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Kebersyukuran dan pemaknaan ulang sebagai prediktor terhadap koherensi diri pada mahasiswa organisator Chrysan Gomargana; Yonathan Aditya
Jurnal Psikologi Ulayat Vol 9 No 1 (2022)
Publisher : Konsorsium Psikologi Ilmiah Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24854/jpu165

This study aimed to provide evidence regarding how gratitude and positive reframing serve as predictors on student activists’ levels of sense of coherence in a private university in Tangerang. Data was collected from a sample of 140 students who were active members of student organizations. The Gratitude Questionnaire Six-Item-Form (GQ-6) was used to measure gratitude, Positive Reframing Measurement (PRM) was used to measure positive reframing, and Sense of Coherence Scale 13 Items (SOC-13) was used to measure sense of coherence. The result exhibited a significant contribution of gratitude and positive reframing toward student activist’s level of sense of coherence and all its dimensions. Other findings related to these variables, limitations of the study, and future research directions are also discussed.

High-Reliability Teams at Sea: The Role of Psychological Safety, Human–System Interaction, and Workload in Error Reporting Behavior among Offshore Workers Gomargana, Chrysan; Wibowo, Kevin Aprilio; Widjajakusuma, Jack
FaST - Jurnal Sains dan Teknologi (Journal of Science and Technology) Vol. 9 No. 1 (2025): NOVEMBER
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/jstfast.v9i2.10416

Offshore oil and gas operations demand high reliability under extreme physical and psychological conditions. Despite robust engineering systems, many accidents still stem from human and organizational factors. This study examines the role of psychological safety, human–system interaction, and workload in predicting error reporting behavior among offshore workers. A quantitative, cross-sectional design was applied using validated self-report scales: the Psychological Safety Scale (Edmondson), System Usability Scale (SUS), NASA Task Load Index (NASA-TLX), and an adapted Error Reporting Behavior Scale. Data were collected from 188 offshore workers in Indonesia through online questionnaires. Multiple linear regression analysis revealed that psychological safety (β = .38, p < .001) and human–system interaction (β = .27, p < .001) significantly and positively predicted error reporting behavior, while workload showed a significant negative effect (β = −.23, p < .001). The model accounted for 36% of the variance in error reporting (R² = .36). These findings indicate that workers are more likely to report errors when they feel safe to speak up, perceive systems as user-friendly, and experience manageable workloads. The study highlights the need for integrated interventions that simultaneously foster psychological safety, ergonomic system design, and balanced workload management to enhance proactive safety behavior in offshore environments. This research contributes to the intersection of industrial–organizational psychology and human factors engineering, emphasizing that safety performance in high-reliability organizations relies on both social and technological resilience. These findings align with Sustainable Development Goal 9 (Industry, Innovation and Infrastructure), reinforcing that resilient and sustainable industrial systems require the integration of human factors into safety management and system design.

First to Be Judged, Last to Resist: Rejection Sensitivity and Assertiveness Challenges of Firstborn Daughters in Indonesia’s High-Stakes Workplaces Gomargana, Chrysan
Flourishing Journal Vol. 5 No. 10 (2025)
Publisher : Universitas Negeri Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17977/um070v5i102025p567-577

This study investigates how rejection sensitivity (RS) predicts assertiveness difficulties among firstborn daughters in Indonesia’s high-pressure workplaces, and how workplace context moderates this relationship. A total of 268 participants (M = 27.6, SD = 4.1) completed measures of RS (Adult Rejection Sensitivity Questionnaire; α = .87), assertiveness difficulty (Functional Assertiveness Scale; α = .81), and workplace pressure (α = .84 - .86). Moderated regression analysis indicated that RS significantly predicted assertiveness difficulty (B = 0.49, SE = 0.07, t(264) = 6.98, p < .001). The RS × workplace pressure interaction was also significant (B = 0.22, SE = 0.08, t(264) = 2.75, p = .006). Simple slopes analyses revealed that the RS–assertiveness link was stronger under high workplace pressure. Findings suggest that compliance behaviors may emerge as adaptive self-silencing shaped by RS, cultural expectations, and organizational climate, underscoring the importance of fostering psychological safety and structured voice opportunities in organizations. AbstrakPenelitian ini mengkaji bagaimana sensitivitas penolakan (RS) memprediksi kesulitan asertivitas di kalangan anak perempuan sulung di tempat kerja yang bertekanan tinggi di Indonesia, serta bagaimana konteks tempat kerja memoderasi hubungan ini. Sebanyak 268 peserta (M = 27.6, SD = 4.1) mengisi instrumen pengukuran RS (Adult Rejection Sensitivity Questionnaire; α = .87), kesulitan asertivitas (Functional Assertiveness Scale; α = .81), dan tekanan tempat kerja (α = .84/.86). Analisis regresi dimoderasi menunjukkan bahwa RS secara signifikan memprediksi kesulitan asertivitas (B = 0.49, SE = 0.07, t(264) = 6.98, p < 0.001). Interaksi antara RS dan tekanan tempat kerja juga signifikan (B = 0.22, SE = 0.08, t(264) = 2.75, p = 0.006). Analisis lereng sederhana menunjukkan bahwa hubungan antara RS dan asertivitas lebih kuat di bawah tekanan tempat kerja yang tinggi. Temuan ini menyarankan bahwa perilaku kepatuhan mungkin muncul sebagai penekanan diri yang adaptif yang dibentuk oleh RS, ekspektasi budaya, dan iklim organisasi, menyoroti pentingnya memupuk keamanan psikologis dan peluang suara yang terstruktur dalam organisasi.

High-Reliability Teams at Sea: The Role of Psychological Safety, Human–System Interaction, and Workload in Error Reporting Behavior among Offshore Workers Gomargana, Chrysan; Wibowo, Kevin Aprilio; Widjajakusuma, Jack
FaST : Jurnal Sains dan Teknologi Vol. 9 No. 2 (2025): NOVEMBER
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/jstfast.v9i2.10416

Offshore oil and gas operations demand high reliability under extreme physical and psychological conditions. Despite robust engineering systems, many accidents still stem from human and organizational factors. This study examines the role of psychological safety, human–system interaction, and workload in predicting error reporting behavior among offshore workers. A quantitative, cross-sectional design was applied using validated self-report scales: the Psychological Safety Scale (Edmondson), System Usability Scale (SUS), NASA Task Load Index (NASA-TLX), and an adapted Error Reporting Behavior Scale. Data were collected from 188 offshore workers in Indonesia through online questionnaires. Multiple linear regression analysis revealed that psychological safety (β = .38, p < .001) and human–system interaction (β = .27, p < .001) significantly and positively predicted error reporting behavior, while workload showed a significant negative effect (β = −.23, p < .001). The model accounted for 36% of the variance in error reporting (R² = .36). These findings indicate that workers are more likely to report errors when they feel safe to speak up, perceive systems as user-friendly, and experience manageable workloads. The study highlights the need for integrated interventions that simultaneously foster psychological safety, ergonomic system design, and balanced workload management to enhance proactive safety behavior in offshore environments. This research contributes to the intersection of industrial–organizational psychology and human factors engineering, emphasizing that safety performance in high-reliability organizations relies on both social and technological resilience. These findings align with Sustainable Development Goal 9 (Industry, Innovation and Infrastructure), reinforcing that resilient and sustainable industrial systems require the integration of human factors into safety management and system design.

FROM DELAYING TO DELIVERING: SELF-MANAGEMENT TRAINING FOR YOUTH MINISTRY LEADERS IN GKI GEJAYAN Chrysan Gomargana; Sandra Handayani Sutanto; Samuel Adiprasetya Isaputra
PAKEM: Jurnal Pengabdian Kepada Masyarakat Vol 6 No 3 (2026): Pakem : Jurnal Pengabdian Kepada Masyarakat
Publisher : Universitas Pattimura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30598/pakem.6.3.532-543

Procrastination is a persistent challenge among Generation Z adolescents navigating distraction-rich digital environments. This community service program aimed to strengthen knowledge of procrastination and self-management strategies and support their practical application among teen leaders of the GKI Gejayan Youth Commission. Forty participants completed a four-phase program comprising qualitative needs assessment and socialization, on-site training, mentored practice, and evaluation. The instructional design integrated Kolb's Experiential Learning framework with selected learner-centered principles adapted from Knowles' andragogical approach, while evaluation was organized using Kirkpatrick's Four-Level Model. A paired-sample t-test showed a statistically significant increase in self-management knowledge from pre-test (M = 70.00, SD = 12.50) to post-test (M = 80.00, SD = 11.80), t(39) = 7.44, p < .001, d = 1.18. Participant satisfaction was high for both training content (M = 4.80/5) and facilitators (M = 4.82/5). Exploratory qualitative findings from task journals, self-reports, observations, and partner feedback suggested greater awareness of procrastination triggers, application of selected self-management strategies, and favorable changes in aspects of ministry coordination. Because these behavioral and team-level outcomes were not assessed using standardized pre-post measures, they were interpreted descriptively. Overall, the program demonstrated significant knowledge gains and preliminary evidence of strategy application, supporting the feasibility of experiential self-management training in a faith-based youth-community setting.

LEADING BY SERVING: SERVANT LEADERSHIP TRAINING FOR INTERGENERATIONAL YOUTH MINISTRY ACTIVISTS IN GKI GEJAYAN Chrysan Gomargana; Samuel Adiprasetya Isaputra; Sandra Handayani Sutanto
PAKEM: Jurnal Pengabdian Kepada Masyarakat Vol 6 No 3 (2026): Pakem : Jurnal Pengabdian Kepada Masyarakat
Publisher : Universitas Pattimura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30598/pakem.6.3.565-576

Leadership development in intergenerational youth ministry requires not only conceptual understanding but also opportunities to reflect on leadership motivation, communication, and conflict-management practices. This community service program aimed to strengthen participants' conceptual knowledge of servant leadership and support the application of servant-oriented leadership practices among members of the GKI Gejayan Youth Commission. Forty participants completed a four-phase program comprising program socialization and qualitative needs assessment, on-site training, online mentored practice, and evaluation. The training included two core sessions: Servant Leadership Training and an Assertive Communication and Conflict Resolution Workshop. The Leading by Serving module served as the primary instructional framework and emphasized five servant-leadership themes selected for their relevance to the identified ministry needs: empathy, humility, stewardship, commitment to others' growth, and moral and social responsibility. Evaluation was organized using Kirkpatrick's Four-Level Model. Pre- and post-training results showed a statistically significant increase in participants' conceptual knowledge of servant leadership from pre-test (M = 60.00, SD = 11.80) to post-test (M = 80.00, SD = 10.90), t(39) = 9.37, p < .001, with a large effect size (Cohen's dz = 1.48). Participant satisfaction was also high for both training content (M = 4.60/5) and facilitators (M = 4.70/5). Exploratory qualitative findings from participant reflections, facilitator observations, mentoring records, and partner feedback suggested greater awareness of leadership motivations, attempts to apply servant-oriented leadership practices, and more intentional use of assertive communication and constructive conflict-management strategies. Partner feedback additionally suggested favorable changes in selected aspects of team communication and intergenerational collaboration. Because behavioral and team-level outcomes were not assessed using standardized pre-post measures, these findings were interpreted descriptively. Overall, the program demonstrated significant gains in conceptual knowledge and preliminary evidence of behavioral application, supporting the feasibility of experiential servant-leadership training in an intergenerational church-ministry context.

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