on practical solutions, and includes chapters which deal with psychological issues such as the conflict between work and family, how work stresses may affect partners, and recovery from work. It also includes sections on legal issues, as well as examples of initiatives being implemented by leading employers. Contributors are drawn from the leading researchers in their fields and reflect the international character of the current challenges facing employers and employees.Its practical focus and innovative approach make this an essential book for managers, HR professionals and organizational psychologists, as well as students in these disciplines. The theoretical basis and research focus mean the book will also be invaluable for researchers investigating workplace issues."

"Penelitian ini dilatarbelakangi oleh tingginya dinamika pada latar pekerjaan NGO dapat mengancam kesejahteraan dan keseimbangan antara urusan kehidupan pekerjaan dan kehidupan pribadi pekerja yang disebut work-life balance dengan adanya penerapan sistem flexible working hours di Yayasan Lentera Anak. Sedangkan, dalam proses kerjanya terdapat hal-hal yang dapat mendukung ataupun menghambat work-life balance para pekerja baik dari dalam lingkup pekerjaan maupun dari lingkungan pribadi pekerja. Penelitian ini ditujukan menjawab dua pertanyaan penelitian mengenai kondisi work-life balance para pekerja NGO di Yayasan Lentera Anak yang menerapkan sistem flexible working hours, dan faktor-faktor pendukung dan penghambat para pekerja dalam mencapai kondisi work-life balance. Penelitian ini dilakukan menggunakan pendekatan kualitatif dengan pengumpulan data melalui: (1) wawancara dengan enam informan yang terdiri dari Manager Kepegawaian, HRD, dan empat orang pekerja divisi proyek Yayasan Lentera Anak; (2) observasi, dan (3) studi dokumentasi. Penelitian ini berlangsung pada rentang September 2022 - Juli 2023. Hasil penelitian mengungkapkan bahwa para pekerja NGO di Yayasan Lentera Anak merasa sudah memiliki kondisi work-life balance yang baik dengan adanya penerapan flexible working hours karena memberikan mereka keleluasaan dalam mengatur waktu dan pekerjaan yang dimiliki sehingga kondisi kehidupan pekerjaan dan pribadi yang dimiliki menjadi seimbang serta mereka mengalami peningkatan kualitas hidup dan memiliki kepuasan yang baik atas pekerjaan yang dimiliki. Terungkap pula bahwa terdapat beberapa faktor pendukung work-life balance dari dalam lingkup pekerjaan seperti budaya kerja yang kekeluargaan, pemberian fasilitas yang cukup, banyaknya keringanan dan keleluasaan yang diberikan dalam proses kerja. Adapun faktor pendukung dan penghambat dari lingkup lingkungan pribadi pekerja seperti kurang memiliki manajemen waktu pribadi yang kurang baik, kemacetan lalu lintas, dan tekanan-tekanan dari pihak mitra maupun pendonor. Dengan demikian dapat disimpulkan bahwa dengan kondisi kerja yang terdapat di Yayasan Lentera Anak beserta dengan penerapan sistem flexible working hours yang ada sudah sangat mendukung para pekerja dalam menyeimbangkan kehidupan pekerjaan dan kehidupan pribadinya dalam mencapai kesejahteraannya sebagai pekerja NGO. Hal tersebut membuat para pekerja menjadi nyaman tetap terjaga produktivitasnya. Hasil penelitian ini diharapkan bersumbangsih pada ilmu kesejahteraan sosial terkait bidang manajemen sumber daya manusia di latar pekerjaan organisasi non-pemerintah atau NGO sebagai suatu human service organization (HSO).

---

This research is motivated by the high dynamics in the background of NGO work that can threaten the welfare and balance between work-life affairs and workers' personal lives, which is called work-life balance with the implementation of a flexible working hours system at the Children's Lentera Foundation. Meanwhile, in the work process, some things can support or detain the work-life balance of the workers, both from within the scope of work and from the worker's environment. This study aims to answer two research questions regarding the work-life balance conditions of NGO workers at the Lentera Anak Foundation which implement a flexible working hours system, and the supporting and inhibiting factors for workers in achieving work-life balance conditions. This research conducted using a qualitative approach by collecting data through (1) interviews with six informants consisting of the Personnel Manager, HRD, and four project division workers at the Anak Lantern Foundation; (2) observation, and (3) documentation study. This research took place in the range of September 2022 - July 2023. It was revealed that the NGO workers at the Lentera Anak Foundation felt that they had good work-life balance conditions with the implementation of flexible working hours because it gave them the flexibility to manage their time and work so that their work and personal life conditions became balanced and they experienced an increased quality of life and had good satisfaction with the work they had. It was also revealed that there are several factors supporting work-life balance from within the scope of work such as a family work culture, providing adequate facilities, lots of leeway, and flexibility given in the work process. The supporting and inhibiting factors from the scope of the worker's environment such as lack of good personal time management, traffic jams, and pressure from partners and donors. Thus it can be concluded that the working conditions found at the Children's Lentera Foundation along with the implementation of the existing flexible working hours system have greatly supported workers in balancing their work life and personal life in achieving their welfare as NGO workers. This makes workers feel comfortable while maintaining productivity. This research is expected to contribute to the Social Welfare Science study program, especially on the human resource management on the Non-Governmental Organization as human service organization.

"

"Penelitian ini bertujuan untuk menjelaskan work life balance dalam penerapan sistem hybrid working yang berdampak pada peran ganda pekerja perempuan. Studi-studi terdahulu belum membahas kasus pekerja perempuan berperan ganda, sebagai pekerja formal dan ibu rumah tangga,  aspek fleksibilitas waktu kerja dalam hybrid working, serta peran ganda pekerja perempuan sebagai dampak dari work life balance dalam hybrid working. Pada penelitian ini menemukan fleksibilitas ruang kerja dan waktu kerja dalam sistem hybrid working yang mendorong pekerja perempuan mencapai work life balance. Selain itu, penelitian ini menemukan dampak work life balance terhadap peran ganda, yaitu di satu sisi pekerja perempuan dapat dimungkinkan untuk mengatur peran gandanya tetapi di sisi lain terjadi kecenderungan memperkuat atau memperkokoh peran-peran domestik (konservatif) perempuan pekerja dalam rumah tangga sehingga membuat beban pekerja perempuan semakin besar. Penelitian ini menggunakan pendekatan kualitatif dengan teknik penelitian berupa wawancara mendalam. Subjek pada penelitian ini adalah para pekerja perempuan yang telah berkeluarga dan memiliki support system di dalam keluarga, seperti suami, anak, ART, serta orang tua.

---

This study aims to explain work life balance in the implementation of a hybrid working system which has an impact on the dual roles of female workers. Previous studies have not discussed the case of women workers having dual roles, as formal workers and housewives, aspects of work time flexibility in hybrid working, and the dual role of women workers as a result of work life balance in hybrid working. In this study found the flexibility of work space and working time in a hybrid working system that encourages female workers to achieve work life balance. In addition, this study found the impact of work life balance on multiple roles, namely on the one hand female workers can be enabled to manage their dual roles but on the other hand there is a tendency to strengthen or strengthen women's domestic (conservative) roles in the household so as to make the burden on female workers even greater. This study uses a qualitative approach with research techniques in the form of in-depth interviews. The subjects in this study were female workers who are married and have a support system within the family, such as husbands, children, household members, and parents."

"Sumber daya manusia merupakan aspek penting dalam perusahaan. Untuk itu, penting bagi manajemen SDM untuk mengatur sumber daya manusia perusahaan untuk mencapai kepuasan kerja karyawan dan keseimbangan antara kehidupan dan pekerjaan karyawan. Unsur work-life balance merupakan salah satu yang terpenting dalam mencapai kepuasan kerja karyawan. Hal ini juga dapat membantu mengurangi jumlah turnover intention yang sering terjadi pada perusahaan advertising agency. Penelitian ini bertujuan untuk mengetahui pengaruh Flexible Work Arrangements (FWA), Turnover Intention, Work-life Balance, dan Job Satisfaction pada karyawan advertising agency. Penelitian akan dilakukan terhadap 210 responden yakni pegawai tetap dengan menggunakan alat ukur SRQ-20 (Self-Reporting Questioner -20), IPWQ (Individual Performance Work Questionnaire) dan menganalisis pengaruhnya menggunakan PLS SEM. Pengumpulan data dilakukan secara online dan menggunakan teknik convenience sampling dan dilakukan selama 1 bulan. Hasil kajian tersebut menunjukkan adanya pengaruh positif dari praktif flexible work arrangement terhadap job satisfaction dan work-life balance. Sementara, dengan flexible work arrangemnet, work-life balance, dan job satisfaction yang tinggi memberikan pengaruh negatif terhadap turnover intention. Implikasi manajerial dari penelitian ini dapat dipertimbangkan sebagai solusi untuk meningkatkan kepuasan kerja, keseimbangan antara kerja dan kehidupan pribadi serta dapat menurunkan angka turnover intention.

---

Human resources are an important aspect in the company. For this reason, it is important for Human Resource management to regulate the company's human resources to achieve employee job satisfaction and work-life balance. The element of work-life balance is one of the most important in achieving employee job satisfaction. This can also help reduce the number of turnover intentions that often occur in advertising agency companies.This study aims to determine the effect of Flexible Work Arrangements (FWA), Turnover Intention, Work-life Balance, and Job Satisfaction on advertising agency employees. The research will be conducted on 210 respondents, namely permanent employees, using the measuring instrument SRQ-20 (Self-Reporting Questioner -20), IPWQ (Individual Performance Work Questionnaire) and analyzing its effect using PLS SEM. Data collection was done online and using convenience sampling technique and was carried out for 1 month. The results of this study indicate that there is a positive effect of practical flexible work arrangements on job satisfaction and work-life balance. Meanwhile, with high flexible work arrangements, work-life balance, and job satisfaction proved they have a negative influence on turnover intention. The result from this research could be considered as managerial implication for a solution to increase job satisfaction, work-life balance, and reduce turnover intention."

"Penelitian ini adalah penelitian campuran dengan menggunakan strategi eksplanatoris sekuensial. Ada tiga pertanyaan penelitian, dua diantaranya dicari jawabannya menggunakan pendekatan kuantitatif dan sisanya menggunakan pendekatan kualitatif. Penelitian kuantitatif bertujuan untuk mengetahui dampak kebijakan keseimbangan kehidupan kerja terhadap sikap dan perilaku kerja karyawan (OCB, komitmen organisasional, dan kepuasan kerja) dan konflik pekerjaan keluarga. Hipotesis dikembangkan berdasarkan beberapa teori pendukung (yaitu teori pertukaran sosial, teori peran, teori konservasi sumber daya, dan teori tuntutan pekerjaan-sumber daya). Survei dilakukan di lingkungan Direktorat Jenderal Perbendaharaan (DJPb) dan memperoleh 1.105 data untuk dianalisis. Hasil analisis data menunjukkan bahwa kebijakan keseimbangan kehidupan kerja berpengaruh positif namun tidak signifikan terhadap sikap dan perilaku kerja karyawan, dan berpengaruh negatif namun tidak signifikan terhadap konflik pekerjaan-keluarga. Penelitian kualitatif digunakan untuk lebih mendalami hasil dari penelitian kuantitatif dan bertujuan untuk mengetahui bagaimana implementasi kebijakan keseimbangan kehidupan kerja dalam rangka meningkatkan ketahanan organisasi. Dipilih sepuluh orang dari 1.105 responden sebagai narasumber untuk dilakukan wawancara mendalam dengan menggunakan teknik purposive sampling. Hasil penelitian menunjukkan bahwa implementasi kebijakan keseimbangan kehidupan kerja di lingkungan DJPb tidak berjalan dengan efektif. Penelitian ini diharapkan dapat memberikan informasi berharga kepada para pemangku kebijakan dalam rangka membantu karyawan menyeimbangkan antara pekerjaan dan kehidupan pribadi mereka.

---

This research is a mixed-methods study utilizing a sequential explanatory strategy. Three research questions were posed, with two addressed through quantitative methods and the remaining one through qualitative means. The quantitative research aimed to understand the impact of work-life balance policies on employees' attitudes and behaviors (OCB, organizational commitment, and job satisfaction) and work-family conflict. Hypotheses were developed based on several supporting theories (social exchange theory, role theory, conservation of resources theory, and job demands-resources theory). A survey was conducted within the Directorate General of Treasury (DJPb), yielding 1,105 data points for analysis. The data analysis revealed that work-life balance policies positively, though insignificantly, influenced employees' attitudes and behaviors and negatively, though insignificantly, impacted work-family conflict. Qualitative research was employed to delve deeper into the quantitative findings, aiming to understand the implementation of work-life balance policies for enhancing organizational resilience. Ten individuals were selected from the 1,105 respondents as interviewees, using purposive sampling techniques. The research findings indicated that the implementation of work-life balance policies in the DJPb environment was ineffective. This study is expected to provide valuable insights for policymakers to assist employees in balancing their work and personal lives."

"Latar belakang tesis ini adalah berdasarkan tuntutan bagi anggota kepolisian dalam menjalankan tugasnya sehari-hari, dalam proses menyeimbangkan antara sisi pekerjaan (kehidupan kerja) dengan sisi kehidupan pribadi/rumah tangga (kehidupan non-kerja), di mana kontekstual keseimbangan tersebut disebut dengan istilah work life balance. Kajian work life balance dalam tesis ini dilihat dari 3 (tiga) variabel yaitu peran kerja, beban kerja dan praktik manajemen, di mana ketiganya memiliki korelasi yang erat dengan tercapainya fungsi keseimbangan tersebut.Tujuan tesis ini adalah untuk mengetahui variabel mana yang paling berpengaruh terhadap keseimbangan kehidupan kerja, yang dikaitkan pula dengan fungsi-fungsi operasional yang ada pada anggota kepolisian diantaranya adalah Reserse, Intel, Binmas, Sabhara, Lantas dan Brimob.Metode penelitian yang dilakukan dalam tesis ini adalah menggunakan pendekatan kuantitatif, melalui desain penelitian secara eksplanatif terhadap uji hipotesis yang telah dirumuskan berdasarkan kajian literatur dan penelitian empiris sebelumnya terhadap ketiga variabel yang telah disebutkan.Hasil temuan penelitian dalam tesis ini dapat disimpulkan bahwa dari ketiga variabel tersebut, variabel peran kerja dan praktik manajemen memiliki pengaruh yang positif terhadap keseimbangan kehidupan kerja. Sementara itu, variabel beban kerja memiliki pengaruh yang negatif terhadap work life balance. Dari hipotesis tersebut, semakin anggota kepolisian di Polda Metro Jaya diberikan peran kerja dan praktik manajemen yang baik, maka keseimbangan kehidupan kerjanya akan semakin baik pula, dan semakin beban kerjanya ditambah maka keseimbangan kehidupan kerjanya akan semakin buruk.Secara keseluruhan dapat disimpulkan bahwa tidak terdapat perbedaan persepsi yang signifkan terhadap beban kerja, praktik manajemen dan keseimbangan kehidupan kerja antara fungsi unit Reserse, Intelkam, Binmas, Brimob, Sabhara dan Lantas, melainkan signifikansi perbedaannya adalah pada variabel peran kerja antara fungsi-fungsi tersebut.

---

The background of this thesis is based on the demands for members of the police in carrying out their daily duties, in the process of balancing the work side (work life) with the personal/home life side (non-work life), in which contextual balance is referred to as work life balance. The study of work life balance in this thesis can be seen from 3 (three) variables, namely work role, workload and management practices, in which all the three variable have a close correlation with the achievement of the balance function.

The purpose of this thesis is to find out which variables have the most influence on work life balance, which is also related to the operational functions that exist in police officers including Reserse, Intel, Binmas, Sabhara, Lantas and Brimob.

The research method that are used in this thesis referred to quantitative approach, through an explanatory research design to test hypotheses that have been formulated based on literature review and previous empirical research on the three variables that have been mentioned.

The results of the research findings in this thesis can be concluded that from the three variables, work role and management practices variables have a positive influence on work life balance. Meanwhile, the workload variable has a negative effect on work life balance. From this hypothesis, the more police officers at Polda Metro Jaya are given work role and good management practices, then the better their work life balance will be, and the more workload they add, then the worse their work life balance will be.

Overall, it can be concluded that there are no significant differences in perceptions of workload, management practices and work life balance between the functions of the Reserse, Intel, Binmas, Sabhara, Lantas and Brimob, but the significance of the difference is in the work role variables between these functions."