Hasil Pencarian  ::  Simpan CSV :: Kembali

"Penelitian ini bertujuan untuk melihat peran kepuasan gaji dan kepuasan karier pada kepuasan hidup Generasi Y. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Job Satisfaction Scale untuk mengukur kepuasan gaji, Career Satisfaction Scale untuk mengukur kepuasan karier, dan Satisfaction with Life Scale untuk mengukur kepuasan hidup. Pengambilan data dilakukan melalui kuesioner online pada 116 karyawan Generasi Y dengan convenience sampling. Hasil penelitian menunjukkan bahwa kepuasan karier lebih dapat berperan dalam memprediksi kepuasan hidup dibandingkan kepuasan gaji pada karyawan Generasi Y. Oleh karena itu, perusahaan perlu mempertimbangkan untuk memberi perhatian khusus pada kepuasan karier karyawan Generasi Y.

---

The aim of this study is to examine the impact of pay satisfaction and career satisfaction to life satisfaction in Generation Y. This is a quantitative study using Job Satisfaction Scale to measure pay satisfaction, Career Satisfaction Scale to measure career satisfaction, and Satisfaction with Life Scale to measure life satisfaction. Data collection was done using online questionnaire to 116 Generation Y employees with convenience sampling. Study results shows that career satisfaction can predict life satisfaction more than pay satisfaction. Hence, companies should consider giving close attention to career satisfaction of Generation Y employees."

"Heneman dan Schwab (1985) menjelaskan bahwa kepuasan gaji di perusahaan akan menentukan sikap karyawan di perusahaan tersebut yang akan berdampak pada kesuksesan perusahaan di masa depan. Heneman dan Schwab mendefinisikan kepuasan gaji sebagai tingkat persepsi dan perasaan seseorang baik secara positif atau negatif terhadap gaji yang mereka dapatkan dan dapat memengaruhi orang tersebut dalam menjalankan pekerjaannya di suatu organisasi. Pay satisfaction terdiri dari empat dimensi, yaitu dimensi pay level, benefit, payraise, dan structure and administration. Penelitian ini meneliti tentang apakah kepuasan gaji akan berbeda antara dua generasi yang mendominasi di organisasi, Generasi X dan Generasi Y. Secara spesifik, pertanyaan penelitian ini adalah apakah karyawan Generasi Y memiliki kepuasan gaji yang lebih rendah dari karyawan Generasi X. Total responden penelitian ini adalah 274 (Generasi X = 104, Generasi Y = 170) dan diukur menggunakan Pay Satisfaction Questionnaire. Hasil independent sample t-test menunjukkansignifikansi one tail dari keempat dimensi (pay level, benefit, pay raise, dan structure and administration) sebagai berikut: pay level (p=0.132), benefit (p=0.005), pay raise (p=0.025), dan structure and administration (p=0.132). Selain itu dilihat dari nilai t, sebagai berikut: pay level (t(274)=1.11), benefit (t(274)=2.59), pay raise (t(274)=2.89), dan structure and administration (t(274)=-1.19). Dapat disimpulkan bahwa Generasi Y memiliki skor kepuasan gaji lebih rendah secara signifikan daripada Generasi X pada dua dimensi kepuasan gaji yaitu benefit, dan pay raise. Dimensi lainnya yaitu dimensi pay level dan structure and administration menunjukkan kepuasan gaji pada Generasi Y tidak memiliki skor lebih rendah secara signifikan daripada Generasi X.

---

Heneman and Schwab (1985) explains that pay satisfaction in the company will determine the attitude of the employees in the company and it will have an impact on the company's success in the future. Heneman and Schwab (1985) defined pay satisfaction of one's level of perception and feeling either positively or negatively on pays that can affect the person in the work in an organization. Pay satisfaction consist of four dimensions, pay level, benefit, pay raise, and structure and administration. This research investigates whether pay satisfaction are different between two dominating generation in organizations, Generation X and Generation Y. Specifically, this research asks if employees of Generation Y has lower pay satisfaction then employees of Generation X. Total of 274 subjects (Generation X=104; Generation Y = 170) filled out Pay Satisfaction Questionnaire. The result of independent sample t-test showed that the significant of one tail of four dimension (pay level, benefit, pay raise and structure and administartion), as follow pay level (p=0.132), benefit (p=0.005), pay raise (p=0.025), and structure and administration (p=0.132).On the other hand, the significant of one tail can be seen with t values, as follow: pay level (t(274)=1.11), benefit (t(274)=2.59), pay raise (t(274)=2.89), dan structure and administration (t(274)=-1.19). In conclusion, that Generation Ys has lower pay satisfaction than Generation Xs do in two dimensions, benefit and pay raise. Results showed that Generation Y has a significantly lower score than Generation X in two dimensions of pay satisfaction include benefit, and pay raise. Others dimensions, namely pay level and structure and administration of Generation Y did not have significantly lower scores than Generation X."

"ABSTRAKPenelitian ini bertujuan untuk melihat peran mediasi kepuasan karir pada hubungan antara perceived organization support (POS) dan kepuasan hidup. Penelitian kuantitatif ini menggunakan Satisfaction with Life Scale untuk mengukur kepuasan hidup, versi singkat Survey of Perceived Organizational Support untuk mengukur POS, dan Career Satisfaction Scale untuk mengukur kepuasan karir. Responden dalam penelitian ini adalah karyawan Generasi Milenial (N = 107) berusia 24-38 tahun yang telah bekerja minimal 6 bulan. Hasil analisis mediasi menunjukkan bahwa pengaruh langsung (B = .03, SE = .12, p> .71) tidak signifikan, pengaruh tidak langsung (B = .10, SE = .07, BCa CI [.03) , .20]) yang signifikan, dengan ukuran efek diklasifikasikan sebagai sedang (k2 = .13, BCa CI [.04, .24]). Hasil ini menunjukkan bahwa kepuasan karir memediasi sepenuhnya hubungan antara POS dan kepuasan hidup. Oleh karena itu, berbagai perusahaan diharapkan dapat memberikan dukungan yang dapat menunjang kepuasan karir sehingga karyawan juga akan merasakan kepuasan dalam hidupnya.ABSTRACTThis study aims to see the mediating role of career satisfaction in the relationship between perceived organization support (POS) and life satisfaction. This quantitative research uses the Satisfaction with Life Scale to measure life satisfaction, a short version of the Survey of Perceived Organizational Support to measure POS, and the Career Satisfaction Scale to measure career satisfaction. Respondents in this study were employees of the Millennial Generation (N = 107) aged 24-38 years who had worked at least 6 months. The results of the mediation analysis showed that the direct effect (B = .03, SE = .12, p> .71) was not significant, the indirect effect (B = .10, SE = .07, BCa CI [.03), .20] ), with the effect size classified as moderate (k2 = .13, BCa CI [.04, .24]). These results suggest that career satisfaction fully mediates the relationship between POS and life satisfaction. Therefore, various companies are expected to provide support that can support career satisfaction so that employees will also feel satisfaction in their lives."

"Penelitian ini bertujuan untuk mengetahui apakah career adaptability memiliki peran yang lebih kuat dalam kepuasan hidup karyawan dibandingkan dengan kepribadian grit. Penelitian ini merupakan penelitian kuantitatif dengan metode korelasional dan regresi berganda. Ketiga variabel tersebut diukur dengan menggunakan alat ukur Satisfaction With Life Scale untuk mengukur kepuasan hidup secara keseluruhan, Short Grit Scale untuk mengukur grit, dan Career Adapt-Abilities Scale Form 2.0 untuk mengukur kemampuan beradaptasi karir. Partisipan dalam penelitian ini berjumlah 113 karyawan dengan rentang usia 25-40 tahun dan telah bekerja di perusahaan tempat mereka bekerja minimal satu tahun. Hasil analisis menunjukkan bahwa adaptasi karir (r = 0,381, p <0,05) memiliki hubungan yang positif dan signifikan dengan kepuasan hidup karyawan, sedangkan grit tidak (r = 0,009, p> 0,05). Hasil analisis juga menunjukkan bahwa adaptasi karir (β = 0,433, p <0,05) memiliki peran yang lebih kuat daripada kepribadian grit (β = -0,157, p> 0,05) dalam memprediksi kepuasan hidup karyawan.

---

This study aims to determine whether career adaptability has a stronger role in employee life satisfaction than grit personality. This research is a quantitative research with correlational method and multiple regression. These three variables were measured using the Satisfaction With Life Scale measuring tool to measure overall life satisfaction, the Short Grit Scale to measure grit, and the Career Adapt-Abilities Scale Form 2.0 to measure career adaptability. Participants in this study totaled 113 employees with an age range of 25-40 years and had worked at the company where they worked for at least one year. The analysis showed that career adaptation (r = 0.381, p <0.05) had a positive and significant relationship with employee life satisfaction, while grit did not (r = 0.009, p> 0.05). The analysis also showed that career adaptation (β = 0.433, p <0.05) had a stronger role than grit personality (β = -0.157, p> 0.05) in predicting employee life satisfaction."

"Kepuasan hidup karyawan Generasi Y merupakan hal yang penting untuk dijaga karena banyaknya jumlah karyawan Generasi Y di angkatan kerja Indonesia. Penelitian ini bertujuan untuk melihat hubungan antara work-life balance dengan kepuasan hidup pada karyawan Generasi Y. Penelitian ini merupakan penelitian kuantitatif yang menggunakan alat ukur Satisfaction with Life Scale untuk mengukur kepuasan hidup, dan Work / Non Work Scale untuk mengukur work-life balance. . Penelitian ini dilakukan pada 109 karyawan Generasi Y yang saat ini bekerja minimal enam bulan di perusahaan tersebut. Hasil penelitian ini menunjukkan bahwa kepuasan hidup karyawan Generasi Y akan meningkat jika dua dimensi work-life balance, peningkatan kehidupan pribadi kerja dan peningkatan kehidupan pribadi peningkatan pekerjaan meningkat. Hasil penelitian ini juga menemukan bahwa kepuasan hidup pada karyawan Generasi Y tidak memiliki hubungan yang signifikan dengan dua dimensi work-life balance, gangguan kerja dengan kehidupan pribadi dan gangguan kehidupan pribadi dengan pekerjaan.

---

The life satisfaction of Generation Y employees is an important thing to maintain because of the large number of Generation Y employees in the Indonesian workforce. This study aims to see the relationship between work-life balance and life satisfaction in Generation Y employees. This research is a quantitative study that uses the Satisfaction with Life Scale measurement tool to measure life satisfaction, and the Work / Non Work Scale to measure work-life balance. . This research was conducted on 109 Generation Y employees who currently work for at least six months at the company. The results of this study indicate that the life satisfaction of Generation Y employees will increase if the two dimensions of work-life balance, an increase in personal work life and an increase in personal life increase in work. The results of this study also found that life satisfaction among Generation Y employees did not have a significant relationship with the two dimensions of work-life balance, disruption of work with personal life and disruption of personal life with work."

"Setiap orang memiliki nilai-nilai yang berperan sebagai panduan dalam menjalani hidup yang mempengaruhi persepsi, sikap dan perilaku seseorang termasuk caranya mengevaluasi hubungan perkawinannya. Kepuasan perkawinan merupakan konstruk yang digunakan untuk mengevaluasi hubungan perkawinan yang mana semakin rendah kepuasan perkawinan seseorang maka cenderung memicu pilihan untuk bercerai. Penelitian ini bertujuan untuk mengetahui hubungan antara nilai-nilai dasar pada higher order values yang dikemukakan oleh Schwartz (1992) dengan kepuasan perkawinan dengan melihat perbedaan antara generasi X dan generasi Y. Uji pearson correlation, sequential (hierarchical) multiple regression dan independent sample t-test dilakukan kepada 764 partisipan (217 generasi X dan 547 generasi Y) menggunakan kuesioner berisi 40 item PVQ (Portrait Values Questionnaire) untuk mengukur prioritas nilai dan 6 item QMI (Quality of Marriage Index) untuk mengukur kepuasan perkawinan. Hasilnya, hanya prioritas nilai pada dimensi self – transcendence yang benar-benar terbukti berkontribusi terhadap peningkatan kepuasan perkawinan seseorang. Generasi X memprioritaskan nilai-nilai yang ada pada dimensi conservation sedangkan generasi Y memprioritaskan nilai-nilai yang ada pada dimensi self-transcendence. Kepuasaan perkawinan generasi X ditemukan lebih tinggi dibandingkan generasi Y.

---

Every person has values that serve as a guide in living life that affects a person's perceptions, attitudes and behavior including how to evaluate they marital relationship. Marital satisfaction is a construct used to evaluate marital relationships where low marriage satisfaction tends to trigger the choice of divorce. This study aims to determine the relationship between the basic values of the higher order values proposed by Schwartz (1992) with marital satisfaction by looking at the differences between generation X and generation Y. Pearson correlation, sequential (hierarchical) multiple regression tests and independent sample t-test were performed on 764 participants (generation X totaling 217 participants and generation Y totaling 547 participants) using a questionnaire containing 40 items of PVQ (Portrait Values Questionnaire) to measure values priority and 6 QMI (Quality of Marriage Index) items to measure marital satisfaction. This research indicates only priority values on the dimension of self-transcendence that shows a significant contribution to the increasing of one’s marriage satisfaction. Generation X prioritizes the values that exist in the conservation dimension while Generation Y prioritizes the values that exist in the dimension of self-transcendence. Generation X's marriage satisfaction is found to be higher than Generation Y."

"[Penelitian ini bertujuan untuk mengetahui bagaimana manajemen karir organisasi dan ekspektasi karir mempengaruhi kepuasan kerja pada pegawai staff PT XYZ Responden penelitian ini adalah 89 pegawai staff PT XYZ Hasil penelitian menemukan bahwa kepuasan kerja dipengaruhi secara positif oleh manajemen karir organisasi Pada uji hipotesis menggunakan teknik regresi pada SPSS dan didapat kesimpulan bahwa kepuasan kerja dipengaruhi oleh Manajemen Karier Organisasi Kata kunci Kepuasan kerja manajemen karir organisasi teknik regresi ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management , This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ]"

"ABSTRAKPengalaman berbeda yang dialami oleh generasi X dan Y dapat memengaruhi pandangan mereka terkait perkawinan, termasuk terkait karakteristik perkawinan dan kepuasan perkawinan. Karakteristik perkawinan didefinisikan sebagai nilai-nilai yang dianggap penting bagi pasangan dalam hubungan perkawinannya, sedang kepuasan perkawinan didefinisikan sebagai evaluasi global seseorang terhadap kualitas perkawinan yang sedang dijalaninya.Penelitian ini bertujuan untuk melihat hubungan antara karakteristik perkawinan dan kepuasan perkawinan serta perbedaannya antara generasi X dan Y. Pearson correlation serta independent sample t test dilakukan pada partisipan penelitian ini yang berjumlah710 (206 generasi X dan 504 generasi Y). Karakteristik perkawinan diukur dengan CHARISMA dan kepuasan perkawinan diukur dengan QMI yang sudah diadaptasi ke dalam bahasa Indonesia. Hasil pengujian menunjukkan bahwa terdapat hubungan positif signifikan antara faktor love (r = .227, p<.01, 2-tailed) dan loyalty (r = .241, p<.01, 2-tailed) dalam karakteristik perkawinan dengan kepuasan perkawinan, namun tidak pada faktor shared values.Kemudian, generasi X menganggap faktor shared valueslebih penting bagi hubungan perkawinan mereka dan memiliki tingkat kepuasan perkawinan yang lebih tinggi dibandingkan generasi Y.

---

ABSTRACT

Different experiences faced by generations X and Y can influence their views regarding marriage, including marital characteristics and marital satisfaction. Marital characteristics are defined as values that are considered important for couples in marital relationships, while marital satisfaction is defined as a person's global evaluation of the quality of their marriage. This study aims to see the relationship between marital characteristics and marital satisfaction and their differences between generations X and Y. Pearson correlation and independent sample t-test were performed on 710 participants (206 generation X and 504 generation Y). Marital characteristics are measured by CHARISMA and marital satisfaction is measured by QMI which has been adapted into Indonesian. The test results show that there is a significant positive relationship between love (r = .227, p<.01, 2-tailed) and loyalty (r = .241, p<.01, 2-tailed) in marital characteristics and marital satisfaction, but not in the shared values factor. Then, generation X considers shared values ​​to be more important for their marriage and also has a higher level of marital satisfaction than generation Y."

"Penelitian ini dilakukan untuk mengetahui aspek kepuasan kerja yang secara signifikan paling mempengaruhi intensitas mencari kerja pada karyawan pencari kerja Generasi Y. Penelitian ini menggunakan alat ukur Job Satisfaction Survey (Spector, 2001) yang telah diadaptasi ke Bahasa Indonesia untuk mengukur aspek-aspek kepuasan kerja dan alat ukur Job Search Behavior Scale (Blau, 1994) yang telah diadaptasi ke Bahasa Indonesia untuk mengukur intensitas mencari kerja. Responden berjumlah 94 orang yang merupakan karyawan Generasi Y (berumur 16-36 tahun) dan sedang mencari pekerjaan dalam empat bulan terakhir. Hasil penelitian menunjukkan bahwa kepuasan terhadap upah memiliki pengaruh negatif sedangkan kepuasan terhadap promosi memiliki pengaruh positif terhadap intensitas mencari kerja pada karyawan pencari kerja Generasi Y.

---

This research was conducted to find out which aspect of job satisfaction have the most significant influence on the job search intensity of job seeking Generation Y employees. This research used an Indonesian adaptation of the Job Satisfaction Survey (Spector, 2001) to measure job satisfaction and an Indonesian adaptation of the Job Search Behavior Scale (Blau, 1994) to measure job search intensity. The participants of this research are 94 Generation Y employees (aged 16-36) that have been looking for a job in the past 4 months. The results show that pay satisfaction has a significant negative influence on job search intensity, and promotion satisfaction has a significant positive influence on job search intensity."

"Kepuasan pernikahan berperan penting dalam kehidupan. Sebelum menjadi pasangan suami istri, individu memiliki faktor personal yang dibawa dan mempengaruhi dinamika pernikahan dan bagimana pandangan individu terkait pernikahannya. Penelitian ini akan melihat apakah human values sebagai faktor personal dapat secara signifikan mempengaruhi kepuasan pernikahan, lebih lanjut juga melihat apakah jenis strategi resolusi memoderasi pengaruh human values terhadap kepuasan pernikahan. Sebanyak 329 partisipan yang merupakan generasi Y dan sudah menikah selama 1 tahun terlibat dalam penelitian ini. Setiap partisipan diminta untuk mengisi Portrait Values Questioner (PVQ), Conflict Resolution Inventory (CRI) dan Quality Marriage Index (QMI).Hasil penelitian ini menemukan bahwa human values merupakan prediktor yang signifikan terhadap kepuasan pernikahan, dimana nilai self-enhancement dan openness to change memiliki hubungan negatif terhadap kepuasan pernikahan (B= -3.253, p.01; B=-1.802, p.01) sementara nilai selftranscendence (B=5.789, p.01) memiliki hubungan positif terhadap kepuasan pernikahan. Selain itu juga ditemukan jenis strategi resolusi positive problem solving memoderasi hubungan self-transcendence dan kepuasan pernikahan (B=-0.448, p05). Hasil penelitian ini bermanfaat untuk praktisi psikolog dan calon pasangan suami istri agar dapat mempertimbangkan peran human values dan melatih teknik positive problem solving. Penelitian lanjutan dapat dilakukan dengan melibatkan pasangan atau pada populasi bercerai untuk melihat peran nilai dan strategi resolusi konfliknya.

---

Marriage satisfaction plays an important role in life. Before becoming a husband and wife, individuals have personal factors that are brought and influence the dynamics of marriage and how the individual views related to marriage. This study purpose to found out whether human values as a personal factor can significantly influence marital satisfaction, and also look at whether the type of conflict resolution strategy moderates the influence of human values on marital satisfaction. A total of 329 participants who were generation Y and had been married for at least a year were involved in this study. Each participant was asked to fill in the Portrait Values Questioner (PVQ), Conflict Resolution Inventory (CRI) and Quality Marriage Index (QMI).

The results of this study found that human values are a significant predictor of marital satisfaction, where self-enhancement and openness to change values have a negative relationship with marital satisfaction (B = -3,253, p .01; B = -1.802, p .01 ) while the value of self-transcendence (B = 5.789, p .01) have positive relationship with marital satisfaction. It also found positive problem solving strategies moderate the relationship between self-transcendence and marital satisfaction (B = -0.448, p .05). The results of this study are useful for practitioners and potential couples to consider the role of human values and practice positive problem solving techniques. Further research can be done by involving partners or divorced populations to see the role of values and conflict resolution strategies."