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"Studi Bank Dunia menunjukkan bahwa Indonesia memiliki guru berkinerja rendah yang mengakibatkan rendahnya hasil belajar siswa. Selain itu, kebijakan sertifikasi guru yang diatur oleh pemerintah Indonesia tidak dapat meningkatkan kinerja guru dan hasil belajar siswa. Tujuan dari penelitian ini adalah untuk menyelidiki peran psychological capital guru sebagai mediator dalam hubungan antara authentic leadership kepala sekolah dan kinerja guru. Sebanyak 247 guru dari DKI Jakarta dan Jawa Barat, Indonesia telah disurvei. Analisis regresi berganda digunakan untuk menguji asosiasi model penelitian. Hasilnya menunjukkan bahwa psychological capital guru ditemukan berkorelasi secara signifikan sebagai mediator penuh dalam hubungan antara authentic leadership kepala sekolah dan kinerja guru. Hasil penelitian selanjutnya dapat membantu kepala sekolah dan administrator sekolah untuk meninjau kebijakan dan praktik sehingga kinerja para guru dapat ditingkatkan.

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World Bank studies indicate that Indonesia has poor performance teachers, which resulted in low learning outcomes of the students. Moreover, teacher's certification policy that regulated by the Indonesian government has increased neither teacher's work performance nor students learning outcomes. The purpose of this study is to investigate the role of teacher's psychological capital as a mediator in the relationship between principal's authentic leadership and teacher's work performance. A total of 247 teachers of DKI Jakarta and West Java, Indonesia were surveyed. Multiple regression analysis used to examine the association of the research model. The results suggested that teacher's psychological capital found to be significantly correlated as a full mediator in the relationship between principal's authentic leadership and teacher's work performance. The research outcomes may further help principals and school administrators to review policies and practices so that work performance among teachers can be improved."

"[ABSTRAKPenelitian ini dilakukan untuk melihat hubungan antara kepemimpinantransformasional kepala sekolah dan kinerja guru. Pengukuran kinerjamengunakan alat ukur yang diadaptasi dari dimensi Campbell (2012) yangdikembangkan oleh Ratdityas (2013) dan pengukuran kepemimpinantransformasional menggunakan alat ukur Multi Level Questionere Form 5x (MLQ5x) yang dikembangkan oleh Bass dan Riggio (2005). Partisipan penelitian iniadalah guru-guru yang mengajar di sekolah negeri di beberapa kota di Indonesia.Total partisipan dalam penelitian ini berjumlah 172 orang guru. Hasil penelitianini menunjukkan terdapat hubungan yang signifikan antara kepemimpinantransformasional kepala sekolah dan kinerja guru.ABSTRACTThis study was conducted to examine the relationship between transformationalleadership of principals and teacher performance. The measurement ofperformance is using measurement tool adapted from the dimensions of Campbell(2012) developed by Ratdityas (2013) and the measurement of transformationalleadership is using Multi Level Questionere Form 5x (MLQ 5x) instrumentdeveloped by Bass and Riggio (2005). The total participants in this study were172 teachers. The results of this study showed a significant relationship betweentransformational leadership of principals toward teacher performanc;This study was conducted to examine the relationship between transformationalleadership of principals and teacher performance. The measurement ofperformance is using measurement tool adapted from the dimensions of Campbell(2012) developed by Ratdityas (2013) and the measurement of transformationalleadership is using Multi Level Questionere Form 5x (MLQ 5x) instrumentdeveloped by Bass and Riggio (2005). The total participants in this study were172 teachers. The results of this study showed a significant relationship betweentransformational leadership of principals toward teacher performanc, This study was conducted to examine the relationship between transformationalleadership of principals and teacher performance. The measurement ofperformance is using measurement tool adapted from the dimensions of Campbell(2012) developed by Ratdityas (2013) and the measurement of transformationalleadership is using Multi Level Questionere Form 5x (MLQ 5x) instrumentdeveloped by Bass and Riggio (2005). The total participants in this study were172 teachers. The results of this study showed a significant relationship betweentransformational leadership of principals toward teacher performanc]"

"ABSTRAKPersaingan bisnis menjadi sebuah tantangan yang semakin berat bagi perusahaan-perusahaan di negara Indonesia dengan adanya pengaruh Masyarakat Ekonomi ASEAN (MEA). Psyhological Capital (PsyCap) merupakan salah satu sudut pandang dalam dunia psikologi positif yang dapat memengaruhi keberhasilan perusahaan dalam menghadapi masalah persaingan dalam MEA. Authentic leadership atau kepemimpinan otentik merupakan salah satu gaya kepemimpinan yang sering dikaitkan dengan PsyCap bawahan namun belum banyak diteliti di Indonesia. Penelitian ini dilakukan untuk membuktikan ada tidaknya hubungan antara kepemimpinan otentik dengan PsyCap bawahan. Responden penelitian ini adalah 135 pegawai Bank Syariah X. Pengukuran PsyCap dilakukan dengan menggunakan alat ukur Psychological Capital Questionnaire (2007), sedangkan pengukuran kepemipinan otenrik menggunakan alat ukur Authentic Leadership Questionnaire (2008). Hasil analisis statistik korelasi Pearson menunjukkan bahwa terdapat hubungan yang positif dan signifikan antara kepemimpinan otentik dengan PsyCap bawahan pada pegawai Bank Syariah X (r = .33, p < .01, two tailed). Selain itu, ditemukan bahwa skor kepemimpinan otentik berbeda signifikan pada aspek demografis pendidikan. Sementara, skor PsyCap berbeda signifikan pada aspek demografis usia, pengalaman kerja pribadi, pengalaman kerja di perusahaan, serta penghasilan per bulan. Semakin tinggi kepemimpinan otentik maka semakin tinggi pula PsyCap bawahan. Oleh karenanya, perusahaan sebaiknya melakukan usaha pengembangan keterampilan kepemimpinan otentik melalui program intervensi pelatihan.

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ABSTRAKBusiness rivalry has become an increasing challenge for today's organizations in Indonesia with the influence of the ASEAN Economic Community (AEC). Psyhological Capital (PsyCap) is a term in positive psychology view which could affect a company's success, dealing with competitive problems of AEC. Authentic leadership is a leadership style which often associated with followers' PsyCap and have not been studied in Indonesia. This study was conducted to prove the relationship between authentic leadership and followers' PsyCap. Respondents of this study was 135 employees of Syariah Bank of X. PsyCap Measurements was measured using Psychological Capital Questionnaire (2007) instrument. While authentic leadership was measured using Authentic Leadership Questionnaire (2008) instrument. Pearson correlation calculation indicates that there was positive and significant relationship between authentic leadership and followers' PsyCap among employees of Bank Syariah X (r = .33, p < .01, two tailed). In addition, it was found that authentic leadership scores were significantly different on the demographic aspects of education. Meanwhile, PsyCap scores were significantly different at the demographic aspects of age, personal work experience, work experience at the company, as well as monthly income. Higher authentic leadership means higher followers? PsyCap. Therefore, companies should make an effort in developing leaders? authentic leadership skills through training intervention program."

"ABSTRAKSekolah Dasar merupakan pendidikan dasar wajib di Indonesia, sehingga para guru dituntut untuk berinovasi dalam pengajaran dan lingkungan kerjanya untuk mewujudkan perkembangan baru dan bermanfaat. Sebuah studi korelasional dilakukan untuk menguji apakah orientasi tujuan pembelajaran dan pengembangan profesional secara bersamaan memprediksi perilaku inovatif guru. Instrumen yang digunakan untuk mengukur perilaku inovatif guru adalah perilaku inovatif yang dikembangkan pertama kali oleh Messmann dan Mulder (2012) (α = 0,94), sedangkan instrumen yang digunakan untuk mengukur orientasi tujuan pembelajaran adalah instrumen orientasi tujuan yang pertama kali dikembangkan oleh VandeWalle (1997). ). ) (α = 0,80). Peserta berjumlah 243 guru sekolah dasar di Jakarta, Bogor, Depok dan Bekasi. Analisis data menggunakan regresi berganda yang menunjukkan bahwa kedua variabel tersebut secara bersamaan memprediksi perilaku inovatif guru. Secara khusus, semakin tinggi keinginan guru untuk meningkatkan kompetensi dan keterampilannya, maka semakin tinggi pula kecenderungan guru untuk berperilaku inovatif. Temuan ini akan dibahas lebih lanjut.

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ABSTRACTElementary school is compulsory basic education in Indonesia, so that teachers are required to innovate in their teaching and work environment to realize new and useful developments. A correlational study was conducted to test whether learning goal orientation and professional development simultaneously predict teacher innovative behavior. The instrument used to measure the teachers innovative behavior is the innovative behavior that was first developed by Messmann and Mulder (2012) (α = 0.94), while the instrument used to measure the orientation of learning goals is a goal orientation instrument first developed by VandeWalle ( 1997). ). ) (α = 0.80). Participants totaled 243 elementary school teachers in Jakarta, Bogor, Depok and Bekasi. The data analysis used multiple regression which showed that the two variables simultaneously predict the innovative behavior of teachers. In particular, the higher the desire of teachers to improve their competence and skills, the higher the tendency for teachers to behave innovatively. These findings will be discussed further."

"Penelitian ini bertujuan untuk menguji pengaruh kepemimpinan inklusif terhadap keamanan psikologis melalui peran mediasi kepercayaan terhadap manajemen pada tenaga kesehatan di Indonesia. Didasarkan pada teori konservasi sumber daya, atasan yang menampilkan perilaku inklusif dan tingkat kepercayaan pada manajemen merupakan sumberdaya eksternal bagi karyawan yang dapat meningkatkan keamanan psikologis mereka di organisasi. Partisipan dalam penelitian ini merupakan tenaga kesehatan, yaitu dokter dan perawat, dari 2 rumah sakit swasta di Medan (N = 241). Data diperoleh secara online dan offline dengan teknik purposive sampling dan dianalisis menggunakan program PROCESS versi 4.1 (Hayes, 2013) pada SPSS versi 26. Hasil penelitian menunjukkan bahwa kepercayaan pada manajemen memediasi hubungan antara kepemimpinan inklusif dan keamanan psikologis secara parsial. Sebagai implikasi praktis, hasil penelitian ini dapat digunakan sebagai acuan bagi organisasi untuk melatih para manajer menjadi pemimpin yang inklusif, khususnya di rumah sakit.

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This study aims to examine the effect of inclusive leadership on psychological safety through the mediating role of trust in the management of health care workers in Indonesia. Based on the conservation of resources theory, I argue that inclusive leadership and trust in management are considered as external resources by employees that increases their perceived psychological safety. Participants in this study were healthcare workers, i.e., doctors and nurses, from 2 private hospitals in Medan (N = 241). Data were obtained online by g-form and offline by visiting the participants while they worked. The sampling techniques used was purposive sampling, by taking data only on doctors and nurses. Regression was analyzed using PROCESS program version 4.1 (Hayes, 2013) on SPSS version 26. The results showed that trust in management partially mediated the relationship between inclusive leadership and psychological safety. As a practical implication, the study results suggest organizations to develop inclusive leadership in managers."

"Penelitian ini bertujuan untuk mengukur efektivitas program pelatihan KASTURI (Sikap Positif Guru Inklusi) untuk meningkatkan sikap positif terhadap pendidikan inklusif pada guru Taman Tanak-Kanak (TK) inklusi. Desain penelitian ini adalah two-group pretest-posttest design. Partisipan dari penelitian ini adalah guru dari dua TK Negeri inklusi yang berbeda, yang dibagi menjadi kelompok kontrol (n=6) dan kelompok eksperimen (n=7). Pelatihan KASTURI berlangsung selama 5 hari dalam 1 sesi pembuka, 5 sesi materi, dan 1 sesi penutup. Topik yang dibahas dalam pelatihan in adalah konsep pendidikan inklusif, siswa berkebutuhan khusus, collaborative work, empati, dan Individualized Education Program (IEP). Untuk mengetahui efektivitas program pelatihan KASTURI, sikap guru diukur dengan menggunakan alat ukur the Multidimensional Attitudes Toward Inclusive Education Scale (MATIES) oleh Mahat (2008) dan diadaptasi untuk guru PAUD (Rizkiah & Kurniawati, 2019). Hasil analisis efek perbedaan skor pre-test dan post-test MATIES VI antara kelompok kontrol dan kelompok eksperimen menunjukkan perbedaan yang signifikan (p<0,05) antara kedua kelompok di semua komponen sikap guru, yaitu kognitif (p=0,000), afektif (p=0,008), dan konatif atau perilaku (p=0,000). Terdapat peningkatan skor yang signifikan pada kelompok eksperimen sesudah diberikan pelatihan pada komponen sikap kognitif (Mean Difference/MD=6,286; p<0,05), sikap afektif (MD=9,143; p<0,05) dan sikap konatif (MD=4,714; p<0,05). Hal ini menunjukkan bahwa program pelatihan KASTURI efektif untuk meningkatkan sikap positif guru TK terhadap pendidikan inklusif. Implikasi dari temuan ini dibahas dalam kaitannya dengan hasil penelitian- penelitian lain yang relevan dan saran bagi intervensi untuk guru TK inklusi di Indonesia.

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This study aimed to examine the effectiveness of the KASTURI (Positive Attitude of Inclusive Teachers) training program for inclusive kindergarten teachers. The study used a two-group pretest-posttest design. The participants were teachers from two different inclusive public kindergartens, divided into a control group (n = 6) and an experiment group (n = 7). The KASTURI training lasted for 5 days, which consisted of 1 opening session, 5 training sessions, and 1 closing session. Topics delivered in the training were related to the concept of inclusive education, students with special needs, collaborative work, empathy, and Individualized Education Programs (IEP). Teachers’ attitudes were measured by Multidimensional Attitudes Toward Inclusive Education Scale (MATIES) by Mahat (2008), adapted for preschool teachers (Rizkiah & Kurniawati, 2019). Analysis on pre-test and post- test scores of MATIES VI between study groups showed significant difference (p <0.05) between the two in all three components of teacher’s attitudes, namely cognitive (p = 0.000), affective (p = 0.008), and conative or behavioral component (p = 0.000). Experiment group’s attitude scores increased significantly in the cognitive (Mean Difference / MD = 6.286; p <0.05), affective (MD = 9.143; p <0.05) and conative component ( MD = 4.714; p <0.05). These findings show that the KASTURI training program is effective in enhancing inclusive kindergarten teachers’ positive attitude towards inclusive education. The implications of these findings are discussed in relation with other relevant studies and intervention suggestions for inclusive kindergarten teachers in Indonesia."

"Penelitian ini bertujuan untuk menguji pengaruh kepemimpinan autentik terhadap kinerja karyawan serta menguji peran mediasi work engagement dan komitmen afektif dalam hubungan tersebut. Penelitian ini menggunakan metode survei dengan mengumpulkan data dari 358 responden karyawan di PT Bank Pembangunan Daerah Papua melalui kuesioner yang telah disesuaikan dan dianalisis menggunakan SEM (Structural Equation Modelling). Hasil penelitian menunjukkan bahwa kepemimpinan autentik tidak berpengaruh signifikan terhadap kinerja karyawan, tetapi work engagement dan komitmen afektif ditemukan memediasi pengaruh kepemimpinan autentik terhadap kinerja karyawan. Peran mediasi ini menjadi sangat penting karena tanpa adanya mediasi work engagement dan komitmen afektif, kepemimpinan autentik tidak akan meningkatkan kinerja karyawan. Berdasarkan hasil pengaruh total, work engagement mentransmisikan pengaruh kepemimpinan autentik terhadap kinerja karyawan lebih besar dibandingkan dengan komitmen afektif.

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This study aimed to examine the effect of authentic leadership on employee performance and to examine the mediating role of work engagement and affective commitment in this relationship. This study used a survey method by collecting data from 358 employee respondents at PT Bank Pembangunan Daerah Papua through customized questionnaires and analyzed using SEM (Structural Equation Modeling). The results showed that authentic leadership had no significant effect on employee performance, but work engagement and affective commitment were found to mediate the effect of authentic leadership on employee performance. This mediation role is very important because without the mediation of work engagement and affective commitment, authentic leadership will not improve employee performance. Based on the total effect, work engagement transmitted the effect of authentic leadership on employee performance to a greater extent than affective commitment."

"Inovasi sangat dibutuhkan untuk mendapatkan dan mempertahankan keunggulan kompetitif organisasi. Untuk dapat meningkatkan inovasi organisasi sangat dibutuhkan peran individual dari anggotanya, terutama dalam berperilaku inovatif. Oleh karena itu, studi ini menjelaskan bagaimana transformational leadership dapat memengaruhi innovative work behavior dengan psychological capital dan knowledge sharing sebagai mediator. Studi dilakukan pada 277 karyawan PT Telkom Indonesia Tbk. Responden mengisi kuesioner untuk menilai unsur-unsur transformational leadership, psychological capital, knowledge sharing, dan innovative work behavior. Metode Structural Equation Modeling (SEM) digunakan untuk menunjukkan hubungan sebab akibat antara variabel. Hasil menunjukkan bahwa transformational leadership tidak signifikan memengaruhi innovative work behavior. Walaupun begitu, psychological capital dan knowledge sharing memediasi secara penuh pada hubungan transformational leadership dan innovative work behavior. Knowledge sharing juga memediasi secara parsial pada hubungan psychological capital dengan innovative work behavior. Oleh karena itu, peran mediasi psychological capital dan knowledge sharing sangat penting agar organisasi dapat meningkatkan innovative work behavior karyawannya.

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Innovation is very important for an organization to gain and maintain its competitive advantage. In order to increase organizational innovation, individual roles from its members are needed, especially in innovative behavior. Therefore, this study explains how transformational leadership can influence innovative work behavior with psychological capital and knowledge sharing as mediating variables. The study was conducted on 277 employees of PT Telkom Indonesia Tbk. Respondents filled out questionnaires to assess the elements of transformational leadership, psychological capital, knowledge sharing, and innovative work behavior. The Structural Equation Modeling (SEM) method was used to show a causal relationship between variables. The results showed that transformational leadership did not significantly affect innovative work behavior. Even so, psychological capital and knowledge sharing fully mediated the transformational leadership and innovative work behavior relationship. Knowledge sharing also partially mediated the relationship between psychological capital and innovative work behavior. Therefore, the roles of psychological capital and knowledge sharing mediation were very important so that the organization can improve the innovative work behavior of its employees."

"Indonesia memiliki tingkat produktivitas yang masih rendah dibandingkan dengan negara lainnya. Produktivitas dapat ditingkatkan melalui work engagement. Penelitian ini merupakan penelitian kuantitatif non eksperimental cross sectional yang bertujuan untuk melihat bagaimana peran mediasi inklusi pada hubungan authentic leadership dan work engagement. Partisipan penelitian ini merupakan 145 pekerja wanita yang bekerja di lingkungan mayoritas laki-laki. Alat ukur yang digunakan adalah Authentic leadership Questionnaire (ALQ), Utrecht Work Engagement Scale-9 (UWES-9), dan workgroup inclusion. Analisis mediasi menggunakan Hayes PROCESS macro SPSS ver. 25 menunjukkan bahwa terdapat mediasi penuh dalam hubungan authentic leadership dan work engagement dengan mediator inklusi (c' = 0.05, SE = 0.06, p = 0.44, CI [-0.072, 0.165]; c=0.30 SE= 0.06, p = 0.00, CI [0.174, 0.427]). Dapat disimpulkan bahwa authentic leadership memengaruhi work engagement melalui mediasi inklusi. Oleh karena itu, perusahaan perlu menciptakan persepsi inklusi dan kepemimpinan yang bersifat Authentic sehingga dapat meningkatkan work engagement pada karyawan wanita dalam lingkungan yang mayoritas pria di Jabodetabek.

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Indonesia has a lower level of productivity compared to other countries. Productivity can be enhanced through work engagement. This study is a non-experimental cross-sectional quantitative research that aims to examine the mediating role of inclusion in the relationship between authentic leadership and work engagement. The participants of this study were 145 female workers who work in predominantly male environments. The measurement tools used were the Authentic Leadership Questionnaire (ALQ), Utrecht Work Engagement Scale-9 (UWES-9), and workgroup inclusion. The mediation analysis using Hayes PROCESS macro SPSS ver. 25 showed that there was full mediation in the influence of authentic leadership on work engagement with inclusion as the mediator (c' = 0.05, SE = 0.06, p = 0.44, CI [-0.072, 0.165]; c = 0.30 SE = 0.06, p = 0.00, CI [0.174, 0.427]). It can be concluded that authentic leadership influences work engagement through full mediation by inclusion. Therefore, companies need to create an inclusive environment and implement authentic leadership to enhance work engagement among female workers in male dominant envionment around Jabodetabek."