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All Journal Psikologika : Jurnal Pemikiran dan Penelitian Psikologi Jurnal Psikologi Jurnal Psikologi Tabularasa Journal of Educational, Health and Community Psychology Persona: Jurnal Psikologi Indonesia Jurnal Psikologi Psikodimensia: Kajian Ilmiah Psikologi The Indonesian Journal of Occupational Safety and Health Jurnal Pengukuran Psikologi dan Pendidikan Indonesia (JP3I) INSAN Jurnal Psikologi dan Kesehatan Mental Jurnal Psikologi Ulayat: Indonesian Journal of Indigenous Psychology Jurnal Ecopsy Inquiry: Jurnal Ilmiah Psikologi Jurnal Psikologi Teori dan Terapan Syntax Literate: Jurnal Ilmiah Indonesia JURNAL DIVERSITA JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen Ganaya: Jurnal Ilmu Sosial dan Humaniora Psychopolytan (Jurnal Psikologi) Psikostudia : Jurnal Psikologi Journal Psikogenesis Jurnal Psikologi : Jurnal Ilmiah Fakultas Psikologi Universitas Yudharta Pasuruan Psychocentrum Review 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 Jurnal Kependidikan: Jurnal Hasil Penelitian dan Kajian Kepustakaan di Bidang Pendidikan, Pengajaran dan Pembelajaran Psyche 165 Journal Jurnal Transformasi Administrasi Annals of Human Resource Management Research Jurnal Humaniora dan Ilmu Pendidikan Psycho Idea Makara Human Behavior Studies in Asia Gadjah Mada Journal of Psychology (GamaJoP) Jurnal Indonesia Sosial Sains Eduvest - Journal of Universal Studies EcoProfit : Sustainable and Environtment Business
Etikariena, Arum
Departemen Psikologi Industri Dan Organisasi Universitas Indonesia
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Safety First, Safety Always: How Communication Drives Compliance through Culture in High-risk Mining Company Johannes, Judith Caroline; Etikariena, Arum; Carissa, Bella
JURNAL PENELITIAN PENDIDIKAN, PSIKOLOGI DAN KESEHATAN (J-P3K) Vol 6, No 3 (2025): J-P3K
Publisher : Yayasan Mata Pena Madani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51849/j-p3k.v6i3.791

Abstract

Safety in high-risk industries like mining remains a critical global concern. Despite the acknowledged importance of effective safety communication, the mechanisms through which it fosters long-term compliance and integrates with organizational safety culture are underexplored, particularly in Indonesia. This study aims to fill this gap by examining how safety communication influences compliance and highlighting the role of organizational safety culture in mediating compliance. Using a quantitative approach, data were gathered from 204 employees of an Indonesian high-risk mining company (PT X) through a digital survey conducted in October 2024. The Hayes Process Model 4, with a bootstrapping approach of 5000 samples, was employed to evaluate relationships between safety communication, safety culture, and compliance. Findings indicate that safety communication directly affects compliance and indirectly affects safety culture. This partial mediation underscores the safety culture's essential role in enhancing effective communication. By focusing on Indonesia’s mining sector, this study uniquely addresses the contextual challenges of a high-risk industry and offers insights applicable to similar sectors globally. The findings bridge a critical gap in understanding the interplay between communication and cultural factors in safety compliance. Organizations can leverage these findings to design targeted communication strategies and cultural reinforcement initiatives, ensuring sustained compliance and safer working environments.
Transformational Leadership and Innovative Work Behavior: The Mediation-Moderation Model of Ambidextrous Culture Lukitasari, Dania; Etikariena, Arum
Psikologika: Jurnal Pemikiran dan Penelitian Psikologi Vol. 29 No. 2 (2024)
Publisher : Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/psikologika.vol29.iss2.art5

Abstract

In the Volatility, Uncertainty, Complexity, and Ambiguity (VUCA) era, organization in complex businesses and competitive environments with unprecedented challenges and opportunities. In this context, the development of innovation is required to survive throughwork behavior. Therefore, this research aimed to explore the influence of transformationalleadership on work behavior of employees, considering meaningful work as a mediating variable. The moderating role of ambidextrous organizational culture is also tested on ASN (civil servant) at the Indonesia Ministry of X (N = 210) using the self-report data collection method. The data were analyzed using the PROCESS Model 15 statistical method developed by Hayes. The result showed that meaningful work mediated the relationship between transformational leadership and innovative work behavior (B = .50, CI 95% [.15, .42]). Moreover, ambidextrous organizational culture played a significant role as a moderator of the direct relationship between the variables (B = .3449, p < .05), but does not play a role in the indirect relationship (B = -.1292, p > .05). Practical and innovative contributions were also provided to practitioners of industrial and organizational psychology, as well as ASN in exploring innovative work behavior.
Does hierarchical culture matter? Moderating organizational learning and job satisfaction among Indonesian civil servants Aziza, Meilda Aulia; Etikariena, Arum
Jurnal Psikologi Vol 24, No 2 (2025): Oktober 2025
Publisher : Faculty of Psychology, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/jp.24.2.140-150

Abstract

Background: Job satisfaction among civil servants is crucial in improving their public services. Job satisfaction could be enhanced by organizational learning. However, hierarchical cultures can have a positive influence on these processes. Therefore, it is crucial to examine the role of hierarchical culture in shaping the effectiveness of organizational learning to improve job satisfaction.Purpose: This study examines the moderating role of hierarchical culture in the relationship between organizational learning and job satisfaction among civil servants.Method: 203 civil servants participated in an online survey using the Organizational Learning Scale (α=0.90), the Job Satisfaction Scale (α=0.94), and the Hierarchical Culture Scale (α=0.78). Data analysis was conducted using PROCESS.Findings: The results show that organizational learning has a positive and significant relationship with job satisfaction (b = 0.4829, t = 4.3755, p < 0.001). However, the moderating role of hierarchical culture in the relationship between organizational learning and job satisfaction is not significant (b = -0.0380, t = -1.4777, p > 0.005).Implication: This suggests that hierarchical culture neither strengthens nor weakens the relationship between organizational learning and job satisfaction. Internal factors are the primary determinants of job satisfaction for civil servants, regardless of the hierarchical culture in government institutions.
Leaders’ Innovative Work Behavior: The Role of Business Acumen, Innovative Self-Efficacy, and Openness Iswahyudi, Didik; Etikariena, Arum
Gadjah Mada Journal of Psychology (GamaJoP) Vol 11, No 2 (2025)
Publisher : Faculty of Psychology, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/gamajop.104317

Abstract

Based on the conservation of resources principle, behavior can be exhibited by an individual because of the resource investments that are deployed to obtain other resources. This study aims to examine the role of business acumen, innovative self-efficacy, and openness to experience, which are personal resources on innovative work behavior. The study involved leaders at PT X, an energy company in Indonesia (n = 232). The leaders were employees in senior management, middle management, or frontline management. Participants were selected using proportionate stratified sampling. Multiple regression analysis was used to test the research hypotheses. The study found that only business acumen (b = 0,22; p-value < 0,01) and openness to experience (b = 0.78; p-value < 0.01) can predict innovative work behavior. The results of this study provide alternative pathways for developing a more precise innovation-oriented leadership development program.
Measuring the Intention for Innovative Work Behavior: Scale Development for Indonesian Employees Etikariena, Arum; Kusuma, Aflaha Hadini; Dewi, Anak Agung Istri Ratna Kumala; Shabrina, Devika Nur; Hafizhah, Rana; Seno, Zidan Raleto
JP3I (Jurnal Pengukuran Psikologi dan Pendidikan Indonesia) Vol. 14 No. 1 (2025): JP3I
Publisher : FAKULTAS PSIKOLOGI UIN SYARIF HIDAYATULLAH JAKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/jp3i.v14i1.38023

Abstract

The current business era is dynamic and filled with uncertainty, and innovating is no longer an option but a solution to survive and compete. Innovation in the organisational context is displayed by employees in their work, known as Innovative Work Behaviour (IWB). However, the measurement tool for innovative work behavior focuses on past behavior, whereas innovative behavior is characterized by uncertainty. Previous behavior may not necessarily predict future behavior. Meanwhile, intention is the closest factor to predicting future behavior. Some researchers have adjusted the measurement of innovative work behavior into the intention for innovative work behavior. But its reliability and validity have not been tested, and it has not been adapted to the Indonesian language. Therefore, this quantitative study aims to develop a measurement tool of intention for innovative work behavior in Indonesia based on the Su et al. Scale (2019). Using the convenience sampling method, 1,071 participants who had worked for at least 1 (one) year in their organisation participated in this study. The results show that the I-IWB Scales had good reliability (α = 0.840). Confirmatory factor analysis also revealed that the scale fit the one-factor model (RMSEA = 0.054 < 0.070; 90% CI 0.044, 0.066), (CFI = 0.970 > 0.950), (TLI = 0.955 > 0.900). Construct validity shows the model fit as a unidimensional scale. Thus, based on the analysis results, it can be said that the I-IWB Scale is still reliable and valid for measuring the construct of intention for innovative work behaviour for Indonesian employees. 
Budaya Klan dan Keterlibatan Kerja Karyawan: Peran Mediasi Kepemimpinan yang Baik Hati Rahmadanty, Vivian Elfrida; Salendu, Alice; Etikariena, Arum
ILMU PSIKOLOGI Vol 11 No 1 (2024)
Publisher : Fakultas Psikologi Universitas Yudharta Pasuruan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35891/jip.v11i1.4332

Abstract

Studi ini bertujuan untuk melihat apakah kepemimpinan yang baik hati memiliki peran sebagai mediator pada hubungan budaya klan dan keterlibatan kerja karyawan. Data diambil dari perusahaan X dan Y yang merupakan perusahaan milik keluarga yang berada di Indonesia. Data penelitian diambil dengan metode convenience sampling, dengan N = 146 (52.7% perempuan, rata-rata usia 31 tahun). Metode analisis yang digunakan pada penelitian ini adalah simple mediation analysis model 4 Hayes (2013) PROCESS macro. Hasil menunjukan bahwa terdapat efek langsung yang signifikan pada peran budaya klan terhadap keterlibatan kerja (b = .339 (95% CI [.0704, .6597]). Namun, sesuai dengan hipotesis penelitian, mediator kepemimpinan yang baik hati terbukti dapat memperkuat hubungan antara budaya klan dan keterlibatan kerja (b = .4093 (95% CI [.1438, .7195]). Kami menggunakan teori person – environment fit sebagai kerangka berpikir dan juga untuk menginterpretasikan hasil penelitian. Hasil penelitian ini memberikan wawasan bahwa ada baiknya organisasi berinvestasi dalam budaya klan karena budaya tersebut diharapkan memberikan keuntungan optimal pada keterlibatan kerja karyawan.
What Drives Innovative Work Behavior? Exploring the Roles of Business Acumen, Person-Job Fit, and Intrinsic Work Motivation Iqbal, Rofiq; Etikariena, Arum
Psikostudia : Jurnal Psikologi Vol 14, No 2 (2025): Psikostudia : Jurnal Psikologi
Publisher : Program Studi Psikologi, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/psikostudia.v14i2.17477

Abstract

PT RF, as one of the companies in Indonesia, faces challenges in the era of globalization and increasingly intense business competition. Innovative work behavior has become one of the critical factors determining the sustainability and competitive advantage of the organization. The phenomenon of dynamic changes in the business environment, technological advancements, and evolving consumer demands require organizations to continuously innovate in creating better products, services, or processes. This study aimed to identify factors influencing innovative work behavior by testing whether business acumen, person job fit, and intrinsic motivation could be predictors. Hypothesis testing used multiple regression analysis involving 239 employees at PT RF. The hypothesis testing involved multiple regression analysis and utilized a convenience sampling technique. The research data was collected using a questionnaire that was distributed online. The results prove that business acumen acumen (β = .038, t = 10.318, p = < .05) and person job fit (β = .146, t = 2.280, p = < .05) could predict innovative work behavior, meanwhile intrinsic work motivation (β = .044, t = .705, p = > .05) was not able to be a predictor. These findings provide implications for PT RF to give stimulus to improve employees' business acumen and perception of person job fit, encouraging them to behave innovatively. PT RF sebagai salah satu perusahaan di Indonesia mengadapi tantangan pada era globalisasi dan persaingan bisnis yang semakin ketat. Perilaku kerja inovatif menjadi salah satu faktor kritis yang menentukan keberlangsungan dan keunggulan kompetitif organisasi. Fenomena perubahan lingkungan bisnis yang dinamis, kemajuan teknologi, dan tuntutan konsumen yang terus berkembang menuntut organisasi untuk terus berinovasi dalam menciptakan produk, layanan, atau proses yang lebih baik. Untuk itu, penelitian ini bertujuan mengidentifikasi faktor-faktor yang memengaruhi perilaku kerja inovatif dengan menguji apakah business acumen, person job fit, dan motivasi kerja intrinsik mampu berperan sebagai prediktor. Pengujian hipotesis menggunakan analisis multiple regression dengan melibatkan 239 pegawai di PT RF dari berbagai jenjang jabatan. Partisipan diperoleh dengan teknik pengambilan sampel menggunakan convenience sampling dan data dihimpun melalui kuesioner yang disebarkan secara daring. Hasil penelitian membuktikkan bahwa business acumen (β = .038, t = 10.318, p = < .05) dan person job fit (β = .146, t = 2.280, p = < .05) dapat memprediksi perilaku kerja inovatif. Sementara itu, motivasi kerja intrinsik (β = .044, t = .705, p = > .05) tidak mampu menjadi prediktor. Temuan ini memberikan implikasi bagi PT RF untuk memberikan stimulus dalam meningkatkan business acumen serta persepsi person job fit pegawai agar mereka terdorong untuk berperilaku inovatif.
Ambidextrous Organizational Culture and Psychological Safety: Encourage Innovative Work Behavior of Higher Education Lecturers in Indonesia Fatihah, Rezky Nurul; Etikariena, Arum
Jurnal Indonesia Sosial Sains Vol. 6 No. 4 (2025): Jurnal Indonesia Sosial Sains
Publisher : CV. Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jiss.v6i4.1644

Abstract

Rapid global change requires organizations, including universities, to innovate in producing new ideas and adapting to a dynamic environment. Lecturer innovation in research, community service, and learning methods is the key to increasing competitiveness and will produce skilled lecturers. Lecturers are crucial in encouraging innovative behavior that supports academic and research progress. This research explores the influence of ambidextrous culture as an environmental factor on lecturers' innovative work behavior, with psychological safety as a mediating variable. This research uses a quantitative approach with a cross-sectional research design. The number of participants in this research was 107 PTN lecturers in Indonesia using a sampling technique, namely convenience sampling. Hypothesis testing using SPSS version 27 software with Hayes' process model 4. The results of the study found that ambidextrous organizational culture has a positive and significant influence on innovative work behavior with results (β = 0.702, p < 0.001), but the mediating role psychological safety does not play a role in the indirect relationship between ambidextrous organizational culture on innovative work behavior and results (β=0.088, p > 0.153) with the confidence interval value (95% CI) (LL=-0.033, UL=0.209) including zero, indicating that this mediation effect is not proven.
An Experimental Vignette Study of How Supervisor Developmental Feedback and Psychological Safety Influence Intention to Innovative Work Behavior in Education Technology Company Shabrina, Devika Nur; Etikariena, Arum
JURNAL PSIKOLOGI Vol 20, No 1 (2024): Jurnal Psikologi
Publisher : Universitas Islam Negeri Sultan Syarif Kasim Riau

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24014/jp.v20i1.24970

Abstract

This study examines the influence of supervisor developmental feedback (SDF) and psychological safety (PS) on the intention to engage in innovative work behavior in educational technology (EdTech) companies in Indonesia through experimental vignette method (EVM). The participants of this study consisted of 287 employees from EdTech companies in the Jabodetabek area. Participants were provided with hypothetical scenario to form perceptions of manipulated scenarios. Data were collected using an Indonesian version of the intention to innovative work behavior scale after reading the hypothetical scenario. Descriptive statistical techniques and factorial ANOVA were used for data analysis. The results indicate that SDF significantly predicts intention to engage in innovative work behavior (F(1, 283)=27.86; p=.00). Similarly, PS also significantly predicts intention to innovative work behavior (F(1, 283)=164.41; p=.00). However, the interaction between SDF and PS does not have a significant effect on the intention to innovative work behavior (F(1, 283)=.74; p=.39). Understanding the influence of SDF and PS on innovative work behavior (IWB) can assist supervisors in creating a psychologically safe environment and providing developmental feedback to enhance employees' intention to engage in innovative work behavior.
Measuring Innovative Work Behavior Intention Through Experimental Vignette Method: The Role of Cognitive Diversity and Psychological Safety: [Mengukur Intensi Perilaku Kerja Inovatif Melalui Metode Vignette: Peran Keragaman Kognitif dan Rasa Aman Psikologis] Ratna Kumala Dewi, Anak Agung Istri; Etikariena, Arum
ANIMA Indonesian Psychological Journal Vol 39 No 1 (2024): ANIMA Indonesian Psychological Journal (Vol. 39, No. 1, 2024)
Publisher : Faculty of Psychology, Universitas Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24123/aipj.v39i1.5775

Abstract

Innovation is required to create new inventions to maintain company’s excellence in its field. In the individual level, the innovative work behavior in the workplace is a complex behavior that consists of three different stages. Innovative work behavior is a high-risk activity and not always conducted, so intention is the closest factor to predict innovative work behavior. Cognitive diversity and psychological safety turn out to play a role in the emergence of innovative work behavior intention. However, the results of studies on the two variables are still inconsistent. Utilizing experimental vignette method (EVM), this study aims to investigate the effect of cognitive diversity and psychological safety in predicting innovative work behavior intention. A randomized 2x2 factorial design was conducted on 266 manufacturing employees around the Jakarta area. Participants were randomly divided into four groups and instructed to read a narrative text about a meeting. Innovative work behavior intention was measured using questionnaire. The 2x2 factorial ANOVA results showed that cognitive diversity and psychological safety had a significant effect on innovative work behavior intention. Furthermore, cognitive diversity has an interaction effect with psychological safety. A positive and safe working environment for employees is important so they can show innovative work behavior that impacts company’s productivity. Inovasi sangat dibutuhkan untuk dapat menciptakan terobosan baru guna mempertahankan keunggulan di bidangnya. Pada level individu, istilah perilaku kerja inovatif merupakan perilaku kompleks yang terdiri dari tiga tahapan perilaku yang berbeda. Perilaku kerja inovatif merupakan aktivitas yang tidak selalu dilakukan dan memiliki risiko yang tinggi, sehingga dalam hal ini intensi merupakan faktor terdekat untuk memprediksi perilaku kerja inovatif. Keberagaman kognitif serta keamanan psikologis ternyata berperan dalam kemunculan intensi perilaku kerja inovatif. Walaupun demikian, studi terkait kedua hal tersebut menunjukkan hasil yang belum konsisten. Dengan menggunakan experimental vignette method (EVM), studi ini bertujuan untuk melihat pengaruh antara keragaman kognitif dan rasa aman psikologis dalam memprediksi kemunculan intensi perilaku kerja inovatif. Studi desain faktorial 2x2 dilakukan terhadap 266 karyawan yang bekerja di sektor manufaktur yang berada di area Jakarta dan sekitarnya. Peserta dibagi secara acak menjadi empat grup dan diminta untuk membaca narasi teks dengan berlatar situasi rapat. Intensi perilaku kerja inovatif diukur menggunakan kuesioner. Hasil ANOVA faktorial 2x2 menunjukkan bahwa keragaman kognitif dan rasa aman psikologis terbukti memiliki pengaruh terhadap intensi perilaku kerja inovatif. Selain itu, keragaman kognitif memiliki efek interaksi dengan rasa aman psikologis. Lingkungan kerja yang positif dan aman adalah penting agar karyawan dapat menampilkan perilaku kerja inovatif yang berdampak pada produktivitas perusahaan.
Co-Authors Achmad, Mulhimi Admaja, Wahyu Dwi Agita Novi Alice S.M. Gleichmann Alice Salendu Alviyani, Ira Amru, Muhammad Fahizza Andi Kurnia, Andi Armina, Sesaria Nur Arvidyani Anindita Astika Syafitri Athifa An Umillah Aurelia, Fatina Zahra Az Zahra, Afifah Chusna Aziza, Meilda Aulia Bella Carissa Carissa, Bella Claristia, Agnes Dania Agusta Dwiastuti Dea Shahnaz Virginia Deri Natria Deviyanti Anggini Putri Dewi, Anak Agung Istri Ratna Kumala Dewi, Puspita Buana Amartya Dhea Rizky Ardini Dina Ramadhani Eikla Luwlu Yasmina Ellysabeth Ayuni Fadhilah Dianty Fatihah, Rezky Nurul Fauzan, Muhammad Labib Gafriella Sa&#039;adah Ghaisa Marin Hartono Hafizhah, Rana Haidar Zuhdi Hamdi Muluk Hertina, Dewi Ariani Hidayat, Noor Shabrina Hilmi, Yusuf Hukom, Stephanie Andrea Frederica Iqbal, Rofiq Iswahyudi, Didik Johannes, Judith Caroline Kalimashada, Shanindya Bias Imaji Karina A. H. Putri Khaerunnisa, Nadia Kusuma, Aflaha Hadini Lukitasari, Dania Luxmaning Hutaki Widiastari Madhani, Alya Aqilah Maeshade, Sheila Mayang Pramudita Yusuf Pitaloka, Yolla Chintya Pricilla Mourine Ham Prita Adwi Minandarin Shamara Putri, Hilda Elsa Qotrunnada, Rifdah Rahmadanty, Vivian Elfrida Ratna Kumala Dewi, Anak Agung Istri Retno Windiarsih Rezky Nurul Fatihah Rifdah Qotrunnada Romulus, Marthin Salsabiah Firdausiah Sarah Marua Seno, Zidan Raleto Setyowati Setyowati Shabrina, Devika Nur Sugandi, Ramdan Fatra Tsalitsa Haura Syarifah Vina Amelia Yulianti Vissy Vandiya Widiaristi, Monica Sekar Yoga Aji Nugraha Zuhdi, Haidar