Pengaruh Kecemasan Menghadapi Pemutusan Hubungan Kerja terhadap Motivasi Kerja Karyawan PT X di Kota Salatiga

Abstract

This study aims to determine the effect of anxiety facing work termination on employee motivation at PT X Salatiga. The sample in this study amounted to 73 respondents who are still active employees working at PT X. The sampling technique is done by simple random sampling. Data collection uses a psychological scale that is the scale of work motivation based on Abraham Maslow's motivation theory and anxiety facing retirement scale based on the theory put forward by Oluseyi & Olufemi. The data used are primary data analyzed using a simple linear regression test. The results showed that anxiety facing work termination affects work motivation by 26.8% while the remaining 73.2% is influenced by other variables not examined. The researcher can then study based on age, position and also examine other variables that are factors of work motivation, for example marital status between married employees compared to employees who have not married, the length of service of employees in a company.

Self-Compassion and Psychological Well-Being Among Employees in Companies Implementing Layoffs

“…Prolonged exposure to these negative emotions can lead to withdrawal from social interactions and adversely affect psychological well-being. This, in turn, can diminish motivation, productivity, and result in sleep disturbances and emotional fluctuations (Widyantari et al, 2020;Kube, 2017). Therefore, it is important for employees to cultivate and maintain selfcompassion as a means of safeguarding their psychological well-being, while companies should also prioritize the mental health of their employees to ensure effective job performance (Widyantari et al, 2020).…”

“…Mass terminations of employment not only affect the psychological well-being of those directly affected, but also impact the well-being of surviving employees. Witnessing layoffs can lead to feelings of concern and worry, which can decrease focus and motivation, resulting in decreased work performance (Widyantari, Prapunoto, & Kristijanto, 2020). Moreover, employees who witness coworkers experiencing layoffs may feel anxious about their own job security (Kube, 2017).…”

“…Psychological well-being is considered more important than the quality of working life as it encompasses broader psychological aspects and can affect a person's overall happiness and well-being. Good psychological well-being leads to a better work-life balance, increased motivation, creativity, and productivity (Widyantari et al, 2020). When individuals feel happy, satisfied, and emotionally balanced, they are more likely to perform well at work and positively contribute to the organization.…”

Hubungan antara Kecemasan Karyawan Menghadapi Kemungkinan Pemutusan Hubungan Kerja dengan Kepuasan Kerja pada Karyawan Lepas

“…Informasi yang berasal dari alat penginderaan menyambung ke saraf simpatetik, yang kemudian menimbulkan respon atas stimulus dalam bentuk perubahan pada kondisi kejiwaan sampai fisik idividu (Kube, 2017). Nevid menyatakan bahwa kecemasan (anxiety) ialah suatu kondisi aprehensi atau rasa khawatir mengenai sebuah bahaya atau hal jelek yang akan segera berlangsung (Widyantari et al, 2020). Atkinson mempunyai pendapat bahwa kecemasan ialah emosi yang tidak menyenangkan dan diindikasikan dengan sejumlah istilah seperti khawatir, prihatin dan rasa takut yang sering dialami pada taraf yang tidak sama (Sutrisno, 2013).…”

“…Kecemasan dalam menghadapi PHK ialah suatu kondisi atau rasa yang kurang menggembirakan dan mengandung sifat subjektif yang dirasakan oleh individu yang hendak masuk waktu atau masa pensiun atau berhenti kerja. Sumbernya yang memiliki sifat tidak tentu membuat individu merasakan ketakutan, tidak merasa nyaman pikirannya dan perasaannya kebingungan dalam menghadapi waktu di masa depan (Widyantari et al, 2020). Kecemasan menghadapi pemutusan hubungan kerjasama ini dapat diukur dengan skala kecemasan menghadapi masa purna atau pensiun atau pemutusan hubungan kerja menurut aspek-aspek berdasarkan Oluseyi & Olufemi yang rerdiri atas rasa gugup, ketidakpastian, dan kurangnya motivasi (Oluseyi & Olufemi, 2015).…”