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Pengaruh Konseling Kelompok Regulasi Diri terhadap Peningkatan Regulasi Diri pada Penderita Pembelian Komplusif Dinda Dwarawati
JIP (Jurnal Intervensi Psikologi) Vol. 7 No. 2 (2015)
Publisher : Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/intervensipsikologi.vol7.iss2.art5

The purpose of this research is to understand the effect of self-regulation group counseling for subjects with Compulsive Buying Disorder. The research method was Quasi-experimental, One-group pretest-posttest design. Analysis technique used is descriptive statistics. Subjects consist of three, with the criteria are students in college, women, have compulsive buying disorder, and in medium category for self-regulation. The results of this research after 5 group-counseling sessions are: the counselee 1 (AP) and counselee 3 (MM) show that they get self-regulation increased scores, but the criteria still exist in the medium category. Counselee 2 (ABF) show that her self-regulation increased scores, with increased category of the category of medium to high category. Key words: self-regulation, compulsive buying, group-counseling.

Pengaruh Resilience at Work terhadap Subjective Well-Being pada Perawat Rumah Sakit Jiwa Zerlina Fatin Lutfiyah; Dinda Dwarawati
Jurnal Riset Psikologi Volume 3, No. 1, Juli 2023, Jurnal Riset Psikologi (JRP)
Publisher : UPT Publikasi Ilmiah Unisba

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/jrp.v3i1.1982

Abstract. The adaptability of individuals to deal with problems that occur in their lives can be a determining factor for the value of subjective well-being, whether low or high (Nayana, 2013). Resilience ability is needed to deal with stress and increase SWB in individuals (Rakhmadianti, et al., 2021). This study aims to obtain empirical data on the effect of Resilience at Work on Subjective Well-Being in Mental Hospital nurses. This research was conducted on Mental Hospital Nurses with the number of respondents as many as 85 nurses. The measuring instrument used is the resilience at work scale from Malik and Garg (2018) which was adapted by researchers and the SPANE (Scale of Positive and Negative Experience) measurement by Diener and Robert (2009) and SWLS (Satifaction with Life Scale) by Diener, Emmon, Larsen, and Griffy (2009) adapted by Desi, et al. (2019). The analysis technique uses the SEM-PLS method. The results showed that resilience at work had a positive and significant effect on Subjective Well-Being on the affective component of 72.3% and on the cognitive component of 65.5%. From the test of each aspect of resilience at work, the aspects that have a significant influence on subjective well-being on the affective component are living authentically and staying healthy. Abstrak. Kemampuan adaptasi yang dimiliki individu untuk menghadapi permasalahan yang terjadi dalam hidupnya dapat menjadi faktor penentu nilai subjective well-being, apakah rendah atau tinggi (Nayana, 2013). Kemampuan resiliensi dibutuhkan untuk menghadapi stress dan meningkatkan SWB pada individu (Rakhmadianti, et al., 2021). Penelitian ini bertujuan untuk mendapatkan data secara empirik mengenai pengaruh Resilience at Work terhadap Subjective Well-Being pada perawat Rumah Sakit Jiwa. Penelitian ini dilakukan pada Perawat Rumah Sakit Jiwa dengan jumlah responden sebanyak 85 perawat. Alat ukur yang digunakan yaitu resilience at work scale dari Malik dan Garg (2018) yang diadaptasi oleh peneliti dan alat ukur SPANE (Scale of Positive and Negativ Experience) oleh Diener dan Robert (2009) dan SWLS (Satifaction with Life Scale) oleh Diener, Emmon, Larsen, dan Griffy (2009) yang diadaptasi oleh Desi, et al. (2019). Teknik analisis menggunakan metode SEM-PLS. Hasil penelitian menunjukkan resilience at work memberikan pengaruh positif dan signifikan terhadap Subjective Well-Being pada komponen afektif sebesar 72,3% dan pada komponen kognitif sebesar 65,5%. Dari uji setiap aspek resilience at work, aspek yang memberikan pengaruh signifikan terhadap subjective well-being pada komponen afektif yaitu living authentically dan staying healthy

Pengaruh Perceived Organizational Support terhadap Readiness for Change pada Guru Fadillah Putri Amalia Rizky; Dinda Dwarawati
Bandung Conference Series: Psychology Science Vol. 3 No. 2 (2023): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v3i2.7341

Abstract. Organizational change is something that cannot be avoided to achieve success in the competitive world of work, continuity and existence of the organization. An important factor in the success of an organization to make changes is individual readiness to change (readiness for change). Readiness for change is the extent to which individuals cognitively and emotionally have the desire to accept, embrace and adapt a change plan. Employee readiness to face change will have a positive orientation towards the organization when it has perceived organizational support. This study aims to see how much influence perceived organizational support has on readiness for change in 90 public high school teachers in Cianjur District. The measuring tool used is the Survey of Perceived Organizational Support (SPOS) which refers to the theory of Eisenberger et al. (1986) and the readiness for organizational change scale which refers to the theory of Holt et al., (2007). The sampling technique used is saturated sampling. The method used is causality quantitative method with simple linear regression analysis technique. The results of this study indicate that perceived organizational support has a significant effect on readiness for change by 77.1% Abstrak. Perubahan organisasi merupakan hal yang tidak dapat dihindari untuk mencapai keberhasilan dalam persaingan dunia kerja, kelangsungan serta eksistensi organisasi. Faktor penting dalam keberhasilan organisasi untuk melakukan perubahan yaitu kesiapan individu untuk berubah (readiness for change). Readiness for change adalah sejauh mana individu secara kognitif dan emosional memiliki keinginan untuk menerima, merangkul dan mengadaptasi rencana perubahan. Kesiapan karyawan menghadapi perubahan akan memiliki orientasi positif terhadap organisasi ketika memiliki perceived organizational support. Penelitian ini bertujuan untuk melihat seberapa besar pengaruh perceived organizational support terhadap readiness for change pada 90 guru SMA Negeri di Kecamatan Cianjur. Alat ukur yang digunakan yaitu Survey of Perceived Organizational Support (SPOS) yang mengacu pada teori Eisenberger et al. (1986) dan readiness for organizational change scale yang mengacu pada teori Holt et al., (2007). Teknik sampling yang digunakan adalah sampling jenuh. Metode yang digunakan yaitu metode kuantitatif kausalitas dengan teknik analisis regresi linier sederhana. Hasil penelitian ini menunjukkan bahwa perceived organizational support berpengaruh signifikan terhadap readiness for change sebesar 77.1%.

Studi Kontribusi Career Exploration terhadap Work Readiness pada Fresh Graduate di Kota Bandung Adelia Noviyanti; Dinda Dwarawati
Bandung Conference Series: Psychology Science Vol. 3 No. 2 (2023): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v3i2.7353

Abstract. The purpose of this study was to determine how much career exploration contributes to work readiness in fresh graduates in Bandung City. According to Caballero and Walker (2010) work readiness is the extent to which graduates have the skills and qualities that make them ready for success in the workplace. According to Stumpf et al., (1983) career exploration is behavior aimed at obtaining information about work or organizations. The subjects of this study were 197 fresh graduates in Bandung City. The hypothesis of this study is that career exploration contributes significantly to work readiness in fresh graduates in Bandung City. The method used is quantitative, causality design with simple regression analysis. The measuring instrument used is the Career exploration Survey (CES) developed by Stumpf et al. (1983) and adapted into Indonesian by Preston and Salim (2019). The work readiness measuring instrument uses the work readiness scale (WRS) developed by Caballero and Walker (2010) and has been adapted and modified into Indonesian by Wijayanti (2019). The results showed 63% of fresh graduates had high career exploration and 60% had a high level of work readiness. The results of regression analysis show an R Square value of 0.564, so it can be said that career exploration contributes 56.4% to work readiness in fresh graduates in Bandung City. Abstrak. Tujuan penelitian ini adalah untuk mengetahui seberapa besar kontribusi career exploration terhadap work readiness pada fresh graduate di Kota Bandung. Menurut Caballero dan Walker (2010) work readiness merupakan sejauh mana lulusan memiliki keterampilan dan kualitas yang membuat siap untuk sukses di tempat kerja. Menurut Stumpf et al., (1983) career exploration adalah perilaku yang ditujukan untuk memperoleh informasi mengenai pekerjaan atau organisasi. Subjek penelitian ini yaitu 197 fresh graduate di Kota Bandung. Hipotesis penelitian ini yaitu career exploration berkontribusi secara signifikan terhadap work readiness pada fresh graduate di Kota Bandung. Metode yang digunakan yaitu kuantitatif, desain kausalitas dengan analisis regresi sederhana. Alat ukur yang digunakan yaitu Career exploration Survey (CES) yang dikembangkan oleh Stumpf et al. (1983) dan diadaptasi kedalam bahasa indonesia oleh Preston dan Salim (2019). Alat ukur work readiness menggunakan work readiness scale (WRS) yang dikembangkan oleh Caballero dan Walker (2010) dan telah diadaptasi dan dimodifikasi kedalam bahasa Indonesia oleh Wijayanti (2019). Hasil penelitian menunjukkan 63% fresh graduate memiliki career exploration yang tinggi dan 60% memiliki tingkat work readiness yang tinggi. Hasil analisis regresi menunjukkan nilai R Square 0,564, sehingga dapat dikatakan Career exploration memberikan kontribusi sebanyak 56.4% terhadap work readiness pada fresh graduate di Kota Bandung.

Pengaruh Perceived Organizational Support terhadap Innovative Work Behavior pada Guru Sekolah Luar Biasa (SLB) Putri Amalia Rahmah; Dinda Dwarawati
Bandung Conference Series: Psychology Science Vol. 3 No. 2 (2023): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v3i2.7401

Abstract. Innovative Work Behavior is individual behavior that aims to reach the introduction stage or try to introduce new and useful ideas, processes, products or procedures in work, groups or organizations. To display innovative work behavior, teachers need a strong perception of management and superior support or what is called perceived organizational support which consists of three dimensions, namely fairness, supervisor support, and organizational rewards and job conditions (Afsar & Kiani, 2016). This study aims to see how much influence perceived organizational support has on innovative work behavior in 224 special education school teacher. The measurement tools used are Measuring innovative work behavior which refers to the theory of De Jong & Den Hartog (2010) and SPOS (Survey Perceived Organizational Support) which refers to the theory of Eisenberger et al. (1986). The sampling technique used is cluster random sampling. The method used is a causality quantitative method with simple linear regression analysis techniques. The results of the study show that perceived organizational support has a significant effect on innovative work behavior in SLB teachers by 33.9%. Abstrak. Innovative Work Behaviour adalah perilaku individu yang bertujuan untuk mencapai tahap pengenalan atau berusaha mengenalkan ide-ide, proses, produk atau prosedur yang baru dan berguna di dalam pekerjaan, kelompok atau organisasi. Untuk menampilkan innovative work behavior, guru membutuhkan persepsi yang kuat dari manajemen dan dukungan atasan atau yang disebut perceived organizational support yang terdiri dari tiga dimensi, yaitu fairness, supervisor support, serta organizational rewards dan job conditions (Afsar & Kiani, 2016). Penelitian ini bertujuan untuk melihat seberapa besar pengaruh perceived organizational support terhadap innovative work behavior pada 224 guru sekolah luar biasa (SLB). Alat ukur yang digunakan adalah Measuring innovative work behaviour yang mengacu pada teori De Jong & Den Hartog (2010) dan SPOS (Survey Perceived Organizational Support) yang mengacu pada teori Eisenberger et al. (1986). Teknik sampling yang digunakan adalah cluster random sampling. Metode yang digunakan merupakan metode kuantitatif kausalitas dengan teknik analisis regresi linier sederhana. Hasil penelitian menunjukkan bahwa perceived organizational support berpengaruh secara signifikan terhadap innovative work behavior pada guru SLB sebesar 33.9%.

Pengaruh Work Life Balance terhadap Work Engagement pada Guru SLB Annisa Dinda Zaytuna; Dinda Dwarawati
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.9717

Abstract. Work engagement (Schaufeli and Bakker, 2004; Schaufeli, 2012) is a state of affective motivation or positive thinking in which employees feel energetic (vigor), enthusiastic (dedication), and immersed in their activities (absorption). Work life balance (Fisher et al., 2009) defines the balance between work and personal life that affects individual well-being. This study aims to determine the effect of work life balance on work engagement in special school teachers. This study used a sample of 214 permanent special school teachers. The hypothesis in this study is that work life balance has a significant effect on work engagement in special school teachers. The method used in this research is quantitative causality method using multiple linear regression analysis techniques using a sample of 214 respondents. The measuring instrument used is the Utrecht Work Engagement Scale (UWES) developed by Schaufeli and Bakker (2004) which was adapted by Kristiana et al. (2018) into a 9-item version and a work life balance measuring instrument developed by Fisher et al. (2009) which was adapted by Gunawan et al. (2019). The results of this study indicate that simultaneously, work life balance influences work engagement by 12.9%. While partially, only the Personal Life Enhancement of Work (PLEW) dimension has an influence, which is 12.7%. Abstrak. Work engagement (Schaufeli dan Bakker, 2004; Schaufeli, 2012) merupakan keadaan motivasi afektif atau pemikiran positif yang di mana karyawan merasakan energik (vigor), antusias (dedication), dan tenggelam dalam aktivitas mereka (absorption). Work life balance (Fisher et al., 2009) mendefisikan keseimbangan antara pekerjaan dan kehidupan pribadi yang berpengaruh untuk kesejahteraan individu. Penelitian ini bertujuan untuk mengetahui pengaruh work life balance terhadap work engagement pada guru Sekolah Luar Biasa (SLB). Penelitian ini menggunakan sampel guru tetap SLB sebanyak 214 orang. Hipotesis dalam penelitian ini adalah work life balance berpengaruh signifikan terhadap work engagement pada guru SLB. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif kausalitas dengan menggunakan teknik analisis regresi linear berganda yang menggunakan sampel responden sebanyak 214 orang. Alat ukur yang digunakan adalah Utrecht Work Engagement Scale (UWES) yang dikembangkan oleh Schaufeli dan Bakker (2004) yang diadaptasi oleh Kristiana et al. (2018) menjadi versi 9 item dan alat ukur work life balance yang dikembangkan oleh Fisher et al. (2009) yang diadaptasikan oleh Gunawan et al. (2019). Hasil penelitian ini menunjukkan bahwa secara simultan, work life balance memberikan pengaruh terhadap work engagement sebesar 12.9%. Sedangkan secara parsial hanya dimensi Personal Life Enhancement of Work (PLEW) memberikan pengaruh yaitu sebesar 12.7%.

Hubungan Social Support dengan Teacher Efficacy dimediasi oleh Work Engagement Tenaya Nur Kaulika Tammy; Dinda Dwarawati
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.9734

Abstract. Teacher efficacy is one factor that has the potential to differentiate between teachers, because there are differences in perceptions regarding efficacy when teaching to different students or in various situations. Social support is an important factor in teacher efficacy. Work Engagement can play a role in the relationship between social support and teacher efficacy. However, cultural differences can affect all three. Apart from that, social support can come from various sources outside of family, friends and those closest to you. This research aims to determine the relationship between social support and teacher efficacy through work engagement in 214 special education school teachers in Bandung City. The method used in this research is a quantitative method with Spearman Rank & Structural Equation Modeling (SEM) correlation test analysis. The measuring instrument used is the Revised-Multidimensional Scale of Perceived Social Support (R-MSPSS) measuring instrument developed by Ho and Chan and adapted by Oktarina et al (2021), Teacher's Sense of Efficacy Scale adapted by Maulana et al (2020) and The Utrecth Work Engagement Scale which has been adapted by Febrian Kristiana et al (2018). The research results show that there is a positive relationship between social support and teacher efficacy in special school teachers in Bandung City (r = 0.338). Then work engagement does not have a mediating role. Abstrak. Teacher efficacy merupakan salah satu faktor yang berpotensi membedakan antar guru, karena terdapatnya perbedaan persepsi terkait efficacy ketika mengajar pada siswa yang berbeda atau dalam berbagai situasi. Social support merupakan faktor penting dalam teacher efficacy. Work Engagement dapat berperan dalam hubungan social support dan teacher efficacy. Namun, perbedaan budaya dapat mempengaruhi ketiganya. Selain itu, social support dapat muncul dari berbagai sumber di luar keluarga, teman, dan orang terdekat. Penelitian ini bertujuan untuk mengetahui hubungan social support terhadap teacher efficacy melalui work engagement pada 214 orang guru SLB di Kota Bandung. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif dengan analisis uji korelasi Spearman Rank & Structural Equation Modelling (SEM). Alat ukur yang digunakan adalah alat ukur Revised-Multidimensional Scale of Perceived Social Support (R-MSPSS) yang dikembangkan oleh Ho dan Chan dan diadaptasi oleh Oktarina et al (2021), Teacher’s Sense of Efficacy Scale diadaptasi oleh Maulana et al (2020) dan The Utrecth Work Engagement Scale yang telah diadaptasi oleh Febrian Kristiana et al (2018). Hasil penelitian menunjukan bahwa hubungan positif antara social support dan teacher efficacy pada guru SLB di Kota Bandung (r = 0,338). Lalu work engagement tidak memiliki peran sebagai mediasi.

Pengaruh Perceived Organizational Support terhadap Employee Engagement pada Dosen Gayatri Mazaya Khairana Umbara; Dinda Dwarawati
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.9917

Abstract. Employee Engagement" refers to the cognitive, emotional, and behavioral condition of employees directed towards desired company outcomes (Shuck and Wollard, 2010). "Perceived Organizational Support," as defined by Eisenberger et al. (1986), is the perception of how much employees feel the organization values their contributions while caring for their well-being during employment. This study aims to determine the influence of Perceived Organizational Support on Employee Engagement among lecturers. The research method employed in this study is quantitative. The subjects of this study are lecturers at private universities in the city of Bandung with an "Excellent" accreditation, totaling 116 individuals. The data analysis technique used is multiple linear regression. The measurement tools used in this research include the Perceived Organizational Support instrument developed by Eisenberger, Huntington, Hutchinson, & Sowa (1986) and adapted by Meilian, Idulfilastri, and Dewi (2020) with 36 items, and the Employee Engagement Scale (EES) developed by Shuck et al. (2016) and adapted by Astari, Kadiyono, and Batubara (2022) with 12 items. The results of this study indicate that Perceived Organizational Support has an influence of 42.7% on Employee Engagement. Supervisor Support has the most significant influence on Employee Engagement, accounting for 26.1%. Meanwhile, Fairness does not have a significant impact on Employee Engagement. Abstrak. Employee Engagement merupakan kondisi kognitif, emosional, dan perilaku karyawan yang diarahkan menuju hasil perusahaan yang diinginkan (Shuck dan Wollard, 2010). Perceived Organizational Support menurut Eisenberger et al., (1986) merupakan persepsi karyawan mengenai sejauh mana organisasi menghargai kontribusi mereka selama bekerja dan peduli akan kesejahteraan mereka. Penelitian ini bertujuan untuk mengetahui pengaruh Perceived Organizational Support terhadap Employee Engagement pada dosen. Metode yang digunakan pada penelitian ini adalah metode kuantitatif. Subjek pada penelitian ini adalah dosen perguruan tinggi swasta di Kota Bandung dengan akreditasi Unggul sebanyak 116 orang. Teknik analisis data yang digunakan adalah regresi linier berganda. Alat ukur yang digunakan dalam penelitian ini adalah alat ukur Perceived Organizational Support yang dikembangkan oleh Eisenberger, Huntington, Hutchinson, & Sowa (1986) dan diadaptasi oleh Meilian, Idulfilastri, dan Dewi (2020) dengan 36 item dan alat ukur Employee Engagement Scale (EES) yang dikembangkan oleh Shuck et al (2016) yang diadaptasi oleh Astari, Kadiyono, dan Batubara (2022) dengan 12 item. Hasil penilitian ini menunjukkan bahwa Perceived Organizational Support memberikan pengaruh sebesar 42.7% terhadap Employee Engagement. Supervisor Support memberikan pengaruh paling besar pada Employee Engagement yaitu sebesar 26.1%. sedangkan, Fairness tidak berpengaruh terhadap Employee Engagement.

Hubungan Work Engagement terhadap Turnover Intention pada Karyawan PT. X Ita Djuita; Dinda Dwarawati
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.12381

Abstract. This study aims to determine the relationship of work engagement to turnover intention in PT X employees. The method used in this research is quantitative method and data analysis using Pearson's Product Moment Correlation to see the relationship between two variables. The population of this study is PT X employees totalling 1932 employees with a research sample of 332 determined by simple random sampling technique. The work engagement measurement tool uses the Ultrech Work Engagement Scale (UWES) developed and translated by Schaufeli (2004) and adapted by Aditya (2022). Meanwhile, the turnover intention measurement tool used is a three-item turnover intention questionnaire developed by Mobley et al. (1978) which has been adapted by Abid & Butt (2017) and translated by Farhan Farisan (2022) [17]. The results of this study indicate that work engagement and turnover intention have a negative relationship with a correlation coefficient value of -0.543 or with a percentage of 54.3%. This means that the high work engagement of PT X employees can reduce the turnover intention of PT X employees. The results also show that the level of work engagement in PT X employees is classified in the high category (61.7%) and turnover intention is in the low category (53.6%). Meanwhile, the aspect of work engagement that has the strongest negative relationship with turnover intention is absorption (50.6%). Abstrak. Penelitian ini bertujuan untuk mengetahui hubungan work engagement terhadap turnover intention pada karyawan PT. X. Metode yang digunakan dalam penelitian ini yaitu metode kuantitatif dan analisis data menggunakan Product Moment Correlation Pearson untuk melihat hubungan dua variable. Populasi penelitian ini yaitu karyawan kantor pusat PT. X yang berjumlah 1932 karyawan dengan sampel penelitian sebanyak 332 ditentukan dengan teknik simple random sampling. Alat ukur work engagement menggunakan Ultrech Work Engagement Scale (UWES) yang dikembangkan dan diterjemahkan oleh Schaufeli (2004) dan diadaptasi oleh Aditya (2022). Sementara itu, alat ukur turnover intention yang digunakan merupakan three-item turnover intent questionnaire yang dikembangkan oleh Mobley et al. (1978) yang telah diadaptasi oleh Abid & Butt (2017) dan diterjemahkan oleh Farhan Farisan (2022) [17]. Hasil penelitian ini menunjukan bahwa work engagement dan turnover intention memiliki hubungan yang negatif dengan nilai koefisien korelasi sebesar -0.543 atau dengan presentase sebesar 54,3%. Artinya tingginya work engagement yang dimiliki karyawan PT. X dapat menurunkan turnover intention karyawan PT. X. Hasil penelitian juga menunjukkan bahwa tingkat work engagement pada karyawan PT. X tergolong dalam kategori tinggi (61,7%) dan turnover intention berada pada kategori rendah (53,6%). Sementara itu, aspek dari work engagement yang memiliki hubungan negatif paling kuat terhadap turnover intention adalah absorption (50,6%).

Pengaruh Work Family Enrichment terhadap Work Engagement pada Ibu Bekerja yang Memiliki Anak Disabilitas Tiffany Ibrahim; Dinda Dwarawati
Jurnal Riset Psikologi Volume 4, No. 1 Juli 2024, Jurnal Riset Psikologi (JRP)
Publisher : UPT Publikasi Ilmiah Unisba

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/jrp.v4i1.3875

Abstract. Work engagement is a motivational construct, a positive state, and being fully involved in one's work which is characterized by vigor, dedication and absorption (Schaufeli et al., 2002). Work family enrichment is the extent to which an individual's experience in one role can improve the quality of life in another role (Greenhaus & Powell, 2006). The aim of this research is to determine the effect of Work Family Enrichment on Work Engagement in Working Mothers who Have Disabled Children which refers to the Work Family Enrichment theory from Greenhaus & Powell (2006) and the Work Engagement theory from Schaufeli & Bakker (2002). This research uses quantitative causality research methods with a sample of 101 working mothers who have children with disabilities. The data analysis technique uses multiple linear regression tests. To measure Work Engagement using the Utrecht Work Engagement Scale-9 (UWES-9) by Schaufelli & Bakker (2003). Meanwhile, to measure Work Family Enrichment, we use the measurement scale from Carlson et al., (2006). The research results show that the Work Family Enrichment value has an influence of 16.2% on Work Engagement. The direction of Family-Work Enrichment involvement has the greatest influence, namely 12.26%, on Work Engagement, with the affect dimension being the dimension that has the greatest influence, namely 7.94%. Abstrak. Work engagement merupakan suatu konstruk motivasional, keadaan positif, dan secara penuh terlibat pada pekerjaannya yang ditandai dengan adanya vigor, dedication dan absorption (Schaufeli et al., 2002). Work family enrichment merupakan sejauh mana pengalaman individu pada suatu peran dapat meningkatkan kualitas hidup pada satu peran lainnya (Greenhaus & Powell, 2006). Tujuan dari penelitian ini untuk mengetahui pengaruh work family enrichment terhadap work engagement pada ibu bekerja yang memiliki anak disabilitas yang mengacu pada teori work family Enrichment dari Greenhaus & Powell (2006) dan teori work engagement dari Schaufeli & Bakker (2002). Penelitian ini menggunakan metode penelitian kuantitatif kausalitas dengan sampel sebanyak 101 orang ibu bekerja yang memiliki anak disabilitas. Teknik analisis data menggunakan uji regresi linear berganda. Untuk mengukur Work Engagement menggunakan Utrecht Work Engagement Scale-9 (UWES-9) oleh Schaufelli & Bakker (2003). Sedangkan untuk mengukur Work Family Enrichment menggunakan skala pengukuran dari Carlson et al., (2006). Hasil penelitian menunjukkan nilai work family enrichment memberikan pengaruh sebesar 16.2% terhadap work Engagement. Arah keterlibatan family-work enrichment memberikan pengaruh terbesar yaitu 12.26% terhadap work engagement dengan dimensi affect sebagai dimensi yang memberikan pengaruh terbesar yaitu 7.94%.

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