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"Skripsi ini membahas persepsi QWL karyawan PT. Asuransi Astra Buana – Health & 2W Bussiness Division dilihat melalui 8 (delapan) faktor-faktor QWL oleh Walton (1992) yang harus diterapkan untuk memberikan suatu ruangan yang kondusif bagi karyawan untuk bekerja demi mempertahankan keunggulan bersaing dengan adanya tantangan pada dunia asuransi pada masa yang akan datang.Pendekatan penelitian yang digunakan adalah dengan pendekatan kuantitatif dan teknik pengumpulan data dengan teknik survei yang menggunakan total sampling terhadap karyawan tetap PT. Asuransi Astra Buana – Health & 2W Bussiness Division yang berjumlah 100 responden dan menggunakan analisis deskripsi frekuensi.Hasil penelitian menunjukan dari 8 (delapan) faktor yang diteliti, terbentuk persepsi positif/baik dari karyawan atas Quality of Work Life pada PT. Asuransi Astra Buana – Health & 2W Business Division. Faktor relevansi sosial kehidupan kekaryaan merupakan faktor dengan persepsi yang sangat baik sedangkan faktor imbalan yang memadai dan adil walaupun hasilnya baik tetapi memiliki nilai paling rendah diantara faktor-faktor lainnya.

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This thesis discusses the perception of QWL PT. Astra Buana Insurance - Health & Business Division 2W through 8 (eight) QWL factors from Walton (1992) that measure the employee's satisfaction and the quality of work life its directly affect a company’s ability to properly serve its customers in order to maintain the company's competitive advantage over the challenge of insurance industry in the future.

This study, uses with quantitative methodological approach and data collection techniques by survey using total sampling of 100 permanent employees of PT. Astra Buana Insurance - Health & Business Division 2W.

The result of this analysis shows that The QWL scale provides an overview of the factors which predict the positive/good perceived QWL of employees. Social relevancy factor shows very good perception, in the other side, adequate and fair compensation has the lowest perception than the other factors"

"Penelitian ini bertujuan untuk menjelaskan pengaruh Rewards dan Work-life Balanceterhadap Employee Engagement pada karyawan PT.XYZ. Pada penelitian ini variabelRewards menggunakan teori dari Gibson dan Ivancevich (2012), variabel Work-lifeBalance menggunakan teori dari Fisher (2001), dan variabel Employee Engagementmenggunakan teori dari Schaufelli dan Bakker (2006). Penelitian ini menggunakanpendekatan kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesionerkepada 108 responden sebagai sumber data primer. Teknik analisis data yang digunakandalam penelitian ini adalah regresi sederhana dan regresi berganda serta menggunakankorelasi Pearson sebagai uji validitas, Alpha Cronbach sebagai uji reliabilitas danperangkat lunak SPSS sebagai alat analisis. Hasil pengujian hipotesis menunjukan bahwaadanya pengaruh antara Rewards terhadap Employee Engagement, sementara Work-lifeBalance tidak memiliki pengaruh terhadap Employee Engagement, namun secarasimultan Rewards dan Work-life Balance memiliki pengaruh terhadap EmployeeEngagement.

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This study aims to explain the influence of Rewards and Work-life Balance on Employee

Engagement on PT. XYZ employees. In this study the Rewards variable uses the theory

of Gibson and Ivancevich (2012), the Work-life Balance variable uses the theory of Fisher

(2001), and the Employee Engagement variable uses the theory of Schaufelli and Bakker

(2006). This research uses a quantitative approach with collection techniques data through

the distribution of questionnaires to 108 respondents as the primary data source. Data

analysis techniques used in this study are simple regression and multiple regression and

use Pearson correlation as a validity test, Alpha Cronbach as a reliability test and SPSS

software as an analysis tool. The result of hypothesis test indicates that there is an

influence between Rewards on Employee Engagement, while Work-life Balance has no

effect on Employee Engagement, however simultaneously Rewards and Work-life

Balance have an influence on Employee Engagement."

"Generasi Z akan menjadi proporsi besar dari perusahaan pada beberapa tahun ke depan dan dapat berperan dalam keberlanjutan perusahaan dengan kemampuannya dalam teknologi. Tetapi, kecenderungan untuk melakukan alienasi kerja pada Generasi Z menjadi ancaman buruk bagi perusahaan maupun pembentukan identitas diri Generasi Z. Maka, penelitian ini bertujuan untuk meneliti hubungan kehidupan kerja dan alienasi kerja pada karyawan Generasi Z. Penelitian ini merupakan penelitian korelasi yang melibatkan 378 partisipan. Target partisipan merupakan WNI berumur 18 - 25 tahun yang sedang magang atau bekerja, minimal 6 bulan kerja. Pengambilan data dilakukan secara daring menggunakan Google Form dan disebarkan lewat sosial media. Hasil penelitian menunjukkan bahwa kualitas kehidupan kerja berhubungan negatif secara signifikan dengan alienasi kerja pada karyawan Generasi Z (r = -.755, n = 378, p <.001 one tailed). Penelitian ini menegaskan bahwa perasaan puas selama kerja akan membuat karyawan Generasi Z puas juga terhadap kehidupan secara umum dan termotivasi untuk terlibat lebih dalam pekerjaan mereka. Maka, sebagai investasi masa depan, keberlanjutan perusahaan, pengembangan strategi sumber daya manusia yang spesifik meningkatkan kualitas kehidupan kerja bagi Generasi Z merupakan hal yang diperlukan.

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Generation Z will make up a large proportion of the workplace in the next few years and can contribute to corporate sustainability with their technological prowess. However, the tendency of work alienation for Generation Z is a serious threat to companies and the formation of self-identity for Generation Z. Thus, this study aims to study the relationship between work life and work alienation among Generation Z employees. This study was a correlation study involving 378 participants. The target participants are Indonesian citizens aged 18-25 years who are doing internships or working for at least 6 months of work. Data collection was carried out boldly using Google Forms and distributed via social media. The results showed that quality of work life was significantly negatively related to work alienation among Generation Z employees (r = -.755, n = 378, p <.001 one-tailed). This study states that feeling satisfied at work will make Generation Z employees also satisfied with life in general and motivated to be more involved in their work. So, as an investment for the future, corporate sustainability, the development of specific human resource strategies to improve the quality of work life for Generation Z is necessary."

"Studi di Rumah Sakit Fatima Ketapang mengungkap hubungan antara Quality of Work Life (QWL) tenaga kesehatan dengan kinerja mereka. Meskipun pentingnya QWL di lingkungan kesehatan diakui, penelitian ini bertujuan untuk menemukan komponen QWL spesifik yang memengaruhi kinerja tenaga kesehatan. Studi ini dilakukan selama dua bulan pada tahun 2023 dengan pendekatan kuantitatif dan cross-sectional, serta bertujuan menganalisis hubungan tersebut. Hasil penelitian menunjukkan tidak adanya hubungan signifikan antara variabel QWL dan kinerja di Rumah Sakit Fatima Ketapang. Hasil yang tidak terduga ini mungkin dipengaruhi oleh latar belakang pendidikan responden, yang sebagian besar memiliki gelar D3, yang berpotensi memengaruhi hubungan ini. Meskipun kondisi kerja dan kinerja tenaga kesehatan umumnya positif, tidak ada komponen spesifik dari QWL yang teridentifikasi secara langsung terkait dengan kinerja mereka. Penelitian ini menegaskan kompleksitas pengaruh QWL terhadap kinerja tenaga kesehatan, mendorong eksplorasi lebih lanjut terhadap faktor-faktor lain yang memengaruhi efektivitas mereka. Pemahaman yang lebih mendalam tentang dinamika ini dapat memberikan strategi yang lebih terfokus untuk meningkatkan baik QWL maupun kinerja dalam lingkungan kesehatan.

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The study at Fatima Ketapang Hospital explores the link between healthcare workers' Quality of Work Life (QWL) and their performance. While QWL's significance in healthcare settings is well-known, this research aimed to identify specific QWL components impacting worker performance. Conducted over two months in 2023, using a quantitative, cross-sectional approach, the study analyzed this relationship. The findings, however, showed no significant correlation between QWL variables and performance at Fatima Ketapang Hospital. This unexpected outcome might be due to the educational background of respondents, mostly holding D3 degrees, potentially affecting this relationship. Despite generally positive work conditions and performance levels among healthcare workers, no specific QWL components stood out as directly linked to their performance. This research highlights the complexity of QWL's influence on healthcare worker performance and identifies the need for further investigation into other factors that might contribute to their effectiveness. Enhancing the understanding of these dynamics could assist in tailoring strategies to improve both QWL and performance outcomes in healthcare settings."

"In the midst of the pandemic, e-commerce companies are rapidly growing as Indonesian citizens are having a change in lifestyle since the implementation of Work From Home. The rapid growth that the e-commerce companies experienced made an opportunity for job creation in Indonesia. Although e-commerce companies are hiring more and more people, because of the pandemic they have to implement Work From Home which comes with many shortcomings. Since the employees are working from their own home, their working environment cannot be supervised and comes with many distractions. The company cannot ensure the quality of work life nor the psychological empowerment due to this. This creates an ineffective working environment. Therefore, an analysis of the influence of Quality of Work Life and Psychological Empowerment on Productivity is conducted using the Structural Equation Modeling (SEM) method. The study was specifically directed to e-commerce employees and gained a total of 278 respondents. The result shows that Psychological Empowerment does have an effect on Productivity while Quality of Work Life had no effect on productivity but does have an effect on Psychological Empowerment. The strategy was then formulated through a literature study and using the Why How Laddering method.

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Di tengah pandemi, perusahaan e-commerce berkembang pesat seiring dengan perubahan gaya hidup masyarakat Indonesia sejak diterapkannya Work From Home. Pesatnya pertumbuhan yang dialami oleh perusahaan-perusahaan e-commerce membuka peluang penciptaan lapangan kerja di Indonesia. Meskipun perusahaan e-commerce mempekerjakan lebih banyak orang, karena pandemi mereka harus menerapkan Work From Home yang datang dengan banyak kekurangan. Karena karyawan bekerja dari rumah mereka sendiri, lingkungan kerja mereka tidak dapat diawasi dan memiliki banyak gangguan. Perusahaan tidak dapat menjamin Quality of Work Life maupun Psychological Empowerment karena hal ini. Ini menciptakan lingkungan kerja yang tidak efektif. Oleh karena itu, analisis pengaruh Quality of Work Life dan maupun Psychological Empowerment terhadap Produktivitas dilakukan dengan menggunakan metode Structural Equation Modeling (SEM). Penelitian secara khusus ditujukan kepada karyawan e-commerce dan diperoleh total 278 responden. Hasil penelitian menunjukkan bahwa Psychological Empowerment berpengaruh terhadap Produktivitas sedangkan Quality of Work Life tidak berpengaruh terhadap produktivitas tetapi berpengaruh terhadap Psychological Empowerment. Strategi tersebut kemudian dirumuskan melalui studi literatur dan menggunakan metode Why How Laddering."

"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.

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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. "

"Permasalahan yang diajukan dalam penelitian ini adalah apakah terdapat pengaruh antara komponen-komponen QWL terhadap motivasi kerja karyawan? Adapun tujuan dan penelitian mi adalah untuk mengetahui penganth komponen-komponen QWL terhadap motivasi kerja karyawan baik secara parsial maupun simultan. Metode penelitian yang digunakan dalam penelitian ini adalah deskriptif kausal dengan objek seluruh karyawan PT. YKK Alumico Indonesia pada Bagian Ready Made dan Order Made. Penelitian ini berlokasi di PT. YKK Alumico Indonesia Tangerang. Data dalam penelitian ini dikumpulkan dengan menggunakan Instrumen kuesioner, wawancara, observasi dan studi pustaka. Untuk mengetahui pengaruh vaniabel-variabel QWL terhadap motivasi kerja karyawan digunakan analisis regresi berganda (multiple regression). Dari hasil perhitungan diperoleh nilai intercept (a), yang dalam hal ini dapat diinterprestasikan bahwa jika koefisien regresi X1,X2, X3 dan X4 dianggap tidak ada, maka persepsi karyawan mengenai motivasi kerja sebesar nilai intercept tersebut. Sedangkan koefisien regresi untuk variabel keterlibatan karyawan mempunyai anti bahwa apabila terjadi kenaikan tingkat persepsi karyawan terhadap keterlibatan karyawan sebesar satu, sedangkan variabel-variabel lain dianggap tetap, maka persepsi karyawan terhadap tingkat motivasi dìharapkan naik sebesar nilai koefisien tersebut. Nilai t yang lebih besar dan t tal1 menunjukkan bahwa hipotesis yang menyatakan terdapat pengaruh keterlibatan karyawan terhadap motivasi kerja dapat diterima. Nilai koetisien regresi sistcm imbalan yang inovatif dapat di interprestasikan apabila terjadi kenaikan tingkat persepsi karyawan terhadap sistem imbalan yang inovatif sebesar satu sedangkan nilai variabel-variabel lain dianggap tetap, maka persepsi karyawan terhadap tingkat motivasi kerja diharapkan naik sebesar miai koefisien tersebut, Nilai t hitung yang lebih besar dan t menunjukkan bahwa hipotesis yang menyatakan terdapat pengaruh variabel sistem imbalan yang inovatif terhadap motivasi kerja dapat diterima. Sedangkan nilai koefisien regresi konfigurasi kerja dapat diinterprestasikan bahwa apabila terjadi kenaikan tingkat persepsi karyawan terhadap konfigurasi kerja sebesar satu, sedangkan variabel-variabel lain dianggap tetap maka persepsi karyawan terhadap motivasi kerja karyawan turun sebesar nilai koefisien tersebut. Nilai t variabel konfigurasi kerja yang lebih besar dan tabel menunjukkan bahwa hipotesis yang menyatakan terdapat pengaruh konfigurasi kerja terhadap motivasi kerja karyawan ditolak. Diperoleh juga nilai koefisien regresi untuk perbaikan lingkungan kerja dapat diinterprestasikan apabila terjadi kenaikan tingkat persepsi karyawan terhadap perbaikan-perbaikan lingkungan kerja sebesar satu sedangkan variabel-variabel lain dianggap tetap, maka persepsi karyawan terhadap motivasi kerja diharapkan naik sebesar nilai koefisien tersebut. Diperoleh t untuk variabel perbaikan-perbaikan Iingkungan kerja yang lebih besar dari t tabel. Hal ini menunjukkan bahwa hipotesis yang menyatakan terdapat pengaruh perbaikan-perbaikan lingkungan kerja terhadap motivasi kerja diterima. Diperoleh juga nilai F yang lebih besar dari F tabel. Hal ini menunjukkan bahwa hipotesis yang menyatakan vaniabel-variabel QWL berpengaruh secara bersama-sama terhadap motivasi kerja karyawan dapat diterima. Selain ini diperoleh juga bahwa perbaikan-perbaikan lingkungan kerja memiliki pengaruh yang paling besar terhadap motivasi kerja karyawan. Dengan demikian dapat disimpulkan bahwa keterlibatan karyawan berpengaruh yang berarti terbadap motivasi kerja karyawan, dìberlakukannya sistem imbalan yang inovatifakan memberikan tingkat motivasi yang tinggi pada karyawan, konfigurasi kerja kurang memberikan pengaruh yang berarti terhadap motivasi kerja karyawan dan perbaikan-perbaikan lingkungan kerja memberikan pengaruh yang berarti terhadap motivasi kerja karyawan serta secara bersama-sama variabel-variabel QWL berpengaruh terhadap motivasi kerja karyawan. Saran yang diberikan dari kesimpulan tersebut adalah bahwa dalam melaksanakan suatu kebijakan terutama kebijakan yang berhubungan dengan motivasi kerja karyawan harus memperhatikan faktor-faktor yang dapat meningkatkan motivasi kerja karyawan, memperlakukan karyawan sebagai manusia dan perlu adanya suatu usaha ke arah pemahaman-pernahaman mengenai komponen komponen QWL."

"ABSTRAKTesis ini membahas tentang implementasi pekerjaan layak (decent work) dan persepsi kualitas kehidupan kerja (quality of work life) yang dimiliki karyawan di perusahaan BUMD yang bergerak di bidang jasa transportasi, yakni PT. AG. Guna menggambarkan fenomena pekerjaan layak, penulis menggunakan 10 indikator pekerjaan layak sebagaimana disampaikan oleh ILO (2013), sementara dalam memberikan gambaran tentang kualitas kehidupan kerja, penulis menggunakan dimensi dari Bustillo (2009) dan Moos (1974, 1981, 1994). Penelitian dilakukan secara kualitatif dengan metode wawancara bersama sembilan orang karyawan yang bekerja di PT. AG, di mana terdapat kelompok karyawan yang bekerja sebagai petugas operasional di lapangan dan karyawan yang bekerja di Kantor Pusat. Temuan dari penelitian ini menunjukkan bahwa indikator kesempatan kerja, pendapatan yang memadai dan pekerjaan yang produktif, pekerjaan yang harus dihapuskan, stabilitas dan jaminan pekerjaan, jaminan sosial, serta dialog sosial di tempat kerja telah dipenuhi sejalan dengan amanat ILO. Namun demikian manajemen PT. AG perlu memberikan perhatian lebih pada indikator jam kerja yang layak, keseimbangan antara pekerjaan, keluarga, dan kehidupan pribadi, kesempatan dan perlakuan yang setara dalam pekerjaan, serta lingkungan kerja yang aman. Temuan terkait kualitas kehidupan kerja juga disampaikan oleh petugas operasional lapangan, khususnya terkait dimensi work quality. Hasil penelitian ini diharapkan dapat menjadi masukan bagi para stakeholder dan manajemen terkait pentingnya implementasi pekerjaan layak bagi kehidupan pekerja dan kelangsungan bisnis perusahaan.

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ABSTRACTThis thesis discusses the implementation of decent work and the perception of work life quality owned by employees in Regionally-Owned Enterprise in transportation services sector, namely PT. AG. To describe the phenomenon of decent work, the author uses 10 decent work indicators conveyed by ILO (2013), while in providing an overview of the quality of work life, the author uses indicators from Bustillo (2009) and Moos (1974, 1981, 1994). Data and information are obtained by interviews with nine employees who works at PT. AG, where there is a group of employees who work as field workers and head office workers. The findings of this study indicate that indicators of employment opportunities, adequate earnings and productive work, work that should be abolished, stability and job security, social security, and social dialogue at work have been fulfilled according to the mandate of the ILO. However, PT. AG's management needs to pay more attention to decent working hour indicator, combining work, family and personal life, equal opportunities and treatment in employment, and safe work environment. Findings related to the work-life quality are also illustrated by the field workers, specifically related to work quality issues. These findings can be an input for stakeholders and management related to the implementation of decent work that is substantial for the lives of workers and business continuity of the company."

"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."

"[ 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 ]"