Employe Self-Acceptance in the Human Resources Development (HRD) Department at PT Cabinindo Putra in Facing Work Responsibilities
DOI:
https://doi.org/10.63217/socrates.v2i2.265Keywords:
Human Resource Development, Employes, Psychological Well-Being, Organization, Self-AcceptanceAbstract
Employe psychological well-being is an important aspect that not only affects individuals but also the sustainability and effectiveness of the organization. One of the internal factors that plays an important role in shaping psychological well-being is self-acceptance. This study aims to understand the self-acceptance and psychological well-being of employes, specifically Human Resource Development (HRD) staff at PT Cabinindo Putra, a manufacturing company with high work demands related to accuracy, speed, and consistency. This research uses a qualitative approach with data collection methods including in-depth interviews and focus group discussions (FGD). Data analysis is based on Ryff's theory of psychological well-being and Berger's concept of self-acceptance. The research results show that HRD at PT Cabinindo Putra has a good level of self-acceptance, as evidenced by confidence in one's abilities, the use of internal value standards, a responsible attitude toward mistakes, the ability to accept criticism objectively, and a realistic understanding of one's limitations. This condition supports the creation of emotional stability and positive psychological well-being in carrying out the strategic role of HRD. This research is expected to provide an overview of the importance of self-acceptance as a foundation for employe psychological well-being and to be a consideration for organizations in human resource development.
References
Aida Irmawati. (2015). PERAN HUMAN RESOURCE DEVELOPMENT (HRD) DALAM MENINGKATKAN PRODUKTIVITAS KARYAWAN DI PT. YANASURYA BHAKTIPERSADA. Jurnal Aplikasi Administrasi, 18, 123–129.
Alvina Damayanti, & Netty Merdiaty. (2024). Body Dissatisfaction Dengan Kepercayaan Diri Pada Mahasiswa Pengguna Instagram. Social Philantropic: Jurnal Kajian Ilmu Sosial Dan Psikologi, 2(2), 9–17.
Badra Kinaryo Shi Norita, & Oktariani. (2024). Peran Divisi HRD Dalam Pengembangan Sumber Daya Manusia di Perusahaan (The Role of the HRD Division in Human Resources Development in Companies). SENADIMU, 1, 192–210. https://www.doi.org/10.22303
Carol D Ryff, & Corel Lee M. Keyes. (1995). The Structure of Psychological Well-Being Revisited. Journal of Personality and Social Psychology, 69(4), 719–727.
Elizbeth B. Hurlock. (2007). Psikologi Perkembangan (5th ed.).
Kenneth L. Denmark. (1973). Self-Acceptance and Leader Effectiveness. Journal of Extension, 6–12.
Khaeruman, & Tabroni. (2024). Strategi EfektifManajemen Sumber Daya Manusia dalam Meningkatkan Kinerja Karyawan di Era Bisnis Modern. EKOMA: Jurnal Ekonomi, Manajemen, Akuntansi, 3, 552–560.
Masesa Angga Wijaya, & Chepy Perdana. (2023). PERANCANGAN FOCUS GROUP DISCUSSION SEBAGAI RUANG PARTISIPASI MASYARAKAT DALAM MEMBANGUN DESA BERBASIS WEBSITE. JURNAL SISTEM INFORMASI GALUH, 1(2), 59–67. https://ojs.unigal.ac.id/index.php/jsig/index
Mega Pricilia. (2023). ANALISIS PENTINGNYA PENINGKATAN SEMANGAT KERJA KARYAWAN GUNA MENINGKATKAN PRODUKTIVITAS KARYAWAN GURLBUCKET. Communnity Development Journal, 4(4), 8320.
Pt Cabinindo Putra. (2020). SEJARAH PT CABININDO PUTRA. CABIND. https://www.cabinindo.co.id/gambaran-umum-perusahaan/
Tuwindar, & Okder Pendrian. (2024). Peran Human Resources Development dalam Meningkatkan Produktivitas Karyawan. Journal of Economics and Business UBS, 13, 557–565.
