3 research outputs found
HUBUNGAN ANTARA KEPRIBADIAN HARDINESS DAN STRES KERJA PADA FRESH GRADUATE
No full textTujuan dari penelitian ini adalah untuk menguji hubungan antara kepribadian hardiness dan stres kerja pada fresh graduate. Sampel dalam penelitian ini adalah 100 pria/wanitafresh graduate yang bekerja di Jakarta berusiaantara 21-24 tahun dengan menggunakan convience sampling sebagai teknik sampling. Data diperoleh melalui instrumen hardiness scale untuk mengukur kepribadian hardiness dan Perceive Stress Questionnaire (PSQ) untuk mengukur stres kerja yang telahditerjemahkan dan diadaptasiolehpeneliti. Penelitian ini menggunakan pendekatan kuantitatif korelasional dengan teknik analisis Spearman’s Rho untuk mengetahui hubungan antar variabel. Penelitian ini memperoleh korelasi sebesar -0,663 dengan kontribusi sebesar 44% yang menunjukkan bahwa terdapat hubungan negatif yang kuat antara kepribadian hardiness dan stres kerja pada fresh graduate. Dengan kata lain, terdapat faktor-faktor lain yang dapat mempengaruhi stres kerja pada fresh graduate.;--- The aim of this research is to examine the relationship between hardiness personality and job stress of fresh graduate. The sample of this research are 100 man/women fresh graduate that work in Jakarta City by using convience sampling as the sampling technique. The data was obtained throuh Hardiness Scale to measure hardiness personality and Perceive Stress Questionnaire (PSQ) to measure the job stress that had been translated and adapted by researcher. This research used the correlational quantitative approach with Spearman’s Rho analysis technique to find the relationship between the variable. This research obtained correlation by -0,663 with contribution by 44% which shows that there is a negative relationship between the hardiness personality and job stress of fresh graduate. In other words, there are other factor’s which could trigger job stress of fresh graduate
The Influence of Psychosocial Factors in Organizational Performance: A Case Study at PT Informatika Utama
No full textPT Informatika Utama is an IT consulting company specialized in hospitals. In 2020, an organizational performance assessment performed by the human resource division showed that the profitability dimension was not achieved. Moreover, the employee job satisfaction also showed that 51% of the employees were unsatisfied. Organizational performance heavily relies upon the performance of individual employees (Adam, 1994). And according to Jehanzeb and Bashir (2013), to reach the company's goal and retain loyalty, employees should be satisfied. The organization and its employees are facing a big challenge to achieve their target: maintain the balance between available resources and the needs to fulfill the employee's health and well-being. The psychosocial approach is a science that identified the employee working condition whereas it is also one of the important aspects to building a positive working environment. Therefore, this study was conducted to help PT Informatika Utama increasing its organizational performance by identifying its employee psychosocial factor.To identify the most contributing factor for PT Informatika Utama's organizational performance, this study will perform a correlation and multiple regression analysis between psychosocial factors using an adaptation of the Copenhagen Psychosocial Questionnaire (COPSOQ III) and the Organizational Performance Questionnaire assessed by the experts in behavioral science and IT business. This study was using 71 employees of PT Informatika Utama as samples and was conducted using a purposive sampling technique. Based on the 26 dimensions of COPSOQ III, there is a strong relationship between psychosocial factors and organizational performance, namely job satisfaction (r = 0.805), organizational justice (r = 0.465), role clarity (r = 0.434), and possibility to develop (r = 0.236) are the biggest aspect that contribution to the company, while the dimensions of job satisfaction have the greatest and most positive influence on organizational performance. Keyword: COPSOQ, Psychosocial, Psychosocial Factor, Organizational Performanc
The Influence of Psychosocial Factors in Organizational Performance: A Case Study at PT Informatika Utama
No full textPT Informatika Utama is an IT consulting company specialized in hospitals. In 2020, an organizational performance assessment performed by the human resource division showed that the profitability dimension was not achieved. Moreover, the employee job satisfaction also showed that 51% of the employees were unsatisfied. Organizational performance heavily relies upon the performance of individual employees (Adam, 1994). And according to Jehanzeb and Bashir (2013), to reach the company's goal and retain loyalty, employees should be satisfied. The organization and its employees are facing a big challenge to achieve their target: maintain the balance between available resources and the needs to fulfill the employee's health and well-being. The psychosocial approach is a science that identified the employee working condition whereas it is also one of the important aspects to building a positive working environment. Therefore, this study was conducted to help PT Informatika Utama increasing its organizational performance by identifying its employee psychosocial factor.To identify the most contributing factor for PT Informatika Utama's organizational performance, this study will perform a correlation and multiple regression analysis between psychosocial factors using an adaptation of the Copenhagen Psychosocial Questionnaire (COPSOQ III) and the Organizational Performance Questionnaire assessed by the experts in behavioral science and IT business. This study was using 71 employees of PT Informatika Utama as samples and was conducted using a purposive sampling technique. Based on the 26 dimensions of COPSOQ III, there is a strong relationship between psychosocial factors and organizational performance, namely job satisfaction (r = 0.805), organizational justice (r = 0.465), role clarity (r = 0.434), and possibility to develop (r = 0.236) are the biggest aspect that contribution to the company, while the dimensions of job satisfaction have the greatest and most positive influence on organizational performance. Keyword: COPSOQ, Psychosocial, Psychosocial Factor, Organizational Performanc
