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All Journal Jurnal Psikologi Terapan dan Pendidikan Jurnal Obsesi: Jurnal Pendidikan Anak Usia Dini Jurnal Studia Insania JURNAL MAHASISWA BK AN-NUR : BERBEDA, BERMAKNA, MULIA Manuju : Malahayati Nursing Journal Psikoislamedia : Jurnal Psikologi Psikologi Prima AL-ULUM : Jurnal Ilmu Sosial dan Humaniora Jurnal Penelitian Pendidikan, Psikologi Dan Kesehatan (J-P3K) Indonesia Berdaya Jurnal Psikologi Malahayati PAEDAGOGY : Jurnal Ilmu Pendidikan dan Psikologi Jurnal Psikologi Wijaya Putra (Psikowipa) Jurnal Psikologi Terapan (JPT) TAUJIHAT: Jurnal Bimbingan Konseling Islam Jurnal Ilmu Psikologi dan Kesehatan Jurnal Ekonomika Manajemen Dan Bisnis Jurnal Bimbingan dan Konseling Pandohop IDEA: Jurnal Psikologi Jurnal Psikologi Liberosis: Jurnal Psikologi dan Bimbingan Konseling Corona: Jurnal Ilmu Kesehatan Umum, Psikolog, Keperawatan dan Kebidanan Jurnal Cendekia Ilmiah
Lita Ariani
Fakultas Psikologi Universitas Muhammadiyah Banjarmasin
Religion Arts Humanities Biochemistry, Genetics & Molecular Biology Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Medicine & Pharmacology Neuroscience Nursing Physics Public Health Social Sciences Veterinary Other

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PENGARUH KONFLIK KERJA TERHADAP KINERJA KARYAWAN DINAS DI KOTA BANJARMASIN Puteri, Naswa Adelia; Julaibib, Julaibib; Ariani, Lita
PAEDAGOGY : Jurnal Ilmu Pendidikan dan Psikologi Vol. 5 No. 4 (2025)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia (P4I)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/paedagogy.v5i4.6982

Abstract

Employee performance plays a crucial role in determining the success of an organization in achieving its goals and ensuring the continuity of work programs. Performance achievement is not only influenced by individual competence but also by workplace conditions that often create certain dynamics. One of the dynamics that frequently arises is work conflict, a situation where differences in interests, objectives, or perspectives occur among employees or between groups within the organization. This study aims to examine the effect of work conflict on employee performance at a government office in Banjarmasin City. The research employed a quantitative method with a correlational design, involving the entire population of 45 civil servants as respondents. Data were collected through questionnaires and analyzed using simple linear regression. The findings reveal that work conflict has a significant negative effect on employee performance. In other words, the higher the level of conflict, the lower the performance. Therefore, effective conflict management strategies, such as improved communication, fair task distribution, and a supportive work environment, are necessary to maintain productivity. ABSTRAK Kinerja pegawai berperan penting dalam menentukan keberhasilan suatu organisasi dalam mencapai tujuan dan menjaga kesinambungan program kerja. Pencapaian kinerja tidak hanya ditentukan oleh kemampuan individu, melainkan juga dipengaruhi oleh situasi lingkungan kerja yang sering menghadirkan dinamika tertentu. Salah satu dinamika yang kerap muncul ialah konflik kerja, yaitu kondisi ketika terdapat perbedaan kepentingan, tujuan, maupun pandangan di antara pegawai atau antar kelompok dalam organisasi. Penelitian ini bertujuan menganalisis pengaruh konflik kerja terhadap kinerja pegawai pada salah satu Dinas di Kota Banjarmasin. Penelitian menggunakan metode kuantitatif dengan desain korelasional, melibatkan seluruh populasi sebanyak 45 pegawai negeri sipil sebagai responden. Data dikumpulkan melalui penyebaran kuesioner dan dianalisis dengan regresi linear sederhana. Hasil menunjukkan konflik kerja berpengaruh negatif signifikan terhadap kinerja pegawai. Artinya, semakin tinggi tingkat konflik, semakin rendah kinerja yang ditampilkan. Oleh karena itu, diperlukan penerapan strategi manajemen konflik, seperti komunikasi yang efektif, pembagian kerja seimbang, serta lingkungan kerja yang mendukung agar produktivitas tetap terjaga.
Pengaruh Komitmen Organisasi Terhadap Disiplin Kerja pada Karyawan Kantor X Azzahra, Octa; Julaibib, Julaibib; Ariani, Lita
Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 4 No. 2 (2025): Juli-Desember
Publisher : CV. ITTC INDONESIA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47233/jemb.v4i2.3045

Abstract

Abstract Institutions rely on human resources (HR), therefore discipline is very important for employees. Poor work discipline can harm organizational goals, while good work discipline can provide benefits. A lack of commitment to the company can lead to poor work discipline. This study examined whether organizational commitment influenced the work discipline of employees at Office X. This research was quantitative and used a correlational approach. The study sample consisted of 65 people. Data collection was conducted online using Google Forms. The data were analyzed using simple linear regression analysis. The results of the analysis showed that organizational commitment had a significant positive influence on work discipline. This means that the higher the organizational commitment, the higher the employees' work discipline. Based on these findings, it can serve as a basis for consideration for Office X in designing policies or strategies that can foster employee commitment and discipline, such as training or workshops to introduce institutional values, providing awards and recognition to employees, and implementation. Keywords: employees, organizational commitment, work discipline Lembaga bergantung pada sumber daya manusia (SDM), oleh karena itu kedisiplinan sangat penting bagi karyawan. Disiplin kerja yang buruk dapat merugikan tujuan organisasi, sedangkan disiplin kerja yang baik dapat memberikan manfaat. Kurangnya komitmen pada perusahaan dapat menyebabkan disiplin kerja yang buruk. Penelitian ini menguji apakah komitmen organisasi mempengaruhi disiplin kerja karyawan kantor X. Penelitian ini bersifat kuantitatif menggunakan pendekatan korelasional. Sample penelitian ini berjumlah 65 orang. Pengambilan data dilakukan secara daring menggunakan Google Forms. Data dianalisis menggunakan uji analisis regresi linear sederhana. Hasil analisis menunjukkan bahwa komitmen organisasi memiliki pengaruh positif signifikan terhadap disiplin kerja. Artinya, semakin tinggi komitmen organisasi, maka semakin tinggi disiplin kerja karyawan. Berdasarkan hasil tersebut, dapat dijadikan sebagai dasar pertimbangan bagi kantor X dalam merancang kebijakan atau strategi yang mampu menumbuhkan komitmen serta disiplin karyawan, seperti pelatihan atau workshop untuk pengenalan nilai-nilai pada instansi, memberikan penghargaan dan pengakuan kepada karyawan, serta penerapan pemberian sanksi yang adil bagi setiap pelanggaran yang dilakukan karyawan. Kata Kunci: disiplin kerja, karyawan, komitmen organisasi
Pengaruh Komitmen Organisasi terhadap Organizational Citizenship Behavior pada Pegawai Instansi X Kota Banjarbaru As. Nyagin, Sylva Anggelina; ., Julaibib; Ariani, Lita
Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 4 No. 2 (2025): Juli-Desember
Publisher : CV. ITTC INDONESIA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47233/jemb.v4i2.3495

Abstract

Organizational Citizenship Behavior (OCB) refers to employees' voluntary behaviors that extend beyond their formal duties but contribute to the organization's success. These behaviors are influenced by a sense of belonging and include actions such as helping colleagues, adhering to rules, and participating in organizational activities. This study aimed to examine whether organizational commitment influenced OCB. The research employed a correlational quantitative design with a purposive sampling technique. The population consisted of 67 employees from Institution X, with a sample of 51 non-structural employees. Data collection was conducted through Google Forms and direct questionnaire distribution, using an OCB scale and an organizational commitment scale. The data were processed using simple linear regression analysis in JASP 0.19.3. Assumption tests, including normality and linearity tests, were performed. The analysis revealed a significant positive influence, indicating that higher organizational commitment significantly contributed to higher OCB. The findings suggested that enhancing OCB could be achieved by strengthening organizational commitment through improved internal communication, instilling organizational values, and providing employee recognition.
PENGARUH TUNTUTAN PEKERJAAN TERHADAP STRES KERJA PADA PK BAPAS KELAS I BANJARMASIN Lestari, Jessica Putri; Ariani, Lita; Julaibib, Julaibib
Jurnal Psikologi Malahayati Vol 8, No 1 (2026): Jurnal Psikologi Malahayati
Publisher : Program Studi Psikologi Universitas Malahayati

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33024/jpm.v8i1.24801

Abstract

Abstrak Balai Pemasyarakatan (BAPAS) bertugas menyelenggarakan bimbingan kemasyarakatan bagi klien, termasuk anak-anak yang bemasalah dengan hukum. Tugas pembimbing kemasyarakatan (PK) meliputi penelitian kemasyarakatan, bimbingan kemasyarakatan dan kerja, serta pengawasan terhadap terpidana. Dalam menjalankan tugas ini, PK sering mengalami stres kerja akibat tuntutan pekerjaan, sesuai pada fenomena yang terjadi. Penelitian ini bertujuan untuk mengetahui apakah terdapat pengaruh positif tuntutan pekerjaan terhadap stres kerja pada PK BAPAS Kelas I Banjarmasin. Desain dalam penelitian yaitu kuantitatif korelasional. Pengambilan sampel seluruh anggota populasi dalam penelitian ini dijadikan sampel. Penelitian ini memeiliki jumlah sampel sebanyak 33 orang. Pengolahan data dilakukan dengan analisis regresi linear sederhana. Hasil analisis menampilkan adanya pengaruh positif yang signifikan, tuntutan pekerjaan berpengaruh sebesar 32,4% terhadap stress kerja, artinya semakin tinggi tuntutan pekerjaan akan berpengaruh signifikan terhadap tingginya tingkat stres kerja. Berdasakan hasil tersebut, pihak BAPAS Kelas I Banjarmasin diharapkan agar melakukan upaya-upaya untuk mengurangi tingkat tuntutan pekerjaan, dengan menambah jumlah PK, memberikan reward kepada para pegawai, dan menciptakan lingkungan kerja yang kondusif. Kata Kunci: Masyarakat, Stres Kerja, Tuntutan Pekerjaan AbstractThe Correctional Center (BAPAS) is responsible for providing community counseling to clients, including children in conflict with the law. The duties of a community supervisor (PK) include community research, community and career guidance, and supervision of convicted offenders. In carrying out this task, the PK often experiences professional stress due to the demands of the job, depending on the phenomenon that occurs. This research aims to determine whether there is a positive influence of job demands on job stress among Banjarmasin Class I BAPAS PK. The research design is quantitative and correlational. All members of the population in this study were taken as samples. The sample size for this study was 33 people. Data processing was carried out using simple linear regression analysis. The results of the analysis show that there is a significant positive influence, job demands have a 32.4% effect on job stress, meaning that the higher the job demands, the higher the level of job stress. Based on these findings, BAPAS Class I Banjarmasin should strive to reduce the level of job demands by increasing the number of PK, rewarding employees and creating a conducive work environment. Keywords: Community, Job Demands, Work Stress
Co-Authors -, Fikrie Alfi, Alfani Alya Namira Ananda, Hana Nurislami Arpandy, Ghea Amalia As. Nyagin, Sylva Anggelina Aulia Rahman Aulia Rahmita Azizah Bestari Mulindra Azzahra, Octa Ceria Hermina Ciptro Handrianto, Ciptro Dewi Setya Paramitha Dicky Listin Quarta Dina Amalina, Dina Dyta Setiawati Hariyono Fadhilah, Rachil Fikrie Gladis Corinna Marsha Hamidah, Jamiatul Handika, Handika Ilmi, Maulana Indah Sulastri Jannatuna’im, Eka Julaibib Julaibib Lestari, Jessica Putri Marlenaa, Marlenaa Marlenaa, Marlenaa Marsha, Gladis Corinna Masdiputri, Sri Nuriaty Muhammad Faisal Nadia, Hafizhatu Paramitha, Dewi Setya Pasha, Aghnina Abdalia Paujiah, Paujiah Puteri, Naswa Adelia Putriyady Putriyady Risna Febriani Sadewa, Muhammad Ajie Sapitri, Nurlita sari, rohni taufika Seff, Fikrie Sissylia Meilanti Sulistia Fahrunnisa Imani Yansyah Yansyah