The Effect of Organizational Climate on Quality of Work Life With Job Stress as a Mediation Variable

Ni Komang Enny Trisnayanti ,Agoes Ganesha Rahyuda

doi:10.7176/ejbm/11-24-03

Abstract

The sample used is the employees of the Bank Indonesia Representative Office of Bali Province, amounting to 70 respondents with sample collection techniques using a sampling census. This study uses PLS (Partial Least Square) analysis techniques. The results of the study found that the organizational climate has a positive effect on quality of work life. Job stress has a negative effect on quality of work life. Organizational climate has a negative effect on job stress, and job stress as a mediator has a significant effect on organizational climate relations and quality of work life. The implications of this study indicate that employees need quality of work life in organizations where it is necessary to consider the prevailing working hours to be in accordance with the legal standards that have been validated, so that employees are able to create synergic relationships between work and other environments. Furthermore, the organization's climate also needs to be considered by the organization in order to fulfill a conducive working atmosphere where organizational support needs to be built, clarity of work, self-expression, making contributions, awards and finally the challenges in the organization. Keywords: Organizational climate, job stress, quality of work life DOI : 10.7176/EJBM/11-24-03 Publication date : August 31 st 2019

Highlights

In maintaining stability and economy, it cannot be separated from the role of employees who work in it to grow and develop within the organization
This can be interpreted that 62.3% of the construct variability of quality of work life is explained by job stress variables and organizational climate while 37.7% of the quality of work life variables are explained by variables outside the model
With job stress variables, 32.9% of the variability is explained by organizational climate, while 67.1% of job stress variables are explained by variables outside the model

Summary

Introduction

In maintaining stability and economy, it cannot be separated from the role of employees who work in it to grow and develop within the organization. From that the organization must be able to create situations and conditions that encourage employees to develop abilities and skills optimally and train employees and set organizational goals (Dessler, 2011: 322). The problem that arises is that when mismanagement of human resources will cause a decrease in quality of work life for employees. Quality of work life means the degree to which individuals are able to satisfy their individual needs. Walton cited in Triatna (2012) quality of work life is: adequate and reasonable compensation, safe and healthy conditions, opportunities to develop and use human capacity, opportunities for sustainable growth and assurance, feelings included in a group, employee rights, work and overall work space and social relevance of work life

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Results

Conclusion