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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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Relationship between Digital Stress and Employee Performance with Psychological Capital as Moderator Oktavia, Gissa Aulia; Zamralita
Analitika: Jurnal Magister Psikologi UMA Vol. 16 No. 2 (2024): ANALITIKA DECEMBER
Publisher : Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/analitika.v16i2.13154

Abstract

This study aims to explore the relationship between digital stress and employee performance, as well as the role of psychological capital as a moderator in this relationship. The research employs a quantitative method involving 231 participants working at Institution X, where information and communication technology (ICT) is an integral part of employees' daily tasks. The variables measured in this study include digital stress, employee performance, and psychological capital. The study uses the Digital Stressor Scale (DSS) to measure digital stress, the Individual Work Performance Questionnaire (IWPQ) to measure employee performance, and the Psychological Capital Questionnaire to measure psychological capital. The findings reveal that employees' psychological capital is in the high category (M= 4.430), and employee performance is also high (M= 3.284), while digital stress is in the moderate category (M= 4.005). Further analysis indicates that psychological capital acts as a moderator in the relationship between digital stress and employee performance.
Peranan Workplace Trust dan Psychological Capital Terhadap Workplace Well Being Pada Karyawan Perusahaan X Sinta Dewi Yuniarti; Zamralita
Reslaj: Religion Education Social Laa Roiba Journal Vol. 7 No. 2 (2025): RESLAJ: Religion Education Social Laa Roiba Journal
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/reslaj.v7i2.5844

Abstract

Human Resources (HR) has a very important role in business development. Human resources who have relevant skills and competencies needed to carry out business tasks are valuable assets for the company. For this reason, the method used is to provide welfare programs to employees to maintain and improve the physical and mental conditions of employees so that their work productivity increases. In this study, Workplace Trust and Psychological Capital are used as independent variables that contribute to workplace well-being. In this study the sampling method used is purposive sampling. after taking 350 samples and then collecting data. The data analysis method used to examine the influence of workplace trust and psychological capital on workplace well-being is multiple linear regression analysis. The research results indicate a significant influence of the variables Workplace Trust and Psychological Capital on Workplace Well-Being, with a significance value of < 0.05.
A DESCRIPTIVE STUDY ON JOB SATISFACTION DRIVERS AMONG GENERATION Z EMPLOYEES Davina Veronica; Verena Aurelia; Jocelyn Samantha; Lydia Stevani; Ismoro Reza Prima; Zamralita
Jurnal Psimawa : Diskursus Ilmu Psikologi dan Pendidikan Vol 8 No 1 (2025): EDISI 13
Publisher : Prodi Psikologi- Fakultas Psikologi & Humaniora - Universitas Teknologi Sumbawa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36761/jp.v8i1.5779

Abstract

In this modern era, the workforce is increasingly dominated by Generation Z (Gen Z), who tend to be flexible and open to technology. This study aims to analyze in greater depth the job satisfaction level of Gen Z as well as the factors that influence it. The research method used is descriptive quantitative, intended to describe the general job satisfaction of Gen Z through an online questionnaire distributed to Gen Z aged 20–28 years, who have worked for at least one year, and are either contract or permanent employees. The sampling technique used was convenience sampling, resulting in 106 respondents meeting the criteria. The results of the study show that the dimensions with the highest average scores (means) include supervision, coworkers, and the nature of work. This study concludes that the job satisfaction level of Generation Z employees generally falls within the moderate to high category.
Influence of Job Resources on Organizational Commitment Mediated by Work Engagement Stevinia, Stevinia; Zamralita; Rita Markus Idulfilastri
Dinasti International Journal of Education Management And Social Science Vol. 4 No. 6 (2023): Dinasti International Journal of Education Management and Social Science (Augus
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v4i6.1994

Abstract

Indonesia needs to be wary of the recession era that threatens in 2023. The recession-era can impact an economic slowdown which makes the real sector hold back its production capacity so that recruitment freezes up to layoffs (PHK) can occur. With the occurrence of this phenomenon, the trust of employees who are still working at the company to continue working at the company and make their best contribution becomes very important for the company. This is known as organizational commitment. Factors that affect organizational commitment are work engagement and being influenced by job resources. Therefore, this research aims to determine the effect of job resources on organizational commitment mediated by work engagement. A non-experimental quantitative research approach that applied. The data obtained in this study were analyzed by statistical analysis using SPSS version 23.0 for Windows and Process v3.5 by Andrew F Hayes. This research was conducted on 80 employees at a manufacturing company in West Java. The study results show that work engagement is the perfect mediator between job resources and organizational commitment.
The Role of Job Demands on Burnout with Resilience as a Moderator in Headhunters Dharmawan, Stephanus Raymond; Zamralita
International Journal of Science and Society Vol 7 No 2 (2025): International Journal of Science and Society (IJSOC)
Publisher : GoAcademica Research & Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/ijsoc.v7i2.1437

Abstract

Headhunters face high job demands, increasing the risk of burnout due to prolonged work-related stress. Job demand includes physical, emotional, and cognitive efforts, while burnout is a psychological condition resulting from chronic workplace stress. Resilience refers to an individual’s capacity to cope with stress while maintaining normal functioning. This study explores the relationship between job demand and burnout among headhunters and examines the moderating role of resilience. This is a quantitative survey approach was used with 154 headhunters from recruitment companies in Jakarta with at least one year of experience. Convenience sampling was applied, and data were collected using adapted versions of the Burnout Assessment Tool, the Job Demands-Resources Questionnaire, and the Connor-Davidson Resilience Scale. The result is Job demand significantly and positively affects burnout among headhunters. Resilience moderates this relationship, with a moderation effect of 0.0150 (p < 0.001). Conclusion: Higher resilience levels help mitigate the negative impact of job demand on burnout. Recruitment companies should develop interventions to enhance resilience, reducing burnout risk and improving productivity.
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.
GAMBARAN QUALITY OF WORK LIFE PADA KARYAWAN MILENIAL DI PT. X Ida Ayu Chandrika Sastrawan; Zamralita; Daniel Lie
Jurnal Cahaya Mandalika ISSN 2721-4796 (online) Vol. 3 No. 1: Jurnal Cahaya Mandalika
Publisher : Institut Penelitian Dan Pengambangan Mandalika Indonesia (IP2MI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36312/jcm.v3i1.1964

Abstract

The millennial generation has taken part as much as 25.87% of Indonesia's population, where this population is included in the productive age category which can be an opportunity to accelerate economic growth. Millennials themselves are a generation that grew up in the industrial era 4.0, where they are known as a generation that is confident, creative, connected to one another, and masters the use of information technology. Compared to generation X, which is a generation that is very adaptive and more focused on results, the millennial generation is a generation that has different characteristics and provisions from other generations. Quality of work life is an employee's perception of a comfortable and pleasant working environment in order to be able to meet employee needs and support employees to work and develop better. There were 45 participants in this study, with the criteria for participants being employees working at PT. X, employees born from 1982 - 2004; employees who have worked for at least one year in the company, and employees with at least high school education. The measuring instrument for this study uses the Walton Model QWL measurement tool, with the addition of two dimensions, namely supervisors, and job characteristics based on (Rostiana & Suyasa, 2014), with a total of 65 questions. The results of the normality test show that the research data is normally distributed, with a high level of quality of work life.
ANALISIS UJI BEDA WORK-LIFE BALANCE GENERASI Y DAN GENERASI Z PADA KARYAWAN PERUSAHAAN RETAIL Jessica; Zamralita; Meylisa Permata Sari
Journal of Social and Economics Research Vol 5 No 2 (2023): JSER, December 2023
Publisher : Ikatan Dosen Menulis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/jser.v5i2.143

Abstract

Hasil penelitian ini menunjukkan adanya perbedaan dalam Keseimbangan Kehidupan Kerja (Work-Life Balance/WLB) antara Generasi Z dan Generasi Y berdasarkan dimensi yang diukur dalam WLB. Dalam dimensi seperti Gangguan Kerja pada Kehidupan Pribadi (WIPL), Kehidupan Pribadi Mengganggu Kerja (PLIW), Pekerjaan Meningkatkan Kehidupan Pribadi (WEPL), dan Kehidupan Pribadi Meningkatkan Kerja (PLEW), Generasi Y menunjukkan perbedaan yang signifikan dibandingkan dengan Generasi Z. Namun, untuk dimensi PLIW, tidak terdapat perbedaan yang signifikan dalam WLB antara Generasi Y dan Z. Dari hasil analisis, Generasi Y, dibanding Generasi Z, mengalami gangguan yang lebih tinggi dari pekerjaan terhadap kehidupan pribadi (WIPL) dan peningkatan yang lebih tinggi dari kehidupan pribadi terhadap pekerjaan (PLEW). Hal ini menunjukkan bahwa pekerjaan yang dilakukan oleh Generasi Y mungkin secara signifikan mengganggu kehidupan pribadi mereka. Sebaliknya, meskipun terdapat nilai lebih tinggi pada Generasi Y dalam dimensi PLIW, perbedaan tersebut tidak signifikan, menandakan bahwa kehidupan pribadi Generasi Y mungkin mengganggu pekerjaan mereka, meskipun perbedaannya tidak signifikan. Dalam dimensi WEPL dan PLEW, Generasi Y juga mendapatkan nilai yang lebih tinggi secara signifikan dibanding Generasi Z, menunjukkan bahwa baik pekerjaan maupun kehidupan pribadi Generasi Y secara signifikan saling mempengaruhi dan meningkatkan satu sama lain.
PENGARUH KUALITAS KEHIDUPAN KERJA TERHADAP KETERIKATAN KERJA PADA KARYAWAN GENERASI Z Friska Imelia; Zamralita; Daniel Lie
Journal of Social and Economics Research Vol 5 No 2 (2023): JSER, December 2023
Publisher : Ikatan Dosen Menulis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/jser.v5i2.237

Abstract

Penelitian ini bertujuan untuk melihat pengaruh dimensi dari kualitas kehidupan kerja terhadap variabel keterikatan kerja. Penelitian ini dilakukan pada Generasi Z yang merupakan generasi pendatang baru dalam dunia kerja. Metode yang digunakan dalam penelitian ini adalah kuantitatif non eksperimental, dengan teknik pengumpulan data menggunakan teknik convenience sampling. Pada penelitian ini peneliti menggunakan dua alat ukur, yaitu: Utrecht Work Engagement Scale-9 (UWES-9) dan Walton’s QWL Model. Subjek penelitian ini terdiri dari 109 karyawan generasi Z di PT X. Penelitian ini dilakukan untuk melihat kualitas kehidupan kerja di PT X apakah berpengaruh terhadap keterikatan kerja karyawan atau tidak. Pada penelitian ini, hasil yang didapatkan yaitu terdapat dimensi yang paling berpengaruh antara kualitas kehidupan kerja terhadap keterikatan kerja, namun adapula dimensi yang tidak memiliki pengaruh terhadap keterikatan kerja yaitu. Peneliti menyarankan kepada pihak perusahaan terkait untuk dapat menciptakan lingkungan yang positif bagi karyawan di PT X karena karyawan merasa bahwa integrasi sosial yang paling berperan besar terhadap keterikatan kerja.
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