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All Journal Jurnal Sains Psikologi JURISMA: Jurnal Riset Bisnis & Manajemen Journal of Economics and Business UBS EMBISS: Jurnal Ekonomi, Manajemen, Bisnis, Sosial
Wicaksana, Seta A
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences

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GAMBARAN SUBJECTIVE WELL BEING PADA TENAGA KERJA GENERASI Y Wicaksana, Seta A; Novasari, Estu Pratiwi; R, Nadhila Nunanisa; Asrunputri, Aisyah Pia
JURISMA : Jurnal Riset Bisnis & Manajemen Vol. 9 No. 2: Oktober 2019
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Komputer Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (429.202 KB) | DOI: 10.34010/jurisma.v9i2.2280

Abstract

Subjective well-being (SWB) is individual’s evaluation towards his life. SWB consists of three aspects: life satisfaction, positive affect and negative affect. A research conducted by Soto (2015) shows there is a reciprocal correlation between SWB and five personality dimensions (neuroticism, extraversion, openness, conscience and agreeableness). This research is consistent with a research by Diener that Subjective well-being is highly affected by personality (1999). A person with high SWB is high in extroversion, agreeableness, conscience and low in neuroticism. Objective of this research is to gain a picture of generation Y’s SWB through their personality assessment. This research involved 1107 participants, range from 18 – 37 years old. Personality is measured by NEO PI by Costa Mc Crae. The result shows generation Y is low in extraversion and openness; very low in agreeableness and conscience; and average in neuroticism. Based on the result we can conclude that generation Y’s SWB is tends to be low. Keyword: Subjective Well-being, personality, Costa-McCrae, Generation Y
Pengaruh Kompetensi Dan Motivasi Terhadap Kinerja Karyawan Melalui Kepemimpinan: Suatu Kajian Perspektif Karyawan PT Assab Steels Indonesia Febyanti, Leily; Wicaksana, Seta A; Putriana, Lies
JURNAL EKONOMI, MANAJEMEN, BISNIS, DAN SOSIAL (EMBISS) Vol. 4 No. 3 (2024): Mei 2024
Publisher : CV ODIS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59889/embiss.v4i3.304

Abstract

The Problems identified in this research are How is the partial and direct influence of competence on leadership, How is the partial and direct influence of motivation on leadership? Then, how does the partial and direct effect of competence on employee performance, How does the partial and direct effect of motivation on employee performance? Then how is the influence of leadership as a moderator of the indirect relationship between competence and motivation on the performance of employees of PT Asaab Steel Indonesia? This research approach was carried out through a survey, and each problem raised to the surface was carried out through an Explanatory Analysis, namely explaining the causality relationship between echogenic and endogenous variables through direct and indirect PATH analysis models using standardized coefficient data. beta. Through 79 employees or representative respondents used as research samples obtained the findings of al: Partially and direct competence has a positive and significant effect on leadership; Partially and direct motivation has a positive and relatively weak effect, but significant to leadership; Partially and directly competence has a positive and relatively weak effect, but significant to employee performance; Partially and directly motivation has a positive and relatively weak effect, but significant to employee performance; Indirectly leadership is capable of being a strong and significant moderator between competency and motivation on the performance of employees of PT.Assab Steel Indonesia.
The Mediating Effect of Self-Efficacy on Perceived Supervisor Support on Self-Perceived Employability in Generation Z Participating in the Certified Internship and Independent Study Program Lintang, Brigitta Elizabeth; Nindyati, Ayu Dwi; Wicaksana, Seta A
Jurnal Sains Psikologi Vol 13, No 1 (2024)
Publisher : Universitas Negeri Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17977/um023v13i12024p42-54

Abstract

According to demographic trends, Generation Z was 25 percent of the labor force by 2030. Generation Z needs extra preparation because of a lack of work experience and has a propensity for having negative attitudes at work. Participating in an internship program like the Certified Internship and Independent Study is one of those preparations. Participants in this internship gain both practical work and supervised experience by their supervisor. This research aimed to investigate if the existence of self-efficacy can influence self-perceived employability as a mediator and perceived supervisor support as a predictor. The research method used a quantitative approach to 160 Generation Z members participating in the batch 3 internship program (25.5 percent of the population) at an IT company. Hypothesis testing was carried out with the mediation analysis model in the medmod module in Jamovi 2.3.26. The main result was that self-efficacy could partially mediate the effect of perceived supervisor support on self-perceived employability. This means that the existence of self-efficacy can indirectly increase the influence of perceived supervisor support on self-perceived employability. The direct influence of perceived supervisor support on self-perceived employability is smaller than when involving self-efficacy as a mediator. Based on this result, interventions can be made to strengthen the self-efficacy of internship participants, for example, by providing a strong experience so that the supervision program during an internship can strengthen the self-perceived employability of internship participants. In the end, the intern participants can feel the added value of their internship program.
Analisa Pengaruh Organizational Structure, Dynamic Capabilities dan Corporate Culture terhadap Organization Agility Tim Produk BRImo dalam rangka terciptanya Sustainable Competitive Advantages PT. Bank Rakyat Indonesia (Persero), Tbk. Sancoyo, Noor; Putriana, Lies; Wicaksana, Seta A
Journal of Economics and Business UBS Vol. 12 No. 3 (2023): Special Issue
Publisher : Cv. Syntax Corporation Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52644/joeb.v12i3.266

Abstract

Struktur Organisasi (Organization Structure) Agile Tim BRImo berada ditengah-tengah struktur organisasi non-agile, dinilai masih dapat ditingkatkan dengan melakukan review dan penelitian terkait pengaruh struktur organisasi yang ada, dengan agilitas organisasi Tim BRImo dalam bekerja sehari-hari, untuk mencapai target yang diberikan, serta untuk mengejar ketertinggalan performance BRImo dengan Bank pesaing. Kemampuan Dinamis (Dynamic Capabilities) dari Tim BRImo dan Tim di sekelilingnya, serta implikasi pelaksanaan Budaya Kerja Perusahaan (Corporate Culture) dalam hal ini adalah Core Value AKHLAK (Amanah, Kompeten, Harmonis, Loyal dan Kolaboratif) dari BUMN, juga menentukan agilitas organisasi Tim BRImo dan Tim/Divisi disekitarnya dalam kinerja harian. Dalam hal ini, Kemampuan Dinamis dan Budaya Kerja Perusahaan di Tim BRImo dengan struktur organisasi agile perlu dilakukan evaluasi karena saat ini, pendidikan dan training yang diberikan belum membedakan agilitas dari struktur organisasi. Penelitian ini dilakukan dengan pendekatan kuantitatif melalui penyebaran kuesioner ke pekerja Tim BRImo, Divisi Retail Payment (RPT) dan Divisi Service & Contact Center (SCC), untuk mendapatkan analisa deskriptif dari pengaruh struktur organisasi, kemampuan dinamis dan budaya kerja AKHLAK terhadap Agilitas Organisasi dari Tim BRImo dalam rangka tercapainya salah satu SCA dari Bank BRI. Hasil dari penelitian ini membenarkan hipotesa awal bahwa memang terdapat pengaruh yang signifikan antara struktur organisasi, kemampuan dinamis dan budaya kerja terhadap agilitas organisasi. Namun demikian, ternyata meskipun Divisi RPT dan Divisi SCC yang masih bersifat struktural dan belum sepenuhnya agile, tetap mampu menghasilkan agilitas organisasi yang baik dalam pelaksanaan kerjanya. Implementasi budaya kerja perusahaan juga sudah tercermin dari kinerja harian melalui jawaban kuesioner yang diberikan, salah satunya bahwa tugas telah diselesaikan dengan maksimal, kualitas yang terbaik serta layanan yang terbaik. Tim BRImo dan Tim IT pendukung memerlukan Pendidikan/training/sertifikasi terkait kemampuan dinamis untuk menunjang kinerja dan performance yang lebih adaptive, absorptive dan innovative untuk menghasilkan BRImo yang melebihi produk pesaing.
Co-Authors asrunputri, aisyah pia Ayu Dwi Nindyati Febyanti, Leily Lies Putriana Lintang, Brigitta Elizabeth Novasari, Estu Pratiwi R, Nadhila Nunanisa Sancoyo, Noor