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"Thriving at work adalah keadaan psikologis di mana individu mengalami pengalaman vitality dan learning di tempat kerja. Penting bagi individu untuk thriving dalam menghadapi tantangan yang muncul di tempat kerja. Menggunakan teori Socially Embedded of Thriving at Work (SEMT), penelitian ini bertujuan untuk menguji faktor-faktor yang berperan dalam thriving at work pada Aparatur Sipil Negara (ASN) di Kementerian X, yaitu meaningful work, strengths-based leadership, dan strength use. Penelitian ini dilakukan pada ASN Kementerian X di Indonesia, dengan partisipan berjumlah 503 orang. Pengumpulan data dilakukan menggunakan survei secara daring. Pengujian validitas instrumen penelitian menggunakan Confirmatory Factor Analysis. Pengujian hipotesis pada penelitian ini menggunakan Structural Equation Modelling dengan software Jamovi 2.0.0. Hasil penelitian ini menunjukkan bahwa: (1) meaningful work dan strengths-based leadership merupakan faktor yang secara signifikan memiliki efek terhadap thriving at work; (2) terdapat efek signifikan antara meaningful work terhadap thriving at work yang dimediasi parsial oleh strengths use; (3) strengths use memediasi secara parsial strengths based leadership dan thriving at work; (4) strengths use berperan sebagai mediator antara meaningful work dan strengths based leadership terhadap thriving at work. Rsquared untuk model penelitian ini sebesar 75% dalam menjelaskan thriving at work. Temuan ini menunjukkan bahwa meaningful work dan strengths-based leadership memainkan peran penting dalam memfasilitasi strengths use untuk meningkatkan thriving at work. Temuan ini diharapkan dapat memberikan pemahaman mengenai thriving at work untuk organisasi pemerintahan khususnya Kementerian X, sehingga dapat menjadi pertimbangan penyusunan kebijakan pengelolaan sumber daya manusia, terutama yang dapat mendorong thriving at work.

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Thriving at work refers to a psychological condition when individuals have a sense of vitality and learning in their work environment. It is crucial for individuals to thrive for success to effectively overcome work-related challenges. This study utilizes the Socially Embedded Model of flourishing at Work (SEMT) theory to investigate the elements that contribute to thriving at work among State Civil Apparatus (ASN) in Ministry X. Specifically, the study focuses on meaningful work, strengths-based leadership, and strengths use. The research was carried out with a sample size of 503 individuals who were affiliated with Ministry X in Indonesia. Data collection was conducted through an online survey. Confirmatory Factor Analysis (CFA) was employed to assess the validity of the study tools. The process of hypothesis testing was conducted using the Jamovi 2.0.0 program, specifically employing Structural Equation Modeling. The findings of this study suggest that meaningful work and strength-based leadership have a significant impact on thriving at work. Specifically, meaningful work has a direct effect on thriving at work, and this effect is partially influenced by strengths use. Additionally, the use of strengths partially mediates the relationship between strengths-based leadership and thriving at work. Furthermore, strengths use acts as a mediator between meaningful work and strengths-based leadership in relation to thriving at work. The R-squared value of this study model accounts for 75% of the variability. This finding suggests that engaging in meaningful work and employing strengths-based leadership are crucial factors in fostering the strengths use and thereby improving the overall well-being and success of government organizations, particularly Ministry X. The purpose of this study is to provide support to government agencies, including the Ministry X, in developing Human Resource Management policies that promote a positive work experience and encourage thriving at work."

"Masuknya generasi Z ke dunia kerja memberikan tantangan tersendiri bagi organisasi untuk menyusun strategi guna mempertahankan generasi Z di organisasi sebab terdapat pergeseran preferensi kerja pada generasi Z dibandingkan generasi sebelumnya. Generasi Z lebih menyukai organisasi yang mampu memfasilitasi dan mendukung kesejahteraan mental bagi karyawannya sehingga saat ini organisasi dapat berfokus pada faktor-faktor yang dapat meningkatkan kesejahteraan psikologis karyawan dengan cara membentuk thriving at work. Penelitian ini mengeksplorasi pembentukan thriving at work di kalangan karyawan generasi Z, dengan berfokus pada peran perceived organizational support for strengths use dan individual-focused transformational leadership yang dimediasi oleh strengths use. Penelitian ini menggunakan pendekatan kuantitatif dengan metode time-lagged survey yang melibatkan 132 karyawan generasi Z dari berbagai sektor industri di Indonesia. Survei dilakukan secara daring menggunakan Google Forms dan disebar melalui berbagai kanal media sosial. Teknik analisis data yang digunakan adalah structural equation modelling (SEM) menggunakan aplikasi Jamovi. Hasil analisis menunjukkan bahwa dukungan organisasi yang dirasakan untuk penggunaan kekuatan pribadi secara signifikan berpengaruh positif dalam memunculkan thriving at work, yang ditandai dengan vitalitas dan pembelajaran yang terus-menerus. Penelitian ini juga menemukan bahwa strengths use menjadi mediator penting yang memperkuat hubungan antara dukungan organisasi dan thriving at work namun peran gaya kepemimpinan individual-focused transformational leadership berpengaruh negatif terhadap strengths use dan thriving at work. Hasil penelitian ini memberikan wawasan baru tentang pentingnya menciptakan lingkungan kerja yang mendukung penggunaan kekuatan karyawan serta implikasi praktis untuk pengembangan kebijakan manajemen sumber daya manusia yang lebih efektif dalam mengoptimalkan potensi karyawan generasi Z.

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Gen Z workers are starting to enter the workforce and it gives challenges for organizations to develop strategies to retain gen Z workers in the organization due to a shifting in work preferences in gen Z workers compared to previous generations. Gen Z workers prefer organizations that are able to facilitate and support the well-being of their employees so that organizations nowadays can focus on factors that can improve the well-being of employees by creating thriving at work. This research explores the mechanism of thriving at work among gen Z workers, by focusing on the role of perceived organizational support for strengths use and individual-focused transformational leadership which is mediated by strengths use. This research uses a quantitative approach with a time-lagged survey method involving 132 gen Z workers from various industrial sectors in Indonesia. The survey was conducted online using Google Forms and distributed via various social media channels. The data analysis technique used is structural equation modeling (SEM) using the Jamovi 2.3.28.0 version. The results of the analysis show that perceived organizational support for strengths use has a significant positive impact in generating thriving at work, which is characterized by a sense of vitality and continuous learning. This research also found that strengths use is an important mediator that strengthens the relationship between organizational support and thriving at work, but the role of the individual-focused transformational leadership has a negative impact on strengths use and thriving at work. The results of this research provide new insight into the importance of creating a work environment that supports the use of employee strengths as well as practical implications for the development of human resource management policies that are more effective in optimizing the potential of gen Z workers."

"Thriving at work memberikan beragam luaran penting bagi individu maupun organisasi. Thriving a work merupakan kondisi psikologis saat individu mengalami sense of learning dan sense of vitality. Tetapi salah satu studi terbaru menunjukkan bahwa hanya sebagian dari responden penelitian yang mengaku memiliki energi positif di tempat kerja sebagai dampak dari berkurangnya koneksi dan relasi sosial di masa pandemi. Penelitian ini dilakukan untuk mengkaji pengaruh perceived supervisor support for strengths use (PSSSU) sebagai work contextual terhadap thriving at work ASN melalui mediasi strenghs use. Selain itu, penelitian ini juga dilakukan untuk mengetahui peran moderasi core self-evaluation pada hubungan antar variabel. Penelitian ini dilakukan terhadap 326 orang ASN. Data diperoleh melalui survei yang disebarkan secara daring menggunakan kuesioner self-report. Alat ukur yang digunakan antara lain thriving at work scale, adaptasi dari POSSU scale, subskala strengths use dari SUDCO scale, dan core self-evaluation scale. Pengolahan dan analisis data dilakukan menggunakan model 7 Macro PROCESS HAYES’ pada SPSS versi 26. Hasil menunjukkan bahwa strengths use memediasi secara parsial pengaruh perceived supervisor support for strengths use terhadap thriving at work. Selain itu, core self-evaluation tidak memoderasi pengaruh tidak langsung perceived supervisor support for strengths use terhadap thriving at work. Hasil penelitian memberikan implikasi berupa pemahaman bagi organisasi pemerintah bahwa thriving at work dapat didorong melalui PSSSU. Selain itu dampak PSSSU terhadap thriving at work dapat ditingkatkan dengan cara memastikan ASN mempraktekkan strengths use sebagai respon dari PSSSU yang didapatkan.

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Thriving at work provides a variety of important outcomes for individuals and organizations. Thriving at work is a psychological state when individuals experience a sense of learning and as sense of vitality. But, recent study showed that only some of research respondents reported to have a positive energy at work, as a result of reduces social connections and interaction during the pandemic. This research was conducted to examine the effect of perceived supervisor support for strengths use (PSSSU) as a work contextual on thriving at work among ASN through the mediation of strengths use. This research was also conducted to determine the moderating role of core self-evaluation on the relationship between variables. This research was conducted on 326 of ASN. Data was obtained through a survey distributed online using a self-report questionnaire. The measuring instruments used include the thriving at work scale, an adaptation of the POSSU scale, the strengths use subscale of the SUDCO scale, and the core self-evaluation scale. Data processing and analysis was carried out using model 7 of Macro PROCESS HAYES' in SPSS version 26. The results show that strengths use partially mediates the effect of perceived supervisor support for strengths use on thriving at work. On the other hand, core self-evaluation does not moderate the indirect effect of perceived supervisor support for strengths use on thriving at work. The study results provide implications in the form of understanding for government organizations that thriving at work can be encouraged through PSSSU. Apart from that, the impact of PSSSU on thriving at work can be increased by ensuring ASN practice strengths use as a response to the PSSSU obtained."

"Thriving at work merupakan hal yang penting karena karyawan yang thriving cenderung lebih produktif, memiliki kesehatan mental yang lebih baik, dan lebih berkomitmen terhadap pekerjaan mereka. Penelitian ini bertujuan untuk menguji peran kepemimpinan diri sebagai mediator, dan otonomi kerja sebagai moderator pada hubungan langsung conscientiousness terhadap kepemimpinan diri dan hubungan tidak langsung antara conscientiousness terhadap thriving at work melalui kepemimpinan diri. Penelitian ini dilakukan dengan survei menggunakan teknik convenience sampling (N = 259). Hasil penelitian menunjukkan kepemimpinan diri memediasi hubungan antara trait conscientiousness dengan thriving at work. Penelitian menunjukkan bahwa otonomi kerja memoderasi hubungan antara conscientiousness dengan kepemimpinan diri. Selain itu, hasil juga menunjukkan bahwa otonomi kerja memoderasi hubungan antara conscientiousness dengan thriving at work melalui kepemimpinan diri. Implikasi dari penelitian ini adalah penggunaan teori conservation of resources dalam menjelaskan hasil penelitian. Secara praktis, penelitian ini memberikan saran bagi orgaisasi untuk mempertimbangkan trait conscientiousness dalam melakukan rekrutmen karyawan.

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Thriving at work is important because thriving employees are more productive, have better mental health, and are more committed to their work. This study examines the role of self-leadership as a mediator, and work autonomy as a moderator on the direct relationship of conscientiousness to self-leadership and the indirect relationship between conscientiousness to thriving at work through self-leadership. This research was conducted with a survey using a convenience sampling technique (N = 259). The results showed that self-leadership mediates the relationship between trait conscientiousness and thriving at work. The research shows that work autonomy moderates the relationship between conscientiousness and self-leadership. In addition, results show that work autonomy moderates the relationship between conscientiousness and thriving through self-leadership. The implication of this study is the use of conservation of resources theory in explaining the study results. Practically, this study suggests that organizations consider trait conscientiousness in recruiting employees."

"Peristiwa yang terjadi selama pandemi Covid-19 telah mengubah dinamika kerja, dengan karyawan Generasi Z. Dengan itu, penting untuk memahami penyesuaian sistem pekerjaan untuk Generasi Z dalam memaksimalkan strengths use karyawan guna memberikan dampak positif terhadap dirinya sendiri dan organisasi. Berdasarkan berbagai penelitian, Generasi Z sangat mempertimbangkan work flexibility dan meaningful work sebagai cara untuk meningkatkan strengths use mereka. Penelitian ini bertujuan untuk mengeksplorasi peran meaningful work sebagai mediator dalam hubungan antara work flexibility dan strengths use pada karyawan Generasi Z. Partisipan penelitian ini terdiri dari 357 karyawan Generasi Z, berusia 21-29 tahun, dengan komposisi 193 laki-laki dan 164 perempuan. Metode yang digunakan adalah kuantitatif non-eksperimental dengan desain within-subject posttest, menggunakan kuesioner yang dianalisis melalui uji korelasi dan regresi mediasi dengan PROCESS Macro (Model 4) di SPSS versi 27. Hasil penelitian menunjukkan meaningful work tidak signifikan dalam memediasi hubungan antara work flexibility dan strengths use (p < 0.05). Namun, work flexibility menunjukkan efek negatif signifikan pada strengths use di kategori WFH, WFO, dan working time flexibility tinggi. Hasil ini menunjukkan bahwa pengaruh work flexibility terhadap strengths use bervariasi tergantung pada kondisi tempat dan waktu kerja, dan peran mediasi meaningful work tidak terbukti signifikan. Berdasarkan hasil penelitian ini, penting untuk perusahaan menyeimbangkan fleksibilitas dan rigiditas sistem pekerjaan.

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The events that occurred during the Covid-19 pandemic have changed the dynamics of work, especially for Generation Z employees. Therefore, it is important to understand the adjustment of work systems for Generation Z to maximize their strengths use, thereby providing positive impacts for both themselves and the organization. Based on various studies, Generation Z highly values work flexibility and meaningful work as ways to enhance their strengths use. This study aims to explore the role of meaningful work as a mediator in the relationship between work flexibility and strengths use among Generation Z employees. The participants of this study consisted of 357 Generation Z employees, aged 21-29 years, with 193 males and 164 females. The method used was a non-experimental quantitative design with a within-subject posttest design, using questionnaires analyzed through correlation and mediation regression tests with PROCESS Macro (Model 4) in SPSS version 27. The results showed that meaningful work was not significant in mediating the relationship between work flexibility and strengths use (p < 0.05). However, work flexibility showed a significant negative effect on strengths use in the categories of WFH, WFO, and high working time flexibility. These results indicate that the influence of work flexibility on strengths use varies depending on the conditions of place and time of work, and the mediating role of meaningful work was not proven significant. Based on these findings, it is important for companies to balance flexibility and rigidity in work systems."

"Inovasi merupakan salah satu nilai yang penting bagi PT X. Meskipun demikian, saat ini perilaku kerja inovatif karyawan PT X masih belum optimal. Situasi ini terjadi karena karyawan merasa belum memperoleh dukungan dalam berinovasi, sehingga karyawan kurang bersemangat untuk menampilkan perilaku kerja inovatif. Penelitian ini bertujuan untuk mengetahui peran perkembangan di tempat kerja dalam memediasi hubungan persepsi dukungan organisasi dan perilaku kerja inovatif. Subjek penelitian ini adalah karyawan PT X yang berjumlah 107 orang. Analisis data dilakukan dengan menggunakan PROCESS by Hayes model 4 yang terkoneksi dengan SPSS 26. Hasil analisis data menunjukkan skor koefisien efek langsung sebesar 0.088 p value= 0.141 > 0.05, sedangkan skor koefisien efek tidak langsung yang diperoleh sebesar 0.81 dengan rentang antara 0.50 hingga 1.10 pada taraf kepercayaan 95%. Efek tidak langsung yang signifikan disertai dengan efek langsung yang tidak signifikan menunjukkan bahwa perkembangan di tempat kerja memediasi hubungan persepsi dukungan organisasi dan perilaku kerja inovatif. Peran mediasi tersebut bersifat complete mediation.

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Innovation is one of the essential values for PT X. However, the innovative work behavior of PT X employees is still not optimal. This situation occurs because employees do not perceived organizational support from the company. This situation makes employees less enthusiastic to performed innovative work behavior. This study aims to determine the role of thriving at work in mediating the relationship between perceived organizational support and innovative work behavior. The subjects of this study were 107 employees of PT X. The data analysis is using PROCESS by Hayes model 4 connected to SPSS 26. The data analysis results showed the direct effect coefficient value =0.088, p value= 0.141 > 0.05, whereas the indirect effect coefficient value = 0.809, that ranged between 0.50 to 1.10 at the 95% confidence level. The significant indirect effect accompanied by the insignificant direct effect suggests that thriving at work mediates the relationship between perceived organizational support and innovative work behavior. Furthermore, the mediation role is called complete mediation"

"Tujuan dari penelitian adalah untuk melihat bagaimana pekerjaan yang bermakna dan rasa kebersamaan mempengaruhi niat untuk tinggal melalui kesejahteraan di tempat kerja. Karyawan perusahaan asuransi dipilih sebagai partisipan dalam penelitian, dengan jumlah sampel 180 orang. Model persamaan struktural digunakan untuk menganalisis data. Penelitian menunjukkan bahwa memiliki rasa kebersamaan dan melakukan pekerjaan yang berarti meningkatkan kesejahteraan di tempat kerja dan niat untuk tinggal. Perbedaan diamati pada efek dimensi yang berbeda dari kesejahteraan karyawan pada niat untuk tinggal. Penelitian merupakan terobosan dalam mengkonseptualisasikan dan menguji model teoritis yang menghubungkan pekerjaan yang bermakna, perasaan komunitas, kesejahteraan di tempat kerja, dan niat untuk tinggal khususnya dalam konteks karyawan perusahaan asuransi

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The aim of the study was to see how meaningful work and a sense of community affect intention to stay through workplace well-being. Insurance company employees were selected as participants in the study, with a sample size of 180 people. Structural equation model was used to analyze the data. Research shows that having a sense of community and doing meaningful work increases well-being at work and intention to stay. Differences were observed in the effect of different dimensions of employee well-being on intention to stay. The research is groundbreaking in conceptualizing and testing theoretical models linking meaningful work, feelings of community, workplace well-being, and intention to stay particularly in the context of insurance company employees."

"Kelelahan kerja merupakan perasaan lelah yang menyebabkan penurunan kemampuan kerja. Meski dapat ditemukan di setiap sektor industri, beberapa sektor lebih rentan terhadap kondisi ini karena kombinasi dari berbagai faktor risiko. Salah satunya adalah sektor tambang. Hingga saat ini, penelitian terkait kelelahan kerja di pertambangan belum banyak dilakukan pada pekerja mine support. Divisi X sebagai salah satu divisi mine support PT X telah mengalami insiden boat di mana kelelahan kerja terindikasi sebagai salah satu faktor laten. Penelitian ini bertujuan memberikan gambaran komprehensif mengenai kejadian kelelahan kerja serta faktor risikonya, baik terkait kerja maupun tidak terkait kerja, yang dialami oleh operator boat di Divisi X PT X tahun 2023. Penelitian menggunakan metode kualitatif dengan desain penelitian deskriptif. Pengumpulan data dilakukan menggunakan kuesioner Subjective Self Test oleh Industrial Fatigue Research Committee, wawancara mendalam, pengisian formulir, dan dokumentasi. Informan terdiri atas informan utama, yaitu operator boat, sejumlah lima orang dan informan kunci, yaitu supervisor operator boat, sejumlah satu orang. Variabel yang diteliti terdiri dari kelelahan kerja, faktor risiko terkait kerja (pengalaman kerja, desain kerja, durasi kerja, waktu istirahat, shift kerja, dan lingkungan kerja), serta faktor risiko tidak terkait kerja (durasi tidur, kualitas tidur, dan waktu perjalanan). Berdasarkan hasil penelitian, diketahui bahwa semua operator boat Divisi X PT X mengalami kelelahan kerja tingkat ringan atau sedang, dengan faktor risiko terkait kerja yang dialami adalah desain kerja, durasi kerja, waktu istirahat, shift kerja, dan lingkungan kerja. Sementara faktor risiko tidak terkait kerja adalah durasi tidur, kualitas tidur, dan waktu perjalanan.

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Work fatigue refers to the feeling of tiredness that resulted in reduced work performance. While this condition can be found in every industrial sector, some are more susceptible than others due to the combination of risk factors. Such example is the mining industry. Research on work fatigue in mine support workers is currently limited. Division X, one of the mine support division in PT X, has recently experienced a boat incident in which work fatigue was indicated as a latent factor. This research aims to provide a comprehensive overview of work fatigue experienced by boat operators in Division X of PT X in 2023, along with its related risk factors, both work- and non-work-related. This research uses qualitative method with descriptive design. Data is collected through Subjective Self Test questionnaire by Industrial Fatigue Research Committee, in-depth interviews, data form, and documentation. Informants consist of five boat operators as main informants and one direct supervisor as key informant. Variables studied consist of work fatigue, its work-related risk factors (work experience, work design, work duration, rest time, shift work, and work environment), and non-work-related risk factors (sleep duration, sleep quality, and commuting time). Result shows that all boat operators in Division X of PT X experience mild to moderate occupational fatigue, with work-related risk factors found being work duration, rest time, shift work, and work environment. Meanwhile, non-work-related factors include sleep duration, sleep quality, and commuting time."

"Penelitian empiris ini mengidentifikasi sumber-daya yang menjadi anteseden dari Spirit at Work SW dalam sebuah kajian dengan kerangka teori RBV. Penelitian empiris menganalisa 530 data yang diambil dari perusahan telekomunikasi terkemuka di Indonesia yang menunjukkan interaksi antara sumber daya organisasi organizational resources dalam bentuk variable Spiritual leadership SL , yaitu: Visi Vision=V , Iman/Keyakinan Hope/Faith=H/F , Cinta tanpa syarat Altruistic love = AL , Makna/Panggilan Jiwa Meaning/calling = MC dan keanggotaan Membership = M , dan sumber daya manusia dalam bentuk Spiritualitas Individu Individual Spirituality = IS , dalam mempengaruhi Spirit dalam Bekerja Spirit at Work = SW . Selanjutnya, SW juga diuji pengaruhnya terhadap Kepuasan Kerja Job Satisfaction = JS dan Komitmen terhadap Organisasi Organizational Commitment = OC sebagai faktor yang menjadi keunggulan kompetitif pada industri jasa pelayanan.Temuan penelitian menunjukkan bahwa semua variabel yang terkait pekerjaan, signifikan terhadap SW. AL terlihat signifikan mempengaruhi SW pada konteks responden dengan Spiritualitas Individu yang cenderung lebih rendah. SW terlihat berpengaruh signifikan terhadap JS dan OC. Pada variable Vision, AL and Membership organisasi memegang peran utama dalam menumbuhkan SW. Pada Hope/Faith dan Meaning/Calling organisasi lebih berperan sebagai secondary role dimana spiritualitas individu lebih berperan terhadap SW.

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This empirical research identifies the possible resources as antecedents of Spirit at Work SW in an RBV framework. The research empirically examines 530 data taken from a leading telco company on the interaction between organizational resources in the form of spiritual leadership SL variables Vision, hope faith, altruistic love AL , meaning calling and membership and human resource in the form of Individual Spirituality IS , toward SW. Further, SW is tested toward Job Satisfaction JS and Organizational Commitment OC as competitive advantages in the Service Industry.Findings show that all work related SL variables are significant toward SW. Altruistic Love shows significant influence toward SW in the context of lower IS. The SW is also significantly and positively impacting JS and OC. In supporting the variables of Vision, AL and Membership, organizational supports serve as the primary role to influence Spirit at Work. Hope Faith and Meaning Calling rely more on employees rsquo intrinsic factors, for these variables, the organization serve as the secondary role. These variables are showing higher influence toward SW in group of higher IS."

"Penelitian ini mengukur hubungan antara tiga variabel yaitu autonomy support, strengths use, dan harmonious passion secara korelasional.Industri kreatif menunjukkan peranan penting dalam sebagai roda dalam perekomian Indonesia  (Sugiarto, 2018). Pada era industri kreatif, kreativitas menjadi sebuah modal penting bagi karyawan untuk dapat bersaing. Harmonious passion kemudian ditemukan sebagai faktor yang memengaruhi kreativitas seseorang  (Liu, Chen, dan Yao, 2011). Dengan demikian penelitian saat ini ditujukan untuk mengetahui faktor pembentuk harmonious passion sehingga dapat memengaruhi kreativitas. Peneliti berhipotesis bahwa strengths use dapat memediasi hubungan antara autonomy support dan harmonious passion. Penelitian ini melibatkan karyawan penuh waktu yang bekerja di bidang industri kreatif (N = 133). Alat ukur yang digunakan adalah Work Climate Questionnaire, Passion Scale, dan Strengths Use Scale. Hasil penelitian menunjukkan bahwa terdapat efek langsung antara autonomy support terhadap harmonious passion ( = 0,42,>p < 0,05), efek tidak langsung antara autonomy support terhadap harmonious passion melalui strengths use (>ab) sebesar 0,12, p < 0,05), dan total efek (c) autonomy support, strengths use, dan harmonious passion sebesar 0,54 , p < 0,05. Akhirnya, dapat disimpulkan bahwa strengths use dapat memediasi hubungan antara autonomy support dan harmonious passion secara parsial.

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This study measures the relationship between three variables, namely autonomy support, strengths use, and harmonious passion in a correlational study. The creative industry shows an important role in Indonesias economy (Sugiarto, 2018). In the era of the creative industry, creativity is an important thing for employees to be able to compete. Harmonious passion is found as a factor that influences a persons creativity (Liu, Chen, and You, 2011). Thus the study aimed to find out the forming factors of the harmonious passion that influence creativity. The researcher hypothesizes that strengths use can mediate the relationship between autonomy support and harmonious passion. This study involves full-time employees working in the creative industry (N = 133). Measuring instruments used by the Work Climate Questionnaire, Passion Scale, and Use Scale Strengths. . The results showed that there was a direct effect between autonomy support for harmonious passion (c = 0.42, p <0.05), the indirect effect of autonomy support on harmonious passion through strengths use (ab) of 0.12, p < 0.05), and the total effect (c) of autonomy support, strengths use, and harmonious passion is 0.54, p <0.05. Finally, it can be concluded that strengths use can mediate the relationship between autonomy support and harmonious passion partially."