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All Journal Persona: Jurnal Psikologi Indonesia J-CEKI
Ferdinandus Hindiarto
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Humanities Decision Sciences, Operations Research & Management Education Health Professions Physics Social Sciences

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Hubungan Grit Dan Work Life Balance Dengan Perilaku Job Hopping Pada Karyawan Generasi Z Muhammad Ulin Nuha; Ferdinandus Hindiarto
J-CEKI : Jurnal Cendekia Ilmiah Vol. 4 No. 3: April 2025
Publisher : CV. ULIL ALBAB CORP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/jceki.v4i3.9406

Abstract

Dunia industri mendapatkan tantangan baru dalam hal manajemen SDM, salah satunya adalah pengelolaan karyawan generasi z yang sudah mulai memasuki usia kerja. Faktanya generasi z menjadi karyawan yang paling banyak melakukan job hopping, yaitu sindrom kutu loncat berupa perilaku seringnya berpindah-pindah pekerjaan dengan alasan yang tidak rasional. Penelitian ini bertujuan untuk mengetahui hubungan antara grit, work life balance dan perilaku job hopping pada karyawan generasi z. Pengumpulan data menggunakan skala psikologi grit, work life balance, dan job hopping dari 100 karyawan generasi z yang dipilih menggunakan teknik purposive sampling dengan kriteria sebagai pelaku job hopping. Analisis data menggunakan teknik regresi linier berganda. Hasil dari penelitian ini menunjukkan grit memiliki hubungan negatif dan sangat signifikan (b= -318, p < 0.05) terhadap job hopping dengan sumbangan efektif sebesar 30.6%. work life balance memiliki hubungan negatif dan sangat signifikan (b= -160, p < 0.05) terhadap job hopping dengan sumbangan efektif sebesar 15.3%. Terakhir grit dan work life balance secara bersama berkontribusi efektif sebagai prediktor 38.6% terhadap perilaku job hopping pada karyawan generasi z.
Organizational justice dan organizational readiness to change: Peran mediasi psychological empowerment: Organizational justice and organizational readiness to change: The mediating role of psychological empowerment Kurniadhi, Fiergant; Ferdinandus Hindiarto
Persona:Jurnal Psikologi Indonesia Vol. 14 No. 1 (2025): Juni
Publisher : Faculty of Psychology Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30996/persona.v14i1.132296

Abstract

The retail industry currently faces dynamic challenges, including market pressure, regulatory changes, and technological advancements, all of which require organizations to maintain a high level of readiness for change. This study aims to analyze the influence of organizational justice on organizational readiness to change, with psychological empowerment as a mediating variable, in a retail company in Indonesia. A quantitative approach with a cross-sectional design was employed, involving 120 respondents from lower management levels. Data were collected using validated scales and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). The results indicate that organizational justice has a direct, positive, and significant effect on organizational readiness to change. Furthermore, psychological empowerment was found to serve as a significant mediator in the form of complementary mediation. This means that psychological empowerment complements but does not eliminate the direct effect of organizational justice. These findings highlight that the implementation of fairness principles and the strengthening of psychological empowerment are key to effectively and sustainably enhancing organizational readiness for change.
Co-Authors Kurniadhi, Fiergant Muhammad Ulin Nuha