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All Journal PSYMPATHIC JIP (Jurnal Intervensi Psikologi) Jurnal Pengabdian Masyarakat (ABDIRA) Jurnal Riset Psikologi Bandung Conference Series: Psychology Science Jurnal Psikologi Universitas Gadjah Mada JIP (Jurnal Intervensi Psikologi)
Dinda Dwarawati
Universitas Islam Bandung
Religion Aerospace Engineering Arts Humanities Computer Science & IT Education Health Professions Languange, Linguistic, Communication & Media Nursing Public Health Social Sciences Other

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Pengaruh Budaya Organisasi terhadap Komitmen Organnisasi pada Karyawan PT X Khansa Jilan Nafisa; Dwarawati, Dinda
Bandung Conference Series: Psychology Science Vol. 5 No. 2 (2025): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v5i2.19011

Abstract

Abstract. This study aims to examine the influence of organizational culture on the organizational commitment of employees at PT X, a medical device manufacturing company located in Padalarang, West Java. The study used a quantitative approach with a non-experimental causality design, and data collection was conducted by distributing questionnaires. The population was 291 employees. From this population, 75 respondents were selected as a sample using convenience sampling. Data analysis was performed using the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The analysis showed that organizational culture significantly influences the three dimensions of organizational commitment: affective commitment (β = 0.506; p = 0.001), continuance commitment (β = 0.654; p = 0.000), and normative commitment (β = 0.638; p = 0.000). Based on the coefficient of determination (R²), the influence of organizational culture on affective commitment is classified as weak (25.6%), while organizational culture on continuance commitment (42.7%) and normative commitment (40.7%) is moderate. The findings indicate that the existence of a strong organizational culture plays a role in shaping and strengthening employee commitment, particularly in the areas of poverty and norms toward the organization. Abstrak. Penelitian ini bertujuan untuk mengkaji seberapa besar pengaruh budaya organisasi terhadap komitmen organisasi karyawan PT X, sebuah perusahaan manufaktur alat kesehatan yang berlokasi di Padalarang, Jawa Barat. Penelitian yang menggunakan pendekatan kuantitatif desain kausalitas non-eksperimental, dan pengumpulan data dilakukan dengan distribusi kuesioner. Total populasi 291 karyawan. Dari populasi tersebut, diperoleh 75 responden sebagai sampel yang ditentukan menggunakan teknik convenience sampling. Analisis data dilakukan memanfaatkan metode Partial Least Square Structural Equation Modeling (PLS-SEM). Analisis menunjukkan budaya organisasi signifikan memengaruhi ketiga dimensi komitmen organisasi, yaitu komitmen afektif (β = 0,506; p = 0,001), komitmen kontinuan (β = 0,654; p = 0,000), komitmen normatif (β = 0,638; p = 0,000). Berdasarkan nilai koefisien determinasi (R²), pengaruh budaya organisasi terhadap komitmen afektif tergolong lemah (25,6%), sementara budaya organisasi terhadap terhadap komitmen kontinuan (42,7%) dan komitmen normatif (40,7%) berada pada kategori sedang. Temuan yang melihatkan keberadaan budaya organisasi kuat berperan dalam membentuk serta memperkuat komitmen karyawan, terutama pada aspek keberlanjutan dan norma terhadap organisasi.
From Stress to Screens: How Internet Use, Loneliness, and Social Media Habits Relate to Cyberbullying Perpetration Borualogo, Ihsana Sabriani; Mubarak, Ali; Dwarawati, Dinda
Jurnal Psikologi Vol 52, No 2 (2025)
Publisher : Faculty of Psychology, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jpsi.98607

Abstract

Cyberspace has become essential, offering both benefits and challenges, notably the emergence of cyberbullying. This study aimed to assess the prevalence of cyberbullying perpetration and understand how factors like Problematic Internet Use (PIU), stress, loneliness, social media duration, and frequency of fighting contribute among middle school students. It also examined subjective well-being (SWB). Selected through cluster random sampling, the study involved 768 students (50.5% girls, 49.5% boys) aged 12-16 from 16 middle schools in Bandung City (M age = 14.02). Data collection utilized the General Problematic Internet Use Scale 2 (GPIUS2), stress and loneliness scales, a questionnaire on social media use duration and school fights frequency, Children’s World Subjective Well-Being Scale 5 items (CW-SWBS5), and the Cyberbullying Offending Scale. Data were analyzed using descriptive methods and linear regression. Findings highlighted that mood regulation (p = .028), negative PIU outcomes (p = .003), stress (p = .004), loneliness (p = .003), social media duration (p = .036), and school fights frequency (p = .000) predict cyberbullying. More boys (24.1%) engage in cyberbullying than girls (16.5%). Generally, girls reported lower SWB scores (M = 67.17) than boys (M = 74.59). Parents and teachers should make efforts to prevent both girls and boys from engaging in cyberbullying, in order to help them maintain their SWB at an above-average level.
Pengaruh Work Life Balance terhadap Employee Well-Being pada Guru SLB Shafa Arina Darmawan; Dinda Dwarawati
Jurnal Riset Psikologi Volume 3, No. 2, Desember 2023, Jurnal Riset Psikologi (JRP)
Publisher : UPT Publikasi Ilmiah Unisba

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/jrp.v3i2.2952

Abstract

Abstract. Work life balance is the ability to balance the demands of one’s work and personal life. Employee well-being is a comprehensive model of subjective, workplace and psychological well-being. The purpose of this study is to see how much influence work life balance has on employee well-being on special needs teachers. The study used quantitative methods with data collection through questionnaires and multiple regression data analysis. The research population is special needs teachers in Bandung, with a sampling technique that is cluster random sampling obtained 218 sample teachers. Measuring instrument was carried out using a work life balance scale developed by Fisher et al. (2009) and adapted by Gunawan et al. (2019), then the employee well-being scale developed by Zheng et al. (2015b) and adapted by Rahmi et al. (2021). The results showed that 62% of special needs teachers had high work life balance and 69% of special needs teachers had high employee well-being. Simultaneously, work life balance affects employee well-being by 27.4%. Partially, the two dimensions of work life balance, namely personal life with interference work and personal life enhancement of work have a significant effect on employee well-being. Meanwhile, the other two dimensions, namely work interference with personal life and work enhancement of personal life, have no significant effect on employee well-being. Abstrak. Work life balance adalah kemampuan individu dalam menyeimbangkan pekerjaan dan kehidupan pribadinya. Employee well-being merupakan kesejahteraan individu pada kehidupan, pekerjaan dan psikologisnya. Penelitian ini bertujuan untuk mendapatkan data empiris mengenai pengaruh work life balance terhadap employee well-being pada guru SLB. Metode penelitian kuantitatif dengan pengumpulan data melalui kuesioner serta analisis data regresi berganda. Populasi dalam penelitian ini adalah guru SLB di Kota Bandung. Sampel sebesar 218 guru dengan teknik cluster random sampling. Alat ukur yang digunakan adalah work life balance dari Fisher et al. (2009) dan telah diadaptasi oleh Gunawan et al. (2019). Serta alat ukur employee well-being scale yang dikembangkan oleh Zheng et al. (2015b) dan telah diadaptasi oleh Rahmi et al. (2021). Hasil penelitian menunjukkan bahwa 62% guru SLB memiliki work life balance yang tinggi dan 69% guru SLB memiliki employee well-being yang tinggi. Secara simultan, work life balance berpengaruh terhadap employee well-being sebesar 27,4%. Sedangkan secara parsial, dua dimensi work life balance yaitu personal life with interference work dan personal life enhancement of work berpengaruh signifikan terhadap employee well-being. Sementara dua dimensi lainnya yaitu work interference with personal life dan work enhancement of personal life tidak berpengaruh signifikan terhadap employee well-being.
Co-Authors Adelia Noviyanti Annisa Dinda Zaytuna Annisa Salsabila Anugrah Niskalawasti Ayu Tuty Utami Bunga Safa Genita Eni N. Nugrahawati Eni Nuraeni Nugrahawati Fadillah Putri Amalia Rizky Gayatri Mazaya Khairana Umbara Hasmi Havila Hasybi M. Azka Ihsana Sabriani Borualogo Ita Djuita Khansa Jilan Nafisa M. Husni Mubarak, Ali Muhammad Husni Muizz Nadya Tridamayanti Putri Amalia Rahmah Ranti Nurbayanti Rexa Madya Utama Rozana, Anna Shafa Arina Darmawan Tenaya Nur Kaulika Tammy Tiffany Ibrahim Yasyfa Camilla Pudjiadi Zerlina Fatin Lutfiyah Zerlina Fatin Lutfiyah