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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."

"Penelitian ini mengukur hubungan antara tiga variabel yaitu autonomy support, strengths use, dan harmonious passion secara korelasional.Industri kreatif menunjukkan peranan penting dalam sebagai roda dalam perekomian Indonesia  (Sugiarto, 2018). Pada era industri kreatif, kreativitas menjadi sebuah modal penting bagi karyawan untuk dapat bersaing. Harmonious passion kemudian ditemukan sebagai faktor yang memengaruhi kreativitas seseorang  (Liu, Chen, dan Yao, 2011). Dengan demikian penelitian saat ini ditujukan untuk mengetahui faktor pembentuk harmonious passion sehingga dapat memengaruhi kreativitas. Peneliti berhipotesis bahwa strengths use dapat memediasi hubungan antara autonomy support dan harmonious passion. Penelitian ini melibatkan karyawan penuh waktu yang bekerja di bidang industri kreatif (N = 133). Alat ukur yang digunakan adalah Work Climate Questionnaire, Passion Scale, dan Strengths Use Scale. Hasil penelitian menunjukkan bahwa terdapat efek langsung antara autonomy support terhadap harmonious passion ( = 0,42,>p < 0,05), efek tidak langsung antara autonomy support terhadap harmonious passion melalui strengths use (>ab) sebesar 0,12, p < 0,05), dan total efek (c) autonomy support, strengths use, dan harmonious passion sebesar 0,54 , p < 0,05. Akhirnya, dapat disimpulkan bahwa strengths use dapat memediasi hubungan antara autonomy support dan harmonious passion secara parsial.

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This study measures the relationship between three variables, namely autonomy support, strengths use, and harmonious passion in a correlational study. The creative industry shows an important role in Indonesias economy (Sugiarto, 2018). In the era of the creative industry, creativity is an important thing for employees to be able to compete. Harmonious passion is found as a factor that influences a persons creativity (Liu, Chen, and You, 2011). Thus the study aimed to find out the forming factors of the harmonious passion that influence creativity. The researcher hypothesizes that strengths use can mediate the relationship between autonomy support and harmonious passion. This study involves full-time employees working in the creative industry (N = 133). Measuring instruments used by the Work Climate Questionnaire, Passion Scale, and Use Scale Strengths. . The results showed that there was a direct effect between autonomy support for harmonious passion (c = 0.42, p <0.05), the indirect effect of autonomy support on harmonious passion through strengths use (ab) of 0.12, p < 0.05), and the total effect (c) of autonomy support, strengths use, and harmonious passion is 0.54, p <0.05. Finally, it can be concluded that strengths use can mediate the relationship between autonomy support and harmonious passion partially."

"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."

"Peristiwa yang terjadi selama pandemi Covid-19 telah mengubah dinamika kerja, dengan karyawan Generasi Z. Dengan itu, penting untuk memahami penyesuaian sistem pekerjaan untuk Generasi Z dalam memaksimalkan strengths use karyawan guna memberikan dampak positif terhadap dirinya sendiri dan organisasi. Berdasarkan berbagai penelitian, Generasi Z sangat mempertimbangkan work flexibility dan meaningful work sebagai cara untuk meningkatkan strengths use mereka. Penelitian ini bertujuan untuk mengeksplorasi peran meaningful work sebagai mediator dalam hubungan antara work flexibility dan strengths use pada karyawan Generasi Z. Partisipan penelitian ini terdiri dari 357 karyawan Generasi Z, berusia 21-29 tahun, dengan komposisi 193 laki-laki dan 164 perempuan. Metode yang digunakan adalah kuantitatif non-eksperimental dengan desain within-subject posttest, menggunakan kuesioner yang dianalisis melalui uji korelasi dan regresi mediasi dengan PROCESS Macro (Model 4) di SPSS versi 27. Hasil penelitian menunjukkan meaningful work tidak signifikan dalam memediasi hubungan antara work flexibility dan strengths use (p < 0.05). Namun, work flexibility menunjukkan efek negatif signifikan pada strengths use di kategori WFH, WFO, dan working time flexibility tinggi. Hasil ini menunjukkan bahwa pengaruh work flexibility terhadap strengths use bervariasi tergantung pada kondisi tempat dan waktu kerja, dan peran mediasi meaningful work tidak terbukti signifikan. Berdasarkan hasil penelitian ini, penting untuk perusahaan menyeimbangkan fleksibilitas dan rigiditas sistem pekerjaan.

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The events that occurred during the Covid-19 pandemic have changed the dynamics of work, especially for Generation Z employees. Therefore, it is important to understand the adjustment of work systems for Generation Z to maximize their strengths use, thereby providing positive impacts for both themselves and the organization. Based on various studies, Generation Z highly values work flexibility and meaningful work as ways to enhance their strengths use. This study aims to explore the role of meaningful work as a mediator in the relationship between work flexibility and strengths use among Generation Z employees. The participants of this study consisted of 357 Generation Z employees, aged 21-29 years, with 193 males and 164 females. The method used was a non-experimental quantitative design with a within-subject posttest design, using questionnaires analyzed through correlation and mediation regression tests with PROCESS Macro (Model 4) in SPSS version 27. The results showed that meaningful work was not significant in mediating the relationship between work flexibility and strengths use (p < 0.05). However, work flexibility showed a significant negative effect on strengths use in the categories of WFH, WFO, and high working time flexibility. These results indicate that the influence of work flexibility on strengths use varies depending on the conditions of place and time of work, and the mediating role of meaningful work was not proven significant. Based on these findings, it is important for companies to balance flexibility and rigidity in work systems."