Hasil Pencarian  ::  Simpan CSV :: Kembali

"ABSTRAKEmployee voice sebagai perilaku yang terikat dengan konteks dibutuhkan untuk pengembangan organisasi. Sayangnya, employee voice masih jarang diteliti di Indonesia. Penelitian ini berusaha mengetahui hubungan antara kepemilikan psikologis (berbasis pekerjaan dan berbasis organisasi) dan budaya traditionality dengan employee voice. Responden penelitian adalah pegawai di sebuah institusi pemerintahan dengan jumlah responden sebanyak 244 orang. Data employee voice diperoleh melalui metode peer-rating. Hasil penelitian menunjukkan bahwa kepemilikan psikologis berbasis pekerjaan mampu memprediksi munculnya employee voice. Keterbatasan serta saran untuk penelitian selanjutnya didiskusikan lebih lanjut.

---

ABSTRACTEmployee voice as a context-spesific behavior is needed for organization improvements. Unfortunately, employee voice is barely studied in Indonesia context. The purpose of this study is to find the relationship between psychological ownership (job-based and organization-based) and traditionality culture with employee voice. Respondents are employees in a public institution with total 244 respondents. The data of employee voice is collected using peer-rating method. Result had shown that job-based psychological ownership able to predict the presence of employee voice. Limitations and suggestions for future research are discussed. "

"[ABSTRAKEmployee silence banyak terjadi di Indonesia dan menyebabkan banyak kerugian pada karyawan dan organisasi. Sayangnya, hingga saat ini masih terdapat gap pengetahuan tentang apa saja yang memengaruhi employee silence. Penelitian ini bertujuan untuk menguji apakah traditionality dan psychological safety memiliki hubungan dengan acquiescent silence dan defensive silence. Penelitian dilakukan terhadap 276 karyawan di sebuah institusi pemerintahan Indonesia dengan metode survei menggunakan kuesioner. Hasil analisis multiple-regression menunjukkan bahwa psychological safety memiliki hubungan negatif dengan acquiescent silence (β = -,88; p<0,1) dan defensive silence (β = -,88; p<0,1). Selain itu, traditionality tidak memiliki hubungan dengan acquiescent silence dan defensive silence. Implikasi terhadap penelitian mengenai employee silence dan cara meminimalisasi employee silence pada organisasi didiskusikan lebih lanjut.

---

ABSTRACTEmployee silence causes harms to both employees and organization. This harmful phenomenon happens a lot in Indonesia. Unfortunately, there is still a gap about what factors that can influence this behavior. This study reveals the relationships among acquiescent silence, defensive silence, traditionality, and psychological safety. The data was gathered from 276 public employees of Indonesia’s government institution by survey method. Multiple-regression analysis shows that psychological safety has negative relationships with both acquiescent silence (β = -,88; p<0,1) and defensive silence (β = -,88; p<0,1). There is no relationship between traditionality and acquiescent silence and also between traditionality and defensive silence. Implications for research on employee silence and means to reduce employee silence in organizations are discussed., ABSTRAKEmployee silence banyak terjadi di Indonesia dan menyebabkan banyak kerugian pada karyawan dan organisasi. Sayangnya, hingga saat ini masih terdapat gap pengetahuan tentang apa saja yang memengaruhi employee silence. Penelitian ini bertujuan untuk menguji apakah traditionality dan psychological safety memiliki hubungan dengan acquiescent silence dan defensive silence. Penelitian dilakukan terhadap 276 karyawan di sebuah institusi pemerintahan Indonesia dengan metode survei menggunakan kuesioner. Hasil analisis multiple-regression menunjukkan bahwa psychological safety memiliki hubungan negatif dengan acquiescent silence (β = -,88; p<0,1) dan defensive silence (β = -,88; p<0,1). Selain itu, traditionality tidak memiliki hubungan dengan acquiescent silence dan defensive silence. Implikasi terhadap penelitian mengenai employee silence dan cara meminimalisasi employee silence pada organisasi didiskusikan lebih lanjut.

---

ABSTRACTEmployee silence causes harms to both employees and organization. This harmful phenomenon happens a lot in Indonesia. Unfortunately, there is still a gap about what factors that can influence this behavior. This study reveals the relationships among acquiescent silence, defensive silence, traditionality, and psychological safety. The data was gathered from 276 public employees of Indonesia’s government institution by survey method. Multiple-regression analysis shows that psychological safety has negative relationships with both acquiescent silence (β = -,88; p<0,1) and defensive silence (β = -,88; p<0,1). There is no relationship between traditionality and acquiescent silence and also between traditionality and defensive silence. Implications for research on employee silence and means to reduce employee silence in organizations are discussed.]"

"[ABSTRAKbrPerilaku voice pegawai, yang didefinisikan sebagai tingkah laku pemberian saran inovatif dan konstruktif, dapat mendatangkan banyak dampak positif bagi organisasi. Di sisi lain, voice dapat mengancam bagi hubungan interpersonal pegawai yang melakukannya. Penelitian ini menginvestigasi karakteristik unik tersebut dengan menyoroti interaksi faktor situasional berupa kohesivitas kelompok dengan faktor individu berupa kepemilikan ide dan voice efficacy. Sampel penelitian ini adalah 244 pegawai di salah satu institusi pemerntahan. Hasil analisis statistik menunjukan kepemilikan ide dan voice efficacy berhubungan, masing-masing, negatif dan positif dengan voice. Selain itu, kohesivitas sosial kelompok berperan sebagai moderator yang memberikan efek penyangga (buffer) pada hubungan positif antara voice efficacy dengan voice. Implikasi dari hasil penelitian ini didiskusikan lebih lanjut.;Voice Behavior, as employee’s expression of innovative suggestion for organization, has many positive impacts for organizations. On the other hand, voice contains interpersonal risks for the actor. This study investigates this predicament of voice through highlighting the interaction between personal and situational factor, namely social cohesion, having ideas, voice efficacy, and voice per se. Data was collected from 244 civil servants. Statistical analysis showed that having ideas and voice efficacy were associated, respectively, negatively and positively with voice. Moreover, social cohesion has moderating (buffering) effect on the relationship between voice efficacy and voice. The implication of this study is discussed below. ;Voice Behavior, as employee’s expression of innovative suggestion for organization, has many positive impacts for organizations. On the other hand, voice contains interpersonal risks for the actor. This study investigates this predicament of voice through highlighting the interaction between personal and situational factor, namely social cohesion, having ideas, voice efficacy, and voice per se. Data was collected from 244 civil servants. Statistical analysis showed that having ideas and voice efficacy were associated, respectively, negatively and positively with voice. Moreover, social cohesion has moderating (buffering) effect on the relationship between voice efficacy and voice. The implication of this study is discussed below. , Voice Behavior, as employee’s expression of innovative suggestion for organization, has many positive impacts for organizations. On the other hand, voice contains interpersonal risks for the actor. This study investigates this predicament of voice through highlighting the interaction between personal and situational factor, namely social cohesion, having ideas, voice efficacy, and voice per se. Data was collected from 244 civil servants. Statistical analysis showed that having ideas and voice efficacy were associated, respectively, negatively and positively with voice. Moreover, social cohesion has moderating (buffering) effect on the relationship between voice efficacy and voice. The implication of this study is discussed below. ]"

"ABSTRAKDampak negatif yang ditimbulkan employee silence dapat mengancam eksistensi dan efektivitas setiap organisasi. Terbatasnya literatur ilmiah yang menjelaskan anteseden-anteseden employee silence menjadikan topik ini sangat perlu diteliti. Penelitian ini bertujuan untuk menguji hubungan antara job based dan organizational based psychological ownership dengan acquiescent silence dan defensive silence. Data diperoleh dengan metode survei dari 276 karyawan di salah satu institusi pemerintahan Indonesia. Hasil pengujian hipotesis menunjukkan bahwa job based psychological ownership memiliki hubungan negatif dengan acquiescent silence (B=-0,284; p<0.001) dan defensive silence (B=-0,300; p<0.001). Sedangkan pada organizational based psychological ownership hanya ditemukan hubungan negatif dengan acquiescent silence (B=-0,222; p<0.01).

---

ABSTRACT

Negative effects of employee silence have always been threatening both existences and effetiveness organization. Literature that explained the antecedents of employee silence is still limited. The objective of this study is to examine the unique relationship between both job based and organizational based psychological ownership with employee silence. Data collected from 276 employees from Indonesian government institution showed different relationship from both psychological ownership. Hypotheses testing showed that job based psychological ownership correlated negatively with acquiescent silence (B=-0,284; p<0.001) and defensive silence (B=-0,300; p<0.001). In addition to that, organizational based psychological ownership correlated negatively only with acquiescent silence (B=-0,222; p<0.01)."

"Untuk bertahan dalam lingkungan VUCA (volatility, uncertainty, complexity, dan ambiguity) di mana perubahan, ketidakpastian, dan ketidakstabilan pada lingkungan eksternal terjadi secara drastis, perusahaan membutuhkan perilaku bersuara karyawan. Perilaku ini ditemukan berkaitan dengan faktor lain, yaitu kepemimpinan autentik dan perilaku proaktif. Namun, dibutuhkan penelitian yang mampu menjelaskan mekanisme hubungan antar variabel tersebut. Oleh karena itu, penelitian ini dilakukan untuk melihat hubungan antara kepemimpinan autentik dan perilaku bersuara karyawan dengan perilaku proaktif sebagai mediator. Penelitian menggunakan tiga alat ukur, yaitu Authentic Leadership Questionnaire (ALQ), Voice Behavior Scale (VBS), dan Proactive Work Behavior Scale (PBWS) yang terbukti reliabel. Dalam penelitian ini telah diperoleh 278 partisipan dengan convenience sampling dengan karakteristik berusia 20-59 tahun, karyawan level staf, dan memiliki atasan langsung. Hasil penelitian menunjukkan bahwa terdapat hubungan positif yang signifikan antara kepemimpinan autentik dan perilaku bersuara karyawan. Hasil penelitian juga menunjukkan bahwa perilaku proaktif memediasi secara parsial hubungan antara kepemimpinan autentik dan perilaku bersuara karyawan.

---

To survive in VUCA (volatilty, uncertainty, complexity, and ambiguity) where changes, uncertainty, and instability occur drastically, the need for companies to encourage employee voice behavior is rising. This behavior was found to be related to authentic leadership and proactive behavior. However, further research is needed to explain the underlying mechanisms between variables. Therefore, this research is conducted to examine the relationship between authentic leadership and employee voice behavior with proactive behavior as a mediator. This research used Authentic Leadership Questionnaire (ALQ), Voice Behavior Scale (VBS), and Proactive Work Behavior Scale (PBWS) as measuring tools that are proven to be reliable. With convenience sampling, this research is able to gather 278 participants aged 20-59 years all of whom are staff level employees with direct supervisors. Results reveal that authentic leadership has a significant positive relationship with employee voice behavior and it is also proven that proactive behavior partially mediates the relationship of authentic leadership and employee voice behavior."

"Penelitian ini bertujuan untuk mengetahui peran mediasi pemenuhan kebutuhan dasar psikologis terhadap hubungan antara persepsi dukungan makna belajar dari dosen dan keterlibatan belajar mahasiswa. Jawaban dari hasil penelitian ini penting untuk dapat meningkatkan kualitas keterlibatan belajar, yang mampu menjadi intervensi awal dalam menekan angka putus kuliah. Penelitian ini termasuk jenis penelitian kuantitatif, dengan teknik pengumpulan data melalui kuesioner, dengan partisipan sebanyak 736 mahasiswa tingkat satu. Alat ukur yang digunakan pada penelitian ini adalah Engagement Learning Index untuk mengukur keterlibatan belajar, Personal Meaning Profile untuk mengukur persepsi dukungan makna belajar mahasiswa dari dosen dan Basic Psychological Needs Scale untuk mengukur pemenuhan kebutuhan dasar psikologis. Data yang terhimpun dianalisis menggunakan regresi mediasi Hayess. Hasil penelitian ini menunjukkan bahwa pemenuhan kebutuhan psikologis secara signifikan memediasi secara parsial terhadap hubungan antara persepsi dukungan makna belajar dari dosen dan keterlibatan belajar mahasiswa. Temuan dari penelitian ini memperlihatkan bahwa dukungan makna belajar dari dosen berperan penting dalam memenuhi kebutuhan dasar psikologis untuk meningkatkan kualitas keterlibatan belajar mahasiswa.

---

The study aimed to answer, 'Is the fulfillment of basic psychological needs can be mediator between teacher's meaning support in learning and student engagement'. The answer of this research is important to improve the quality of student engagement, that can be the first intervention in reducing the drop out rate.

This is quantative reasearch with self report quesionnaire. 736 participans on first rate student. The measuring instruments are Engagement Learning Index to measure student engagement, Personal Meaning Profile to measure the perception teacher's meaning support in learning and Basic Psychological Needs Scale to measure the fulfillment of basic psychological needs. The collected data were analyzed using Hayess mediation regression.

The result of this research revealed that fulfillment of psychological needs significantly became a partial mediator between the perception teacher's meaning support in learning and Student Engagement. Finding from this study show that teachers have an important role in meeting basic psychological needs, to improve the quality of student engagement."

"Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara psychological capitaldan intention to leave pada perawat. Pengukuran psychological capital menggunakan alat ukur psychological capital questioner (Luthans, Youssef, & Avolio, 2007) dan pengukuran intention to leave menggunakan alat ukur anticipated turnover scale (Atwood, 1985). Partisipan berjumlah 187 orang perawat yang bekerja di rumah sakit umum swasta.Hasil penelitian ini menunjukkan terdapat hubungan negatif yang signifikan antara psychological capital dan intention to leave pada perawat (r = -0,169; p = 0.010, signifikan pada L.o.S 0.05). Artinya, semakin tinggi psychological capital yang dimiliki seseorang, maka semakin rendah intention to leave yang dimiliki. Berdasarkan hasil tersebut, psychological capital pada perawat perlu dikembangkan untuk menurunkan intention to leave sehingga dapat memberikan pelayanan kesehatan yang optimal kepada masyarakat.

---

This research was conducted to find the correlation between psychological capital; and intention to leave among nurses.Psychological capital was measured using a modification instrument named psychological capital questioner (Luthans, Youssef, & Avolio, 2007 ) and intention to leave was measured using a modification instrument named anticipated turnover scale (Atwood, 1985). The participants of this research are 187 nurseswho are working in private hospital.The main results of this research show that psychological capital has negative correlatio significantly with intention to leave (r = -0.169; p = 0.010, significant at L.o.S 0.05). That is, the higher psychological capital of one?s own, the lower showing intention to leave. Based on these results, psychological capital among nurse need to be developed to reduce intention to leave so they can give the best health service to the people."

"Hubungan Career Functions dan Psychosocial Functions terhadap Motivasi Karier KaryawanPenelitian ini bertujuan untuk melihat hubungan career functions dan psychosocial functions terhadap motivasi karier karyawan. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Career Motivation yang dikembangkan oleh London 1993 dan Noe et al. 1990 untuk mengukur motivasi karier karyawan dan Mentoring Functions Scale Noe, 1988 untuk mengukur career functions dan psychosocial functions. Penelitian ini dilakukan pada 145 responden yang pernah terlibat dalam kegiatan mentoring di perusahaan. Penelitian ini menunjukkan hasil bahwa career functions r = 0,57, p < 0,01 dan psychosocial functions r = 0,51, p < 0,01 memiliki hubungan positif terhadap motivasi karier karyawan. Hasil penelitian ini dapat berkontribusi bagi perusahaan untuk meningkatkan pemahaman mengenai hal-hal yang dapat meningkatkan motivasi karier karyawan selama bekerja. Selain itu, dapat meningkatkan pemahaman bagi karyawan terkait pentingnya kegiatan mentoring yang diberikan oleh perusahaan. Kata Kunci:Mentoring, career functions, psychosocial functions, motivasi karier

---

Name Yusi RianaStudy Program Psychology, Bachelor ProgramTittle The Relationship between Career Functions and Psychosocial Functions on the Employee 39 s Career MotivationThe aim of this research is to examine the relationship of career functions and psychosocial functions on employee rsquo s career motivation. This is a quantitative study using Career Motivation developed by London 1993 and Noe et al. 1990 to measure employee rsquo s career motivation and Mentoring Functions Scale Noe, 1988 to measure career functions and psychosocial functions. This research was conducted on 145 respondents that had been involved in mentoring activities at a company. Results indicated that both career functions r 0,57, p 0,01 and psychosocial functions r 0,51, p 0,01 were positively related to employee rsquo s career motivation. Results of this study could contribute to company to increase understanding about the things that can increase employee rsquo s career motivation. In addition, this study also could contribute for employee to increase understanding about the importance of mentoring that provided by the company. Keywords Mentoring, career functions, psychosocial functions, career motivation"

"Penelitian ini membahas tentang hubungan antara psychological well-being dan harapan pada ibu dari anak dengan gangguan autisme. Responden penelitian ini merupakan 44 ibu dari anak dengan gangguan autisme. Dengan melakukan pengukuran menggunakan Ryff’s Scales of Psychological Well-Being dan The Adult Trait Hope Scale, didapatkan hasil bahwa terdapat hubungan positif yang signifikan antara psychological well-being dan harapan pada ibu dari anak dengan gangguan autisme (r = .633; n = 44; p < 0,01, one-tailed).Artinya, semakin tinggi psychological well-being ibu, maka semakin tinggi pula harapan ibu terhadap masa depan anaknya yang mengalami gangguan autisme. Terdapat empat dari enam dimensi psychological well-being yang berkorelasi positif dan signifikan dengan harapan, yaitu self-acceptance, positive relation with others, autonomy, dan environmental mastery. Sedangkan kedua komponen harapan, agency dan pathways,berkorelasi positif dan signifikan dengan psychological well-being. Agar mendapat penjelasan yang lebih komprehensif mengenai psychological wellbeing dan harapan pada ibu dari anak dengan gangguan autisme, perlu dilakukan penelitian lanjutan menggunakan pendekatan kualitatif.

---

The focus of the study is to examine the relationship between psychological well-being and hope among mothers of children with autism. The respondents of this study were 44 Indonesian mothers of children with autism. Measured by Ryff‘s Scales of Psychological Well-Being and The Adult Trait Hope Scale, this study obtain a significant, positive relationship between psychological well-being and hope(r = .633; n = 44; p < 0,01, one-tailed). It indicates that the higher mothers‘ psychological well-being, the higher their hope to their child‘s future, and vice versa. Next, there are four out of six dimension of psychological wellbeing that have significant, positive relationship to hope, they are selfacceptance, positive relation with others, autonomy, and environmental mastery. On the other hand, both components of hope, agency and pathways, also have significant, positive relationship to psychological well-being. In order to obtain a more comprehensive explanation of the psychological well-being and hope in mothers of children with autism, further research needs to be done using a qualitative approach."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui hubungan antara kepuasan citratubuh dan psychological well-being pada wanita usia dewasa madya. Di usiadewasa madya, wanita mengalami perubahan fisik yang dapat mempengaruhikepuasan citra tubuhnya (Koch, Mansfield, Thurau, dan Carey, 2005). Walaupunketidakpuasan terhadap citra tubuh dapat mempengaruhi psychological well-beingsecara negatif (Cash & Pruzinsky, 2002), wanita memiliki kegiatan-kegiatanlainnya yang lebih diutamakannya yang bisa memperkaya hidupnya (Lachman,2004). Penelitian kuantitatif ini dilakukan pada 61 wanita berusia dewasa madyaantara usia 40 hingga 64 yang berdomisili di Jabodetabek. Kepuasan citra tubuhdiukur dengan Multidimensional Body-Self Relations Questionnaire (MBSRQ),sedangkan psychological well-being diukur dengan Psychological Well-BeingScales (SPWB). Kesimpulan yang diperoleh adalah kepuasan citra tubuhberhubungan positif secara signifikan dengan psychological well-being (r = 0,289;p = 0,028, signifikan pada L.o.S. 0,05).

---

ABSTRACTThis study is aimed to investigate the correlation between body imagesatisfaction and psychological well-being of middle-aged women. During midlife,women experience physical changes that affect their body image satisfaction(Koch, Mansfield, Thurau, dan Carey, 2005). Although body image dissatisfactioncan negatively affect psychological well-being (Cash & Pruzinsky, 2002), womenhave other activities that have become their priorities that will further enrich theirlives (Lachman, 2004). This is a quantitative study of 61 middle-aged womenbetween the age of 40 and 64 who are living in Jabodetabek. Body imagesatisfaction is measured using Multidimensional Body-Self RelationsQuestionnaire (MBSRQ), whereas psychological well-being is measured usingPsychological Well-Being Scales (SPWB). This study concludes that there is asignificant positive correlation between body image satisfaction and psychologicalwell-being (r = 0,289; p = 0,028, significant at L.o.S. 0,05)."