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All Journal Jurnal Psikologi JURNAL PSIKOLOGI UDAYANA Humanitas: Indonesian Psychological Journal JUPIIS: Jurnal Pendidikan Ilmu-ilmu Sosial Jurnal Psikologi Indonesia Jurnal Psikologi Psikodimensia: Kajian Ilmiah Psikologi MIX : Jurnal Ilmiah Manajemen Psikohumaniora: Jurnal Penelitian Psikologi MEDIAPSI IJHCM (International Journal of Human Capital Management) IJEBD (International Journal Of Entrepreneurship And Business Development) Jurnal Manajemen Aset Infrastruktur dan Fasilitas AMALIAH: JURNAL PENGABDIAN KEPADA MASYARAKAT Journal Psikogenesis Jurnal Pengabdian Masyarakat Bangsa
Wustari Mangundjaya
Universitas Bhayangkara Jakarta Raya, Indonesia
Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Medicine & Pharmacology Nursing Physics Public Health Social Sciences Transportation Other

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ARE ORGANIZATIONAL COMMITMENT AND EMPLOYEE ENGAGEMENT IMPORTANT IN ACHIEVING INDIVIDUAL READINESS FOR CHANGE? Mangundjaya, Wustari L.H.
HUMANITAS (Jurnal Psikologi Indonesia) Vol 9, No 2 (2012): Vol IX, No: 2 Agustus 2012
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (38.641 KB)

Abstract

AbstractGlobalization is everywhere, in this regard, every organization should change according to the needs and requirement of the environment. In addition, in today’s economy, it’s critical to have effective, and efficient organization. Failure to effectively engage employees can result in wasted resources, unboptimal organizational performance, and deteriorating employee morale. On the other hand, successfully engaging and committing employee can result in higher levels or organizational performance as well as higher levels of job satisfaction, both of which are much needed in today’s environment.The question arises whether organizational commitment, and employee engagement are related to individual readiness for change. The objective of this research is to identify the relationship andimpact between organizational commitments, employee engagement to individual readiness to change. This study done in four financial companies, that consist of three private owned banks and one government owned financial company (N= 502), with quantitative methods and correlation survey. The results showed that both organizational commitment and employee engagement are positively relatd and have contributed toindividual readiness to change. The results also show that the correlation of organizational commitment is stronger than employee engagement to individual readiness to change.Keywords: organizational commitment, employee engagement, individual readiness to change.
MENYIDIK KEBERADAAN SOCIAL DESIRABILITY (SD) PADA VARIABEL PENELITIAN PERILAKU Mangundjaya, W. G.
Jurnal Psikologi Indonesia Vol 8, No 1 (2011)
Publisher : Jurnal Psikologi Indonesia

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Abstract

Banyak penelitian perilaku mendasarkan kesimpulannya pada data yang dikumpulkan lewat kuesioner self-report. Walaupun memiliki berbagai keunggulan dan favorit, metode pengumpulan data ini memiliki kelemahan, yang utama adalah kerentanannya pada bias social desirability (SD). Peneliti perlu mengontrol bias tersebut agar tidak mempengaruhi penarikan kesimpulan penelitian. Salah satu cara untuk mengontrolnya adalah menggunakan alat ukur SD. Penelitian ini memvalidasi alat ukur SD Strahan-Gerbasi (1972) yang sangat populer di kalangan peneliti perilaku (Thompson & Phua, 2005) dengan metode validasi kriteria dan melibatkan dua kelompok responden, Kelompok A dan B. Kelompok A diminta mengisi kuesioner seideal mungkin (SD tinggi), sedangkan Kelompok B diminta mengisi kuesioner tidak seideal mungkin (SD rendah). Hasil validasi menunjukkan bahwa alat ukur ini memiliki validitas yang baik (r = 0,88), kendati salah satu itemnya gugur. Kemudian, alat ukur diuji-cobakan pada sampel karyawan tetap sebuah organisasi untuk pemeriksaan reliabilitas. Hasilnya menunjukkan reliabilitas yang tidak tinggi (r = 0,68), namun dapat diterima mengingat jumlah itemnya yang sedikit. Walaupun terbukti valid, alat ukur ini memiliki berbagai keterbatasan selain reliabilitasnya yang tidak tinggi. Maka juga dibahas berbagai metode untuk mengurangi keterbatasan dan meningkatkan reliabilitas alat ukur ini.Kata kunci: social desirability (SD), metode penelitian self-report, alat ukur, khas Indonesia (indigenous).
ORGANIZATIONAL JUSTICE AND AFFECTIVE COMMITMENT TO CHANGE IN EMPLOYEES OF MULTIFINANCIAL SERVICE COMPANY Primawidi, Safitri; Mangundjaya, Wustari
Jurnal Psikologi Vol 19, No 1 (2020): March 2020
Publisher : Faculty of Psychology, Diponegoro University

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (311.128 KB) | DOI: 10.14710/jp.19.1.51-60

Abstract

The aim of the study is to investigate the role of organizational justice to affective commitment to change. The study was conducted based on data collected from 42 employees working in head office of multifinancial service company. It is made up of 16 males and 26 females’ employees. Affective commitment to change was measured using Herscovitch and Meyer’s Affective Commitment to Change Scale (6 items; α= .828). While organizational justice was measured using Colquitt’s Organizational Justice Scale (20 items; α=.905). The hypotheses were tested using multiple regressions. The result showed R2 of .821, meaning that 82% of affective commitment to change can be explained by organizational justice. Among four dimensions of organizational justice, procedural justice has the most influence and significant role on affective commitment to change (β= .445, p<.001), followed by distributive justice (β = .336, p<.001). The findings of the study demonstrated that organizational justice has positive significant impact on affective commitment to change, particularly distributive and procedural justice. Based on this study, in order to develop affective commitment to change in these multifinance company employees, to design intervention to increase organizational justice is neccessary.
Persepsi Dukungan Organisasi, Rasa Berdaya Psikologis, dan Pengaruhnya Terhadap Keterikatan Karyawan Pertelevisian Muzdalifah, Nina; Mangundjaya, Wustari L
Mediapsi Vol 5, No 1 (2019): JUNE
Publisher : MEDIAPSI

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (1582.571 KB) | DOI: 10.21776/ub.mps.2019.005.01.1

Abstract

Employee engagement (EE) has an impact on organizational performance and employees regarding emotional and health conditions. There are EE supporting factors from companies or jobs and employees as individuals. The purpose of this study is to determine the effect of perceived organizational support (POS) on employee engagement (EE) mediated by psychological empowerment (PE). The data was collected using POS questionnaire adapted from Eisenberger (1986), PE questionnaire adapted from Speitzer (1995), and EE questionnaire adapted from Hewitt (2015). Partisipants are 116 people consisted of staff, supervisors, and managers who worked in several television industries in Jakarta Indonesia whose are permanent employees with work period of 2 years. The results showed that there is a direct effect from POS to EE and the indirect effect of POS to EE through PE as mediator. Increasing POS and EE will further increase EE. In conclusion, PE has a role as a positive partial mediation between POS and EE.Keywords: perceived organizational support; psychological empowerment; employee engagementKeterikatan karyawan (employee engagement/EE) memiliki dampak pada kinerja organisasi dan juga pada karyawan dalam hal kondisi emosi dan kesehatan yang baik. Terdapat faktor pendukung dari EE, baik yang berasal dari perusahaan atau pekerjaan dan juga dari karyawan sebagai individu. Tujuan penelitian ini adalah ingin mengetahui pengaruh persepsi dukungan organisasi (perceived organizational support/POS) pada keterikatan karyawan (employee engagement/EE) yang dimediasi oleh rasa berdaya psikologis (psychological empowerment/PE). Pengumpulan data dilakukan dengan menggunakan kuesioner adaptasi alat ukur POS dari Eisenberger (1986), rasa berdaya psikologis dari Speitzer (1995), dan keterikatan karyawan dari Hewitt (2015). Partisipan berjumlah 116 orang yang terdiri atas level staf, supervisor, dan manajer yang bekerja di beberapa industri pertelevisian di Jakarta Indonesia yang merupakan karyawan tetap dan memiliki masa kerja 2 tahun. Hasil yang didapatkan adalah terdapat pengaruh langsung dari POS ke EE dan pengaruh tidak langsung POS ke EE melalui mediator PE yang signifikan. Peningkatan POS dan EE akan semakin meningkatkan EE karyawan. Dengan kata lain, PE memiliki peran sebagai mediasi parsial positif antara POS dengan EE.
Pengelolaan Stres dan Peningkatan Produktivitas Kerja selama Work From Home pada Masa Pandemi COVID-19 Shabuur, Muhammad Ishak; Mangundjaya, Wustari L.
Jurnal Psikologi Udayana Vol 7 No 2 (2020)
Publisher : Program Studi Sarjana Psikologi, Fakultas Kedokteran, Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/JPU.2020.v07.i02.p09

Abstract

Ketika pandemi COVID-19 menyebar secara global, pedoman kesehatan masyarakat menyarankan semua karyawan untuk bekerja dari rumah (WFH). Di Indonesia, belum banyak perusahaan yang menerapkan WFH sebelumnya dikarenakan praktik manajemen yang masih tradisional, tentu penyesuaian terhadap WFH merupakan pengalaman baru untuk sebagian besar karyawan. Sementara itu, sebagian besar penelitian yang diulas mengenai dampak karantina melaporkan efek psikologis negatif pada individu termasuk gejala stres, kebingungan, dan kemarahan. Berdasarkan situasi tersebut, penelitian ini bertujuan untuk melihat kembali pengaruh sikap fleksibilitas kerja terhadap WFH melalui flexibility working options terhadap produktivitas kerja selama masa karantina Pandemik COVID-19 dan menguji strategi coping stress sebagai moderator pada hubungan antara kedua variabel tersebut. Penelitian ini melibatkan 421 karyawan yang bekerja secara WFH pada sektor swasta, publik dan pemerintah di Indonesia. Responden dikumpulkan dengan menggunakan teknik convenience sampling melalui penyebaran kuesioner secara online. Pengujian efek moderasi dilakukan dengan menggunakan teknik moderated regression analysis (MRA). Hasil penelitian menunjukkan bahwa strategi koping memoderasi hubungan secara positif, sehingga hubungan antara fleksibilitas kerja dan produktivitas kerja semakin meningkat ketika karyawan menerapkan mekanisme koping yang berfokus pada masalah untuk mengendalikan stresor dan menjaga produktivitas kerja mereka selama pandemi COVID-19. When the COVID-19 pandemic spread globally, public health guidelines recommend all workers to work from home (WFH). In Indonesia, not many companies have implemented WFH before because of traditional management practices, of course adjusting to WFH is a new experience for most workers. Meanwhile, most of the studies reviewed regarding the effects of quarantine reported negative psychological effects including symptoms of stress, confusion, and anger. Based on this situation, this study aims to review the influence of work flexibility attitudes towards WFH through flexibility working options on work productivity during the COVID-19 Pandemic quarantine period and test the coping strategy as a moderator on the relationship between the two variables. This study involved 421 working from home employees in the private sector, public sectors and government in Indonesia. Participants were taken using convenience sampling techniques through the distribution of questionnaires online. Testing for moderation effects is done by using moderated regression analysis (MRA) technique. The results show that coping strategy positively moderates the relationship, such that the relationship between flexibility working options and work productivity is increasing when employee implement coping mechanisms that focus on problems for control stressors and maintain their work productivity during the COVID-19 pandemic.
Hubungan antara Pembelajaran Observasional dengan Intensi Berwirausaha pada Mahasiswa Universitas Indonesia Dewi Kumalasari; Wustari Mangundjaya; Gagan Hartana
Jurnal Online Psikogenesis Vol 5, No 1 (2017): Juni
Publisher : Lembaga Penelitian Universitas YARSI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24854/jps.v5i1.491

Abstract

Paparan model peran wirausahawan yang sukses merupakan salah satu faktor kunci dalam pembelajaran kewirausahaan dan perkembangan karir (Boyd Vozidis dalam Laviolette Radu, 2008). Penelitian ini bertujuan untuk mengetahui hubungan antara pembelajaran observasional melalui model peran wirausaha dengan intensi berwirausaha pada mahasiswa Universitas Indonesia. Desain penelitian ini adalah studi lapangan dengan menggunakan accidental sampling sebagai metode pengambilan data. Partisipan penelitian ini terdiri dari 101 mahasiswa Universitas Indonesia dari 10 fakultas yang berada di kampus UI Depok. Hasil dari penelitian ini membuktikan bahwa terdapat hubungan yang signifikan antara pembelajaran observasional dengan intensi berwirausaha. Dalam penelitian ini, ditemukan bahwa dimensi motivasi merupakan dimensi yang paling besar memberikan kontribusi terhadap intensi berwirausaha diantara dimensi lain dari pembelajaran observasional.
Peran Modal Psikologis sebagai Mediator untuk Kepercayaan Organisasi dan Keterikatan Karyawan pada Industri Media Televisi ade nugraha saefudin; Wustari Mangundjaya
JURNAL PSIKOLOGI Vol 14, No 2 (2018): Jurnal Psikologi
Publisher : Universitas Islam Negeri Sultan Syarif Kasim Riau

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24014/jp.v14i2.5753

Abstract

Penelitian ini bertujuan untuk mengetahui peran dari modal psikologis sebagai mediator pada hubungan antara kepercayaan organisasi dengan keterikatan karyawan. Selain melihat peran modal psikologis sebagai mediator, peneliti juga menguji hubungan diantara ketiga variabel yang digunakan. Responden pada penelitian ini adalah 167 orang karyawan yang bekerja di industri media televisi, memiliki pengalaman kerja minimal satu tahun dan merupakan pegawai tetap. Hasil penelitian menunjukkan bahwa kepercayaan organisasi memiliki hubungan positif dengan modal psikologis (r=0.382, p<0.01). Selanjutnya, modal psikologis memiliki hubungan yang positif dengan keterikatan karyawan (r=0.506, p<0.01). Pada penelitian ini, diketahui pula bahwa kepercayaan karyawan pada organisasi memiliki hubungan dengan keterikatan karyawan (r=0.692, p<0.01). Hasil analisis menggunakan Process Hayes menunjukkan bahwa modal psikologis memiliki peran dalam memediasi hubungan antara kepercayaan organisasi dengan keterikatan karyawan pada industri media televisi. Peran modal psikologis dalam model penelitian ini adalah sebagai partially mediation, artinya modal psikologis tidak secara penuh memediasi hubungan antara kepercayaan organisasi dengan keterikatan karyawan.Kata Kunci : kepercayaan organisasi, modal psikologis, keterikatan karyawan.
How to Make You Stay Longer with Me? The Effect of Organizational Climate on Turnover Intention Mediating by Job Satisfaction in Information Technology Company Gabriella Winda Jovita; Wustari Mangundjaya
PSIKODIMENSIA Vol 18, No 1 (2019)
Publisher : Universitas Katolik Soegijapranata

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24167/psidim.v18i1.1880

Abstract

Information technology is one of the most sector that continously develop and raise. Irronically, those industry also has the highest turnover rates (13.2%). One of the causes is connected to organizational climate. This study aims to examine the effect of organizational climate on turnover intention by considering job satisfaction as the mediating role in IT (Information Technology) company in Jakarta. Organizational climate is measured by Clior Scale (Zuarez, et.al, 2013) short version with 15 items. Job satisfaction is measured by multidimensional ESI (Employee Satisfaction Index) (Tasios & Giannouli, 2017) with 24 items and turnover intention contains 3 items (Atan, 2016). A quantitative survey was conducted on a non-probability (purposive) sample of 90 employees in IT company in Jakarta. This study uses correlation analysis, multilevel regression and bootstrap to test the direct effect and mediating effect (indirect effect). Correlation test results show that there is a negative correlation between organizational climate and turnover intention, significant correlations also exist between organizational climate and job satisfaction, as well as a negative correlation of job satisfaction and turnover intention. Simple regression analysis indicates that organizational climate is a predictor of job satisfaction, organizational climate and job satisfaction, each of which is a significant predictor of turnover intention. Bootsrapping results show that job satisfaction mediates partially the influence of organizational climate on turnover intention.
PENGARUH KUALITAS HUBUNGAN SESAMA ANGGOTA TIM DAN KEPEMIMPINAN BERSAMA TERHADAP EFEKTIVITAS TIM PADA ORGANISASI PUBLIK Anjar Ramdhana; Wustari L. Mangundjaya; Ahmad Cahyo Nugroho
MIX: JURNAL ILMIAH MANAJEMEN Vol 8, No 2 (2018): MIX: Jurnal Ilmiah Manajemen
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (497.387 KB) | DOI: 10.22441/mix.2018.v8i2.011

Abstract

Abstract. This study aims to examine the effect of team member exchange qualities and shared leadership on team effectiveness in order to describe cross-functional integration conditions in public organizations. Cross-functional integration on these research explained with two points of view, as a group members behavior and as a team process. Cross-functional integration as a group members behavior established if (1) team member exchange qualities positively affects shared leadership; and (2) shared leadership positively affects team effectiveness. Cross-functional integration as a team process established if team member exchange qualities affects on team effectiveness through shared leadership. The study was conducted on Directorate A, B and C, with totally 90 respondents. The research method used regression analysis and path analysis. The results showed (1) team member exchange qualities positively affect shared leadership on Directorate A, B and C; (2) shared leadership positively affects team effectiveness on Directorate B and C; and (3) team member exchange qualities positively affects team effectiveness through shared leadership on Directorate C. Based on those results, we can conclude that cross-functional integration as group member behavior established in Directorate B and C, and cross-functional integration as a team process established only in Directorate C.
Persepsi Dukungan Organisasi dan Komitmen Afektif Organisasi: Peran Mediasi Keterikatan Karyawan pada Karyawan Pertelevisian Nina Febriani Panuju; Wustari L. Mangundjaya
Psikohumaniora: Jurnal Penelitian Psikologi Vol 3, No 2 (2018)
Publisher : Faculty of Psychology and Health - Universitas Islam Negeri Walisongo Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (244.951 KB) | DOI: 10.21580/pjpp.v3i2.2790

Abstract

Television broadcasting company has unique working condition with various challenges and demands to keep making innovations. This research aimed to study working conditions in television broadcasting companies in Indonesia using three variables, namely affective organization commitment (AOC), employee engagement (EE), and perceived organizational support (POS). The data were obtained by using 3 measurements, i.e. Affective Organization Commitment scale, Survey of perceived organizational support (SPOS), and Aon Hewitt Employee Engagement (AHEE). The respondents consisted of 139 employees of Indonesian television broadcasting companies which were obtained from convenience sampling with the criteria of being a permanent employee, having worked at least a year, and being 23-55 years old. Statistical techniques PROCESS that was developed by Hayes were applied to test the mediation role. The result showed that all variables were positively related and EE acted as partial mediator to correlation between POS and AOC,
Co-Authors ade nugraha saefudin Ahmad Cahyo Nugroho Anjar Ramdhana Bonar Hutapea Dewi Kumalasari Gabriella Winda Jovita Gagan Hartana Irina Pendjol Irina Pendjol Muzdalifah, Nina Nadhila Nuhanisa Radian Nandita Galuh Guamaradewi Nina Febriani Panuju Primawidi, Safitri Resekiani Mas Bakar Seta Ariawuri Wicaksana Seta Wicaksana Shabuur, Muhammad Ishak