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All Journal Psikologika : Jurnal Pemikiran dan Penelitian Psikologi TAZKIYA JOURNAL OF PSYCHOLOGY Jurnal Psikologi Tabularasa Journal of Educational, Health and Community Psychology PSYMPATHIC Jurnal Obsesi: Jurnal Pendidikan Anak Usia Dini Analitika : Jurnal Magister Psikologi UMA JURNAL DIVERSITA Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan Journal of Education, Humaniora and Social Sciences (JEHSS) MUKADIMAH: Jurnal Pendidikan, Sejarah, dan Ilmu-ilmu Sosial Bulletin of Counseling and Psychotherapy Tabularasa: Jurnal Ilmiah Magister Psikologi Pelita Masyarakat Psikoborneo : Jurnal Ilmiah Psikologi INSPIRA: Indonesian Journal of Psychological Research Jurnal Ekonomi Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) INTERNATIONAL JOURNAL OF CULTURAL AND SOCIAL SCIENCE Prima Magistra: Jurnal Ilmiah Kependidikan Applied Quantitative Analysis (AQA) Humanitas: Indonesian Psychological Journal IIJSE Journal of Social Work and Science Education
Rahmi Lubis
Universitas Medan Area
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Neuroscience Physics Public Health Social Sciences Other

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THE INFLUENCE OF WORK LIFE BALANCE AND INTERPERSONAL COMMUNICATION ON JOB SATISFACTION IN TEBING TINGGI POLRES MEMBERS Muhammad Rasyidin; Sjahril Effendy P; Rahmi Lubis
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 3 No. 3 (2023): October (October-December)
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v3i3.1210

Abstract

This study aims to determine the effect of WLB and Interpersonal Communication on Job Satisfaction among members of the Tebing Tinggi Police. The population of this study were 124 members of the Tebing Tinggi Police. Sampling of this study by total sampling technique, where the entire population is a sample of 124 people. This research uses quantitative methods. The measurement tools used are the WLB scale, the Interpersonal Communication scale and the Job Satisfaction scale. Data analysis using multiple linear regression test. The results of this study indicate that (1) There is an influence of WLB on Job Satisfaction in members of the Tebing Tinggi Police, where the significance value is 0.000, namely 0.05, so the hypothesis is rejected.
THE INFLUENCE OF SELF-EFFICACY AND INTERPERSONAL COMMUNICATION ON PUBLIC SPEAKING ANXIETY IN KUALA 1 PUBLIC HIGH SCHOOL STUDENTS Twelvdes Sadrak Eire Simanjuntak; Rahmi Lubis; Suryani Hardjo
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 4 No. 3 (2024): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v4i3.1900

Abstract

Nowadays, anxiety about speaking in public is a problem for many teenagers, especially students. Public speaking anxiety is certainly influenced by many factors. This research aims to analyze and see the influence between self-efficacy and interpersonal communication and public speaking anxiety. This research is included in causal associative quantitative research. The sample for this research was 298 students from SMA N 1 Kuala. Research data was collected using a research scale that was declared valid and reliable. The data analysis technique uses multiple linear regression analysis. The research results show that (1) The self-efficacy variable has a significant influence on public speaking anxiety which has a negative value, because based on the results of the t test, a significant level of 0.002 <0.05 is obtained. And the calculated t value > t table in One-Tailed, namely 10.152 > 2.05. With a coefficient value of 0.571, it means that if self-efficacy is within one unit, it will cause a decrease in students' public speaking anxiety. (2) The interpersonal communication variable in public has a significant influence on public speaking anxiety and has a positive value. Based on the results of the t test, a significant level of 0.03 < 0.05 was obtained and the calculated t value > t table was 2.125 > 2.05 in the Two-Tailed test. With a coefficient value of 0.404, it means that if interpersonal communication increases by one unit, it will lead to a decrease in students' public speaking anxiety. (3) Self-efficacy and interpersonal communication variables have a significant influence simultaneously on public speaking anxiety. Based on the results of the f test, a significance value of 0.000 < 0.05 was obtained and the calculated f value was 74.719 > f table of 4,013. So this proves that simultaneously the three independent variables have a significant influence on students' public speaking anxiety.
THE INFLUENCE OF PSYCHOLOGICAL WELFARE AND LEADER-MEMBER EXCHANGE ON WORK ENGAGEMENT FOR CLASS I MEDAN BAPAS PNS Ika Rasidina Daya; Rahmi Lubis; Yudistira Fauzy Indrawan
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 4 No. 3 (2024): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v4i3.1901

Abstract

This study aims to determine the effect of psychological well-being and leader-member exchange on work engagement in the Civil Servants of Bapas Class I Medan. The population in this study were 140 civil servants. Sampling in this study uses a total sampling technique, where the entire population is the sample. This study uses quantitative methods using psychological well-being, leader-member exchange (LMX) and work engagement variables. The data analysis technique used in this study is multiple regression analysis. The results indicated that (1) There is a significant positive effect of psychological well-being on work engagement where 20.2% of the work engagement variable can be explained by the psychological well-being variables. (2) There is a significant positive effect of leader-member exchange on work engagement where 13.1% of the work engagement variable can be explained by the leader-member exchange variable. (3) There is a significant positive effect of psychological well-being and leader-member exchange on work engagement, where 22.7% of the work engagement variable can be explained by the independent variable, namely psychological well-being and leader-member exchange, while 77.3% is explained by other variables not explained in this study.
Employee engagement as a psychological buffer in the relationship between abusive supervision and turnover intention Ayulanningsih; Lubis, Rahmi; Fadhilah , Risydah
Jurnal Psikologi Tabularasa Vol. 21 No. 1 (2026): APRIL 2026
Publisher : University of Merdeka Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26905/jpt.v21i1.16748

Abstract

Organizations in service-intensive industries face persistent challenges related to employee turnover, particularly under high performance pressure and demanding supervisory practices. This study aims to examine the effect of abusive supervision on turnover intention and to test the moderating role of employee engagement as a psychological buffer. Using a quantitative explanatory design, data were collected through a census survey of 210 employees at a passenger vehicle distribution company in Indonesia and analyzed using variance-based structural equation modeling. The results indicate that abusive supervision has a strong positive effect on turnover intention, while employee engagement has a significant negative effect. Furthermore, employee engagement moderates the relationship between abusive supervision and turnover intention by weakening its positive impact. Additional analysis shows that the buffering effect of engagement is stronger for intention to quit and thinking of quitting than for intention to search for alternatives. These findings contribute to the literature on destructive leadership by clarifying the boundary role of employee engagement and provide practical implications for improving leadership practices and retention strategies in service-oriented organizations.
The Effect of Perceived Organizational Support (POS) On Employee Engagement, with Job Satisfaction as a Mediation Variable Dalimunthe, Saibun Hamdi; Darmayanti, Nefi; Lubis, Rahmi
Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan Vol. 20, No. 2 : Al Qalam (In Progress March 2026)
Publisher : Sekolah Tinggi Ilmu Al-Qur'an (STIQ) Amuntai Kalimantan Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35931/aq.v20i2.6420

Abstract

This study aims to analyze the effect of Perceived Organizational Support (POS) on Employee Engagement, with Job Satisfaction as a mediating variable. The phenomenon of low employee engagement in organizations highlights the importance of organizational support and job satisfaction as key factors in enhancing employees' involvement in their work. This research adopts a quantitative approach using Structural Equation Modeling (SEM), involving respondents from employees at PT X. The results show that POS has a positive and significant direct effect on employee engagement, with a coefficient value of 0.266 and a p-value of 0.017. Additionally, POS significantly affects job satisfaction with a coefficient of 0.793 and a p-value of 0.000. Job satisfaction also has a significant direct influence on employee engagement with a coefficient of 0.270 and a p-value of 0.020. The indirect effect of POS on employee engagement through job satisfaction is recorded at 21.4%, while the direct effect is higher at 26.6%, indicating that job satisfaction partially mediates the relationship. These findings emphasize that, in addition to the direct effect, job satisfaction plays a partial mediating role in the relationship between organizational support and employee engagement. This research offers practical insights for organizations to enhance engagement through improved support and job satisfaction strategies.
HOW MEANINGFUL WORK REDUCES TURNOVER INTENTION THROUGH WORK ENGAGEMENT AMONG GENERATION Z Siregar, Zahra Arridhani; Lubis, Rahmi; Patisina
International Journal of Cultural and Social Science Vol. 7 No. 2 (2026): International Journal of Cultural and Social Science
Publisher : Pena Cendekia Insani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53806/ijcss.v7i2.1353

Abstract

The increasing phenomenon of turnover intention among Generation Z in Indonesia poses a challenge for organizations in retaining young and potential employees. This generation is known to be adaptive and critical, and to place work meaningfulness as an important factor in job satisfaction and organizational loyalty. This study aims to analyze the effect of meaningful work on turnover intention, with work engagement as a mediating variable among Generation Z employees in Indonesia. This research employed a quantitative explanatory approach using a survey method. The sample consisted of 387 respondents, determined based on the Krejcie and Morgan table through convenience sampling. The research instruments included the Meaningful Work Scale adapted from Steger, Dik, and Duffy (2012), the Work Engagement Scale (UWES) from Schaufeli and Bakker (2004), and the Turnover Intention Scale from Bothma and Roodt (2013). Data were analyzed using Partial Least Squares (PLS) with the assistance of SmartPLS 4.0. The results indicate that meaningful work has a negative and significant effect on turnover intention (? = -0.19; p = 0.022) and a positive and significant effect on work engagement (? = 0.77; p = 0.000). Furthermore, work engagement has a negative and significant effect on turnover intention (? = -0.249; p = 0.002) and mediates the relationship between meaningful work and turnover intention (? = -0.192; p = 0.002). These findings highlight the importance of creating a meaningful work environment to enhance engagement and reduce turnover intention among Generation Z employees.
THE ROLE OF CUSTOMER SATISFACTION IN MEDIATING THE EFFECT OF PERCEIVED VALUE ON GOJEK CUSTOMER LOYALTY IN MEDAN CITY Siregar, Arifah Rakatasya; Fadillah, Risydah; Lubis, Rahmi
International Journal of Cultural and Social Science Vol. 7 No. 2 (2026): International Journal of Cultural and Social Science
Publisher : Pena Cendekia Insani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53806/ijcss.v7i2.1323

Abstract

The rapid expansion of app-based transportation services in Indonesia has intensified competition and increased customer switching, making loyalty a critical challenge for market leaders such as Gojek. This study investigates how perceived value influences customer loyalty and examines the mediating role of customer satisfaction among Gojek users in Medan City. A quantitative explanatory design was employed using an online survey administered from 6–20 November 2025. Data were collected from 375 respondents selected through purposive sampling and analyzed using PLS-SEM (SmartPLS). The findings show that perceived value positively and significantly affects customer loyalty (? = 0.350; p < 0.001) and strongly predicts customer satisfaction (? = 0.691; p < 0.001). Customer satisfaction also has a significant positive effect on loyalty (? = 0.553; p < 0.001). Mediation analysis confirms that customer satisfaction significantly mediates the relationship between perceived value and loyalty (?_indirect = 0.382; p < 0.001), indicating that the value–loyalty link is predominantly realized through satisfaction. The study reinforces the value–satisfaction–loyalty chain in digital service contexts and highlights that strengthening multidimensional perceived value—especially experiential and emotional components—can enhance satisfaction and sustain customer loyalty in highly competitive online transportation markets.
Co-Authors Adawiyah, Zain Afiq, Muhammad Farid Agustina Alyani, Nurin Nadhira Amaliyana, Rizki Amanah Surbakti Anda, Riski Anggraini, Maria Astari, Tamara Dwi Ayulanningsih Choong, Thum Chern Dalimunthe, Saibun Hamdi Dian Susilawati Dwi Yasni Habibah Effendy, Sjahril Eka Putri Wulandari Ernita Mariana Ginting, Ernita Evanireni Julietta Purba Fadhilah , Risydah Fadillah Fadillah Fadillah, Risydah Fauza, Fadhillah Fonny Dameaty Hutagalung Hasanuddin Hasanuddin Hutapea, Imelda Lan Maretny Ika Rasidina Daya Indah Kemala Hasibuan, Indah Kemala Indrawan, Yudhistira Fauzy Indrawan, Yudistira Fauzi Irma, Nova Hapizsyah Kaiman Turnip Kaiman Turnip, Kaiman Khalisah, Shilmi Lubis, Elida Fitri Khairuna Maylinda, Risky Nurlita Merri Hafni Muhammad Qodri Muhammad Rasyidin Muharrani, Tis'a N, Miranda Puspita Nefi Darmayanti Nurul Hidayati Patisina Purba, Hendi Saputra Putri Ayu Rizki Putri Fatimah Ridha Fadilah Azmi Risky Nurlita Maylinda Rislisa Rislisa Rislisa Rislisa, Rislisa Risydah Fadilah Salamiah Sari Dewi Salianto Salianto Salianto Salianto, Salianto Sari, Dhedek Ramadhani Permata Sembiring, Ardha Aulia Rovica Br Siregar, Arifah Rakatasya Siregar, Khairunnisa Siregar, Zahra Arridhani Sitanggang, Martua Siti Aisyah Siti Rahma Sjahril Effendy Sjahril Effendy P Sonni Willi Munte Sri Ngayomi Yudha Wastuti Sri Ngayomi Yudha Wastuti, Sri Ngayomi Sri Wahyuni Harahap SUGIYANTO Sulaiman, Jihan Sunarto Sunarto Suriyanto Suriyanto, Suriyanto Suryani Hardjo Syafitri, Nellinda Syahfitri, Diah Tafonao, Lince Kristina Tanjung, Nur Annisa Twelvdes Sadrak Eire Simanjuntak Wati, Tia Agustina Winari Lestari Wulandari, Rafika Yudhistira Fauzy Indrawan Yudistira Fauzy Indrawan Zuhdi Budiman Zulfiyanti, Novi