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"Penelitian ini mendeskripsikan Quality of Work Life (QWL) peneliti profesional selama Work from Home (WFH) di Lembaga Demografi Fakultas Ekonomi dan Bisnis Universitas Indonesia (LD FEB UI) dari disiplin Ilmu Kesejahteraan Sosial. Urgensi dilakukannya penelitian ini adalah kondisi peneliti profesional yang perlu memenuhi kualitas kehidupan kerja yang baik selama WFH sebagai bentuk peningkatan kesejahteraan pekerja yang diwujudkan oleh LD FEB UI. QWL merupakan sebuah bentuk intervensi dalam pendekatan mezzo yang dilaksanakan organisasi untuk mengoptimalkan kualitas kehidupan kerja pekerja, sehingga dalam gilirannya organisasi dapat memenuhi kesejahteraan pekerja, menciptakan iklim organisasi yang baik, dan mewujudkan tujuan organisasi. Tujuan dari penelitian ini adalah untuk mendeskripsikan QWL peneliti profesional selama WFH di LD FEB UI. Penelitian ini dilaksanakan dari Oktober 2021 hingga Juli 2022 dengan teknik pengumpulan data yaitu wawancara mendalam secara daring terhadap enam (6) informan yang terdiri dari peneliti profesional, Manajer Penelitian, serta Manajer Personalia dan Administrasi Umum. Keenam informan tersebut telah dipilih melalui teknik purposive sampling sesuai dengan kriteria informan yang dibutuhkan dalam penelitian ini. Pendekatan yang digunakan dalam penelitian ini adalah kualitatif dengan jenis penelitian deskriptif. Penelitian ini mendeskripsikan bagaimana kondisi QWL dari peneliti profesional yang mengalami transisi dan melakukan pekerjaannya dari rumah selama pandemi Covid-19. Hasil penelitian ini menguraikan bahwa peneliti profesional telah memenuhi enam dari sembilan dimensi QWL selama bekerja dari rumah, di mana mereka dapat meresolusi konflik yang ada, dapat berpartisipasi dalam lembaga, memiliki karier yang dapat berkembang, mendapatkan kompensasi yang adil, mendapatkan fasilitas kesehatan kerja yang memadai, dan memiliki kebanggaan terhadap lembaga. Adapun diantara tiga dimensi yang belum terpenuhi adalah sebab kesulitan berkomunikasi, terdapatnya rasa tidak aman atas pekerjaan, dan pergeseran lingkungan kerja yang menjadi tidak aman selama WFH. Hasil penelitian ini menyimpulkan bahwa LD FEB UI belum memenuhi kualitas kehidupan kerja dalam perspektif pekerja selama peneliti profesional bekerja dari rumah. Hasil penelitian ini diharapkan dapat memberikan sumbangsih untuk memperkaya topik QWL pada mata kuliah Manajemen Sumber Daya Manusia dalam Organisasi Pelayanan Kemanusiaan (MSDM) yang dikaji dalam Ilmu Kesejahteraan Sosial.

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This study describes the Quality of Work Life (QWL) of professional researchers during Work from Home (WFH) at the Lembaga Demografi Faculty of Economics and Business University of Indonesia (LD FEB UI) from the discipline of Social Welfare Sciences. The urgency of doing this research is the condition of professional researchers who must fulfill a good quality of work life during WFH to improve their welfare. QWL is a form of intervention in the mezzo approach, which organizations carry out to optimize their employees’ quality of work lives. In turn, the organization can meet the welfare of employees, create a good organizational climate, and realize organizational goals. The purpose of this study is to describe the QWL of professional researchers during WFH at LD FEB UI. This research was conducted from October 2021 to July 2022 using data collection techniques, namely in-depth interviews with six (6) informants, including professional researchers, a Research Manager, and Managers of Personnel and General Administration. The six informants have been selected through a purposive sampling technique by the criteria of the informants needed in this study. The approach used in this research is qualitative with a descriptive research type. This study describes the QWL condition of professional researchers while transitioning and doing their work from home during the Covid-19 pandemic. The results of this study describe that professional researchers have fulfilled six of the nine QWL dimensions while working from home, where they can resolve existing conflicts, participate in institutions, develop careers, get adequate compensation, get good occupational health facilities, and have pride in the institution. Among the three dimensions that have not been fulfilled are the causes of communication difficulties, the feeling of insecurity at work, and a shift in the work environment that becomes unsafe during WFH. The results of this study conclude that LD FEB UI has not yet fulfilled the quality of work life from the employees' perspective while the professional researchers are working from home. The results of this study are expected to enrich the QWL topic in the Human Resource Management in Human Service Organizations course, which is studied in Social Welfare Sciences."

"[ Skripsi ini bertujuan untuk menganalisis pengaruh quality of work life terhadap employee engagement pada American Petroleum Company Indonesia Penelitian ini adalah penelitian kuantitiatif dengan metode regresi linear dan regresi berganda dengan jumlah sample 273 Kuesioner yang digunakan dalam penelitian ini adalah Kuesioner evaluasi berdasarkan model Walton untuk mengukur quality of work life yang dikembangkan oleh Walton 1975 dalam Timossi Pedroso Francisco dan Pilatti 2008 Kuesioner untuk mengukur employee engagement berdasarkan Utrecht Work Engagement Scale UWES yang dikembangkan oleh Schaufeli and Bakker 2003 Hasil penelitian menemukan adanya pengaruh positif quality of work life terhadap employee engagement pada American Petroleum Company Indonesia Dimensi quality of work life seperti use of capacity work occupy dan fair and appropriate salary berpengaruh secara positif dan signifikan terhadap employee engagement Berdasarkan temuan tersebut peneliti menyarankan perusahaan American Petroleum Company Indonesia untuk memberikan perhatian yang lebih terkait employee engagement dan quality of work life khususnya pada dimensi use of capacity work occupy dan fair and appropriate salary serta penelitian yang lebih lanjut difokuskan pada generasi Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y , The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ]"

"Tesis ini membahas pengaruh quality of work life, perceived organization culture, kepuasan kerja dan komitmen organisasional terhadap intention to quit di sepuluh Kantor Pelayanan Perbendaharaan Negara-Kementrian Keuangan. Penelitian ini adalah penelitian kuantitatif dengan desain survey menggunakan instrumen kuesioner kepada seluruh pelaksana di 10 KPPN. Hasil pengujian regresi menunjukkan bahwa kepuasan kerja, komitmen organisasional, dan salah satu dimensi quality of work life yaitu work life balance memiliki pengaruh negatif yang signifikan dengan intention to quit. Dengan R2 sebesar 34,1% menunjukkan sebanyak 34,1% intention to quit dapat dijelaskan oleh variabelvariabel tersebut diatas. Sehingga penelitian ini dapat menyarankan perlunya melakukan pembenahan kebijakan terkait aspek-aspek yang menjadi sumber kepuasan dan kenyamanan work life balance pegawai. Misalnya saja terkait kepastian pola dan lama penugasan di daerah. Selain itu perlu adanya programprogram yang dapat meningkatkan komitmen pada organisasi.

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This thesis examines the effects of quality of work life, perceived organization culture, job satisfaction, and organizational commitment to intention to quit at big 10 Kantor Pelayanan Perbendaharaan Negara - Kementerian Keuangan. This research is quantitative research design using questionnaire survey approach. The result of regression analysis find that job satisfaction, organizational commitment, and one dimension of the quality of work life, work life balance are negatively influence. R2 score, 34,1% means that 34,1% of intention to quit variability can be explained by those variables. Hence this research may suggest KPPN Management in particular and Ditjen Perbendaharaan in general to reform and develop the policies that support employee's work life balance and satisfaction. For example, management can set up the duration and the pattern of assignment. Moreover they can develop programs that can increase commitment to the organization."

"Penelitian ini membahas tentang hubungan komponen quality of work life dengan kinerja bidan di Departemen Obstetri dan Ginekologi RSPAD Gatot Soebroto- Jakarta tahun 2011.Metodologi penelitian bersifat kuantitatif dengan desain cross sectional. Penelitian ini untuk melihat hubungan antara sembilan komponen variabel independen Quality of Work Life berupa : keterlibatan karyawan, kompensasi, rasa aman terhadap pekerjaan, keselamatan lingkungan kerja, rasa bangga terhadap institusi, pengembangan karir, fasilitas, penyelesaian masalah dan komunikasi dengan kinerja bidan di Departemen Obstetri dan Ginekologi RSPAD Gatot Soebroto- Jakarta.Responden berjumlah 97 bidan. Karakteristik responden dari umur terbanyak usia 20-29 tahun (41,24%) dan 40-55 tahun (40,21%), pendidikan rata-rata D3 kebidanan (86,60%), status pegawai terbanyak adalah PNS (87,62%) dan lama bekerja terbanyak diatas 3 tahun (75,26%).Analisis bivariat dengan Chi Square dan uji korelasi Spearman didapatkan hubungan yang signifikan dengan kinerja bidan adalah komponen keterlibatan karyawan, penyelesaian masalah dan komunikasi. Analisis lanjut regresi berganda didapatkan komponen yang mempunyai hubungan signifikan adalah kompensasi, keselamatan lingkungan kerja, penyelesaian masalah dan komunikasi.

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This research assess the relationship between quality of work life (QWL) components and the performance of midwives in the Department of Obstetrics and Gynecology Gatot Soebroto Army Hospital, Jakarta in 2011.

Research metodology : quantitative, cross-sectional design. These QWL components are employee participation, compensation, job security, work environment safety, a sense of pride in the institution, career development, facilities, conflict resolution and communication.

Respondents were amounted to 97 midwives. The age of majority of respondents is 20-29 years (41.24%) and 40-55 years (40.21%), average education is Diploma in obstetrics (86.60%), the status of most employees are civil servants (87,62%) and working periode is over 3 years (75,26%).

Bivariate analysis with Chi Square and Spearman correlation test found a significant relationship between components of employee participation, problem solving and communication with the midwives performance. Further multiple regression analysis found a significant relationship between components of compensation, work environment safety, problem solving and communication with the performance of midwives."

"Di era war of talent yang semakin sengit, penting bagi perusahaan untuk mengontrol tingkat turnover karyawan. Terdapat berbagai macam faktor yang menyebabkan intensi karyawan untuk meninggalkan perusahaan. Penelitian ini bertujuan untuk menganalisis pengaruh quality of work life terhadap turnover intention dengan organizational embeddedness sebagai variabel mediasi. Konsep quality of work life diukur menggunakan lima dimensi yaitu compensation and benefits, career opportunities, work life balance, job characteristics, dan supervisor behavior. Penelitian ini menggunakan pendekatan kuantitatif dengan pengumpulan data melalui kuesioner yang disebarluaskan secara daring kepada karyawan tetap PT Bank Syariah Indonesia Tbk di kantor pusat DKI Jakarta. Data yang berhasil terkumpul sebanyak 103 responden dan dianalisis menggunakan PLS-SEM melalui software SmartPLS. Hasil penelitian ini menunjukkan bahwa quality of work life berpengaruh negatif dan tidak signfikan terhadap turnover intention. Sementara itu, quality of work life berpengaruh positif terhadap organizational embeddedness di mana dimensi career opportunities dan job characteristics memiliki pengaruh yang signifikan. Lebih lanjut, penelitian ini juga menunjukkan bahwa organizational embeddedness berpengaruh negatif dan signifikan terhadap turnover intention. Namun, organizational embeddedness tidak memediasi hubungan antara quality of work life dengan turnover intention.

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In the era of increasingly fierce war of talent, it is important for companies to control employee turnover rates. There are various factors that cause employees intention to leave the company. This study aims to analyze the effect of quality of work life on turnover intention with organizational embeddedness as a mediating variable. The concept of quality of work life is measured using five dimensions, namely compensation and benefits, career opportunities, work life balance, job characteristics, and supervisor behavior. This research uses a quantitative approach with data collection through questionnaires distributed online to permanent employees of PT Bank Syariah Indonesia Tbk at the head office of DKI Jakarta. The data collected were 103 respondents and analyzed using the PLS-SEM through SmartPLS software. The results of this study indicate that quality of work life has a negative and insignificant effect on turnover intention. Meanwhile, quality of work life has a positive effect on organizational embeddedness where the dimensions of career opportunities and job characteristics have a significant effect. Furthermore, this study also shows that organizational embeddedness has a negative and significant effect on turnover intention. However, organizational embeddedness does not mediate the relationship between quality of work life and turnover intention."

"Penelitian ini bertujuan untuk menganalisis pengaruh quality of work life terhadap employee engagemet pada BNI Margonda Depok. Skala pengukuran yang digunakan untuk quality of work life diadopsi dari Walton (1975) yang terdiri dari 28 item pernyataan. Sedangkan employee engagement menggunakan skala pengukuran yang diadopsi dari Schaufeli, Salanova, Gonzalez-Roma & Bakker (2002) dengan menggunakan UWES yang terdiri dari 17 item pernyataan, Penelitian ini menggunakan metode kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner. Sampel dalam penelitian ini sebanyak 98 karyawan tetap level non-managerial BNI Margonda Depok yang telah bekerja minimal satu tahun. Hasil dari penelitian ini menunjukkan bahwa terdapat pengaruh yang positif dan signifikan pada quality of work life terhadap employee engagement pada BNI Margonda Depok.

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The purpose of this research is to analyze the influence between quality of work life on employee engagement in BNI Margonda Depok. The measurement scale of quality of work life is adopted from Walton (1975) consisting of 28 statements and employee engagement scale adopted from Schaufeli, Salanova, Gonzalesz-Roma & Bakker (2002) consisting of 17 statements. This research uses quantitative methods with data collection technique is conducted through questionnaires. The sample of this research are permanent employees (level non managerial) in BNI Margonda Depok who have worked at least one year. The results of this study indicate that there is a positive and significant influence of quality of work life on employee engagement in BNI Margonda Depok."

"Tesis ini membahas hubungan antara komponen kualitas kehidupan kerja (quality of work life) dengan kinerja bidan puskesmas di wilayah Kabupaten Bangka Tengah Tahun 2013. Penelitian ini dilakukan karena peneliti melihat adanya penurunan kinerja bidan pada tahun 2012. Penelitian ini merupakan penelitian observasional dengan desain cross sectional.Teori yang digunakan untuk melihat kualitas kehidupan kerja bidan adalah teori Cascio (2013) yang terdiri dari sembilan komponen yaitu keterlibatan pegawai, kompensasi yang adil atau seimbang, rasa aman terhadap pekerjaan, keselamatan lingkungan kerja, rasa bangga terhadap institusi, pengembangan karir, fasilitas yang tersedia, penyelesaian masalah dan komunikasi.Hasil penelitian menunjukkan bahwa komponen QWL yang signifikan berhubungan dengan kinerja adalah keterlibatan pegawai sekaligus komponen QWL yang paling kuat hubungannya dengan kinerja bidan puskesmas.Berdasarkan hasil penelitian, peneliti menyarankan agar bidan sebagai tenaga kerja yang profesional harus bekerja sesuai dengan peraturan dan standar operasional yang berlaku. Puskesmas sebagai tempat kerja harus memperhatikan semua komponen QWL yang berhubungan dengan kinerja bidan dan Dinas Kesehatan sebagai pembuat kebijakan harus melakukan monitoring dan evaluasi secara rutin, memenuhi kebutuhan kesehatan dan keselamatan kerja di puskesmas serta melakukan reward and punishment terhadap kinerja pegawai.

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This thesis studies the relationship between component of quality of work life to the performance of midwife clinics in Central Bangka regency in 2013. This research was conducted because researchers saw a decrease in performance midwife in 2012. This study is an observational study with cross-sectional design.

Theory is used to see the quality of work life midwife is the theory Cascio (2013) which consists of nine components: employee participation, job security, save environment, pride, career development, wellness, conflict resolution and communication.

The results showed that a significant component of QWL is related to the employee participation and become the most powerful component of QWL do with performance midwife clinic.

Based on the research results, the researchers suggested that midwives as professional workforce to work in accordance with the regulations and standards applicable operational. Health centers as workplaces should pay attention to all components of QWL related to the performance of the Department of Health as a midwife and policy makers must undertake monitoring and evaluation on a regular basis, to meet the needs of health and safety in the clinic and do reward and punishment on employee performance."

"Penelitian ini membahas tentang hubungan komponen quality of work lifedengan kinerja perawat di bagian keperawatan Rumah Sakit Budi KemuliaanBatam Era Jaminan Kesehatan Nasional Tahun 2015.Metodologi penelitian bersifat kuantitatif dengan desain cross sectional. Penelitianini untuk melihat hubungan antara sembilan komponen variabel independenQuality of Work Life yaitu: keterlibatan karyawan, kompensasi, rasa amanterhadap pekerjaan, keselamatan lingkungan kerja, rasa bangga terhadap institusi,pengembangan karir, fasilitas, penyelesaian masalah dan komunikasi dengankinerja perawat di Bagian Keperawatan Rumah Sakit Budi Kemuliaan Batam. Responden berjumlah 100 perawat.Karakteristik responden dari umur terbanyak usia 20-29 tahun 40 dan30-39 tahun 39, pendidikan rata-rata D3 keperawatan 87, status pegawaiterbanyak adalah pegawai tetap 88 dan lama bekerja terbanyak diatas3 tahun 59. Analisis bivariat dengan Chi Square dan uji korelasiSpearman didapatkan hubungan yang signifikan dengan kinerja perawatadalah komponen keterlibatan karyawan, kompensasi dan keselamatan lingkungankerja. Analisis lanjut regresi logistik didapatkan komponen yang mempunyai hubungan signifikan adalah keterlibatan karyawan, kompensasi, rasa aman terhadap pekerjaan, keselamatan lingkungan kerja, pengembangan karir.

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This Research assess the relationship between Quality Of Work Life QWL components and the performance of nurses in the Budi KemuliaanHospital Batam Era National Health Insurance 2015.Research metodology quantitative, cross sectional design. These QWLcomponents are employee participation, compensation, job security, workenvironment safety, a sense of pride in the institution, career development,facilities, conflict resolution and communication.Respondents were amounted to 100 nurses. The age of majority of respondents is 20 29 years 40 and 30 39 years 39 average education is Diploma of nursing 87, the statusof most employees are permanent employee 88 and working periode isover 3 years 59. Bivariate analysis with Chi Square and Spearmancorrelation test found a significant relationship between components ofemployee participation, compensation and work environment safety with thenurses performance. Further multiple logistic analysis found asignificant relationship between components of employee participation,compensation, job security, work environment safety and career development withthe performance of nurses."

"Tujuan penelitian ini adalah untuk mengetahui hubungan komponen quality of work life dengan kinerja perawat pelaksana di Rumah Sakit Ichsan Medical Centre Tahun 2012. Penelitian ini merupakan penelitian deskriptik analitik dengan pendekatan Cross Sectional Study dengan jumlah sampel 36 orang. Pengambilan data dilakukan dengan menggunakan kuesioner. Analisa data dilakukan secara univariat dan bivariat dengan komputerisasi dan untuk melihat hubungan dilakukan uji statistik chi-square dengan tingkat kemaknaan p 0,05.Hasil menunjukkan bahwa komponen kompensasi yang diterima, fasilitas yang didapat, partisipasi karyawan, pengembangan karir, penyelesaian masalah dan komunikasi mempunyai hubungan yang signifikan dengan kinerja perawat pelaksana.Berdasarkan hasil penelitian maka disarankan untuk pemberian kompensasi dan insentif yang sesuai dengan posisi dan jabatan, penyediaan program pensiun bagi perawat, penyediaan program konseling, peninjauan sarana kesehatan dan keselamatan kerja, melibatkan perawat dalam pembuatan keputusan penting, memberikan promosi jabatan, penyediaan waktu dan tempat untuk berdiskusi, menerapkan komunikasi terbuka dan efektif, dan membangun citra / memperkuat identitas rumah sakit.

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The purpose of this thesis is to investigate the relationship between quality of work life component with nurses performance component in Ichsan Medical Center Hospital in Year 2012. This thesis is analytic descriptive investigation with Cross Sectional Study approach with 36 sample o f nurses. Data collection is done by using questioner. Data analysis is done by using univariat and bivariat with computerization. Chi-square statistic test is used to investigate the relationship, with level of significance p 0,05.

The result shows that compensation, facility, employee participation, career development, problem solving and communication component has significant relationship with nurses performance.

Based on this result than it is suggested to adjust incentives and compensation based on position and authority, provide pension and counseling programs to nurses, healthy and safety work facility observation, build nurse involvement in decision making, create job promotion, give time and place for discussion, implement open and effective communication, and build image or strength the hospital identity."

"Tesis ini bertujuan untuk mengetahui hubungan komponen quality of work life dengan kinerja perawat pelaksana diruang rawat inap Rumah Sakit Bhakti Yudha. Metode penelitian dengan desain kuantitatif dan pendekatan crosssectional pada 81 perawat pelaksana. Digunakan analisis univariat, bivariat dan multivariate dengan uji statistic chi-square dan regresi logistic menggunakan SPSS versi 17. Untuk penyederhanaan model multivariat dengan melakukan eleminasi terhadap faktor perancu. menggunakan metode stepwise backward. Hasil penelitian, 3 (tiga) variabel yang signifikan berhubungan dengan kinerja perawat yaitu rasa aman terhadap pekerjaan, rasa bangga terhadap institusi dan penyelesaian masalah. Dan variabel yang paling berhubungan adalah variabel penyelesaian masalah. Saran untuk RS Bhakti Yudha Depok yaitu ikut serta untuk memecahkan masalah perawat baik itu masalah dipekerjaan maupun masalah pribadi karena akan meningkatkan kinerja perawat 5 kali lebih tinggi dibandingkan mereka harus memecahkan masalah sendiri.

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This thesis aims to investigate the correlation component of quality of work life with the performance of the implementing nurse-patient hospital room Bhakti Yudha. Quantitative research methods to design and cross-sectional approach in 81 nurses. Used univariate analysis, bivariate and multivariate statistics with chi-square test and logistic regression using SPSS version 17. For the multivariate model simplification by elimination of confounding factors. using backward stepwise method.

The results, three (3) significant variables associated with the performance of nurses is a sense of security of employment, a sense of pride to the institution and settlement of the problem. And the most pertinent variable is a variable problem resolution. Suggestions for RS Bhakti Yudha Depok which participate to solve the problem of nurse both problems at work or personal problems because it will improve the performance of nurses 5 times higher than they should solve their own problems."