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Research Psychologie, Orientation et Conseil
Published by Yayasan Adra Karima Hubbi
ISSN : 30480078     EISSN : 30481937     DOI : 10.70177/rpoc
Core Subject : Education,
Education Other
Research Psychologie, Orientation et Conseil is an international forum for the publication of peer-reviewed integrative review articles, special thematic issues, reflections or comments on previous research or new research directions, interviews, replications, and intervention articles - all pertaining to the field of Psychology and Guidance Counseling. All publications provide breadth of coverage appropriate to a wide readership in Psychology, Guidance Counseling and sufficient depth to inform specialists in that area. We feel that the rapidly growing Research Psychologie, Orientation et Conseil community is looking for a journal with this profile, and one that together we can achieve. Submitted papers must be written in English for initial review stage by editors and further review process by minimum two international reviewers.
Arjuna Subject : Ilmu Sosial - Pendidikan
Articles 74 Documents
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EXPLORING THE CONNECTION BETWEEN POSITIVE PSYCHOLOGY INTERVENTIONS AND WORKPLACE HAPPINESS Joshi, Nikhil; Gupta, Meera; Takahashi, Haruto
Research Psychologie, Orientation et Conseil Vol. 3 No. 2 (2026)
Publisher : Yayasan Adra Karima Hubbi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70177/rpoc.v3i2.3741

Abstract

Workplace happiness is a critical factor that influences employee engagement, productivity, and overall organizational success. Positive psychology interventions (PPIs), which focus on enhancing well-being and personal strengths, have been shown to improve individual happiness. However, the specific connection between PPIs and workplace happiness remains underexplored. Understanding how these interventions impact happiness in the workplace is crucial for organizations seeking to improve employee satisfaction and organizational outcomes. This study aims to explore the connection between positive psychology interventions and workplace happiness. The research investigates whether the implementation of PPIs leads to improved emotional well-being, job satisfaction, and overall happiness among employees. A mixed-methods approach was employed, involving both quantitative surveys and qualitative interviews. Data were collected from 250 employees across various industries who participated in a 6-week PPI program. The findings revealed that employees who participated in the PPI program reported significant increases in workplace happiness, job satisfaction, and emotional well-being. The study concludes that positive psychology interventions are effective in enhancing workplace happiness and can be a valuable tool for organizations seeking to improve employee well-being and performance.  
THE ROLE OF GRATITUDE PRACTICES IN ENHANCING PSYCHOLOGICAL RESILIENCE Flores, Josefa; Martinez, Isabel; Hussain, Sara
Research Psychologie, Orientation et Conseil Vol. 3 No. 2 (2026)
Publisher : Yayasan Adra Karima Hubbi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70177/rpoc.v3i2.3742

Abstract

Psychological resilience is a crucial factor in overcoming challenges and maintaining mental well-being, particularly in the face of adversity. Recent research suggests that gratitude practices may enhance resilience by fostering positive emotions, reducing stress, and improving overall psychological health. However, the specific mechanisms through which gratitude influences resilience remain underexplored. This study aims to examine the role of gratitude practices in enhancing psychological resilience. The research explores how regular engagement in gratitude exercises can improve individuals' ability to cope with stress and adapt to difficult situations. A mixed-methods approach was employed, combining quantitative surveys and qualitative interviews. Data were collected from 250 participants, with a focus on measuring gratitude levels, psychological resilience, and stress responses before and after a 4-week gratitude intervention. The Gratitude Questionnaire (GQ-6) and the Resilience Scale for Adults (RSA) were used to assess participants' emotional well-being and resilience. The findings indicated that participants who engaged in gratitude practices reported significantly higher levels of psychological resilience, as well as lower stress levels, compared to those who did not. Gratitude was shown to increase positive emotions and enhance adaptive coping strategies in stressful situations. This study concludes that gratitude practices are effective in enhancing psychological resilience.
UNDERSTANDING EMPLOYEE BURNOUT: CAUSES, CONSEQUENCES, AND PREVENTION STRATEGIES Myint, Aung; Hlaing, Nandar; Pradhan, Kiran
Research Psychologie, Orientation et Conseil Vol. 3 No. 2 (2026)
Publisher : Yayasan Adra Karima Hubbi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70177/rpoc.v3i2.3743

Abstract

Employee burnout has become a significant concern for organizations worldwide, affecting both individual well-being and organizational productivity. Characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment, burnout can lead to severe consequences such as increased absenteeism, decreased performance, and higher turnover rates. This study aims to examine the causes, consequences, and prevention strategies of employee burnout. The research explores the psychological, organizational, and environmental factors that contribute to burnout and investigates the impact of burnout on employee well-being and organizational outcomes. A mixed-methods approach was employed, combining quantitative surveys and qualitative interviews. Data were collected from 300 employees across various industries, using established scales to measure burnout, job satisfaction, and organizational commitment. The qualitative interviews provided deeper insights into personal experiences and the workplace factors contributing to burnout. The findings revealed that work overload, lack of control, and insufficient support were the primary causes of burnout. Burnout was found to significantly affect employee well-being, leading to increased stress, anxiety, and decreased job satisfaction. Prevention strategies, such as workload management and organizational support, were identified as effective in reducing burnout.
EXAMINING THE PSYCHOLOGICAL EFFECTS OF EMPLOYEE ENGAGEMENT ON ORGANIZATIONAL PERFORMANCE Idris, Adam; Mahmud, Khalid; Lhamo, Pema
Research Psychologie, Orientation et Conseil Vol. 3 No. 2 (2026)
Publisher : Yayasan Adra Karima Hubbi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70177/rpoc.v3i2.3744

Abstract

Employee engagement has become a critical factor in enhancing organizational performance. Engaged employees are believed to be more motivated, productive, and committed, which in turn leads to better organizational outcomes. Understanding the psychological effects of employee engagement is vital for organizations seeking to optimize their human capital and improve overall performance. This study aims to examine the psychological effects of employee engagement on organizational performance. The research explores how factors such as motivation, job satisfaction, and emotional commitment contribute to the relationship between employee engagement and organizational performance. A quantitative research design was employed, utilizing surveys to collect data from 350 employees across various industries. The survey measured employee engagement, psychological well-being, job satisfaction, and organizational performance using established scales. Statistical analyses were conducted to identify the correlations and causal relationships between these variables. The findings indicated a strong positive relationship between employee engagement and organizational performance. High levels of employee engagement were linked to increased job satisfaction, lower stress, and higher productivity. Additionally, engagement was found to mediate the relationship between job satisfaction and performance outcomes.

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