Peran Kepribadian dalam Mengatasi Kesepian di Tempat Kerja pada Tenaga Kesehatan: Faktor, Dampak, dan Solusi

Geni Novella

doi:10.55606/jimek.v5i3.7981

Authors

Geni Novella Universitas Negeri Padang

DOI:

https://doi.org/10.55606/jimek.v5i3.7981

Keywords:

health workers, multiple linear regression, neuroticism, personality, workplace loneliness

Abstract

This study aims to determine the contribution of personality to workplace loneliness in health workers. Workplace loneliness or loneliness at work is a psychological condition that can affect the well-being and performance of health workers, especially in work environments with high demands. This study uses a quantitative approach with a correlational method, involving 60 health workers selected through accidental sampling technique. The data collection instruments consisted of Loneliness at Workplace Scale (LAWS) to measure the level of workplace loneliness and IPIP-BFM-50 to measure five dimensions of personality, namely openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism. Data analysis was done using multiple linear regression with the help of SPSS 25 software. The results showed a significant relationship between personality and workplace loneliness (p = 0.000; p < 0.05). The value of the coefficient of determination (R2) of 0.413 indicates that personality as a whole contributes 41.3% to the variation of workplace loneliness. Among the Five personality dimensions measured, neuroticism showed the largest contribution to workplace loneliness, at 49.06%, followed by other dimensions that contributed in a smaller proportion. These findings confirm that individuals with high levels of neuroticism tend to be more prone to experiencing loneliness in the work environment, likely due to a tendency to experience negative emotions, worry, and insecurity in social interactions. The results of this study have important implications for Human Resource Management in the health sector. An understanding of the contribution of personality to workplace loneliness can be the basis for the development of intervention strategies, such as social skills improvement programs, psychological support, and adjustments to the work environment to be more inclusive and support the well-being of health workers. Thus, efforts to reduce workplace loneliness need not only focus on situational factors, but also consider individual personality characteristics.

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