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Profiling Needs of X Private University's Students in Jakarta Using McClelland's Theory Approach Nindyati, Ayu Dwi
Journal of Health and Behavioral Science Vol 5 No 1 (2023): March 2023
Publisher : Universitas Nusa Cendana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35508/jhbs.v5i1.9144

Most students want a job after college, and the desire arises from the needs that move humans to do something. This study uses the quantitative-descriptive method to determine the need profile based on McClelland’s Theory in X Private University’s students in Jakarta. Participants in this study (N=139) were students aged 18-41 years and spread across 12 study programs. The data obtained is analysed using compare means technique to see the average needs based on groups of respondents. The results show that overall, the profile of the needs found was dominated in order by need for affiliation, need for achievement, and need for power. This finding can use to make an appropriate intervention according to the dominance of needs in students to increase student motivation in exploring their abilities.

The Mediating Effect of Self-Efficacy on Perceived Supervisor Support on Self-Perceived Employability in Generation Z Participating in the Certified Internship and Independent Study Program Lintang, Brigitta Elizabeth; Nindyati, Ayu Dwi; Wicaksana, Seta A
Jurnal Sains Psikologi Vol 13, No 1 (2024)
Publisher : Universitas Negeri Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17977/um023v13i12024p42-54

According to demographic trends, Generation Z was 25 percent of the labor force by 2030. Generation Z needs extra preparation because of a lack of work experience and has a propensity for having negative attitudes at work. Participating in an internship program like the Certified Internship and Independent Study is one of those preparations. Participants in this internship gain both practical work and supervised experience by their supervisor. This research aimed to investigate if the existence of self-efficacy can influence self-perceived employability as a mediator and perceived supervisor support as a predictor. The research method used a quantitative approach to 160 Generation Z members participating in the batch 3 internship program (25.5 percent of the population) at an IT company. Hypothesis testing was carried out with the mediation analysis model in the medmod module in Jamovi 2.3.26. The main result was that self-efficacy could partially mediate the effect of perceived supervisor support on self-perceived employability. This means that the existence of self-efficacy can indirectly increase the influence of perceived supervisor support on self-perceived employability. The direct influence of perceived supervisor support on self-perceived employability is smaller than when involving self-efficacy as a mediator. Based on this result, interventions can be made to strengthen the self-efficacy of internship participants, for example, by providing a strong experience so that the supervision program during an internship can strengthen the self-perceived employability of internship participants. In the end, the intern participants can feel the added value of their internship program.

The role of organizational justice as mediator in the relationship between Islamic work ethics and work engagement Nindyati, Ayu Dwi; Ulfia, Nida
Humanitas: Indonesian Psychological Journal Volume 21 (1) 2024
Publisher : HUMANITAS published by Universitas Ahmad Dahlan.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26555/humanitas.v21i1.287

This research aims to examine organizational justice's role as a mediator in the association between Islamic work ethic and work engagement among Sharia Bank employees. The respondents were 86 employees of Sharia Bank in Jakarta. The hypothesis was examined through a mediation test that involved four steps, including three simple regression and multiple regression. The results showed that organizational justice meditates the relationship between Islamic work ethic and work engagement among Sharia Bank employees. Employees who strongly uphold Islamic work ethics will have a positive perception of organizational justice, which, in turn, leads to higher engagement with their work. These findings have implications on how organizations can enhance employees' work engagement by promoting employees' positive perception of organizational justice.

Efektivitas Pelatihan Konseling untuk Pencari Kerja dengan Model Kirkpatrick Ayu Dwi Nindyati; Rezki Ashriyana Sulistiobudi; Gian Kautsar Syam
Devotion : Jurnal Pengabdian Psikologi Vol 2 No 01 (2023): Mei
Publisher : Fakultas Psikologi Universitas Pancasila

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This counselling training activity aims to equip job introducers with counselling skills so they can do their role as counsellors for job seekers. The trainees are 180 introducers who are divided into 6 classes, so that each class has 30 participants. The implementation of the training is carried out for 2 days which is equivalent to 20 hours of training. The evaluation of the training program is carried out using level 2 evaluation based on Kirkpatrick evaluation method, which involves pre-training and post-training assessments. The results of this level 2 evaluation will explain whether this training is effective in terms of mastering the knowledge conveyed in the training. The evaluation results explained that 87% of participants increased their knowledge in counselling, 7% participants showed no difference in knowledge of counselling before and after the training program, 3% experienced a decrease in knowledge and 3% did not take the post-test. In order to improve the result of the training, it is recommended to reorganize the flow of the training program to ensure that the material covered is not too condensed within the two-day timeframe. It is suggested to extend the training duration to three days.

Efektivitas Pelatihan Konseling untuk Pencari Kerja dengan Model Kirkpatrick Nindyati, Ayu Dwi; Sulistiobudi, Rezki Ashriyana; Syam, Gian Kautsar
Devotion : Jurnal Pengabdian Psikologi Vol. 2 No. 01 (2023): Mei
Publisher : Fakultas Psikologi Universitas Pancasila

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35814/devotion.v2i01.4329

This counselling training activity aims to equip job introducers with counselling skills so they can do their role as counsellors for job seekers. The trainees are 180 introducers who are divided into 6 classes, so that each class has 30 participants. The implementation of the training is carried out for 2 days which is equivalent to 20 hours of training. The evaluation of the training program is carried out using level 2 evaluation based on Kirkpatrick evaluation method, which involves pre-training and post-training assessments. The results of this level 2 evaluation will explain whether this training is effective in terms of mastering the knowledge conveyed in the training. The evaluation results explained that 87% of participants increased their knowledge in counselling, 7% participants showed no difference in knowledge of counselling before and after the training program, 3% experienced a decrease in knowledge and 3% did not take the post-test. In order to improve the result of the training, it is recommended to reorganize the flow of the training program to ensure that the material covered is not too condensed within the two-day timeframe. It is suggested to extend the training duration to three days.

Evaluasi Psikometrik Mental Health Inventory (MHI)-38 Pada Mahasiswa: Analisis Faktor Eksploratori Dan Konfirmatori Serta Invariansi Berdasarkan Gender Septilla, Andi Eka; Dharma, Andri Setia; Rahma, Elsa Maulida; Harlee, Jardyre Alvianise; Syahla, Kyla; Nindyati, Ayu Dwi
Inquiry: Jurnal Ilmiah Psikologi Vol 16 No 1 (2025): Kesejahteraan Psikologis Lintas Konteks
Publisher : Universitas Paramadina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51353/inquiry.v16i1.1038

Abstrak Mental Health Inventory (MHI)-38 merupakan alat ukur yang dikembangkan untuk mengetahui kondisi kesehatan mental individu melalui aspek psychological well-being dan psychological distress. Penelitian ini bertujuan untuk menguji struktur faktor dan menilai kestabilan model antar kelompok berdasarkan gender alat ukur MHI-38 versi adaptasi Indonesia pada populasi mahasiswa melalui pendekatan Exploratory Factor Analysis (EFA), Confirmatory Factor Analysis (CFA), dan Multigroup Confirmatory Factor Analysis (MG-CFA). Sebanyak 422 mahasiswa aktif berusia 18–25 tahun dilibatkan dalam penelitian ini dengan menggunakan teknikinsidental dan snowball. Hasil analisis EFA menunjukkan bahwa dua faktor utama pengukuran yang terdiri dari psychological well-being dan psychological distress, sesuai dengan struktur teoretis. Namun, terdapat dua item, yaitu item nomor 14 dan 18, yang tidak sesuai dengan pemuatan faktor MHI-38. Kedua item ini diputuskan untuk tidak disertakan dalam analisis CFA dan MG-CFA. Selanjutnya, hasil analisis CFA dengan dua struktur faktor menunjukkan model fit yang dapat diterima. Selain itu, diketahui nilai AVE lebih besar dari 0.5 pada masing-masing dimensi mengindikasikan validitas konvergen yang baik. Lebih lanjut, hasil MG-CFA pada level configural, metric, dan scalar menunjukkan bahwa struktur model pengukuran bersifat invariance, sehingga dapat diterapkan secara konsisten baik pada kelompok mahasiswa laki-laki dan perempuan. Temuan ini menunjukkan bahwa MHI-38 versi adaptasi Indonesia memiliki struktur faktor yang baik untuk mengukur kondisi kesehatan mental mahasiswa, namun tetap diperlukan peninjauan lebih lanjut pada dua item, yaitu item nomor 14 dan 18, untuk memperoleh kesesuaian model pengukuran. Kata kunci: Kesehatan Mental; Mahasiswa; MHI-38; EFA; CFA; MG-CFA

The Role of Supportive Leader, Work Engagement, and Self-Efficacy in Employees' Innovative Behavior: Empirical Study on a National Independent Company Nindyati, Ayu Dwi
ANIMA Indonesian Psychological Journal Vol 28 No 1 (2012): ANIMA Indonesian Psychological Journal (Vol. 28, No. 1, 2012)
Publisher : Faculty of Psychology, Universitas Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24123/aipj.v28i1.4177

Global competitions of the business world today not only make employers think about the advances in technology and additional capital. The quality of human resources was also the focus of study to prepare human resources to compete. One important aspect of this competition is innovation, which is in the individual level known as innovative behavior. The topic of this study is the effect of supportive leader and self-efficacy to employee innovative behavior with work engagement as mediator. Participants/respondents (N = 99) were employees of a national private company. Data analysis was conducted based on the stages of mediation assumption testing of Baron and Kenny (1986) with regression analysis (both simple and multiple regressions). Result showed that work engagement significantly functioned as mediator variable on effect of self-efficacy to innovative behavior. But work engagement is not significant as a mediator variable on effect of supportive leader to innovative behavior. Persaingan global dunia usaha saat ini tidak hanya membuat para pengusaha berpikir tentang kemajuan teknologi dan penambahan modal usaha. Kualitas sumber daya manusia (SDM) juga menjadi focus kajian untuk menyiapkan SDM yang dapat berkompetisi. Salah satu aspek yang penting dalam kompetisi ini adalah innovasi, yang dalam level individual dikenal dengan perilaku inovatif. Penelitian ini mengaji pengaruh supportive leader dan self-efficacy terhadap perilaku inovatif karyawan dengan dimediasi oleh work engagement. Penelitian ini dilakukan terhadap 99 responden yaitu karyawan perusahaan swasta nasional di kota X. Penelitian ini dianalisis dengan menggunakan tahapan pengujian asumsi mediasi dari Baron dan Kenny (1986) yang melibatkan teknik analisis regresi (baik sederhana maupun multi-regresi). Hasil penelitian menyebutkan bahwa work engagement terbukti mampu berperan sebagai mediator pada pengaruh self-efficacy terhadap perilaku innovatif karyawan, namun tidak berfungsi sebagai mediator pada pengaruh supportive leader terhadap perilaku inovatif karyawan.

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