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"Penelitian ini dilakukan untuk membuktikan adanya hubungan antara spiritual well-being dan work engagement pada karyawan. Sampel penelitian ini adalah 95 karyawan di Jakarta. Penelitian ini menggunakan bagian dari alat ukur Spiritual Leadership Theory (Fry, 2005) yang telah diadaptasi ke Bahasa Indonesia untuk mengukur spiritual well-being dan Utrecht Work Engagement Scale 9 (Schaufeli, Bakker, & Salanova, 2006) yang telah diadaptasi ke bahasa Indonesia untuk mengukur work engagement. Melalui penelitian ini, ditemukan bahwa terdapat hubungan positif yang signifikan antara spiritual well-being dan work engagement (r = 0,629, p = 0,000). Keterbatasan penelitian serta saran untuk penelitian selanjutnya akan dibahas dalam diskusi penelitian.

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This research was conducted to prove the existence of a relationship between spiritual leadership and employees? work engagement. Sample of this research includes 95 employees in Jakarta. This research used an Indonesian adaptation of a part of the Spiritual Leadership Theory questionnaire (Fry, 2005) to measure spiritual well-being and an Indonesian adaptation of Utrecht Work Engagement Scale 9 (Schaufeli, Bakker, & Salanova, 2006) to measure work engagement. It was found that spiritual well-being significantly correlated with work engagement on employees (r = 0,629, p = 0,000). The limitation of this research, as well as recommendations for further research are discussed at the end of this report."

"Penelitian ini dilakukan untuk melihat hubungan antara psychological well-being dan work engagement pada karyawan yang bekerja di lokasi tambang. Pengukuran psychological well-being dilakukan dengan menggunakan alat ukur The Scale of Psychological Well-being (SPWB) yang disusun oleh Carol D. Ryff (1989) dan untuk mengukur work engagement digunakan alat ukur Utrecht Work Engagement Scale (UWES) yang disusun oleh Schaufeli dkk. pada tahun 2002. Partisipan penelitian berjumlah 75 orang, memiliki karakteristik usia 20-44 tahun dan telah bekerja selama lebih dari satu tahun. Hasil penelitian ini menunjukkan terdapat hubungan positif yang signifikan antara psychological well-being dan work engagement ( r = 0.635, p<0.01, two tails), yang artinya peningkatan pada psychological well-being diikuti dengan peningkatan pada work engagement karyawan.

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This research was conducted to find the correlation between psychological wellbeing and work engagement in mining site workers. Psychological well-being was measured by using The Scale of Psychological Well-being (SPWB) which is developed by Carol D. Ryff (1989) and work engagement was measured by using Utrecht Work Engagement Scale (UWES) that have been developed by Schaufeli et al. (2002). The participants of this research are 75 persons, with age ranges between 20-44 years old and had been working in the mining site for at least one year. The result shows that psychological well-being is positively correlated with work engagement (r = 0.635, p<0.01, two tails), which means that increase in psychological well-being leads to increase of employee’s work engagement."

"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 ingin melihat hubungan antara work passion terhadap psychological well-being pada karyawan. Pengukuran psychological well-being menggunakan alat ukur Psychological Well-Being Scale yang disusun oleh Ed Diener, Derrick W., Robert B., William T., Chu K., Dong-won C., dan Shigehiro O. 2009 dengan nilai reliabilitas sebesar .863. Pengukuran Work Passion menggunakan alat ukur Passion Scale yang dikembangkan oleh Vallerand dan Houlfort 2003 dengan nilai reliabilitas .702. Kuesioner kedua alat ukur ini diberikan kepada 93 karyawan. Hasil penelitian menunjukkan bahwa work passion memiliki hubungan yang positif signifikan r = .387, p < .01 dengan psychological well-being pada karyawan. Penelitian ini juga menghasilkan bahwa berdasarkan data demografis, usia, lama bekerja, dan tingkat pendidikan tidak memiliki perbedaan mean yang signifikan pada kedua variabel. Sedangkan jenis kelamin memiliki perbedaan mean yang signifikan pada work passion dan tidak memiliki perbedaan mean yang signifikan pada psychological well-being.

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This research intended to see the correlation between work passion toward psychological well being on employees. Psychological well being was measured by Psychological Well Being Scale by Ed Diener, Derrick W., Robert B., William T., Chu K., Dong won C., dan Shigehiro O. 2009 and has reliability coefficient .863. Measurement of work passion conducted with Passion Scale which is developed by Vallerand and Houlfort 2003 and has reliability coefficient .720. Both of this scale administrated to 93 employees.

The result showed that work passion had positive significant effects with psychological well being on employees r .387, p .001 . This research also showed that according to demographical data of participants, both variabel didn rsquo t differ based on age, length of work, and educational level. While sex based on work passion had significant mean difference and no significant mean difference on psychological well being. "

"Penelitian ini bertujuan untuk menganalisis hubungan antara workplace wellbeing dan work locus of control pada karyawan perusahaan manufaktur yang memproduksi oli. Workplace well-being merupakan rasa sejahtera yang diperoleh karyawan dari pekerjaan mereka, yang terkait dengan perasaan karyawan secara umum (core affect) dan nilai intrinsik maupun ekstrinsik dari pekerjaan (Page, 2005), yang diukur dengan Workplace Wellbeing Index (WWBI). Work locus of control merupakan kepercayaan individu tentang pekerjaan yang dikendalikan oleh tindakan atau perilaku individu (internal) ataupun sebab di luar pengaruh individu itu sendiri (eksternal) (Spector, 1988), diukur melalui alat ukur Work Locus of Control Scale (WLCS). Sampel dalam penelitian ini sebanyak 133 karyawan di PT. X, diperoleh secara accidental. Hasil analisis menunjukkan bahwa terdapat hubungan yang signifikan antara workplace well-being dengan work locus of control pada karyawan perusahaan manufaktur (r = 0,558, p < 0,01, two tailed).

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The research’s purpose is to analyse the correlation between workplace wellbeing and work locus of control on manufacture employees which produce oil. Workplace well-being is defined as a sense of well-being derived from the work of their employees, which is associated with feelings of general employees (core Affect) and the intrinsic and extrinsic value of work (Page, 2005), measured through the Workplace Well-being Index (WWBI).

Work locus of control is an individual's belief about the job that is controlled by the actions or behavior of the individual (internal) or causes beyond the influence of the individual (external) (Spector, 1988), was measured by gauges Work Locus of Control Scale (WLCS). The sample in this study included 133 employees at PT. X, using accidental sampling. The results show that there is a significant relationship between workplace wellbeing with work locus of control on the manufacturing company's employees (r = 0.558, p <0.01, two-tailed)."

"Model kerja hibrida semakin populer di berbagai industri dengan menawarkan fleksibilitas bagi karyawan untuk bekerja di kantor dan dari jarak jauh. Namun, hal ini menimbulkan tantangan bagi kesejahteraan subjektif karyawan, seperti stres, kelelahan digital, kurangnya hubungan sosial dengan rekan kerja, dan kesulitan menjaga keseimbangan kehidupan-kerja. Penelitian ini menguji hubungan antara keterlibatan kerja dan kesejahteraan subjektif pada 140 pekerja berusia 19-56 tahun di Indonesia yang telah menjalani model kerja hibrida setidaknya selama 3 bulan. Data dikumpulkan melalui kuesioner dengan alat ukur The PERMA-Profiler dan Utrecht Work Engagement Scale (UWES)-9. Hasil penelitian menunjukkan adanya korelasi positif secara signifikan antara keterlibatan kerja dan kesejahteraan subjektif (r = 0,637; p <0,01; one tailed) yang mengindikasikan bahwa semakin tinggi pekerja terlibat dalam pekerjaannya, maka semakin tinggi tingkat kesejahteraan subjektif yang dirasakannya. Oleh karena itu, perusahaan perlu merancang kebijakan yang mendukung fleksibilitas kerja dan memberikan dukungan yang memadai untuk meningkatkan keterlibatan dan kesejahteraan pekerja.

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Hybrid working models are gaining popularity across industries by offering employees the flexibility to work in the office and remotely. However, this challenges employees subjective well-being, such as stress, digital fatigue, lack of social connection with coworkers, and difficulty maintaining work-life balance. This study examined the relationship between work engagement and subjective well-being in 140 workers aged 19-56 in Indonesia who had been in a hybrid work model for at least 3 months. Data were collected through questionnaires with The PERMA-Profiler and Utrecht Work Engagement Scale (UWES)-9 measurement tools. The results showed a significant positive correlation between work engagement and subjective well-being (r = 0,637; p < 0,01; one tailed) indicating that the more engaged workers are in their work, the higher their subjective well-being. Therefore, companies must design policies that support work flexibility and provide adequate support to improve worker engagement and well-being."

"Penelitian ini bertujuan untuk mempelajari efek mediasi work passion yaitu harmonious work passion dan obsessive work passion pada hubungan antara self-control dan psychological well-being. Penelitian-penelitian terdahulu menunjukkan bahwa self-control berkontribusi secara signifikan terhadap psychological well-being, namun terdapat inkonsistensi pada temuan mengenai pengaruh self-control terhadap psychological well-being. Penelitian ini mengajukan hipotesis bahwa harmonious work passion dan obsessive work passion memediasi hubungan antara self-control dan psychological well-being. Data diperoleh dari 202 karyawan non-pemerintah yang berasal dari berbagai industri dan berbagai kota di Indonesia, sedangkan efek mediasi dianalisis menggunakan Process Macro dari Hayes. Dengan menggunakan Self Determination Theory untuk menjelaskan efek mediasi, hasil penelitian menunjukkan bahwa harmonious work passion memediasi hubungan antara self-control dan psychological well-being secara parsial, sedangkan efek mediasi tidak ditemukan pada obsessive work passion. Implikasi dari penelitian ini dapat ditindaklanjuti dengan membekali karyawan agar mampu menampilkan self-control sehingga karyawan dapat fokus pada pekerjaan dan tujuan utamanya dalam bekerja. Dengan demikian karyawan dapat merasakan work passion yang bersifat harmonious yang mengarah pada terciptanya psychological well-being.

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This study aims to investigate the mediating effects of work passion i.e. harmonious work passion and obsessive work passion on the relationship between self control and psychological well being. Previous studies showed that self control significantly contributed to psychological well being, however the findings about the impact of self control on psychological well being were inconsistent. This study hypothesized that harmonious work passion and obsessive work passion mediated the relationship between self control and psychological well being. Data were obtained from the sample of 202 non government sector employees, from various industries and various cities in Indonesia. The mediation effect was analyzed using Hayes' Process Macro.

Using the Self Determination Theory to explain the mediation effect, result showed that harmonious work passion partially mediated the relationship between self control and psychological well being. Whereas obsessive work passion did not mediate the relationship between self control and psychological well being. Implications of this study could be followed up by facilitating employees to be able to perform self control at work, so that employees could focus on their works and main goals in work. Therefore, employees could experience harmonious work passion which leads to psychological well being."

"Salah satu faktor penting dalam suksesnya pengobatan pada pasien HIV/AIDS adalah kepatuhan terapi ARV pada pasien ODHA. Masalah kepatuhan masih menjadi sebuah problem yang penyebabnya masih berkembang sampai saat ini. Toleransi distress dan Kesejahteraan spiritual (spritiual well being) mempunyai korelasi yang sangat kuat terhadap (mental health) kesehatan mental seseorang yang bisa membentuk perasaan pasien ODHA menjadi lebih optimis terhadap suatu penyakit yang diderita oleh pasien tersebut. Sampel dalam penelitian ini berjumlah 129 responden . Metode penelitan ini adalah pendekatan kuantitatif dengan desain cross sectional. Teknik pengambilan sampel dengan cara consecutive sampling sebanyak 129 responden ODHA. Analisa data dengan regresi logistic sederhana menunjukan ada hubungan signifikan toleransi distress (p-value 0,000 ; α = 0,05) dan spiritual well being (p-value 0,048; α = 0,05 ) terhadap kepatuhan terapi ARV pada ODHA. Hasil regresi logistik berganda menunjukan toleransi distress mejadi variabel yang paling dominan dalam penelitian ini dalam penelitian ini). Simpulan dalam penelitian ini adalah ada hubungan toleransi distress dan spiritual well being terhadap terapi ARV pada ODHA

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One of the important factors in the success of treatment in HIV/AIDS patients is adherence to ARV therapy in PLWHA patients. The problem of compliance is still a problem whose causes are still developing today. Distress tolerance and spiritual well-being have a very strong correlation with one's mental health which can shape the feelings of PLWHA patients to be more optimistic about a disease that is suffered by the patient. The sample in this study amounted to 129 respondents. This research method is a quantitative approach with a cross sectional design. The sampling technique was by consecutive sampling as many as 129 respondents with PLWHA. Data analysis using simple logistic regression showed that there was a significant relationship between distress tolerance (p-value 0,000 ; α = 0,05) and spiritual well being (p-value 0,048; α = 0,05 ) on adherence to ARV therapy in PLWHA. The results of multiple logistic regression show that distress tolerance is the most dominant variable in this study in this study). The conclusion in this study is that there is a relationship between distress tolerance and spiritual well-being on ARV therapy in PLWHA."

"Individu dalam usia dewasa muda akan memasuki dunia pekerjaan dan menghadapi berbagaitekanan psikologis. Tekanan tersebut mengakibatkan tingginya tingkat kecemasan dan stress pada pekerja. Pekerja membutuhkan kreativitas untuk menurunkan tingkat stress sehingga psychological well-being dapat tercapai. Penelitian ini dilakukan untuk mengetahui hubungan antara persepsi kreativitas diri dalam pekerjaan dengan psychological well being pada dewasa muda. Penelitian ini dilakukan pada 173 partisipan. Kreativitas dalam pekerjaan diukur menggunakan self-perception of creativity(Reiter-Palmon, Robinson-Morral, Kaufman, & Santo, 2012), sedangkan Psychological Well-Being Scale (Ryff, 1989) digunakan untuk mengukur psychological well-being. Hasil penelitian menunjukkan bahwa terdapat hubungan positif yang signifikan antara kreativitas dalam pekerjaan dan psychological well-being (rs= 0,388; p= 0.000, signifikan pada L.o.S 0.01). Penelitian selanjutnya diharapkan memperhatikan data kontrol seperti usia partisipan pada jenis kreativitas tertentu serta menggunakan pengukuran kreativitas yang lebih objektif.

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A person in early adulthood is filled with many changes and developments. In Indonesia, early adults are concerned with career selection and career longevity. They will facing various psychological strains especially at work. That strains resulted in high levels of anxiety and stress on workers in Indonesia. Workers need creativity to reduce the level of stress caused by continuously psychological strains, so that psychological well-being can be achieved. This study aim to find correlation between self-perceptions of creativity at work and psychological well-being in early adulthood. 173 people participated in this study. Self-percetion of creativity at work was measured using Self-perception of creativity (Reiter-Palmon, Robinson-Morral, Kaufman, & Santo, 2012), and Psychological Well-Being Scale (Ryff, 1989) used for measuring psychological well-being.

Result of this study showed that there is a significant positive relationship between self-pereption of creativity at work and psychological well-being(rs= 0,388; p= 0.000, significant at L.o.S 0.01). Further research should consider the control data such as the age of the participants in a particular kind of creativity and using more objective instrument for measuring creativity."

"Ketidakamanan atas pekerjaan dan konflik pekerjaan-keluarga semakin lazim dialami dalam lingkungan pekerjaan yang dinamis, dan penelitian terdahulu telah mendokumentasikan konsekuensinya terhadap luaran pekerjaan. Penelitian ini mengintegrasikan peran faktor psikologis dalam menjelaskan hubungan tersebut dengan menganalisis persepsi karyawan yang menjalani pengaturan kerja fleksibel. Penelitian ini bertujuan untuk menganalisis pengaruh persepsi ketidakamanan atas pekerjaan, konflik yang disebabkan gangguan pekerjaan terhadap keluarga dan gangguan keluarga terhadap pekerjaan terhadap keterikatan kerja karyawan dan kinerja mereka melalui peran mediasi kesehatan psikologis karyawan. Data dari 578 karyawan dianalisis menggunakan metode Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa peningkatan persepsi ketidakamanan atas pekerjaan, konflik yang disebabkan gangguan pekerjaan terhadap keluarga dan gangguan keluarga terhadap pekerjaan dapat menurunkan kesehatan psikologis karyawan yang selanjutnya dapat berdampak pada keterikatan kerja karyawan serta kinerja mereka. Peningkatan kesehatan psikologis karyawan juga ditemukan dapat meningkatkan kinerja mereka melalui keterikatan kerja karyawan.

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Job insecurity and conflict between work and family are increasingly prevalent in dynamic work environments, and previous research has documented their consequences for work outcomes. This study integrates the role of psychological factors in explaining this relationship by analyzing the perceptions of employees who are implementing flexible work arrangements. This study aims to analyze the effect of job insecurity, work-family conflict, and family-work conflict towards work engagement and job performance through the mediation role of psychological well-being. Data from 578 employees were analyzed using the Structural Equation Modeling (SEM) method. The results showed that increased perceptions of job insecurity, work-family conflict, and family-work conflict can reduce psychological well-being, which in turns can influence work engagement and job performance. Improved employees’ psychological well-being was also found to improve their job performance through work engagement."