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"Tujuan dari penelitian ini adalah mengetahui apakah keempat dimensi kreasi kerja, yaitu meningkatkan sumber daya sosial pekerjaan, meningkatkan sumber daya struktural pekerjaan, meningkatkan tuntutan pekerjaan yang menantang, serta menurunkan tuntutan pekerjaan yang menghambat memiliki korelasi dengan kesejahteraan karyawan. Penelitian ini adalah penelitian korelasional dengan metode kuantitatif nonexperimental. Metode pengumpulan data yang digunakan adalah nonprobability convenience sampling. Alat ukur yang digunakan pada penelitian ini yaitu skala kreasi kerja, dan skala kesejahteraan karyawan. Kreasi kerja akan diukur secara multidimensional sedangkan kesejahteraan karyawan akan diukur secara unidimensional. Seluruh alat ukur yang digunakan ditemukan reliabel untuk digunakan. Uji hipotesis menggunakan pearson correlation yang dilakukan kepada 340 karyawan di Indonesia, menemukan bahwa korelasi antar a meningkatkan sumber daya sosial pekerjaan, meningkatkan sumber daya struktural pekerjaan, meningkatkan tuntutan pekerjaan yang menantang, serta menurunkan tuntutan pekerjaan yang menghambat dengan kesejahteraan karyawan adalah positif dan signifikan. Hal ini berarti karyawan yang meminta saran, bimbingan, serta arahan, berusaha mengembangkan diri, mencari peluang baru, dan mengurangi beban kerja juga menilai dirinya sejahtera. Meski begitu terdapat keterbatasan dan saran bagi peneliti selanjutnya yang berminat untuk melakukan penelitian serupa, serta saran bagi karyawan dan organisasi yang ingin meningkatkan kesejahteraan karyawan, misalnya karyawan dapat meminta saran, bimbingan, serta arahan.

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The purpose of this study was to determine whether the four dimensions of job crafting, namely increasing social job resources, increasing structural job resources, increasing challenging job demands, and reducing inhibiting job demands have a correlation with employee wellbeing. This research is correlational research with a nonexperimental quantitative method. The data collection method used is non-probability convenience sampling. The measuring instrument used in this study is the job crafting scale and the employee wellbeing scale. Job crafting will be measured multidimensionally while employee wellbeing will be measured unidimensionally. All measuring instruments used were found to be reliable for use. Hypothesis testing using Pearson correlation conducted on 340 employees in Indonesia, found that the correlation between increasing job social resources, increasing job structural resources, increasing challenging job demands, and decreasing hindering job demands with employee wellbeing is positive and significant. This means that employees who ask for advice, guidance, and direction, try to develop themselves, look for new opportunities, and reduce workloads, also consider themselves have employee wellbeing. Even so, there are limitations and suggestions for further researchers who are interested in conducting similar research, as well as suggestions for employees and organizations who want to improve employee well-being, for example, employees can ask for advice, guidance, and direction."

"Penelitian ini dilakukan untuk mengetahui pengaruh kepemimpinan perubahan terhadap kesiapan individu untuk berubah. Pengukuran kepemimpinan perubahan menggunakan alat ukur Characteristic Change Leader Inventory (Mangundjaya,2020) dan kesiapan individu untuk berubah menggunakan alat ukur Individual readiness to change (Holt dkk 2007). Responden pada penelitian ini berjumlah 90 karyawan PT.X dan memiliki karateristik lama bekerja minimal selama dua tahun. Hasil penelitian menunjukkan bahwa terdapat pengaruh yang signifikan antara kepemimpinan perubahan terhadap kesiapan individu untuk berubah (B = .671, p < .05).

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The purpose of this research is to see the effect of change leader towards employees' readiness to change. This research exerts Characteristic Change Leader Inventory (Mangundjaya, 2020) to measure change leader and Individual readiness to change (Holt dkk 2007) to measure the employees’ readiness to change. Participants of this research were 90 employees of PT.X and had the characteristics of a minimum of two years of work. The result of this research indicates that change leader (B = .671, p < .05) had a significant effect towards employees’ readiness to change."

"Work status dissimilarity is a phenomenon that occurs almost worldwide, and has significant impacts on how workers make sense of their tasks, and their relationships with their organizations. Even though the application of work status dissimilarity is widespread, there is a lack of understanding in this area. To answer this challenge,the first question that this current study asks is: "Does work status dissimilarity influence employees' perception of contract breach?" Perceived contract breach is defined as the extent to which employees perceive that their organizations violate the unwritten agreement between employees and organizations. Further, this current study asks: "Is the relationship between perceived contract breach and job insecurity moderated by perceived organizational support?" To answer the research questions, this study applied a survey design and collected data from 185 people in a logistic service company in Jakarta- Indonesia and analyzed the hypothesized relationships using moderated multiple regressions. Results support the hypothesis that perceived organizational support moderates the relationship between perceived contract breach and job insecurity. Interestingly, however, this current study does not find support that work status dissimilarities affect perceived contract breach. The implications of the study on theory and practice are discussed."

"Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara psychological capital dan in-role performance pada sales promotion girls. Psychological capital merupakan suatu keadaan perkembangan psikologis yang positif pada individu dengan empat karakteristik, yaitu self-efficacy, hope, optimism, dan resiliency (Luthans, Youssef, & Avolio, 2007). In-role performance didefinisikan sebagai perilaku yang dituntut atau diharapkan dan merupakan dasar dari job performance reguler dan yang sedang berjalan (Katz, 1964 dalam Van Dyne & LePine, 1998). Pengukuran psychological capital menggunakan alat ukur Psychological Capital Questionnaire (Luthans, Youssef, & Avolio, 2007) dan pengukuran in-role performance menggunakan kategori in-role performance pada alat ukur Job Performance Questionnaire (Van Dyne & LePine, 1998). Dalam penelitian ini, in-role performance sales promotion girls dinilai oleh atasan langsung mereka. Partisipan dalam penelitian ini berjumlah 221 sales promotion girls dengan masa kerja minimal 1 bulan.Hasil penelitian ini menunjukkan terdapat hubungan positif yang signifikan antara psychological capital dan in-role performance (r = 0,189; p = 0,005, signifikan pada L.o.S 0.01). Artinya, semakin tinggi psychological capital yang dimiliki seseorang, maka semakin tinggi pula in-role performance yang ditampilkan. Selain itu, komponen psychological capital yang memberikan sumbangan paling besar pada in-role performance yaitu self-efficacy.This research was conducted to find the correlation between psychological capital and in-role performance among sales promotion girls. Psychological Capital is an individual?s positive psychological state of development and is characterized by self-efficacy, hope, optimism, and resiliency (Luthans, Youssef, & Avolio, 2007). In-role performance is defined as the required or expected behavior and is the basis of regular and ongoing job performance (Katz, 1964 in Van Dyne & LePine, 1998). Psychological capital was measured using a modification instrument named Psychological Capital Questionnaire (Luthans, Youssef, & Avolio, 2007) and in-role performance was measured using the in-role performance category from a modification instrument named Job Performance Scale (Van Dyne & LePine, 1998). Sales promotion girls? in-role performance was rated by their direct supervisor. The participants of this research are 221 sales promotion girls who have at least work in a company for a month.

The main results of this research show that psychological capital is positively correlated significantly with in-role performance (r = .189; p = .005, significant at L.o.S 0.01). That is, the higher psychological capital of one?s own, the higher in-role performance is showed. Furthermore, self-efficacy is the psychological capital?s component that gives the biggest contributions toward in-role performance."

"Penelitian ini bertujuan untuk mendapatkan gambaran perbedaan psychological capital pada Generasi X dan Generasi Y. Pengukuran psychological capital dilakukan dengan menggunakan psychological capital questionnaire oleh Luthans, Youssef, dan Avolio. Partisipan pada penelitian ini berjumlah 245 orang karyawan Generasi X dan Generasi Y yang bekerja di perusahaan di daerah Jabodetabek. Hasil pengolahan data menggunakan independent sample t-test, menemukan bahwa tidak terdapat perbedaan psychological capital yang signifikan antara karyawan Generasi X M = 4.83, SD = .44 dan Generasi Y M = 4.62, SD = .56 , t 243 = 3.25, p > .01, one-tailed.

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The purpose of this study is to examine the differences in psychological capital between Generation X and Generation Y employees. Psychological capital was measured using psychological capital questionnaire PCQ . The sample of this study consisted of 245 participants who worked in companies in Jabodetabek. The result of the study using independent sample t test shows that there is no significant difference in psychological capital among Generation X M 4.83, SD .44 and Generation Y M 4.62, SD .56 , t 243 3.25, p .01, one tailed."

"Penelitian ini dilakukan untuk melihat hubungan antara psychological capital dan komitmen organisasi pada perawat. Pengukuran psychological capital menggunakan alat ukur psychological capital questionnaire (Luthans, et al., 2007) dan pengukuran komitmen organisasi menggunakan alat ukur Commitment scale items (Allen dan Meyer, 1990). Partisipan berjumlah 175 orang perawat. Hasil penelitian ini menunjukkan terdapat hubungan positif yang signifikan antara psychological capital dengan komitmen organisasi pada perawat (r = 0.149; p = 0.050, signifikan pada L.o.S 0.05). Artinya, semakin tinggi psychological capital yang dimiliki oleh seseorang, maka semakin tinggi pula komitmen organisasi yang dimiliki orang tersebut. Selain itu, komponen psychological capital yang memiliki sumbangan paling besar, yaitu self-efficacy. Berdasarkan hal tersebut, seorang perawat perlu ditingkatkan psychological capital-nya terutama komponen self-efficacy sebagai salah satu faktor yang meningkatkan komitmen organisasi.This research was conducted to find the correlation between psychological capital and organizational commitment among nurses. Psychological Capital was measured using an instrument named psychological capital questionnaire (Luthans, et al., 2007) and organizational commitment was measured using an instrument named commitment scale items (Allen and Meyer, 1990). The participants of this research are 175 nurses. The main results of this research show that psychological capital positively correlated with organizational commitment (r = 0.149; p = 0.050, significant at L.o.S 0.05). which means, the higher psychological capital someone‟s own, showing the higher organizational commitment. Furthermore, the biggest contribution component of psychological capital toward organizational commitment was self-efficacy. Based on these result nurses need to improve the psychological capital especially self-efficacy, as one of factor that increasing organizational commitment."

"Penelitian ini bertujuan untuk menguji pengaruh workplace ostracism terhadap produktivitas mahasiswa magang dengan emotional exhaustion dan lack of motivation sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif dengan desain penelitian konklusif. Teknik pengambilan sampel yang digunakan adalah purposive sampling, dengan melibatkan 244 responden mahasiswa S1 aktif yang sedang atau telah mengikuti program magang di wilayah Jabodetabek. Analisis data dilakukan menggunakan SPSS 25 untuk analisis deskriptif dan LISREL 8.80 untuk pengujian hipotesis melalui Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa workplace ostracism berpengaruh signifikan dalam meningkatkan emotional exhaustion dan lack of motivation, serta secara langsung menurunkan produktivitas mahasiswa magang. Emotional exhaustion terbukti menjadi mediator parsial yang signifikan, sedangkan lack of motivation menunjukkan peran sebagai mediator kompetitif yang menunjukan hubungan tidak langsung yang positif bertentangan arah dengan pengaruh langsung yang negatif. Temuan ini mencerminkan bahwa dalam konteks kerja jangka pendek dan tugas yang bersifat rutin, produktivitas tetap dapat dipertahankan meskipun terjadi penurunan motivasi, terutama karena tekanan eksternal dan pengawasan ketat. Penelitian ini memberikan implikasi praktis bagi organisasi dan institusi pendidikan untuk menciptakan lingkungan magang yang suportif dan bebas dari pengucilan sosial, guna menjaga kesehatan psikologis dan kinerja mahasiswa magang secara berkelanjutan.

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The objective of this study is to examine the effect of workplace ostracism on the productivity of internship students, with emotional exhaustion and lack of motivation as mediating variables. This research adopts a quantitative approach with a conclusive research design. The sampling technique used is purposive sampling, involving 244 undergraduate students who are currently or have previously participated in internship programs within the Greater Jakarta area (Jabodetabek). Data analysis was conducted using SPSS 25 for descriptive analysis and LISREL 8.80 for hypothesis testing through Structural Equation Modeling (SEM). The findings indicate that workplace ostracism significantly increases emotional exhaustion and lack of motivation, and directly decreases the productivity of internship students. Emotional exhaustion is found to be a significant partial mediator, while lack of motivation acts as a competitive mediator, where the indirect positive relationship contrasts with the direct negative effect. These findings suggest that in short-term work contexts involving routine tasks, productivity can still be maintained despite declining motivation, primarily due to external pressure and close supervision. This study provides practical implications for organizations and educational institutions to foster supportive and inclusive internship environments in order to safeguard the psychological well-being and performance of internship students."

"Penelitian ini bertujuan untuk menguji pengaruh workplace ostracism terhadap produktivitas mahasiswa magang dengan emotional exhaustion dan lack of motivation sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif dengan desain penelitian konklusif. Teknik pengambilan sampel yang digunakan adalah purposive sampling, dengan melibatkan 244 responden mahasiswa S1 aktif yang sedang atau telah mengikuti program magang di wilayah Jabodetabek. Analisis data dilakukan menggunakan SPSS 25 untuk analisis deskriptif dan LISREL 8.80 untuk pengujian hipotesis melalui Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa workplace ostracism berpengaruh signifikan dalam meningkatkan emotional exhaustion dan lack of motivation, serta secara langsung menurunkan produktivitas mahasiswa magang. Emotional exhaustion terbukti menjadi mediator parsial yang signifikan, sedangkan lack of motivation menunjukkan peran sebagai mediator kompetitif yang menunjukan hubungan tidak langsung yang positif bertentangan arah dengan pengaruh langsung yang negatif. Temuan ini mencerminkan bahwa dalam konteks kerja jangka pendek dan tugas yang bersifat rutin, produktivitas tetap dapat dipertahankan meskipun terjadi penurunan motivasi, terutama karena tekanan eksternal dan pengawasan ketat. Penelitian ini memberikan implikasi praktis bagi organisasi dan institusi pendidikan untuk menciptakan lingkungan magang yang suportif dan bebas dari pengucilan sosial, guna menjaga kesehatan psikologis dan kinerja mahasiswa magang secara berkelanjutan.

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The objective of this study is to examine the effect of workplace ostracism on the productivity of internship students, with emotional exhaustion and lack of motivation as mediating variables. This research adopts a quantitative approach with a conclusive research design. The sampling technique used is purposive sampling, involving 244 undergraduate students who are currently or have previously participated in internship programs within the Greater Jakarta area (Jabodetabek). Data analysis was conducted using SPSS 25 for descriptive analysis and LISREL 8.80 for hypothesis testing through Structural Equation Modeling (SEM). The findings indicate that workplace ostracism significantly increases emotional exhaustion and lack of motivation, and directly decreases the productivity of internship students. Emotional exhaustion is found to be a significant partial mediator, while lack of motivation acts as a competitive mediator, where the indirect positive relationship contrasts with the direct negative effect. These findings suggest that in short-term work contexts involving routine tasks, productivity can still be maintained despite declining motivation, primarily due to external pressure and close supervision. This study provides practical implications for organizations and educational institutions to foster supportive and inclusive internship environments in order to safeguard the psychological well-being and performance of internship students."