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All Journal International Journal of Evaluation and Research in Education (IJERE) Jurnal Ilmiah Psikologi Terapan Jurnal Dedikasi Jurnal Psikologi Jurnal RAP TAZKIYA JOURNAL OF PSYCHOLOGY Jurnal Psikologi Terapan dan Pendidikan Intuisi PSYMPATHIC Jurnal Psikologi Integratif Indigenous: Jurnal Ilmiah Psikologi MEDIAPSI Jurnal Psikologi Teori dan Terapan Cognicia ANIMA Indonesian Psychological Journal Journal of Community Service and Empowerment Jurnal Kependidikan: Jurnal Hasil Penelitian dan Kajian Kepustakaan di Bidang Pendidikan, Pengajaran dan Pembelajaran Buletin Psikologi

Tri Muji Ingarianti

Universitas Muhammadiyah Malang

Author-ID : 539419

Religion Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Mathematics Neuroscience Public Health Social Sciences Other

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KEMATANGAN KARIR DENGAN INTENSI TURNOVER PADA KARYAWAN Sherif Raditya Hanza; Tri Muji Ingarianti
Jurnal Ilmiah Psikologi Terapan Vol. 3 No. 2 (2015): August
Publisher : University of Muhammadiyah Malang

Intensi turnover merupakan fenomena yang tidak bisa dihindari dalam sebuah lingkungan perusahaan. Factor internal kematangan karir merupakan salah satu prediktor terjadinya fenomena intensi turnover ini. Tujuan dari penelitian ini adalah untuk mengetahui hubungan antara kematangan karir dengan intensi turnover pada karyawan. Desain penelitian bersifat non-eksperimental kuantitatif dengan menggunakan skala kematangan karir dan skala intensi turnover sebagai instrumen penelitian. Jumlah subjek sebanyak 301 orang dengan menggunakan metode nonrandom sampling. Hasil penelitian menunjukkan bahwa terdapat hubungan negatif yang sangat signifikan antara kematangan karir dengan intensi turnover (r = -0,472 ; p = 0,000 (p<0,01), dengan sumbangan efektif sebesar 22,3%. Hal ini berarti semakin tinggi kematangan karir karyawan maka akan semakin rendah intensi turnover yang dapat terjadi. Kata kunci: Kematangan karir, intensi turnover, karyawan Turnover intention is a phenomenon that can’t be avoided in an enterprise environment among other phenomena. Internal factors of career maturity is one of the predictors of turnover intention. The purpose of this study was to determine the relationship between career maturity employee turnover intention. As non-experimental quantitative, used career maturity scale and turnover intention scale. The number of subjects were 301 people by using nonrandom sampling method. The results showed that there is a significant negative relationship between career maturity with turnover intention (r=-0.472 ; p = 0.000 (p<0,01)). This means that the higher employee's career maturity, the lower turnover intention may occur. Keywords: Career maturity, turnover intention, employees

FAKTOR-FAKTOR YANG MEMPENGARUHI KOMITMEN KARIER Tri Muji Ingarianti
Jurnal Ilmiah Psikologi Terapan Vol. 5 No. 2 (2017): August
Publisher : University of Muhammadiyah Malang

Komitmen karier adalah sikap yang ditunjukkan individu dalam mencapai tujuan karier. Penelitian ini bertujuan untuk mengkaji hasil-hasil penelitian (literature review) mengenai faktor-faktor yang mempengaruhi komitmen karier pada individu. Penelusuran literatur dilakukan pada database elektronik SAGE Journals, ProQuest, dan Science Direct dengan menggunakan kata kunci “career commitment”. Hasil penelusuran menunjukkan bahwa komitmen karier dipengaruhi oleh faktor internal dan eksternal. Faktor internal yang mempengaruhi komitmen karier terdiri dari komitmen organisasi, keterlibatan kerja, kepuasan kerja, nilai kerja, pengalaman kerja, kepribadian, dan self-efficacy sedangkan faktor eksternal terdiri dari situasi kerja yang meliputi kondisi kerja, persepsi pensiun, persepsi terhadap ancaman dalam bekerja, dorongan yang ditawarkan organisasi (offered inducements), kontribusi yang diharapkan organisasi (expected contributions), peluang promosi, dan reward. Kata kunci: Karier, komitmen karier Career commitment is the attitude that individuals show in achieving career goals. This study aims to examine the results of research or literature review on the factors that affect career commitments in individuals. The literature search was conducted on SAGE Journals, ProQuest, and Science Direct electronic databases using the keyword "career commitment". Search results showed that career commitments are influenced by internal and external factors. Internal factors affecting career commitment consist of organizational commitment, job involvement, job satisfaction, work value, work experience, personality, and self-efficacy while external factors consist of work situations covering working conditions, retirement perception, perceptions of threats in work, encouragement offered by the organization (offered inducements), the expected contribution of the organization (expected contributions), promotion opportunities, and rewards. Keywords: Career, career commitment

Adaptasi alat ukur kesuksesan karier subjektif Tri Muji Ingarianti; Fendy Suhariadi; Fajrianthi Fajrianthi
Jurnal Ilmiah Psikologi Terapan Vol. 10 No. 1 (2022): January
Publisher : University of Muhammadiyah Malang

Subjective career success is an attitude regarding an individual’s achievement and satisfaction with their career resulting from a personal evaluation of their career experience. Subjective career success has eight dimensions: recognition, quality work, meaningful work, influence, authenticity, personal life, growth and development, and satisfaction. Subjective Career Success Inventory – SCSI (Subjective Career Success Questionnaire) has 24 items. The use of instruments at different cultural backgrounds requires an adaptation process so that the measurement results are valid and reliable, but until now, there has been no research on the adaptation of subjective career success measurement tools in Indonesia. The purpose of this study is to obtain a standardized subjective career success measurement tool. The adaptation process was carried out using the International Test Commission reference in2016. Based on the results of the CFA analysis of the LISREL 8.8 program, it can be concluded that according to theory, subjective career success models have a good fit model. This means that the zero hypotheses that state the subjective career success model of the goodness of fit are acceptable. This explains that the resulting model can describe actual conditions and can be used to measure subjective career success.

PELATIHAN MANAJEMEN STRES PADA GURU PLAYGRUOP DAN TAMAN KANAK-KANAK Tri Muji Ingarianti
Jurnal Dedikasi Vol. 6 (2009): Mei
Publisher : Direktorat Penelitian dan Pengabdian Kepada Masyarakat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/dedikasi.v6i0.785

Beberapa tahun terakhir ini, hampir setiap orang pernah mendengar tentangstres, terutama stres pada saat bekerja serta kenyataan bahwa hal ini dapatmenyebabkan pegawai atau anggota dalam organisasi baik itu perusahaan maupuninstitusi menderita secara fisik dan psikologis. Stres merupakan hal yang melekatpada kehidupan. Siapa dan di mana saja, dalam kadar berat ringan yang berbedadan dalam jangka waktu yang tidak sama, pernah atau akan mengalaminya. Bayibisa terkena stres. Balita bisa kedatangan stres. Kaum remaja pun tak luput daristres. Orang dewasa akan mengalami stres demikian pula dengan kelompok lansia.Tujuan spesifik yang akan dicapai dalam pengabdian pada guru-guru play groupdan Taman kanak-kanak adalah memberikan pengetahuan dan keterampilanmengenai teknik relaksasi sebagai salah satu cara untuk mengelola danmengendalikan stres yang dialami oleh para guru.Metode kegiatan pengabdianmandiri ini menggunakan sistem Focus Group Discussion (FGD), presentasi, tanyajawab, serta praktek teknik relaksasi..Peserta yang hadir sebanyak 77 orang guruPlaygroup dan Taman Kanak-kanak yang tergabung dalam Himpunan PendidikAnak Usia Dini (HIMPAUDI) serta Ikatan Guru Taman Kanak-Kanak (IGTKI)Kabupaten Malang.Hasil pengabdian masyarakat ini diketahui bahwa para guru belum memilikipengetahuan yang memadai tentang pentingnya mengelola dan mengendalikan stresyang terjadi pada dirinya. Selama ini mereka menganggap permasalahan yangterjadi akan terselesaikan dengan sendirinya serta mencoba menghindari penyebabstres yang mereka alami. Dan pada beberapa guru diketahui bahwa seringkalimelampiaskan pada siswa ketika sedang mengalami masalah. Sehingga teknikteknikyang diajarkan untuk mengelola dan mengendalikan stres yang ada padadirinya sangat berguna bagi para guru.Kata Kunci: Manajemen Stress, Guru Play Group, Guru Taman Kanak-kanak

Pengembangan Alat Ukur Komitmen Organisasi Tri Muji Ingarianti
Jurnal RAP (Riset Aktual Psikologi Universitas Negeri Padang) Vol 6, No 1 (2015)
Publisher : Universitas Negeri Padang

Abstract: Development of a measuring instruments organizational commitment. This study aimed to develop and to test validity and reliability of measuring instruments organizational commitment. Subject were 515 employees. The results of analysis validity of each item when compared to the overall score scale produce very significant data on 0.01 level, means scale of these organizational commitment is valid to uncover the organization's commitment and its aspects. Based on analysis known reliability coefficient of each aspect indicates a value above 0.6 is 0.803 to 0.897, which means that every aspect of the organization's commitment to scale reliably. Similarly, the reliability scale organizational commitment showed a value of 0.938, it can be concluded that this scale of the organizational commitment is reliable.Keywords: organizational commitment, validity, reliabilityAbstrak: Pengembangan alat ukur komitmen organisasi. Penelitian ini bertujuan untuk menyusun dan melakukan uji validitas dan reliabilitas alat ukur komitmen organisasi. Subjek penelitian adalah 515 karyawan. Hasil analisis validitas setiap item jika dibandingkan dengan skor keseluruhan skala menghasilkan data yang sangat signifikan pada taraf level 0,01 dengan kata lain skala komitmen organisasi ini valid untuk mengungkap komitmen organisasi dan aspek-aspeknya. Berdasarkan hasil analisa diketahui koefisien reliabilitas masing-masing aspek menunjukkan nilai diatas 0,6 yaitu 0,803-0,897 yang berarti bahwa setiap aspek dalam skala komitmen organisasi ini reliabel. Begitu pula dengan reliabilitas skala komitmen organisasi menunjukkan nilai sebesar 0,938 maka dapat disimpulkan bahwa skala komitmen organisasi ini reliabel.Kata kunci: komitmen organisasi, validitas, reliabilitas

Hubungan Kematangan Karir dengan Komitmen Organisasi pada Siswa Sekolah Polisi Negara (SPN) Mojokerto Tri Muji Ingarianti
Jurnal RAP (Riset Aktual Psikologi Universitas Negeri Padang) Vol 8, No 1 (2017)
Publisher : Universitas Negeri Padang

Penelitian ini bertujuan untuk mengetahuihubungan antara kematangan karir dengan komitmen organisasi pada siswa SekolahPolisi Negara (SPN) Mojokerto. Subjek penelitian terdiri dari 633 siswa SPN Mojokerto,Jawa Timur dengan menggunakan metode total sampling. Kematangan karir diukurberdasarkan empat aspek menurut Savickas, yaitu (1) concern, (2) control, (3) curiosity,dan (4) confidence. Komitmen organisasi diukur menggunakan skala komitmenorganisasi oleh Ingarianti (2015). Hasil penelitian menunjukkan bahwa adanya hubunganpositif dan signifikan antara kematangan karir dengan komitmen organisasi (r= 0,331; p=0,000<0,01). Sumbangan efektif variabel kematangan karir terhadap komitmen organisasisebesar 39,2%.

NILAI KERJA PADA ANGGOTA TNI-AD BERDASARKAN TAHAPAN KARIR Farah Army Jayanti; Yudi Suharsono; Tri Muji Ingarianti
Psympathic : Jurnal Ilmiah Psikologi Vol 2, No 1 (2015): psympathic
Publisher : Fakultas Psikologi, Universitas Islam Negeri (UIN) Sunan Gunung Djati Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15575/psy.v2i1.449

The value of work is a person’s belief associated with his/her life achievement. This study aimed to investigate the most value of work that emerged in every career stage. The numbers of respondents were 400 people taken by using random sampling technique. Methods of data analysis used a quantitative descriptive. The results were the dominant work value appeared at each career stages. Based on age category, below 30 years-old, the dominant value of work was comfort, age of 31 years-old up to 44 years-old was principles of altruism, over 45 years- old was the value of status, and at the age above 55 years-old was achievement. In regard to the position level, the dominant work values across the levels namely for Tamtama was comfort, for Bintara was altruism, Bintara Tinggi was achievement and autonomy, and for Perwira was achievement.

Teachers' Subjective Career Success: A View from Gender and Demographic Background Gita Fitria Romas Ananda; Tri Muji Ingarianti; Devina Andriany
Jurnal Kependidikan: Jurnal Hasil Penelitian dan Kajian Kepustakaan di Bidang Pendidikan, Pengajaran dan Pembelajaran Vol 8, No 2 (2022): June
Publisher : Universitas Pendidikan Mandalika (UNDIKMA)

The present study explores teachers' subjective careers in gender, length of service, and employment status. In order to do this, 320 teachers from the islands of Java and Kalimantan participated in a quantitative descriptive study. The data were collected using the Subjective Career Success Inventory (SCSI) and analyzed using SPSS. The result showed that 232 teachers (72.5%) possessed a moderate level of subjective career success. Gender played a significant role in the recognition and influence dimensions. Recognition, influence, quality work, and meaningful work dimensions were all influenced by the length of employment, while employment status plays a role in recognition, quality work, and influence dimensions. Income level and teaching certificate differ in teachers' subjective career success, particularly the influence dimension. Overall gender, length of service, and employment status all played a role in teachers' subjective career success.

Peran Professional Commitment terhadap Subjective Career Success pada Guru Muhammad Taufik Kautsar; Tri Muji Ingarianti; Devina Andriany
Jurnal Psikologi Integratif Vol 10, No 1 (2022): Psikologi Integratif
Publisher : UIN Sunan Kalijaga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14421/jpsi.v10i1.2446

Every teacher dreams of a successful and sustainable career to achieve satisfaction in their career. Even though teachers' career is guaranteed, teachers are still worried about their career success, especially about their subjective success. Subjective career success is defined as an individual's subjective perspective, assessment, and satisfaction with his/her career achievement. Professional commitment is loyalty to their profession, and positive evaluation of the profession, so that it is considered to have a role in achieving subjective career success. The objective of this research was to examine the role of professional commitment on subjective career success in teachers. Using a non-experimental correlational quantitative approach this research has 320 teachers as the subject. The measuring instrument used was Professional Commitment Scale and Subjective Career Success Inventory, with the sampling technique used was accidental sampling. The data analysis method used a simple regression test to determine the correlation between variables and a multiple regression test to determine the per dimension role. The research results indicated the role of professional commitment on subjective career success. It is hoped that the results of this study can be considered in increasing teacher commitment to their profession to increase subjective career success. Abstrak. Setiap guru memimpikan karier yang sukses dan berkelanjutan agar mendapatkan kepuasan dalam kariernya. Meskipun berkarier menjadi seorang guru begitu terjamin, namun seorang guru tetap merasakan kekhawatiran akan kesuksesan kariernya, terkhusus pada kesuksesan subjektifnya. Subjective career success didefinisikan sebagai perspektif subjektif individu, penilaian, dan kepuasan terhadap pencapaian kariernya. Professional commitment merupakan loyalitas terhadap profesi, dan evaluasi positif pada profesi, sehingga dianggap mampu berperan dalam mencapai subjective career success. Tujuan dari penelitian ini yaitu untuk mengetahui peran professional commitment terhadap subjective career success pada guru. Menggunakan pendekatan kuantitatif korelasional non-eksperimen dengan subjek penelitian yaitu 320 guru. Alat ukur yang digunakan yaitu Professional Commitment Scale dan Subjective Career Success Inventory, dengan teknik sampling yang digunakan yaitu accidental sampling. Metode analisis data menggunakan uji regresi sederhana untuk mengetahui peran antar variabel dan uji regresi berganda untuk mengetahui peran per dimensi. Hasil penelitian ini menunjukan adanya peran professional commitment terhadap subjective

NILAI KERJA PADA WANITA YANG BEKERJA Nugroho Hadi Nur Hendri Putranto; Tri Muji Ingarianti
Jurnal Psikologi Teori dan Terapan Vol. 4 No. 2 (2014): Jurnal Psikologi Teori dan Terapan
Publisher : Universitas Negeri Surabaya

Value can be defined as the work the general belief about the desirability of various aspects of employment (eg, salary, autonomy, working conditions), and work-related outcomes (eg, achievement, fulfillment, prestige). It's important to note that the value of the work did not evaluate certain aspects of the work or the result, but the underlying criteria used to perform the evaluation. This study used a non-experimental method which quantitative descriptive approach wich aims to reveal the value of labor in women who work. The research sample of 100 women who worked in the city of Malang. With a value scale work consisting of 98 items statement, found the results of the analysis of the Z-Score with the acquisition of a percentage on each level of the value of work starting from the highest rank is the dimension of the value of autonomy (Autonomy), which is as much as 28% or 28 people, followed by value of achievement (Achievement) and the principle of putting others (Altruism) which had the same percentage as much as 20%, and the next is the value of the status (Status) with a percentage of 18%, next is the value of comfort (Comfort) with a percentage of 14%, while the lower value is the value of the security (Safety ) with a percentage gain as much as 0% .Abstrak: Nilai kerja dapat didefinisikan sebagai keyakinan umum mengenai keinginan dari berbagai aspek pekerjaan (misalnya, gaji, otonomi, kondisi kerja), dan hasil yang berhubungan dengan pekerjaan (misalnya, prestasi, pemenuhan, prestise).Sangat penting untuk dicatat bahwa nilai kerja tidak mengevaluasi aspek pekerjaan tertentu atau hasil, tetapi kriteria yang mendasari yang digunakan untuk melakukan evaluasi tersebut. Penelitian ini menggunakan metode non eksperimental yang menggunakan pendekatan kuantitatif deskriptif yang bertujuan untuk mengetahui gambaran nilai kerja pada wanita yang bekerja. Sampel penelitian berjumlah 100 orang wanita yang bekerja di kota Malang. Dengan skala nilai kerja yang terdiri dari 98 item pernyataan, ditemukan hasil analisa Z-Score dengan perolehan prosentase pada masing-masing tingkat nilai kerja dimulai dari ranking tertinggi adalah dimensi nilai otonomi (Autonomy), yaitu sebanyak 28 % atau 28 orang, kemudian diikuti dengan nilai prestasi (Achievement) dan azas mengutamakan orang lain (Altruism) yang sama-sama memiliki prosentase sebanyak 20%, dan berikutnya adalah nilai status (Status) dengan prosentase 18%, selanjutnya adalah nilai kenyamanan (Comfort) dengan prosentase sebanyak 14%, sedangkan nilai terbawah adalah nilai keamanan (Safety) dengan perolehan prosentase sebanyak 0%.

Co-Authors Achmad Chusairi Apriliani, Enana Azizah, Putri Nikmatul Cahyaning Suryaningrum Devina Andriany Dewi, Yolanda Kartika Dini Lutfia Djudiyah Djudiyah Dua Lembang, Anasthasya Devicasary Fajrianthi Fajrianthi Farah Army Jayanti Fendy Suhariadi Gita Fitria Romas Ananda Gustiana, Ririn Hanza, Sherif Raditya I. Istiqomah khusnul khotimah Lintar Niendhya Milleniva M. Shohib May Lia Elfina Muhammad Taufik Kautsar Nandy Agustin Syakarofath Nida Hasanati Nugroho Hadi Nur Hendri Putranto Nugroho Hadi Nur Hendri Putranto, Nugroho Hadi Nur Hendri Nurwijayanti Panggabean, Aninda Namira Putri, Shafira Salsabilla Suryono Qoniah, Hanifatul Sherif Raditya Hanza Silfiasari, Silfiasari Sukma, Norma Nadiya Urip Purwono Yudi Suharsono Zainul Anwar Anwar, Zainul Anwar

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