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All Journal Journal of Artificial Intelligence and Digital Business Jurnal Manajemen, Bisnis dan Kewirausahaan
Ardy Wiratama
Universitas Selamat Sri
Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Electrical & Electronics Engineering Engineering

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Pengaruh Emotional Intelligence dan Perceived Social Support terhadap Job Search Self-Efficacy Ardy Wiratama; Prayuda Nur Rifki
Jurnal Manajemen, Bisnis dan Kewirausahaan Vol. 4 No. 3 (2024): Desember : Jurnal Manajemen, Bisnis dan Kewirausahaan
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jumbiku.v4i3.5834

Abstract

Generation Z adolescents in Pekalongan Regency, particularly those facing challenges in finding employment, require high levels of emotional intelligence and social support to build job search self-efficacy. The ability to understand and manage their own emotions, along with receiving support from their surroundings, is essential for coping with job search difficulties. A lack of emotional intelligence and social support can increase stress and hinder their job search self-efficacy. This study aims to examine how emotional intelligence and perceived social support affect job search self-efficacy among Generation Z adolescents. The population of this study consisted of teenagers living in Pekalongan Regency, with a sample of 116 adolescents aged 18-30 years, selected using a saturated sampling technique. A Likert scale was used to measure the variables, and regression analysis was employed to analyze the data. The results showed that the F-count value was 194.006, which is greater than the F-table value of 3.08, indicating that the hypothesis was accepted. This means that both emotional intelligence and perceived social support have a significant impact on job search self-efficacy. The study emphasizes the importance of emotional intelligence and social support in enhancing job search self-efficacy, and it suggests that addressing these factors can help Generation Z adolescents overcome the challenges they face in the competitive job market. Therefore, it is recommended that efforts be made to develop emotional intelligence and social support systems for adolescents to improve their job search outcomes.
Job Stress and Job Satisfaction Effects on Counterproductive Work Behavior among Employees Ardy Wiratama; Zefi Nafira; Sherli Junianingrum
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 2 (2026): Mei-Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i2.12068

Abstract

This study examines the effects of job stress and job satisfaction on counterproductive work behavior (CWB) among employees of Company X in Pemalang. A quantitative associative design was applied to test the partial and simultaneous relationships among the variables. All 115 employees were included through saturated sampling, and data were collected using a five-point Likert-scale questionnaire. The data were analyzed with SPSS through validity and reliability testing, classical assumption testing, multiple linear regression, t-tests, and an F-test. The results confirmed that the regression model met the assumptions of normality, multicollinearity, and heteroskedasticity. The simultaneous test produced an F-value of 46.839 with a significance level of 0.000, indicating that job stress and job satisfaction jointly influenced CWB. Partially, job stress had a positive and significant effect on CWB, with a regression coefficient of 0.455, a t-value of 4.755, and a significance level of 0.000. Job satisfaction also had a significant effect, with a regression coefficient of 0.345, a t-value of 3.514, and a significance level of 0.001. Job stress showed the stronger standardized contribution to the model. These findings emphasize that employee behavior is shaped by both perceived work pressure and evaluations of the work environment. Organizations should therefore manage workloads, clarify roles, strengthen supervisory support, and implement transparent and equitable reward practices to reduce counterproductive behavior.
Co-Authors Prayuda Nur Rifki Sherli Junianingrum Zefi Nafira