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All Journal International Journal of Public Health Science (IJPHS) Cakrawala Pendidikan Jurnal Kependidikan: Penelitian Inovasi Pembelajaran JURNAL PENELITIAN ILMU PENDIDIKAN Jurnal Penelitian Humaniora Jurnal Penelitian dan Pengembangan Pendidikan Journal of Educational, Health and Community Psychology Dinamika Pendidikan Paradigma Edukasi Islami: Jurnal Pendidikan Islam Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan Psychological Research and Intervention Humaniora Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) International Journal of Islamic Educational Psychology Acta Psychologia Devotion: Journal of Research and Community Service Journal Evaluation in Education (JEE) International Journal of Social Science, Education, Communication and Economics World Psychology Buletin Psikologi Indonesian Journal of Islamic Psychology
Rosita Endang Kusmaryani
Universitas Negeri Yogyakarta
Religion Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Public Health Social Sciences Other

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Perceived Organizational Support and Resilience as Predictors of Employee Engagement among Digital Marketing Employees in Purwokerto Sukmaeni, Tri; Kusmaryani, Rosita Endang
IJIP : Indonesian Journal of Islamic Psychology Vol. 7 No. 1 (2025)
Publisher : Da'wa Faculty of Islamic State University Salatiga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18326/ijip.v7i1.4133

Abstract

Digital marketing companies face challenges in maintaining employee engagement amidst the demands of technological change. Although career development programs are available, some employees still show suboptimal engagement. Previous studies have shown that perceptions of organizational support and resilience play a crucial role in enhancing employee engagement. Therefore, this study aims to examine these two factors as predictors of employee engagement in digital marketing companies. The approach used in this study is quantitative, employing a survey research design, and the study utilized a sample of 144 employees. The sampling technique used in this study is Random Sampling. The instruments used are the Employee Engagement Scale, a psychology scale of 12 items; the Perceived Organizational Support Scale, an instrument of 9 items; and resilience, using the CD-RISC-10 of 10 items. The results of the study showed that perceptions of organizational support and resilience have a significant effect on employee engagement, with a significance value of 0.000 (<0.05). The higher an employee's perception of the support provided by the organization, and the higher their level of psychological resilience or endurance, the higher their level of employee engagement in their work. These findings highlight the significance of psychological factors and organizational support in promoting work engagement in a dynamic and competitive work environment.
Organizational Support Perceived as a Predictor of Psychological Well-being among Employees at the Human Resource Development Center Azzahra, Fenny Kurnia; Kusmaryani, Rosita Endang; Zambri, Muhammad; Dheni, Achmad
IJIP : Indonesian Journal of Islamic Psychology Vol. 7 No. 2 (2025)
Publisher : Da'wa Faculty of Islamic State University Salatiga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18326/ijip.v7i2.5103

Abstract

This study uses a quantitative approach with a survey method. The subjects of the study were 103 employees selected through a simple random sampling technique. The instruments used included the Perceived Organizational Support Scale (POSS-16) from Eisenberger et al. (1986) with 16 items, and Ryff's Psychological Well-Being Scale consisting of 18 items.  The results of the analysis showed that perceived organizational support had a significant effect on overall psychological well-being (p = 0.000; path coefficient = 0.713). More specifically, POS has a significant effect on five of the six dimensions of PWB, namely autonomy (path coefficient = 0.648; R² = 0.420), environmental mastery (path coefficient = 0.611; R² = 0.373), personal growth (path coefficient = 0.618; R² = 0.381), positive relations with others (path coefficient = 0.608; R² = 0.369), and purpose in life (path coefficient = 0.582; R² = 0.339). However, no significant effect of POS was found on the self-acceptance dimension. This finding confirms that perceived organizational support plays an important role in improving employee psychological well-being, especially in the five main dimensions of PWB. The results of the study provide important implications for organizational management, especially in designing strategies that encourage the creation of a supportive and conducive work environment for improving employee psychological well-being
The Influence of Organizational Virtuousness and Psychological Capital on Organizational Citizenship Behavior with Happiness at Work as a Mediator (Study on Bank Employees in the Special Region of Yogyakarta) Nur Cahyono, Hutdi; Rosita Endang Kusmaryani
Dinasti International Journal of Economics, Finance & Accounting Vol. 6 No. 3 (2025): Dinasti International Journal of Economics, Finance & Accounting (July-August 2
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v6i3.4758

Abstract

This study explores how Organizational Virtuousness and Psychological Capital influence Organizational Citizenship Behavior (OCB) among bank employees in Yogyakarta, with Happiness at Work as a mediating factor. It aims to provide insights into promoting positive employee behavior and well-being amid high-stress banking environments. This study uses a quantitative explanatory approach to explore the causal relationships between Organizational Virtuousness, Psychological Capital, Happiness at Work, and Organizational Citizenship Behavior (OCB) among banking employees in DIY, employing closed-ended questionnaires, Structural Equation Modeling (SEM), and mediation analysis to test the hypotheses. This study concludes that both Organizational Virtuousness and Psychological Capital significantly enhance Happiness at Work, which in turn positively influences Organizational Citizenship Behavior (OCB). Happiness at Work acts as a key mediator, with indirect effects from both Organizational Virtuousness and Psychological Capital on OCB exceeding their direct effects. These findings highlight the importance of fostering optimism, integrity, and resilience to promote employee well-being and prosocial behavior. Organizations are advised to develop supportive cultures and implement targeted programs that build psychological resources and ethical values. Keyword: Bank Employees, Happiness at Work, Organizational Citizenship Behavior (OCB), Organizational Virtuousness, Psychological Capital
Learning Motivation and Learning Readiness on Science Learning Outcomes Nurcahayani, Intan; Kusmaryani, Rosita Endang; Jaya, Ahmad Chandra; Syafitri, Deananda
Jurnal Penelitian dan Pengembangan Pendidikan Vol. 9 No. 2 (2025): July
Publisher : LPPM Undiksha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23887/jppp.v9i2.92838

Abstract

The main factor that hinders the improvement of student learning achievement is caused by the learning model that is still conventional. The learning model that is still conventional has an impact on low learning motivation. This has an impact on low student science learning outcomes. Based on this, this study aims to analyze and explain the influence of student learning motivation and readiness, both partially and simultaneously, on learning outcomes in Natural Sciences (IPA). This study uses a quantitative type with a correlational approach, and the research subjects amounted to 85 students from a population of 231 students. The data collection method used a scale instrument to measure learning motivation and readiness and a test to measure science learning outcomes. The data obtained were analyzed using normality tests, descriptive statistics, and multiple linear regression analysis. The study results showed that learning motivation and readiness significantly affected student science learning outcomes, with regression coefficients of 0.624 and 0.709, respectively. The t-test results showed a significance value of 0.000 for both variables. In conclusion, increasing motivation and learning readiness can improve student science learning outcomes. The implications of this study suggest the importance of developing motivation and learning readiness to improve student learning outcomes in science.
Self-Efficacy as a Predictor of Readiness for Change in Digital Enterprise Employees Ayu Amalia, Hana; Endang Kusmaryani, Rosita
International Journal of Social Science, Education, Communication and Economics Vol. 3 No. 3 (2024): August
Publisher : Lafadz Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/sj.v3i3.354

Abstract

Every company must adapt to the digital era, and a crucial strategy for achieving this is preparing for change. Employees who are ready for change tend to operate more effectively. This research aims to determine whether self-efficacy predicts readiness for change among digital enterprise employees. The study used a quantitative approach with a survey design. The sample comprised 106 digital enterprise employees. Data were collected using a 25-item Readiness to Change Questionnaire and a 10-item General Self-Efficacy Scale (GSES) instrument. The validity test utilized content and construct validity, ensuring the instruments accurately measure the intended constructs. The reliability test, using Cronbach's Alpha, ranged from 0.592 to 0.955, indicating varying levels of internal consistency, while the reliability of the measurement model (inner model) ranged from 0.773 to 0.961, suggesting high reliability. The results of the hypothesis testing show that (1) self-efficacy is a significant predictor of readiness for change, with a predictive relevance of 30%; (2) self-efficacy significantly influences the appropriateness dimension, with an effective contribution of 47.1%; (3) self-efficacy is a significant predictor of the management support dimension, with an effective contribution of 46%; (4) self-efficacy significantly predicts the change efficacy dimension, with an effective contribution of 47.9%; (5) however, self-efficacy is not a significant predictor of personal benefits. These findings underscore the importance of self-efficacy in enhancing employees' readiness for change within digital enterprises. Companies should focus on boosting employees' self-efficacy to improve their adaptability and effectiveness in the face of digital transformation. By recognizing and fostering the key dimensions influenced by self-efficacy, organizations can better support their workforce during periods of change. Overall, this research contributes to the understanding of psychological factors that facilitate successful change management in the digital era.
Work Meaningfulness as A Predictor Of Organizational Affective Commitment Among Nurses at Hospital A Bandar Lampung Maulina, Delara Lika; Kusmaryani, Rosita Endang
World Psychology Vol. 4 No. 2 (2025)
Publisher : Sekolah Tinggi Agama Islam Al-Hikmah Pariangan Batusangkar, West Sumatra, Indonesia.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55849/wp.v4i2.971

Abstract

Affective commitment is an integral part of nurses' performance in terms of service quality in hospitals. However, the majority of nurses still tend to lack emotional involvement or attachment to the hospital. Therefore, it is important to understand the meaningfulness of work as a predictor of affective commitment in nurses. This study aims to identify the meaningfulness of work as a predictor of affective commitment in nurses at Hospital A, Bandar Lampung. This study used a quantitative approach with a survey method. The study was conducted at Hospital A Bandar Lampung. 137 nurses were the subjects of the study. Accidental sampling was used as the data collection technique. The instruments used were a 10-item work meaningfulness scale and an 8-item affective commitment scale, both of which were tested for validity and reliability. The reliability test for work meaningfulness was 0.87 and for affective commitment was 0.93. The content validity for work meaningfulness was 1 and for affective commitment was 0.62. The hypothesis testing used in this study was a multiple regression test. The overall analysis results showed that meaningfulness of work significantly predicts affective commitment by 38.2%. The partial data analysis results found that: 1) the dimension of positive meaning in work (x1) is a predictor of affective commitment by providing an effective contribution of 12.99%; 2) the dimension of meaning making through work (x2) is a predictor of affective commitment by providing an effective contribution of 12.57%; and 3) the dimension of greater good motivation (x3) is a predictor of affective commitment by providing an effective contribution of 12.46%.  
Does Perceived Organizational Support (Pos) Serve as a Prerequisite or Organizational Citizenship Behavior (Ocb) Among Employees Working at a Manufacturing Company in Banjarmasin? Rahmatillah, Vellynda Aisyah; Kusmaryani, Rosita Endang
World Psychology Vol. 4 No. 2 (2025)
Publisher : Sekolah Tinggi Agama Islam Al-Hikmah Pariangan Batusangkar, West Sumatra, Indonesia.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55849/wp.v4i2.986

Abstract

Many employees today tend to focus solely on their main tasks without engaging in extra-role behaviors, which may hinder overall organizational effectiveness. These extra-role behaviors are commonly referred to as Organizational Citizenship Behavior (OCB), which play a significant role in supporting organizational success. One factor that can influence OCB is Perceived Organizational Support (POS), or the extent to which employees feel that their organization values their contributions and cares about their well-being. This study aimed to examine POS as a predictor of OCB among employees in a fabrication company in Banjarmasin, both overall and across each OCB dimension. The study involved 144 employees selected through simple random sampling. Data were analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS). The results showed that POS significantly predicts OCB, both in general and within each dimension. These findings highlight the importance of enhancing POS to foster OCB among employees. Companies are encouraged to appreciate employee efforts, recognize contributions, and attend to employee welfare. Strengthening POS can create a supportive work environment that motivates employees to go beyond their formal job roles, ultimately contributing to improved organizational effectiveness and performance.
Employee Engagement as a Predictor of Organizational Citizenship Behavior (OCB) in a CV in East Java Permatasari, Atikah Wahyu; Kusmaryani, Rosita Endang
Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan Vol. 19, No. 6 : Al Qalam (In Progress November 2025)
Publisher : Sekolah Tinggi Ilmu Al-Qur'an (STIQ) Amuntai Kalimantan Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35931/aq.v19i6.5225

Abstract

This study is motivated by the low level of Organizational Citizenship Behavior (OCB), despite a relatively high level of employee engagement, as indicated by employees' responsibility for their work and efforts to seek innovative ideas. The study also aims to examine whether employee engagement can serve as a predictor of Organizational Citizenship Behavior (OCB) among employees in a service company. A quantitative approach was used, employing a survey research design involving 32 randomly selected employees. Data collection was conducted using a modified work engagement scale and an OCB scale. The statistical analysis results indicate that employee engagement does not have a significant simultaneous effect on OCB (p=0.059; R²=23%). Partial tests also show that the dimensions of cognitive engagement, emotional engagement, and behavioral engagement are not significantly related to OCB. In conclusion, employee engagement is not a significant predictor of OCB. The study's findings suggest that employee engagement does not have a simultaneous effect on OCB.
Kepuasan Kerja sebagai Determinan Organizational Citizenship Behavior (OCB) pada Pekerja Paruh Waktu Coffee Shop Aziz, Lutfi Abdul; Kusmaryani, Rosita Endang
Acta Psychologia Vol. 4 No. 2 (2022)
Publisher : Faculty of Psychology, Universitas Negeri Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21831/ap.v4i2.52769

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh kepuasan kerja terhadap organizational citizenship behavior pada pekerja paruh waktu coffee shop di Kota Purwokerto. Penelitian ini menggunakan pendekatan kuantitatif dengan jenis penelitian korelasional kausal. Populasi penelitian ini adalah pekerja paruh waktu coffee shop di Kota Purwokerto. Sampel penelitian ini sejumlah 101 pekerja paruh waktu coffee shop di Kota Purwokerto. Teknik pengumpulan data menggunakan alat ukur berupa skala psikologis yang sudah diuji validitas dan reliabilitasnya. Teknik analisis data yang digunakan untuk menguji hipotesis adalah regresi linear sederhana. Berdasarkan analisis data, hasil penelitian ini menunjukan bahwa kepuasan kerja berpengaruh signifikan terhadap organizational citizenship behavior. Dibuktikan berdasarkan F hitung sebesar 119.677; dan nilai Sig. 0.000<0.05. Nilai R Square sebesar 0.54 atau 54%. Sedangkan 46% sisanya dijelaskan oleh variabel lain di luar model peneltian ini.
Pengaruh Career Adaptability terhadap Work Engagement pada Mitra Ojek Online Wijayanto, Muhammad Haryo Giri; Kusmaryani, Rosita Endang
Acta Psychologia Vol. 4 No. 2 (2022)
Publisher : Faculty of Psychology, Universitas Negeri Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21831/ap.v4i2.58893

Abstract

Perusahaan pelayanan jasa ojek online memberikan lapangan pekerjaan yang banyak diminati oleh masyarakat, yakni sebagai mitra ojek online. Terdapat permasalahan pada mitra ojek online terkait career adaptability dan work engagement. Tujuan pada penelitian ini untuk mengetahui pengaruh career adaptability terhadap work engagement pada mitra ojek online. Penelitian dengan pendekatan kuantitatif jenis penelitian korelasi. Subjek sebanyak 320 mitra ojek online di Yogyakarta. Data dikumpulkan menggunakan skala career adaptability dan work engagement. Uji validitas dilakukan oleh expert judgement dan seleksi item menggunakan corrected item total correlate. Uji reliabilitas menggunakan Cronbach alpha dengan nilai work engagement (0.912) career adaptability (0.935), concern (0.794), control (0.784), curiosity (0.852), dan confidence (0.823). Analisis menggunakan regresi linier berganda. Hasil analisis deskriptif menunjukkan tingkat career adaptability dan work engagement pada mitra ojek online tergolong sangat tinggi. Hasil analisis menunjukkan bahwa: (1) career adaptability berpengaruh terhadap work engagement, (2) concern berpengaruh terhadap work engagement, (3) curiosity berpengaruh terhadap work engagement, dan (4) confidence berpengaruh terhadap work engagement.
Co-Authors Aghesna Fadhila Rahmatika Amalia, Hana Ayu Andreine, Refrelza El Nisaa Annemari, Barreiro Asshiddiqie, Thoriq Ayu Amalia, Hana Aziz, Lutfi Abdul Azzahra, Fenny Kurnia Dheni, Achmad Dyah Ayu Purwaniningtyas, Dyah Ayu Farida Agus Setiawati Fitri, Aroviani Amsa Hamzah, Hazalizah Hanna Widjaja Hanna Widjaja Jaya, Ahmad Chandra Juke R Siregar Juke R Siregar Laabed, Elhadfa Maulida Rahman, Riki Maulina, Delara Lika Miftakhul Khasanah Mukta, Mst. Najmeen Nadia, Farahita Saffa Nanda Sagita Arifani Nesya Adira Nizam, Zain Nur Cahyono, Hutdi Nurcahayani, Intan Permatasari, Atikah Wahyu Putra, Rahman Pranovri Rahmatillah, Vellynda Aisyah Ramadhanti, Auliya Ratna Jatnika Rosul, Ahmad Saputra, Wildan Aji Siti Rohmah Nurhayati Sukmaeni, Tri Syafitri, Deananda Tirsa Elfira Tria Widyastuti Widiastuti Widiastuti Widiastuti Wijayanto, Muhammad Haryo Giri Yoga Setyo Wibowo Zambri, Muhammad