Articles
<![CDATA[Hubungan Kepuasan Kerja dan Loyalitas Pada Karyawan ]]>
<![CDATA[Abraham Rehuel Kosasih]]>;
<![CDATA[Jimmy Ellya Kurniawan]]>
<![CDATA[ Psychopreneur Journal Vol 2 No 1 (2018) ]]>
Publisher : <![CDATA[Universitas Ciputra Surabaya ]]>
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DOI: 10.37715/psy.v2i1.862
<![CDATA[Human resource is one of many important aspects within a company; hence, it is imperative for the company to take the satisfaction and commitment regarding the employees into the account. Employees with a high level of loyalty will bring benefit towards the company. Preceding study shows a positive relation between job satisfaction and employee commitment. As a matter of fact, the relation between job satisfaction and employee commitment is a non-existent. This quantitative study would like to carry out the fact that the relation between job satisfaction and employee commitment exists. The researcher employs the job satisfaction scale used and adapted by Spector (2012) and organizational commitment by Mowdays, Steers, & Porter (1979) as the measurements. The population is taken from the employees working in the sector of hospitality in Bali, Indonesia which, then, become the total population study and the result shows that ρ = 0.705 and p-value = 0.000.]]>
<![CDATA[Hubungan antara Kesesuaian Peran Kerja dan Keterikatan Kerja Pada Karyawan Perusahaan Tekstil ]]>
<![CDATA[Amelinda Ayu Fairus]]>;
<![CDATA[Jimmy Ellya Kurniawan]]>
<![CDATA[ Psychopreneur Journal Vol 2 No 1 (2018) ]]>
Publisher : <![CDATA[Universitas Ciputra Surabaya ]]>
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DOI: 10.37715/psy.v2i1.863
<![CDATA[Tujuan dari penelitian ini adalah mengetahui hubungan antara kesesuaian peran kerja (work-role fit) dan keterikatan kerja (work engagement) pada karyawan perusahaan. Penelitian ini menggunakan pendekatan korelasional dan memiliki responden sebanyak 150 yang terdiri atas 120 responden berjenis kelamin laki-laki dan 30 responden perempuan di sebuah perusahaan tekstil yang terletak di Jawa Timur. Teknik sampling yang digunakan adalah non probability sampling menggunakan insidental sampling. Skala yang digunakan untuk mengukur keterikatan kerja (work engagement) adalah modifikasi dari skala May et al. (2004) sedangkan skala untuk mengukur kesesuaian peran kerja juga modifikasi dari alat ukur yang dikembangkan May et al. (2004) yang mengacu pada teori Kristof (1996). Hasil menunjukkan bahwa terdapat hubungan yang positif dan signifikan antara kesesuaian peran kerja (work-role fit) dan keterikatan kerja (work engagement) pada karyawan perusahaan (ρ = 0,502; p-value < 0,05). Begitu pula dengan korelasi antara kesesuaian peran kerja (work-role fit) dengan masing- masing dimensi dari variabel keterikatan kerja (work engagement) menunjukkan adanya hubungan yang positif dan signifikan untuk masing-masing aspek yaitu aspek kognitif aspek kognitif (ρ = 0,399; p-value < 0,05), emosi (ρ = 0,415; p-value < 0,05) dan fisik (ρ = 0,294; p- value < 0,05).]]>
<![CDATA[Hubungan antara Job Crafting dan Work Engagement pada Karyawan ]]>
<![CDATA[Daniella Stephani]]>;
<![CDATA[Jimmy Ellya Kurniawan]]>
<![CDATA[ Psychopreneur Journal Vol 2 No 1 (2018) ]]>
Publisher : <![CDATA[Universitas Ciputra Surabaya ]]>
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DOI: 10.37715/psy.v2i1.865
<![CDATA[Work engagement dipengaruhi oleh keseimbangan antaran kedua faktornya yaitu resources dan job demands di tempat kerja. Untuk memenuhi keseimbangan dua faktor tersebut diperlukan job crafting. Namun ada beberapa penelitian yang mengatakan bahwa job crafting tidak cukup kuat dampaknya terhadap resources dan work engagement. Maka dari itu tujuan penelitian ini adalah untuk mengetahui hubungan antara work engagement dan job crafting pada karyawan. Dalam penelitian ini digunakan metode korelasional. Data diperoleh dari hasil penyebaran kuesioner kepada 104 karyawan di suatu perusahaan di Surabaya. Analisis korelasi antar variabel diuji menggunakan korelasi Spearman Rank. Hasil uji korelasi menunjukkan adanya hubungan antara job crafting dan work engagement, dengan ρ = 0,652 dan nilai p-value = 0,00. Dengan demikian terdapat hubungan antara job crafting dan work engagement. Hal ini dikarenakan job crafting merupakan potensi untuk meningkatkan keseimbangan dua faktor yang mempengaruhi work engagement.]]>
<![CDATA[Hubungan antara Body Image dan Subjective Well-Being Pada Remaja Putri ]]>
<![CDATA[Tesi Saktiva Alwis]]>;
<![CDATA[Jimmy Ellya Kurniawan]]>
<![CDATA[ Psychopreneur Journal Vol 2 No 1 (2018) ]]>
Publisher : <![CDATA[Universitas Ciputra Surabaya ]]>
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DOI: 10.37715/psy.v2i1.867
<![CDATA[The assessment of body shape or often called the body image is very common among female adolescents. Previous studies showed the body image greatly affected the psychological well-being of adolescents. Young women who considered themselves people with worse body tended to undergo depression. This perception is likely to inhibit their subjective well-beings. In reality, the body image did not affect subjective well-being of the individual. This research aims to investigate the relations between body image and subjective well-being in adolescent girls. This research is a correlational quantitative study. The subjects consisted of 175 Faculty of Fashion and Design Business of "X" University in Surabaya, aged 18-24 years. The data collection technique was Total Population Study. Having used SPSS, this study found the statistical calculation where ρ = 0.432 and p-value = 0.000 in the body image and subjective well-being satisfaction dimensions. Meanwhile, the body image and subjective well-being subjective dimensions were r = 0.474 and p-value = 0.000.]]>
<![CDATA[Hubungan antara Stres Kerja dengan Komitmen Organisasi pada Karyawan bagian Produksi di PT.X ]]>
<![CDATA[Oya, Adhisty Merrial]]>;
<![CDATA[Kurniawan, Jimmy Ellya]]>
<![CDATA[ Psychopreneur Journal Vol. 3 No. 2 (2019): Psychopreneur Journal ]]>
Publisher : <![CDATA[Universitas Ciputra Surabaya ]]>
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DOI: 10.37715/psy.v3i2.1372
<![CDATA[Turnover often occur. This is because of low organizational commitment, and low organizational commitment occurs because of work stress. Production employees have high work stress because they have a workload and work risk who can make low commitmnes and occur turnover. The purpose of this study was to determine the relationship between work stress and organizational commitment. Hypothesis of this study is there is a negative relationship between work stress and organizational commitment of production employee in PT.X. The subjects in this study were 63 production employees at PT.X. This study used quantitative method with correlational design. Data were collected using work stress scale that has been adapted from Parker & Decotis (1983) and organizational scale that has been adapted from Allen dan Meyer (1990). The results showed that there is no relationship between work stress and organizational commitment of production employee in PT.X (ρ=0.000 ; (p > 0.05)]]>
<![CDATA[Hubungan Person Job-Fit dengan Keterlibatan Kerja pada Karyawan Generasi Milenials di Perusahaan X ]]>
<![CDATA[Wiweko, Winny Angelica]]>;
<![CDATA[Kurniawan, Jimmy Ellya]]>
<![CDATA[ Psychopreneur Journal Vol. 4 No. 2 (2020): Psychopreneur Journal ]]>
Publisher : <![CDATA[Universitas Ciputra Surabaya ]]>
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DOI: 10.37715/psy.v4i2.1762
<![CDATA[Work Engagement is one of the interesting topics to be discussed, especially in the world of work. Some previous studies show less specific results related to work engagement, especially the work engagement of millennial generation. Job satisfaction and work motivation are one of the factors that influence job engagement. These factors are actually discussed in Person Job Fit, which discusses the suitability of the character of the job with individual competencies. The purpose of this study is to provide insight into the important person job fit in increasing work engagement in millennial generation employees. This study uses correlational quantitative research methods to see the relationship between the two variables and uses questionnaires as a data collection tool. This study succeeded in gathering data of 157 respondents from company X which is engaged in housing. The results of this study indicate a significant relationship between work engagement with Person Job Fit (ρ: 0.534). If viewed from the dimension of person job-fit, the dimensions of vigor and dedication have a positive relationship with work engagement, while the absorption dimension does not have a relationship with work engagement.]]>
<![CDATA[Peran Personal Development Competitive Attitude dan Organizational Citizenship Behavior Terhadap Manajemen Konflik pada Karyawan Event Organizer ]]>
<![CDATA[Puspita, Natalie]]>;
<![CDATA[Kurniawan, Jimmy Ellya]]>
<![CDATA[ Psychopreneur Journal Vol. 5 No. 1 (2021): Psychopreneur Journal ]]>
Publisher : <![CDATA[Universitas Ciputra Surabaya ]]>
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DOI: 10.37715/psy.v5i1.1912
<![CDATA[The dynamic phenomenon of EO requires collaboration between members to run events, especially when facing conflicts that arise. The collaborative conflict management style can be referred to as a solution-orientation conflict management. In connection with this phenomenon, personal development competitive attitude and organizational citizenship behavior is known to play a role in improving conflict management solution-orientation among EO employees. This research is a quantitative study with multiple regression design. The population of this study were event organizer employees in Surabaya. The sample in this study amounted to 114 event organizer employees obtained through online surveys. The sampling technique used accidental sampling. This study uses a personal development competitive attitude scale (PDCA) designed by Ryckman et al. (1996), Organizational Citizenship Behavior Scale (OCB) designed by Podsakof et al. (1990), and the Organizational Communication Conflict Instrument (OCCI) designed by Putnam et al. (1982). The results of hypothesis testing state the role of personal development competitive attitude and organizational citizenship behavior in conflict management solution-orientation. In this study the variable organizational citizenship behavior has a bigger role than personal development competitive attitude. The results of the research can be used as knowledge and input for the company and EO employees.]]>
<![CDATA[Hubungan antara Regiliusitas dan Resiliensi pada Karyawan ]]>
<![CDATA[Rachel Lucia]]>;
<![CDATA[Jimmy Ellya Kurniawan]]>
<![CDATA[ Psychopreneur Journal Vol. 1 No. 2 (2017) ]]>
Publisher : <![CDATA[Universitas Ciputra Surabaya ]]>
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DOI: 10.37715/psy.v1i2.838
<![CDATA[Beberapa penelitian membuktikan bahwa religiusitas menjadi faktor protektif dalam membantu pencapaian resiliensi seseorang. Namun, terdapat penelitian yang membuktikan bahwa religiusitas tidak cukup kuat untuk membantu pencapaian resiliensi seseorang. Penelitian ini bertujuan untuk mengetahui hubungan antara religiusitas dan resiliensi pada karyawan. Dalam penelitian ini menggunakan metode korelasional. Data diperoleh dari hasil penyebaran skala kepada 101 karyawan Universitas X Surabaya yang beragama Kristen di Universitas X Surabaya. Analisis data menggunakan Spearman-Rank. Hasil menunjukkan bahwa ada hubungan positif antara religiusitas dan resiliensi pada karyawan (ρ = 0,178; p-value < 0,05) yang mengacu pada critical values for pearson product-moment correlation milik Fisher & Yates (dalam Spatz, 2010).]]>
<![CDATA[Hubungan antara Stress Kerja dengan Kemandirian pada Perawat Rumah Sakit ]]>
<![CDATA[Rizkiyah Rachmawati]]>;
<![CDATA[Jimmy Ellya Kurniawan]]>
<![CDATA[ Psychopreneur Journal Vol. 1 No. 2 (2017) ]]>
Publisher : <![CDATA[Universitas Ciputra Surabaya ]]>
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DOI: 10.37715/psy.v1i2.839
<![CDATA[The role of a nurse in undertaking his/her job is considered complex which can lead to a stress; in that case, it leverages his/her performance in the workplace in terms of handling a patient. A survey result shows that 50.9% of nurses working in the hospital in Indonesia encounter job stress. This leads to a numerous physical, psychological, and behavioral symptoms and causes the decrease of work performance. One of work performance indicators is independence; if the work performance decreases, the level of independence will go lower, as well. The support is shown by preceding study stating that there is a negative relation between job stress and independence. As a matter of fact, however, the relation between job stress and independence of the nurses is a non-existent. This study aims at seeking out the relation between job stress and the independence level of nurses in the hospital. The data collected for this quantitative approach study is taken from questionnaires given to 94 nurses. The subject of the study is nurses working in ICU (Intensive Care Unit) and HCU (High Care Unit), IGD, nurse inpatient. The instruments employed in data collection are Decotis’ Organizational Determinants Job Stress (1983) and the modification from Masrun, et al. (1986) regarding the scale of independence. The result showed there is no significant relationship between job stress and independence r = -.051 (r < 0.3) pserta nilai p = 0. 313 (p > 0.05).]]>
<![CDATA[Hubungan antara Self-Disclosure Melalui Media Sosial dan Emotion Focus Coping pada Wanita Usia Dewasa Awal ]]>
<![CDATA[Veronika Claudia Runtu]]>;
<![CDATA[Jimmy Ellya Kurniawan]]>
<![CDATA[ Psychopreneur Journal Vol. 1 No. 2 (2017) ]]>
Publisher : <![CDATA[Universitas Ciputra Surabaya ]]>
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DOI: 10.37715/psy.v1i2.840
<![CDATA[Penelitian ini bertujuan untuk menguji hubungan antara perilaku self-disclosure yang dilakukan melalui media sosial dengan emotion focused coping pada wanita dewasa awal. Partisipan dalam penelitian ini adalah 104 orang wanita dewasa awal pengguna media sosial di Sulawesi Utara. Metode yang digunakan dalam penelitian ini adalah metode penelitian kuantitatif dengan desain korelasional. Skor yang dihasilkan dari uji normalitas pada skala self- disclosure Z = 0,045 (p-value > 0,05) dan pada skala emotion focused coping Z = 0,112 (p- value < 0,05). Hasil uji korelasi menunjukkan tidak ada hubungan yang signifikan antara self- disclosure melalui media sosial dengan emotion focused coping pada wanita dewasa awal (ρ = 0.102 ; p-value > 0.05). Namun jika ditinjau melalui dimensi emotion focused coping, diketahui bahwa ada kecenderungan hubungan antara self-disclosure di media sosial dengan dimensi social support dan accepting pada wanita usia dewasa awal ( p-value < 0.05).]]>
