Articles
<![CDATA[Subjective well being pada karyawan: Bagaimana work-life balance? ]]>
<![CDATA[Aulia, Savira Nesvy]]>;
<![CDATA[Sofiah, Diah]]>;
<![CDATA[Farhanindya, Hikmah Husniyah]]>
<![CDATA[ SUKMA : Jurnal Penelitian Psikologi Vol 5 No 2 (2024): Volume 5 No 2 Desember 2024 ]]>
Publisher : <![CDATA[Fakultas Psikologi Universitas 17 Agustus 1945 Surabaya ]]>
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DOI: 10.30996/sukma.v5i1.11573
<![CDATA[Abstract This research aims to determine the relationship between Work-Life Balance and Subjective Well-Being in PT employees. X Pasuruan Regency. This research is a type of quantitative research using correlational quantitative methods. The sampling technique in this research used proportional sampling with a sample of 275 PT employees. X Pasuruan Regency. The results of the analysis using the Sperm Rho correlation show that work-life balance and subjective well-being obtained a correlation of 0.408 with a significant score of p = 0.000 ≤ 0.01, which means there is a very significant positive relationship between work-life balance and subjective well-being. This can be interpreted as meaning that the higher the work-life balance score, the higher the subjective well-being score, conversely, the lower the work-life balance score, the lower the subjective well-being score. The existence of a positive relationship can indicate that it is in accordance with the hypothesis in this research, namely that there is a positive relationship between work-life balance and subjective well-being. Abstrak Penelitian ini bertujuan untuk mengetahui adanya hubungan antara Work-Life Balance dengan Subjective Well-Being pada karyawan PT. X Kabupaten Pasuruan. Penelitian ini merupakan jenis penelitian kuantitatif dengan menggunakan metode kuantitatif korelasional. Teknik pengambilan sampel pada penelitian ini menggunakan porposive sampling dengan sampel 275 karyawan PT. X Kabupaten Pasuruan. Hasil analisis menggunakan korelasi sperman rho menunjukkan bahwa work-life balance dengan subjective well-being diperoleh hasil korelasi sebesar 0,408 dengan skor signifikan p = 0,000 ≤ 0,01 yang artinya terhadap hubungan positif yang sangat signifikan antara work-life balance dengan subjective well-being. Hal ini dapat diartikan bahwa semakin tinggi skor work-life balance maka semakin tinggi juga skor subjective well-being, sebaliknya jika semakin rendah skor work-life balance maka semakin rendah pula skor subjective well-being. Adanya hubungan yang positif maka dapat menunjukkan bahwa sesuai dengan hipotesis dalam penelitian ini, yaitu adanya hubungan positif antara work-life balance dengan subjective well-being.]]>
<![CDATA[The Relationship Between Religiosity and Self-Control with Online Gambling Addiction in Online Gamblers ]]>
<![CDATA[Billah, Muhammad Asyiiq]]>;
<![CDATA[Sofiah, Diah]]>;
<![CDATA[Arifiana, Isrida Yul]]>
<![CDATA[ Journal of Scientific Research, Education, and Technology (JSRET) Vol. 4 No. 1 (2025): Vol. 4 No. 1 2025 ]]>
Publisher : <![CDATA[Kirana Publisher (KNPub) ]]>
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DOI: 10.58526/jsret.v4i1.696
<![CDATA[This study aims to determine the relationship between religiosity and self-control on online gambling addiction in online gamblers. Addiction is a psychological problem that the sufferer does not directly realise. So, sometimes, it causes online gamblers not to understand or even recognise. Online gambling addiction is a serious problem. Someone who is addicted cannot control their desire to bet. In addition, taking risky actions such as increasing the amount of bets, playing without knowing the time, not limiting the amount of money spent on playing, and causing other social problems. The research method used is quantitative correlation with a sample of 141 online gamblers. With a sampling technique using accidental sampling. The data collection instrument uses three scales: the online gambling addiction scale, the religiosity scale and the self-control scale. Data analysis was conducted using validity, reliability tests, and multiple regression analysis. Based on the results of the study show a significant negative relationship between religiosity and online gambling addiction (p = 0.000 (p < 0.05). And between self-control and online gambling addiction (p = 0.000, p < 0.05). Multiple regression analysis also shows a significant relationship between religiosity and self-control with online gambling addiction. This means that there is a significant correlation between religiosity and self-control with online gambling addiction. This shows that the lower the religiosity and self-control can affect the higher online gambling addiction in online gamblers.]]>
<![CDATA[Adakah Korelasi Antara Kepuasan Kerja Dengan Organizational Citizenship Behavior? ]]>
<![CDATA[Wibisono, Ahmad Faridudin]]>;
<![CDATA[Sofiah, Diah]]>;
<![CDATA[Prasetyo, Yanto]]>
<![CDATA[ JIWA: Jurnal Psikologi Indonesia Vol 1 No 1 (2023): September ]]>
Publisher : <![CDATA[Faculty of Psychology Universitas 17 Agustus 1945 Surabaya ]]>
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DOI: 10.30996/jiwa.v1i1.9777
<![CDATA[This study aims to explain "The Relationship between Job Satisfaction and Organizational Citizenship Behavior of PT. X". The background of this research is the Industrial Revolution that is happening now, which requires organizations to have employees who are able to work more than the targets given, where employees must also be willing to provide performance that exceeds the expectations targeted by their superiors. Organizational Behavior Citizenship is important to have, because having this behavior makes employees have more value in an organization. Apart from this, the thing that must be considered by an organization to bring about organizational citizenship behavior is to pay attention to employee job satisfaction. This work aims to find out whether satisfaction is interrelated with Organizational Citizenship Behavior at PT X employees. The research method used is quantitative correlation, with simple random sampling method. The data analysis uses product moment correlation. More details can be found in the discussion section. Penelitian ini bertujuan untuk menjelaskan “Hubungan Kepuasan Kerja dengan Organizational Citizenship Behavior pada Karyawan PT. X”. Penelitian ini dilatar belakangi oleh Revolusi Industri yang terjadi sekarang menuntut organisasi untuk memiliki karyawan yang mampu bekerja lebih dari target yang diberikan, dimana karyawan juga harus bersedia memberikan kinerja yang melebihi harapan yang ditargetkan oleh atasanya. Perilaku Organizational Citizenship behavior ini penting dimiliki, karena dengan memiliki perilaku tersebut membuat karyawan memiliki nilai lebih dalam suatu organisasi. Terlepas dari hal tersebut, hal yang harus diperhatikan oleh sebuah organisasi untuk memunculkan perilaku organizational citizenship behavior adalah memperhatikan kepuasan kerja karyawan. Penelitian ini bertujuan untuk mengetahui apakah kepuasan kerja saling berhubungan dengan Organizational Citizenship Behavior pada Karyawan PT. X. metode penelitian yang digunakan adalah kuantitatif korelasional, dengan metode simple random sampling. Analisis data menggunakan korelasi product moment. Lebih lanjut ada pada bagian pembahasan.]]>
<![CDATA[Change-oriented organizational citizenship behavior (OCB-CH) pada karyawan: Bagaimana peran organizational trust? ]]>
<![CDATA[Purwanto, Nabila Tiara Anggar Siwi]]>;
<![CDATA[Sofiah, Diah]]>;
<![CDATA[Prasetyo, Yanto]]>
<![CDATA[ JIWA: Jurnal Psikologi Indonesia Vol 2 No 1 (2024): Maret ]]>
Publisher : <![CDATA[Faculty of Psychology Universitas 17 Agustus 1945 Surabaya ]]>
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DOI: 10.30996/jiwa.v2i1.10477
<![CDATA[This study aims to determine the relationship between Organizational Trust and Change-oriented Organizational Citizenship Behavior (OCB-CH) in CV employees. X. This study uses quantitative research with the entire population of CV. X in Sidoarjo totaling 90 respondents. The data collection instrument in this study used a likert scale consisting of an Organizational Trust scale and a Change-oriented Organizational Citizenship Behavior (OCB-CH) scale. The data analysis technique used, namely product moment correlation test analysis. Based on the results of data analysis, there is a significant positive relationship between Organizational Trust and Change-oriented Organizational Citizenship Behavior (OCB-CH) in employees. That is, the higher the Organizational Trust, the higher the Change-oriented Organizational Citizenship Behavior (OCB-CH) owned by employees. Penelitian ini bertujuan untuk mengetahui hubungan antara Organizational Trust dengan Change-oriented Organizational Citizenship Behavior (OCB-CH) pada karyawan CV. X. Penelitian ini menggunakan penelitian kuantitatif dengan keseluruhan populasi CV. X di Sidoarjo berjumlah 90 responden. Instrumen pengambilan data pada penelitian ini menggunakan skala likert yang terdiri dari skala Organizational Trust dan skala Change-oriented Organizational Citizenship Behavior (OCB-CH). Teknik analisis data yang digunakan, yaitu analisis uji korelasi product moment. Berdasarkan hasil analisis data menunjukkan adanya hubungan positif yang signifikan antara Organizational Trust dengan Change-oriented Organizational Citizenship Behavior (OCB-CH) pada karyawan. Artinya, semakin tinggi Organizational Trust maka semakin tinggi pula Change-oriented Organizational Citizenship Behavior (OCB-CH) yang dimiliki karyawan.]]>
<![CDATA[Kemajuan Instansi Pendidikan: Bagaimana Peranan Meaningful Work dan Change-oriented ocb Pada Guru SMA? ]]>
<![CDATA[Ramadan, Ananda Dwi]]>;
<![CDATA[Sofiah, Diah]]>;
<![CDATA[Prasetyo, Yanto]]>
<![CDATA[ JIWA: Jurnal Psikologi Indonesia Vol 2 No 2 (2024): Juni ]]>
Publisher : <![CDATA[Faculty of Psychology Universitas 17 Agustus 1945 Surabaya ]]>
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DOI: 10.30996/jiwa.v2i2.10543
<![CDATA[Abstract This study aims to determine whether there is a relationship between Meaningful Work and Change-oriented ocb in high school teachers in Gresik Regency. This analysis uses the dependent variable, namely Change-oriented ocb and the independent variable, namely Meaningful Work. This research is a type of quantitative research using correlational quantitative methods. The sampling technique in this study used a simple random sampling method where the subjects were taken from the entire population of 76 respondents. The subjects in this study were teachers at three X high schools in Gresik Regency and used instruments from Change-oriented ocb with Meaningful Work. The data analysis technique uses Spearman 'rho non-parametric correlation test analysis with the help of SPSS version 22.0 for Windows. The result of the correlation coefficient on the relationship between Meaningful Work and Change-oriented ocb is 0,311 with a significance level of 0,008 (p = <0.05) which indicates that the level of correlation coefficient on these variables has a positive relationship and very significant. This means that Change- Oriented OCB will increase along with the increase in Meaningful Work in High School Teachers. Keywords: (Change-oriented ocb, Education, Meaningful Work, Teacher). Abstrak Penelitian ini bertujuan untuk mengetahui apakah ada hubungan antara Meaningful Work dengan Change-oriented ocb pada Guru SMA di Kabupaten Gresik. Analisis ini menggunakan variabel dependen yaitu Change-oriented ocb dan variabel independen yaitu Meaningful Work. Penelitian ini merupakan jenis penelitian kuantitatif dengan menggunakan metode kuantitatif korelasional. Teknik pengambilan sampel pada penelitian ini menggunakan metode simple random sampling yang dimana subjek diambil dari kesuluruhan populasi sebanyak 76 responden. Subjek pada penelitian ini yaitu Guru pada tiga SMA X di Kabupaten Gresik dan menggunakan instrumen dari Change-oriented ocb dengan Meaningful Work. Teknik analisis data menggunakan analisis uji korelasi non parametric spearman’ rho dengan bantuan SPSS versi 22.0 for Windows. Hasil koefisien korelasi pada hubungan antara Meaningful Work dengan Change-oriented ocb sebesar 0,311 dengan taraf signifikansi sebesar 0,008 (p = <0,05) yang menunjukkan bahwa tingkat koefisien korelasi pada variabel tersebut memiliki hubungan positif yang sangat signifikan. Artinya Change-oriented ocb akan meningkat seiring dengan meningkatnya Meaningful Work pada Guru SMA. Kata Kunci: (Change-oriented ocb, Guru, Meaningful Work, Pendidikan)]]>
<![CDATA[Change-Oriented Organizational Citizenship Behavior pada karyawan: Bagaimana peranan kepemimpinan transformasional? ]]>
<![CDATA[Pramesta, Robbana Rizka Amelia]]>;
<![CDATA[Sofiah, Diah]]>;
<![CDATA[Prasetyo, Yanto]]>
<![CDATA[ JIWA: Jurnal Psikologi Indonesia Vol 2 No 2 (2024): Juni ]]>
Publisher : <![CDATA[Faculty of Psychology Universitas 17 Agustus 1945 Surabaya ]]>
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DOI: 10.30996/jiwa.v2i2.10546
<![CDATA[Abstract Change-Oriented Organizational Citizenship Behavior (OCB) is a constructive effort by individuals to identify and implement changes that companies need because behavior is not enough to help, but employee behavior is important in improving working methods, policies, and procedures to improve situations and performance. Transformational leadership can influence the emergence of Change-Oriented OCB behavior as an external factor because the motivation and invitation to bring about change in the organization make employees active participants in the development of the company. The aim of this study is to find out the relationship between transformational leadership and Change-Oriented OCB. This study is a quantitative correlational study involving a total population of 90 respondents. The scale of measurement of transformational leadership variables and Change-Oriented OCBs using the Likert scale. The results of the test were tested using product moment analysis. The correlation test results between transformational leadership and Change-Oriented OCBs produced a very significant positive relationship, which means that it can be concluded that the higher the transformational leader, the higher is the Change-Oriented OCB, on the contrary that the lower the transformational leadership, the lower is the changing-oriented OCB. Keywords: Change-Oriented OCB; Employee; Transformational Leadership Abstrak Change-Oriented Organizational Citizenship Behavior (OCB) adalah usaha konstruktif yang dilakukan individu untuk mengidentifikasi dan menerapkan perubahan yang dibutuhkan perusahaan karena perilaku membantu saja tidak cukup melainkan perilaku karyawan penting dalam meningkatkan metode kerja, kebijakan, dan prosedur untuk memperbaiki situasi dan kinerja. Kepemimpinan transformasional dapat mempengaruhi munculnya perilaku Change-Oriented OCB sebagai faktor eksternal karena motivasi dan ajakan untuk memberikan perubahan pada organisasi membuat karyawan menjadi turut serta aktif pada perkembangan perusahaan. Tujuan dari penelitian ini adalah untuk mengetahui hubungan antara kepemimpinan transformasional dengan Change-Oriented OCB. Penelitian ini merupakan penelitian kuantitatif korelasional yang melibatkan keseluruhan populasi sejumlah 90 responden. Skala pengukuran pada variabel kepemimpinan transformasional dan Change-Oriented OCB menggunakan skala likert. Hasil penelitian diuji menggunakan uji analisis product moment. Hasil uji korelasi antara antara kepemimpinan transformasional dengan Change-Oriented OCB menghasilkan hubungan positif yang sangat signifikan, artinya dapat disimpulkan bahwa semakin tinggi kepemimpinan transformasional, maka semakin tinggi pula Change-Oriented OCB, sebaliknya bahwa semakin rendah kepemimpinan transformasional, maka semakin rendah pula Change-Oriented OCB. Kata kunci: Change-Oriented OCB; Karyawan; Kepemimpinan Transformasional]]>
<![CDATA[OCB pada karyawan perusahaan: Peranan internal locus of control dan kepemimpinan transformasional ]]>
<![CDATA[Nikmatul Hikmah, Arik Rustam]]>;
<![CDATA[Sofiah, Diah]]>;
<![CDATA[Prasetyo, Yanto]]>
<![CDATA[ JIWA: Jurnal Psikologi Indonesia Vol 2 No 2 (2024): Juni ]]>
Publisher : <![CDATA[Faculty of Psychology Universitas 17 Agustus 1945 Surabaya ]]>
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DOI: 10.30996/jiwa.v2i2.10547
<![CDATA[Penelitian ini bertujuan untuk mengetahui apakah ada hubungan antara Internal Locus of Control dengan Organizational Citizenship Behavior pada karyawan PT. X dan apakah ada hubungan antara Kepemimpinan Transformasional dengan Organizational Citizenship Behavior pada karyawan PT. X. Analisis ini menggunakan variabel independen Internal Locus of Control dan Kepemimpinan Transformasional dengan variabel dependen Organizational Citizenship Behavior. Penelitian ini merupakan jenis penelitian kuantitatif dengan menggunakan metode kuantitatif korelasional. Teknik pengambilan sampel pada penelitian ini menggunakan metode random sampling yang dimana subjek diambil dari kesuluruhan populasi sebanyak 107 responden karyawan PT. X yang memiliki masa kerja lebih dari 1 tahun. Hasil dari penelitian ini menunjukkan bahwa kedua hipotesis diterima bahwa Internal Locus of Control memiliki hubungan positif dengan Organizational Citizenship Behavior dan Kepemimpinan Transformasional memiliki hubungan positif dengan Organizational Citizenship Behavior.]]>
<![CDATA[Change-oriented OCB: Bagaimana peran psychological capital menunjang generasi Z ditempat kerja? ]]>
<![CDATA[Fachry, Rey Anwar]]>;
<![CDATA[Sofiah, Diah]]>;
<![CDATA[Prasetyo, Yanto]]>
<![CDATA[ JIWA: Jurnal Psikologi Indonesia Vol 2 No 03 (2024): September ]]>
Publisher : <![CDATA[Faculty of Psychology Universitas 17 Agustus 1945 Surabaya ]]>
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DOI: 10.30996/jiwa.v2i03.11684
<![CDATA[Current cafes are usually filled with young employees, The young generation of this era is usually called generation Z is often known as the strawberry generation or the generation that is passionate and enthusiastic but cannot face social pressure and easily gives up when faced with problems. This research was conducted on generation Z who were working in cafes/coffeeshops in the Dukuh Pakis area and aged 18-28 years with a total of 127 out of 142 participants. This research used a quantitative method approach. Data collection was carried out using measurement instruments adapted to the Change-Oriented OCB scale (OCB-CH) and PCQ-24. Data analysis used the Spearman's Rho analysis technique with results showing a strong positive correlation between the two variables studied with a correlation coefficient of 0.469 with a significance level of 0.000 (p < 0.01). This means that the higher the level of Psychological Capital, the higher the level of OCB-CH behavior and otherwise, the lower the level of Psychological Capital, the lower the level of OCB-CH behavior. Keywords: Psychological Capital, OCB-CH, Cafe, Coffeeshop, Gen Z]]>
<![CDATA[Hubungan antara iklim organisasi dengan change oriented organizational citizenship behavior (OCB-CH) pada karyawan di PT. X ]]>
<![CDATA[Diputra, Sadewa Arya]]>;
<![CDATA[Sofiah, Diah]]>;
<![CDATA[Prasetyo, Yanto]]>
<![CDATA[ JIWA: Jurnal Psikologi Indonesia Vol 2 No 03 (2024): September ]]>
Publisher : <![CDATA[Faculty of Psychology Universitas 17 Agustus 1945 Surabaya ]]>
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DOI: 10.30996/jiwa.v2i03.11691
<![CDATA[ABSTRAKPenelitian ini bertujuan untuk mengetahui tedapat hubungan antara iklim organisasi dengan change-oriented organizational citizenship behavior pada karyawan. Penelitian ini merupakan jenis penelitian kuantitatif dengan menggunakan metode korelasional. Teknik pengambilan sempel dalam penelitian ini menggunakan random sampling. Subjek dalam penelitian ini sebanyak 50 responden pada kaaryawan. Hasil analisis product moment menunjukkan bahwa hubungan antara iklim organisasi dengan change-oriented organizational citizenship behavior pada karyawan dengan koefisien sebesar 0,522, signifikansi p=0,000 (p<0,01) yang berarti terdapat hubungan signifikan positif antara iklim organisasi dengan change-oriented organizational citizenship behavior pada karyawan. Jika karyawan mempunyai Iklim Organisasi yang tinggi maka semakin tinggi juga karyawan memunculkan perilaku Change-Oriented OCB, sebaliknya apabila karyawan memiliki Iklim Organisasi yang rendah maka semakin rendah juga karyawan memunculkan perilaku Change-Oriented OCB. ABSTRACTThis study aims to determine the relationship between organizational climate and change-oriented organizational citizenship behavior in employees. This research is a type of quantitative research using a correlational method. The sampling technique in this study uses random sampling. The subjects in this study were 50 respondents in the study. The results of the product moment analysis showed that the relationship between organizational climate and change-oriented organizational citizenship behavior in employees with a coefficient of 0.522, significance p=0.000 (p<0.01) which means that there was a positive significant relationship between organizational climate and change-oriented organizational citizenship behavior in employees. If employees have a high Organizational Climate then the higher the employee will also develop Change-Oriented OCB, on the other hand if the employee has a low Organizational Climate then the lower the employee will also appear Change-Oriented OCB.]]>
<![CDATA[Analisis job insecurity dan organizational citizenship behavior pada karyawan ]]>
<![CDATA[Pangestu, Adam Julian]]>;
<![CDATA[Sofiah, Diah]]>;
<![CDATA[Muslikah, Etik Darul]]>
<![CDATA[ JIWA: Jurnal Psikologi Indonesia Vol 2 No 03 (2024): September ]]>
Publisher : <![CDATA[Faculty of Psychology Universitas 17 Agustus 1945 Surabaya ]]>
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DOI: 10.30996/jiwa.v2i03.11740
<![CDATA[Abstract Organizational Citizenship Behavior (OCB) is voluntary employee behavior that is not tied to formal responsibilities, without expectation of reward. One element that can affect OCB is job insecurity. This study aims to determine whether there is a relationship between job insecurity and OCB in employees at PT Pegadaian Regional Office XII Surabaya. This research uses correlational quantitative research. The sample technique in this study used a random sampling method where the subjects were taken from the entire population of 73 employees. The subjects in this study were all employees at PT Pegadaian Regional Office XII Surabaya. Data analysis was carried out using product moment correlation techniques. The result of the correlation coefficient is -0.614, this shows that the level of the correlation coefficient of this study has a negative relationship with a significance level of p=0.000 <0.01. This means that the greater the job insecurity felt by employees, the smaller the level of OCB shown by them. Conversely, if employees feel a lower level of job insecurity, the higher the OCB they show. Abstrak Organizational Citizenship Behavior (OCB) adalah perilaku sukarela karyawan yang tidak terikat tanggung jawab formal, tanpa mengharapan imbalan. Salah satu elemen yang dapat memengaruhi OCB adalah job insecurity. Penelitian ini bertujuan untuk mengetahui apakah terdapat hubungan antara job insecurity dengan OCB pada karyawan di PT. Pegadaian Kantor Wilayah XII Surabaya. Penelitian ini menggunakan jenis penelitian kuantitatif korelasional. Teknik sampel pada penelitian ini menggunakan metode random sampling yang dimana subjek diambil dari kesuluruhan populasi sebanyak 73 karyawan. Subjek pada penelitian ini adalah seluruh karyawan pada PT. Pegadaian Kantor Wilayah XII Surabaya. Analisis data dilakukan dengan menggunakan teknik korelasi product moment. Hasil koefisien korelasi sebesar -0,614, hal ini menunjukkan bahwa tingkat koefisien korelasi penelitian ini terdapat hubungan negatif dengan taraf signifikasi sebesar p=0,000<0,01. Artinya, semakin besar job insecurity yang dirasakan oleh karyawan, maka semakin kecil tingkat OCB yang ditunjukkan oleh mereka. Sebaliknya, jika karyawan merasakan tingkat job insecurity yang lebih rendah, maka OCB yang mereka tunjukkan akan semakin tinggi.]]>
