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[Moral Judgment in The Workplace: The Effect of Deadlines and Peer Pressure ]]>
<![CDATA[Yurizal Firdaus]]>;
<![CDATA[Bertina Sjabadhyni]]>;
<![CDATA[Martina Dwi Mustika]]>
<![CDATA[ Jurnal RAP (Riset Aktual Psikologi Universitas Negeri Padang) Vol 10, No 1 (2019) ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/rapun.v10i1.105021
<![CDATA[Penelitian yang termasuk dalam ranah studi pengambilan keputusan secara etis ini, bertujuan untuk melihat peran dari tekanan kelompok dan tenggat kerja terhadap pembentukan pertimbangan moral karyawan dalam situasi dilematis di tempat kerja. Metode eksperimen sederhana dengan melibatkan 121 responden yang dibagi ke dalam 2 (dua) kelompok ini, mengevaluasi respon yang diberikan peserta terhadap skema cerita yang menggambarkan kondisi-kondisi kerja tertentu. Kelompok pertama, mendapatkan gambaran tentang situasi dilematis yang dihadapi di tempat kerja karena adanya tekanan dari kelompok, serta tenggat kerja tertentu yang perlu dipenuhi. Sementara, kelompok kedua memperoleh gambaran tentang situasi dilematis yang dihadapi di tempat kerja dengan hadirnya tekanan dari kelompok, namun tanpa adanya tenggat kerja tertentu. Skor penilaian yang diperoleh dari kuesioner pertimbangan moral (diadaptasi dari Reidenbach & Robin) kemudian dianalisis menggunakan independent sample (t-test). Hasil yang diperoleh menunjukkan adanya perbedaan yang signifikan terhadap skor pertimbangan moral dalam menghadapi situasi dilematis, pada kelompok yang memiliki tenggat kerja tertentu dibandingkan dengan kelompok yang tidak memiliki tenggat kerja. Lebih lanjut, penelitian ini menemukan bahwa ketika tenggat kerja diberikan, maka skor pertimbangan moral akan naik. Hal ini membawa implikasi terhadap pemahaman yang lebih jauh akan peran yang dimiliki oleh tenggat kerja sebagai stressor, dimana keberadaannya dapat berdampak terhadap semakin tingginya pertimbangan moral yang dimiliki karyawan dalam situasi dilematis di tempat kerja.]]>
<![CDATA[How Perceived Individual Safety Attitude Helps to Explain The Relationship Between Sensation Seeking and Risk-Taking Propensity in The Prediction of Individual Work Performance ]]>
<![CDATA[Woromita Fathlistya]]>;
<![CDATA[Martina Dwi Mustika]]>
<![CDATA[ Jurnal RAP (Riset Aktual Psikologi Universitas Negeri Padang) Vol 11, No 2 (2020) ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/rapun.v11i2.110589
<![CDATA[Understanding the attitudes of individuals toward safety is important for hospital prevention programs and could reduce safety-related accidents. This study investigates the effects of perceived individual safety attitude in explaining the relationship between sensation seeking and risk-taking propensity for rewards in predicting individual performance. An on-line cross-sectional study was undertaken in which 177 nurses who completed an objective task (BART) and self-report questionnaires. Path analysis results revealed that perceived individual safety attitude influenced the relationship between both sensation seeking and risk-taking propensity in predicting individual performance. Nurses with both sensation seeking and risk-taking propensity for rewards have negative perceptions toward individual safety attitude, which resulted in poor individual work performances. It is indicated that encourage performance by rewards is not always effective.]]>
<![CDATA[The relationship between career resilience and subjective well-being: The mediation effect of work stress and career success ]]>
<![CDATA[Like Hartati]]>;
<![CDATA[Martina Dwi Mustika]]>
<![CDATA[ Jurnal RAP (Riset Aktual Psikologi Universitas Negeri Padang) Vol 12, No 2 (2021) ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/rapun.v12i2.112416
<![CDATA[The issue of continuous change in the era of the industrial revolution 4.0 and the development of the workforce creates uncertain conditions. This requires employees to be ready and able to face the consequent challenges and changes that occur in their workplace. The numerous demands this imposes can be a threat to employee well-being. The concept of this study was based on (REF) study. However, we included a wider range of subjects, 709 individual employees from various organizations, in Indonesia. The results of a mediation analysis show that career resilience has a positive relationship with life satisfaction and work stress, but there is no mediating effect of work stress and career success in the relationship between these two variables. This result differs from previous studies, which have shown that the relationship between career resilience and life satisfaction is mediated by work stress and career success, with the exception of job level.]]>
<![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.]]>
