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All Journal Jurnal Ilmiah Psikologi Terapan Psikologika : Jurnal Pemikiran dan Penelitian Psikologi Jurnal Psikologi MEDIAPSI Al Ishlah Jurnal Pendidikan Analitika : Jurnal Magister Psikologi UMA Syntax Literate: Jurnal Ilmiah Indonesia JURNAL DIVERSITA Psikoislamedia : Jurnal Psikologi Cognicia Jurnal Ilmiah Psyche Focus : Jurnal Pekerjaan Sosial Altruis: Journal of Community Services Education Achievement: Journal of Science and Research Journal of Social Research Reflection Journal Journal of Scientific Research, Education, and Technology Jurnal Indonesia Sosial Sains Jurnal Pengabdian Kepada Masyarakat Jurnal Psikologi dan Konseling West Science Enrichment: Journal of Multidisciplinary Research and Development Jurnal Akademik Pengabdian Masyarakat EduInovasi: Journal of Basic Educational Studies Research Psychologie, Orientation et Conseil
Nida Hasanati, Nida
Universitas Muhammadiyah Malang
Religion Arts Humanities Astronomy Biochemistry, Genetics & Molecular Biology Chemistry Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Immunology & microbiology Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Neuroscience Physics Public Health Social Sciences Other

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Journal : Cognicia

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Pengaruh Otonomi Kerja Terhadap Turnover Intention Melalui Mediator Pemberdayaan Psikologis Pada Karyawan Pertelevisian Akbar, Iqbal Bahtiyar; Hasanati, Nida; Shohib, Mohammad
Cognicia Vol 7, No 2 (2019)
Publisher : Faculty of Psychology, University of Muhammadiyah Malang, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (1073.122 KB) | DOI: 10.22219/cognicia.v7i2.9210

Abstract

ABSTRACT Turnover Intention is an important phenomenon that affects the development of the company. One of the factors that influence turnover intention is work autonomy. High work autonomy will increase psychological empowerment, ultimately affecting turnover intention. The purpose of this study is to determine the effect of work autonomy on turnover intention through mediators of psychological empowerment. This research approach uses a quantitative approach. The method of data collection uses the scale of The Work Design Questionnaire, the Multidimentional questionnaire of Psychological Empowerment and Mobley's Measurement Model. Determination of the sample using purposive sampling technique, the total subject is 72 people from four local television companies in Malang, Data analysis using Bootstrapping analysis. The results obtained are (1) There is no effect of work autonomy on turnover intention, the value of F = 2.748 (p = 0.102); (2) There is an influence of work autonomy on psychological empowerment with a value of F = 47.07 (p = 0,0001); (3) There is no effect of psychological empowerment on turnover intention, F value = 0.654 (p = 0.421); (4) There is no mediating effect of psychological empowerment on work autonomy with turnover intention.KEYWORDS Turnover Intention, Work Autonomy, Psychology EmpowermetCITITATION  Akbar, I., Hasanati, N., & Shohib, M. (2019). Pengaruh Otonomi Kerja Terhadap Turnover Intention Melalui Mediator Pemberdayaan Psikologi Pada Karyawan Pertelevisian. Jurnal Online Psikologi,  7,  (3), X-X.
Pengaruh servant leadership terhadap quality of work life pada karyawan generasi milenial Baiq Widya Ayu Ardiyanti; Nida Hasanati; Adhyatman Prabowo
Cognicia Vol. 9 No. 1 (2021): Maret
Publisher : Fakultas Psikologi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/cognicia.v9i1.14187

Abstract

Indonesia is entering a demographic surplus era where millennial generation employees occupy most of the existing work opportunities. When the organization pays attention to and fulfills the needs of millennial generation employees, this arguably will prosper the employees so that their quality of work life can be realized. Organizational support provided by leaders who try to prioritize common interests over personal interests or servant leadership is one of the things that creates employees’ welfare because the employees’ needs are met. The purpose of this study was to determine the effect of servant leadership on the quality of work life of millennial generation employees. This study used quantitative methods with the sampling technique employed is using total sampling with the number of subjects in this are 96 people at BUMN X in West Nusa Tenggara. The data collection method used the servant leadership scale of 18 items and the quality of work life scale of 34 items. Data analysis used the simple linear regression technique. The results showed that there was a significant positive effect of servant leadership on the quality of work life. Servant leadership has an effect of 48.6% on the quality of work life for millennial generation employees (F = 88.893, p = 0.000, = 0.486).
Hubungan antara psychological capital dan career adaptability anggota Dit Samapta Polda Wulandari, Devany Angie; Hasanati, Nida
Cognicia Vol. 12 No. 1 (2024): Maret
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/cognicia.v12i1.28518

Abstract

Every individual will go through an exploration stage in their career where individuals still consider their talents, interests and educational background for their careers. There are career obstacles faced by individuals at the beginning of their careers, encouraging them to have career adaptability skills. This research is a correlational quantitative study that aims to determine the relationship between psychological capital and career adaptability at the beginning of the career of members of Dit Samapta Polda. Subjects in this study were 203 members, aged 19-23 years. This study used two measuring instruments, Psychological Capital Questionnaire Scale (PCQ) and the Career Adapt-Ability Scale (CAAS). Based on the correlation analysis using Rank Spearman, it was found that there was a positive and significant relationship between psychological capital and career adaptability with (ρ = 0,433) and sig. (2-tailed) = (0,000) so that the higher the psychological capital, the higher the career adaptability.
Co-Authors Adhyatman Prabowo Ahmad Sulaiman Airawan, Ratra Adya Akbar, Iqbal Bahtiyar Aryanti, Rr. Feni Baiq Widya Ayu Ardiyanti Burhan, Rofiatul Jannah Dawamah, Siti Muzaro’atut Djudiyah Djudiyah Djudiyah Elfina, May Lia Hari Windu Asrini Imam Abdillah Lukman Indah Fitriani Irlangga, Sulthan Alief Iswinarti Iswinarti Karima, Azizah Khusnul Karimah, Annikmatul Kelpin Adiyatma Kurniawati, Rizka Latipun Latipun Lukman, Imam Abdillah Maharani, Farah Diba Makruf, Herlin Asfarina Maulidina, Syifa Mohammad Shohib Muhammad Fath Mashuri Muhammad Sufyan Suri Muhdhor, Ahmad Wildan Nuha, Vivin Ainun Nur Hasmalawati Nur Hasmalawati, Nur Pahmiah Pahmiah, Pahmiah Pindha Prameswary, Allviola Putri Rahman, Cucut Arifa Rinikso Kartono Sa'ida, Halimatus Salsabila Shabiq Anisa Shabiq Azizatul Anisa Surahman Surahman Sutaata, Muhammad Putra Bayu Wulandari, Devany Angie Zainul Anwar