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All Journal Journal of Educational, Health and Community Psychology Psikodimensia: Kajian Ilmiah Psikologi Biopsikososial: Jurnal Ilmiah Psikologi Fakultas Psikologi Universitas Mercubuana Jakarta GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling JURNAL PENDIDIKAN TAMBUSAI Psikoislamedia : Jurnal Psikologi Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Jurnal Muara Ilmu Ekonomi dan Bisnis Psibernetika Jurnal Ilmiah Psyche Dinasti International Journal of Education Management and Social Science Psikosains: Jurnal Penelitian dan Pemikiran Psikologi Provitae: Jurnal Psikologi Pendidikan Jurnal Bakti Masyarakat Indonesia Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) CENDEKIA : Jurnal Ilmu Pengetahuan COMMUNITY : Jurnal Pengabdian Kepada Masyarakat Psikologia: Jurnal Pemikiran dan Penelitian Psikologi Prosiding Seri Seminar Nasional YASIN: Jurnal Pendidikan dan Sosial Budaya Jurnal Indonesia Sosial Sains Journal of Artificial Intelligence and Digital Business AHKAM : Jurnal Hukum Islam dan Humaniora Eduvest - Journal of Universal Studies Priviet Social Sciences Journal Ranah Research : Journal of Multidisciplinary Research and Development IIJSE Jurnal Cendekia Ilmiah
Zamralita Zamralita
Fakultas Psikologi, Universitas Tarumanagara
Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Astronomy Biochemistry, Genetics & Molecular Biology Chemical Engineering, Chemistry & Bioengineering Chemistry Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Immunology & microbiology Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Neuroscience Physics Public Health Social Sciences Transportation Other

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Hubungan Impostor Phenomenon dan Career Decision-Making Difficulties dengan Psychological Resilience sebagai Mediator pada Mahasiswa Tingkat Akhir Davina Veronica; Zamralita Zamralita; Ismoro Reza Prima
AHKAM Vol 4 No 4 (2025): DESEMBER
Publisher : Lembaga Yasin AlSys

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58578/ahkam.v4i4.8320

Abstract

Final-year university students often face academic pressure, social demands, and career uncertainty that can trigger the impostor phenomenon (IP) and increase career decision-making difficulties (CDMD), while low psychological resilience (PR) may further weaken their ability to make career decisions. This study aimed to examine the relationship between IP and CDMD, the relationship of PR with both variables, and the mediating role of PR in the relationship between IP and CDMD among final-year students in Indonesia. A quantitative approach with a cross-sectional correlational design was employed, involving 201 final-year students selected through purposive sampling. The instruments used were the Clance Impostor Phenomenon Scale (CIPS), the Career Decision-Making Difficulties Questionnaire (CDDQ), and the Connor–Davidson Resilience Scale (CD-RISC). Data were analyzed using SPSS and Jamovi through assumption testing, descriptive statistics, Spearman correlations, linear regression, and the Sobel test. The results showed that IP was positively and significantly associated with CDMD, while PR was negatively and significantly associated with CDMD, and no significant relationship was found between IP and PR. Nevertheless, PR was found to be a significant mediator in the relationship between IP and CDMD through an indirect effect. These findings indicate that IP increases difficulties in career decision-making, whereas PR functions as a protective factor that attenuates this effect. The study underscores the importance of resilience-based intervention programs within career counseling services to help final-year students cope more adaptively with self-doubt and career uncertainty.
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

Abstract

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.
Digital well-being among Generation Z employees in Indonesia Margaretha Sabda Djaja; 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.v6i5.1486

Abstract

Digital transformation has intensified the use of digital technologies in the workplace, raising concerns about employee well-being, particularly among Generation Z employees who are highly familiar with these technologies. This study aims to examine the level of digital well-being among Generation Z employees in digitalized work environments and investigate differences based on the duration of digital technology use. A quantitative, non-experimental survey design was employed. The participants consisted of 237 Generation Z employees in Indonesia aged 18-27 years, with a minimum of one year of work experience. The results indicated that the data were normally distributed and revealed significant differences in digital well-being levels based on the duration of digital technology use. Employees who reported longer durations of digital technology use tended to experience higher digital well-being. In contrast, demographic characteristics such as gender, educational level, work experience, and job position did not show significant differences in terms of digital well-being. These findings suggest that digital well-being is more strongly influenced by the patterns and duration of technology use than by demographic factors. This study concludes that the duration of digital technology use plays an important role in shaping the digital well-being of Generation Z employees. When managed adaptively and in a balanced manner, intensive technology use can support employees’ psychological and emotional well-being. Therefore, organizations and employees should promote healthy digital practices to sustain digital well-being in the digital work era.
The relationship between job resources and core self-evaluations and work engagement among Generation Z employees in Indonesia Nadya Isfahany Pasya; Zamralita Zamralita; Ismoro Reza Prima Prima
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.v6i5.1516

Abstract

Work Engagement (WE) is a crucial indicator of employee motivation, psychological health, and productivity. In Generation Z, engagement levels are often influenced by dynamic work conditions and the need for greater organizational support. Previous research indicates that WE is related to external factors, such as job resources, and internal factors, such as personal resources, including Core Self-Evaluations (CSE). Job resources encompass job elements that help individuals achieve goals and reduce job demands, whereas CSE reflects an individual's positive self-evaluation of their abilities, control, and emotional stability. Although both variables have been extensively researched, a deeper understanding of how they relate to WE among Generation Z employees in Indonesia is required. This study aimed to examine the relationship between job resources, CSE, and WE among Generation Z employees. This study used a quantitative correlational approach. Participants were recruited through purposive sampling, with the criterion being that they were Generation Z employees actively working in Indonesia. Data collection was conducted through an online survey using the Job Resources Scale, developed based on the Job Demands–Resources (JD-R) framework and the Core Self-Evaluations Scale (CSES) by Judge et al. (2003), and the Utrecht WE Scale (UWES-9) by Schaufeli et al. (2002). All measurement instruments had good internal consistency (α > 0.700). The number of participants in this study was 214. The results showed that job resources have a positive and significant relationship with WE, meaning that the higher the support and resources employees perceive, the higher their WE. Furthermore, CSE also showed a positive and significant relationship with WE, although the strength of this relationship was lower than that of job resources. These findings align with Hobfoll’s (2001) Conservation of Resources (COR) theory, which emphasizes the importance of external and internal resources in shaping WE. This study is expected to provide new insights for organizations in designing strategies to strengthen work resources and develop personal resources to increase WE among Generation Z employees.
Measurement of Well-Being in The Workplace: The Adaptation of The Workplace Well-Being Questionnaire Into Indonesian Zamralita Zamralita; Anastasia Putri Leleng Wilis
Journal of Educational, Health and Community Psychology VOL 15 NO 2 JUNE 2026
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.12928/jehcp.vi.32110

Abstract

This study reports the adaptation and psychometric validation of an Indonesian-language version of the Workplace Well-Being Scale for use among active employees in Indonesia. The adaptation procedure adhered to the International Test Commission guidelines, incorporating forward–backward translation, expert panel review, and cognitive interviewing. Data were collected from 1,342 participants representing diverse occupational sectors, educational backgrounds, and organizational tenures. The four theorized dimensions—Work Satisfaction, Organizational Respect for the Employee, Employer Care, and Intrusion of Work into Private Life—were tested through confirmatory factor analysis. Internal consistency was strong across all subscales, with Cronbach's alpha coefficients ranging from .851 to .901. A second-order confirmatory factor analysis yielded an acceptable to good fit (incremental fit indices > .95; RMSEA = .089; GFI = .81; AGFI = .78), generally supporting the proposed hierarchical factor structure. Composite reliability (CR = .887–.919) and convergent validity (AVE = .531–.606) were satisfactory, although HTMT values among the three positive dimensions were borderline (.893–.898), indicating substantial conceptual overlap. These findings provide preliminary support for the Indonesian Workplace Well-Being Scale as a generally adequate instrument for assessing workplace well-being in Indonesian organizational contexts, though further refinement of model fit and examination of measurement invariance are needed.
Hubungan Perencanaan Karir dengan Kesiapan Kerja pada Mahasiswa Tingkat Akhir Berpengalaman Magang Tjenita Young; Zamralita Zamralita; Ismoro Reza Prima Putra
YASIN Vol 6 No 1 (2026): FEBRUARI
Publisher : Lembaga Yasin AlSys

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58578/yasin.v6i1.8889

Abstract

Recent phenomena indicate that many final-year university students remain insufficiently prepared for the transition to the workforce despite having internship experience, underscoring the importance of internal factors such as career planning in shaping work readiness. This study aimed to examine the relationship between career planning and work readiness among final-year students with internship experience. A quantitative, non-experimental correlational design was employed, using purposive sampling to recruit 192 final-year students from various faculties who had completed an internship. The instruments used were a career planning scale adapted from Gould and a work readiness scale developed by Indah based on Pool and Sewell’s theory, with data collected online via a digital questionnaire. The analysis showed a significant positive relationship between career planning and work readiness, rs(190) = .59, p < .001, indicating that the higher the level of career planning possessed by students, the higher their work readiness. Thus, it can be concluded that the relationship between the two variables is more strongly influenced by internal factors than by demographic characteristics or internship experience, highlighting the importance of strengthening career planning in preparing students for the transition to the world of work.
EDUKASI WORK-LIFE INTEGRATION MELALUI OPTIMALISASI RESOURCES DAN STRATEGI PENGELOLAAN TUNTUTAN KERJA PADA WANITA KARIR Novena Maria Vianney; Zamralita Zamralita; Urip Purwono
COMMUNITY : Jurnal Pengabdian Kepada Masyarakat Vol. 6 No. 2 (2026)
Publisher : Pusat Pengembangan Pendidikan dan Penelitian Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51878/community.v6i2.11797

Abstract

ABSTRACT The increasing flexibility and digitalization of work have intensified the challenge of integrating professional and personal responsibilities, particularly for career women who often face overlapping work and family demands. Inadequate management of these demands may negatively affect psychological well-being, productivity, and overall quality of life. This community service program aimed to enhance participants’ understanding of work-life integration, psychological resources, and adaptive strategies for managing multiple roles through an educational webinar entitled “Beyond Balance: The Art of Managing Work Demands and Resources to Achieve Work-Life Integration among Career Women.” The activity was conducted online via Zoom in collaboration with Kite Creative and involved 41 participants from diverse professional backgrounds. The program was implemented through three main stages: delivery of educational materials, interactive discussion and reflection sessions, and evaluation using pre-test, post-test, and participant feedback forms. The topics covered included work-life integration, job demands, job resources, psychological capital, and practical coping strategies. Evaluation results indicated a substantial increase in participants’ average understanding scores, rising from 73% in the pre-test to 98% in the post-test. Participants also reported positive perceptions regarding the relevance of the materials, speaker performance, and overall implementation of the webinar. These findings suggest that research-based educational webinars can effectively improve psychological literacy and strengthen adaptive capacities among career women in managing work and personal life demands. ABSTRAK Perubahan pola kerja yang semakin fleksibel dan terdigitalisasi menghadirkan tantangan bagi pekerja dalam mengelola tuntutan pekerjaan dan kehidupan personal. Tantangan ini lebih kompleks bagi wanita karir karena harus menjalankan berbagai peran profesional, keluarga, dan sosial secara bersamaan. Ketidakmampuan mengintegrasikan berbagai peran tersebut berpotensi menurunkan kesejahteraan psikologis, produktivitas, dan kualitas hidup. Kegiatan Pengabdian kepada Masyarakat (PKM) ini bertujuan meningkatkan pemahaman peserta mengenai pengelolaan tuntutan kerja, pemanfaatan sumber daya psikologis, dan strategi mencapai work-life integration melalui webinar edukatif bertajuk “Beyond Balance: Seni Mengelola Tuntutan Kerja dan Sumber Daya untuk Mencapai Work-Life Integration pada Wanita Karir.” Kegiatan dilaksanakan secara daring bekerja sama dengan Kite Creative dan diikuti oleh 41 peserta dari berbagai latar belakang profesi. Metode pelaksanaan meliputi penyampaian materi, diskusi interaktif, refleksi peserta, serta evaluasi melalui pre-test, post-test, dan umpan balik peserta. Materi mencakup konsep work-life integration, job demands, job resources, psychological capital, dan strategi adaptif dalam mengelola berbagai peran kehidupan. Hasil evaluasi menunjukkan peningkatan rata-rata skor pemahaman peserta dari 73% pada pre-test menjadi 98% pada post-test. Mayoritas peserta juga memberikan penilaian positif terhadap materi dan pelaksanaan kegiatan. Temuan ini menunjukkan bahwa webinar edukatif efektif meningkatkan literasi psikologis dan kemampuan adaptif wanita karir dalam mewujudkan work-life integration.
Affective Commitment as Mediator Variable: Authentic Leadership towards Organizational Learning in Bank X Danan Prima Nanda; Zamralita Zamralita; Rita Markus Idulfilastri
Eduvest - Journal of Universal Studies Vol. 4 No. 8 (2024): Journal Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v4i8.1730

Abstract

Nowadays, organizations are required to continue to innovate and adapt to challenges that may affect the achievement of business goals. The effort that can be done is to optimize the implementation of Organizational Learning. Organizational Learning cannot be carried out optimally without the role of superiors and employees. Therefore, the role of superiors in implementing Authentic Leadership needs to be considered. But Authentic Leadership is not enough to explain Organizational Learning. The existence of Authentic Leadership has the probability of creating a supportive and open environment so that it has an impact on increasing affective commitment to employees. Based on this explanation, the purpose of this study was to examine the influence of Authentic Leadership on Organizational Learning mediated by Affective Commitment. The sample of this research were employees at Bank X, consumer credit department and 216 subjects were obtained using the Accidental Sampling method. Data processing is done using PROCESS. The results showed that Authentic Leadership had a significant effect on Organizational Learning mediated by Affective Commitment with a BootLLCI value of 0.0041 and a BootULCI value of 0.0892. This type of mediation is Partial Mediation. Based on the results of this research, Organizational Learning can be optimized through the application of Authentic Leaders so that it can encourage the creation of affective commitment so that in the end employees are willing to give their best by developing knowledge or insights that can be used by the organization as a whole.
Peran Technostress terhadap Performa Kinerja Karyawan di Era Digital Griselda Yuliawan; Vilia Chandra; Zamralita Zamralita; Reza Fahlevi
Jurnal Ilmiah Psyche Vol. 20 No. 1 (2026): Jurnal Ilmiah Psyche
Publisher : Direktorat Riset dan Pengabdian Masyarakat Universitas Bina Darma Palembang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33557/r79ytr61

Abstract

The rapid advancement of digital technology has improved work efficiency but may also increase technostress, potentially affecting employee performance. This study aimed to examine the effect of technostress on employee performance in the digital era. A quantitative approach with a descriptive correlational and cross-sectional design was employed. The study involved 127 employees selected using purposive sampling. Data were collected using the Digital Stressors Scale (DSS) to measure technostress and the Individual Work Performance Questionnaire (IWPQ) to assess employee performance. The data were analyzed using simple linear regression. The findings revealed that technostress did not have a significant effect on employee performance (β = -0.089, p = 0.321 > 0.05), with a coefficient of determination (R²) of 0.008. These results indicate that technostress is not a primary determinant of employee performance. Other factors, such as digital competence, adaptability, and organizational support, are likely to contribute more substantially to employee performance
The Role of Workplace Ostracism on Turnover Intention through Job Stress and Perceived Organizational Support among Gen Z employees Zamralita Zamralita; Khalidatul Rafi’ah
Journal of Educational, Health and Community Psychology VOL 15 NO 1 MARCH 2026
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.12928/jehcp.vi.31595

Abstract

This study examined the effect of workplace ostracism on turnover intention among Generation Z employees, with job stress as a mediating variable and perceived organizational support as a moderating variable. Using a quantitative, non-experimental design, data were collected from 192 employees via self-administered questionnaires and analyzed using variance-based structural equation modeling. The results showed that workplace ostracism had a significant positive effect on job stress (β = 0.493, p < 0.001) and turnover intention (β = 0.513, p < 0.001). Job stress partially mediated the association between workplace ostracism and turnover intention (indirect effect β = 0.083, p = 0.018). Perceived organizational support was negatively associated with turnover intention (β = −0.201, p = 0.004); however, it did not moderate the relationship between workplace ostracism and turnover intention (WO × POS → TI: p = 0.507). Overall, the findings suggest that interpersonal exclusion operates as a salient stressor for Generation Z employees, increasing turnover intention partly through heightened job stress, while perceived organizational support exerts a direct protective effect but does not buffer the adverse impact of ostracism.
Co-Authors Achmad Khalid Alfajar Ardjuna Aginta Aprillia Agita Presilia Aisyah Ning Asih Alvin Sanjaya Anastasia Putri Leleng Wilis Anastasia Putri Leleng Wilis Arfeina Benazir Arvaisya Audry Carissa Dirk Aulia Rizki Amelia Aurelia Hindra Aurelio Hermawan Callista Vanessa Xenia Christine Elisabeth Widyachandra Cindy Jacop Danan Prima Nanda Daniel Lie Daniel Lie Davina Veronica Dea Faustine Debora Basaria Debora Basaria Debora Basaria Dinda Augest Brilianti Eunike Filia Christy Evelina Florensia Rudy Fatkhi Mizard Noerafif Fransiska Xaveria Aryani FX Yanuar Sidharta Gabriella Salim Griselda Yuliawan Hanna Christina Uranus Harvi Wahyu Putriadi Hilmma Hermawan Ignacia Callista Irene Irene Ismoro Reza Prima Ismoro Reza Prima Prima Ismoro Reza Prima Putra Ismoro Reza Prima Putra Ismoro Reza Prima Putra Ivana Kamilie Jessica Chandika Jessica Jessica Jessica Jessica Jessica Jessica Karissa Veren Katarina Linalera Serpara Khalidatul Rafi’ah Kornelius Rio Kurnianingrum Ayu Minarti Laura Aurelia Austine Untung Liani Cynthia Lilenza Irawan Setradihardja Margaretha Sabda Djaja Marsha Indahsaputri Nadya Isfahany Pasya Natasya Priskila Novena Maria Vianney Octavianus Prabowo P. Tommy Y. S. Suyasa Patrick Nugroho Nicktow Putri Deviyeni Putri Deviyeni Ray Caesarly Santosa Reza Fahlevi Rian Pri Rismiyati E Koesma Rismiyati E. Koesma Rismiyati E. Koesma Rita Markus Idulfilastri Rita Markus Idulfilastri Rita Markus Idulfilastri Rita Markus Idulfilastri Rita Markus Idulfilastri Rita Markus Idulfilastri Saraswati, Kiky Dwi Hapsari Sonia Halimatu Sa’diyah Stephanus Raymond Dharmawan Stevinia Stevinia Susanto, Chandra Tetty Rismiyati Tjenita Young Urip Purwono Urip Purwono Valerie Alicia Erica Rumbajan Venesia Venesia Venesia Venesia Venesia Venesia Venesia Venesia Vilia Chandra Vivia Lee Yudhistira Victoria