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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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Individual Readiness for Change as Mediator between Transformational Leadership and Commitment Affective to Change Nadhila Nuhanisa Radian; Wustari L. Mangundjaya
Jurnal Manajemen Aset Infrastruktur & Fasilitas Vol 3, No 1 (2019): Jurnal Manajemen Aset Infrastruktur & Fasilitas
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.12962/j26151847.v3i1.5158

Abstract

Ministry of Public Works and Publich Housing (Ministry of PWPH) is currently in change process, due to president’s regulation regarding beucratic reform (birokrasi reformasi). This research aims to investigate ministry’s readiness for change and how transformational leadership style affect employee’s commitment to change in minisitry of PWPH. Organizational success during change implementation is strongly influenced by employees’ commitment to change, particularly affective commitment to change (AC2C). However, employees’ affective commitment to change is very dependent with individual readiness for change (IRFC), as IRFC indicates employees’ openness and acceptance towards change. Previous studies showed IRFC is influenced by leadership style, particularly transformational leadership (TL). This study aimed to gain insight the relationship between TL, IRFC and AC2C. This research was conducted in ministry of PWPH in Indonesia that is currently under a change process. With 177 respondents, result showed that TL significantly influences IRFC, which then affects AC2C. This finding emphasize role of leadership towards development of IRFC in employees to successfully implement change in organization. 
Dampak Kesiapan Individu dan Kesiapan Organisasi untuk Berubah bagi Komitmen Afektif untuk Berubah Nandita Galuh Guamaradewi; Wustari L. Mangundjaya
Jurnal Manajemen Aset Infrastruktur & Fasilitas Vol 2, No 2 (2018): Jurnal Manajemen Aset Infrastruktur & Fasilitas
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (537.026 KB) | DOI: 10.12962/j26151847.v2i2.4340

Abstract

Peraturan Menteri ESDM Nomor 8 tahun 2017 mengenai kontrak bagi hasil produksi minyak dan gas bumi gross split berdampak pada perubahan pengelolaan biaya operasional pada beberapa Perusahaan Kontraktor Kerja Sama (KKKS) Minyak dan Gas Bumi (migas) di Indonesia. Untuk dapat mempertahankan keunggulan kompetitifnya di masa kini maupun masa depan, diperlukan komitmen seluruh anggota organisasi dalam menjalankan perubahan tersebut, terutama komitmen afektif untuk berubah. Tujuan penelitian ini adalah mengetahui kontribusi kesiapan individu untuk berubah dan kesiapan organisasi untuk berubah bagi komitmen afektif untuk berubah dalam terciptanya keberhasilan perubahan organisasi. Penelitian menggunakan 3 (tiga) skala: Komitmen Afektif untuk Berubah (KAuB), Kesiapan Individu untuk Berubah (KIuB) dan Kesiapan Organisasi untuk Berubah (KOuB). Hasil penelitian (N= 107) menunjukkan bahwa kesiapan individu untuk berubah dan kesiapan organisasi untuk berubah berpengaruh positif dan signifikan bagi komitmen afektif untuk berubah. Lebih lanjut, hasil penelitian menunjukkan kesiapan individu untuk berubah memiliki pengaruh yang lebih besar dibandingkan kesiapan organisasi untuk berubah. Selain itu, penelitian juga menunjukkan terdapat hubungan yang positif dan signifikan antara usia dan pengalaman kerja bagi kesiapan individu untuk berubah. Hasil penelitian diharapkan dapat memberikan masukan kepada manajemen organisasi terkait program intervensi yang dapat membantu terciptanya komitmen afektif individu untuk menghadapi situasi perubahan.
Edupreneur: Developing Boardgame As a product of University Entrepreneurial Activities Seta Ariawuri Wicaksana; Wustari Larasati Mangundjaya
IJEBD (International Journal of Entrepreneurship and Business Development) Vol 5 No 2 (2022): March 2022
Publisher : LPPM of NAROTAMA UNIVERSITY

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (298.057 KB) | DOI: 10.29138/ijebd.v5i2.1758

Abstract

Purpose: This paper will discuss the effectiveness of board games as an educational tool in people's development and the possibility of boardgame as a university product. Developing a board game as an alternative to entrepreneurship products was explored as a stimulating learning program, especially for the adult learning program. People need to gain more competencies to be accelerating with the current condition and compete in this era, as competencies are essential, so people must acquire and learn new competencies. Meanwhile, learning is not a one-way round; it is a complex process that needs to emerge within themself. Board games are instruments that can help people learn new competencies and enhance people capacity, with fun and enjoyable way. Design/methodology/approach: This study uses quantitative research with 70 respondents consist of 60 respondents as the participant of boardgame and 10 lecturers. Findings: Board games could be a learning method that is fun, challenging, and engaging for participants. Board games are great tools to be used as they follow the andragogy assumptions, hence positively impacting learning. This study aims to give scientific studies on the use of board games in human development settings. As well as the opportunity of the University to develop the edupreneurship within their university. Research limitations/implications: First, this study only conducted at the participants from one holding company that participates in the training program. Further study with larger participants and from various companies is recommended. Second, this study only uses simple descriptive analysis from the participant's evaluation and lecturer’s opinion, different types of data collection tools might be used in the further study. Practical implications: The study also showed that universities should take part in developing entrepreneurship activities by supporting them. The study also revealed that boardgame could become one of the products from the University, especially from the Faculty of Psychology. Originality/value: Exploring the board games as a learning method that is fun, challenging, and engaging for participants., as well as the possibility of earning income for the lecturers, students and lecturers. Paper type: Research Paper
LEADER OF CHANGE BASED ON THE PERCEPTIONS OF THE BUGIS AND MAKASSAR COMMUNITIES Wustari L Mangundjaya; Resekiani Mas Bakar
JUPIIS: JURNAL PENDIDIKAN ILMU-ILMU SOSIAL Vol 14, No 1 (2022): JUPIIS (JURNAL PENDIDIKAN ILMU ILMU SOSIAL) JUNE
Publisher : Universitas Negeri Medan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24114/jupiis.v14i1.32975

Abstract

Nowadays, the organization can be called a boundaryless organization, as moving from one organization to another and from one place to another is inevitable. In this regard, understanding the condition and characteristics of a society and culture is a must for a leader. A leader, especially a change leader, has to understand the culture, as he or she has to influence subordinates to follow the organization's objectives, without employees' commitment and support, the organizational change will be hard to achieve. Meanwhile, Indonesia consists of thousands of islands with various ethnics and cultures, making Indonesia a very diverse country, which then makes a leader should have an understanding of the characteristics of the people in the organization. The ethnic of Bugis-Makassar is the majority of the ethnic who stay in Makassar city. This study uses a qualitative approach with FGD as the tool in data collection. The number of participants is 30. The results show that the majority of the participants prefer to have a leader with the role of Coach compared with the other two roles. This result is expected to have contributed to the change leader that will be assigned in the organization with the majority of people from Bugis-Makassar.
The linkage of Leadership, Psychological Empowerment, and Employee Engagement with Affective Commitment to Change: A study at public/state-owned organization. Seta Wicaksana; Wustari L. Mangundjaya
IJHCM (International Journal of Human Capital Management) Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.05.02.7

Abstract

The objective of the study is to identify the significant impact of Leadership, people’s engagement, and empowerment on affective commitment to change. The research conducted at a Public/State-Owned Organization with 539 respondents. Data was collected using employee engagement inventory, psychological empowerment, and commitment to change inventory, and was analysed using descriptive analysis and SEM. Results showed that change leadership has a significant and positive impact on affective commitment to change through employee engagement, but not through psychological empowerment. The implications of this result are beneficial for management, especially change agents. In this regard, they should create a conducive climate to develop engagement and providing many programs to increase people’s competence to establish employee commitment to change, which will be resulted in a stronger affective commitment to change.
PENDAMPINGAN PENGEMBANGAN ORGANISASI MELALUI PENDEKATAN SWOT DAN APPRECIATIVE INQUIRY PADA PANTI ASUHAN DI JAKARTA Wustari L Mangundjaya; Irina Pendjol
AMALIAH: JURNAL PENGABDIAN KEPADA MASYARAKAT Vol. 6 No. 2 (2022): Amaliah: Jurnal Pengabdian Kepada Masyarakat
Publisher : LP2M UMN AL WASHLIYAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32696/ajpkm.v6i2.1628

Abstract

Dalam usaha untuk menyesuaikan dengan tuntutan lingkungan yang selalu berubah maka pengembangkan organisasi, dimana termasuk didalamnya adalah pengembangan kompetensi SDM dan para pemangku kepentingan sudah merupakan suatu keharusan. Hal ini tidak hanya berlaku pada organisasi profit tetapi juga pada organisasi nirlaba. Salah satu organisasi nir-laba yang juga ingin mengembangkan organisasi dan juga mengembankan SDM nya adalah salah sebuah Panti Asuhan di Jakarta, yang merasakan bahwa harus mengembangkan diri untuk memenuhi tuntutan yang ada. Berbagai pendekatan yang dapat digunakan untuk pengembangan organisasi, antara lain adalah melalui metode diagnosis/analisis organisasi SWOT dan Appreciative Inquiry. Kedua metode ini digunakan karena merupakan kombinasi metode yang dapat saling melengkapi. Partisipan pada aktivitas ini adalah manajemen, staf dan non-staf (pendamping/pengasuh) yang merupakan pelaksana operasional sehari-hari dalam mengasuh anak-anak di Panti. Aktivitas ini dilakukan dengan cara melakukan wawancara dan FGD. Hasil menunjukkan bahwa kedua metode ini menghasilkan analisis yang mendalam baik dari aspek kekuatan, hal yang perlu ditingkatkan, peluang dan tantangan, maupun harapan/mimpi serta alternatif tindakan yang akan dilakukan untuk memenuhi harapan yang ada.
Pendampingan Pengembangan Organisasi Melalui Workshop Pengembangan Centre Of Excellence Wustari Mangundjaya; Bonar Hutapea; Irina Pendjol
Jurnal Pengabdian Masyarakat Bangsa Vol. 1 No. 5 (2023): Juli
Publisher : Amirul Bangun Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59837/jpmba.v1i5.113

Abstract

Setiap organisasi menginginkan untuk dapat berkembang secara optimal, sehingga berusaha utnuk melakukan berbagai hal dalam rangka pengembangan organisasi. Hal ini berlaku pula pada salah satu organisasi nir-laba yang bergerak dibidang kesehatan ibu dan anak. Dalam usaha untuk pengembangan organisasi, melakukan kegiatan Workshop  dalam usaha untuk membentuk Centre of excellence supaya lebih dapat berkembang. Workshop ini dilakukan selama 2 (dua) hari, yang diikuti oleh semua pemangku kepentingan sejumlah 27 partisipan. Tujuannya adalah menentukan Visi, Misi, Rencana Strategis dan Roadmap (peta jalan) yang dapat dijadikan acuan dalam pengembangan organisasi Centre of Excellence tersebut. Hasil dicapai selama 2 (dua) hari terlihat telah dapat memeroleh Visi, Misi, Rencana Strategis, dan Roadmap serta analisis SWOT. Dalam hal ini, meskipun hasil yang diperoleh masih berupa draft, yang masih perlu dipoles kembali dalam hal penghalusan kalimatnya tetapi secara umum telah dapat dipakai sebagai acuan. Workshop yang dilakukan selama 2 (dua) hari dengan 4 (empat) tujuan tersebut dirasakan singkat, tetapi dengan semangat, keseriusan, partisipasi aktif dari para partisipan serta  kepiawaian dari tim fasilitator untuk mengarahkan diskusi, maka dapat berhasil secara optimal.
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