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PERAN KONTRAK PSIKOLOGIS RELASIONAL DAN TRANSAKSIONAL SEBAGAI PREDIKTOR PERILAKU KERJA KONTRAPRODUKTIF ORGANISASI DAN INTERPERSONAL Ismoro Reza Prima Putra; P. Tommy Y.S. Suyasa; Raja Oloan Tumanggor
Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Vol 4, No 1 (2020): Jurnal Muara Ilmu Sosial, Humaniora, dan Seni
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmishumsen.v4i1.7550.2020

Counterproductive work behavior occured in Indonesia, especially in companies. Companies that have many employees with counterproductive work behavior will have a negative impact on the productivity and business of the company. Counterproductive work behavior can be explained by psychological contracts held by each employee. Therefore, this study has examined the role of relational and transactional psychological contracts as predictors of organizational and interpersonal counterproductive work behavior. Counterproductive work behavior was defined as behavior that violates organizational norms and is detrimental to the organization and the individuals within it. Meanwhile, employee psychological contracts were defined as employee perceptions of behavioral obligations that must be given to the organization. Participants in this study were 378 employees in one company in Jakarta. Counterproductive work behavior measurement tool used a workplace deviance scale with a total of 48 items. Meanwhile, psychological contract measurement tools consist of 33 items. The analytical method that has been used is regression and bootstrapping. The results showed that relational psychological contracts play a negative role in predicting organizational counterproductive work behavior (β = -0.308, p <0.01) and interpersonal (β = -0.307, p <0.01). Meanwhile, transactional psychological contracts play a positive role in predicting counterproductive organizational work behavior (β = 0.199, p <0.01) and interpersonal (β = 0.221, p <0.01). Through the Mann-Whitney U test there were differences in relational psychological contracts (U = 6179.00, p <0.05), organizational counterproductive work behavior (U = 3332.50, p <0.05), and interpersonal counterproductive work behavior (U = 4491.00, p <0.05) between male employees and female employees. Meanwhile, there was no difference in the transactional psychological contract between male and female employees (U = 8321.00, p> 0.05). Implications for theory and practice are discussed. Perilaku kerja kontraproduktif banyak terjadi di Indonesia khususnya di perusahaan. Perusahaan yang banyak memiliki karyawan dengan perilaku kerja kontraproduktif akan memiliki dampak negatif terhadap produktivitas dan bisnis perusahaan. Perilaku kerja kontraproduktif dapat dijelaskan oleh kontrak psikologis yang dimiliki oleh setiap karyawan. Oleh karena itu, penelitian ini menguji peran kontrak psikologis relasional dan transaksional sebagai prediktor terjadinya perilaku kerja kontraproduktif organisasi dan interpersonal. Perilaku kerja kontraproduktif didefinisikan sebagai perilaku yang melanggar norma-norma organisasi dan merugikan organisasi maupun individu di dalamnya. Sementara itu, kontrak psikologis karyawan didefinisikan sebagai persepsi karyawan terhadap kewajiban perilaku yang harus diberikan kepada organisasinya. Partisipan dalam penelitian ini adalah 378 karyawan di salah satu perusahaan di Jakarta. Alat ukur perilaku kerja kontraproduktif menggunakan workplace deviance scale dengan total 48 item. Sementara itu, alat ukur kontrak psikologis terdiri dari 33 item. Metode analisis yang digunakan adalah regresi dan bootstrapping. Hasil penelitian menunjukkan bahwa kontrak psikologis relasional berperan negatif dalam memprediksi perilaku kerja kontraproduktif organisasi (β=-0.308, p < 0.01) dan interpersonal (β=-0.307, p < 0.01). Sementara itu, kontrak psikologis transaksional berperan positif dalam memprediksi perilaku kerja kontraproduktif organisasi (β=0.199, p < 0.01) dan interpersonal (β=0.221, p < 0.01). Melalui uji Mann-Whitney U terdapat perbedaan kontrak psikologis relasional (U=6179.00, p < 0.05), perilaku kerja kontraproduktif organisasi (U=3332.50, p < 0.05), dan perilaku kerja kontraproduktif interpersonal (U=4491.00, p < 0.05) antara karyawan laki-laki dan karyawan perempuan. Sementara itu, kontrak psikologis transaksional antara karyawan laki-laki dan karyawan perempuan tidak terdapat perbedaan (U=8321.00, p > 0.05). Hasil dari penelitian ini, baik secara teori maupun praktik, akan didiskusikan lebih lanjut.

The relationship between work stress and quiet quitting among generation Z employees Karissa Veren; Zamralita Zamralita; Ismoro Reza Prima Putra
Priviet Social Sciences Journal Vol. 6 No. 1 (2026): January 2026
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/pssj.v6i1.1012

Quiet quitting represents a phase of disengagement in which employees continue to work but limit their efforts strictly to job descriptions. When this occurs on a massive scale, it hinders innovation, increases workload for engaged employees, and contributes to stagnant organizational growth. Previous studies have shown that quiet quitting is prevalent among Gen Z and is influenced by work stress. Work stress consists of challenge and hindrance stress, which affect individual performance differently. High levels of stress can also reduce productivity and lead to organizational losses. Therefore, further research is necessary to understand the relationship between these two types of work stress and quiet quitting. This study aims to examine the relationship between challenge stress, hindrance stress, and quiet quitting among Gen Z employees in Indonesia. A quantitative correlational design was used. The sample consisted of 212 Gen Z employees in Indonesia, selected through convenience sampling. Data were collected through an online survey using the Challenge and Hindrance-related Self-Reported Stress Scale by Cavanaugh et al. (1998) and the Quiet Quitting Scale by Galanis et al. (2023). The C-HSS contained 11 items, while the QQS comprised eight items, showing acceptable internal consistency (α>0.600). The results indicate that challenge stress is negatively correlated with quiet quitting, whereas hindrance stress is positively correlated. Challenge stress tends to enhance motivation and reduce quiet quitting tendencies, whereas hindrance stress increases withdrawal behaviors. These findings provide insights for organizations to develop strategies for managing Gen Z employees’ work-related stress and maintaining their engagement levels.

Understanding the dual structure of job stress challenge stress and hindrance stress among Gen Z workers Ignacia Callista; Zamralita Zamralita; Ismoro Reza Prima Putra
Priviet Social Sciences Journal Vol. 6 No. 5 (2026): May 2026
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/pssj.v6i5.1485

Work-related stress has become a salient issue among Gen Z employees as they enter contemporary workplaces characterized by rapid changes, intensified performance demands, and continuous evaluations. Traditional approaches to occupational stress often conceptualize stress as uniformly negative, overlooking qualitative differences in how job demands are appraised. Drawing on the challenge-hindrance stress framework, this study aimed to provide a descriptive and exploratory overview of challenge and hindrance stress among Gen Z workers in Indonesia. A quantitative cross-sectional design was employed, involving 205 Gen Z employees from various organizational sectors. Data were collected through a self-administered online survey using the Challenge and Hindrance Self-Reported Stress Scale developed by Cavanaugh et al. Reliability analysis demonstrated satisfactory internal consistency, with Cronbach’s alphas of .806 and .721 for challenge and hindrance stress, respectively. The descriptive statistical analysis revealed that challenge stress had a higher mean score (M = 3.47, SD = 0.62), indicating a moderate to high level, whereas hindrance stress showed a lower mean score (M = 2.89, SD = 0.68), reflecting a low to moderate level. These findings suggest that Gen Z employees tend to appraise work-related demands more frequently as challenges that promote learning and growth rather than obstacles that hinder performance. Nonparametric difference testing further indicated that stress perceptions were largely homogeneous across most demographic variables, with education level emerging as the only factor significantly associated with stress. The findings support the relevance of the challenge-hindrance stress framework in understanding Gen Z’s work stress experiences and highlight the importance of promoting challenge stress while minimizing hindrance stress to foster sustainable performance and psychological well-being among young employees.

HUBUNGAN CHALLENGE STRESS DAN HINDRANCE STRESS TERHADAP PRESENTEEISM PADA KARYAWAN GENERASI Z Ignacia Callista; Zamralita Zamralita; Ismoro Reza Prima Putra
CENDEKIA: Jurnal Ilmu Pengetahuan Vol. 6 No. 1 (2026)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/cendekia.v6i1.8863

The phenomenon of presenteeism, the behavior of continuing to work despite less than optimal physical or psychological condition, poses a significant challenge to the well-being of Generation Z employees, known for their adaptability but vulnerability to stress. This study focuses on analyzing the relationship between two dimensions of work stress—challenge stress (growth-inducing stress) and hindrance stress (inhibiting stress), and levels of presenteeism using Cavanaugh's theoretical framework. Using a quantitative approach using survey methods, data were collected from 209 Generation Z employees in Indonesia using the Challenge and Hindrance-related Self-Reported Stress Scale (C-HSS) and the Job Stress-Related Presenteeism Scale (JSRPS). Statistical analysis revealed the crucial finding that challenge stress significantly negatively correlated with presenteeism, meaning constructive work challenges actually decreased the likelihood of unproductive attendance, while hindrance stress demonstrated a significant positive relationship that triggered this behavior. Additional findings highlighted variations in levels of presenteeism across departments, with divisions with high administrative burdens, such as Accounting, showing the highest levels. This study concludes that effective stress management should focus on increasing meaningful work challenges and minimizing bureaucratic barriers to optimize the productivity and mental health of young workers. ABSTRAK Fenomena presenteeism, yakni perilaku tetap bekerja meski dalam kondisi fisik atau psikologis yang kurang prima, menjadi tantangan signifikan bagi kesejahteraan karyawan Generasi Z yang dikenal adaptif namun rentan terhadap tekanan. Penelitian ini berfokus pada analisis hubungan antara dua dimensi stres kerja, yaitu challenge stress (stres pemicu pertumbuhan) dan hindrance stress (stres penghambat), terhadap tingkat presenteeism dengan menggunakan kerangka teori Cavanaugh. Melalui pendekatan kuantitatif dengan metode survei, data dihimpun dari 209 karyawan Generasi Z di Indonesia menggunakan instrumen Challenge and Hindrance-related Self-Reported Stress Scale (C-HSS) dan Job Stress-Related Presenteeism Scale (JSRPS). Analisis statistik mengungkapkan temuan krusial bahwa challenge stress berkorelasi negatif secara signifikan dengan presenteeism, yang berarti tantangan kerja konstruktif justru menurunkan kecenderungan hadir tanpa produktivitas, sedangkan hindrance stress menunjukkan hubungan positif signifikan yang memicu perilaku tersebut. Temuan tambahan menyoroti variasi tingkat presenteeism antar departemen, di mana divisi dengan beban administrasi tinggi seperti Akuntansi menunjukkan tingkat tertinggi. Studi ini menyimpulkan bahwa manajemen stres yang efektif harus berfokus pada peningkatan tantangan kerja yang bermakna dan meminimalkan hambatan birokrasi untuk mengoptimalkan produktivitas serta kesehatan mental tenaga kerja muda.

PERAN CYBERLOAFING TERHADAP DIGITAL WELL- BEING PADA KARYAWAN GENERASI Z Margaretha Sabda Djaja; Zamralita Zamralita; Ismoro Reza Prima Putra
CENDEKIA: Jurnal Ilmu Pengetahuan Vol. 6 No. 1 (2026)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/cendekia.v6i1.8864

The rapid development of digital technology has brought significant changes to the workplace, especially for Generation Z employees. Despite the benefits, the high intensity of digital technology use has the potential to cause psychological stress that can affect employees' digital well-being. One way employees cope with this is through cyberloafing, the use of the internet at work for personal purposes. This study aims to determine the relationship between cyberloafing and digital well-being among Generation Z employees. This study used a non-experimental quantitative method with a correlational approach. The study participants consisted of 213 active Generation Z employees with at least one year of work experience who cyberloafed for a maximum duration of 75 minutes per day. The measurement instruments used were the Cyberloafing Scale and the Digital Well-being Scale, adapted into Indonesian. The results showed a significant positive relationship between cyberloafing and digital well-being (r = 0.286; p < 0.001). Therefore, it can be said that cyberloafing, when done within reasonable limits, can serve as a coping mechanism to reduce work stress arising from the high intensity of digital technology use in the workplace. However, excessive cyberloafing can negatively impact physical health and work productivity. Therefore, it is important for organizations to create a work environment with a balanced use of digital technology. ABSTRAK Perkembangan teknologi digital yang pesat membawa perubahan signifikan dalam dunia kerja, terutama bagi karyawan Generasi Z. Terlepas dari manfaat yang bisa didapatkan, tingginya intensitas penggunaan teknologi digital berpotensi menimbulkan tekanan psikologis yang dapat memengaruhi tingkat digital well-being karyawan. Salah satu cara yang dilakukan karyawan untuk mengatasi hal tersebut adalah dengan cyberloafing, penggunaan internet di tempat kerja untuk kepentingan pribadi. Penelitian ini bertujuan untuk mengetahui hubungan antara cyberloafing dan digital well-being pada karyawan Generasi Z. Penelitian ini menggunakan metode kuantitatif non-eksperimental dengan pendekatan korelasional. Partisipan penelitian ini terdiri dari 213 karyawan Generasi Z yang aktif bekerja dengan pengalaman bekerja minimal selama 1 tahun, serta melakukan cyberloafing dengan durasi maksimal 75 menit per hari. Alat ukur yang digunakan adalah Cyberloafing Scale dan Digital Well-being Scale yang telah diadaptasi ke Bahasa Indonesia. Hasil penelitian menunjukkan bahwa terdapat hubungan positif yang signifikan antara cyberloafing dan digital well-being (r = 0,286; p < 0,001). Maka dapat dikatakan bahwa cyberloafing yang dilakukan dalam batas wajar dapat berfungsi sebagai mekanisme coping untuk mengurangi stres kerja yang muncul akibat tingginya intensitas penggunaan teknologi digital di lingkungan kerja. Namun, cyberloafing yang dilakukan secara berlebihan dapat berdampak negatif terhadap kesehatan fisik dan produktivitas kerja. Oleh karena itu, penting bagi organisasi untuk menciptakan lingkungan kerja dengan penggunaan teknologi digital yang seimbang.

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