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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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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.
Work-family culture dan organizational commitment karyawan wanita: Work-life balance sebagai mediator: Work-family culture and organizational commitment of female employees: Work-life balance as a mediator Larasati, Dewi; Salendu, Alice; Etikariena, Arum
Persona:Jurnal Psikologi Indonesia Vol. 11 No. 2 (2022): Desember
Publisher : Faculty of Psychology Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (423.068 KB) | DOI: 10.30996/persona.v11i2.7759

Abstract

Abstract The economy and education levels in Indonesia which continue to grow are not directly proportional to the increase in women employees. One of the factors that make Indonesian women underrepresented in the workforce is the family factor, women decided to leave work when they are married. This study aims to examine the effect of work-life balance in mediating the relationship between work-family culture and organizational commitment of women employees in the hope women employees are more committed to the organization because of the availability of supportive organizational culture. The instruments used are the work-family culture scale (∝ = 0.84), work-life balance (∝ = 0.88), and organizational commitment (∝ = 0.72). The sampling technique used was purposive sampling and the participants are 120 women employees in the banking industry. Data analysis used PROCESS Hayes model 4 (simple mediation). The results showed that work-life balance fully mediates the relationship between work-family culture and organizational commitment. This study provides an understanding of the importance of implementing a work-family culture to balance work and life demand in order to make employees more committed to the organization. Keywords: Female employees; organizational commitment; Work-family culture; Work-life balance Abstrak Tingkat ekonomi dan pendidikan di Indonesia yang terus tumbuh ternyata tidak berbanding lurus dengan bertambahnya tenaga kerja perempuan. Salah satu faktor kurangnya partisipasi pekerja perempuan di Indonesia adalah faktor keluarga yaitu perempuan memutuskan untuk keluar dari pekerjaan karena sudah berkeluarga. Penelitian ini bertujuan untuk mengetahui pengaruh work-life balance dalam memediasi hubungan work-family culture dan organizational commitment karyawan wanita sehingga diharapkan karyawan wanita lebih berkomitmen terhadap organisasi karena budaya organisasi yang mendukung. Instrumen yang digunakan adalah skala work family culture (∝= 0.84), work-life balance (∝ = 0.88), dan organizational commitment (∝= 0.72).Teknik sampling yang digunakan adalah purposive sampling dengan kriteria karyawan wanita di industri perbankan dan didapatkan 120 responden. Teknik analisis data menggunakan PROCESS Hayes model 4 (mediasi sederhana). Hasil penelitian menunjukkan bahwa work-life balance memediasi secara sempurna hubungan antara work-family culture dan organizational commitment. Studi ini memberikan pemahaman akan pentingnya menerapkan work-family culture untuk menyeimbangkan tuntutan kehidupan pekerjaan dan pribadi sehingga membuat karyawan lebih berkomitmen pada organisasi. Kata kunci: keseimbangan kehidupan kerja dan pribadi; komitmen organisasi; kultur organisasi ramah keluarga; tenaga kerja wanita
Kepemimpinan inklusif dan voice behavior pada karyawan: Menguji peran budaya inovatif: Inclusive leadership and voice behavior among employees: Examining the role of an innovative culture Rohmah, Zakia Nur; Etikariena, Arum; Salendu, Alice
Persona:Jurnal Psikologi Indonesia Vol. 11 No. 2 (2022): Desember
Publisher : Faculty of Psychology Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (389.471 KB) | DOI: 10.30996/persona.v11i2.7837

Abstract

Abstract Organizational culture is one of the predictors that can influence employees' voice behavior. However, research on organizational innovation culture with employee voice behavior still needs to be more extensive and needed. This study aims to determine the role of innovative organizational culture in mediating the relationship between inclusive leadership and employee voice behavior. The study conveniently sampled 174 employees from various innovative companies. The measuring instruments used are the Inclusive Leadership Scale (α = 0.85), Organizational Culture Assessment Instrument (α = 0.84), and the Voice Behavior Scale (α = 0.93) which have been adapted into Indonesian—data analysis with the PROCESS 4 model from Hayes. The result highlights that inclusive leadership was positively correlated with employee voice behavior, and innovative culture partially mediated the relationship between inclusive leadership and employee voice behavior. The implication for organizations is to set up leaders with inclusive characteristics through self-development and training, facilitating safe environments to express employee voices and opinions by implementing values that support flexibility and autonomy. Keywords: Innovative culture; Inclusive leadership; Voice behavior; Organizational culture Abstrak Budaya organisasi merupakan prediktor yang mampu memengaruhi perilaku bersuara bagi karyawan. Namun, penelitian terkait budaya inovatif organisasi bersama dengan outcome perilaku bersuara karyawan ini masih minim diteliti dan memerlukan eksplorasi lebih lanjut. Penelitian ini bertujuan mengetahui peranan budaya inovatif organisasi dalam memediasi hubungan antara kepemimpinan inklusif dan perilaku bersuara karyawan. Sampel penelitian adalah karyawan yang bekerja dari beberapa perusahaan yang diprediksi memiliki budaya organisasi yang inovatif dengan jumlah populasi yang tidak diketahui secara pasti dan dipilih menggunakan teknik convenience sampling. Alat ukur yang dipakai adalah Inclusive Leadership Scale (α = 0.85), Organizational Culture Assessment Instrument (α = 0.84), Voice Behavior Scale (α = 0.93) yang telah diadaptasi ke dalam Bahasa Indonesia. Analisis data dengan PROCESS model 4 Hayes. Hasil menunjukkan bahwa kepemimpinan inklusif secara positif berkorelasi dengan voice behavior, budaya inovatif memiliki efek mediasi parsial pada hubungan kepemimpinan inklusif dan voice behavior karyawan. Implikasi penelitian ini bagi organisasi supaya mampu memfasilitasi lingkungan yang aman bagi karyawan dalam menyampaikan suara dan pendapatnya dengan menyiapkan pemimpin-pemimpin yang memiliki karakteristik inklusif melalui pengembangan diri dan training serta menerapkan nilai-nilai yang mendukung fleksibilitas dan otonomi bagi karyawan. Kata kunci: Budaya inovatif; Kepemimpinan inklusif; Perilaku suara; Budaya organisasi
Pengaruh Kepemimpinan yang Memberdayakan, Komitmen Afektif terhadap Berbagi Pengetahuan: Peran Moderasi Budaya Kolaborasi Febrie Sani Pangaribuan; Alice Salendu
Humanitas (Jurnal Psikologi) Vol 6 No 1 (2022)
Publisher : Universitas Kristen Maranatha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.28932/humanitas.v6i1.4697

Abstract

Companies will get many benefits if they encourage employees to share their knowledge. Knowledge-sharing activities will improve individual, team, and company performance. The purpose of this study is to investigate the mediating role of affective commitment between empowering leadership and knowledge sharing as well as the moderating role of collaborative culture between empowering leadership and knowledge sharing mediated by affective commitment using data collected from 84 employees in X company by accidental sampling technique.  The scales of measurement adopted were empowering leadership scales (Yun et al., 2006), affective commitment scales (Rhoades & Eisenberger, 2001), collaborative culture scales (Pérez López et al., 2004), and knowledge sharing scales ( Hooff & Ridder, 2004). The results find the full mediating role of affective commitment and show that empowering leadership significantly impacts knowledge sharing (β = 0.20; SE = 0.108; 95%CI [0.513.0.475]). There is no conditional role of collaborative culture on the interaction of leadership empowerment, affective commitment, and knowledge sharing (β=0,058; p>0,05; 95%CI [-0,115.0,189]).  Companies can encourage employees to share their knowledge by empowering leadership, as this leadership style can build knowledge transfer among employees by creating affective commitment.
The Impact of Organizational Culture on Innovative Work Behavior Mediating Role of Perceived Organizational Support in Indonesian Small and Medium Enterprises (SMEs) Muhammad Inzamam Khan; Alice Salendu; Fadia Azzahra; Shah Hussain
Journal of Psychological Perspective Vol. 7 No. 1 (2025)
Publisher : Utan Kayu Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47679/jopp.7110702025

Abstract

This study examines how organizational culture influences innovative work behavior (IWB) in Indonesian small and medium enterprises (SMEs), focusing on the mediating role of perceived organizational support (POS). A survey of 296 SME employees, with 185 valid responses analyzed, shows that a culture emphasizing collaboration, adaptability, and employee empowerment significantly enhances innovation. However, POS does not mediate this relationship, indicating that cultural factors have a more direct impact. These findings highlight the need for SME managers to foster a workplace that encourages creativity, risk-taking, and knowledge-sharing to enhance innovation capacity. By embedding these cultural elements, SMEs can improve competitiveness despite resource constraints. The study contributes to the broader understanding of SME innovation in non-Western contexts, offering practical insights for leaders aiming to build innovation-driven organizations. Strengthening organizational culture can serve as a strategic approach to drive sustainable growth and resilience in the dynamic business landscape.
Organizational Culture and Innovative Work Behavior: Knowledge Sharing as a Mediator in Indonesian SMEs Karima, Billah; Salendu, Alice; Azzahra, Fadia
Psikologika: Jurnal Pemikiran dan Penelitian Psikologi Vol. 31 No. 2 (2026)
Publisher : Universitas Islam Indonesia

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

Abstract

Grounded in the Competing Values Framework, this study examines how organizational culture (adhocracy, clan, and market) influences innovative work behavior (IWB) among employees in Indonesian SMEs, with knowledge sharing as a mediating mechanism. A quantitative cross-sectional survey of 185 SME employees was analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS). Results indicate that clan culture exerts the strongest direct effect on IWB (β = .307, p < .001), followed by adhocracy culture (β = .241, p = .002) and market culture (β = .226, p < .001). Knowledge sharing significantly mediates all three culture-IWB relationships (adhocracy: β = .264; clan: β = .236; market: β = .196; all p < .05). These findings underscore the pivotal role of knowledge-sharing practices in translating organizational culture into employee innovation, with practical implications for SME management in developing economy contexts.
Logic vs Aesthetic: The Effect of Environmental Claim and Visual Design in Green Advertising Hashella Kostan; Alice Salendu
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.
The relationship between career growth opportunity and turnover intentions in employees in startup companies x: career planning coaching program designed as an intervention Widya Syayidatus Solihat; Alice Salendu
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.
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