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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 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
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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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.
Logic vs Aesthetic: The Effect of Environmental Claim and Visual Design in Green Advertising Kostan, Hashella; Salendu, Alice
Media Ekonomi dan Manajemen Vol 35, No 2 (2020): Empowering Corporate Governance for Sustainable Development
Publisher : Fakultas Ekonomika dan Bisnis UNTAG Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (324.638 KB) | DOI: 10.24856/mem.v35i2.1468

Abstract

The surge in demand for green products leads to rampant practice of “greenwashing”, in which marketers deceitfully try to position their brand as more eco-friendly than it actually is. Past studies on green advertisements have indicated that visual cues in the advertisements can also play a part in affecting consumers’ evaluation of the product and its eco-friendly feature. This study was conducted to examine the effect of two essential elements in a green advertisement, which are the overall visual aesthetic quality of the advertisement and verbal environmental claim. The study was conducted using an experimental vignette method. Two hundred seventy-six respondents participated in this study. Through MANOVA statistical analysis, it was found that both aesthetic quality and environmental claim type used significantly affect green brand associations, as well as the attitude respondents, have towards the brand. However, this significant effect of ads visual aesthetic quality can be concerning since it might hinder consumers to objectively evaluate the environmental claim of the product.
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.
The Role of Culture, Leader Motivating Language, and Procedural Justice Climate on Organizational Identification Fathiyah Faiha Faisal; Alice Salendu
Indigenous: Jurnal Ilmiah Psikologi Vol. 9 No. 2 (2024): July
Publisher : Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/indigenous.v9i2.4793

Abstract

Emotional culture is a crucial aspect that can enhance organizational outcomes. However, research on affective aspects in the workplace is still underexplored and requires further investigation. This study aims to examine the moderating role of procedural justice climate in the relationship between leader motivating language and organizational identification, mediated by positive emotional culture. The study involved 158 employees with a minimum of one year of work experience and has a superior in their workplace. Measurement tools included the leader motivating language scale (α = 0.95), organizational identification scale (α = 0.74), positive emotional culture scale (α = 0.94), and procedural justice climate scale (α = 0.88), adapted into the Indonesian language. Data was analyzed with PROCESS model 4 and 14 by Hayes. The results indicate that 1) positive emotional culture partially mediates the relationship between leader motivating language and organizational identification; 2) procedural justice climate does not moderate the relationship between leader motivating language and organizational identification mediated by positive emotional culture. This study lays the groundwork for further research, suggesting that organizations should focus on organizatinal culture, therefore it increases employee’s organizational identification.
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 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 Hussain, Shah Iman, Muhammad Faidhil Kartika, Gunisya Khan, Muhammad Inzamam Kostan, Hashella 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 Tarigan, Emme Riahta Br Tulus Budi Sulistyo Radikun Wan Devy Indhira Syahfitri Wanda Irawan Anwarsyah Yoga Samudra Dewa