Persona:Jurnal Psikologi Indonesia
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Kepribadian proaktif dan job hopping intention: Menguji kepuasan kerja sebagai mediator: Proactive personality and job hopping intention: Testing job satisfaction as a mediator
No full textThe phenomenon of employees who tend to change jobs is increasingly widespread, especially among Generation Z, who tend to leave their jobs in less than 6 months, which makes it challenging for organizations to retain their employees. This study aims to examine the relationship between proactive personality and job-hopping intention, as well as the mediating role of job satisfaction in this relationship. The instruments used in this study were the Job-Hopping Intention Scale (α=0,880), the Proactive Personality Scale (α=0,839), and the Job Satisfaction Survey (α=0,920). The research method used is quantitative, involving 114 respondents who are Generation Z employees in Jabodetabek and have less than 2 years of service. Data were analyzed using the PROCESS Macro for SPSS (Model 4) developed by Hayes. The results showed that job satisfaction has a significant effect in mediating the relationship between proactive personality and job-hopping intention. Thus, job satisfaction is an important aspect in reducing employees’ job-hopping intention. Companies are expected to develop programs to increase employee job satisfaction, such as career coaching, reward systems, supportive work environments, and greater job autonomy
Kebersyukuran dan ketangguhan sebagai mediator dukungan sosial dengan kesejahteraan psikologis guru honorer: Gratitude and resilience as mediators of social support with psychological well-being of honorary teachers
Full text linkAccording to the Organisation for Economic Co-operation and Development (OECD) 2023, teacher salaries in Indonesia are quite low. The problem of low compensation for honorary teachers has an impact on job satisfaction and reduces the psychological well-being of honorary teachers. This study aims to examine the psychological well-being model of honorary teachers. This study uses a quantitative approach with a survey design. The instruments used are the Ryff Psychological Well-being Scale, Social Support Scale, Gratitude Scale, and Short Grit Scale. This study involved 334 honorary teachers who were taken using the convenience sampling technique. Data were analyzed using path analysis techniques with the help of the SEM-PLS program. The results of the study showed that social support has an indirect effect on the psychological well-being of honorary teachers through gratitude and resilience. This study concludes that the availability of social support is not enough to make honorary teachers achieve psychological well-being. Honorary teachers need an attitude of gratitude and resilience in order to be psychologically prosperous. This study implies that it is necessary to develop a training program to increase gratitude and resilience so that teachers achieve psychological well-being
Kepuasan kerja dan loyalitas karyawan: Menguji peranan Organizational Citizenship Behavior sebagai mediator: Job satisfaction and employee loyalty: Testing the role of Organizational Citizenship Behavior as a mediator
Full text linkRetaining employee loyalty is a major challenge in the business world, particularly in the competitive property development industry, as faced by PT. XYZ. Employee loyalty significantly impacts productivity and the company's image. Job satisfaction and Organizational Citizenship Behavior (OCB) are crucial factors influencing employee loyalty, especially in addressing high turnover rates and variations in employee performance. This study aims to determine the direct and indirect effects of job satisfaction, Organizational Citizenship Behavior, and employee loyalty at PT XYZ. The research employs a quantitative method with a saturated sample approach involving 145 employees. Data were collected using structured questionnaires based on a job satisfaction scale (α= 0.855), an Organizational Citizenship Behavior scale (α= 0.834), and an employee loyalty scale (α= 0.897). Data analysis was conducted using mediation analysis through IBM SPSS v.25 (PROCESS Hayes-model 4). The findings indicate that job satisfaction, directly and indirectly, affects employee loyalty, with Organizational Citizenship Behavior serving as a significant mediation. These results highlight the importance of enhancing job satisfaction and fostering Organizational Citizenship Behavior as strategies to strengthen employee loyalty within organizations
Pengaruh dark triad personality terhadap perilaku cyberbullying: Empati dan regulasi emosi sebagai mediator: The influence of dark triad personality on cyberbullying behavior: Empathy and emotional regulation as mediators
Full text linkCurrently, cyberbullying remains a problem globally. This issue is prevalent among teenagers. Several studies have explored this problem, but none have attempted to test the theoretical model of the dark triad personality, empathy, and emotional regulation on cyberbullying. This research aims to test a model involving cyberbullying, dark triad personality, empathy, and emotional regulation as mediators. A total of 309 out of 1205 high school students from two private schools (207 students) and one public school (102 students) in Yogyakarta voluntarily participated in this study. Purposive sampling was used to recruit respondents. The cyberbullying scale (α = .932), dark triad personality scale (α = .752), empathy scale (α = .785), and emotional regulation scale (α = .915) were used to collect data. Content validity and internal consistency reliability were applied. Data analysis was conducted using Structural Equation Modeling (SEM) with Amos 12 software. The results of this study indicate that the model of dark triad personality, empathy, and emotional regulation as mediators of cyberbullying behaviour produces a well-fitting model with its empirical data (CMIN=.747, p=862, RMSEA= .000, GFI= .999). Emotional regulation and empathy partially mediate the influence of psychopathy and narcissism on cyberbullying behaviour. Psychopathy is the only personality trait of the dark triad that directly or indirectly affects cyberbullying. The implications of the research are the need to develop interventions to reduce the dark triad personality traits and enhance empathy and emotional regulation in adolescents, in order to avoid cyberbullying behavior
Regulasi emosi dan perilaku agresi siswa: Budaya kehormatan sebagai mediator: Emotion regulation and students' aggressive behavior: Honor culture as a mediator
Full text linkThis research aims to determine the role of honor culture in mediating emotional regulation and students' aggressive behavior at school. The research participants were 245 students at high schools in Manggarai Regency, Flores, NTT, Indonesia who were recruited using purposive judgment sampling techniques. Research data collection used an aggression behavior scale, an emotional regulation scale and a culture of honor scale. All scales have been validated using Confirmatory Factor Analysis (CFA). Data analysis used a mediation model regression, with the help of the SPSS For Windows 3.5.2 program. The research results show that honor culture plays a significant role in mediating the relationship between emotional regulation and students' aggressive behavior. Educators should empower a culture of honor to improve students' emotional regulation so that they do not behave aggressively at school
Iklim sekolah dan perilaku prososial siswa reguler di sekolah inklusif: Bagaimana peran identitas moral sebagai mediator? School climate and prosocial behavior of regular students in inclusive schools: What is the role of moral identity as a mediator?
Full text linkPrevious studies have emphasized the influence of the school environment on students' prosocial behavior. However, few studies still concentrate on alternative mechanisms that contribute to developing students' prosocial behavior. This study aimed to investigate how moral identity plays a role as a mediator in the relationship between school climate and students' prosocial behavior in inclusive schools. A cluster random sampling technique was used to select participants. This study included 872 children attending inclusive schools in Surabaya City. The research instrument used a scale of moral identity (α=0.918), prosocial behavior (0.740), and school climate (0.889). Data were analyzed using structural equation modeling (SEM). The study's findings indicate a positive relationship between the overall school climate and the tendency of regular students in inclusive schools to engage in prosocial activities. This relationship is influenced by the role of moral identity as a mediator. These findings enhance our understanding of the importance of moral identity and have practical implications for intervention programs aimed at improving prosocial behavior among regular students in inclusive schools.
 
Kepemimpinan transformasional dalam pembentukan Organizational Citizenship Behavior (OCB) Polisi: Kepuasan kerja sebagai mediator: Transformational leadership in the formation of Police Organizational Citizenship Behavior (OCB): Job satisfaction as a mediator
Full text linkPrevious research emphasizes the importance of Organizational Citizenship Behavior (OCB) in public institutions, including the police. However, there is limited literature that examines how OCB subtypes are formed. Considering the centrality of the leader figure in the police, this research investigates the role of transformational leadership in the formation of OCB through attitudinal mechanisms, namely job satisfaction. The quantitative research involved 251 participants, chosen via cluster sampling from a single Resort/Departmental Police Force in Indonesia. This participant willingly completed three main scales: the OCB scale, the job satisfaction scale, and the transformational leadership scale. Data processing used mediation analysis with JASP software JASP 0.17.3 (Intel). The results align with previous findings, which stated a significant positive relationship between transformational leadership and OCB, which was mediated by job satisfaction. Furthermore, this research shows that only the OCB-Individual (OCBI) subtype (courtesy and altruism) is related to transformational leadership through the mediation of job satisfaction. Discussions and implications are outlined in detail, both for police institutions and future researcher
Dampak rasa syukur pada keterlibatan kerja sukarelawan: Peran mediasi modal psikologis: Impact of gratitude on volunteer work engagement: Mediating role of psychological capital
Full text linkThis research is crucial to comprehend and enhance volunteer work engagement in non-profit organizations, emphasizing the mediating role of psychological capital to guide organizations in building and sustaining volunteer contributions by understanding the mechanisms through which gratitude influences work engagement. This study aims to determine the role of psychological capital on gratitude and work engagement in volunteers. The research design used quantitative methods with purposive sampling with 250 respondents, dominated by female respondents with an average age of 18-21 years. Data collection used three questionnaires: 24 items Psychological Capital Questionnaire scale (PCQ), 17 items Utrecht Work Engagement Scale (UWES) and 11 items Gratitude Questionnaire (GQ-6). The validity uses Confirmatory Factor Analysis (CFA) with Lisrel 8.7 and the hypothesis is tested by regression analysis with mediators using PROCESS by Hayes in SPSS Ver. 26. The results showed psychological capital (optimism, hope, self-efficacy, resilience) significantly mediates gratitude and work engagement relationships in volunteers
The Workplace wellbeing dan employee engagement pada karyawan: Menguji peranan resiliensi sebagai mediator: Workplace wellbeing and employee engagement in employees: Examining the role of resilience as a mediator
No full textThe existence of globalization encourages every organization to be more adaptive in facing dynamic changes. Employee engagement is considered one of the important factors that can increase human resource performance. This research aimed to understand the impact of variables that can influence employee engagement, in order for the employees can be more engaged to the organization. Furthermore, this study examined the relationship between workplace well-being toward employee engagement with resilience as a mediator. The method used in this research was the quantitative method. The questionnaires using a random sampling technique and the answers from 183 employees across various regions in Indonesia with the following characteristics: employees aged 20 to 50, minimum tenure 1 year, were analyzed using SEM (Structure Equation Modelling) with the assistance of the smart PLS program. According to the analysis, it was found that (1) workplace wellbeing positively significantly influences employee engagement, (2) workplace wellbeing positively significantly influences resilience, (3) resilience positively significantly influences employee engagement, and (4) resilience mediates the relationship between workplace wellbeing and employee engagement. The result indicates that an Organization can increase employee engagement by building strong workplace well-being and supporting employees in increasing their resilience