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"Thriving at work memberikan beragam luaran penting bagi individu maupun organisasi. Thriving a work merupakan kondisi psikologis saat individu mengalami sense of learning dan sense of vitality. Tetapi salah satu studi terbaru menunjukkan bahwa hanya sebagian dari responden penelitian yang mengaku memiliki energi positif di tempat kerja sebagai dampak dari berkurangnya koneksi dan relasi sosial di masa pandemi. Penelitian ini dilakukan untuk mengkaji pengaruh perceived supervisor support for strengths use (PSSSU) sebagai work contextual terhadap thriving at work ASN melalui mediasi strenghs use. Selain itu, penelitian ini juga dilakukan untuk mengetahui peran moderasi core self-evaluation pada hubungan antar variabel. Penelitian ini dilakukan terhadap 326 orang ASN. Data diperoleh melalui survei yang disebarkan secara daring menggunakan kuesioner self-report. Alat ukur yang digunakan antara lain thriving at work scale, adaptasi dari POSSU scale, subskala strengths use dari SUDCO scale, dan core self-evaluation scale. Pengolahan dan analisis data dilakukan menggunakan model 7 Macro PROCESS HAYES’ pada SPSS versi 26. Hasil menunjukkan bahwa strengths use memediasi secara parsial pengaruh perceived supervisor support for strengths use terhadap thriving at work. Selain itu, core self-evaluation tidak memoderasi pengaruh tidak langsung perceived supervisor support for strengths use terhadap thriving at work. Hasil penelitian memberikan implikasi berupa pemahaman bagi organisasi pemerintah bahwa thriving at work dapat didorong melalui PSSSU. Selain itu dampak PSSSU terhadap thriving at work dapat ditingkatkan dengan cara memastikan ASN mempraktekkan strengths use sebagai respon dari PSSSU yang didapatkan.

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Thriving at work provides a variety of important outcomes for individuals and organizations. Thriving at work is a psychological state when individuals experience a sense of learning and as sense of vitality. But, recent study showed that only some of research respondents reported to have a positive energy at work, as a result of reduces social connections and interaction during the pandemic. This research was conducted to examine the effect of perceived supervisor support for strengths use (PSSSU) as a work contextual on thriving at work among ASN through the mediation of strengths use. This research was also conducted to determine the moderating role of core self-evaluation on the relationship between variables. This research was conducted on 326 of ASN. Data was obtained through a survey distributed online using a self-report questionnaire. The measuring instruments used include the thriving at work scale, an adaptation of the POSSU scale, the strengths use subscale of the SUDCO scale, and the core self-evaluation scale. Data processing and analysis was carried out using model 7 of Macro PROCESS HAYES' in SPSS version 26. The results show that strengths use partially mediates the effect of perceived supervisor support for strengths use on thriving at work. On the other hand, core self-evaluation does not moderate the indirect effect of perceived supervisor support for strengths use on thriving at work. The study results provide implications in the form of understanding for government organizations that thriving at work can be encouraged through PSSSU. Apart from that, the impact of PSSSU on thriving at work can be increased by ensuring ASN practice strengths use as a response to the PSSSU obtained."

"Thriving at work adalah keadaan psikologis di mana individu mengalami pengalaman vitality dan learning di tempat kerja. Penting bagi individu untuk thriving dalam menghadapi tantangan yang muncul di tempat kerja. Menggunakan teori Socially Embedded of Thriving at Work (SEMT), penelitian ini bertujuan untuk menguji faktor-faktor yang berperan dalam thriving at work pada Aparatur Sipil Negara (ASN) di Kementerian X, yaitu meaningful work, strengths-based leadership, dan strength use. Penelitian ini dilakukan pada ASN Kementerian X di Indonesia, dengan partisipan berjumlah 503 orang. Pengumpulan data dilakukan menggunakan survei secara daring. Pengujian validitas instrumen penelitian menggunakan Confirmatory Factor Analysis. Pengujian hipotesis pada penelitian ini menggunakan Structural Equation Modelling dengan software Jamovi 2.0.0. Hasil penelitian ini menunjukkan bahwa: (1) meaningful work dan strengths-based leadership merupakan faktor yang secara signifikan memiliki efek terhadap thriving at work; (2) terdapat efek signifikan antara meaningful work terhadap thriving at work yang dimediasi parsial oleh strengths use; (3) strengths use memediasi secara parsial strengths based leadership dan thriving at work; (4) strengths use berperan sebagai mediator antara meaningful work dan strengths based leadership terhadap thriving at work. Rsquared untuk model penelitian ini sebesar 75% dalam menjelaskan thriving at work. Temuan ini menunjukkan bahwa meaningful work dan strengths-based leadership memainkan peran penting dalam memfasilitasi strengths use untuk meningkatkan thriving at work. Temuan ini diharapkan dapat memberikan pemahaman mengenai thriving at work untuk organisasi pemerintahan khususnya Kementerian X, sehingga dapat menjadi pertimbangan penyusunan kebijakan pengelolaan sumber daya manusia, terutama yang dapat mendorong thriving at work.

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Thriving at work refers to a psychological condition when individuals have a sense of vitality and learning in their work environment. It is crucial for individuals to thrive for success to effectively overcome work-related challenges. This study utilizes the Socially Embedded Model of flourishing at Work (SEMT) theory to investigate the elements that contribute to thriving at work among State Civil Apparatus (ASN) in Ministry X. Specifically, the study focuses on meaningful work, strengths-based leadership, and strengths use. The research was carried out with a sample size of 503 individuals who were affiliated with Ministry X in Indonesia. Data collection was conducted through an online survey. Confirmatory Factor Analysis (CFA) was employed to assess the validity of the study tools. The process of hypothesis testing was conducted using the Jamovi 2.0.0 program, specifically employing Structural Equation Modeling. The findings of this study suggest that meaningful work and strength-based leadership have a significant impact on thriving at work. Specifically, meaningful work has a direct effect on thriving at work, and this effect is partially influenced by strengths use. Additionally, the use of strengths partially mediates the relationship between strengths-based leadership and thriving at work. Furthermore, strengths use acts as a mediator between meaningful work and strengths-based leadership in relation to thriving at work. The R-squared value of this study model accounts for 75% of the variability. This finding suggests that engaging in meaningful work and employing strengths-based leadership are crucial factors in fostering the strengths use and thereby improving the overall well-being and success of government organizations, particularly Ministry X. The purpose of this study is to provide support to government agencies, including the Ministry X, in developing Human Resource Management policies that promote a positive work experience and encourage thriving at work."

"Masuknya generasi Z ke dunia kerja memberikan tantangan tersendiri bagi organisasi untuk menyusun strategi guna mempertahankan generasi Z di organisasi sebab terdapat pergeseran preferensi kerja pada generasi Z dibandingkan generasi sebelumnya. Generasi Z lebih menyukai organisasi yang mampu memfasilitasi dan mendukung kesejahteraan mental bagi karyawannya sehingga saat ini organisasi dapat berfokus pada faktor-faktor yang dapat meningkatkan kesejahteraan psikologis karyawan dengan cara membentuk thriving at work. Penelitian ini mengeksplorasi pembentukan thriving at work di kalangan karyawan generasi Z, dengan berfokus pada peran perceived organizational support for strengths use dan individual-focused transformational leadership yang dimediasi oleh strengths use. Penelitian ini menggunakan pendekatan kuantitatif dengan metode time-lagged survey yang melibatkan 132 karyawan generasi Z dari berbagai sektor industri di Indonesia. Survei dilakukan secara daring menggunakan Google Forms dan disebar melalui berbagai kanal media sosial. Teknik analisis data yang digunakan adalah structural equation modelling (SEM) menggunakan aplikasi Jamovi. Hasil analisis menunjukkan bahwa dukungan organisasi yang dirasakan untuk penggunaan kekuatan pribadi secara signifikan berpengaruh positif dalam memunculkan thriving at work, yang ditandai dengan vitalitas dan pembelajaran yang terus-menerus. Penelitian ini juga menemukan bahwa strengths use menjadi mediator penting yang memperkuat hubungan antara dukungan organisasi dan thriving at work namun peran gaya kepemimpinan individual-focused transformational leadership berpengaruh negatif terhadap strengths use dan thriving at work. Hasil penelitian ini memberikan wawasan baru tentang pentingnya menciptakan lingkungan kerja yang mendukung penggunaan kekuatan karyawan serta implikasi praktis untuk pengembangan kebijakan manajemen sumber daya manusia yang lebih efektif dalam mengoptimalkan potensi karyawan generasi Z.

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Gen Z workers are starting to enter the workforce and it gives challenges for organizations to develop strategies to retain gen Z workers in the organization due to a shifting in work preferences in gen Z workers compared to previous generations. Gen Z workers prefer organizations that are able to facilitate and support the well-being of their employees so that organizations nowadays can focus on factors that can improve the well-being of employees by creating thriving at work. This research explores the mechanism of thriving at work among gen Z workers, by focusing on the role of perceived organizational support for strengths use and individual-focused transformational leadership which is mediated by strengths use. This research uses a quantitative approach with a time-lagged survey method involving 132 gen Z workers from various industrial sectors in Indonesia. The survey was conducted online using Google Forms and distributed via various social media channels. The data analysis technique used is structural equation modeling (SEM) using the Jamovi 2.3.28.0 version. The results of the analysis show that perceived organizational support for strengths use has a significant positive impact in generating thriving at work, which is characterized by a sense of vitality and continuous learning. This research also found that strengths use is an important mediator that strengthens the relationship between organizational support and thriving at work, but the role of the individual-focused transformational leadership has a negative impact on strengths use and thriving at work. The results of this research provide new insight into the importance of creating a work environment that supports the use of employee strengths as well as practical implications for the development of human resource management policies that are more effective in optimizing the potential of gen Z workers."

"Thriving at work merupakan hal yang penting karena karyawan yang thriving cenderung lebih produktif, memiliki kesehatan mental yang lebih baik, dan lebih berkomitmen terhadap pekerjaan mereka. Penelitian ini bertujuan untuk menguji peran kepemimpinan diri sebagai mediator, dan otonomi kerja sebagai moderator pada hubungan langsung conscientiousness terhadap kepemimpinan diri dan hubungan tidak langsung antara conscientiousness terhadap thriving at work melalui kepemimpinan diri. Penelitian ini dilakukan dengan survei menggunakan teknik convenience sampling (N = 259). Hasil penelitian menunjukkan kepemimpinan diri memediasi hubungan antara trait conscientiousness dengan thriving at work. Penelitian menunjukkan bahwa otonomi kerja memoderasi hubungan antara conscientiousness dengan kepemimpinan diri. Selain itu, hasil juga menunjukkan bahwa otonomi kerja memoderasi hubungan antara conscientiousness dengan thriving at work melalui kepemimpinan diri. Implikasi dari penelitian ini adalah penggunaan teori conservation of resources dalam menjelaskan hasil penelitian. Secara praktis, penelitian ini memberikan saran bagi orgaisasi untuk mempertimbangkan trait conscientiousness dalam melakukan rekrutmen karyawan.

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Thriving at work is important because thriving employees are more productive, have better mental health, and are more committed to their work. This study examines the role of self-leadership as a mediator, and work autonomy as a moderator on the direct relationship of conscientiousness to self-leadership and the indirect relationship between conscientiousness to thriving at work through self-leadership. This research was conducted with a survey using a convenience sampling technique (N = 259). The results showed that self-leadership mediates the relationship between trait conscientiousness and thriving at work. The research shows that work autonomy moderates the relationship between conscientiousness and self-leadership. In addition, results show that work autonomy moderates the relationship between conscientiousness and thriving through self-leadership. The implication of this study is the use of conservation of resources theory in explaining the study results. Practically, this study suggests that organizations consider trait conscientiousness in recruiting employees."