Articles
<![CDATA[Pengaruh Flexible Work Arrangement Terhadap Ethical Decision Making : Peran Employee Engagement Sebagai Mediator ]]>
<![CDATA[Simanjuntak, Dewi Fransiska]]>;
<![CDATA[Mustika, Martina Dwi]]>;
<![CDATA[Sjabadhyni, Bertina]]>
<![CDATA[ JURNAL DIVERSITA Vol 5, No 1 (2019): JURNAL DIVERSITA JUNI ]]>
Publisher : <![CDATA[Psychology Department Faculty of Psychology Universitas Medan Area ]]>
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DOI: 10.31289/diversita.v5i1.2327
<![CDATA[Semakin banyaknya jumlah perempuan yang bekerja mengarahkan organisasi untuk melakukan perubahan yang besar dalam mengelola sumber daya manusia dan juga peraturan yang berlaku (Ugargol et al., 2016). Disertai dengan peningkatan penggunaan teknologi dalam organisasi juga menjadikan banyak organisasi yang menerapkan pengaturan kerja yang fleksibel. Berbagai penelitian menjelaskan dampak dari penerapan pengaturan kerja fleksibel yang menunjukkan hasil yang bertentangan dikarenakan minimnya pengawasan. Hal ini membuat hubungan antara penerapan fleksibilitas kerja dengan pengambilan keputusan secara etis menjadi topik yang penting untuk diteliti, terutama di Indonesia. Penelitian ini bertujuan untuk melihat hubungan antara pengaturan kerja fleksibel (Flexible Work Arrangement) dengan pengambilan keputusan secara etis (Ethical Decision Making) yang dimediasi oleh keterlibatan karyawan (Employee Engagement). Penelitian yang dilakukan kepada 301 orang partisipan menunjukkan bahwa pengaturan kerja fleksibel berpengaruh secara signifikan terhadap pengambilan keputusan secara etis melalui keterlibatan karyawan. Sehingga penerapan pengaturan kerja fleksibel dapat menjadi anteseden untuk keterlibatan karyawan yang akan dapat meningkatkan pengambilan keputusan etis pada karyawan di dalam organisasi.Kata Kunci: Flexible work arrangement;Ethical Decision Making;Employee Engagement]]>
<![CDATA[Does Experience Lead People to Buy? The Formation of Brand Loyalty Using the Theory of Love on Older Consumers ]]>
<![CDATA[Sjabadhyni, Bertina]]>;
<![CDATA[Mustika, Martina Dwi]]>;
<![CDATA[Pane, Kinanti Alvani]]>;
<![CDATA[Kaur, Deepraj]]>;
<![CDATA[Eryandra, Alvin]]>
<![CDATA[ Humaniora Vol 10, No 2 (2019): Humaniora ]]>
Publisher : <![CDATA[Bina Nusantara University ]]>
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DOI: 10.21512/humaniora.v10i2.5576
<![CDATA[This research investigated factors that influence the positive brand experiences of older consumers that lead them to be loyal to the product. Data were collected using a paper-based survey, and 362 older consumers participated in the research. Using path analysis, the results suggested that the relationship between brand experience and brand loyalty was stronger when the experience of older consumers predicted their loyalty through affectivity and trust. This research provided evidence that the consumer and brand relationship could be explained using the triangular theory of love and the theory of planned behavior. It can be concluded that the affection and trust of older consumers are essential. Thus, their experience of the product leadsto loyalty.]]>
<![CDATA[PENINGKATAN PSYCHOLOGICAL CAPITAL MELALUI PROGRAM "I’M SUPERHERO IN THE WORKPLACE" DALAM RANGKA OPTIMALISASI PERILAKU KERJA INOVATIF ]]>
<![CDATA[Sasmita, Nina Amelia]]>;
<![CDATA[Mustika, Martina Dwi]]>
<![CDATA[ JURNAL DIVERSITA Vol 5, No 2 (2019): JURNAL DIVERSITA DESEMBER ]]>
Publisher : <![CDATA[Faculty of Psychology, Universitas Medan Area ]]>
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DOI: 10.31289/diversita.v5i2.2666
<![CDATA[Era industri 4.0 telah mengubah cara orang hidup dan bekerja, sehingga organisasi perlu melakukan inovasi. Penelitian ini bertujuan untuk melihat hubungan antara perilaku kerja inovatif karyawan (IWB) dan modal psikologis (PsyCap), juga mengetahui dampak dari program intervensi PsyCap dalam meningkatkan perilaku kerja inovatif karyawan. Penelitian ini dilakukan di salah satu lembaga pemerintah. Studi ini mengambil sebanyak 424 sampel data untuk melihat hubungan yang terkait antara PsyCap dan IWB, serta menggunakan sebanyak 18 sampel acak karyawan untuk program intervensinya. Ditemukan bahwa PsyCap memiliki hubungan yang positif dengan IWB. Program intervensi ?I?m Superhero in the workplace?, menunjukkan perubahan rata-rata variabel PsyCap dan IWB sebelum dan sesudah program. Hasil ini menyiratkan bahwa organisasi dapat memiliki intervensi PsyCap untuk meningkatkan IWB pada karyawan mereka. Studi ini mengidentifikasi efek luas dan unik dari intervensi PsyCap di lembaga pemerintah. Temuan menunjukkan bahwa organisasi dapat mengembangkan karyawan PsyCap, mengingat efek uniknya pada variabel hasil karyawan seperti IWB.]]>
<![CDATA[How rationality predicts individual perception of safety climate: An application of the hybrid model of learning in personality ]]>
<![CDATA[Mustika, Martina Dwi]]>;
<![CDATA[Jackson, Chris J.]]>
<![CDATA[ Psikohumaniora: Jurnal Penelitian Psikologi Vol. 5 No. 1 (2020) ]]>
Publisher : <![CDATA[Faculty of Psychology and Health - Universitas Islam Negeri Walisongo Semarang ]]>
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DOI: 10.21580/pjpp.v5i1.5274
<![CDATA[Jackson’s Hybrid Model of Learning in Personality (HMLP) is designed to measure the effect of biological, socio-cognitive, and experiential processes of personality and learning mechanisms on developing rationality and directing functional or dysfunctional behaviors of employees. We use HMLP to determine if rational thinking predicts individual perception of safety climate. The results found that the proposed indirect paths of learning mechanisms significantly predict the individual perception of a safety climate through rationality. The goodness-of-fit demonstrated that the model provided a satisfactory fit: c2 = 13.200, p = .067; RMS = .000; RMSEA = .063; GFI = .981; AGFI = .943; and CFI = .988. As a result, we identify the importance of rationality in predicting individual safety climate and once again confirm the usefulness of HMLP in predicting useful workplace outcomes. The HMLP offers valuable insights into the influence of rationality in predicting individual perception of safety climate, as well as the underlying process of developing rationality.]]>
<![CDATA[Is Trust Necessary to Increase Loyalty in Adult Consumers? ]]>
<![CDATA[Kinanti Alvani Pane]]>;
<![CDATA[Martina Dwi Mustika]]>;
<![CDATA[Bertina Sjabadhyni]]>
<![CDATA[ PSIKODIMENSIA Vol 17, No 2 (2018) ]]>
Publisher : <![CDATA[Universitas Katolik Soegijapranata ]]>
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DOI: 10.24167/psidim.v17i2.1658
<![CDATA[The aim of this study is to examine if brand experience can predict brand loyalty of older adult consumers through brand trust. This cross-sectional study involved 390 Indonesian older adult consumers of a mineral water who completed a self-report questionnaire. Mediation analysis suggested that brand experience was significant for predicting brand loyalty, either directly or indirectly, suggesting partial mediation. This result further implied that older adult consumers’ experience of a brand can maintain ongoing brand loyalty.In addition, brand trust does not necessarily influence the relationship between brand experience and brand loyalty, which implies that experience is sufficient to maintain older adult consumers’ loyalty to the product. The limitations of this research and potential future research is also discussed]]>
<![CDATA[Millennials: Do They Need a Hero to Make Their Workplace More Welcoming? ]]>
<![CDATA[Ully Rachmawati]]>;
<![CDATA[Martina Dwi Mustika]]>;
<![CDATA[Bertina Sjabadhyni]]>
<![CDATA[ PSIKODIMENSIA Vol 17, No 2 (2018) ]]>
Publisher : <![CDATA[Universitas Katolik Soegijapranata ]]>
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DOI: 10.24167/psidim.v17i2.1550
<![CDATA[This research sought to examine the influence of psychological capital on the relationship between job resources and work engagement on the millennial generation. By surveying 322 employees working in various types of organizations (government agencies, state-owned and private) in several major cities in Indonesia using mediation analysis to evaluate the hypothesis,this study reveals that psychological capital partially mediates the relationship between job resources and work engagement. The limitations faced during this study regard the method and research design used; hence, future studies may anticipate these issues. The findings further strengthen the significance of psychological capital on stimulating the level of millennials’ work engagement. In addition, job resources must not be neglected, since it also influences work engagement.]]>
<![CDATA[What Millennials Want: How to Optimize Their Work ]]>
<![CDATA[Anandre Forastero]]>;
<![CDATA[Bertina Sjabadhyni]]>;
<![CDATA[Martina Dwi Mustika]]>
<![CDATA[ Psikohumaniora: Jurnal Penelitian Psikologi Vol 3, No 1 (2018) ]]>
Publisher : <![CDATA[Faculty of Psychology and Health - Universitas Islam Negeri Walisongo Semarang ]]>
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DOI: 10.21580/pjpp.v3i1.2489
<![CDATA[Abstract: It is known that it is quite difficult for companies to create a working environment that suits the characters of the Millennials, who are now undoubtedly make up the largest proportion of the workforce. This study aims to understand how job autonomy and boredom at work affect Millennials’ work engagement. Using non-probability sampling methods, 320 Millennial employees (19–37 years old) from various organizations (private and public organization) in Indonesia agreed to participate in this study. They filled in a questionnaire that measured the Utrecht Work Engagement Scale (UWES-9), Work Design Questionnaire (WDQ); and Workplace Boredom Scale. Data were analyzed using mediation analysis; and the results showed that boredom at work plays a significant role in mediating the relationship between job autonomy and employee engagement in Millennial employees. To conclude, job autonomy positively affects boredom levels of Millennial employees and low levels of boredom results in a higher employee engagement level.Abstrak: Dapat dipahami bahwa perusahaan kesulitan menciptakan lingkungan kerja yang sesuai bagi karyawan-karyawannya, khususnya karyawan Generasi Milenial yang merupakan pemain utama dalam dunia kerja. Tujuan penelitian ini adalah untuk melihat peran dari variabel-variabel yang diduga dapat mempengaruhi keterikatan kerja karyawan Generasi Milenial, yaitu kemandirian kerja dan kebosanan bekerja. Menggunakan metode non-probability sampling, 320 karyawan Generasi Milenial (19-37 tahun) dari berbagai organisasi di Indonesia (organisasi swasta dan negeri) bersedia berpartisipasi dalam penelitian ini. Mereka mengisi beberapa kuesioner, antara lain The Utrecht Work Engagement Scale (UWES-9) Work Design Questionnaire dan Workplace Boredom Scale. Analisis data yang digunakan adalah analisis mediasi; dan hasilnya menunjukkan bahwa kebosanan bekerja berperan signifikan dalam memediasi hubungan kemandiran kerja dan keterikatan kerja pada karyawan Generasi Milenial. Dapat disimpulkan bahwa kemandirian kerja dapat mempengaruhi kebosanan Generasi Milenial dalam bekerja dan rendahnya tingkat kebosanan dalam bekerja tersebut dapat mempengaruhi keterikatan kerja yang dimiliki.]]>
<![CDATA[“Making Generation Y Stay”: The Mediating Role of Organizational Commitment ]]>
<![CDATA[Sellya Putri]]>;
<![CDATA[Bertina Sjabadhyni]]>;
<![CDATA[Martina Dwi Mustika]]>
<![CDATA[ Psikohumaniora: Jurnal Penelitian Psikologi Vol 3, No 2 (2018) ]]>
Publisher : <![CDATA[Faculty of Psychology and Health - Universitas Islam Negeri Walisongo Semarang ]]>
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DOI: 10.21580/pjpp.v3i2.2513
<![CDATA[Job turnover in Generation Y has become a common phenomenon in industry in large cities. They tend to believe that it is not difficult to leave their jobs and not important to immediately settle in an organization. The study aimed to understand the mediating role of organizational commitment (OC) between perceived organizational support (POS) and turnover intention (TO). A purposive sampling technique was used in this study with 284 generation Y employees living in large cities (19-37 years old) as participants. There were three questionnaires used in this study namely Turnover Intention Scale, Organizational Commitment Scale and Survey of Perceived Organizational Support. The investigation discovered that POS positively affected OC and negatively TO. Employing mediation analysis showed that OC was a significant mediator from the relationship of POS and TO. The findings of this research provide organizations with information about how to effectively manage and retain Generation Y employees through POS and OC.]]>
<![CDATA[The Effectiveness of Reminiscence Therapy in Improving Elderly’s Well-Being ]]>
<![CDATA[Etty Sabariah Firdaus]]>;
<![CDATA[Nilam Widyarini]]>;
<![CDATA[Martina Dwi Mustika]]>
<![CDATA[ Humaniora Vol. 10 No. 3 (2019): Humaniora ]]>
Publisher : <![CDATA[Bina Nusantara University ]]>
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DOI: 10.21512/humaniora.v10i3.5874
<![CDATA[The research discussed Subjective well-being (SWB) with reminiscence therapy in the elderly. This research used a single-case experiment design to examine the effectiveness of reminiscence therapy in improving the well-being of active, elderly aged 70 years old and over. There were two participants in this research, one male and one female. This intervention consisted of five meetings held once a week for ±90 minutes each session. Quantitative analysis using the Oxford Happiness Questionnaire and qualitative analysis through observation and interviews showed an improvement in participants’ subjective well-being following the intervention. Therefore, the results of this research are likely that reminiscence therapy is effective in improving the subjective well-being of elderly individuals.]]>
<![CDATA[Role of Workplace Spirituality in Employee Loyalty among Indonesian Millennial Employees ]]>
<![CDATA[Pratiwi Wijayanti]]>;
<![CDATA[Martina Dwi Mustika]]>
<![CDATA[ Jurnal Diversita Vol 7, No 2 (2021): JURNAL DIVERSITA DESEMBER ]]>
Publisher : <![CDATA[Faculty of Psychology, Universitas Medan Area ]]>
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DOI: 10.31289/diversita.v7i2.5183
<![CDATA[This is a novel study that examines the theoretical concept of workplace spirituality and employee loyalty, particularly in the context of millennial employees in Indonesia who currently dominate the local workforce and are thought to have high turnover intentions. This research aims to determine the correlation between each dimension of workplace spirituality and each dimension employee loyalty among millennials in Indonesia. The final participants in the study were 288 millennial employees from 412 initial respondents that fill online questionnaire from 46 cities in Indonesia. All respondents were full-time employees from public and private organizations with minimum two years of work experience. This study first creating the measurement model and then performing structural equation modeling (SEM) to process and interpret the data. The results indicate that each dimensions of workplace spirituality have different effects on the loyalty of millennial employees in Indonesia, which alignment with organizational values is the main reason for staying in the organization.]]>
