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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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The Moderating Role of Psychological Well-Being on The Relationship Between Psychological Capital and Job Satisfaction Legowati, Maria Asri; Mustika, Martina Dwi
International Journal of Science and Society Vol 6 No 1 (2024): International Journal of Science and Society (IJSOC)
Publisher : GoAcademica Research & Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/ijsoc.v6i1.1059

Abstract

There has been a lot of research on job satisfaction recently. Employees who are satisfied with their job will have an impact on their job performance. This study aimed to determine the moderating role of Psychological Well-Being on the relationship between Psychological Capital and Job Satisfaction. Participant in this study is 207 employees of an X coal mining company in Indonesia. The measuring tools used were Psychological Well Being Scale (Ryff et al., 1995), Psychological Capital Questionnaire (Luthans et al., 2007), and Michigan Organization Assessment Questionnaire Job Satisfaction Sub Scale (Camman, et al., 1979). The result of the analysis data show that there was a relationship between psychological capital and job satisfaction, and psychological well-being had no moderating effect on the relationship between psychological capital and job satisfaction.
Emotional Intelligence as Predictor of Work Motivation: The Mediating Role of Self-Esteem - Case of Prospective Indonesian Domestic Migrant Workers Anwar, Anwar; Mustika, Martina Dwi
Psikostudia : Jurnal Psikologi Vol 13, No 1 (2024): Psikostudia : Jurnal Psikologi
Publisher : Program Studi Psikologi, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/psikostudia.v13i1.14734

Abstract

Abstracts are written in Indonesian and English wit Through the Decree of the Minister of Manpower No. 313 of 2015 established the Indonesian National Work Competency Standards (SKKNI) for domestic workers which became the guideline for competency test material for Prospective Indonesian Domestic Migrant Workers (Ministry of Manpower, 2015). Most of those competencies are technical competencies such as Operating Cleaning Equipment, Cleaning Living Rooms and Bedrooms or Cleaning Bathrooms and Toilet Facilities, which are easily observed by the assessor with the naked eye, so we consider it necessary to find out the mental processes behind the technical activities of Prospective Indonesian Domestic Migrant Workers such as how they identify their own strengths and weaknesses, self-motivation and managing emotions that encourage work motivation. The study was non-experimental based on quantitative research and utilized a survey method to collect data. Linear regression method was used to predicts the value of the Intrinsic Motivation, which is the response or outcome Emotional Intelligence being analyzed. The hypothesis of this study is that there is a relationship between emotional intelligence and work motivation which is mediated by self-efficacy. The data collected consisted of 210 Prospective Domestic Migrant Workers. Based on the results of the Pearson correlation coefficient, it can be seen that there is significant relationship between Emotional Intelligence and Intrinsic Motivation (r (208) = 1,0; p < 0,001), partially mediated by Self-Efficacy, which is 28.1%. Thus, all Job Training Institutions for Prospective Indonesian Domestic Migrant Workers must pay more attention to developing emotional intelligence for Prospective Indonesian Domestic Migrant Workers, instead of only focusing on providing technical knowledge related to work, but also psychological provision because it has been proven that technical ability has a positive correlation with emotions in predicting work motivation.
Antecedents of organizational identification: Implication for account representative performance of Corporation X mediated by perceived supervisor support Siahaan, Ira Theresia; Mustika, Martina Dwi
Psikologia: Jurnal Pemikiran dan Penelitian Psikologi Vol. 19 No. 1 (2024): Psikologia: Jurnal Pemikiran dan Penelitian Psikologi
Publisher : Talenta Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32734/psikologia.v19i1.14454

Abstract

The role of an Account Representative in Corporation X involved providing a financial income plan in the employment sector, and their performance was evaluated based on specific targets and actual achievement. However, the number of workers in Indonesia who are registered and actively paid could have been higher than the total workforce in the country. Questionnaires were used to collect responses from 160 participants, and the analysis was done using Jamovi version 2.3.28 with Moderated Mediation modules to examine the relationship. The finding suggested that perceived supervisor support significantly influenced the relationship between organizational identification and Account Representatives' performance, with a 35.3% effect size.
Peran Dukungan Sosial terhadap Work-Family Conflict dan Employment-related Guilt Ibu Bekerja di Indonesia Nyimas Fathia Dayatri; Martina Dwi Mustika
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.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.
Working from Home during the COVID-19 Pandemic: What is the Impact on Employees’ Psychological Meaningfulness, Safety and Availability? Daulay, Siti Fani; Mustika, Martina Dwi
Humaniora: Journal of Indonesia Culture and Society 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.
Workplace Romance: Examining Romance Motives and Organization Policies in Indonesia Amanda, Hiroko Jodi Brigitte Laura; Mustika, Martina Dwi
Humaniora: Journal of Indonesia Culture and Society 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.
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