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All Journal Jurnal Ilmiah Psikologi Terapan Psikologika : Jurnal Pemikiran dan Penelitian Psikologi JURNAL PSIKOLOGI UDAYANA Psikodimensia: Kajian Ilmiah Psikologi Psikohumaniora: Jurnal Penelitian Psikologi Jurnal Psikologi Talenta JURNAL DIVERSITA International Journal of Research in Counseling and Education Humaniora Psikostudia : Jurnal Psikologi Jurnal Penelitian Pendidikan, Psikologi Dan Kesehatan (J-P3K) Psikologia: Jurnal Pemikiran dan Penelitian Psikologi International Journal of Science and Society (IJSOC) Jurnal Manajemen dan Kewirausahaan Psychological Research on Urban Society Jurnal Psikologi Udayana
Martina Dwi Mustika
Faculty Of Psychology, Universitas Indonesia
Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Immunology & microbiology Languange, Linguistic, Communication & Media Materials Science & Nanotechnology Neuroscience Nursing Physics Public Health Social Sciences Other

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Your Gadgets, Stress, and Performance: The Influence of Technostress on Individual Satisfaction and Performance Mustika, Martina Dwi; Handoko, Archifihan Millenadya; Mamoen, Hasna Azzahra; Siahaan, Debora Uliana; Yasyfin, Aunia
Psychological Research on Urban Society Vol. 4, No. 2
Publisher : UI Scholars Hub

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Abstract

The Covid-19 pandemic changes the way employees work, and the use of technologies to support their work is increasing. The aim of this study is to investigate whether technologies can harm employee satisfaction and performance. The hypothesis developed stated, that the technostress creator predicted each individual role performance differently. Job satisfaction also became a mediator, whereas the technostress inhibitor was a moderator of the relationship between the technostress creator and job satisfaction. Two hundred and forty-four online responses were collected from employees in cities during the Covid-19 pandemic. Technostress (Ragu-Nathan et al., 2008), job satisfaction (Hackman & Oldham, 1976), and individual work performance (Griffin et al., 2007) questionnaires were used. The data were analyzed using path analysis. The results suggested that the technostress creator only statistically predicted individual task proficiency (ß = –0.124, SE = 0.060, and p = 0.039) and proactivity (ß = 0.134, SE = 0.060, and p = 0.026). The results found no effects from the mediator or moderator on the prediction of job satisfaction and individual role performances. Therefore, the technostress creator only increased employee stress if the technologies used disrupted their work. However, to some extent, the technostress creator can increase employee innovation when finishing work.
How a Leader Transforms Employees' Psychological Empowerment into Innovative Work Behavior Prabowo, Rahadi; Mustika, Martina Dwi; Sjabadhyni, Bertina
Psychological Research on Urban Society Vol. 1, No. 2
Publisher : UI Scholars Hub

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Abstract

Businesses, especially those in urban areas, rely on innovation as a crucible of growth. Therefore, innovation is central to a business’s success. A transformational leader spurs their employees’ capability and efficacy. As a result, employees feel valued by the company, which encourages them to be innovative in the workplace. Thus, they can be inventive without fearing a reprimand by superiors. We argue that psychological empowerment indirectly influences the relationship between transformational leadership and innovative work behavior. This study surveyed 292 employees from different organizational types (e.g., private sector and public sector) in urban areas. The results of the study’s moderated mediation analysis demonstrate that innovative work behavior is the outcome of psychological empowerment through transformational leadership. Therefore, a transformational leader tends to empower their employees psychologically, which may improve employees’ ability to be more innovative at work. Furthermore, organizational types play a role in influencing employees’ psychological empowerment.
EFFECTS OF FLEXIBLE WORK ARRANGEMENTS ON ETHICAL DECISION MAKING: JOB SATISFACTION AS A MEDIATOR Tiara Veronika Simamora; Martina Dwi Mustika; Bertina Sjabadhyni
Jurnal Psikologi TALENTA Vol 4, No 2 (2019): Maret
Publisher : Universitas Negeri Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (0.881 KB) | DOI: 10.26858/talenta.v4i2.8486

Abstract

Abstract. Ethical Decision Making (EDM) is behavior that is based on cognitive morals to choose an ethical decision. Flexible Work Arrangement (FWA) is a work option that allows employees to be flexible in terms of the place of work and its settlement. Job satisfaction is a positive feeling about work. This study will see job satisfaction mediates flexible work arrangement relationships with ethical decision making. This research method is a survey with a cross sectional design. The sample in this study were those who had worked in Indonesia with simple random sampling. The results of the study point out a significant indirect effect of flexible work arrangement on ethical decision making through job satisfaction
WORKFORCE AGILITY AND ADAPTIVE PERFORMANCE IN GOVERNMENT INSTITUTION: THE MEDIATING ROLE OF WORK ENGAGEMENT Nur Ike Saptarini; Martina Dwi Mustika
Jurnal Manajemen dan Kewirausahaan Vol. 25 No. 1 (2023): MARCH 2023
Publisher : Management Study Program, Faculty of Business and Economics, Petra Christian University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.9744/jmk.25.1.55-62

Abstract

In government institutions, there have been several important changes such as the equalization of structural to functional positions and changes in the operating system. The state apparatus must have the ability to overcome changes and manage them. This research aims to determine how work engagement intervenes in the relationship between workforce agility and adaptive performance. The research was conducted quantitatively using a set of questionnaires. Participants in this study included 191 state apparatus in a government institution. The data was processed using IBM SPSS version 26. The mediating function of work engagement was examined using Andrew Hayes' analysis of the mediation model 4 Hayes process v4.0. The mediation test showed that the indirect effect of the range of confidence values is in the value 0.1448 – 0.4471 with a 95% confidence interval (CI) level and 5000 sample bootstraps. This suggests that the link between workforce agility and adaptive performance had a mediating role for work engagement variables. Based on this study, government institutions need to create employee development programs that can increase workforce agility and work engagement to improve the adaptive performance of state apparatus.
Understanding Eco-Anxiety as a mediator between emotional stability and Eco-Activism Widyayanti, Yorri Violeta; Mustika, Martina Dwi
International Journal of Research in Counseling and Education Vol 7, No 1 (2023): International Journal of Research in Counseling and Education
Publisher : Universitas Negeri Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24036/00621za0002

Abstract

Current climate change demands concrete behavior that has a positive impact on the environment, namely eco-activism. Eco-activism is influenced by various factors, one of which is emotional stability. The emergence of eco-activism can also be caused by a person’s eco-anxiety. This study aims to present an overview of the correlations between eco-activism, emotional stability, and eco-anxiety in Indonesian society, where eco-anxiety has a role as a mediator. On-line questionnaires comprising the Ten Item Personality Inventory (TIPI), the Hogg Eco-Anxiety Scale (HEAS-13) and the Pro-Environmental Behavior Scale (PEBS-2013) were administered to 279 Indonesian citizens (WNI) aged 19–65 years. The results of this study shows that having emotional stability can enable an individual to react to challenging circumstances like climate change in an environmentally beneficial manner. Furthermore, an individual's emotional stability greatly impacts their ability to effectively handle challenging situations, frequently linked with feelings of anxiety. Interestingly, anxiety related to climate change can enhance a person's motivation to positively contribute to environmental efforts.Moreover, eco-anxiety significantly mediates the correlation between emotional stability and eco-activism.This research provides an overview of the relationship between emotional stability, eco-anxiety, and eco-activism in Indonesian society, which has not been widely researched.
The role of personality on resilience-moderated work stress in employees Hasudungan, Gerald Nicholas; Mustika, Martina Dwi
Jurnal Ilmiah Psikologi Terapan Vol. 12 No. 1 (2024): January
Publisher : University of Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jipt.v12i1.31035

Abstract

The COVID-19 pandemic has had an impact on the entire business industry. Various companies are facing the post-pandemic situation and are trying to make adjustments to the current situation. The adjustments made by these companies create an impact on employees and lead to work stress for them. This study aims to examine the moderating effect of resilience on the relationship between personality and employee work stress. The results of previous research found inconsistencies in the results of the correlation between personality and employee work stress. Resilience, which can buffer the effects of work stress, is used as a moderating variable. The number of respondents who were actively involved was 499, who were employees aged 22–40 years and worked in various business sectors. All respondents have filled out three measurement scales: the personality scale, the work stress scale, and the resilience scale. Data collection was carried out using Google Forms. This study conducted a moderation analysis using the Hayes model 1 macro process to test the research model. Study findings show that the role of resilience moderates the relationship between personality and employee work stress (p = 0.003). The findings also show that resilience will be able to reduce work stress felt by individuals. Resilience is a component that can protect individuals from the impact of work stress. Companies need to provide assistance to improve their employees' resilience skills to reduce the daily effects of work stress.
Peran Dukungan Sosial terhadap Work-Family Conflict dan Employment-related Guilt Ibu Bekerja di Indonesia Dayatri, Nyimas Fathia; Mustika, Martina Dwi
Jurnal Psikologi Udayana Vol 8 No 2 (2021)
Publisher : Program Studi Sarjana Psikologi, Fakultas Kedokteran, Universitas Udayana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/JPU.2021.v08.i02.p09

Abstract

Previous studies have highlighted the importance of cultural sensitivity when investigating the work–family interface. Characteristics of each culture may impact differently on how individuals view work and family roles. This study aims to investigate whether social supports, such as spousal support, supervisory support, and domestic support, predict work–family conflict and employment-related guilt among Indonesian working married women. The study surveyed 442 women who were 23–48 years of age, employed in both the public and private sectors in Indonesia, and had at least one child at home. Path analysis was conducted to test the hypotheses. The study found that instrumental spousal support and supervisory support are significant predictors of both work-to-family conflict and family-to-work conflict. Emotional spousal support predicts family-to-work conflict but not work-to-family conflict. However, the results suggest that spousal support, supervisory support, and work-to-family conflict did not predict employment-related guilt. Domestic support also did not predict work–family conflict and employment-related guilt. The findings emphasize the importance of certain social support for employed mothers, particularly in a collectivist society like Indonesia. Organizations could provide employee assistance programs that offer counseling services to employees who have family-related problems. Training for managers and supervisors would be another approach to increasing awareness of the importance of supervisory support. Other implications of the findings and recommendations for professionals are discussed.
Promosi dan Anggaran: Peran Promosi dalam Memengaruhi Penggunaan Buy Now Pay Later Secara Berlebihan pada Berbagai Kondisi Finansial Cendana, Andika Putra; Mustika, Martina Dwi
JURNAL PENELITIAN PENDIDIKAN, PSIKOLOGI DAN KESEHATAN (J-P3K) Vol 5, No 3 (2024): J-P3K DESEMBER
Publisher : Yayasan Mata Pena Madani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51849/j-p3k.v5i3.518

Abstract

Buy Now Pay Later (BNPL) adalah salah satu metode pembiayaan terbaru. Metode ini menawarkan cara baru untuk membayar suatu produk, membuat pembiayaan lebih inklusif bagi konsumen, dan merupakan metode pembiayaan yang populer, terutama bagi generasi muda. Namun, cara pembiayaan yang mudah tapi berisiko ini, dapat menyebabkan efek yang merugikan jika digunakan tanpa kontrol diri yang baik. Konsumen yang memiliki keterbatasan finansial akan memerlukan pendanaan untuk memenuhi kebutuhannya, namun hal ini juga dapat membuatnya menggunakan pembiayaan tersebut secara berlebihan. Promosi yang dilakukan oleh penyedia layanan BNPL semakin meningkatkan risiko untuk konsumen menggunakan BNPL secara berlebihan. Penelitian ini menggunakan metode experimental vignette method dan pengumpulan data melalui survei pada 926 pengguna BNPL yang berusia muda. Penelitian ini mengeksplorasi interaksi antara kondisi keuangan dan promosi terhadap kecenderungan konsumen untuk melakukan pengeluaran berlebihan pada BNPL. Penelitian ini menemukan bahwa kondisi keuangan dan promosi penjualan mempengaruhi kecenderungan konsumen untuk melakukan penggunaan berlebihan pada BNPL. Namun, penelitian ini menemukan bahwa konsumen yang memiliki kondisi keuangan yang memadai lebih rentan terhadap promosi dan pengeluaran berlebihan daripada konsumen yang memiliki kondisi keuangan yang terbatas. Selain itu, jenis promosi yang diminati oleh konsumen yang memiliki keterbatasan finansial adalah promosi diskon langsung, sedangkan konsumen yang memiliki kemampuan finansial yang cukup lebih tertarik pada promosi cashback.
How rationality predicts individual perception of safety climate: An application of the hybrid model of learning in personality Mustika, Martina Dwi; Jackson, Chris J.
Psikohumaniora: Jurnal Penelitian Psikologi Vol. 5 No. 1 (2020)
Publisher : Faculty of Psychology and Health - Universitas Islam Negeri Walisongo Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (225.451 KB) | DOI: 10.21580/pjpp.v5i1.5274

Abstract

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.
Is Sensation-Seeking Always Bad? The Role of Sensation-Seeking in Predicting Individual Work Role Performance Lelyana, Margaretha Langen Sekar; Siregar, Rury Ervina; Mustika, Martina Dwi
Psikologika: Jurnal Pemikiran dan Penelitian Psikologi Vol. 27 No. 1 (2022)
Publisher : Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/10.20885/psikologika.vol27.iss1.art2

Abstract

Sensation-seeking can be an outcome predictor in an organization when expressed through several social cognitive variables, such as emotional intelligence. Thus, the behavior generated by sensation-seeking can be more functional. The purpose of this study is to identify whether sensation-seeking can be expressed through emotional intelligence to predict individual performance. This study uses a quantitative design with a correlational strategy. The study participants were 167 Indonesian employees from three banking, oil and gas, and mining industries who filled out a questionnaire investigating their sensation-seeking, emotional intelligence, and individual performance. The questionnaires used Work Role Performance Scale and Learning Style Profiler. Data analysis was done by mediation process from Hayes. The results show that sensation-seeking and emotional intelligence directly predicts individual performance. However, indirect effect analysis proves that emotional intelligence cannot express sensation-seeking to predict individual performance. Thus, people who have high level of sensation-seeking not always bad because they can be an active learner also improve their work role performance in organization.
Co-Authors Amanda, Hiroko Jodi Brigitte Laura Anandre Forastero Anwar Anwar Archifihan Millenadya Handoko Aunia Yasyfin Bertina Sjabadhyni Cendana, Andika Putra Daulay, Siti Fani Dayatri, Nyimas Fathia Debora Uliana Siahaan Eryandra, Alvin Etty Sabariah Firdaus Forastero, Anandre Handoko, Archifihan Millenadya Hasna Azzahra Mamoen Hasudungan, Gerald Nicholas Jackson, Chris J. Kaur, Deepraj Kinanti Alvani Pane Legowati, Maria Asri Lelyana, Margaretha Langen Sekar Like Hartati M.M. Nilam Widyarini Mamoen, Hasna Azzahra Nur Ike Saptarini Nyimas Fathia Dayatri Pane, Kinanti Alvani Prabowo, Rahadi Pratiwi Wijayanti Putri, Sellya Rahadi Prabowo Sasmita, Nina Amelia Sellya Putri Siahaan, Debora Uliana Siahaan, Ira Theresia Simanjuntak, Dewi Fransiska Siregar, Rury Ervina Tiara Veronika Simamora Ully Rachmawati Widyayanti, Yorri Violeta Woromita Fathlistya Yasyfin, Aunia Yurizal Firdaus