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All Journal Anfusina: Journal of Psychology World Psychology
Imha, Ulia Arbarehan
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Organizational Commitment: Developing a Valid and Reliable Measuring Instrument Sina, Aditya Citra Ibnu; Rahmasari, Dewi Hajar; Wijayadi, Dwiky Wahyu; Prasetya, Joshua Aljamo Christ; Maulidina, Nurul; Imha, Ulia Arbarehan; Suherman, Suherman
ANFUSINA: Journal of Psychology Vol. 8 No. 1 (2025): ANFUSINA: Journal of Psychology
Publisher : Universitas Islam Negeri Raden Intan Lampung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24042/ajp.v8i1.24002

Abstract

Organizational commitment is crucial to study because high commitment is believed to be beneficial for both the organization and the employees themselves. When employees have a commitment to the organization, it leads to their optimal efforts, which are essential for achieving organizational goals. This study uses the organizational commitment theory developed by Allen and Meyer (1991), which encompasses three aspects: affective, continuance, and normative commitment. The theory was further developed into 47 items. The theory was chosen because it effectively represents the dimensions of organizational commitment and serves as a solution to enhance understanding and develop effective strategies to strengthen organizational commitment. The research was conducted at Hospital X with a population of 728 employees, and 202 research subjects were selected using simple random sampling. The research employed a quantitative method, and data collection was conducted using a Likert scale questionnaire. The results of the study revealed that out of the 47 items, 12 items were invalid, leaving 35 items that can measure the variable of organizational commitment.Keywords: Organizational Commitment, Psychological Scale, Measuring Instrument
Effectiveness of Anti-Bullying Program in Enhancing Positive School Climate in Middle Schools Imha, Ulia Arbarehan; Al-Momani, Ammar; Hamdan, Salma
World Psychology Vol. 4 No. 1 (2025)
Publisher : Sekolah Tinggi Agama Islam Al-Hikmah Pariangan Batusangkar, West Sumatra, Indonesia.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55849/wp.v4i1.803

Abstract

Bullying in schools is a pervasive issue that negatively impacts students’ mental health, academic performance, and overall school climate. A positive school climate is essential for fostering an environment conducive to learning, where students feel safe, respected, and supported. Anti-bullying programs have been implemented to address this problem; however, their effectiveness in enhancing school climate, particularly in middle schools, remains underexplored. This study aims to evaluate the effectiveness of an anti-bullying program in improving the school climate in middle schools. The research utilizes a quasi-experimental design, with 300 students from three middle schools participating in the study. Pre- and post-program surveys were administered to assess students’ perceptions of school climate, including safety, respect, and inclusiveness. The results indicate a significant improvement in the overall school climate, with increased perceptions of safety and respect, and a reduction in bullying behaviors. Students reported feeling more supported and engaged in the school community after the program. The study concludes that anti-bullying programs can be highly effective in fostering a positive school climate, providing a safer and more supportive environment for students. The findings suggest that implementing such programs in middle schools can significantly contribute to improving the educational experience and well-being of students.
The Influence of Organizational Culture on Employee Job Satisfaction and Performance in the Public Sector Imha, Ulia Arbarehan; Rao, Don Gusti; Rahimi, Ramin
World Psychology Vol. 4 No. 1 (2025)
Publisher : Sekolah Tinggi Agama Islam Al-Hikmah Pariangan Batusangkar, West Sumatra, Indonesia.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55849/wp.v4i1.807

Abstract

Organizational culture plays a pivotal role in shaping employee job satisfaction and performance, particularly in the public sector where the nature of work is often influenced by public service values and government policies. A positive organizational culture is associated with increased motivation, job satisfaction, and improved performance, whereas a negative culture can lead to disengagement and inefficiency. Despite its importance, there is limited research on how organizational culture specifically impacts employee job satisfaction and performance in the public sector, especially in non-Western contexts. This study aims to explore the relationship between organizational culture, job satisfaction, and employee performance in public sector organizations. A quantitative research design was employed, using surveys distributed to 300 employees from various public institutions. Data were analyzed using regression analysis to examine how dimensions of organizational culture, such as values, communication, and leadership styles, influence job satisfaction and performance. The results indicate that organizational culture has a significant positive impact on both job satisfaction and performance. Employees who perceived their work environment as supportive, inclusive, and aligned with organizational values reported higher levels of satisfaction and better performance. The study concludes that fostering a positive organizational culture is essential for enhancing employee outcomes in the public sector, and recommends targeted interventions to cultivate such a culture.
Co-Authors Al-Momani, Ammar Hamdan, Salma Maulidina, Nurul Prasetya, Joshua Aljamo Christ Rahimi, Ramin Rahmasari, Dewi Hajar Sina, Aditya Citra Ibnu Suherman, Suherman Wijayadi, Dwiky Wahyu