Pub Date : 2022-08-19DOI: 10.26555/humanitas.v19i2.44
Aulia Aulia, A. Rahmawati, Selvi Novia Sari
Engagement is vital for every employee at work, especially in occupations with high demands and risks, such as National Agency for Disaster Countermeasure employees. This study aimed to test the contribution of self-efficacy and perceived organizational support on work engagement among employees of the National Agency for Disaster Countermeasure. A quantitative correlational approach was applied in this study, with the population being National Agency for Disaster Countermeasure in The Special Region of Yogyakarta and Central Java employees in a minimum of a one-year working period. Eighty-eight National Search and Rescue Agency employees participated in this study after selecting through a purposive sampling technique. The data was collected using the modified Utrecht Work Engagement Scale (UWES), self-efficacy scale, and perceived organizational support scale and was then analyzed with multiple linear regression. The results show self-efficacy and perceived organizational support contribute simultaneously to work engagement. Self-efficacy positively contributes to work engagement; likewise, perceived organizational support positively contributes to work engagement. Therefore, this study concludes that self-efficacy and perceived organizational support contribute to work engagement. Moreover, perceived organizational support contributes more to work engagement than self-efficacy. To enhance work engagement among employees of high-risk occupations, perceived organizational support is needed more than self-efficacy.
{"title":"Work engagement of high-risk occupation employees: The role of self-efficacy and perceived organizational support","authors":"Aulia Aulia, A. Rahmawati, Selvi Novia Sari","doi":"10.26555/humanitas.v19i2.44","DOIUrl":"https://doi.org/10.26555/humanitas.v19i2.44","url":null,"abstract":"\u0000\u0000\u0000\u0000Engagement is vital for every employee at work, especially in occupations with high demands and risks, such as National Agency for Disaster Countermeasure employees. This study aimed to test the contribution of self-efficacy and perceived organizational support on work engagement among employees of the National Agency for Disaster Countermeasure. A quantitative correlational approach was applied in this study, with the population being National Agency for Disaster Countermeasure in The Special Region of Yogyakarta and Central Java employees in a minimum of a one-year working period. Eighty-eight National Search and Rescue Agency employees participated in this study after selecting through a purposive sampling technique. The data was collected using the modified Utrecht Work Engagement Scale (UWES), self-efficacy scale, and perceived organizational support scale and was then analyzed with multiple linear regression. The results show self-efficacy and perceived organizational support contribute simultaneously to work engagement. Self-efficacy positively contributes to work engagement; likewise, perceived organizational support positively contributes to work engagement. Therefore, this study concludes that self-efficacy and perceived organizational support contribute to work engagement. Moreover, perceived organizational support contributes more to work engagement than self-efficacy. To enhance work engagement among employees of high-risk occupations, perceived organizational support is needed more than self-efficacy.\u0000\u0000\u0000\u0000","PeriodicalId":33697,"journal":{"name":"Humanitas Indonesian Psychological Journal","volume":"64 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83453515","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-19DOI: 10.26555/humanitas.v19i2.50
Ainun Nadhirah, S. Khotimah
New families living with parents-in-law are facing a challenging marital satisfaction issue. This study aimed to determine the effect of marital adjustment and religiosity on marital satisfaction simultaneously and partially. This quantitative study employs data collection techniques using marital satisfaction, marital adjustment, and religiosity scales. 90 Muslim husbands or wives who lived in their parents-in-law’s houses participated in this study. Participants' characteristics were fewer than five years of marriage, first marriage, and living in the Pamekasan Regency. Multiple linear regression was used to test hypotheses. The result shows a significant effect of marital adjustment and religiosity on marital satisfaction. While partially, the marital adjustment has a significant effect on marital satisfaction. Whereas religiosity also has a significant effect on marital satisfaction. Even though marital adjustment and religiosity affect marital satisfaction simultaneously, marital adjustment partially affects marital satisfaction higher than that of religiosity. As an implication, families living with parents-in-law need to enhance their marital adjustment to achieve marital satisfaction.
{"title":"Marital satisfaction among families living with parents-in-law: The role of marital adjustment and religiosity","authors":"Ainun Nadhirah, S. Khotimah","doi":"10.26555/humanitas.v19i2.50","DOIUrl":"https://doi.org/10.26555/humanitas.v19i2.50","url":null,"abstract":"New families living with parents-in-law are facing a challenging marital satisfaction issue. This study aimed to determine the effect of marital adjustment and religiosity on marital satisfaction simultaneously and partially. This quantitative study employs data collection techniques using marital satisfaction, marital adjustment, and religiosity scales. 90 Muslim husbands or wives who lived in their parents-in-law’s houses participated in this study. Participants' characteristics were fewer than five years of marriage, first marriage, and living in the Pamekasan Regency. Multiple linear regression was used to test hypotheses. The result shows a significant effect of marital adjustment and religiosity on marital satisfaction. While partially, the marital adjustment has a significant effect on marital satisfaction. Whereas religiosity also has a significant effect on marital satisfaction. Even though marital adjustment and religiosity affect marital satisfaction simultaneously, marital adjustment partially affects marital satisfaction higher than that of religiosity. As an implication, families living with parents-in-law need to enhance their marital adjustment to achieve marital satisfaction.","PeriodicalId":33697,"journal":{"name":"Humanitas Indonesian Psychological Journal","volume":"13 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80282405","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-19DOI: 10.26555/humanitas.v19i2.9
Jehan Safitri, Miranda Seftiana, R. Rusli
Health belief is about a patient’s belief that vulnerability and treatment efficacy can affect health behavior decisions. This research investigated the difference in behavior compliance of patients with chronic renal failure based on gender and health beliefs' contribution to it. The sample of this research was 30 male and 30 female renal failure patients at Brigjend H. Hasan Basry Hospital. Data was collected by behavior compliance scale and health belief scale. Multivariate analysis was used to analyze the data. The results show a significant relationship between male and female patients' health beliefs and behavior compliance. The health belief of male patients is higher than female patients, while the behavior compliance of female patients is higher than males. It can be concluded that health and gender are factors affecting behavior compliance. Therefore, paramedics may increase patients' health beliefs to enhance behavior compliance, especially among female patients with chronic renal failure.
健康信念是指患者相信脆弱性和治疗效果会影响健康行为决策。本研究以性别及健康信念对慢性肾衰竭患者行为依从性的影响为基础，探讨其差异。本研究的样本是30名男性和30名女性肾衰竭患者在Brigjend H. Hasan Basry医院。采用行为依从性量表和健康信念量表收集数据。采用多变量分析对数据进行分析。结果显示，男女患者的健康信念与行为依从性之间存在显著的相关关系。男性患者的健康信念高于女性患者，女性患者的行为依从性高于男性患者。健康和性别是影响行为依从性的因素。因此，护理人员可以增加患者的健康信念，以提高行为依从性，特别是女性慢性肾功能衰竭患者。
{"title":"Differences in health beliefs and behavior compliance of the patients with chronic renal failure","authors":"Jehan Safitri, Miranda Seftiana, R. Rusli","doi":"10.26555/humanitas.v19i2.9","DOIUrl":"https://doi.org/10.26555/humanitas.v19i2.9","url":null,"abstract":"\u0000\u0000\u0000\u0000Health belief is about a patient’s belief that vulnerability and treatment efficacy can affect health behavior decisions. This research investigated the difference in behavior compliance of patients with chronic renal failure based on gender and health beliefs' contribution to it. The sample of this research was 30 male and 30 female renal failure patients at Brigjend H. Hasan Basry Hospital. Data was collected by behavior compliance scale and health belief scale. Multivariate analysis was used to analyze the data. The results show a significant relationship between male and female patients' health beliefs and behavior compliance. The health belief of male patients is higher than female patients, while the behavior compliance of female patients is higher than males. It can be concluded that health and gender are factors affecting behavior compliance. Therefore, paramedics may increase patients' health beliefs to enhance behavior compliance, especially among female patients with chronic renal failure.\u0000\u0000\u0000\u0000\u0000 \u0000 \u0000 ","PeriodicalId":33697,"journal":{"name":"Humanitas Indonesian Psychological Journal","volume":"5 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78754539","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-19DOI: 10.26555/humanitas.v19i2.45
Nabila Ayu Gumilang, I. Indrayanti
Millennials, who have several values, perspectives, and habits different from previous generations, have dominated the profile of workers in Indonesia. Challenges and changes in the company require millennials to be engaged in their work. This study aimed to determine the work engagement of millennial employees through the role of psychological capital and perceived organizational support. The research participants were 225 millennial employees with a minimum working period of six months. The work engagement scale (UWES-17), Psychological Capital Questionnaire (PCQ), and Perceived Organizational Support Scale were used to collect the data. This research was conducted using quantitative methods and analyzed by multiple regression analysis. The results show that psychological capital and perceived organizational support simultaneously contribute to work engagement among millennial employees. Independently, psychological capital and perceived organizational support significantly predict work engagement. These findings indicate both personal factors and situational factors are needed to achieve work engagement. Thus, the finding represents the existence of positive psychological movement on work engagement through the lens of the psychological process mechanism at work.
{"title":"Work engagement among millennial employees: The role of psychological capital and perceived organizational support","authors":"Nabila Ayu Gumilang, I. Indrayanti","doi":"10.26555/humanitas.v19i2.45","DOIUrl":"https://doi.org/10.26555/humanitas.v19i2.45","url":null,"abstract":"Millennials, who have several values, perspectives, and habits different from previous generations, have dominated the profile of workers in Indonesia. Challenges and changes in the company require millennials to be engaged in their work. This study aimed to determine the work engagement of millennial employees through the role of psychological capital and perceived organizational support. The research participants were 225 millennial employees with a minimum working period of six months. The work engagement scale (UWES-17), Psychological Capital Questionnaire (PCQ), and Perceived Organizational Support Scale were used to collect the data. This research was conducted using quantitative methods and analyzed by multiple regression analysis. The results show that psychological capital and perceived organizational support simultaneously contribute to work engagement among millennial employees. Independently, psychological capital and perceived organizational support significantly predict work engagement. These findings indicate both personal factors and situational factors are needed to achieve work engagement. Thus, the finding represents the existence of positive psychological movement on work engagement through the lens of the psychological process mechanism at work.","PeriodicalId":33697,"journal":{"name":"Humanitas Indonesian Psychological Journal","volume":"11 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89388136","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-19DOI: 10.26555/humanitas.v19i2.31
B. Riyono, Gebrina Rezki
The pandemic of COVID-19 has influenced business in general. In response to the COVID-19 pandemic, most companies or organizations have been implementing work from home (WFH). For working mothers who have children, this WFH policy creates a more stressful situation since they simultaneously have to deal with work and family in the same place. This study investigated the role of work-life balance and perceived organizational support in the level of burnout tendency among working mothers. Two hundred thirty-seven working mothers who work from home participated in this study. Questionnaires were distributed to the working mothers to measure work-life balance, perceived organizational support, and burnout tendency. Multiple linear regression was used to test the hypothesis. The results show work-life balance and perceived organizational support simultaneously predict burnout tendency. However, perceived organization support, especially a concern for employee welfare, contributes more to reducing burnout. Therefore, human resource management may develop a policy to reduce burnout among women employees by concerning employee welfare in terms of compensation and benefit and creating a conducive working environment
{"title":"Burnout among working mothers: The role of work-life balance and perceived organizational support","authors":"B. Riyono, Gebrina Rezki","doi":"10.26555/humanitas.v19i2.31","DOIUrl":"https://doi.org/10.26555/humanitas.v19i2.31","url":null,"abstract":"The pandemic of COVID-19 has influenced business in general. In response to the COVID-19 pandemic, most companies or organizations have been implementing work from home (WFH). For working mothers who have children, this WFH policy creates a more stressful situation since they simultaneously have to deal with work and family in the same place. This study investigated the role of work-life balance and perceived organizational support in the level of burnout tendency among working mothers. Two hundred thirty-seven working mothers who work from home participated in this study. Questionnaires were distributed to the working mothers to measure work-life balance, perceived organizational support, and burnout tendency. Multiple linear regression was used to test the hypothesis. The results show work-life balance and perceived organizational support simultaneously predict burnout tendency. However, perceived organization support, especially a concern for employee welfare, contributes more to reducing burnout. Therefore, human resource management may develop a policy to reduce burnout among women employees by concerning employee welfare in terms of compensation and benefit and creating a conducive working environment","PeriodicalId":33697,"journal":{"name":"Humanitas Indonesian Psychological Journal","volume":"124 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79248863","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-19DOI: 10.26555/humanitas.v19i2.49
Karina Angelica, M. Sukamto, Clara Citra Chandra, Kelvin Andrea
The COVID-19 pandemic in Indonesia has forced college students to undergo online learning. Various problems that arise due to this pandemic, especially those related to academic achievement, can disrupt the students' psychological well-being. This study investigated coping strategies' role in predicting college students' psychological well-being during the pandemic's first wave. Two hundred eleven students participated online in this quantitative study and completed the shortened version of the Psychological Well-Being Scale and the Brief Cope Inventory. The regression analysis results show that problem-focused coping strategies, such as planning and the use of instrumental support, significantly predict the increase in female students' psychological well-being. In contrast, only active coping positively predicts psychological well-being in male students. Dysfunctional coping strategies, such as behavioral disengagement and denial, significantly predict the decline in female students' psychological well-being. On the other hand, venting showed a significant role in predicting the increased psychological well-being of female students. Emotion-focused coping strategies do not significantly predict psychological well-being in female and male students. Therefore, regarding the psychological well-being of college students during the first wave of the COVID-19 pandemic, coping strategies, especially problem-focused and dysfunctional strategies, contribute differently to female and male students.
{"title":"Coping strategies to predict the psychological well-being of college students during the COVID-19 pandemic","authors":"Karina Angelica, M. Sukamto, Clara Citra Chandra, Kelvin Andrea","doi":"10.26555/humanitas.v19i2.49","DOIUrl":"https://doi.org/10.26555/humanitas.v19i2.49","url":null,"abstract":"\u0000\u0000\u0000\u0000The COVID-19 pandemic in Indonesia has forced college students to undergo online learning. Various problems that arise due to this pandemic, especially those related to academic achievement, can disrupt the students' psychological well-being. This study investigated coping strategies' role in predicting college students' psychological well-being during the pandemic's first wave. Two hundred eleven students participated online in this quantitative study and completed the shortened version of the Psychological Well-Being Scale and the Brief Cope Inventory. The regression analysis results show that problem-focused coping strategies, such as planning and the use of instrumental support, significantly predict the increase in female students' psychological well-being. In contrast, only active coping positively predicts psychological well-being in male students. Dysfunctional coping strategies, such as behavioral disengagement and denial, significantly predict the decline in female students' psychological well-being. On the other hand, venting showed a significant role in predicting the increased psychological well-being of female students. Emotion-focused coping strategies do not significantly predict psychological well-being in female and male students. Therefore, regarding the psychological well-being of college students during the first wave of the COVID-19 pandemic, coping strategies, especially problem-focused and dysfunctional strategies, contribute differently to female and male students.\u0000\u0000\u0000\u0000","PeriodicalId":33697,"journal":{"name":"Humanitas Indonesian Psychological Journal","volume":"15 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82445839","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-02-24DOI: 10.26555/humanitas.v19i1.5
M. Hafiz, I. Indrayanti
Work engagement and organizational commitment are research concepts that still need to be studied in Indonesia. Millennial employees are the generation that is dominating almost all organizations in Indonesia. The study aimed to examine how the role of authentic leadership is on work engagement and organizational commitment for millennial employees. Data were collected from 171 millennial employees in private and start-up companies through online and offline surveys. The quantitative method by survey method was applied in this study. Three scales were used to collect data, including the Utrecht Work Engagement Scale of work engagement (17 items), Organizational Commitment Questionnaire (15 items), and Authentic Leadership Questionnaire (24 items). The data analysis used multivariate analysis of covariance (MANCOVA). Results showed authentic leadership has a positive role in work engagement and organizational commitment, so the research hypothesis is accepted. This study further clarifies the contribution of authentic leadership in generating high work engagement and organizational commitment of the millennial generation. By applying authentic leadership, the leader may enhance millennial employees' work engagement and organizational commitment.
{"title":"Work engagement and organizational commitment on millennial employees in terms of authentic leadership perception","authors":"M. Hafiz, I. Indrayanti","doi":"10.26555/humanitas.v19i1.5","DOIUrl":"https://doi.org/10.26555/humanitas.v19i1.5","url":null,"abstract":"\u0000\u0000\u0000\u0000Work engagement and organizational commitment are research concepts that still need to be studied in Indonesia. Millennial employees are the generation that is dominating almost all organizations in Indonesia. The study aimed to examine how the role of authentic leadership is on work engagement and organizational commitment for millennial employees. Data were collected from 171 millennial employees in private and start-up companies through online and offline surveys. The quantitative method by survey method was applied in this study. Three scales were used to collect data, including the Utrecht Work Engagement Scale of work engagement (17 items), Organizational Commitment Questionnaire (15 items), and Authentic Leadership Questionnaire (24 items). The data analysis used multivariate analysis of covariance (MANCOVA). Results showed authentic leadership has a positive role in work engagement and organizational commitment, so the research hypothesis is accepted. This study further clarifies the contribution of authentic leadership in generating high work engagement and organizational commitment of the millennial generation. By applying authentic leadership, the leader may enhance millennial employees' work engagement and organizational commitment.\u0000\u0000\u0000\u0000","PeriodicalId":33697,"journal":{"name":"Humanitas Indonesian Psychological Journal","volume":"10 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78909040","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-02-24DOI: 10.26555/humanitas.v19i1.8
Alifatul Muarifah, Intan Hashimah Mohd Hashim, D. A. Widyastuti
Self-adjustment is one of the social skills that individuals urgently need. Self-adjustment helps individuals build social relationships positively with others, groups, and their environment. This study aimed to explore the factors that influence self-adjustment, both internal and external factors. Participants in this study were 116 grade XI high school students in Yogyakarta selected with proportional random sampling. The instruments in this study were the self-adjustment scale, problem-focused coping scale, emotional-focused coping scale, authoritarian parenting style scale, authoritative parenting style scale, and permissive parenting style scale. Multiple linear regression was used to analyze the data. The findings indicate highly significant relationships between coping strategies, parenting style, and self-adjustment. Afterward, the result shows that every parenting style (authoritarian, authoritative, and permissive parenting style) and both coping strategies (problem-focused coping and emotion-focused coping) contributed to self-adjustment. For practical implications, any programs designed to promote positive self-adjustment among adolescents may focus on internal factors, such as coping strategy and parenting style as external factors.
{"title":"Self-adjustment phenomena among high school students: The role of coping strategy and parenting style","authors":"Alifatul Muarifah, Intan Hashimah Mohd Hashim, D. A. Widyastuti","doi":"10.26555/humanitas.v19i1.8","DOIUrl":"https://doi.org/10.26555/humanitas.v19i1.8","url":null,"abstract":"\u0000\u0000\u0000\u0000Self-adjustment is one of the social skills that individuals urgently need. Self-adjustment helps individuals build social relationships positively with others, groups, and their environment. This study aimed to explore the factors that influence self-adjustment, both internal and external factors. Participants in this study were 116 grade XI high school students in Yogyakarta selected with proportional random sampling. The instruments in this study were the self-adjustment scale, problem-focused coping scale, emotional-focused coping scale, authoritarian parenting style scale, authoritative parenting style scale, and permissive parenting style scale. Multiple linear regression was used to analyze the data. The findings indicate highly significant relationships between coping strategies, parenting style, and self-adjustment. Afterward, the result shows that every parenting style (authoritarian, authoritative, and permissive parenting style) and both coping strategies (problem-focused coping and emotion-focused coping) contributed to self-adjustment. For practical implications, any programs designed to promote positive self-adjustment among adolescents may focus on internal factors, such as coping strategy and parenting style as external factors.\u0000\u0000\u0000\u0000","PeriodicalId":33697,"journal":{"name":"Humanitas Indonesian Psychological Journal","volume":"112 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77700318","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-02-24DOI: 10.26555/humanitas.v19i1.2
B. Riyono, Rima Fazriah Usman
People, in general, would have a career preference to become an employee in a big and established company. This career preference is natural, considering many benefits obtained when a person becomes an employee. However, this does not apply to some individuals who choose freelancers. Even though the stigma of being a freelancer exists, it was not an obstacle for people who choose a freelancer in choosing this career. This study's purpose was to understand the reason and the meaning of the career choices of freelancers. This research employed a qualitative approach with the phenomenological method. The data were collected by interviewing six freelancers that have been full-time freelancers for at least two years in the information technology field. The result showed that freedom, flexibility, learning opportunity, financial security, family time, progressive career, and life fulfillment motivate individuals to become full-time freelancers. The essence of the motivational dynamics of a freelance career was to achieve life fulfillment.
{"title":"Life fulfillment: The motivation dynamics of freelancers","authors":"B. Riyono, Rima Fazriah Usman","doi":"10.26555/humanitas.v19i1.2","DOIUrl":"https://doi.org/10.26555/humanitas.v19i1.2","url":null,"abstract":"\u0000\u0000\u0000\u0000People, in general, would have a career preference to become an employee in a big and established company. This career preference is natural, considering many benefits obtained when a person becomes an employee. However, this does not apply to some individuals who choose freelancers. Even though the stigma of being a freelancer exists, it was not an obstacle for people who choose a freelancer in choosing this career. This study's purpose was to understand the reason and the meaning of the career choices of freelancers. This research employed a qualitative approach with the phenomenological method. The data were collected by interviewing six freelancers that have been full-time freelancers for at least two years in the information technology field. The result showed that freedom, flexibility, learning opportunity, financial security, family time, progressive career, and life fulfillment motivate individuals to become full-time freelancers. The essence of the motivational dynamics of a freelance career was to achieve life fulfillment.\u0000\u0000\u0000\u0000","PeriodicalId":33697,"journal":{"name":"Humanitas Indonesian Psychological Journal","volume":"1 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89931097","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-02-24DOI: 10.26555/humanitas.v19i1.6
N. Annalakshmi, Philip Roshni, Sanjay Abhirami, Pant Udita
The impact of the work environment on employees has been well researched, with little focus on the pathways of such relationships. This study aimed to examine whether workplace incivility and personality predict workplace stress and organizational citizenship behavior (OCB). The role of John Henryism (JH), Probabilistic Orientation (PO), work self-efficacy, and resilience on workplace stress and OCB was also explored. The data were collected through a survey using self-report measures of perception of fair interpersonal treatment in the workplace, workplace incivility, work self-efficacy, JH, PO, workplace stress, and OCB from 206 (M=120, F=86) employees from the IT industry, aged 22 to 42 (M=30.47, SD=5.60). Multiple regression analyses revealed that workplace incivility (from supervisor and client) positively predicted workplace stress. At the same time, coworker incivility did not predict workplace stress. On the contrary, workplace incivility (supervisor, coworker, and clients) did not predict OCB significantly. JH and work self-efficacy positively predicted OCB, while PO negatively predicted OCB. This research provides new directions for future research that workplace stress is predicted by supervisor and client incivility, and OCB is not predicted by workplace incivility.
{"title":"The consequence of workplace incivility among IT employees: Workplace stress or organizational citizenship behavior?","authors":"N. Annalakshmi, Philip Roshni, Sanjay Abhirami, Pant Udita","doi":"10.26555/humanitas.v19i1.6","DOIUrl":"https://doi.org/10.26555/humanitas.v19i1.6","url":null,"abstract":"\u0000\u0000\u0000\u0000The impact of the work environment on employees has been well researched, with little focus on the pathways of such relationships. This study aimed to examine whether workplace incivility and personality predict workplace stress and organizational citizenship behavior (OCB). The role of John Henryism (JH), Probabilistic Orientation (PO), work self-efficacy, and resilience on workplace stress and OCB was also explored. The data were collected through a survey using self-report measures of perception of fair interpersonal treatment in the workplace, workplace incivility, work self-efficacy, JH, PO, workplace stress, and OCB from 206 (M=120, F=86) employees from the IT industry, aged 22 to 42 (M=30.47, SD=5.60). Multiple regression analyses revealed that workplace incivility (from supervisor and client) positively predicted workplace stress. At the same time, coworker incivility did not predict workplace stress. On the contrary, workplace incivility (supervisor, coworker, and clients) did not predict OCB significantly. JH and work self-efficacy positively predicted OCB, while PO negatively predicted OCB. This research provides new directions for future research that workplace stress is predicted by supervisor and client incivility, and OCB is not predicted by workplace incivility.\u0000\u0000\u0000\u0000\u0000\u0000 \u0000 ","PeriodicalId":33697,"journal":{"name":"Humanitas Indonesian Psychological Journal","volume":"88 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2022-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90159496","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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