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Work-life balance di era new normal pada pekerja wanita Lintar Niendhya Milleniva; Tri Muji Ingarianti; Nandy Agustin Syakarofath
Cognicia Vol. 11 No. 1 (2023): Maret
Publisher : Fakultas Psikologi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/cognicia.v11i1.24958

New normal has changed the way people live and work which has an impact on work and family life, especially female workers who are considered to be the most experiencing difficulties in work-life balance which can cause problems with work-life balance. The purpose of this study is to show 1) a description of the views or perceptions of female workers regarding work-life balance, 2) the psychological dynamics of female workers in balancing work-life in WFH and WFO situations, 3) the problems faced by female workers both internally and externally in achieving life balance. work in the new normal era, 4) adaptation of female workers to WFH and WFO situations and 5) strategies used to achieve work-life balance in the new normal . This study uses qualitative method with phenomenological approach. The subjects of this study were 5 female workers who were taken by snowball sampling technique using qualitative analysis using the Miles and Huberman models. The results show that female workers view work-life balance in the new normal as a positive thing. In work-life balance tends to have a negative impact on psychology. Post-pandemic changes (new normal) make female workers have to do multitasking resulting in problems in work-life balance. Adapting to WFH and WFO situations of female workers feel positive in work-life balance, which both internally and externally are very supportive to achieve work-life balance. The results of the above study also explain that female workers have effective strategies in work-life balance. Keywords: Female workers, new normal, work-life balance

The role of big five personality dimensions in Indonesian teachers’ subjective career success Tri Muji Ingarianti; Fendy Suhariadi; Fajrianthi Fajrianthi; Dini Lutfia; Devina Andriany
International Journal of Evaluation and Research in Education (IJERE) Vol 12, No 3: September 2023
Publisher : Institute of Advanced Engineering and Science

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.11591/ijere.v12i3.25158

Teachers hold strategic roles in the education system, and their career success is important to make sure they are strongly motivated at work. The big five personality is one of the personality approaches to form one’s subjective career success. This study aimed to identify the role of each dimension of the big five personality in affecting teachers’ subjective career success in Indonesia. To this end, the subjective career success inventory and personality item pool-big five factor makers were employed. This quantitative correlational study involved 320 teachers as respondents. The data were analyzed using multiple linear regression test. The result showed that dimensions of extraversion (p<0.000), agreeableness (p<0.000), and conscientiousness (p<0.001) influence Indonesian teachers’ subjective career success. These three dimensions show that teachers in Indonesia tend to have personalities related to other people’s acceptance or awareness of their social environment to attain subjective career success. Such personalities help them consider their personality and its aspects in evaluating their career.

Hubungan optimisme karir dan kesuksesan karir subjektif pada guru Apriliani, Enana; Ingarianti, Tri Muji
Mediapsi Vol 9 No 2 (2023): DECEMBER
Publisher : Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.mps.2023.009.02.902

The lack of fulfillment of teachers' rights has resulted in teachers feeling less prosperous and less satisfied with their current careers. In order to feel career satisfaction, teachers need a measure of subjective career success. Achieving subjective career success requires career optimism so that teachers can view their future career positively, focus on developing their potential, and plan their career path. The objective of this study is to determine the relationship between career optimism and the eight dimensions of subjective career success among teachers. The study used quantitative methods and quota sampling techniques with a total of 300 participants. The result of the study showed that career optimism is significantly related with the five dimensions of subjective career success, (i.e., authenticity, growth and development, influence, personal life, and satisfaction). Moreover, career optimism is not significantly related with the three other dimensions of subjective career success (i.e. meaningful work, quality of work, and recognition).

Peran Perceived Organizational Support terhadap Subjective Career Success pada Guru Andriany, Devina; Dua Lembang, Anasthasya Devicasary; Ingarianti, Tri Muji
Intuisi : Jurnal Psikologi Ilmiah Vol 15, No 2 (2023): November 2023
Publisher : Jurusan Psikologi, Fakultas Ilmu Pendidikan, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/intuisi.v15i2.36299

Guru merupakan salah satu faktor penentu keberhasilan pendidikan, ketika pandangan kesuksesan seorang guru adalah keberhasilan dari anak didiknya. Namun, ditemukan pandangan kesuksesan guru masih dari sisi objektif padahal kesuksesan dapat dipandang oleh diri sendiri terhadap kariernya dan peran eksternal yang ikut andil dalam mendukung karier guru. Penelitian ini bertujuan untuk mengkaji peran perceived organizational support terhadap subjective career success pada guru. Metode penelitian yang digunakan dalam penelitian ini adalah kuantitatif. Sampel penelitian terdiri dari 320 guru yang dipilih dengan teknik accidental sampling. Karakteristik guru yang menjadi subjek penelitian sesuai dengan ketentuan yang tercantum dalam UU No. 14 Tahun 2015. Pengumpulan data menggunakan alat ukur berupa skala Survey Perceived Organizational Support (SPOS) dan Subjective Career Success Inventory (SCSI). Hipotesis penelitian ini diuji menggunakan teknik analisis data regresi sederhana. Hasil penelitian ini terdapat peran perceived organizational support terhadap subjective career success dengan nilai p 0.05. Kemudian terdapat peran perceived organizational support terhadap delapan dimensi subjective career success dengan nilai signifikansi masing-masing p 0.05. Artinya, terdapat peran perceived organizational support terdapat subjective career success secara keseluruhan maupun perdimensi. Selain itu, variabel perceived organizational support memiliki nilai koefisien regresi sebesar 0,639 dan bersifat positif yang artinya semakin tinggi perceived organizational support maka semakin tinggi pula tingkat subjective career success. Hasil yaitu sebesar 0,262 yang menunjukkan bahwa perceived organizational support berkontribusi sebesar 26,2% terhadap subjective career success. Diharapkan penelitian ini mampu menjadi pertimbangan sekolah untuk memberikan dukungan terhadap guru guna meningkatkan subjective career success pada guru. The teacher is one of the determining factors for the success of education, where the view of a teacher's success is the success of his students. However, it was found that the view of teacher success is still from an objective side even though success can be seen by oneself in terms of their career and the external role that contributes to supporting the teacher's career. This study aims to examine the role of perceived organizational support on subjective career success in teachers. The method in this study was quantitative with a sample of 320 teachers with the characteristics listed in Law no. 14 of 2015 using an accidental sampling technique. Data collection using the measurement tool used is the Survey Perceived Organizational Support (SPOS) scale and the Subjective Career Success Inventory (SCSI) scale. The research hypothesis was tested using a simple regression data analysis technique. The results of this study show the role of perceived organizational support on subjective career success with a p value 0.001. Then there is the role of perceived organizational support on the eight dimensions of subjective career success with a significance value of each p 0.001. That is, there is a role of perceived organizational support and subjective career success as a whole and per dimension. It is hoped that this research will be a consideration for schools to support teachers in order to increase their subjective career success.

Relationship between grit and subjective career success in teacher Putri, Shafira Salsabilla Suryono; Ingarianti, Tri Muji
Jurnal Ilmiah Psikologi Terapan Vol. 12 No. 2 (2024): August
Publisher : University of Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jipt.v12i2.31513

Choosing a career as a teacher is a long journey because individuals must be ready to serve for a lifetime to educate the nation's generation. In other words, the teacher needs to define their subjective career success and have an unyielding personality, such as grit, to remain consistent in achieving subjective career success. This study aims to determine the relationship between grit and subjective career success in teachers. This correlational quantitative study involved 300 teachers, consisting of 85 male and 215 female teachers aged 20 to 54 years. Data were collected using non-probability quota sampling with the Grit-O Scale and Subjective Career Success Scale. The results of data analysis showed that grit was significantly associated with eight dimensions of subjective career success in teachers, with a p-value of <.001. The implication of this research is that teachers are expected to be able to help teachers build persistence and consistency of interest in their careers so that they will be able to overcome all obstacles and failures in their careers.

The role of leader-member exchange on subjective career success among teachers Dewi, Yolanda Kartika; Ingarianti, Tri Muji; Andriany, Devina
Indigenous Vol 7, No 1 (2022): March
Publisher : Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/indigenous.v7i1.17319

Abstract. Teacher’s subjective career success can be evaluated from their career satisfaction. When evaluating the career, the teachers feels a sense of comfort in their work environment and career, that arises from the support provided by the leader to the teacher. The purpose of this study was to determine whether there is a role for leader-member exchange on subjective career success for teachers. Participants in this study were 320 teachers. The method used in this study used quantitative methods. The instruments used in this research are Leader-Member Exchange Multidimensionality (LMX-MDM) and the Subjective Career Success Inventory (SCSI) scale. This study used two data analyzes, the first using a simple linear regression test with a total score of significant results (b= 0.356; p 0.001). Second, multiple linear regression tests with per-dimensional analysis obtain a significant result on the contribution dimension to the recognition dimension and the affect dimension to the overall dimensions of subjective career success (b=0.146 – 0.282; p 0.001). The results of this study can be used as a reference in the development of psychology related to leader-member exchange and subjective career success.Keywords: leader-member exchange; subjective career success; teacher

Perbedaan komitmen karier ditinjau dari data demografi pada anggota kepolisian Sukma, Norma Nadiya; Ingarianti, Tri Muji
Cognicia Vol. 12 No. 2 (2024): Oktober
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/cognicia.v12i2.34518

The Indonesian National Police is a state apparatus responsible for maintaining security, public order, and law enforcement, as well as protecting and serving the community in safeguarding the Republic of Indonesia. Career commitment refers to an individual's dedication to their work in pursuit of career goals through active participation. Those who are committed to their careers strive to achieve their objectives. This study aims to examine the differences in career commitment among police officers based on demographic data. Utilizing a quantitative approach with a comparative research design, the study involved 125 police members from one of the police agencies in Pasuruan Regency, East Java. The purposive sampling technique was employed to select participants. The study used the Career Commitment Measure (CCM) as the assessment tool. The findings indicate that there are significant differences in career commitment related to demographic factors such as career development stages, length of service, and educational background.

The relationship between perceived employability and subjective career success among teachers Azizah, Putri Nikmatul; Ingarianti, Tri Muji
Jurnal Psikologi Terapan dan Pendidikan Vol. 7 No. 1 (2025): Mei
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26555/jptp.v7i1.26031

Individuals have two assessments in viewing career success, one of which is assessing success subjectively. Career success is success that comes from internal criteria of individuals. Among the many evaluations of career success, it is obtained through work experience. This work experience makes individuals evaluate their abilities, which is called perceived employability. In the context of teachers, these abilities are used to face the work environment in the future. The purpose of this study is to examine the relationship between perceived work ability and teachers' subjective career success. The study population consists of male or female teachers who hold appointment letters as permanent or non-permanent teachers at a foundation or as civil servants (ASN), and have at least five years of work experience, selected using quota sampling from 20 schools. The method used in this study is correlation analysis. The instruments used in this study were the perceived employability scale and the Subjective Career Success Inventory (SCSI). This study used the Pearson Product Moment correlation test analysis technique, and the results were analysed by dimension. The results of this study indicate that the internal perceived employability dimension is related to the subjective career success dimension, including the dimensions of recognition, quality of work, influence, authenticity, personal life, growth and development, and satisfaction. Furthermore, the external perceived employability dimension is related to the subjective career success dimension, including the dimensions of recognition, quality of work, influence, authenticity, and satisfaction. In conclusion, the internal perceived employability dimension is related to all dimensions of subjective career success. Meanwhile, the external perceived employability dimension is not related to all dimensions of subjective career success

The Effect of Grit, Proactive Personality, Supervisor Support, Organizational Support on Employee Work Engagement Ingarianti, Tri Muji; Panggabean, Aninda Namira; Khotimah, Khusnul; Silfiasari, Silfiasari
Tazkiya Journal of Psychology Vol 12, No 2 (2024): TAZKIYA Journal of Psychology
Publisher : Fakultas Psikologi UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/tazkiya.v12i2.31779

Each employee may have different level of work engagement. A company must wants its employees to have high level of work engagement so they can work vigorously, with good dedication and get fully immersed in the work. The grit, proactive personality, supervisor support and organizational support factors can be predicted to to be able to influence work engagement of the employees. This study aims to discover the effect of grit, proactive personality, supervisor support, and organizational support on work engagement on employees. The subject of this study was employees who work at companies in East Java. Quantitative method was applied in this study with 197 subjects in total using simple random sampling technique. Grit Scale, Proactive Personality Scale (PPS), Surveys of Perceived Supervisor Support, Perceived Organizational Support (POS), and Utrech Work Engagement Scale - 9 (UWES-9) were the instruments used in this study. The results of the analysis explain there was an effect of grit on work engagement on employees (p<.05), there was an effect of supervisor support on work engagement on employees (p<.05), there was an effect of organization support on work engagement on employees (p<.05), and there wasn’t an effect of proactive personality on work engagement on employees (p>.05). As for suggestions for further research, paying more attention to completeness and suitability when distributing questionnaires to respondent, and it is necessary to pay more attention to the characteristics of the research subjects and other factors that might affect employee engagement such as social welfare, quality of work life, and organizational culture.

The Effect of Grit, Proactive Personality, Supervisor Support, Organizational Support on Employee Work Engagement Ingarianti, Tri Muji; Panggabean, Aninda Namira; Khotimah, Khusnul; Silfiasari, Silfiasari
TAZKIYA Journal of Psychology Vol. 12 No. 2 (2024): TAZKIYA Journal of Psychology
Publisher : Fakultas Psikologi UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/tazkiya.v12i2.31779

Each employee may have different level of work engagement. A company must wants its employees to have high level of work engagement so they can work vigorously, with good dedication and get fully immersed in the work. The grit, proactive personality, supervisor support and organizational support factors can be predicted to to be able to influence work engagement of the employees. This study aims to discover the effect of grit, proactive personality, supervisor support, and organizational support on work engagement on employees. The subject of this study was employees who work at companies in East Java. Quantitative method was applied in this study with 197 subjects in total using simple random sampling technique. Grit Scale, Proactive Personality Scale (PPS), Surveys of Perceived Supervisor Support, Perceived Organizational Support (POS), and Utrech Work Engagement Scale - 9 (UWES-9) were the instruments used in this study. The results of the analysis explain there was an effect of grit on work engagement on employees (p<.05), there was an effect of supervisor support on work engagement on employees (p<.05), there was an effect of organization support on work engagement on employees (p<.05), and there wasn’t an effect of proactive personality on work engagement on employees (p>.05). As for suggestions for further research, paying more attention to completeness and suitability when distributing questionnaires to respondent, and it is necessary to pay more attention to the characteristics of the research subjects and other factors that might affect employee engagement such as social welfare, quality of work life, and organizational culture.

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