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<![CDATA[PsyCap Training: Increasing the Psychological Capital of Company X Employees in Facing the Era of Disruption ]]>
<![CDATA[Suryani, Indri]]>;
<![CDATA[Hakim, Gamma Rahmita Ureka]]>
<![CDATA[ Jurnal Sains Psikologi Vol 13, No 1 (2024) ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um023v13i12024p119-130
<![CDATA[Psychological capital is a psychological construct encompassing self-efficacy, optimism, hope, and resilience, which are core factors that contribute to the emergence of positive organizational behavior (POB) or measurable, developable, and channelable positive behavior in an organization. Developing psychological resources becomes crucial for facing challenges and changes during an era of IT industry disruption. This research examines the effectiveness of a PsyCap training program in increasing the psychological capital of Company X employees in facing the disruption era. The quantitative research method with a quasi-experimental research design was used to measure changes in values during the intervention (pretest-posttest). A purposive sampling technique was used to select 60 subjects based on their level of psychological capital characteristics. The PsyCap training program was designed based on Luthans’ theoretical framework, utilizing treatment instruments in the form of a PsyCap training module. Data analysis involves two types of analysis: descriptive analysis and parametric statistical analysis using the paired sample t-test. The research findings reveal a comparison of the level of psychological capital between experimental and control groups, with a gain score value of .001 (less than .05) and a sufficient level of effectiveness (66 percent). The results of this research suggest that PsyCap training treatment on an experimental group of employees at Company X is effective for enhancing psychological capital. As a suggestion for future researchers, it is recommended that they be more cautious in controlling the presence of extraneous variables.]]>
<![CDATA[The Impact of Self-Acceptance and Emotional Regulation on the Experience of Empty Nest Syndrome in the Older Adult ]]>
<![CDATA[Salsabila, Alfida]]>;
<![CDATA[Uyun, Muhamad]]>
<![CDATA[ Jurnal Sains Psikologi Vol 13, No 1 (2024) ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um023v13i12024p11-18
<![CDATA[One of the crisis phases in families entering the middle age phase is the feeling of losing their role in raising children and feeling empty because the children no longer live in the same house. This term is known as empty nest syndrome. Self-acceptance and emotional regulation play an essential role in the impact of empty nest syndrome experienced by older adults. This research aims to prove the further impact of self-acceptance and emotional regulation on the experience of empty nest syndrome in older adults. The self-acceptance scale, emotional regulation scale, and empty nest syndrome scale were adapted by the author. The research respondents were 30 older people at the Siti Anna Bangka Belitung Retirement Home. The sampling technique uses purposive sampling. From the results of multiple linear regression analysis, it is known that self-acceptance and emotional regulation are related to empty nest syndrome, and simultaneously, self-acceptance, emotional regulation, and empty nest syndrome are significantly associated with each other.]]>
<![CDATA[The Role of Job Stress as Mediator on the Relationship Between Job Demands on PT X Outsourced Driver Turnover Intention ]]>
<![CDATA[Paramarta, Nata Adyana]]>;
<![CDATA[Setiyowati, Ninik]]>
<![CDATA[ Jurnal Sains Psikologi Vol 13, No 1 (2024) ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um023v13i12024p55-63
<![CDATA[Turnover intention is a detrimental occurrence that frequently arises in many enterprises. Elevated levels of turnover intention can detrimentally affect the firm. Job demands and job stress are influential elements that contribute to increased turnover intention. This research aimed to examine the impact of job demands on turnover intention while considering the mediating role of job stress variables. A correlational quantitative methodology was employed, with 74 respondents who completed a questionnaire. Reliability was evaluated using Cronbach’s alpha technique with job demands with a Cronbach’s alpha value of 0.698, job stress with a Cronbach’s alpha value of 0.539, and turnover intention with a Cronbach’s alpha value of 0.855. A mediator analysis was conducted using the JASP software to assess the importance of the three variables. The analysis results indicate that job demands statistically impact turnover intention (p-value equals .005), job demands substantially affect job stress (p-value equals .001), and job stress significantly affects turnover intention (p-value equals .015). This research demonstrates that job stress plays a mediating function in the connection between job demands and turnover intention, and this association is statistically significant with a p-value of .035. These findings suggest that job stress significantly motivates people with high job demands to consider leaving their current employment.]]>
<![CDATA[The Role of Gratitude on Life Satisfaction for Adolescents in Malang City Orphanages ]]>
<![CDATA[Pertiwi, Bestarindra Ramadhania]]>;
<![CDATA[Harsono, Yudi Tri]]>
<![CDATA[ Jurnal Sains Psikologi Vol 12, No 2 (2023) ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um023v12i22023p313-326
<![CDATA[This research aims to examine the role of gratitude in the life satisfaction of adolescents in orphanages in Malang City. This research uses a quantitative approach with a correlational design, using simple linear regression analysis techniques. The population of this study was adolescents in orphanages in Malang City. The sample used in this research was 223 people selected using incidental sampling techniques. Data collection used the Gratitude Questionnaire-Six-Item Form (GQ-S6), which was adapted into Indonesian by Grimaldy and Haryanto (2020) and adapted the Satisfaction with Life Scale (SWLS) in Adolescents based on the concept of Diener et al. (1985). The results obtained show that gratitude plays a role in the life satisfaction of orphanage youth in Malang City, with an F value of 32.817 and a significance of (3.289 ×10-8) more than 0.05, so the gratitude variable can predict the life satisfaction variable for adolescents in orphanages in Malang City.]]>
<![CDATA[The Influence of Emotional Intelligence and Flow at Work on Innovative Work Behavior in MSME Entrepreneurs ]]>
<![CDATA[Sulistiyorini, Diyah]]>;
<![CDATA[Zahra, Gebi Angelina]]>;
<![CDATA[Hakim, Gamma Rahmita Ureka]]>;
<![CDATA[Ahmad, Abdul Munajat]]>
<![CDATA[ Jurnal Sains Psikologi Vol 13, No 1 (2024) ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um023v13i12024p131-138
<![CDATA[Innovative work behavior is an essential factor for entrepreneurial success. This research aims to examine (1) how emotional intelligence influences innovative work behavior, (2) how flow at work influences innovative work behavior, and (3) how emotional intelligence and flow at work influence innovative work behavior. The population of this research is MSME entrepreneurs in the city of Malang. Through a purposive sampling technique, 124 entrepreneurs were obtained as samples in this research with the criteria of having been in business for two years or more, having a business in the MSME category, and being under the guidance of the Department of Industry and Trade Cooperatives in Malang City. The scales used are the Innovative Work Behavior (IWB), Assessing Emotion Scale (AES), and WOrk-reLated Flow inventory (WOLF). The validity of the items in this research used Pearson correlation, and the reliability of the instruments on the three scales was measured using Cronbach's alpha formula. The results of statistical techniques of multiple regression analysis showed that emotional intelligence and flow at work significantly influence innovative work behavior, both partially and simultaneously. Partially, emotional intelligence contributes 17.4 percent to innovative work behavior. Meanwhile, flow at work can explain innovative work behavior variables by 16%. Simultaneously, these two variables influence 24.9 percent of innovative work behavior.]]>
<![CDATA[The Role of Age in the Relationship between Mindfulness and Emotion Regulation in Adults ]]>
<![CDATA[Yuniar, Yuniar]]>;
<![CDATA[Boediman, Lia Mawasari]]>;
<![CDATA[Mansoer, Winarini Wilman D.]]>
<![CDATA[ Jurnal Sains Psikologi Vol 13, No 1 (2024) ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um023v13i12024p19-27
<![CDATA[This research aims to investigate the role of age as a moderator in the contribution of mindfulness to emotion regulation abilities in adults in Indonesia. This research used a quantitative approach with a total number of 234 partici pants, consisting of 81 young adults and 153 middle adults, with a mean score of 43.33. Data were collected using the Difficulties in Emotion Regulation Scale-Short Form (DERS-SF) and Mindfulness Attention Awareness Scale (MAAS) questionnaires, which were distributed online. The research results show that adult individuals with low levels of mindfulness have low emotional regulation abilities, and age does not play a role as a moderator in the role of mindfulness on emotional regulation abilities. The uneven distribution based on participant domicile is a limitation that needs to be considered in future research.]]>
<![CDATA[Hedonistic Lifestyle as a Predictor of Happiness in K-popers (Study of the Malang ARMY Community) ]]>
<![CDATA[Pratiwi, Dhara Maharani Mega Dewi]]>;
<![CDATA[Chusniyah, Tutut]]>;
<![CDATA[Putri, Agninda Rahmi]]>
<![CDATA[ Jurnal Sains Psikologi Vol 13, No 1 (2024) ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um023v13i12024p84-95
<![CDATA[This research aims to find out whether a hedonistic lifestyle can predict happiness in the members of the community of fans of the Korean boy band BTS, known as ARMY, in Malang City. This quantitative research uses a simple linear regression analysis method. Respondents were selected using non-probability sampling and purposive sampling techniques with the following criteria: (1) K-popers who are members of the Malang ARMY community; (2) like K-pop music; and (3) have ever spent money to buy K-pop merchandise. The research respondents totaled 152 people. Data were collected using the Oxford Happiness Questionnaire (happiness scale) with content validity test results ranging from .426 to .743 and a reliability of .829 and a hedonistic lifestyle scale with a validity of .254 to .454 and a reliability of .767. The research results showed that (1) 74.3 percent of respondents had a high level of happiness; (2) 84.9 percent of respondents have a low hedonism lifestyle; and (3) hedonistic lifestyle is not a predictor of happiness among members of the Malang ARMY community, with a significance value of .148 or greater than .05.]]>
<![CDATA[The Effect of Job Crafting and Resilience on the Adaptive Performance of Start-Up Developer Employees in Malang City ]]>
<![CDATA[Sulistiyorini, Diyah]]>;
<![CDATA[Safitri, Dewi Octaria]]>
<![CDATA[ Jurnal Sains Psikologi Vol 12, No 2 (2023) ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um023v12i22023p327-333
<![CDATA[The primary objective of this study is to investigate the impact of job crafting and resilience on adaptive performance within the context of start-up developers. The research methodology employed in this study is quantitative research. The study subjects consisted of a sample of 37 software developers residing in Malang City, ranging in age from 20 to 40 years old and possessing a minimum of one year of professional experience in the field. The hypothesis is tested using multiple linear regression. Based on statistical research findings, it has been determined that a significant relationship exists between job crafting and adaptive performance at a significance level of 0.05. Additionally, a significant relationship has been observed between resilience and adaptive performance at the same significance level. Furthermore, it has been established that there is a significant relationship between job crafting and resilience and adaptive performance, also at a significance level of 0.05. Based on recommendations for developers in start-up environments, employees can foster personal growth independently or by enrolling in courses focused on resilience and job creation. Employees can proactively modify workplace settings to enhance their performance, increasing their performance levels and overall job satisfaction.]]>
<![CDATA[Labor Market Uncertainty: Can Psychological Capital Promote Career Transition Readiness in College Students? ]]>
<![CDATA[Amalia, Ulfa]]>;
<![CDATA[Sa'id, Mochammad]]>
<![CDATA[ Jurnal Sains Psikologi Vol 13, No 1 (2024) ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um023v13i12024p139-148
<![CDATA[Uncertainty in labor market conditions is a challenge for college graduates. This challenge significantly influences the length of time needed to face a career transition, so psychological capital is an important thing to have. This research aims to determine whether psychological capital can encourage students’ readiness to face career transitions. This research uses quantitative correlational methods. The population of this research were students at two public universities in Malang City who were working on their thesis with a sample size of 105 students. Sampling was carried out using incidental techniques. The instruments used were adapted versions of The Psychological Capital Questionnaire (PCQ-24) and The Career Transitions Inventory (CTI). This research uses multiple linear regression analysis techniques. The results of this research indicate that psychological capital simultaneously influences readiness to face career transitions (Sig. equals .000; f equals 33.831). The results of the coefficient of determination (Adj. R2) show a contribution of psychological capital of 55.8 percent. The t-test results show that the hope dimension (Sig. equals .008; t equals 1.256) and the optimism dimension (Sig. equals .000; t equals 4.785) partially affect career transition readiness. Meanwhile, the self-efficacy dimension (Sig. equals .212; t equals 1.256) and the resilience dimension (Sig. equals .485; t equals .701) partially do not significantly affect career transition readiness. The effective contribution of the hope dimension is 20.39 percent, and the optimism dimension is 25.84 percent.]]>
<![CDATA[The Mediating Effect of Self-Efficacy on Perceived Supervisor Support on Self-Perceived Employability in Generation Z Participating in the Certified Internship and Independent Study Program ]]>
<![CDATA[Lintang, Brigitta Elizabeth]]>;
<![CDATA[Nindyati, Ayu Dwi]]>;
<![CDATA[Wicaksana, Seta A]]>
<![CDATA[ Jurnal Sains Psikologi Vol 13, No 1 (2024) ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um023v13i12024p42-54
<![CDATA[According to demographic trends, Generation Z was 25 percent of the labor force by 2030. Generation Z needs extra preparation because of a lack of work experience and has a propensity for having negative attitudes at work. Participating in an internship program like the Certified Internship and Independent Study is one of those preparations. Participants in this internship gain both practical work and supervised experience by their supervisor. This research aimed to investigate if the existence of self-efficacy can influence self-perceived employability as a mediator and perceived supervisor support as a predictor. The research method used a quantitative approach to 160 Generation Z members participating in the batch 3 internship program (25.5 percent of the population) at an IT company. Hypothesis testing was carried out with the mediation analysis model in the medmod module in Jamovi 2.3.26. The main result was that self-efficacy could partially mediate the effect of perceived supervisor support on self-perceived employability. This means that the existence of self-efficacy can indirectly increase the influence of perceived supervisor support on self-perceived employability. The direct influence of perceived supervisor support on self-perceived employability is smaller than when involving self-efficacy as a mediator. Based on this result, interventions can be made to strengthen the self-efficacy of internship participants, for example, by providing a strong experience so that the supervision program during an internship can strengthen the self-perceived employability of internship participants. In the end, the intern participants can feel the added value of their internship program.]]>
