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All Journal International Journal of Evaluation and Research in Education (IJERE) Jurnal Ilmiah Psikologi Terapan Jurnal Penelitian dan Evaluasi Pendidikan Jurnal Psikologi Journal of Educational, Health and Community Psychology PSYMPATHIC INSAN Jurnal Psikologi dan Kesehatan Mental Journal An-Nafs: Kajian Penelitian Psikologi Jurnal Ecopsy Jurnal Psikologi Teori dan Terapan Journal of Economic, Bussines and Accounting (COSTING) JURNAL DIVERSITA Journal of Teaching and Learning in Elementary Education Jurnal Psikologi Sosial YUME : Journal of Management Sang Pencerah: Jurnal Ilmiah Universitas Muhammadiyah Buton Psikostudia : Jurnal Psikologi Psychopreneur Journal Psychosophia: Journal of Psychology, religion, and humanity Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Psikoborneo : Jurnal Ilmiah Psikologi Buletin Poltanesa Jurnal Syntax Fusion : Jurnal Nasional Indonesia Berajah Journal Personifikasi: Jurnal Ilmu Psikologi Journal of Social And Economics Research Makara Human Behavior Studies in Asia Jurnal Psikologi Universitas Gadjah Mada Buletin Psikologi Buletin Riset Psikologi dan Kesehatan Mental (BRPKM) Journal An-Nafs: Kajian Penelitian Psikologi journal of social and economic research
Fajrianthi Fajrianthi
Faculty Of Psychology, Airlangga University
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Neuroscience Public Health Social Sciences Other

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Adaptation of Cyber Incivility Scale Indonesia Version Febriana, Silvia Kristanti Tri; Fajrianthi, Fajrianthi
Jurnal Psikologi Vol 21, No 1 (2022): April 2022
Publisher : Faculty of Psychology, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/jp.21.1.35-50

Abstract

This research, divided into two studies, aimed to modify, and adapt the cyber incivility scale compiled by Lim and Teo (2009) in the Indonesian language and culture. Study 1, namely the process of translating the items and testing their suitability, involving six translators, three expert reviewers, and 10 participants for cognitive debriefing purposes. Meanwhile, Study 2 involved 232 workers in Indonesia who occupied structural leadership positions. The subjects consisted of 126 women (54.5%) and 106 men (45.5%) with a mean age of 36.9 years (SD = 8.64; min = 20 years; max = 64 years). At this stage, a trial of the cyber incivility scale was carried out. The scale was adapted with confirmatory factor analysis using AMOS version 22. The entire adaptation process referred to the procedures of the 2016 International Test Commission (ITC) Guidelines for Test Adaptation. The CFA results of the goodness of fit test showed fit values (CFI = .972; TLI = .966; RMSEA = .063, GFI = .909, p = .000). Therefore, it could be concluded that the cyber incivility measurement model in this study was following the cyber incivility theory of Lim and Teo (2009) with two factors. Overall, this research showed that the Indonesian version of the cyber incivility scale is valid and reliable, thus applicable to measure the cyber incivility in the context of the perpetrator in Indonesia.
The Role of PERMA+4 in Increasing Happiness at Work in BUMN X Atmawijaya, I Gde Arya Raditya; Fajrianthi, Fajrianthi
Psikostudia : Jurnal Psikologi Vol 12, No 2 (2023): Volume 12, Issue 2, Juni 2023
Publisher : Program Studi Psikologi, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/psikostudia.v12i2.10222

Abstract

Prioritizing happiness at work is a phenomenon in every company. In the fast-paced digital era, work demands are getting higher, and workloads are always arriving. This makes companies and employees required to quickly and be ready to adapt. PT X is a BUMN that has a large responsibility and workload related to energy generation and distribution, where this is prone to making employees easily burn out and stressed. To prevent and reduce the impact of high job demands, PT X issued a PerDir to implement a life balance program that aims to increase employee Happiness at Work. PERMA+4 can be used as a framework in compiling programs to increase employee Happiness at Work. The aim is to increase Happiness at Work at PT X so that employees are better prepared to face all changes and are ready to contribute more to PT X. The Research & Development method is used to produce programs that are right on target and test the effectiveness of the program. The results of the research are that the Happiness at Work program with the PERMA framework makes it possible to increase employee happiness at work, where the program is in the form of four types of programs, namely two programs that are carried out in companies, and two programs that can be carried out independently. The subjects of this study were all employees at PT X.Memprioritaskan kebahagiaan dalam bekerja menjadi sebuah fenomena di setiap perusahaan. Di era digital yang serba cepat membuat tuntutan pekerjaan semakin tinggi dan workload yang selalu berdatangan. Hal tersebut membuat perusahaan dan karyawan dituntut untuk secara cepat dan siap beradaptasi. PT X merupakan BUMN yang memiliki tanggung jawab dan beban kerja yang besar terkait pembangkit dan distribusi energi, dimana hal tersebut rentan membuat pegawai menjadi mudah burnout dan stress. Untuk mencegah dan mengurangi dampak dari tuntutan pekerjaan yang tinggi, maka PT X mengeluarkan PerDir untuk menerapkan program keseimbangan hidup yang bertujuan untuk meningkatkan Happiness at Work pegawai. PERMA+4 dapat digunakan sebagai sebuah framework dalam menyusun program untuk meningkatkan Happiness at Work pegawai. Tujuan meningkatkan Happiness at Work pada PT X agar pegawai semakin siap untuk menghadapi segala perubahan dan siap berkontribusi lebih untuk PT X. Metode Research & Development digunakan untuk menghasilkan program-program yang tepat sasaran, dan menguji keefektifan program tersebut. Hasil dari penelitian adalah bahwa program Happiness at Work dengan framework PERMA memungkinkan untuk meningkatkan kebahagiaan pegawai dalam bekerja, dimana program tersebut berupa empat jenis program yaitu dua program yang dilakukan di perusahaan, dan dua program yang dapat dilakukan secara mandiri. Subjek penelitian ini adalah seluruh pegawai pada PT X.
Upaya Meningkatkan Motivasi Intrinsik Tenaga Kesehatan Covid-19 Berbasis Appreciative Inquiry di Laboratorium Kesehatan Parahita Diagnostic Center Setiawan, Himanto; Handoyo, Seger; Fajrianthi
Poltanesa Vol 23 No 2 (2022): Desember 2022
Publisher : P3KM Politeknik Pertanian Negeri Samarinda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51967/tanesa.v23i2.2103

Abstract

Motivasi intrinsik adalah kontrol pribadi atas kinerja sebagai penentu sebuah aktivitas yang menarik. Penelitian ini bertujuan untuk meningkatkan motivasi intrinsik tenaga kesehatan Swabber Covid-19 dengan cara merancang dan melakukan implementasi perencanaan strategis dengan basis appreciative inquiry pada laboratorium Parahita Diagnostic Center di Surabaya. Pada praktiknya, terdapat tiga aspek yang ditekankan ketika meningkatkan motivasi intrinsik yaitu, aspek kompetensi, otonomi dan keterkaitan. Kemudian, kegiatan workshop dengan berbasis appreciative inquiry memunculkan aksi tindakan nyata yang diimplementasikan oleh seluruh subjek. Metode pada penelitian ini menggunakan action research dengan pendekatan appreciative inquiry yang mempunyai siklus discovery, dream, design, dan destiny melalui media workshop pada 6 Swabber Covid-19 laboratorium Parahita Diagnostic Center. Pengukuran kesuksesan penelitian ini diukur hasil dari proses internalizes motivasi pasca intervensi yang telah diberikan. Hasil penelitian menunjukkan bahwa subjek memberikan penilaian positif pada kegiatan workshop serta mengikuti acara dengan semangat dan antusias. Kemudian, hasil dari penelitian ini menunjukkan bahwa subjek mengalami dampak perubahan baik secara individu maupun organisasi serta terlaksananya aksi tindakan yang telah dirancang. Secara singkat, proses implementasi intervensi yang dilakukan oleh Swabber membantu proses internalizes dengan semakin otonom, memberikan dampak dan perubahan positif dalam meningkatkan motivasi intrinsik.
Analisis Pengembangan Organisasi Berdasarkan Persepsi Manajemen atas Struktur dan Proses Organisasi Afiyah, Rachmi Yumna; Fajrianthi, Fajrianthi
Jurnal Diversita Vol. 8 No. 2 (2022): JURNAL DIVERSITA DESEMBER
Publisher : Faculty of Psychology, Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/diversita.v8i2.5595

Abstract

Pada awal tahun 2019, PT X (Persero) mengalami pergantian direktur utama beserta jajaran dewan direksi. Hal ini membawa perubahan pada unit bisnis organisasi, oleh karena itu, dilakukanlah restrukturisasi organisasi dalam rangka mendukung dan menyesuaikan pada unit bisnis dan perubahan yang ada dalam organisasi. Setelah melakukan perubahan organisasi, PT X (Persero) mengadakan penilaian organisasi yang bertujuan untuk mengevaluasi kesesuaian struktur serta prosesnya dengan organisasi. Pada PT X (Persero), evaluasi dilakukan melalui kuesioner dengan sasaran responden seluruh jajaran manajemen. Alat ukur yang digunakan merupakan modifikasi dari kuesioner evaluasi kelembagaan instansi pemerintah milik Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi yang mengacu pada Permen PAN & RB No. 20 tahun 2018 mengenai pedoman evaluasi kelembagaan instansi pemerintah. Peraturan tersebut mengatur pedoman melakukan evaluasi kelembagaan berdasarkan dua dimensi, yaitu dimensi struktur organisasi dan dimensi proses, yang masing-masing dimensi terdiri dari beberapa aspek. Hasil ini dapat menjadi dasar analisis pengembangan organisasi yang dijadikan pertimbangan bagi perusahaan untuk melakukan tindak lanjut, baik dengan melanjutkan perubahan yang telah dilakukan atau mengganti metode perubahan yang lebih sesuai.
Exploring the Impact of Psychological Capital and Coworker Support on Happiness at Work: Thriving as a Mediator Among Women Quality of Work Life Imas Pradnyanita Wistarini, Ni Nyoman; Fajrianthi, Fajrianthi; Hadi, Cholichul
Psikoborneo: Jurnal Ilmiah Psikologi Vol 13, No 4 (2025): Volume 13, Issue 4, Desember 2025
Publisher : Program Studi Psikologi, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/psikoborneo.v13i4.23442

Abstract

The factors influencing happiness at work, specifically focusing on Balinese women who balance multiple roles in their personal, community, and professional lives. Happiness at work has become an important topic due to its significant impact on overall well-being, job satisfaction, and organizational success. This research aims to determine the influence of psychological capital and colleague support on happiness at work and thriving as a mediator in Balinese women with multi-roles. The complex roles and demands undertaken by Balinese women cause a high possibility of conflict, which causes absenteeism at work, stress, fatigue, and happiness at work. The characteristics of the subjects in this study were female, domiciled in Bali, part of a banjar manner in a traditional village, married and preferably having at least one child under 14 years of age, working in certain agencies as professionals, and having a minimum of 1 year of service. The sampling techniques used were convenience and snowball sampling. There are four scales used in this research, namely Psychological Capital Questionnaire, Co-worker Support Scale, Thriving at Work Questionnaire, and Happiness at Work Questionnaire. Data analysis in this research uses PLS. The research results show a direct influence between psychological capital and happiness at work and a direct effect between thriving and happiness at work. However, colleague support does not directly influence happiness at work. Then, thriving can act as a variable that mediates the effect of psychological capital on happiness at work and the influence of colleague support on happiness at work.
Co-Authors Achmad Chusairi Afiyah, Rachmi Yumna Ainun Nida Rifqi Anayanti Rahmawati Andryan, Arshya Amanta Angela, Grace Angelika Paulina Anggraini, Novia Putri Anissa Rizka Amanda Annisa' Elma Yulidha Anwar, Hilwa Ardy, Ludi Prasetyo Atmawijaya, I Gde Arya Raditya Benedikta Indah Putri Lestari Berlian Gressy Septarini Callista, Audrey Wanda Cholichul Hadi Cholichul Hadi Devina Andriany Dewi Syarifah Dhini Rama Dhania Dini Lutfia Fendy Suhariadi Flavia Christy Sutedja Grace Angela Hanny Hafiar Himanto Setiawan Iffah Rosyiana Iffah Rosyiana Ika Febrian Kristiana Ilmawan, Muhammad Rio Bagus Imas Pradnyanita Wistarini, Ni Nyoman Inastuti Rahmadhani Irani Supia Istna Anisatul Fadlilah Karunia, Jaya Dwi Ludi Prasetyo Ardy M. Luthfi Fernando Magdalena Florensia Masrifah Masrifah Muhammad Cholilurohman Bayu Murti Novia Putri Anggraini Nugroho Dwi Priyohadi Nugroho Dwi Priyohadi Nugroho, Sulistiyo Adi Permatasari, Bertha Purwaningrum, Evi Kurniasari Putri, Naila Cahayani Putu Yoga Sukma Pratama Putu Yoga Sukma Pratama Rahkman Ardi Rahmadhani, Inastuti Ramdhan, Mochammad Rizal Ranasari, Diyah Retno Pandan Arum Kusumowardhani Rizki, Paulia Jauza Ruth Anastasia Setyawan Samian Seger Handoyo Setiawan, Himanto Silvia Kristanti Tri Febriana Silvia Kristanti Tri Febriana Simanjuntak, Ermida Soedarmanto Soedarmanto Sukamto, Monique Surjaningrum, Endang R Surjaningrum, Endang R. Suryanto Suryanto Suryanto, Suryanto Syarifah, Dewi Theresia Tabita Habsari Tino Leonardi Tri Muji Ingarianti Triyo Utomo Triyo Utomo Urip Purwono Urip Purwono Utomo, Triyo Vellienda, Churnia Dwi Wiwik Sulistiani Wiwin Hendriani Yulianto, Cheryl Graciana