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All Journal QARDHUL HASAN: MEDIA PENGABDIAN KEPADA MASYARAKAT Journal of Electronics, Electromedical Engineering, and Medical Informatics Jurnal Pengabdian Masyarakat (ABDIRA) Jurnal Riset Psikologi Bandung Conference Series: Psychology Science Schema: Journal of Psychological Research Journal of Psychological Research
Ayu Tuty Utami
Psikologi, Universitas Islam Bandung
Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Control & Systems Engineering Education Electrical & Electronics Engineering Engineering Languange, Linguistic, Communication & Media Nursing Social Sciences Other

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Pengaruh Work Life Balance terhadap Komitmen Organisasi pada Perawat Wanita Milenial Hana Dhia Salsabila; Lisa Widawati; Ayu Tuty Utami
Bandung Conference Series: Psychology Science Vol. 3 No. 2 (2023): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v3i2.7416

Abstract

Abstract. In the workplace, nurses must demonstrate strong sense of dedication to their organization. On the one hand, nurses are prone to an imbalance between work and life due to shift work, resulting in them having to forfeit their time off. This study aimed to determine the effect of work-life balance on organizational commitment in millennial female nurses involving 65 millennial female nurses as subjects. In this study, we use a causality method with a quantitative model. The work-life balance variable was measured using a measuring instrument adapted by Gunawan et al. (2019), which refers to Fisher's theory (2009). The organizational commitment variable was measured using a measuring instrument scale based on Mowday's theory (1982) in Ingarianti's (2015) research. The sampling technique used was purposive sampling with simple linear regression analysis techniques. The results showed that there was a 21.3 % influence between work-life balance and organizational commitment. Abstrak. Dalam bekerja, perawat harus merupakan individu dengan komitmen organisasi yang tinggi. Namun, disatu sisi perawat merupakan individu yang rentan mengalami ketidakseimbangan kehidupan dengan pekerjaan yang disebabkan oleh shift kerja dan harus merelakan waktu liburnya. Tujuan penelitian ini adalah untuk mengetahui pengaruh work life balance terhadap komitmen organisasi pada perawat wanita milenial dengan jumlah subjek 65 perawat wanita milenial. Metode penelitian yang digunakan adalah metode kausalitas dengan desain kuantitatif. Alat ukur yang digunakan untuk mengukur variabel work life balance adalah alat ukur yang diadaptasi oleh Gunawan et al., (2019) yang mengacu pada teori Fisher (2009). Alat ukur komitmen organisasi yang digunakan adalah skala komitmen organisasi yang berdasarkan konsep Mowday (1982) dalam penelitian Ingarianti (2015). Teknik sampling yang digunakan purposive sampling dengan teknik analisis data regresi linear sederhana. Hasil penelitian menunjukkan bahwa terdapat pengaruh antara work life balance terhadap komitmen organisasi sebesar 21,3%.
Pengaruh Work Life Balance terhadap Work Engagement pada Ibu Bekerja Satrio Budiman Rastanim; Lisa Widawati; Ayu Tuty Utami
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.10024

Abstract

Abstract. Work engagement is motivation, positivity, fulfillment, and an individual's perspective which is characterized by vigor, dedication, and absorption (Schaufeli et al., 2002). Work life balance is the ability to achieve goals and fulfill various demands of work and life and achieve satisfaction in all aspects of life (Fisher and Bulger, 2012). The aim of this research is to determine the effect of work life balance on work engagement in working mothers. The subjects in this study were 105 working mothers. The data analysis technique used is simple linear regression. The work life balance measuring tool uses the Work Life Balance Scale by Fisher, Bulger and Smith (2009) which has been adapted into Indonesian by Gunawan et al (2019). Meanwhile, the work engagement measuring tool uses the Utrecht Work Engagement Scale-9 (UWES-9) by Schaufelli and Bakker (2003) which has been adapted into Indonesian by Kristiana et al (2018). The research results show that work life balance has an influence of 28.1% on work engagement among working mothers. Abstrak. Work engagement merupakan suatu motivasi, hal positif, pemenuhan, serta cara pandang individu yang di tandai dengan adanya vigor, dedication, dan absorption (Schaufeli et al., 2002). Work life balance merupakan kemampuan dalam mencapai tujuan dan memenuhi berbagai tuntutan pekerjaan maupun kehidupan dan mencapai suatu kepuasan dalam seluruh aspek kehidupan (Fisher dan Bulger, 2012). Tujuan dari penelitian ini untuk mengetahui pengaruh work life balance terhadap work engagement pada ibu bekerja. Subjek pada penelitian ini adalah ibu bekerja sebanyak 105 orang. Teknik analisis data yang digunakan regresi linear sederhana. Alat ukur work life balance menggunakan Work Life Balance Scale oleh Fisher, Bulger dan Smith (2009) yang sudah diadaptasi kedalam bahasa Indonesia oleh Gunawan et al (2019). Sedangkan alat ukur work engagement menggunakan Utrecht Work Engagement Scale-9 (UWES-9) oleh Schaufelli dan Bakker (2003) yang sudah diadaptasi kedalam bahassa Indonesia oleh Kristiana et al (2018). Hasil penelitian menunjukkan bahwa work life balance memberikan pengaruh sebesar 28.1% terhadap work engagement pada ibu bekerja.
Pengaruh Perceived Organizational Support terhadap Burnout pada Polisi Wanita Polrestabes Bandung Muhammad Ilyas Yusuf; Lisa Widawati; Ayu Tuty Utami
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.10028

Abstract

Abstract. Female police officers are a type of human service worker who has a heavy workload. A problem that often arises in relation to female police facing increasingly high job demands in the workplace is burnout. Burnout is a psychological syndrome which is an individual's reaction to prolonged work pressure (Maslach & Leiter, 1997). One of the factors that can reduce burnout is perceived organizational support. According to Rhoades & Eisenberger (2002), perceived organizational support is employees' perception of how much the organization values their contributions and cares about their welfare. The aim of this research is to see how much influence perceived organizational support and its aspects have on burnout in 56 Bandung Police Women. The measuring instrument used in this research is the perceived organizational support (POS) scale developed by Eisenberger et al. (1986) and adapted by Fahrian Lubis (2022). In addition, the Maslach Burnout Inventory – Human Service Survey (MBI-HSS) was developed by Maslach, Schaufeli & Leiter (2001) and adapted by Susilo et. al., (2023). The research results show that there is a significant positive influence of perceived organizational support on burnout, namely with R Square = .097. The results of all aspects of perceived organizational support have a significant effect with R Square = .225. Abstrak. Polisi wanita merupakan jenis pekerja human service yang memiliki beban kerja yang berat. Persoalan yang sering muncul berkaitan dengan polisi wanita dalam menghadapi tuntutan pekerjaan yang semakin tinggi ditempat kerja adalah burnout. Burnout merupakan sindrom psikologis yang merupakan reaksi individu terhadap tekanan pekerjaan yang berkepanjangan (Maslach & Leiter, 1997). Satu diantara faktor yang dapat menurunkan burnout yakni perceived organizational support menurut Rhoades & Eisenberger (2002) mengatakan bahwa perceived organisational support adalah persepsi karyawan mengenai seberapa besar organisasi menghargai kontribusi mereka dan peduli terhadap kesejahteraan mereka. Tujuan dari penelitian ini adalah untuk melihat seberapa besar pengaruh perceived organizational support dan aspeknya terhadap burnout pada 56 Polisi Wanita Polrestabes Bandung. Alat ukur yang dipergunakan dalam penelitian ini yaitu skala perceived organizational support (POS) yang dikembangkan oleh Eisenberger et al. (1986) dan diadaptasi oleh Fahrian Lubis (2022). Selain itu, Maslach Burnout Inventory – Human Service Survey (MBI-HSS) yang dikembangkan oleh Maslach, Schaufeli & Leiter (2001) dan diadaptasi oleh Susilo et. al., (2023). Hasil penelitian menunjukkan adanya pengaruh positif secara signifikan perceived organizational support terhadap burnout yakni dengan R Square = .097. Hasil seluruh aspek perceived organizational support berpengaruh signifikan dengan R Square = .225.
Pengaruh Kualitas Kehidupan Kerja terhadap Intensi Turnover Karyawan Hotel Bintang Tiga Alfiyah, Hilmy Aulia; Widawati, Lisa; Utami, Ayu Tuty
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.10059

Abstract

Abstract. The hospitality industry in Indonesia is a rapidly growing economic sector and has an important role in supporting tourism and the national economy. Where in this development is accompanied by a high turnover intention in Indonesia, especially for employees who work in the hospitality industry in the hospitality sector. One of the factors that encourage hotel employees to change workplaces is the perception that the quality of their work life has not been fulfilled properly. The purpose of this study is to see the extent of the influence of quality of work life on turnover intention in hotel employees. This study used a non-experimental quantitative method, involving 98 respondents and applying a simple regression analysis test. The measuring instrument for the quality of work life variable was adapted by Wardani (2019), which refers to Walton's (1973) measuring instrument. While the measuring instrument for the turnover intention variable was adapted by Tata Saefullah (2019), which refers to Mobley's (1978) measuring instrument. The results of simple regression analysis show that quality of work life is significantly correlated to turnover intention. This correlation is indicated by the negative regression coefficient (quality of work life = -0.069), which shows that the higher the quality of work life, the lower the turnover intention. In addition, the coefficient of determination reveals that 16.2% of the turnover intention variable is influenced by the variables in quality of work life. Abstrak. Industri perhotelan di Indonesia adalah sektor ekonomi yang berkembang pesat dan memiliki peran penting dalam mendukung pariwisata dan ekonomi nasional. Dimana dalam perkembangan ini disertai adanya intensi turnover yang tinggi di Indonesia, terutama pada karyawan yang bekerja di industri hospitality bidang perhotelan. Salah satu faktor yang mendorong karyawan hotel untuk berpindah-pindah tempat kerja adalah persepsi bahwa kualitas kehidupan kerjanya belum terpenuhi dengan baik. Tujuan dari penelitian ini adalah untuk melihat sejauh mana pengaruh kualitas kehidupan kerja terhadap intensi turnover pada karyawan hotel. Penelitian ini menggunakan metode kuantitatif non-eksperimental, dengan melibatkan 98 responden dan menerapkan uji analisis regresi sederhana. Alat ukur untuk variabel kualitas kehidupan kerja diadaptasi oleh Wardani (2019), yang merujuk pada alat ukur Walton (1973). Sementara alat ukur untuk variabel intensi turnover, diadaptasi oleh Tata Saefullah (2019), yang merujuk pada alat ukur Mobley (1978). Hasil analisis regresi sederhana menunjukkan bahwa kualitas kehidupan kerja berkorelasi signifikan terhadap intensi turnover. Korelasi ini ditunjukkan oleh nilai koefisien regresi bertanda negatif (kualitas kehidupan kerja = -0.069), yang memperlihatkan semakin tinggi kualitas kehidupan kerja maka semakin rendah intensi turnover. Selain itu, koefisien determinasi mengungkapkan bahwa sebesar 16.2% dari variabel intensi turnover dipengaruhi oleh variabel dalam kualitas kehidupan kerja.
Pengaruh Islamic Work Ethic terhadap Counterproductive Work Behavior pada Guru Lembaga Pendidikan Pondok Pesantren Fikar Aulia Muhammad; Lisa Widawati; Ayu Tuty Utami
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.10280

Abstract

Abstract. Organizational progress and development in the education sector is often hampered by the problem of counterproductive work behavior shown by teachers which is detrimental to the organization and to the personnel within it. Counterproductive work behavior can be prevented by understanding a work ethic in every employee, a work ethic that is relevant to the majority of Indonesian people who are Muslim is the existence of an Islamic work ethic. Islamic boarding schools as religious-based educational institutions certainly have an Islamic work ethic that can reduce counterproductive work behavior. The purpose of this research is to obtain empirical data regarding the influence of Islamic work ethic on Counterproductive Work Behavior in Teachers of Islamic Boarding Schools. This research was conducted using a non-experimental quantitative method with a causality design involving 164 Islamic boarding school teachers in Bandung Raya as respondents. The measuring instrument used to measure Islamic work ethic is the Islamic work ethic Scales compiled by Ali (1992) which was adapted into Indonesian by Firmansyah et al. (2020) which was again adapted by the author. The Counterproductive Work Behavior variable uses the Counterproductive Work Behavior Checklist (CWB-C) published by Spector et al. (2006) and adapted by Cucuani et al. (2020). The results of this study indicate that Islamic work ethic has a negative effect of 63.2% on Counterproductive Work Behavior. Abstrak. Kemajuan dan perkembangan organisasi pada sektor pendidikan seringkali dihalangi oleh permasalahan adanya perilaku kontraproduktif yang ditunjukkan oleh guru yang merugikan organisasi dan personal di dalamnya. Perilaku kontraproduktif dapat dicegah dengan menanamkan etos kerja pada setiap karyawan, etos kerja yang relevan dengan mayoritas masyarakat Indonesia yang beragama islam adalah dengan adanya etos kerja Islami. Pondok pesantren sebagai lembaga pendidikan berbasis agama tentu memiliki etos kerja islami yang dapat mengurangi adanya perilaku kontraproduktif. Adapun tujuan dari penelitian ini adalah untuk memperoleh data empiris mengenai pengaruh Islamic work ethic terhadap counterproductive work behavior pada Guru Lembaga Pendidikan Pondok Pesantren. Penelitian ini dilakukan dengan menggunakan metode kuantitatif non-eksperimental dengan desain kausalitas yang melibatkan 164 guru pondok pesantren se bandung raya sebagai responden. Alat ukur yang digunakan untuk mengukur islamic work ethic adalah islamic work ethic Scales yang disusun oleh Ali (1992) yang diadaptasi kedalam Bahasa Indonesia oleh Firmansyah et al. (2020) yang kembali diadaptasi oleh penulis. Untuk variable counterproductive work behavior menggunakan alat ukur counterproductive work behavior Checklist (CWB-C) yang dipublikasikan oleh Spector et al. (2006) dan diadaptasi oleh Cucuani et al. (2020). Hasil Penelitian ini menunjukkan bahwa islamic work ethic berpengaruh negatif sebesar 63,2% pada counterproductive work behavior.
REHABILITASI SOSIAL EKONOMI BERBASIS SYARIAH BAGI KORBAN NAPZA DI YAYASAN GRAPIKS KABUPATEN BANDUNG Srisusilawati, Popon; Putra, Panji Adam Agus; Utami, Ayu Tuty; Siregar, Ariani; Rois, Yovanka Graciela; Tahany, Tahany; Rosyidah, Fairuz Syifa
Qardhul Hasan: Media Pengabdian kepada Masyarakat Vol. 6 No. 1 (2020): APRIL
Publisher : Universitas Djuanda

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (695.785 KB) | DOI: 10.30997/qh.v6i1.1987

Abstract

The purpose of the implementation of sharia-based social economic rehabilitation PKM activities for drug victims in the Grapiks foundation in the village of Cimekar, Cileunyi, Bandung, Bandung, is to provide solutions to the problems that have been faced, namely the tendency of former drug users to re-use very large. Rejection from families and the environment against drug victims, this rejection is related to their survival in economic terms, so they need skills development and how to socialize again with the surrounding community. Therefore the application of the sharia system in socio-economic rehabilitation is very important for drug victims who have an impact on the level of the economy and the welfare of former drug victims. It is clear that the psychic and economic condition of the former victim of this drug needs to be developed with sharia-based social economic rehabilitation. The specific target to be achieved is the change in behavior of former victims of drugs. Increasing the quality of SDI victims of drugs. The method used is the first approach to assisting behavioral change carried out continuously by involving family or spouse. Second, business / skill assistance is by exploring the potential of a former drug victim. The activities carried out are assisting with behavioral change by instilling Islamic principles so that they can go back to the community, explore the potential of drug victims by providing entrepreneurial training in accordance with Islamic law. Assistance is carried out until the end of the PKM program and after the PKM program ends. As a result of the PKM there was an increase in understanding of diversity regarding drugs and increasing the skills of drug victims.
Pengaruh Job Crafting terhadap Work Engagement pada Karyawan Divisi Marketing Falcon Pictures Devri Nugraha Ihsan; Lisa Widawati; Ayu Tuty Utami
Jurnal Riset Psikologi Volume 4, No. 1 Juli 2024, Jurnal Riset Psikologi (JRP)
Publisher : UPT Publikasi Ilmiah Unisba

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/jrp.v4i1.4046

Abstract

Abstract. Job crafting is an effort made actively by individuals to balance job demand and job resources. Through job crafting efforts, work engagement can increase, resulting in good work productivity. This research aims to find out how much influence job crafting has on work engagement among Falcon Pictures marketing division employees. The research method used was quantitative with the number of subjects being 35 employees of the Falcon Pictures marketing division. This research uses the Job Crafting Scale (JCS) measuring instrument from Tims et al., (2012) which has been adapted by Astuti A. (2023) and the Utrecht Work Engagement Scale (UWES) measuring instrument from Schaufeli & Bakker which has been adapted by Aryanti et al. al., (2020). The research results found that 97.1% of Falcon Pictures marketing division employees had high job crafting and 97.1% of Falcon Pictures marketing division employees had high work engagement. In this study, job crafting had a significant influence on work engagement of 71.2%. The results of decreasing hindering job demands have the highest significant influence on work engagement of Falcon Pictures marketing division employees. Abstrak. Job crafting merupakan upaya yang dilakukan secara aktif oleh individu untuk menyeimbangkan job demand dan job resources. Melalui upaya job crafting, work engagement dapat meningkat sehingga menghasilkan produktivitas kerja yang baik. Penelitian ini bertujuan untuk mengetahui seberapa besar pengaruh job crafting terhadap work engagement pada karyawan divisi marketing Falcon Pictures. Metode penelitian yang digunakan adalah kuantitatif dengan jumlah subjek 35 karyawan divisi marketing Falcon Pictures. Penelitian ini menggunakan alat ukur Job Crafting Scale (JCS) dari Tims et al., (2012) yang telah diadaptasi oleh Astuti A. (2023) dan alat ukur Utrecht Work Engagement Scale (UWES) dari Schaufeli & Bakker yang telah diadaptasi oleh Aryanti et al.,(2020). Hasil penelitian ditemukan 97,1% karyawan divisi marketing Falcon Pictures memiliki job crafting yang tinggi dan 97,1% karyawan divisi marketing Falcon Pictures memiliki work engagement yang tinggi. Pada penelitian ini job crafting memiliki pengaruh signifikan terhadap work engagement sebesar 71,2%. Hasil decreasing hindering job demands memiliki pengaruh signifikan paling tinggi terhadap work engagement karyawan divisi marketing Falcon Pictures.
Unlocking Early Detection and Intervention Potential: Analyzing Visual Evoked Potentials (VEPs) in Adolescents/Teenagers with Narcotics Abuse Tendencies from the TelUnisba Neuropsychology EEG Dataset (TUNDA) Wijayanto, Inung; Sulistyo, Tobias Mikha; Nur Pratama, Yohanes Juan; Safitri, Ayu Sekar; Rahmaniar, Thalita Dewi; Sa’idah, Sofia; Hadiyoso, Sugondo; Wibowo, Raiyan Adi; Kurnia Ismanto, Rima Ananda; Putri, Athaliqa Ananda; Khasanah, Andhita Nurul; Diliana, Faizza Haya; Azzahra, Salwa; Gadama, Melsan; Utami, Ayu Tuty
Journal of Electronics, Electromedical Engineering, and Medical Informatics Vol 6 No 4 (2024): October
Publisher : Department of Electromedical Engineering, POLTEKKES KEMENKES SURABAYA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35882/jeeemi.v6i4.476

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Narcotics abuse has extensive negative impacts on individuals, families, and society, including physical harm to organs and mental health disorders. Addressing teenage narcotics problems requires collaborative efforts involving educational institutions, families, and psychologists. Currently, narcotics has increasingly targeted teenagers, becoming a serious issue that demands special attention in prevention and treatment. Handling narcotic problems at the adolescent level necessitates close collaboration among educational institutions, families, and the community, including psychologists. Emphasizing the importance of early detection and prevention, this study proposes a method to detect the possibility of narcotic abuse in adolescents using the Go/No-Go Association Task (GNAT) test designed by psychologists. The study introduced the TelUnisba Neuropsychology EEG Dataset (TUNDA), an open EEG dataset with data on the emotional and habitual aspects of drug abuse in Indonesia, classified into "normal" and "risk" by psychologists. The processed EEG signal is the visual evoked potential (VEP) within 1000 milliseconds following the visual stimulus onset. The data is classified as “slow” and “fast” based on respondent's responses using MobileNetV2 architecture. Results showed MobileNetV2 achieved the highest accuracy for both normal and risk categories, with accuracies of 0.86 and 0.85 respectively. This study obtained ethical clearance and received funding support from Telkom University and Universitas Islam Bandung, with technical assistance from the Smart Data Sensing Laboratory. The authors declare no conflicts of interest related to this study.
Pengaruh Perceived Organizational Support terhadap Komitmen Afektif Karyawan Generasi Z Azelia Almira Islamey; Ayu Tuty Utami
Jurnal Riset Psikologi Volume 4, No. 2 Desember 2024, Jurnal Riset Psikologi (JRP)
Publisher : UPT Publikasi Ilmiah Unisba

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/jrp.v4i2.5122

Abstract

Abstract. In a dynamic work environment, it is important for organizations to have a deep understanding of Generation Z. Allen & Meyer (1991), defined affective commitment as an individual's emotional attachment to the organization they work for. One way to increase this affective commitment is to provide organizational support to employees. Eisenberger (1986) defines perceived organizational support as the perception of employees as the extent to which employees feel that their organization values their contribution and cares about their well-being. The purpose of this study is to find out the influence of perceived organizational support on the affective commitment of generation Z employees. The method used in this study is a quantitative causality method using simple linear regression analysis. The instrument used is The Survey of Perceived Organizational Support (SPOS) based on Eisenberger's theory (1986) adapted by Syahputra, W., Yundianto, D., & Indrawardhana, E. (2022) and the affective commitment scale from Allen & Meyer (1991) which has been adapted by Suseno, M. N. M. (2019). The results of this study show that perceived organizational support has an influence on affective commitment of 0.307, meaning that there are other factors that can affect the existence of affective commitment in generation Z employees in Bandung city corporations. Abstrak. Lingkungan kerja yang dinamis, penting bagi organisasi untuk memiliki pemahaman tentang generasi Z. Allen & Meyer (1991), mendefinisikan komitmen afektif sebagai ikatan emosional individu terhadap organisasi tempat mereka bekerja. Salah satu cara meningkatkan komitmen afektif adalah dengan memberikan dukungan organisasi kepada para karyawan. Eisenberger (1986) mendefinisikan perceived organizational support sebagai persepsi karyawan megenai sejauh mana karyawan merasa bahwa organisasi menghargai kontribusi dan peduli terhadap kesejahteraan mereka. Tujuan dari penelitian ini adalah untuk mengetahui adanya pengaruh perceived organizational support terhadap komitmen afektif karyawan generasi Z. Subjek pada penelitian ini adalah karyawan generasi Z di korporasi kota Bandung, yang berjumlah 96 orang. Metode yang digunakan dalam penelitian ini yaitu metode kuantitatif kausalitas dengan menggunakan analisis regresi linier sederhana. Instrumen yang digunakan adalah The Survey of Perceived Organizational Support (SPOS) berdasarkan teori Eisenberger (1986) yang diadaptasi oleh Syahputra, W., Yundianto, D., & Indrawardhana, E. (2022) dan skala komitmen afektif dari Allen & Meyer (1991) yang telah diadaptasi oleh Suseno, M. N. M. (2019). Hasil pada penelitian ini menunjukkan bahwa perceived organizational support memiliki pengaruh terhadap komitmen afektif sebesar 0.307 artinya terdapat faktor lain yang dapat mempengaruhi adanya komitmen afektif pada karyawan generasi Z di korporasi kota Bandung.
Pengaruh Motivasi terhadap Komitmen Organisasi pada Karyawan Pasca Merger PT. BSI Tbk Homsyah Sekarsari; Ayu Tuty Utami
Jurnal Riset Psikologi Volume 5, No. 1 Juli 2025, Jurnal Riset Psikologi (JRP)
Publisher : UPT Publikasi Ilmiah Unisba

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/jrp.v5i1.6766

Abstract

Abstract. Motivation is an internal drive that causes individuals to strive to fulfill their needs. In the workplace, motivation can strengthen employees' commitment to their organization, as employees feel more connected to the organization's goals and values. This study examines the effect of motivation on organizational commitment in post-merger employees of PT. BSI Tbk. The theoretical foundation for motivation in this study is Abraham Maslow's Hierarchy of Needs and Allen & Meyer's organizational commitment model. This study uses a quantitative method on 128 employees of PT BSI Tbk in Bandung who had joined the company before the merger. The measurement tools used are Maslow's motivation scale, developed by Luthans and adapted by Sutarto Wijono (2010), and Allen & Meyer's organizational commitment scale, adapted by Miftahun Ni'mah Suseno (2019). The obtained data were analyzed using SEM-PLS with the SmartPLS application. The results of this study indicate that physiological needs, safety needs, social needs, esteem needs, and self-actualization have an affect on affective commitment with P Values of 0.043, 0.044, 0.043, 0.045, and 0.041, respectively. Physiological need, safety need, and self-actualization Effect on continuance commitment with P Values of 0.047, 0.047, and 0.048. However, physiological needs, safety needs, social needs, esteem needs, and self-actualization do not significantly affect normative commitment. Abstrak. Motivasi adalah dorongan dari dalam diri yang menyebabkan individu berusaha memenuhi kebutuhannya. Di dalam dunia kerja motivasi dapat memperkuat komitmen karyawan terhadap organisasinya, karena karyawan merasa lebih terikat dengan tujuan dan nilai-nilai organisasi. Penelitian ini bertujuan untuk melihat pengaruh motivasi terhadap komitmen organisasi pada karyawan pasca merger PT. BSI Tbk. Landasan teori motivasi pada penelitian ini yaitu Hierarchy Of Need Abraham Maslow dan komitmen organisasi Allen & Meyer. Penelitian ini menggunakan metode kuantitatif yang dilakukan pada 128 karyawan PT BSI Tbk di Bandung yang sudah bergabung sebelum perusahaan melakukan merger. Alat ukur yang digunakan yaitu skala motivasi Maslow yang dibuat oleh Luthans dan diadaptasi oleh Sutarto Wijono (2010) dan skala komitmen organisasi Allen & Meyer yang sudah diadaptasi oleh Miftahun Ni’mah Suseno (2019). Data yang diperoleh di uji menggunakan Uji SEM-PLS dengan aplikasi SmartPLS. Hasil penelitian ini menunjukkan bahwa physiological need, safety need, social need, esteem need, dan self actualization memberikan pengaruh terhadap affective commitment dengan nilai P Value sebesar 0.043, 0.044, 0.043, 0.045, dan 0.041. Physiological need, safety need, dan self actualization berpengaruh terhadap continuance commitment dengan P Value sebesar 0.047, 0.047, dan 0.048. Namun physiological need, safety need, social need, esteem need, dan self actualization tidak memberikan pengaruh terhadap normative commitment.
Co-Authors Alfiyah, Hilmy Aulia Ali Mubarak Alifia Nisaa Choeriyah Alifia Nissa Choeriyah Andhita Nurul Khasanah Azelia Almira Islamey Azzahra, Salwa Devri Nugraha Ihsan Diliana, Faizza Haya Dinda Dwarawati Dita Hanina Rahma Eni N. Nugrahawati Fakhrunnisa Raudatul Rahman Fikar Aulia Muhammad Gadama, Melsan Hana Dhia Salsabila Hasmi Havila Hasybi M. Azka Homsyah Sekarsari Inung Wijayanto Kurnia Ismanto, Rima Ananda Lisa Widawati Lisa Widawati M. Husni Muhammad Ilyas Yusuf Nina Sundari Nur Pratama, Yohanes Juan Oki Mardiawan Panji Adam Agus Putra Popon Srisusilawati Putri, Athaliqa Ananda Rahmaniar, Thalita Dewi Rifa Afifah Kultsum Rois, Yovanka Graciela Rosyidah, Fairuz Syifa Rozana, Anna Safitri, Ayu Sekar Satrio Budiman Rastanim Sa’idah, Sofia Silva Oktavianti Mardiana Siregar, Ariani Sugondo Hadiyoso Sulistyo, Tobias Mikha Tahany, Tahany Tria Ajeng Andini Wibowo, Raiyan Adi Yasyfa Camilla Pudjiadi