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All Journal Jurnal Ilmiah Psikologi Terapan Psikologika : Jurnal Pemikiran dan Penelitian Psikologi Jurnal RAP 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
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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“Making Generation Y Stay”: The Mediating Role of Organizational Commitment Sellya Putri; Bertina Sjabadhyni; Martina Dwi Mustika
Psikohumaniora: Jurnal Penelitian Psikologi Vol 3, No 2 (2018)
Publisher : Faculty of Psychology and Health - Universitas Islam Negeri Walisongo Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (215.881 KB) | DOI: 10.21580/pjpp.v3i2.2513

Abstract

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.
The Effectiveness of Reminiscence Therapy in Improving Elderly’s Well-Being Etty Sabariah Firdaus; Nilam Widyarini; Martina Dwi Mustika
Humaniora Vol. 10 No. 3 (2019): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v10i3.5874

Abstract

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.
Working from Home during the COVID-19 Pandemic: What is the Impact on Employees’ Psychological Meaningfulness, Safety and Availability? Siti Fani Daulay; Martina Dwi Mustika
Humaniora Vol. 12 No. 3 (2021): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v12i3.7062

Abstract

The research aimed to explore the relation of work-home and home-work interactions on employees’ psychological condition while working from home during the COVID-19 pandemic. The coronavirus (COVID-19) pandemic had led various organizations to implement work-from-home measures. This rapid change in working arrangements might affect employees’ psychological condition as they navigate both their work and home responsibilities at the same time and place. The research involved 2.288 employees at one government institution in Indonesia. Data were collected in April 2020, using the web-based tool Survey Monkey. The data were analyzed by logistic regression analysis. The results show that Negative Work–Home Interactions (NWHI) are significantly associated with psychological meaningfulness and psychological safety, while Negative Home–Work Interactions (NHWI) are significantly associated with the three psychological dimensions. Positive Work–Home Interactions (PWHI) are significantly associated with psychological safety, while Positive Home–Work Interactions (PHWI) are significantly associated with the three psychological dimensions. Based on the results, it can be concluded that positive and negative experience that happens at work spill over to the home domain and vice versa, which could, in turn, impact on employee sense of meaningful, safety, and sense of having the physical, emotional, and psychological resources to perform tasks at work during working from home. Therefore, organizational support is important in maintaining employees’ psychological condition while working from home during the pandemic.
Role of Workplace Spirituality in Employee Loyalty among Indonesian Millennial Employees Pratiwi Wijayanti; Martina Dwi Mustika
Jurnal Diversita Vol 7, No 2 (2021): JURNAL DIVERSITA DESEMBER
Publisher : Faculty of Psychology, Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/diversita.v7i2.5183

Abstract

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.
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

Show Abstract | Download Original | Original Source | Check in Google Scholar

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

Show Abstract | Download Original | Original Source | Check in Google Scholar

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
Workplace Romance: Examining Romance Motives and Organization Policies in Indonesia Hiroko Jodi Brigitte Laura Amanda; Martina Dwi Mustika
Humaniora Vol. 14 No. 2 (2023): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v14i2.8419

Abstract

The research aimed to predict a person’s intention to have a romantic relationship at work, seen from the motives (love and work) and types of policies (strict, warning, no policy) that existed in the company. Romance in the workplace was a common phenomenon in organizations, but this behavior was still considered sensitive to be investigated in Indonesia. In total, 268 Indonesian employees aged 20-40 years who worked at least six months in a company participated in the 2x3 factorial experimental vignette method, and for data analysis, it used repeated measured ANOVA. The research results have found that several types of company policies determine a person’s intention to have romance at work. The stricter the rules and the heavier the punishment, the less likely a person will engage in romance at work. However, on the motive, it is found that there is no difference between the types of motives and one’s intentions in a workplace romance. Finally, the interaction between motives and policies is not significant enough to predict a person’s intention to engage in romance at work. Therefore, it can be concluded that in Indonesia, the implementation of policies still has an essential role in reducing the negative impact of romance in the workplace. Other variables can still be included for future research to see the factors influencing a person’s intentions in workplace romance.
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.
Co-Authors Anandre Forastero Anwar Anwar Archifihan Millenadya Handoko Aunia Yasyfin Bertina Sjabadhyni Cendana, Andika Putra Dayatri, Nyimas Fathia Debora Uliana Siahaan Eryandra, Alvin Etty Sabariah Firdaus Forastero, Anandre Handoko, Archifihan Millenadya Hasna Azzahra Mamoen Hasudungan, Gerald Nicholas Hiroko Jodi Brigitte Laura Amanda 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 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 Siti Fani Daulay Tiara Veronika Simamora Ully Rachmawati Widyayanti, Yorri Violeta Woromita Fathlistya Yasyfin, Aunia Yurizal Firdaus