Jurnal Ilmu Perilaku
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Analisis Kepuasan Hidup Berdasarkan Gender dan Jenis Pekerjaan pada Karyawan Penuh Waktu dan Freelancer
No full textThe transformation of work patterns in the era of the gig economy has introduced new dynamics into the labor market, influencing how individuals perceive life satisfaction and overall well-being. This phenomenon reflects a growing preference between stable full-time employment and the flexibility of freelance work. While many studies on well-being have emphasized economic or workplace factors, limited research has examined how employment type and gender shape differences in life satisfaction, particu larly in the Indonesian context. Addressing this gap is crucial for developing inclusive labor policies that support diverse worker experiences. Therefore, this study aims to explore differences in life satisfaction between full-time employees and freelancers, as well as the role of gender in influencing these differences. Data were collected from 200 workers in the Greater Jakarta area (102 full-time, 98 freelancers) and analyzed using the Satisfaction with Life Scale (SWLS), independent sample t-test, and two-way ANOVA. The results indicate no significant difference in life satisfaction between employment types (p = .103), suggesting that flexibility provides benefits across both groups. However, female workers reported higher life satisfaction (p = .001), supported by their ability to manage work–life balance and stronger social support. No significant interaction effects were found between gender and employment type (p = .247). These findings highlight that subjective work experiences have stronger effects on life satisfaction than demographic characteristics. This research contributes to the literature on the gig economy, gender studies, and well-being, while offering practical recommendations for organizations to design inclusive policies that enhance worker welfare across employment types.Penelitian ini mengkaji perbedaan kepuasan hidup antara karyawan penuh waktu dan freelancer serta peran gender. Dengan berkembangnya ekonomi gig, pengaruh jenis pekerjaan dan gender pada kesejahteraan perlu dipahami. Data dari 200 karyawan Indonesia (102 penuh waktu, 98 freelancer) dianalisis menggunakan Satisfaction with Life Scale (SWLS), t-test, dan ANOVA dua arah. Hasil menunjukkan tidak ada perbedaan signifikan kepuasan hidup antar jenis pekerjaan (*p* = ,103), mengindikasikan manfaat fleksibilitas bagi kedua kelompok. Perempuan memiliki kepuasan hidup lebih tinggi (*p* = ,001), didukung kemampuan mengelola kerja-hidup dan dukungan sosial. Tidak ada interaksi gender-jenis pekerjaan (*p* = ,247), menegaskan pengalaman kerja subjektif lebih berpengaruh daripada demografi. Temuan ini menekankan pentingnya kebijakan inklusif untuk kesejahteraan pekerja. Penelitian menghubungkan dinamika ekonomi gig, studi gender, dan well-being, memberikan rekomendasi praktis bagi organisasi
Can Virtual Influencers Be Trusted Like Humans? A Social-Psychological Study in Indonesia
No full text. In Indonesia’s collectivistic yet mobile first marketplace, virtual influencers have evolved from eye catching avatars into algorithmic peers whose persuasive power rests on a blend of social conformity and personal enjoyment. Leveraging the Artificial Intelligence Device Use Acceptance (AIDUA) model, this study isolates primary (cognitive) and secondary (affective) appraisals to explain why users embrace—or recoil from—synthetic personae. A cross sectional online survey of 286 Indonesian social media users (aged 18 35) tested a structural model linking social influence and hedonic motivation to performance expectancy, anthropomorphism to effort expectancy, and both cognitions to discrete positive and negative emotions. Variance based SEM (SmartPLS 4) produced robust psychometrics and significant pathways: social influence (β = .34) and hedonic motivation (β = .46) jointly explained 45 % of performance expectancy, while anthropomorphism sharply reduced perceived effort (β = .61; R² = .38). Performance expectancy amplified positive emotion (β = .48) and effort expectancy mitigated negative emotion (β = −.41), with the model accounting for 42 % of positive and 29 % of negative affect. These results uncover “utilitarian collectivism”—a dual cognitive–affective engine wherein peer validation and hedonic thrill sustain utilitarian value—and position anthropomorphism as a usability heuristic rather than a mere novelty cue.Di pasar Indonesia yang kolektivistik sekaligus mobile-first, influencer virtual tidak lagi sekadar avatar mencolok, tetapi telah menjadi “rekan” algoritmik yang daya persuasinya bertumpu pada perpaduan konformitas sosial dan kesenangan personal. Berbasis model Artificial-Intelligence Device Use Acceptance (AIDUA), penelitian ini memisahkan tahapan penilaian primer (kognitif) dan sekunder (afektif) guna menjelaskan mengapa pengguna menerima—atau justru menolak—persona sintetis. Survei daring potong lintang terhadap 286 pengguna media sosial Indonesia (usia 18–35 tahun) menguji model struktural yang mengaitkan pengaruh sosial dan motivasi hedonik dengan ekspektasi kinerja, antropomorfisme dengan ekspektasi usaha, serta kedua penilaian tersebut dengan emosi positif dan negatif yang terpisah. Analisis SEM berbasis varians (SmartPLS 4) menunjukkan psikometri yang kokoh dan jalur yang signifikan: pengaruh sosial (β = 0,34) dan motivasi hedonik (β = 0,46) bersama-sama menjelaskan 45 % variansi ekspektasi kinerja, sementara antropomorfisme secara tajam menurunkan persepsi usaha (β = 0,61; R² = 0,38). Ekspektasi kinerja meningkatkan emosi positif (β = 0,48) dan ekspektasi usaha mengurangi emosi negatif (β = −0,41), sehingga model ini memerinci 42 % variansi afek positif dan 29 % afek negatif. Temuan ini menyingkap “kolektivisme utilitarian”—mesin kognitif-afektif ganda di mana validasi rekan sebaya dan kegembiraan hedonik menopang nilai utilitarian—serta menempatkan antropomorfisme sebagai heuristik kegunaan alih-alih sekadar daya tarik baru
Adaptasi dan Validasi Awal Skala Sistem Kerja Terintegrasi Kesejahteraan dan Kinerja Tinggi di Indonesia
No full textIn a competitive workplace, companies are not only required to increase employee productivity but also to ensure their well-being. High-Performance Work Systems (HPWS) have long been used to improve organizational efficiency and performance. However, their implementation is often associated with excessive work pressure, which can negatively impact employee mentality. The urgency of this research stems from the need to develop an integrated HPWS focused on employee well-being, namely the High Well-Being Performance Work Systems (HWBPWS) model. However, existing studies and measurement tools have been developed primarily in Western contexts, raising cultural and contextual concerns for their application in Southeast Asia. This study aims to adapt and validate the HWBPWS scale for the Indonesian workforce. This adaptation followed the International Testing Commission (ITC) guidelines, including translation, expert review, and readability testing. The measurement model was tested using PLS-SEM with the assistance of SmartPLS 4 software. Evaluation of the measurement model included testing convergent validity, internal reliability, and discriminant validity. Data were collected from 123 employees across various industries and analyzed using confirmatory factor analysis. The CFA analysis showed that all items in the final construct had outer loading values above 0.70. In addition, the Cronbach's Alpha and Composite Reliability values for all constructs were above 0.70, and the AVE value exceeded 0.50. Thus, the HWBPWS construct was declared valid and reliable. The results showed that the Indonesian version of the HWBPWS retained 40 fit items across 10 dimensions, with three dimensions removed due to low reliability. All constructs achieved acceptable validity and reliability. These findings provide an evidence-based tool for assessing HR practices that simultaneously improve employee performance and well-being, with important implications for HR management research and practice in Indonesia.Di tempat kerja yang kompetitif, perusahaan tidak hanya dituntut untuk meningkatkan produktivitas karyawan tetapi juga untuk memastikan kesejahteraan mereka. Sistem Kerja Kinerja Tinggi (HPWS) telah lama digunakan untuk meningkatkan efisiensi dan kinerja organisasi. Namun, penerapannya sering dikaitkan dengan tekanan kerja yang berlebihan, yang dapat berdampak negatif pada kesejahteraan mental karyawan. Urgensi penelitian ini berasal dari kebutuhan untuk mengembangkan HPWS terintegrasi yang berfokus pada kesejahteraan karyawan, atau model Sistem Kerja Kesejahteraan dan Kinerja Tinggi (HWBPWS). Namun, studi dan alat ukur yang ada telah dikembangkan terutama dalam konteks Barat, yang menimbulkan kekhawatiran budaya dan kontekstual untuk penerapannya di Asia Tenggara. Studi ini bertujuan untuk mengadaptasi dan memvalidasi skala HWBPWS untuk tenaga kerja Indonesia. Adaptasi ini mengikuti pedoman Komisi Uji Internasional (ITC), termasuk penerjemahan, tinjauan ahli, dan uji keterbacaan. Data dikumpulkan dari 123 karyawan di berbagai industri dan dianalisis menggunakan konfirmatori faktor (CFA) dengan PLS-SEM. Hasil penelitian menunjukkan bahwa HWBPWS Indonesia mempertahankan 40 item valid di 10 dimensi, dengan tiga dimensi dihilangkan karena reliabilitasnya rendah, sama seperti versi aslinya. Semua konstruk mencapai validitas dan reliabilitas yang dapat diterima, dengan dimensi Komunikasi dan Formasi muncul sebagai prediktor terkuat. Temuan ini menyediakan alat berbasis bukti untuk menilai praktik SDM yang secara bersamaan meningkatkan kinerja dan kesejahteraan karyawan, dengan implikasi penting bagi penelitian dan praktik manajemen SDM di Indonesia.
Kata kunci: Indonesia; Kesejahteraan; Manajemen SDM; Skala; Validas
UJI VALIDITAS KONSTRUK TES KEPRIBADIAN BIG FIVE DENGAN TWO-ALTERNATIVE FORCED CHOICE PADA KARYAWAN BUMN
No full textPersonality assessments help companies maintain the quality of human resources (HR) and develop potential efficiently. The use of personality assessment in Indonesia faces challenges, such as limited tools relevant to the times and the practice of buying and selling test kits. To face these challenges, state-owned company PT X developed a Big Five personality test using the two-alternative forced choice (2AFC) method. This study aims to test the construct validity of the Big Five personality test developed by BUMN PT X with a sample of BUMN employees. The data analysis technique used confirmatory factor analysis (CFA). The research subjects consisted of 3,989 employees at the Officer Position Level. The results showed that the Big Five personality test developed by BUMN PT X has good construct validity, with all dimensions having a fit model. It is shown from the overall model fit assessment (Chi-square, SRMR, RMSEA, CFI, and TLI) that it meets the expected value index. The results also show residual covariance in four dimensions (openness to experience, conscientiousness, agreeableness, and neuroticism). The findings show that the personality test tool developed shows adequate construct validity in measuring employees' Big Five personalities. This personality test will help companies make decisions when managing human resources, especially in the BUMN environment.Asesmen kepribadian membantu perusahaan untuk menjaga kualitas sumber daya manusia (SDM) dan mengembangkan potensi secara efisien. Penggunaan asesmen kepribadian di Indonesia menghadapi tantangan, seperti keterbatasan alat yang relevan dengan perkembangan zaman dan praktik jual-beli alat tes. Guna menghadapi tantangan tersebut, perusahaan BUMN PT X mengembangkan alat tes kepribadian Big Five dengan metode two-alternative forced choice (2AFC). Penelitian ini bertujuan untuk menguji validitas konstruk alat tes kepribadian Big Five yang dikembangkan BUMN PT X dengan sampel karyawan BUMN. Teknik analisis data menggunakan confirmatory factor analysis (CFA). Subjek penelitian terdiri dari 3.989 karyawan pada Level Jabatan Officer. Hasil penelitian menunjukkan alat tes kepribadian Big Five yang dikembangkan oleh BUMN PT X memiliki validitas konstruk yang baik dengan seluruh dimensi memiliki model yang fit. Ditunjukkan dari penilaian overall model fit (Chi-square, SRMR, RMSEA, CFI, dan TLI) memenuhi indeks nilai yang diharapkan. Hasil Penelitian juga menunjukkan, terdapat residual covariance pada empat dari lima dimensi (openness to experience, conscientiousness, agreeableness, dan neuroticism). Hasil temuan menunjukkan alat tes kepribadian yang dikembangkan menunjukkan valid konstruk yang memadai dalam mengukur kepribadian Big Five pegawai. Penggunaan tes kepribadian ini akan membantu perusahaan untuk pengambilan keputusan dalam mengelola SDM terutama pada lingkungan BUMN
Validity and Reliability of the Indonesian ADNM-8 in Nonclinical Adolescents
No full textAdjustment Disorder (AjD) is a prevalent yet understudied mental health condition among adolescents, particularly in non-Western contexts. Despite its clinical relevance, validated instruments for assessing AjD in Indonesian youth are limited. This study aimed to evaluate the reliability and construct validity of the Indonesian version of the Adjustment Disorder New Module-8 (ADNM-8) as a screening tool for adolescents. Using stratified random sampling, 494 adolescents aged 11–18 years from urban areas in Java, Indonesia, were recruited. Participants were school-attending adolescents who had experienced at least one significant life stressor. The adaptation process included forward translation, expert-based content validation, and back translation to ensure linguistic and conceptual equivalence. Psychometric evaluation involved internal consistency analysis using Cronbach’s alpha and confirmatory factor analysis (CFA) with the DWLS estimator to accommodate ordinal data. The Indonesian ADNM-8 demonstrated strong internal consistency (α = 0.890). CFA results showed good incremental model fit (CFI = 0.965; TLI = 0.951), although RMSEA was elevated (0.143), indicating a limitation possibly related to model complexity. Overall, the findings support the Indonesian ADNM-8 as a reliable and valid screening instrument for AjD in adolescent populations
Validasi Psikometrik Skala Konflik Kerja-Keluarga pada Pasangan Berpenghasilan Ganda di Indonesia
No full textWork–Family Conflict (WFC) has been widely examined, yet empirical validation of its measurement remains limited in Indonesia. Many local studies rely on translated instruments without comprehensive psychometric testing, raising concerns about cultural accuracy. This study addresses this gap by validating the bidimensional WFC scale, Work Interference with Family (WIF) and Family Interference with Work (FIW), among 492 dual-earner spouses in Indonesia. The results confirmed strong internal reliability (α > 0.78; CR > 0.85) and adequate convergent validity (AVE > 0.50), supporting a stable two-factor structure in which WIF and FIW emerged as related but distinct constructs. The findings highlight culturally embedded and gendered dynamics of role conflict in Indonesian couples and contribute to cross-cultural work–family research. Practically, the validated instrument provides a reliable tool for researchers and organizations to assess role conflict and develop family-supportive workplace policies.Penelitian ini bertujuan untuk menguji validitas dan reliabilitas psikometrik dari skala Work Interference with Family (WIF) dan Family Interference with Work (FIW), dua dimensi utama dari konflik kerja-keluarga (Work-Family Conflict/WFC), yang telah diadaptasi ke dalam konteks pasangan pekerja ganda di Indonesia. Instrumen ini terdiri dari 10 aitem yang merepresentasikan gangguan antara tuntutan peran kerja dan keluarga dalam dua arah. Data dikumpulkan dari pasangan suami istri yang keduanya bekerja, dan dianalisis menggunakan pendekatan Partial Least Squares Structural Equation Modeling (PLS-SEM). Hasil analisis menunjukkan bahwa nilai Cronbach’s Alpha dan reliabilitas komposit seluruh konstruk berada di atas 0.78, menunjukkan konsistensi internal yang kuat. Validitas konvergen juga terpenuhi dengan nilai Average Variance Extracted (AVE) melebihi 0.50. Validitas diskriminan dibuktikan melalui tiga pendekatan: kriteria Fornell-Larcker, uji pemberat silang (cross loading), dan rasio Heterotrait-Monotrait (HTMT). Semua hasil menunjukkan bahwa konstruk WIF dan FIW terpisah secara empiris dan memiliki ketepatan konstruk yang tinggi. Temuan ini mendukung kesesuaian psikometrik dari skala WFC dalam konteks budaya Indonesia, dan memberikan dasar yang kuat untuk penggunaannya dalam penelitian dan intervensi di bidang psikologi keluarga dan keseimbangan kerja-keluarga
Emotional Well-Being Matters Most: How Job Flourishing Reduces Quiet Quitting Among Generation Z In Indonesia
Full text linkThe post-pandemic work culture has undergone significant changes, particularly in work arrangements, with Generation Z being the most affected as they enter the workforce. Amidst the shift, a new phenomenon called Quiet Quitting emerges, threatening the workforce’s productivity through its detrimental effects. This study examined the relationship between job flourishing and quiet quitting tendency among Generation Z employees in Indonesia. Grounded in Social Exchange Theory, the research argues that higher levels of job flourishing are associated with a lower tendency to engage in quiet quitting. A quantitative approach was employed, using purposive sampling and online questionnaires. This study collected 166 respondents from Gen Z employees across Indonesia. The results revealed a significant negative association between job flourishing and quiet quitting. Among the dimensions of job flourishing, emotional well-being was found to have the strongest effect on reducing the quiet quitting tendency. These findings offer valuable insights for organisations and policymakers in developing strategies to foster job flourishing as a means to mitigate quiet quitting and enhance workforce productivity