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All Journal Jurnal Psikologi Jurnal Psikologi JURNAL PSIKOLOGI UDAYANA Psikoislamika : Jurnal Psikologi dan Psikologi Islam Journal of Educational, Health and Community Psychology Psikis : Jurnal Psikologi Islami PSYMPATHIC Indigenous: Jurnal Ilmiah Psikologi INSAN Jurnal Psikologi dan Kesehatan Mental Jurnal Psikologi Ulayat: Indonesian Journal of Indigenous Psychology Jurnal Ecopsy Analitika : Jurnal Magister Psikologi UMA Jurnal Psikologi Teori dan Terapan FENOMENA Jurnal Kewirausahaan dan Bisnis Jurnal Studia Insania YUME : Journal of Management Al-Hikmah: Jurnal Agama dan Ilmu Pengetahuan Sang Pencerah: Jurnal Ilmiah Universitas Muhammadiyah Buton Psikostudia : Jurnal Psikologi Psychopreneur Journal Psychosophia: Journal of Psychology, religion, and humanity Psikoborneo : Jurnal Ilmiah Psikologi Buletin Poltanesa Jurnal Syntax Fusion : Jurnal Nasional Indonesia Berajah Journal Kontigensi: Jurnal Ilmiah Manajemen Sibatik Journal : Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan Proceedings Series on Social Sciences & Humanities Personifikasi: Jurnal Ilmu Psikologi Journal of Social And Economics Research Makara Human Behavior Studies in Asia Buletin Psikologi Buletin Riset Psikologi dan Kesehatan Mental (BRPKM) Jurnal Psikologi : Media Ilmiah Psikologi MULTIPLE: Journal of Global and Multidisciplinary MILRev: Metro Islamic Law Review Jurnal Penelitian Pendidikan Indonesia Jurnal Ar Ro'is Mandalika (Armada) journal of social and economic research Madania: Jurnal Kajian Keislaman

Seger Handoyo

Fakultas Psikologi Universitas Airlangga

Author-ID : 274497

Religion Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Neuroscience Physics Public Health Social Sciences Other

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Budaya Organisasi Positif dan Kepengikutan Otentik Pelaku UMKM Wisata Pesisir Selatan Bangkalan Triyo Utomo; Masrifah Masrifah; Seger Handoyo; Fajrianthi Fajrianthi
Personifikasi: Jurnal Ilmu Psikologi Vol 14, No 1 (2023)
Publisher : Universitas Trunojoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/personifikasi.v14i1.19048

Bangkalan is an area that continues to grow. This development can occur because one of them is supported by the tourism sector on the coast. Based on this, the development of coastal tourism destinations needs support from various parties, one of which is MSME (Micro, Small and Medium Enterprises) actors. This study discusses the existing followership of MSME actors in Bangkalan's south coast tourism. One of the types of followership that has been widely discussed in the last few decades is authentic followership. One of the factors that influence authentic followership is a positive organizational culture. Based on this, this study aims to determine the effect of positive organizational culture on authentic followership. The method used in this research is a quantitative study of influence. Data collection was carried out using a scale on a sample of 130 MSME actors in the southern coastal tourism area of Bangkalan Regency. The sampling technique used is random sampling. The analysis technique uses simple linear regression and the data is processed with SPSS version 14 software. The results show that positive organizational culture influences authentic followership. Positive organizational culture has an influence of 32.6% on the authentic followership of MSME actors in the south coast of Bangkalan, while the remaining 67.4% is a variable that is not discussed in this study.

Upaya Meningkatkan Motivasi Intrinsik Tenaga Kesehatan Covid-19 Berbasis Appreciative Inquiry di Laboratorium Kesehatan Parahita Diagnostic Center Himanto Setiawan; Seger Handoyo; Fajrianthi
Poltanesa Vol 23 No 2 (2022): Desember 2022
Publisher : P2M Politeknik Pertanian Negeri Samarinda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51967/tanesa.v23i2.2103

Motivasi intrinsik adalah kontrol pribadi atas kinerja sebagai penentu sebuah aktivitas yang menarik. Penelitian ini bertujuan untuk meningkatkan motivasi intrinsik tenaga kesehatan Swabber Covid-19 dengan cara merancang dan melakukan implementasi perencanaan strategis dengan basis appreciative inquiry pada laboratorium Parahita Diagnostic Center di Surabaya. Pada praktiknya, terdapat tiga aspek yang ditekankan ketika meningkatkan motivasi intrinsik yaitu, aspek kompetensi, otonomi dan keterkaitan. Kemudian, kegiatan workshop dengan berbasis appreciative inquiry memunculkan aksi tindakan nyata yang diimplementasikan oleh seluruh subjek. Metode pada penelitian ini menggunakan action research dengan pendekatan appreciative inquiry yang mempunyai siklus discovery, dream, design, dan destiny melalui media workshop pada 6 Swabber Covid-19 laboratorium Parahita Diagnostic Center. Pengukuran kesuksesan penelitian ini diukur hasil dari proses internalizes motivasi pasca intervensi yang telah diberikan. Hasil penelitian menunjukkan bahwa subjek memberikan penilaian positif pada kegiatan workshop serta mengikuti acara dengan semangat dan antusias. Kemudian, hasil dari penelitian ini menunjukkan bahwa subjek mengalami dampak perubahan baik secara individu maupun organisasi serta terlaksananya aksi tindakan yang telah dirancang. Secara singkat, proses implementasi intervensi yang dilakukan oleh Swabber membantu proses internalizes dengan semakin otonom, memberikan dampak dan perubahan positif dalam meningkatkan motivasi intrinsik.

PENGARUH EMPLOYER BRANDING DAN REPUTASI PERUSAHAAN TERHADAP ORGANIZATIONAL ATTRACTIVENESS DI PERUSAHAAN STARTUP PADA GENERASI Z Shafara Arifah Phalevi; Seger Handoyo
SIBATIK JOURNAL: Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, dan Pendidikan Vol. 2 No. 7 (2023): June
Publisher : Lafadz Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/sibatik.v2i7.1137

Global economic development, the phenomenon of layoffs, and the threat of a global recession accelerate market disruption significantly, making it difficult for startups to attract employees to gain a competitive advantage in the intensifying talent war. To overcome this, startups have the challenge of improving post-layoff strategies by conducting employer branding and improving the company's reputation so that potential employees are interested in working at startups, so this study aims to determine whether there is an effect of employer branding and company reputation on organizational attractiveness in startup companies in Generation Z. The method used in this study is a survey method and obtained 223 respondents who are generation Z who were born in the range of 1997 - 2005 or currently 18-26 years old. The results obtained from this study employer branding and company reputation affect organizational attractiveness based on the results of the coefficient of determination analysis test, it is known that R square in the summary model is 0.631 or 63.1% employer branding and company reputation affect organizational attractiveness, while 36.9% is influenced by other factors not examined in this study.

Pengaruh Employer Branding terhadap Employee Retention dengan Employee Engagement sebagai Mediator Kristianto, Nico Ari; Handoyo, Seger
Jurnal Psikologi : Media Ilmiah Psikologi Vol 18, No 01 (2020): Jurnal Psikologi : Media Ilmiah Psikologi
Publisher : Esa Unggul University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47007/jpsi.v18i01.65

Abstrak: Perkembangan industri e-commerce di Indonesia sedang berkembang pesat namun tingkat turnover di Industri e-commerce tinggi. Tingginya tingkat turnover membuat Employee Retention menjadi sebuah isu penting dalam Industri e-commerce. Employer Branding menjadi salah satu aspek penting dalam Employee Retention (Cascio, 2014). Selain itu, faktor emosional seperti Employee Engagement memiliki dampak lebih kuat pada Employee Retention daripada faktor non emosional (Gibbons, 2006). Berdasarkan hal tersebut, maka penelitian ini bertujuan untuk menjelasakan; 1) Pengaruh Employer Branding terhadap Employee Retention pada Milenial Profesional di Industri E-Commerce, 2) Pengaruh Employee Engagement terhadap Employee Retention pada Milenial Profesional di Industri E-Commerce 3) Pengaruh Employer Branding terhadap Employee Retention melalui Employee Engagement pada Milenial Profesional di Industri E-Commerce. Penelitian menggunakan tipe eksplanatori (Explanatory Research). Teknik pengumpulan data pada penelitian ini menggunakan kuesioner, sampel pada penelitian ini berjumlah 130 responden dengan menggunakan purposive sampling. Penelitian menggunakan teknik analisis mediasi statistical bootstrapping dan path analysis dengan bantuan program jamovi 1.1.9 for Windows. Hasil penelitian ini menunjukkan bahwa; 1) Employer Branding memiliki pengaruh signifikan dan positif terhadap Employee Retention, 2) Employee Engagement memiliki pengaruh signifikan dan positif terhadap Employee Retention 3) Employee Engagement memediasi secara parsial pada Employer Branding terhadap Employee Retention dengan pengaruh signifikan dan positif.

Efektivitas Appreciative Inquiry dalam Meningkatkan Readiness To Change Pada Dinas Tanaman Pangan, Hortikultura, dan Perkebunan Provinsi Sulawesi Selatan Ainun Nida Rifqi; Seger Handoyo; Fajrianthi Fajrianthi
YUME : Journal of Management Vol 4, No 3 (2021)
Publisher : Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/yum.v4i3.1295

Restrukturisasi merupakan sebuah perubahan yang cukup besar di dalam sebuah organisasi. Beragam aspek harus diperhatikan dengan seksama sebelum melakukan perubahan agar efektif dan diterima oleh seluruh anggota organisasi. Salah satu aspek yang penting dan harus diperhatikan adalah kesiapan para pegawai untuk berubah atau yang dikenal dengan readiness to change. Penelitian ini bertujuan untuk meningkatkan Readiness of Change melalui pendekatan Appreciative Inquiry dalam konteks restrukturisasi pada Dinas Tanaman Pangan, Hortikultura dan Perkebunan Provinsi Sulawesi Selatan. Appreciative Inquiry merupakan salah satu intervensi yang berdasarkan kepada psikologi positif. Intervensi Appreciative Inquiry menggunakan 5 tahapan yaitu define, discovery, dream, design dan destiny. Desain penelitian yang digunakan adalah “One Group Pretest-Posttest Design”. Subjek penelitian terdiri dari 24 perempuan dan 6 orang laki-laki. Berdasarkan hasil analisis statistik menunjukkan bahwa Appreciative Inquiry efektif dalam meningkatkan Readiness to Change dengan nilai p yang kurang dari 5% (p<0,001). Penelitian ini menunjukkan bahwa psikologi positif mampu berdampak pada pencegahan resistensi dan memberikan penguatan terhadap komitmen individu dalam menyikapi perubahan.Kata Kunci: Appreciative Inquiry, Readiness to Change, Manajemen Perubahan

Studi Komparasi Organizational Attractiveness Ditinjau Dari Job-Security Wildanurdiya Istiq’ma, Isrofi; Handoyo, Seger
Jurnal Syntax Fusion Vol 3 No 10 (2023): Jurnal Syntax Fusion: Jurnal Nasional Indonesia
Publisher : CV RIFAINSTITUT

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54543/fusion.v3i10.372

The COVID-19 pandemic that caused many people to lose their jobs due to layoffs has made current candidates reconsider job-security as something they look for when looking for a job. Previous research shows that job-security has a significant effect on organizational attractiveness, but there are still inconsistencies in research results. This study aims to determine the effect of job-security on organizational attractiveness, as well as to determine the difference in the effect of offering and not offering job-security by the company. The study used a quantitative approach with data collection techniques using the survey method. Job-security is operated as a manipulation by referring to the characteristics of Lievens et al (2005) and divided into 2, namely companies that offer job-security and companies that do not offer job-security. Organizational attractiveness was measured using a scale from Aiman-Smith et al (2001). The number of participants was 241 people. The data analysis technique used was repeated measure analysis of variance. The results in this study show that job-security has a significant effect on organizational attractiveness, and it was found that the effect of companies that offer job-security was found to be greater than companies that do not offer job-security.

Authentic Followership: Criticism of the Authentic Followership Models Utomo, Triyo; Handoyo, Seger; Fajrianthi, Fajrianthi
Psychosophia: Journal of Psychology, Religion, and Humanity Vol 3 No 2 (2021): Psychosophia Vol. 3, No. 2 (October 2021)
Publisher : Islamic Psychology Study Program, Institut Agama Islam Negeri Syaikh Abdurrahman Siddik Bangka Belitung

Scholars have begun to shift their focus from leadership to followership. The results of several studies indicate that followership has several positive impacts. One type of followership that exists is authentic followership. Several scholars have created several authentic followership models that have been published in journals. In this paper, we will discuss the strengths and weaknesses of existing authentic followership models. The method used in this paper is by conducting a scoping review to answer the research objectives. Scoping review is a method for synthesizing and categorizing research results based on the literature review that has been carried out. Furthermore, the analysis used in this scoping review is thematic analysis. As a result, each authentic followership model has its own strengths and weaknesses. In addition, based on the perspective of the underlying theory, the three existing authentic followership models can be divided into two perspectives. The two perspectives are state and trait perspectives. This paper will also discuss the criticism of the state and trait perspectives. The practical implication of this paper is that there is a need to develop an authentic followership model based on the results of existing research.

Pengaruh family supportive supervisor behavior terhadap subjective well-being dengan work family enrichment sebagai mediator Yuliana, Ida Ayu Intan; Handoyo, Seger
Jurnal Psikologi Udayana Vol 7 No 1 (2020)
Publisher : Program Studi Sarjana Psikologi, Fakultas Kedokteran, Universitas Udayana

Penelitian ini bertujuan untuk mengetahui apakah terdapat pengaruh antara family supportive supervisor behavior terhadap subjective well-being dengan work family enrichment sebagai mediator. Definisi family supportive supervisor behavior dalam penelitian ini menggunakan teori dari Hammer, Kossek, Zimmerman & Daniels (2007), work family enrichment menggunakan Carlson, Wayne, Kacmar, dan Grzywacz (2006) dan teori subjective well-being menggunakan Hills dan Argyle (2002). Penelitian ini dilakukan pada 196 perawat yang bekerja di Rumah Sakit X. Teknik sampling yang digunakan dalam penelitian ini adalah simple random sampling. Alat pengumpulan data dalam penelitian ini menggunkaan skala family supportive supervisor behavior milik Hammer, Kossek, Zimmerman & Daniels (2007), work family enrichment milik Carlson, Wayne, Kacmar, dan Grzywacz (2006) dan skala subjective well-being milik Hills dan Argyle (2002). Pada penelitian ini analisis data menggunakan program SmartPLS 3.0. Hasil penelitian menunjukkan: (1) Family supportive supervisor behavior memiliki hubungan yang signifikan terhadap work family enrichment, (2) Work family enrichment memiliki hubungan yang signifikan terhadap subjective well-being, (3) Family supportive supervisor behavior memiliki hubungan yang signifikan terhadap subjective well-being, (4) Family supportive supervisor behavior secara tidak langsung mempengaruhi subjective well-being melalui work family enrichment Kata Kunci: Family Supportive Supervisor Behavior, Work Family Enrichment, Subjective Well-Being

Pengaruh leader-member exchange terhadap perilaku kerja kontraproduktif dengan budaya organisasi sebagai variabel mediator Amanda, Anak Agung Ayu Nisha; Handoyo, Seger
Jurnal Psikologi Udayana Vol 7 No 1 (2020)
Publisher : Program Studi Sarjana Psikologi, Fakultas Kedokteran, Universitas Udayana

Penelitian ini bertujuan untuk mengetahui apakah terdapat pengaruh leader-member exchange terhadap perilaku kerja kontraproduktif dengan budaya organisasi sebagai variabel mediator. Definisi leader-member exchange dalam penelitian ini menggunakan teori Graen & Uhl-Bien (1995), perilaku kerja kontraproduktif menggunakan teori Fox & Spector (2005), dan budaya organisasi menggunakan teori Schein (1992). Teknik sampling yang digunakan pada penelitian ini adalah simple random sampling. Penelitian ini dilakukan pada 192 karyawan yang bekerja di Rumah Sakit X. Alat pengumpulan data yang digunakan pada penelitian ini adalah skala Leader-Member Exchange 7 (LMX7) untuk mengukur leader-member exchange, skala Counterproductive Work Behavior Checklist (CWB-C) untuk mengukur perilaku kerja kontraproduktif dan Denison Organizational Culture Survey (DOCS) untuk mengukur budaya organisasi. Analisis data yang digunakan pada penelitian ini adalah SmartPLS 3.0. Hasil penelitian menunjukkan bahwa (1) leader-member exchange berpengaruh langsung dan signifikan terhadap budaya organisasi, (2) budaya Organisasi berpengaruh langsung dan signifikan terhadap perilaku kerja kontraproduktif, (3) leader-member exchange tidak memiliki hubungan yang signifikan dengan perilaku kerja kontraproduktif, dan (4) leader-member exchange memiliki pengaruh terhadap perilaku kerja kontraproduktif dengan budaya organisasi sebagai mediator penuh. Kata kunci: Leader-member exchange, Perilaku kerja kontraproduktif, Budaya organisasi

ADAPTASI ALAT UKUR EMPOWERING LEADERSHIP PADA KARYAWAN GENERASI Z Komalasari, Shanty; Handoyo, Seger; Herachwati, Nuri
Jurnal Psikologi Vol 17, No 1 (2024)
Publisher : Universitas Gunadarma

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35760/psi.2024.v17i1.8418

Empowering leadership is a leader who can influence the potential of individuals and teams to be creative and give autonomy to organizational employees. Empowering leadership has two dimensions, namely autonomous support and developmental support. Using instruments in different cultural backgrounds requires an adaptation process so that measurement results are valid and reliable. Still, until now, there has been no research on the adaptation of empowering leadership measuring instruments in Indonesia. This study aims to obtain and test a standardized Indonesian version of empowering leadership instruments. The adaptation process uses a structural equation model (SEM). Quantitative techniques were used in this study. Data was collected through the distribution of questionnaires online. Based on the results, it can be concluded that the results of this study show evidence of validity and reliability of 0.938 with Cronbach Alpha > 0.8 criteria entering an excellent and adequate scale but can still be improved by making certain modifications so that it can be a better measuring tool when applied to look at the phenomenon of empowering in employees.

Co-Authors Adiati, Rosatyani Puspita aditya nanda priyatama Aditya Nanda Priyatama Adriansyah, Muhammad Ali Ainun Nida Rifqi Alvyna Asijadji, Bitya Amalia, Dhuha Trieska Amalia, Dhuha Trieska Amanda, Anak Agung Ayu Nisha Anugraha Bimantara Sakti Asdar, Andi Syahriana Benedikta Indah Putri Lestari Cholichul Hadi Daniswara Krisna Prabatha Desak Nyoman Dewi Dhuha Trieska Amalia Diamond Puspa Ria Dian Dwi Nur Rahmah Edwarsyah Edo Fajrianthi Fajrianthi Fariz Aryo Baskoro Fendy Suhariadi Fendy Suhariyadi Firdaus, Muhammad Sabilul Frisdayanti, Devina Octa Frislia, Ernie Habsari, Theresia Tabita Hendro Margono Herison Pandapotan Purba Heru Asmoro Himanto Setiawan Himmawan, Gathot Iffah Rosyiana Iffah Rosyiana Jenny Lukito Setiawan Julian, Antoni Kristianto, Nico Ari Luvy Kurniasari Mahari, Ellyana Surya Margono, Hendro Maria Eko Sulistyowati Masrifah Masrifah Mazzanov Dhira Brata Moffan Muhamad Zainudin Mushthofa, Muhammad Abduh Nirmala, Lukita Widya Nur Khofifah Milenia Safitri Nuri Herachwati Nurullah, Muhammad Ridla Pasaribu, Desty Maulina Pasya, Adita Metha Puji Tania Meliala Rachmanadya, Kania Agita Rahkman Ardi Retno Pandan Arum Kusumowardhani Rosyian Badriana Setiabudhi Setiabudhi Setiawan, Himanto Shafara Arifah Phalevi Shanty Komalasari, Shanty Sheikh Adnan Ahmed Usmani Sigit Nugroho Sigit Nugroho Suci Adriani, Allfatiana Sulistyowati, Maria Eko Syahda, Fajariadi Rahadifa Syarifah, Dewi Taniasar, Nungky Tondang, Edoardo Triyo Utomo Triyo Utomo Unika Prihatsanti Utomo, Triyo Wicaksono, Dimas Aryo Wildanurdiya Istiq’ma, Isrofi Wiwin Hendriani Yuliana, Ida Ayu Intan Yusak Novanto Yusak Novanto

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