Articles
<![CDATA[Pengaruh Flexible Work Arrangement Terhadap Ethical Decision Making : Peran Employee Engagement Sebagai Mediator ]]>
<![CDATA[Simanjuntak, Dewi Fransiska]]>;
<![CDATA[Mustika, Martina Dwi]]>;
<![CDATA[Sjabadhyni, Bertina]]>
<![CDATA[ JURNAL DIVERSITA Vol 5, No 1 (2019): JURNAL DIVERSITA JUNI ]]>
Publisher : <![CDATA[Psychology Department Faculty of Psychology Universitas Medan Area ]]>
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DOI: 10.31289/diversita.v5i1.2327
<![CDATA[Semakin banyaknya jumlah perempuan yang bekerja mengarahkan organisasi untuk melakukan perubahan yang besar dalam mengelola sumber daya manusia dan juga peraturan yang berlaku (Ugargol et al., 2016). Disertai dengan peningkatan penggunaan teknologi dalam organisasi juga menjadikan banyak organisasi yang menerapkan pengaturan kerja yang fleksibel. Berbagai penelitian menjelaskan dampak dari penerapan pengaturan kerja fleksibel yang menunjukkan hasil yang bertentangan dikarenakan minimnya pengawasan. Hal ini membuat hubungan antara penerapan fleksibilitas kerja dengan pengambilan keputusan secara etis menjadi topik yang penting untuk diteliti, terutama di Indonesia. Penelitian ini bertujuan untuk melihat hubungan antara pengaturan kerja fleksibel (Flexible Work Arrangement) dengan pengambilan keputusan secara etis (Ethical Decision Making) yang dimediasi oleh keterlibatan karyawan (Employee Engagement). Penelitian yang dilakukan kepada 301 orang partisipan menunjukkan bahwa pengaturan kerja fleksibel berpengaruh secara signifikan terhadap pengambilan keputusan secara etis melalui keterlibatan karyawan. Sehingga penerapan pengaturan kerja fleksibel dapat menjadi anteseden untuk keterlibatan karyawan yang akan dapat meningkatkan pengambilan keputusan etis pada karyawan di dalam organisasi.Kata Kunci: Flexible work arrangement;Ethical Decision Making;Employee Engagement]]>
<![CDATA[Does Experience Lead People to Buy? The Formation of Brand Loyalty Using the Theory of Love on Older Consumers ]]>
<![CDATA[Sjabadhyni, Bertina]]>;
<![CDATA[Mustika, Martina Dwi]]>;
<![CDATA[Pane, Kinanti Alvani]]>;
<![CDATA[Kaur, Deepraj]]>;
<![CDATA[Eryandra, Alvin]]>
<![CDATA[ Humaniora Vol 10, No 2 (2019): Humaniora ]]>
Publisher : <![CDATA[Bina Nusantara University ]]>
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DOI: 10.21512/humaniora.v10i2.5576
<![CDATA[This research investigated factors that influence the positive brand experiences of older consumers that lead them to be loyal to the product. Data were collected using a paper-based survey, and 362 older consumers participated in the research. Using path analysis, the results suggested that the relationship between brand experience and brand loyalty was stronger when the experience of older consumers predicted their loyalty through affectivity and trust. This research provided evidence that the consumer and brand relationship could be explained using the triangular theory of love and the theory of planned behavior. It can be concluded that the affection and trust of older consumers are essential. Thus, their experience of the product leadsto loyalty.]]>
<![CDATA[Moral Judgment in The Workplace: The Effect of Deadlines and Peer Pressure ]]>
<![CDATA[Yurizal Firdaus]]>;
<![CDATA[Bertina Sjabadhyni]]>;
<![CDATA[Martina Dwi Mustika]]>
<![CDATA[ Jurnal RAP (Riset Aktual Psikologi Universitas Negeri Padang) Vol 10, No 1 (2019) ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/rapun.v10i1.105021
<![CDATA[Penelitian yang termasuk dalam ranah studi pengambilan keputusan secara etis ini, bertujuan untuk melihat peran dari tekanan kelompok dan tenggat kerja terhadap pembentukan pertimbangan moral karyawan dalam situasi dilematis di tempat kerja. Metode eksperimen sederhana dengan melibatkan 121 responden yang dibagi ke dalam 2 (dua) kelompok ini, mengevaluasi respon yang diberikan peserta terhadap skema cerita yang menggambarkan kondisi-kondisi kerja tertentu. Kelompok pertama, mendapatkan gambaran tentang situasi dilematis yang dihadapi di tempat kerja karena adanya tekanan dari kelompok, serta tenggat kerja tertentu yang perlu dipenuhi. Sementara, kelompok kedua memperoleh gambaran tentang situasi dilematis yang dihadapi di tempat kerja dengan hadirnya tekanan dari kelompok, namun tanpa adanya tenggat kerja tertentu. Skor penilaian yang diperoleh dari kuesioner pertimbangan moral (diadaptasi dari Reidenbach & Robin) kemudian dianalisis menggunakan independent sample (t-test). Hasil yang diperoleh menunjukkan adanya perbedaan yang signifikan terhadap skor pertimbangan moral dalam menghadapi situasi dilematis, pada kelompok yang memiliki tenggat kerja tertentu dibandingkan dengan kelompok yang tidak memiliki tenggat kerja. Lebih lanjut, penelitian ini menemukan bahwa ketika tenggat kerja diberikan, maka skor pertimbangan moral akan naik. Hal ini membawa implikasi terhadap pemahaman yang lebih jauh akan peran yang dimiliki oleh tenggat kerja sebagai stressor, dimana keberadaannya dapat berdampak terhadap semakin tingginya pertimbangan moral yang dimiliki karyawan dalam situasi dilematis di tempat kerja.]]>
<![CDATA[Is Trust Necessary to Increase Loyalty in Adult Consumers? ]]>
<![CDATA[Kinanti Alvani Pane]]>;
<![CDATA[Martina Dwi Mustika]]>;
<![CDATA[Bertina Sjabadhyni]]>
<![CDATA[ PSIKODIMENSIA Vol 17, No 2 (2018) ]]>
Publisher : <![CDATA[Universitas Katolik Soegijapranata ]]>
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DOI: 10.24167/psidim.v17i2.1658
<![CDATA[The aim of this study is to examine if brand experience can predict brand loyalty of older adult consumers through brand trust. This cross-sectional study involved 390 Indonesian older adult consumers of a mineral water who completed a self-report questionnaire. Mediation analysis suggested that brand experience was significant for predicting brand loyalty, either directly or indirectly, suggesting partial mediation. This result further implied that older adult consumers’ experience of a brand can maintain ongoing brand loyalty.In addition, brand trust does not necessarily influence the relationship between brand experience and brand loyalty, which implies that experience is sufficient to maintain older adult consumers’ loyalty to the product. The limitations of this research and potential future research is also discussed]]>
<![CDATA[Millennials: Do They Need a Hero to Make Their Workplace More Welcoming? ]]>
<![CDATA[Ully Rachmawati]]>;
<![CDATA[Martina Dwi Mustika]]>;
<![CDATA[Bertina Sjabadhyni]]>
<![CDATA[ PSIKODIMENSIA Vol 17, No 2 (2018) ]]>
Publisher : <![CDATA[Universitas Katolik Soegijapranata ]]>
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DOI: 10.24167/psidim.v17i2.1550
<![CDATA[This research sought to examine the influence of psychological capital on the relationship between job resources and work engagement on the millennial generation. By surveying 322 employees working in various types of organizations (government agencies, state-owned and private) in several major cities in Indonesia using mediation analysis to evaluate the hypothesis,this study reveals that psychological capital partially mediates the relationship between job resources and work engagement. The limitations faced during this study regard the method and research design used; hence, future studies may anticipate these issues. The findings further strengthen the significance of psychological capital on stimulating the level of millennials’ work engagement. In addition, job resources must not be neglected, since it also influences work engagement.]]>
<![CDATA[Work-home interaction and psychological distress during the COVID-19 pandemic: The mediation effect of cyberloafing ]]>
<![CDATA[Sari Novianti]]>;
<![CDATA[Bertina Sjabadhyni]]>
<![CDATA[ HUMANITAS: Indonesian Psychological Journal Volume 18 (2) August 2021 ]]>
Publisher : <![CDATA[Universitas Ahmad Dahlan ]]>
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DOI: 10.26555/humanitas.v18i2.18603
<![CDATA[Work from home is one of the policies chosen by the government due to the COVID -19 pandemic; however, work-home interactions (WHIs) can place a burden on one domain. This study aimed to examine the relationship between the dimensions of WHIs and psychological distress and how cyberloafing mediates this relationship. Data were collected with an online survey tool from 2,349 participants who worked at a government institution in Indonesia with employees across the country to test the proposed hypothesis. The results show that all forms of WHIs cause psychological distress. Further, a high level of negative work-home interactions (NWHIs) and negative home-work interactions (NHWIs) increase psychological distress. Conversely, a high level of positive work-home interactions (PWHIs) and positive home-work interactions (PHWIs) reduce psychological distress. In addition, this studys results also show that cyberloafing mediates the relationships between NWHIs, NHWIs, PWHIs, and psychological distress. This study implies the organization need to provide mental support and technology support to ensure the work of employees effective. Organizations also need to support employees to reduce work-family conflict.]]>
<![CDATA[What Millennials Want: How to Optimize Their Work ]]>
<![CDATA[Anandre Forastero]]>;
<![CDATA[Bertina Sjabadhyni]]>;
<![CDATA[Martina Dwi Mustika]]>
<![CDATA[ Psikohumaniora: Jurnal Penelitian Psikologi Vol 3, No 1 (2018) ]]>
Publisher : <![CDATA[Faculty of Psychology and Health - Universitas Islam Negeri Walisongo Semarang ]]>
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DOI: 10.21580/pjpp.v3i1.2489
<![CDATA[Abstract: It is known that it is quite difficult for companies to create a working environment that suits the characters of the Millennials, who are now undoubtedly make up the largest proportion of the workforce. This study aims to understand how job autonomy and boredom at work affect Millennials’ work engagement. Using non-probability sampling methods, 320 Millennial employees (19–37 years old) from various organizations (private and public organization) in Indonesia agreed to participate in this study. They filled in a questionnaire that measured the Utrecht Work Engagement Scale (UWES-9), Work Design Questionnaire (WDQ); and Workplace Boredom Scale. Data were analyzed using mediation analysis; and the results showed that boredom at work plays a significant role in mediating the relationship between job autonomy and employee engagement in Millennial employees. To conclude, job autonomy positively affects boredom levels of Millennial employees and low levels of boredom results in a higher employee engagement level.Abstrak: Dapat dipahami bahwa perusahaan kesulitan menciptakan lingkungan kerja yang sesuai bagi karyawan-karyawannya, khususnya karyawan Generasi Milenial yang merupakan pemain utama dalam dunia kerja. Tujuan penelitian ini adalah untuk melihat peran dari variabel-variabel yang diduga dapat mempengaruhi keterikatan kerja karyawan Generasi Milenial, yaitu kemandirian kerja dan kebosanan bekerja. Menggunakan metode non-probability sampling, 320 karyawan Generasi Milenial (19-37 tahun) dari berbagai organisasi di Indonesia (organisasi swasta dan negeri) bersedia berpartisipasi dalam penelitian ini. Mereka mengisi beberapa kuesioner, antara lain The Utrecht Work Engagement Scale (UWES-9) Work Design Questionnaire dan Workplace Boredom Scale. Analisis data yang digunakan adalah analisis mediasi; dan hasilnya menunjukkan bahwa kebosanan bekerja berperan signifikan dalam memediasi hubungan kemandiran kerja dan keterikatan kerja pada karyawan Generasi Milenial. Dapat disimpulkan bahwa kemandirian kerja dapat mempengaruhi kebosanan Generasi Milenial dalam bekerja dan rendahnya tingkat kebosanan dalam bekerja tersebut dapat mempengaruhi keterikatan kerja yang dimiliki.]]>
<![CDATA[“Making Generation Y Stay”: The Mediating Role of Organizational Commitment ]]>
<![CDATA[Sellya Putri]]>;
<![CDATA[Bertina Sjabadhyni]]>;
<![CDATA[Martina Dwi Mustika]]>
<![CDATA[ Psikohumaniora: Jurnal Penelitian Psikologi Vol 3, No 2 (2018) ]]>
Publisher : <![CDATA[Faculty of Psychology and Health - Universitas Islam Negeri Walisongo Semarang ]]>
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DOI: 10.21580/pjpp.v3i2.2513
<![CDATA[Job turnover in Generation Y has become a common phenomenon in industry in large cities. They tend to believe that it is not difficult to leave their jobs and not important to immediately settle in an organization. The study aimed to understand the mediating role of organizational commitment (OC) between perceived organizational support (POS) and turnover intention (TO). A purposive sampling technique was used in this study with 284 generation Y employees living in large cities (19-37 years old) as participants. There were three questionnaires used in this study namely Turnover Intention Scale, Organizational Commitment Scale and Survey of Perceived Organizational Support. The investigation discovered that POS positively affected OC and negatively TO. Employing mediation analysis showed that OC was a significant mediator from the relationship of POS and TO. The findings of this research provide organizations with information about how to effectively manage and retain Generation Y employees through POS and OC.]]>
<![CDATA[ILUSI UANG: PENGARUH JUMLAH NOL PADA TAMPILAN HARGA TERHADAP WILLINGNESS TO PAY ]]>
<![CDATA[Sidiq Maulana Muda]]>;
<![CDATA[Erita Narhetali]]>;
<![CDATA[Bertina Sjabadhyni]]>
<![CDATA[ MANASA Vol 1 No 1 (2012): Juni, 2012 ]]>
Publisher : <![CDATA[Faculty of Psychology, Atma Jaya Catholic University of Indonesia ]]>
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<![CDATA[In the future, the government of Indonesia will launch the redenomination policy that cut the number of zeros of the Rupiah currency into three-digit. This study attempted to look at the effect of reducing the number of zeros in which will be displayed in price tags. The money illusion were measured through the willingness to pay (WTP) score. Participants are students of the Faculty of Psychology Syarif Hidayatullah State Islamic University of Jakarta (N = 136). The results of this study found that there are effects of the number of zeros onto the WTP (F (3.132) = 3.235, p]]>
<![CDATA[MOTIF KEPEDULIAN LINGKUNGAN DAN KAITANNYA DENGAN PERILAKU KONSUMEN SADAR LINGKUNGAN ]]>
<![CDATA[Kevin Juan Tanggo Laksono]]>;
<![CDATA[Bertina Sjabadhyni]]>
<![CDATA[ MANASA Vol 1 No 1 (2012): Juni, 2012 ]]>
Publisher : <![CDATA[Faculty of Psychology, Atma Jaya Catholic University of Indonesia ]]>
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<![CDATA[Inconsistent effects of the relationship between motive for environment concern and the green environment behavior occurred since motive for environment concerns are preserved as an unidimensional construct. This research uses a multidimensional approach on motive for environment concern in order to examine the relationship between each dimension of the motive with the green environment behavior. Those dimensions include egoistic, altruistic, and biospheric dimensions. Using environmental motives scale and ecological conscious consumer behavior scale, 276 college students were participating in the study. The results shown that each dimension of the motives correlates significantly with the green environment behavior. Furthermore, biospheric motive contributes the largest part to such behavior. This research has a meaningful practical implication to the green environment campaign. The campaign needs to address the specific reason behind the environment concern motive, so that it will be more effective reaching the goal of green consumers.]]>
