Article Per Year (5 Year)
p-Index From 2020 - 2025
1.168
P-Index
This Author published in this journals
All Journal Jurnal Riset Psikologi Bandung Conference Series: Psychology Science Journal of Psychological Research
Ali Mubarak
Unknown Affiliation
Humanities Education Social Sciences

Published : 7 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 7 Documents
Search

 1 
Studi Kontribusi Perceived Organizational Support terhadap Stres Kerja pada Bank X Cabang Utama Bandung Ghifany Ramadhanty; Ali Mubarak
Bandung Conference Series: Psychology Science Vol. 3 No. 2 (2023): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v3i2.7402

Abstract

Abstract. Perceived Organizational Support is the general beliefs and beliefs of employees about the extent to which the organization values ​​their contributions and cares about the welfare of employees (Eisenberger et al., 1986). When employees have positive perceived organizational support, they will produce positive outcomes. Based on previous research, perceived organizational support has a negative relationship with work stress. According to Parker & DeCotiis (1983) job stress is an event that occurs in the work environment with feelings that deviate from normal as a result of the conditions they feel. This study aims to see the magnitude of the contribution of perceived organizational support to work stress. This research is a quantitative research with a correlational approach that is causal in nature. Using non-probability sampling technique with accidental sampling technique [convenience sampling]. Respondents of this study consisted of 149 employees of Bank X Cabang Utama Bandung. Using the Perceived Organizational Support measurement tool which has been adapted by Rahmi, T., Agustiani, H., Harding, D., & Fitriana, E. [2021] and Work Stress which has been adapted by Resi & Anggriani [2021]. The results of this study indicate that Perceived Organizational Support contributes significantly to Job Stress by 60.5%. Abstrak. Perceived Organizational Support adalah keyakinan umum dan kepercayaan karyawan tentang sejauh mana organisasi menghargai kontribusi mereka dan peduli tentang kesejahteraan karyawan (Eisenberger et al.,1986). Ketika karyawan memiliki perceived organizational support yang positif, akan menghasilkan outcome yang positif. Berdasarkan penelitian sebelumnya perceived organizational support ini memiliki hubungan yang negative dengan stres kerja. Menurut Parker & DeCotiis [1983] stres kerja adalah kejadian yang terjadi dalam lingkungan kerja dengan perasaan yang menyimpang dari normalnya sebagai akibat dari kondisi yang dirasakannya. Penelitian ini bertujuan untuk melihat besarnya kontribusi perceived organizational support terhadap stres kerja. Penelitian ini merupakan penelitian kuantitatif dengan jenis pendekatan korelasional yang bersifat kausalitas. Menggunakan teknik sampling non probability sampling dengan teknik accindental sampling [convenience sampling]. Responden penelitian ini terdiri dari 149 pada Karyawan Bank X Cabang Utama Bandung. Menggunakan alat ukur Perceived Organizational Support yang telah diadaptasi Rahmi, T., Agustiani, H., Harding, D., & Fitriana, E. [2021] serta Stres Kerja yang telah diadaptasi oleh Resi&Anggriani [2021]. Hasil penelitian ini menunjukkan bahwa Perceived Organizational Support berkontribusi secara signifikan terhadap terhadap Stres Kerja sebesar 60,5%.
Studi Kontribusi Workplace Spirituality terhadap Affective Well-being Karyawan Restoran Cepat Saji di Kota Bandung Safira Nura Hanjani; Ali Mubarak
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.9796

Abstract

Abstract. Workplace spirituality is defined as something at employee’s workplace related to employee’s perception about meaningful work, sense of community, and alignment with organizational values (Milliman et al., 200316). Van Katwyk et al. (2000)4 defined affective well-being as employee’s affection about their job and how their affective responds towards their job. This study aims to know how workplace spirituality contributes to fast food workers’ affective well-being. This study is a quantitative study and used multiple regression analysis. The subject of this study are 98 shift workers working as crew store in a fast-food-chains in Bandung, Indonesia. The sample are measured by non-probability sampling using convenience sampling method. Workplace Spirituality Scale by Milliman et al. (2018)15 and Job-related Affective Well-being Scale by Van Katwyk et al. (2000)4 that were adapted to Indonesian by Permana and Prakoso (2022)12 are used for the instrument. This study found that workplace spirituality has 46.1% significant contribution to affective well-being, with sense of community has the highest contribution (19%), then alignment with organizational values (15.2%), and lastly meaningful work (11.9%). Abstrak. Workplace spirituality didefinisikan sebagai sesuatu di tempat kerja karyawan yang berkaitan dengan persepsi karyawan mengenai meaningful work, sense of community, dan alignment with organizational values (Milliman et al., 200316). Affective well-being menurut Van Katwyk et al. (2000)4 adalah perasaan karyawan akan pekerjaannya dan bagaimana respon perasaan karyawan terhadap pekerjaannya. Penelitian ini bertujuan untuk mengetahui bagaimana kontribusi workplace spirituality terhadap affective well-being karyawan restoran cepat saji. Metode penelitian yang digunakan adalah kuantitatif dengan teknik analisis regresi berganda. Partisipan dalam penelitian ini sebanyak 98 orang crew store yang bekerja secara shift di restoran cepat saji di Kota Bandung, yang didapatkan dengan teknik non-probability sampling menggunakan metode convenience sampling. Alat ukur yang digunakan adalah Workplace Spirituality Scale dari Milliman et al. (2018)15 dan Job-related Affective Well-being Scale dari Van Katwyk et al. (2000)4 yang keduanya telah diadaptasi oleh Permana dan Prakoso (2022)12. Penelitian ini menemukan bahwa workplace spirituality memiliki kontribusi yang signifikan sebesar 46.1% terhadap affective well-being, dengan aspek sense of community yang paling tinggi kontribusinya (19%), diikuti alignment with organizational values (15.2%), dan meaningful work (11.9%).
Studi Kontribusi Workplace Spirituality terhadap Employee Well-Being pada Dosen Wanita Amalia Nur'aini Widyasari; Ali Mubarak
Bandung Conference Series: Psychology Science Vol. 4 No. 1 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i1.11911

Abstract

Abstract. Workplace spirituality is the understanding of individuals as spiritual beings whose who need nurturing at work, with purpose and meaning in their work, and having a feeling of connection with others or the community at work (Ashmos & Duchon, 2000). Employee well-being is employee well-being related to employee feelings about satisfaction at work which can affect employee goals in showing the results achieved from their work (Page and Vella-Brodick, 2009). The purpose of the study was to examine how much workplace spirituality contributes to employee well-being in female lecturers at religious-based private universities in Bandung City. Using cross sectional study with multiple regression data analysis. The measuring instrument used is the Workplace Spirituality Scale by Ashmos & Duchon (2000) which has been adapted into the Indonesian version by Mubarak et al., (2022), while employee well-being uses the Employee Well-Being Scale (EWBS) measuring instrument developed by Zheng et al. (2015) which has been adapted into the Indonesian version by Rahmi et al., (2021). The results showed 96.3% of female lecturers had high workplace spirituality and 86.1% of female lecturers had high employee well-being. In this study, workplace spirituality contributed 53.1% to employee well-being. Abstrak. Workplace spirituality adalah Pemahaman individu sebagai makhluk spiritual yang jiwanya membutuhkan pemeliharaan di tempat kerja, dengan tujuan dan makna pada pekerjaannya, dan memiliki perasaan terhubung dengan orang lain atau komunitas di tempat kerja (Ashmos & Duchon, 2000). Employee well-being adalah Kesejahteraan karyawan terkait perasaan karyawan mengenai kepuasaan saat bekerja yang dapat mempengaruhi tujuan karyawan dalam menunjukan hasil yang diraih dari pekerjaannya (Page dan Vella-Brodick, 2009). Tujuan penelitian untuk menguji seberapa besar kontribusi workplace spirituality terhadap employee well-being pada dosen wanita di perguruan tinggi swasta berbasis agama di Kota Bandung. Menggunakan metode kuantitatif kausalitas dengan analisis data regresi berganda. Alat ukur yang digunakan adalah Workplace Spirituality Scale oleh Ashmos & Duchon (2000) yang telah diadaptasi ke dalam versi Bahasa Indonesia oleh Mubarak et al., (2022), sedangkan employee well-being menggunakan alat ukur Employee Well-Being Scale (EWBS) yang dikembangkan oleh Zheng et al. (2015) yang telah diadaptasi ke dalam versi Bahasa Indonesia oleh Rahmi et al., (2021). Hasil penelitian menunjukkan 96.3% dosen wanita memiliki workplace spirituality yang tinggi dan 86.1% dosen wanita memiliki employee well-being yang tinggi. Dalam penelitian ini workplace spirituality memberikan kontribusi sebesar 53,1% terhadap employee well-being.
Studi Kontribusi Job Satisfaction terhadap Quiet Quitting pada Karyawan Bank X Tasya Berlian Cittra Friyanti; Ali Mubarak
Bandung Conference Series: Psychology Science Vol. 4 No. 2 (2024): Bandung Conference Series: Psychology Science
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v4i2.12988

Abstract

Abstract. The definition of Job Satisfaction is a combination of emotional, physical and environmental situations that cause a person to honestly comment that he is satisfied with his job. Quiet Quitting is when an employee consciously stops, limits, or does not make any extra efforts regarding his/her job potential for Bank Scale. This study uses a non-experimental quantitative approach with a cross-sectional research design. The population in this study was 107 people. The sampling method is Non Probability Sampling with Convenience Sampling techniques. The research results show that the p value of 0.00 > 0.05 means that Job Satisfaction has an influence on Quiet Quitting. The R value shows 0.618 or 61.8%, which means the variance of the independent variable and dependent variable while the remaining 38.2% is other variables that were not studied. Abstrak. Definisi Job Satisfaction yaitu sebagai penggabungan situasi emosional, fisik, dan lingkungan yang menyebabkan seseorang dengan jujur berkomentar bahwa ia merasa puas dengan pekerjaannya. Quiet Quitting yaitu ketika seorang karyawan secara sadar berhenti, membatasi, atau tidak melakukan upaya ekstra apa pun terkait potensi terkait pekerjaannya pada karyawan Bank X. Penelitian ini bertujuan untuk mengetahui seberapa besar kontrbusi Job Satisfaction terhadap Quiet Quitting dengan menggunakan alat ukur Expectancy Scale dan Quiet Quitting Scale. Penelitian ini menggunakan pendekatan kuantitatif non- eksperimental dengan desain penelitian cross-sectional. Populasi pada penelitian ini sebanyak 107 orang. Metode pengambilan sampel yaitu Non Probability Sampling dengan teknik Convenience Sampling. Hasil penelitian menunjukkan Nilai p 0,00 > 0,05 berarti Job Satisfaction Berpengaruh Terhadap Quiet Quitting. Nilai R menunjukkan 0,618 atau 61,8% yang artinya varians dari variabel independent dan variabel dependen sedangkan sisanya 38.2% variabel-variabel lain yang tidak diteliti.
Studi Kontribusi JOb Insecurity terhadap Turnover Intention pada Buruh Wanita di PT. X Asri Siti Nurizati; Ali Mubarak
Jurnal Riset Psikologi Volume 4, No. 1 Juli 2024, Jurnal Riset Psikologi (JRP)
Publisher : UPT Publikasi Ilmiah Unisba

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/jrp.v4i1.3758

Abstract

Abstract. Job insecurity is the perception, feeling of helplessness, and anxiety felt by employees facing the possibility of losing their job (De Witte, 1999). Roodt (2004) defines turnover intention as an employee's intention to leave the organization consciously and deliberately by the employee to leave the organization. This research aims to find out how job insecurity and turnover intention among female workers at PT. X. The hypothesis in this research is that job insecurity makes a significant contribution to turnover intention among female workers. The measuring instrument used is the job insecurity scale, developed by De Witte (2014) and adapted by the researchers themselves. The measuring instrument to measure turnover intention is scale  developed by Bothma & Roodt (2013) which was also adapted by researchers themselves. The research results show that there are 51.9% of female workers who have high job insecurity, and 48.1% of female workers who have high turnover intention. Job insecurity contributed 67.9% to turnover intention in this study. Abstrak. Job insecurity merupakan persepsi, perasaan tidak berdaya, dan kecemasan yang dirasakan karyawan menghadapi kemungkinan kehilangan pekerjaan. [1]. Roodt (2004) mendefinisikan turnover intention sebagai niat karyawan untuk meninggalkan organisasi secara sadar dan disengaja oleh karyawan untuk meninggalkan organisasi. Penelitian ini bertujuan untuk mengetahui bagaimana job insecurity dan turnover intention pada buruh wanita di PT. X. Hipotesis dalam penelitian ini adalah job insecurity memberikan kontribusi yang sigrnifikan terhadap turnover intention pada Buruh Wanita. Alat ukur yang digunakan adalah alat ukur job insecurity yang dikembangkan oleh De witte (2014) dan diadaptasi sendiri oleh peneliti, lalu alat ukur yang digunakan untuk mengukur turnover intention yaitu alat ukur yang dikembangkan oleh Bothma & Roodt (2013) yang juga diadaptasi sendiri. Hasil penelitian menunjukkan bahwa ada 51,9% Buruh wanita yang memiliki job insecurity yang tinggi, dan 48.1% buruh wanita yang memiliki turnover intention yang tinggi. job insecurity memberikan kontribusi sebesar 67,9% terhadap turnover intention dalam penelitian ini.
Studi Kontribusi Perceived Organizational Support terhadap Employee Well-Being Alfiyyah Fitri Ramadhani; Ali Mubarak
Jurnal Riset Psikologi Volume 3, No. 2, Desember 2023, Jurnal Riset Psikologi (JRP)
Publisher : UPT Publikasi Ilmiah Unisba

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/jrp.v3i2.2766

Abstract

Abstract. Perceived organizational support is the employee's perception of the extent to which the organization values contributions and cares about their well-being. Employee well-being is employee welfare consisting of subjective well-being, workplace well-being, and psychological well-being. This research aims to find out the description and contribution of perceived organizational support to employee well-being in lecturers at religion-based tertiary institutions in the city of Bandung. This study uses a quantitative method with multiple regression analysis. The measurement tool used to measure perceived organizational support variables is a survey of perceived organizational support developed by Eisenberger et al (1986). To measure employee well-being variables using the employee well-being scale developed by Zheng et al (2015). The results of this study indicate that 89.6% of lecturers have high perceived organizational support and 98.9% of lecturers have high employee well-being. This study shows the results that perceived organizational support affects employee well-being by 27.4%. Partially, the dimensions of evaluative judgment attributes to the organization on perceived organizational support have a positive and significant effect on employee well-being, while the dimensions of actions affecting the perceived organizational support do not have a significant effect on employee well-being. Abstrak. Perceived organizational support merupakan persepsi karyawan mengenai sejauh mana organisasi dapat menghargai kontribusi dan peduli mengenai kesejahteraan mereka. Employee well-being merupakan kesejahteraan yang dimiliki karyawan yang terdiri dari subjective well-being, workplace well-being, dan psychological well-being. Tujuan dari penelitian adalah untuk mengetahui gambaran dan kontribusi perceived organizational support terhadap employee well-being pada dosen perguruan tinggi berbasis agama di Kota Bandung. Penelitian ini menggunakan metode kuantitatif dengan analisis regresi berganda. Alat ukur yang digunakan dalam mengukur variabel perceived organizational support adalah survey of perceived organizational support yang dikembangkan oleh Eisenberger et al (1986), untuk mengukur variabel employee well-being menggunakan employee well-being scale yang dikembangkan oleh Zheng et al (2015). Hasil penelitian ini menunjukkan bahwa sebesar 89,6% dosen memiliki perceived organizational support yang tinggi dan 98,9% dosen memiliki employee well-being yang tinggi. Penelitian ini menunjukkan hasil bahwa perceived organizational support berpengaruh terhadap employee well-being sebesar 27,4%. Secara parsial, dimensi evaluative judgement attributes to the organization pada perceived organizational support memiliki pengaruh positif dan signifikan terhadap employee well-being, sedangkan dimensi actions affecting the pada perceived organizational support tidak memiliki pengaruh yang signifikan terhadap employee well-being.
Keterampilan Sosial dan Adiksi Internet: Peran Moderasi Durasi Penggunaan Internet Oki Mardiawan; Ali Mubarak; Ayu Tuty Utami
Schema: Journal of Psychological Research Vol. 9 No. 01 (2024): SCHEMA Volume 9 No.1 Mei 2024
Publisher : UPT Publikasi Ilmiah UNISBA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/schema.v9i01.4137

Abstract

Penelitian ini bertujuan untuk mengkaji hubungan antara keterampilan sosial dan adiksi internet, dengan mempertimbangkan durasi penggunaan internet sebagai variabel moderator. Studi dilakukan dengan menggunakan metode kuantitatif cross-sectional, dengan melibatkan partisipan penelitian sebanyak 250 orang pemuda pengguna internet dari Kota Bandung. Pengukuran dilakukan menggunakan skala modifikasi keterampilan sosial yang dikembangkan oleh Buhrmester et al. (1988) dan skala adiksi internet yang dikembangkan oleh Chang dan Man Law (2008). Analisis data dilakukan dengan moderated regression analysis (MRA). Hasil penelitian menunjukkan bahwa keterampilan sosial tidak memiliki hubungan yang signifikan dengan adiksi internet, begitupun dengan durasi penggunaan internet tidak menunjukkan hubungan yang signifikan juga dengan adiksi internet. Selain itu, tidak ditemukan interaksi antara keterampilan sosial dan gender maupun keterampilan sosial dan durasi penggunaan internet dalam memprediksi adiksi internet. Kata Kunci : Keterampilan Sosial, Adiksi Internet, Moderated Regression Analysis (MRA)
Co-Authors Alfiyyah Fitri Ramadhani Amalia Nur'aini Widyasari Asri Siti Nurizati Ayu Tuty Utami Ghifany Ramadhanty Oki Mardiawan Safira Nura Hanjani Tasya Berlian Cittra Friyanti