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All Journal Jurnal Manajemen dan Bisnis Sriwijaya Managament Insight: Jurnal Ilmiah Manajemen MIX : Jurnal Ilmiah Manajemen Asia-Pacific Management and Business Application AFEBI Management and Business Review JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan) JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) Jurnal Manajemen dan Bisnis The Manager Reveiew Student Journal of Business and Management (SJBM)
Slamet Widodo
Fakultas Ekonomi Dan Bisnis Universitas Bengkulu
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Social Sciences

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Persepsi Karyawan terhadap Emotional, Job Insecurity dan Well-Being di PDAM Kota Bengkulu Anderi Pebperiadi; Slamet Widodo; Paulus Sulluk Kananlua
Student Journal of Business and Management Vol. 5 No. 2 (2022)
Publisher : Universitas Bengkulu

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Abstract: The objectives of this study are (1) analyze employee perceptions of emotional at Regional Water Companies, Bengkulu City, (2) analyze employee perceptions of job insecurity at Regional Water Companies, Bengkulu City, and (3) analyze employee perceptions of well-being at Regional Water Companies, Bengkulu City. This study used a quantitative descriptive method, the research respondents were 35 employees of Water Company Bengkulu City (permanent employees with Diploma education and above). General and Technical Directorate. Collecting data by distributing questionnaires, interviews and documentation studies, while data analysis used descriptive statistics. The results of the study show that employees' emotions lead to deep acting. These results indicate that the emotions displayed by employees match the demands of the job role. Employees in doing deep acting change their feelings in an effort to adjust to the emotional appearance contained in organizational rules. Perceptions of job insecurity with insecure assessments. Employee job insecurity is in the job aspect, namely promotion opportunities. Another aspect of job insecurity that is classified as high in terms of the possibility of negative changes in the overall work, is overshadowed by the possibility of changing the workplace. This is more to the insecurity, often due to work rotation problems (mutations). Perception of well-being with a judgment of well-being. This means that employees have a positive mental attitude such as being happy, having meaning in life, having positive relationships with others. With this feeling of comfort or happiness, it has a positive impact on employees and the organization. The dimension of life purpose is the dimension with the highest average value of the well-being variable. Keywords: Emotional, Job Insecurity, Well-Being. Abstrak: Tujuan penelitian ini adalah (1) menganalisis persepsi emosional karyawan pada PDAM Kota Bengkulu, (2) menganalisis persepsi karyawan terhadap job insecurity di PDAM Kota Bengkulu, dan (3) menganalisis persepsi karyawan tentang kesejahteraan. pada Perusahaan Daerah Air Minum Kota Bengkulu. Penelitian ini menggunakan metode deskriptif kuantitatif, responden penelitian adalah 35 pegawai PDAM Kota Bengkulu (pegawai tetap berpendidikan D3 ke atas). Direktorat Jenderal dan Teknis. Pengumpulan data dengan penyebaran kuesioner, wawancara dan studi dokumentasi, sedangkan analisis data menggunakan statistik deskriptif. Hasil penelitian menunjukkan bahwa emosi karyawan mengarah pada akting yang mendalam. Hasil ini menunjukkan bahwa emosi yang ditampilkan karyawan sesuai dengan tuntutan peran pekerjaan. Karyawan dalam melakukan deep acting mengubah perasaannya dalam upaya menyesuaikan diri dengan penampilan emosional yang terdapat dalam aturan organisasi. Persepsi ketidakamanan kerja dengan penilaian tidak aman. Job insecurity karyawan terdapat pada aspek pekerjaan yaitu kesempatan promosi. Aspek lain dari job insecurity yang tergolong tinggi dalam hal kemungkinan perubahan negatif dalam pekerjaan secara keseluruhan, dibayangi oleh kemungkinan perubahan tempat kerja. Ini lebih kepada ketidakamanan, seringkali karena masalah rotasi pekerjaan (mutasi). Persepsi kesejahteraan dengan penilaian kesejahteraan. Artinya karyawan memiliki sikap mental yang positif seperti merasa bahagia, memiliki arti dalam hidup, memiliki hubungan yang positif dengan orang lain. Dengan adanya perasaan nyaman atau bahagia ini memberikan dampak positif bagi karyawan dan organisasi. Dimensi tujuan hidup merupakan dimensi dengan nilai rata-rata tertinggi dari variabel kesejahteraan. Kata kunci: Emosional, Job Insecurity, Kesejahteraan.
Analisis Karakteristik Individu dari Perspektif Modal Psikologis dan Kepribadian Proaktif Pegawai Badan Pendapatan Daerah di Kota Bengkulu Rahmat Perkasa; Slamet Widodo; Paulus Sulluk Kananlua
Student Journal of Business and Management Vol. 5 No. 2 (2022)
Publisher : Universitas Bengkulu

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Abstract: The purpose of this study was to analyze the perspective of employees from the psychological capital and proactive personality of employees at Regional Income In Bengkulu City. This study uses a quantitative descriptive approach, respondents are all employees of the Bengkulu City Regional Opinion Board (Civil Servants) totaling 69 people. Data collection using a questionnaire survey in the form of a link from google form (https://forms.gle/ babAsZDKsBb3y2M28) is distributed through the Whataaps Group of employees in the Bapenda Bengkulu City environment. The method of analysis uses descriptive statistics, namely to analyze the frequency distribution and average value (mecm) of the respondent's responses. The results showed that the overall average value of respondents' responses to psychological capital was very high. The highest response from psychological capital is in the optimism dimension with an average value of 5.27 (very very high). These results indicate that respondents have hopes of having a better future. Respondents' responses to resilience with the lowest average value. These results indicate that respondents have a tendency to recover quickly from adversity or have the ability to bounce back, with a focus on goals and success. Respondents' responses to proactive personalities with high ratings. These results indicate that respondents can accept responsibility for their own behavior and take the initiative to make things happen and believe that they have the power to make positive choices that can change negative things. The lowest respondent's response is the dimension of employee professional growth. The lowest average score in this dimension is found in question ten, namely the desire of employees to improve performance, supported by superiors. These results indicate that not all respondents have received support from their superiors in their desire to improve their performance. Superiors' support is considered to be an important factor in influencing employee work results. Keywords: Psychological Capital, Proactive Personality. Abstrak: Tujuan dari penelitian ini adalah untuk menganalisis perspektif pegawai ditinjau dari modal psikologis dan kepribadian proaktif pegawai pada Pendapatan Asli Daerah Di Kota Bengkulu. Penelitian ini menggunakan pendekatan deskriptif kuantitatif, respondennya adalah seluruh pegawai Badan Pemeriksa Keuangan Daerah (PNS) Kota Bengkulu yang berjumlah 69 orang. Pengumpulan data menggunakan survei kuisioner berupa link dari google form (https://forms.gle/ babAsZDKsBb3y2M28) yang dibagikan melalui karyawan Whataaps Group di lingkungan Bapenda Kota Bengkulu. Metode analisis menggunakan statistik deskriptif, yaitu menganalisis distribusi frekuensi dan nilai rata-rata (mecm) tanggapan responden. Hasil penelitian menunjukkan bahwa secara keseluruhan nilai rata-rata tanggapan responden terhadap modal psikologis sangat tinggi. Respon tertinggi dari modal psikologis adalah pada dimensi optimisme dengan nilai rata-rata 5,27 (sangat sangat tinggi). Hasil ini menunjukkan bahwa responden memiliki harapan untuk memiliki masa depan yang lebih baik. Respon responden terhadap resiliensi dengan nilai rata-rata terendah. Hasil ini menunjukkan bahwa responden memiliki kecenderungan untuk cepat pulih dari keterpurukan atau memiliki kemampuan untuk bangkit kembali, dengan fokus pada tujuan dan kesuksesan. Tanggapan responden terhadap kepribadian proaktif dengan peringkat tinggi. Hasil ini menunjukkan bahwa responden dapat menerima tanggung jawab atas perilaku mereka sendiri dan mengambil inisiatif untuk mewujudkan sesuatu dan percaya bahwa mereka memiliki kekuatan untuk membuat pilihan positif yang dapat mengubah hal-hal negatif. Respon responden terendah adalah dimensi pertumbuhan profesional karyawan. Skor rata-rata terendah pada dimensi ini terdapat pada pertanyaan kesepuluh, yaitu keinginan karyawan untuk meningkatkan kinerja yang didukung oleh atasan. Hasil ini menunjukkan bahwa tidak semua responden mendapat dukungan dari atasannya dalam keinginannya untuk meningkatkan kinerjanya. Dukungan atasan dinilai menjadi faktor penting dalam mempengaruhi hasil kerja karyawan. Kata Kunci: Modal Psikologis, Kepribadian Proaktif.
The Influence of Self-Efficacy, Supervision and Organizational Commitment on the Performance of Satpol PP Employees in Bengkulu Province Luthfiyah Afifah; Slamet Widodo
Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 2 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v7i2.37693

Abstract

In maintaining public security and order, the Pamong Praja Police Unit is indispensable. The purpose of this study is to examine the elements that affect the performance of Satpol PP. This study focuses on self-efficacy, supervision, and organizational commitment as variables that are considered to play a role. This type of research is quantitative research and the data analysis method uses SPSS 25 software for windows. The population used includes all Satpol PP employees in Bengkulu Province. The sampling technique in this study used saturated sampling / census sampling technique with a total sample size of 223 respondents using quantitative methods. The results of the research analysis show that the self-efficacy variable (X1) has a positive and significant effect on performance (Y), the supervision variable (X2) has no positive and significant effect on performance (Y), the organizational commitment variable (X3) has a positive and significant effect on performance (Y), and the variables of self-efficacy, supervision and organizational commitment together have a positive and significant effect on performance (Y).
Co-Authors Akram Harmoni Wiardi Alvinasa Ladiopisli Azaiscent Deolla Anderi Pebperiadi Deky Agusprawira Dharmayana, Wayan Effed Darta Hadi Elisa F Romsi Fachrudin JS Pareke Fahrudin Js Pareke Gerry Suryosukmono Hifthario Syahputra Indah Permatasari Jufri Jufri Kamaludin Kamaludin Khoiril Akbar Khoirunnisa Nurul Habibatulloh Laora Dealisa Lizar Alfansi Luthfiyah Afifah Muhammad Azim Nasution Nurul Iksan Paulus Sulluk Kananlua Praningrum Praningrum Praningrum Rahmat Perkasa Ridwan Nurazi Sari Simanungkalit Seprianti Ekaputri Sugeng Susetyo Syafri Yanto Syaiful Anwar Tri Deni Prabowo Trisna Murni Trisna Murni Willy Abdillah Wilysa Mardani