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Pengaruh Otonomi Kerja Terhadap Turnover Intention Melalui Mediator Pemberdayaan Psikologis Pada Karyawan Pertelevisian Akbar, Iqbal Bahtiyar; Hasanati, Nida; Shohib, Mohammad
Cognicia Vol 7, No 2 (2019)
Publisher : Faculty of Psychology, University of Muhammadiyah Malang, Indonesia

ABSTRACT Turnover Intention is an important phenomenon that affects the development of the company. One of the factors that influence turnover intention is work autonomy. High work autonomy will increase psychological empowerment, ultimately affecting turnover intention. The purpose of this study is to determine the effect of work autonomy on turnover intention through mediators of psychological empowerment. This research approach uses a quantitative approach. The method of data collection uses the scale of The Work Design Questionnaire, the Multidimentional questionnaire of Psychological Empowerment and Mobley's Measurement Model. Determination of the sample using purposive sampling technique, the total subject is 72 people from four local television companies in Malang, Data analysis using Bootstrapping analysis. The results obtained are (1) There is no effect of work autonomy on turnover intention, the value of F = 2.748 (p = 0.102); (2) There is an influence of work autonomy on psychological empowerment with a value of F = 47.07 (p = 0,0001); (3) There is no effect of psychological empowerment on turnover intention, F value = 0.654 (p = 0.421); (4) There is no mediating effect of psychological empowerment on work autonomy with turnover intention.KEYWORDS Turnover Intention, Work Autonomy, Psychology EmpowermetCITITATION Akbar, I., Hasanati, N., & Shohib, M. (2019). Pengaruh Otonomi Kerja Terhadap Turnover Intention Melalui Mediator Pemberdayaan Psikologi Pada Karyawan Pertelevisian. Jurnal Online Psikologi, 7, (3), X-X.

Pengaruh Resiliensi terhadap Job Insecurity pada Pegawai Honorer Zakaria, Mochamad Amin; Hasanti, Nida; Shohib, Mohammad
Cognicia Vol 7, No 3 (2019)
Publisher : Fakultas Psikologi

The existence of honorary staff who cannot be appointed as permanent employees is one of the problems that have yet to be resolved. The honorary employees certainly want to get their rights as employees who work to devote themselves to the community. Employees who feel that job security is certainly less able to accept changes in the conditions of the work environment which would make them unable to develop in the work environment. Jobs that are not permanent will create job insecurity conditions. The attitude of employees in facing a change is, of course, different, employees with high resilience can be interpreted as being able to adapt and can change a chaotic environmental condition to solve problems and turn them towards a positive one. The purpose of this study is to see how much influence the resilience of job insecurity has on honorary employees. This research is quantitative research with the number of subjects 129 honorary employees. The method of data collection uses the Job Insecurity Quisionare scale and the CD-RISC scale. Data analysis using a linear regression test. The results showed that ß -0.252 p0,000 note that there was a negative effect on resilience towards job insecurity, which means that the higher the resilience, the lower the job insecurity. Resilience contributed significantly (9.3%) to job insecurity.

Pengaruh resiliensi terhadap job insecurity pada pegawai honorer Mochamad Amin Zakaria; Nida Hasanti; Mohammad Shohib
Cognicia Vol. 7 No. 3 (2019): September
Publisher : Fakultas Psikologi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/cognicia.v7i3.9209

The existence of honorary staff who cannot be appointed as permanent employees is one of the problems that have yet to be resolved. The honorary employees certainly want to get their rights as employees who work to devote themselves to the community. Employees who feel that job security is certainly less able to accept changes in the conditions of the work environment which would make them unable to develop in the work environment. Jobs that are not permanent will create job insecurity conditions. The attitude of employees in facing a change is, of course, different, employees with high resilience can be interpreted as being able to adapt and can change a chaotic environmental condition to solve problems and turn them towards a positive one. The purpose of this study is to see how much influence the resilience of job insecurity has on honorary employees. This research is quantitative research with the number of subjects 129 honorary employees. The method of data collection uses the Job Insecurity Quisionare scale and the CD-RISC scale. Data analysis using a linear regression test. The results showed that ß -0.252 p0,000 note that there was a negative effect on resilience towards job insecurity, which means that the higher the resilience, the lower the job insecurity. Resilience contributed significantly (9.3%) to job insecurity.

Pengaruh otonomi kerja terhadap turnover intention melalui mediator pemberdayaan psikologis pada karyawan pertelevisian Iqbal Bahtiyar Akbar; Nida Hasanati; Mohammad Shohib
Cognicia Vol. 7 No. 2 (2019): Agustus
Publisher : Fakultas Psikologi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/cognicia.v7i2.9210

ABSTRACT Turnover Intention is an important phenomenon that affects the development of the company. One of the factors that influence turnover intention is work autonomy. High work autonomy will increase psychological empowerment, ultimately affecting turnover intention. The purpose of this study is to determine the effect of work autonomy on turnover intention through mediators of psychological empowerment. This research approach uses a quantitative approach. The method of data collection uses the scale of The Work Design Questionnaire, the Multidimentional questionnaire of Psychological Empowerment and Mobley's Measurement Model. Determination of the sample using purposive sampling technique, the total subject is 72 people from four local television companies in Malang, Data analysis using Bootstrapping analysis. The results obtained are (1) There is no effect of work autonomy on turnover intention, the value of F = 2.748 (p = 0.102); (2) There is an influence of work autonomy on psychological empowerment with a value of F = 47.07 (p = 0,0001); (3) There is no effect of psychological empowerment on turnover intention, F value = 0.654 (p = 0.421); (4) There is no mediating effect of psychological empowerment on work autonomy with turnover intention.KEYWORDS Turnover Intention, Work Autonomy, Psychology EmpowermetCITITATION Akbar, I., Hasanati, N., & Shohib, M. (2019). Pengaruh Otonomi Kerja Terhadap Turnover Intention Melalui Mediator Pemberdayaan Psikologi Pada Karyawan Pertelevisian. Jurnal Online Psikologi, 7, (3), X-X.

Pengaruh kepemimpinan kolaboratif dan kepuasan kerja terhadap kinerja guru Nisrina Khalda Amini Madania Murod; Mohammad Shohib
Cognicia Vol. 10 No. 2 (2022): Oktober
Publisher : Fakultas Psikologi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/cognicia.v10i2.22459

On teacher performance is one sign in evaluate the quality of the educational institutions. The performance of teachers also affect academic performance and the quality of students. Any of various factors affect performance of teachers both internally and externally. The purpose of this study was to find out how the influence of collaborative leadership and job satisfaction on teacher performance. This type of research is quantitative research with the sampling technique used is purposive sampling technique. The respondent's criteria are teachers who are more than 25 years old and have worked for at least 1 year and obtained 141 respondents. The data were then analyzed using multiple linear regression. The results showed that job satisfaction had a significant effect on teacher performance. Meanwhile, collaborative leadership style has no effect on teacher performance. However, leadership style and job satisfaction simultaneously have an influence on teacher performance. Principal leadership have an important role in managing schools and teacher job satisfaction is needed to improve teacher performance in schools. Keywords: collaborative leadership, job satisfaction, teacher job performance

Pengaruh budaya organisasi dan komitmen organisasi terhadap kinerja karyawan Helmy Choiriyanto; Mohammad Shohib
Cognicia Vol. 12 No. 2 (2024): Oktober
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/cognicia.v12i2.34257

Healthcare services in hospitals are a significant concern in Indonesia, where the quality of employee performance is often considered suboptimal. This may be influenced by cultural factors and levels of employee commitment. This study aims to examine the impact of organizational culture and organizational commitment on employee performance in hospitals, both individually and collectively. The research adopts a quantitative correlational approach. Research subjects were selected using purposive sampling techniques, with data obtained from 167 hospital employees in Lamongan. The study utilized scales measuring employee performance, organizational culture, and organizational commitment. Data analysis was conducted using multiple linear regression. The results indicate that organizational culture and organizational commitment together have a significant effect on employee performance, with an F value of 15.864 and a p-value less than 0.000, contributing an effective contribution of 16.2%. However, the partial effect analysis reveals that while organizational culture influences employee performance, organizational commitment does not significantly affect employee performance.

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