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"ABSTRAKPositive leader identity merupakan salah satu konsep diri yang penting untuk dimiliki seorang pemimpin. Berdasarkan perspektif teoritis claiming mengakui identitas diri sebagai pemimpin dan granting mengakui identitas orang lain sebagai pemimpin, penelitian ini bertujuan untuk melihat apakah implicit leadership theories memediasi hubungan antara leadership self-efficacy dan positive leader identity. Data diperoleh melalui 65 pasangan pemimpin dan bawahan pada perusahaan makanan dan minuman di Indonesia. Pengukuran dilakukan menggunakan alat ukur leadership self-efficacy perception scale, implicit leadership theories scale, dan collective self-esteem scale.Hasil analisis regresi lanjutan pada penelitian ini menunjukkan bahwa implicit leadership theories tidak memediasi hubungan antara leadership self-efficacy dan positive leader identity. Hasil ini memiliki implikasi bahwa granting yang diberikan bawahan kepada pemimpinnya untuk membentuk claiming dari pemimpin terhadap positive leader identity, tidak didasarkan pada penilaian dengan membandingkan sosok pemimpinnya dengan karakteristik pemimpin yang ideal.

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ABSTRACTPositive leader identity is one of the most important self concept to be possessed by a leader, based on the theoretic perspective of claiming acknow ledging one identity as leader and granting acknow ledging others identity as leader, this research was trying to see, is implicit leadership theories mediate the relationship between leadership self efficacy and positive leader identity. Data was collected from 65 pairs of leader rsquo's and follower in food and beverages company in Indonesia. Scales used by this research is leadership self efficacy perception scale, implicit leadership theories scale, and collective self esteem scale. Result from the regression analysis shows that implicit leadership theories does not mediate the relationship between leadership self efficacy and positive leader identity. This result indicate that granting that was given by followers to their leader rsquo s in order to form their claiming on positive leader identity, does not fully based on the evaluation by comparing their current leader with ideal leader characteristics."

"Praktik workgroup inclusivity diperlukan agar karyawan perempuan dapat berkontribusi secara maksimal. Performa karyawan dapat dipengaruhi oleh gaya kepemimpinan, iklim organisasi, dan self-efficacy karyawan. Penelitian ini merupakan penelitian korelasional non eksperimental kuantitatif untuk mengetahui peran workgroup inclusivity sebagai mediator pada hubungan antara transformational leadership dengan self-efficacy. Partisipan dalam penelitian ini berjumlah 144 karyawan perempuan yang bekerja di perusahaan dengan mayoritas karyawan laki-laki pada rentang usia 21 - 57 tahun di daerah Jabodetabek dengan pengalaman kerja minimal 1 tahun. Hasil penelitian menunjukan bahwa terdapat pengaruh transformational leadership terhadap self-efficacy melalui mediasi penuh dari inklusivitas (c’ = 0.0112, SE = 0.0355, p = 0.7516, CI[-0.0588, 0.0813]). Adanya penemuan ini membuat workgroup inclusivity dan transformational leadership menjadi penting untuk dipraktikkan oleh perusahaan agar karyawan perempuan memiliki self-efficacy yang baik.

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The practice of workgroup inclusivity is necessary so that female employees can contribute maximally. Employee performance can be influenced by leadership styles, organizational climate, and employee self-efficacy. This study is a non-experimental quantitative correlational research to determine the role of workgroup inclusivity as a mediator in the relationship between transformational leadership and self-efficacy. The participants in this study were 144 female employees who worked in companies with a majority of male employees, aged between 21 and 57 years, in the Jabodetabek region, with a minimum work experience of 1 year. The research results showed that there is an influence of transformational leadership on self-efficacy through the full mediation of inclusivity (c’ = 0.0112, SE = 0.0355, p = 0.7516, CI[-0.0588, 0.0813]). This finding highlights the importance of practicing workgroup inclusivity and transformational leadership by companies to ensure that female employees have good self-efficacy."

"Pengangguran dan pekembangan sistem persaingan organisasi menunjukkan sistem daya saing baru pada level dunia kerja. Kebutuhan akan sumber daya manusia yang siap untuk berubah menunjukkan dibutuhkannya individu dengan kesiapan untuk berani memberikan keputusan dan memimpin, setidaknya dimulai dari diri sendiri. Hal ini menunjukkan pentingnya kepemimpinan dan kesiapan diri pada mahasiswa sebagai salah satu calon sumber daya manusia dalam dunia kerja. Penelitian ini dilakukan untuk melihat self-leadership melalui creative self-efficacy CSE mahasiswa. Creative self-efficacy yang didefinisikan sebagai keyakinan individu atas kemampuan dirinya untuk melakukan suatu tugas spesifik dalam menciptakan hal yang baru, orisinil, dan solusi yang sesuai Abbot 2010. Dalam creative self-efficacy terdapat dua dimensi penyusunnya, yaitu creative thinking self-efficacy CTSE dan creative performance self-efficacy CPSE. Self-Leadership didefinisikan sebagai proses dimana individu mengontrol perilaku mereka sendiri, mempengaruhi dan mengarahkan diri mereka melalui penggunaan strategi perilaku dan kognitif. Strategi tersebut disusun oleh dimensi behaviour-focused strategies, natural reward strategies, dan constructive thought pattern strategies. Pengukuran terhadap CSE diukur melalui Revised Model of CTSE II and CPSE II Inventories yang dikembangkan oleh Abbot 2010, sementara self-leadership diukur melalui Revised Self-Leadership Questionnaire yang dikembangkan oleh Houghton dan Neck 2002. Penelitian ini dilakukan dengan sampel partisipan yang berada di lingkungan Universitas Indonesia N=146. Analisis statistik pearson correlation menunjukkan hubungan yang positif secara signifikan terdapat pada creative thinking self-efficacy dan self-leadership r = 0,394, p = 0,000, signifikan pada LoS 0,01 dan creative performance self-efficacy dan self-leadership r = 0,561, p = 0,000, signifikan pada LoS 0,01. Hal ini menunjukkan bahwa creative self-efficacy yang semakin baik atau tinggi mahasiswa, maka semakin baik atau tinggi juga self-leadership nya. Selain itu, hasil penelitian korelasi terhadap creative self-efficacy dan dimensi self-leadership menunjukkan bahwa constructive pattern though strategies memiliki hubungan terkuat dibandingkan dimensi lainnya.

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Unemployment and development of an organization 39s competitive system show a new competitiveness system at the world level of work. The need for ready to change human resources demonstrates the need for an individual with the readiness to dare to make decisions and lead, at least starting with oneself. This shows the importance of leadership and readiness of the students as one of the candidates of human resources in the world of work. This research is conducted to see self leadership through student self efficacy CSE. Creative self efficacy is defined as the individual 39 s belief in his or her ability to perform a specific task in creating the novel, original, and appropriate solutions of Abbot 2010. In creative self efficacy there are two dimensions of the compilers, namely creative thinking self efficacy CTSE and creative performance self efficacy CPSE. Self Leadership is defined as the process by which individuals control their own behavior, influence and direct themselves through the use of behavioral and cognitive strategies. The strategy is structured by the dimensions of behaviour focused strategies, natural reward strategies, and constructive thought patterns strategies. Measurements of CSE were measured through the Revised Model of CTSE II and CPSE II Inventories developed by Abbot 2010, while self leadership was measured through the Revised Self Leadership Questionnaire developed by Houghton and Neck 2002. This research was conducted with sample of participants who were in University of Indonesia N 146. Pearson correlation statistic analysis showed a positive correlation significantly in creative thinking self efficacy and self leadership r 0,394, p 0,000, significant at LoS 0,01 and creative performance self efficacy and self leadership r 0,561, p 0,000, significant at LoS 0.01. This shows that the creative self efficacy of the better or higher the student, the better or higher also his self leadership. In addition, the results of a correlation study on creative self efficacy and the self leadership dimension show that constructive patterns though strategies have the strongest relationship compared to other dimensions. "

"Tujuan dari penelitian ini adalah untuk mengetahui pengaruh kepemimpinan transformasional dan efikasi diri dalam perubahan karyawan terhadap komitmen afektif untuk berubah. Responden penelitian ini adalah karyawan yang bekerja di sektor keuangan. Data dianalisis dengan menggunakan regresi hierarki berganda. Hasil penelitian menunjukkan bahwa baik kepemimpinan transformasional ? = 0.188, p = 0.003.

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The objective of this study is to identify the effect of transformational leadership and employees rsquo change self efficacy on affective commitment to change. The respondents of this study were employees who work in finance sector. The data were analyzed using multiple hierarchical regressions. The result showed that both transformational leadership 0.188, p 0.003."

"Penelitian ini mengkaji pengaruh kepemimpinan transformasional dan efikasi diri terhadap performa tugas dengan mempertimbangkan peran keterikatan kerja sebagai variabel mediator pada Direktorat Jenderal Bea dan Cukai (DJBC). Responden dalam penelitian ini berjumlah 872 responden yang merupakan Pegawai Negeri Sipil (PNS) di DJBC. Data penelitian diperoleh melalui kuesioner dan selanjutnya diolah dengan menggunakan metode persamaan struktural (Structural Equation Modelling). Hasil dari pengolahan data menunjukkan adanya pengaruh langsung secara positif dan signifikan pengaruh efikasi diri terhadap performa. Hasil penelitian ini juga menunjukkan keterikatan kerja berperan sebagai mediator penuh dari pengaruh antara kepemimpinan transformasional dan performa tugas, serta menjadi mediator parsial dari pengaruh efikasi diri dan performa tugas. Namun, hasil pengujian empiris tidak mendukung adanya pengaruh langsung secara positif dan signifikan dari kepemimpinan transformasional dan performa tugas.  Penelitian ini berkontribusi secara aktif dengan memberikan umpan balik dan saran bagi organisasi untuk meningkatkan performa tugas dengan membangun kepercayaan diri pegawai dalam menyampaikan ide terkait peningkatan kinerja, membangun inspirasi pegawai dalam bekerja, mendorong kepemimpinan transformasional melalui manajemen talenta, dan mendorong keahlian pegawai sesuai dengan tugas yang diberikan.

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This study examines the effect of transformational leadership and self-efficacy on task performance by considering the role of work engagement as a mediating variable at the Directorate General of Customs and Excise (DJBC). Respondents in this study amounted to 872 respondents who were Civil Servants (PNS) at DJBC. Research data were obtained through questionnaires and then processed using the structural equation method (Structural Equation Modeling). The results of data processing show that there is a direct positive and significant effect of self-efficacy on performance. The results of this study also show that work engagement acts as a full mediator of the influence between transformational leadership and task performance, as well as a partial mediator of the effect of self-efficacy and task performance. However, the results of empirical testing do not support the positive and significant direct effect of transformational leadership and task performance. This research contributes actively by providing feedback and suggestions for organizations to improve task performance by building employee confidence in conveying ideas related to performance improvement, building employee inspiration at work, encouraging transformational leadership through talent management, and encouraging employee skills according to the tasks assigned."

"Penelitian ini bertujuan untuk meneliti peran mediasi creative self-efficacy dan moderasi openness to experience pada hubungan antara empowering leadership dan kreativitas karyawan. Mengacu pada saran-saran penelitian sebelumnya, hubungan antara empowering leadership dengan kreativitas karyawan perlu diteliti kembali pada negara-negara dengan budaya kolektivis. Data diambil menggunakan survei daring dari tiga BUMN di Jakarta (N = 161) menggunakan teknik convenience sampling. Data dianalisis menggunakan model 7 (moderated mediation) pada Macro PROCESS dari Hayes pada software SPSS. Hasil penelitian menunjukkan terdapat hubungan tidak langsung antara empowering leadership dengan kreativitas karyawan melalui creative self-efficacy. Hasil analisis juga menunjukkan bahwa openness to experience secara signifikan memoderasi hubungan antara empowering leadership dan creative self-efficacy. Akhirnya, openness to experience secara signifikan memoderasi hubungan tidak langsung antara empowering leadership dan kreativitas karyawan melalui creative self-efficacy. Implikasi praktis dari penelitian ini adalah para manajer di organisasi menampilkan gaya empowering leadership untuk meningkatkan kreativitas karyawan, jika karyawan tidak memiliki tingkat openness to experiene yang tinggi.

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This study aims to investigate the mediating role of creative self-efficacy and moderating role of openness to experience in the relationship between empowering leadership and employee creativity. Referring to prior research suggestions, the relationship between empowering leadership and employee creativity needs to be re-investigated in collectivist culture countries. Data were collected using online survey from 3 state-owned enterprises (BUMN organizations) in Jakarta (N = 161), by employing convenience sampling technique. Data were analyzed using moderated mediation (model 7) on Hayes’ PROCESS macro on SPSS software. Results showed that there was an indirect relationship between empowering leadership and employee creativity via creative self-efficacy. Results also showerd that openness to experience significantly moderated the relationship between empowering leadership and creative self-efficacy. Finally, openness to experience significantly moderated the indirect relationship between empowering leadership and employee creativity via creative self-efficacy. As a practical implication, this study suggests organizations to consider applying empowering leadership style to increase employee creativity by increasing creative self-efficacy on employees with lower openness to experience"

"ABSTRAKPositive leader identity, sebagai sebuah bentuk identitas sosial dalam lingkup organisasi, merupakan kunci dari kepemimpinan yang efektif, karena mampu meningkatkan motivasi untuk memimpin serta kemampuan individu dalam menghadapi stress. Akan tetapi, penelitian empiris mengenai pembentukan positive leader identity masih sangat minim. Penelitian berdesain korelasional ini dilakukan untuk meneliti mekanisme pembentukan positive leader identity melalui adanya leader prototypicality dan leader endorsement, dengan didasari oleh pandangan evaluatif serta mekanisme claiming-granting antara pemimpin dan bawahan dalam menjelaskan proses pembentukan identitas kepemimpinan. Untuk mengatasi common method bias, data penelitian diperoleh dari sumber berbeda: 65 pasang pemimpin dan bawahan di Indonesia dilibatkan sebagai partisipan penelitian. Seluruh alat ukur penelitian menunjukkan konsistensi internal yang baik dengan koefisien reliabilitas sebesar 0,7-0,9. Hasil analisis mediasi berbasis regresi menunjukkan bahwa a tidak terdapat hubungan positif yang signifikan antara leader prototypicality dan positive leader identity serta b leader endorsement bukan merupakan mediator dari hubungan antara keduanya. Dalam hasil analisis, ditemukan pengaruh yang signifikan dari jenis kelamin pemimpin terhadap leader endorsement dan positive leader identity: leader endorsement dan positive leader identity yang dimiliki oleh pemimpin laki-laki lebih tinggi dibanding pemimpin perempuan. Temuan ini menyajikan data empiris baru mengenai pembentukan dan evaluasi identitas sosial sebagai pemimpin dalam lingkup organisasi.

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ABSTRACTAs a form of social identity in organizational context, positive leader identity is a key in effective leadership, for it positively influences motivation to lead and enables one to better cope with stress. However, little empirical research exists regarding the construction of positive leader identity. This current research, aiming to investigate the mechanism underlying the construction of positive leader identity through leader prototypicality and leader endorsement, was therefore conducted, grounded by the evaluative perspective and claiming granting mechanism between leader and followers. The data needed was obtained from two different sources in order to reduce common method bias 65 pairs of leader and follower in Indonesia were involved in a cross sectional study. All measures hold a relatively good internal consistency, with the reliability coefficients ranging from 0,7 0,9. Regression based mediation analysis shows that a leader prototypicality is not a significant predictor of positive leader identity and b there is no significant indirect effect of leader endorsement in the relationship between leader prototypicality and positive leader identity. In return, we found a strong influence of leader gender on both leader endorsement and positive leader identity male leaders received higher endorsement and had higher positive leader identity than female leaders. These findings provide new empirical evidence concerning the construction and evaluation of social identity as a leader in organizational setting."

"Dalam menghadapi tantangan selama proses Belajar dari Rumah (BdR), siswa perlu mengembangkan academic buoyancy, yaitu kemampuan untuk mengatasi kemunduran dan tantangan akademik sehari-hari. Peran orang tua selama pandemi menjadi penting karena siswa lebih banyak menghabiskan waktu di rumah. Penelitian ini bertujuan untuk mengetahui apakah strength-based parenting (SBP), sebuah pendekatan pengasuhan yang menekankan pada identifikasi dan pengembangan kekuatan anak, memprediksi academic buoyancy melalui academic self-efficacy, social self-efficacy, dan emotional self-efficacy. Penelitian dilakukan terhadap 238 siswa SMA di Indonesia. Alat ukur yang digunakan adalah Strength-Based Parenting Scale, Self-Efficacy Questionnaire for Children, dan Academic Buoyancy Scale. Hasil penelitian menunjukkan bahwa SBP berkorelasi positif dengan academic buoyancy (r = 0,33, p < 0,01). Academic self-efficacy dan emotional self-efficacy masing-masing memediasi hubungan antara SBP dan academic buoyancy (a1b1 = 0,05, BootCI 95% [0,03, 0,07]; a3b3 = 0,03, BootCI 95% [0,01, 0,05]). Social self-efficacy tidak ditemukan memiliki peran mediasi (a2b2 = -0,00, BootCI 95% [-0,02, 0,01]). Ketika orang tua mengenali dan mengembangkan kekuatan yang siswa miliki, maka siswa akan merasa yakin dengan kemampuannya untuk melakukan tugas akademik dan mengatasi emosi negatif. Dengan demikian, siswa akan lebih mudah mengatasi kemunduran dan tantangan akademik yang dialami selama menjalani BdR.

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To overcome adversities during Belajar dari Rumah (BdR) period, students need to develop academic buoyancy, described as ‘the ability to deal with daily academic setbacks and challenges’. Parents’ role during BdR is important since students spend more time at home. This study aims to investigate the relationship between strength-based parenting (SBP) and academic buoyancy through academic self-efficacy, social self-efficacy, and emotional self-efficacy. 238 high school students in Indonesia participated in this study. Strength-Based Parenting Scale, Self-Efficacy Questionnaire for Children, and Academic Buoyancy Scale were used to measure the variables. The results showed that SBP positively correlated with academic buoyancy (r = 0.33, p <0.01). Academic self-efficacy and emotional self-efficacy serve as unique mediators in the relationship between SBP and academic buoyancy (a1b1 = 0.05, BootCI 95% [0.03, 0.07]; a3b3 = 0.03, BootCI 95% [0.01, 0.05]). Meanwhile, the role of social self-efficacy as mediator is not significant (a2b2 = -0.00, BootCI 95% [-0.02, 0.01]). When parents identify and cultivate their children’s strengths, children will believe in their ability to carry out academic tasks and deal with negative emotions which in turn help them overcome setbacks and challenges during BdR."

"Konflik orangtua yang terjadi dipersepsikan oleh anak sebagai sesuatu yang mengancam bagi dirinya dan juga orangtuanya. Pengalaman dengan konflik orangtua dapat membentuk skema relasional yang maladaptif yang menyebabkan individu secara tidak proporsional lebih peka pada diskusi dan argumen yang negatif dan agresif, lebih mungkin mengharapkan permusuhan dan eskalasi konflik selama bertengkar dengan pasangan romantis, melakukan atribusi negatif terhadap tingkah laku pasangan, dan adanya distorsi kognitif yang membenarkan penggunaan tingkah laku agresif (Nelson, 2004). Kemudian, persepsi anak terhadap konflik orangtua juga mempengaruhi keyakinan dan ekspektasinya terkait dengan hubungan di masa depan, sehingga menurunkan self-efficacy in romantic relationship individu. Self-efficacy in romantic relationship ditemukan berhubungan dengan aspek – aspek yang termasuk ke dalam romantic competence (Fincham & Bradbury, 1987; Riggio et al., 2011, 2013; Weiser & Weigel, 2016). Dengan demikian, penelitian ini bertujuan untuk melihat peran mediasi self-efficacy in romantic relationship dalam hubungan antara persepsi anak terhadap konflik orangtua dengan romantic competence. Partisipan pada penelitian ini merupakan 162 laki-laki dan 262 perempuan dewasa awal yang sedang menjalani hubungan romantis dan tinggal bersama dengan kedua orangtua. Hasil analisis statistika regresi menunjukkan bahwa self-efficacy in romantic relationship memediasi secara parsial hubungan antara persepsi anak terhadap konflik orangtua dengan romantic competence dewasa awal (F(2,421) = 114,98, p = <0,01, LLCI= -0,228, ULCI= -0,117 R2 = 0,3533). Hal ini menunjukkan bahwa pengaruh persepsi anak terhadap konflik orangtua pada romantic competence dapat melalui self-efficacy in romantic relationship terlebih dahulu, namun kedua variabel dapat juga berhubungan secara langsung.

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The interparental conflict was perceived by children as a threat for them and also parents. Experiences with interparental conflict have been found to shape a maladaptive relational scheme that leads people to be more disproportionately attended to negative and aggressive discussion or argument, more likely to expect hostility and escalation of conflict during a quarrel with a romantic partner, negative attribution toward partner’s behaviours, and cognitive distortion that justify the use of aggressive behaviour (Nelson, 2004). Also, children’s perception of interparental conflict impacts their belief and expectation about their own relationship in the future, so that reduce their self-efficacy in romantic relationship. Self-efficacy in romantic relationship has been proved related to the aspects included in romantic competence (e.g. Fincham & Bradbury, 1987; Riggio et al., 2011, 2013; Weiser & Weigel, 2016). Therefore, this research aims to see the mediating role of self-efficacy in romantic relationship within the association between children’s perception of interparental conflict and romantic competence. Participant of this study consist of 162 men and 262 women who are currently in a romantic relationship and living together with both parents. The result of this study indicates that self-efficacy in romantic relationship mediates partially the relationship between children’s perception of interparental conflict and romantic competence of emerging adulthood (F(2,421) = 114,98, p = <0,01, LLCI= -0,228, ULCI= -0,117. R2 = 0,3533). This result shows that children’s perception of interparental conflict can either affect romantic competence through self-efficacy in romantic relationship or directly."

"Bias atensi emosional merupakan suatu proses kognitif tidak disadari yang memengaruhi kelancaran pemrosesan informasi. Individu dengan bias atensi emosional positif cenderung memiliki efikasi diri tinggi. Pada remaja, efikasi diri tinggi dapat membantu mereka melewati berbagai situasi sulit. Penelitian ini berupaya mencari tahu hubungan antara efikasi diri dan bias atensi emosional pada remaja dengan menduga adanya peran mediasi dari afek positif. Hal ini dikarenakan tingkah laku dan pikiran remaja sangat dipengaruhi oleh afek. Tujuan dari penelitian ini adalah untuk menguji afek positif sebagai mediator dalam hubungan antara efikasi diri dan bias atensi emosional terhadap kata terkait kebahagiaan dan ancaman pada remaja. Sebanyak 87 partisipan remaja yang merupakan siswa SMA/SMK sederajat (M= 16,5) berpartisipasi di dalam penelitian ini. Efikasi diri diukur menggunakan General Self-Efficacy Scale dan afek positif diukur menggunakan dimensi afek positif dari Positive Affect and Negative Affect Scale. Sementara itu, bias atensi emosional diukur menggunakan emotional Stroop task. Hasil analisis menggunakan mediation Jamovi menunjukkan bahwa hubungan antara efikasi diri dan bias atensi emosional terhadap kata terkait kebahagiaan maupun ancaman dimediasi penuh oleh afek positif. Penelitian ini berhasil menjelaskan peran proses kognitif yang bersifat otomatis dan tidak disadari di dalam hubungan antara efikasi diri dan bias atensi emosional pada remaja.

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Emotional attention bias is an unconscious cognitive process that affects the processing of information. Individuals with positive emotional attention bias tend to have high self-efficacy (Karademas et al., 2007). In adolescents, high self-efficacy helps them to get through difficult situations. This study seeks to find out the relationship between self-efficacy and emotional attention bias in adolescents by assuming there is a mediating role of positive affect. This is because the behavior and thoughts of adolescents are strongly influenced by affect. The purpose of this study was to examine positive affect as a mediator in the relationship between self-efficacy and emotional attention bias towards happiness and threats related words in adolescents. A total of 87 adolescent participants who were also high school students (M= 16.5) participated in this study. Self-efficacy was measured using the General Self-Efficacy Scale and positive affect was measured using the positive affect dimensions of the Positive Affect and Negative Affect Scale. Meanwhile, emotional attention bias was measured using the emotional Stroop task. The results using Jamovi's mediation showed that the relationship between self-efficacy and emotional attention bias towards happiness and threats related words was fully mediated by positive affect. This study succeeded in explaining the role of automatic and unconscious cognitive processes in the relationship between self-efficacy and emotional attention bias in adolescents."