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All Journal Jurnal Ilmiah Psikologi Terapan Proyeksi: Jurnal Psikologi Psikologika : Jurnal Pemikiran dan Penelitian Psikologi Jurnal Konseling dan Pendidikan TAZKIYA JOURNAL OF PSYCHOLOGY Jurnal Psikologi: PITUTUR Empathy : Jurnal Fakultas Psikologi Jurnal Psikologi Terapan dan Pendidikan Intuisi Media Ekonomi dan Manajemen Indonesian Journal of Business and Entrepreneurship (IJBE) Psikodimensia: Kajian Ilmiah Psikologi MIX : Jurnal Ilmiah Manajemen Jurnal Psikologi Ulayat: Indonesian Journal of Indigenous Psychology Jurnal Ecopsy Jurnal Psikologi Talenta Syntax Literate: Jurnal Ilmiah Indonesia JURNAL DIVERSITA International Journal of Research in Counseling and Education Jurnal Ilmu Perilaku Efektor Insight: Jurnal Ilmiah Psikologi Humanitas : Jurnal Psikologi Journal Psikogenesis Jurnal Psikologi : Jurnal Ilmiah Fakultas Psikologi Universitas Yudharta Pasuruan Gema Wiralodra ANIMA Indonesian Psychological Journal Jurnal Penelitian Pendidikan, Psikologi Dan Kesehatan (J-P3K) Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Journal of Psychological Perspective Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) Jurnal Penelitian dan Pengukuran Psikologi: JPPP Asian Management and Business Review Psikologia: Jurnal Pemikiran dan Penelitian Psikologi Jurnal Social Library
Alice Salendu
Faculty Of Psychology, Universitas Indonesia, Indonesia
Religion Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Nursing Physics Public Health Social Sciences Other

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Does Digital Readiness Matter? The Mediating Role of Digital Readiness Between Organizational Culture and Innovative Work Behavior Among SMEs in Indonesia Azzahra, Fadia; Salendu, Alice; Sengkananingrum, Aisha Nuraini
Indonesian Journal of Business and Entrepreneurship Vol. 11 No. 2 (2025): IJBE, Vol. 11 No. 2, May 2025
Publisher : School of Business, IPB University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/ijbe.11.2.368

Abstract

Background: Innovation in Small and Medium Enterprises (SMEs) in Indonesia is essential for business development, requiring SMEs to foster innovative work behavior. However, some Indonesian SMEs still struggle to implement innovative work behavior, especially in utilizing digital technology for innovation in this digital era.Purpose: This study aims to explore the role of digital readiness in mediating organizational culture’s impact on the innovative work behavior of SME employees in Indonesia. Design/methodology/approach: The research employed a quantitative approach using Structural Equation Modeling - Partial Least Squares (SEM-PLS) analysis. The survey was distributed to SME employees in Indonesia. This research used 185 respondents for further data analyzing.Findings/results: The results reveal that digital readiness only mediates the relationship between market culture and innovative work behavior. On the other hand, digital readiness does not mediate adhocracy and clan culture to innovative work behavior. Conclusion: Results interestingly suggest that digital readiness significantly mediates market culture to innovative work behavior. Adhocracy and clan cultures may directly instill innovative work behavior, as confirmed by previous studies.Originality/value (State of the art): This is the first study to investigate how types of culture are associated with innovative work behavior mediated by digital readiness. Keywords: Innovation, innovative work behavior, organizational culture, digital readiness, SME
The role of positive emotional culture as a mediator between symmetrical internal communication and organizational identification: Procedural justice climate as a moderator Mulyana, Rissa Septiani; Salendu, Alice
Jurnal Psikologi Terapan dan Pendidikan Vol. 7 No. 1 (2025): Mei
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26555/jptp.v7i1.29058

Abstract

Organizational identification is crucial for understanding how employees internalize their company’s values, goals, and identity. Understanding the dynamics of organizational identification can help companies foster a more harmonious and productive work environment and develop effective management strategies to retain and enhance employee engagement. This research aims to elucidate the role of a positive emotional culture in the relationship between symmetrical internal communication and organizational identification, moderated by procedural justice climate. 158 participants from various industries in Indonesia were involved in this study, selected through convenience sampling. Data collection was conducted via an online survey using Google Forms. Data analysis employed Model 4 and Model 14 of Hayes’ PROCESS, utilizing SPSS version 29.0.1.0. The results indicate that a positive emotional culture significantly mediates the relationship between symmetrical internal communication and organizational identification. However, there is no moderating effect of the procedural justice climate in this relationship. This research is valuable for organizational management, as it highlights the importance of fostering symmetrical internal communication to cultivate a positive emotional culture, which, in turn, can enhance employee organizational identification.
Organizational learning culture and work engagement: the serial mediation effects of competencies and job crafting Iman, Muhammad Faidhil; Salendu, Alice; Qotrunnada, Rifdah
Psikologia: Jurnal Pemikiran dan Penelitian Psikologi Vol. 20 No. 1 (2025): Psikologia: Jurnal Pemikiran dan Penelitian Psikologi
Publisher : Talenta Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32734/psikologia.v20i1.18995

Abstract

Organizational learning culture (OLC) refers to a set of norms that facilitate continuous learning across all levels of the organization. OLC is believed to enhance employee work engagement, but it remains an area that requires further investigation due to its complexity and the varying impacts it may have. The relationship mechanism can be explained by increasing employee competencies in organizations with a learning culture. As competencies improve, they expand individual resources, enabling employees to craft their jobs with personal needs. Adopting the Conservation of Resources theory, researchers propose a resource caravan principle where employees are more likely to engage in organizations with a learning culture. Using a sample of 206 Indonesian employees, the data were analyzed using covariance-based structural equation modelling (CB-SEM). The results indicate a serial mediation effect, confirming the sequential influence of culture on work engagement. These findings offer insights for organizations to adopt a culture aligned with their goals and for researchers to understand the sequential mechanisms driven by a learning culture.
Pimpin, Peduli, atau Kehilangan? Transformational Leadership, Ethical Climate, dan Dampak Physical Work Environment Pada Turnover Intention Pekerja Generasi Z Nabila, Safira Hanun; Salendu, Alice; Nadia, Shofi
ANIMA Indonesian Psychological Journal Vol 40 No 2 (2025): ANIMA Indonesian Psychological Journal (Vol. 40, No. 2, 2025)
Publisher : Faculty of Psychology, Universitas Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24123/aipj.v40i2.7090

Abstract

Generation Z, which currently dominates the workforce, has high expectations for work-life balance, material rewards, and supportive physical work environment (PWE). This study explores the influence of transformational leadership (TL), caring ethical climate (CEC), and physical work environment (PWE) on turnover intention (TI) among 317 Generation Z workers across various sectors in Indonesia. Study findings reveal that transformational leadership (TL) directly reduces turnover intention (TI; β = - .70; p < .05), though the mediating effect through caring ethical climate (CEC) is not significant; only evident under low physical work environment (PWE) conditions. Results also show that physical work environment (PWE) plays a significant moderating role (β = - .63; p < .05), strengthening the positive impact of caring ethical climate (CEC) in reducing turnover intention (TI). In other words, a conducive physical work environment (PWE) not only enhances comfort, but also supports the creation of an ethical culture that more effectively lowers turnover intention (TI). This highlights that physical factors in the workplace have a substantial impact, both directly and indirectly, on employee retention. This study underscores the importance of transformational leadership (TL) and the management of physical work environment (PWE) in enhancing the loyalty of Generation Z workers, with results providing strategic insights to improve retention through a holistic approach.
Pembelajaran Organisasi dan Keterlibatan Kerja: Peran Kebermaknaan Kerja dan Kepemimpinan Kasar Fauziah; Salendu, Alice; Kartika, Gunisya
JURNAL MANAJEMEN PENDIDIKAN DAN ILMU SOSIAL Vol. 6 No. 5 (2025): Jurnal Manajemen Pendidikan dan Ilmu Sosial (Agustus-September 2025)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jmpis.v6i5.5828

Abstract

Fenomena The Great Resignation yang juga melanda Indonesia telah menyoroti pentingnya menciptakan lingkungan kerja yang mendukung pembelajaran berkelanjutan untuk meningkatkan keterlibatan kerja (work engagement). Penelitian ini mengeksplorasi hubungan antara budaya pembelajaran organisasi (organizational learning culture) dan keterlibatan kerja (work engagement), dengan mediasi kebermaknaan kerja (meaningful work) dan moderasi kepemimpinan kasar (abusive supervision). Penelitian ini dilakukan dalam konteks tenaga kerja di Indonesia, yang menghadapi tantangan peningkatan keterlibatan kerja di tengah perubahan besar dalam dunia kerja. Dari total 268 partisipan, 206 sampel valid dianalisis. Uji hipotesis dilakukan dengan menggunakan macro PROCESS Hayes. Hasil menunjukkan bahwa budaya pembelajaran organisasi secara signifikan meningkatkan keterlibatan kerja baik secara langsung maupun melalui kebermaknaan kerja sebagai mediator. Namun, pengaruh positif ini melemah secara signifikan apabila karyawan mendapatkan perlakuan kasar dari atasan mereka dalam organisasi. Hal ini menunjukkan bahwa perilaku kasar destruktif pemimpin dapat mengurangi manfaat budaya pembelajaran organisasi dalam mendorong kebermaknaan kerja dan keterlibatan kerja. Temuan ini mendukung teori Conservation of Resources (COR), yang menyoroti pentingnya lingkungan kerja yang menciptakan budaya pembelajaran organisasi untuk meningkatkan sumber daya psikologis karyawan. Implikasi praktis bagi organisasi dari penelitian ini adalah untuk menciptakan budaya kerja yang mendukung pembelajaran organisasi dan mengurangi efek destruktif yang ditimbulkan oleh kepemimpinan yang kasar.
Organizational Learning Culture and Work Engagement: A Moderated Mediation Model of Abusive Supervision and Employee Resilience Sari, Gunisya Kartika; Salendu, Alice; Faidhil, M
TAZKIYA Journal of Psychology Vol. 13 No. 1 (2025): TAZKIYA Journal of Psychology
Publisher : Fakultas Psikologi UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/tazkiya.v13i1.43118

Abstract

The organizational learning culture is crucial for enhancing overall performance and fostering employee engagement. By promoting a culture of learning, organizations can generate positive emotions among employees, which helps build resilience. However, abusive supervision from management can undermine this resilience, decreasing employee involvement in their work. This study focuses on the impact of organizational learning culture on work engagement, exploring how this relationship is influenced by abusive supervision and mediated by employee resilience. Data were collected from 206 employees across various public and private sectors in Indonesia. The research hypothesis was tested using models 4 and 7 from the Hayes macro-PROCESS. The results indicate a strong positive impact of organizational learning culture (β = .6; p < .001), with employee resilience serving as a mediator in this relationship (β = .16; 95% CI = [.08, .24]). Additionally, abusive supervision weakens the mediation effect (β = -.04; 95% CI = [-.111, -.002]). These findings hold significant implications for managers and HR professionals, emphasizing the importance of cultivating an organizational learning culture to enhance employee resilience, better equip employees to navigate competitive markets and maintain high levels of employee engagement.
The relationship between career growth opportunity and turnover intentions in employees in startup companies x: career planning coaching program designed as an intervention Solihat, Widya Syayidatus; Salendu, Alice
Gema Wiralodra Vol. 14 No. 2 (2023): gema wiralodra
Publisher : Universitas Wiralodra

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31943/gw.v14i2.480

Abstract

This research was conducted to look at the correlation of each dimension of career growth opportunity to turnover intentions at the startup company PT X. This research uses a quantitative approach involving numerical data analysis using special statistical techniques. The population in this study are employees at Startup X Company, with a total of 530 employees. The research sample was taken using a convenience sampling technique. The results of this study indicate that career growth opportunities have a significant negative correlation with turnover intention. Two of the four dimensions of career growth opportunity, namely career goals progress and promotion speed, correlate with turnover intention. Employees who receive promotion and career advancement opportunities the company provides tend to have lower intentions to leave the company. Factors such as organizational structure and employment level influence employees' perceptions of career growth opportunities. Employee gender also plays a role in perceptions of career growth opportunities. However, no significant correlation was found between employee age, career growth opportunity, and turnover intention variables. Based on the results of the data processing and analysis that has been carried out, it can be concluded that Career growth opportunity shows significant correlation results with turnover intention among employees at PT X Startup, and there are two dimensions of career growth opportunity.
To Stay or to Leave? How Ethical Climates and Leadership Styles Influence Gen Z Turnover Intention Salendu, Alice; Nadia, Shofi; Nabila, Safira Hanun; Putri, Safira Dwi Tyas; Pahlawan, Aditya Wira
TAZKIYA Journal of Psychology Vol. 13 No. 2 (2025): TAZKIYA Journal of Psychology
Publisher : Fakultas Psikologi UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/tazkiya.v13i2.43116

Abstract

Generation Z values inclusive and supportive workplaces but often exhibits high turnover intention. This study examines how transformational and servant leadership influence turnover intention among Gen Z employees in Indonesia, with caring and self-interest ethical climates as mediators. A cross-sectional survey of 314 Gen Z employees was analyzed using structural equation modeling (SEM). Results show that caring ethical climate did not significantly relate to turnover intention or mediate the leadership–turnover link. In contrast, self-interest ethical climate showed a strong positive relationship with turnover intention and served as a significant mediator. These findings indicate that servant leadership is more effective than transformational leadership in reducing Gen Z turnover intention by diminishing self-interest ethical climate, while caring ethical climate may have limited relevance across generations.
Budaya Klan dan Keterlibatan Kerja Karyawan: Peran Mediasi Kepemimpinan yang Baik Hati Rahmadanty, Vivian Elfrida; Salendu, Alice; Etikariena, Arum
ILMU PSIKOLOGI Vol 11 No 1 (2024)
Publisher : Fakultas Psikologi Universitas Yudharta Pasuruan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35891/jip.v11i1.4332

Abstract

Studi ini bertujuan untuk melihat apakah kepemimpinan yang baik hati memiliki peran sebagai mediator pada hubungan budaya klan dan keterlibatan kerja karyawan. Data diambil dari perusahaan X dan Y yang merupakan perusahaan milik keluarga yang berada di Indonesia. Data penelitian diambil dengan metode convenience sampling, dengan N = 146 (52.7% perempuan, rata-rata usia 31 tahun). Metode analisis yang digunakan pada penelitian ini adalah simple mediation analysis model 4 Hayes (2013) PROCESS macro. Hasil menunjukan bahwa terdapat efek langsung yang signifikan pada peran budaya klan terhadap keterlibatan kerja (b = .339 (95% CI [.0704, .6597]). Namun, sesuai dengan hipotesis penelitian, mediator kepemimpinan yang baik hati terbukti dapat memperkuat hubungan antara budaya klan dan keterlibatan kerja (b = .4093 (95% CI [.1438, .7195]). Kami menggunakan teori person – environment fit sebagai kerangka berpikir dan juga untuk menginterpretasikan hasil penelitian. Hasil penelitian ini memberikan wawasan bahwa ada baiknya organisasi berinvestasi dalam budaya klan karena budaya tersebut diharapkan memberikan keuntungan optimal pada keterlibatan kerja karyawan.
New ways of working: Differences between autonomy support and flexible work arrangements and relations to employee stress Dewi, Inten Dwi Puspa; Salendu, Alice
Insight: Jurnal Ilmiah Psikologi Vol. 25 No. 2 (2023): AUGUST 2023
Publisher : Universitas Mercu Buana Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26486/psikologi.v25i2.3297

Abstract

The aftermath of COVID-19 has led to the widespread adoption of flexible work arrangements that promote employee’s job satisfaction and engagement across industries and organizations worldwide. Although the implementation of flexible work arrangements is generally regarded favorable, research suggests that it can also increase adverse effects on employee job characteristics, such as increased workload and blurred lines between work and personal life. Inconsistencies in the efficacy of diverse work arrangements within industries and organizations have not improved employees' well-being, such as engagement, satisfaction, and commitment at work. Using an experimental method, this study investigates how leaders’ approaches to autonomy influence employees’ stress levels in various categories of work arrangement manipulation scenarios. This study involved 156 participants who met the sample criteria: active employees in Indonesia with a minimum of 2 years of work experience, aged 22 to 64, and familiar with both conventional and flexible work arrangements. Significant differences in work stress were found in the four work scenarios, with the highest mean in the group with a leader who controlled autonomy in traditional work arrangements (M=39.73) and the lowest mean in the group with a leader who supported autonomy in flexible work arrangements (M=30.56). These findings indicate that a leader's orientation toward supporting employee autonomy in flexible work arrangements could potentially protect employees from potential work stress in the post-pandemic period.
Co-Authors Ade Purnamasari Alia Shinta Dewi Alvia Rahmah Anuar, Faizul Nizar Aulia Elma Rabbika Auliya Andina Ramadhiyanti Azzahra, Fadia Bella Ulfa Brianita Riga Pratiwi Cintya Pradnya Pratita Dayatri, Nyimas Fathia Dewi, Inten Dwi Puspa Diani, Puti Marsha Etikariena, Arum Faidhil, M Faisal, Fathiyah Faiha Fauziah Febrie Sani Pangaribuan Febrina, Sartika Ria Febriyanto, Tri Randi Nurmalinta Gatari, Eka Ghaisa Marin Hartono Ghifanti, Erviana Halvireski, Arif Hanifah, Ghina Harahap, Muhammad Armedi Eka Purdini Hashella Kostan Hussain, Shah Iman, Muhammad Faidhil Kartika, Gunisya Khan, Muhammad Inzamam Muhamad Fachri Maldini Muhammad Ibrahim Muhammad Labib Fauzan Mulyana, Rissa Septiani Nabila, Safira Hanun Nadia, Shofi Najmuddin Somadi Ningrum, Rahmania Puspita Nurfadilla, Arynda Isnayni Oktaviani Aditia Ningrum Pahlawan, Aditya Wira Pricilla Mourine Ham Puji Gufron Rhodes Puspita Puji Rahayu, Puspita Puji Putri, Safira Dwi Tyas Qotrunnada, Rifdah Rahmadanty, Vivian Elfrida Ridwan Ardiansyah Sari, Gunisya Kartika Sengkananingrum, Aisha Nuraini Septi Melinda Simatupang, Meity Fransiska Siregar, Cania Putri Rira Solihat, Widya Syayidatus Tania, Medisa Faradina Tara Swasti Pinintasih Tulus Budi Sulistyo Radikun Wan Devy Indhira Syahfitri Wanda Irawan Anwarsyah Yoga Samudra Dewa