BUDAYA ORGANISASI DENGAN EMPLOYEE ENGAGEMENT PADA KARYAWAN CREDIT UNION (CU) PANCUR SOLIDARITAS KABUPATEN KETAPANG, KALIMANTAN BARAT

Employee engagement is an important factor in the company. This is because employee engagement can ensure the company's long-term growth and make the company profitable in an increasingly challenging business environment. In this study, the researcher wanted to examine organizational culture with employee engagement, for Pancur Solidaritas Credit Union (CU) employees. This study is a quantitative research, in this study using two measuring tools, namely: Organizational culture scale by Fey and Denison (2003) with a total of 36 items and UWES (Utrecht Work Engagement Scale) proposed by Schaufeli and Bakker (2003) with a total of 17 items. The study involved 65 employees of Pancur Solidaritas Credit Union (CU). Based on the results of the Pearson correlation calculation, the correlation coefficient (r) between organizational culture variables and employee engagement is 0.706 with a significance value of 0.000 (p <0.05), from these results indicate that there is a positive and significant relationship between organizational culture and employee engagement. . The higher the organizational culture, the higher the employee engagement will be. The organizational culture of Pancur Solidaritas Credit Union (CU) employees is in the “very good” category and employee engagement of Pancur Solidaritas Credit Union (CU) employees is in the “high” category. The results of the assessment are based on the results of the "mean" calculation on a descriptive analysis of organizational culture and employee engagement. In addition, the effective contribution of organizational culture to employee engagement is 49.84%, while the rest is influenced by other factors of 50.16%. This means that organizational culture is not an absolute factor that affects employee engagement, but there are other factors that influence it. Further explanation of the results is discussed in this article

Kesejahteraan Psikologi dengan Stres Kerja Karyawan Pada Masa Pandemi Copid-19

This study aims to determine the relationship between psychological well being and work stress on employees of PT work form home during the pandemic. Participants in this study were employees who worked at PT with a total population of 37 participants. The research method used in this study is a quantitative approach, with a non-probabilty sampling technique, namely saturated sampling by taking the entire population of 37 participants. Measurement of psychological well being using the instrument used in this study came from Ryff's character whose research scale has been modified and adapted to the context to be studied. Ryff to measure psychological well being with Cronbach alpha 0.624 while to measure work stress using the work stress scale according to Robbins (2013) and cronbach's alpha of 0.825. The scale is distributed in the form of a questionnaire, with data analysis using IBM SPSS Statistics version 21 and correlation test using product moment from Karl Pearson. The results of data analysis obtained correlation coefficient r r = 0.235; p>0.05. This means that the results of the study do not have a significant relationship. Thus, the research hypothesis which reads that there is a negative relationship between psychological well being and work stress, psychological well being and work stress of employees working from home during the pandemic at PT is rejected

Self-Esteem dengan Self-Presentation pada Mahasiswa Pengguna Media Sosial Instagram

The purpose of this study is to find out the relationship between self-esteem and self-presentation of Instagram users in students. The subject of this study is The Psychology Student of Satya Wacana Salatiga Christian University, the determination of the research subject was carried out by nonprobability sampling techniques, especially purposive sampling consisting of 143 students. The data collection technique in this study is to use quantitative methods using data collection measuring instruments using Roseberg's Self-Esteem Scale (RSES) (1965). RSES Self-Esteem measuring instrument, which has been translated by Azwar (2012) Both aspects have five dimensions, namely: academic, social, emotional, family, and physical dimensions and the self-presentation scale (Self-Presentation) modified by researchers based on the Self-Presentation Tactics Scale – Assertive (SPRS; Lee et all, (1999) consists of 38 items measuring Self-Presentation. The results of the calculation using spearman's rho correlation technique were followed by a coefficient value of 0.403; (p) = 0.430 (p > 0.05). This shows that there is a relationship between self-esteem and self-presentation of Students of Instagram user

HUBUNGAN ANTARA KOMUNIKASI INTERPERSONAL DENGAN KEPUASAN KERJA KARYAWAN DI HOTEL PESONNA TUGU YOGYAKARTA

Penelitian ini bertujuan untuk mengetahui hubungan antara komunikasi interpersonal dengan kepuasan kerja karyawan di Hotel Pesonna Tugu Yogyakarta. Metode yang digunakan dalam penelitian ini adalah kuantitatif dengan teknik pengambilan data metode angket atau skala pengukuran psikologi. Partisipan dalam penelitian ini 40 karyawan, pengumpulan data dilakukan dengan menggunakan skala komunikasi interpersonal yang di kembangkan oleh Jewel dan Siegel (1998), sedangkan skala kepuasan kerja menggunakan skala yang dikembangkan oleh DeVito (1997). Hasil penelitian menunjukkan tidak terdapat hubungan yang signifikan antara komunikasi interpersonal dengan kepuasan kerja karyawan dengan nilai r = 0,773 (p>0,05).Kata kunci: Komunikasi Interpsersonal, Kepuasan Kerja.AbstractThis study aims to find out to explore the relationship between interpersonal communication and the employee’s work satisfactin of Pesonna Tugu Yogyakarta Hotel. The method used in this research is quantitative data collection techniques or methods of measurement scale psychological questionnaires. Participants in this 40 employees, the data collection is done by using the scale of interpersonal communication uses scale that had developed by Jewel dan Siegel (1998), while scale of work satisfaction uses scale that had developed by DeVito (1997). Data analysis using product moment correlation method. The results showed no significant relationship between interpersonal communication with employee job satisfaction with the value r = 0,773 (p>0.05).Keywords: Interpersonal Communication, Work Satisfaction

BUDAYA ORGANISASI DENGAN EMPLOYEE ENGAGEMENT PADA KARYAWAN CREDIT UNION (CU) PANCUR SOLIDARITAS KABUPATEN KETAPANG, KALIMANTAN BARAT

Employee engagement is an important factor in the company. This is because employee engagement can ensure the company's long-term growth and make the company profitable in an increasingly challenging business environment. In this study, the researcher wanted to examine organizational culture with employee engagement, for Pancur Solidaritas Credit Union (CU) employees. This study is a quantitative research, in this study using two measuring tools, namely: Organizational culture scale by Fey and Denison (2003) with a total of 36 items and UWES (Utrecht Work Engagement Scale) proposed by Schaufeli and Bakker (2003) with a total of 17 items. The study involved 65 employees of Pancur Solidaritas Credit Union (CU). Based on the results of the Pearson correlation calculation, the correlation coefficient (r) between organizational culture variables and employee engagement is 0.706 with a significance value of 0.000 (p <0.05), from these results indicate that there is a positive and significant relationship between organizational culture and employee engagement. . The higher the organizational culture, the higher the employee engagement will be. The organizational culture of Pancur Solidaritas Credit Union (CU) employees is in the “very good” category and employee engagement of Pancur Solidaritas Credit Union (CU) employees is in the “high” category. The results of the assessment are based on the results of the "mean" calculation on a descriptive analysis of organizational culture and employee engagement. In addition, the effective contribution of organizational culture to employee engagement is 49.84%, while the rest is influenced by other factors of 50.16%. This means that organizational culture is not an absolute factor that affects employee engagement, but there are other factors that influence it. Further explanation of the results is discussed in this article

Perceived Organizational Support (Pos) Dengan Kepuasan Kerja Selama Masa Pandemi Covid-19

This study aims to determine the relationship between Perceived Organizational Support (POS) and Job Satisfaction (Job Satisfaction). This study used a quantitative approach and used the Quota Sampling technique with 100 respondents. The data collection method uses a 16-item Perceived Organizational Support Survey and a 36-item Job Satisfaction Survey. The data analysis technique uses the Spearman Rank correlation test. The results show that the value of the sig. (1-tailed) = 0.000 (<0.05) and the value of r = 0.819 and the value of R Square (r2) = 0.874 which explains that the contribution of the Perceived Organizational Support (POS) variable to Job Satisfaction (Job Satisfaction) is 87.4%. The results of this study show a strong and significant positive relationship between Perceived Organizational Support (POS) and Job Satisfaction (Job Satisfaction). Penelitian ini bertujuan untuk mengetahui hubungan antara Perceived Organizational Support (POS) Dengan Kepuasan Kerja (Job Satisfaction). Penelitian ini menggunakan pendekatan kuantitatif dan menggunakan teknik Quota Sampling dengan 100 responden. Metode pengumpulan data menggunakan Survey Perceived Organizational Support 16 item dan Job Satisfaction Survey 36 item. Teknik analisis data menggunakan uji korelasi Rank Spearman. Hasil menunjukkan bahwa nilai sig. (1-tailed) = 0.000 (<0.05) dan nilai r= 0.819 serta nilai R Square (r2) = 0.874 yang menjelaskan bahwa sumbangan variabel Perceived Organizational Support (POS) terhadap Kepuasan Kerja (Job Satisfaction) sebesar 87.4%. Hasil penelitian ini menunjukkan adanya hubungan positif yang kuat dan signifikan antara Perceived Organizational Support (POS) Dengan Kepuasan Kerja (Job Satisfaction)

Hubungan Self-efficacy dengan Work Engagement pada Karyawan Pusat Pengembangan Anak (YCI) Selama Masa Pandemi Covid-19

This study aimed to determine the relationship between self-efficacy and work engagement of employees of the Child Development Center (YCI) cluster in Semarang Regency during the COVID-19 pandemic. The method used in this research is quantitative research with a correlation design. The participants in this study were 50 PPA cluster employees in Semarang Regency who felt the impact of working during the COVID-19 pandemic. This research instrument uses 2 (two) measuring instruments, namely General Self Efficacy (GSE) which has been translated into Indonesian and has been modified so that it can be understood by research subjects belonging to Ralf Schwarzer et al. from Freie University, Berlin (2002) and the Utrecht Work Engagement Scale. (UWES) by Bekker and Leiter (2010). The data analysis technique in this study used the Pearson product-moment correlation test; there was a positive and significant correlation between self-efficacy and work engagement with a correlation coefficient of 0.405 with a significance value of 0.002 (p &lt; 0.005). This means that the higher the level of self-efficacy, the higher the work engagement. Conversely, the lower the level of self-efficacy, the lower the level of work engagement that is owned. The results of this study can be used as a basis for activities to increase work engagement to achieve maximum performance for the success of the organization or company

Self-Efficacy dan Burnout pada Perawat Rumah Sakit Umum Daerah (RSUD) Kanjeng Raden Mas Tumenggung (KRMT) Wongsonegoro Semarang di Masa Pandemi Covid-19

During the Covid-19 pandemic, nurses felt an increase in their perceived workload. Often the nurses feel exhaustion after doing work. The purpose of this study was to determine the relationship between self-efficacy and burnout in nurses at RSUD K.R.M.T. Wongsonegoro Semarang during the Covid-19 pandemic. Participants in this study were female or male nurses at RSUD K.R.M.T. Wongsonegoro Semarang who became the implementing nurse in the isolation room during the Covid-19 pandemic, totaling 34 participants. Sampling uses a saturation sampling technique, which is a sampling technique where all members of the population are used as samples, this is done if the population is relatively small, less than 30, or the research wants to make generalizations with very small errors (Sugiyono, 2017). Research variables were measured using two scales, namely the General Self-Efficacy scale compiled by Schwarzer and Jerusalem (1995) used to measure self-efficacy, and the burnout scale used was the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) Scale which measures burnout by adjusting the target subjects involved with human services such as nurses compiled by Malsach &amp; Jackson (in Ibtissam, 2012). The scale is distributed using googleform. Based on the results of the study, the correlation coefficient (r) = -0.677 with a sig value of 0.000 (p &lt;0.05) means that there is a negative relationship between self-efficacy and burnout in nurses at K.R.M.T Hospital. Wongsonegoro Semarang. It means that the higher of burnout experienced then the lower of self-efficacy, otherwise the lower of burnout experienced by nurses at the hospital so they have the higher of self-efficacy

Hardiness Dan Stres Kerja Karyawan Restoran Kampoeng Kopi Banaran Bawen

This study aims to determine the relationship between hardiness and work stress of Kampoeng Kopi Banaran Bawen restaurant employees. This research uses a quantitative approach. The population in this study were employees of the Kampoeng Kopi Banaran Bawen restaurant, totaling 85 employees and the sample used in this study was 42 employees with the sampling technique used was incidental sampling. The data collection method used the hardiness scale from kobasa (1979), which was previously modified by Jimenez, Munoz, Hernandez, &amp; Blanco (2014) consisting of 15 items and the work stress scale from Parker and Decotiis (1983) consisting of 13 items. The results of this study indicate a correlation, namely r=-0.458; p&lt;0.05. This means that there is a negative and significant relationship between hardiness and work stress on Kampoeng Kopi Banaran Bawen restaurant employees. The higher the employee's hardiness, the lower the work stress that will be experienced by the employees of Kampoeng Kopi Banaran Bawen Restaurant and vice versa, the lower the hardiness, the higher the work stress

Keseimbangan Kehidupan-Kerja dan Kualitas Hidup pada Karyawan di Jawa Tengah saat Masa Pandemi COVID-19

This study aims to determine the relationship between work-life balance and quality of life among employees in Central Java during the COVID-19 pandemic. The respondents in this study were 349 Central Java employees that were gathered by voluntary sampling. The measuring instrument used in this study was Fisher Work-life Balance Scale adapted by Gunawan, et al. (2019) with Crobach’s alpha coefficient of 0,877 and the Quality of life scale translated into Indonesian by the researcher herself based on the theory Flanagan Quality of Life (1978) with 0,850 of Cronbach’s alpha coefficient. From the Spearman Rho data analysis, the result showed (r = 0,281 ; p &lt; 0,05) there is a correlation between work-life balance and the quality of life of Central Java employees during the COVID-19, so the hypothesis in this study is able to be accepted