Article Per Year (5 Year)
p-Index From 2021 - 2026
5.585
P-Index
This Author published in this journals
All Journal TAZKIYA JOURNAL OF PSYCHOLOGY Journal of Educational, Health and Community Psychology Jurnal Psikologi Terapan dan Pendidikan Analitika : Jurnal Magister Psikologi UMA Jurnal Komunikasi Jurnal Psikologi Talenta GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling Martabe : Jurnal Pengabdian Kepada Masyarakat GEMA EKONOMI Psikoislamedia : Jurnal Psikologi Psikologi Konseling: Jurnal Kajian Psikologi dan Konseling Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Jurnal Muara Ilmu Ekonomi dan Bisnis Dedikasi: Jurnal Pengabdian Masyarakat Jurnal Psimawa : Diskursus Ilmu Psikologi dan Pendidikan Provitae: Jurnal Psikologi Pendidikan Jurnal Bakti Masyarakat Indonesia Jurnal Penelitian Pendidikan, Psikologi Dan Kesehatan (J-P3K) Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) SOCIAL : Jurnal Inovasi Pendidikan IPS International Journal of Social Service and Research Jurnal Pengabdian Masyarakat : Pemberdayaan, Inovasi dan Perubahan Jurnal Indonesia Sosial Sains AHKAM : Jurnal Hukum Islam dan Humaniora Eduvest - Journal of Universal Studies Priviet Social Sciences Journal IIJSE
Zamralita, Zamralita
Unknown Affiliation
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Astronomy Biochemistry, Genetics & Molecular Biology Chemistry Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Environmental Science Health Professions Immunology & microbiology Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Neuroscience Nursing Physics Public Health Social Sciences Other

Published : 46 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 46 Documents
Search

 1   2   3   4   5 
Pemberdayaan Karyawan Melalui Program Kesejahteraan: Meningkatkan Kebahagiaan dan Komitmen di Tempat Kerja Luthfiana, Nusaiba; Randiyanto Mantulu, Muhamad; Zamralita, Zamralita
DEDIKASI: Jurnal Pengabdian Masyarakat Vol 6 No 2 (2024): Dedikasi: Jurnal Pengabdian Masyarakat, Juli-Desember 2024
Publisher : Pusat Pengabdian Masyarakat LPPM IAIN Metro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32332/22fwpd17

Abstract

Pengabdian ini bertujuan untuk mengevaluasi dampak dari implementasi program kesejahteraan di tempat kerja terhadap tiga aspek penting karyawan: kebahagiaan, komitmen, dan kinerja. Program kesejahteraan yang dikaji dalam pengabdian ini bersifat komprehensif, mencakup berbagai aspek seperti kesehatan fisik, kesehatan mental, dan kesejahteraan emosional karyawan. Melalui survei dan analisis data yang melibatkan 8 karyawan, pengabdian ini menemukan adanya korelasi positif antara program kesejahteraan yang komprehensif dengan peningkatan kepuasan kerja, loyalitas (yang tercermin dari penurunan tingkat turnover), dan produktivitas (yang terlihat dari peningkatan output rata-rata). Hasil pengabdian ini memberikan bukti empiris yang mendukung pentingnya investasi dalam program kesejahteraan karyawan. Dengan memprioritaskan kesejahteraan karyawan, perusahaan tidak hanya dapat menciptakan lingkungan kerja yang positif dan suportif, tetapi juga dapat meningkatkan kinerja dan produktivitas secara keseluruhan. Temuan ini relevan bagi para pemimpin perusahaan dan praktisi sumber daya manusia yang ingin mengembangkan strategi untuk meningkatkan keterlibatan dan efektivitas karyawan.
The Relationship between Psychological Well-Being and Motivation for Achievement in Bakrie Center Foundation Internship Students in Banten Province Putriadi, Harvi Wahyu; Zamralita, Zamralita
Jurnal Indonesia Sosial Sains Vol. 5 No. 06 (2024): Jurnal Indonesia Sosial Sains
Publisher : CV. Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jiss.v5i06.1166

Abstract

Internships aim to enrich students' knowledge and experience through direct fieldwork. Psychological well-being relates to fulfilling and realizing fundamental human qualities by actualizing one's potential. Therefore, students with high psychological well-being are expected to have better achievement motivation. This study aims to determine if there is a relationship between psychological well-being and achievement motivation among Bakrie Center Foundation interns in Banten Province. The scales used are the Psychological Well-Being Scale (PSWB) and the Achievement Motivation Scale adapted from Julianti (2022), based on McClelland's aspects. This quantitative research uses a correlational design, with a sample of 47 interns. Pearson correlation analysis yielded a Pearson correlation (r) value of 0.234 with a significance level (p) of 0.109 (p< 0.05), indicating no relationship between psychological well-being and achievement motivation among Bakrie Center Foundation interns in Banten. Overall categorization data showed that the interns had high psychological well-being but low achievement motivation.
The Role of Psychological Capital to Job Performance with Work Engagement as Mediator of Employee Zamralita, Zamralita
Journal of Educational, Health and Community Psychology VOL 13 NO 3 SEPTEMBER 2024
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.12928/jehcp.v13i3.29723

Abstract

A democratic state is obliged to ensure the fulfilment of the rights of its people, including the right to access quality public services. The quality and effectiveness of public services in Indonesia are currently facing significant challenges, as evidenced by a decline in the standard of service provision. This study emphasises the significance of psychological capital in enhancing job performance, with work engagement as a mediating factor. This study used quantitative methods and data collection techniques through convenience sampling, with a total of 317 participants. The instruments are used in this study for the measurement of variables are the Individual Work Performance Questionnaire, the Psychological Capital Questionnaire and the Utrecht Work Engagement Scale. The results showed that psychological capital can predict job performance, psychological capital can predict work engagement, and work engagement can predict job performance. Additionally, this study proved that work engagement functions as a mediator between psychological capital and job performance. By enhancing psychological capital and work engagement, the quality of public services can be enhanced, which will have a beneficial impact on public trust and public welfare.
THE ROLE OF WORK STRESS AND COWORKER SUPPORT BETWEEN TOXIC LEADERSHIP AND TURNOVER INTENTION Minarti, Kurnianingrum Ayu; Zamralita, Zamralita
Jurnal Muara Ilmu Ekonomi dan Bisnis Vol. 9 No. 2 (2025): Jurnal Muara Ilmu Ekonomi dan Bisnis
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmieb.v9i2.34919

Abstract

Penelitian ini bertujuan untuk menguji dampak toxic leadership terhadap intensi keluar kerja melalui peran mediasi stres kerja, serta menguji peran dukungan rekan kerja sebagai moderator pada hubungan toxic leadership dan stres kerja. Toxic leadership dapat meningkatkan stres kerja, sehingga menambah peluang individu untuk meninggalkan organisasi. Dalam hal ini, dukungan rekan kerja diharapkan dapat membantu mengurangi efek negatif toxic leadership terhadap stres kerja. Penelitian ini menggunakan metode penelitian kuantitatif non eksperimental dengan menggunakan kuesioner. Survei dilakukan dengan melibatkan 417 karyawan Generasi Z di Jakarta yang diperoleh melalui teknik convenience sampling. Alat ukur yang digunakan dalam penelitian ini adalah Toxic Leadership Scale, Intention to Leave Scale, Job Stress Scale dan Coworker Support Scale. Analisis data menggunakan tes sobel dan structural equation model (SEM) menggunakan AMOS. Hasil penelitian menunjukkan bahwa toxic leadership berpengaruh terhadap stres kerja, yang pada gilirannya memicu niat karyawan Gen Z untuk meninggalkan pekerjaan. Dalam hal ini, dukungan rekan kerja menunjukkan pengaruh signifikan dalam meredakan stres yang disebabkan oleh toxic leadership. Temuan ini menggarisbawahi pentingnya organisasi untuk mengatasi fenomena toxic leadership demi kesejahteraan karyawan dan keberlanjutan organisasi. Hasil penelitian ini diharapkan memberikan wawasan bagi organisasi dalam mengembangkan intervensi yang lebih efektif untuk menciptakan lingkungan kerja yang positif, serta mengurangi tingkat turnover dalam organisasi.   This study aims to examine the impact of toxic leadership on turnover intention through the mediating role of work stress, as well as examine the role of coworker support as a moderator in the relationship between toxic leadership and work stress. Toxic leadership can increase work stress, thus increasing the chances of individuals leaving the organization. In this case, coworker support is expected to help reduce the negative effects of toxic leadership on work stress. This study uses a quantitative research method using a questionnaire. The survey was conducted involving 417 Generation Z employees in Jakarta obtained through convenience sampling technique. The measuring instruments used in this study are Toxic Leadership Scale, Intention to Leave Scale, Job Stress Scale and Coworker Support Scale. Data analysis used sobel test and structural equation model (SEM) by AMOS. This study found that toxic leadership affects work stress, which in turn triggers Gen Z employees' intention to leave work. In this study, coworker support show a significant effect in relieving stress caused by toxic leadership. These findings underscore the importance of organizations to address the phenomenon of toxic leadership for employee well-being and organizational sustainability. The results of this study are expected to provide insights for organizations in developing more effective interventions to create a positive work environment, as well as reducing turnover rates in organizations.
The Role of Workload on Intentions to Leave Work, Mediated by Work Stress and Moderated by Social Support Cynthia, Liani; Idulfilastri, Rita Markus; Zamralita, Zamralita
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.6984

Abstract

Generation Z is the next generation of the nation and they will be the ones to take over the industrial world. It is known that generation Z has twice the tendency to experience psychological stress compared to other generations. High workload often makes individuals tend to have the intention to leave the company. Workload can lead to work stress experienced by individuals. Work stress can have several impacts on the organization including the employee concerned not coming to work and leaving the organization. The existence of social support in an organization is expected to help minimize all the pressure felt by generation Z employees. The purpose of this study was to determine the role of workload on work exit intention in generation Z employees mediated by work stress and moderated by social support. The characteristics of participants in this study are generation Z, aged 18 to 27 years, have a minimum work experience of six months totaling 254 people. This study uses the Turnover Intention Scale measuring instrument from Mobley et al. (1978), National Aeronautics and Space Administration Task Load Index (NASA-TLX) from Hart and Staveland (1988), Job Stress Scale (JSS) from Parker & Decotiss (1983), and Multidimentional Scale of Perceived Social Support (MSPSS) from Dahlem et al. (1991). The results of this study indicate that workload has a significant influence on work performance. The results of this study indicate that workload has an influence on intention to work with a value of R2 = 0.428. Then, job stress is proven to mediate between workload and intention to leave. Finally, social support is proven not to moderate between workload and intention to leave.
Hubungan Impostor Phenomenon dan Career Decision-Making Difficulties dengan Psychological Resilience sebagai Mediator pada Mahasiswa Tingkat Akhir Veronica, Davina; Zamralita, Zamralita; Prima, Ismoro Reza
AHKAM Vol 4 No 4 (2025): DESEMBER
Publisher : Lembaga Yasin AlSys

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58578/ahkam.v4i4.8320

Abstract

Final-year university students often face academic pressure, social demands, and career uncertainty that can trigger the impostor phenomenon (IP) and increase career decision-making difficulties (CDMD), while low psychological resilience (PR) may further weaken their ability to make career decisions. This study aimed to examine the relationship between IP and CDMD, the relationship of PR with both variables, and the mediating role of PR in the relationship between IP and CDMD among final-year students in Indonesia. A quantitative approach with a cross-sectional correlational design was employed, involving 201 final-year students selected through purposive sampling. The instruments used were the Clance Impostor Phenomenon Scale (CIPS), the Career Decision-Making Difficulties Questionnaire (CDDQ), and the Connor–Davidson Resilience Scale (CD-RISC). Data were analyzed using SPSS and Jamovi through assumption testing, descriptive statistics, Spearman correlations, linear regression, and the Sobel test. The results showed that IP was positively and significantly associated with CDMD, while PR was negatively and significantly associated with CDMD, and no significant relationship was found between IP and PR. Nevertheless, PR was found to be a significant mediator in the relationship between IP and CDMD through an indirect effect. These findings indicate that IP increases difficulties in career decision-making, whereas PR functions as a protective factor that attenuates this effect. The study underscores the importance of resilience-based intervention programs within career counseling services to help final-year students cope more adaptively with self-doubt and career uncertainty.
Co-Authors Alvin Sanjaya Amelia, Aulia Rizki Anandita, Rafela Angela, Claudia Angeline, Vania Angesti, Nadya Ganis Ardjuna, Achmad Khalid Alfajar Aryani, Fransiska Xaveria Basaria, Debora Chan, Rosyeni Chandra, Nova Cynthia, Liani Denata, Medelin Dirk, Audry Carissa Fiore, Asyfa Fransisca I. R. Dewi Gisella, Verren Haropis, Yahdi Fahlevi Hasim, Viona Clara Hijaya, Jasmine Meutia Idulfilastri, Rita Markus Idulfilastri, Rita Markus Indahsaputri, Marsha Irene Irene Jacop, Cindy Koesma, Rismiyati Lie, Daniel Limtara, Wilson Wiedardi Luthfiana, Nusaiba Made Cintya Dwiyanti Arsari, Ni Margaretha, Jane Markus Idulfilastri, Rita Markus, Rita Michael Michael Minarti, Kurnianingrum Ayu Nanda, Danan Prima Nathania Lie, Marina Grace Nesa Lydia Patricia, Nesa Lydia Nurramadhania, Khairuzahra Putri Prabandari, Amelia Kania Prima, Ismoro Reza Purwono, R. Urip Puspita, Debora Dwi Putri Leleng Wilis, Anastasia Putri, Yohana Desia Putriadi, Harvi Wahyu Radiani, Danya Rafi’ah, Khalidatul Randiyanto Mantulu, Muhamad REZA FAHLEVI Reza Fahlevi Reza, Ismoro Rismiyati, Tetty Saraswati, Kiky Dwi Hapsari Stephanie Angelina Susanto, Priscilla Viona Tji Beng, Jap Uranus, Hanna Christina Valentine, Raissa Vanessa Xenia, Callista Venesia, Venesia Veronica, Davina Violany, Refacha Widyastuti, Philomena Esti Wijaya, Kresna Surya Wilis, Anastasia Putri Leleng Wiranata, Kevin Yohanes Budiarto Young, Tjenita