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"[ABSTRAKPenelitian ini bertujuan menguji hubungan antara locus of control dengan kejadian stres kerja, serta peran faktor risiko stres lainnya terhadap kejadian stres kerja.Penelitian dilakukan di instansi pemerintahan bidang pengawasan keuangan dengan subjek penelitian 150 pekerja. Penelitian berlangsung November sampai Desember 2014. Penelitian dilakukan dengan kuesioner Survey Diagnostic Stress (SDS), Self Reporting Questionnaire 20 (SRQ-20), Work Locus of Control dan pengukuran Heart Rate Variability (HRV). Stres kerja ditentukan dari hasil penggabungan SRQ-20, HRV dan SDS. Analisis univariat dilakukan untuk variabel bebas. Analisis bivariat dengan uji Chi-Square untuk menetapkan variable bebas dengan kandidat yang ditentukan pada uji multivariate berdasarkan nilai p < 0.25. Faktor determinan berdasarkan korelasi antar variable bebas dengan stres kerja didapatkan dengan analisis regresi logistik ganda.Distribusi responden locus of control internal sebanyak 39,3% dan eksternal 60,7%. Risiko LoC eksternal dapat menyebabkan terjadinya stres kerja lebih tinggi dibandingkan dengan LoC internal (RR = 0,950; p = 0,459). Data tingkat stres kerja menunjukkan 72,7% responden tidak terdapat stres kerja. Tingkat pendidikan ditemukan sebagai faktor determinan kejadian stres kerja (RR = 1,504; p 0,000). Locus of control tidak berperan banyak dalam terjadinya stres kerja di instansi pemerintahan bidang pengawasan keuangan. Tingkat pendidikan mempunyai hubungan bermakna dalam menentukan stres kerja, dimana tingkat pendidikan tinggi memiliki korelasi dengan tingkat stres yang rendah.

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ABSTRACTThis study was aimed to determine the relationship between LoC and incidence of occupational stress, as well as examine the relationship of other stress risk factors with the incidence of occupational stress. This research was conducted during November-December 2014 in a government financial institution with 150 workers as research subjects. The research was using Survey Diagnostic Stress (SDS), Self Reporting Questionnaire 20 (SRQ-20), Work Locus of Control and Heart Rate Variability (HRV) measurement. Occupational stress was determined by combination of SRQ-20, HRV and SDS. Univariate analysis was performed for independent variables. Bivariate analysis using Chi-square test was done to determine independent variables with the defined candidates in the multivariate analysis based on p < 0.25. Determinant factors based on the correlation between the independent variables with occupational stress were obtained by using multiple logistic regression analysis. The LoC respondents distribution was 39.3% in the internal group and 60.7% in the external group. The result also showed that the risk for external LOC group is higher for incidence of occupational stress when compared to internal LOC group (RR = 0.950; p = 0.459). Occupational stress level data showed 72.7% of respondents did not have occupational stress. Level of education was found to be the sole determinant factor of occupational stress (RR = 1.504; p = 0.000).LoC did not have a significant role in the onset of occupational stress in government financial institution. Level of education has a significant correlation with occupational stress, where high level of education is associated with low level of occupational stress., Introduction: Occupational stress can be caused by many factors, from external as well as from internal perspectives. In dealing with occupational stress, LoC is an individual characteristic that could serve as determiningfactor for occupational stress. Aim: This study was aimed to determine the relationship between LoC and incidence of occupational stress, as wellas examine the relationship of other stress risk factors with the incidence of occupational stress. Methods: This research was conducted during November-December 2014 in a government financial institution with150 workers as research subjects. The research was using Survey Diagnostic Stress (SDS), Self ReportingQuestionnaire 20 (SRQ-20), Work Locus of Control and Heart Rate Variability (HRV) measurement. Occupationalstress was determined by combination of SRQ-20, HRV and SDS. Univariate analysis was performed forindependent variables. Bivariate analysis using Chi-square test was done to determine independent variables withthe defined candidates in the multivariate analysis based on p < 0.25. Determinant factors based on the correlation between the independent variables with occupational stress were obtained by using multiple logistic regressionanalysis. Results and Discussions: The LoC respondents distribution was 39.3% in the internal group and 60.7% in theexternal group. The result also showed that the risk for external LOC group is higher for incidence of occupationalstress when compared to internal LOC group (RR = 0.950; p = 0.459). Occupational stress level data showed 72.7%of respondents did not have occupational stress. Level of education was found to be the sole determinant factor ofoccupational stress (RR = 1.504; p = 0.000). Conclusion: LoC did not have a significant role in the onset of occupational stress in government financialinstitution. Level of education has a significant correlation with occupational stress, where high level of education is associated with low level of occupational stress. ]"

"Tujuan dari penelitian ini adalah untuk menguji unsur psikometri dari konstruksi satu alat ukur yang lebih baru dan ringkas dengan nama Organizational Locus of Control Scale O-LOCS. Studi percontohan dilakukan untuk memilih sejumlah pertanyaan dari total 20 pertanyaan dari skala original milik Rotter 1966. Studi percontohan ini dilaksanakan untuk mengurangi jumlah pertanyaan dari 20 menjadi 10. Dua puluh pertanyaan tersebut diseleksi dan disempurnakan, yang kemudian menghasilkan 13 pertanyaan untuk digunakan dalam studi percontohan. Dari hasil studi percontohan, hanya 10 pertanyaan yang akan digunakan, sedangkan 3 pertanyaan lainnya tidak digunakan. O-LOCS kemudian divalidasikan dengan melakulakukan analisis hubungan antara O-LOCS dan alat ukur yang sudah terbentuk sebelumnya, antara lain: Workplace Locus of Control Scale WLCS; Spector, 1988, Generalized Self-Efficacy Scale GSE; Schwarzer Jerusalem, 1995, dan Job Satisfaction Survey JSS; Spector, 1985. Sepuluh pertanyaan dalam O-LOCS diberikan secara online kepada 118 mahasiswa sarjana jurusan psikologi di Australia. O-LOCS dapat dikatakan sebagai alat ukur yang cukup reliable Cronbach a = 732 dan juga valid karena berkorelasi positif dengan WLCS r 106 = 7.29, p < 001 dan berkorelasi negatif dengan JSS r 104 = -460, p < 001. Pembahasan tentang implikasi dan rekomendasi untuk penelitian berikutnya dikaitkan penggunaan alat ukur yang baru dan singkat ini pada penilaian kerja pegawai lama maupun baru.

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The aims of this study were to develop and examine the psychometric properties of a novel and brief measure named Organisational Locus of Control Scale O LOCS. A pilot study was conducted to select items from Rotters 1966 20 items of original LoC scale. This pilot study was meant to select items in measuring LoC by reducing the original items from 20 to 10. The 20 items were culled, reworded, and reverse scored, which ended up with 13 items being pilot tested. After conducting the pilot study, it was decided to keep 10 items and cull the remaining 3 items. The O LOCS was then being validated using three well established scales Workplace Locus of Control Scale WLCS Spencer, 1988, Generalized Self Efficacy Scale GSE Schwarzer Jerusalem, 1995, and Job Satisfaction Scale JSS Spector, 1985. The O LOCS was administered online to 118 undergraduate psychology students in Australia. The OLOCS was found to be adequately reliable Cronbach 732 and valid as it positively correlated with WLCS r 106 .729, p 001 and negatively correlated with JSS r 104 .460, p 001. Implication and recommendation for future research is discussed in relation to using this novel and brief LoC scale for assessing current as well as prospective employees. "

"Kepuasan kerja adalah variabel sikap yang merefleksikan bagaimana perasaan evaluatif individu mengenai pekerjaannya. Kepuasan kerja merupakan salah satu variabel pekerjaan yang penting karena berkontribusi besar terhadap efektifitas perusahaan dan pada pekerja itu sendiri. Kepuasan kerja dipengaruhi faktor lingkungan pekerjaan dan faktor karakteristik pribadi. Karakteristik pribadi yang mempengaruhi kepuasan kerja adalah Locus Of Control (LOC), yakni keyakinan umum individu pada kemampuannya untuk mengontrol penguatan (reinforcement) positif serta negatif dalam hidupnya. Individu dengan LOC eksternal merasa hidupnya dikontrol oleh nasib dan keberuntungan. Sedangkan individu dengan LOC internal merasa dirinya mengontrol setiap peristiwa. Penelitian sebelumnya memperlihatkan individu dengan LOC internal merasa lebih puas dengan pekerjaannya dibanding yang eksternal. Diantaranya penelitian tersebut dilakukan pada subyek mahasiswa dan karyawan teknis. Untuk melihat lebih jauh hubungan LOC dengan kepuasan kerja pada subyek berbeda, yakni karyawan pabrik, maka dilakukan penelitian ini. Subyek penelitian adalah karyawan pabrik berjumlah 125 orang, dengan metode pengambilan sampel nonprobability-incidental sampling. Tipe penelitian berbentuk ex-post facto field study dengan correlational design. Alat ukur penelitiannya adalah skala adaptasi Work Locus Of Control Scale dan skala adaptasi The Job Satisfaction Survey. Untuk memperoleh gambaran LOC dan kepuasan kerja digunakan mean average, dan untuk melihat korelasi keduanya digunakan teknik Pearson's product-moment. Hasil penelitian adalah koefisien korelasi LOC dengan kepuasan kerja yakni sebesar -0.512 yang signifikan pada LOS 0.05 dan 0.01. Sehingga kesimpulan penelitian ini adalah semakin internal LOC, subyek semakin puas terhadap pekerjaannya, dan sebaliknya, semakin eksternal LOC, subyek semakin tidak puas terhadap pekerjaannya.

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Job satisfaction is an attitude variable that represent an individual's evaluative feelings toward his or her job. Job satisfaction is on of a job variable that is important because it contribute a lot to the company effectiveness and the individual itself. Job satisfaction is influenced by work environmental and personal characteristic factors. Personal characteristic that influence job satisfaction is locus of control (LOC). LOC is an individual's generalized belief in his or her ability to control positive and negative reinforcement in life. Individual with external LOC feel that his or her life is controlled by fate and luck. On the other hand, individual with internal LOC feel that he or she can control their life.

Others research that has been done before shows that individual with internal LOC feels more satisfied with his or her job compared to the external LOC. Some of the research used college students and technical employees as the subject. To see more about the correlation between LOC and job satisfaction on different subject, with factory workers as the subject, so this research is held. Research was held among 125 factory workers using nonprobabilityincidental sampling method.

The type of this research was ex-post facto field study with correlational design. The measurement that was used are Work Locus of Control and The Job Satisfaction Survey adaptation scale. Mean average was used to get description of LOC and job satisfaction, and pearson-product moment was used to see correlation between them.

The result showed that coefficient of correlation between LOC and job satisfaction is - 0.512 which is significant at LOS 0.05 and 0.01. The conclusion of this research is the more internal subject's LOC, the more satisfied they feel about their job. On the other hand, the more external subject's LOC, the more dissatisfied they feel about their job."

"ABSTRAKPenelitian ini mencoba menganalisa tingkat reliabilitas, validitas dan indeks diskriminasi item IDI alat ukur Locus of Control LOC baru pada domain hubungan romantis. Tujuh belas 17 mahasiswa Psikologi University of Queensland ikut serta dalam pilot study di mana mereka merespon pertanyaan pada alat ukur LOC dalam hubungan romatis untuk mengeliminasi item yang tidak layak dipakai pada versi final alat ukur. Dalam studi utama, 167 mahasiswa memberikan respon terhadap alat ukur LOC dalam hubungan romantis dan beberapa alat ukur lain yang mengukur validitas. Hasil menunjukan beberapa dukungan terhadap hipotesa peneliti, di mana: a reliabilitas yang tidak baik ditemukan dari empat item yang menunjukan skor IDI yang rendah, b korelasi positif yang signifikan dengan Levenson rsquo;s LOC scale yang menunjukan concurrent validity, c asosiasi negatif yang signifikan dengan self -control yang menunjukan convergent validity, d tidak ditemukannya convergent validity dengan konstruk jealousy cemburu . Asesmen psikometris dengan menggunakan test-retest reliability dan convergent validity dengan alat ukur lain yang sudah terbukti validitasnya harus dilakukan terlebih dahulu agar bias digunakan dengan yakin dalam praktis konseling pernikahan.

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ABSTRACTThis paper has attempted to explore the reliability, validity, and item discrimination indices IDI of a new measure of locus of control LOC scale in the domain of romantic relationship. A total of 17 psychology students in the pilot study were asked to response to the new LOC scale of romantic relationship to eliminate items deemed unworthy for the final scale. In the main study, 167 students responded to the new romantic LOC scale and several other validating scales where partial support for hpyotheses were found: a a poor reliability as reflected by four items with low IDI, b isginificant positive association with Levenson rsquo;s LOC scale indicating concurrent validity, c significant negative association with self-control indicating convergent validity, d no indication of convergent validity was found with jealousy. The measure may have implication in marriage counselling, but a careful psychometric assessment must be explored first through test-retest reliability and convergent validity with other well-established scale to provide practical confidence. "