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"ABSTRACTThis paper examines the relationship between job demands and burnout in the Indonesian power generation industry, both in the private sector and the public sector. The Job demands and Decision Latitude questionnaire was developed by Karasek (1979) to measure job demands. This present study also used the Burnout measure, which was developed by Pines & Aronson (1988) to measure burnout. The two companies that were studied were PT. PLN (Persero) and PT. A. A total of 240 employees were given both questionnaires and the results were analyzed using the Pearson?s correlation. The results of the study found no overall correlation between job demands and burnout as a whole with a correlation coefficient of .06 and in the public sector power generation industry employees with a correlation coefficient of -.07. However, the results indicated a significant correlation in the private sector employees with a correlation coefficient of 0.18. Further analyses found significant correlations between the Job Demands & Decision latitude questionnaire subscales and the Burnout measure inline with theories regarding the public sector and the private sector."

"Meningkatnya perusahaan start-up di Indonesia menarik banyak perhatian masyarakat untuk bekerja di perusahaan ini. Namun, perusahaan start-up masih belum stabil perkembangannya, sehingga karyawan diberikan tuntutan pekerjaan tinggi dan beban kerja berlebihan sehingga dapat mengarah pada burnout. Kreasi kerja diketahui dapat mengurangi burnout akibat tuntutan pekerjaan kuantitatif. Penelitian ini bertujuan untuk melihat hubungan antara tuntutan pekerjaan kuantitatif dengan burnout, kreasi kerja dengan burnout, serta peran kreasi kerja sebagai moderator pada tuntutan pekerjaan kuantitatif dan burnout. Penelitian ini merupakan penelitian kuantitatif dengan metode korelasional dan moderasi dengan melibatkan 136 karyawan start-up. Alat ukur yang digunakan adalah Copenhagen Psychosocial Questionnaire (COPSOQ), Oldenburg Burnout Inventory (OLBI), dan Job Crafting Scale (JCS). Hasil penelitian menunjukkan bahwa terdapat hubungan positif yang signifikan antara tuntutan kerja kuantitatif dan burnout, terdapat hubungan negatif yang signifikan antara kreasi kerja dengan burnout, dan kreasi kerja ditemukan tidak memoderasi efek tuntutan kerja kuantitatif terhadap burnout.

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The rise of start-up companies in Indonesia has attracted a lot of attention from the public to work in these companies. However, start-up companies are still not stable in their development, so employees are given high job demands and excessive workloads that can lead to burnout. Job crafting is known to reduce burnout due to quantitative job demands. This study aims to look at the relationship between quantitative job demands and burnout, job crafting and burnout, and the role of job crafting as a moderator on quantitative job demands and burnout. This study is a quantitative study with correlational and moderation methods involving 136 start-up employees. The measuring instruments used were Copenhagen Psychosocial Questionnaire (COPSOQ), Oldenburg Burnout Inventory (OLBI), and Job Crafting Scale (JCS). The results showed that there is a significant positive relationship between quantitative work demands and burnout, there is a significant negative relationship between job crafting and burnout, and job crafting was found not to moderate the effect of quantitative work demands on burnout."

"Pada masa pandemi Covid-19, kurir diduga rentan mengalami burnout. Berdasarkan teori Job Demands-Resources (JD-R), burnout disebabkan oleh berbagai macam tuntutan kerja, salah satunya tuntutan kerja emosional. Sebaliknya, modal psikologis dapat menurunkan tingkat burnout. Penelitian ini bertujuan untuk melihat hubungan antara tuntutan kerja emosional dan burnout, serta hubungan antara modal psikologis dan burnout pada kurir. Penelitian ini menggunakan metode kuantitatif dengan tipe korelasional. Pengambilan data dilakukan dengan metode convenience sampling pada 251 partisipan kurir yang memiliki rentang usia 18-55 tahun dengan kriteria waktu bekerja minimal satu tahun dan pernah melayani pelanggan dengan sistem COD. Adapun, alat ukur yang digunakan bagian IQWiQ untuk mengukur burnout, bagian COPSOQ-II untuk mengukur tuntutan kerja emosional, dan PCQ-12 untuk mengukur modal psikologis. Hasil analisis Pearson’s Correlation menunjukkan bahwa tuntutan kerja emosional memiliki hubungan positif yang signifikan dengan burnout r(251) = 0.48, p< 0.05. Selain itu, ditemukan pula bahwa modal psikologis memiliki hubungan negatif yang signifikan dengan burnout r(251) = -0.43, p< 0.05. Dengan demikian, temuan ini diharapkan dapat menjadi bahan evaluasi perusahaan jasa pengiriman untuk memberikan coaching dan dukungan sosial serta membantu kurir untuk mengembangkan modal psikologisnya secara mandiri.

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During the Covid-19 pandemic, couriers were presumed to be susceptible to burnout. According to the Job Demands-Resources (JD-R) theory, burnout is caused by various job demands, including emotional job demands. In contrast, psychological capital can reduce burnout levels. This study aims to examine the relationship between emotional job demands and burnout, as well as the relationship between psychological capital and burnout among couriers. This research was quantitative research with a correlational design. The convenience sampling method was used to collect data from 251 couriers as participants aged 18 to 55, with experience servicing clients using the COD system and working for at least a year. Meanwhile, the measurement tools used were part of IQWiQ to measure burnout, part of the COPSOQ-II to measure emotional job demands, and PCQ- 12 to measure psychological capital. Pearson's Correlation analysis results showed that emotional job demands have a significant positive relationship with burnout r(251) = 0.48, p< 0.05. On the other hand, a significant negative relationship was discovered between psychological capital and burnout r(251) = -0.43, p< 0.05. Thus, these findings are expected to be used as evaluation materials for delivery companies to provide coaching and social support and help couriers develop psychological capital independently."

"Tujuan dari penelitian ini adalah untuk melihat peran optimisme sebagai mediator antara job demands dan burnout. Penelitian ini menggunakan alat ukur Job Demands-Resources Questionnaire 2014 , Maslach Burnout Inventory - General Survey 1996 yang telah diadaptasi oleh Radityputra 2012, dan Optimisme dari Psychological Capital Questionnaire 2007. Sampel penelitian terdiri dari 156 wiraswasta pemilik usaha mikro, kecil, dan menengah di wilayah Jakarta, Bogor, Depok, Tangerang, dan Bekasi JABODETABEK. Hasil penelitian ini menunjukkan bahwa hipotesis tidak terbukti dimana Optimisme tidak berperan sebagai mediator antara job demands dan burnout. Hal ini tampaknya dipengaruhi oleh tingkat optimisme yang tinggi, job demands yang cenderung rendah, serta burnout yang cenderung rendah pada responden penelitian. Selain itu, hal ini kemungkinan juga dipengaruhi oleh lama usaha yang sudah cukup panjang sehingga melalui pengalaman, tantangan maupun tuntutan pekerjaan yang dialami tidak memengaruhi tingkat optimisme mereka. Sedangkan, tingkat optimisme para wiraswasta secara negatif signifikan memengaruhi burnout, dan job demands secara positif signifikan berpengaruh langsung pada burnout.

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The study aimed to investigate the role of optimism as mediator between job demands and burnout. The study used measuring instruments from Job Demands Resources Questionnaire 2014, Maslach Burnout Inventory ndash General Survey 1996 that has been adapted by Radityputra 2012, and optimism from Psychological Capital Questionnaire 2007. The sample was composed 156 owner of micro, small, and medium entreprises in Jakarta, Bogor, Depok, Tangerang, Bekasi.

The result shows that hyphothesis is not proven where optimism doesn rsquo t serve as mediator between job demands and burnout. It seems to be influenced by high level of optimism, low job demands, and low burnout in research respondents. Besides, it is also likely influenced by old business so that through experiences, challenges, and job demands that have been faced not affect their level of optimism. Meanwhile, level of optimism of entrepereneurs is significant and negatively affects to burnout and job demand is significant and positively affects to burnout. "

"Penelitian ini bertujuan untuk menguji hubungan antara kualitas hidup dan psychological ownership pengemudi mobil pribadi yang melakukan komuter ke Jakarta. Penelitian ini adalah penelitian kuantitatif dengan menggunakan alat ukur WHOQOL-BREF dari WHO dan alat ukur psychological ownership. Dalam penelitian ini, peneliti meneliti 60 partisipan yang mengemudi mobil pribadi usia dewasa muda yang melewati jalan tol Karang Tengah ke arah Jakarta setiap hari kerja. Hasil penelitian menunjukkan adanya hubungan secara signifikan antara tiga domain kualitas hidup, yaitu domain physical, social relations, dan environment dan psychological ownership, namun tidak terdapat korelasi secara signifikan antara domain psychological dan psychological ownership pada pengemudi mobil pribadi yang melakukan komuter ke Jakarta.

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The aim of this study was to examine the relationship between quality of life and psychological ownership on young adult drivers who commute to Jakarta. 60 participants who drove their own car, and traveled to Jakarta through Karang Tengah toll way on work days were asked to complete the Quality of Life instruments (WHOQOL-BREF) developed by WHO and Psychological Ownership Scale. The study found significant positive relationships between three domains of quality of life, namely physical, social relations, and environment and psychological ownership. There was no significant relationship between psychological domain and psychological ownership on young adult car driver who commute to Jakarta."

"Penelitian ditujukan untuk melihat hubungan antara iklim organisasi dan kebosanan kerja pada karyawan bank syariah. Pengukuran persepsi iklim organisasi dilakukan dengan menggunakan alat ukur Organizational Climate Questionnaire OCQ dengan nilai reliabilitas sebesar 0,77. Pengukuran kebosanan kerja dilakukan dengan menggunakan alat ukur Dutch Boredom Scales DUBS dengan nilai reliabilitas sebesar 0,86. Kedua alat ukur diberikan kepada 93 partisipan yang merupakan karyawan bank syariah pada bank yang sama. Hasil penghitungan menggunakan korelasi pearson menunjukkan bahwa iklim organisasi memiliki hubungan negatif yang signifikan r= - 0,31, p

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The aim of this research is to test the relationship between organizational climate and job boredom on Islamic bank employees. Perception of organizational climate was measured with Organizational Climate Questionnaire OCQ with reliability coefficient 0,77. Measurement of job boredom conducted with Dutch Boredom Scales DUBS with reliability coefficient 0,86. Both scales are administrated to 93 Islamic bank employess in the same bank. The result showed that organizational climate which is analyzed with Pearson Correlation had negative significant relationship with job boredom on employees r 0,31, p 0.01 . This research also analyzed demographical factors with independent sample t test and one way anova. Result showed that demographical factor including gender and educational level didn't differ significantly on both variables. Other demographical factors such as age also didn't differ significantly by mean on job boredom. Demographical factors such as length of time working and position on organizational climate also showed had no significant differences by its mean."

"ABSTRAKKeadaan ekonomi yang semakin kompetitif menuntut lingkungan kerja untuk dapat mengelola lingkungan kerja secara efektif dan memaksimalkan aset-aset perusahaan, seperti sumber daya manusia. Tingginya tingkat turnover menyebabkan kerugian bagi organisasi dan dapat menghambat organisasi untuk dapat bersaing secara kompetitif. Peneliti menemukan tingginya turnover karena adanya ketidaksesuaian ekspektasi antara karyawan dan organisasi atau yang disebut sebagai kontrak psikologis. Pemahaman mengenai kontrak psikologis karyawan diperlukan untuk menghindari timbulnya dampak buruk bagi perusahaan akibat terlanggarnya kontrak psikologis. Penelitian ini bertujuan untuk melihat perbedaan kontrak psikologis pada Generasi X dan Generasi Y sebagai mayoritas karyawan saat ini, diukur menggunakan Tilburg Psychological Contract Questionnaire (TPCQ). Hasil penelitian menemukan terdapat perbedaan yang signifikan pada dimensi-dimensi employer obligation, seperti career development, social atmosphere, organizational policies, work-life balance, dan reward. Sementara itu, dimensi job content dan dua dimensi employee obligation yakni in-role behavior dan extra-role behavior tidak memiliki perbedaan yang signifikan.

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ABSTRACTThe increasingly competitive economy demands organizations to optimize its working environment as well as its resources, including its human capital. Unfortunately for many, high turnover rates continue to stall organizational growth and competitiveness. Research suggest that high turnover rates are related to an expectation mismatch between the organization and its employees, also known as a psychological contract. This research aims to see the difference in psychological contracts among Generation X and Generation Y employees. This research uses the Tilburg Psychological Contract Questionnaire (TPCQ). The findings of this research suggest significant differences in certain dimensions of psychological contract namely employer obligation, in which are career development, social atmosphere, organizational policies, work-life balance, and reward."

"Penelitian ini dilakukan untuk melihat hubungan antara gaya kepemimpinan autentik dengan perilaku kerja inovatif pada karyawan perusahaan digital di Indonesia. Mengingat inovasi merupakan hal yang penting bagi perusahaan untuk terus bertahan menghadapi kondisi pasar terkini. Penelitian ini bersifat korelasional dengan menggunakan sampel karyawan perusahaan digital yang telah bekerja selama minimal tiga bulan dengan atasan yang sama N = 217.Instrumen penelitian yang digunakan untuk mengukur gaya kepemimpinan autentik adalah Authentic Leadership Questionnaire ALQ, sedangkan perilaku kerja inovatif diukur melalui Skala Perilaku Inovatif di tempat kerja yang diadaptasi oleh Etikariena dan Muluk 2014 berdasarkan Innovative Work Behavior Scale IWB Scale Janssen 2000. Hasil penelitian ini menunjukkan adanya hubungan yang positif dan signifikan R = .47, n = 217.

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Innovation was known to be a critical value for companies to survive in todays hyper competitive market. This research was carried to examine the relationship between authentic leadership and innovative work behavior upon digital companies employees in Indonesia. This is a correlational study with scientific support from digital companies employees sample who have worked for at least 3 months under a common manager N 217.

To measure the authentic leadership style, this research used Authentic Leadership Questionnaire ALQ as its research instrument. Furthermore, innovative work behavior was measured in Skala Perilaku Inovatif which is an adapted instrument by Etikariena and Muluk 2014 upon Innovative Work Behaviour Scale IWB Scale Janssen 2000. The researchs results suggested that there is a positive and significant relationship between the two variables R .47, n 217."

"ABSTRAKPenelitian ini membahas mengenai keterkaitan antara orientasi masa depan dan komitmen perubahan pada 176 karyawan yang bekerja di Badan Usaha Milik Negara yang sedang mengalami perubahan. Penelitian ini adalah penelitian kuantitatif dengan desain penelitian korelasional. Hasil penelitian menemukan bahwa terdapat korelasi yang signifikan antara orientasi masa depan dan komitmen perubahan dengan koefisien korelasi r=0,201 dan p=0,007 (p<0,01). Orientasi masa depan juga berkorelasi dengan komitmen afektif perubahan dan komitmen normatif perubahan, namun tidak berkorelasi dengan komitmen kontinuans perubahan. Hasil penelitian ini menyarankan bahwa organisasi sebaiknya mempertimbangkan komitmen perubahan karyawan dan nilai budaya kerja sebagai faktor penting dalam suksesnya sebuah perubahan.

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ABSTRACT

The focus of this study is to investigate the relationship between future orientation and commitment to change among 176 employees from two state-owned companies that are facing a large-scale organizational change. This study is a quantitative study using correlational method. The result found that there is a significant relationship between future orientation and commitment to change with correlation coefficient r=0,201 and p=0,007 (p<0,01). Future orientation also has a correlation with the affective commitment to change and normative commitment to change, but not with continuance commitment to change. This result suggests that an organization should consider the role of commitment to change and work-related values as the important factors of a successful change.

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