THE INFLUENCES OF QUALITY WORK LIFE ... - President University

THE INFLUENCES OF QUALITY WORK LIFE

TOWARDS EMPLOYEE PERFORMANCE

IN PT XYZ HEAD OFFICE JAKARTA

By

Rizky Wulandari

014201100157

A Skripsi Presented to the

Faculty of Business President University

In partial fulfillment of the requirements for

Bachelor Degree In Economics Major In Management

January 2015

ii

PANEL OF EXAMINERS

APPROVAL SHEET

The Panel of Examiners declares that the Skripsi entitled “THE

INFLUENCES OF QUALITY WORK LIFE TOWARDS

EMPLOYEE PERFORMANCE IN PT XYZ HEAD OFFICE

JAKARTA” that was submitted by Rizky Wulandari majoring in

Management from the Faculty of Business was assessed and

approved to have passed the Oral Examinations on Friday 30th

January 2015

Dra. Genoveva, MM

Chair - Panel of Examiners

Dr. Ir. Yunita Ismail Masjud, M.Si

Examiner I

Liswandi, S.Pd., MM

Examiner II

iii

SKRIPSI ADVISOR

RECOMMENDATION LETTER

This Skripsi entitled “THE INFLUENCES OF QUALITY

WORK LIFE TOWARDS EMPLOYEE PERFORMANCE IN

PT XYZ HEAD OFFICE JAKARTA” prepared and submitted

by Rizky Wulandari in partial fulfillment of the requirements

for the degree of Bachelor in the Faculty of Business has been

reviewed and found to have satisfied the requirements for a Skripsi

fit to be examined. I therefore recommend this Skripsi for Oral

Defense.

Cikarang, January 20th 2015

Acknowledged by, Recommended by,

Vinsensius Jajat, K. SE., MM., MBA Liswandi, S.Pd., MM

Head of Management Study Program Skripsi Advisor

iv

DECLARATION OF ORIGINALITY

I declare that this Skripsi, entitled “THE INFLUENCES OF

QUALITY OF WORK LIFE TOWARDS EMPLOYEE

PERFORMANCE IN PT XYZ HEAD OFFICE JAKARTA”

is, to the best of my knowledge and belief, an original piece of

work that has not been submitted, either in whole or in part, to

another university to obtain a degree.

Cikarang, January 20th, 2015

Rizky Wulandari

v

ABSTRACT

This research is about the influences of quality of work life towards employee

performance in PT XYZ head office Jakarta. The objectives of this research is to

analyze about quality of work life (development human capacities, growth and

security, social integration) towards employee performance in PT XYZ. The

researcher analyzes all staff in PT XYZ which amount 87 staff. According to

Robbins, quality of work life as a process by which an organization responds to

employees needs by developing mechanisms to allow them to share fully in

making decisions, their design, their lives at work. According to As’ad employee

performance is a result of work in a certain period. To collect the data, the

researcher used questionnaire and the questionnaire consist of 37 questions. For

Data Analysis the researcher used SPSS Ver. 16 with classical assumtion test,

multiple linear regression, and descriptive analysis. In the coefficient

determination (R2) 61.1% of employee performance can be explained by quality

of work life (development human capacities, growth and security, social

integration). The most influence variable is development human capacities

towards employee performance. And the low influence variable is growth and

security towards employee performance because growth and security in PT XYZ

have a negative influences towards employee performance. Based on descriptive

analysis quality of work life (development human capacities, growth and security,

social integration) towards employee performance is good enough, because the

result of each questionnaire is agree. But, some of them still need several things in

the quality of work life to improve their performance.

Keywords: Quality of Work Life, Employee Performance

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ACKNOWLEGMENT

Alhamdulillah, I have done my final project as a university student. I am never

expecting that I can finish this project. This project cannot be done without the

supports from my colleagues.

At first, I would like to send my gratitude for Allah SWT, whom gives me a

chance to finish the project right on time.

I also want to say thanks to PT. XYZ that already participate and allowing me to

do this research. Without permission and assistance from PT. XYZ, this research

cannot be done.

Thanks to my beloved advisors Ms. Grace and Mr. Liswandi. Thank you for

giving lot of instructions and input so I can do this research correctly. For me both

of them were not just advisors, they are like my parent that always listening all of

my words and supporting me to finish this research quickly.

Thanks to all of my lecturers. Thanks for passing me on your subjects. Without

their supports I cannot do this research on time.

For my parents, thank for your prayers, guidance, loves and supports that you

gave to me. Thanks for being the first one who always stay besides me when I am

facing a failure and the burden while doing this research. I promise, one day I will

make you proud of me. Please, always stay besides me, Mom & Dad. I love you!

For the only M. Angga Sena Putra, thanks for being a good friend, brother, and

enemy for me. Thanks for being patience on facing me who sometimes act so

childish. Even though you are getting to be a very busy person, you always spare

some of your time to accompany me to do this research. I hope you will always be

there for me, Ngga!

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For Nina Permatasari, Megatami Prahesty, Haryanti Musdalifa and Dewi Tara,

thanks for the last 3 years. Thanks for being such a good listeners. You are not

just a friends for me, you guys are my sisters. Keep contact, sist!

For my classmates, Annysa Yuliaty, Pinia Agista, Ardisa Pramudita, Kartika

Pradipta Sari, Laras Hening Basuki, Rinda Putri Sari, and Ayu Ameylia thanks for

the amazing 10th

semesters. Thanks for the helps (especially Pinia and Disa),

without you may be I will be an eternal-university students (haha). Thanks for all

the moments you guys created. Because all of you, I like being the part of

International Business.

The last but not least, I would say thanks to Kak Dimas, Kak Ranti, Kak Vira,

Kak Vella, Kak Yesthi, Mbak Chika, Kak Akbar, Mas Yusuf and Bu Yanti that

became my first role model on working life. In shaa Allah, I can apply every

knowledge that I got from them on my working life in the future.

Cikarang, January 20th 2015

Rizky Wulandari

viii

TABLE OF CONTENTS

PANEL OF EXAMINERS ....................................................................................... ii

SKRIPSI ADVISER RECOMMENDATION LETTER ...................................... iii

DECLARATION OF ORIGINALITY ................................................................... iv

ABSTRACT .............................................................................................................. v

ACKNOWLEDGEMENT ....................................................................................... vi

TABLE OF CONTENTS ......................................................................................... viii

LIST OF TABLES .................................................................................................... x

LIST OF FIGURES ................................................................................................. xi

CHAPTER I .............................................................................................................. 1

1.1. Background of Study ...................................................................................... 1

1.2. Problem Identification .................................................................................... 6

1.3. Statement of Problem ..................................................................................... 6

1.4. Research Objective ......................................................................................... 7

1.5. Definition of Terms ......................................................................................... 7

1.6. Scope and Limitation ...................................................................................... 8

1.7. Research Benefit ............................................................................................. 8

CHAPTER II ............................................................................................................ 10

2.1. Theoritical Review .......................................................................................... 10

2.2. Previous Research ........................................................................................... 20

2.3. Theoritical Framework .................................................................................. 22

2.4. Operational Definition ................................................................................... 23

2.5. Hyphotesis ....................................................................................................... 25

CHAPTER III .......................................................................................................... 26

3.1. Research Design .............................................................................................. 26

3.2. Sampling Design ............................................................................................. 28

3.3. Research Instrument ...................................................................................... 29

3.4. Validity and Reliability ................................................................................... 29

3.5. Data Collection Procedure ............................................................................. 31

3.6. Hyphotesis Testing .......................................................................................... 35

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CHAPTER IV ........................................................................................................... 40

4.1. Company Profile ............................................................................................. 41

4.1.1. Vision and Mission ..................................................................................... 41

4.1.2. Organizational Structure .......................................................................... 43

4.2. Data Analysis ................................................................................................... 44

4.2.1. Respondent Profile ..................................................................................... 44

4.2.2. Validity Test ................................................................................................ 48

4.2.3. Reliability Test ............................................................................................ 50

4.2.4. Classical Assumption Test ......................................................................... 51

4.2.5. Multiple Linier Regression ........................................................................ 55

4.2.6. Descriptive Analysis ................................................................................... 61

4.3. Interpretation of Result .................................................................................. 64

CHAPTER V ............................................................................................................ 66

5.1. Conclusions ...................................................................................................... 67

5.2. Recommendations ........................................................................................... 68

LIST OF REFERENCES ........................................................................................ 69

APPENDICES .......................................................................................................... 73

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LIST OF TABLES

Table 2.1 Indicator of Quality of Work Life 12

Table 2.2 Previous Research 20

Table 2.3 Operational Definition 23

Table 3.1 Size of Population 28

Table 3.2 Interval of Reliability Test 31

Table 4.1 Details Number ( Gender ) 43

Table 4.2 Validity Test 48

Table 4.3 Reliability Test 50

Table 4.4 Multicollinearity Test 54

Table 4.5 Model Summary 56

Table 4.6 ANOVA 57

Table 4.7 Coefficients 58

Table 4.8 Descriptive Analysis DHC (X1) 61

Table 4.10 Descriptive Analysis GNS (X2) 61

Table 4.12 Descriptive Analysis SI (X3) 62

Table 4.14 Descriptive Analysis EP (Y) 63

Table 4.16 Personal Result 63

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LIST OF FIGURES

Figure 2.1 Theoretical Framework 22

Figure 3.1 Research Flow 34

Figure 4.1 Organization Structure 43

Figure 4.2 Demographic Views (Gender) 44

Figure 4.3 Demographic Views (Department) 45

Figure 4.4 Demographic Views (Age) 46

Figure 4.5 Demographic Views (Level Management) 47

Figure 4.6 Histogram 52

Figure 4.7 P-P Plot 53

Figure 4.8 Scatterplot 55

1

CHAPTER I

INTRODUCTION

1.1. Background of Study

Every organization having an interest to create the best employee

performance that can generated by the structure system prevailing in the

organization. Not only create a skill and expertise for each employee, but also

the management of human resources has a responsibility to create working

conducive to make employees have a good performance in the company. So,

with a good work performance in each employee, it will create benefits to the

company itself.

Human resources are the most important factors affecting the existence

and reliability of the company. Companies need employees that have capable

of working, highly motivated and achievement. The performance of human

resources will have an impact on consumers assessment of the quality of the

company itself.

As developing countries, Indonesia should require productive workers. It

is important to bear workers to improve the quality services to align with the

developed countries (Zulkarnain 2012). According to Chen, Chang, Yeh

(2004) Human resource management plays an important role to enhance

workers to be qualified and productive, so that any issues relation to

employment issues such as mental disorders, stress, fatigue, burnout,

dissatisfaction and turnover can be overcome. Most of workers spend an

average of eight hours a day at work. This condition causes most of the time a

worker spent at works. According to Schmidt & Keyes (2002) in Zulkarnain

(2012) Work environment become a social gathering to chat exchange ideas,

meet and exchange experiences with colleagues. Thus employee

psychological well-being is essetial in achieving the organization as this is

part of the quality of work life.

2

Basically has two factors in the employee performance, there are internal

factors and external factors. Internal factors comes from within the employee

that caused by factors such as motivation, goals and expectation of each

employee. While the external factors are formed from the structure created by

the company. Good performance is a hope for every organization or company

when they are hiring employees, with the good performance given by the

employee, it will improve overall company performance.

To develop the employee work performance in a company, the

management human resources must perform planning, organizing, staffing,

direction, and controlling to achieve the desire goals for the company.

Companies also have to create a comfortable place, providing a clear

responsibility, the opportunity to develop, give the autonomy to make

decisions, and also pay attention to the capabilities and effort owned by

employees.

Any company or organization do some activities to achieve the goals that

have been set previously, that is trying to gain an advantage and rapid growth

for their company. Variety of ways, such as providing the best products or

services to their customers. Their creates some strategies that can make a

profit increased. But, the company cannot be separated from main purpose,

the main purpose is to improve the welfare and advance the capabilities their

employees. Eemployee is an important asset for the company. One of the

company’s activities to promote the employee is providing a good quality of

work life for employees.

A journal of Jayakumar & Kalaisel (2012, P.1) said that Quality of work

life has been assumed to be important in all the countries of the world. This is

very significant in terms of commitment to work, motivation and work

performance. It is also means to facilitate the gratification of human needs

and goal achievement. Work life naturally means the life of workers, physical

and intellectual, in their work environment in office or factory or field

working.

3

According to Wayne (1992) in Arifin (2012), Quality of work life (QWL)

has two basic definitions. The first definition is QWL a set of objective

conditions companies. The second definition is QWL employees need a sense

of safety, comfort, and can grow and evolve as a human being. So, if the two

definitions above can conclude that, quality of work life (QWL) is effective

and conducive working environment can cause a sense of job satisfaction for

employee, by seeking to the employee to get a reward, a security in the work,

and an opportunity for the employee for developing in companies.

Through an approach to the management of Human Resources (HR),

companies must be able to create a working environment or quality of work

life (QWL) with provide the opportunities of self-development, well being

that can cover the basic needs of employees, safety workers and comfortable

environment in achieving the objectives of the company better. According to

Walton (2005) give us eight major conceptual categories relating to quality of

work life (QWL) as adequate and fair compensation, safe and healthy

working condition, immediately opportunity for continued growth and

security, Opportunity to use and develop human capacities, social integration

in the work organization, constitutionalism in the work organization, work

and total life space, and social relevance of work life.

Compensation is very important as a support employees performance

because, humans have unlimited needs, and believe or not humans will

always strives to achieve their satisfaction. It is the fact their cannot changed

that the basic of motivation of their work is to earn compensation to fulfill all

the needs in their life. So, it means that when someone uses their skills,

energy, and also a half of their time to be given to the company, then on the

other hand they will expect certain compensation.

Beside compensation, every employee needs safe and healthy working

condition. It is described as any individual placed in environmental

conditions that may have a little risk of physical harm and their health. The

employee is given a decent work as applied in legislation law regulation

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number 13/2013, article 77, paragraph 1, which requires that every company

to conduct work hours. 7 hours in one day or 40 hours in 1 week to 6 working

days within 1 week or 8 hours in one day or 40 hours in one week to 5

working days within 1 week.

Development of human capacities means that, employees should be given

autonomy, given the freedom to act in carrying out the tasks, participate in

ideas in making a plan or strategies, and also given the purpose of the task

they should do.

Humans are creatures that have a nature that is never quite satisfied with

anything that they have acquired. When they have been got what they have

wanted, it would be appear another eagerness desire in accordance with the

changing circumstances. It is the same thing with employees in the company.

When they feel good enough in one position, then they want get a higher

responsibility than before or many employees call it with possibility of career.

Social integration in the work organization, employees should as parts of a

team do not feel alienated or ostracized. Support each other, helping each

other in every activity, and established a good relationship between the

employees to the other employees. This makes employees minimize a bad

prejudice and good impact or the work environment itself. Constitutionalism

in the work organization as every individual has rights that must be respected,

company should provide support freedom in terms of conveying an ideas that

employees have. And also provide a fair service to every individual.

Work and total life space means that employees has a life outside of work

such as father, mother, wife, or husband need to spend time with their family.

So, every company or organization should understand for their living space.

Social relevance of work life means that, the organization has a social

responsibility. Organization should have a society as a whole during running

their activities. Organizations that ignore the role and social responsibility

will lead the employees not appreciate with their job.

5

PT XYZ is one of the companies engaged in the mining contractor and this

company was established in 1991. In their business, PT XYZ provides expert

manpower in the field of heavy equipment mining, excavation, civil works,

and maintenance of mining equipment. In carry out their operations, the

company supported by a fleet of heavy equipment and vehicles complete

support as excavator, dump trucks, bulldozers, loaders and graders from

various famous brands such as Hitachi, Komatsu, Caterpillar, Liebherr, and

Terex. At this time, PT XYZ has five areas operations, The five areas are

located in East Kalimantan, South Kalimantan, and North Kalimantan. PT

XYZ has one head office in South Jakarta.

To produce an optimal work in the areas operations, PT XYZ need a good

quality of work life for employees who are located in the head office. Head

office is the most important locations in the company because, head office has

a full responsibility in managing business activity in the entire branch or

project under construction. If the employees in the head office feel satisfied

with their quality of work life, this will give a good impact in their work and

also provide benefits for their company itself.

Based on the researcher’s observation, career development opportunities

such as training not been optimally given by PT XYZ in the head office. It is

evident from the many demands of training at the beginning of April 2014 in

the half – year performance appraisal in PT XYZ. In 2013 only 10% from 148

trainings for the employees head office. After that, in every year the total of

resignation in PT XYZ still very high. In 2012 the total of resignation are 19

employees, in 2013 there are 23 employees, and in 2014 there are 14

employees do the resignation. Performance employee in the performance

evaluation from 2011 until 2013 did not change significantly. From scale 1

until 5 the average of performance employee in PT XYZ only 2,522, In 2012

increase become 3,476, and in 2013 decrease 0,017 become 3,459. Beside

that, to improve the employee performance not only growth and security but

also human capacities and social integration from the employee. So, the

6

researcher want to know about their human capacities and their social

integration towards employee performace because there is correlation

between the variable. This is can helping this company because they can do a

lot of things to improve performance their employee.

1.2. Problem Identification

Based on data provided by PT XYZ through HRD division and Annual

Report PT XYZ, the researcher identified some problems. The problem is as

follows :

a. On the anual report in 2013, from 148 training only 10% for employees

head office.

b. Many demands of training in the beginning of April 2014 in the half year

performance appraisal in PT XYZ head office.

c. Based on data from PT XYZ In 2012 there are 19 employees, In 2013

there are 23 employees, and in 2014 there are 14 employees do the

resignation. Even though, from 2013 until 2014 decrease, but the total of

resignation still high.

d. In the performance employee in performance evaluation did not change

significantly. In 2011 only 2,522, 2012 increase become 3,476, and in

2013 decrease 0,017 become 3,459.

1.3. Statement of Problem

This study aimed to determine the Influences of quality of work life

towards employee performance in PT XYZ. From eight criteria in quality of

work life, the researcher only take three criteria there are “Development of

human capacities”, “Growth and security”,and “Social integration”. The

researcher want to process these three criteria because the researcher want to

know about their human capacities, the opportunity to develop, and social

integration towards their employee performance.

Specially, it shed answer to the following :

a. Is there any significant influence from development of human capacities

towards employee performance in PT XYZ ?

7

b. Is there any significant influence from growth and security towards

employee performance in PT XYZ ?

c. Is there any significant influence from social integration towards

employee performance in PT XYZ ?

d. Is there any significant influence from Quality of Work Life (human

capacities, growth and security, social integration) towards employee

performance in PT XYZ ?

1.4. Research Objective

The object of this research is PT XYZ. This research aimed to find out the

statement of problem above.

a. To analyze about the influences between development of human

capacities towards employee performance in PT XYZ.

b. To analyze about the influences between growth and security towards

employee performance in PT XYZ.

c. To analyze the influences between social integration towards employee

performance in PT XYZ.

d. To analyze the influences of Quality of Work Life (development of

human capacities, growth and security, and social integration) towards

employee performance in PT XYZ.

1.5. Definition of Terms

a. Employee : An individual who part-time or full-time under contract of

employment, whether oral or written, express or implied, and has

recognized rights and duties. Also called worker.

b. Employee Performance : The job related activities expected of a worker

and how well those activities were executed. Many business personnel

directors assess the employee performance of each staff member on an

annual or quarterly basis in order to help them identify suggested areas

for improvement.

c. Job Security : Assurance ( or lack of it ) that an employee has about the

continuity of gainful employment for his or her work life. Job security

8

usually arises from the terms of the contract of employment, collective

bergaining agreement, or labor legislation that prevents arbitrary

termination, layoffs, and lockouts. It may also be affected by general

economic coditions.

d. Training : is the acquisition of knowledge, skills, and competencies as a

result of the teaching of vocational or pratical skills and knowledge that

relate to specific useful competencies.

e. Quality : Quality is the ability of a product or service to consistently

meet or exceed customer expectations.

f. Work : Work can be defined as the application of discretion within

limits in order to produce a result.

g. Work Life : Work life does not merely means the facilities provided to

the employees during office hours. It comprises of all the collusive

feelings, which reside in the mind of the employee while their works in

the organization, they are in the office or away from it.

1.6. Scope and Limitation

The scope is in PT XYZ in South Jakarta. The researcher would take all

the employee from all divisions (HRD, HSE, IT, Accounting, Finance,

Internal Auditor, Business Development) to be participants to collect the data.

The researcher will collect the data with use questionnaire.

1.7. Research Benefits

This study addresses the information about influences of Quality of Work

Life (develop of human capacities, growth and security and social integration)

towards Employee Performance in world industry.

a. For Company

a) This study will give some information about employee performance in

PT XYZ.

b) This study will identifying the problem which must be solved with PT

XYZ.

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c) This study will make the company more understanding with their

employees.

d) This study will be a new innovation which should be developed for the

walfare of employees.

b. For Student

a) This study will take more new knowledge about quality of work life

and employee performance for students who read this research.

b) This study will give references for facing the real work practice when

the student work in human resources division.

c. For Researcher

a) This study will give some literature about quality of work life to

enhance the knowledge for future.

b) This study will give some literature about employee performance.

c) This study will give more understanding about the topic.

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CHAPTER II

REVIEW OF LITERATURE

2.1. Theoretical Review

Delecta (2011) stated that Work-life balance is defined here as an

individual’s ability to meet their work and family commitments, as well as

other non-work responsibilities and activities. Work life balance, in a ddition

to the relations between work and family functions, also involves other roles

in other areas of life.

According to Anoraga (2004, p.160) motivation is something that drives

someone or do something. Motivation of an individual can arise from within

the individual (intrinsic motivation) and can arise from outside the individual.

And both have an influence on the behavior and work performance.

2.1.1. Quality of Work Life (QWL)

3.1.1.1. Definition of Quality of Work Life

According to Robbins in Nair (2013, p. 2) Define Quality of Work Life as

a process by which an organization responds to employees needs by

developing mechanisms to allow them to share fully in making the decisions

their design, their lives at work. It means that, Quality of work life as a multi

dimention or universal (not eternal). The key concept of Quality of work life

are job security, better rewards system, higher pay and opportunity for

growth, participate groups, and also increase organizational productivity.

Based on Luthansm in Husnawati (2006, p. 15) The concept of Quality of

Work Life reveals the importance of respect for human beings in the work

environment. The important role of the quality of work life is changing work

climate that is technically and human organizations bring to the quality of

work life better.

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According to Prof. Siagian in Husnawati (2006, p. 16) State that Quality of

Work Life as a management philosophy emphasizing :

1. Quality of work life is a competitive program, consider various needs,

and demands of the employees.

2. Quality of work life consider the demands of the legislation such as

arrangement the provisions discriminant governing, treatment of work in

ways humanity, and provisions on the minimum wage rewards system.

3. Quality of work life recognize the existence of unions in the organization

and various roles with the interests of the workers included in wages and

salaries, safe and healthy environment, and labor dispute settlement

provisions is based on various normative and applied in a certain area of

the country.

4. Quality of work life stressed the importance of human management, it

means the appearance of a democratic management style.

5. Quality of work life is an understanding about the importance of social

responsibility from the management and treatment of management to the

emloyee that can be accouted ethically.

6. In improving quality of work life, job enrichment is an integral part is

very importance.

Quality of work life is defined as the pleasant conditions and

circumstances that are favorable to the employee, employee benefits and

employee’s attitude toward the management of operational as well as

employees in general (Islam & Siengthai, 2009).

2.1.1.2. Indicator of Quality of Work Life

Based on Walton (1979) in Timossi, Pedroso, Francisco, Pilatti (2008)

there are eight conceptual criteria include Indicator of Quality of Work Life

(QWL) summarized as follow :

12

Table 2.1 Indicator of Quality of Work Life

No Criteria Indicators of QWL

1 Adequate and fair

compensation

- Fair Remuneration

- Wage Balance

- Participation in result

- Extra Benefit

2 Safe and healthy

environment

- Weekly journey

- Workload

- Process Technology

- Salubrity

- Epi and EPC equipment

3 Development of human

capacities

- Autonomy

- Importance of the Task

- Polyvalence

- Performance Appraisal /

Evaluation

- Conferred Responsibility

4 Growth and security - Professional Growth

- Trainings

- Resignations

- Encouragement for studies

5 Social Integration - Discrimination

- Interpersonal Relationship

- Team’s Compromise

- Ideas Valorization

6 Constitutionalism - Worker’s Right

- Freedom of Expression

- Discussion and Norms

- Respect a indivisualities

13

7 The total space of life - Influence on the Family Routine

- Leisure Possibility

- Time of Work and Rest

8 Social relevance - Proud of the Work

- Institutional Image

- Community Integration

- Qualities of the Product /

Services

- Politic of Human Recourses

From eight indicators that exist in the theory, this study uses three

indicator only, there are :

A. Development of Human Capacities

According to Walton in Pratama (2012) Employees were given the

autonomy, the work they do require a variety of skills, they are also given the

necessary goals and the perspective of a task that they would do. Employees

are also given the freedom to act in carrying out the tasks assigned, and also

involved in the planning.

1. Autonomy

Deci & Ryan (2000) in a journal Broeck, Vansteenkiste, Witte,

Soenens, Lens (2010, p. 982) said that autonomy is an inherent desire in

every individual to feel the volitional, have a choice, and psychological

freedom when performing an activity. Hackman and oldham (1976)

Autonomy is substantial freedom, independence, and individual

flexibility in scheduling work and determining the procedures to be used

in the execution of the work.

2. Importance of the Task

Giving the importance of the task is providing a guarantee to the stability

and efficiency works. If the division of tasks is done carelessly, it means

no employee’s ability to adjust to the field of work, they would not be a

14

good influence in the implementation in their job (Sevvy & Zunaidah,

2013).

3. Polyvalence

Walton (2008) stated that in quality of work life polyvalence is the

possibility to perform several task and performance. It can be concluded

that how the company gives credence to do another task which has never

been done before (not monotonous).

4. Performance Evaluation

From Armstrong (2012) Performance Appraisal or Evaluation is an

evaluation process from the managers about formal assessment and rating

of individuals. According to Kondrasuk (2011) there are four definition

about the performance appraisal, there are a tool for evaluates the work

performance, an interview in the course of which an employee’s work

performance is evaluated and the employee is given feedback, a system

of determining an employee’s work prospects, feedback, possibilities of

career development, and also a part of performance management.

5. Conferred Responsibility

Based on Kusdiarti in Fadzilah (2006) Employee as an important asset

organizations should be invited to participate think about and deal with

problems strategic and giving responsibility in order to achieve

organizational goals. In every work necessary flexibility to individuals to

act and responsible for their actions in accordance their task in (Thomas

and Velthouse in Fadzilah, 2006).

B. Growth and Security

According to Walton in Pratama (2012) A job can contribute in

establishing and developing the capacity of individuals. Proficiency and

individual capacities that can be developed and used to the fullest, increase

promotion and promotion opportunities can be considered as well as get a

guarantee of income.

15

1. Professional Growth

Professional Growth or promotion is a positive development from the

employee because their job considered good from their organization or

company. Promotion is an increase their responsibility, assignment,

achievement, facilities, higher status, higher skill demands, wage, and

other benefits (Fathoni in Judas, 2013).

2. Training

Fakhar UI Afaq, Anwar Khan (2008) said Training is the most important

factor in the business world. Training increases the efficiency and

effectiveness for employees in the organization or company. Even the

employee performance depends on many factor, but training is the most

important to increase the employee performance. Because training can

enhance the capabilities of employees. The employee who have more job

experience they will also have better performance, because there is an

increase in skills and competencies because of more on the experience.

3. Resignations

According to Mowday in Novliadi (2007), the presence of environment,

achievement, positive work experiences, and also expectation of the

individual that can be fulfilled in the organization or company will can

build a strong sense to still become a member of the company. But when

the opposite happens, individual will give a reaction to get out from the

company or organization. If there is an opportunities in another company,

they will move to the other company. Age, years of work, level of

education, relationship to the company, job satisfaction, and organization

culture are the factor of influencing the turnover or resignation.

4. Encouragement for studies (Motivation)

motivation in the management only aimed at human resources in general

and in particular subordinates. Motivation questioned how directing the

power and potential of subordinates, in order to work together

16

productively, managed to achieve, and realize the intended purpose

(Hasibuan, 2003, p.141).

C. Social Integration

According to Walton in Pratama (2012) Individuals feel part of a team and

not be isolated from the group, individual support each other and there is a

sense of community relations and relations between individuals. Organization

prioritizes the concept of egalitarianism, their mobility to move upward, so

that the working environment is relatively free of prejudice.

1. Discrimination

From Brigham in Kuncoro (2007), State that discrimination is treated

differently because of their membership in a ethnic group. The ethnic

group includes ethnicity, language, customs, religion, and nationality.

Baron & Byrne in Kuncoro (2007) also discrimination is a negative

behavior to another individual such as racial prejudice, ethnic and

religion. Discrimination is like prejudice in action.

2. Interpersonal Relationship

Zagenczyk, Scott, Gibney, Murrell, & Thatcher (2010) Positive

interpersonal relationships at work have an advantageous impact on

organizational and individual. Friendship at work can improve individual

employee attitudes such as job satisfaction, job commitment in an

organization, engagement, and perceived organizational support.

3. Team’s Compromise

Chien,Wan,Chin (2012) stated that Team Compromise or Teamwork as

group members working together to accomplish a commonn goal. The

key insight is that team members must possess a mutual awareness

shared perceptions about communication, safety culture, work climate

and work pressure. Which enables them to interact, anticipate each

other’s actions and needs, and carry out team processes like coordination.

17

4. Ideas Volarization

Hasibuan (2005) in Samtica (2011) Said Principle of participation is

invite the employee to participate, the opportunity to give ideas,

participation in make a decision. In this way, the employee feels

responsible with organizational goals itself. so, the employee

performance will increase.

2.1.1.3. Impact of Quality of Work Life

According to Gitosudarmo in Usman (2009) there are four impact of

Quality of Work Life, There are :

a. To create an organization more democratics when every individual has

own voice towards something that affect in their life.

b. Trying to give financial from company or organization so, every

individual get the benefit from their teamwork, their productivity and

also increase their probability.

c. To find some ways to create safety work environment with increase

organization vitality and more increase job’s autonomy.

d. Trying to increase development of individual with create the condition

that support the personal growth.

According to Serey (2006) in Islam (2012) Quality of work life can make a

good work environment with meaningful and satisfying work. It also include :

a. Give an opportunity to implement employee talents and give the abilities

to to face challenges that require independent, initiative, and self

direction.

b. Give an activity thought to be valuable by the individual’s involvement.

c. Give an understanding to the employee about their achievement and their

goals.

d. To create a sense of pride in the employee, when they do something well.

18

2.1.2. Employee Performance

2.1.2.1. Definition of Employee Performance

As’ad in Arifin (2012) States that the employee’s performance is a

person’s success in doing a job. Basically, Performance is a result of work in

a certain period. Successfully or not the employees performance is affected

by level of performance of individual employees and groups.

Hasibuan in Riyadi (2011) Employee Performance is a result of work

achieved in executing their duties assigned to them based on skills,

experiences, sincerity and time.

Based on Notoatmodjo in Riyadi (2011) Individual performance is a

meansure of the extend to where a person’s success in performing the task in

their job. There are three main factors, the first one is influence the

performance of the individual (ability work), work effort (willingness to

work), and organizational support (the chance to work). Individual’s

performance is affected by several factors such as ability, capacity, held,

incentive, environment, and validity.

2.1.2.2. Factors of Performance

According to Husnawati (2006) Performance is generally said to be the

measure of a person in their work. Performance is the foundation for

productivity and contributes to the achievement of organizational goals. To

achieve high performance, every individual in the company should have

creating capacity to perform, showing the willingness to perform, and

creating the opportunity to perform. These three factors are very important to

increase employee performance, if one of these factors failed it can be

influencing on their performance.

According to Husnawati (2006) Individual performance will be achieved if

supported by individual attributes, work effort and organtizational support.

19

a. Individual attributes that determine the capacity to do something. The

individual attributes include individual factors (skills and abilities,

backgrounds and demographics) and psychological factors include the

perception, attitude, personality, learning, and motivation.

b. Work effort that make up the desire to achieve something.

c. Support organization, which provides an opportunity to do something.

Support organizations include the resources, leadership, work

environment, organizational structure and job design.

Based on Timpe in Riyadi (2011) there are two factors in employee

performance. The first factor is Internal Factors and the second one is

External Factors. In Internal Factors there are Individual Characteristics,

Attitudes, Personality, Physical Characteristics, Motivation, Age, Gender,

Education, Work Experience, and Culture Background. In External Factors

there are Performance of Employee, Leadership, Environment, Training,

Wage System, and Social Integration.

2.1.2.3. Criteria of Employee Performance

Elmuti & Kathawala in Husnawati (2006) stated that There are five criteria

to measure the extent to which employee performance.

a. Quality, the result of the activities carried out close to perfect, in the

sense that the ideal way to adjust some of the appearance of activity in

meeting the expectation goals of an activity.

b. Quantity, is the number of targets generated or expressed in terms of

units of the number of cycles completed activity.

c. Knowledge and skills, the knowledge and skills possessed by the

employees of an organization.

20

d. Timeliness, the activity of which was completed in the desired starting

time from the point of coordination of output results and to maximize the

time available for other activities.

e. Communication, the relationship or interaction with fellow colleagues in

organization.

2.2. Previous Research

Table 2.2 Previous Research

No Name Title of Research Independent

& Dependent

Variable

Result

1. Muh. Ryan

Rizaldhy

Iksan

(2013)

The Analysis of

Influences Factors

Quality of Work

Life towards

Employee

Performance PT

Taspen (Persero)

KCU Makassar

QWL

Employee

Performance

Compensation is the

biggest factors that can

influence employee

performance

improvement

2. V.Kubendra

n,

Muthukuma

r.S,

Priyadharsh

ini.M

(2013)

Impact of Quality

of Work Life on the

Performance of the

Employee

Performance in IT

organization

QWL

Employee

Performance

Quality of Work Life

helped the organization

providing suggestions

like improving more

policies and some good

entertainment and

relaxation programs for

employees. And also

improving good

relationship with

employees take pleasure

21

in the work, establish

career development

system.

3. Musharfan

Suneth

(2012)

The Influences of

Quality of Work

Life towards

Employee

Performance in PT.

Bank Sulselbar

QWL

Employee

Performance

According to

simultaneous test from 4

variables Quality of

Work Life there are

significant influence

between Employee

Performance

4. Ricka

(2012)

The Relationship of

Quality of Work

Life towards

Nurses

Performance in

Medical Centre

Hospital

QWL

Employee

Performance

The result of Quality of

Work Life Component

has significant

relationship between

Employee Performance

5. Hendy

Mochtar

(2012)

The Relationship

between the

Quality of Work

Life Component

with Midwives

Performance in

Department

Obstetrics and

Gynecology Gatot

Subroto Armi

Hospital Jakarta

QWL

Employee

Performance

In the variable Career

Development obtained

information that this

variable is the highest

significant relationship

between Employee

Performance.

22

2.3. Theoretical Framework

Ha1

Ha2

Ha3

Ha4

Figure 2.1 Theoretical Framework

QWL

Development Human

Capacities (X1)

(Walton in Timossi, Pedroso,

Francisco, Pilatti 2008)

- Autonomy

- Important of the Task

- Polyvalence

- Performance Evaluation

- Responsibility

Growth and Security (X2)



- Professional Growth

- Training

- Resignation

- Encouragement for

Studies

Social Integration (X3)



- Discrimination

- Interpersonal

Relationship

- Team Compromise

- Ideas Valorization

Employee Performance (Y)

(Elmuti & Khatawala in

Husnawati 2006)

- Quality

- Quantity

- Knowledge and Skill

- Timeliness

- Communication

23

2.4. Operational Definition

Table 2.3 Operational Definition

No Variable Meaning Dimensions Code

1. Development

Human

Capacities

(X1)

(Walton

in

Timossi,

Pedroso,

francisco,

Pilatti

2008)

Employee were

given the

autonomy,

perspective of

task, and the

freedom in their

company.

Autonomy Q1-1, Q1-

2

Important of

the task

Q1-3, Q1-

4

Polyvalence Q1-5

Performance

Evaluation

Q1-6, Q1-

7

Responsibility Q1-8, Q1-

9

2. Growth and

Security

(X2)

(Walton

in

Timossi,

Pedroso,

francisco,

Pilatti

2008)

Responsibility

of an

organization to

prepare

experience for

employee to

make employee

better than

before.

Professional

Growth

Q2-1, Q2-

2, Q2-3

Training Q2-4, Q2-

5

Resignation Q2-6, Q2-

7

Encouragement

for Studies

Q2-8, Q2-

9

3. Social

Integration

(X3)

(Walton

in

Timossi,

Pedroso,

francisco,

Pilatti

2008)

Individuals not

be isolated from

the group and

always support

in each other.

Discrimination Q3-1, Q3-

2

Interpersonal

Relationship

Q3-3, Q3-

4

Team

Compromise

Q3-5, Q3-

6, Q3-7

Ideas

Valorization

Q3-8, Q3-

9

24

4. Employee

Performance

(Y)

(Elmuti &

Khatawala

in

Husnawati

2006)

A result of work

achieved in

executing their

duties assigned

to them based

on skills,

experiences,

sincerity, and

time

Quality Q4-1, Q4-

2, Q4-3

Quantity Q4-4, Q4-

5

Knowledge and

skill

Q4-6, Q4-

7

Timeliness Q4-8

Communication Q4-9, Q4-

10

25

2.5. Hypothesis

Ho1 = There is no significant influences between development human capacities

on employee performance.

Ha1 = There is significat influences between development human capacities on

employee performance.

Ho2 = There is no significant influences between growth and security on


Ha2 = There is significant influences growth and security on employee

performance.

Ho3 = There is no significant influences between social integration on employee

performance.

Ha3 = There is significant influences between social integration on employee

performance

Ho4 = There is no significant influences between quality of work life

(development human capacities, growth and security, and social integration) on


Ha4 = There is significant influences between quality of work life (development

human capacities, growth and security, social integration) on employee

performance.

26

CHAPTER III

METHODOLOGY

3.1. Research Design

Research method is a scientific method to get data with purpose and

usefulness. Scientific ways is a research based on characteristics of science,

such as rational, empirical and systematic. Rational is a research activities

carried out in ways that reasonable so affordable by human reasoning.

Empirical is a method can be observed by human senses, so that others can

observe the methods used. Systematic means, the process used that uses

certain measures that are logical (Sugiyono, 2010, p.2).

Arikunto (2010, p.203) in research method used by researchers to collect

the data research. The method is a variation of questionnaires, interviews,

observation, testing, and documentation. Selection of research methods and

instruments is determined by several things, such as the object research, data

sources, time, funds available, the number of researchers, and the techniques

that will be used to process the data when it is collected. Based on the topic

the researcher used the descriptive method. From Sugiyono (2010, p. 306) in

descriptive method is set the focus of research, selecting informants as a

source of data, data collection, assessing the quality of the data, interpret the

data and make inferences on the data. So, as to describe the facts and help

make certain simple decision.

According to Sugiyono (2010, p.307) there are five characteristics from

the descriptive method, there are :

1. Researchers as a sensitive tool to react to any stimulus from the

environment thst must be anticipated meaningful or not for research.

2. The researcher as a tool able to adapt to all aspects of the situation and

may collect a variety of data at once.

27

3. Each situation is an overall.

4. A situation involving human interaction.

5. Researchers as the instrument can quickly analyze the data obtained.

To analyze the data, there are two methods quantitative and qualitative

methods. Sugiyono (2010, p.7) quantitative research methods can be

interpreted as the research method that is based on the philosophy of

positivism, used to examine the population or a particular sample. The

sampling technique is generally done at random, using a data collection

instrument research, quantitative data analysis / statistics in order to test the

hypothesis that has been set.

Sugiyono (2010, p.13) stated that qualitative method is research method

based on the philosophy postpositivisme to examine the condition of natural

objects (as opponent was an experiment) where the researcher is a key

instrument, the data collection techniques triangulation (combined), data

analysis is inductive/qualitative and the results of the study emphasize the

significance of generalization.

Quantitative methods use the questionnaire to collect the data and to see

the relationship among variables in the quantitative method, usually more

cause and effect. So the researcher will see the how much the influences

between independent variable with dependent variable (Sugiyono, 2010, p.

11).

According to the topic, the researcher using descriptive quantitative

methods and with the development of human capacities, growth and security,

and social integration (part of quality of work life) as the independent

variables and to calculated how much influences on employee performance as

the dependent variable.

28

3.2. Sampling Design

Table 3.1 Size of Population

Department Population

Business Development 4

Corsec 3

Finance 24

HRD 23

HSE 4

Internal Auditor 6

Legal 4

IT 11

Procurement 3

Engineering 4

Risk Management 1

Total 87

Source : Data from PT. XYZ

According to Uma Sekaran (2003,p. 265) population refers to the entire

group of people, events, or things of interest that the researcher wishes to

investigate. In this research, the population is all employees head office

(Jakarta) in PT XYZ. The researcher use all the population because the

population less than 100, that is 87 people. Arikunto (2010:112) said that if

the subject is less than 100 people, the researcher should take it all and if the

subject is large or more that 100 people, the researcher can take 10-15% or

20-25% or more.

In this research use the non probability methods. Sugiyono (2012,p. 86)

stated that non probability sampling is a sampling sampling technique that

doesn’t give the equal opportunity for each element or member of the

population.

29

While, the sample collection techniques in this study using purposive

sampling. According to Al-Assaf (2009) purposive sampling is the sampling

technique with selecting the sampling unit on the basis of expert group in the

particular field to be observed. Because this research describe about the

influences of quality of work life towards employee performance in PT XYZ.

So, the sample data source is the employees in PT XYZ.

3.3. Research Instrument

In this research, the researcher spread 37 questions to the 87 respondents

in PT.XYZ. 9 questions for Development Human Capacities, 9 questions for

Growth and Security, 9 questions for Social Integration, and 10 questions for

Employee Performance. In making of questionnaire the researcher create own

the questionnaire and after that the questionnaire through the validity and

reliability testing.

3.3.1. Statistical Tools

To analyze the data, the researcher use 2 (two) application :

1. Statistical package for socila science (SPSS) version 16.0. SPSS uses to

analyze all data that have been collected to do the validity, reability, and

regression test.

2. Microssoft excel 2007 uses to help the researcher to organize all that have

been collected and make more easier to read and analyze the data.

3.4. Validity and Reliability

3.4.1 Validity Test

Ghozali (2011,p. 52) said that Validity test is used to measure the

validity of a questionnaire. A questionnaire said to be valid if the questions

on the questionnaire were able to express something that will be measured

by the questionnaire.

30

To do the validity test, researcher spreads 36 questiones to 30 sample

respondents and using SPSS version 16.0 to see the r to conclude the

questions will be valid or invalid. According to pearson if (n) = 30 so df = n

– 2 or 30 – 2 = 28 and alpha = 0.05 be obtained r table 0.361 To be valid. If

r < 0.361 so the variable is invalid. Variable will be valid if the total

correlation is higher than r value.

The formula of validity test is as follow :

( )( )

√( ( )

) ( ( )

)

: Correlation between overall question instruments

: The number of paired observation

: The X variable summed

: The Y variable summed

: The X variable squared and the squares summed

( ) : The X variable summed and the sum squared

: The Y variable squared and the squares summed

( ) : The Y variable summed and the sum squared

: The sum of the product of X and Y

3.4.2. Reliability Test

Reliability is a tool to measure a questionnaire which is an indicator or

variables or constructs. A questionnaire said to be reliable if someone

answers on the statement is consistent or stable (Ghozali, 2011, p. 47).

According to Nunnally in Ghozali (2011,p. 48) SPSS provides the

facility to measure the reliability with Cronbach Alpha (α) statistical test. A

31

construct or varable said to be reliable if it gives Cronbach Alpha values >

0.70.

The formula of reliability test is as follow :

( )

Where:

r: mean correlation coefficient between variables

k: number of manifest variables that form the latent variables

Table 3.2 Interval of Reliabity Test

0.00 – 0.30 Not Reliable

0.31 – 0.50 Less Reliable

0.51 – 0.70 Moderate Reliable

0.71 – 0.90 High Reliable

0.91 – 1.00 Very Reliable

Source : Seta Basri (2012)

3.5. Data Collection Procedure

3.5.1. Primary Data

To collect the data in this research, the researcher using two primary data

collection methods in the research process. The first one is observation and

the second one is questionnaire.

Observation is the ability to use observation through the eyes or the other

sense. In this research, the researcher using the participant observer.

According to Bungin (2009,p. 115-116) participant observer is collect the

data through observation of objects with direct observation of living

together, feeling and being the object of observation in life activities. The

32

advantage for observation method is the researcher can get a little

illustration about employees needs in the PT. XYZ.

Kountor (2007,p. 189) said that questionnaire is written question were

give to respondents to answer. Respondents can give an answer with a mark

on one or several answers that have been provided, or writing the answer.

The researcher using this questioner for the primary tools to collect the data

and the question based on predetermined variables. The advantages of

questionnaire are does not require the presence of the researcher, can

distributed simultaneously to the respondents, can be made anonymous so

the respondent are free, honest, and not be shy to answer, can be made

standard so all respondents can be get the same questions, and also the

questions that had been prepared is an efficient time to reach respondents in

large quantities. While the disadvantages of the questionnaire are the answer

given by the respondents will be affected by the global state of the question,

time of return the questionnaire are different, so sometimes the researcher

too long to collect the data.

In this research, questionnaire will be given to PT XYZ staffs. The

researcher gave two days to collect all the data. On the 25th November the

researcher distributed the questionnaire and on the 27th November the

researcher collects the data from PT XYZ staff’s. Questionnaire was

composed of four dimensions that would be disseminated to the

respondents. The first dimension is to know about the development human

capacities, second dimension is to know about the growth and security, the

third dimension is to know about the human relations, and the last

dimension is to know about employee performance.

The questionnaire used and likert scale. According to Ghozali (2011,p.

47) likert scale is scale containing 5 levels of preference answers as follows:

33

1 = Strongly Disagree

2 = Disagree

3 = Neutral

4 = Agree

5 = Strongly Agree

To find out the length of interval scale, using formula as follows:

Length of interval scale =

Where :

H = Highest Value

L = Lowest Value

K = The number of class

Sources : Tanjung (2014)

From the formula, we can get the length of interval scale as follow :

Length of Interval Scale :

The interval scale classification are :

1.00 – 1.80 = Strongly Disagree

1.81 – 2.60 = Disagree

2.61 – 3.40 = Neutral

3.41 – 4.20 = Agree

4.21 – 5.00 = Strongly Agree

34

3.5.1.1 Research Framework

NO

YES

NO

Figure 3.1 Research Flow

Source : Constructed by researcher

Problem Statement

Reliability Test

Validity Test

Questionnaire

X1 X2 X3 Y1

Valid ?

Reliable?

Data Analysis

Result and Recommendation

35

3.5.2. Secondary Data

According to Juanda in Tanjung (2014) Secondary data is data that

already made. The researcher get the secondary data from PT XYZ.

3.6. Hyphotesis Testing

3.6.1. Variables

A. Independent Variable

In this research, the independent are consists of three variables are

consist of three variabkes and will be analyzing if there is an effect or effect

towards independent variable, which are :

a) Development Human Capacities (X1)

b) Growth and Security (X2)

c) Social Integration (X3)

B. Dependent Variable

In this research, the dependent variable is consist of employee

performance (Y) that will be analyze if there is an effect or no effect from

Development Human Capacities (X1), Growth and Security (X2), and

Social Integration (X3) as the independent variable.

3.6.2. Classical Assumption Test

a. Normality test

Based on Ghozali (2011,p. 160) Normality test aims to test whether the

regression model, or residual confounding variable has a normal

distribution. As is well known that the t-test and f assumes that the value of

the residuals follow a normal distribution. If this assumption is violated then

becomes invalid statistical test small sample size.

Ghozali (2011,p. 160) stated that Histogram is a graph that compares the

observation data distribution approaches the normal distribution. According

to Ghozali (2011,p 163) to see the histogram graph can be concluded that

36

the histogram provides distribution pattern is skewed to the left and not

normal.

According to Ghozali (2011,p. 161) Normal P-Plot can comparing the

cumulative distribution of the normal distribution. Normal distribution will

form a straight diagonal line, plotting the data will be compared with the

residual diagonal lines, and plotting the data will be compared with the

residual diagonal lines. If the distribution of the residual data is normal, then

the line that represents the actual data will follow a diagonal line. The

normal graph plots dots spread around the diagonal line. And spread a little

away from the diagonal line (Ghozali, 2011:163)

b. Multicollinearity Test

Ghozali (2011,p. 105-106) stated that Multicollinearity test aims to test

wether the regression model found a correlation between independent

variables. There are 3 ways to detect the presence or absence of

multicollinearity in the regression model are :

a) R2 Value generated by an empirical regression model estimation is a very

high.

b) Analyze the correlation matrix of the independent variables. If there is a

correlation between the independent variables are farly high ( > 0.90 ), so

this is an indication of multicollinearity.

c) Multicollinearity also can be seen from the tolerance and variance

inflation factor (VIF). Tolerance measures the variability of the selected

independent variables that are not explained by the other independent

variables. So that low tolerance value equal to the value of high VIF (VIF

= 1/tolerance). Cutoff value which is commonly used to indicate the

presense of multicollinearity is the value of tolerance and value

of VIF So, if the value of tolerance and VIF there is

no multicollinearity among independent variable.

37

c. Heterocedasticity Test

Ghozali (2011,p. 139) heteroscedasticity test aims to whether the

regression model occurs inequality variance of residuals of the observations

to other observations. If the variance of the residuals of the observations to

other observations constant, it is called homoscedasticity and if different

called heterocedasticity. Good regression model is homoscedasticity or not

happen heteroscedasticity. In this research, the researcher use scatterplot

graphic (ZPRED with residual SRESID) to detect the heteroscedasticity. If

there is a specific pattern, such as (wavy, widened, narrowed), it indicates

there has been a heteroscedasticity. If there is no a specific pattern and the

dots spread above and below the number 0 on the Y-axis, then there is no

heteroscedasticity (Ghozali, 2011,p. 139) .

3.6.3. Multiple Linear Regression

According to Baker (2006) multiple linear regression analysis is an

extension of simple linier regression analysis, used to assess the association

between two or more independent variables and a single continuous

dependent variable.

The multiple linear regression equation is as follows :

0 + 1X1 + 2X2 + 3X3+......+

Where :

Y = Dependent Variable

0 = Y intercept

1- 3 = Regression Coefficient

n = Independent Variable

= Random Error

38

a. Correlation Coefficient (R)

According to Tanjung (2014) The Pearson Correlation Coefficient (R) or

usually known as correlation coefficient is a measure the strength and

direction of linear relationship between two variables. The range of

correlation coefficient is typically between 0.0 and 1.0 and it is used in

either parametric or nonparametric.

b. Coefficient Determination (R2)

Ghozali (2011,p. 97) said that Coefficient determination is to measure

how far the ability of the model to explain variations dependent variable.

The coefficient determination is between 0 and 1.

If R2 approximated with 0, means the ability of the independent variables

to explain the variation in the dependent variable is limited. If R2

approximated with 1, means independent variable able to give enough

information needed to predict the variation of dependent variable.

c. F - test

Based on Ghozali (2011,p. 98) f-test basically indicates whether all the

independent variables or free that put in the model with the same influence

on the dependent variable. If the probability is smaller than 0.05, then the

result means that there is significant influences of independent variables

collectively against the dependent variable.

The formula of f-test for manual calculation is as follows :

F = R2/k ⦌

( 1-R2) / ( n – k – 1) ⦌

Where :

F = statistics test for F distribution

R2 = coefficient of determination

39

k = number of independent variables in the regression model

n = number of sample

The null hypothesis (Ho) to be tested is wether all the parameters in the

model is equal to zero, or :

Ho : b1 = b2 = ........... = bk = 0

It means all the independent variables are not significant explanatory of

the dependent variable.

Alternative hypothesis (Ha) is not all parameters simultaneously equal to

zero, or :

Ha : b1 b2 ........... bk 0

It means all the independent variables simultaneously is a significant

explanatory of the dependent variable

This test is conducted to comparing the value of F column from SPSS

ver. 16.0 and F table with decision making :

a) If F column > F table, then it means there is influence between

independent variable toward dependent variable.

b) If F column < F table, then it means there is no influence between

independent variable toward dependent variable.

Based on Rank spearman with significance of error is 5%, which is 0.05.

the criterion for significance is 0.05. if the probability > 0.05, it means

there is no significance influence between development human capacities,

growth and security, and social integration towards employee performance.

If the probability < 0.05, it means there is significance influence between

development human capacities, growth and security, and social integration

towards employee performance.

40

d. T - test

Based on Ghozali (2011,p. 98) t test shows how far influence of the

independent variable individually in explaining variation dependent

variable.

The formula of t-test for manual calculation is as follows :

t = bj – βj

Sbj

Where :

t = statistic test for t-distribution

bj = sample slope

βj = slope of the population

Sbj = standard error of the slope

Null Hypothesis (Ho) and Alternative Hypothesis (Ha) formulation :

Ho : bi = 0

It means all the independent variables are not significant explanatory of

the dependent variable

Ha : bi 0

It means all the independent variables simultaneously is a significant

explanatory of the dependent variable

the criterion for significance is 0.05. if the probability > 0.05, so Ho

accept it means there is no significance influence between development

human capacities, growth and security, and social integration towards

employee performance. If the probability < 0.05, so Ho rejected it means

there is significance influence between development human capacities,

growth and security, and social integration towards employee performance.

41

CHAPTER IV

ANALYSIS OF DATA AND INTERPRETATION OF

RESULT

4.1. Company Profile

PT XYZ is general contractor service company that was founded in 1991.

Since its inception the company has carved out a reputation as a reliable

contractor in the Indonesian mining, energy providers are experts in the field

of heavy equipment mining, quarrying mining, civil works and maintenance

of mining equipment.

In carrying out its operations, the company powered vehicle fleet of heavy

equipment and complete supporting like excavators, dump trucks, bulldozers,

loaders and graders from various famous brands, such as Hitachi, Komatsu,

Caterpillar, Liebherr, and Terex.

Production company’s in 2012 has reached 13.06 million tons of coal and

90.69 million bcm overburden. In carrying out its business activities, the

company has implemented a system of international standard ISO 9001:2008,

ISO 14001:2004, and OHSAS 18001:2007.

PT XYZ has 5 areas operations. There are 2 areas in East Kalimantan, 1

area in North Kalimantan, and 2 areas in South Kalimantan. PT XYZ help the

owner’s land to find the mining from excavation until mining shipment.

4.1.1. Vision and Mission

1. Vision :

Being a regional company of choice in service providers integrated mining.

2. Mission :

a. Creating knowledge of good management and cost-effective operation.

42

b. Provide maximum value to all stakeholders and continue to grow

sustainably.

c. Providing high quality services to stakeholders through best practices with

a high commitment in terms of health, safety and environment and corporate

social responsibility is high.

43

4.1.2. Organization Structure

Figure 4.1. Organization Structure

Source: Secondary Data. PT XYZ

44

4.2. Data Analysis

4.2.1. Respondent Profile

Figure 4.2 Demographic Views (Gender)

Source: Primary Data, Microsoft Excel 2007

Table 4.1 – Details Number (Gender)


According to Figure 4.2 it shows that the dominant employees gender in

PT XYZ is male, the percentage of male in PT XYZ is 63% and 37% is

female. So, the result of male employees is bigger than female employees. In

table 4.1 it shows that the company has 55 male employees and 32 female

employees.

63%

37%

Respondents Gender

Male

Female

Gender Frequency Percentage

Male 55 63%

Female 32 37%

Total 87 100%

45

Figure 4.3 Demographic Views (Department)

Source: Primary Data, Mocrosoft Excel 2007

Figure 4.3 shows that the percentage of department of PT XYZ. 87

employees in this research, 27% are Finance (24 employees), 26% HRD (23

employees), 13% IT (11 employees), 7% of Internal Auditor (6 employees),

Business Development, HSE, Engineering, and Legal individually contain of

5% with frequency number 4 employees per each division, Procurement

(SCM) and corsec individually contain 3% with frequency number 3

employees per each division, Risk Management contain of 1% with

frequency number only 1 employee.

5% 3%

27%

26%

5%

7%

5%

13%

3% 5%

1%

Department

Business Development

Corsec

Finance

HRD

HSE

Internal Auditor

Legal

IT

Procurement

Engineering

Risk Management

46

Figure 4.4 Demographic Views (Age)

Source: Primary Data, mocrosoft Excel 2007

According to Figure 4.4, it shows that restriction age divided into 5

categories, which are <25 years old, 26 – 30 years old, 31 – 40 years old, 41 –

50 years old, and >50 years old. 15 employees are <25 years old, 29

employees are 26-30 years old, 29 employees are 31-40 years old, 11

employees are 41-50 years old, and 3 employees are >50 years old. From 5

catagories, the dominant age in PT XYZ is 26 – 40 years old. It means that,

most of the employees still in the productive age range.

15

29 29

11

3

0

5

10

15

20

25

30

35

<25 26-30 31-40 41-50 >50

47

Figure 4.5 Demographic Views (Level Management)


According to Figure 4.5 it shows that the dominant level in PT XYZ is

staffs. 86% of respondent (75 employees) are staff, 12% of respondent (10

employees) are manager, 2% of respondent (2 employees) are non-staff.

Managerial level consist of top level management, staff consist of middle

level management, and non staff consist of middle level management but they

are from another resource.

12%

86%

2%

Level Management

Manager

Staff

Non-Staff

48

4.2.2. Validity Test

In testing validity test, the researcher used SPSS ver. 16.0. Researcher

distributed questionnaire for 30 sample (n) = 30 and the amount df can be

calculated 30 – 2 = 28 with (df) = 28, so the variable will be valid if r table ≥

0.361. If r < 0.361, it means that the variable is invalid and the researcher

must taken out the question from the research.

The validity result is as follows :

Table 4.2 Validity Test

Code

Question

R Compute

Value

R Table

Value

Remarks

X1 – Development Human Capacities

DHC1 0.694 0.361 VALID

DHC2 0.548 0.361 VALID

DHC3 0.612 0.361 VALID

DHC4 0.382 0.361 VALID

DHC5 0.560 0.361 VALID

DHC6 0.685 0.361 VALID

DHC7 0.431 0.361 VALID

DHC8 0.477 0.361 VALID

DHC9 0.647 0.361 VALID

X2 – Growth and Security

GNS1 0.655 0.361 VALID

GNS2 0.824 0.361 VALID

GNS3 0.620 0.361 VALID

49

GNS4 0.630 0.361 VALID

GNS5 0.623 0.361 VALID

GNS6 0.659 0.361 VALID

GNS7 0.719 0.361 VALID

GNS8 0.514 0.361 VALID

GNS9 0.676 0.361 VALID

X3 – Social Integration

SI1 0.458 0.361 VALID

SI2 0.467 0.361 VALID

SI3 0.594 0.361 VALID

SI4 0.681 0.361 VALID

SI5 0.645 0.361 VALID

SI6 0.724 0.361 VALID

SI7 0.788 0.361 VALID

SI8 0.698 0.361 VALID

SI9 0.796 0.361 VALID

Y – Employee Performance

EP1 0.602 0.361 VALID

EP2 0.692 0.361 VALID

EP3 0.544 0.361 VALID

EP4 0.729 0.361 VALID

EP5 0.631 0.361 VALID

50

Source: Primary Data, SPSS Ver. 16.0

According to table 4.2, for validity test, the total of question were given to

30 employees are 37 questions, 9 questions for variable X1 ( Development

Human Capacities ) 9 questions, X2 ( Growth and Security ) 9 questions, X3 (

Social Integration ) 9 questions, and Y ( Employee Performance ) 10

questions. The r point of each variable is more than r table and it means that

all variable is valid.

4.2.3. Reliability Test

Beside each variable must go through validity testing, variable also must

through the reliability test to know each variable reliable or not. Researcher

use Cronbach’s Alpha for statistical test. If the value of Cronbach’s Alpha >

0.7 so the variable included in the reliable groups.

The reliability test is as follows :

Table 4.3 Reliability Test

Name of

Variable

Cronbach’s

Alpha

N of Items Result

Development

Human

Capacities

0.840 9 High Reliable

Growth and

Security


EP6 0.582 0.361 VALID

EP7 0.748 0.361 VALID

EP8 0.676 0.361 VALID

EP9 0.659 0.361 VALID

EP10 0.755 0.361 VALID

51

Social

Integration


Employee

Performance



According to Table 4.3, all the variables result have a “High Reliable”

result. X1 ( Development Human Capacities ) with Cronbach’s Alpha value =

0.840, X2 ( Growth and Security ) with Cronbach’s Alpha value = 0.895, X3

( Social Integration ) with Cronbach’s Alpha value = 0.887, and Y (

Employee Performance ) with Cronbach’s Alpha value = 0.902.

4.2.4. Classical Assumption Test

a. Normality Test

The benefit of normality test is to determine the residual variable has a

normal distribution or not. There are 2 ways to analyze the normality test and

researcher using all the normality test tools such as Histogram and P-P plot.

52

Figure 4.6 Histogram


According to figure 4.6 Histogram chart shows that normal distribution.

The data called normal distribution because the pattern histogram not

skewness or normal and follow the histogram normal line.

53

Figure 4.7 P-P Plot


According to Figure 4.7 P-P Plot chart shown the normal distribution. it

shows that the dots data still follow the line, even though the dots out of line

in 0.6 X and Y-axis but the regression model still qualified for the

requirement of normality test.

54

b. Multicollinearity Test

The advantage of multicollinearity test is to see each independent variable

has correlation or not. Good variables has not correlated between other

independent variables. One of the test for multicollinearity is tolerance and

variance inflation factor (VIF) test. If the value of tolerance ≤ 0.10 and VIF ≥

10 it means there is a correlation between independent variables or there is a

multicollinearity.

Table 4.4 Multicollinearity Test

Coefficientsa

Model

Collinearity Statistics

Tolerance VIF

1 (Constant)

DHCT .343 2.911

GNST .412 2.429

SIT .365 2.741

a. Dependent Variable: EPT


According to Table 4.4 we can see that Development Human Capacities

has tolerance value 0.343 and VIF 2.911, Growth and Security has tolerance

value 0.412 and VIF 2.429, and Social Integration has tolerance value 0.365

and VIF 2.741. It means that there is no multicollinearity between one

indenpendent variable to another independent variable, because all

independent variable has tolerance value ≥ 0.10 and VIF value ≤ 10.

c. Heteroscedasticity Test

The purpose of the heteroscedasticity test is to test that occurs inequality

variance from residual one observation to onother observation. If variance

from one observation to another observation constant, it means that did not

happen heteroscedasticity or can also called the homocedasticity. For

heteroscedasticity test, researcher use scatterplot graph to see the dependent

55

variable (ZPRED with residual SRESID). If after doing the test, the dots form

such as wavy, widened, narrowed it means that occurred heterocedasticity.

Figure 4.8 Scatterplot

Source: Primary Data, SPSS Ver 16.0

According to Figure 4.8, the scatterplot graph describe that occur

homoscedasticity or not happen heteroscedasticity. The dots spread randomly

above and below number 0 on the Y-axis and not looks like wave, widened,

or narrowed.

4.2.5. Multiple Linier Regression

a. Correlation Coefficient (R)

The Pearson Correlation Coefficient (R) or usually known as correlation

coefficient is a measure the strength and direction of linear relationship

between two variables. The range of correlation coefficient is typically

between 0.0 and 1.0 and it is used in either parametric or nonparametric.

56

Table 4.5 Model Summary


According to Table 4.5, the Coefficient Correlation (R) Quality of Work

Life (Development Human Capacities, Growth and Security, and Social

Integration) is 0.790, it means that the correlation 3 variables is in the range

0.60 – 0.799 and can be conclude has a high correlation.

b. Coefficient Determination (R2)

Basically, the coefficient of determination is a test tools to measure how

far the ability of independent variables in explaining the dependent variable.

The coefficient of determination is between 0 and 1. If the value of R2 closer

to the value 1, it means that the independent variables provide almost all the

information needed to predict the variation in the dependent variable.

According to Table 4.5 it shows that the Coefficient Determination (R2) is

0.611, it means that 61.1% of Employee Performance can be explained by

Quality of Work Life (Development Human Capacities, Growth and Security

and Social Integration). Meanwhile, 38.9% of Employee Performance

explained by another factors outside in this research.

c. F – test

The purpose of F test is to show whether all independent variables have an

influence on the independent variable. If significant value < 0.05, the

regression model can be used to predict the influences of independent

variables Quality of Work Life (Development Human Capacities, Growth and

Model Summaryb

Model R R Square

Adjusted R

Square

1 .790a .624 .611

a. Predictors: (Constant), SIT, GNST, DHCT

b. Dependent Variable: EPT

57

Security, Social Integration) towards dependent variable (Employee

Performance).

Table 4.6 ANOVA

ANOVAb

Model Sum of Squares df Mean Square F Sig.

1 Regression 1289.439 3 429.813 45.942 .000a

Residual 776.515 83 9.356

Total 2065.954 86

a. Predictors: (Constant), SIT, GNST, DHCT

b. Dependent Variable: EPT

Source: Primary Data, SPSS Ver.16

According to Table 4.6, it conclude that F value Quality of Work Life

(Development Human Capacities, Growth and Security, Social Integration) is

45.942 which is greater than F table (df=86, α=0.05) is 2.72 and significant

value is 0.000a, which is < 0.05. it can be conclude that, development human

capacities, growth and security, social integration has a major influence

towards employee peformance.

d. T – test

T – test is one of tools in statistics to measure whether each independent

variables (individually) has significance effect to the dependent variable. If

the value of significance is less than 0.05 and t – column greater than t – table

(1.987), it can be concluded each independent variable Quality of Work Life (

Development Human Capacities, Growth and Security, Social Integration)

has significance influences towards dependent variable (employee

Performance).

58

Table 4.7 Coefficients


According to table 4.7 conclude that:

a. Development Human Capacities (X1) has significance value of 0.000,

which is less than 0.05 and t value is 5.991, which is greater than t table

(df= 86, α=0.05) is 1.987. It means that Development Human Capacities

(X1) has significance influence towards Employee Performance (Y);

therefore, Ho1 rejected and Ha1 is accepted in hyphothesis.

b. Growth and Security (X2) has significance value of 0.042, which is less

than 0.05 and -t value is -2.065, which is lower than t table (df=86,

α=0.05) is -1.987. It means that Growth and Security (X2) has significance

influence towards Employee Performance (Y); therefore Ho2 rejected and

Ha2 is accepted in hyphothesis.

c. Social Integration (X3) has significance value 0.007, which is less than

0.05 and t value is 2.745, which is greater than t table (df=86, α=0.05) is

1.987. It means that Social Integration (X3) has significance influence

towards Employee Performance (Y); therefore Ho3 rejected and Ha3 is

accepted in hyphothesis.

Coefficientsa

Model

Unstandardized Coefficients

Standardized

Coefficients

t Sig. B Std. Error Beta

1 (Constant) 4.270 2.758 1.548 .125

DHCT .759 .127 .688 5.991 .000

GNST -.193 .093 -.217 -2.065 .042

SIT .353 .128 .306 2.745 .007

a. Dependent Variable: EPT

59

According to explanations above, it can be conclude that Quality of Work

Life has a significant influence towards Employee Performance. From of the

three explanations above, Development Human Capacities (X1) has a big

significance influence towards Employee Performance (Y).

e. Multiple Linier Regression

Multiple linear regression analysis is an extension of simple linier

regression analysis, used to assess the association between two or more

independent variables and a single continuous dependent variable.

According to table 4.7, if the unstandardized coefficients be included in

the formula, the regression is as follows:

0 + 1X1 + 2X2 + 3X3+......+

Y = 4.270 + 0.759X1 – 0.193X2 + X3

Where :

Y = Employee Performance (Dependent Variable)

0 = Y intercept

1- 3 = Regression Coefficient

1 = Development Human Capacities (Independent Variable)

X2 = Growth and Security (Independent Variable)

X3 = Social Integration (Independent Variable)

= Random Error

Based on the result of multiple linear regression, this research can be

concluded as follows :

f. Coefficient Regression (β)

a. Coefficient Regression of Development Human Capacities (X1) is 0.759,

means in each 100% changed of Employee Performance, Development

60

Human Capacities factor will increase relatively influencing Employee

Performance with the value 75.9%.

b. Coefficient Regression of Growth and Security (X2) is -0.193, means in

each 100% changed of Employee Performance, Growth and Security

factor will decrease relatively influencing Employee Performance with the

value 19.3%.

c. Coefficient Regression of Social Integration (X3) is 0.353, means in each

100% changed of Employee Performance, Social Integration factor will

increase relatively influencing Employee Performance with the value

35.3%.

Based on explanation above, we can conclude that from all of Quality of

Work life (Development Human Capacities, Growth and Security, Social

Integration) the dominant variable that has the most significant influence for

Employee Performance is Development Human Capacities with the value of

75.9%

61

4.2.6. Descriptive Analysis

Table 4.8 Descriptive Analysis DHC (X1)

Descriptive Statistics

N Minimum Maximum Mean Std. Deviation

DHC1 87 2.00 5.00 3.7471 .71882

DHC2 87 2.00 5.00 3.8276 .66834

DHC3 87 2.00 5.00 3.8046 .77518

DHC4 87 2.00 5.00 3.5172 .90041

DHC5 87 1.00 5.00 3.6207 .85238

DHC6 87 2.00 5.00 3.6207 .85238

DHC7 87 2.00 5.00 3.6552 .69596

DHC8 87 2.00 5.00 3.6667 .78750

DHC9 87 1.00 5.00 3.6437 .76214

Valid N (listwise) 87


According to Table 4.8, Development Human Capacities in PT XYZ is

quite good. Because, mean in descriptiva analysis Development Human

Capacities is more than 3.40 (Agree). The highest mean is question number 2

with mean 3.82. It means that all employee in PT XYZ feel free to give an

idea or opinion to their company. Based on standard deviation all statements

already spread because, the value of each statement not approach to the 0

value.

Table 4.9 Descriptive Analysis GNS (X2)



GNS1 87 2.00 5.00 3.3563 .87573

GNS2 87 2.00 5.00 3.6437 .79207

GNS3 87 1.00 5.00 3.6207 .90530

GNS4 87 1.00 5.00 3.2759 .92371

GNS5 87 1.00 5.00 3.2184 .86838

GNS6 87 1.00 5.00 3.3678 .87756

62

GNS7 87 1.00 5.00 3.3333 .91075

GNS8 87 1.00 5.00 3.5862 .82901

GNS9 87 1.00 5.00 3.5977 .82771



According to Table 4.9, from 9 question in Growth and Security, there are

5 questions which has mean less than 3.40 or neutral. Majority of respondents

state that, such as training, career opportunities, and retirement information is

not good enough in the Growth and Security. Based on standard deviation all

statements already spread because, the value of each statement not approach

to the 0 value.

Table 4.10 Descriptive Analysis SI (X3)



SI1 87 1.00 5.00 3.9655 .76930

SI2 87 2.00 5.00 3.4943 .72934

SI3 87 2.00 5.00 3.8046 .77518

SI4 87 2.00 5.00 3.8851 .57920

SI5 87 1.00 5.00 3.9425 .68804

SI6 87 2.00 5.00 3.7471 .73482

SI7 87 2.00 5.00 3.7931 .66713

SI8 87 2.00 5.00 3.6437 .69845

SI9 87 2.00 5.00 3.6207 .68610



According to Table 4.10, all questions has mean more than 3.40. It means

that, Social Integration in PT. XYZ is quite good. But the company should

control the relationship every employees to always create a sense of mutual

respect for each employees. Based on standard deviation all statements

already spread because, the value of each statement not approach to the 0

value.

63

Table 4.11 Descriptive Analysis EP (Y)



EP1 87 2.00 5.00 3.6207 .65132

EP2 87 1.00 5.00 3.5402 .72824

EP3 87 2.00 5.00 3.5057 .67984

EP4 87 2.00 5.00 3.4483 .60538

EP5 87 2.00 5.00 3.5977 .67272

EP6 87 1.00 5.00 3.4828 .72916

EP7 87 1.00 5.00 3.4483 .85940

EP8 87 2.00 5.00 3.6322 .61218

EP9 87 2.00 5.00 3.5517 .67787

EP10 87 1.00 5.00 3.5287 .66190



According to Table 4.11, it can be seen that all questions agreed by

employees. But, there are several question still close to neutral result (4,6,7).

This case has a correlation with lack of training in PT XYZ, so that

employees feels they still has a limited knowledge and skills. Based on

standard deviation all statements already spread because, the value of each

statement not approach to the 0 value.

Table 4.12 Personal Result

Source: Primary Data, Microsoft excel 2007

Variable SD D N A SA Total

n % n % n % n % n % n %

Development

Human

Capacities (X1) 0 0% 4 4.6% 7 8.0% 65 74.7% 11 12.7% 87 100%

Growth and

Security (X2) 0 0% 8 9.2% 32 36.8% 41 47.1% 6 6.9% 87 100%

Social Integration

(X3) 0 0% 1 1.1% 14 16.2% 65 74.7% 7 8.0% 87 100%

Employee

Performance (Y) 1 1.1% 1 1.1% 37 42.6% 44 50.6% 4 4.6% 87 100%

64

According to Table 4.12 shows that in Development Human Capacities

there are 4.6% respondents who answered Disagree, 8% respondents who

answered Neutral, 74.7% respondents who answered Agree, and 12.7%

respondents who answered Strongly Agree. In Growth and Security 9.2%

respondents who answered Disagree, 36.8% respondents who answered

Neutral, 47.1% respondents who answered Agree, 6.9% respondents who

answered Strongly Agree. In Social Integration 1.1% respondents who

answered Disagree, 16.2% respondents who answered Neutral, 74.7%

respondents who answered Agree, and 8% respondents who answered

Strongly Agree. And in employee performance 1.1% respondents who

answered strongly disagree, 1.1% respondents who answered Disagree,

42.6% respondents who answered Neutral, 50.6% respondents who answered

Agree, and 4.6% respondents who answered Strongly Agree. From the result

of personal in table 4.17, can be conclude that some employees in PT XYZ

feels not optimal with growth and security and their performance.

4.3. Interpretation of Result

Gender in PT XYZ are 63% is male and 37% is female. Even though, male

is more than female but the comparison between male and female relative

stable. It can be seen that population of female half of male. PT XYZ has 11

divisions there are Business Development, IT, HRD, HSE, Corsec, Finance,

Legal, Internal Auditor, Procurement, Risk Management and Engineering.

From 11 divisions that exist, almost lagerly dominated by HRD (23

employees) and Finance (24 employees). By age, most employees in the

range of 26 – 40 years old, it can be concluded that most employees in PT.

XYZ still in the productivity age range.

The result of validity testing and reliability testing is all questions pass in

this testing, because the result of all questions in validity test is greater that r

table ( 0.361). In reliability testing can be concluded that all questions has

reliable questions, because in the validity test all variables get “high reliable”

result or the value is greater than 0.7.

65

The result of coefficient correlation (R) Quality of Work Life

(Development Human Capancities, Growth and Security, and Social

Integration) has high correlation. It can be seen in the value of R is 0.790.

According to Sugiyono if the value of R in the range 0.60 and 0.799 it means

that variables has high correlation.

The result of coefficient determination (R2) is 0.611, it means that 61.1%

of Employee Performance can be explained by Quality of Work Life

(Development Human Capacities, Growth and Security, Social Integration).

And 38.9% Employee Performance explained by another independent

variables outside in this research.

According to Multiple Linear Regression, it can be concluded that the

dominant variable that has the most significant influence for Employee

Performance is Development Human Capacities with the value of 75.9%

In PT XYZ, 55.2% or 48 employees from 87 employees answered their

performance is good enough. 50.6% answered with remarks agree and 4.6%

answered strongly agree.

From descriptive analysis each component quality of work life is obtained

12.6% of employees states that development human capacities in their

company is not good. As much as 46% of employees states that growth and

security should be developed. And 17.3% of employees state that social

integration still less than optimal.

4.3.1. Development Human Capacities towards Employee Performance

According to T test in table 4.8 it shows that Development Human

Capacities has very positive influence and very significant effect towards

Employee Performance. This can be seen through t value contained in

Development human capacities. t value in DHC is greater than t table ( 5.991

> 1.987 ), it means that between the two variables has a high correlation.

66

4.3.2. Growth and Security towards Employee Performance

According to T test in table 4.8 it shows that Growth and Security has a

little bit influence and significant effect towards Employee Performance. This

can be through t value contained in Growth and Security. -t value in GNS is

lower than –t table ( -2.065 < -1.987 ), it means that between the two

variables has a correlation.

4.3.3. Social Integration towards Employee Performance

According to T test in table 4.8 it shows that Social Integration has

positive influence and significant effect towards Employee Performance. This

can be seen through T value contained in Social Integration. T value in SI is

greater that T table ( 2.745 > 1.987 ), it means that between the two variables

has a high correlation.

4.3.4. Quality of Work Life (development human capacities, growth and

security, and social integration) towards Employee Performance

The F test result is F value greater than F table (45.942 > 2.72) and has

significance value 0.000a which is greater than 0.05. So, Quality of Work Life

(Development Human Capacities, Growth and Security, and Social

Integration) has a major influence towards employee performance.

67

CHAPTER V

CONCLUSIONS AND RECOMMENDATIONS

5.1. Conclusion

Based on research that has been done about the influences of quality of

work life towards employee performance in PT XYZ, so it can be concluded:

1. Development human capacities have a positive and significance influence

towards employee performance, it showed in the T test result. It means

that development human capacities has high correlation on employee

performance. Development Human Capacities factor will increase

relatively influencing Employee Performance with the value 75.9%.

2. Growth and security have a negative and significance influence towards

employee performance, it showed in the T test result. It means that, growth

and security has low correlation on employee performance. Growth and

Security factor will decrease relatively influencing Employee Performance

with the value 19.3%.

3. Social integration have a positive and significance influence towards

employee performance, it showed in the T test result. It means that, social

integration has high correlation on employee performance. Social

Integration factor will increase relatively influencing Employee

Performance with the value 35.3%.

4. F test result showed that Quality of Work Life (development human

capacities, growth and security, and social integration) has a major

influence towards employee performance with significant value 0.000a and

F value 45.942 which is greater than f table (2.272).

68

5.2. Recommendation

a. For Company

Based on the conclusion above, there are several recommendations from

the researcher for PT XYZ. The recommendations as follows:

1. PT XYZ should improve growth and security in their company such as

provide clear information on career opportunities, provide more training,

clear information about procedure and benefit received by the employee

on retirement.

2. PT XYZ should maintain and improve the Development Human

Capacities and Social Integration, so it can improve the loyalty and the

convinience of work environment in their company.

3. PT XYZ should pay more attention to several of divisions that assess

Quality of Work Life in PT XYZ is still not good enough. Employee is one

of the most important factor to increase profits for the company. When

they satisfied and have a good performance, it will influence of the

company’s income.

4. PT XYZ should pay attention for employees performance and make the

strategy to improve their performance because, 44.8% of employees

answered their performance is not good enough.

b. For Student

For the student who read this research, the researcher expect all students

can understand the Quality of Work Life. So, it can be a good provision for

world of work.

c. For Researcher

For the next researcher recommended in order to add another variables

among adequate and fair compensation, safe and healthy environment,

constitutionalism, the total space of life, and social relevance.

69

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73

Dear Madam or Sir,

In order to the research for final project (skripsi), herewith I hope madam / sir as

the respondent can participate in this research.

Name : Rizky Wulandari

Major : International Business

Title of Research : The Influences of Quality of Work Life Towards


Here is a question that must be filled by madam / sir. The answer that given to the

respondent will not effect for your status or position in your company. The

researcher will ensure the confidentiality of respondents. So, I hope madam / sir

can fill this questionnaire with objective answer. So the result can give a

maximum result.

This is the instruction for filling :

Give to SD if your answer is “Strongly Disagree”

Give to D if your answer is “Disagree”

Give to N if your answer is “Neutral”

Give to A if your answer is “Agree”

Give to SA if your answer is “Strongly Agree”

Example:

Pertanyaan SD D N A SA

1. I have been given the opportunity to

make a decision.

Thank your for your wilingness and cooperation from madam / sir.

Best Regards,

(Rizky Wulandari)

Student of President University

74

Age a. <25 b. 26-30 c. 31-40

d. 41-50 e. >50

Department a. Busdev b. Corsec c. Finance

d. HRD e. Internal Auditor f. HSE

g. Legal h. IT i. Procurement

j. Engineering k. Risk Mgt

Gender a. Male b. Female

Level a. Managerial b. Staff c. Non-Staff

Pertanyaan SD D N SA A

Development of Human Capacities

1. I have been given the opportunity to

make a decision.

2. I have been given the freedom to provide

an idea or opinion.

3. I was given the assigment in accordance

with the expertise I have.

4. I was given the appropriate time in a

given task.

5. I get a variety of tasks, so my work is not

monotonous.

6. Evaluation performance help me to

improve the performance better.

7. Evaluation performance has become a

place to accommodate suggestions and

my desire.

8. I was given the responsibility to

involvement from the beginning

implementation of a plan.

75

9. I get more responsibility after I get a

good performance.

Growth and Security

1. I have been given clear information on

career opportunities.

2. Career opprotunities provided will

increase my responsibility in a given

task.

3. Promotion of office was based on

assesment of employee performance.

4. I have been given training to support the

development of my performance.

5. Training provided in accordance with the

needs that I want.

6. I have been given a clear procedure on

the issue of termination / retirement of

employees.

7. I was given clear informantion on the

benefits received on retirement.

8. I was given support in every job I have

never handled before.

9. I was given the motivation to always

learn a new things by the company.

Social Integration

1. Differences in etnicity, religion,

language, and customs do not become an

obstacle to my working relationships

with other employees.

2. The differences creates a sense of mutual

respect to each other.

76

3. My relationship with my boss and other

employees is well.

4. In during a job, me and my team always

give a support to each other.

5. In doing a job, me and my team always

cooperate.

6. Me and my team working on the same

portion.

7. If there is a problem in the task that we

do, me and my team always looking for a

way out together.

8. In every idea that I gave, always

appreciated by the boss and other

employees.

9. The idea that I and employees give, to be

one of considerations for our boss.


1. I am doing a job with a full calculation.

2. Skill that I have accordance with the

work that I do.

3. I am doing a job with a deft.

4. The rate of the volume of my work in

accordance with the company’s

expectation.

5. I can doing well every job targets that

given by the company.

6. With knowledge and skills that I have, I

was able to doing my work that given by

the boss.

77

7. With knowledge and skill that I have, I

was able to master every task that I get.

8. I am doing every job with on time.

9. Every doing a job and solve the problem,

create a good communication between

me and my company.

10. I am able to respond every

communication.

78

1. Validity Test

Table 1.A Validity Test Development Human Capacities

Table 1.B Validity Test Growth and Security

Item-Total Statistics

Scale Mean if

Item Deleted

Scale Variance if

Item Deleted

Corrected Item-

Total Correlation

Squared Multiple

Correlation

Cronbach's

Alpha if Item

Deleted

dhc1 30.4333 15.909 .694 .647 .809

dhc2 30.2667 17.306 .548 .685 .826

dhc3 30.4333 15.771 .612 .667 .816

dhc4 30.4667 17.430 .382 .613 .840

dhc5 30.5000 16.397 .560 .566 .822

dhc6 30.6667 13.816 .685 .625 .809

dhc7 30.5000 17.569 .431 .278 .835

dhc8 30.5000 15.983 .477 .406 .834

dhc9 30.6333 15.964 .647 .561 .813


Scale Mean if

Item Deleted

Scale Variance if

Item Deleted

Corrected Item-

Total Correlation

Squared Multiple

Correlation

Cronbach's

Alpha if Item

Deleted

gs1 28.0333 29.137 .655 .768 .884

gs2 27.9333 28.685 .824 .715 .872

gs3 27.8333 28.902 .620 .604 .887

gs4 27.9667 29.620 .630 .695 .886

gs5 28.0667 30.064 .623 .675 .886

gs6 28.0000 29.379 .659 .846 .883

gs7 28.0333 27.964 .719 .871 .878

gs8 27.8000 29.959 .541 .704 .893

gs9 27.8000 29.959 .676 .554 .883

79

Table 1.C Validity Test Social Integration


Scale Mean if

Item Deleted

Scale Variance if

Item Deleted

Corrected Item-

Total Correlation

Squared Multiple

Correlation

Cronbach's

Alpha if Item

Deleted

si1 30.2333 17.082 .458 .594 .888

si2 30.7667 16.047 .467 .524 .893

si3 30.5333 15.499 .594 .505 .880

si4 30.4000 16.317 .681 .536 .873

si5 30.3000 16.217 .645 .637 .875

si6 30.5000 15.155 .724 .759 .867

si7 30.3667 15.275 .788 .777 .863

si8 30.4000 16.248 .698 .638 .872

si9 30.6333 14.861 .796 .779 .861

Table 1.D Validity Test Employee Performance


Scale Mean if

Item Deleted

Scale Variance if

Item Deleted

Corrected Item-

Total Correlation

Squared Multiple

Correlation

Cronbach's

Alpha if Item

Deleted

ep1 32.7667 17.978 .602 .583 .896

ep2 32.9333 17.237 .692 .576 .890

ep3 32.9000 18.645 .544 .529 .899

ep4 32.9333 17.789 .729 .712 .889

ep5 32.8000 18.097 .631 .705 .894

ep6 33.0333 17.757 .582 .556 .898

ep7 33.0000 15.724 .748 .746 .888

ep8 32.8000 17.890 .676 .716 .892

ep9 32.7667 18.461 .659 .596 .894

ep10 32.8667 17.016 .755 .649 .886

80

2. Reliability Test

Table 2.A Reliability Test Development Human Capacities

Table 2.B Reliability Test Growth and Security

Table 2.C Reliability Test Social Integration

Reliability Statistics

Cronbach's

Alpha

Cronbach's

Alpha Based on

Standardized

Items N of Items

.840 .844 9


Cronbach's

Alpha

Cronbach's

Alpha Based on

Standardized

Items N of Items

.895 .897 9


Cronbach's

Alpha

Cronbach's

Alpha Based on

Standardized

Items N of Items

.887 .892 9

81

Table 2.D Reliability Test Employee Performance

3. Data Analysis Development Human Capacities (X1)

DHC1 DHC2 DHC3 DHC4 DHC5 DHC6 DHC7 DHC8 DHC9 AVG

3 4 4 2 4 4 4 3 4 3,56

4 4 4 4 4 4 4 4 4 4,00

4 4 4 2 3 4 4 4 3 3,56

4 4 3 4 2 3 4 3 4 3,44

3 4 4 4 2 3 2 4 4 3,33

4 3 5 3 4 4 4 3 3 3,67

3 4 4 4 4 4 4 4 4 3,89

3 4 4 3 4 4 3 4 4 3,67

3 4 4 4 4 4 3 4 4 3,78

2 2 2 2 2 2 2 2 2 2,00

4 4 4 3 4 2 5 3 4 3,67

4 4 4 2 3 4 4 4 3 3,56

5 4 5 4 5 4 4 5 5 4,56

4 4 4 2 3 4 4 4 3 3,56

4 4 4 2 3 4 4 3 4 3,56

4 4 4 2 3 4 4 4 3 3,56

4 4 4 4 4 3 3 3 3 3,56

4 4 4 3 3 3 4 4 3 3,56

3 4 2 4 1 4 4 4 5 3,44

4 3 5 4 2 4 4 4 4 3,78

3 4 3 4 4 4 4 3 4 3,67

4 3 3 5 4 3 4 4 1 3,44

5 3 4 4 5 5 3 4 4 4,11

4 4 4 2 3 4 4 4 4 3,67

3 4 2 4 4 4 4 4 5 3,78

4 3 4 3 4 3 3 4 4 3,56

3 2 2 3 3 4 2 4 4 3,00

4 4 4 4 2 3 3 3 4 3,44


Cronbach's

Alpha

Cronbach's

Alpha Based on

Standardized

Items N of Items

.902 .905 10

82

3 2 2 4 4 4 3 4 4 3,33

4 4 4 2 3 4 4 4 3 3,56

4 4 4 3 4 3 4 3 4 3,67

4 3 4 2 4 4 3 2 4 3,33

4 2 4 2 4 2 2 4 4 3,11

4 4 4 3 3 3 4 4 3 3,56

4 4 4 4 4 2 4 2 4 3,56

4 4 4 4 4 3 3 4 3 3,67

3 4 3 5 2 4 4 4 3 3,56

3 4 4 4 5 5 4 4 5 4,22

2 2 3 2 2 3 2 3 3 2,44

4 5 4 5 4 4 4 4 4 4,22

4 4 4 3 3 3 4 4 3 3,56

4 3 4 4 3 4 3 3 4 3,56

3 4 4 3 4 4 4 3 4 3,67

4 4 4 4 4 4 4 4 4 4,00

5 5 5 5 5 5 4 5 4 4,78

4 4 4 4 4 3 3 3 2 3,44

4 4 4 3 3 4 4 3 3 3,56

4 3 3 3 3 3 4 4 4 3,44

3 4 4 4 4 4 3 2 3 3,44

2 4 4 4 4 4 4 4 4 3,78

4 4 4 4 4 5 3 5 3 4,00

3 3 4 3 3 3 4 4 3 3,33

4 5 4 4 5 4 3 3 4 4,00

4 4 4 4 4 4 5 4 3 4,00

4 4 4 4 4 4 4 4 4 4,00

5 5 5 5 5 5 5 5 5 5,00

4 4 4 3 4 2 4 2 3 3,33

4 4 4 4 4 3 4 3 4 3,78

3 5 2 5 3 2 3 5 3 3,44

4 4 4 4 3 2 4 3 3 3,44

4 4 3 4 4 3 3 4 3 3,56

4 4 4 4 3 4 4 4 3 3,78

4 4 4 5 4 5 4 4 4 4,22

5 5 5 5 5 5 5 5 5 5,00

4 3 4 3 4 3 3 4 4 3,56

3 4 4 4 3 3 4 3 4 3,56

4 4 4 3 3 3 4 4 4 3,67

4 3 3 2 4 3 3 5 4 3,44

4 4 5 4 4 5 4 5 4 4,33

3 4 4 4 4 3 4 4 4 3,78

83

2 3 2 3 3 2 3 2 2 2,44

3 4 3 4 4 4 4 3 3 3,56

4 4 3 3 5 5 4 4 4 4,00

4 4 4 4 4 4 3 3 4 3,78

5 4 5 3 4 5 4 5 4 4,33

3 4 3 4 3 4 4 3 3 3,44

5 4 4 4 4 4 4 4 3 4,00

4 4 5 4 4 4 3 3 4 3,89

4 4 4 4 2 2 4 3 4 3,44

4 5 4 4 4 4 4 4 5 4,22

5 5 5 5 5 5 5 5 5 5,00

4 4 4 4 4 3 3 3 4 3,67

4 4 4 3 4 3 4 3 3 3,56

2 3 3 2 3 2 2 2 2 2,33

5 4 5 4 5 4 4 4 4 4,33

3 4 2 3 4 4 3 4 4 3,44

4 4 4 2 3 4 4 4 3 3,56

326 333 331 306 315 315 318 319 317

3,75 3,83 3,80 3,52 3,62 3,62 3,66 3,67 3,64

A A A A A A A A A

3,68

AGREE

4. Data Analysis Growth and Security (X2)

GNS1 GNS2 GNS3 GNS4 GNS5 GNS6 GNS7 GNS8 GNS9 AVG

3 4 2 2 4 4 3 4 2 3,11

2 3 4 3 3 1 1 3 4 2,67

4 4 4 4 3 4 4 4 4 3,89

3 4 4 3 4 3 3 4 4 3,56

3 4 3 4 4 4 3 4 2 3,44

4 4 4 3 4 4 4 4 4 3,89

4 4 4 4 4 4 4 4 4 4,00

4 4 4 3 3 4 4 4 4 3,78

4 4 4 3 3 3 3 4 4 3,56

2 2 2 2 2 2 2 2 2 2,00

3 5 3 1 1 4 3 2 4 2,89

4 4 4 4 3 4 4 4 4 3,89

5 5 4 5 4 4 5 4 4 4,44

4 4 4 4 3 4 4 4 4 3,89

3 4 4 4 4 4 4 4 4 3,89

84

4 4 4 4 3 4 4 4 4 3,89

3 3 3 2 3 3 3 3 3 2,89

3 3 4 4 2 4 3 4 3 3,33

2 5 4 3 4 3 3 3 1 3,11

4 4 4 3 3 4 4 4 3 3,67

4 4 4 4 4 3 3 3 4 3,67

3 4 5 2 4 4 2 2 4 3,33

4 4 5 3 3 4 4 4 5 4,00

3 4 3 3 3 4 4 3 4 3,44

4 5 4 3 4 3 4 4 3 3,78

2 4 3 2 3 3 3 2 4 2,89

3 4 3 3 3 1 3 3 4 3,00

2 4 1 2 2 4 4 3 4 2,89

4 4 3 3 4 3 3 4 5 3,67

4 4 4 4 3 4 4 4 4 3,89

4 3 4 2 2 3 2 4 3 3,00

2 2 4 2 4 3 4 4 4 3,22

2 2 4 2 2 2 4 2 2 2,44

3 3 4 4 2 4 3 4 3 3,33

2 3 1 2 2 2 2 4 2 2,22

3 2 3 3 3 2 3 3 2 2,67

4 4 5 4 4 4 3 2 4 3,78

4 4 3 3 3 2 2 4 4 3,22

2 2 3 2 2 3 2 3 3 2,44

4 4 4 4 5 4 4 4 4 4,11

3 3 4 4 2 4 3 4 3 3,33

4 4 4 4 3 3 3 3 4 3,56

4 4 4 4 3 4 4 4 4 3,89

2 4 4 2 2 2 2 4 3 2,78

5 4 5 4 4 4 5 5 4 4,44

3 3 4 4 4 2 2 3 4 3,22

4 4 4 3 3 3 3 4 4 3,56

3 3 3 3 3 3 4 3 3 3,11

3 3 3 2 2 4 3 4 4 3,11

3 4 4 4 4 4 4 4 4 3,89

3 4 4 3 3 4 4 4 4 3,67

4 4 3 3 4 3 3 4 3 3,44

3 3 3 4 4 3 2 4 3 3,22

4 4 5 4 3 3 3 4 4 3,78

4 4 3 4 4 4 4 4 4 3,89

5 5 5 5 5 5 5 5 5 5,00

3 3 3 4 4 2 2 4 3 3,11

85

3 4 4 3 3 4 4 4 4 3,67

3 3 4 3 3 3 2 4 4 3,22

2 2 3 2 2 4 3 3 3 2,67

3 3 3 4 4 4 4 4 3 3,56

5 3 2 2 2 2 3 4 3 2,89

4 3 5 4 4 3 4 4 3 3,78

5 5 5 5 5 5 5 5 5 5,00

3 3 3 4 3 3 3 4 4 3,33

4 4 2 2 3 3 3 4 4 3,22

3 3 3 3 3 3 3 3 3 3,00

3 3 5 3 2 4 4 2 2 3,11

4 4 4 4 4 4 4 4 4 4,00

4 3 3 4 4 3 4 2 4 3,44

2 3 3 3 3 2 2 2 3 2,56

2 3 2 4 2 2 2 3 3 2,56

4 4 4 3 3 4 4 4 4 3,78

3 4 4 4 4 4 3 4 3 3,67

5 5 5 5 4 4 5 5 5 4,78

2 4 5 2 2 5 5 1 5 3,44

3 4 4 4 4 4 4 4 4 3,89

3 2 3 3 3 3 2 4 4 3,00

2 2 2 2 3 2 2 2 2 2,11

4 4 4 4 4 4 4 4 4 4,00

5 5 5 5 5 5 5 5 5 5,00

3 4 3 2 2 2 3 4 4 3,00

3 3 3 2 4 3 4 4 4 3,33

2 3 2 4 2 3 2 2 2 2,44

4 5 4 4 3 4 3 4 4 3,89

4 4 4 4 4 3 3 3 4 3,67

4 4 4 4 3 4 4 4 4 3,89

292 317 315 285 280 293 290 312 313

3,36 3,64 3,62 3,28 3,22 3,37 3,33 3,59 3,60

N A A N N N N A A

3,44

AGREE

5. Data Analysis Social Integration (X3)

SI1 SI2 SI3 SI4 SI5 SI6 SI7 SI8 SI9 AVG

3 4 4 4 3 4 4 3 4 3,67

4 3 4 4 4 4 4 4 4 3,89

86

4 4 4 4 4 4 4 4 4 4,00

4 3 4 4 4 3 4 3 3 3,56

3 4 4 4 3 3 3 4 4 3,56

3 4 2 4 3 2 4 4 4 3,33

4 3 4 4 4 4 4 4 4 3,89

4 3 4 4 4 4 4 4 4 3,89

4 4 4 4 4 4 4 4 4 4,00

2 2 2 2 2 2 2 2 2 2,00

5 3 4 4 5 3 4 4 5 4,11

4 4 4 4 4 4 4 4 4 4,00

5 4 4 4 4 5 4 4 4 4,22

4 4 4 4 4 4 4 4 4 4,00

4 4 4 4 4 4 4 4 4 4,00

4 4 4 4 4 4 4 4 4 4,00

4 4 4 4 3 4 4 4 3 3,78

3 4 3 4 4 4 4 3 4 3,67

4 3 5 3 4 5 4 3 4 3,89

1 2 5 5 5 5 5 3 3 3,78

3 4 4 3 5 3 3 3 4 3,56

5 4 3 4 4 4 4 2 4 3,78

5 3 5 5 4 3 3 3 4 3,89

4 4 4 4 4 4 3 4 4 3,89

4 3 5 3 4 5 4 3 4 3,89

4 3 4 4 4 3 3 3 3 3,44

3 2 4 3 4 3 2 4 4 3,22

4 3 4 4 4 3 4 4 3 3,67

4 4 5 5 5 5 4 4 4 4,44

4 4 4 4 4 4 4 4 4 4,00

4 3 4 4 4 4 4 3 4 3,78

5 2 4 4 4 4 4 4 4 3,89

3 4 2 4 1 3 3 4 3 3,00

3 4 3 4 4 4 4 3 4 3,67

4 3 3 4 4 2 4 2 2 3,11

4 4 4 4 4 4 4 4 3 3,89

5 4 4 3 4 4 3 4 2 3,67

4 3 4 4 3 3 3 3 3 3,33

2 3 2 3 3 3 3 2 3 2,67

5 2 4 4 5 4 4 5 4 4,11

3 4 3 4 4 4 4 3 4 3,67

4 3 4 3 4 3 4 3 3 3,44

4 4 3 4 4 4 3 4 4 3,78

5 3 5 5 5 5 5 5 3 4,56

87

5 4 4 4 5 4 5 4 4 4,33

4 3 4 4 4 4 4 3 3 3,67

4 3 3 3 4 4 3 3 3 3,33

4 4 3 3 3 3 2 2 2 2,89

5 4 5 5 4 3 4 3 3 4,00

4 4 4 4 4 4 4 4 4 4,00

4 4 4 4 4 4 4 4 4 4,00

3 4 3 4 3 4 3 4 3 3,44

4 2 4 4 4 4 4 4 4 3,78

5 3 4 4 5 4 4 3 4 4,00

5 5 3 4 4 4 4 4 4 4,11

5 5 5 5 5 5 5 5 5 5,00

5 4 3 4 4 3 4 4 4 3,89

4 3 4 4 4 3 4 4 4 3,78

4 4 3 4 3 4 4 3 4 3,67

4 3 2 4 4 3 4 3 3 3,33

4 3 3 4 4 3 3 4 3 3,44

4 4 5 4 4 4 4 4 3 4,00

3 4 4 4 3 4 4 4 4 3,78

5 5 5 5 5 5 5 5 5 5,00

4 4 4 3 4 4 4 4 3 3,78

4 4 4 4 5 5 5 5 5 4,56

4 3 4 4 4 3 4 4 3 3,67

4 3 3 3 4 4 4 3 3 3,44

4 4 4 4 4 4 4 4 4 4,00

5 3 4 3 4 4 4 4 4 3,89

3 2 2 3 3 3 3 3 3 2,78

4 3 4 4 3 3 3 4 3 3,44

4 3 4 4 4 4 4 4 4 3,89

4 3 4 4 4 3 4 4 3 3,67

4 4 4 5 5 5 5 4 4 4,44

3 4 3 3 3 4 3 4 3 3,33

3 3 4 4 4 4 4 4 4 3,78

4 2 4 3 4 3 4 3 3 3,33

4 4 3 3 4 2 2 3 2 3,00

4 3 5 4 4 4 4 4 4 4,00

5 5 5 5 5 5 5 5 5 5,00

5 4 4 4 4 4 4 4 3 4,00

4 4 3 4 4 4 3 4 4 3,78

3 3 3 4 3 3 3 3 3 3,11

5 4 5 4 5 3 4 3 4 4,11

4 3 4 3 4 4 4 3 4 3,67

88

4 4 4 4 4 4 4 4 4 4,00

345 304 331 338 343 326 330 317 315 327,67

3,97 3,49 3,80 3,89 3,94 3,75 3,79 3,64 3,62

A N A A A A A A A

3,77

AGREE

6. Data Analysis Employee Performance (Y)

EP1 EP2 EP3 EP4 EP5 EP6 EP7 EP8 EP9 EP10 AVG

4 3 4 2 2 4 2 3 4 3 3,10

3 4 4 4 4 4 4 4 4 4 3,90

3 4 3 3 4 4 3 4 3 3 3,40

4 4 4 4 4 4 4 4 4 4 4,00

3 3 3 3 4 3 3 3 3 3 3,10

3 2 4 3 4 4 2 3 3 4 3,20

4 4 4 4 4 4 4 4 4 4 4,00

4 2 4 3 3 4 5 4 2 4 3,50

4 4 4 4 4 4 4 4 4 4 4,00

2 1 2 2 2 2 1 2 2 2 1,80

4 5 4 3 4 4 3 5 4 4 4,00

3 4 3 3 4 4 3 4 3 3 3,40

4 4 3 4 4 4 4 4 4 4 3,90

3 4 3 3 4 4 3 4 3 3 3,40

4 3 3 4 3 3 4 4 3 3 3,40

3 4 3 3 4 4 3 4 3 3 3,40

3 3 3 3 3 3 3 3 3 3 3,00

3 3 3 3 3 3 4 3 3 3 3,10

4 3 2 4 3 3 2 3 4 3 3,10

4 4 4 4 4 4 4 4 4 4 4,00

3 3 2 3 4 4 4 3 3 3 3,20

4 4 4 3 3 2 3 4 4 1 3,20

4 3 4 4 4 4 4 3 3 3 3,60

4 4 4 3 3 3 3 3 3 4 3,40

4 3 4 4 3 3 4 3 4 3 3,50

4 4 4 4 4 4 3 4 4 3 3,80

3 3 3 3 3 3 3 3 2 3 2,90

4 4 4 4 4 4 4 4 4 4 4,00

4 4 4 4 4 4 4 4 5 4 4,10

3 4 3 3 4 4 3 4 3 3 3,40

4 4 3 3 3 2 4 2 2 4 3,10

3 4 2 3 3 3 2 2 3 3 2,80

89

2 3 4 2 2 1 2 3 3 3 2,50

3 3 3 3 3 3 4 3 3 3 3,10

4 4 4 3 4 2 2 4 4 4 3,50

3 4 4 3 4 4 4 4 4 4 3,80

2 4 2 3 3 4 4 4 3 4 3,30

5 4 4 4 4 5 5 4 4 5 4,40

3 2 2 3 2 2 2 3 2 3 2,40

4 4 5 4 5 4 4 4 4 4 4,20

3 3 3 3 3 3 4 3 3 3 3,10

4 3 3 3 4 4 4 4 3 4 3,60

4 3 3 4 2 4 3 3 4 4 3,40

5 2 4 4 4 4 4 4 4 4 3,90

4 4 4 4 4 4 4 4 4 4 4,00

4 4 4 3 3 4 4 4 4 4 3,80

3 3 3 4 4 4 4 4 4 3 3,60

3 4 4 4 4 3 3 3 3 3 3,40

4 4 4 3 4 3 4 4 4 4 3,80

3 4 4 3 4 3 4 4 4 3 3,60

4 4 3 4 4 4 4 4 4 4 3,90

3 3 3 3 3 3 3 3 3 3 3,00

3 4 4 4 4 4 4 4 4 4 3,90

5 3 3 4 3 4 3 4 3 3 3,50

4 4 4 4 5 4 5 4 4 5 4,30

5 4 5 4 5 4 5 4 5 4 4,50

4 4 4 4 4 4 4 4 4 4 4,00

4 4 4 4 4 3 4 4 4 4 3,90

4 3 4 3 4 2 3 2 3 3 3,10

4 4 3 4 4 3 4 4 3 4 3,70

4 4 4 4 4 4 3 4 4 4 3,90

4 4 3 3 4 4 3 3 4 4 3,60

3 4 3 4 3 3 4 4 4 3 3,50

5 5 4 4 4 5 5 5 4 4 4,50

3 3 3 3 3 4 3 3 4 3 3,20

4 4 4 3 4 3 4 4 4 4 3,80

4 4 4 4 4 4 3 4 4 4 3,90

3 3 3 3 3 3 3 3 3 3 3,00

4 3 4 4 3 4 3 4 4 4 3,70

3 3 4 3 4 2 4 3 4 3 3,30

3 2 3 2 3 3 1 3 3 2 2,50

4 4 3 4 4 3 4 4 4 3 3,70

3 4 4 3 3 3 3 4 4 4 3,50

3 2 3 4 3 3 3 4 4 4 3,30

90

4 4 4 4 4 4 4 4 4 5 4,10

3 3 3 3 4 3 3 3 3 3 3,10

4 3 4 4 4 4 4 4 4 4 3,90

4 4 4 4 4 4 4 4 4 4 4,00

4 4 4 3 3 3 2 4 3 3 3,30

4 4 4 4 4 4 4 4 4 4 4,00

4 5 4 5 5 4 5 4 5 4 4,50

4 4 4 4 4 4 3 4 4 4 3,90

4 3 3 4 3 3 2 4 4 4 3,40

3 3 2 3 3 3 3 3 2 3 2,80

4 4 4 3 3 3 4 4 4 4 3,70

4 3 4 3 3 3 3 3 3 3 3,20

3 4 3 3 4 4 3 4 3 3 3,40

315 308 305 300 313 303 300 316 309 307 3,54

3,62 3,54 3,51 3,45 3,60 3,48 3,45 3,63 3,55 3,53

A A A N A N N A A A

3,54

AGREE

91

7. Table of Critical Values for Pearson’s r

.20 .10 .05 .02 .01 .001

1 0.951 0.988 0.997 0.9995 0.9999 0.99999

2 0.800 0.900 0.950 0.980 0.990 0.999

3 0.687 0.805 0.878 0.934 0.959 0.991

4 0.608 0.729 0.811 0.882 0.917 0.974

5 0.551 0.669 0.755 0.833 0.875 0.951

6 0.507 0.621 0.707 0.789 0.834 0.925

7 0.472 0.582 0.666 0.750 0.798 0.898

8 0.443 0.549 0.632 0.715 0.765 0.872

9 0.419 0.521 0.602 0.685 0.735 0.847

10 0.398 0.497 0.576 0.658 0.708 0.823

11 0.380 0.476 0.553 0.634 0.684 0.801

12 0.365 0.457 0.532 0.612 0.661 0.780

13 0.351 0.441 0.514 0.592 0.641 0.760

14 0.338 0.426 0.497 0.574 0.623 0.742

15 0.327 0.412 0.482 0.558 0.606 0.725

16 0.317 0.400 0.468 0.542 0.590 0.708

17 0.308 0.389 0.456 0.529 0.575 0.693

18 0.299 0.378 0.444 0.515 0.561 0.679

19 0.291 0.369 0.433 0.503 0.549 0.665

20 0.284 0.360 0.423 0.492 0.537 0.652

21 0.277 0.352 0.413 0.482 0.526 0.640

22 0.271 0.344 0.404 0.472 0.515 0.629

23 0.265 0.337 0.396 0.462 0.505 0.618

24 0.260 0.330 0.388 0.453 0.496 0.607

25 0.255 0.323 0.381 0.445 0.487 0.597

26 0.250 0.317 0.374 0.437 0.479 0.588

27 0.245 0.311 0.367 0.430 0.471 0.579

28 0.241 0.306 0.361 0.423 0.463 0.570

29 0.237 0.301 0.355 0.416 0.456 0.562

30 0.233 0.296 0.349 0.409 0.449 0.554

40 0.202 0.257 0.304 0.358 0.393 0.490

60 0.165 0.211 0.250 0.295 0.325 0.408

120 0.117 0.150 0.178 0.210 0.232 0.294

∞ 0.057 0.073 0.087 0.103 0.114 0.146

THE INFLUENCES OF QUALITY WORK LIFE ... - President University

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