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Bandung Conference Series: Psychology Science
Published by Universitas Islam Bandung
ISSN : -     EISSN : 28282191     DOI : https://doi.org/10.29313/bcsps.v2i3
Core Subject : Humanities, Education, Social,
Humanities Education Social Sciences
Bandung Conference Series: Psychology Science (BCSPS) menerbitkan artikel penelitian akademik tentang kajian teoritis dan terapan serta berfokus pada Psikologi dengan ruang lingkup sbb: Broken Home, Budaya Organisasi, Celebrity Worship, Delinkuensi, Dewasa Awal, Disiplin Kerja, Dukungan Sosial, Health belief, Interaksi Parasosial, Kemandirian Anak Usia Dini, Kematangan Karir, Kepuasan Kerja, Komitmen Organisasi, Obesitas, Parasocial Relationship, Peak Performance, Pendidikan Karakter, Penyesuaian diri, Penyesuaian pernikahan, Pola Asuh, Prestasi Belajar, Psychological Well-Being, Religiusitas, Remaja Akhir, Self Esteem, Self regulation, Ta’aruf. Prosiding ini diterbitkan oleh UPT Publikasi Ilmiah Unisba. Artikel yang dikirimkan ke prosiding ini akan diproses secara online dan menggunakan double blind review minimal oleh dua orang mitra bebestari.
Arjuna Subject : Psikologi - Psikologi (Lain-Lain)
Articles 575 Documents
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Pengaruh Komitmen Organisasi terhadap Intensi Job Hopping Karyawan Café Nurul Assyfa Aprilia Afora; Ayu Tuty Utami
Bandung Conference Series: Psychology Science 1273-1280
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25193

Abstract

Abstract. The phenomenon of job hopping is increasingly common across various industrial sectors, including the food and beverage industry such as caféswhich have high employee turnover rates. This situation indicates a tendency among employees to change jobs within a relatively short period of time. One psychological factor believed to influence the intention to job hop is organizational commitment. According to (Mowday et al., 1982), organizational commitment is the relative strength of an individual’s identification with the organization, involvement in the organization, and desire to remain part of the organization. This study aims to determine the effect of organizational commitment on job-hopping intentions among café employees in Bandung. The study employed a quantitative, cross-sectional approach involving 110 café employees selected through purposive sampling. Organizational commitment was measured using the Organizational Commitment Questionnaire (OCQ), while job-hopping intentions were measured using the Job hopping Intention Scale (JHIS). Data analysis was conducted using simple linear regression. The results show that organizational commitment has a significant negative effect on job-hopping intentions (p < 0.001) with a regression coefficient of -0.122. Organizational commitment accounts for 23.3% of the variance in job-hopping intentions, while 76.7% is influenced by other factors. The higher the organizational commitment, the lower the job-hopping intentions. Abstrak. Fenomena job hopping semakin banyak ditemukan pada berbagai sektor industri, termasuk industri food and beverage seperti café yang memiliki tingkat pergantian karyawan yang tinggi. Kondisi ini menunjukkan adanya kecenderungan karyawan untuk berpindah pekerjaan dalam waktu relatif singkat. Salah satu faktor psikologis yang diduga memengaruhi intensi job hopping adalah komitmen organisasi. Menurut (Mowday et al., 1982), komitmen organisasi merupakan kekuatan relatif identifikasi individu terhadap organisasi, keterlibatan dalam organisasi, serta keinginan untuk tetap menjadi bagian dari organisasi. Penelitian ini bertujuan mengetahui pengaruh komitmen organisasi terhadap intensi job hopping pada karyawan café di Kota Bandung. Penelitian menggunakan pendekatan kuantitatif dengan metode cross-sectional terhadap 110 karyawan café yang dipilih melalui teknik purposive sampling. Komitmen organisasi diukur menggunakan Organizational Commitment Questionnaire (OCQ), sedangkan intensi job hopping diukur menggunakan Job hopping Intention Scale (JHIS). Analisis data dilakukan menggunakan regresi linear sederhana. Hasil penelitian menunjukkan bahwa komitmen organisasi berpengaruh negatif dan signifikan terhadap intensi job hopping (p < 0,001) dengan koefisien regresi sebesar -0,122. Komitmen organisasi memberikan kontribusi sebesar 23,3% terhadap intensi job hopping, sedangkan 76,7% dipengaruhi oleh faktor lain. Semakin tinggi komitmen organisasi, semakin rendah intensi job hopping pada karyawan café di Kota Bandung.
Pengaruh Stres Akademik terhadap Prokrastinasi Akademik dengan Mediasi Regulasi Diri pada Mahasiswa Reisya Nurul Aeini; Siti Qodariah
Bandung Conference Series: Psychology Science 1281-1288
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25318

Abstract

Abstract. Academic procrastination remains one of the most common problems experienced by university students and is associated with decreased academic performance and psychological well-being. Academic stress has been identified as one of the factors contributing to procrastination, while self-regulation is considered an important mechanism that may explain this relationship. This study aimed to examine the mediating role of self-regulation in the relationship between academic stress and academic procrastination among university students in Bandung. A quantitative correlational design was employed involving 128 active undergraduate students selected through convenience sampling. Data were collected using the Student-Life Stress Inventory (SLSI), Academic Self-Regulated Learning Questionnaire (ASLQ), and Multidimensional Academic Procrastination Scale (MAPS-15). Data were analyzed using descriptive statistics, regression analysis, and mediation analysis with JASP. The findings showed that academic stress significantly and positively predicted academic procrastination (β = 0.147; p < 0.001). However, self-regulation did not significantly mediate the relationship between academic stress and academic procrastination (β = 0.008; p = 0.248). The overall model explained 29.8% of the variance in academic procrastination. These findings indicate that academic stress influences academic procrastination directly rather than indirectly through self-regulation. Abstrak. Prokrastinasi akademik masih menjadi salah satu permasalahan yang sering dialami mahasiswa dan berdampak terhadap penurunan performa akademik maupun kesejahteraan psikologis. Salah satu faktor yang diduga memengaruhi munculnya prokrastinasi akademik adalah stres akademik, sedangkan regulasi diri diperkirakan berperan sebagai mekanisme yang menjelaskan hubungan tersebut. Penelitian ini bertujuan menguji peran regulasi diri sebagai mediator dalam pengaruh stres akademik terhadap prokrastinasi akademik pada mahasiswa di Kota Bandung. Penelitian menggunakan pendekatan kuantitatif dengan desain korelasional terhadap 128 mahasiswa aktif yang dipilih menggunakan teknik convenience sampling. Data dikumpulkan menggunakan Student-Life Stress Inventory (SLSI), Academic Self-Regulated Learning Questionnaire (ASLQ), dan Multidimensional Academic Procrastination Scale (MAPS-15). Analisis dilakukan menggunakan statistik deskriptif, analisis regresi, dan uji mediasi melalui perangkat lunak JASP. Hasil penelitian menunjukkan bahwa stres akademik berpengaruh positif secara signifikan terhadap prokrastinasi akademik (β = 0,147; p < 0,001). Namun, regulasi diri tidak terbukti memediasi hubungan tersebut (β = 0,008; p = 0,248). Model penelitian menjelaskan 29,8% variasi prokrastinasi akademik. Temuan ini menunjukkan bahwa stres akademik meningkatkan prokrastinasi akademik secara langsung, bukan melalui penurunan regulasi diri
Work-Life Balance, Self-Compassion, dan Burnout pada Psikolog: Studi Literatur Shazqia Amanda Putri; Dinda Dwarawati
Bandung Conference Series: Psychology Science 1289-1296
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25364

Abstract

Abstract. Psychologists work involves intense and sustained emotional engagement with clients, placing them at considerable risk of Burnout. This article presents a narrative literature review synthesizing three interrelated constructs relevant to this issue: Burnout, Work-Life Balance, and Self-Compassion. Anchored in the Job Demands-Resources (JD-R) framework, the review discusses how an imbalance between professional and personal life can function as a job demand that gradually depletes psychological resources, while Self-Compassion is examined as a personal resource that may buffer this depletion process. Sources were drawn from SINTA-accredited and Scopus-indexed journals, primarily published between 1974 and 2025. The review concludes that both Work-Life Balance and Self-Compassion are theoretically and empirically connected to Burnout, and proposes a conceptual framework together with four theoretical propositions positioning Self-Compassion as a potential psychological mechanism linking Work-Life Balance to Burnout among psychologists. This synthesis is intended as a conceptual foundation for further empirical testing on the psychologist population in Indonesia. Abstrak. Pekerjaan psikolog menuntut keterlibatan emosional yang intens dan berkelanjutan terhadap klien, sehingga menempatkan mereka pada risiko Burnout yang cukup besar. Artikel ini menyajikan tinjauan literatur naratif yang mensintesis tiga konsep yang saling berkaitan dengan isu tersebut, yaitu Burnout, Work-Life Balance, dan Self-Compassion. Berpijak pada kerangka Job Demands-Resources (JD-R), tinjauan ini membahas bagaimana ketidakseimbangan antara kehidupan profesional dan pribadi dapat berfungsi sebagai job demand yang secara bertahap menguras sumber daya psikologis, sementara Self-Compassion ditelaah sebagai personal resource yang berpotensi meredam proses pengurasan tersebut. Sumber literatur dihimpun dari jurnal terakreditasi SINTA dan terindeks Scopus, terutama yang terbit pada rentang tahun 1974 hingga 2025. Tinjauan ini menyimpulkan bahwa Work-Life Balance dan Self-Compassion sama-sama berkaitan secara teoretis maupun empiris dengan Burnout, serta mengajukan kerangka konseptual beserta empat proposisi teoretis yang menempatkan Self-Compassion sebagai kemungkinan mekanisme psikologis penghubung antara Work-Life Balance dan Burnout pada psikolog. Sintesis ini disusun sebagai landasan konseptual bagi pengujian empiris lebih lanjut pada populasi psikolog di Indonesia.
Kajian Literature Emotional Intelligence terhadap Work Life Balance pada Captain Pilot Valathanza Wibisono Putri; Dinda Dwarawati
Bandung Conference Series: Psychology Science 1297-1304
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25382

Abstract

Abstract. Work-life balance (WLB) refers to an individual's ability to balance work demands with personal life. One factor that may contribute to achieving this balance is emotional intelligence (EI), which is the ability to recognize, understand, and manage one's own emotions while maintaining positive relationships with others. This article aims to review previous studies on the relationship between emotional intelligence and work-life balance, particularly in the context of captain pilots, whose profession involves high levels of responsibility and work demands. This study uses a narrative literature review method by examining books and previous research related to emotional intelligence, work-life balance, and the relationship between these two variables. The findings indicate that emotional intelligence helps individuals manage work-related stress, reduce conflicts between work and personal life, and achieve a better balance between both domains. Most previous studies have reported a positive relationship between emotional intelligence and work-life balance, although several studies have found different results due to factors such as job characteristics, workload, and organizational support. Based on these findings, it can be concluded that emotional intelligence is an important factor in supporting work-life balance, particularly in professions with high levels of responsibility and work pressure, such as captain pilots. Abstrak. Work-life balance (WLB) merupakan kemampuan individu untuk menyeimbangkan tuntutan pekerjaan dan kehidupan pribadi. Salah satu faktor yang diduga berperan dalam mencapai keseimbangan tersebut adalah emotional intelligence (EI), yaitu kemampuan seseorang untuk mengenali, memahami, dan mengelola emosinya serta membangun hubungan yang baik dengan orang lain. Artikel ini bertujuan untuk mengkaji berbagai penelitian mengenai hubungan antara emotional intelligence dan work-life balance, khususnya pada profesi captain pilot yang memiliki tuntutan pekerjaan tinggi. Metode yang digunakan adalah narrative literature review dengan menelaah berbagai buku dan artikel ilmiah yang membahas emotional intelligence, work-life balance, serta hubungan kedua variabel tersebut. Hasil kajian menunjukkan bahwa emotional intelligence dapat membantu individu mengelola tekanan kerja, mengurangi konflik antara pekerjaan dan kehidupan pribadi, serta meningkatkan keseimbangan antara keduanya. Sebagian besar penelitian terdahulu juga menunjukkan bahwa individu dengan emotional intelligence yang lebih tinggi cenderung memiliki work-life balance yang lebih baik. Namun, beberapa penelitian menemukan hasil yang berbeda karena dipengaruhi oleh karakteristik pekerjaan, beban kerja, dan dukungan dari organisasi. Berdasarkan hasil kajian tersebut, dapat disimpulkan bahwa emotional intelligence merupakan salah satu faktor yang penting dalam mendukung terciptanya work-life balance, terutama pada profesi dengan tingkat tanggung jawab dan tekanan kerja yang tinggi, seperti captain pilot.
Pengaruh Kepemimpinan Leader-Member Exchange terhadap Job Satisfaction Supervisor Infrastruktur Pt. X Cyrilla Najwa Rihhadatul Aisy; Anna Rozana
Bandung Conference Series: Psychology Science 1313-1320
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25511

Abstract

Abstract. Job satisfaction is an important factor in organizational productivity. The declining level of employees' job satisfaction in Indonesia highlights the need to examine factors influencing it, including the quality of the supervisor–subordinate relationship through Leader–Member Exchange (LMX). This study examined the effect of LMX on the job satisfaction of first-line supervisors at PT X. A quantitative, non-experimental ex-post facto correlational design was used. Data were obtained from 104 first-line supervisors selected through total sampling. The Leader–Member Exchange Multidimensional Measure (LMX-MDM) and the Job Satisfaction Survey (JSS) were analyzed using multiple linear regression. The results showed that all LMX dimensions and job satisfaction were at high levels. LMX significantly affected job satisfaction and explained 31.1% of its variance. Partially, affect and loyalty had no significant effect, contribution had a negative effect, while professional respect had a positive effect. These findings indicate that supervisors' competence and professionalism play a greater role in shaping job satisfaction than interpersonal closeness. Abstrak. Job satisfaction merupakan faktor penting dalam mendukung produktivitas organisasi. Menurunnya tingkat job satisfaction pekerja di Indonesia menunjukkan pentingnya mengkaji faktor yang memengaruhinya, termasuk kualitas hubungan atasan dan bawahan melalui Leader-Member Exchange (LMX). Penelitian ini bertujuan mengetahui pengaruh LMX terhadap job satisfaction first-line supervisor di PT X. Penelitian menggunakan pendekatan kuantitatif dengan desain non-eksperimental ex-post facto korelasional. Data diperoleh dari 104 first-line supervisor menggunakan teknik total sampling. Pengukuran dilakukan dengan Leader–Member Exchange Multidimensional Measure (LMX-MDM) dan Job Satisfaction Survey (JSS), kemudian dianalisis menggunakan regresi linear berganda. Hasil penelitian menunjukkan seluruh dimensi LMX dan job satisfaction berada pada kategori tinggi. LMX berpengaruh signifikan terhadap job satisfaction dan menjelaskan 31,1% variasinya. Secara parsial, afeksi dan loyalitas tidak berpengaruh, kontribusi berpengaruh negatif, sedangkan penghargaan profesional berpengaruh positif. Temuan ini menunjukkan bahwa kompetensi dan profesionalisme atasan lebih berperan dalam membentuk job satisfaction dibandingkan kedekatan interpersonal.
Hubungan Fear of Negative Evaluation dengan False Self-Presentation pada Pengguna Instagram Aulya Larashanda Hanyfan; Endah Nawangsih
Bandung Conference Series: Psychology Science 1321-1328
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25537

Abstract

Abstract. The rapid growth of social media has positioned Instagram as a crucial space for Generation Z to build personal branding and self-expression, yet the platform has also become an arena of social evaluation that pushes users toward image manipulation for the sake of positive validation. This study examines the relationship between fear of negative evaluation and false self-presentation among Generation Z Instagram users. Using a quantitative correlational design, 391 active Instagram users aged 18–24 years were recruited through convenience sampling. Data were collected using the Brief Fear of negative evaluation scale adapted by Hernawati (2025) and the Self-Presentation on Facebook Questionnaire adapted by Tama (2019) and modified for the Instagram context. Data were analyzed using Spearman correlation with JASP software. The results revealed a significant positive correlation between the two variables (rho = 0.626; p < 0.001), indicating that the higher an individual's fear of negative evaluation, the greater their tendency toward inauthentic self-presentation on Instagram Abstrak. Pesatnya pertumbuhan media sosial menempatkan Instagram sebagai salah satu wadah krusial bagi Generasi Z dalam membangun personal branding dan mengekspresikan diri. Namun, fungsi platform ini telah bergeser tidak sekadar menjadi media komunikasi, melainkan juga wadah penilaian sosial yang memicu penggunanya untuk memanipulasi penampilan demi mendapat validasi positif. Penelitian ini bertujuan untuk menguji hubungan antara fear of negative evaluation dan false self-presentation di kalangan pengguna Instagram Generasi Z. Melalui pendekatan kuantitatif dengan desain korelasional, penelitian ini melibatkan 391 responden aktif Instagram berusia 18–24 tahun yang dijaring menggunakan teknik convenience sampling. Data dikumpulkan melalui instrumen Brief Fear of negative evaluation hasil adaptasi Hernawati (2025) serta Self-Presentation on Facebook Questionnaire (Tama, 2019) yang telah dimodifikasi untuk konteks false self-presentation pada Instagram. Berdasarkan analisis data menggunakan uji korelasi Spearman dengan bantuan software JASP, ditemukan korelasi positif yang signifikan antara kedua variabel (rho = 0,626; p < 0,001). Temuan ini menunjukkan bahwa semakin tinggi tingkat fear of negative evaluation pada individu, maka semakin tinggi pula kecenderungan untuk menampilkan diri secara tidak autentik di Instagram
Persepsi Mengenai Kompetensi Pelatih terhadap Sport Confidence Atlet Akademi Persib Bandung Muhammad Rifki; Suhana
Bandung Conference Series: Psychology Science 1329-1336
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25538

Abstract

Abstract. Football requires not only physical and technical abilities but also psychological factors that support athletic performance, one of which is sport confidence, defined as an athlete’s belief in their ability to succeed in sport. One factor influencing sport confidence is athletes’ perception of coaching competency. This study aimed to axamine the effect of perceived coaching competency on the sport confidence of U-16 athletes at Akademi Persib Bandung. A quantitative approach with a causal design was employed. The sample consisted of 56 athletes selected using a saturated sampling technique. Data were collected using the Coaching Competency Scale (CCS) developed by Myers and Feltz and the State Sport Confidence Inventory (SSCI) developed by Vealey, both adapted and modified by the researcher. Data were analyzed using simple linear regression. The results indicated that perceived coaching competency had a positive and significant effect on sport confidence (p = 0.002 < 0.05), with an R Square value of 0.169, indicating that perceived coaching competency explained 16.9% of the variance in sport confidence, these findings suggest that improving coaching competency may strengthen athletes’ sport confidence and support their psychological development and performance in football. Abstrak. Sepak bola merupakan olahraga yang tidak hanya menuntut kemampuan fisik dan teknis, tetapi juga aspek psikologis yang mendukung performa atlet, salah satunya adalah sport confidencec, yaitu keyakinan atlet terhadap kemampuannya untuk berhasil dalam olahraga. Salah satu faktor yang memengaruhi sport confidence adalah persepsi atlet mengenai kompetensi pelatih. Penelitian ini bertujuan mengentahui pengaruh persepsi mengenai kompetensi pelatih terhdap sport confidence atlet Akademi Persib Bandung U-16. Penelitian ini menggunakan pendekatan kuantitatif dengan desain kausalitas. Sampel penelitian berjumlah 56 atlet yang dipili menggunakan teknik sampling jenuh. Data dikumpulkan menggunakan Coaching Competency Scale (CCS) dari Myers dan Fletz serta State Sport Confidence Inventory (SSCI) dari Vealey yang telah diadaptasi dan dimodifikasi oleh peneliti. Analisis data menggunakan regresi linier sederhana, hasil penelitian menunjukan bahwa persepsi mengenai kompetensi pelatih berpengaruh positif dan signifikan terhadap sport confidence (p= 0,002<0,05), dengan nilai R Square sebesar 0,169 yang menunjukan bahwa persepsi mengenai kompetensi pelatih menjelaskan 16,9% variasi sport confidence. Temuan ini menunjukan bahwa peningkatan kompetensi pelatih dapat mendukung perkembangan psikologis atlet serta meningkatkan performa dalam pembinaan sepakbola.
Pengaruh Job Insecurity terhadap Perilaku Quiet Quitting ASN Bapenda Kota Bandung Shafirah Aurelia Ikram; Muhammad Ilmi Hatta
Bandung Conference Series: Psychology Science 1337-1344
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25541

Abstract

Abstract. In the era of digital transformation, civil servants (ASN) face increasingly complex work demands involving efficiency, role clarity, and competence. This shift is particularly salient in agencies undergoing active digitalization, such as the Regional Revenue Agency (Bapenda) of Bandung City, where formal job security coexists paradoxically with the potential for job insecurity and quiet quitting. Although quiet quitting has been widely studied in the private sector, research linking it to job insecurity among civil servants remains limited. This study examined the effect of job insecurity on quiet quitting behaviour among 43 active civil servants at Bapenda Bandung City, using a quantitative causal-predictive design. Job insecurity was measured using an instrument adapted from the Job Insecurity Scale (Ashford et al., 1989), while quiet quitting was measured using a scale developed by Manullang et al. (2025). Data were collected through convenience sampling and analyzed using simple linear regression. Results showed that job insecurity had a significant positive effect on quiet quitting (R² = 0.658), indicating that job insecurity is a dominant predictor: the higher the perceived job insecurity, the greater employees' tendency to psychologically withdraw while still performing formal duties. Theoretically, these findings position qualitative job insecurity as a hindrance demand within the Job Demands–Resources framework. Practically, organizations are encouraged to strengthen communication, adaptive support, and role clarity to reduce quiet quitting tendencies. Abstrak. Di era transformasi digital, Aparatur Sipil Negara (ASN) menghadapi tuntutan kerja yang semakin kompleks, mencakup efisiensi, kejelasan peran, hingga kompetensi. Perubahan ini terasa khususnya pada instansi yang tengah aktif berdigitalisasi, seperti Badan Pendapatan Daerah (Bapenda) Kota Bandung, di mana jaminan kerja formal berdampingan secara paradoksal dengan potensi munculnya job insecurity dan quiet quitting. Meskipun quiet quitting banyak dikaji pada sektor swasta, penelitian yang mengaitkannya dengan job insecurity pada ASN masih terbatas. Penelitian ini bertujuan mengetahui pengaruh job insecurity terhadap perilaku quiet quitting pada 43 ASN aktif Bapenda Kota Bandung, menggunakan desain kuantitatif kausal-prediktif. Job insecurity diukur menggunakan instrumen adaptasi Job Insecurity Scale (Ashford et al., 1989), sedangkan quiet quitting diukur menggunakan skala yang dikembangkan Manullang et al. (2025). Data dikumpulkan melalui convenience sampling dan dianalisis menggunakan regresi linear sederhana. Hasil menunjukkan job insecurity berpengaruh positif signifikan terhadap quiet quitting (R² = 0,658), yang mengindikasikan job insecurity sebagai prediktor dominan: semakin tinggi ketidakamanan kerja yang dirasakan, semakin besar kecenderungan pegawai menarik diri secara psikologis meski tugas formal tetap dijalankan. Secara teoretis, temuan ini memposisikan job insecurity kualitatif sebagai hindrance demand dalam kerangka Job Demands–Resources. Secara praktis, organisasi disarankan memperkuat komunikasi, dukungan adaptasi, dan kejelasan peran guna menekan kecenderungan quiet quitting.
Pengaruh Perceived Organizational Support terhadap Work Engagement pada Barista Coffee Shop Sukabumi Puti Rachel Laudza Sarnova; Anna Rozana
Bandung Conference Series: Psychology Science 1345-1354
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25543

Abstract

Abstract. Employees who perceive that their organization values their contribution and cares about their well-being tend to show high work engagement, as a form of reciprocity for the support they receive (Eisenberger et al., 1986). Prior research shows that work engagement can be predicted by perceived organizational support (POS) as a job resource that plays an important role in shaping employees' engagement (Caesens & Stinglhamber, 2014). This study aimed to determine the extent to which POS influences work engagement among coffee shop baristas in Sukabumi City. Ninety-five baristas who had worked for at least one year and held permanent employee status participated, selected through convenience sampling. This study used a quantitative approach with a non-experimental correlational design and simple linear regression. POS was measured using the Survey of Perceived Organizational Support (SPOS) adapted by Syahputra et al. (2022), while work engagement was measured using the Utrecht Work Engagement Scale-9 (UWES-9) adapted by Kristiana et al. (2019). The results showed that POS had a positive and significant influence on work engagement, accounting for 23.5% of its variance (R² = 0.235). The categorization results showed that baristas' POS levels were relatively balanced between the low (49.5%) and high (50.5%) categories, whereas work engagement was mostly in the high category (72.6%). Abstrak. Karyawan yang mempersepsikan bahwa organisasi menghargai kontribusi dan peduli terhadap kesejahteraannya cenderung menunjukkan work engagement yang tinggi, sebagai bentuk timbal balik atas dukungan yang diterima (Eisenberger et al., 1986). Penelitian Caesens & Stinglhamber (2014) menunjukkan bahwa work engagement dapat diprediksi oleh perceived organizational support (POS) sebagai salah satu bentuk job resources yang berperan penting dalam membentuk keterikatan kerja karyawan. Penelitian ini bertujuan untuk mengetahui seberapa besar pengaruh POS terhadap work engagement pada barista coffee shop di Kota Sukabumi. Subjek penelitian terdiri dari 95 barista yang bekerja minimal satu tahun dan berstatus pegawai tetap, dipilih dengan teknik convenience sampling. Penelitian ini menggunakan metode kuantitatif dengan desain korelasional non-eksperimental serta teknik regresi linier sederhana. POS diukur menggunakan Survey of Perceived Organizational Support (SPOS) adaptasi Syahputra dkk. (2022), sedangkan work engagement diukur menggunakan Utrecht Work Engagement Scale (UWES-9) adaptasi Kristiana dkk. (2019). Hasil penelitian membuktikan bahwa terdapat pengaruh positif dan signifikan POS terhadap work engagement sebesar 23,5% (R² = 0,235). Hasil kategorisasi menunjukkan tingkat POS pada barista relatif seimbang antara kategori rendah (49,5%) dan tinggi (50,5%), sedangkan work engagement sebagian besar berada pada kategori tinggi (72,6%).
Bagaimana FoMO Meningkatkan Prokrastinasi Akademik pada Mahasiswa Pengguna TikTok? Nayla Ghaida Tsuraya Fadjar; Lilim Halimah
Bandung Conference Series: Psychology Science 1355-1362
Publisher : UNISBA Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29313/bcsps.v6i2.25573

Abstract

Abstract. One of the problems many college students face is academic procrastination the habit of intentionally putting off assignments even while being aware of the consequences. This procrastination is linked to the use of social media, particularly TikTok. Social media use is associated with anxiety and the fear of missing out on experiences or information shared by others on social media (FoMO). This study aims to determine the effect of FoMO on academic procrastination among TikTok-using students in Bandung City. A quantitative approach with a non-experimental causal design was used. Data were collected through an online survey of 412 TikTok-using students in Bandung City using convenience sampling, with the ON-FoMO and MAPS-15 instruments. Data were analyzed using simple linear regression. Results show that FoMO has a significant positive effect on academic procrastination (F = 1327.058; t = 36.432; Beta = 0.870; p < 0.05), accounting for 76.4% of the variance (R² = 0.764). Most respondents fell into the high-FoMO (72%) and high-procrastination (77%) categories, with Need to Belong as the most dominant FoMO aspect. These findings underline the importance of psychoeducational interventions on social media use management to reduce academic procrastination among students. Abstract. One of the problems many college students face is academic procrastination the habit of intentionally putting off assignments even while being aware of the consequences. This procrastination is linked to the use of social media, particularly TikTok. Social media use is associated with anxiety and the fear of missing out on experiences or information shared by others on social media (FoMO). This study aims to determine the effect of FoMO on academic procrastination among TikTok-using students in Bandung City. A quantitative approach with a non-experimental causal design was used. Data were collected through an online survey of 412 TikTok-using students in Bandung City using convenience sampling, with the ON-FoMO and MAPS-15 instruments. Data were analyzed using simple linear regression. Results show that FoMO has a significant positive effect on academic procrastination (F = 1327.058; t = 36.432; Beta = 0.870; p < 0.05), accounting for 76.4% of the variance (R² = 0.764). Most respondents fell into the high-FoMO (72%) and high-procrastination (77%) categories, with Need to Belong as the most dominant FoMO aspect. These findings underline the importance of psychoeducational interventions on social media use management to reduce academic procrastination among students.

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