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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) CENDEKIA : Jurnal Ilmu Pengetahuan SOCIAL : Jurnal Inovasi Pendidikan IPS International Journal of Social Service and Research Jurnal Pengabdian Masyarakat : Pemberdayaan, Inovasi dan Perubahan Jurnal Indonesia Sosial Sains Eduvest - Journal of Universal Studies Priviet Social Sciences Journal Ranah Research : Journal of Multidisciplinary Research and Development International Journal of Multidisciplinary Research of Higher Education (IJMURHICA)
Zamralita, Zamralita
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Tuntutan Kerja di Era Always-On: Analisis Job Demand sebagai Faktor Pemicu Burnout Dharmawan, Stephanus Raymond; Zamralita, Zamralita
GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling Vol 15, No 4 (2025)
Publisher : Universitas Muhammadiyah Metro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24127/gdn.v15i4.14044

Abstract

The acceleration of digital transformation has fostered an always-on work culture in which employees are expected to remain continuously connected and responsive beyond formal working hours. This condition has blurred the boundaries between work and personal life and poses serious risks to employees’ psychological well-being. This study aimed to examine the role of job demands in the development of burnout among employees working within a continuous connectivity work culture in Jakarta. A quantitative, non-experimental design was employed. Data were collected from 133 employees working in various companies in Jakarta using the Burnout Assessment Tool (BAT) and the Job Demands–Resources Questionnaire (JD-R). Descriptive analysis indicated that both perceived job demands and burnout levels were relatively high among participants. Pearson correlation analysis revealed a significant positive relationship between job demands and burnout (r = 0.414, p < 0.001). This relationship was further confirmed through linear regression analysis, which showed that job demands significantly predicted burnout (F = 27.045, p < 0.001), explaining 17.1% of the variance in burnout (R² = 0.171). Additional analysis demonstrated that job demands had the strongest influence on the emotional impairment dimension of burnout compared to other dimensions. These findings indicate that increasing work pressures, particularly in digitally driven environments that require constant availability, substantially elevate the risk of burnout among employees. The study reinforces the Job Demands–Resources model, emphasizing that excessive job demands without sufficient resources contribute to employee exhaustion and emotional impairment. The results highlight the urgent need for organizations to implement sustainable work management strategies, such as regulating after-hours connectivity and promoting work–life balance, to protect employees’ mental health in the era of digital work.
The Role of Workplace Ostracism on Turnover Intention through Job Stress and Perceived Organizational Support among Gen Z employees Zamralita, Zamralita; Rafi’ah , Khalidatul
Journal of Educational, Health and Community Psychology VOL 15 NO 1 MARCH 2026
Publisher : Universitas Ahmad Dahlan

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Abstract

This study examined the effect of workplace ostracism on turnover intention among Generation Z employees, with job stress as a mediating variable and perceived organizational support as a moderating variable. Using a quantitative, non-experimental design, data were collected from 192 employees via self-administered questionnaires and analyzed using variance-based structural equation modeling. The results showed that workplace ostracism had a significant positive effect on job stress (β = 0.493, p < 0.001) and turnover intention (β = 0.513, p < 0.001). Job stress partially mediated the association between workplace ostracism and turnover intention (indirect effect β = 0.083, p = 0.018). Perceived organizational support was negatively associated with turnover intention (β = −0.201, p = 0.004); however, it did not moderate the relationship between workplace ostracism and turnover intention (WO × POS → TI: p = 0.507). Overall, the findings suggest that interpersonal exclusion operates as a salient stressor for Generation Z employees, increasing turnover intention partly through heightened job stress, while perceived organizational support exerts a direct protective effect but does not buffer the adverse impact of ostracism.
The Role of Job Resources in Enhancing Work Engagement: The Mediating Effect of Job Satisfaction Amanda, Velia; Zamralita, Zamralita; Fahlevi, Reza
International Journal of Multidisciplinary Research of Higher Education Vol 9 No 2 (2026): (April) Theme Education, Religion Studies, Social Sciences, STEM and Economic Dev
Publisher : Islamic Studies and Development Center in Collaboration With Students' Research Center Universitas Negeri Padang

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Abstract

Human resources are a strategic asset that must be managed effectively to sustain organizational performance. Strengthening employee engagement requires not only productivity and motivation but also the provision of adequate job resources. Yet, global evidence shows persistent challenges, with engagement levels remaining low and employees reporting limited vigor, dedication, and absorption. This study investigates the influence of job resources on work engagement, with job satisfaction as a mediating factor. A quantitative approach was employed using convenience sampling, involving 350 employees in Indonesia. Data were collected through an online survey using validated instruments for measuring work engagement, job resources, and job satisfaction. The findings reveal that job resources significantly and positively affect work engagement, and job satisfaction partially mediates this relationship. These results highlight the importance of organizational strategies that prioritize job satisfaction as a pathway to strengthening employee engagement and sustaining long-term performance.
Transformasi Tuntutan Kerja Menjadi Integrasi Kehidupan Kerja Melalui Penguatan Peran Sumber Daya Kerja Salim, Gabriella; Zamralita, Zamralita; Purwono, Urip
Ranah Research : Journal of Multidisciplinary Research and Development Vol. 8 No. 3 (2026): Ranah Research : Journal Of Multidisciplinary Research and Development
Publisher : Dinasti Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/rrj.v8i3.2075

Abstract

This study aims to examine the role of job resources in moderating the influence of challenge demands and hindrance demands on work-life integration. Operationally, challenge demands are defined as demands that trigger self-development, hindrance demands as obstacles to goal achievement, and job resources as physical and psychological support aspects. Work-life integration is the ability to harmoniously combine professional and personal role boundaries. The participants in the study included 223 career women working full-time as consultants in the Greater Jakarta area, married, and with children in intensive care. Data collection was done using an online questionnaire adapted from the Work-Life Integration Scale, the Job Demands Scale, and the Job Resources Scale of the JD-R model. This study used a quantitative approach with a cross-sectional design. The results of Multiple Regression analysis using PROCESS Macro Model 1 showed that challenge demands had a significant positive effect on work-life integration (B = 0.988, p < .001). A unique finding contradictory to the general literature was found for hindrance demands, which also had a significant positive effect (B = 0.457, p < .001). Moderation analysis confirmed that job resources strengthened the positive relationship for both types of demands; acting as a boosting effect for challenge demands and an enhancing effect for hindrance demands. The implications of these findings suggest that for women in consulting careers, the primary integration strategy is not to minimize the burden, but to optimize the available workforce resources to transform pressure into integration opportunities.
Co-Authors Alvin Sanjaya Amanda, Velia Amelia, Aulia Rizki Anandita, Rafela Angela, Claudia Angeline, Vania Angesti, Nadya Ganis Ardjuna, Achmad Khalid Alfajar Arvaisya, Arfeina Benazir Aryani, Fransiska Xaveria Basaria, Debora Callista, Ignacia Chan, Rosyeni Chandra, Nova Denata, Medelin Dharmawan, Stephanus Raymond Dirk, Audry Carissa Djaja, Margaretha Sabda Fiore, Asyfa Fransisca I. R. Dewi Gisella, Verren Haropis, Yahdi Fahlevi Hasim, Viona Clara Hijaya, Jasmine Meutia Hindra, Aurelia Idulfilastri, Rita Markus Idulfilastri, Rita Markus Indahsaputri, Marsha Irene Irene Jacop, Cindy Jessica Jessica 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 Putra, Ismoro Reza Prima Putri Leleng Wilis, Anastasia Putri, Yohana Desia Putriadi, Harvi Wahyu Radiani, Danya Rafi’ah, Khalidatul Rafi’ah , Khalidatul Randiyanto Mantulu, Muhamad Reza Fahlevi REZA FAHLEVI Reza, Ismoro Rismiyati, Tetty Salim, Gabriella Saraswati, Kiky Dwi Hapsari Stephanie Angelina Susanto, Priscilla Viona Tji Beng, Jap Untung, Laura Aurelia Austine Uranus, Hanna Christina Urip Purwono Valentine, Raissa Vanessa Xenia, Callista Veren, Karissa Violany, Refacha Widyastuti, Philomena Esti Wijaya, Kresna Surya Wilis, Anastasia Putri Leleng Wiranata, Kevin Yohanes Budiarto Young, Tjenita