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All Journal Jurnal Psikologi Humanitas: Indonesian Psychological Journal Intuisi Journal of Economics, Business, & Accountancy Ventura Jurnal Psikologi Psikohumaniora: Jurnal Penelitian Psikologi MEDIAPSI Jurnal Psikologi Ulayat: Indonesian Journal of Indigenous Psychology Syntax Literate: Jurnal Ilmiah Indonesia JURNAL DIVERSITA International Journal of Research in Counseling and Education Jurnal Ilmu Perilaku Jurnal Psikologi Sosial Humaniora International Journal of Science and Society (IJSOC) Psyche 165 Journal Makara Human Behavior Studies in Asia Psychological Research on Urban Society Jurnal Manajemen dan Pemasaran Jasa Eduvest - Journal of Universal Studies Journal Gender Equality Disability Social Inclusion and Children Environmental, Social, Governance, and Sustainable Business
Debora Eflina Purba
Faculty Of Psychology, Universitas Indonesia, Depok, West Java, 16424, Indonesia
Aerospace Engineering Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Immunology & microbiology Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Neuroscience Nursing Public Health Social Sciences Other

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The Role of Organizational Citizenship Behavior as a Mediator in the Relationship between Job Satisfaction and Turnover Intentions Risa, Tiara Dean; Purba, Debora
Intuisi : Jurnal Psikologi Ilmiah Vol 11, No 1 (2019): Maret 2019
Publisher : Jurusan Psikologi, Fakultas Ilmu Pendidikan, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/intuisi.v11i1.20111

Abstract

This study was conducted to investigate the mediating effect of organizational citizenship behavior (OCB) in the relationship between job satisfaction & turnover intentions. Drawing on social exchange theory, it is expected that individuals with high job satisfaction, indicated by positive emotions towards aspects of work, will show high levels of OCB by helping their coworkers and the organization, and in turn show low turnover intentions. Data were taken from teachers in an International School in Jakarta (N = 80). Result showed that OCB was found to fully mediate the relationship between job satisfaction and turnover intentions, indicating that all variance of job satisfaction was translated into turnover intentions via OCB. Theoretical and practical implications were further discussed. 
Peran Masa Kerja Pada Hubungan Antara Kepuasan Kerja dan Intensi Meninggalkan Organisasi pada Guru Sekolah Swasta Christian, Yohanes; Purba, Debora Eflina
Mediapsi Vol 7, No 2 (2021): DECEMBER
Publisher : MEDIAPSI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.mps.2021.007.02.7

Abstract

Job satisfaction has been empirically known to be a strong predictor of turnover intentions. However, previous studies have also found that other variables moderated the relationship between job satisfaction and turnover intentions. Drawing on the side-bet theory, this research aimed to examine the role of the duration of employment at the current school in the relationship between job satisfaction and turnover intentions. Participants were 239 K12 teachers from private schools in Jakarta and its surroundings, who were recruited through convenient sampling. The design of this research was a correlational study and the findings revealed that first, job satisfaction was negatively related to turnover intentions, denoting that the higher the job satisfaction, the lower the turnover intentions. The second finding showed that the duration of employment played a significant moderator in the relationship between the two variables. In particular, the negative correlation between job satisfaction and turnover intentions was more pronounced among participants with a long duration of employment than participants with a short duration of employment. The results of this research imply that in line with the side-bet theory, individuals tend to be unwilling to sacrifice what they get from an organization they work for despite having low levels of job satisfaction.  Kepuasan kerja secara empiris telah diketahui sebagai prediktor kuat dari intensi meninggalkan organisasi. Namun, penelitian terdahulu juga menemukan peran variabel lain sebagai moderator hubungan antara kepuasaan kerja dan intensi meninggalkan organisasi tersebut. Menggunakan teori side-bet, penelitian ini bertujuan untuk menguji peran lama kerja di sekolah saat ini dalam hubungan antara kepuasan kerja dan intensi meninggalkan organisasi. Jumlah partisipan adalah 239 guru tingkat TK, SD, SMP, dan SMA dari sekolah swasta di Jakarta dan sekitarnya, yang direkrut menggunakan teknik convenience sampling. Desain penelitian ini adalah kuantitatif korelasional. Hasil penelitian menunjukkan bahwa, pertama, kepuasan kerja berhubungan secara negatif dengan intensi meninggalkan organisasi dimana semakin tinggi kepuasan kerja maka semakin rendah intensi meninggal organisasi. Temuan  kedua menunjukkan bahwa lama kerja berperan secara signifikan sebagai moderator dalam hubungan antar kedua variabel tersebut. Korelasi negatif antara kepuasan kerja dan intensi meninggalkan organisasi lebih kuat pada partisipan dengan tingkat lama kerja yang lebih tinggi dibandingkan dengan partisipan dengan tingkat lama kerja yang lebih rendah. Hasil penelitian ini mengimplikasikan bahwa individu cenderung tidak bersedia mengorbankan apa yang mereka dapatkan selama bekerja di organisasi meskipun tingkat kepuasan kerja yang dimilikinya cenderung rendah. 
Hubungan antara Fleksibilitas Sumber Daya, Modal Psikologis dan Perilaku Kerja Inovatif Lalita Maitri; Debora Eflina Purba
JURNAL PSIKOLOGI Vol 14, No 1 (2018): Jurnal Psikologi
Publisher : Universitas Islam Negeri Sultan Syarif Kasim Riau

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24014/jp.v14i1.4619

Abstract

 Penelitian ini bertujuan untuk mengetahui efek mediasi modal psikologis pada fleksibilitas sumber daya dan perilaku inovatif di tempat kerja. Sampel diambil dari 150 karyawan di kantor pusat sebuah perusahaan asuransi di Jakarta, dan dianalisis menggunakan teknik regresi dari macro SPSS yang dikembangkan oleh Hayes (2012). Analisis korelasi menunjukkan bahwa terdapat korelasi yang positif dan signifikan antara fleksibilitas sumber daya dan perilaku inovatif di tempat kerja (r=0.714,p<0.01). Korelasi positif juga ditunjukkan hubungan antara modal psikologis dengan perilaku inovatif di tempat kerja (r=0.845, p<0.01). Hasil analisis regresi menggunakan Process Hayes menunjukkan bahwa modal psikologis berperan sebagai mediator secara parsial pada hubungan antara fleksibilitas sumber daya dan perilaku kerja inovatif. Oleh karena pengaruh tidak langsung fleksibilitas SDM terhadap perilaku kerja inovatif melalui modal psikologis signifikan (effect = .3471, SE = .0435, 95% CI [.2589, 4572]).
Job insecurity and organizational citizenship behavior: The role of affective commitment Debora Eflina Purba; Fahri Muhammad
HUMANITAS: Indonesian Psychological Journal Vol 17, Number 2: August 2020
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26555/humanitas.v0i0.14916

Abstract

Previous research showed inconsistent findings in the relationship between job insecurity and OCB, indicating an underlying mechanism to occur between the variables. This study aimed to examine affective commitment as a mediator in the relationship between job insecurity and organizational citizenship behavior (OCB). Drawing on organizational identification theory, we took on the perspective of organizational concern motive and suggested affective commitment to mediate the job insecurity and OCB relationship. The study employs a correlational design with an accidental sampling technique. Participants of the study were employees of private and state-owned companies in Indonesia (N = 217). Data were analyzed on Hayes’s PROCESS macro on SPSS statistic software. Results show a significantly negative relationship between job insecurity and OCB, significantly negative relationship between job insecurity and affective commitment relationship, and a significantly positive relationship between affective commitment and OCB. Furthermore, affective commitment is found to mediate the relationship between job insecurity and OCB, confirming the organizational concern motive of OCB as a consequence of job insecurity. The study implies that organizations should eliminate job insecurity if possible, or design interventions to develop employee’s oneness with the organization. 
Entrepreneurial Self-Efficacy and Entrepreneurial Intention: The Mediating Role of Entrepreneurship Intentional Self-Regulation among Future Entrepreneurs Cynthia Elitha; Debora Eflina Purba
Journal of Economics, Business, & Accountancy Ventura Vol 23, No 2 (2020): August - November 2020
Publisher : Universitas Hayam Wuruk Perbanas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14414/jebav.v23i2.2239

Abstract

Prior studies have explored the correlation between students' entrepreneurial self-efficacy and entrepreneurial intention. Several studies found a strong relationship between them, while others suggested a moderate or even weak correlation. This research aims to explore the mediating effect of entrepreneurship intentional self-regulation (EISR) on the relationship between entrepreneurial self-efficacy (ESE) and entrepreneurial intention (EI) among undergraduate students as the representative of future entrepreneurs in Indonesia. There is a need to explain this concept considering that the emergence of entrepreneurs is one of Indonesia's priorities. Data were collected from 299 undergraduate students in their final year of studies from eight universities, which provide entrepreneurship-based education in Jakarta and Bandung. Hayes’s PROCESS Macro in SPSS was used to analyze the effect. The results showed that entrepreneurship intentional self-regulation (EISR) was fully mediated the relationship between entrepreneurial self-efficacy and entrepreneurial intention among undergraduate students in Indonesia. This suggests that universities need to design curriculum and learning methods that encourage students' intention to become entrepreneurs.
Kepemimpinan paternalistis dan perilaku keselamatan kerja: Kepercayaan terhadap supervisor sebagai mediator Keifan Adi Prasetyo; Debora Eflina Purba
Jurnal Psikologi Sosial Vol 20 No 1 (2022): February
Publisher : Fakultas Psikologi Universitas Indonesia dan Ikatan Psikologi Sosial-HIMPSI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.7454/jps.2022.06

Abstract

Occupational safety and health measures must be applied by every industry that has at least 100 workers and industries that have a high risk of danger in their work environment. This research aims to examine the influence of a typical leadership style in Indonesia, namely paternalistic leadership, on the safety behavior of employees in the workplace via trust in the supervisor as the mediator refers to social identity theory. Trust in supervisors is conceptualized as separate dimensions of affective trust and cognitive trust. The data were taken using convenience sampling using online survey research conducted in various Indonesian industrial sectors with a high risk of work accidents (N = 300). Data were analyzed using Hayes’ PROCESS macro ver 3.5.3 on SPSS ver. 26. Results showed that affective trust did not mediate the relationship between paternalistic leadership and safety behavior, but cognitive trust mediated the relationship. Results also showed that affective trust and cognitive trust consecutively mediated the relationship between paternalistic leadership and safety behavior
The Effects of Perceived Supervisor Support and Servant Leadership on Voluntary Turnover Debora Eflina Purba; Ahmad Raldiano Fawzi
Humaniora Vol. 10 No. 3 (2019): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v10i3.5818

Abstract

This research aimed to investigate the predictive validity of perceived supervisor support and servant leadership on voluntary turnover. Data were taken from employees and ex-employees of five batches of the development program in a company in Jakarta, Indonesia (N = 92). The data were analyzed using a logistic regression technique on Statistical Packages for Social Sciences (SPSS) software. The results show that both perceived supervisor support and servant leadership are negatively related to voluntary turnover. The servant leadership accounts for more variance on voluntary turnover and perceived supervisor support. The theoretical and practical implications of the findings are further discussed. 
Pengaruh Occupational Self-Efficacy, Learning Goal Orientation Dan Grit Terhadap Pembelajaran Informal Karyawan I Putu Danny Hadi Kusuma; Debora Eflina Purba
Jurnal Diversita Vol 7, No 2 (2021): JURNAL DIVERSITA DESEMBER
Publisher : Faculty of Psychology, Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/diversita.v7i2.4622

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh occupational self-efficacy, learning goal orientation, dan grit terhadap pembelajaran informal karyawan pada organisasi sektor publik. Partisipan penelitian ini adalah 243 karyawan organisasi sektor publik yang ada di Jakarta, Indonesia. Data dikumpulkan dengan menggunakan alat ukur pembelajaran informal, occupational self-efficacy, learning goal orientation dan grit serta dianalisis dengan menggunakan alat analisis SPSS versi 23. Hasil penelitian menunjukkan bahwa variabel occupational self-efficacy tidak signifikan berpengaruh pada pembelajaran informal di tempat kerja. Data juga menunjukkan bahwa learning goal orientation memengaruhi pembelajaran informal secara positif dan signifikan setelah mengontrol pengaruh dari variabel occupational self-efficacy. Terakhir, grit berpengaruh secara positif dan signifikan pada pembelajaran informal setelah mengontrol pengaruh dari variabel occupational self-efficacy dan learning goal orientation. Salah satu implikasi praktis yang merupakan hasil penelitian ini adalah bahwa organisasi dapat menetapkan tujuan yang menantang kepada karyawan untuk menumbuhkan motivasi instrinsik yang mereka miliki terutama untuk melakukan pembelajaran informal di tempat kerja.
How Does Support by the Organization Decrease Employee’s Intention to Leave? Novianthi Dian Purnamawati; Debora Eflina Purba
Jurnal Ilmu Perilaku Vol 2 No 2 (2018): Jurnal Ilmu Perilaku
Publisher : Universitas Andalas

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (852.174 KB) | DOI: 10.25077/jip.2.2.61-74.2018

Abstract

This study aims to investigate the mediating effect of affective commitment in the relationship between perceived organizational support and turnover intention. Data were collected using paper-and-pencil survey on inbound Customer Service Officers (CSO) of a Contact Center X in Jakarta operating in service of electricity needs by phone calls (N = 96). Data were analyzed using Hayes PROCESS macro on SPSS software. Results showed that perceived organizational support was negatively related to turnover intention and positively related to affective commitment. Results also showed that affective commitment was negatively correlated with turnover intention. The mediation analysis showed that affective commitment fully mediated the relationship between perceived organizational support and turnover intention. The theoretical and practical implications of the study were further discussed.
Employee Embeddedness and Turnover Intentions: Exploring the Moderating Effects of Commute Time and Family Embeddedness Purba, Debora Eflina
Makara Human Behavior Studies in Asia Vol. 19, No. 1
Publisher : UI Scholars Hub

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

Abstract

This study aims to investigate the moderating effects of commute time, availability of nearby replacement jobs, and family embeddedness to the relationship between employee embeddedness and turnover intentions. Employee embeddedness includes organizational and community embeddedness. Previous studies showed that employee embeddedness is a good predictor of turnover. However, other studies have subsequently demonstrated different results in employee embeddedness-turnover relationship. The present study hypothesizes that commute time, availability of nearby replacement jobs, and family embeddedness moderate the relationship between employee embeddednessturnover intentions. Data were obtained from a sample of 330 full-time employed nurses in two hospitals in Jakarta, Indonesia. Results showed that commute time and family embeddedness moderated the organizational embeddednessturnover intention relationship. Availability of nearby replacement jobs did not moderate employee embeddedness turnover intentions. Theoretical and practical implications of the findings are discussed.
Co-Authors Ahmad Raldiano Fawzi Ali Nina Liche Seniati Alqumairah, Andi Aisyah Anindita, Rizka Anindita, Rizka Corina D. S. Riantoputra Cynthia Elitha Dian Ratna Sawitri Dinarwati, Enny Dyah Triarini Indirasari Eka Ferawati Fahri Muhammad Galih Kartika Ghiffari, Affan Maulana Herlina, Graciela Minalesta I Putu Danny Hadi Kusuma I'anah, Noor Ibnu Handono Putra Joshua Paundra Kartika, Galih Keifan Adi Prasetyo Krisna Wardhana Djaling Lalita Maitri Novianthi Dian Purnamawati Paundra, Joshua Purwaningtias, Gina Putra, Ibnu Handono Risa, Tiara Dean Rizka Maulani Putri Siwa Kantha Subhiksa Wijaya, Fef Rama Jaya Yohanes Christian