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All Journal Jurnal Manajemen Atma Jaya Jurnal Perkotaan International Research Journal of Business Studies (E-Journal) Jurnal Ilmu Perilaku ANIMA Indonesian Psychological Journal Jurnal Manajemen MANASA, Jurnal Ilmiah Psikologi
Rayini Dahesihsari
Faculty of economics, Atma Jaya Catholic University of Indonesia
Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Social Sciences

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Hubungan Antara Peran Jenis Kelamin, Fear of Success dan Kesukubangsaan Dengan Komitmen Dosen Perempuan Terhadap Organisasi Rayini Dahesihsari; Ali Nina Liche Seniati
ANIMA Indonesian Psychological Journal Vol 17 No 4 (2002): ANIMA Indonesian Psychological Journal (Vol. 17, No. 4, 2002)
Publisher : Faculty of Psychology, Universitas Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24123/aipj.v17i4.8275

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WORD OF MOUTH DAN PERANAN CIRI PRODUK INOVASI Vincent Tarmudji; Rayini Dahesihsari
MANASA Vol. 2 No. 2 (2013): Desember, 2013
Publisher : Atma Jaya Catholic University of Indonesia

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

Abstract

While innovation is important in our daily life, as a matter of fact many innovation has failed to be accepted. Word of mouth has been wellknown as one among the most effective strategy for innovation adoption. Word of mouth (WOM) is defined as one example of communication pattern which involve individuals or groups, when they talk about their preferences about some product. Despite the importance of WOM, little attention has been given to understand how and why effective WOM induce adoption of innovation products. The purpose of this research is to explore the contributions of innovation attributes on WOM, using the diffusion of innovation theorethical framework. These innovation attributes are measured from the perception of the user of the product. In this research, the innovative product used as the case is the Dropbox application. The data of 156 respondents of Dropbox user was collected using the accidental sampling techinique. Using the multiple linear regression analysis, the result shows that amount of WOM can be influenced by how easily the benefit of the innovation can be seen (observability attribute) and how simplicity the innovation is (complexity attribute). Meanwhile for the valence of WOM (positive or negative) is influenced only with the observability attribute. The research indicates that it is important for companies to show the result of their innovation through opinion leader who have close connection with the target of consumer so the observability attribute from the innovative product can be seen. Companies also need to consider the complexity attribute of their innovation. Attribute of complexity can indeed increase the amount of WOM but might lead to the negative discussion which would be contraproductive for the adoption of the innovation.
Penyusunan Panduan Mandiri Pengembangan Kompetensi Agen Perubahan Internal: Strategi Meretas Batasan dan Mengelola Perubahan Secara Efektif Leonardus Dewa Hardana; Rayini Dahesihsari
MANASA Vol. 10 No. 2 (2021): Desember, 2021
Publisher : Atma Jaya Catholic University of Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25170/manasa.v10i2.2674

Abstract

Abstract The main challenge for internal change agents is to overcome the ambiguity of their role as members of the organization who at the same time have to manage change in the organization. These challenges lead to the emergence of various boundaries encountered in organizations, which need to be spanned with the right strategy for change to be managed effectively. Unfortunately, there have not been many guidelines and training specifically provided to internal change agents, particularly regarding the constraints encountered and strategies for overcoming those boundaries. Generally, available training programs and guidance provided develop the ability to manage change in general. This self-guided manual for internal change agents aims to develop the ability of internal change agents, especially in overcoming the ambiguity of their role in the organization, by recognizing the boundaries they face and strategies for breaking those boundaries. This guide was developed based on the results of previous research that qualitatively explored the role of internal change agents in managing change in organizations, particularly in recognizing the boundaries encountered and their strategies for breaking boundaries so that organizational change can take place effectively. There are 3 stages carried out, namely 1) preparation, 2) guide development, and 3) evaluation and dissemination. This guidebook with the title “Spanning Boundaries, Becoming a Reliable Internal Change Agent” is organized into 4 parts, namely: Section (1) Organizational Change and the Role of Change Agents, (2) Boundaries Found in Implementing Change, (3) Strategies to Overcome Boundaries, (4) Personal Characters Needed to Overcome Boundaries and How to Develop It. It is hoped that because it is based on empirical data, the guidelines that have been compiled can develop the insight of internal change agents to be able to answer the concrete challenges faced to be able to manage change effectively. Keywords: Self-Guided Manual, Internal Change Agent, Boundary Spanning, Change Management Abstrak Tantangan utama agen perubahan internal adalah mengatasi ambiguitas perannya sebagai anggota organisasi yang pada saat yang bersamaan harus mengelola perubahan di organisasi. Tantangan ini menyebabkan munculnya berbagai batasan yang ditemui dalam organisasi, yang perlu dapat diretas dengan strategi yang tepat agar perubahan dapat dikelola secara efektif. Sayangnya belum banyak ditemukan panduan dan pelatihan yang khusus diberikan kepada agen perubahan internal, khususnya terkait dengan batasan yang ditemui dan strategi untuk meretas batasan tersebut. Umumnya program pelatihan dan panduan yang diberikan mengembangkan kemampuan mengelola perubahan secara umum. Panduan mandiri (self guided manual) untuk agen perubahan internal ini bertujuan untuk mengembangkan kemampuan agen perubahan internal, khususnya dalam mengatasi ambiguitas perannya dalam organisasi, dengan mengenali batasan yang dihadapi serta strategi meretas batasan tersebut. Panduan ini dikembangkan berdasar hasil penelitian yang dilakukan sebelumnya yang mengeksplorasi secara kualitatif peran agen perubahan internal dalam mengelola perubahan dalam organisasi, khususnya dalam mengenali batasan yang ditemui serta strategi mereka dalam meretas batasan agar perubahan organisasi dapat berlangsung secara efektif. Terdapat 3 tahapan yang dijalankan, yakni tahapan 1) persiapan, 2) pengembangan panduan, dan 3) evaluasi dan diseminasi. Panduan dengan judul “Meretas Batasan, Menjadi Agen Perubahan Internal yang Handal” disusun menjadi 4 bagian, yakni: Bagian (1) Perubahan Organisasi dan Peran Agen Perubahan, (2) Boundary yang Ditemui dalam Mengimplementasi Perubahan, (3) Strategi Mengatasi Boundary, (4) Karakter Personal yang Dibutuhkan untuk Mengatasi Boundary dan Cara Mengembangkannya. Diharapkan karena didasarkan pada data empiris, maka panduan yang disusun dapat mengembangkan wawasan agen perubahan internal untuk dapat menjawab tantangan konkrit yang dihadapi agar mampu mengelola perubahan secara efektif. Kata kunci: Panduan Mandiri, Agen Perubahan Internal, Boundary Spanning, Change Management
Gambaran Workplace Well-Being Karyawan yang Bekerja Secara Work From Home Pada Masa Pandemi Covid-19 di Jakarta Ledwin Liantama; Rayini Dahesihsari
MANASA Vol. 11 No. 1 (2022): Juni, 2022
Publisher : Atma Jaya Catholic University of Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25170/manasa.v11i1.3210

Abstract

Abstract COVID-19 Pandemic that has occurred throughout the world has had a significant impact on the working place while the government-imposed employees to work from home. This study aimed to describe employees' workplace well-being while working from home during the Pandemic. Data was collected from 200 participants working from home during the Pandemic, using 38 items of workplace well-being (WWB) questionnaire, consisting of extrinsic and intrinsic dimensions. Descriptive statistics were applied for data analyses. The findings showed that most of the participants had a WWB in the above-average category for both intrinsic and extrinsic dimensions of WWB. The findings indicated that even though working from home, participants still maintained their well-being at work, potentially leading to productivity. However, on the intrinsic dimension, independence in work was still considered low compared to other aspects of WWB. While working from home, there was a high demand for working independently, which might cause pressure for the participants. The ability to work independently needs to improve to meet the demand. In addition, there was a significant difference in the level of WWB on the different age groups, tenure, and job levels. The older the participants with more extended working experience and a higher level of job tend to reach a higher level of WWB. Keywords: Workplace Well-Being, Work From Home, Pandemic Covid-19 Abstrak Pangemi covid-19 yang terjadi di dunia memberikan dampak yang signifikan di tempat kerja ketika pemerintah mengharuskan karyawan untuk bekerja dari rumah. Penelitian ini bertujuan untuk menggambarkan workplace well-being karyawan ketika bekerja dari rumah selama masa pandemi. Data penelitian dikumpulkan dari 200 partisipan yang bekerja dari rumah selama pandemi, menggunakan kuesioner workplace well-being (WWB) yang terdiri dari 38 butir, yang mencakup dimensi ekstrinsik dan intrinsik. Analisis data dilakukan dengan teknik statistik deskriptif. Temuan dari penelitian ini menunjukan sebagian besar partisipan memiliki WWB dengan kategori di atas rata-rata untuk dimensi intrinsik dan ekstrinsik. Temuan dari penelitian ini juga mengindikasikan walaupun dengan bekerja dari rumah, partisipan tetap menjaga well-being dalam bekerja, yang mana hal ini berpotensi untuk lebih produktif dalam bekerja. Namun, pada dimensi intrinsik, kemandirian dalam bekerja cenderung rendah jika dibandingkan dengan aspek lain pada WWB. Ketika bekerja dari rumah, tentunya mengharuskan karyawan untuk lebih mandiri dalam bekerja, yang mungkin hal ini dapat memberikan tekanan kepada partisipan. Kemampuan untuk mandiri dalam bekerja perlu dikembangkan untuk bisa sesuai dengan tuntutan. Sebagai tambahan, terdapat perbedaan yang signifikan pada tingkat WWB pada kelompok usia, masa kerja, dan tingkat jabatan. Partisipan yang usianya lebih tua, memiliki pengalaman kerja yang lebih banyak, dan memiliki jabatan yang tinggi cenderung memiliki WWB yang lebih tinggi. Kata Kunci: Workplace Well-Being, Work From Home, Pandemic Covid-19
Co-Authors Agnes Kania Alexandrina J. Nathania Ali Nina Liche Seniati Amelia Kristofani Anastasia Felice Asti Ayu Wulan Permatasari Calista Khosasi Cindy Cynthia Gisela A. Prawesthy Grace Avrat Valentina Hanarolisa Mutalim Jessica - Jessica Christy Joan Devina Jonatan Karoline Anna Maria Ledwin Liantama Leonardus Dewa Hardana Liroy Rubianto Marcellio Adrian Aridewo Novita . Purnomologi Ursila Nilamsari Rafael Angkasa Pilartomo Rocky Rocky Vincent Tarmudji Yosua, Immanuel