Hasil Pencarian  ::  Simpan CSV :: Kembali

"Quiet quitting merupakan suatu fenomena dimana seseorang melakukan usaha minimum di pekerjaan mereka. Sebelumnya, studi mengenai fenomena quiet quitting hanya menelusuri prevalensi fenomena tersebut di suatu populasi, seperti sensus atau survey data, tetapi tidak menulusuri mengapa quiet quitting terjadi, atau apa yang meningkatkan atau menuruni ada quiet quitting. Skripsi ini akan berusaha untuk menulusuri hubungan antara keaman pekerjaan dan stres dengan quiet quitting. Pengambilan data dilakukan melalui survei dan partisipan dipilih melalui convenience sampling. Data di analisa menggunakan desain korelasional dan analisis power. Hasil penelitian ini menemukan bahwa keaman pekerjaan mempunyai korelasi negatif yang signifikan dengan quiet qutting dan stres mempunyai korelasi positif yang signifikan dengan quiet quitting. Dari penemuan tersebut, ada suatu argumen yang bisa dibuat untuk menjembatani kepentingan pekerja dan pemimpin.

---

Quiet quitting is a phenomenon where employees decide to do the bare minimum in they day-to-day workload. Previous studies on quiet quitting focus on the prevalence of quiet quitting but very few examine the relationship between quiet quitting and variables that are typically found in the working world. This study aims to research the relationship job security and stress have with quiet quitting. This study selected (N = 363) participants selected through convenience sampling and collected the data through a larger survey consisting of other potential psychological measure correlates. The data was analysed using a correlational design and a power analysis. The results found that job security had a significant negative correlation with quiet quitting while stress had a significant positive correlation with quiet quitting. These findings could imply a possible reconciliation between employer and employee interests."

"Fenomena quiet quitting, di mana karyawan membatasi kontribusi mereka pada pekerjaan sesuai dengan deskripsi tugas minimum, telah menjadi perhatian yang meningkat dalam beberapa tahun terakhir. Penelitian ini menyelidiki dampak perceived career development, job insecurity, dan smart technology negative awareness terhadap quiet quitting di sektor perbankan syariah Indonesia. Penelitian ini bertujuan untuk menguji bagaimana perceived career development, job insecurity, dan smart technology negative awareness memengaruhi quiet quitting, serta dampaknya terhadap perceived performance. Data dikumpulkan melalui survei daring yang melibatkan 233 responden yang bekerja di sektor perbankan syariah di Indonesia. Data dianalisis menggunakan Structural Equation Modeling (SEM) dengan perangkat lunak LISREL 8.80. Hasil penelitian ini menemukan bahwa perceived career development memiliki pengaruh positif terhadap quiet quitting, yang mana bertentangan dengan hipotesis awal yang mengharapkan hubungan negatif. Job insecurity berpengaruh positif terhadap quiet quitting, menunjukkan bahwa ketidakamanan kerja mendorong perilaku quiet quitting. Smart technology negative awareness juga memiliki pengaruh positif terhadap quiet quitting. Namun, quiet quitting tidak memiliki dampak negatif yang signifikan terhadap perceived performance. Penelitian ini memberikan kontribusi penting dengan mengeksplorasi faktor-faktor yang memengaruhi quiet quitting di sektor perbankan syariah. Hasil penelitian ini menyarankan bahwa upaya untuk mengurangi quiet quitting harus difokuskan pada pengurangan ketidakamanan kerja, dan pengelolaan persepsi negatif terhadap teknologi cerdas di tempat kerja.

---

The phenomenon of quiet quitting, where employees limit their contributions to work according to the minimum job description, has become an increasing concern in recent years. This study investigates the impact of perceived career development, job insecurity, and smart technology negative awareness on quiet quitting in Indonesia's Islamic banking sector. The study aims to examine how perceived career development, job insecurity, and smart technology negative awareness influence quiet quitting, as well as its impact on perceived performance. Data were collected through an online survey involving 233 respondents working in Indonesia's Islamic banking sector. The data were analyzed using Structural Equation Modeling (SEM) with LISREL 8.80 software. The results of this study found that perceived career development has a positive influence on quiet quitting, which contradicts the initial hypothesis expecting a negative relationship. Job insecurity positively influences quiet quitting, indicating that job insecurity drives quiet quitting behavior. Smart technology negative awareness also positively affects quiet quitting. However, quiet quitting does not have a significant negative impact on perceived performance. This study provides significant contributions by exploring the factors influencing quiet quitting in the Islamic banking sector. The findings suggest that efforts to reduce quiet quitting should focus on reducing job insecurity and managing negative perceptions of smart technology in the workplace."

"Pandemi COVID-19 telah menghancurkan industri penerbangan secara global. Di Indonesia sendiri, industri mengalami kerugian pendapatan sebesar USD 8,225 miliar dan mencatat penurunan 50% permintaan penumpang pada tahun 2020 dibandingkan tahun sebelumnya. Rendahnya permintaan perjalanan udara dan tidak jelas berakhirnya pandemi telah menyebabkan krisis ganda, kesehatan dan ekonomi, yang juga mempengaruhi karyawan industri penerbangan secara pribadi. Penelitian ini bertujuan untuk melihat dampak persepsi kekhawatiran pandemi Covid-19 terhadap Stres Kerja, Keterlibatan Kerja, dan Ketidakamanan Kerja di kalangan karyawan industri penerbangan. Ini juga mengeksplorasi hubungan antara Stres Kerja terhadap Ketidakamanan Kerja dan Ketidakamanan Kerja dengan Keterlibatan Kerja. Terakhir, penelitian ini akan mempelajari pengaruh Stres Kerja, Ketidakamanan Kerja, dan Keterlibatan Kerja terhadap Prestasi Kerja Karyawan. Dengan menggunakan Structural Equation Modeling (SEM) berbasis Partial Least Square (PLS), penelitian ini akan mengkaji data karyawan industri penerbangan yang bekerja di berbagai perusahaan, termasuk maskapai penerbangan, bandara, MRO, atau konsultan pihak ketiga di Indonesia. Tingkat orang yang disurvei juga berkisar dari eksekutif hingga staf. Hasil dari penelitian ini adalah bahwa kekhawatiran pandemi yang dirasakan akan memberikan lapisan lain dari ketidakamanan kerja dan stres kerja serta berdampak negatif pada keterlibatan kerja. Keterikatan kerja karyawan kemudian berdampak negatif terhadap kinerja karyawan. Oleh karena itu, kekhawatiran pandemi yang dirasakan akan berdampak positif secara tidak langsung terhadap Prestasi Kerja Karyawan.

---

COVID-19 pandemic has devastated the airline industry globally. In Indonesia alone, the industry suffered USD 8.225 billion loss in revenue and recorded a 50% drop in passenger demand in 2020 compared to the previous year. The low demand for air travel and no clear end to the pandemic had caused a double crisis, health and economical, which also affecting aviation industry employees on a personal level. This research aims to see the impact of perceived Covid-19 pandemic concerns on Job Stress, Work Engagement, and Job insecurity among aviation industry employees. It also explores the relationship between Job Stress towards Job Insecurity and Job Insecurity to Work Engagement. Finally, the research will study the impact of Job Stress, Job Insecurity, and Work Engagement on Employee Job Performance. Using Structural Equation Modeling (SEM) based on Partial Least Square (PLS), the research will be examined data of aviation industry's employees who work on various companies, including airline, airport, MRO, or third-party consultant in Indonesia. The level of people who are being surveyed also ranges from executives to staff level. The result of this research is that perceived pandemic concerns will provide another layer of job insecurity and Job stress as well as negatively impact work engagement. Employee work engagement then negatively impacts the employee job performance. Therefore, as a result, the perceived pandemic concern will have an indirect positive impact on Employee Job Performance."

"Penelitian ini bertujuan untuk menganalisis Tindakan Pencegahan Dan Pengendalian Corona Virus Disease 2019 (Covid-19) Di Tempat Kerja Terhadap Stres Kerja dan Kinerja Karyawan perusahaan di Kota Batam. Penelitian ini menggunakan Teori Kinerja dari Koopman (2014), teori Stres Kerja oleh Inoue et al (2014), yang digambarkan pada Brief Job Questionnaire, serta untuk Tindakan Pencegahan Dan Pengendalian Corona Virus Disease 2019 (Covid-19) Di Tempat Kerja menggunakan Keputusan Menteri Kesehatan Republik Indonesia Nomor Hk.01.07/Menkes/328/2020 tentang Panduan Pencegahan Dan Pengendalian Corona Virus Disease 2019 (Covid-19) Di Tempat Kerja Perkantoran Dan Industri Dalam Mendukung Keberlangsungan Usaha Pada Situasi Pandemi. Penelitian ini menggunakan metode kuantitatif dengan total responden sebanyak 302 orang, yang dilakukan dengan membagikan survey kuisioner secara online. Pada penelitian ini ditemukan terdapat pengaruh Tindakan Pencegahan Dan Pengendalian Corona Virus Disease 2019 (Covid-19) Di Tempat Kerja Terhadap Stres Kerja, serta terdapat pengaruh Tindakan Pencegahan Dan Pengendalian Corona Virus Disease 2019 (Covid-19) Di Tempat Kerja Terhadap Kinerja responden penelitian.

---

The purpose of this study is to find out the impact of Prevention and Control Measures for Corona Virus Disease 2019 (Covid-19) at Work on Work Stress and Performance of Company Employees in Batam. This research uses the Performance Theory from Koopman (2014), the Work Stress theory by Inoue et al (2014), which is described in the Job Brief Questionnaire, as well as for Corona Virus Disease 2019 (Covid-19) Prevention and Control Measures in the Workplace using a Ministry of Health Guidelines for the Prevention and Control of Corona Virus Disease 2019 (Covid-19) in Office and Industrial Workplaces in Support of Business Continuity in Pandemic Situations. This study uses quantitative methods with a total of 302 respondents, which was conducted by distributing questionnaire surveys online. In this study, it was found that there was an effect of Prevention and Control Measures for Corona Virus Disease 2019 (Covid-19) at Work on Work Stress and the Performance of Research respondents."

"Transisi angkatan kerja ke generasi Z membuat perusahaan perlu memperhatikan karakteristik unik yang dimiliki generasi Z dibandingkan generasi sebelumnya. Gen Z berani untuk berperilaku sesuai nilai yang diprioritaskannya, salah satunya adalah well-being. Hal ini berkaitan erat dengan fenomena quiet quitting. Quiet quitting merupakan karyawan yang tidak berhenti bekerja secara resmi namun tidak melampaui batas dasar kewajiban mereka. Salah satu faktor yang berhubungan dengan terjadinya quiet quitting adalah employee well-being yang rendah. Kebebasan dan kemandirian melalui job crafting berpotensi menekan perilaku quiet quitting. Penelitian ini bertujuan untuk melihat peran moderasi dari job crafting dalam memperlemah hubungan employee well-being dan quiet quitting. Partisipan penelitian ini berjumlah 268 karyawan generasi Z yang sedang bekerja, sudah melewati tahap probation (3 bulan), dan memiliki atasan. Pengambilan partisipan menggunakan metode convenience sampling dengan menyebarkan kuesioner secara daring. Analisis moderasi dilakukan dengan menggunakan macro process Hayes model 1. Hasil analisis data hipotesis mempunyai nilai (p) 0.170 > 0.05. Hal ini berarti tidak ada efek moderasi job crafting yang memperlemah hubungan employee well-being dan quiet quitting pada karyawan generasi Z. Hasil penelitian ini memberikan inisiatif penting bagi perusahaan untuk meningkatkan employee well-being sebagai upaya mengurangi perilaku quiet quitting.

---

The transition of the workforce to generation Z made companies need to pay attention to the unique characteristics that generation Z had compared to previous generations. Gen Z dared to behave according to their prioritized values, one of which was well-being. This was closely related to the phenomenon of quiet quitting. Quiet quitting was an employee who did not officially stop working but did not exceed the basic limits of their obligations. One of the factors associated with quiet quitting was low employee well-being. Freedom and independence through job crafting had the potential to suppress quiet quitting behavior. This study aimed to examine the moderating role of job crafting in weakening the relationship between employee well-being and quiet quitting. The participants of this study amounted to 268 generation Z employees who were currently working, had passed the probation stage (3 months), and had a supervisor. Participants were collected using a convenience sampling method by distributing questionnaires online. Moderation analysis was conducted using macro process Hayes model 1. The results of the hypothesis data analysis had a value (p) of 0.170 > 0.05. This meant that there was no moderating effect of job crafting that weakened the relationship between employee well-being and quiet quitting in generation Z employees. The results of this study provided important initiatives for companies to improve employee well-being as an effort to reduce quiet quitting behavior."

"Arsitek menjadi salah satu profesi yang langka di Indonesia. Transformasi digital menimbulkan disrupsi pada dunia kerja arsitektur dengan mempercepat implementasi teknologi, digitalisasi, dan komputerisasi dalam model bisnis arsitektur. Tenaga kerja arsitek dituntut untuk menjadi tangguh agar mampu beradaptasi dan mempertahankan keamanan pekerjaannya di bidang arsitektur dalam bersaing dengan kecerdasan buatan sehingga dapat memitigasi turnover intention pekerja dari bidang arsitektur. Penelitian kuantitatif ini mencoba untuk mengungkap pengaruh resiliensi dan keamanan pekerjaan bagi tenaga kerja subsektor arsitektur dalam konteks transformasi digital terhadap turnover intention dengan mempertimbangkan faktor dukungan sosial sebagai norma subjektif serta kepuasan kerja sebagai sikap dalam pendekatan teori perilaku terencana. Sampel terdiri dari 300 pekerja bidang arsitektur di Indonesia. Dengan menggunakan Covariance Based Structural Equation Model, hasil penelitian menunjukkan bahwa terdapat pengaruh yang signifikan pada masing-masing variabel. Pada penelitian ini, dukungan sosial ditemukan memiliki pengaruh positif yang terhadap turnover intention. Temuan lain dalam penelitian ini adalah bahwa dukungan sosial dan kepuasan kerja memediasi secara berurutan pengaruh resiliensi terhadap turnover intention secara signifikan. Penelitian ini memberikan kebaharuan dengan menjangkau subsektor arsitektur Indonesia dan mendapati perbedaan hasil pada pengaruh dukungan sosial terhadap turnover intention dikarenakan isu kontekstual yang terjadi. Penelitian berikutnya diharapkan agar dapat meneliti model ini pada industri lain dengan karakteristik dan budaya yang berbeda. Meskipun begitu, penelitian berikutnya diperlukan untuk memelajari lebih lanjut adanya potensi hubungan antara keamanan pekerjaan dengan dukungan sosial yang dirasakan. Keamanan pekerjaan mungkin lebih sesuai apabila diterapkan pada bidang pekerjaan yang lebih dinamis dengan angka keamanan pekerjaan yang lebih beragam. Selanjutnya, perusahaan maupun asosiasi arsitek perlu meningkatkan kelayakan kerja dengan berfokus pada aspek-aspek tersebut untuk mempertahakan ketertarikan para arsitek lokal sekaligus menarik minat dari para calon arsitek yang baru.

---

Architect becoming one of a scarce profession in Indonesia. Digital transformation disrupting the architectural workforce by accelerating the implementation of technology, digitalization, and computerization. The architectural workforce is required to be resilient in order to adapt and maintain job security in the architectural field in competing with artificial intelligence as to mitigate worker’s turnover intention from the architectural field. This quantitative research attempts to reveal the influence of resilience and job security for the architecture subsector workforce in context of digital transformation on turnover intention by considering social support factors as subjective norms and job satisfaction as an attitude in the theory of planned behavior approach. The sample consisted of 300 workers in the architecture subsector in Indonesia. Using Covariance Based Structural Equation Model, the results showed that there is a significant influence on the effect exerted by each variable. In this study, social support was found to have a positive influence on turnover intention. Another finding in this study is that social support and job satisfaction sequentially mediate the effect of resilience on turnover intention significantly. This study provides novelty by covering Indonesian architecture subsector and finding different results on the effect of social support on turnover intention due to contextual issues that occur. Future research expected to examine this model in other industries with different characteristics and cultures. However, future research is needed to further explore the potential relationship between job security and perceived social support. Job security may be more appropriate when applied to more dynamic occupations with a wider range of job security. Furthermore, companies and architect associations need to improve employability by focusing on these aspects to retain the interest of local architects as well as attract new aspiring architects."

"

Quiet quitting atau "Quiet quitting atau "berhenti secara diam-diam" merupakan suatu konsep atau fenomena di mana karyawan menurunkan dedikasi, antusiasme, komitmen, dan partisipasi mereka di tempat kerja atau organisasi secara diam-diam tanpa sepengetahuan pihak perusahaan/organisasi dan tanpa melakukan pengunduran diri. Terdapat faktor-faktor utama yang dapat mendorong keinginan karyawan untuk melakukan quiet quitting, yaitu kompensasi dan benefit, dan toxic workplace environment. Faktor-faktor ini menjadi faktor yang membuat karyawan melakukan quiet quitting dengan adanya pengaruh mediasi oleh variabel employee well-being pada hubungan relasi antara faktor-faktor quiet quitting terhadap employee engagement. Data sebanyak 459 sampel berupa karyawan sektor perbankan Indonesia berhasil dikumpulkan, dan data akhir sebanyak 429 sampel diolah lebih lanjut untuk melihat pengaruh mediasi employee engagement dan employee engagement. Kompensasi dan benefit merupakan faktor kuat yang menyebabkan timbulnya quiet quitting, hal ini ditunjukan dari hasil kompensasi dan benefit yang berpengaruh langsung terhadap setiap variabel mediasi nya, yaitu employee engagement dan employee well-being terhadap quiet quitting. Employee engagement dan employee well-being bertindak sebagai mediasi partial dalam tiap hubungan antar variabel yang diuji. Penelitian ini memberikan kontribusi di bidang manajemen sumber daya manusia terkait faktor-faktor yang perlu diperhatikan oleh perusahaan sektor perbankan dalam mencegah atau memitigasi quiet quitting.

---

Quiet quitting or “silent quitting" refers to a concept or phenomenon where employee disengage from their work or organizations by lowering dedication, enthusiasm, commitment, and participation without formally resigning. There are main factors that drive quiet quitting: compensation and benefits, and toxic workplace environment. These main factors are the factors that make employees engage in quiet quitting with the mediating influence of employee well-being variable on the relationship between quiet quitting factors and employee engagement. Data from 459 samples of Indonesian banking sector employees were collected, and the final data of 429 samples were further processed to see the mediating effect of employee engagement and employee engagement. Compensation and benefits are strong factors that cause quiet quitting, this is shown from the results of compensation and benefits that have a direct effect on each mediating variable, namely employee engagement and employee well-being on quiet quitting. Employee engagement and employee well-being act as partial mediation in each relationship between the variables tested. This research contributes to the field of human resource management related to factors that need to be considered by banking sector companies in preventing or mitigating quiet quitting."

"Penelitian terdahulu menyarankan perlunya mendalami sumber daya personal (personal resource) dalam mempelajari hubungan antara tuntutan pekerjaan dan stres kerja. Berdasarkan saran tersebut, penelitian ini bertujuan untuk menginvestigasi persepsi sisa waktu, salah satu sumber daya personal pekerja di organisasi, sebagai moderator pada hubungan antara tuntutan pekerjaan dan stres kerja. Penelitian ini menggunakan teori Conservation of Resources (COR theory) sebagai kerangka teori untuk menjelaskan efek moderasi oleh persepsi sisa waktu. Data diperoleh dengan menggunakan survei online pada pegawai negeri sipil dari 32 instansi pemerintahan di Indonesia (N=220). Data diolah dengan menggunakan aplikasi PROCESS Hayes macro versi 3.3 di SPSS. Hasil penelitian menunjukkan bahwa persepsi sisa waktu memoderasi hubungan antara tuntutan pekerjaan dan stres kerja, di mana hubungan tersebut menjadi positif dan meningkat ketika persepsi sisa waktu rendah dibandingkan ketika persepsi sisa waktu tinggi. Penelitian ini membuktikan bahwa persepsi sisa waktu dapat melemahkan hubungan positif antara tuntutan pekerjaan dengan stres kerja. Implikasi teori dan praktis akan dibahas lebih jauh pada tulisan ini.

---

Previous studies suggested to examine personal resources in the relationship between job demand and job stress. This study aims to investigate the moderating effect of perceived remaining time in the organization on the relationship between job demand and job stress. Drawing on the Conservation of Resources (COR) theory to explain the moderation effect, it is argued that the relationship between job demand and job stress is weakened by perceived remaining time. Data were collected using online survey on public sector employees from thirty-two government institutions in Indonesia (N = 220). Data were analyzed using Hayes’ PROCESS macro version 3.3 on SPSS software. Results showed that perceived remaining time moderated the relationship between job demand and job stress, such that the relationship was positive and higher when perceived remaining time was low than when perceived remaining time was high. In other words, perceived remaining time dampens the positive relation between job demand and job stress. Theoretical and practical implications are further discussed."

"Tingkat turnover yang tinggi merupakan salah satu tantangan dalam manajemen terutama untuk meningkatkan retensi dari karyawan sehingga diperlukannya pencegahan akan peningkatan turnover intentions. Keadaan di lingkungan kerja yang penuh tuntutan pekerjaan dapat mempengaruhi tingkat stres dan kepuasan dari karyawan yang bekerja di bank yang mampu berdampak akan turnover intentions. Salah satu sumber daya yang dapat mengatasi tuntutan di dalam pekerjaan dapat berupa job embeddedness yang berasal dari dalam maupun luar faktor pekerjaan. Tujuan dari penelitian ini untuk menganalisis pengaruh dari job satisfaction dan job stress terhadap turnover intentions yang dimoderasi oleh job embeddedness kemudian juga moderasi dari job satisfaction pada pengaruh job stress terhadap turnover intentions. Data diperoleh dari 183 karyawan yang bekerja di bank yang ada di Indonesia melalui kuesioner daring. Penelitian ini menggunakan metode SEM dengan Lisrel 8.80. Hasil menunjukkan terdapat pengaruh yang signifikan secara negatif dari job satisfaction dan secara positf dari job stress terhadap turnover intentions. Juga job stress berpengaruh negatif terhadap job satisfaction. Job satisfaction selain berpengaruh langsung, juga mampu melemahkan pengaruh job stress terhadap turnover intentions. Job embeddedness memoderasi secara positif pengaruh job satisfaction pada turnover intentions. Sementara moderasi positif moderasi job embeddedness pada pengaruh job stress dan turnover intentions tidak terbukti secara signifikan.

---

A high turnover rate is one of the challenges in human resources management, especially to increase employee retention, so it is necessary to do prevention of high turnover intentions rate. Conditions in a work environment which is full of job demands can affect the employees’s stress and satisfaction level which can have an impact on turnover intentions. One of the resources that can overcome the high job demands is job embeddedness which comes from within or outside the job factor. The purpose of this study is to analyze the effect of job satisfaction and job stress on turnover intentions which are moderated by job embeddedness and then also the moderation of job satisfaction on the effect of job stress on turnover intentions. Data were obtained from 183 employees who work at banks in Indonesia through an online questionnaire. This research uses SEM method with Lisrel 8.80. The results show that there is a significant negative effect of job satisfaction and a positive effect of job stress on turnover intentions. Also job stress has a negative effect on job satisfaction. Besides having a direct effect, job satisfaction is also able to buffer the effect of job stress on turnover intentions. Job embeddedness positively moderates the effect of job satisfaction on turnover intentions. Meanwhile, positive moderation of job embeddedness on the effect of job stress and turnover intentions is not significantly proven."

"Penyandang disabilitas (PD) mengalami lebih banyak tantangan dibandingkan nondisabilitas (ND). Tantangan yang dihadapi PD dalam ketenagakerjaan tidak hanya berasal dari hambatan yang dimilikinya, tetapi juga dari stereotip sosial yang mengarah pada diskriminasi. Diperlakukan diskriminatif dan ditolak bekerja berkali-kali mengakibatkan PD memiliki peluang lebih besar untuk berhenti mencari pekerjaan karena putus asa dibandingkan ND. Penelitian ini bertujuan melihat seberapa besar peluang terjadinya penganggur putus asa berdasarkan status dan banyaknya disabilitas individu serta jenis disabilitas apa yang memiliki peluang putus asa paling besar di Indonesia. Penelitian dilakukan dengan mengolah data sekunder Sakernas Agustus 2021 dengan pendekatan Two Step Heckman. Hasil menunjukkan pencari kerja dengan disabilitas kemungkinan menjadi putus asa 2,6 kali lebih tinggi dibandingkan kemungkinan nondisabilitas menjadi putus asa. Pada kelompok PD, PD multidisabilitas 2,5 kali lebih mungkin menjadi putus asa dibandingkan PD tunggal. Sementara itu, berdasarkan jenis kesulitannya PD mental diketahui paling besar peluangnya menjadi penganggur putus asa dibandingkan PD lainnya. Rekomendasi penelitian terkait penghapusan stereotip disabilitas di lingkungan kerja maupun sosial, pengembangan pelatihan yang inklusif bagi PD, pengembangan keterampilan sesuai kemampuan personal dan kebutuhan pasar kerja, serta penyediaan layanan konsultasi dan konseling terkait ketersediaan dan kesiapan bekerja bagi PD.

---

People with disabilities (PWD) face more barriers than those without disabilities (PWOD) when employed and even as they seek employment. The barriers not only come from their impairment or difference, but also by barriers in society which leads to discrimination. Being treated unfairly and rejected all the time makes PWD are more likely to become hopeless of job than PWOD. This study aims to examine how disability factors affect the probability of being discouraged for the job seeker based on status and number of disabilities and which type of disabilities has the greatest probability of being discouraged in Indonesia. Using Sakernas data on August 2021 and the two step Heckman method, we found that disability has significant impact on the decision of hopeless of job. Job seekers with disabilities are 2,6 times more likely to become discouraged than PWOD job seekers. By the number of disabilities, people with multiple disabilities are 2,5 times more likely to become discouraged than persons with a single disability. Meanwhile, based on the type of disability, people with mental disabilities are known to be the most likely to become discouraged among PWOD. Recommendations in this research related to the elimination of disability stereotypes in the work and social environment, the development of inclusive training for PWD, the development of skills according to personal abilities and the needs of the job market, and the provision of consulting and counselling services related to the availability and readiness of work for PWD."