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BAB V KESIMPULAN DAN SARAN
Pada bab ini akan duraikan kesimpulan dari hasil penelitian ini, serta saran baik secara metodologis maupun praktis yang sesuai dengan penelitian ini.
A. KESIMPULAN Berdasarkan hasil penelitian yang didapatkan, kesimpulan yang
diperoleh adalah sebagai berikut: 1. Bullying di tempat kerja terbukti berpengaruh negatif terhadap kualitas
kehidupan kerja. Hal ini menunjukkan bahwa bullying di tempat kerja menurunkan kualitas kehidupan kerja.
2. Ketiga dimensi bullying, yaitu work-related bullying, personal-related bullying, physical intimidation berpengaruh negatif terhadap kualitas
kehidupan kerja. 3. Nilai rata-rata empirik kualitas kehidupan kerja pada subjek penelitian
tergolong dalam kategorisasi sedang. 4. Nilai rata-rata empirik bullying di tempat kerja pada subjek penelitian
tergolong dalam kategorisasi rendah.
B. SARAN 1. Saran Metodologis
a. Penelitian selanjutnya diharapkan dapat mengungkap faktor lain yang mempengaruhi perbedaan tingkat kualitas kehidupan kerja. Budaya
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organisasi, komunikasi, leadership, stres dan iklim kerja dalam penelitian ini diduga menjadi faktor yang turut mempengaruhi tingkat
kualitas kehidupan kerja. b. Penelitian selanjutnya disarankan menggunakan teknik sampling
randomprobability, agar hasil penelitian bisa digeneralisir ke seluruh populasi.
c. Jumlah aitem juga perlu dipertimbangkan dalam konstruksi alat ukur. Pada penelitian ini total aitem yang harus diisi subjek sebanyak 87
aitem, yaitu 51 aitem untuk skala kualitas kehidupan kerja dan 36 aitem untuk skala bullying. Banyaknya jumlah aitem ditambah dengan
waktu subjek yang terbatas diduga mempengaruhi subjek dalam mengisi skala, bahkan beberapa kuisioner kembali dengan skala yang
tidak terisi penuh. d. Pada penelitian selanjutnya kondisi subjek ketika mengisi skala perlu
disetarakan. Sebab pada penelitian ini sebagian subjek mengisi skala secara klasikal, dan sisanya dilaksanakan secara individual. Kondisi ini
diduga turut mempengaruhi subjek, karena pada pelaksanaan secara klasikal ditemukan ada subjek yang bekerjasama dalam mengisi skala.
2. Saran Praktis Berdasarkan temuan yang didapat dari penelitian, maka peneliti
menyarankan kepada pihak kepolisian khususnya Polres Tapanuli Utara untuk:
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1. Memperhatikan hal-hal seperti gaji, keterlibatan kerja, pelatihan, promosi, dan hal-hal lain yang berhubungan dengan upaya
meningkatkan kualitas kehidupan kerja personil, karena pada subjek penelitian ditemukan kualitas kehidupan kerja personil masih
tergolong sedang. 2. Memberikan pelatihan khususnya di bidang kepemimpinan, agar gaya
kepemimpinan yang
tercipta dan
membudaya bukan
gaya kepemimpinan autocratic, melainkan gaya kepemimpinan yang
berintegritas, dan secara teknis siap membantu setiap pekerja untuk menjalankan fungsi organisasi dengan efektif.
3. Membangun relasi yang baik antara atasan dan bawahan juga antara setiap rekan kerja dengan rekan kerja lainnya, baik di dalam maupun di
luar pekerjaan, sebagai upaya meningkatkan kualitas kehidupan kerja personil kepolisian.
4. Melakukan supervisi dan pengawasan yang ketat terhadap setiap personil dalam pelaksanaan tugasnya, baik ketika memberikan
pelayanan pada masyarakat, maupun ketika menjalin relasi dengan personil lain. Hal ini sebagai upaya untuk mengantisipasi kekerasan
ataupun perilaku negatif di tempat kerja di tempat kerja, sehingga terwujud personil dengan kualitas kehidupan kerja yang baik, serta
mewujudkan citra polisi yang positif bagi masyarakat.
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LAMPIRAN A
Surat Keterangan Pengambilan Data
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LAMPIRAN B
Reliabilitas dan Daya Beda Aitem Kualitas Kehidupan Kerja dan Bullying di Tempat Kerja
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1. Reliabilitas dan Daya Beda Aitem Skala Kualitas Kehidupan Kerja
Kategori