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Hubungan Weisbord Six Box Model dan employee engagement dengan kepuasan kerja karyawan Kristiana Haryanti; Lucia Trisni Widyaningtanti; Marieta Indriastuti
Jurnal Ecopsy Vol 7, No 1 (2020): JURNAL ECOPSY
Publisher : Psychology Study Program, Faculty of Medicine, Universitas Lambung Mangkurat

Fear of Covid-19 And Work Engagement as Predictors of Psychological Distress in Medical Residents Kristiana Haryanti; Maria Mexitalia; Widawati Hapsari; Maria Bramanwidyantari; Wistiani Wistiani; Julian Dewantiningrum; Yudo Murti Mupangati; Muyassaroh Muyassaroh; Anna Mailasari Kusuma Dewi
Journal of Educational, Health and Community Psychology Vol 11 No 2 June 2022
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.12928/jehcp.v11i2.22587

This study aimed to see whether the Fear of Covid-19 and work engagement affect depression, anxiety, and stress of resident doctors. Pandemic situation of Covid-19 is not over yet with viral mutations from Covid-19 Delta to Omicron variants. Residents doctors were obliged to help in treatment even though their main duty was focusing on their study. As the Covid-19 is a deadly situation and should be handled with many safety protocols, this situation can be anxious for both the patient and the medical staff (including the residents) who work daily in hospital. This study focused on 877 public hospital residents Fear of Covid-19, depression, anxiety and stress. Regression analysis and Structural Equation Modeling (SEM) were used as statistical tools. The results showed that both Fear of Covid-19 and work engagement affect depression, anxiety, and stress. This article also details the impact of each aspect measured in this study.

PELATIHAN MANAJEMEN DIRI DAN LITERASI KEUANGAN PADA ANGGOTA CREDIT UNION Widawati Hapsari; Kristiana Haryanti; Maria Braman Widyantari
PeKA: Jurnal Pengabdian Kepada Masyarakat Vol 5, No 1 (2022): Juni
Publisher : LPPM, Universitas Katolik Widya Mandala Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33508/peka.v5i1.3782

COVID-19 pandemic affects every aspect of human life, including economic aspect. The government urged the implementation of social restriction policy, and as consequences, public activities are limited. According to Credit Union’s board members, there is an increase of loans rate since the social restriction begin. It is inevitable since essential needs are increasing and at the same time the financial conditions are unstable. All of the members in Credit Union Pangudi Luhur Kasih Semarang need to manage their financial issues properly regardless of their age especially in this pandemic time. Thus, this community service program aims to give better understandings to the members about the importance of self-management and financial literation by webinar. Webinar was divided into three sections according to the audiences characteristics, members who had already married (n=100), close to pension age (n=334), and young member or singles (n=169). Based on the analyses, there is significant differences between pre-test and post-test score after conducting the webinar.

Peran work engagement sebagai mediator antara psychological capital terhadap organizational citizenship behavior pada karyawan perguruan tinggi Benediktus Adyatmika Bernadi; Kristiana Haryanti
Jurnal Psikologi Terapan dan Pendidikan Vol 6, No 1 (2024): Mei
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26555/jptp.v6i1.28057

Organisasi Perguruan Tinggi membutuhkan karyawan dengan organizational citizenship behavior yang baik sehingga bersedia melakukan peran lebih untuk menunjang kinerja organisasi dalam memberikan layanan. Penelitian ini bertujuan meneliti peran work engagement sebagai mediator antara psychological capital dengan organizational citizenship behavior karyawan Perguruan Tinggi. Penelitian ini merupakan penelitian kuantitatif dengan desain korelasi. Sampel pada penelitian ini dipilih melalui teknik purposive sampling dengan karakteristik yaitu karyawan yang bekerja pada bidang administratif universitas X, berjenis kelamin laki-laki atau perempuan, dan telah bekerja pada bidang tersebut selama lebih dari 1 tahun. Pengambilan data melalui self-report secara daring dengan Google Forms dan diperoleh sebanyak 131 data. Teknik analisis yang digunakan adalah regresi linear sederhana dan regresi Hayes Process Macro model mediasi 4 menggunakan SPSS versi 20. Berdasarkan hasil analisis ditemukan bahwa work engagement memediasi secara psychological capital dengan organizational citizenship behavior, nilai koefisien regresi mediasi sebesar 0.110 (p < 0.01). Berdasarkan temuan dalam penelitian dapat disimpulkan bahwa karyawan Perguruan Tinggi dengan work engagement tinggi akan lebih mampu melakukan organizational citizenship behavior yang baik untuk peningkatan pelayanan yang pada akhirnya membawa kemajuan bagi Perguruan Tinggi, sedangkan psychological capital memegang peran penting dalam menjaga tingkat work engagement agar tetap tinggi.

Work Engagement and Leader Member Exchange with Readiness for Change: Correlational Study in Civil Servant Rahmalisa, Dhea Laksmi; Haryanti, Kristiana; Purwoko Budi Susetyo, Daniel
Psikoborneo: Jurnal Ilmiah Psikologi Vol 11, No 3 (2023): Psikoborneo: Jurnal Ilmiah Psikologi
Publisher : Program Studi Psikologi, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/psikoborneo.v11i3.11762

Readiness for change in State Civil Apparatus (ASN) has a very important function to be able to achieve success in implementing development and bureaucratic reform. The phenomenon that happened, builds readiness for change for ASN who are accustomed to the old system and must learn new ways of working is not easy. Many factors can affect Readiness to Change, including Work Engagement and Leader-Member Exchange (LMX). This research aims to determine the relationship between Work Engagement and Leader-Member Exchange with the Readiness for Change in the Dinas “X”. This research uses quantitative correlational methods with a sample of 149 civil apparatus. The data collection technique uses a scale, namely readiness for change scale, work engagement scale, and leader-member exchange scale. Data analysis techniques used are multiple regression analysis techniques. The results of this research indicate that there is a significant relationship between work engagement and leader-member exchange with the readiness to change. This refers to a verry significance value of 0.000 with an R and an F of 25,682. The results of this research also show that there is a positive and verry significant effect given by the work engagement to the readiness for change (p<0.01) and there is a positive and verry significant effect given by Leader-Member Exchange on the Readiness for Change (p< 0.01).Kesiapan untuk berubah pada ASN memiliki peranan yang sangat penting untuk dapat mencapai keberhasilan dari pelaksanaan pembangunan dan reformasi birokrasi. Fenomena yang terjadi, membangun kesiapan untuk berubah bagi ASN yang telah terbiasa dengan pola lama dan harus mempelajari cara kerja baru bukanlah perkara yang mudah. Banyak faktor yang dapat mempengaruhi kesiapan untuk berubah antara lain keterikatan kerja dan kualitas relasi atasan bawahan. Penelitian ini bertujuan untuk mengetahui hubungan antara keterikatan kerja dan kualitas relasi atasan bawahan dengan kesiapan untuk berubah pada Aparatur Sipil Negara Dinas “X”. Penelitian ini menggunakan metode kuantitatif korelasional dengan sampel sebanyak 149 ASN. Teknik pengumpulan data menggunakan skala yakni skala kesiapan untuk berubah, skala keterikatan kerja dan skala kualitas relasi atasan bawahan. Teknik analisis data yang digunakan adalah teknik analisa regresi berganda. Hasil dari penelitian ini menunjukkan bahwa terdapat hubungan yang sangat signifikan antara keterikatan kerja dan kualitas relasi atasan bawahan dengan kesiapan untuk berubah. Hal ini mengacu pada nilai F sebesar 25,682 dengan p<0, 01. Hasil penelitian ini juga menunjukkan bahwa keterikatan kerja dan kualitas relasi atasan bawahan memiliki pengaruh positif dan sangat signifikan terhadap kesiapan untuk berubah.

Peran work engagement sebagai mediator antara psychological capital terhadap organizational citizenship behavior pada karyawan perguruan tinggi Bernadi, Benediktus Adyatmika; Haryanti, Kristiana
Jurnal Psikologi Terapan dan Pendidikan Vol. 6 No. 1 (2024): Mei
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26555/jptp.v6i1.28057

Organisasi Perguruan Tinggi membutuhkan karyawan dengan organizational citizenship behavior yang baik sehingga bersedia melakukan peran lebih untuk menunjang kinerja organisasi dalam memberikan layanan. Penelitian ini bertujuan meneliti peran work engagement sebagai mediator antara psychological capital dengan organizational citizenship behavior karyawan Perguruan Tinggi. Penelitian ini merupakan penelitian kuantitatif dengan desain korelasi. Sampel pada penelitian ini dipilih melalui teknik purposive sampling dengan karakteristik yaitu karyawan yang bekerja pada bidang administratif universitas X, berjenis kelamin laki-laki atau perempuan, dan telah bekerja pada bidang tersebut selama lebih dari 1 tahun. Pengambilan data melalui self-report secara daring dengan Google Forms dan diperoleh sebanyak 131 data. Teknik analisis yang digunakan adalah regresi linear sederhana dan regresi Hayes Process Macro model mediasi 4 menggunakan SPSS versi 20. Berdasarkan hasil analisis ditemukan bahwa work engagement memediasi secara psychological capital dengan organizational citizenship behavior, nilai koefisien regresi mediasi sebesar 0.110 (p < 0.01). Berdasarkan temuan dalam penelitian dapat disimpulkan bahwa karyawan Perguruan Tinggi dengan work engagement tinggi akan lebih mampu melakukan organizational citizenship behavior yang baik untuk peningkatan pelayanan yang pada akhirnya membawa kemajuan bagi Perguruan Tinggi, sedangkan psychological capital memegang peran penting dalam menjaga tingkat work engagement agar tetap tinggi.

Implementation of the Mckinsey 7s Model with Employee Job Satisfaction Zu’am, Fariz Aqil; Haryanti, Kristiana
Eduvest - Journal of Universal Studies Vol. 6 No. 1 (2026): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v6i1.52001

This study aims to explore the relationship between the McKinsey 7S model and employee job satisfaction at PT XYZ, focusing on the complex interactions of organizational elements that influence job satisfaction. In the context of globalization and digital disruption, job satisfaction has become a crucial indicator in human resource management, impacting employee performance, commitment, and leadership behavior. Although 64.9% of Indonesian employees report job satisfaction, approximately one-third of the workforce still experiences dissatisfaction. This study employs a quantitative approach with a sample of 200 employees and measurement instruments developed based on Spector's theory (2022) and Waterman Jr. et al. (1980). The analysis results indicate that the implementation of the McKinsey 7S model has a positive and significant relationship with employee job satisfaction (; ). Each component of the model—including strategy, structure, systems, and skills—shows a significant influence on job satisfaction, while aspects of shared values and leadership style do not exhibit significant relationships. These findings highlight the importance of alignment among organizational elements to enhance job satisfaction, as well as the need for a deeper approach to leadership development and shared values within the context of PT XYZ. The practical implications suggest that businesses should prioritize strengthening strategy formulation, organizational structure clarity, system efficiency, and skills development programs to enhance employee job satisfaction.

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