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All Journal Jurnal Psikologi Journal of Economic, Bussines and Accounting (COSTING) JMM (Jurnal Masyarakat Mandiri) GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling Jurnal Abdimasa Jurnal Manajerial PSIKOVIDYA MATHEMA: JURNAL PENDIDIKAN MATEMATIKA Psikoborneo : Jurnal Ilmiah Psikologi JIPM Connectedness International Journal of Humanities Education and Social Sciences Journal of Social And Economics Research Anakta : Jurnal Pendidikan Islam Anak Usia Dini Journal of Islamic Digital Economics and Management Jurnal Cendekia Ilmiah Jurnal Ekonomi, Manajemen, Akuntansi Psychosocia : Journal of Applied Psychology and Social Psychology
Fuad Ardiansyah
Universitas Pendidikan Muhammadiyah Sorong
Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Languange, Linguistic, Communication & Media Mathematics Medicine & Pharmacology Social Sciences Other

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Confirmatory Factor Analisys (CFA) untuk Validasi Instrumen Percieved External Prestige di Lingkungan Kerja Salu, Lorena Tiku; Umasugi, Muhammad Irwan; Triputra, Gusti Razuli; Randa, Andreas Galileo; Ardiansyah, Fuad
GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling Vol 15, No 2 (2025)
Publisher : Universitas Muhammadiyah Metro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24127/gdn.v15i2.12261

Abstract

Perceived External Prestige (PEP) is an individual's assessment of how their organization is viewed by outsiders. This study aims to validate the Perceived External Prestige (PEP) instrument as a measurement tool for employee perceptions of organizational reputation in the eyes of external parties. Validation was conducted using Confirmatory Factor Analysis (CFA) method on a sample of 251 private employees in Southwest Papua. The three-factor model of PEP tested includes Personality, Social Development, and Career Training. The analysis results show that the model has a good fit with the empirical data. A high Kaiser-Meyer-Olkin (KMO) value of 0.963, and a significant Bartlett's test (p < 0.05) indicated that the data were suitable for further factor analysis. All items in the instrument had factor loadings above the 0.35 threshold, indicating good construct validity. These validation results confirm that the PEP instrument is effective and reliable for measuring employee perceptions of organizational reputation in the work environment. This research contributes to the development of a valid and reliable instrument to measure PEP in the context of organizations in Indonesia.
HUBUNGAN HARGA DIRI TERHADAP KECEMASAN DALAM PREFERENSI MEMILIH PASANGAN HIDUP PADA PEREMPUAN DEWASA AWAL Ika Retno Priani; Fuad Ardiansyah; Adinda Shofia
Journal of Social and Economics Research Vol 7 No 2 (2025): JSER, December 2025
Publisher : Ikatan Dosen Menulis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/jser.v7i2.1145

Abstract

Dewasa awal merupakan tahap perkembangan yang ditandai dengan tugas psikososial intimacy vs isolation, dimana individu diharapkan mampu menjalin ikatan emosional yang mendalam dengan orang lain. Pada tahap ini, salah satu tantangan yang kerap dihadapi adalah kecemasan dalam memilih pasangan hidup. Kecemasan tersebut dapat terjadi karena dipengaruhi oleh berbagai faktor, salah satu faktornya adalah harga diri. Tujuan penelitian ini untuk mengetahui hubungan antara harga diri dengan kecemasan dalam preferensi memilih pasangan hidup pada perempuan dewasa awal di Kota dan Kabupaten Sorong. Penelitian ini menggunakan pendekatan kuantitatif, dengan teknik Purposive Sampling dengan jumlah subjek yang dilibatkan adalah sebanyak 325 perempuan dewasa awal di wilayah Kota dan Kabupaten Sorong. Analisis data dalam penelitian ini menggunakan teknik Pearson Correlation. Hasil penelitian menunjukkan nilai koefisien korelasi sebesar -0.177 dan signifikansi <0,001. Hasil tersebut menunjukkan bahwa terdapat korelasi negatif yang berarti semakin tinggi harga diri maka akan semakin rendah kecemasan memilih pasangan hidup perempuan dewasa awal.
Peran Komitmen Organisasi dalam Memediasi Pengaruh Stres dan Kepuasan Kerja terhadap Turnover Intention Pada Karyawan Universitas X Annisa' Khaerani; Fuad Ardiansyah; Thio Kanisius
Jurnal Manajerial Vol. 13 No. 01 (2026): Jurnal Manajerial
Publisher : Program Studi Manajemen Universitas Muhammadiyah Gresik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30587/jurnalmanajerial.v13i01.11114

Abstract

Background – The high turnover intention in college environments is a serious problem that might threaten the stability and continuity of an organization. People often want to leave this job because of high stress levels and low job satisfaction. Aim – The objective of this research is to analyze and identify the impact of job satisfaction and work-related stress on employee turnover intention, examining the role of organizational commitment as a mediator, while emphasizing the significance of job satisfaction as a dominant factor in reducing turnover intentions. Design / methodology / approach – This study employs a quantitative approach utilizing explanatory research design. The data collected via a questionnaire based on indicators of work stress, job satisfaction, organizational commitment, and turnover intention. SPSS is used to test validity and reliability. There were 140 respondents, all of whom were lecturers and educational staff at a university in eastern Indonesia, with data collection conducted both online and offline. SmartPLS software was used to analyze the data.. Findings – The findings of the study indicate that job satisfaction has a significant positive effect on organizational commitment and a significant negative effect on turnover intention. On the other hand, work stress does not have a significant effect on organizational commitment or turnover intention. Organizational commitment does not serve as a mediator in the relationship between work stress and job satisfaction with turnover intention. Conclusion – The empirical evidence suggests that job satisfaction is the most important factor in reducing turnover intention, while organizational commitment is more closely related to job satisfaction. Research implication – The outcomes of this study indicate that higher education institution management should concentrate on improving employee job satisfaction by strengthening a fair reward system, balancing work and life, and improving organizational communication. Limitations – This study is limited to a single educational institution in Eastern Indonesia, which may affect the generalizability of the findings. Moreover, the local organizational culture may affect how respondents viea HR policies. Further studies are recommended to include more institutions and employ a mixed methods approach.
Kepemimpinan Transformasional dan Kinerja Karyawan berbasis Kontruksi Variabel: Prespektif Analisis Komprehensif Hardiman F Sanaba; Fuad Ardiansyah; M Farhan Hidayattulah; La Ode Jafar Sadikin; Andi Iksan Saputra
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 5 No. 4: Mei 2026
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v5i4.16760

Abstract

Penelitian ini mengeksplorasi efektivitas kepemimpinan transformasional dalam meningkatkan kinerja karyawan melalui analisis konstruksi variabel. Menggunakan metode wawancara mendalam terhadap informan dari berbagai profesi, studi ini memetakan dua pilar utama keberhasilan organisasi: Outcome Factors (motivasi inspirasional, keterikatan emosional, kepercayaan, pengetahuan, dan komunikasi) serta Output Factors (kinerja berkelanjutan, motivasi intrinsik, pemberdayaan, kepuasan, dan komitmen). Temuan utama menunjukkan bahwa diskoneksi antara inspirasi dan produktivitas dapat diatasi ketika pemimpin berperan sebagai pemimpin yang aktif membagikan ilmu. Praktik ini membangun keamanan psikologis dan mengubah hubungan formal menjadi kemitraan emosional yang kuat. Dampaknya, kinerja karyawan tetap stabil dan berkualitas meski menghadapi kendala teknis atau fisik. Secara komprehensif, sinergi antara pengembangan kompetensi dan penguatan nilai-nilai kemanusiaan terbukti mampu menciptakan ekosistem kerja yang unggul. Penelitian menyimpulkan bahwa penguatan konstruksi variabel yang berfokus pada keseimbangan outcome dan output merupakan strategi kunci untuk mencapai performa yang tepat sasaran dan berkelanjutan. Pengalaman lintas profesi mempertegas bahwa kepemimpinan yang memanusiakan karyawan berkorelasi positif terhadap stabilitas kualitas kerja di tatanan nilai yang tinggi.
english: english Nabilah Farah Fadilah; Fuad Ardiansyah; Putrawansyah Putrawansyah
International Journal Of Humanities Education and Social Sciences (IJHESS) Vol 5 No 4 (2026): IJHESS FEBRUARY 2026
Publisher : CV. AFDIFAL MAJU BERKAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55227/ijhess.v5i4.2123

Abstract

This study investigated the effectiveness of Universal Picture Card Media (UPCM) in enhancing elementary school students’ public speaking skills through a quasi-experimental pretest–posttest design. The participants consisted of 20 students aged 10–12 years from SD Muhammadiyah 2 Sorong City, selected using purposive sampling and divided equally into experimental and control groups. Students’ speaking performance was assessed based on six indicators: pronunciation accuracy, fluency, grammatical accuracy, coherence and cohesion, clarity of message delivery, and confidence in social interaction. Data were collected through structured speaking tests, classroom observations, and documentation, and analyzed using descriptive statistics and the nonparametric Mann–Whitney U test due to non-normal data distribution in one dataset. The results revealed a statistically significant difference between the experimental and control groups (U = 0.000; Z = −3.791; p < 0.05). The experimental group’s mean score increased substantially from 21.70 in the pretest to 48.50 in the posttest, representing a 26.80% improvement. In contrast, the control group showed only a marginal increase from 23.00 to 24.40. The most notable improvement in the experimental group was observed in fluency (M = 4.40) and confidence and social interaction (M = 4.40), while coherence and cohesion demonstrated the greatest developmental progression across cycles. Pronunciation accuracy showed improvement but remained the lowest indicator compared to others. The intervention was implemented over three cycles and three meetings, integrating storytelling, singing activities, educational games, and structured debriefing sessions. These findings demonstrate that UPCM provides effective visual scaffolding that significantly enhances students’ structured expression, fluency, and communicative confidence in public speaking contexts.
ANALISIS PENGARUH PSYCHOSOCIAL RISK FACTORS AT WORK TERHADAP TURNOVER INTENTION PEKERJA PT. X DI SORONG RAYA Joshua Marshall Puarada; Fuad Ardiansyah; Adinda Shofia
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 6 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/0fvav857

Abstract

Tujuan penelitian ini adalah menganalisis pengaruh Psychosocial Risk Factors at Work terhadap Turnover Intention, pengaruh domain Tuntutan Kerja dan domain Relasi Interpersonal & Kepemimpinan, terhadap Turnover Intention pada karyawan PT. X. Penelitian ini menggunakan pendekatan kuantitatif dengan metode analisis regresi linear sederhana dan regresi linear berganda. Responden dalam penelitian ini berjumlah 137 pekerja yang dipilih menggunakan metode non probability sampling dengan teknik purposive sampling. Hasil uji regresi linear berganda menunjukkan bahwa hanya salah satu domain Psychosocial Risk Factors at Work yang berpengaruh terhadap Turnover Intention. Sementara itu, Tuntutan Kerja tidak berpengaruh dan Relasi Interpersonal & Kepemimpinan berpengaruh negatif dan signifikan terhadap Turnover Intention. Penelitian memiliki keterbatasan hanya menggunakan 2 domain dari Psychosocial Risk Factors at Work yaitu, Tuntutan Kerja dan Relasi Interpesonal dan Kepemimpinan sehingga untuk peneliti selanjutnya, perlu melihat domain lain yang disesuaikan dengan kondisi lingkungan perusahaan.
Co-Authors - Mulyono, - Abdullah, Aprilianty Adiawaty , Susi Adinda Shofia Adinda Shofia Aldilla Yulia Wiellys Sutikno Andi Iksan Saputra Annisa' Khaerani Apriliani, Mira Aulia Choirunnissa Budi, Achmad R. S. Chusnul Khotimah Devi Nurfarahim Fitriani, Anis Alfian Hakim, Muhammad Arief Hardiman F Sanaba Hatsama, Abdul Rahman Hatsamah, Abdulrahman Hidayah, Fathul Hidayah, Fenti Nur Ika Retno Priani Ika Retno Priani Istiqomah, Ikrima Dianti Joshua Marshall Puarada La Ode Jafar Sadikin M Farhan Hidayattulah Mangean, Alfredo Margana -, Margana Margana Margana Maria Yuni Megarini Cahyono Mei Rista Dian Nawangwulan Mei Rista Dian Nawangwulan Mira Apriliani Mira Apriliani Muhamad Ali Kasri Muhammad Ali Kasri Nabilah Farah Fadilah Nabilah Farah Fadilah Nengsih Sri Wahyuni Nur Aini Patty, Graselia Elizabeth Putrawansyah Putrawansyah Ragil, Muh. Ramadhani, Sri Ayu Randa, Andreas Galileo Risky Febri Wanda Rokhima, Nur RR. Ella Evrita Hestiandari Salu, Lorena Tiku Sanaba, Hardiman F. Sanaba, Hardiman Farmit Sari, Widiah Ratna Setia Budi, Achmad Rizki Sumadi, Suhartini Syafira Putri Ekayan Syafira Putri Ekayani Teguh Yuliandri Putra Thio Kanisius Triputra, Gusti Razuli Umasugi, Muhammad Irwan Uspessy, Mayling Ketrin Wahyuni, Nengsih Sri