Creating a more inclusive and supportive work environment

Oct 13, 2025 by sorusgentrification.com 58 views

The Effect of Psychological Welfare on Work Attachment to Employees of PT. Indonesian Telecommunications, Tbk Medan Area

Introduction

In today's fast-paced and competitive business environment, companies are constantly seeking ways to improve employee satisfaction, productivity, and retention. One crucial aspect that has gained significant attention in recent years is the impact of psychological welfare on work attachment among employees. Psychological well-being refers to an individual's overall mental and emotional balance, which plays a vital role in determining their commitment to their work. This article explores the effect of psychological welfare on work attachment to employees of PT. Indonesian Telecommunications, Tbk Medan Area, a leading telecommunications company in Indonesia.

The Importance of Psychological Welfare in the Workplace

Psychological well-being has a profound impact on an individual's work performance, job satisfaction, and overall well-being. When employees feel psychologically prosperous, they tend to exhibit higher levels of commitment, motivation, and engagement in their work. Conversely, employees who experience psychological discomfort often show low attachment to work, which can lead to decreased productivity, absenteeism, and turnover. In the context of PT. Indonesian Telecommunications, Tbk Medan Area, understanding the relationship between psychological welfare and work attachment is crucial in creating a more productive and satisfying work environment.

Research Methodology

This study employed a simple regression method to analyze the relationship between psychological welfare and work attachment among 142 employees of PT. Indonesian Telecommunications, Tbk Medan Area. To measure work attachment, a scale based on the theory by Schaufeli, Bakker, and Salanova (2006) was used. Meanwhile, to assess psychological well-being, this research referred to the theory of Ryff (1989). Both measuring instruments have been tested and recognized in the field of industrial and organizational psychology.

Research Results

The results of this study showed a significant influence between psychological welfare and work attachment, with a value of R = 0.553 and P < 0.05. This indicates that the higher the psychological well-being of employees, the higher the level of work attachment they feel. Furthermore, analysis revealed that psychological welfare contributed 30% to the work attachment of PT. Indonesian Telecommunications, Tbk Medan Area. This finding suggests that companies can invest in welfare programs that improve employee psychological welfare, leading to increased work attachment and productivity.

Additional Analysis and Explanation

Psychological well-being encompasses various aspects that affect an individual's mental and emotional balance. When employees feel psychologically prosperous, they tend to exhibit positive social interaction, effective stress management, and a supportive work environment. Conversely, employees who experience psychological discomfort often show low attachment to work, which can lead to decreased productivity and quality of work. By understanding the importance of psychological welfare, companies can create a more inclusive and supportive work environment, leading to improved employee satisfaction and retention.

Opportunities for Companies to Invest in Welfare Programs

The 30% contribution shown by this study opens opportunities for companies to invest in welfare programs that can improve employee psychological welfare. Some examples of such programs include:

Self-development training programs: Providing employees with opportunities for skill development and career advancement can enhance their sense of purpose and motivation.
Mental health counseling: Offering access to mental health professionals can help employees manage stress and anxiety, leading to improved well-being and work attachment.
Creating a more inclusive and supportive work environment: Fostering a culture of respect, empathy, and open communication can help employees feel valued and supported, leading to increased job satisfaction and retention.

Conclusion

In conclusion, this study confirms the importance of attention to the psychological aspects of human resource management policies. By understanding and improving psychological well-being, companies can create a more productive and satisfying work environment, both for employees and for the company itself. This will certainly contribute to the company's long-term success in running operations and achieving business goals. As PT. Indonesian Telecommunications, Tbk Medan Area continues to grow and evolve, prioritizing employee psychological welfare will be crucial in maintaining a competitive edge in the industry.
Frequently Asked Questions: The Effect of Psychological Welfare on Work Attachment

Q: What is psychological welfare, and how does it impact work attachment?

A: Psychological welfare refers to an individual's overall mental and emotional balance. When employees feel psychologically prosperous, they tend to exhibit higher levels of commitment, motivation, and engagement in their work. Conversely, employees who experience psychological discomfort often show low attachment to work, which can lead to decreased productivity, absenteeism, and turnover.

Q: What is the significance of this study in the context of PT. Indonesian Telecommunications, Tbk Medan Area?

A: This study highlights the importance of attention to the psychological aspects of human resource management policies in creating a more productive and satisfying work environment. By understanding and improving psychological well-being, companies can increase employee satisfaction, retention, and productivity, ultimately contributing to the company's long-term success.

Q: What are some examples of welfare programs that can improve employee psychological welfare?

A: Some examples of such programs include:

Self-development training programs: Providing employees with opportunities for skill development and career advancement can enhance their sense of purpose and motivation.
Mental health counseling: Offering access to mental health professionals can help employees manage stress and anxiety, leading to improved well-being and work attachment.
Creating a more inclusive and supportive work environment: Fostering a culture of respect, empathy, and open communication can help employees feel valued and supported, leading to increased job satisfaction and retention.

Q: How can companies measure the effectiveness of welfare programs in improving employee psychological welfare?

A: Companies can measure the effectiveness of welfare programs by tracking key performance indicators (KPIs) such as employee satisfaction, retention rates, productivity, and overall well-being. Regular surveys and feedback sessions can also provide valuable insights into the impact of welfare programs on employee psychological welfare.

Q: What are some potential challenges that companies may face in implementing welfare programs?

A: Some potential challenges that companies may face in implementing welfare programs include:

Resistance to change: Employees may be resistant to changes in the work environment or may feel that welfare programs are not relevant to their needs.
Limited resources: Companies may have limited resources to devote to welfare programs, which can make it difficult to implement and maintain effective programs.
Measuring effectiveness: Companies may struggle to measure the effectiveness of welfare programs, which can make it difficult to determine whether the programs are having a positive impact on employee psychological welfare.

Q: How can companies overcome these challenges and ensure the success of welfare programs?

A: Companies can overcome these challenges by:

Engaging employees in the planning and implementation process: This can help to build buy-in and ensure that welfare programs are tailored to meet the needs of employees.
Providing clear communication and training: This can help to ensure that employees understand the purpose and benefits of welfare programs.
Regularly evaluating and adjusting welfare programs: This can help to ensure that welfare programs are effective and meeting the needs of employees.