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The Role of Religiosity, Self-Efficacy, Social Support, and Perceived Organizational Support on the Life Satisfaction of Christian Theological Seminary Lecturers in East Java: The Meaning of Work as a Mediator

June 2022
Journal of Educational Health and Community Psychology 11(1):227-265

June 2022
11(1):227-265

DOI:10.12928/jehcp.v11i2.23573

Authors:

Achieving life satisfaction is the hope of every person, including academicians. Based on a preliminary study, the problem of life satisfaction of Christian theological seminary lecturers is a real phenomenon that has never been studied scientifically to date. This study aims to examine the life satisfaction model of seminary lecturers in terms of religiosity, self-efficacy, social support, and perceived organizational support with the meaning of work as a mediating variable. The method used in this research is quantitatively correlational; 252 lecturers from 41 theological seminaries in East Java were participants in this research. This study used six instruments to measure each variable, and the data were analyzed using the SEM-PLS technique. Based on the R 2 value for the endogenous variables, it was found that the meaning of work had a significant positive effect of 36.8% obtained from the independent variables, while the R 2 value for the life satisfaction variable is 0.259, meaning that life satisfaction can be explained by variance of 25.9% in the independent variables. The results of the research hypothesis indicate that religiosity and self-efficacy have an indirect effect on life satisfaction with the meaning of work as a full mediator, while social support does not affect both the meaning of work and life satisfaction. This study also confirms that perceived organizational support has a direct and indirect effect on life satisfaction with the meaning of work as a partial mediator. This research result is expected to enhance efforts made by seminary leaders and the government to increase the life satisfaction of lecturers in Christian theological seminaries in East Java.

Demographic Data

…

Comparison of Empirical Data and Hypothetical-Theoretical Data

…

Fornell-Larcker Research Variables

…

Fornell-Larcker Indicators of Research Variables

…

Direct, Indirect, and Total Effects of the Structural Model of Research

…

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Journal of Educational, Health and Community

Psychology (Vol 11, No 1, 2022 E-ISSN 2460-8467)

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The Role of Religiosity, Self-Efficacy, Social Support, and

Perceived Organizational Support on the Life Satisfaction

of Christian Theological Seminary Lecturers in East

Java: The Meaning of Work as a Mediator

Yusak Novanto

yusak.novanto2015@psikologi.unair.ac.id,

yusak.novanto@uph.edu

Faculty of Psychology, Universitas

Airlangga, Surabaya, East Java

Faculty of Psychology, Universitas Pelita

Harapan, Tangerang, Banten

Seger Handoyo

seger.handoyo@psikologi.unair.ac.id

Faculty of Psychology, Universitas

Airlangga, Surabaya, East Java

Jenny Lukito Setiawan

jennysetiawan@ciputra.ac.id

School of Psychology,

Universitas Ciputra Surabaya,

Surabaya, East Java

Abstract

Achieving life satisfaction is the hope of every person, including academicians. Based on a

preliminary study, the problem of life satisfaction of Christian theological seminary lecturers is

a real phenomenon that has never been studied scientifically to date. This study aims to examine

the life satisfaction model of seminary lecturers in terms of religiosity, self-efficacy, social

support, and perceived organizational support with the meaning of work as a mediating variable.

The method used in this research is quantitatively correlational; 252 lecturers from 41

theological seminaries in East Java were participants in this research. This study used six

instruments to measure each variable, and the data were analyzed using the SEM-PLS technique.

Based on the R2 value for the endogenous variables, it was found that the meaning of work had

a significant positive effect of 36.8% obtained from the independent variables, while the R2 value

for the life satisfaction variable is 0.259, meaning that life satisfaction can be explained by

variance of 25.9% in the independent variables. The results of the research hypothesis indicate

that religiosity and self-efficacy have an indirect effect on life satisfaction with the meaning of

work as a full mediator, while social support does not affect both the meaning of work and life

satisfaction. This study also confirms that perceived organizational support has a direct and

indirect effect on life satisfaction with the meaning of work as a partial mediator. This research

result is expected to enhance efforts made by seminary leaders and the government to increase

the life satisfaction of lecturers in Christian theological seminaries in East Java.

Keywords: Life satisfaction, religiosity, self-efficacy, perceived organizational support, social

support, the meaning of work, Christian theological seminary lecturers

Introduction

The current era of globalization and information technology requires the improvement of Indonesian

human resources capital. Many companies need people who are superior, competent, professional,

and highly competitive in their expertise. Organizations that have skillful human resources will

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function as agents of positive change in the transformational process of our society. To be seen as

advanced organizations from the industrial-organizational psychological point of view, organizations

must also pay attention to life satisfaction and the welfare of their people. According to the

International Standard Organization (2018), an organization is considered to have a good occupational

health and safety system if its leaders also attend to the psychological well-being of their employees.

Achieving life satisfaction is something that every human wants to achieve, including faculty members

of Christian theological seminaries (referred to as “seminary lecturers” in this article) in East Java.

Together with DKI Jakarta, Banten, West Java, Central Java, and DIY, East Java province is seen as

one of the regions that become the benchmark standard for measuring the academic quality of

theological seminaries in Indonesia. In East Java, there are currently 45 theological seminaries that

organize 105 study programs with 622 lecturers and 4270 students. The level of academic quality

(according to the grade of study program accreditation and institutional accreditation) in most

theological seminaries in East Java is still generally below other higher educational institutions such as

other public and private universities, Christian private universities, and other theological schools of

other religions.

A data search conducted by the authors did not find a single study program on theological seminaries

in East Java that has been accredited with an “A” grade. There have been four study programs

accredited as "B" (3.8%), 40 study programs accredited as “C” (38.46 %), and the remaining 60 study

programs (57.7%) have not yet been accredited (BAN-PT, 2019). In terms of institutional

accreditation, no theological seminary in East Java has achieved an institutional accreditation grade of

“A”. There are only two seminaries in East Java that have institutional accreditation with the predicate

"B" (6%), while six other seminaries have obtained institutional accreditation of "C” (18.1 %). The

remaining 25 seminaries (75.75%) have not yet had an institutional accreditation (BAN-PT, 2019).

The demographic data from this study suggests that only 42 seminary lecturers hold academic

positions such as “assistant professor” and “associate professor”, while there were only 69 "senior

lecturers" and 141 people classified as "instructors". Only 70 people have participated in the lecturer

certification program, while 182 others do not yet have educator certification. There are only seven

lecturers who claim to have no side jobs, while the remaining 245 people have other work outside

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of their main duties as seminary lecturers. The appalling conditions among East Java seminary lecturers

and the low level of academic quality in their organizations described above are related to the level

of life satisfaction of the lecturers who work in these institutions. The results of the preliminary study

interviews conducted by the authors with two seminary lecturers in East Java show that there are

indicators of life dissatisfaction caused by the current living conditions of respondents who have not

achieved close to their ideal.

Both respondents had low life satisfaction in their lives because they have not achieved important

milestones such as higher academic positions or lecturer certification. The problem of life satisfaction

of these seminary lecturers is a real problem that occurs in the field, but until now there has been

no research that has attempted to comprehensively examine this phenomenon. According to Setio

(2012), seminary lecturers play a central and strategic role in the teaching and education process of

their students. Ideally, they should have a good level of life satisfaction so that they can work optimally

to implement the “tri dharma perguruan tinggi” of their higher education institutions in Indonesia and

improve the academic quality of each university.

According to Diener et al. (2003), life satisfaction is a comprehensive assessment process of a person's

condition which consists of the individual's cognitive perception of the comparison between their

actual living conditions and the standard of living to which they aspire. Margolis, et al. (2018) suggest

that the concept of life satisfaction consists of both direct and indirect indicators. Some of the

statements that reflect direct indicators of life satisfaction are the measure of how much the individual

is satisfied with the life they are currently living, and how satisfied the individual is with what they

have achieved so far. Indirect indicators of life satisfaction are reflected in several statements that

measure whether a person has a desire to change some things in their life, whether they feel that

other people around them have a better standard of living and whether they have the desire to change

their current way of life.

Previous studies have stated the factors that influence life satisfaction can be broadly divided into

three categories. The first group of factors is important life events (including income and marital

status), the second is the activities they plan to carry out and the third is their cognitive and personal

disposition (Puente-Díaz & Cavazos, 2013). Other factors according to Compton (2005) can affect

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life satisfaction are religiosity, positive self-esteem, perceived self-control, extraversion, optimism,

positive social relationships and support, self-efficacy, meaningful work, and life goals. Sirgy (2012)

stated that every human who is more satisfied in their lives will be better able to function, be more

productive, have better social relationships, and good health, and have higher incomes than those

who feel unhappy in their lives. Conversely, individuals who experience dissatisfaction in their life will

have difficulty reaching their optimal abilities in a job. If these conditions at an early stage do not

receive an early positive response, the individual will later tend towards poor mental health and

engage in unethical behaviors, which in turn will result in problems both personal and social (Formica,

2010).

The world of work is one of the important factors that closely relates to an individual's life satisfaction.

Argyle (2001) states that those who have jobs will feel more satisfied in their lives than those who

do not. Psychological research that aims to analyze the living conditions of seminary lecturers has not

been published in the Indonesian context. One of the psychological factors and daily activities related

to the life satisfaction of seminary lecturers is their level of religiosity. According to Stark and Glock

(1970), “religiosity” is the level of one's conception of and commitment to their religion. The level of

conception refers to a person's knowledge of their religion while the level of commitment needs to

be understood thoroughly to enable individuals to maintain their religious duties. The concept of

multidimensional religiosity compiled by the previous researchers consists of intellectual knowledge,

ideology, application in public practice, application in a private environment (private practice), and

religious experience. An individual's satisfaction in life can be increased through activities or programs

that develop spirituality and religiosity in the workplace (Neal, 2012). Research by Argyle (2001)

emphasizes the role of religiosity to improve the psychological well-being of people. Religiosity can

help individuals to maintain their psychological health in difficult times.

The second independent variable examined in this study was self-efficacy. Self-efficacy is a person's

belief in the extent to which they can carry out tasks, achieve goals, and plan actions to achieve

certain goals (Bandura in Lianto, 2019; Ivancevich, et al, 2008). A seminary lecturer’s belief in their

own ability to perform a task will bolster their self-confidence, allowing them an optimal opportunity

for achieving targets and other goals in their work. The third independent variable in this study is

social support. According to Sarafino and Smith (2011), social support is a person's perception of the

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support of others who love them, and the opportunity to get help and positive support from those

around them. This social support can be manifested in several forms such as emotional support,

physical support, informational support, and personal support when needed by the individual. Zimet,

et al. (1988) describe social support as psychological support received from the closest people in a

person’s life, such as family, friends, and significant others.

The fourth independent variable observed in this study is perceived organizational support (POS)

which can be interpreted as the general perception of members of an organization that the

organization will appreciate their contribution and care about their lives (Rhoades & Eisenberger,

2002). If employees feel a high degree of organizational support, they will easily integrate their identity

with the organization they work for. This support also will encourage them to develop better and

more positive relationships with their institution, and thus give their best performance to their

organizations. Previous research on the effect of POS on the life satisfaction of kindergarten teachers

in Jakarta proved that POS together with transformational leadership and job satisfaction could affect

the life satisfaction of research participants by 65% (Bachtiar, et al., 2018).

The last variable examined in this study is the meaning of work which functions as a mediating variable.

Giving meaning to work is a human internal process considering everyone's different backgrounds,

meaning that individual perceptions tend to be subjective. Without finding meaningful work,

individuals will not be able to see any benefit from their work under any circumstances (Steger & Dik,

2009). Steger, et al. (2012b) label the concept of meaning in the work context as “meaningful work”,

an umbrella term for concepts such as the meaning of work, meaningfulness of work, and other

similar positive constructs related to this concept. The results of Allan, et al. (2016) have shown that

the meaning of work has a positive effect on life satisfaction, mental health, and human welfare in

general.

Steger and Dik (2009) found that meaningful work has three main dimensions: positive meaning in

work, meaning-making through work, and greater good motivation. In this study, the meaning of work

is positioned as a mediator variable that correlates with exogenous and endogenous variables.

Authors choose the meaning of work as a mediator variable, considering that this process is part of

a search for the meaning of life that what to do by seminary lecturers before they can assess their

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life satisfaction at a certain time (Frankl, 1984). So far, the authors have not found any previous

research that investigates the effect of religiosity on life satisfaction with the meaning of work as a

mediator.

Previous studies have mostly attempted to examine the relationship between religiosity, the meaning

of life, and life satisfaction (Chamberlain & Zika,1988; Krause, 2003). The results of research by Saliyo,

et al. (2017) show that religiosity can affect subjective well-being with the meaning of life as a

mediating variable. Görgens-Ekermans and Steyn (2016) in South Africa found that optimism and self-

efficacy can affect employees’ subjective well-being through meaningfulness of work by improving

their work engagement and organizational commitment. Researchers Lorente, et al. (2018) also prove

that the meaning of work can be a good mediator variable to bridge the relationship between social

support and the psychological wellbeing of workers in Europe. As for the perceived organizational

support variable, Zhai et al. (2020) succeeded in proving that the meaning of work and self-

development in work can be a link between perceived organizational support and the life satisfaction

of company employees in China.

The major hypotheses proposed in this study are as follows. (1) The life satisfaction model of seminary

lecturers in East Java can be improved by religiosity, self-efficacy, social support, and perceived

organizational support with the meaning of work as a mediating variable. (2) Religiosity, self-efficacy,

social support, and perceived organizational support have a significantly positive effect on the life

satisfaction of seminary lecturers in East Java, with the meaning of work as a mediating variable. For

more details, the framework of this research is shown in Figure 1 below.

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Intellectual

Ideology

Public Practice

Private Practice

Experience

Religiosity

(CRS; Huber and Huber, 2012)

Social Support

(MSPSS; Zimet dkk., 1988)

Significant Others

Friend

Family

Meaning of Work

(WAMI; Steger,dkk., 2012)

Positive Meaning Meaning

Making

Through Work

Greater Good

Motivations

H10: X1 affect Y through Z as mediator variable

H11: X2 affect Y through Z as mediator variable

H12: X3 affect Y through Z as mediator variable

H13: X4 affect Y through Z as mediator variable

Life Satisfaction

(RLSS; Margolis, dkk.,

2018)

Direct Indicators

Indirect

Indicators

Self Efficacy

( GSE Scale;Schwarzer

& Jerusalem, 1995)

Perceived

Organizational

Support

(SPOS; Eisenberger dkk., 1986)

Figure 1. Research Framework

Method

Participants

The population of this study are 622 lecturers from 45 theological seminaries in East Java. The

sampling technique used is purposive sampling. Data collection was carried out in January–February

2021 using an online Google form survey as well as hardcopy questionnaire sheets sent to addresses

of seminary campuses in East Java. Before the seminary lecturers responded to the questionnaire,

they were asked to complete an “informed consent form” stating that they had fulfilled their

requirements as respondents to this study, that they understood the procedures, objectives, and

benefits of this research, and that they are aware that their identity, personal information, and

responses to this questionnaire will be kept confidential and used only for the completion of this

research report. The authors have ensured that they consciously and voluntarily participated in this

study. The respondents who participated as a sample in this study were 252 lecturers from 41

theological seminaries in East Java with an age ranging from 24 to 80 years (the average was 41–60

years).

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Table 1

Demographic Data

Demographic

Data

Category

Life

Satisfaction

Meaning of

Work

Religiosity

Self-

Efficacy

Social

Support

POS

(%)

Very

High

114

45.2

234

92.9

219

86.9

118

46.8

164

65.1

111

44.0

High

5.2

10.7

33.7

25.8

27.8

Middle

23.8

1.6

2.0

13.1

7.1

23.4

Low

3.2

0.0

0.4

4.8

1.2

4.0

Very low

2.8

0.4

0.0

1.6

0.8

Total

252

100

252

100

252

100

252

100

252

100

252

100

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Table 3

Comparison of Empirical Data and Hypothetical-Theoretical Data

Variable

Empirical Data

Hypothetical-Theoretical

Data

mean

Score

mean

Score

Min

Max

Min

Max

Religiosity

252

92.5

105

9.4

105

Self-efficacy

252

52.5

9.9

Social

support

252

68.6

10.2

POS

252

41.9

7.9

Meaning of

work

252

62.7

6.3

Life

satisfaction

252

30.8

6.5

5.8

This stage is then continued with the PLS-SEM regression calculation which consists of two main

stages: evaluation of the outer and inner models. The first step of partial least square (PLS) analysis

(the evaluation of the outer model) is carried out to measure the reliability and validity of the

instrument. Validity testing is performed by evaluating convergent validity, construct validity,

discriminant validity, and measuring the outer weight. Convergent validity evaluation is done by

assessing the outer loading generated from the estimation with Smart PLS 3.0. An indicator is said to

meet convergent validity if it has an outer loading value > 0.5 (Hair, et al. 2011). The value of the

outer loading of all items used in the structural model in this study already have a value > 0.5, which

means that the evaluation of the convergent validity of this study has been met.

The evaluation of construct validity is carried out using the average variance extracted (AVE) value

generated from the estimation with Smart PLS 3.0. Construct validity is concluded to be

demonstrated if it has an AVE value > 0.5 (Hair, et al. 2011). Based on the calculations shown in Table

4, the value of average variance extracted from all variables and indicators used in the structural

model of this study already has a value of > 0.5, which means that the evaluation to measure construct

validity in this study also has been proved.

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Table 4

Average Variance Extracted (AVE) Research Variable

Variable - Indicators

AVE

Standard

Results

Religiosity

0.524

> 0.50

Valid

Intellectual

0.708

> 0.50

Valid

Ideology

0.845

> 0.50

Valid

Public practice

0.757

> 0.50

Valid

Private practice

0.708

> 0.50

Valid

Experience

0.728

> 0.50

Valid

Self-efficacy

0.594

> 0.50

Valid

Social support

0.549

> 0.50

Valid

Significant others

0.746

> 0.50

Valid

Family

0.716

> 0.50

Valid

Friend

0.736

> 0.50

Valid

POS

0.554

> 0.50

Valid

Meaning of work.

0.626

> 0.50

Valid

Positive meaning in work

0.733

> 0.50

Valid

Meaning of making through work

0.761

> 0.50

Valid

Greater good motivations

0.671

> 0.50

Valid

Life satisfaction

0.530

> 0.50

Valid

Direct

0.875

> 0.50

Valid

Indirect

0.722

> 0.50

Valid

The outer weight evaluation can be used to determine the contribution of each indicator to the

variables it composes. In this study, the results of the outer weight estimate of the structural model

were obtained with T-statistics values, all of which were > 1.96. It can be concluded from the analyzed

results that the effect of each item on the scale has a significant effect on the variables. Discriminant

validity has been estimated by examining the value of cross loading and evaluation by Fornell-Larcker.

An indicator is said to meet discriminant validity if the value of the cross-loading indicator of the

variable is larger than other variables. Based on the data analysis, it can be seen that each indicator

and variable in the structural model of this study has the largest cross-loading value of the constructs

from which they were compiled when measured against the results of the other constructs. Referring

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to the results of this calculation, it can be concluded that the items used in this study have discriminant

validity concerning their respective research variables (Ghozali, 2014).

Table 5

Fornell-Larcker Research Variables

Religiosity

Self-

efficacy

Social

support

POS

Meaning

of work

Life

satisfaction

Religiosity

0.724

Self-efficacy

0.212

0.771

Social support

0.294

0.455

0.741

POS

0.263

0.131

0.385

0.744

Meaning of work

0.522

0.305

0.385

0.380

0.791

Life satisfaction

0.299

0.169

0.256

0.405

0.456

0.728

On the other hand, the evaluation using Fornell-Larcker’s discriminant validity has been divided for

the evaluation of the research variable group and the indicator group in this research variable, as

presented in Tables 5 above and Table 6 below. It is evident from these tables that the value of the

AVE root (√AVE) which is in the diagonal row for both the research variable group and all the

indicators is still larger than the correlation scores between other variables and indicators. Therefore,

referring to the results of these calculations, the evaluation of discriminant validity with Fornell-

Larcker’s method in this study has met the requirements (Ghozali, 2014)

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Table 6

Fornell-Larcker Indicators of Research Variables

X1.1

X1.2

X1.3

X1.4

X1.5

X3.1

X3.2

X3.3

X11

0.841

X1.2

0.613

0.919

X1.3

0.624

0.685

0.870

X1.4

0.626

0.648

0.673

0.841

X1.5

0.578

0.564

0.566

0.677

0.853

X3.1

0.233

0.192

0.229

0.195

0.223

0.863

X3.2

0.233

0.263

0.290

0.172

0.205

0.787

0.846

X3.3

0.256

0.190

0.226

0.122

0.147

0.537

0.538

0.858

0.450

0.409

0.511

0.417

0.387

0.264

0.320

0.329

0.856

0.406

0.384

0.463

0.386

0.364

0.298

0.351

0.318

0.853

0.873

0.403

0.327

0.433

0.353

0.334

0.294

0.286

0.349

0.765

0.757

0.819

0.227

0.319

0.327

0.259

0.242

0.205

0.274

0.240

0.453

0.472

0.362

0.936

0.110

0.113

0.100

0.107

0.068

0.089

0.076

0.132

0.234

0.210

0.216

0.316

0.850

The measurement of reliability of this research variable was carried out by measuring the composite

reliability score and Cronbach’s alpha with Smart PLS. In theory, a construct is internally reliable if it

has a composite reliability score > 0.70 and Cronbach’s alpha > 0.60 (Ghozali, 2014). The following

is the value of composite reliability and Cronbach’s alpha of each construct in the research structural

model shown in Table 7.

It is evident, based on Table 7, that the composite reliability value in each variable construct and

indicator in the structural model has obtained a value that is > 0.70, while Cronbach’s alpha value for

each variable and indicator construct is also > 0.60. Referring to the results above, it can be concluded

that all constructs, both variables, and indicators in the research have met the standard of construct

reliability for a measuring instrument.

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Table 7

Composite Reliability and Cronbach’s alpha

Construct

Cronbach's

Alpha

Composite

Reliability

Religiosity

0.934

0.943

Intellectual

0.794

0.879

Ideology

0.908

0.942

Public practice

0.839

0.903

Private practice

0.794

0.879

Experience

0.813

0.889

Self-efficacy

0.926

0.936

Social support

0.924

0.935

Significant others

0.886

0.921

Family

0.866

0.909

Friend

0.880

0.918

POS

0.885

0.908

Meaning of work

0.932

0.943

Positive meaning in work

0.878

0.916

Meaning of making through work

0.843

0.905

Greater good motivations

0.755

0.859

Life satisfaction

0.818

0.869

Direct

0.929

0.955

Indirect

0.808

0.886

After the evaluation stage of the outer model has been completed, the next stage in the partial least

square (PLS) analysis, is to evaluate the structural inner model. This is primarily to determine the

effects on the variables that have been found. The evaluation in the inner stage of the PLS model

consists of interpreting the value of determination R2, the predictive relevance coefficient Q2, the

value of effect size f2, and then proceeding to answer the research hypotheses which explain the

relationship between variables in this study.

Evaluation of the value of R2 is used to measure the level of variation of changes caused by exogenous

variables on endogenous variables. Based on the data analysis, the R2 value on the meaning of the

work is 0.368, which means that the meaning of work variance can be explained by changes in the

variables of religiosity, self-efficacy, social support, and POS of 36.8 %. The R2 value for the life

satisfaction variable is 0.259, which means that the variance of life satisfaction can be explained by

changes in the variables of religiosity, self-efficacy, social support, POS, and meaning of work by 25.9

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%. Based on the two R2 values obtained in the structural model, both are included in the “moderate”

R2 score category.

In the PLS analysis, the structural model of this study was also evaluated by calculating the goodness

of fit (GoF). The results of the calculation of the GoF value in this study were 0.344, indicating that

the suitability of the structural model developed was included in the main positive category (Ghozali,

2014). The measurement of the Q2 coefficient in the PLS analysis is used to determine the level of

predictive relevance of the developed model. Based on the results of the calculation of the coefficient

of Q2, it is now known that the meaning of the work variable Q2 value is 0.136, while, for the life

satisfaction variable, the value of Q2 is 0.229. Referring to the two Q2 values obtained, the level of

predictive relevance of the structural model of this study is in the “moderate” category. The f2 value

in PLS analysis is used to determine the effect-size level of a latent variable on other latent variables

in a structural model. Based on the results of the data analysis, it is demonstrated that the influence

of the variables of religiosity, self-efficacy, social support, POS, and meaning of work and life

satisfaction is still relatively low. The only effect size that is included in the moderate category occurs

in the influence of religiosity on the meaning of work, with an f2 value of 0.228 which is more than >

0.2.

The next stage is to test the hypothesis that was developed on this structural model based on the

estimated results of the inner model, using the bootstrapping method used on the research sample.

An influence path analysis can be said to have a significant effect if it has a T-statistics value greater

than 1.96 for two-tailed hypothesis testing, and greater than 1.64 for one-tailed hypothesis testing,

with a p-value less than 5%. A comprehensive report on the results of the influence test on the

variable paths of this study are presented in Table 8 below.

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Table 8

Direct, Indirect, and Total Effects of the Structural Model of Research

Path

Direct Effects

Indirect Effect

Total Effect

Original

sample

T(p)

Original

sample

T(p)

Original

sample

T(p)

Religiosity→Life satisfaction

0.058

0.740

(0.460)

0.185

2.436

(0.015)

Religiosity→Meaning of

work→Life satisfaction**

0.127

3.343**

(0.001)

Self-efficacy→Life satisfaction

0.024

0.378

(0.706)

0.066

1.058

(0.290)

Self-efficacy→Meaning of

work→Life satisfaction*

0.043

2.314*

(0.021)

Social support→Life

satisfaction

0.004

0.063

(0.949)

0.044

0.594

(0.553)

Social support→Meaning of

work→Life satisfaction

0.040

1.645

(0.101)

POS→Life satisfaction**

0.265

3.770**

(0,000)

0.331

4.704**

(0.000)

POS→Meaning of work→Life

satisfaction**

0.066

2.966**

(0.003)

Religiosity→Meaning of

work**

0.401

6.110**

(0.000)

0.401

6.110**

(0.000)

Self-efficacy→Meaning of

work**

0.135

2.956**

(0.003)

0.135

2.956**

(0.003)

Social support→Meaning of

work

0.125

1.871

(0.062)

0.125

1.871

(0.062)

POS→Meaning of work**

0.209

3.986**

(0.000)

0.209

3.986**

(0.000)

Meaning of work→Life

satisfaction**

0.316

4.625**

(0.000)

0.316

4.625**

(0.000)

Note: * = significant at the 0.05 level (95%); ** = significant at 0.01 level (99%).

The results described in Table 8 show that the statistical calculations on the path of the influence of

exogenous variables on endogenous variables suggest that religiosity and self-efficacy cannot directly

affect life satisfaction but must go through the meaning of work as a full mediating variable. On the

other hand, the perceived organizational support can influence the life satisfaction of seminary

lecturers either directly or indirectly through the meaning of work as a partial mediator. Another

interesting finding in this study is that social support does not affect life satisfaction either directly or

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indirectly through the meaning of work as a mediator. However, social support also has no significant

effect on the meaning of the work. The results of the statistical calculations above show that

religiosity, self-efficacy, and perceived organizational support have a direct significant influence on the

meaning of the work of seminary lecturers and that the meaning of work also affects life satisfaction.

Based on the results of the research described in the table and above, it can be concluded that from

13 minor hypotheses proposed in this study, eight research hypotheses were accepted and five

research hypotheses were rejected.

Discussion

The major hypothesis in this study is that the life satisfaction model of seminary lecturers in East Java

can be improved by religiosity, self-efficacy, social support, and perceived organizational support

(POS) using the meaning of work as a mediator. Based on statistical analysis using the structural

equation test of the overall model (GoF index), the results of this study indicate that the theoretical

model of seminary lecturers' life satisfaction fits with the model criteria. This means that the

theoretical model proposed in this study is supported by empirical data from research in the field

and that this model can predict the life satisfaction of Christian theological seminary lecturers in East

Java.

This study aims to determine the effect of religiosity, social support, self-efficacy, and POS on the life

satisfaction of seminary lecturers through the variable meaning of work as a mediator. The choice of

the meaning of work as a mediator is based on the thinking of Frankl (1984) and research by Erdogan

et al. (2012). Until now, to the best of the authors' knowledge, the meaning of work has never been

used as a mediating variable to examine the effect of these variables on life satisfaction. Previous

research in Turkey by Akgunduz et al. (2018) and in Malaysia by Ahmed et al. (2018) found that the

meaning of work can be used as a mediating variable, although its function may only be seen to be

partial.

In the context of this research, life satisfaction is a process of evaluation or the cognitive assessment

of seminary lecturers on their overall living conditions, as well as other primary areas of their life.

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The meaning of work can be translated or manifested as an integral part of the meaning of one's life

(Ebersole & DePaola, 1987). Job characteristic theory (Hackman & Oldham, 1980) also states that a

lecturer who sees the meaning of work as something that brings them to a higher level of

intrapersonal experience will better enjoy their job, as it will increase life satisfaction (Chamberlain,

& Zika, 1988). An explanation of the function and position of the meaning of work as a mediating

variable in this study can be understood from the concept of four key attributes of meaningful work

that have been identified by previous researchers (Cameron, 2012). Firstly, meaningful work has an

important positive impact on human well-being. Secondly, meaningful work is related to the important

personal life values of an individual. Thirdly, meaningful work has an impact that transcends time

frames or creates a wave-like spiral effect that can recur in a person's life. Finally, meaningful work

can build supportive relationships and a sense of belonging among individuals.

Following the model of self-determination theory in the workplace developed by Deci et al. (2017),

this research model involves exogenous variables (internal factors) such as individual differences

(religiosity, self-efficacy), and external factors such as workplace context (perceived organizational

support and social support) which are positioned as independent variables and are expected to affect

the well-being of lecturers. In this study, the concept of well-being is represented by the construct of

life satisfaction as an endogenous variable, while the meaning of work as a mediating variable will

motivate them to evaluate the level of satisfaction in their life at a certain time. The concept of basic

psychological needs in this theory of self-determination (autonomy, competence, and relatedness)

can be used to explain the relationship between the variables in this study. The meaning of work

(representing the need for autonomy) and the level of life satisfaction a lecturer will be determined

by the influence of religiosity, self-efficacy, social support, and POS.

The results of this study show that life satisfaction will increase if they have positive work

meaningfulness. Ideally, this perception can emerge if it is supported by the level of religiosity, self-

efficacy, social support, and POS. It can be concluded from the results that the meaning of work can

function as either a full or partial mediating variable, linking the independent variables with the life

satisfaction of seminary lecturers in East Java as hypothesized by the authors of this study. This study

also demonstrates that religiosity can affect the life satisfaction of seminary lecturers with the meaning

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of work as a full mediating variable (t = 3.343, p = 0.001). This study’s results support the research

of Novanto et al. (2021) which demonstrated that, for Christian employees in Indonesia, there is an

indirect effect of religiosity on life satisfaction with the meaning of work as a mediating variable (t =

3.949).

Based on Ryan and Deci's (2000) self-determination theory, the relationship between religiosity and

subjective well-being is highly dependent on the regulatory or motivational processes that underlie

one's performance and behavior in that area. Domínguez and López‑Noval (2020) distinguish four

different regulatory processes in a person's religious motivation. This suggests that individuals who

have a high level of religiosity will be motivated to gain external rewards, avoid feelings of guilt or

anxiety to achieve an ego boost, and will have a sense of pride. Individuals often have high religiosity

because of the behavior and values perceived as personally important to them, or at least if they try

to conform to the values and needs of others around them.

However, this study found that religiosity did not directly affect the life satisfaction of seminary

lecturers (t = 0.740; p = 0.460), although religiosity was proven to have a significant positive

correlation with life satisfaction (r = 0.299, p < 0.05). According to the theory of self-determination

(Ryan & Deci, 2000), it can be argued that there is no significant direct influence of religiosity on the

life satisfaction of seminary lecturers in this study, perhaps because some lecturers still have non-self-

determined extrinsic motivation when performing religious activities and other routine work in their

daily lives on campus. It is necessary to conduct further study into whether these lecturers perform

these religious activities with extrinsic motivation orientation as their daily programs or due to

intrinsic motivation which manifests in their understanding and experience in their spiritual

relationship with God. The results of this study support research of Utami (2012), which also did not

find a positive influence of religiosity on the subjective well-being of UGM students in their life on

campus. This study's results differ from Anderson et al. (2020) report, which found a relationship

between religiosity and subjective well-being in theological seminary students in Malang and Salatiga

with a correlation coefficient r = 0.462 (p < 0.05).

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The results of this study also show that religiosity has a direct positive and significant effect on the

meaning of the work of seminary lecturers in East Java (t = 6.110; p = 0.00) and also has a significant

positive correlation with the meaning of work (r = 0.522, p < 0,05). Based on job characteristic

theory, Morales (2015) states that religious or spiritual beliefs can increase the meaning of work as a

personal source of satisfaction, as well as the life satisfaction of an individual who works in public

social services such as schools, and universities and religious institutions. In the context of this

research, it can be concluded that seminary lecturers with high religiosity will feel that the tasks they

do are important and beneficial for many people, which can affect how they make their meaning of

work. The results of this study also supported previous research by Novanto, et al. (2021) which also

found the influence of religiosity on the meaning of work in 263 Christian employees in Indonesia.

Based on statistical tests that have been carried out in this study, the self-efficacy proves to have no

direct significant positive effect on the life satisfaction of seminary lecturers (t = 0.378; p = 0.706),

and self-efficacy also did not have a significant positive correlation with life satisfaction (r = 0.169, p

> 0.05). Based on the theoretical framework of self-determination (Ryan & Deci, 2000), high self-

efficacy should ideally be able to improve life satisfaction by giving individuals confidence in their

resources and will allow them to face problems with more self-confidence (Bulut, 2020).

Some seminary lecturers currently do not have academic positions or participate in lecturer

certification programs, and some still do not have NIDN; this could indirectly affect their self-efficacy

in carrying out their daily work on campus as educators. The results of this study align with research

by Wilcox and Nordstokke (2019) on undergraduate students in Canada, which found that there was

no positive contribution from academic self-efficacy or gratitude to life satisfaction on behalf of the

research respondents. These results, however, contradict the report from research by Alipour and

Taghvaei (2016) which proved a significant relationship between self-efficacy, social support, and life

satisfaction for female teachers in Iran.

This study also shows that self-efficacy (which represents the need for competence in the theory of

self-determination) can only affect life satisfaction through the process of meaningful work

experienced by the lecturers as mediator (t = 2.314; p = 0.021). As with the religiosity variable, the

self-efficacy in this study did not directly affect their life satisfaction but the self-efficacy can do it

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through a process of meaning-making in their work. Self-determination theory (Ryan & Deci, 2000)

states that individuals will be motivated when they feel that their actions in the office have a direct

impact on their personal goals, which is evident when they experience self-efficacy while they are

doing their jobs. The results of this study also suggest that the role of self-efficacy and intrinsic

motivation of lecturers is to develop their perceptions of the meaning of work, not just the objective

working conditions and monetary rewards of their work at a theological seminary. The results of this

study support the research of Bawuro, et al. (2020) in Nigeria which examined 309 teachers in that

country. The research demonstrated that creative self-efficacy through meaningful work had a

significant role in innovative teacher behavior (β = 0.053; t = 2.482; p = 0.013).

The results of this study also suggested that self-efficacy has a direct and significant positive effect on

the meaning of the work of seminary lecturers in East Java (t = 2.956, p = 0.003), and self-efficacy is

also shown to have a significant positive relationship with the meaning of work (r = 0.305; p < 0.05).

Based on the framework of job characteristic theory (Hackman & Oldham, 1980), lecturers who have

self-confidence will feel better able to do their daily work, which can allow them to have positive

work meaningfulness towards their current job. Lecturers who are given autonomy, and feedback

and who have task identity, significance, and variety in their work will have high self-efficacy when

carrying out their activities on campus as Christian educators.

The results of this study support the research of Hirschi et al. (2012) who found a fairly strong and

significant correlation (r = 0.36) between self-efficacy and work meaningfulness in research on the

relationship between calling and work engagement in 529 company employees in Germany. In this

study, the meaning of work and self-efficacy together function as a mediating variable. According to

Rosso, et al. (2010), the process of making meaningful work can be achieved by several mechanisms;

one such mechanism is self-efficacy. Someone who has high self-efficacy will have a sense of autonomy

and confidence when doing their job. This feeling can be very useful when the individual experiences

various kinds of obstacles in their work, and self-efficacy also affect whether they perceive their work

as having a positive impact on others around them.

This study also showed that perceived organizational support (POS) can affect the life satisfaction of

seminary lecturers with the meaning of work as a partial mediating variable (t = 2,966; p = 0.003).

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This means that POS can affect the life satisfaction of lecturers indirectly through the meaning of

work as a mediator variable. The influence of perceived organizational support on life satisfaction will

be stronger if the lecturer has given the meaning of their work positively. According to job

characteristic theory, the meaning of work can be a mediating variable between work-related

variables such as POS and personal outcomes such as life satisfaction (Bailey, et al., 2019). Meaningful

work can make seminary lecturers give their best to the organization because they respect the

institution and strives to increase its capacity through work engagement and organizational

commitment. The results of this study are also in line with Guan and Frenkel’s (2020) research on

209 company employees in China which found that job structure and work meaningfulness can be

mediating variables in the relationship between POSSU (perceived organizational support for strength

use) and thriving at work.

This study also showed that POS can directly affect the life satisfaction of lecturers (t = 3.770; p =

0.000) and that it also has a significant positive correlation with life satisfaction (r = 0.405, p < 0.05).

The results of this study support Eisenberger’s organizational support theory (Eisenberger, et al.

(1986)) which states that the organizational support perceived by a worker shows whether the

organization cares about the welfare and happiness of the individuals who work there. This also

supports the research of Bernardo, et al. (2020) in Indonesia that observed the positive effect of POS

on teachers’ life satisfaction in Indonesia. The well-being of teachers will increase if they get real

support from the school management leaders.

The results of this study also succeeded in showing that POS had a significantly positive effect on the

meaning of the work of seminary lecturers in East Java (t = 3.986; p = 0.000) and was also shown to

have a significant positive relationship with the meaning of work (r = 0.380; p < 0.05). This significant

positive relationship and influence can be understood through the results of the authors' additional

interviews with one of the research subjects. The lecturers are currently following the process of

increasing academic positions and lecturer certification facilitated by their institutions and the Ministry

of Religious Affairs of the Republic of Indonesia so that the program can be perceived by participants

as real organizational support for their career development.

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The results of the next study that caught the authors' attention were quite novel, indicating that there

was no significant direct effect of social support (representing the need for relatedness in self-

determination theory) received by lecturers from family, colleagues, and significant others on the

level of their life satisfaction (t = 0.063; p = 0.949). However, this study does show that social support

still had a significant positive correlation with life satisfaction (r = 0.256, p < 0.05). According to the

job characteristic model (Hackman & Oldham, 1980), ideal job characteristics such as physiological,

psychological, social, and organizational resources have a major role in achieving work goals, reducing

job demands, and promoting personal growth and development in terms of the job autonomy and

social support that play a role in daily working life (Van den Heuvel et al., 2009).

These results are consistent with research by Novanto, et al. (2021) which also did not find any effect

of social support on the life satisfaction of 263 Christian employees in Indonesia. They differ, however,

with Kasprzak (2010), who found a relationship between social support and life satisfaction in Poland.

The results of Kasprzak's research show that the strongest determinants of life satisfaction are

practical support and satisfying relationships with friends.

This study also indicates that social support does not have an indirect effect on the lecturer's life

satisfaction, even through the meaning of work as a mediator (t = 1.645; p = 0.101). In the context

of seminary lecturers, the results of this study can be understood as the generally perceived social

support it seems to be considered additional or secondary support by them. Seminary lecturers may

need real social support in the workplace (received workplace support) and perceived organizational

support from the seminary board of trustee members, seminary leaders, direct supervisors,

colleagues, administration staff, and students on campus to perform their daily functions as a lecturer

(Morgeson & Humphrey, 2006). The results of this study contrast with previous research in Europe

conducted by Lorente, et al. (2018), which found that work meaningfulness together with job

satisfaction can be a mediating factor between social support and the psychological well-being of a

worker.

The results of this study also show that social support does not have a significant direct positive effect

on the meaning of the work of seminary lecturers in East Java (t = 1.871; p = 0.062); however, it still

has a significant positive relationship with the meaning of work (r = 0.385, p < 0.05). According to

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self-determination theory (Ryan & Deci, 2000), the availability of specific job resources such as social

support ideally will meet basic human psychological needs. This research argued that to predict the

meaning of work and the life satisfaction of seminary lecturers, social support (from family, colleagues,

and significant others) is not a contributing factor, considering the developmental age of the lecturers

who are already in adulthood stage and have reached psychological and biological maturity. In this

stage of development, an individual should already have career maturity, so that the resources and

support they need should have obtained enough from their educational and work experiences

(Santrock, 2012a).

This research result is also in line with the research of Devarajan, et al. (2018), which found that

social support does not always play a significant role in the meaningfulness of work, even though the

concept elevates the average score which represents the existence of social support in the work

design of workers with the value of R2 = 0.2284 (p > 0.05). However, it does contradict the results

of previous research conducted by Dwikusuma and Mujidin (2020). These researchers showed that

there was a significantly positive relationship between social support and the meaning of life in

adolescent orphanages in the city of Yogyakarta with a partial correlation value of r = 0.264 (p = of

0.019).

Apart from functioning as a mediator variable, the meaning of work was also found to have a strong

direct influence on life satisfaction (t = 4.625 p = 0.000), as well as a significant positive correlation

with life satisfaction (0.456; p < 0.05). According to the theory of job characteristics (Hackman &

Oldham, 1980), experiencing the meaning of work on campus will improve a lecturer’s work

motivation, increase their job satisfaction, and improve their performance in the organization. In their

duties as seminary lecturers, they will have various skills, task significance and identity, and autonomy

in performing their duties. They will also receive feedback about the results of their work from their

superiors, which should increase their life satisfaction. The results of this study also align with the

meta-analysis research of Allan et al. (2019) that showed that the meaning of work has a moderate

to strong correlation with life satisfaction of 0.38–0.46 in five previous studies they observed.

Veronica and Moerkardjono (2019) conducted a similar study with lecturers as research subjects;

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they also found a significant and positive relationship between meaningful work and organizational

commitment in lecturers at University X.

Major Findings

The first significant finding in this study is that religiosity has an indirect effect on life satisfaction

through the meaning of work, which is shown to have a stronger effect (t = 3.343; p = 0.001) when

compared to the indirect effect of self-efficacy (t = 2.314; p = 0.021) and perceived organizational

support (t = 2.966; p = 0.003) through the same mediating variable. So it can be concluded that

religiosity still becomes the most important factor which has an indirect influence on seminary

lecturer’s life satisfaction through the meaning of work as a mediator.

Secondly, when compared to the influence of religiosity and POS on endogenous variables, self-

efficacy has the least direct positive effect on meaning of work (t = 2,956, p = 0.003) and life

satisfaction (t = 0.378, p = 0.706). Self-efficacy is also proved to influence life satisfaction through the

meaning of work as a mediator (t = 2.314, p = 0.021). This is an interesting fact and at the same time,

shows that the general self-efficacy of lecturers still needs to be improved to face the challenges of

the work.

Thirdly, another interesting finding of this study is the effect of POS on the meaning of work (t =

3.986, p = 0.000) and the life satisfaction (t = 3.770, p = 0.000). The POS effect is still stronger when

compared to the magnitude of the effect of self-efficacy on the meaning of work and life satisfaction.

The effect of POS on life satisfaction through the meaning of work as a mediator was also shown to

be stronger (t = 2,966, p = 0.003) than the effect of self-efficacy on life satisfaction through the

meaning of work as a mediator. This suggests that there is considerable organizational support that

can be felt by lecturers who are the subjects of this research and that this affects their life satisfaction

right now.

Fourthly, this study shows that all independent variables have a direct influence on the meaning of a

lecturer's work, except for social support (t = 1.871, p = 0.062). This is also an interesting fact,

considering that theoretically and in previous empirical research, social support was seen to affect

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the meaning of the work of workers. Fifthly, Religiosity has the greatest influence (t = 6.110, p =

0.000) on the meaning of work when compared with other independent variables such as self-efficacy

(t = 2.956, p = 0.003) and POS (t = 3.986; p = 0.000). The evidence shows that religiosity still has a

most important role indirectly improving the meaning of the work of lecturers compared to other

variables in this study.

Sixthly, this study shows that the variables of religiosity, self-efficacy, and social support do not have

a direct influence on a lecturer's life satisfaction. This is also an interesting result and has been

discussed in the previous point, considering that theoretically and previous empirical research has

proven that religiosity, self-efficacy, and social support have a direct influence on individual life

satisfaction. In this study, only perceived organizational support and the meaning of work become

variables that have a direct influence on the life satisfaction of seminary lecturers in East Java. In this

study, it was found that the meaning of work is still proven to have a greater influence on life

satisfaction if compared with the effect of POS.

Finally, this study found that all independent variables have been shown to have a greater influence

on the mediating intervening variable (meaning of work) than the influence of all independent variables

on dependent variables in this study (life satisfaction). The meaning of work has a significantly positive

effect of 36.8% from independent variables such as religiosity, self-efficacy, social support, and POS.

Life satisfaction can be explained by the 25.9% changes in the variables of religiosity, self-efficacy,

social support, POS, and meaning of work.

Novelty

This research has shown that a comprehensive model of life satisfaction for seminary lecturers can

be built from external and internal factors involved in the process of assessing a lecturer's life

satisfaction with the meaning of work as a mediator. Another novelty from this study is that the

proposed research model has several independent variables that have never before been

comprehensively studied together as exogenous variables that can affect the lecturer's life satisfaction.

The research is unique in that the selection of research subjects are seminary lecturers and there has

been no previous study trying to investigate life satisfaction in this community. So far, only two studies

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have been found that aim to build a model of life satisfaction for lecturers in Indonesia. The first study

was conducted by Soesatyo (2013), who investigated lecturers from a state university in East Java and

the second research is done by Simanjuntak (2018) who examines the life satisfaction of nursing

faculty members in UPH Jakarta.

Another novelty in this study was the instrument used to measure research variables, especially in

measuring life satisfaction. While many previous studies used the SWLS scale from Diener et al.

(1985), this study used the latest life satisfaction measurement tool that is the Riverside Life

Satisfaction Scale (RLSS) compiled by Margolis et al. (2018). Until now, this scale has not been widely

used in psychological research in Indonesia. As far as the authors are aware, only four final theses

and one journal article (Setiawan, et al. 2020) published in Indonesia between 2018 and 2021 have

used this questionnaire.

Where the research differs from that of Margolis, et al. (2018) is in the number of factors from the

RLSS scale. Margolis stated that the measuring instrument they had compiled was a unidimensional

measuring instrument (single dominant factor) because they tried to maintain the same psychometric

characteristics as the SWLS from Diener et al. (1985). However, in this study into the process of

validation and adaptation of this scale in the Indonesian language and context, the RLSS better meets

psychometric requirements if the process of measuring reliability and validity is based on two factors

that separate direct indicator statements and indirect indicator statements of the construct of life

satisfaction which is still considered a unidimensional concept.

Limitations

One of the limitations of this study is the research data, which is not normally distributed. Further

research can use a larger group of respondents according to the research population to obtain a

more significant amount of data and minimize the possibility of data abnormalities. Another limitation

of this study is its use of online questionnaires because the authors could not observe the actual

situation of the respondents, who are geographically spread over 45 campuses in East Java due to the

COVID-19 pandemic. This study did not use probability sampling in data collection, so its findings

cannot generalize the living conditions of all lecturers in theological seminaries throughout East Java.

Journal of Educational, Health and Community

Psychology (Vol 11, No 1, 2022 E-ISSN 2460-8467)

Novanto,

Handoyo,

Setiawan.

257

It will be necessary to increase the response rate of the study population as active voluntary

participants in the next studies.

Data collection in this study was conducted in a cross-sectional design, so it is recommended that

further research conduct a longitudinal study. Data was also retrieved only from seminary lecturers

in East Java. For further research, it is recommended that additional interview data from

organizational leaders, students, administration staff, and alumni be collected to confirm the results

of this study. This study has not analyzed the influence of demographic factors on lecturers' meaning

of work and life satisfaction, nor has it conducted a mean comparative study (independent sample t-

test and analysis of one variance) to examine the differences in the research variables scores from

the demographic factors of the subjects.

Conclusion

In the end, this research proves that lecturers' life satisfaction can be predicted by their meaning of

work, supported by the level of their religiosity, self-efficacy, and perceived organizational support

(POS). The theoretical research model proposed by the authors suggests that the meaning of work

can function as a mediating variable, either fully or partially, to connect independent variables with

the life satisfaction of seminary lecturers in East Java. Religiosity and self-efficacy can only affect the

lecturer's life satisfaction through the meaning of work as a full mediating variable. POS has a direct

positive influence on the lecturer’s life satisfaction but on the one hand, POS has also been shown to

have an indirect positive effect on life satisfaction through the meaning of work as a partial mediator.

On the other hand, this study also found that social support does not have a significantly positive

effect on the lecturers’ meaning of work and life satisfaction, either directly or indirectly.

The results of this study argue that the meaning of work as a mediating variable is an important

concept in determining the level of life satisfaction for seminary lecturers, with the understanding

that every people will go through a process of giving meaning to their work before evaluating their

life satisfaction. Without the positive meaning of work, these intervening variables do not appear to

affect the life satisfaction of seminary lecturers. This is reinforced by evidence that in this study the

258

meaning of work can function as a partial mediator as well as a full mediator which relates exogenous

variables to endogenous variables in this study, as stated in the hypothesis of this study

The results of this study also indicate that life satisfaction is a psychological variable that is unique and

varies in its assessment between individuals. To create a life satisfaction model for seminary lecturers,

a comprehensive approach is needed that does not only pay attention to one or two factors that are

considered important in previous or preliminary studies. The results of this study also strengthen or

confirm the theory of self-determination (Ryan & Deci, 2000) and job characteristics theory

(Hackman & Oldham, 1980) which states that experiencing the meaning of work is critical to the

psychological state of an individual, which can mediate the relationship of job characteristics variables

with personal outcomes such as work motivation, intentional turn-over, job satisfaction, and the

performance of workers in an organization. A lecturer's life satisfaction can be achieved if it is

supported by religiosity, self-efficacy, and perceived organizational support through seeing their jobs

as meaningful work. In the future, the function of the meaning of work as a mediating variable must

be improved so that the respondent's life satisfaction can be optimally realized.

Implications and Suggestions

It has theoretically been shown in the context of a seminary as an organization that there are other

factors not examined in this study that can have a stronger influence on the meaning of work and life

satisfaction of seminary faculty members. Based on the R-Square score on the endogenous variables,

it was found that the percentage of variation in the magnitude of changes in the meaning of work and

life satisfaction variables was influenced by the independent variables which were classified as

“moderate”. In other words, there are other variables such as leadership style, lecturer competence,

calling, passion, work spirituality, job stress and burnout, job satisfaction, marital satisfaction, and

related demographic factors that appear to influence the meaning of work and life satisfaction. These

factors have not been the focus of this study, it is recommended that further research be able to

examine these constructs.

Further research is also needed to confirm research results that have been obtained in this study by

interviewing several seminary lecturers in East Java to see the actual conditions happening there.

Considering that this research was conducted among lecturers of theological seminaries, further

investigation will be necessary to explore the relationship between research variables from the

perspective of the “Protestant work ethic” to better understand the process of meaningful work

experienced by research participants in their daily lives. Further research is also recommended to

259

examine the life satisfaction model of seminary lecturers in other provinces in Indonesia with different

contexts, situations, and conditions, to generalize the life satisfaction model of Christian theological

seminary lecturers.

In further research, workplace spirituality can be specifically examined as one of the factors which

may directly affect a lecturer's life satisfaction. To increase the role of religiosity in their life

satisfaction, seminary lecturers can carry out religious activities related to Christian spirituality which

may also improve their personal spiritual and psychological growth. Further research should also be

conducted to more deeply examine the concept of “academic self-efficacy”, which may have a

stronger effect on life satisfaction. To improve self-efficacy, lecturers can start setting more realistic

targets in their work, learn from more experienced staff and seminary leaders who have also

performed these tasks, and practice self-development studies through seminars and workshops. They

should be able to see that their achievements in life have been obtained through skills, experience,

and things previously learned so that they may be confident that they will be able to carry out their

duties as educators in the future.

It seems that to improve their life satisfaction, seminary lecturers need more (received) social support

at work, especially from colleagues, more experienced colleagues, administration staff, and students

on campus to carry out their work as educators, rather than general (perceived) social support from

family, friends and significant others. Seminary lecturers need to receive positive social support in the

workplace from the entire academic community to create a Christian community that can excel

academically, grow spiritually, and have broad insight into East Java’s pluralist and heterogeneous

community.

Finally, concrete organizational rewards and support can be further increased which may encourage

individuals to do more “tri dharma perguruan tinggi”, foster student communities, and serve God as

lecturers in their respective institutions. The results of this study indicate that there are still lecturers

who feel that support from their organizations is in the moderate, low, and very low categories.

Organizational support can create a strong sense of belonging to the organization and increase

lecturers' life satisfaction while they are working at their institution.

It is recommended to the seminary leaders to maintain the organizational support that has been given

so far because it has been proven to have a direct effect on the life satisfaction of the lecturers. In

addition, seminary leaders can carry out various activities such as retreats, career counseling, and

260

other spiritual development as a moment of recommitment and dedication so that lecturers can truly

renew their commitments and can interpret their work as a life calling from God. Theological

seminary lecturers are expected to not just see their work as a means to fulfill their financial needs

or to improve their careers as a theologian, but they can see their work as a calling from God that

has been entrusted to them.

Seminary leaders can also implement more modern and accountable human resource management

following the principles of industrial-organizational psychology and positive psychology that are

integrated with Christian and Bible values so that public interest in continuing to study programs in

theological seminaries can also increase. Future work patterns can be set by forming an effective

organizational team which might shape work practices so that lecturers can do “job crafting” and will

be engaged in more meaningful activity and flourish in their work. This should allow theological

seminaries to adapt to the dynamics of change and future challenges.

Based on the results of this study, suggestions can be given to the government, which in this case is

represented by the Director-General of Christian Guidance at the Ministry of Religion of the Republic

of Indonesia, to pay more attention to the level of welfare of the seminary lecturers. This attention

from the government can be carried out through various programs and services to improve lecturer

careers, such as lecturer certification services, BKD services, academic rank process, scholarship

programs for further study at the doctoral level, and the developing lecturers' insights in the form of

participation in international and national seminars, as well as the opening of opportunities for them

to publish scientific publications in accredited and reputable journals with technical assistance and

funding from the Ministry of Religion.

In the future, Theological Seminaries will not only be able to run study programs in theological studies,

Christian religious education, pastoral counseling, missiology, Christian leadership, and church music,

but also can open study programs that are relevant to the needs of the Christian community in

Indonesia such as Christian psychology, sociology of religion, church management, cultural and

religious tourism, and other study programs listed in Regulation of the Minister of Religion of the

Republic of Indonesia Number 35 of 2019.

261

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Influence of the Meaning of Work on the Life Satisfaction of Confucian Ministers in Indonesia

Article

Full-text available

Jul 2023

“Life satisfaction” is an individual’s cognitive assessment of the quality of their life. One factor that influences life satisfaction is the meaning of work. The “meaning of work” is a person’s broad perspective of his work. This study investigates whether there is a significant effect of the meaning of work on the life satisfaction of Confucian ministers in Indonesia. This quantitative research was conducted with a linear regression research design on 81 active Confucian ministers throughout Indonesia. The measurement tools used in this study are the Work as Meaning Inventory (WAMI) to measure the meaning of work and the Riverside Life Satisfaction Scale (RLSS) to measure life satisfaction. The results of this study found that the meaning of work had a significant effect of 18.4% on the life satisfaction of Confucian ministers. In addition, it was also found that the dimension of meaning-making through work has the greatest influence on life satisfaction. Based on these results, it is suggested that leaders of Confucian ministers to make better regulations for their organizations to improve the life satisfaction of their ministers by focusing on their perceived meaning of work.

KETANGGUHAN MENTAL STUDENT-ATHLETE BOLA BASKET: MENGANALISIS SUMBER DAN PERANAN DUKUNGAN SOSIAL

Article

Full-text available

Dec 2023

The Honda Development Basket League Banten series is one of the basketball competition in Indonesia. Mental toughness plays an important role in student-athlete performance. Mental toughness is a collection of values, attitudes, behaviors, and emotions that enable a person to be able to overcome obstacles, difficulties, or pressure experienced. One of the factors that influences mental toughness is social support. This research aims to see the effect of social support on the mental toughness of high school students who are also basketball athletes. The research was conducted using a quantitative correlational method using the Sports Mental Toughness Questionnaire (SMTQ) and the Multidimensional Scale of Perceived Social Support (MSPSS). The author collected data from 95 student athletes from five senior high schools in Tangerang. Research hypothesis was accepted because the multiple linear regression proves that there is significant effect of social support on mental toughness with R 2 =6%, especially from their significant others.

Predicting the life satisfaction of Indonesian Christian employees: Examining the role of religiosity, perceived organizational support, and meaningful work

Article

Full-text available

Jul 2021

Abstrak Kepuasan hidup individu berperan penting dalam peningkatan kinerja dan berkaitan dengan religiositas, serta persepsi individu terhadap dukungan organisasi dan makna kerjanya. Penelitian ini bertujuan untuk menganalisis pengaruh religiositas dan persepsi dukungan organisasi terhadap kepuasan hidup melalui makna kerja sebagai variabel mediator pada 263 partisipan dari 118 organisasi di Indonesia. Sebagian besar partisipan (71.86%) merasa puas dengan kondisi kehidupannya. Hasil penelitian ini juga menunjukkan bahwa makna kerja dapat menjadi variabel mediator secara parsial pengaruh religiositas dan persepsi dukungan organisasi terhadap kepuasan hidup. Studi ini menyimpulkan bahwa pimpinan organisasi dapat mengimplementasikan kegiatan kerohanian dan menunjukkan dukungan dari organisasi untuk meningkatkan kepuasan hidup karyawan Kristen di Indonesia. Abstract Life satisfaction plays important role in employees' work performance and is related to the internal factors of religiosity, perceived organizational support, and meaningful work. This research aims to investigate the influence of religiosity and perceived organizational support on life satisfaction through meaningful work as a mediator for 263 respondents from 118 organizations in Indonesia. This research found that a significant number of participants (71.86%) were satisfied with their life. The findings show that religiosity and perceived organizational support enhance their life satisfaction such that meaningful work is a partial mediator for these relationships. Organization leaders should maintain employees' life satisfaction through religious activities and provide them with organizational support.

Organizational support and employee thriving at work: exploring the underlying mechanisms

Article

Full-text available

Aug 2020
PERS REV

Purpose The purpose of this paper is to investigate whether perceived organizational support for strength use (POSSU) predicts employee thriving at work and the underlying mechanisms that explain this relationship. Design/methodology/approach The analysis is based on data from an online, time-lagged survey of 209 employees. Latent moderated structural equations (LMS) method was used to test the mediating role of job crafting and meaningfulness and the moderating role of core self-evaluation (CSE) in the organizational support-employee thriving relationship. Findings POSSU has a direct, positive relationship with employee thriving at work. Moreover, this relationship is fully mediated by employees' job crafting (as an agentic work behavior) and meaningfulness (as a resource produced at work). In addition, contextual factor of POSSU synergistically interacts with individual characteristic of CSE to foster thriving at work. Research limitations/implications Based on a time-lagged survey, causal relationships cannot be drawn from this study. Results point to future research that can incorporate specific types of work climate and organizational practices in a multilevel design to investigate how context at team, unit and organizational levels impact employee thriving. Practical implications The study results highlight the importance of fostering employee thriving at work by implementing organizational practices that create supportive, innovative and meaningful workplaces. Management needs to pay close attention to develop a supportive organizational climate geared to identifying, developing and utilizing employees' strengths. Originality/value This study provides theoretical explanations and empirical tests on the mechanisms linking organization support and employee thriving based on the socially embedded model of thriving.

Pengaruh Quality Of Life Dan Religiusitas Secara Simultan Terhadap Subjective Well Being Mahasiswa Teologi

Article

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Jan 2020

Religiosity and Life Satisfaction Across Countries: New Insights from the Self-Determination Theory

Article

Full-text available

Mar 2021

In this paper we try to shed new light on the aggregate religion puzzle: the fact that the positive relationship between religiosity and cognitive subjective well-being that has been consistently found at the individual level does not emerge at the aggregate level. We posit the hypothesis that the motivation underlying the observance of religious prescriptions may be confounding the relationship of interest. Using data from the Integrated Values Survey 1981–2014, we select some variables as possible proxies for the prevalent religious motivation and discuss this novel interpretation. Then we extend a standard cross-country life satisfaction model including controls for both the average level of religiosity and the prevalent motivation. Results show that the average level of religiosity is ceteris paribus positive and significantly associated with average life satisfaction. Moreover, our main proxy for the prevalent religious motivation also emerges highly significantly associated with average life satisfaction. The estimations are subjected to a wide variety of robustness checks and results remain largely unchanged. Moreover we carry out a thoroughly discussion of the endogeneity issues that may affect our results exploiting the panel nature of the data. We conclude that our results seem reasonably reliable, are consistent with findings of the previous literature, and point to a possible explanation of the different evolution of the religious phenomenon across countries.

Role of Meaningful Work in Interpreting the Connections between Motivational Mechanisms and Innovative Behaviour

Article

Full-text available

Apr 2020

Mohammed Mohammed Ishaq

Despite the significance of motivation in stimulating innovative behaviour, little is known about the mutual consequences of the numerous motivational mechanisms aimed at evaluating innovative behaviour. It is against this development that this study examined the unique impact of meaningful work on the connection between innovative behaviour and the numerous mechanisms of motivation. For this study, a total of 309 teachers were selected from Federal Colleges in North-Eastern Nigeria using convenient random sampling. The data was analysed using partial least square – structural equation modelling. The effect of motivational mechanisms on the innovative behaviour of teachers was found to be more influential when teachers have high self-belief in their ability to produce creative outcomes. This was also evident when the teachers showed the desire to expend effort to benefit others than engaging in activities primarily because the job is interesting. The authors also found that a perceived sense of meaningfulness at work exerts a robust mediating effect on the motivational mechanisms.

Effect of Transformational Leadership, Perceived Organizational Support , Job Satisfaction Toward Life Satisfaction: Evidences from Indonesian Teachers

Article

Full-text available

Mar 2020

The purpose of this study was to determine the effect of transformational leadership on perceived organizational support, job satisfaction and life satisfaction, the effect of perceived organizational support on job satisfaction and life satisfaction, the effect of job satisfaction on life satisfaction. The for data collection via an online electronic questionnaire and the respondents are 127 school teachers that determined by snowball sampling. Data analysis techniques with partial least square-structural equation modeling (PLS-SEM) approach with the help of SmartPls 3.0 program. The results showed that transformational leadership had a positive effect on perceived organizational support, job satisfaction and life satisfaction. Then perceived organizational support has a positive effect on job satisfaction and life satisfaction. Finally, job satisfaction has a positive effect on life satisfaction.. This study was conducted because inadequate previous study that conducted to investigate of transformational leadership on perceived organizational support, teachers job satisfaction and teachers life satisfaction and could be adapted and adopted by other countries or in other regions.

Self-Efficacy: A Brief Literature Review

Article

Full-text available

Nov 2019

Lianto Lianto

Predictors of University Student Satisfaction with Life, Academic Self-Efficacy, and Achievement in the First Year

Article

Full-text available

Jun 2019

Understanding personal factors that contribute to university student satisfaction with life is important in order to determine how we can better prepare students for the transition to post-secondary education and support them during this transition. This study examined predictors of university student satisfaction with life, academic self-efficacy, and self-reported academic achievement in their first year of university. First-year students (n = 66) completed selfreport measures of academic achievement, university well-being, satisfaction with life, personality, and mental health. A linear regression analysis approach was applied to the data. Results indicated that academic satisfaction and school connectedness predicted satisfaction with life but that academic self-efficacy and college gratitude did not, conscientiousness predicted academic self-efficacy, college well-being predicted self-reported achievement, and anxiety predicted achievement but depression did not. This study highlights the importance of understanding the personal factors that influence well-being and achievement during the transition to university.

The Influence of Religiosity, Meaning of Life TowardsSubjective Well Being Of Participantstarekat Naqsabandiyah Kholidiyah In Kebumen Indonesiasaliyo

Article

Apr 2017

PENGARUH FAKTOR SOSIAL PADA KEPUASAN HIDUP DALAM LINGKUNGAN TENAGA AKADEMIK PERGURUAN TINGGI

Article

Sep 2018

Yoyok Soesatyo

There are problems of life satisfaction in the academic personnel of public universities in East Java. Therefore, this study aims to determine the management of social factors, namely social capital, social capital benefits and human capital to the life satisfaction of academic personal.And to test the conceptual model of the research. Methods used to obtain data Cronbach’s Alpha and the search result was around 0,6654–0,8854. Collected data was analyzed using Structural Equation Modeling (SEM) to test the problems, test the objective and test the hypothesis. This result indicate that (a) the three factors of social capital (social capital benefit, human capital) have significant impact on life satisfaction. Minimum rate score above 3 to near 5. (b) Social capital and life satisfaction have significant correlation 0,037 of star sign. (c) Social capital and social capital benefit have no significant correlation 0,065. (d) Social capital and human capital have significant correlation 0,040. (e) Social capital benefit and life satisfaction have significant correlation 0,045. (f) Human capital and life satisfaction have significant correlation 0,042 and to fulfilled at least 2 criterias good fit measure: Probability, RMSEA and TLI.

The Role of Religiosity, Self-Efficacy, Social Support, and Perceived Organizational Support on the Life Satisfaction of Christian Theological Seminary Lecturers in East Java: The Meaning of Work as a Mediator

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