Articles
<![CDATA[JOB DEMANDS & TURNOVER INTENTION: CHANGES IN WORK SITUATION DURING THE COVID-19 PANDEMIC ]]>
<![CDATA[Jacop, Cindy]]>;
<![CDATA[Zamralita, Zamralita]]>;
<![CDATA[Rismiyati, Tetty]]>;
<![CDATA[Ardjuna, Achmad Khalid Alfajar]]>
<![CDATA[ Psikoislamedia: Jurnal Psikologi Vol. 8 No. 2 (2023): PSIKOISLAMEDIA: JURNAL PSIKOLOGI ]]>
Publisher : <![CDATA[Fakultas Psikologi, Universitas Islam Negeri (UIN) Ar Raniry Banda Aceh ]]>
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DOI: 10.22373/psikoislamedia.v8i2.15730
<![CDATA[The prolonged pandemic caused Job Demands at Company X to increase due to the shift in working conditions to WFH which led to the emergence of Turnover Intention. Job Demands are the physical, psychological, social and organizational aspects of work that have an impact on physical or psychological aspects (Bakker and Demerouti, 2007), while Turnover Intention is the probability that someone will leave the organization in the near future (Jackson S. & Jackson L., 2019). This study uses the Stress Appraisal Theory by Richard Lazarus (Baumeister & Vohs, 2007), uses an explanatory quantitative approach with a survey method with 50 participants. The results showed that Job Demands had a significant effect on Turnover Intention (p=0.012), and only one dimension of Job Demands, namely Role Conflict, which shows a significant effect on Turnover Intention, which is equal to p=0,291. Referring to the questions and research objectives, the conclusion is that the increase in Job Demands had a significant effect on the Turnover Intention of Company X employees during the pandemic.]]>
<![CDATA[Organization Citizenship Behavior (OCB): Studi Deskriptif Pada Karyawan di Perusahaan X ]]>
<![CDATA[Chandra, Nova]]>;
<![CDATA[Hijaya, Jasmine Meutia]]>;
<![CDATA[Fiore, Asyfa]]>;
<![CDATA[Anandita, Rafela]]>;
<![CDATA[Zamralita, Zamralita]]>
<![CDATA[ JURNAL PENELITIAN PENDIDIKAN, PSIKOLOGI DAN KESEHATAN (J-P3K) Vol 5, No 1 (2024): J-P3K APRIL ]]>
Publisher : <![CDATA[Yayasan Mata Pena Madani ]]>
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DOI: 10.51849/j-p3k.v5i1.319
<![CDATA[Penelitian ini bertujuan untuk mengidentifikasi dan menganalisis perilaku kewarganegaraan organisasi (OCB) pada karyawan di Perusahaan X, dengan fokus pada perbedaan gender dalam dimensi sportsmanship dan civic virtue. Menggunakan metode deskriptif kuantitatif, data dikumpulkan melalui survei yang melibatkan sejumlah karyawan dari berbagai divisi di perusahaan. Hasil penelitian menunjukkan bahwa karyawan laki-laki memiliki mean OCB yang lebih tinggi dibandingkan dengan karyawan perempuan, khususnya dalam dimensi sportsmanship dan civic virtue. Analisis lebih lanjut mengungkap bahwa perbedaan ini dipengaruhi oleh faktor sosial dan budaya, harapan peran gender, akses ke kesempatan kepemimpinan, serta tingkat stres dan beban kerja. Implikasi dari temuan ini menekankan perlunya Perusahaan X untuk mengadopsi kebijakan yang mendukung kesetaraan gender, meningkatkan akses perempuan ke peran kepemimpinan, dan mengelola beban kerja secara efektif. Dengan demikian, perusahaan dapat menciptakan lingkungan kerja yang lebih inklusif dan produktif, serta meningkatkan kontribusi keseluruhan karyawan melalui perilaku kewarganegaraan organisasi.]]>
<![CDATA[PENGUATAN KESIAPAN KERJA MELALUI TRANSFORMATIONAL LEADERSHIP DAN PSYCHOLOGICAL CAPITAL BAGI MAHASISWA KELAS KARYAWAN ]]>
<![CDATA[Rafi’ah, Khalidatul]]>;
<![CDATA[Made Cintya Dwiyanti Arsari, Ni]]>;
<![CDATA[Zamralita, Zamralita]]>;
<![CDATA[Tji Beng, Jap]]>
<![CDATA[ Martabe : Jurnal Pengabdian Kepada Masyarakat Vol 8, No 8 (2025): MARTABE : JURNAL PENGABDIAN KEPADA MASYARAKAT ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Tapanuli Selatan ]]>
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DOI: 10.31604/jpm.v8i8.%p
<![CDATA[Perubahan yang cepat dalam dunia kerja menuntut individu untuk memiliki kesiapan psikologis dan kemampuan kepemimpinan yang adaptif. Mahasiswa kelas karyawan, yang menjalani peran ganda sebagai pekerja dan mahasiswa, memerlukan dukungan pengembangan kapasitas diri agar dapat menghadapi tuntutan profesional secara efektif. Kegiatan pengabdian kepada masyarakat ini bertujuan untuk memberikan pemahaman mengenai pentingnya transformational leadership dan psychological capital dalam mendukung kesiapan individu di lingkungan kerja. Kegiatan dilakukan dalam bentuk seminar daring yang diikuti oleh 48 mahasiswa dari Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Tangerang Raya, yang mayoritas merupakan karyawan aktif. Metode pelaksanaan meliputi penyampaian materi, kuis interaktif melalui media Kahoot!, diskusi terbuka, dan refleksi pengalaman. Materi yang disampaikan mencakup konsep dan dimensi utama dari transformational leadership dan psychological capital, serta aplikasinya dalam konteks kerja. Hasil evaluasi menunjukkan bahwa kegiatan berjalan efektif dan mendapat tanggapan positif dari peserta. Materi dianggap relevan, mudah dipahami, dan disampaikan secara menarik. Kuis interaktif dan sesi diskusi turut meningkatkan keterlibatan peserta. Kegiatan ini terbukti memberikan dampak positif dalam memperluas wawasan peserta mengenai pentingnya transformational leadership dan psychological capital dalam dunia kerja, serta mendorong kesiapan profesional secara menyeluruh. Dengan demikian kegiatan ini menjadi bentuk kontribusi nyata dalam mendukung pengembangan kapasitas sumber daya manusia di lingkungan pendidikan tinggi.]]>
<![CDATA[WHY WORKPLACE FRIENDSHIPS MATTER: EXAMINING TURNOVER INTENTION AMONG GENERATION Z WORKERS ]]>
<![CDATA[Angeline, Vania]]>;
<![CDATA[Zamralita, Zamralita]]>
<![CDATA[ SOCIAL : Jurnal Inovasi Pendidikan IPS Vol. 5 No. 3 (2025) ]]>
Publisher : <![CDATA[Pusat Pengembangan Pendidikan dan Penelitian Indonesia (P4I) ]]>
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DOI: 10.51878/social.v5i3.6940
<![CDATA[Workplace friendship, which can be interpreted as an Informal interpersonal relationship built by employees, has various positive impacts and can reduce the intention to leave. Turnover intention describes a person's evaluation of their continued involvement with the company that has not been shown in concrete steps to leave the company. The purpose of this study is to analyze the role of workplace friendship in reducing the turnover rate of generation Z employees. The Workplace friendship variable is measured using the Workplace friendship Scale (WFS) and the turnover Intention variable is measured using the Turnover intention Scale 6 (TIS 6). This study used a non-probability sampling technique, namely convenience sampling. The participants in this study were 210 Generation Z employees with the characteristics of employees who have worked in the age range of 17 - 27 years and have worked at an institution for approximately 1 year. This study uses the JASP 0.19.01 (jeffrey's amazing statistics program) application to process data. The results showed that workplace friendship has a negative relationship with turnover intention with a weak correlation level. ABSTRAKWorkplace friendship yang dapat diartikan sebagai hubungan interpersonal yang bersifat informal dan dibangun oleh karyawan, memiliki berbagai dampak positif dan dapat mengurangi niat untuk keluar. Turnover intention menggambarkan evaluasi seseorang terhadap kelanjutan keterlibatannya dengan perusahaan yang belum ditunjukan ke dalam langkah konkret untuk keluar dari perusahaan. Tujuan dari penelitian ini adalah untuk menganalisis peran workplace friendship dalam mengurangi tingkat turnover terhadap karyawan generasi Z. Variabel Workplace friendship diukur menggunakan Workplace friendship Scale (WFS) dan variabel Intensi Keluar diukur menggunakan Turnover intention Scale 6 (TIS 6). Penelitian ini menggunakan teknik sampling non-probabilitas, yaitu convenience sampling. Peserta dalam penelitian ini adalah 210 karyawan Generasi Z dengan karakteristik karyawan yang sudah bekerja pada rentang usia 17 - 27 tahun dan sudah bekerja siebuah institusi kurang lebih selama 1 tahun. Studi ini menggunakan aplikasi IBM SPSS Statistics versi 25 untuk mengolah data. Hasil penelitian menunjukkan bahwa workplace friendship memiliki hubungan negative dengan turnover intention dengan tingkat korelasi yang lemah.]]>
<![CDATA[Work-Family Interface, Workplace Well-Being and Psychological Detachment on Work from Home System ]]>
<![CDATA[Michael, Michael]]>;
<![CDATA[Zamralita, Zamralita]]>
<![CDATA[ TAZKIYA Journal of Psychology Vol. 12 No. 2 (2024): TAZKIYA Journal of Psychology ]]>
Publisher : <![CDATA[Fakultas Psikologi UIN Syarif Hidayatullah Jakarta ]]>
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DOI: 10.15408/tazkiya.v12i2.37602
<![CDATA[The COVID-19 pandemic has impacted employees in numerous ways, notably through the shift to work-from-home (WFH) arrangements. This transition has disrupted employees’ workplace well-being (WWB), with blurred boundaries between family and work life becoming more common. The challenge of balancing work and family demands under WFH conditions is referred to as the work-family interface (WFI). This study explores the effect of WFI on WWB and examines whether psychological detachment—defined as a recovery experience that allows individuals to mentally disengage from work to restore personal resources—moderates this relationship. The implementation of WFH during COVID-19 pandemic has posed a challenge of balancing the interaction between work and family or can be known as work-family interface (WFI). Psychological detachment as a form of recovery experience to replenish an individual's resource is assumed to moderate the relationship between WFI and WWB. So this study aims to look at the impact from WFI to WWB and also the moderation effect of psychological detachment. The study was conducted on 143 employees using convenience sampling, a non-probability sampling method. The instruments utilized in this study are the Work Family Interface from the Work-Family Interface Scale, with a reliability score of α = .728; the Workplace Well-being from the Workplace Well-being Questionnaire, with a reliability score of α = .893; and the Psychological Detachment from the Recovery Experience Questionnaire, with a reliability score of α = .825 and ω = .828. The results demonstrated that the Work-Family Interface (WFI) exerts a significant influence on workplace well-being (WWB) (p = .000). Furthermore, the findings substantiated that the four dimensions of the WFI markedly impact WWB (p = .000). However, the hypothesis that psychological detachment acts as a moderator in the relationship between WFI and WWB was not supported (p = .263, p > .05). ]]>
<![CDATA[GAMBARAN KESIAPAN KERJA PADA MAHASISWA YANG MENGIKUTI PROGRAM MAGANG MBKM DI JAKARTA ]]>
<![CDATA[Hasim, Viona Clara]]>;
<![CDATA[Susanto, Priscilla Viona]]>;
<![CDATA[Zamralita, Zamralita]]>;
<![CDATA[Venesia, Venesia]]>
<![CDATA[ PSIKOLOGI KONSELING Vol. 15 No. 2 (2023): Jurnal Psikologi Konseling ]]>
Publisher : <![CDATA[Universitas Negeri Medan ]]>
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DOI: 10.24114/konseling.v15i2.55127
<![CDATA[Salah satu faktor meningkatnya angka pengangguran yang ada di Jakarta dikarenakan kurangnya kesiapan kerja pada setiap individu. Selain banyaknya perusahaan yang lebih membutuhkan tenaga kerja profesional, seseorang yang baru menyelesaikan pendidikannya pun sulit mendapatkan pekerjaan sehingga membuat tingkat pengangguran semakin meningkat. Hal ini disikapi oleh pemerintah dengan mengadakan program Merdeka Belajar “ Kampus Merdeka (MBKM). Salah satu jenis program MBKM adalah magang. Dengan adanya program magang MBKM, diharapkan dapat membantu mahasiswa untuk memiliki kesiapan kerja yang lebih tinggi karena mahasiswa dapat mengalami secara langsung bagaimana berada di dalam dunia kerja yang memiliki perbedaan dengan dunia perkuliahan. Selain itu, lewat program magang, mahasiswa mendapatkan pengalaman baru bagaimana bekerja dengan profesional. Penelitian ini menggunakan metode purposive sampling dan alat ukur Employability Appraisal Scale (Llinares et al., 2008). Melalui penelitian ini dapat dilihat bahwa kesiapan kerja mahasiswa yang mengikuti program magang MBKM memiliki hasil sedang dengan skor M =2.6. Meskipun tergolong sedang, mahasiswa yang telah mengikuti program magang masih kurang memiliki kepercayaan diri dan keterampilan, optimisme, dan kurang memiliki pengendalian emosi yang baik.]]>
<![CDATA[GAMBARAN WORKPLACE WELL-BEING PADA KARYAWAN GENERASI MILENIAL DI JAKARTA ]]>
<![CDATA[Nurramadhania, Khairuzahra Putri]]>;
<![CDATA[Denata, Medelin]]>;
<![CDATA[Radiani, Danya]]>;
<![CDATA[Zamralita, Zamralita]]>;
<![CDATA[Venesia, Venesia]]>
<![CDATA[ PSIKOLOGI KONSELING Vol. 15 No. 2 (2023): Jurnal Psikologi Konseling ]]>
Publisher : <![CDATA[Universitas Negeri Medan ]]>
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DOI: 10.24114/konseling.v15i2.55128
<![CDATA[Daerah Khusus Ibukota Jakarta memiliki populasi terbesar di Indonesia. Jumlah penduduknya terus bertambah setiap tahun karena urbanisasi dan banyaknya peluang pekerjaan. Angkatan kerja di Jakarta juga meningkat setiap tahunnya. Generasi milenial adalah generasi pertama yang tumbuh dengan perkembangan digital dan memiliki preferensi dalam penggunaan teknologi. Mereka menginginkan keseimbangan kerja dan kehidupan pribadi, pengakuan, keadilan, dan peluang pengembangan. Workplace well-being, termasuk kepuasan kerja, penghargaan organisasi terhadap karyawan, perhatian dari perusahaan, dan pengaruh pekerjaan terhadap kehidupan pribadi merupakan faktor kunci dalam mencapai kesejahteraan karyawan. Penelitian ini berlangsung pada bulan Maret 2023, menggunakan metode survei cross-sectional dengan menggunakan kuesioner sebagai alat pengumpul data melibatkan 106 partisipan. Kuesioner yang digunakan adalah Workplace Well-Being Questionnaire (Parker & Hyet, 2011). Hasil penelitian menunjukkan bahwa workplace well-being karyawan generasi milenial di Jakarta berada di tingkat sedang dengan mean 2.86 dan dimensi intrusion of work into private life dengan nilai rata-rata rendah M = 2.33]]>
<![CDATA[Peranan Tuntutan Pekerjaan Terhadap Kesejahteraan Di Tempat Kerja Dengan Sumber Daya Pekerjaan Sebagai Moderator Pada Karyawan PT X ]]>
<![CDATA[Vanessa Xenia, Callista]]>;
<![CDATA[Zamralita, Zamralita]]>;
<![CDATA[Budiarto, Yohanes]]>
<![CDATA[ GEMA EKONOMI Vol 12 No 2 (2023): GEMA EKONOMI ]]>
Publisher : <![CDATA[Fakultas Ekonomi Universitas Gresik ]]>
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DOI: 10.55129/https://doi.org/10.55129/.v12i4.2927
<![CDATA[This research is motivated by the high level of job demands on PT X employees, affecting workplace well-being. There are several factors that have major influence on workplace well-being. However, this can be overcome with the job resources provided by the company. This study aims to see the role of job demands on workplace well-being with job resources as a moderator for PT X employees. The population in this study were all PT X employees and the sample used was 181 people. This study uses two measurements named The Job Demands-Resources Questionnaire by (Bakker, 2014) and The Workplace Well-being Questionnaire by (Parker & Hyett, 2011). The sampling technique used is convenience sampling. The data were processed using Moderated Regression Analysis (MRA) in the IBM SPSS version 20 program. The results showed that there was a positive role of job demands on workplace well-being for PT X employees with F = 56.101 and p = 0.000 <0.05. From the results of multiple linear regression analysis, the coefficient value R² = 0.387 is obtained, the role of job demands on workplace well-being is 38.7%, while the remaining 61.3% is influenced by other factors. Other results show that job resources does not moderate the two variables in this study because the results obtained are p = 0.127 > 0.05.]]>
<![CDATA[Peranan Workplace Well-Being Terhadap Turnover Intention Dengan Work Engagement Sebagai Mediator Pada Karyawan Generasi Milenial ]]>
<![CDATA[Putri Leleng Wilis, Anastasia]]>;
<![CDATA[Zamralita, Zamralita]]>;
<![CDATA[Budiarto, Yohanes]]>
<![CDATA[ GEMA EKONOMI Vol 12 No 2 (2023): GEMA EKONOMI ]]>
Publisher : <![CDATA[Fakultas Ekonomi Universitas Gresik ]]>
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DOI: 10.55129/https://doi.org/10.55129/.v12i4.2927
<![CDATA[This research is motivated by the high level of job demands on PT X employees, affecting workplace well-being. There are several factors that have major influence on workplace well-being. However, this can be overcome with the job resources provided by the company. This study aims to see the role of job demands on workplace well-being with job resources as a moderator for PT X employees. The population in this study were all PT X employees and the sample used was 181 people. This study uses two measurements named The Job Demands-Resources Questionnaire by (Bakker, 2014) and The Workplace Well-being Questionnaire by (Parker & Hyett, 2011). The sampling technique used is convenience sampling. The data were processed using Moderated Regression Analysis (MRA) in the IBM SPSS version 20 program. The results showed that there was a positive role of job demands on workplace well-being for PT X employees with F = 56.101 and p = 0.000 <0.05. From the results of multiple linear regression analysis, the coefficient value R² = 0.387 is obtained, the role of job demands on workplace well-being is 38.7%, while the remaining 61.3% is influenced by other factors. Other results show that job resources does not moderate the two variables in this study because the results obtained are p = 0.127 > 0.05]]>
<![CDATA[Affective Commitment as Mediator Variable: Authentic Leadership towards Organizational Learning in Bank X ]]>
<![CDATA[Nanda, Danan Prima]]>;
<![CDATA[Zamralita, Zamralita]]>;
<![CDATA[Idulfilastri, Rita Markus]]>
<![CDATA[ Eduvest - Journal of Universal Studies Vol. 4 No. 8 (2024): Journal Eduvest - Journal of Universal Studies ]]>
Publisher : <![CDATA[Green Publisher Indonesia ]]>
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DOI: 10.59188/eduvest.v4i8.1730
<![CDATA[Nowadays, organizations are required to continue to innovate and adapt to challenges that may affect the achievement of business goals. The effort that can be done is to optimize the implementation of Organizational Learning. Organizational Learning cannot be carried out optimally without the role of superiors and employees. Therefore, the role of superiors in implementing Authentic Leadership needs to be considered. But Authentic Leadership is not enough to explain Organizational Learning. The existence of Authentic Leadership has the probability of creating a supportive and open environment so that it has an impact on increasing affective commitment to employees. Based on this explanation, the purpose of this study was to examine the influence of Authentic Leadership on Organizational Learning mediated by Affective Commitment. The sample of this research were employees at Bank X, consumer credit department and 216 subjects were obtained using the Accidental Sampling method. Data processing is done using PROCESS. The results showed that Authentic Leadership had a significant effect on Organizational Learning mediated by Affective Commitment with a BootLLCI value of 0.0041 and a BootULCI value of 0.0892. This type of mediation is Partial Mediation. Based on the results of this research, Organizational Learning can be optimized through the application of Authentic Leaders so that it can encourage the creation of affective commitment so that in the end employees are willing to give their best by developing knowledge or insights that can be used by the organization as a whole.]]>
