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All Journal Journal Psikogenesis MANASA, Jurnal Ilmiah Psikologi International Research Journal of Business Studies
Riyanti, Benedicta P. Dwi
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Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Public Health Social Sciences

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Pengaruh Quality of Work Life Terhadap Job Performance Pada Karyawan Generasi Z di Perusahaan Startup di Jakarta Alamanda, Winda; Riyanti, Benedicta P. Dwi
Jurnal Online Psikogenesis Vol 11 No 2 (2023): Desember
Publisher : Fakultas Psikologi Universitas YARSI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24854/jps.v11i2.2578

Abstract

This study aims to determine the effect of quality-of-life work/quality of work life on job performance for Generation Z employees who work with start-up companies in Jakarta. This research hypothesizes that there is an effect on the quality of work life on job performance in Generation Z employees at start-up companies in Jakarta. The participants of this research are 100 Generation Z employees who work with startup companies in Jakarta. Sampling using a convenient sampling technique. This study uses a simple regression test technique. The results of data analysis show that there is a significant effect on quality of work life on job performance for generation Z employees at startup companies in Jakarta (F=16.795 with R2 =. 146; p=. 000). That is, QWL has a significant effect of 14.6% on job performance. The results of the descriptive analysis show that the distribution of scores for the QWL dimensions, namely the dimensions of health & and well-being, job security, job satisfaction, and competency development are in the highest category. Only the QWL (work and non-work life balance) dimensions are in the low and medium categories. Suggestions from the results of this study that QWL is important to be considered and managed properly by the company's management Suggestions from the results of this study that QWL is important to be considered and managed properly by the company's management, especially for the dimensions of work and non-work life balance. However, it needs to pay attention to other factors that affect employee job performance.
Psychological Capital and Business Success of Chinese, Minangnese, and Javanese Entrepreneurs Andri, Nofri; Ronauli, Puji Tania; Riyanti, Benedicta P. Dwi
International Research Journal of Business Studies Vol. 12 No. 2 (2019): August-November 2019
Publisher : Universitas Prasetiya Mulya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21632/irjbs.12.2.157-166

Abstract

Psychological capital (Psycap) is a condition of positive psychology (hope, efficacy, resilience, and optimism), which facilitates entrepreneurs to survive in running and reach success in their business. This research was intended to obtain the overviews of psycap and business success of Chinese, Minangnese, and Javanese entrepreneurs. There was a total of 207 entrepreneurs involved as respondents. There were two instruments used in this study: the Psychological Capital Scale and the Balanced Scorecard. Data analysis method applied to measure psychological capital was a descriptive statistic. The result showed that Javanese entrepreneurs had a very high level of psychological capital, while both Chinese and Minangnese entrepreneurs hold on the same high degree. Meanwhile, the data analysis regarding the successfulness of business showed that most of the Javanese entrepreneurs reached a high level of success, Chinese entrepreneurs were average, and Minangnese entrepreneurs were low.
HUBUNGAN ANTARA KEPUASAN KERJA DAN KOMITMEN ORGANISASI PADA PEKERJA LEPAS BIRO KONSULTAN Ginanjar, Ginanjar; Riyanti, Benedicta P. Dwi
MANASA Vol. 4 No. 2 (2015): Desember, 2015
Publisher : Atma Jaya Catholic University of Indonesia

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Abstract

With job satisfaction, a company can better maintain the commitment of its employees. This study aims to explore the applicability of the assumption for freelance workers. For example, freelance workers in Bureau Consultant PT. B experience close working relationship, have co-workers from the same college, opportunity to use their expertise, and interesting tasks which become sources for their job satisfaction. Satisfying with their job can make them able to commit to Bureau Consultant PT. B despite having a job at another company. The participant of this study are all freelancer working at the Bureau Consultant PT. B. The quantitative approach used in this study with two questionnaires, Minessota Satisfaction Questionnaire and Organizational Commitment Questionnaire. Results of the study show that there is a positive relationship between job satisfaction with affective commitment and normative commitment, while job satisfaction doesn’t have a relationship with continuance commitment. Therefore, the more freelancer in Bureau Consultant PT. B satisfied with their work, they will be more committed emotionally to Bureau Consultant PT. B and morally feel obliged to remain in Bureau Consultant PT. B. Based on the results, it is suggested to Bureau Consultant PT. B to pay attention to three aspects of job satisfaction are still lacking, the aspect of social status, aspects of the opportunity to move forward, the aspect of certainty and security, to facilitate and give confidence to the freelancers to hold the higher responsibility so that they can better demonstrate their competencies at work. This will lead to more satisfied workers. This study indicate that it is possible to build organizational commitment for freelance worker by managing their job satisfaction.
GAMBARAN IKLIM ORGANISASI SEBAGAI DASAR PENGEMBANGAN ORGANISASI Tobing, Gracia; Dahesihsari, Rayini; Riyanti, Benedicta P. Dwi; Nurrachman, Nani Indra Ratnawati
MANASA Vol. 4 No. 1 (2015): Juni, 2015
Publisher : Atma Jaya Catholic University of Indonesia

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Abstract

The important impact of how employees perceived their working environment, practices, policies, values, and interaction in organization affecting their working experiences on their working behavior has been well known in the field of organizational psychology. Poor vertical and horizontal relationship, the mismatch policies and goals, lack of motivation, and work productivity are the examples of problems that may be arise if organizational climate were not well managed. Full attention to organizational climate has been the inevitable demand for organizations that are in a situation with strict competition. This research aimed to get a comprehensive description of organizational climate, based on Competing Value Model theory that were presented by Patterson, West, Shackleton, Jeremy, Lawthom, Maitlis, Robinson, dan Walace. The description will be used for guiding how the management develop their organization. A combination of quantitative and quality approaches was implemented by using quetionnaires and interviews. The participants are 59 employees with minimum supervisory level as the criteria. Descriptive statistic and anova one-way were used for analyzing quantitive data. Content analysis with inductive analysis was used for analyzing qualitative data. The result showed that more attention was needed for organizational climate, especially on internal process, human relation, and rational goal. Those aspects will be the focus to develop for management.
Co-Authors Alamanda, Winda Andri, Nofri GINANJAR, GINANJAR Gracia Tobing, Gracia Nurrachman, Nani Indra Ratnawati Rayini Dahesihsari Ronauli*, Puji Tania