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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 Persona: Jurnal Psikologi Indonesia 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 Journal Psikogenesis Jurnal Psikologi : Jurnal Ilmiah Fakultas Psikologi Universitas Yudharta Pasuruan Gema Wiralodra Dinasti International Journal of Management Science 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 Indigenous: Jurnal Ilmiah Psikologi Humanitas
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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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.
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.
Analisis Moderasi-Mediasi dalam Hubungan antara Symmetrical Internal Communication dan Voice Behavior pada Karyawan Hanifah, Ghina; Salendu, Alice
Jurnal Diversita Vol. 10 No. 1 (2024): JURNAL DIVERSITA JUNI
Publisher : Faculty of Psychology, Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/diversita.v10i1.11820

Abstract

Menunjang produktivitas karyawan senantiasa menjadi agenda penting yang perlu menjadi perhatian HR, salah satunya adalah mendorong munculnya voice behavior. Penelitian ini bertujuan untuk menjelaskan peran positive emotional culture sebagai mediator dan procedural justice climate sebagai moderator dalam hubungan antara symmetrical internal communication dan voice behavior. Sampel penelitian adalah karyawan aktif dengan masa kerja minimal satu tahun dan memiliki atasan. Analisis data menggunakan Hayes’ PROCESS model 4 dan 14 dengan perangkat lunak SPSS versi 29. Hasil penelitian menunjukkan bahwa symmetrical internal communication berhubungan secara positif signifikan dengan voice behavior, namun peran mediasi positive emotional culture dalam hubungan antar keduanya tidak terbukti. Akan tetapi, terdapat peran moderasi yang signifikan, di mana symmetrical internal communication dan employee voice behavior melalui positive emotional culture bergantung kepada tingkat procedural justice climate yang tinggi. Hal ini menunjukkan bahwa terdapat hubungan langsung antara symmetrical internal communication dan voice behavior tanpa adanya efek mediasi, serta terdapat hubungan tidak langsung antara symmetrical internal communication dan employee voice behavior melalui positive emotional culture di organisasi yang bergantung kepada persepsi karyawan terhadap tingkat procedural justice climate. Penelitian ini memberikan landasan bagi organisasi agar dapat membangun membangun komunikasi internal dan iklim keadilan prosedural, yang pada akhirnya dapat berdampak pada voice behavior karyawan.
THE ROLE OF GRIT AS A MODERATOR IN THE RELATIONSHIP BETWEEN JOB INSECURITY AND ORGANIZATIONAL COMMITMENT Salendu, Alice; Tania, Medisa Faradina; Anuar, Faizul Nizar
Insight: Jurnal Ilmiah Psikologi Vol. 23 No. 2: Agustus 2021
Publisher : Universitas Mercu Buana Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26486/psikologi.v23i2.1564

Abstract

Job insecurity has become a phenomenon that often occurs in pandemic situations. The purpose of this study is to examine the relationship between job insecurity and organizational commitment as a variable and at the level of dimension. In addition, this study explores the moderating role of grit on the relationship between job insecurity   and organizational commitment, especially during the pandemic which has an impact on many cases of layoffs. Participants were 200 employees who were obtained online using the method of convenience sampling. This research is quantitative, using measuring tools, namely the Organizational Commitment Questionnaire, Job Insecurity Measurement, and The Grit Scale. The data processing method used is the hierarchical multiple regression test. The results showed that there was no significant relationship between job insecurity and overall organizational commitment, also at the level of dimension such as affective organizational commitment, continuance organizational commitment, and normative organizational commitment. In addition, there was no significant moderating role of grit in the relationship between organizational commitment and job insecurity. This indicates that someone who has high job insecurity does not necessarily have an impact on reduced commitment to the organization.
The Role of Perceived Organizational Support and Employee Engagement on Turnover Intention: Evidence from a Public Accounting Firm in Indonesia Tarigan, Emme Riahta Br; Salendu, Alice
Dinasti International Journal of Management Science Vol. 7 No. 3 (2026): Dinasti International Journal of Management Science (January - February 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i3.6182

Abstract

High turnover intention remains a strategic challenge for public accounting firms due to its detrimental impact on audit quality, operational continuity, and human capital sustainability (Hom et al., 2017). Grounded in Organizational Support Theory (Eisenberger et al., 1986), this study examines the effects of perceived organizational support (POS) and employee engagement on turnover intention and identifies the dominant predictor within a professional service context. Using a quantitative cross-sectional design, data were collected from 110 auditors at the Associate and Senior Associate levels in a public accounting firm in Indonesia. POS was measured using the Survey of Perceived Organizational Support (Eisenberger et al., 1986), employee engagement was assessed using the ISA Engagement Scale (Soane et al., 2012), and turnover intention was measured using the Turnover Intention Scale (Bothma & Roodt, 2013). Data were analyzed using descriptive statistics, Pearson correlation, and multiple regression analysis. The results reveal that both perceived organizational support and employee engagement have significant negative relationships with turnover intention, consistent with prior empirical findings (Riggle et al., 2009; Kurtessis et al., 2017). However, perceived organizational support demonstrates a stronger and more consistent predictive effect. These findings underscore the critical role of organizational support mechanisms in reducing employees’ intention to leave and provide empirical support for Organizational Support Theory within the context of professional service firms in emerging economies.
Work Culture in Post-Pandemic: Role of the Temporal Flexibility and Supportive Supervisor Culture Towards Employee’s Work Stress Gabriela Atalie; Alice Salendu
Indigenous: Jurnal Ilmiah Psikologi Vol. 8 No. 3 (2023): November
Publisher : Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/indigenous.v8i3.3114

Abstract

Abstract. Although the Covid-19 Pandemic has abated, its effects thrive to impact other areas, including the workplace culture. Temporal Flexibility and Supportive Supervisor Culture are crucial for employees in the pandemic era, yet many contradictions remain in the research. Additionally, little is known about the relationship between Supportive Supervisor Culture and other work cultures under the pretext of employee work-life balance. This study aimed to evaluate the combination of two cultures modifying the work stress score among employees during the pandemic. The Experimental Vignette Method (EVM) was utilized through manipulation and surveys to acquire a more profound knowledge of worker stress levels. The results indicated that the group with a non-Temporal Flexibility Culture and a less Supportive Supervisor Culture reported the highest levels of work stress. Additionally, marital status governs stress levels; the amount of work stress among unmarried individuals was higher than among married adults with children. However, there was no significant contrast between job positions and employee status in terms of work stress mean. Moreover, younger employees were discovered to be more stressed at work than those of older employees. This research will assist organizations in adopting a culture that promotes the psychological well-being of their employees in the post-pandemic era.
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 Larasati, Dewi Dewi, Inten Dwi Puspa Diani, Puti Marsha Etikariena, Arum Fadia Azzahra Faidhil, M Faisal, Fathiyah Faiha Fathiyah Faiha Faisal Fauziah Febrie Sani Pangaribuan Febrina, Sartika Ria Febriyanto, Tri Randi Nurmalinta Gabriela Atalie Gatari, Eka Ghaisa Marin Hartono Ghifanti, Erviana Halvireski, Arif Hanifah, Ghina Harahap, Muhammad Armedi Eka Purdini Hashella Kostan Hussain, Shah Iman, Muhammad Faidhil Karima, Billah Kartika, Gunisya Khan, Muhammad Inzamam Muhamad Fachri Maldini Muhammad Ibrahim Muhammad Inzamam Khan 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 Puspita Puji Rahayu, Puspita Puji Putri, Safira Dwi Tyas Qotrunnada, Rifdah Rahmadanty, Vivian Elfrida Rhodes, Puji Gufron Ridwan Ardiansyah Rohmah, Zakia Nur Sari, Gunisya Kartika Sengkananingrum, Aisha Nuraini Septi Melinda Shah Hussain Simatupang, Meity Fransiska Siregar, Cania Putri Rira Tania, Medisa Faradina Tara Swasti Pinintasih Tarigan, Emme Riahta Br Tulus Budi Sulistyo Radikun Wan Devy Indhira Syahfitri Wanda Irawan Anwarsyah Widya Syayidatus Solihat Yoga Samudra Dewa