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DINAMIKA PSIKOLOGIS PENILAIAN KEADILAN Faturochman, -; Ancok, Djamaludin
Jurnal Psikologi Vol 28, No 1 (2001)
Publisher : Faculty of Psychology, Universitas Gadjah Mada

The heuristic theory of justice proposes that earlier information and judgment affect the later judgment. If the earlier information and judgment is of procedure it will affect the judgment of distributive fairness. In contrast, if the earlier information and judgment is distributive fairness judgment it will affect the judgment of procedural fairness. This study shows that the influence of earlier information and fairness judgment is effective if it is procedural matter. The effect of distribution and distributive fairness judgment on procedural fairness judgment is not significant. Keywords: procedural fairness, distributive fairness, heuristic.

HubunganÂ KepemimpinanÂ TransformasionalÂ dan TransaksionalÂ denganÂ MotivasiÂ BawahanÂ diÂ Militer Wagimo, -; Ancok, Djamaludin
Jurnal Psikologi Vol 32, No 2 (2005)
Publisher : Faculty of Psychology, Universitas Gadjah Mada

TheÂ aimÂ ofÂ thisÂ researchÂ isÂ toÂ testÂ the correlationsÂ betweenÂ leadershipÂ variableÂ and followersâ€™Â motivationÂ inÂ military.Â ThereÂ are severalÂ hypothesisâ€™Â toÂ beÂ testedÂ inÂ thisÂ research. (1)Â ThereÂ isÂ aÂ significantÂ andÂ positiveÂ correlation betweenÂ bothÂ transformationalÂ leadershipÂ and transactionalÂ leadershipÂ withÂ followersâ€™ motivation,Â (2)Â ThereÂ isÂ aÂ significantÂ andÂ positive correlationÂ betweenÂ transformationalÂ leadership andÂ followersâ€™Â motivation,Â (3)Â ThereÂ isÂ a significantÂ andÂ positiveÂ correlationÂ between transactionalÂ leadershipÂ andÂ followersâ€™ motivation,Â andÂ (4)Â TheÂ correlationÂ between transformationalÂ leadershipÂ andÂ followersâ€™ motivationÂ isÂ strongerÂ thanÂ theÂ correlation betweenÂ transactionalÂ leadershipÂ andÂ followersâ€™ motivation. TheÂ subjectsÂ ofÂ thisÂ researchÂ areÂ 110 membersÂ ofÂ IndonesianÂ MilitaryÂ (BintaraÂ and Tamtama)Â whoÂ followedÂ theÂ SetukpaÂ and SetukbaÂ EducationÂ inÂ IndonesianÂ NationalÂ Air Force. ThisÂ researchÂ usedÂ 2Â kindsÂ ofÂ questionnaire. TheÂ firstÂ isÂ motivationÂ questionnaire,Â andÂ the secondÂ isÂ theÂ leadershipÂ questionnaire.Â The resultsÂ supportedÂ allÂ ofÂ hypothesesÂ ofÂ theÂ study; (1)Â F-regÂ =24,660;Â (2)Â rÂ =Â 0,559;Â (3)Â rÂ =Â 0,225; (4)Â rÂ =Â 0,559. Keywords: Â motivation, Â transactional leadership,Â transformationalÂ leadership.

Team Learning Ditinjau dari Team Diversity dan Team Efficacy Pohan, Vivi Gusrini Rahmadani; Ancok, Djamaludin
Jurnal Psikologi Vol 37, No 2 (2010)
Publisher : Faculty of Psychology, Universitas Gadjah Mada

This research attempted to observe team learning from the level of team diversity and team efficacy of work teams. This research used an individual level of analysis rather than the group level. The team members measured the level of team diversity, team efficacy and team learning of the teams through three scales, namely team learning scale, team diversity scale, and team efficacy scale. Respondents in this research were the active team members in a company, PT. Alkindo Mitraraya. The total of the respondents were 70. Collected data were examined by using multiple regression analysis. Based on the hypothesis, it can be concluded that the team diversity and team efficacy can be used as indicators to predict the arousal of team learning level in teams (fcount = 5.924; p=0.004 or p < 0.05) and the value of adjusted r square = 0.125. Moreover, the result demonstrated that team diversity made a significant contribution to team learning level (r = 0.105; p < 0.05) while on the other hand, team efficacy did not affect team learning significantly. The equation of the regression line for team learning on team diversity and team efficacy was team learning = 30.362 + (0.377 team diversity) + (0.187 team efficacy). Suggested areas for future research were to confirm this research model using the team level analysis, to thoroughly determine the type of teams and to do research in the selfâ€managed teamâ€based organizations.

Orientasi Komitmen Ditinjau dari Kepemimpinan Transformasional & Kepercayaan Terhadap Manajemen Sumaryono Sumaryono; Djamaludin Ancok
Psikologika: Jurnal Pemikiran dan Penelitian Psikologi Vol. 10 No. 19 (2005)
Publisher : Fakultas Psikologi dan Ilmu Sosial Budaya Universitas Islam Indonesia Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/psikologika.vol10.iss19.art1

This research aimed at finding Human Resources Management pattern in Indonesian business organization, like BUMN. Focus of the research were finding correlation pattern between commitment orientation with trust for management and transformational leadership. This research also assesed about carrier-oriented commitment, team-oriented commitment, and organizational-oriented commitment. Data were collected from 208 employees at BUMN in East Java. One of the reasons, organization climate was conducive for change. Furthermore, three scales used in this research: Orientation Commitment Scale, Trust for Management Scale, Transformational Leadership Scale. Data analysis is regression analysis. The results of the research are: a) Transformational Leadership and trust for management correlate with Commitment Orientation, b) Carrier-Oriented Commitment was influenced by trust for management, c) Transformational Leadership and trust for management correlate with Team-Oriented Commitment, when, d) Organizational-Oriented Commitment was influenced by Transformational Leadership.Key Words: Commitment Orientation, Transformational Leadership.

Modal Sosial dan Kualitas Masyarakat Djamaludin Ancok
Psikologika: Jurnal Pemikiran dan Penelitian Psikologi Vol. 8 No. 15 (2003)
Publisher : Fakultas Psikologi dan Ilmu Sosial Budaya Universitas Islam Indonesia Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/psikologika.vol8.iss15.art1

Tulisan ini bermaksud membahas tentang modal sosial dan kualitas masyarakat. Modal sosial merupakan sarana agar terjadi keikatan yang kokoh dalam membangun suatu masyarakat . Ada dua kategori dalam modal sosial yaitu yang menekankan pada jaringan hubungan sosial dan menekankan pada karakteristik yang melekat pada diri individu yang terlibat dalam interaksi sosial. Modal sosial sangat diperlukan oleh masyarakat agar terjaga kelangsugnan hidupnya dalam menghadapi gelombang yang dasyat dalam era teknologi informasi. Meskipun tatap muka sudah semakin jarang, komunikasi diharapkan masih tetap ada melalui jalur multimedia. Kualitas masyarakat yang modal sosialnya tinggi diwarnai oleh adanya konsep, kompetensi, koneksi, kredibilitas dan kepedulian. Beberapa upaya penting utnuk meningkatkan modal sosial yaitu melalui pelatihan dalam setting kelompok, pendidikan karakter, silahturahmi, pendidikan sekolah dan keluarga.Kata Kunci : modal sosial, kualitas masyarakat

The Importance of Positive Affect: The Role of Affective Personality in Predicting Organizational Citizenship Behavior Ramdhani, Neila; Ancok, Djamaludin; Adrianson, Lillemor
Makara Human Behavior Studies in Asia Vol. 21, No. 2
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Previous research demonstrates inconsistent results in predicting how affect influences organizational citizenship behavior (OCB). This study aims to solve the inconsistency by taking the position that positive affect and negative affect are orthogonal, and their interaction produces four types of affective personality. They are ‘Self-fulfilling’ (high positive affect and low negative affect), ‘High affective’ (high positive affect and high negative affect), ‘Low affective’ (low positive affect and low negative affect) and ‘Self-destructive’ (low positive affect and high negative affect). The study hypothesizes that the self-fulfilling group displays the highest mean of OCB while the self-destructive displays the lowest. The high affective and low affective groups lie somewhere in between the two groups. The participants of this study were 227 employees, consisting of 151 males and 76 females with ages ranging from 20 to 60 years old (mean=38). They were measured using the Organizational Citizenship Behavior Scale (OCBS) and Positive and Negative Affect Schedule (PANAS). Based on the scores of their positive and negative affect dimensions, they were classified into four groups of affective personality types. One-way ANOVA analysis supported the hypothesis. The selffulfilling group revealed the highest mean of Organizational Citizenship Behavior while the Self-destructive group revealed the lowest. The High affective and Low affective groups were located in between the first two groups. This paper discusses this contribution and highlights how it is potential to explain organizational behavior.

DINAMIKA PSIKOLOGIS PENILAIAN KEADILAN - Faturochman; Djamaludin Ancok
Jurnal Psikologi Vol 28, No 1 (2001)
Publisher : Faculty of Psychology, Universitas Gadjah Mada

The heuristic theory of justice proposes that earlier information and judgment affect the later judgment. If the earlier information and judgment is of procedure it will affect the judgment of distributive fairness. In contrast, if the earlier information and judgment is distributive fairness judgment it will affect the judgment of procedural fairness. This study shows that the influence of earlier information and fairness judgment is effective if it is procedural matter. The effect of distribution and distributive fairness judgment on procedural fairness judgment is not significant. Keywords: procedural fairness, distributive fairness, heuristic.

Hubungan Kepemimpinan Transformasional dan Transaksional dengan Motivasi Bawahan di Militer - Wagimo; Djamaludin Ancok
Jurnal Psikologi Vol 32, No 2 (2005)
Publisher : Faculty of Psychology, Universitas Gadjah Mada

The aim of this research is to test the correlations between leadership variable and followers’ motivation in military. There are several hypothesis’ to be tested in this research. (1) There is a significant and positive correlation between both transformational leadership and transactional leadership with followers’ motivation, (2) There is a significant and positive correlation between transformational leadership and followers’ motivation, (3) There is a significant and positive correlation between transactional leadership and followers’ motivation, and (4) The correlation between transformational leadership and followers’ motivation is stronger than the correlation between transactional leadership and followers’ motivation. The subjects of this research are 110 members of Indonesian Military (Bintara and Tamtama) who followed the Setukpa and Setukba Education in Indonesian National Air Force. This research used 2 kinds of questionnaire. The first is motivation questionnaire, and the second is the leadership questionnaire. The results supported all of hypotheses of the study; (1) F-reg =24,660; (2) r = 0,559; (3) r = 0,225; (4) r = 0,559. Keywords: motivation, transactional leadership, transformational leadership.

Team Learning Ditinjau dari Team Diversity dan Team Efficacy Vivi Gusrini Rahmadani Pohan; Djamaludin Ancok
Jurnal Psikologi Vol 37, No 2 (2010)
Publisher : Faculty of Psychology, Universitas Gadjah Mada

This research attempted to observe team learning from the level of team diversity and team efficacy of work teams. This research used an individual level of analysis rather than the group level. The team members measured the level of team diversity, team efficacy and team learning of the teams through three scales, namely team learning scale, team diversity scale, and team efficacy scale. Respondents in this research were the active team members in a company, PT. Alkindo Mitraraya. The total of the respondents were 70. Collected data were examined by using multiple regression analysis. Based on the hypothesis, it can be concluded that the team diversity and team efficacy can be used as indicators to predict the arousal of team learning level in teams (fcount = 5.924; p=0.004 or p < 0.05) and the value of adjusted r square = 0.125. Moreover, the result demonstrated that team diversity made a significant contribution to team learning level (r = 0.105; p < 0.05) while on the other hand, team efficacy did not affect team learning significantly. The equation of the regression line for team learning on team diversity and team efficacy was team learning = 30.362 + (0.377 team diversity) + (0.187 team efficacy). Suggested areas for future research were to confirm this research model using the team level analysis, to thoroughly determine the type of teams and to do research in the self‐managed team‐based organizations.

MEMBANGUN KEPERCAYAAN MENUJU INDONESIA MADANI, DEMOKRATIS DAN DAMAI (Sebuah Tinjauan Psikologi Sosial) *) Djamaludin Ancok
Buletin Psikologi Vol 10, No 2 (2002)
Publisher : Faculty of Psychology Universitas Gadjah Mada

Tulisan ini sesuai dengan judulnya akan membahas masalah kepercayaan (trust) sebagai bahasan pokok dengan mengaitkannya pada upaya membangun masyarakat madani, demokratis dan damai. Pembahasan masalah kepercayaan ini menjadi sangatpenting di saat Indonesia mengalami krisis multi dimensional. Tidak masuknya modal asing ke negara Indonesia adalah dikarenakan tidak adanya kepercayaan (trust) pada pemerintah Indonesia. Ketidakpercayaan pada keefektifan pemerintah Indonesiakarena masing-masing elit politik lebih memikirkan kepentingan golongannya dari pada kepentingan untuk membangun bangsa. Kurangnya dukungan masyarakat pada pemerintah dikarenakan pemerintah sebelumnya telah memberikan bukti yangmenggoyahkan kepercayaan masyarakat pada pemerintah. Demikian pula halnya dengan kekerasan yang hidup dalam masyarakat yang berupa main hakim sendiri dikarenakan masyarakat sudah tidak percaya pada kemampuan aparat pemerintah di dalam menegakkan hukum.

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