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"Penelitian ini dilakukan untuk melihat hubungan workplace wellbeing dan vocational indentity pada perawat. Pengukuran workplace wellbeing menggunakan alat ukur workplace wellbeing index (Page, 2005) dan pengukuran vocational identity menggunakan my vocational situation (Holland, Daiger & Power, 1980). Partisipan berjumlah 96 orang perawat yang bekerja di rumah sakit YZ. Hasil dari penelitian ini menunjukkan tidak terdapat hubungan yang signifikan antara workplace wellbeing dengan vocational identity pada perawat (r= 0,12; p=2,46). Meskipun demikian terdapat hubungan yang signifikan antara dimensi intrinsik workplace wellbeing dengan variabel vocational identity (r=0,20; p=0,04 signifikan pada LoS 0,05). Artinya, semakin tinggi workplace wellbeing intrinsik perawat maka semakin tinggi pula vocational identitity-nya. Berdasarkan hasil tersebut, workplace wellbeing intrinsik perlu dikembangkan untuk meningkatkan vocational identity perawat sehingga kinerja rumah sakit dalam memberi pelayanan pada pasien lebih optimal.

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This study was conducted to get an overview of the relationship between workplace wellbeing and vocational indentity among nurses. Workplace wellbeing measures using workplace wellbeing index (Page, 2005) and vocational identity measures using my vocational situation (Holland, Daiger and Power,1980). Participants of this study is a 96 nurses who work in YZ hospitals.

Results of this study showed no significant relationship between workplace wellbeing and vocational identity among nurse (r = 0.12, p = 2,46). Nonetheless there is a significant relationship between intrinsic dimension of workplace wellbeing with vocational identity (r = 0.20, p = 0.04 Significant at 0.05 LoS). It means, the higher the intrinsic workplace wellbeing, the higher its vocational identity among nurse.

Based on these results, workplace wellbeing intrinsic need to be developed to improve vocational identity performance so that the hospital nurses can provide more optimal care to patients."

"Workplace Wellbeing – A Relational Approach presents the most important, insightful and up-to-date academic thinking and research related to flourishing at work. It also describes the transformative humanistic skills, values, and attributes ordinarily adopted by counsellors and psychotherapists alike, and shows how they may be transferred from a therapeutic setting to the workplace. Integrating ideas and strategies from counselling and psychotherapy, the book gathers together a wealth of accessible, interactive exercises and resources to help develop the skills and personal awareness to thrive in organisations.Workplace Wellbeing – A Relational Approach examines how we can create an emotionally healthy workplace for all of us. It will prove useful for counsellors and psychotherapists alike, whether in training or practice in an organisational setting. More importantly, however, it is designed to be of value to the non-specialist, particularly those working in business, education, healthcare, human resources, occupational health, and organisational psychology."

"Penelitian ini membahas hubungan antara spiritualitas di tempat kerja dengan berbagai bentuk kesejahteraan karyawan dalam aspek kesehatan mental yaitu kesejahteraan emosional, sosial, psikologis, dan spiritual. Teknik pengumpulan datanya menggunakan desain survei, lalu dilakukan uji regresi menggunakan SPSS 20 untuk mengetahui hubungannya. Sampel yang digunakan dalam penelitian ini berjumlah 202 responden yang telah bekerja di Jakarta selama minimal 1 tahun dari berbagai latar belakang industri, instansi, jabatan, pengalaman kerja dan status kerja.Temuan dalam penelitian ini adalah keempat bentuk kesejahteraan karyawan emosional, sosial, psikologis, dan spiritual memiliki hubungan yang positif terhadap spiritualitas di tempat kerja. Implikasi dari hasil penelitian ini dapat berguna bagi ilmu pengetahuan dalam hal sumber daya manusia, bahwa spiritualitas di tempat kerja dapat menjadi sebuah anteseden bagi kesejahteraan karyawan khususnya dalam aspek kesejahteraan emosional, sosial, psikologis, dan spiritual.

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This undergraduate thesis discusses the relationship between workplace spirituality and various forms of employee well being in the mental health aspects of emotional, social, psychological, and spiritual. Data collection techniques is used survey design, then tested the relationship using SPSS 20. The sample used in this study amounted to 202 respondents who have worked in Jakarta for at least 1 year from various industry background, agency, position, work experience and work status.

The findings in this study are the four of employee well being namely, emotional, social, psychological, and spiritual has a positive relationship with workplace spirituality. The implications of the results of this study can be useful to the science that workplace spirituality can be an antecedent to the employee well being, especially in aspects of emotional, social, psychological, and spiritual well being."

"Terkadang terjadi benturan antara tuntutan peran di pekeijaan dan keluarga pada wanita menikah dan bekerja di luar rumah. Tuntutan tersebut memicu konflik dikenal dengan konflik keija-keluarga. Dampak muncul pada kedua peran tersebut khususnya pekeijaan diantaranya menurunkan workplace wellbeing. Pada penelitian ini, peneliti akan meneliti hubungan konflik kerja-keluarga dan workplace wellbeing pada buruh pabrik perempuan. Peneliti menyebarkan 75 kuesioner pada buruh pabrik perempuan. Hasil penelitian menunjukkan terdapat hubungan signifikan antara konflik keija-keluarga dengan workplace wellbeing pada buruh pabrik perempuan.

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Sometimes, there are incompatible demands in work and family roles when married women work outside the home. This incompatible demands make conflict is well-known as workfamily conflict. Impact of this role conflict was occurred in work domain and expected reduce workplace wellbeing. In this research, researcher will examine relationship workfamily conflict and workplace wellbeing among women labor. Researcher spreaded 75 questionnaires among women labor. This research found significant relationship among work-family conflict and workplace wellbeing in women labor."

"Dunia pekerjaan yang saat ini terus berubah menuntut individu yang berada dalam masa transisi karier memiliki sumber daya untuk beradaptasi dalam dunia pekerjaan, terlebih pada mahasiswa tingkat akhir. Meski telah banyak ditemukan berpengaruh positif terhadap adaptabilitas karier, masih terdapat inkonsistensi hubungan antara dukungan sosial terhadap adaptabilitas karier. Penelitian ini bertujuan untuk melihat peran ketiga dimensi identitas vokasional, sebagai faktor internal individu, dalam memediasi hubungan antara dukungan sosial dan adaptabilitas karier. Partisipan penelitian merupakan 466 mahasiswa tingkat akhir di perguruan tinggi mengisi kuesioner Career Adapt-Abilities Scale-Indonesian Form, Multidimensional Scale of Perceived Social Support, dan Vocational Identity Status Assessment. Analisis mediasi dengan PROCESS menunjukkan dukungan sosial memiliki hubungan signifikan dengan adaptabilitas karier (b = 0,40, t(466) = 3,16, p < 0,01). Analisis mediasi menunjukkan bahwa dua dari tiga dimensi identitas vokasional memediasi secara sebagian hubungan antara dukungan sosial dan adaptabilitas karier pada mahasiswa tingkat akhir, yakni dimensi career exploration (b = 0,19, 95% CI = [0,13-0,26]) dan dimensi career commitment (b = 0,18, 95% CI = [0,13-0,25]). Di sisi lain, tidak ditemukan peran mediasi dari dimensi career reconsideration dari identitas vokasional.

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The everchanging world of work nowadays requires individuals who are in career transition period to have the resources to adapt, especially for final year students. Although many studies have found its positive role, there are still contradictory and inconsistent findings of the relationship between social support and career adaptability. This study was aimed to see the role of the three vocational identity dimensions, as individual internal factors, in mediating the relationship between social support and career adaptability. Participants in this study were 466 final year university students who filled questionnaires consisting of Career Adapt-Abilities Scale-Indonesian Form, Multidimensional Scale of Perceived Social Support, dan Vocational Identity Status Assessment. Mediation analysis using PROCESS confirmed that social support had a positive and significant relationship with career adaptability (b = 0,40, t(466) = 3,16, p < 0,01). Mediation analysis revealed that two of the three dimensions of vocational identity played a mediating role in the relationship of social support and career adaptability, namely career exploration (b = 0,19, 95% CI = [0,13-0,26]) and career commitment (b = 0,18, 95% CI = [0,13-0,25]). However, mediating role of career reconsideration dimension were not proven in this study."

"Ibu menjadi rekan diskusi utama bagi remaja dalam menyiapkan perencanaan karir pada masa transisi. Meskipun beberapa penelitian menemukan hubungan antara dukungan ibu dan salah satu dari 4 dimensi adaptabilitas karir, belum ada penelitian yang dapat menjelaskan dukungan seperti apa dan bagaimana mekanisme yang menjelaskan keterlibatan ibu dalam mengembangkan adaptabilitas karir remaja. Tujuan dari penelitian ini adalah untuk melihat apakah kongruensi karir antara remaja dan ibunya berhubungan dengan adaptabilitas karir. Dalam menjelaskan hubungan kedua variabel, penelitian ini juga menguji pengaruh mediasi dari identitas vokasional. Sebanyak 297 siswa sekolah menengah kejuruan kelas 12 mengisi kuesioner yang berisi Adolescent-Mother Career Congruence Scale, Vocational Identity Scale, Inventori Adaptabilitas Karir, dan Data Demografi. Hasil dari analisis regresi dengan PROCESS membuktikan bahwa adolescent-mother career congruence berkorelasi positif dengan adaptabilitas karir (b = 0.80, t(294) = 4.51, p < 0.001). Di sisi lain, efek mediasi dari identitas vokasional tidak terbukti dalam penelitian ini (b = 0.01, 95% CI [-0.01, 0.08]).Hasil penelitian ini memberikan kesempatan kepada pengujian empiris lainnya tentang kualitas dari adolescent-mother career congruence seperti apa yang dapat mengembangkan identitas vokasional remaja. Diskusi teoritis dan implikasi praktis dari hasil temuan penelitian ini akan didiskusikan.

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Mother become major partners who help adolescents to prepare for career planning during career transitions. Although several studies found relationship between mother support and each of 4 dimension of career adaptability, there is no study could explain what type of support and in which mechanism mother get involved to develop adolescent?s career adaptability. This study aimed to test whether career congruence between adolescent and their mother related to career adaptability. To explain the relationship between those two variables, this study also aimed to ascertain the mediation effect of vocational identity. 297 participants of 12th grade vocational high school students completed questionnaires on Adolescent-Mother Career Congruence Scale, Vocational Identity Scale, Career Adaptability Inventory, and demographics. The result of regression analysis using PROCESS confirmed that adolescent-mother career congruence associated positively with career adaptability (b = 0.80, t(294) = 4.51, p < 0.001). In the other side, the mediating effect of vocational identity were not proven in this study (b = 0.01, 95% CI [-0.01, 0.08]). These findings warrant further empirical examination of the quality of adolescent-mother career congruence on behaves to develop adolescent?s vocational identity. Theoretical and applied implications of the finding in this study are discussed."

"Penelitian ini dilakukan untuk melihat hubungan antara perceived organizational support (POS) dan workplace well-being (WWB). Pengukuran dilakukan dengan alat ukur Survey of Perceived Organizational Support (SPOS) (Eisenberger et al., 1986). Workplace well-being diukur dengan Workplace Well-Being Index (Page, 2005). Partisipan dalam penelitian ini adalah pekerja pabrik manufaktur penghasil baja di Indonesia. Hasil penelitian ini menunjukkan adanya hubungan positif yang signifikan antara perceived organizational support dan workplace well-being pada pekerja pabrik (r = .72; p < .01). Artinya, semakin baik dukungan organisasi yang dipersepsi oleh pekerja pabrik, semakin baik pula tingkat kesejahteraan dirasakan pekerja pabrik di tempat kerjanya.

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This study aims to find the relationship between perceived organizational support (POS) and workplace well-being (WWB). Perceived organizational support was measured using an instrument called Survey of Perceived Organizational Support (SPOS) (Eisenberger et al., 1986). Workplace well-being was measured using an instrument named Workplace Well-Being Index (WWBI) (Page, 2005). The participants of this study are 173 manufacture workers in an Indonesian company engaging in steel industry.

The result shows there is a significant positive correlation between perceived organizational support and workplace well-being (r = .72; p < .01). That is, the better organizational support that perceived by manufacture worker, the better workplace well-being they have. "

"Penelitian ini untuk melihat hubungan antara workplace well-being dan Chinese value pada karyawan keturunan Chinese. Workplace well-being didefinisikan sebagai rasa sejahtera yang diperoleh karyawan dari pekerjaannya, yang terkait dengan perasaan karyawan secara umum (core affect) dan kepuasan yang didapatkan dari faktor intrinsik dan ekstrinsik dari pekerjaan (work values), yang diukur melalui Workplace Well-Being Index (WWBI) (Page, 2005). Nilai didefinisikan sebagai prinsip yang dianut untuk mengatur tingkah laku seseorang (Chinese Culture Connection, 1987 dalam Ongkowijoyo, 2011), diukur melalui Chinese Value Survey (Bond et al. dalam Mathews, 2000). Sampel penelitian ini adalah 104 karyawan keturunan Chinese yang diperoleh secara accidental sampling. Hasil analisis menunjukkan hubungan yang signifikan antara workplace well-being dan Chinese Value pada karyawan keturunan Chinese (r= 0.226, p<0.05,two-tailed). Implikasi dari hasil penelitian ini adalah Chinese value yang dianut oleh karyawan keturunan Chinese berhubungan dengan kesejahteraan yang dirasakan karyawan di tempat kerja.

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The aim of this study is to identifying the relationship between workplace well-being and Chinese value among Chinese employee. The definition of workplace well-being is as sense of well-being that employees gain from their work, including core affect dan the satisfaction of intrinsic and/or extrinsic work values, that measured by using the Workplace Well-Being Index (WWBI) (Page, 2005). Value is defined as a set of principal which believed by a person to govern his attitude (Chinese Culture Connection, 1987 in Ongkowijoyo, 2011), that measured by using the Chinese Value Survey (Bond et al. in Mathews, 2000). The samples of this study were 104 Indonesian Chinese employees were gain using accidental sampling. The analysis showed significant correlation between workplace well-being and Chinese value among Chinese employee (r= 0.226, p<0.05, two-tailed). The implication of this research gives us conclusion that the Chinese value of Chinese employee have relation with well-being of those employee at workplace."

"Penelitian ini menganalisis pengaruh emotional intelligence terhadap tingkat turnover intention perawat dengan perceived organizational support, psychological strain dan workplace stress sebagai mediating variable. Sampel pada penelitian ini adalah perawat yang bekerja di rumah sakit swasta maupun daerah. Sampel didapatkan dengan menggunakan random sampling sebanyak 216 sampel perawat dengan menyebarkan kuesioner secara langsung maupun melalui google form. Adapun analisis data dan uji hipotesis pada penelitian ini menggunakan software LISREL dan SPSS. Hasil dari peneliatian ini menunjukkan bahwa turnover intention perawat di mediasi oleh workplace stress dan psychological strain, serta perceived organizational support juga memediasi hubungan antara emotional intelligence perawat dengan pychological strain. Emotional intelligence memiliki pengaruh negatif terhadap psycological strain dan workplace stress. Emotional intelligence juga mempunyai pengaruh positif terhadap POS, sedangkan POS memiliki pengaruh negatif terhadap turnover intention perawat. Secara langsung maupun tidak langsung emotional intelligence diketahui pada penelitian ini tidak berpengaruh secara signifikan terhadap turnover intention. Penelitian ini diharapkan dapat membantu manajemen rumah sakit dalam mengelola sumber daya manusianya khususnya perawat untuk keberlangsungan organisasi dalam jangka waktu yang lama.

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This study analyzes the effect of emotional intelligence on psychological strains and workplace stress using perceived organizational support as mediating variable at the nurse turnover intention level. The method used is by distributing questionnaires to the sample, with sample criteria are nurses working in private and regional hospitals. Samples were obtained using simple random sampling are 216 . The data analysis and hypothesis testing in this study used LISREL and SPSS software with Mediation Regression Equations models. This study is limited by the use of the theory of Perceived organizational support, workplace stress, psychological strains and emotional intelligence that focuses on its influence on nurse turnover intention in regional and private hospitals in Indonesia. The results of this study indicate that nurse turnover intention is mediated by workplace stress and psychological strains, and perceived organizational support also mediates the relationship between nurse's emotional intelligence and pychological strains. Emotional intelligence has a negative influence on psycological strains and workplace stress. Emotional intelligence also has a positive effect on perceived organizational support, while perceived organizational support has a negative effect on nurse turnover intention. This research is expected to help the hospital management in managing its human resources, especially nurses for the sustainability of the organization in the long term.

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"Berbagai perubahan yang terjadi dari adanya revolusi industri 4.0 dan pandemi COVID-19 menuntut mahasiswa tingkat akhir untuk lebih adaptif dan mempersiapkan diri menghadapi tantangan di dunia kerja. Penelitian ini bertujuan untuk melihat peran keberfungsian keluarga dan identitas vokasional terhadap adaptabilitas karier mahasiswa. Penelitian ini dilakukan pada 430 mahasiswa strata satu (atau setara) di tingkat akhir menggunakan alat ukur FACES-IV dari Olson (2011) untuk mengukur keberfugsian keluarga, VISA dari Porfeli et al. (2011) untuk identitas vokasional, dan CFI-R dari Rottinghaus et al. (2016) untuk adaptabilitas karier. Data penelitian diolah dengan uji mediasi berganda menggunakan Hayes Macro PROCESS. Hasil penelitian ini menemukan bahwa keberfungsian keluarga memiliki peranan secara langsung (β = 0,06, t(428) = 1,99, p = 0,047) maupun tidak langsung (coefficient = 0,25, SE = 3,40%, CI = 0,18 — 0,31) terhadap adaptabilitas karier mahasiswa tingkat akhir melalui identitas vokasional. Hasil menunjukkan untuk dapat memiliki adaptabilitas karier yang baik, penting bagi mahasiswa memiliki identitas vokasional. Untuk memiliki identitas vokasional yang matang, mahasiswa masih memerlukan dukungan dari lingkungannya, terutama dari keluarga yang memberikan pengarahan, pengawasan, dan kesempatan untuk berdiskusi. Hasil penelitian ini secara spesifik menggambarkan kondisi mahasiswa tingkat akhir di konteks pandemi sehingga generalisasi hasil yang diperoleh, terbatas pada kondisi serupa.

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Various changes that have occured from the industrial revolution 4.0 and the COVID-19 pandemic requires final-year students to be adaptive and prepare themselves to face the challenges in the world of work. This study aims to determine the role of family functioning and vocational identity on student career adaptability. This research was conducted on 430 undergraduate students (or equivalent) in their final-year, using the FACES-IV from Olson (2011) to measure family functioning, the VISA from Porfeli et al. (2011) to measure vocational identity, and the CFI-R from Rottinghaus et al. (2016) to measure career adaptability. The research data were processed by multiple mediation test using the Hayes Macro PROCESS. The results of this study found that family functioning has a direct (β = 0.06, t(428) = 1.99, p = 0.047) and indirect effect (coefficient = 0.25, SE = 3.40%, CI = 0.18 - 0.31) on career adaptability through vocational identity. The results show that to have a better career adaptability, it is important for students to have a more stable vocational identity. To have a mature vocational identity, students still need support from their environment, especially from families who provide direction, supervision, and opportunities for discussion. The results of this study specifically describe the conditions of final-year students in pandemic context, thus it can be a limitation as well as the uniqueness of this study."