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All Journal Analitika : Jurnal Magister Psikologi UMA Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Dinasti International Journal of Education Management and Social Science Jurnal Psimawa : Diskursus Ilmu Psikologi dan Pendidikan Jurnal Cahaya Mandalika International Journal of Science and Society (IJSOC) Psyche 165 Journal Journal of Social And Economics Research Jurnal Muara Medika dan Psikologi Klinis RESLAJ: Religion Education Social Laa Roiba Journal journal of social and economic research
Zamralita
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Religion Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Medicine & Pharmacology Neuroscience Nursing Social Sciences Other

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Journal : Psyche 165 Journal

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JD-R Model: Pengaruh Sumber Daya, Keterikatan Kerja, dan Tuntutan terhadap Kinerja Karyawan Irvan, Muhammad; Zamralita; Markus Idulfilastri, Rita
Psyche 165 Journal Vol. 16 (2023) No. 3
Publisher : Fakultas Psikologi, Universitas Putra Indonesia YPTK Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35134/jpsy165.v16i3.249

Abstract

PT X is ceramics manufacturer in Tangerang, with indications of decline in performance over last 3 years. The assumption of decreased performance is due to lack of Job Resources, excessive work demands and existence of counterproductive behavior. In addition, the factors that can affect decreased performance are the lack of work engagement. This tudy aims to measure how the role of job resources affects job performance through work engagement as a mediator and job demands as moderator. Employees with minimum working period of 1 year and minimum staff position at PT X who will participate in research. Performance measurement tools uses IWPQ with 18 items statements, Job Resources and Job Demands uses JD-RQ tool with 17 Job Resource items and 23 Job demands items, Work Engagement uses UWES as measurement tool with 9 items statement. The sampling technique uses convenience sampling. The research sample is 120 with 17 data outliers. We Analyze with model 7 Bootstrapping for moderation and mediation effect were used to test the hypothetical model using SPSS 27. The results stated that Job Resources affect performance mediated by work engagement, but not moderated by job demands. Focusing on practitioner implications, companies need to increase work resources to employees in order to improve their performance, of course, by accommodating higher work attachment. Moreover, companies need to consider increasing compensation and benefits such as benefits, gathering events, training for all employees with staff levels and above so that they are more optimal at work.
Peran Moderasi Sumber Daya Kerja pada Hubungan Antara Stres Digital dengan Burnout Puspita, Debora Dwi; Zamralita
Psyche 165 Journal Vol. 16 (2023) No. 3
Publisher : Fakultas Psikologi, Universitas Putra Indonesia YPTK Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35134/jpsy165.v16i3.276

Abstract

During the Covid-19 pandemic, the work system changed to work from home. The existence of a new system has an impact on the way the work system. One of the impacts of work from home is excessive use of technology of work. Excessive use of technology has an impact on employees such as digital stress and over work. Digital stress experienced by employees can cause fatigue both physically and psychologically. Emotional exhaustion experienced by employees can cause burnout. There are three variables in this study, namely digital stress, burnout, and job resources. This study aims to see the effect of digital stress burnout on the moderation of job resources. This research uses quantitative methods, there are 102 participants in this research. This research uses convenience sampling. The measuring tools of this research are the digital stress scale, burnout assessment tools, and the job demands–resources questionnaire. The result of this study is that the level of digital stress (M=2,89) and burnout (M=2,10) are classified as low, and the level of job resources (M=4,03) is high. It was found that there is a significant correlation between digital stress with burnout, job resource with digital stress and burnout with job resources. Digital stress has correlation with burnout (r=0,509), digital stress has correlation with job resources (r=-0,265) and job resources has correlation with burnout (r=-0,388). In this study, job resources can't moderate digital stress to burnout.
Work Engagement sebagai Mediator Peran Workplace Well-being terhadap Performance pada Karyawan Faustine, Dea; Zamralita
Psyche 165 Journal Vol. 17 (2024) No. 1
Publisher : Fakultas Psikologi, Universitas Putra Indonesia YPTK Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35134/jpsy165.v17i1.310

Abstract

The Covid-19 pandemic is a difficult time for everyone all over the world, including companies and their employees. After going through the pandemic, the term new normal emerged. The new normal brings new challenges for companies, especially in the way companies try to retain and attract new employees to work. This situation has an impact on the company, namely that it is difficult to attract and retain employees. One of the things that employees and job seekers need to consider today is workplace well-being. The well-being that employees feel at work plays a role in work engagement. Employees who are committed to their work become more innovative and are willing to put in more effort in carrying out their duties, which is expected to have an impact on performance. To have good performance, one indicator that needs to be considered is the work engagement of employees. Low levels of work engagement can have an impact on reducing employee performance, productivity and motivation. This research aims to determine the role of workplace well-being on performance with work engagement as a mediator for employees at PT X. This research is quantitative research using a questionnaire. The total number of participants was 68 participants and the data was tested using the process macro regression test. For measurement in this study, the workplace well-being questionnaire, individual work performance questionnaire and Utrecht work engagement scale were used. The results of this research show that work engagement is proven to be a full mediation in the role of workplace well-being on performance.
Tuntutan Pekerjaan, Intensi Keluar Kerja, dan Peran Burnout sebagai Mediator Roswani, Julia; Zamralita; Idulfilastri, Rita Markus; Roebianto, Adiyo
Psyche 165 Journal Vol. 16 (2023) No. 4
Publisher : Fakultas Psikologi, Universitas Putra Indonesia YPTK Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35134/jpsy165.v16i4.315

Abstract

The Covid-19 pandemic is a very critical period and has become an epidemic that has spread throughout the world, thus affecting all aspects of people's lives in the world. The increasing demand related to information technology automation since the Covid-19 pandemic has been followed by increasing job demands for employees in the information technology industry. In line with increasing job demands, the phenomenon of burnout and turnover intention is faced by company X. High job demands can cause fatigue and can influence employees to leave the organization or company. There is a relationship between job demands and turnover intention, but this relationship is not strong (weak) so a burnout mediator role is needed. The purpose of this research is to look at the role of burnout as a mediator in the relationship between job demands and turnover intention. Turnover intention is a deliberate action with full awareness to leave the organization. Job demands are the physical, psychological, social and organizational aspects related to work that are needed to support both physical and psychological demands that are associated with physical and psychological harm. Burnout is a symptom of emotional exhaustion and a negative view (cynicism) of what one does. The number of samples in this study was 71 people. The sampling technique is non-probability sampling with convenience sampling. Measuring the variable of turnover intention uses a measuring tool, measuring burnout using the burnout assessment tool, measuring job demands using the job demands-resources questionnaire. The results of this research are that there is a relationship between job demands and burnout. There is a role of burnout as a mediator in the relationship between job demands and intention to leave work.
Peran Strategi Regulasi Emosi Kognitif terhadap Gejala PTSD Korban Kekerasan dalam Pacaran Tantomo, Estherina Yaneta; Zamralita
Psyche 165 Journal Vol. 17 (2024) No. 2
Publisher : Fakultas Psikologi, Universitas Putra Indonesia YPTK Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35134/jpsy165.v17i2.358

Abstract

Kekerasan dalam pacaran merupakan salah satu fenomena yang sering terjadi di sekitar kita. Korban kekerasan dalam pacaran dapat mengalami trauma yang mendalam yang kemudian akan berkembang menjadi gangguan psikologis yang parah dan berkepanjangan salah satunya posttraumatic stress disorder (PTSD). Salah satu kontributor dalam berkembangnya gejala PTSD adalah strategi regulasi emosi kognitif. Strategi regulasi emosi kognitif merupakan proses kognitif dalam mengelola informasi yang dapat membangkitkan emosi. Penelitian ini bertujuan untuk mengetahui peran strategi regulasi emosi kognitif terhadap gejala PTSD dan peran tiap dimensi strategi regulasi emosi kognitif terhadap tiap gejala PTSD sesuai dengan Diagnostic and Statistical Manual of Mental Disorder V (DSM V) yakni intrusi, penghindaran, perubahan negatif terkait kognisi dan suasana hati, dan perubahan gairah dan reaktivitas pada korban kekerasan dalam pacaran. Partisipan penelitian ini berjumlah 116 mahasiswa di Indonesia berusia 18 hingga 24 tahun yang pernah mengalami kekerasan dalam hubungan berpacaran. The Posttraumatic Cognitions Inventory (PTCI) dan Cognitive Emotion Regulation Questionnaire (CERQ-Short) digunakan untuk mengukur strategi regulasi emosi kognitif dan The PTSD Checklist for DSM 5 (PCL-5) untuk mengukur gejala PTSD. Hasil yang diperoleh adalah adanya peran strategi regulasi emosi kognitif yang signifikan terhadap gejala PTSD sebesar 39.5% (R = 0.628, p < 0.005). Dimensi kognisi negatif mengenai diri memiliki peran paling besar terhadap gejala PTSD sebesar 35% (β = 0.490, t = 4.309, p = 0.000 < 0.05). Hasil penelitian ini dapat dijadikan salah satu acuan dalam penyusunan intervensi psikologis untuk menangani trauma pada korban kekerasan dalam hubungan berpacaran.
Gambaran Workplace Well-being pada Karyawan yang Bekerja di PT X Bekasi Zamralita; Fahlevi, Reza; Irianto, Jilly Desviona
Psyche 165 Journal Vol. 17 (2024) No. 3
Publisher : Fakultas Psikologi, Universitas Putra Indonesia YPTK Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35134/jpsy165.v17i3.393

Abstract

Human resources in a company are valuable assets because they actively contribute to the formulation and resolution of strategic issues and oversee the achievement of organisational goals. The company's human resource management must take into account the well-being of its employees. Companies that do not have optimal performance will not be able to operate effectively and efficiently. Workplace well-being is an important component that can enhance an organisation's ability to operate effectively. The work environment plays an important role in determining the well-being of employees. Factors such as the physical condition of the work environment, organisational culture, management and colleagues, and the ability to achieve a work-life balance all influence employee well-being. The concept of well-being at work refers to how employees feel about their well-being, which is the result of several characteristics of the work and office environment that cause several factors to emerge, such as safety, comfort and employee satisfaction. The purpose of this study was to determine PT X description of workplace wellbeing. This research uses quantitative methods, with 131 employees as participants. The findings showed that the workplace well-being of PT X employees was moderate (54.96%) with the highest dimension being employer care (M=4.12). Based on the findings from the study, there is no significant difference in workplace well-being based on factors such as gender, age, education level, or tenure.
Gambaran Perbedaan Tingkat Burnout Perawat Berdasarkan Karakteristik Pribadi Selama Pandemi COVID-19 Alya, Rintan Fauziyyah; Zamralita; Idulfilastri, Rita Markus
Psyche 165 Journal Vol. 17 (2024) No. 4
Publisher : Fakultas Psikologi, Universitas Putra Indonesia YPTK Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35134/jpsy165.v17i4.451

Abstract

Pandemi Covid-19, yang disebabkan oleh virus SARS-CoV-2, menempatkan tenaga kesehatan, terutama perawat, sebagai garda terdepan dalam menangani pasien. Beban kerja yang tinggi dan risiko penularan langsung menyebabkan perawat menghadapi tekanan fisik dan psikologis yang signifikan. Mereka kerap merasa cemas, takut menularkan penyakit, kelelahan berkepanjangan, hingga mengalami gejala trauma. Di Amerika Serikat, 63% tenaga kesehatan melaporkan mengalami stres terkait pandemi, yang disebabkan oleh beban kerja berlebih, peningkatan pasien, dan rasa takut. Kondisi tersebut dapat menyebabkan burnout, yakni kondisi kelelahan ekstrem yang melibatkan gangguan kognitif dan emosional serta tekanan mental. Penelitian menunjukkan bahwa 83% tenaga kesehatan mengalami burnout, baik dalam tingkat sedang maupun berat. Faktor-faktor yang mempengaruhi burnout meliputi beban kerja, karakteristik pasien, ketidakpuasan kerja, dan kualitas pelayanan. Burnout juga dipengaruhi oleh karakteristik personal, seperti usia dan jenis kelamin, di mana perawat yang lebih tua lebih mampu mengelola emosi dibandingkan perawat yang lebih muda, dan perawat perempuan lebih rentan terhadap stres dibandingkan laki-laki. Pentingnya kesehatan mental dan fisik perawat sangat ditekankan agar mereka dapat memberikan pelayanan yang optimal kepada pasien. Penelitian ini bertujuan untuk menganalisis perbedaan burnout di kalangan perawat di Jakarta berdasarkan karakteristik personal mereka. Penelitian ini adalah penelitian kuantitatif dan non eksperimental. Untuk pengumpulan data menggunakan teknik convenience sampling, dan jumlah partisipan sebanyak 121 partisipan. Alat ukur yang digunakan adalah Burnout Assessment Tool. Hasil penelitian ini menemukan adanya tingkat burnout yang rendah pada perawat.
Peran Perceived Organizational Support terhadap Individual Work Performance pada Karyawan Haropis, Yahdi Fahlevi; Zamralita
Psyche 165 Journal Vol. 17 (2024) No. 4
Publisher : Fakultas Psikologi, Universitas Putra Indonesia YPTK Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35134/jpsy165.v17i4.453

Abstract

Indonesia menempati posisi ketujuh dalam jumlah tenaga kerja terbesar di dunia dan tengah menghadapi era industri 4.0, yang ditandai dengan perkembangan teknologi dan internet yang pesat. Untuk tetap bersaing, perusahaan berperan penting dalam mendukung adaptasi karyawan terhadap perubahan tersebut. Perkembangan pesat era industri 4.0 dan transisi menuju industri 5.0 telah menimbulkan tantangan bagi tenaga kerja, terutama terkait adaptasi teknologi dan peningkatan kualitas kinerja. Dalam konteks ini, peran perusahaan dalam mempertahankan daya saing dan produktivitas karyawan menjadi semakin penting. Salah satu faktor yang berkontribusi terhadap peningkatan kinerja karyawan adalah perceived organizational support (POS), yaitu persepsi karyawan terhadap dukungan yang diberikan oleh perusahaan, seperti kompensasi yang adil, penghargaan atas kinerja, dan iklim kerja yang positif. Dukungan organisasi yang efektif tidak hanya berdampak pada kinerja individu, tetapi juga meningkatkan loyalitas dan komitmen karyawan terhadap perusahaan. Penelitian ini bertujuan untuk mengkaji peran POS terhadap individual work performance (IWP) karyawan, yang meliputi task performance, contextual performance, dan counterproductive work behavior. Penelitian ini menggunakan metode kuantitatif dengan teknik convenience sampling dan melibatkan 168 partisipan. Alat ukur yang digunakan adalah survey of perceived organizational support dan individual work performance questionnaire. Hasil penelitian menunjukkan bahwa partisipan memiliki tingkat POS dan IWP yang tinggi, serta terdapat korelasi positif yang signifikan antara POS dan IWP (r=0.388, p<0.01). Selain itu, POS dapat memprediksi IWP sebesar 14.1%. Temuan ini mengindikasikan bahwa persepsi karyawan terhadap dukungan organisasi berperan penting dalam meningkatkan efektivitas kinerja individu, yang pada akhirnya dapat berkontribusi pada kesuksesan perusahaan dalam menghadapi tantangan era industri yang dinamis.
The Moderating Role of Psychological Capital in the Relationship Between Workplace Ostracism and Turnover Intention Rafi’ah, Khalidatul; Zamralita
Psyche 165 Journal Vol. 18 (2025) No. 2
Publisher : Fakultas Psikologi, Universitas Putra Indonesia YPTK Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35134/jpsy165.v18i2.529

Abstract

Turnover intention , or employee intention to leave an organization, has become a significant concern in the modern workplace. This phenomenon can be detrimental to organizations by causing the loss of competent workers, increasing recruitment costs, and disrupting team productivity. One factor contributing to turnover intention is workplace ostracism , which is the exclusion or neglect experienced by individuals in the workplace. This study aims to examine the relationship between workplace ostracism and turnover intention, as well as the moderating role of psychological capital in this relationship. Workplace ostracism is defined as the neglect or ostracism experienced by individuals in the workplace. This study involved 288 employees from various industrial sectors in Indonesia, selected using a convenience sampling method. Data were collected through a questionnaire with standardized measuring instruments, including the Workplace Ostracism Scale, Turnover Intention Scale, and Psychological Capital Questionnaire (PCQ-24). The results showed a significant positive relationship between workplace ostracism and turnover intention (coefficient 0.77, p < 0.001), indicating that the higher the workplace ostracism, the greater the employee's intention to leave the organization. However, psychological capital was shown to moderate this relationship negatively and significantly, with a moderation coefficient of -0.10 (p < 0.001), so that high psychological capital can reduce the negative impact of workplace ostracism on turnover intention. This finding provides insights for organizations to address the impact of workplace ostracism by improving employee psychological capital. The practical implications of this study emphasize the importance of organizational strategies in creating an inclusive and supportive work environment, while also developing programs to strengthen employee psychological capital to effectively reduce turnover intention.
The Role of Workplace Ostracism to Work Stress in Employees Generation Z Widiyawati, Valentina Tyas; Prima, Ismoro Reza; Zamralita
Psyche 165 Journal Vol. 18 (2025) No. 2
Publisher : Fakultas Psikologi, Universitas Putra Indonesia YPTK Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35134/jpsy165.v18i2.530

Abstract

Generation Z now entering the world of work own expectation tall to environment inclusive and collaborative work. However, the reality on the ground Work No always in accordance with hope this, especially when employee experience exclusion social. Workplace ostracism is phenomena that occur when individual feel ignored or isolated by colleagues work, which can impact negative on well-being psychological and performance they. Exclusion This often marked​ with avoidance interaction, attitude No friendly, and lack of support social, which can hinder function social employees and reduce trust​ self. Condition This become challenge Serious for Generation Z, which is known more prone to to stress and issues mental health compared generation previously. Research This aim For understand connection between workplace ostracism and stress work on employees Generation Z. Study This involving 247 employees Generation Z from various selected sectors​ through convenience sampling method ensure data diversity. Measurement variables done with Workplace Ostracism Scale (WOS) and Job Stress Scale (JSS), provisional data analysis using Pearson correlation and linear regression for identify connection between isolation in place work and level stress work. Research results show that workplace ostracism own connection significant positive​ with stress work, where exclusion be one of factor main thing that improves level stress employees. Besides that, found existence difference significant in level stress based on length of service and sector business. Based on findings this research​ This recommend intervention strategies like training interpersonal skills, management programs stress, as well as development culture more work​ inclusive use increase welfare employees and productivity organization in a way overall.
Co-Authors Alya, Rintan Fauziyyah Anugerah, Kharisma Putri Daniel Lie Davina Veronica deborab@fpsi.untar.ac.id Dharmawan, Stephanus Raymond Faustine, Dea Friska Imelia Girisoma, Zita Zavira Savitri Haropis, Yahdi Fahlevi Hermawan, Aurelio Ida Ayu Chandrika Sastrawan Idulfilastri, Rita Markus Irianto, Jilly Desviona Ismoro Reza Prima Jessica Jocelyn Samantha Kharisma Putri Anugerah Lee, Vivia Lidwina Priscilla Lie, Daniel Lydia Stevani Markus Idulfilastri, Rita Meylisa Permata Sari Muhammad Dwiki Armani Muhammad Irvan Nurhanifa, Putri Alika Oktavia Layuk, Nelsa Oktavia, Gissa Aulia Permata Sari, Meylisa Prima, Ismoro Reza Puspita, Debora Dwi Rafi’ah, Khalidatul Rayda Rachma Fatin REZA FAHLEVI Rita Markus Idulfilastri Roebianto, Adiyo Roswani, Julia Sari, Dian Nita Sari, Meylisa Permata Sinta Dewi Yuniarti Stevinia, Stevinia Sukardi, Cindy Fransisca Tantomo, Estherina Yaneta Verena Aurelia Viratama, Dwi Nurmatin Shantya Widiyawati, Valentina Tyas