Articles
<![CDATA[Effects of satisfaction, subjective norms,and self-efficacy on job application intentions of student interns ]]>
<![CDATA[Putra, Ibnu Handono]]>;
<![CDATA[Purba, Debora Eflina]]>
<![CDATA[ Psychological Research on Urban Society Vol. 3, No. 2 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
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<![CDATA[Internship programs can serve as recruitment and selection strategies that facilitate data collection on the abilities of potential employees to manage their daily work duties. This study aims to examine factors that may influence a student intern’s intentions to apply to convert the internship into a permanent employee position at the same company after graduating from university. The study is grounded in the theory of planned behavior to probe whether internship satisfaction, subjective norms, and self-efficacy are predictors of the intentions of student interns to apply for jobs at companies that offer internship programs. Data collected from 261 Indonesian university students demonstrated that internship satisfaction and subjective norms positively and significantly predicted the intentions of student interns to apply to convert their internships into permanent jobs at the same company. However, self-efficacy did not predict such conversion intentions. Finally, the practical implications of these outcomes are discussed, and directions for prospective research are suggested.]]>
<![CDATA[Job Satisfaction and Turnover Intention: The Mediating Effect of Affective Commitment ]]>
<![CDATA[Kartika, Galih]]>;
<![CDATA[Purba, Debora Eflina]]>
<![CDATA[ Psychological Research on Urban Society Vol. 1, No. 2 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
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<![CDATA[This study examined the mediating effects of affective commitment on the relationship between job satisfaction and turnover intention in international school teachers. Previous research that assumed the total organizational commitment score to be the mediator between job satisfaction and turnover intention, found that organizational commitment only partially mediated the relationship. Therefore, the present study contributes to the literature by focusing only the mediating effect of affective commitment as this variable has been identified as having the greatest effect on organizational outcomes compared to normative and continuance commitments. A survey was conducted on 80 teachers in an international school in Jakarta, Indonesia, the data analyzes from which found that affective commitment fully mediated the relationship between job satisfaction and turnover intention. Theoretical and practical implications are also given.]]>
<![CDATA[Core Self-Evaluations and Innovative Behavior Among Micro-Entrepreneurs: The Mediating Effect of Proactive Personality ]]>
<![CDATA[Purba, Debora Eflina]]>;
<![CDATA[Paundra, Joshua]]>
<![CDATA[ Psychological Research on Urban Society Vol. 1, No. 1 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
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<![CDATA[Given the key role that entrepreneurs play in a country’s economic growth, there is a need to study how entrepreneurs innovate for their firm’s survival. This study aims to investigate the mediating effect of proactive personality on the relationship between core self-evaluations (CSE) and innovative behaviors among micro-entrepreneurs in urban areas. The data were obtained from a survey administered to 307 micro-entrepreneurs in Jakarta, Indonesia and its surrounding cities. Data were tested using Hayes’ PROCESS macro in SPSS. The results showed that CSE was related positively to innovative behavior, and that proactive personality was also related to innovative behavior. Results also showed that proactive personality mediated the relationship between CSE and innovative behavior, whereby CSE led to proactive personality, which in turn influenced innovative behavior. Theoretical and practical implications of the findings are further discussed.]]>
<![CDATA[Emotional labor as the underlying mechanism in the relationship between emotional stability and affective commitment: A study in the hospitality industry ]]>
<![CDATA[Siwa Kantha Subhiksa]]>;
<![CDATA[Debora Eflina Purba]]>
<![CDATA[ Jurnal Manajemen dan Pemasaran Jasa Vol. 14 No. 1 (2021): MARET ]]>
Publisher : <![CDATA[Lembaga Penerbit Fakultas Ekonomi dan Bisnis ]]>
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DOI: 10.25105/jmpj.v14i1.7375
<![CDATA[This study aims to examine the mediating effects of emotional labor variables, namely emotive effort and dissonance resulting from deep and surface acting strategies, which are based on the relationship between emotional stability and affective commitment. 249 data were obtained from the hospitality industry in major cities in Indonesia and were analyzed using a mediation technique. The results showed that emotive effort mediated the relationship between emotional stability and affective commitment. Furthermore, it was also shown that emotive dissonance did not mediate the relationship between emotional stability and affective commitment.]]>
<![CDATA[Bagaimana kontrol kerja memengaruhi pembelajaran informal pada karyawan senior? ]]>
<![CDATA[Rizka Maulani Putri]]>;
<![CDATA[Debora Eflina Purba]]>
<![CDATA[ Jurnal Psikologi Sosial Vol 20 No 2 (2022): August ]]>
Publisher : <![CDATA[Fakultas Psikologi Universitas Indonesia dan Ikatan Psikologi Sosial-HIMPSI ]]>
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DOI: 10.7454/jps.2022.17
<![CDATA[Informal learning is an important learning strategy for senior workers in the workplace to keep up with their career development. Studies previously have shown that job control predicted informal learning, but critics have argued that previous research has overlooked the psychological mechanisms that explained the relationship. This study aims to examine the mediating effect of occupational future time perspective in the relationship between job control and informal learning on older workers by using the Cognitive-Affective Processing System (CAPS) theory to explain the mediation model. Participants were older workers from various private and state-owned enterprises in Indonesia (N = 183). Data were analyzed using Hayes’s PROCESS macro version 3.4.1 on SPSS. The results showed that occupational future time perspective significantly mediated the relationship between job control and informal learning. As a practical implication, this study provides evaluation materials for organizations in planning programs for older workers in order to improve their occupational future time perspective and informal learning.]]>
<![CDATA[Apakah Budaya Organisasi Pembelajaran dapat Memoderasi Hubungan Tidak Langsung Antara Core-self Evaluation dan Kreativitas Karyawan Melalui Motivasi Intrinsik ]]>
<![CDATA[Ghiffari, Affan Maulana]]>;
<![CDATA[Purba, Debora Eflina]]>
<![CDATA[ Syntax Literate Jurnal Ilmiah Indonesia ]]>
Publisher : <![CDATA[CV. Ridwan Publisher ]]>
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DOI: 10.36418/syntax-literate.v6i1.3800
<![CDATA[Dalam lingkungan pekerjaan yang sangat dinamis dan penuh ketidakpastian, organisasi atau perusahaan membutuhkan sumber daya yang dapat diandalkan untuk dapat bertahan, bersaing dan berkembang. Salah satu bentuk sumber daya yang dapat digunakan adalah kreativitas karyawan. Penelitian ini bertujuan untuk meneliti hubungan tidak langsung antara core self-evaluation (CSE) dengan kreativitas karyawan melalui peran mediasi motivasi intrinsik, serta melihat peran budaya organisasi pembelajaran dalam memoderasi hubungan antara motivasi intrinsik dengan kreativitas karyawan. Penelitian ini juga melihat hubungan tidak langsung antara CSE dengan kreativitas melalui motivasi intrinsik, yang dimoderasi oleh budaya organisasi pembelajaran pada hubungan antara motivasi intrinsik dengan kreativitas karyawan. Penelitian dilakukan terhadap 144 karyawan BUMD. Uji hipotesis menggunakan Hayes’ PROCESS Macro model 14 menunjukkan bahwa motivasi intrinsik memediasi hubungan antara CSE dengan kreativitas karyawan. Namun demikian, budaya organisasi pembelajaran tidak memoderasi hubungan antara motivasi intrinsik dengan kreativitas karyawan. Hasil juga menunjukkan bahwa hubungan tidak langsung antara CSE dengan kreativitas karyawan yang dimediasi oleh motivasi intrinsik, tidak dimoderasi oleh budaya organisasi pembelajaran pada hubungan antara motivasi intrinsik dan kreativitas karyawan.]]>
<![CDATA[The role of grit on entrepreneurial commitment to young entrepreneurs with social support as a moderating variable ]]>
<![CDATA[Sulu, Eirene Ericha]]>;
<![CDATA[Purba, Debora Eflina]]>
<![CDATA[ International Journal of Research in Counseling and Education Vol 6, No 2 (2022): International Journal of Research in Counseling and Education ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/00585za0002
<![CDATA[Fighting for business is not easy. It takes a high commitment in carrying it out. Unfortunately, young entrepreneurs in Indonesia find it difficult to maintain their commitments, especially when businesses are down. This study aims to investigate the association between grit and entrepreneurial commitment, with social support serving as a moderator.Data were collected through an online survey of young entrepreneurs (N = 72), defined as entrepreneurs under 30 years old who established their businesses in Jabodetabek (Jakarta, Bogor, Depok, Tangerang, Bekasi) regions and elsewhere. The Grit Scale, the Entrepreneurial Commitment Scale, and the Social Support Scale were used to measure the variables. Data were analyzed using the Hayes PROCESS macro in SPSS and the moderation model. The results showed that social support positively impacted grit and entrepreneurial commitment. Young entrepreneurs must build their grit and strengthen their social relations to be more committed to growing their business.]]>
<![CDATA[The role of grit on entrepreneurial commitment to young entrepreneurs with social support as a moderating variable ]]>
<![CDATA[Sulu, Eirene Ericha]]>;
<![CDATA[Purba, Debora Eflina]]>
<![CDATA[ International Journal of Research in Counseling and Education Vol 6, No 2 (2022): International Journal of Research in Counseling and Education ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/00585za0002
<![CDATA[Fighting for business is not easy. It takes a high commitment in carrying it out. Unfortunately, young entrepreneurs in Indonesia find it difficult to maintain their commitments, especially when businesses are down. This study aims to investigate the association between grit and entrepreneurial commitment, with social support serving as a moderator.Data were collected through an online survey of young entrepreneurs (N = 72), defined as entrepreneurs under 30 years old who established their businesses in Jabodetabek (Jakarta, Bogor, Depok, Tangerang, Bekasi) regions and elsewhere. The Grit Scale, the Entrepreneurial Commitment Scale, and the Social Support Scale were used to measure the variables. Data were analyzed using the Hayes PROCESS macro in SPSS and the moderation model. The results showed that social support positively impacted grit and entrepreneurial commitment. Young entrepreneurs must build their grit and strengthen their social relations to be more committed to growing their business.]]>
<![CDATA[Efek mediasi makna hidup pada hubungan antara GRIT dan kepuasan hidup pada mahasiswa ]]>
<![CDATA[Krisna Wardhana Djaling]]>;
<![CDATA[Debora Eflina Purba]]>
<![CDATA[ Jurnal Psikologi Ulayat Vol 6 No 2 (2019) ]]>
Publisher : <![CDATA[Konsorsium Psikologi Ilmiah Nusantara ]]>
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DOI: 10.24854/jpu91
<![CDATA[Penelitian ini dilakukan dengan tujuan mengetahui peran mediasi makna hidup pada hubungan antara grit dengan kepuasan hidup. Data diambil menggunakan survei online pada mahasiswa perguruan tinggi di Kota Depok (N = 505). Pengukuran variabel pada penelitian ini dilakukan dengan menggunakan The Grit Scale, Meaning in Life Questionnaire (MLQ), dan Satisfaction With Life Scale (SWLS). Analisis data dilakukan menggunakan model mediasi pada makro PROCESS dari Hayes. Temuan pada penelitian ini menunjukan bahwa grit berpengaruh secara positif pada kepuasan hidup dan makna hidup, kemudian makna hidup berpengaruh secara positif pada kepuasan hidup. Terakhir, makna hidup secara parsial memediasi hubungan grit dan kepuasan hidup.]]>
<![CDATA[Pengaruh Tuntutan Pekerjaan dan Efikasi Diri Okupasional Terhadap Kesejahteraan Karyawan PT. X Sektor Energi ]]>
<![CDATA[Dinarwati, Enny]]>;
<![CDATA[Eflina Purba, Debora]]>
<![CDATA[ Psyche 165 Journal Vol. 16 (2023) No. 3 ]]>
Publisher : <![CDATA[Fakultas Psikologi, Universitas Putra Indonesia YPTK Padang ]]>
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DOI: 10.35134/jpsy165.v16i3.250
<![CDATA[The company is working to improve financial performance and achieve profitability, not only by reducing costs, restructuring, and delaying the recruitment of new employees, but also by working on various new projects for business growth that have a negative impact on employee well-being. Increased job demands are associated with decreased employee well-being. At the same time, occupational self-efficacy possessed by employees can improve employee well-being. This study aims to analyze the relative contribution of job demands and occupational self-efficacy to employee well-being at PT.X Energy Sector. The research method used in this research is a quantitative approach with a correlational research type. The number of samples in this study were 114 people. The research sample was taken using a convenience sampling technique, with the criteria of participants having worked for at least 1 year. The participants who filled out the questionnaire were 100 people, with a response rate of 88%. The research instrument used was the Warr scale instrument and the measurement of job demands used the Questionnaire on the Experience and Evaluation of Work 2.0 (QEEW 2.0) scale obtained from previous research. Based on the results of multiple regression analysis using the stepwise method in SPSS, it is concluded that job demands contributed to a decrease in the level of employee well-being by 26.6%. Taken together, job demands and occupational self-efficacy contribute to employee well-being by 43.3%. The results also show that occupational self-efficacy has a unique contribution to improving employee well-being by 16.7%. The implication of this result study is that company need to pay attention to the employee’s workload and at the same time also increase employee competence so that confidence in their ability to do their job increases.]]>
