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Rozana, Anna
Universitas Islam Bandung
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Pengaruh Career Self-efficacy terhadap Work Readiness pada Mahasiswa Tingkat Akhir di Unisba Viby Erliana; Anna Rozana
Bandung Conference Series: Psychology Science Vol. 2 No. 2 (2022): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (184.494 KB) | DOI: 10.29313/bcsps.v2i3.2923

Abstract

Abstract. A bigger challenge due to the Covid-19 pandemic is faced by students as prospective graduates who will enter the world of work. In facing competition and challenges in the world of work, final year students need to have work readiness. One of the factors that can affect work readiness is the individual's belief in decision-making abilities related to the career to be undertaken or career self-efficacy. This study aims to determine the effect of career self-efficacy on work readiness conducted on final year students at the Islamic University of Bandung. The research method used is quantitative research with a research design that is causality. The total population in this study is 2499 with a research sample of 345 final year students at the Islamic University of Bandung. This study uses simple linear regression data analysis to see the effect of career self-efficacy on work readiness. In this study, the career self-efficacy measurement tool used was Career Decision Making Self-Efficacy (CDMSE) compiled by Taylor and Betz (1983) then simplified by Betz & Klein (1996) and adapted by Muti'ah (2021) and The work readiness measure used is the Work Readiness Scale (WRS) which was compiled and based on the theory of Caballero, et al (2011), this measuring tool has been adapted by Wijayanti (2019). Based on the results in this study, it can be concluded that career self-efficacy has a positive effect of 60.8% on work readiness. Abstrak. Tantangan yang lebih besar akibat pandemi Covid-19 dihadapi oleh mahasiswa sebagai calon lulusan yang akan memasuki dunia kerja. Dalam menghadapi persaingan dan tantangan di dunia kerja, mahasiswa tingkat akhir perlu mempunyai kesiapan kerja atau work readiness. Salah satu yang dapat memengaruhi work readiness adalah keyakinan individu pada kemampuan pengambilan keputusan berkaitan dengan karir yang akan dijalani atau career self-efficacy. Penelitian ini bertujuan untuk mengatahui pengaruh career self-effiacy terhadap work readiness yang dilakukan pada mahasiswa tingkat akhir di Universitas Islam Bandung. Metode penelitian yang digunakan yaitu penelitian kuantitatif dengan dengan desain penelitian yaitu kausalitas. Jumlah populasi dalam penelitian ini yaitu 2499 dengan sampel penelitian 345 mahasiswa tingkat akhir di Universitas Islam Bandung. Penelitian ini menggunakan analisis data regresi linier sederhana guna melihat pengaruh antara career self-effiacy terhadap work readiness. Dalam penelitian ini alat ukur career self-efficacy yang digunakan adalah Career Decision Making Self-Efficacy (CDMSE) yang disusun oleh Taylor dan Betz (1983) kemudian disederhanakan oleh Betz & Klein (1996) dan diadaptasi oleh Muti’ah (2021) dan alat ukur work readiness yang digunakan yaitu Work Readiness Scale (WRS) yang disusun dan berdasarkan teori Caballero, dkk (2011), alat ukur ini telah diadaptasi oleh Wijayanti (2019). Berdasarkan hasil dalam penelitian ini dapat disimpulkan bahwa career self-efficacy memiliki pengaruh positif sebesar 60,8% terhadap work readiness.
Pengaruh Work Engagement terhadap Work Family Enrichment pada Perawat Ruang ICU Arya Adithya Ramadhan Hendrofa; Anna Rozana
Bandung Conference Series: Psychology Science Vol. 3 No. 1 (2023): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v3i1.5134

Abstract

Work engagement is a positive state at work that is characterized by vigor, dedication, and absorption (Bakker et al, 2002). Siu et al (2010) revealed that conceptually work engagement can represent an important factor in testing work family enrichment. This research aims to determine the effect of work engagement on work-family enrichment in ICU nurses. The research sample in this study as many as 47 ICU nurses. The research method used is the study causality with quantitative methods. Measuring instruments used in research this is Ultecht Work Engagement (UWES-9) adapted by Kristiana, I. F., & Purwono, U (2019) for measuring tools for work engagement and measuring tools for work-family enrichment from Carlson, et al (2006) which has been adapted by researchers. Technique sampling used the purposive sampling technique. The analytical technique used is multiple regression. The results showed that 61.70% ICU nurses have high work engagement and 65.96% have work families with low enrichment. Multiple regression results show that work engagement positive effect on work-family enrichment (R Square = 0.514). Based on the results of the coefficient of partial determination, shows that the vigor is the aspect of work engagement that has the highest influence on work family enrichment by 25.07%. Work engagement merupakan suatu keadaan positif ketika bekerja yang ditandai oleh vigor, dedication, dan absorption (Bakker et al, 2002). Siu et al (2010) mengungkapkan bahwa secara konseptual work engagement dapat mewakili faktor penting dalam menguji work family enrichment. Penelitian ini bertujuan untuk mengetahui pengaruh work engagement terhadap work family enrichment pada perawat ruang ICU. Sampel penelitian dalam penelitian ini sebanyak 47 perawat ICU. Metode penelitian yang digunakan adalah studi kausalitas dengan metode kuantitatif. Alat ukur yang digunakan dalam penelitian ini adalah Ultecht Work Engagement (UWES-9) hasil adaptasi Kristiana, I. F., & Purwono, U (2019) untuk alat ukur work engagement dan alat ukur work family enrichment dari Carlson, et al (2006) yang telah diadaptasi oleh peneliti. Teknik sampling yang digunakan teknik purposive sampling. Teknik analisis yang digunakan adalah regresi berganda. Hasil penelitian menunjukan bahwa 61,70% perawat ICU memiliki work engagement tinggi dan 65,96% memiliki work family enrichment rendah. Hasil regresi berganda menunjukkan bahwa work engagement berpengaruh positif terhadap work family enrichment sebesar (R Square = 0,514). Berdasarkan hasil koefesien determinasi parsial menunjukan bahwa vigor merupakan aspek work engagement yang memiliki pengaruh paling tinggi terhadap work family enrichment sebesar 25,07%.
Pengaruh Dukungan Sosial terhadap Work Family Conflict pada Polwan Nabila Sahira Bilqis; Anna Rozana
Bandung Conference Series: Psychology Science Vol. 3 No. 1 (2023): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v3i1.5143

Abstract

Work family conflict is related to negative behavior at work and it is a source of stressor that result into unwanted negative effect (Higgins, Duxbury, & Irving, 1992). Social support has become an important coping mechanism and source in reducing negative effect resulted from work family conflict (Ayman & Antani, 2008). Occupation such as Female police officers shows the need of social support to overcome work family conflict due to their simultaneous role as a housewife and a police officer (Almasitoh, 2011). The purpose of this study was to examine how social support has an impact on work family conflict for female police officer. This research is classified as a quantitative research using causal method. The population in this research are 163 female police officers who are assigned to Polda DIY and has qualified for the criteria for this research, so that simple random sampling method can be used with the respondent of 116 female police officer as subjects. The analytical technique in this research uses multiple linear regression. The measuring instrument used within this research are the work family conflict scale created by Carlson & Kacmar which has been translated to Indonesian by Kuntari (2014) and the social support measurement developed by Parasuraman based on House (1983) theory which has been adapted by Nindyasari (2015). The results showed that social support had a significant negative effect on work family conflict among policewomen at Polda DIY by 51.4% and the greatest influence on work family conflict was social support from spouseses at 29.4%. Work family conflict terkait dengan sikap kerja negatif dan merupakan sumber stressor yang memberikan efek negatif yang tidak diinginkan (Higgins, Duxbury, & Irving, 1992). Dukungan sosial merupakan mekanisme koping penting yang dapat mengurangi efek negatif dari work family conflict dan merupakan sumber positif yang sangat diperlukan dalam menurukan work family conflict (Ayman & Antani, 2008). Polwan membutuhkan adanya dukungan sosial untuk mengatasi work family conflict yang dialami dari adanya ketidakseimbangan antara peran sebagai pekerja dan peran sebagai ibu rumah tangga (Almasitoh, 2011). Tujuan dari penelitian ini adalah untuk menguji seberapa besar pengaruh dukungan sosial terhadap work family conflict pada polwan. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan metode kausalitas. Populasi dalam penelitian ini adalah 163 polwan di Polda DIY yang telah memenuhi kriteria yang diambil menggunakan teknik simple random sampling dengan jumlah responden sebanyak 116 polwan. Teknik analisis yang digunakan adalah uji regresi linear berganda. Alat ukur yang digunakan adalah Work-family conflict scale dari Carlson & Kacmar yang telah diadaptasi oleh Kuntari (2014) dan alat ukur dukungan sosial yang dikembangan oleh Parasuraman dengan berdasarkan acuan dari teori House (1983) yang telah diadaptasi oleh Nindyasari (2015). Hasil penelitian menunjukkan bahwa dukungan sosial berpengaruh negatif signifikan terhadap work family conflict pada polwan di Polda DIY sebesar 51,4% dan pengaruh paling besar terhadap work family conclict adalah dukungan sosial pasangan sebesar 29,4%.
Pengaruh Job Insecurity terhadap Work Engagement pada Tenaga Kependidikan Honorer di Sekolah Lies Ramadhanty; Anna Rozana
Bandung Conference Series: Psychology Science Vol. 3 No. 1 (2023): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v3i1.5147

Abstract

Abstract. Engaged employees are very important organizational asset because it relates to employee performance and organizational management, that is the reason why organizations need employees that be able to invest in work (Bakker & Demerouti, 2018; Knight et al., 2017; Simpson, 2009). Several studies state that job insecurity has a strong influence on work engagement on employees (Bosman et al., 2005a; Wang et al., 2015). This study aims to determine the effect of job insecurity on the work engagement of honorary education staff at schools in District B that related to the existence of a Government Regulation which states that on November 23, 2023 there will be dismissal of honorary staff. This research use quantitative method with a causality research design using multiple regression techniques. The measurement scale uses the job insecurity scale (Ashford et al., 1989) and UWES-9 (Schaufeli & Bakker, 2004). Job insecurity give impact on work engagement of honorary school education staff in district B by 56% and the remaining 44% is influenced by other factors that not examined in this study. Job insecurity component that has the greatest influence on work engagement is the perceived threat to a total job component by 14.09%. Keywords: Job Insecurity, Work Engagement, Honorary Education Staff at School Abstrak. Karyawan yang engage merupakan aset organisasi yang sangat penting karena berkaitan dengan performance karyawan dan manajemen organisasi sehingga organisasi memerlukan karyawan yang mampu berinvestasi pada pekerjaan (Bakker & Demerouti, 2018; Knight et al., 2017; Simpson, 2009). Beberapa penelitian menyatakan bahwa job insecurity mempunyai pengaruh yang kuat dengan work engagement pada karyawan (Bosman et al., 2005; Wang et al., 2015). Penelitian ini bertujuan untuk mengetahui pengaruh job insecurity terhadap work engagement pada tenaga kependidikan honorer di sekolah pada Kabupaten B berkaitan dengan adanya Peraturan Pemerintah yang menyatakan bahwa pada tanggal 23 November 2023 mengenai pemberhentian tenaga honorer. Metode penelitian yang digunakan adalah kuantiatif dengan desain penelitian kausalitas menggunakan teknik multiple regression. Skala pengukuran menggunakan Job Insecurity Scale (Ashford et al., 1989) dan UWES-9 (Schaufeli & Bakker, 2004). Job insecurity memberikan pengaruh terhadap work engagement pada tenaga kependidikan honorer sekolah di kabupaten B sebesar 56% dan sisanya yaitu 44% dipengaruhi oleh faktor lain yang tidak diteliti dalam penelitian ini. Komponen job insecurity yang memberikan pengaruh paling besar terhadap work engagement adalah komponen perceived threat to a total job sebanyak 14.09%. Kata Kunci: Job Insecurity, Work Engagement, Tenaga Kependidikan Honorer
Pengaruh Work Family Conflict terhadap Komitmen Organisasi pada Dosen Universitas Swasta X di Jakarta Amalia Ikhsani Wijayaputri; Anna Rozana
Bandung Conference Series: Psychology Science Vol. 3 No. 1 (2023): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v3i1.5155

Abstract

Abstract. Lecturers who are married perform a dual responsibility, that of parents who are responsible for raising their children., then as a lecturer who is obligated to abide with the agency's standards. Organizational commitment goes beyond just lecturers' participation in the organization; it also involves maintaining one's presence within the organization and taking part in the pursuit of its objectives. There is a conflict between the demands of the lecturer's job and the expectations of the lecturer's role in the family, resulting in Work Family Conflict. The purpose of this research is to ascertain the impact of Work Family Conflict on organizational commitment to lecturers, both male and female. This research uses the causality method and is quantitative in nature. The 265 academics who made up the population in this study were all lecturers. The 159 lecturers that were included in the research sample were chosen using Convenience Sampling, a Non Probability Sampling technique. Simple regression is a data analysis approach. The Work Family Conflict Scale, established by Carlson and Kacmar and translated and adapted by Indah Kuntari, is the measurement device used in the Variable Work Family Conflict (2014). The organizational commitment measuring tool makes use of an organizational commitment scale created by Ingarianti that is based on the idea of Mowday, Steers, & Porter (2015). The result of the research is that the lecturers' Work Family Conflict belongs to the high category. The highest dimension is Strain-Based Conflict Family Interference With Work. The level of organizational support for lecturers comes within the low category. Identification is the lowest dimension. The beta value is -0.229, and the significance value is 0.004 < 0.05, implying that the Work Family Conflict data has a negative and substantial impact on organizational commitment to lecturers. Keywords : Work Family Conflict and Organizational Commitment Abstrak. Dosen yang sudah berkeluarga mempunyai peran ganda yaitu sebagai orang tua yang memiliki tugas dan tanggung jawab mengurus anak, lalu sebagai dosen yang harus mengikuti aturan intansi. Komitmen organisasi, tidak hanya sebatas dengan keterlibatan dosen terhadap organisasi, tetapi mempertahankan keberadaannya di dalam organisasi dan turut serta mencapai tujuan organisasi. Adanya konflik yang dirasakan oleh dosen dalam pekerjaan dan tuntutan peran dalam kelurga sehingga dosen mengalami work family conflict. Penelitian ini bertujuan untuk mengetahui pengaruh work family conflict terhadap komitmen organisasi pada dosen baik perempuan maupun laki-laki. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan metode kausalitas. Populasi dalam penelitian ini yaitu seluruh dosen yang berjumlah 265 dosen. Sampel penelitian berjumlah 159 dosen yang diambil dengan menggunakan non probabilitas sampling, yaitu convenience sampling. Teknik analisis data menggunakan regresi sederhana. Alat ukur yang digunakan pada variable work family conflict yaitu menggunakan work family conflict scale yang dikembangkan oleh Carlson, Kacmar yang di adaptasi dan diterjemahkan oleh Indah Kuntari (2014). Alat ukur komitmen organisasi menggunakan skala komitmen organisasi berdasarkan teori Mowday, Steers, & Porter yang dikembangkan oleh Ingarianti (2015). Hasil penelitian adalah Work Family Conflict pada dosen tergolong pada kategori tinggi. Dimensi tertinggi yaitu Strain-based conflcit family interference with work. Komitmen organisasi pada dosen tergolong pada kategori rendah. Dimensi terendah yaitu Identifikasi. Nilai beta sebesar -0,229 dan nilai signifikansi sebesar 0,004 < 0,05 maka dapat disimpulan bahwa data work family conflict berpengaruh negatif dan signifikan terhadap komitmen organisasi pada dosen. Kata Kunci : Work Family Conflict dan Komitmen Organisasi.
Lokakarya Satuan Pendidikan Aman Bencana (SPAB) dan Psychological First Aid (PFA) Dinda Dwarawati; Eni N. Nugrahawati; Anna Rozana; Ayu Tuty Utami; M. Husni; Yasyfa Camilla Pudjiadi; Hasybi M. Azka; Hasmi Havila
Jurnal Pengabdian Masyarakat (ABDIRA) Vol 3, No 1 (2023): Abdira, Januari
Publisher : Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/abdira.v3i1.293

Abstract

One of the FPRB volunteers' tasks is to strengthen the capacity of schools in Kabupaten Bandung for the government-initiated program, namely socializing the SPAB (Satuan Pendidikan Aman Bencana). Given that a disaster situation is one that puts survivors in a state of crisis, the survivors (disaster victims) are likely to have emotional reactions in various ways. The FPRB Volunteers of Kabupaten Bandung are the PKM's special target for the 2020-2022 period. The reason for the FPRB Volunteers of Kabupaten Bandung being the subject of the PKM is due to the needs of the organization, which will soon be implemented in 41 schools in 31 sub-districts throughout Kabupaten Bandung as the beneficiaries of the SPAB carried out by the FPRB Volunteers of Kabupaten Bandung as participants. The research method used in the PKM is the experimental research method. The researcher conducted quantitative research using a pre-experimental design, type 1 group, pre-test-post-test (pre-test, single-group final test), called quasi-experimental. The result of the service is that the workshop that has been given has led to an increase in SPAB and PFA facilitation skills among FPRB volunteers.
RANCANGAN PELATIHAN EMPATI TERHADAP KEMAMPUAN BERKOMUNIKASI INTIM PADA PASANGAN SUAMI ISTERI Anna Rozana
SCHEMA (Journal of Psychological Research) Volume 3 No.1 Mei 2017
Publisher : Universitas Islam Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (1634.268 KB) | DOI: 10.29313/schema.v0i0.1813

Abstract

Komunikasi merupakan faktor penting bagi berkembangnya hubungan yang berkualitas dan sebagai langkah awal terbinanya suatu fondasi keluarga yang penuh dengan kebahagian dan terciptanya sebuah keluarga yang sehat. Rancangan pelatihan ini menggunakan pendekatan experiental learning dan mengacu pada teori komunikasi intim dari Laswell (1987). Teori komunikasi intim ini terdiri dari lima dimensi yaitu : Openness, trust, honesty, empaty, dan listenning, dimana dalam penelitian ini empati merupakan area permasalahan terbesar.
Pengaruh Job Crafting terhadap Work Engagement pada Sales Marketing Nindy Puspita Rachman; Anna Rozana
Bandung Conference Series: Psychology Science Vol. 3 No. 2 (2023): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v3i2.7415

Abstract

Abstract. Business success can occur with employees who are tied to their work so that employees are able to do their work optimally. One of the factors is work engagement. Work engagement is considered a three-dimensional construction and is defined as a state of mind related to positive and satisfying work characterized by, vigor, dedication, and absorption (Schaufeli & Bakker, 2010). The job demands and job resources model can be a predictor of work engagement. Efforts to balance job The job demands and job resources model can be a predictor of work engagement. Efforts to balance job demands and job resources can use job crafting. Job crafting is the changes that individuals make on their own initiative to balance the demands and resources they earn from their work (Tims et al, 2012). This research aims to influence job crafting on work engagement in sales marketing carvawan. Subiek this research is 27 employees of sales marketing contracts at Bank Danamon. This research uses population techniques. The research method, which is used is quantitative with causality research design using multiple regression. The measuring instruments used are the Job Crafting Scale (ICS) from Tims et al (2012) adapted by Angga Januar et al and Utrecht Work Engagement Scale (UWES) from Schaufeli & Bakker (2002). The results showed that there was a positive influence of job crafting on work engagement of 82.1% (R square - 821) with the most influential job crafting dimension on work engagement was Increasing Structural Job Resources of 30.5%. Abstrak. Keberhasilan bisnis dapat terjadi dengan adanya karyawan yang terikat dengan pekerjaannya sehingga karyawan mampu melakukan pekerjaannya dengan optimal. Salah satu faktornya yaitu work engagement. Work engagement dianggap sebagai konstruksi tiga dimensi dan didefinisikan sebagai keadaan pikiran yang berhubungan dengan pekerjaan yang positif dan memuaskan yang ditandai dengan vigor, dedication, dan absorption (Schaufeli & Bakker, 2010). Model job demands dan job resources dapat menjadi prediktor work engagement. Upaya menyeimbangkan job demands dan job resources dapat menggunakan job crafting. Job crafting yaitu perubahan yang dilakukan individu atas inisiatif mereka sendiri untuk menyeimbangkan tuntutan dan sumber daya yang mereka peroleh dari pekerjaannya (Tims et al, 2012). Penelitian ini bertujuan untuk menguji pengaruh job crafting terhadap work engagement pada karyawan sales marketing. Subjek penelitian ini adalah 27 karyawan kontrak sales marketing di Bank Danamon. Penelitian ini menggunakan teknik populasi. Metode penelitian yang digunakan adalah kuantitatif dengan desain penelitian kausalitas menggunakan multiple regression. Alat ukur yang digunakan adalah Job Crafting Scale (JCS) dari Tims et al (2012) diadaptasi oleh Angga Januar et al dan Utrecht Work Engagement Scale (UWES) dari Schaufeli & Bakker (2002). Hasil penelitian menunjukkan terdapat pengaruh positif job crafting terhadap work engagement sebesar 82,1% (R square = .821) dengan dimensi job crafting yang paling berpengaruh terhadap work engagement adalah Increasing Structural Job Resources sebesar 30,5%.
Pengaruh Work-Family Conflict terhadap Turnover Intention pada Medical Representative Rindri Evelin; Anna Rozana
Bandung Conference Series: Psychology Science Vol. 3 No. 2 (2023): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v3i2.9167

Abstract

This study aims to determine the effect of work-family conflict on turnover intention in medical representatives. Turnover intention is the desire of employees to leave their jobs. Medical representatives who have a family carry out two important roles in life, roles in work and roles in the family. When roles in work and roles in the family are contradictory, this creates a conflict called work-family conflict. This research is a quantitative study with 86 medical representatives in the city of Bandung who are married and have children. Measurements were carried out using the Work-Family Conflict Scale adapted by Indah Soca Kuntari, M.Psi., Psikolog (2015) and the turnover intention measuring tool compiled by Maya Sita Darlina, M.Si. (2012). Data analysis was performed using multiple regression analysis. The results showed that work-family conflict had a significant effect on turnover intention in medical representatives with a percentage of 30.3% (R2 = .303) Penelitian ini bertujuan untuk mengetahui pengaruh work-family conflict terhadap turnover intention pada medical representative. Turnover intention adalah keinginan dari karyawan untuk meninggalkan pekerjaannya. Medical representative yang telah berkeluarga menjalani dua peran penting dalam kehidupan, yaitu peran dalam pekerjaan dan peran dalam keluarga. Ketika peran dalam pekerjaan dan peran dalam keluarga saling bertentangan, maka memunculkan sebuah konflik yang disebut dengan work-family conflict. Penelitian ini merupakan penelitian kuantitatif dengan jumlah responden sebanyak 86 medical representative di Kota Bandung yang telah menikah dan memiliki anak. Pengukuran dilakukan dengan menggunakan alat ukur Work-Family Conflict Scale yang diadaptasi oleh Indah Soca Kuntari, M.Psi., Psikolog (2015) dan alat ukur turnover intention yang disusun oleh Maya Sita Darlina, M.Si. (2012). Analisis data dilakukan dengan menggunakan analisis regresi berganda. Hasil penelitian menunjukkan bahwa work-family conflict berpengaruh signifikan terhadap turnover intention pada medical representative dengan persentase pengaruh sebesar 30.3% (R2 = .303).
Pengaruh Dukungan Sosial terhadap Work Family Conflict pada Single Mother di Kota Bandung Bianca Clarissa Audy Putri; Anna Rozana
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.9738

Abstract

Abstract. Work family conflict is a conflict between roles in which the role pressures from the work and family domains conflict in several ways Greenhaus and Beutell (1985). Social support is a reciprocal relationship involving at least two people in terms of resources, with the aim of helping the person receiving support (House, 1983). Cohen and Wills (1985) said social support can reduce stress by changing coping patterns by influencing self-perception and individual behavior when solving problems. Factors that can reduce stress in single mothers is social support. The purpose of this study was to determine how much influence social support has on work-family conflict in single mothers. This research is a quantitative research using causality method. The population in this study were single mothers in Bandung, so it used purposive sampling with a total of 105 people. The analysis technique used is multiple linear regression. The measuring instrument used within this research are the work-family conflict scale created by Carlson & Kacmar which has been translated to Indonesian by Kuntari (2014) and the social support measurement developed by Parasuraman based on House (1983) and has been adapted by researchers. The results showed that social support had a significant negative effect on work-family conflict in single mothers in Bandung by 9.8%. The biggest influence is the support of colleagues at 7.82%. Abstrak. Work family conflict merupakan konflik antar peran di mana tekanan peran dari domain pekerjaan dan keluarga saling bertentangan dalam beberapa hal Greenhaus dan Beutell (1985). Dukungan sosial adalah hubungan timbal balik yang melibatkan sekurangnya dua orang dalam hal sumber daya, dengan tujuan membantu orang yang menerima dukungan (House, 1983). Cohen dan Wills (1985) mengatakan dukungan sosial dapat mengurangi stres dengan mengubah pola koping dengan mempengaruhi persepsi diri dan perilaku individu ketika menyelesaikan masalah. Faktor yang dapat mengurangi stres pada single mother adalah dukungan sosial. Tujuan penelitian ini adalah untuk mengetahui seberapa besar pengaruh dukungan sosial terhadap work family conflict pada single mother. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan metode kausalitas. Populasi dalam penelitian ini adalah single mother di Kota Bandung sehingga menggunakan purposive sampling dengan jumlah 105 orang. Teknik analisis yang digunakan adalah uji linear berganda. Alat ukur yang digunakan adalah Work-family conflict scale dari Carlson & Kacmar yang diadaptasi oleh Kuntari (2014) dan alat ukur dukungan sosial (1983) yang dikembangkan oleh Parasuraman dan telah diadaptasi oleh peneliti. Hasil penelitian menunjukkan bahwa dukungan sosial berpengaruh negatif signifikan terhadap work family conflict pada single mother di Kota Bandung sebesar 9,8 %. Pengaruh paling besar yaitu dukungan rekan kerja sebesar 7,82%.
Co-Authors Alya Nur Nisrina Suhendar Amalia Ikhsani Wijayaputri Aqila Dwi Ananda Ramadhani Arya Adithya Ramadhan Hendrofa Ayu Tuty Utami Bianca Clarissa Audy Putri Diaz, Anna Bella Dinda Dwarawati Dwi Putri, Rahma Eni N. Nugrahawati Eni Nuraeni Nugrahawati Ghanny Rachmat Priandi Hasmi Havila Hasybi M. Azka Hazar Rahmadianti Hendra Purnama Lies Ramadhanty M. Husni Muhammad Irfan Nursalam Nabila Sahira Bilqis Nabilla Ummu Kulsum Nindy Puspita Rachman Noli Saraswati Dewi Nugraha, Suci Radityo Satya Wicaksana Rahayu Auliya Prasisti Raihan Ahmad Razaki Ratu Dalfa Fauziah Rindri Evelin Shafira Aulia Puteri Umar Yusuf Viby Erliana Yasyfa Camilla Pudjiadi