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"Penelitian ini dilakukan untuk melihat hubungan antara perceived organizational support (POS) dan workplace well-being (WWB). Pengukuran dilakukan dengan alat ukur Survey of Perceived Organizational Support (SPOS) (Eisenberger et al., 1986). Workplace well-being diukur dengan Workplace Well-Being Index (Page, 2005). Partisipan dalam penelitian ini adalah pekerja pabrik manufaktur penghasil baja di Indonesia. Hasil penelitian ini menunjukkan adanya hubungan positif yang signifikan antara perceived organizational support dan workplace well-being pada pekerja pabrik (r = .72; p < .01). Artinya, semakin baik dukungan organisasi yang dipersepsi oleh pekerja pabrik, semakin baik pula tingkat kesejahteraan dirasakan pekerja pabrik di tempat kerjanya.

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This study aims to find the relationship between perceived organizational support (POS) and workplace well-being (WWB). Perceived organizational support was measured using an instrument called Survey of Perceived Organizational Support (SPOS) (Eisenberger et al., 1986). Workplace well-being was measured using an instrument named Workplace Well-Being Index (WWBI) (Page, 2005). The participants of this study are 173 manufacture workers in an Indonesian company engaging in steel industry.

The result shows there is a significant positive correlation between perceived organizational support and workplace well-being (r = .72; p < .01). That is, the better organizational support that perceived by manufacture worker, the better workplace well-being they have. "

"Penelitian ini bertujuan untuk mengetahui pengaruh dari Perceived Organizational Support yang terhadap Organizational Citizenship Behavior yang terdiri dari lima dimensi yaitu Conscientiousness, Altruism, Sportsmanship, Courtesy, dan Civic virtue yang dimediasi oleh dimensi dari Duty Orientations yaitu Duty to Member, Duty to Mission, Duty to Codes terhadap kinerja karyawan di Biro Setjen Kementrian Keuangan RI. Data penelitian ini diambil dari 205 sampel karyawan Biro Setjen Kementrian Keuangan dengan menggunakan kuesioner. Hasil dari penelitian ini menunjukan bahwa, Perceived Organizational Support berpengaruh terhadap Duty to member dan Duty to Codes. Sementara itu Duty to member dan Duty to Codes berpengaruh signifikan terhadap Conscientiousness dan Altruism, serta Duty to Mission tidak berpengaruh terhadap Sportsmanship, Courtesy, Civic virtue.

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This study aims to determine the effect of Perceived Organizational Support consisting on Organizational Citizenship Behavior consisting of five dimensions: Conscientiousness, Altruism, sportsmanship, courtesy, and Civic virtue mediated by the dimensions of Duty orientations that is Duty to Members , Duty to Mission, and Duty to Codes on the performance of employees in the Bureau of the Secretariat General of the Ministry of Finance RI. The research data was taken from a sample of 205 employees of the Bureau of the Secretariat General of the Ministry of Finance RI using a questionnaire.

The results of this study show that, effect of Perceived Organizational Support. Perceived Organizational Support have significantly effect the Duty to members and the Duty to Codes, and Duty to Members and Duty to Codes have significantly effect the Altruism and Conscientiousness. Meanwhile Duty to Mission has no effect on sportsmanship, courtesy, Civic virtue."

"Terdapat dua tujuan utama dalam penelitian ini, yaitu untuk mengetahui hubungan antara perceived organizational support dengan strategi emotional labor dan mengetahui hubungan antara afek positif dan afek negatif dengan strategi emotional labor. Penelitian berdesain kuantitatif non-eksperimental ini memiliki total partisipan 118 orang dengan karakteristik partisipan merupakan seorang pegawai di sektor industri jasa di wilayah Jabodetabek. Emotional labor diukur dengan menggunakan Emotional Labor Scale (ELS) yang dikembangkan oleh Diefendorff et al. (2005), untuk mengukur perceived organizational support menggunakan survey of perceived organizational support (SPOS) yang dikembangkan oleh Eisenberger et al. (1986), serta untuk mengukur afek menggunakan Positive Affect Negative Affect Scale (PANAS) yang dikembangkan oleh Watson et al. (1988). Hasil penelitian ini menunjukkan bahwa terdapat hubungan yang signifikan antara afek positif dengan deep acting (r = 0,24, p < 0,01), serta afek negatif dengan surface acting (r = 0,26, p < 0,01). Hal ini menandakan bahwa individu yang cenderung mengalami perasaan yang positif seperti merasa bersemangat akan cenderung menampilkan emosinya secara tulus dengan mengubah perasaan yang sebenarnya dirasakan agar sesuai dengan aturan tampilan emosi yang diharapkan organisasi, sedangkan individu yang cenderung mengalami perasaan negatif yang tinggi seperti mudah tersinggung cenderung akan berpura-pura menampilan emosi sesuai dengan aturan tampilan organisasi dengan hanya mengubah gestur atau nada suara tanpa mengubah perasaan yang sebenarnya. Namun, hasil lainnya menunjukkan bahwa tidak terdapat hubungan antara perceived organizational support dengan strategi emotional labor baik berupa surface acting ataupun deep acting. Hal ini berarti baik atau buruknya persepsi yang dimiliki pegawai terhadap dukungan organisasi tidak berhubungan dengan regulasi tampilan emosi seperti apa yang akan ditampilkan.

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There are two main objectives in this study, the first one is to investigate the relationship between perceived organizational support with the strategy of emotional labor and the second one is to investigate the relationship between positive affect and negative affect with the strategy of emotional labor. This quantitative non-experimental study has total 118 participants with the characteristics of the participants is an employee in the service industry in Jabodetabek area. Emotional labor was measured using the Emotional Labor Scale (ELS) developed by Diefendorff et al. (2005), to measure perceived organizational support used a survey of perceived organizational support (SPOS) developed by Eisenberger et al. (1986), and to measure affect, this study used Positive Affect Negative Affect Scale (PANAS) developed by Watson et al. (1988). The results of this study shows that there is a significant relationship between positive affect and deep acting (r = 0.24, p <0.01), also negative affect and surface acting (r = 0.26, p <0.01). This results indicates that employee who are likely to experience positive feelings such as feelings excited would tend to show emotions sincerely by changing the feelings that are perceived to be in accordance with the rules of emotion expected by organization (display rules), whereas employee who are likely to experience negative feelings such as high irritability tend to faking the display of emotion in order to display emotions that fit with display rules simply by changing the gestures or tone of voice without changing the actual feeling. However, other results shows that there is no relationship between perceived organizational support with emotional labor strategy either surface acting nor deep acting. This results indicates that good or bad employee?s perception of support from their organization is not related to what strategy of emotion regulation that will be displayed."

"Penelitian ini bertujuan melihat efektifitas program pelatihan penilaian kinerja untuk meningkatkan perceived organizational support dan employee engagement pada karyawan di lembaga pendidikan YPTK. Alat ukur perceived organizational support merupakan adaptasi dari Survey of perceived organizational support (Eisenberger, 1986) sedangkan alat ukur employee engagement merupakan adaptasi dari Utrecht Work Engagement Scale (Schaufeli dan Bakker 2003). Hasil uji regresi menunjukkan adanya pengaruh perceived organizational support terhadap employee engagement sebesar 0.168 (p=0.016 signifikan pada l.o.s 0.05). Hasil uji paired sample t-test menunjukkan adanya perbedaan skor perceived organizational support dan employee engagement yang signifikan sebelum dan sesudah dilakukan pelatihan dan sosialisasi penilaian kinerja.

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The aim of this research is to see the effectiveness of performance appraisal training to improve perceived organizational support and employee engagement in educational institution, YPTK. The measurement tools of perceived organizational support was adapted from Survey of perceived organizational support (Eisenberger, 1986) while the measurement of employee engagement adapted from Utrecht Work Engagement Scale, known as UWES (Schaufeli and Bakker 2003).

Result of regression analysis showed that employee engagement significantly influenced by perceived organizational support (0.168, P=0.016 significant at l.o.s. 0.05) and the result of paired sample t-test showed significant difference of POS and Employee Engagement score of respondent, pre and post performance appraisal training and socialization of it."

"Penelitian ini bertujuan untuk melihat apakah resiliensi memiliki peran sebagai mediator hubungan antara persepsi dukungan sosial dan kesejahteraan psikologis. Ini didasarkan pada risiko tinggi gangguan pada kesejahteraan psikologis orang dewasa baru yang sedang menjalani transisi dan periode eksplorasi. Desain penelitian ini korelasional dengan peserta berusia 18 hingga 25 tahun tahun, belum menikah dan belum memiliki anak. Penelitian ini menggunakan Ryff's Psychological Well- Menjadi Skala, Skala Multidimensi Dukungan Sosial Persepsi, dan Skala Ketahanan Singkat.Hasil uji statistik 828 peserta membuktikan bahwa ketahanan memediasi sebagian hubungan antara dukungan sosial yang dirasakan dan kesejahteraan psikologis, dengan signifikan efek langsung (β = .5259 ρ <.005) dan efek tidak langsung (β = .1679, ρ <.005). Ini menunjukkan itu persepsi dukungan sosial dapat memengaruhi kesejahteraan psikologis, baik secara langsung maupun melalui ketahanan sebagai mediator.

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This study aims to determine whether resilience has a role as a mediator between the perception of social support and psychological well-being. This is based on a high risk of disruption in the psychological well-being of new adults who are undergoing a transition and exploration period. The design of this study was correlational with participants aged 18 to 25 years, not married and not having children. This study uses Ryffs Psychological Well-Being Scale, the Multidimensional Scale of Social Perception Support, and the Short Endurance Scale.

The results of a statistical test of 828 participants proved that endurance mediated in part the relationship between perceived social support and psychological well-being, with significant direct effects (β = .5259 ρ <.005) and indirect effects (β = .1679, ρ <.005). This shows that the perception of social support can affect psychological well-being, both directly and through endurance as a mediator."

"Saat menjalani magang, karyawan magang dituntut untuk mampu beradaptasi secara cepat dengan lingkungan, kegiatan, maupun sistem yang berlaku di tempat kerja. Hal tersebut membuat karyawan magang rentan mengalami stres dan dapat mengganggu kesejahteraan peserta magang di tempat kerja. Salah satu cara yang dapat dilakukan untuk mengatasi permasalahan tersebut adalah dengan mencari bantuan kepada atasan maupun rekan kerja. Penelitian ini bertujuan untuk melihat hubungan antara intensi mencari bantuan dalam konteks organisasi dan kesejahteraan karyawan pada peserta magang. Desain penelitian menggunakan pendekatan kuantitatif dengan strategi korelasional. Instrumen pengukuran yang digunakan adalah alat ukur yang diadaptasi dari Theory Planned Behavior Questionnaire (TPB Questionnaire) (Mo & Mak, 2009) dan Employee Well-Being Scale (EWBS) (Zheng et al., 2015). Partisipan penelitian merupakan 434 Warga Negara Indonesia yang sedang/telah mengikuti program magang dengan rentang usia 18—24 tahun (M = 21,19, SD = 1,39). Hasil penelitian menunjukkan bahwa terdapat korelasi positif dan signifikan antara intensi mencari bantuan dalam konteks organisasi dan kesejahteraan karyawan pada peserta magang, r(432) = 0,41, p < 0,01, one-tailed, r2 = 0,17. Hasil penelitian diharapkan dapat membangun motivasi bagi para peserta magang untuk berani mencari bantuan ketika mengalami kesulitan di tempat kerja. Selain itu, hasil penelitian juga dapat menjadi dasar organisasi dalam menciptakan program yang dapat mendorong serta mendukung para peserta magang untuk tidak segan mencari bantuan di tempat kerja.

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When undergoing an internship, interns are required to adapt quickly to the environment, activities, and systems in the workplace. It makes interns vulnerable to stress and can interfere with interns’ well-being at work. A resolution to overcome these problems is to seek help from superiors and colleagues. The objective of this present study is to explore the relationship between help-seeking in an organizational context and employee well-being among interns. This study uses a quantitative approach with a correlational strategy as a research design. This research used measurement instruments adapted from the Theory Planned Behavior Questionnaire (TPB Questionnaire) (Mo & Mak, 2009) and the Employee Well-Being Scale (EWBS) (Zheng et al., 2015). Participants in this study are 434 Indonesian citizens who were/had attended internship programs with an age range from 18 to 24 years (M = 21.19, SD = 1.39). The result of this present study shows that there is a significant positive correlation between help-seeking in an organizational context and employee well-being among interns, r(432) = 0,41, p < 0,01, one-tailed, r2 = 0,17. The research result is expected to motivate the interns to have the courage to seek help when experiencing difficulties at work. In addition, it can also become the basis for the organization in creating programs that can encourage and support interns to seek help in the workplace."

"Penelitian terdahulu menemukan penurunan kesejahteraan subjektif pada Generasi-Z lebih besar dibandingkan generasi sebelumnya. Seiring masuknya Generasi-Z ke dunia kerja, tercatat karyawan Generasi-Z dari berbagai negara cenderung "pindah-pindah pekerjaan" yang menandakan rendahnya komitmen organisasi. Oleh karena itu, penting untuk meneliti hubungan antara kesejahteraan subjektif dan komitmen organisasi karyawan Generasi-Z di Indonesia. Penelitian ini menggunakan metode kuantitatif korelasional dengan 113 partisipan karyawan Generasi-Z berusia 20-28 tahun. The PERMA-Profiler digunakan untuk mengukur kesejahteraan subjektif dan Organizational Commitment Questionnaire (OCQ) untuk mengukur komitmen organisasi. Hasil penelitian menunjukkan korelasi positif signifikan antara kesejahteraan subjektif dan dua dimensi komitmen organisasi yaitu komitmen afektif, r = 0,278, p <,001 (one-tailed) dan komitmen normatif r(113) = 0,368, p <,001 (one-tailed). Namun, tidak ditemukan hubungan antara kesejahteraan subjektif dan komitmen berkelanjutan r(113) = 0,124, p >,001 (one-tailed). Temuan ini mengimplikasikan pentingnya bagi perusahaan untuk mengambil langkah konkret seperti memberikan apresiasi yang setimpal dan membangun lingkungan kerja sehat guna memperkuat komitmen organisasi karyawan Generasi-Z di Indonesia, yang pada gilirannya akan berdampak positif terhadap produktivitas dan efektivitas organisasi.

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Previous studies found a greater decline in subjective well-being among Generation Z compared to previous generations. As Generation Z enters the workforce, employees from this generation across various countries show a tendency to "job-hopping," indicating low organizational commitment. Therefore, it is essential to examine the relationship between subjective well-being and organizational commitment among Generation Z employees in Indonesia. This study used a quantitative correlational method with 113 Generation Z employee participants aged 20-28. The PERMA-Profiler was used to measure subjective well-being, and the Organizational Commitment Questionnaire (OCQ) was used to measure organizational commitment. The results showed a significant positive correlation between subjective well-being and two dimensions of organizational commitment: affective commitment, r = 0.278, p < .001 (one-tailed), and normative commitment, r(113) = 0.368, p < .001 (one-tailed). However, there was no significant relationship between subjective well-being and continuance commitment, r(113) = 0.124, p > .001 (one-tailed). These findings imply the importance for companies to take concrete steps such as providing appropriate recognition and creating a healthy work environment to strengthen the organizational commitment of Generation Z employees in Indonesia, which in turn will positively impact overall organizational productivity and effectiveness."

"Bekerja di lembaga NGO dianggap bukan sekedar masalah seberapa besar gaji yang didapat, akan tetapi lebih pada motivasi untuk melakukan lebih pada masyarakat.  Karyawan di NGO bergabung dengan berbagai alasan namun penghargaan dan kepuasan psikologis merupakan motif penting untuk menjadi sukarelawan. Penelitian ini akan menguji hubungan antara volunteer motivation, perceived  organizational support, employee well-being dan organizational commitment pada pada Non-Government Organization (NGO) bidang kesehatan di Indonesia. Penelitian ini menggunakan kuesioner sebagai metode pengumpulan data yang akan dibantu oleh Departemen SDM di beberapa NGO di Indonesia dalam pendistribusiannya. Metode analisis data yang digunakan dalam penelitian ini adalah Structural Equation Modeling (SEM). Total responden penelitian ini berjumlah 206 orang responden dari berbagai NGO di bidang kesehatan di Indonesia. Hasil Penelitian ini menunjukkan bahwa v olunteer motivation tidak terbukti berpengaruh signifikan terhadap organizational commitment. Volunteer motivation juga tidak terbukti berpengaruh signifikan terhadap employee well-being. perceiverd organizational support berpengaruh positif terhadap organizational commitment dan employee well-being. Employee well-being berpengaruh positif terhadap organizational commitment.

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Working in a Non-Governmental Organization (NGO) is considered not only about a how much earned salary, but rather about the motivation to do more with the community. Employees in non-profit organizations join for various reason but psychological appreciation and satisfaction are important motives for volunteering. This study will examine the relationship between volunteer motivation, perceived organizational support, employee well-being and organizational commitment in NGO for health sector in Indonesia. This study used a questionnaire as a data collection methdo which would be assisted by HR Department in several NGO in Indonesia to be distrubuted. The data analysis method in this study is Structural Equation Modeling (SEM). The total respondents of this study were 206 respondents from various NGO in the health sector in Indonesia. The results of this study indicate that Volunteer motivation did not prove to have a significant effect on Organizational Commitment. Volunteer motivation also did not prove to have a significant effect on Employee Well-Being. Organizational Support has a positive effect on Organizational Commitment. Organizational Support also has a positive effect on Employee Well-Being. Finally, Employee Well-Being has a positive effect on Organizational Commitment."

"Penelitian ini membahas hubungan antara spiritualitas di tempat kerja dengan berbagai bentuk kesejahteraan karyawan dalam aspek kesehatan mental yaitu kesejahteraan emosional, sosial, psikologis, dan spiritual. Teknik pengumpulan datanya menggunakan desain survei, lalu dilakukan uji regresi menggunakan SPSS 20 untuk mengetahui hubungannya. Sampel yang digunakan dalam penelitian ini berjumlah 202 responden yang telah bekerja di Jakarta selama minimal 1 tahun dari berbagai latar belakang industri, instansi, jabatan, pengalaman kerja dan status kerja.Temuan dalam penelitian ini adalah keempat bentuk kesejahteraan karyawan emosional, sosial, psikologis, dan spiritual memiliki hubungan yang positif terhadap spiritualitas di tempat kerja. Implikasi dari hasil penelitian ini dapat berguna bagi ilmu pengetahuan dalam hal sumber daya manusia, bahwa spiritualitas di tempat kerja dapat menjadi sebuah anteseden bagi kesejahteraan karyawan khususnya dalam aspek kesejahteraan emosional, sosial, psikologis, dan spiritual.

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This undergraduate thesis discusses the relationship between workplace spirituality and various forms of employee well being in the mental health aspects of emotional, social, psychological, and spiritual. Data collection techniques is used survey design, then tested the relationship using SPSS 20. The sample used in this study amounted to 202 respondents who have worked in Jakarta for at least 1 year from various industry background, agency, position, work experience and work status.

The findings in this study are the four of employee well being namely, emotional, social, psychological, and spiritual has a positive relationship with workplace spirituality. The implications of the results of this study can be useful to the science that workplace spirituality can be an antecedent to the employee well being, especially in aspects of emotional, social, psychological, and spiritual well being."

"Penelitian ini bertujuan untuk mengetahui pengaruh mediasi dari job insecurity terhadap hubungan antara perceived organizational support dan in-role performance. Menggunakan teori psychological safety sebagai pedoman, individu yang menilai positif perlakuan dari perusahaan akan merasa aman dan keberlangsungannya di perusahaan terjamin, sehingga akan meningkatkan kinerjanya di perusahaan. Data diperoleh dari karyawan di Jabodetabek N= 269, dan dianalisis menggunakan macro Hayes PROCESS, pada SPSS v20. Hasil menunjukkan bahwa terdapat efek tidak langsung yang signifikan dari POS pada in-role performance melalui job insecurity. Implikasi secara teoretis dan praktis akan dibahas dalam penelitian ini.

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This study aims to investigate the mediating effect of job insecurity on the relationship between perceived organizational support and in role performance. Drawing from psychological safety theory, perceived organizational support would affect individuals rsquo feeling that they could secure their job, and this would lead to high in role performance. Data were collected among employess from Jabodetabek N 269, and analyzed using the Hayes PROCESS macro on SPSS v20. The result showed that job insecurity mediated the relationship between POS and in role performance, as the indirect effect of POS on in role performance via job insecurity was found significant. Theoretical and pracyical implications were discussed. "