Dampak Dimensi Kesejahteraan Karyawan terhadap Hasil Kerja: Studi Integratif tentang Keuangan, Karir, dan Kesehatan

Andi Nabila Tenri  Lala; Mahlia Muis; Nurjanah Hamid; Andi Reni

doi:10.37476/nmar.v5i3.5110

Authors

Andi Nabila Tenri Lala
lalaant23a@student.unhas.ac.id
Fakultas Ekonomi dan Bisnis Bisnis, Universitas Hasanuddin, Makassar, Indonesia
Mahlia Muis Fakultas Ekonomi dan Bisnis Bisnis, Universitas Hasanuddin, Makassar, Indonesia
Nurjanah Hamid Fakultas Ekonomi dan Bisnis Bisnis, Universitas Hasanuddin, Makassar, Indonesia
Andi Reni Fakultas Ekonomi dan Bisnis Bisnis, Universitas Hasanuddin, Makassar, Indonesia

Keywords:

Kesejahteraan Karyawan, Produktivitas, Keterlibatan Karyawan, Loyalitas Karyawan, Kesejahteraan Tenaga Kerja.

Abstract

Penelitian ini bertujuan untuk menganalisis dampak kesejahteraan karyawan terhadap produktivitas, loyalitas, dan keterlibatan, serta mengatasi kesenjangan penelitian utama terkait bagaimana dimensi kesejahteraan yang berbeda berkontribusi terhadap hasil kerja. Tidak seperti penelitian sebelumnya yang berfokus pada aspek kesejahteraan yang terisolasi, penelitian ini mengambil pendekatan holistik, mengintegrasikan keamanan finansial, keseimbangan kehidupan kerja, pengembangan karir, dan kesejahteraan mental dan fisik untuk memahami peran kesejahteraan karyawan dalam kinerja organisasi secara komprehensif. Penelitian ini mengadopsi metodologi tinjauan literatur sistematis kualitatif (SLR), yang mensintesis temuan dari jurnal yang telah diulas oleh rekan sejawat dan studi empiris yang diterbitkan setelah tahun 2018. Penelitian ini mengevaluasi tren dalam kebijakan kesejahteraan, keterlibatan karyawan, dan produktivitas di tempat kerja, menggunakan analisis tematik untuk mengidentifikasi pendorong utama kesejahteraan karyawan dan pengaruhnya terhadap efisiensi tenaga kerja. Penelitian ini didasarkan pada Teori Pertukaran Sosial (Social Exchange Theory/SET), yang menjelaskan hubungan timbal balik antara organisasi dan karyawan terkait tunjangan kesejahteraan dan kinerja. Hasil penelitian menunjukkan bahwa program kesejahteraan yang terstruktur dengan baik secara signifikan meningkatkan produktivitas, retensi karyawan, dan kepuasan kerja. Studi ini juga menyoroti bahwa keterlibatan karyawan memediasi hubungan antara kebijakan kesejahteraan dan kinerja bisnis. Selain itu, pengaturan kerja yang fleksibel, dukungan kesehatan mental, dan peluang pengembangan profesional berkontribusi terhadap motivasi tenaga kerja yang berkelanjutan. Namun, perusahaan menghadapi tantangan dalam mengimplementasikan program kesejahteraan, termasuk kendala biaya, ketidaksesuaian dengan kebutuhan karyawan, dan kesulitan dalam mengukur dampak jangka panjang. Studi ini memberikan wawasan teoritis dan manajerial dengan menekankan pada strategi kesejahteraan berbasis data. Organisasi harus bergerak lebih dari sekadar kompensasi moneter dan menerapkan program kesejahteraan holistik yang selaras dengan ekspektasi tenaga kerja modern. Penelitian di masa depan harus mengeksplorasi penerapan kebijakan kesejahteraan yang spesifik untuk industri tertentu dan peran faktor ekonomi eksternal dalam membentuk kesejahteraan tenaga kerja).

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