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All Journal JOURNAL OF SCIENCE AND SOCIAL RESEARCH TAUJIHAT: Jurnal Bimbingan Konseling Islam Jurnal Riset Psikologi
Rifda Alda Ufaira
Universitas Sriwijaya
Religion Humanities Computer Science & IT Economics, Econometrics & Finance Education Public Health Social Sciences

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PENGARUH PERCEIVED SOCIAL SUPPORT TERHADAP PERSONAL GROWTH INITIATIVE PADA KARYAWAN Rifda Alda Ufaira; Ria Thalia; Dini Darmayanti; Muhammad Shodikul Haq
Jurnal Riset Psikologi Vol. 9 No. 1 (2026): Jurnal Riset Psikologi
Publisher : Departemen Psikologi, Universitas Negeri Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24036/jrp.v9.i1.61

Abstract

This study aims to examine the influence of perceived social support on personal growth initiatives (PGI) in employees. The dynamic changes in the workplace and increasing labor competition require employees to have active self-development initiatives. This study uses a quantitative approach with an explanatory research design. Respondents totaled 139 employees in Indonesia who have worked for at least one year, selected using a convenience sampling technique. The measuring instruments used were the Personal Growth Initiative Scale-II (PGIS-II) from Robitschek et al. (2012) and the Perceived Social Support Scale from Kuriakose et al. (2019). Data analysis used simple regression with IBM SPSS 24.0. The results showed that perceived social support has a positive and significant effect on personal growth initiative (R = 0.328; R² = 0.108; p = 0.000; B = 0.637). This finding indicates that the higher employees' perceptions of social support from supervisors and coworkers, the higher their personal growth initiatives. The effective contribution of perceived social support to personal growth initiative is 10.8%, while the remainder is influenced by other factors. This study suggests that organizations should create a climate of social support to encourage employees to be proactive in self-development.
Potential Review Assessment with 9 Box Model for Talent Management of State-Owned Company Employee Rifda Alda Ufaira; Rosatyani Puspita Adiati
TAUJIHAT: Jurnal Bimbingan Konseling Islam Vol. 6 No. 1 (2025): TAUJIHAT: Jurnal Bimbingan Konseling Islam
Publisher : Fakultas Ushuluddin, Adab dan Dakwah - Universitas Islam Negeri Sultan Aji Muhammad Idris Samarinda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21093/tj.v6i1.10528

Abstract

The individual potential review assessment is carried out on the basis of a comprehensive evaluation that aims to provide an in-depth picture of the current performance and future potential of an individual employee with the position of Industrial Relations Staff at State-Owned Company X. In addition, through this process, the organization can identify strengths, development areas, and the readiness of employees to take on more strategic roles. Data collection was carried out through several methods, namely psychological measurement, using standardized psychometric test tools to assess cognitive, personality, and behavioural competencies; interviews, to explore employees' motivations, career aspirations, and readiness for new challenges; as well as performance assessment data, as objective comparison material from the results of the evaluation of direct superiors. Based on the results of the analysis, the subjects showed performance that was included in the "High" category, namely consistently achieving targets, having a deep understanding of technical tasks, contributing positively to the team, and having potential in the "High" category, namely having strong analytical skills, adapting to change, and showing a leadership presence that could be further developed. The results of the assessment placed the subject in the "High Potentials" quadrant on the 9 Box Model, indicating that he was one of the potential cadres who should be prepared for higher career paths, especially in the Industrial Relations division. Organizations can use these findings to include subjects in talent pools or candidate lists for succession planning, design development programs, such as job rotation, mentorship, or leadership development programs, and strengthen retention strategies by providing clear career paths and growth opportunities within State-Owned Company X.
STUDI KASUS: PERENCANAAN SDM MENGGUNAKAN ANALISA BEBAN KERJA MENTAL DENGAN METODE NASA-TLX PADA BANK DAERAH XY Amarisma Gusria; Rifda Alda Ufaira; Jihan Sulaiman
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol. 8 No. 4 (2025): November 2025
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v8i4.4545

Abstract

Abstract: The banking industry is currently facing numerous challenges due to the high level of competition from modern digital products and increasing external environmental demands. In response, Regional Bank XY has made efforts to maintain strong competitiveness by restructuring its organization as part of its Human Resource Planning (HRP). Unfortunately, the implementation of HRP has not been optimal, as it was not supported by standardized calculations such as a Workload Mental Analysis. As a result, many employees have complained about an uneven distribution of workload across various divisions, ultimately affecting employee well-being. Therefore, this study uses a qualitative approach with a pragmatic paradigm and employs a case study method. Data collection techniques used to explore the issue include interviews, observations, and document analysis. Participants in this study were selected using a random sampling technique, consisting of 20 employees from 5 different divisions, and were assessed using the NASA-TLX workload analysis method. The results show that 11 respondents experienced mental overload, with a NASA-TLX score > 80, 8 respondents were in the Optimal Load category; and 1 respondent was classified as underload with a score < 50. Based on these findings, it is recommended that regular mental workload analyses be conducted, along with the establishment of programs to collect and address employee complaints related to workload in a more systematic and responsive manner. Keyword: Human Resources Management, Mental Workload Analysis; NASA-TLX method Abstrak: Industri perbankan saat ini sedang dipenuhi dengan tantangan karena tingginya daya saing kompetitor dengan produk digital modern dan tututan lingkungan eskternal. Upaya Bank Daerah XY untuk tetap memiliki daya saing yang tinggi adalah dengan melakukan restrukturiasi organisasi sebagai bagian dari Perencanaan Sumber Daya Manusia. Namun sayangnya pelaksanaan PSDM tersebut belum optimal karena tidak diiringi dengan perhitungan baku seperti Analisa Beban Kerja. Sehingga banyanya karyawan yang mengeluh adanya beban kerja yang tidak tersebar secara merata di berbagai divisi yang akhirnya mempengaruhi kesejahteraan karyawan. Oleh karena itu, penelitian ini menggunakan pendekatan kualitatif dengan paradigm pragmatis, dan jenis kualitatif studi kasus. Metode pengumpulan data untuk memperdalam permasalahan adalah wawancara, observasi, serta analisa dokumen. Partisipan pada penelitian ini diambil menggunakan teknik random sampling, terdiri dari 20 karyawan dari 5 divisi yang berbeda untuk dilakukan analisa beban kerja NASA-TLX. Hasilnya Terdapat 11 responden yang memiliki klasifikasi beban kerja mental overload dengan skor NASA-TLX >80, 8 responden di Optimal Load, dan 1 responden di klasifikasi underload dengan skor <50. Adapun Rekomendasi yang diberikan adalah melakukan analisa beban kerja mental secara rutin dan membuat program untuk menampung keluhan karyawan terkait pekerjaan agar ditindak lebih lanjut. Kata kunci: Manajemen Sumber Daya Manusia, Analisa Beban Kerja Mental, Metode NASA-TLX
Co-Authors Adiati, Rosatyani Puspita Amarisma Gusria Dini Darmayanti Jihan Sulaiman Muhammad Shodikul Haq Ria Thalia