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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 Jurnal Relevansi : Ekonomi, Manajemen dan Bisnis 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 Humanitas: Indonesian Psychological Journal 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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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.
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 Psychological Capital on Readiness for Change in Teachers, with Professional Learning Community as Moderator Lissa Pratiwi; Endang Parahyanti
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.
Promoting creativity: the role of proactive vitality management and playful work design Noor Shabrina Hidayat; Endang Parahyanti
Humanitas: Indonesian Psychological Journal Vol. 23 No. 1 (2026)
Publisher : HUMANITAS published by Universitas Ahmad Dahlan.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26555/humanitas.v23i1.1224

Abstract

Grounded in the Job Demands–Resources (JD-R) theory, this study examines the role of proactive strategies in enhancing employee creativity. According to the Indonesian Employment Outlook 2024 report, amid increasing workforce demands driven by technological advancement, creativity, initiative, and originality have become essential competencies. This study investigates the relationship between Proactive Vitality Management (PVM), Playful Work Design (PWD), and Creative Work Performance (CWP). A survey was conducted with 329 Indonesian workers, and the data were analyzed using Hayes’ PROCESS Model 4. The results indicate that PVM has a significant positive effect on CWP both directly and indirectly through PWD as a mediator. PVM enables individuals to maintain physical and mental energy, while PWD reflects individuals’ proactive efforts to create more enjoyable and challenging work experiences that foster creativity. Hypothesis testing showed that PVM significantly affects CWP (B=1.269, p<0.001), with PWD partially mediating this relationship (B=0.56, p<0.001). These findings highlight the importance of proactive personal strategies in promoting creative work performance. Organizations are encouraged to support employees in managing their energy and engaging in proactive work design. Future research may explore potential boundary conditions influencing these relationships.
Peran Moderasi Makna Positif Pekerjaan pada Pengaruh Variasi Keterampilan dan Signifikansi Tugas Terhadap Kreativitas Karyawan Bernadetta Bella Adventina; Endang Parahyanti
Jurnal Diversita Vol. 12 No. 1 (2026): JURNAL DIVERSITA JUNI
Publisher : Faculty of Psychology, Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/diversita.v12i1.15540

Abstract

Industri Kreatif di Indonesia menjadi sektor unggulan dalam mendukung perekonomian nasional. Generasi Z sebagai digital natives, semakin mendominasi tenaga kerja di industri ini. Namun mereka menghadapi tantangan terkait ekspektasi kerja dan potensi penurunan orisinalitas akibat paparan teknologi, sehingga peningkatan kreativitas karyawan menjadi penting untuk mempertahankan keunggulan kompetitif. Berdasarkan model Job Demands-Resources Theory (JD-R Theory), penelitian bertujuan untuk mengkaji kreativitas karyawan sebagai hasil positif yang dipengaruhi oleh job demands-challenge berupa variasi keterampilan dan signifikansi tugas, serta peran makna positif pekerjaan sebagai personal resource untuk meningkatkan pengaruhnya. Sebanyak 399 karyawan Generasi Z di industri kreatif dipilih menggunakan teknik convenience sampling dan diukur menggunakan kuesioner daring yang terdiri atas skala kreativitas karyawan (α = 0,813), variasi keterampilan (α = 0,722), signifikansi tugas (α = 0,715), dan makna positif pekerjaan (α = 0,819). Hasil path analysis menunjukkan bahwa makna positif pekerjaan memiliki efek moderasi positif pada pengaruh variasi keterampilan terhadap kreativitas karyawan (β = 0,153, p = 0,010), tetapi tidak pada pengaruh signifikansi tugas terhadap kreativitas karyawan (β = 0,021, p = 0,694). Temuan penelitian ini dapat digunakan oleh perusahaan maupun karyawan Generasi Z dalam meningkatkan kreativitas kerja yang berdampak pada produktivitas kerja melalui peningkatan ragam keterampilan dan kebermaknaan kerja.
Job Demands and Performance Among Oil Palm Harvesters: Testing Work Stress Mediation Mohammad Abiyyu Rendragraha; Endang Parahyanti
Jurnal Relevansi : Ekonomi, Manajemen dan Bisnis Vol 10 No 1 (2026): Jurnal Relevansi: Ekonomi, Manajemen dan Bisnis
Publisher : LPPM STIE KRAKATAU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61401/relevansi.v10i1.375

Abstract

This study examined whether job demands predict job performance among oil palm harvesters and whether work stress mediates this relationship from the job demands–resources (JD-R) perspective. A cross-sectional correlational survey was conducted with 215 oil palm harvesters at PT X, Central Kalimantan. Data were analyzed using structural equation modeling (SEM) with the maximum likelihood (ML) estimator in JASP, including an indirect-effect test for mediation. Job demands did not significantly predict work stress (β= 0.072; p= 0.350), and the indirect effect through work stress was not significant (β= −0.016; p= 0.363). Job demands positively predicted job performance (β= 0.650; p< 0.001), whereas work stress negatively predicted job performance (β= −0.514; p< 0.001). In this plantation context, job demands appear to function more as performance-relevant (challenge-like) requirements rather than stress-inducing burdens, whereas work stress, when present, remains detrimental to performance. The study is limited by cross-sectional self-report data from a single firm and an all-male sample, and job resources were not measured. Nevertheless, it clarifies a non-mediated pathway and points to strengthening resources and stress management as targeted levers for sustaining performance.
Co-Authors Afiyah Tsarwat Zharifah Amandangi, Bagus Gede Karma Anitasari Kusumawati Aria Kekalih Bernadetta Bella Adventina 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 Lissa Pratiwi Luthfiyah, Ami Maitsa, Nabila Mardhiyyah Thaib, Rosa Nabiila Marsen Isbayuputra MAULIDIYAH, LIA AL Mirza, Mochamad Mohammad Abiyyu Rendragraha Muhamad Azhari Maulana Muhammad Rizky Noor Shabrina Hidayat 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