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All Journal Jurnal Ilmiah Psikologi Terapan Jurnal Psikologi Terapan dan Pendidikan Persona: Jurnal Psikologi Indonesia Psikodimensia: Kajian Ilmiah Psikologi PSYMPATHIC Jurnal Psikologi Integratif Indigenous: Jurnal Ilmiah Psikologi Journal An-Nafs: Kajian Penelitian Psikologi Syntax Literate: Jurnal Ilmiah Indonesia JURNAL DIVERSITA International Journal of Research in Counseling and Education Efektor Journal of Education, Humaniora and Social Sciences (JEHSS) Humaniora Psikostudia : Jurnal Psikologi Journal Psikogenesis 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 Journal of Social Research Jurnal Locus Penelitian dan Pengabdian Psyche 165 Journal Jurnal Hukum dan Peradilan Gadjah Mada Journal of Psychology (GamaJoP) Eduvest - Journal of Universal Studies 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 Indigenous: Jurnal Ilmiah Psikologi
Endang Parahyanti
Fakultas Psikologi Universitas Indonesia
Religion Aerospace Engineering Arts Humanities Automotive Engineering Computer Science & IT 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 Neuroscience Nursing Physics Public Health Social Sciences Other

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The Influence of Psychological Capital on Readiness for Change in Teachers, with Professional Learning Community as Moderator Pratiwi, Lissa; Parahyanti, Endang
Journal of Social Research Vol. 4 No. 8 (2025): Journal of Social Research
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/josr.v4i7.2635

Abstract

Based on data from the Ministry of Education and Culture in 2024, there is a difference in the implementation and learning outcomes of the Independent Curriculum between the secondary school level and the elementary school level. School readiness, one of which is the capacity of teachers, is a factor in this difference. From previous research, an individual's capacity to be ready to change affects an organization's readiness to face change. This study aims to see the influence of Psychological Capital on Readiness for Change with the Perception of the Effectiveness of the Professional Learning Community as a moderator. Participants are 143 high school teachers (SMP/SMA/SMK/equivalent) who have been active in the Professional Learning Community in the past year, either MGMP or Learning Community. Sampling with non-probability sampling, specifically convenience sampling. The measurement tools used are the Readiness for Change Scale (Hanpachern, 1997), the Psychological Capital Questionnaire (PCQ-12) (Luthans et al., 2007), and the Professional Learning Community Assessment-Revised (PLCA-R) shorter version (Moosa et al., 2020). The results of the regression test with Hayess' macro-PROCESS Model 1 show that Psychological Capital has a positive and significant influence on Readiness for Chang. However, the Professional Learning Community cannot moderate the influence of Psychological Capital on Readiness for Change. Interventions on Psychological Capital, for example in the form of training, can be carried out by both school management and policy makers in education to increase teachers' readiness to change, especially in this era of highly dynamic educational change.
Peran Kepuasan Imbalan, Persepsi Beban Kerja, Keseimbangan Kerja/Kehidupan Terhadap Retensi Karyawan Shidiq, Idhar; Parahyanti, Endang
Syntax Literate Jurnal Ilmiah Indonesia
Publisher : Syntax Corporation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36418/syntax-literate.v10i8.61361

Abstract

Employee retention programs are among the strategies that organizations can employ to ensure employees remain within the organization to support the achievement of organizational goals. These efforts include strategies and actions designed to keep employees motivated, satisfied, and loyal. Effective retention is essential for maintaining organizational stability and reducing costs associated with employee turnover. This study aimed to examine the relationship between pay satisfaction, perceived workload, and work-life balance with employee retention at RSUA, a public healthcare organization. The population consisted of 309 employees, with a sample of 123 participants selected using a convenience sampling technique. Statistical analysis using Pearson’s correlation revealed no significant relationship between pay satisfaction and work-life balance with employee retention. However, perceived workload was found to have a positive and significant relationship with employee retention (r = 0.257, p < .05). Based on these findings, it is recommended that RSUA prioritize managing employee workload at a level that is challenging but not excessive. Furthermore, the organization should promote job crafting, particularly through increasing challenging job demands, to maintain positive perceptions of workload as a core element in employee retention strategies. Overall, employee retention efforts may be more effective when focused on managing meaningful and balanced workloads rather than relying solely on financial incentives or general work-life balance programs.
Peran Motivasi Kerja sebagai Mediator Hubungan antara Ciri Kepribadian Machiavellianism dan Kesuksesan Karier Maitsa, Nabila; Parahyanti, Endang
Jurnal Diversita Vol. 11 No. 2 (2025): JURNAL DIVERSITA DESEMBER
Publisher : Faculty of Psychology, Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/diversita.v11i2.15414

Abstract

Pada tahap awal karier, pencapaian kesuksesan karier dapat menjadi fondasi pengembangan karier karyawan. Penelitian ini menguji peran ciri kepribadian machiavellianism sebagai prediktor dari tiga komponen kesuksesan karier (kepuasan karier, posisi kepemimpinan, dan upah) karyawan pada tahap awal karier dengan motivasi kerja intrinsik dan ekstrinsik sebagai mediator. Pada penelitian ini, partisipan penelitian berjumlah 223 karyawan swasta yang dipilih melalui teknik convenience sampling. Kuesioner penelitian disebarkan secara daring dengan mencakup skala kepuasan karier, machiavellianism, motivasi kerja intrinsik dan ekstrinsik. Analisis data parallel multiple mediator model dilakukan menggunakan PROCESS Model 4 Hayes dengan menganalisis model penelitian terhadap masing-masing komponen kesuksesan karier. Hasilnya, tidak ditemukan pengaruh langsung antara machiavellianism terhadap keseluruhan komponen kesuksesan karier. Selanjutnya, tidak ditemukan peran mediasi motivasi intrinsik dalam pengaruh machiavellianism terhadap semua komponen kesuksesan karier. Namun demikian, motivasi kerja ekstrinsik ditemukan memediasi secara penuh pengaruh machiavellianism terhadap komponen kepuasan karier (β= 0.08, 95% CI = [0.00, 0.03]), namun peran mediasi tidak ditemukan pada komponen posisi kepemimpinan dan upah. Temuan pada penelitian ini menegaskan penggunaan motivasi yang bersifat ekstrinsik pada individu dengan ciri kepribadian machiavellianism dan menambah wawasan mengenai pengaruh machiavellianism terhadap kesuksesan karier objektif.
Analisis mediasi moderasi pada interaksi persepsi beban kerja rendah dan kebosanan kerja Parahyanti, Endang; Rihhandini, Don Ozzy; Zharifah, Afiyah Tsarwat
Persona:Jurnal Psikologi Indonesia Vol. 11 No. 1 (2022): Juni
Publisher : Faculty of Psychology Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (869.298 KB) | DOI: 10.30996/persona.v11i1.6580

Abstract

Abstract Millennial employees experience twice as much boredom at work as the previous generation. They often feel bored because lack of challenges and meaning in work and perceive their work as underloading. This study aimed to examine the mediating role of positive meaning in work in the relationship between the perception of underload work and boredom at work and to see whether that mediation relationship depends on increasing challenging job demands. The instruments used are boredom at work scale (∝ = 0.714), perception of underload work (∝ = 0.75), positive meaning in work (∝ = 0.87), and increasing challenging job demands (∝ = 0.83). The sampling technique used was purposive sampling with the characteristic employee born from 1982 to 1999 who had already worked at their current job for a minimum of six months. Data analysis used PROCESS HAYES model 4 for the mediation model and model 14 for the moderation mediation model. Data obtained from 327 participants showed that positive meaning in work mediated the relationship between the perception of underload work and boredom at work, and increasing challenging job demands had also been found as a moderating role in the relationship between positive meaning in work and boredom at work. Keywords: boredom at work; increasing challenging job demands; perception of underload work; positive meaning in work; millennials. Abstrak Karyawan milenial mengalami kebosanan kerja dua kali lebih sering dibandingkan generasi-generasi sebelumnya. Karyawan milenial sering merasa bosan karena kurangnya tantangan dan makna di dalam pekerjaannya, serta mempersepsikan pekerjaan mereka memiliki beban kerja yang rendah. Penelitian ini bertujuan untuk melihat peran mediasi positive meaning in work dalam hubungan antara persepsi beban kerja rendah dan kebosanan kerja, serta untuk melihat hubungan mediasi tersebut apakah tergantung dari increasing challenging job demands. Instrumen yang digunakan adalah skala kebosanan kerja (∝ = 0.714), persepsi beban kerja rendah (∝ = 0.75), positive meaning in work (∝ = 0.87), dan increasing challenging job demands (∝ = 0.83). Teknik sampling yang digunakan adalah purposive sampling dengan kriteria karyawan yang lahir pada tahun 1982-1999 dan telah bekerja minimal 6 bulan pada pekerjaan saat ini. Analisis data menggunakan PROCESS HAYES model 4 untuk model mediasi dan model 14 untuk model mediasi moderasi. Data dari 327 partisipan menunjukkan bahwa positive meaning in work memediasi hubungan antara persepsi beban kerja rendah dan kebosanan kerja dan increasing challenging job demands juga ditemukan memiliki peran moderasi dalam hubungan positive meaning in work dan kebosanan kerja. Kata Kunci: kebosanan di tempat kerja; increasing challenging job demands; persepsi beban kerja rendah; positive meaning in work; millennial.
Underload work and Challenging Work: Overcoming Boredom among Millennials Rihhandini, Don Ozzy; Parahyanti, Endang
Humaniora: Journal of Indonesia Culture and Society Vol. 14 No. 2 (2023): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v14i2.8758

Abstract

The research aimed to explore the moderation role of challenge in the relationship between underload work and boredom at work, especially among millennial employees. As part of the current productive age and some had even occupied essential positions in the company, millennials had characteristics that were easier to get bored than other generations, which could increase millennials’ vulnerability to feeling bored at work. Therefore, a special strategy was needed to deal with boredom among millennials to maintain company productivity and psychophysical health in millennials. The research involved 327 millennials employee in Indonesia aged 23-40. Data were collected from December 2021 – January 2022 via a Google Form. The data were analyzed using simple moderation by PROCESS Hayes. The findings show that boredom can be predicted by three underload work variables: perception of underload work, the expectation of workload, and desire for the workload. The moderation role of challenge can only be found to reduce the effect of underload work perception on boredom but not on workload expectation or workload desire. Based on this result, it can be concluded that seeking challenges or adding responsibilities at work can prevent boredom among employees who perceive low workloads in their current state. As a result, organizations must provide employees with the opportunity and support to take on new challenges at work. Employees must also be proactive in seeking new challenges to avoid boredom.
Psychometric Validation of the Workplace Ostracism Scale for Indonesian Generation Z Employees Hussain, Shah; Parahyanti, Endang; Khan, Muhammad Inzamam
Indigenous: Jurnal Ilmiah Psikologi Vol. 11 No. 1 (2026): March
Publisher : Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/indigenous.v11i1.15423

Abstract

Workplace ostracism refers to employees’ perceptions of being ignored, excluded, or avoided by others in the workplace and has been linked to numerous negative psychological and organizational outcomes. Despite the growing presence of Generation Z in the Indonesian workforce, no validated Indonesian-language instrument currently exists to measure workplace ostracism among this population. The present study aimed to translate and validate the 10-item Workplace Ostracism Scale (WOS) for use among Indonesian Generation Z employees. A systematic back-to-back translation procedure was conducted, followed by a readability assessment with Generation Z participants. Data were collected from 198 Indonesian Gen Z employees aged 18- 28 years using snowball and purposive sampling techniques with at least six months of work or internship experience. Exploratory Factor Analysis (EFA) using SPSS 26 and Confirmatory Factor Analysis (CFA) using AMOS 28 were employed to examine the scale’s factor structure, reliability, and validity. Results supported a unidimensional factor structure, with all factor loadings exceeding .50. The scale demonstrated excellent internal consistency (Cronbach’s α = .912; CR = .919) and adequate convergent validity (AVE = .540). Overall model fit indices indicated a good fit. The findings suggest that the Indonesian version of the WOS is a reliable and valid instrument for assessing workplace ostracism among Generation Z employees, providing a valuable tool for both research and organizational practice in Indonesia.
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 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 Maitsa, Nabila Mardhiyyah Thaib, Rosa Nabiila Marsen Isbayuputra MAULIDIYAH, LIA AL Mirza, Mochamad Muhamad Azhari Maulana Muhammad Rizky Pratiwi, Lissa Putri, Komang Meydiana Hutama Ria Wastiani Rihhandini, Don Ozzy Salsabila, Aliyah Shidiq, Idhar Tian Sakti Marantika Wastiani, Ria Wijayanti, Bernadet Irena Yudiana Ratnasari Zharifah, Afiyah Tsarwat