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All Journal Jurnal Ilmiah Psikologi Terapan Jurnal Psikologi Terapan dan Pendidikan Psikodimensia: Kajian Ilmiah Psikologi PSYMPATHIC Jurnal Psikologi Integratif Indigenous: Jurnal Ilmiah Psikologi Journal An-Nafs: Kajian Penelitian Psikologi International Journal of Research in Counseling and Education Efektor Journal of Education, Humaniora and Social Sciences (JEHSS) Humaniora Psikostudia : Jurnal Psikologi Journal Psikogenesis Dinasti International Journal of Education Management and Social Science Jurnal Penelitian Pendidikan, Psikologi Dan Kesehatan (J-P3K) Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Jurnal Aplikasi Manajemen, Ekonomi dan Bisnis Journal La Sociale The Indonesian Journal of Community and Occupational Medicine Jurnal Locus Penelitian dan Pengabdian Psyche 165 Journal Jurnal Hukum dan Peradilan Gadjah Mada Journal of Psychology (GamaJoP) Asian Journal of Logistics Management Journal Gender Equality Disability Social Inclusion and Children Asian Journal Collaboration of Social Environment and Education Journal An-Nafs: Kajian Penelitian Psikologi
Endang Parahyanti
Fakultas Psikologi Universitas Indonesia
Religion Aerospace Engineering Arts Humanities Automotive Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Medicine & Pharmacology Nursing Physics Public Health Social Sciences Other

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The Relationship Between Workplace Bullying and Job Stress in Female Blue Collar Workers in Indonesia Anitasari Kusumawati; Endang Parahyanti; Aria Kekalih; Herqutanto; Dewi Sumaryani Soemarko
The Indonesian Journal of Community and Occupational Medicine Vol. 4 No. 1 (2024): ijcom
Publisher : ILUNI MKK FKUI and PRODI MKK FKUI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53773/ijcom.v4i1.132.10-16

Abstract

Introduction: Among the many risk factors for stress in the workplace, bullying is a factor that is rarely discussed. As many as 19% of people in America experience bullying at work, followed by other European countries. Bullying is a strong link to worker stress, especially in blue-collar workers. Gender differences, especially in women, also have an important prevalence in workplace bullying. In Indonesia itself, there is no data regarding bullying in the workplace, especially among women and blue-collar workers. Objective: This study aims to find the relationship between bullying and stress in the workplace among female blue-collar workers. Method: This research is a cross-sectional analytical study using a negative act questionnaire-revised (NAQ-R) questionnaire on work stress in female blue collar workers in garment factories, in Bekasi city, Indonesia. Job stress assessment uses the Perceived Stress Scale-10 (PSS-10) questionnaire. Other variables assessed are age, salary, marital status, and subjective questions related to workload and work communication. Results: A total of 379 female blue collar workers in garment factories, in the city of Bekasi, Indonesia took part in this research. Workplace bullying is associated with job stress in female blue-collar workers. Workers who are often bullied tend to have medium-high levels of work stress. Bullying is the type of bullying with the highest scale. Conclusion: Workplace bullying is the factor that has the most influence on work stress in female blue-collar workers. Then, high workloads, poor communication, and lower salaries are related to bullying and stress in the workplace.
The Influence of Leaders' Self-Deprecating and Aggressive Humor on Employee's Innovative Work Behavior Diastari, Prima; Parahyanti, Endang
Indigenous Vol 8, No 2 (2023): July
Publisher : Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/indigenous.v8i2.21873

Abstract

Abstract. Encouraging innovation is one of the keys for leaders to continue to bring the organization to compete in the industrial world. In general, leaders humor can promote innovative behavior of employees. However, the impact of negative humor, such as Self-deprecating humor and Aggressive Humor, on employee innovative work behavior is not widely known. Therefore, this study will measure the impact of the leader’s self-deprecating humor and aggressive humor on employees’ innovative work behavior. This study involved a total of 385 respondents who were recruited online using a convenience sampling technique. Respondents have characteristics that have worked or are currently working in an organization for at least 1 year, aged 19-48 years, and when working had a leader. Using the latest experimental method, namely Experimental Vignette Methodology (EVM), this study was structured with a 2x2 factorial design, within subject, which means that each respondent will receive 4 stimuli that have been designed by the researcher. All respondents received several stimulus sets in the form of narratives containing statements from the leadership, then filled out innovative work behavior surveys via the google form. Data were analyzed using factorial ANOVA repeated measure technique. The results of this study indicate that the leader self-deprecating humor and aggressive humor have a significant effect on employees’ innovative work behavior. Furthermore, there is a significant interaction effect between leader self-deprecating humor and aggressive humor on innovative work behavior of employees. This finding can be a reference for leaders to use humor as a strategy for encouraging employee innovation.Keywords: Leader humor; innovative work behavior; self-deprecating humor; aggressive humor; experimental vignette methodology
The Role Generative AI in Human Resource Management: Enhancing Operational Efficiency, Decision-Making, and Addressing Ethical Challenges Khan, Muhammad Inzamam; Parahyanti, Endang; Hussain, Shah
Asian Journal of Logistics Management Vol 3, No 2 (2024): Asian Journal of Logistics Management
Publisher : Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/ajlm.2024.24671

Abstract

This paper examines the use of generative AI in human resource management (HRM), emphasizing the improvement of operational efficiency and decision-making processes. The study used a literature based approach, combining information from peer reviewed journals, books, research articles and industry reports to examine the adoption of AI into HR tasks, such as recruiting, employee engagement, and performance management. This research demonstrates that generative AI significantly enhances recruiting by decreasing the time to hire and more precisely matching applicants with job specifications. Moreover, AI-driven technologies strengthen employee engagement by personalizing interactions and automating routine tasks, enabling HR professionals to concentrate on key objectives.The study's uniqueness is in its thorough assessment of the ethical dilemmas and challenges related to generative AI, including algorithmic bias and privacy issues. To address these dangers, the study emphasizes the need to include justice and openness in AI deployment. The results indicate that while generative AI has the potential for significant efficiency improvements, ethical governance is essential for its appropriate use.For strategic workforce management, HR managers must use generative AI while also being aware of ethical constraints. However, there are certain limitations, such as relying solely on current literature and the potential biases inherent in these sources. Subsequent research needs to concentrate on empirical validation and the formulation of frameworks to direct ethical AI implementation in human resources. This paper offers a comprehensive view of the advantages and obstacles associated with the integration of generative AI in HRM, highlighting the need for responsible and balanced implementation.
The effect of dark triad leadership on emotional manipulation: The role of gender as moderator Luthfiyah, Ami; Parahyanti, Endang
Journal of Gender Equality Disability Social Inclusion and Children Vol. 2 No. 2: (January) 2025
Publisher : Institute for Advanced Science, Social, and Sustainable Future

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61511/jgedsic.v2i2.2025.788

Abstract

Background: Emotional intelligence is vital in organizations, but it can also lead to negative behaviors like emotional manipulation. This manipulation is linked to dark triad leadership (narcissism, machiavellianism, and psychopathy) and gender differences. Previous studies have shown inconsistent findings on how emotional manipulation relates to these traits and the role of gender, with some suggesting men are more prone to emotional manipulation. Methods: This study tests the effects of narcissism, machiavellianism, and psychopathy on emotional manipulation and examines gender as a moderator. Participants included 216 individuals from various organizations in Indonesia who were over 18 and had subordinates. The study used the Short Dark Triad (SD3) and Emotional Manipulation Scale (EMS), with data analyzed through multiple linear regression and Hayes' regression model 1.  Findings: The results showed that only machiavellianism and psychopathy significantly influenced emotional manipulation, while narcissism did not. Gender did not moderate the relationship between dark triad leadership and emotional manipulation. Conclusion: The study highlights that only certain dark triad traits contribute to emotional manipulation, and gender does not influence this relationship. Novelty/Originality of the Study: This research offers a clearer understanding of how specific dark triad traits influence emotional manipulation in the workplace, with gender playing no moderating role. It challenges previous assumptions about gender differences in emotional manipulation, providing new insights for leadership studies.
Servant Leadership and Innovative Work Behavior: The Role of Meaningful Work and Strengths Use Mardhiyyah Thaib, Rosa Nabiila; Parahyanti, Endang
Journal La Sociale Vol. 6 No. 1 (2025): Journal La Sociale
Publisher : Borong Newinera Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37899/journal-la-sociale.v6i1.1807

Abstract

Amidst the current high global dynamics and volatility, BUMN as the spearhead of the national economy needs to strengthen its performance through innovation. However, innovation itself is still a challenge that needs to be overcome by BUMN to maximize its potential. This study aims to examine the mediating role of meaningfulness of work in the relationship between service leadership and employee innovative behavior, as well as the moderating role of the use of power. The measuring instruments used in this study consisted of a scale of innovative work behavior (α = 0.954), service leadership (α = 0.771), meaningfulness of work (α = 0.925), and use of power (α = 0.893). This study involved 366 BUMN employees who had direct superiors and were aged 20-40 years, and were selected using convenience sampling techniques. Data analysis using the PROCESS model 4 and model 14 procedures showed that meaningfulness of work mediated the relationship between service leadership and innovative work behavior. However, this study did not find a moderating effect of the use of power on the mediation effect.
Role of Meaningful Work and Self-Leadership on Learning Culture and Adaptive Performance : A Mediated Moderated Model Wijayanti, Bernadet Irena; Parahyanti, Endang
Journal La Sociale Vol. 6 No. 2 (2025): Journal La Sociale
Publisher : Borong Newinera Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37899/journal-la-sociale.v6i2.1815

Abstract

The purposed of this study was to examine the role of meaningful work as a mediation between learning culture and adaptive performance relationship, and also considering self-leadership as a moderation between meaningful work and adaptive performance correlation on startup employee. This research is a quantitative study with questionnaire as a data collection tool. Data were collected using purposive sampling which obtained 321 respondents. The result of this study is partial mediation which explain that meaningful work are significant to mediating the relationship between learning culture and adaptive performance. However, self-leadership has a significant effect as a moderation only at low and medium level.
Meaningful Work Protects Judges with Occupational Stress, Secondary Traumatic Stress, and Burnout: (A Study of Indonesian Judges of The Supreme Court of the Republic of Indonesia) Mirza, Mochamad; Parahyanti, Endang
Jurnal Hukum dan Peradilan Vol 14 No 1 (2025)
Publisher : Pusat Strategi Kebijakan Hukum dan Peradilan Mahkamah Agung RI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25216/jhp.14.1.2025.91-130

Abstract

Studies have shown that daily job demands encountered by judges' might result in stress. Continuous stress can affect judges personal lives and job performance. However, several judges experience stress differently due to many factors affecting stress levels. Previous research suggested that meaningful work might mitigate the adverse impacts of the negative effects of stress. This study investigated occupational stress, secondary traumatic stress, and burnout among Indonesian judges and their relationship to meaningful work. This research involved a convenience sample of 2,839 judges in Indonesia. The findings revealed a significant negative correlation between occupational stress, secondary traumatic stress, burnout, and meaningful work, with burnout being identified as the most potent negative predictor. This study also found that judges had moderately low levels of occupational stress, low levels of secondary traumatic stress, low levels of burnout, and high levels of meaningful work. Based on these findings, it is recommended that institutions implement psychological support systems to enhance judges’ sense of meaningful work, thereby minimizing the detrimental effects of occupational stress.
Peran Keamanan Psikologis (Psychological Safety) Sebagai Moderator Hubungan Antara Modal Sosial di Tempat Kerja (Workplace Social Capital) dan Ketangkasan Belajar (Learning Agility) Amandangi, Bagus Gede Karma; Parahyanti, Endang
Jurnal Locus Penelitian dan Pengabdian Vol. 4 No. 5 (2025): JURNAL LOCUS: Penelitian & Pengabdian
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/locus.v4i5.4185

Abstract

Perkembangan teknologi, digitalisasi, dan kecerdasan buatan telah menciptakan disrupsi besar dalam dunia bisnis. Fenomena ini menyebabkan terjadinya efisiensi proses kerja pada fungsi-fungsi yang memungkinkan penerapan otomatisasi sebagai pengganti peran manusia dan melahirkan urgensi agar para pekerja dapat beradaptasi dan tangkas dalam menghadapi perubahan dengan menguasai keterampilan baru yang relevan. Di dalam beroperasinya sebuah bisnis, kolaborasi di tempat kerja merupakan wadah penting di mana modal sosial terbentuk dan menjadi tempat di mana para pekerja saling belajar melalui pertukaran informasi atau pengalaman untuk mencapai tujuan bisnis. Proses ini akan berjalan lebih optimal apabila didukung dengan rasa aman secara psikologis dalam mengemukakan ide atau pendapat, serta menerima kesalahan sebagai ruang untuk bertumbuh. Penelitian ini merupakan penelitian kuantitatif yang menggunakan analisis regresi, untuk membuktikan adanya keterhubungan antara modal sosial di tempat kerja dan ketangkasan belajar, dan analisis moderasi, untuk melihat efektivitas keamanan psikologis sebagai moderator yang memperkuat hubungan keduanya. Hasil penelitian menunjukkan bahwa modal sosial kerja memiliki hubungan yang kuat dengan ketangkasan belajar dan hubungan keduanya makin kuat dengan adanya keamanan psikologis. Temuan penelitian ini dapat menjadi dasar bagi pelaku bisnis dalam menerapkan kebijakan atau program perusahaan yang mengusung konsep belajar yang kolaboratif dan aman secara psikologis.
From Vitality to Creativity: The Mindful Pathway in the Workplace Karima, Billah; Parahyanti, Endang
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 6 (2025): Dinasti International Journal of Education Management and Social Science (Augus
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i6.4936

Abstract

Creativity is a vital competitive asset for companies, supported by extensive research on employee creativity. While most studies adopt a top-down approach, this research explores a bottom-up perspective, examining how individuals enhance creativity through proactive vitality management. Using a quantitative non-experimental method, the study involved 371 creative professionals in Indonesia, analyzed through Structural Equation Modeling - Partial Least Square (SEM-PLS). Results reveal that proactive vitality management significantly boosts employee creativity (? = .676, p = .000). Additionally, mindfulness positively mediates the relationship between vitality management and creativity (? = .119, p = .002). This study provides practical insights for creative professionals on managing energy to foster innovation and contributes theoretically to human resource management by uncovering the dynamics between vitality management, mindfulness, and creativity. Emphasizing self-driven approaches, the research offers valuable perspectives for enhancing workplace creativity, benefiting both practitioners and scholars.
Exploring Vital Energy at Work; The Role of Employee Agility and Creativity Carissa, Bella; Parahyanti, Endang
JURNAL PENELITIAN PENDIDIKAN, PSIKOLOGI DAN KESEHATAN (J-P3K) Vol 6, No 3 (2025): J-P3K
Publisher : Yayasan Mata Pena Madani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51849/j-p3k.v6i3.790

Abstract

This research is addressing how vitality, in form of proactive vitality management can boost creative performance through employee agility. The existing literature on the relationship between these three variables is still limited. Particularly, while facing an uncertainty, workers need to reach optimum energy for them function well and using their agility as tools for determining the act. The study was conducted a survey using questionnaire among 123 employees in Indonesia. The collected was analyzed using Hayes PROCESS to analyze both direct and mediation relationships between proactive vitality management, employee agility, and creative work performance. The analysis revealed that employee agility can act as mediator between proactive vitality management and creative work performance. This finding also confirms the direct relationship as well. The finding was confirmed a new process to achieve creative performance. This study contributes on enriching existing literature about proactive vitality management. In addition, this study also highlight how individual strategy (bottom-up approach) could be powerful tools for achieving creative performance. Given the results, managers and HR practitioners should not overlooked the benefits of self-regulatory. They can provide program and valuable feedback for employees to enhance their creative performance.
Co-Authors Afiyah Tsarwat Zharifah Amandangi, Bagus Gede Karma Anitasari Kusumawati Aria Kekalih Brianita Riga Pratiwi Carissa, Bella Dewi S. Soemarko Dewi Sumaryani Soemarko Dewi, Renita Dharma, Gani Dhea Rizky Ardini Diastari, Prima Dila Fitriza Rulevy Don Ozzy Rihhandini Faneza Raga Galdana Felicia Juliana Haloho Gisela Oktaria Efi Hanan Maria Hatta Herqutanto - Hussain, Shah Indah Mutiara Putri Fani Jonathan Permana Karima, Billah Khan, Muhammad Inzamam Luthfiyah, Ami Mardhiyyah Thaib, Rosa Nabiila Marsen Isbayuputra MAULIDIYAH, LIA AL Mirza, Mochamad Muhamad Azhari Maulana Muhammad Rizky Putri, Komang Meydiana Hutama Ria Wastiani Tian Sakti Marantika Wijayanti, Bernadet Irena Yudiana Ratnasari