Article Per Year (5 Year)
p-Index From 2021 - 2026
1.67
P-Index
This Author published in this journals
All Journal Psikologi Prima International Journal of Marketing and Human Resource Research AKADEMIK: Jurnal Mahasiswa Humanis Jurnal Bisnis Kompetitif Indonesian Journal of Innovation Multidisipliner Research Jurnal Cinta Nusantara
Pras Rendy
Universitas Indonesia Membangun
Religion Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Industrial & Manufacturing Engineering Neuroscience Social Sciences Other

Published : 12 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 12 Documents
Search

 1   2 
The Effect of Work Flexibility and Job Satisfaction on Job Performance Among Live Streaming Hosts at Agency X Natasya Inka Pramesti; Pras Rendy
International Journal of Marketing & Human Resource Research Vol. 7 No. 2 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i2.3425

Abstract

Flexible working arrangements do not always have a positive impact on performance; they can also create performance pressure that affects job performance. This condition triggers stress, especially when the achievements at the start of the live streaming session are still far from the set targets. This study aims to measure the effects of work flexibility and job satisfaction on job performance among live streaming hosts at Agency X. It uses a total population sampling method, with a sample size equal to the population of 60 live streaming hosts. The research method uses a quantitative, correlational design. The results of the study indicate that work flexibility and job satisfaction simultaneously have a significant effect on job performance (F = 46.470; p < 0.001), with a coefficient of determination (R²) of 0.620 indicating that 62% of the variation in job performance can be explained by the two independent variables work flexibility and job satisfaction while the remaining 38% is influenced by other factors outside the scope of the variables under study. The analysis results partially show that work flexibility has a positive and significant effect on job performance (β = 0.570; t = 6.129; p < 0.001). This finding indicates that the greater an individual's perceived work flexibility, the higher their job performance. Conversely, job satisfaction exhibits a negative and significant influence on job performance (β = -0.881; t = -9.469; p < 0.001). These results indicate that higher job satisfaction is negatively correlated with job performance in this study. Given these significant effects, it follows that changes in the level of work flexibility or job satisfaction will be accompanied by changes in job performance.
The Effect of Workload and Social Support on Burnout in Employees of the Bandung Regency Regional Revenue Agency Ega Rulli Raharja; Pras Rendy
Psikologi Prima Vol. 9 No. 1 (2026): Psikologi Prima
Publisher : unprimdn.ac.id

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34012/psychoprima.v9i1.8415

Abstract

Burnout is a chronic condition in the form of emotional, mental, and physical fatigue caused by long-term work pressure. This study aims to examine the influence of workload and social support on burnout in employees of the Regional Revenue Agency (BAPENDA) of Bandung Regency. The quantitative research design was used with multiple linear regression analysis. Data was collected from 80 employees who were selected through purposive sampling techniques. The results showed that workload had a significant effect on burnout (β = −0.868; t = −68.479; p < 0.001), while social support also significantly affected burnout (β = 0.493; t = 38.865; p < 0.001). The negative coefficient for workload indicates an inverse relationship in the coding direction of the measurement scale used in this study. In other words, lower scores on the workload scale represented higher perceived workload, which statistically produced a negative coefficient. Therefore, substantively, the findings still indicate that higher workload is associated with increased burnout among employees. Simultaneously, workload and social support accounted for 98.7% of the burnout variance (F = 3,075,171; p < 0.001; Adjusted R² = 0.987). These findings confirm the Job Demands-Resources (JD-R) model and affirm the importance of balanced workload management and strengthening social support systems in preventing employee burnout in public sector organizations.
Work Stress, Transformational Leadership, and Employees’ Psychological Well-Being: Evidence from PT X Bandung Qansha Ramaniya Ailsa; Pras Rendy; Recky Recky; Kartika Nuradina
International Journal of Marketing & Human Resource Research Vol. 7 No. 3 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i3.3521

Abstract

This study examines the relationships between work stress, transformational leadership, and employees’ psychological well-being at PT X Bandung. A quantitative explanatory design was employed using a cross-sectional survey. The study involved all 65 active employees, who were selected through total sampling. Data were collected using a five-point Likert-scale questionnaire and analyzed with descriptive statistics, item validity testing, reliability testing, regression diagnostics, and multiple linear regression using IBM SPSS Statistics version 26. The results showed that work stress had a negative but statistically nonsignificant association with psychological well-being (B = −0.063, t = −0.355, p = 0.724). This finding indicates that the available data did not provide sufficient evidence that work stress independently predicted psychological well-being after transformational leadership was controlled. In contrast, transformational leadership had a positive and statistically significant association with psychological well-being (B = 0.814, t = 4.273, p < 0.001). The overall regression model was significant, F(2, 62) = 22.644, p < 0.001, and explained 42.2% of the variance in psychological well-being, with an adjusted R² of 0.403. These findings suggest that transformational leadership is an important organizational factor associated with employees’ psychological well-being. However, the results should be interpreted cautiously because the study used a cross-sectional design, involved a single organization, and identified non-normal regression residuals
Analysis of Emotional Dissonance and Burnout on Sales Aggressiveness Among Sales Promoters at PT X Septi Revalinda; Kartika Nuradina; Recky Recky; Pras Rendy
International Journal of Marketing & Human Resource Research Vol. 7 No. 3 (2026): International Journal of Marketing & Human Resourches Research
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/ijmhrr.v7i3.3609

Abstract

Sales staff in the retail sector are required to meet sales targets while providing quality service to customers. These demands can lead to emotional dissonance, a condition in which sales staff must display emotions that differ from their true feelings, which has the potential to trigger burnout and increase the likelihood of aggressive sales behavior. This study aims to analyze the relationship between emotional dissonance, burnout, and sales aggression among Sales Promotion Girls (SPG) and Sales Promotion Men (SPM) at PT X. The study employs a quantitative approach using an explanatory survey method. The sample consisted of 126 respondents selected using simple random sampling. Data were collected via a Likert-scale questionnaire and analyzed using descriptive statistics and Spearman’s rank correlation test, as the data were not normally distributed. The results of the study indicate that emotional dissonance, burnout, and sales aggression generally fall into the low category, with mean scores of 33.15, 40.16, and 29.73, respectively. Nevertheless, the correlation test results show a positive and significant relationship among the variables. Emotional dissonance has a strong relationship with burnout (ρ = 0.776; p < 0.001) and a very strong relationship with sales aggression (ρ = 0.933; p < 0.001), while burnout also has a strong relationship with sales aggression (ρ = 0.796; p < 0.001). These findings indicate that the higher the level of emotional dissonance experienced by salespeople, the higher their levels of burnout and tendency toward sales aggression. Therefore, companies need to strengthen organizational support, create a conducive work environment, and improve the management of employees’ psychological well-being to minimize burnout and aggressive sales behavior while enhancing the quality of customer service
Pengaruh Stres Kerja dan Persepsi Karyawan tentang Kepemimpinan terhadap Psychological Well-Being di PT. X Cimahi Rissal Risyandi; Pras Rendy
AKADEMIK: Jurnal Mahasiswa Humanis Vol. 6 No. 1 (2026): AKADEMIK: Jurnal Mahasiswa Humanis
Publisher : Perhimpunan Sarjana Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jmh.v6i1.1901

Abstract

Job stress and leadership perception are critical factors influencing employees’ psychological well-being, particularly in the manufacturing sector characterized by high work demands. The main problem addressed in this study is how job stress and employees’ perceptions of leadership are related to psychological well-being among employees at PT X Cimahi. This study aims to analyze the relationship between job stress, leadership perception, and employees’ psychological well-being. A quantitative approach with a survey method was employed. Data were collected through questionnaires distributed to 100 employees of PT X Cimahi selected using purposive sampling. Descriptive analysis and Spearman’s Rho correlation were applied due to the non-normal distribution of the data. The results reveal a very strong and significant positive relationship between job stress and psychological well-being, indicating that job stress in this context functions as eustress rather than distress. In addition, a weak but significant negative relationship was found between leadership perception and psychological well-being. These findings suggest that job characteristics and production demands play a more dominant role in shaping employees’ psychological well-being than leadership perception alone within the manufacturing work environment.
Pengaruh Workload Dan Work Stress Terhadap Turnover Intention Pada Karyawan Sektor Retail Di CV. XYZ Azka Qisthiya Putri; Pras Rendy; Benny Bernadus
Indonesian Journal of Innovation Multidisipliner Research Vol. 4 No. 3 (2026): Juli - September
Publisher : Institute of Advanced Knowledge and Science

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69693/ijim.v4i3.1785

Abstract

Tingginya angka perputaran karyawan di industri retail menjadi tantangan signifikan yang memengaruhi stabilitas operasional organisasi. Studi ini diarahkan untuk menganalisis sejauh mana dampak workload dan work stress terhadap keinginan keluar karyawan (turnover intention) di sektor retail. Penelitian ini menerapkan desain kuantitatif dengan berfokus pada populasi seluruh karyawan CV. XYZ. Melalui teknik penarikan sampel yang ditentukan, diperoleh sampel sebanyak 40 orang responden. Instrumen kuesioner digunakan sebagai perangkat utama untuk menjaring data dari responden, yang kemudian dianalisis menggunakan uji regresi linear berganda melalui perangkat lunak SPSS. Hasil penelitian menunjukkan bahwa secara parsial, workload tidak memiliki pengaruh nyata terhadap keinginan keluar karyawan (t hitung = -0,946; p = 0,350 > 0,05). Fenomena ini mengindikasikan bahwa volume tugas yang padat dan ritme kerja yang cepat di industri retail cenderung dipandang sebagai konsekuensi logis dari profesi tersebut, sehingga tidak menjadi faktor pendorong mandiri bagi karyawan untuk mengundurkan diri. Sebaliknya, stres kerja secara parsial terbukti memiliki pengaruh positif dan signifikan yang kuat terhadap keinginan keluar karyawan (t hitung = 6,185; p = 0,000 < 0,05), yang menegaskan bahwa ketegangan emosional dan tekanan psikologis menjadi pemicu utama munculnya niat penarikan diri dari organisasi. Melalui pengujian simultan, workload dan work stress terbukti berpengaruh secara nyata terhadap keinginan keluar karyawan (F hitung = 21,088; p = 0,000 < 0,05), dengan kombinasi kedua variabel tersebut memberikan kontribusi besar (R-Square sebesar 53,3%) dalam menjelaskan fluktuasi intensi mengundurkan diri. Kesimpulan dari penelitian ini menegaskan bahwa penanganan perputaran karyawan di sektor retail tidak dapat bertumpu pada pengurangan volume kerja semata, melainkan memerlukan intervensi manajemen stres yang komprehensif serta penciptaan iklim kerja yang suportif guna menjaga kesejahteraan mental karyawan.
The Effect Of Perceived Organizational Support And Proactive Coping On The Performance Of Generation Z Employees At Farel Patisserie Cafe Windy Anisa Putri; Pras Rendy; Benny Bernadus
Indonesian Journal of Innovation Multidisipliner Research Vol. 4 No. 3 (2026): Juli - September
Publisher : Institute of Advanced Knowledge and Science

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69693/ijim.v4i3.1786

Abstract

Produktivitas merupakan fondasi utama bagi keberlanjutan bisnis jangka panjang, terutama pada industri Food and Beverage (F&B) yang kini didominasi oleh Generasi Z. Fenomena fluktuasi kinerja di Farel Patisserie Cafe, yang ditandai dengan peningkatan product reject sebesar 15% dan pemborosan bahan baku (food waste) mencapai 12%, mengindikasikan belum optimalnya kinerja tugas karyawan. Penelitian ini mengevaluasi pengaruh Perceived Organizational Support (POS) dan Proactive Coping baik secara mandiri maupun kolektif terhadap kinerja individu karyawan Generasi Z di Farel Patisserie Cafe. Pendekatan kuantitatif digunakan melalui metode sensus yang melibatkan 42 orang staf, dengan teknik analisis regresi linear berganda menggunakan perangkat lunak SPSS. Hasil penelitian menunjukkan bahwa secara parsial, Perceived Organizational Support tidak berpengaruh signifikan terhadap kinerja (; ), sedangkan Proactive Coping terbukti berdampak positif dan signifikan (; ). Secara simultan, kedua variabel tersebut berpengaruh signifikan terhadap peningkatan kinerja karyawan (; ). Berdasarkan nilai koefisien determinasi sebesar 20,2%, model penelitian ini menjelaskan sebagian dari variasi kinerja karyawan, sedangkan 79,8% sisanya dipengaruhi oleh faktor-faktor di luar cakupan riset ini. Kesimpulan utama penelitian ini menegaskan bahwa inisiatif individu melalui proactive coping memegang peranan krusial bagi kinerja karyawan di lingkungan F&B yang dinamis, sementara dukungan organisasi yang saat ini diterapkan perlu dievaluasi efektivitasnya agar dapat terintegrasi dengan kebutuhan spesifik Generasi Z dalam mencapai target efisiensi Perusahaan.
Pengaruh Workload terhadap Work Fatigue pada Karyawan Generasi Z di Industri Fashion: Peran Resiliensi sebagai Moderator Putu Jollie Putri Ananda; Pras Rendy; Benny Bernadus; Kartika Nuradina
Indonesian Journal of Innovation Multidisipliner Research Vol. 4 No. 3 (2026): Juli - September
Publisher : Institute of Advanced Knowledge and Science

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69693/ijim.v4i3.2095

Abstract

Riset ini digagas guna menakar kadar sumbangan workload terhadap work fatigue pada kalangan pekerja Generasi Z, sekaligus menguji apakah resiliensi berperan sebagai pemoderasi dalam keterkaitan keduanya. Metode yang ditempuh bercorak kuantitatif dengan rancangan korelasional non-eksperimental. Partisipan riset mencakup keseluruhan 42 pekerja Generasi Z yang masih aktif di CV XYZ, sebuah pelaku usaha fashion berskala lokal berdomisili Bandung, dengan keseluruhan populasi langsung dijadikan sampel (total sampling). Pengumpulan data ditempuh melalui Raw NASA Task Load Index (workload), Swedish Occupational Fatigue Inventory (work fatigue), dan Connor-Davidson Resilience Scale (resiliensi), yang selanjutnya diproses memakai regresi linear sederhana beserta Moderated Regression Analysis (MRA) berlandaskan teknik mean-centering pada aplikasi IBM SPSS StatisticsHasil analisis data menunjukkan bahwa workload memberikan kontribusi searah dan signifikan atas work fatigue (β = 0,675; sig < 0,001), dengan kemampuan menjelaskan 45,5% keragaman work fatigue. Sebaliknya, resiliensi tak menunjukkan sumbangan bermakna atas work fatigue (sig = 0,073), demikian pula perannya selaku pemoderasi ikatan workload-work fatigue yang tak terbukti secara statistik (ΔR² = 0,000; sig F Change = 0,914). Hasil nihil ini diduga terkait sempitnya rentang skor resiliensi partisipan yang terpusat pada kategori tinggi (restriction of range), ditambah minimnya daya uji statistik lantaran jumlah sampel yang terbatas. Temuan ini berimplikasi praktis bagi perusahaan agar meninjau ulang pembagian beban kerja pada pekerja Generasi Z.
PENGARUH STRES KERJA DAN STRATEGI COPING TERHADAP KETAHANAN PSIKOLOGIS PEKERJAAN PADA F&B INDUSTRY Rizal Ardiansyah; Kartika Nuradina; Pras Rendy
Jurnal Cinta Nusantara Vol. 4 No. 2 (2026): April-Juni, Assessment and Learning Evaluation
Publisher : CV. Bunda Ratu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63754/jcn.v4i2.158

Abstract

Industri makanan dan minuman (F&B) dikacaukan oleh lingkungan kerja yang menuntut kecepatan kerja, hasil dan target kerja yang dapat membuat karyawan terpapar stres kerja yang berpotensi mempengaruhi ketahanan psikologis mereka., penelitian ini mengkaji pengaruh stres kerja dan strategi koping terhadap ketahanan psikologis di kalangan karyawan PT. X. Desain penelitian kuantitatif mempergunakan metode survei guna melakukan pengumpulan data dari karyawan. Instrumen penelitian dilakukan pengujian serta terbukti valid dan reliabel sebelum analisis data. Analisis regresi linier berganda dilakukan guna melakukan pengujian hubungan antar variabel. Temuan penelitian menunjukkan jika stres kerja serta strategi koping secara bersamaan memiliki pengaruh signifikan terhadap ketahanan psikologis, seperti yang ditunjukkan oleh nilai F sebesar 6,798 dengan tingkat signifikansi 0,002 (p < 0,05). Selanjutnya koefisien determinasi (R²) adalah 0,152, mengindikasikan jika stres kerja dan strategi koping secara simultan menjelaskan 15,2% varians dalam ketahanan psikologis, sementara selebihnya 84,8% disebabkan oleh faktor lain di luar cakupan studi yang dilaksanakan. Temuan ini mendukung Teori Stres Transaksional dan Koping, yang menunjukkan bahwa ketahanan psikologis karyawan dipengaruhi oleh interaksi antara stresor di tempat kerja dan mekanisme koping yang mereka gunakan. Studi ini menyoroti pentingnya penerapan organisasi yang bertujuan untuk mengelola stres kerja dan memperkuat strategi koping adaptif untuk meningkatkan ketahanan karyawan dan kesejahteraan secara keseluruhan di industri makanan dan minuman.
STUDI KASUS MAKNA KEPUASAN KERJA KARYAWAN WANITA STATUS KONTRAK DI KONVEKSI X Mita Aristia; Kartika Nuradina; Recky Recky; Pras Rendy
Jurnal Ekonomi Bisnis Kompetif Vol 5 No 2 (2026): JURNAL BISNIS KOMPETIF (JBK) 2026
Publisher : Komunitas Manajemen Kompetitif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35446/bisniskompetif.v5i2.3029

Abstract

This study aims to explore in depth the meaning of job satisfaction from the perspective of female employees with contract status in Convection X. Using a qualitative approach of a case study. Data was collected through interviews with female employees with more than 3 years of service, direct observation, and supporting documents. Miles and Huberman's thematic analysis identified four themes including: job satisfaction is interpreted as the result of adaptation to work, interpersonal relationships are the main source of job satisfaction, organizational limitations are the source of job dissatisfaction, and work is interpreted as a means of meeting the needs of life and carrying out family roles. The results of this study show that job satisfaction among female employees with contract status in Convection X is formed through an evaluation of work experience, with the main factors including the job itself, relationships with colleagues and superiors, compensation, and career development opportunities. These findings suggest that job satisfaction is not only influenced by organizational conditions, but also by work experience and the meaning that individuals give to their work
Co-Authors Annisa Nabila Guluda Azka Qisthiya Putri Benny Bernadus Defi Dea Apriyanti Ega Rulli Raharja Mita Aristia Natasya Inka Pramesti Nuradina, Kartika Putu Jollie Putri Ananda Qansha Ramaniya Ailsa Rissal Risyandi Rizal Ardiansyah Septi Revalinda Windy Anisa Putri