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WORK ENGAGEMENT DENGAN PERCEIVED ORGANIZATIONAL SUPPORT PADA KARYAWAN YANG MELAKUKAN WORK FROM HOME Florentina Yuni Apsari; Vincentius Michael Wijaya
EXPERIENTIA : Jurnal Psikologi Indonesia Vol 10, No 1 (2022)
Publisher : Universitas Katolik Widya Mandala Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33508/exp.v10i1.3886

The COVID-19 pandemic has caused the work system that was originally in the office to now work from home or what we usually know as work from home (WFH). Work from home causes employee not to get full support from the company, such as the absence of work support facilities and having to provide work needs while work at home. These things make employee more lazy at work, feel their work is heavy, etc. decreased enthusiasm for wok is one aspect of work engagement. According to Schaufeli & Bakker (2004) work engagement is a condition of thinking about work where a person has positive thoughts and feels happy about work that is formed through vigor, dedication, and absorption. The factor that affect work engagement are perceived organizational support. Researchers use quantitative research method, researchers use google form as a medium for data collection. The number of subjects obtained by the researchers were 84 respondents (WFH employees). The results of this study show sig. of 0.000 (p <0.05) means that there is a relationship between work engagement and perceived organizational support for employees who do WFH. This study is supported by a correlation value of 0.391 and an effective contribution of 31.9% so that it can be said that the two variables studied have a positive relationship, which means that when individuals have high perceived organizational support, the individual will also have high work engagement. On the other hand, when an individual has low perceived organizational support, the individual will have low work engagement.

WORK ENGAGEMENT DENGAN PERCEIVED ORGANIZATIONAL SUPPORT PADA KARYAWAN YANG MELAKUKAN WORK FROM HOME Florentina Yuni Apsari; Vincentius Michael Wijaya
EXPERIENTIA : Jurnal Psikologi Indonesia Vol. 10 No. 1 (2022)
Publisher : Universitas Katolik Widya Mandala Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33508/exp.v10i1.3886

The COVID-19 pandemic has caused the work system that was originally in the office to now work from home or what we usually know as work from home (WFH). Work from home causes employee not to get full support from the company, such as the absence of work support facilities and having to provide work needs while work at home. These things make employee more lazy at work, feel their work is heavy, etc. decreased enthusiasm for wok is one aspect of work engagement. According to Schaufeli & Bakker (2004) work engagement is a condition of thinking about work where a person has positive thoughts and feels happy about work that is formed through vigor, dedication, and absorption. The factor that affect work engagement are perceived organizational support. Researchers use quantitative research method, researchers use google form as a medium for data collection. The number of subjects obtained by the researchers were 84 respondents (WFH employees). The results of this study show sig. of 0.000 (p <0.05) means that there is a relationship between work engagement and perceived organizational support for employees who do WFH. This study is supported by a correlation value of 0.391 and an effective contribution of 31.9% so that it can be said that the two variables studied have a positive relationship, which means that when individuals have high perceived organizational support, the individual will also have high work engagement. On the other hand, when an individual has low perceived organizational support, the individual will have low work engagement.

Hubungan Workaholism dengan Work-Family Conflict pada Ibu Bekerja yang Memiliki Anak di Bawah Usia 18 Tahun Eunike Orita Naomi Wijaya; Florentina Yuni Apsari
EXPERIENTIA : Jurnal Psikologi Indonesia Vol. 13 No. 2 (2025): Desember
Publisher : Universitas Katolik Widya Mandala Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33508/exp.v13i2.7325

In this day and age, a working mother with a striving career is not an abnormality, instead it is seen as a common thing. Even so, a mother is still expected to fulfill both roles, whether in the family, and in the workplace. If the individual fails to fulfill their role in either area, work-family conflict will arise. One of the antecedents of work-family conflict is workaholism. Workaholism is an uncontrollable force within the self to keep working, which eventually will cause disadvantages to the self. There is, other kind of workaholism, that is enthusiastic workaholic, that describes those who are highly enforced to work, highly involved in their works, and highly enjoys working. The aim of this research is to deduce the correlation between workaholism and work-family conflict on working mothers with kids below the age of 18. This research is a quantitative study, with 246 research respondents and using the help of Multidimensional Workaholism Scale dan Work-Family Conflict Scale. The result of Kendall’s Tau-B hypothesis measure showed a positive and significant relationship between workaholism and work-family conflict on working mothers with kids below the age of 18 with the correlation coefficient of r = 0,428 p =0,000 (p<0,05). Hence, the higher workaholism is, the higher work-family conflict is, vice versa. Workaholism effectively contributed 18,31 to work-family conflict, which implies that workaholism predicts work-family conflict by 18,31%, in which the remaining value is predicted by other factors

Hubungan Antara Social Support dengan Work Life Balance Pada Generasi Z yang Menjadi Generasi Sandwich dan Bekerja Menjadi Karyawan Hizkia Verentino Pranoto; Florentina Yuni Apsari
EXPERIENTIA : Jurnal Psikologi Indonesia Vol. 14 No. 1 (2026): Juni
Publisher : Universitas Katolik Widya Mandala Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33508/exp.v14i1.8517

Work-life balance refers to an individual’s effort to allocate time and meet demands in a balanced manner between work responsibilities and personal life or activities outside of work. Work-life balance is essential for members of the sandwich generation who work as employees, as it enables them to manage both professional and personal responsibilities effectively. Work-life balance consists of four aspects: Work Interference with Personal Life, Personal Life Interference with Work, Personal Life Enhancement of Work, and Work Enhancement of Personal Life. The work-life balance scale used in this study was the Work-Life Balance Scale developed by Fisher et al., which has been adapted into Indonesian with validity values ranging from 0.502 to 0.780 and a reliability coefficient of 0.928. The social support variable was measured using The Social Provisions Scale developed by Cutrona & Russel, also adapted into Indonesian, with validity values ranging from 0.183 to 0.759 and a reliability coefficient of 0.917. The participants in this study consisted of 105 members of Generation Z who belong to the sandwich generation and work as employees. The sampling technique used was purposive sampling. Data analysis was carried out using the Kendall Tau-B correlation test, which produced a significance value of 0.000 (p < 0.05). The results indicate a significant positive relationship between social support and work-life balance. Thus, the higher the social support received by an individual, the higher their level of work-life balance. The effective contribution of social support to work-life balance was 21.8%.

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