Kecemasan Pegawai Perjanjian Kerja Waktu Tertentu (PKWT) terhadap Job Performance
DOI:
https://doi.org/10.36636/psikodinamika.v1i2.697Kata Kunci:
Job performance, Anxiety, Employment contractAbstrak
Work is the physical and mental process of an individual in achieving his goals, but uncertainty in the work will cause anxiety. Anxiety is a state of worry that complains that something bad will happen soon so that job performance becomes an indicator in continuing work in accordance with the applicable abilities and conditions. The subjects in this study were 36 contract employees in one of the regional secretariat agencies in Malang with a purposive sampling technique. Data were collected using the Hamilton Anxiety Rating Scale (HAM-A) instrument and the Individual Work Performance Scale (IWP). The results of the analysis show that there is no effect of anxiety on job performance, so that active PKWT employees can still carry out their work in accordance with the job descriptions and the provisions of the applicable work agreement without the pressure of anxiety.
Keywords: Anxiety, job performance, employment contract
Referensi
Afif, U.C., Rumini, R., & Nasuka. (2017). Hubungan kecemasan, percaya diri dan motivasi terhadap kinerja wasit bola voli. Journal of Physical Education and Sports, 5(2), 75-82. DOI: 10.15294/JPES.V5I2.13285
Alwisol. (2016). Psikologi Kepribadian. Malang: UUM Press.
As’ad, M. (1998). Seri Ilmu Sumber Daya Manusia Psikologi Industri Edisi ke-empat. Yogyakarta: Liberty.
Astuti, S. (2018). Antisipasi menghadapi masa pensiun ditinjau dari aspek pengendalian kecemasan. Jurnal Jendela Inovasi Daerah, 1(1),17-34.
Azwar, S. (2014). Metode Penelitian. Yogyakarta: Pustaka Pelajar.
Coyle-Shapiro, J.A. & Shore, L.M. (2007). The employee-organization relationship: Where do we go from here? Human Resource Management Review, 17(2), 166-179.
Feist, J. & Feist, G. J. (2016). Teori Kepribadian Jilid 2. Jakarta: Salemba Humanika.
Ferguson, K., Frost, L. & Hall, D. (2012). Predicting teacher anxiety, depression, and job satisfaction. Journal of Teaching and Learning, 8(1), 27-42.
Forcella, L., Di Donato, A., Coccia, U., Tamellini, L., Di Giampaolo, L., Grapsi, M., D'Intino, A., Pulini, S., Di Giuseppe, D., Turano, A., & Boscolo, P. (2007). Anxiety, job stress and job insecurity among teachers with indefinite or definite time contract. Giornale italiano di medicina del lavoro ed ergonomia, 29(3 Suppl), 683–686.
Gibson, J. L. (2003). Struktur Organisasi dan Manajemen. Jakarta: Erlangga.
Gilmer, B. V. H. (1971). Industrial and Organization Psychology. Tokyo.Mc Graw Hill. International Student Editions: Kgakhusa Company Ltd.
Hamilton, M. (1959). The assessment of anxiety states by rating. The British Journal of Medical Psychology, 32(1), 50–55.
Hurlock, E. B. (2012). Psikologi Perkembangan, Suatu Pendekatan Sepanjang Rentang Kehidupan (terjemahan). Jakarta: Erlangga.
Indonesia. Undang-Undang Nomor 11 Tahun 2020 tentang Cipta Kerja (Kluster Ketenagakerjaan).
Koopmans, L., Bernaards, C., & Hildebrandt, V. (2012). Development of an individual work performance questionnaire. International Journal of Productivity and Performance Management, 62(1) 6–28. doi.org/10.1108/17410401311285273
Kuncoro, J. & Sari, E.V. (2006). Kecemasan dalam menghadapi masa pensiun ditinjau dari dukungan sosial pada pt. semen gresik tbk. Jurnal Psikologi, 1(1), 1-10.
Maslow, A. (1943). Theory of human motivation. Psychological Review, 50(4), 370-396.
Nevid, J.S, Rathus, S.A., & Greene B. (2005). Psikologi Abnormal. Jakarta: Erlangga.
Pelser-Carstens, V., Keyser, E, & Surujlal, J. (2015). Relationship between social contract, anxiety, performance, workload and intention to quit among professional sport coaches. African Journal for Physical, Health Education, Recreation and Dance (AJPHERD), 21(3:2), 1009-1023.
Razak, A. R. A., Aspin, & Marhan, C. (2020). Hubungan antara kecemasan menhadapi masa berakhirnya kontrak kerja dengan kinerja karyawan pada karyawan kontrak (pt. pln (persero) unit pelaksana pengendalian pembangkitan kendari. Jurnal Sublimapsi, 1(1), 59-66.
Ruhana, I., Hamid, D., Putra, B. (2015). Analisis perbandingan prestasi kerja karyawan kontrak dengan karyawan tetap. Jurnal Administrasi Bisnis, 26, 1.
Satata, D.B.M. (2021). Employee engagement as an effort to improve work performance: literature review. Ilomata International Journal of Social Science (IJSS), 2(1), 41-49.
Shakir, M., & Zia, A. (2014). Temporary job and permanent stress. Journal of Education and Practice, 5(14), 144-150.
Simarmata, N.I.P., Kadiyono, A.L., Agustiani, H., & Harding D. (2017). Job performance ditinjau dari iklim organisasi dan nilai budaya suku batak. Jurnal Ilmiah Psikologi Terapan, 5(1), 158-174.
Sugiyono. (2013). Statistik Untuk Penelitian. Bandung: Alfabeta.
Wahyunigtyas, S., & Utami, H. N. (2018). Analisis perbedaan kinerja karyawan kontrak dengan kinerja karyawan tetap (studi pada karyawan bank BRI kantor cabang Malang Kawi). Jurnal Administrasi Bisnis. 60, 3
Yongxing, G., Hongfei, D., Baouguo, X., & Lei, M. (2017). Work engagement and job performance: the moderating role of perceived organizational support. Anales de Psicología, 33(3), 708-713. http://dx.doi.org/10.6018/analesps.33.3.238571
Diterbitkan
Terbitan
Bagian
Lisensi
Hak Cipta (c) 2021 Dian Bagus Mitreka Satata
Artikel ini berlisensiCreative Commons Attribution-ShareAlike 4.0 International License.
The author who wishes to publish articles in this journal agree with the following conditions:
- Author retains the copyright and simultaneously provides the journal the first publishing rights of the manuscript under a Creative Commons Attribution License that allows others to share the work with an initial job writing and publishing statement in this journal.
- The author can include in separate additional contractual arrangements for the rich version of non-exclusive distribution of journal publications (eg posting it to the institutional repository or publishing it in a book), with recognition of publishing initially in this journal.
- The author is permitted and encouraged to post their work online (for example: in the institutional repository or on their website) before and during the submission process because it can lead to productive exchanges, as well as earlier and more powerful citations of published works. (See open access policy).
