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PERAN ORGANIZATIONAL WELL-BEING TERHADAP JOB INVOLVEMENT PADA KARYAWAN PRODUKSI PT. XYZ Wilendari, Sahda Febi; Ardiwinata, Maya Rosmayati; Yanuarti, Nurul
INSIGHT: JURNAL PEMIKIRAN DAN PENELITIAN PSIKOLOGI Vol 15, No 2 (2019): Insight : Jurnal Pemikiran dan Penelitian Psikologi
Publisher : Universitas Muhammadiyah Jember

The increasing demand for vaccines in Indonesia makes PT. XYZ has high demands for providing vaccines. This makes the performance of the production department being the main key in responding to these needs. Job involvement has a large impact on employee performance. This study aims to see whether there is an influence of organizational well-being on job involvement in the production employees of PT. XYZ. Respondents in this study were 217 production employees at PT. XYZ (209 men, 18 women) aged 26-56 years with a service period of 3-35 years. These results indicate that organizational well-being has significant influence on job involvement of PT. XYZ (p = 0,000; R = 0.557; R2 = 0.310). These results also indicate that organizational well-being has an influence of 31% on job involvement, while the remaining 69% is influenced by other variables not examined in this study.

PENGARUH ORGANIZATIONAL JUSTICE TERHADAP ORGANIZATIONAL COMMITMENT PADA KARYAWAN PT X Anggoro, Wahyu; Ardiwinata, Maya Rosmayati; Yanuarti, Nurul
INSIGHT: JURNAL PEMIKIRAN DAN PENELITIAN PSIKOLOGI Vol 16, No 1 (2020): Insight : Jurnal Pemikiran dan Penelitian Psikologi
Publisher : Universitas Muhammadiyah Jember

PT X aims its vision to become a World Class Life Science Company with Global Competitiveness. In order to support that vision, PT X needs its employees to be committed to contribute in achieving said vision. This research aims to investigate the effect of Organizational Justice to Organizational Commitment among the employees of PT X using linear regression statistical analysis. The research was done to 550 employees on the level of Heads of Department all the way to the Operators using supervised self-report questionnaires. Data collection was done by deploying Organizational Justice questionnaire, developed from the Justice Questionnaire by Colquitt et al., and Organizational Commitment questionnaire based on the questionnaire by Allen & Meyer. Research result indicates significant effect of Organizational Justice towards Affective (R=0,436, p<0,001), Continuance (R=0,087, p<0,001), and Normative (R=0,411, p<0,001) Commitment.

PENGARUH WORK FAMILY CONFLICT TERHADAP JOB INVOLVEMENT STUDI PADA PERAWAT DAN BIDAN RSU X DALAM RANGKA MENINGKATKAN PERFORMA KERJA Prasetyo, Mieke; Ardiwinata, Maya Rosmayati; Yanuarti, Nurul
INSIGHT: JURNAL PEMIKIRAN DAN PENELITIAN PSIKOLOGI Vol 15, No 2 (2019): Insight : Jurnal Pemikiran dan Penelitian Psikologi
Publisher : Universitas Muhammadiyah Jember

Married nurses and midwives have double roles not only as an employee but also as a wife and a mother. Responsobilities on both roles have different characteristics. Their effort to fulfill each responsibility at the same time may cause conflicts. These work family confict may occur in some types, such as times based conflict, strain based conflict, and behavior based conflict. The consequences of the conflict occured will affect their jobs. The conflicts occured will affect nurses and midwives involvement in completion their assignments at hospital. Nurses and midwives who able to identify theirself on their job will result in their optimal work performance at hospital.The study aims to discover whether there is an effect of Work Family Conflict on Job Involvement on nurses and midwifes at RSU X. Data collection on work family conflict variable based on modified and validated instrument from S. Carlson et.al (2000), and for job involvement variable based on modified quetionnaire from Lodhal dan Kejner (1965). Participants of the study were 65 respondents with characteristics such as woman, merried, and have a child.Result of this study was work family conflicts, both in times based conflict, strain based conflict, and behavior based conflict, did not significantly effecting job involvement on nurses and midwives at RSU X. It showed that role conlicts on participants did not influence nurses and midwives involvement in completion of their assignments.

Hubungan Iklim Pelayanan dengan Kualitas Pelayanan pada Perawat Unit Rawat Jalan RS Pemerintah X Jupitawati, Ratna; Sulastiana, Marina; Yanuarti, Nurul
Al-Qalb : Jurnal Psikologi Islam Vol 12, No 2 (2021)
Publisher : Universitas Islam Negeri Imam Bonjol Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15548/alqalb.v12i2.2887

The purpose of this study was to determine the relationship between service climate and service quality for nurses in the Outpatient Unit of Government Hospital "X". The method used is a quantitative method. The population in this study were 110 nurses in the Outpatient Unit of the Government Hospital "X", so the number of samples taken was 42 nurses who were carried out by random sampling technique. Analysis of the data used is descriptive analysis and correlational analysis using Pearson correlation. The results showed that there was a strong and significant positive relationship between service climate and service quality, meaning that the better the nurse's perception of the service, the better the service quality shown to patient nurses. This can be seen from the nurse's perception of the service climate that tends to be favorable and the assessment of the quality of their service which tends to be good.

Peran Kesejahteraan di Tempat Kerja terhadap Kesiapan untuk Berubah Muhammad Noerul Akhbar; Diana Harding; Nurul Yanuarti
Psikologika: Jurnal Pemikiran dan Penelitian Psikologi Vol. 25 No. 2 (2020)
Publisher : Fakultas Psikologi dan Ilmu Sosial Budaya Universitas Islam Indonesia Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/psikologika.vol25.iss2.art5

Abstrak. Salah satu kunci keberhasilan perubahan organisasi ialah faktor sumber daya manusia yang dimilikinya, terutama pada sikap kesiapan untuk berubah (readiness for change). Di sisi lain, perubahan organisasi biasanya menimbulkan emosi negatif bagi karyawan, sehingga karyawan perlu didukung dengan kesejahteraan karyawan di tempat kerja (workplace wellbeing). Oleh karena itu, penelitian ini menguji pengaruh kesejahteraan karyawan di tempat kerja terhadap kesiapan untuk berubah, dengan hipotesis penelitian bahwa terdapat pengaruh kesejahteraan di tempat kerja terhadap kesiapan untuk berubah. Metode penelitian ini menggunakan pendekatan kuantitatif. Penelitian ini dilakukan di salah satu perusahaan BUMN di Indonesia yang sementara ini sedang melakukan beberapa perubahan, dengan jumlah responden penelitian sebanyak 98 karyawan pelaksana yang dipilih menggunakan teknik simple random sampling. Alat ukur penelitian ini menggunakan kuesioner Kesejahteraan di Tempat Kerja dari Maulana (2018) yang diadaptasi dari Workplace Well-Being Index dari Page (2005), dan kuesioner Kesiapan untuk Berubah yang diadaptasi langsung dari Readiness for Change Questionnaire dari Holt et al. (2007). Analisis data menggunakan analisis regresi. Hasil penelitian ini menunjukkan terdapat pengaruh yang signifikan (.00 < .05) dari kesejahteraan di tempat kerja terhadap kesiapan untuk berubah sebesar 35.5%.Kata Kunci: kesejahteraan di tempat kerja, kesiapan untuk berubah, sumber daya manusiaThe Role of Workplace Well-Being toward Readiness for ChangeAbstract. One of the keys to the success of organization changes is its human resource factor, especially in readiness for change. On the other hand, organization changes normally could have a negative emotions for employees, so employees should be supported by the well-being of employees in the workplace (workplace well-being). Therefore, this study attempted to examine the effect of workplace well-being on readiness for change, through the research hypothesis which withnessing an effect of workplace well-being on readiness for change. This research method used a quantitative approach. This research was conducted at a state-owned company in Indonesia, which is currently undergoing some organizational changes, as many as 98 participants using simple random sampling techniques. This research measuring instrument by using a Workplace Well-Being questionnaire from Maulana (2018) which was adapted from the Workplace Well-Being Index of Page (2005), and a Readiness for Change questionnaire which was adapted directly from The Readiness for Change Questionnaire of Holt,dkk. (2007). Regression analysis was used to analyze the data. The results of this study imply that there is a significant effect (.00 < .05) of workplace well-being on readiness for change of 35.5%.Keywords: human resources, readiness for change, workplace well-being

PENGARUH QUALITY OF WORK LIFE TERHADAP WORK ENGAGEMENT PADA PEGAWAI NEGERI SIPIL (PNS) YANG BELUM MENIKAH Nisa Indah Pertiwi; Diana Harding; Nurul Yanuarti
PSIKOVIDYA Vol 25 No 1 (2021)
Publisher : Fakultas Psikologi Universitas Wisnuwardhana Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37303/psikovidya.v25i1.174

ABSTRAK. Work engagement diketahui sebagai sumber bagi keberhasilan performa kerja individu dalam organisasi. Dalam hal ini, quality of work life menjadi salah satu topik yang menarik sebagai dasar dalam membentuk work engagement. Penelitian ini bertujuan untuk mengetahui pengaruh quality of work life terhadap work engagement pada Pegawai Negeri Sipil (PNS) yang belum menikah. Penelitian ini menggunakan metode kuantitatif non-eksperimental yang dilakukan kepada 63 orang PNS yang belum menikah. Alat ukur quality of work life menggunakan adaptasi kuesioner quality of work life dari Timossi dan work engagement menggunakan adaptasi alat ukur the Utrecht Work Engagement Scale (UWES-17). Teknik analisis data menggunakan uji regresi linier sederhana. Hasil penelitian menunjukkan bahwa quality of work life berpengaruh terhadap work engagement pada PNS yang belum menikah. Aspek development using human capacity memiliki kontribusi terbesar bagi quality of work life dalam mempengaruhi work engagement. ABSTRACT. Work engagement has been known as a source for the succes of individual work performance in the organization. In this case, quality of work life is an interesting topic as a basis for forming work engagement. This study aimed determine the effect of quality of work life on work engagement among unmarried Civil Servants (PNS). This study used non-experimental quantitative method which was conducted on 63 unmarried Civil Servants. Quality of work life instrument was adapted from quality of life questionnaire from Timossi and work engagement instrument was adapted from the Utrecht Work Engagement Scale (UWES-17). The data was analyzed through simple linear regression analysis. The results of this study showed the quality of work life has an effect on work engagement of unmarried Civil Servants. Development using human capacity has the greatest contribution to the quality of work life in effecting work engagement.

The Effects of Learning Climate on Innovative Work Behavior in Digital Start-Up Company Niluh Zahwa Savitry; Marina Sulastiana; Nurul Yanuarti
Almana : Jurnal Manajemen dan Bisnis Vol 5 No 1 (2021): April
Publisher : Program Studi Manajemen, Fakultas Ekonomi, Universitas Langlangbuana

Along with the fast development of technology, makes computers, robots, and automatization are usually used in the business. This phenomenon makes the competition quite strict for the digital start-up, which provides services in corporate systems. Therefore, a company, an IT-based company, in particular, requires innovation and development. This research aims to analyze the effect of learning climate on innovative work behavior in digital start-up companies. This research used a simple linear regression method with a measuring instrument, namely The Dimensions of Learning Organization Questionnaire and Innovative Work Behaviour. This research was conducted on 102 employees. The result shows that learning climate affects the innovative work behavior in 51% of employees in the company, and the rest 49% are affected by other variables outside this research.

Pengaruh Work Family Conflict Terhadap Job Involvement Studi Pada Perawat dan Bidan RSU X Dalam Rangka Meningkatkan Performa Kerja Mieke Prasetyo; Maya Rosmayati Ardiwinata; Nurul Yanuarti
INSIGHT: JURNAL PEMIKIRAN DAN PENELITIAN PSIKOLOGI Vol 15, No 2 (2019): Insight : Jurnal Pemikiran dan Penelitian Psikologi
Publisher : Universitas Muhammadiyah Jember

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32528/ins.v15i2.2402

Married nurses and midwives have double roles not only as an employee but also as a wife and a mother. Responsobilities on both roles have different characteristics. Their effort to fulfill each responsibility at the same time may cause conflicts. These work family confict may occur in some types, such as times based conflict, strain based conflict, and behavior based conflict. The consequences of the conflict occured will affect their jobs. The conflicts occured will affect nurses and midwives involvement in completion their assignments at hospital. Nurses and midwives who able to identify theirself on their job will result in their optimal work performance at hospital.The study aims to discover whether there is an effect of Work Family Conflict on Job Involvement on nurses and midwifes at RSU X. Data collection on work family conflict variable based on modified and validated instrument from S. Carlson et.al (2000), and for job involvement variable based on modified quetionnaire from Lodhal dan Kejner (1965). Participants of the study were 65 respondents with characteristics such as woman, merried, and have a child.Result of this study was work family conflicts, both in times based conflict, strain based conflict, and behavior based conflict, did not significantly effecting job involvement on nurses and midwives at RSU X. It showed that role conlicts on participants did not influence nurses and midwives involvement in completion of their assignments.

Peran Organizational Well-Being terhadap Job Involvement pada Karyawan Produksi PT. XYZ Sahda Febi Wilendari; Maya Rosmayati Ardiwinata; Nurul Yanuarti
INSIGHT: JURNAL PEMIKIRAN DAN PENELITIAN PSIKOLOGI Vol 15, No 2 (2019): Insight : Jurnal Pemikiran dan Penelitian Psikologi
Publisher : Universitas Muhammadiyah Jember

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32528/ins.v15i2.2256

The increasing demand for vaccines in Indonesia makes PT. XYZ has high demands for providing vaccines. This makes the performance of the production department being the main key in responding to these needs. Job involvement has a large impact on employee performance. This study aims to see whether there is an influence of organizational well-being on job involvement in the production employees of PT. XYZ. Respondents in this study were 217 production employees at PT. XYZ (209 men, 18 women) aged 26-56 years with a service period of 3-35 years. These results indicate that organizational well-being has significant influence on job involvement of PT. XYZ (p = 0,000; R = 0.557; R2 = 0.310). These results also indicate that organizational well-being has an influence of 31% on job involvement, while the remaining 69% is influenced by other variables not examined in this study.

Pengaruh Organizational Justice terhadap Organizational Commitment pada Karyawan PT X Wahyu Anggoro; Maya Rosmayati Ardiwinata; Nurul Yanuarti
INSIGHT: JURNAL PEMIKIRAN DAN PENELITIAN PSIKOLOGI Vol 16, No 1 (2020): Insight : Jurnal Pemikiran dan Penelitian Psikologi
Publisher : Universitas Muhammadiyah Jember

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32528/ins.v16i1.2272

PT X aims its vision to become a World Class Life Science Company with Global Competitiveness. In order to support that vision, PT X needs its employees to be committed to contribute in achieving said vision. This research aims to investigate the effect of Organizational Justice to Organizational Commitment among the employees of PT X using linear regression statistical analysis. The research was done to 550 employees on the level of Heads of Department all the way to the Operators using supervised self-report questionnaires. Data collection was done by deploying Organizational Justice questionnaire, developed from the Justice Questionnaire by Colquitt et al., and Organizational Commitment questionnaire based on the questionnaire by Allen Meyer. Research result indicates significant effect of Organizational Justice towards Affective (R=0,436, p0,001), Continuance (R=0,087, p0,001), and Normative (R=0,411, p0,001) Commitment.

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