The purpose of this research is to find the correlation between job satisfaction and psychological well-being among employee. Job satisfaction is an outcome of employee’s feels and thoughts about appraisal of the job, which occur as a result of interaction with work environment, sort of job, and job performance. Psychological well-being is evaluation of a condition from individuals that have personal growth, self-acceptance, positive relations with others, autonomy, purpose in life and environmental mastery. Data was collected from 94 employee in (...) Jakarta. The result of data analysis shows that correlation between job satisfaction (M = 1,77, SD = 0,25) and psychological well-being (M = 3,75, SD = 0,05) is r (92) = 0,456, and p = 0,000 < 0,01. This result means, there is a positive correlation between job satisfaction and psychological well-being. In other words, for more employee feel satisfied about their job, for will be better their psychological well-being.  . (shrink)

The aim of this research is to find the relationship between self efficacy and work performance of marketing employee refers to a person’s evaluation of his or her ability or competency to perform a task and reach a goal. Work performance is personal outcome that he or she performs in an organization. The participant for this study is 35 marketing employee of X Company. Using Pearson Correlation Product Moment, the result shows that there is a positive relationship between marketing employee (...) self efficacy and their work performance.  . (shrink)

Every person always experiences life changes. Positive or negative life changes cause stress. Retirement represents one of life changes which can cause stress. Stress is an organism’s phyciological and psychological responses that can cause unpleasant situation and make mental and emotional dysfunction. Resilient people are more to see changes as opportunity to grow rather than as stressors. Resiliency is the ability to bounce back quickly from misfortune and successfully adapt in a smart way to adverse with more power. This quantitative (...) research represents a non-experimental method using questionnaires with Likert scale as the instrument to find correlation between resiliency and stress in the preparatory phase of retirement. There were 32 participant (male & female) from various tribes and religions. Result indicates that there is no correlation between resiliency and stress.  . (shrink)

The purpose of this research is to describe the work stress level of psychiatric nurse and to find out the difference of work stress between the temperaments of psychiatric nurse. According to Robbins (1996), stress is a dynamic condition where an individual is confronted with and opportunity, constraints and demands that related with a person desire and the result was percept as unpredictable and important matter. Constraints and demands in this research are specialized in work environment. One of the factors (...) which influence work stress is temperament. Allport defined temperament as the dispositions of one’s behavior that are closely linked to biological or physiological determinants (Hall, Lindzey, & Campbell, 1988). Hippocrates and Galenus categorized temperament into four groups (Chole, Melanchole, Phlegma, Sanguis). The data for this particular research was collected from 83 psychiatric nurses. The result indicates that there is a significant difference on work stress between temperaments on psychiatric nurse. Sanguine nurses have the highest work stress level and choleric nurses have the lowest work stress level.  . (shrink)

The purpose of this study is to find out the relationship between Adversity Intelligent with employees work achievements. Rank Spearman correlation method is used on this study considered the result data is not normal. Variable of the study is Adversity Intelligent with work achievement. The data is collected by spreading Adversity Intelligent with work achievement questioners at PT. X. Measures is administered to 61 employees of PT. X, whom are sample population. Measurement tools are based on Adversity Response Profile from (...) Stoltz (2000) and employees achievements data are gathered from company resource. Based on analyzing data with SPSS 13.0, there is positive correlation between Adversity Intelligent with work achievements of employees r=0.384, p<0.01. This result means that bigger AI degree, the higher work achievement becomes. Based on this result, the conclusion is more bigger AI degree, more higher work achievement becomes, and vice versa. (shrink)

Selection and recruitment process is the first step from human resource management PT. MGF has already following this process but still find in effective result on field. There are a lot of complaint from many departments about the employees whose recruit by HRD doesn’t perform very well. This problem affected other system and causes a lot of employee are accepted by reference. This research held to find the causes and problems in recruitment process in PT. MGF, in order to find (...) the training needs as a solution through this problem. According to problem analysis, the right solution is create/established the competency based criteria model for specific position. This can support the recruiter to find the person whose meet the criteria to show excellence performance. Subjects are all center employees who meet the research criteria and held in Operational Department.  . (shrink)