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All Journal Humanitas: Indonesian Psychological Journal PSYMPATHIC Jurnal Komunikasi Ikatan Sarjana Komunikasi Indonesia International Research Journal of Business Studies (E-Journal) GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling ANIMA Indonesian Psychological Journal Jurnal Bakti Masyarakat Indonesia International Journal of Business, Economics, and Social Development MANASA, Jurnal Ilmiah Psikologi ASEAN Marketing Journal Buletin Psikologi Jurnal InterAct International Research Journal of Business Studies Humanitas Intuisi: Jurnal Ilmiah Psikologi
Rayini Dahesihsari
Fakultas Psikologi, Unika Atma Jaya
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Public Health Social Sciences Other

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KAJIAN KOMPREHENSIF MENGENAI KESIAPAN KARYAWAN UNTUK BERUBAH: PERHATIAN PADA PERSEPSI KARYAWAN TERHADAP KONTEKS ORGANISASI DAN PROSES PERUBAHAN Diona, Mariska; Dahesihsari, Rayini
MANASA Vol. 5 No. 2 (2016): Desember, 2016
Publisher : Atma Jaya Catholic University of Indonesia

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Abstract

In order to keep up with the dynamic development of its surroundings, organizations need improve and develop its internal process, including by changing the structure of the organization. To ensure the success of the change implementation, management of organization should pay attention on managing change process. Employees would be one among the key factors of promoting a successful change as well as prohibiting implementation of change. Hence, the mapping of employees’ perception of change needs to be done thoroughly so that a more effective change management can be executed to achieve the targeted change results. Comprehensive perspectives of change implemented in this study by exploring not only the process of managing change and the readiness of change of the employees but also the context of organization in general where the change process exists. Therefore, Organizational Change Questionnaire-Context, Process, Readiness for Change (OCQ-CPR) is given to 21 employees of Foundation X. The results indicate that on average, the employees have negative perception towards the changing circumstances in the organization while they also have neutral perception on the changing process. The study also shows that the employees have mediocre outcome as a result from changes done in the organization. The perception that employees are sometimes taken advantage by their superiors and the thoughts that the change is not beneficial for them are two points that needs to be taken into account by the management so that more positive perception towards organizational context and change outcome can be attained.
OPTIMALISASI UMPANBALIK DALAM PROSES PENILAIAN KARYA: STUDI KASUS PADA YAYASAN X Untariady, Gianina; Dahesihsari, Rayini
MANASA Vol. 5 No. 2 (2016): Desember, 2016
Publisher : Atma Jaya Catholic University of Indonesia

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Abstract

In the management of human resources in the organization, planning, succession or regeneration is one way to ensure sustainability of an organization. One of data that can be used to map potential candidates' work is performance appraisal (PA). In other words, an indicator of an effective performance appraisal is how the PA results could be used as a valid reference for succession planning in an organization. At the foundation X, although assessment work based management by objectives (MBO) is applied, but it has not yet used as a reference for succession planning. For that reason, a mapping of the evaluation process to find the phase of performance appraisal that has not run optimally has been done. The interview is used as a technique of collecting the data to 6 respondents, which includes employees whom is assessed, Department Heads whom assess and give feedback, and the Committee whom set the final score of PA. The research results show all stages the evaluation process work based MBO has been implemented. But, the lack of clarity of the feedback process cause the less positive response of employees towards the final score and self-development efforts to be done. Hence, the provision of feedback as part of the evaluation process work is one of the aspects that is essential to be optimized to ensure employee’s positive response of performance appraisal.
PEMAKAIAN MEDIA SOSIAL DAN SELF CONCEPT PADA REMAJA Felita, Pamela; Siahaja, Christine; Wijaya, Vania; Melisa, Gracia; Chandra, Marcella; Dahesihsari, Rayini
MANASA Vol. 5 No. 1 (2016): Juni, 2016
Publisher : Atma Jaya Catholic University of Indonesia

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Abstract

Teenager is among the biggest number of society consuming social media in Indonesia. The initial reason they become so active in social media is to get attention, to seek for opinion, and also to present their image. However, in the long term they become addicted of social media consumption. It is difficult for them to stay away from activities related to social media. Although social media in general has a positive side to be consumed, the overused of social media has a negative consequence. A bulk of studies shown that the overused of social media by teenager give consequences on the increase of self concept incongruence because there is a large distance between the real self and the ideal self. The self presenting in social media is the ideal self which has such a large distance from the real self. Teenagers are enjoying the ideal self of them presenting in social media so that they prefer to stay in social media rather than their daily activities of real self. This manuscript aims to describe the data collection which being used to propose campaign of decreasing consumption of social media for teenager, particularly which damage their self concept. 150 teenagers and young adult participated, the range of age was 15-25 years old. All of them were actively using of social media. Survey was used for data collection. The result showed that most of the participants want to look good at their social media profile by presenting their ideal self, even though it is not the image that they have in the real self. Based on the data, the campaign of decreasing consumption of social media is design. The campaign is focused on how to develop the positive self concept without overused consumption of social media. By decreasing consumption of social media, teenagers would be more productive and develop their positive self concept in their real life.
GAMBARAN PENGALAMAN DISKRIMINASI TERHADAP INDIVIDU LGBTQIA+ YANG TERGABUNG DALAM ORGANISASI “S” Sinulingga, Cynthia Eveline; Dhiozandi, Hadyan; Meriska, Ike; Mutia, Rininda; Adjisukmo, Clara; Dahesihsari, Rayini
MANASA Vol. 4 No. 2 (2015): Desember, 2015
Publisher : Atma Jaya Catholic University of Indonesia

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Abstract

Sexual orientation and sexual identity of the LGBTQIA+(Lesbian, Gay, Bisexual, andTransgender, Questioning, Intersex, Asexual, and others) are some of the common debate topics in the society. Society still consider them as an aberration of moral norms. One of the new-established social organization, organization S, gathers some students to study this topic in a scientific way. The LGBTQIA+ members of organization S, had experienced discrimination from the others because of their sexual preference and sexual identity. The objective of this study is to portray the discrimination that has been experienced by the LGBTQIA+ members in organization S. Researchers used semi-structured interview method for data gathering. Datas are taken from three participants who had experienced discrimination due to their sexual preference and sexual identity. The result will be used as a base of intervention design to reduce discrimination towards LGBTQIA+ members in organization S. Researchers suggest social creativity as the strategy to raise the crowd awareness of the LGBTQIA+ competence and ability as a human, regardless of the negative stigma that they have received before. We suggest a photography exhibition by LGBTQIA+ members of organization S as an intervention programme. The aim of this intervention is to raise awareness of the LGBTQIA+ people, so they will have more positive point of view toward LGBTQIA+ members of this organization. This programme is a part of long term intervention. As a start, researchers suggest a subtler and more acceptable way.
KESIAPAN UNTUK BERUBAH KARYAWAN DIVISI HR PT. X STUDI KASUS PROSES DESENTRALISASI SISTEM ERP/SAP MODUL ORGANIZATION MANAGEMENT (OM) Franceline, Dea; Dahesihsari, Rayini
MANASA Vol. 4 No. 2 (2015): Desember, 2015
Publisher : Atma Jaya Catholic University of Indonesia

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Abstract

Change in technology is one among the most frequent change happened in an organization. PT. X now is dealing with technology change by taking a decentralization of SAP management of its business units. This changing is done due to the lack of effectiveness of centralized management, which result on delay in delivery the services. Socializations, trainings, and intensive coaching are conducted to manage the change. The purpose of this research is to describe HR unit employees’ change readiness in PT. X, in regards of the decentralization process of ERP/ SAP module Organization Management (OM).This is a quantitative research. The participants are 41 people HR unit employees in PT. X who responsible of SAP management. The measurement is Readiness for Organizational Change (ROC. The data are analysed using descriptive statistics. The result shows that generally, the HR unit employees’ readiness towards the implementation of SAP OM module in each unit is categorized as moderate level with the lowest readiness on the “management support” dimension. The business unit of SHM has low “personal valence” dimension. Hence, the intervention program focuses to improve the management support dimension by proposing a monitoring program, while to improve personal valence dimension in particular on the SHM business unit by creating survey feedback.
GAMBARAN KOMUNIKASI ORGANISASI DI PT. X Ayuningtyas, Indira Miranti; Dahesihsari, Rayini
MANASA Vol. 4 No. 2 (2015): Desember, 2015
Publisher : Atma Jaya Catholic University of Indonesia

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Abstract

Companies usually hire consultants to gain professional and methodologically expertise for a particular field. PT. X is one among consulting firms that provides services in the field of psychology. PT. X usually provides short time projects which fulfill the needs of customers. It was evident that there is a bottleneck in the workflow, involving lack of well coordinated schedules, miscommunication between employees, and unclear information about projects. It was assumed that the root of the problem is ineffective communication. This study aims to describe organizational communication in PT. X. It used a qualitative approach involving four respondents who were selected through the maximum variation technique. Two respondents are corporate members and two respondents are associated partners. Data obtained from interviews analysed by content analysis. The results showed that superiors and subordinates often communicate directly, information flow from various parties and tends to run in an informal, where information is not given in written. The channel of communication varies depending on who is delivering the messages. Corporate members coordinate with each other by exchanging information related to the task mostly through informal meetings. Media communication frequently used is the online media. With this informal communication, information on the organization is still considered adequate for corporate members while seems to be inadequate for associated partners.
GAMBARAN IKLIM ORGANISASI SEBAGAI DASAR PENGEMBANGAN ORGANISASI Tobing, Gracia; Dahesihsari, Rayini; Riyanti, Benedicta P. Dwi; Nurrachman, Nani Indra Ratnawati
MANASA Vol. 4 No. 1 (2015): Juni, 2015
Publisher : Atma Jaya Catholic University of Indonesia

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Abstract

The important impact of how employees perceived their working environment, practices, policies, values, and interaction in organization affecting their working experiences on their working behavior has been well known in the field of organizational psychology. Poor vertical and horizontal relationship, the mismatch policies and goals, lack of motivation, and work productivity are the examples of problems that may be arise if organizational climate were not well managed. Full attention to organizational climate has been the inevitable demand for organizations that are in a situation with strict competition. This research aimed to get a comprehensive description of organizational climate, based on Competing Value Model theory that were presented by Patterson, West, Shackleton, Jeremy, Lawthom, Maitlis, Robinson, dan Walace. The description will be used for guiding how the management develop their organization. A combination of quantitative and quality approaches was implemented by using quetionnaires and interviews. The participants are 59 employees with minimum supervisory level as the criteria. Descriptive statistic and anova one-way were used for analyzing quantitive data. Content analysis with inductive analysis was used for analyzing qualitative data. The result showed that more attention was needed for organizational climate, especially on internal process, human relation, and rational goal. Those aspects will be the focus to develop for management.
TANGGUNG JAWAB SOSIAL PERUSAHAAN: TINJAUAN DARI SISI KARYAWAN Amadea, Christa Talitha; Dahesihsari, Rayini
MANASA Vol. 3 No. 1 (2014): Juni, 2014
Publisher : Atma Jaya Catholic University of Indonesia

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Abstract

Corporate Social Responsibility (CSR) adalah program tanggung jawabsosial perusahaan yang mengekspresikan kepedulian sosial perusahaan dalam upaya pemberdayaan masyarakat. Sudah banyak studi yang menunjukkan dampak CSR terhadap naiknya citra positif perusahaan di masyarakat maupun dampak positifnya bagi kemajuan sosial masyarakat dan lingkungan hidup. Namun jarang perhatian yang diberikan untuk melihat dampak CSR bagi lingkungan internal perusahaan, khususnya karyawan. Padahal CSR juga mengambil peran yang tidak kecil dalam pengelolaan sumber daya manusia di perusahaan melalui rasa memiliki yang tinggi yang diakibatkan oleh rasa bangga terhadap kontribusi perusahaan bagi kemajuan masyarakat. Dengan menggunakan kerangka teori Identitas Sosial, penelitian ini bertujuan untuk mengelaborasi persepsi karyawan terhadap program CSR perusahaan dan kaitannya dengan identifikasi mereka terhadap perusahaan. Jumlahpartisipan adalah 20 orang karyawan dari perusahaan yang cukup aktif melakukan program CSR. Kuesioner dan wawancara digunakan sebagai teknik pengumpulan data.Hasil penelitian menunjukkan bahwa rasa bangga terhadap kontribusi positifperusahaan bagi masyarakat luas mendorong karyawan untuk mengembangkanidentifikasi yang kuat kepada perusahaan, karena menyediakan konsep diri yangpositif bagi mereka untuk menjadi bagian dari perusahaan yang membanggakan. Berdasar hasil penelitian tersebut, menyelenggarakan program CSR yang positif dan terinformasikan dengan baik kepada karyawan merupakan salah satu strategi pengelolaan sumber daya manusia yang efektif.
WORD OF MOUTH DAN PERANAN CIRI PRODUK INOVASI Tarmudji, Vincent; Dahesihsari, Rayini
MANASA Vol. 2 No. 2 (2013): Desember, 2013
Publisher : Atma Jaya Catholic University of Indonesia

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Abstract

While innovation is important in our daily life, as a matter of fact many innovation has failed to be accepted. Word of mouth has been wellknown as one among the most effective strategy for innovation adoption. Word of mouth (WOM) is defined as one example of communication pattern which involve individuals or groups, when they talk about their preferences about some product. Despite the importance of WOM, little attention has been given to understand how and why effective WOM induce adoption of innovation products. The purpose of this research is to explore the contributions of innovation attributes on WOM, using the diffusion of innovation theorethical framework. These innovation attributes are measured from the perception of the user of the product. In this research, the innovative product used as the case is the Dropbox application. The data of 156 respondents of Dropbox user was collected using the accidental sampling techinique. Using the multiple linear regression analysis, the result shows that amount of WOM can be influenced by how easily the benefit of the innovation can be seen (observability attribute) and how simplicity the innovation is (complexity attribute). Meanwhile for the valence of WOM (positive or negative) is influenced only with the observability attribute. The research indicates that it is important for companies to show the result of their innovation through opinion leader who have close connection with the target of consumer so the observability attribute from the innovative product can be seen. Companies also need to consider the complexity attribute of their innovation. Attribute of complexity can indeed increase the amount of WOM but might lead to the negative discussion which would be contraproductive for the adoption of the innovation.
PROSES PENGAMBILAN KEPUTUSAN PINDAH KERJA PADA KARYAWAN GENERASI MILENIAL DI JAKARTA Novisari, Lupita; Dahesihsari, Rayini
MANASA Vol. 8 No. 1 (2019): Juni, 2019
Publisher : Atma Jaya Catholic University of Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25170/manasa.v8i1.1950

Abstract

Millenials generation is the generation that grow up during the development of the Internet.One of the millenial generation phenomenon is the high turnover in the workplace. This isdifficult to understand and to predict by management. As a result, organizations areoverwhelmed to deal with this, and recruitment cost is increased to get a new employeeagain. Therefore, it is important to understand the decision-making process of millenialsemployees for changing jobs. This study aimed to explore the decision-making turnoverprocess of millenials employees in Jakarta. The method used is qualitative with datacollection techniques using interviews with five participants, consisted of three women andtwo men, aged 16-36 years old and have a minimum educational background of bachelor’sdegree and work in Jakarta. Other criteria of participants is that they have moved to differentworkplace at least 2 times with an average length of work a maximum of 3 years. Resultsfrom this study was that every participant has a unique dynamic and different from eachother, but there were the same distinctive characteristics of the millenials generation intaking decisions and customization. They knew what they want, and they expressed it to themanagement. The availability of job offers is among the meaningful factor to consider duringthe decision-making process
Co-Authors -, Jessica Adjisukmo, Clara Adjisukmo, Clara Alfo Yanuar Amadea, Christa Talitha Amadea, Christa Talitha Andriani, Hervina Andriani, Hervina Andy Susilo Lukito Budi Antonia Gita Amanta Ayuningtyas, Indira Miranti Ayuningtyas, Indira Miranti Benecdita Prihatin Dwi Riyanti Benedicta P. Dwi Riyanti Chandra, Marcella Chandra, Marcella Christa Talitha Amadea Christine Natalia Christine Siahaja Clara Adjisukmo Clara R.P. Ajisuksmo Cynthia Eveline Sinulingga Dea Franceline Dea Franceline, Dea Dewanto, Priscilla Dhiozandi, Hadyan Dhiozandi, Hadyan Diona, Mariska Diona, Mariska Efendi Efendi Felita, Pamela Franceline, Dea Gianina Untariady Gracia Melisa Gracia Tobing Gracia Tobing, Gracia Hadyan Dhiozandi Hardana, Leonardus Dewa Hervina Andriani Hoshael Waluyo Erlan Ike Meriska Indira Miranti Ayuningtyas Juliana Murniati Kartikawangi, Dorien Liantama, Ledwin Lupita Novisari Marcella Chandra Mariska Diona Melisa, Gracia Melisa, Gracia Mentari Puteri Meriska, Ike Meriska, Ike Mutalim, Hanarolisa Mutia, Rininda Mutia, Rininda Nani Indra Ratnawati Nurrachman Nathania, Alexandrina J. Novisari, Lupita Novita Novita Nurrachman, Nani Indra Ratnawati Nurrachman, Nani Indra Ratnawati Oktaviani, Mimy Pamela Felita Pamela Felita, Pamela Prawesthy, Gisela A. Puji Tania Reininda Anugrah Hayati Rininda Mutia Riyanti, Benedicta P. Dwi Riyanti, Benedicta P. Dwi Rocky, Rocky Rocky, Rocky Rubianto, Liroy Rury Siti Ruhaniah Shanty Sudarji Shanty Sudarji, Shanty Siahaja, Christine Siahaja, Christine Sinulingga, Cynthia Eveline Sinulingga, Cynthia Eveline Tania, Puji Tania, Puji Tarmudji, Vincent Tarmudji, Vincent Tobing, Gracia Untariady, Gianina Untariady, Gianina Vania Wijaya Vera Elisabeth Wijaya, Vania Wijaya, Vania Yosua, Immanuel