Pengaruh Work Conflict dan Job Insecurity terhadap Kepuasan Kerja Karyawan PT Indosat Ooredoo Hutchison (Studi pada Group Sales Planning and Automation)

Abstract

The role of human resources in the company is very important because it is the main driver of all company activities. Therefore, effective human resource management is needed in an organization. If human resources experience obstacles in the form of conflicts in the company, then all company activities will also be hampered. However, if the company and human resources can overcome the problem, not only will they get experience in overcoming the problem, but all employees who successfully overcome the conflict will also feel job satisfaction. This study aims to determine the effect of work conflict and job insecurity on the job satisfaction of Indosat Ooredoo Hutchison employees in the Sales Planning And Automation Group. The influence of work conflict and job insecurity on employee job satisfaction will be analyzed partially and simultaneously. The form of research used in this research is quantitative research with an associative approach. The population in this study were all employees of PT Indosat Ooredoo Hutchison in the Sales Planning and Automation Group, totaling 46 employees with sampling techniques using saturated sampling. Primary data in this study were obtained through questionnaires directly, while secondary data were obtained through literature studies. The data analysis methods are instrument tests, classical assumption tests, multiple linear regression analyses, and hypothesis testing. The results showed that work conflict and job insecurity had a significant effect both partially and simultaneously on the job satisfaction of Indosat Ooredoo Hutchison employees in the Sales Planning And Automation Group. The determination coefficient test shows a close relationship between work conflict and job insecurity with an R-value of 0.720. Based on the Adjusted R Square value, it is also known that the work conflict and job insecurity variables contribute 49.5% to the employee job satisfaction variable. In comparison, factors outside the capital of this study influence the remaining 50.4%.