APIO International Conference 2013

5 October 2013

Jakarta, Indonesia

Improving Employee Relations

for a Better Organizational Climate

Program & Abstract Proceedings

International Scientific Committee

Hora Tjitra

Fendy Suhariadi

Dwi Riyanti Prihatin

A. A. Anwar Prabu M.

Murnizam Hj. Halik

Suryana Sumantri Rostiana D. Nurdjajadi

Bertina Sjabadhyni

Editor

Juneman Abraham

Published by

Indonesian Association of Industrial &

Organizational Psychology (APIO)

PROGRAM & ABSTRACT PROCEEDINGS OF 5TH APIO

INTERNATIONAL CONFERENCE

ISSN 2339-0565

Editor:

Juneman Abraham

International Scientific Committee:

Prof. Dr. Hora Tjitra (Zhejiang University, China) Prof. Dr. Murnizam Hj. Halik (Universiti Malaysia Sabah, Malaysia) Prof. Dr. Fendy Suhariadi (Universitas Airlangga, Indonesia) Prof. Dr. Suryana Sumantri, M.S.I.E. (Padjadjaran University, Indonesia) Prof. Dr. Benedicta Prihatin Dwi Riyanti (Atma Jaya Catholic University, Indonesia) Dr. Rostiana D. Nurdjajadi (Tarumanagara University, Indonesia) Dr. A. A. Anwar Prabu Mangkunegara (Mercu Buana University, Indonesia) Dra. Bertina Sjabadhyni, M.Si. (APIO Jakarta, Indonesia)

First published by Indonesian Association of Industrial & Organizational Psychology

(APIO) in collaboration with Mercu Buana University, October 2013

APIO Headquarter Secretariat

Universitas AirlanggaKampus B, Fakultas Psikologi

Jl. Airlangga 4-6, Surabaya 60286Tel/Fax +62 31 5032 770;

+62 31 50 144 60 / +62 31 5025 910

E-mail: [email protected];

[email protected]

Mercu Buana University

Fakultas Psikologi Jl. Meruya Selatan, Kembangan

DKI Jakarta 11650 Tel/Fax +62 21 58903455 /

+62 21 5861906

E-mail: [email protected];

[email protected] www.mercubuana.ac.id

Cover Design: Tommy Hendrawan

xi + 86 pages

17,6 x 25 cm

http://www.mercubuana.ac.id/

http://www.apioindonesia.com/

iii

Opening Speech

PRESIDENT OF

ASSOCIATION OF INDUSTRIAL AND

ORGANIZATIONAL PSYCHOLOGY (APIO)

IN INDONESIA

IN THE 5TH APIO INTERNATIONAL CONFERENCE

Mercu Buana University, JAKARTA 5TH OCTOBER 2013

To the Coordinator Minister of Economic, Mr. Hatta Rajasa who I respect,

To the Governor of Jakarta, Mr. Joko Widodo who I respect,

To the Rector of Mercu Buana University, Mr Dr. Arrisetyanto Nugroho, M.M., who I respect,

And to the all of keynote speakers, Mr. Prof. Hora Tjitra and Mr. Prof. Dr.

Murnizam Hj. Halik, who I respect

And everyone who attending at this place today, who I respect.

Assalamualaikum wr. wb.

In this morning, let us reflect and pray together for a moment, hopefully

we are up this morning still blessed with happines by God the Almighty

Allah SWT, given the power to give thanks always. And, let us prove to keep

running and stay away from the obligation imposed by Allah the Lord is the

Most Just.

First of all, I would like to thank you to the Dean of Faculty of

Psychology Mercu Buana University Dr. H. A. A. Anwar Prabu

Mangkunegara, and the Chairman of APIO DKI Jakarta Dra. Bertina Sjabadhyni, M.Si., Psi. as a coordinator of steering committee and all of

person who give their contribution, support and effort for this event, and

make this event come true.

iv

Today is the 5th of APIO conference, in which previously we held

conference in Surabaya at 2002, in Bandung at 2005, in Jogjakarta at 2007,

National symposium in Jakarta at 2009 and last in Surabaya at 2010.

Interestingly that today at the 5th of APIO conference is the same date with

the anniversary of APIO in which at 5th of October 1999. So, hopefully with

the spirit of anniversary we can use this event to make APIO better.

APIO believed that the main purpose on their activities in academic

meeting and conferences is to develop science in industrial and

organizational psychology and also as a tools for developing competencies

in every practicioner in industrial and organizational psychology. Today, we

took issue is “Improving Employee Relations for a Better Orginzational Climate”, in which through this issue, APIO will have contribution to make

employee relations in Indonesia better.

Well, Ladies and Gentleman,

As we know today, in every organization facing rapid competition, in

order to winning its competition they should have good human resources and also strong employment relationship with their organization’s members.

But, unfortunately managing human resources and employment relations are

not easy et all, since there are many significant changing in dynamic

organizational environment and workforce such as the rise of knowledge worker, generation gap, conflict between employer and employees,

changing in psychological contract, and increasing amount of dual career

family in which more or less affecting human resources management and

organizational climate.

Furthermore, in order to have comprehensive discussion related to the

issue in employee relations, we choose eight sub topics such as

organizational change and leadership, work life balance and engagement,

managing employees performance and productivity, compensation and

benefit, work health and safety, industrial relations, employees well being,

and also hot issues today in Indonesia is about outsourcing and its equal

opportunity and also policies. On every sub topics, we put psychological

v

aspects and human resources management as a focus of discussion on this

international conference.

However, Industrial and Organizational Psychologist should have

contribution to help organization facing these changing and building strong

climate in organization, to make it more better and achieve their competitive

advantage. Through combining between scientific approach and practicioner

approach, we believed that we can give comprehensive solution to the

organization in order to improve their employment relations and then lead

to build strong organizational climate.

Finally, that’s all my speech, may what I have delivered be usefull for us

and for this international conference, I believed everyone who attended this event can have interesting interactions each others, and also having many

benefit for their knowledge and also practice. As human being, I realize that

I can’t avoid the mistakes, so I apologize to you all, and I don’t forget to say

thanks so much for your attention.

And happy conferencing.

Warm regards,

Prof. Dr. Fendy Suhariadi, M.T.

President of APIO

vi

Preface

I am honored to welcome you to the 5th APIO International Conference

in Mercu Buana University, Jakarta. I would like to express my deepest

gratitude to Prof. Dr. Fendy Suhariadi as the President of APIO who has been

collaborating with us in Faculty of Psychology, Mercu Buana University,

Dra. Bertina Sjabadhyni, M.Si., Psi. serving as the Chairman of APIO of DKI

Jakarta, Prof. Dr. Hora Tjitra as a Professor from Zheijiang University, China,

and Prof. Dr. Murnizam Hj. Halik as a Professor of School Psychology from

University of Malaysia Sabah, for your assistance, support and expertise, which are so important that could hardly be overestimated.

I would like to thank all presenters and participants of call for paper;

sharing your knowledge and ideas is highly valuable and needed. I wish to

all of us fruitful discussions, interesting findings and observations. I would like to inform you that the paper presented by the participants

and given a decent value by reviewers will be published in Scientific Journal

of Industrial & Organizational Psychology (Jurnal Ilmiah Psikologi Industri

dan Organisasi/JPIO) (ISSN 2302-8440). Finally, I believe that everyone attending this conference will greatly

benefit from this international event, and I hope that you will have a

productive interaction during the conference. With gratitude and best

wishes, I hope for a successful strategic collaboration, for present and future, for all of the participants, in the area of universities, industries and

government.

Let us keep moving forward. Best of Luck and May God Bless Us all.

Yours Sincerely,

Dr. H. A. A. Anwar Prabu Mangkunegara

Dean of Faculty of Psychology,

Mercu Buana University

vii

Table of Contents

Opening Speech iii

Preface vi

Table of Contents vii

Program 2

Parallel Session 4

ROOM 1 – Organizational Change and Leadership 4

ROOM 2 – Organizational Change and Leadership 5

ROOM 3 – Others 6

ROOM 4 – Work-Life Balance and Engagement 7

ROOM 5 – Work-Life Balance and Engagement 8

ROOM 6 – Employee Performance & Productivity 9

Prof. Dr. Hora Tjitra 10

Prof. Dr. Murnizam Hj. Halik 15

About APIO 19

APIO History 19

APIO Vision 19

APIO Mission 19

APIO Organization (2010-2014) 20

APIO Conference & Symposium 21

APIO Books & Proceedings 21

viii

APIO Scientific Journal (JPIO) 22

ABSTRACT PROCEEDINGS 24

Building Organizational Culture Based on Competing Value Framework to Gain

Competitive Advantage 25

Diagnosing Indonesian Organizations using Blockage Organization Inventory 26

Leader Member Exchange in Organizational Context: Study in

Telecommunication Company 27

The Effects of Internal Corporate Social Responsibility to Employees’

Organization Commitment in Education Institutions 28

The Impact of Individual Perception to Organizational Readiness For Change,

Individual Readiness for Change and Psychological Empowerment on

Commitment to Change 30

The Impact of Transformational Leadership and Organizational Justice to

Commitment to Change 31

The Role of Organizational Trust and Change Leadership to Commitment to

Change 32

The Effect of Job Satisfaction and Leadership Style on The Organizational Commitment of University X in Surabaya 33

Integrating Organizational Values Using Continuation Workshop (ShopAn)

Program 34

Effects of Perceived Organizational Support as Moderator Variable on Correlation

of Self Efficacy and Procrastination 35

Understanding Prophetic Leadership (Developing Moral Leadership Based on

Islamic Culture of Indonesia) 36

Influence of General Manager Leadership Style and Work Environment towards Work Motivation among Employees of PT X at Sidoarjo 37

The Contribution of Organization’s Capability, Participation and Climate of Change towards the Commitment to Change through the Openness to Change 38

Creative Problem Solving Training as an Intervention for Improving Employee

Creativity and Employee Readiness for Change 40

ix

Increasing Individual Attitude of Employee in order to Support The Readiness for

Change of The Employees of XYZ Institutions in The Bureaucratic Reform 41

The Relationship of Organizational Climate with Organizational Citizenship

Behavior of Permanent Lecturer who has been Certified in State Islamic University Maulana Malik Ibrahim (UIN Maliki) Malang 43

Improving Employee Financial Management Behavior in Manufacturing

Company 45

Psychology Students’ Career Choice from Career Developmental Stage

Perspective: A Study in X University Jakarta 46

BlackBerry consumers in Indonesia: Purchasing Decision, Customer Satisfaction,

Lifestyle, and the Words of Mouth Communication 47

Self Employment and Career Performance 48

The Effect of Discount Commercials Attach to Credit Cards on Female

Adolescents Impulsive Buying 49

The Implementation of Assessment Center in XYZ Institution in the promotion of

structural positions in XYZ Institution in The Era of Bureaucratic Reform 50

Structural Model of The Influencing Factors of The Subjective Well-Being of The Prisoners 51

The Predictive Model of Relationship between Role Stress, Personality, and Sales

Performance in Services Marketing 52

Exit Interview and Self-Disclosure: How Former Employees Reveal Personal

Information and Feeling as They Leave the Organization 53

The Relationship of Job Satisfaction, Organizational Commitment, and Job

Involvement of Permanent Employee of PT Bank Rakyat Indonesia (Persero)

Surabaya Region 54

The Role of Social Support as a Moderator Variable on Relationship between Job

Demands and Work Engagement 55

The Contribution of Work Engagement on Psychological Well Being 56

Psychological Capital and Work Engagement 57

Work Life Balance of Balinese Employee in Bali 58

x

The Role of Subjective Well Being (SWB) as Intervening Variable between

Workplace Spirituality and Work Engagement 59

The Effect of Psychological Climate and Work-Related Stress on The Work

Motivation of Surabaya Plaza Hotel's Employees 60

The Super Consciousness Approach to improve Employee Engagement, Work-

Life Balance, and PBSC (Personal Balanced Score Card) 61

Stress Coping among the Seafarers: How does Emotional Intelligence Give Effects? 63

The Influence of Job Stress and Organizational Climate toward Organizational Commitment in PT Indoceria Plastic and Printing 64

Influence of The Job Motivation and The Impact of Job Stress on Job Satisfaction

Employess at PT Coldwell Banker Commercial, City Of Tommorow, Surabaya 65

The Influence of Personality Traits towards Organizational Commitment through

Work Engagement as Mediating Variable on Lecturers at a Private University in Indonesia 66

The Relationship between Followership and Employee Engagement of

Production Operator PT X 67

Description of The Quality of Work Life Employee at CV Naradha Pramana

Surabaya 68

The Correlation between Followership and Job Satisfaction in Factory Workers 69

The Effect of Transformational Leadership and Job Satisfaction on Employee

Performance in Citibank Indonesia 70

Factors Influencing the Success of Creative Industry Business in Jakarta 71

The Correlation between Job Insecurity and Organizational Commitment of

Outsourcing Employee 72

What “Work Load Analysis” Can Be Effective as a HR Tools? (A Case Study at PT

“XYZ” Jakarta) 73

The Influence of Work Motivation and Job Satisfaction toward Employee’s

Performance of PT Hypermart City of Tomorrow Surabaya 74

Is The Identity of Organization Related to Innovative Behavior in The Workplace? 76

xi

Role of Compensation and Work Culture in Developing Professionalism of

Journalists 77

Relationship between Employee Attitude toward Safety Talk and Intention to

Implement Occupational Health and Safety at PT Wijaya Karya PPB Bogor 78

Influence of Job Satisfaction and Work Motivation toward Organizational

Commitment of Outsourcing Employee PT Coldwell Banker Commercial Capital

Surabaya 79

The Assessment Guidelines for The Best Paper 80

Prof. A. S. Munandar, Dipl.Psych. 82

Board of the Committee Members 84

About Mercu Buana University 86

5th APIO International Conference

2

Program

Time Activities Information

07.00 – 08.00Participant Registration &

Morning Snacks

08.00 – 08.30

Opening Ceremony

1. National Anthem : Indonesia Raya

2. Opening Speech: APIO

President

3. Conference Opening by Rector Universitas Mercu

Buana

4. Indonesia Folk Song

UMB Choir

Prof. Dr. Fendy Suhariadi

Dr. Ir. Arissetyanto Nugroho, M.M.

UMB Choir

08.30 – 09.00Developing People

with Harmony

Ir. Joko Widodo

(Governor of DKI Jakarta)

09.00 – 10.30Current Research Issues In

Human Capital Management

Guest Speaker : Prof. Madya

Dr. Murnizam Hj. Halik

(Dean School of Psychology & Social Work

University Malaysia Sabah)

10.30 – 12.00Intercultural & International

Management and Organizational Development

Prof. Dr. Hora Tjitra

(Professor of Zhejiang University, China)

12.00 – 13.00 Lunch Break

13.00 – 16.00Parallel Sessions

Reviewers meeting

Presenters & Moderator

Reviewers

16.00 – 16.30 Coffee break


3

Time Activities Information

16.30 – 17.30

Summary and

Recommendation

of the 5th APIO International Conference

Dr. Seger Handoyo, Psikolog

(Dean of Faculty of Psychology

Universitas Airlangga, Surabaya, Indonesia)

17.30 – 18.00

Celebration of APIO

Anniversary

Announcement of the Winner

of the “Prof. Dr. A.S. Munandar, Dipl.Psych.

Award”

Closing Ceremony

Prof. Dr. Fendy Suhariadi, M.T.

(APIO President)


4

Parallel Session

SATURDAY, 5 OCTOBER 2013: 13.00 – 16.00

ROOM 1 – Organizational Change and Leadership MODERATOR: HERISON P. PURBA, M.A.

NO NAME TITLE TIME

1 Helliyani Esterina Hakh

Building Organizational Culture Based on Competing Value

Framework to Gain Competitive Advantage

13.00 – 13.15

2 Wustari Mangundjaya

Diagnosing Indonesian Organizations using Blockage Organization

Inventory

13.15 – 14.30

3 Theda Renanita

Leader Member Exchange in Organizational Context: Study in Telecommunication Company

14.30 – 14.45

4 Rina Ekawati

The Effects of Internal Corporate Social Responsibility to Employees’

Organization Commitment In Education Institutions

14.45 – 15.00

5 Rindang Ayu

The Impact of Individual Perception to Organizational Readiness for Change, Individual Readiness for Change and

Psychological Empowerment on Commitment to Change

15.00 – 15.15

6 Ariyanti Puspa Pratiwi

The Impact of Transformational Leadership and Organizational Justice

to Commitment to Change

15.15 – 15.30

7 Rinjani Ramadhani

The Role of Organizational Trust and Change Leadership

to Commitment to Change

15.30 – 15.45

8 Yurike Arlinda Rante Allo

The Effect of Job Satisfaction and

Leadership Style on The Organizational Commitment of

University X in Surabaya

15.45 – 16.00


5


ROOM 2 – Organizational Change and Leadership MODERATOR: DIMAS ARYO WICAKSONO, M.A.

NO NAME TITLE TIME

1 Dewi Melani

Integrating Organizational Values Using Continuation Workshop

(ShopAn) program

13.00 – 13.15

2 Kristiana Dewayanti

Effects of Perceived Organizational Support as Moderator Variable on

Correlation of Self Efficacy and Procrastination

13.15 – 14.30

3 Sus Budiharto

Understanding Prophetic Leadership (Developing Moral Leadership Based

on Islamic Culture of Indonesia)

14.30 – 14.45

4 Jessica Chandra

Influence of General Manager Leadership Style and Work Environment towards Work

Motivation among Employees of PT X at Sidoarjo

14.45-15.00

5 Erika Kusumaputri

The Contribution of Organization’s Capability, Participation and Climate of Change towards the Commitment to Change through the Openness to

Change

15.00-15.15

6 Imam Subekti

Creative Problem Solving Training as an Intervention for Improving

Employee Creativity and Employee Readiness for Change

15.15-15.30

7 Irwansyah

Increasing Individual Attitude of Employee in order to Support The

Readiness for Change of The Employees of XYZ Institutions in The

Bureaucratic Reform

15.30-15.45

8 Ainun Mahmudah

The Relationship of Organizational Climate with Organizational

Citizenship Behavior of Permanent Lecturer who has been Certified in State Islamic University Maulana

Malik Ibrahim (UIN Maliki) Malang

15.45-16.00


6


ROOM 3 – Others MODERATOR: EKA GATARI, M.Psi.

NO NAME TITLE TIME

1 Dyah Z. Wyandini

Improving Employee Financial Management Behavior in Manufacturing Company

13.00 – 13.15

2 Anggita Dian Cahyani

Psychology Students’ Career Choice from Career Developmental Stage

Perspective: A Study in X University Jakarta

13.15 – 14.30

3 Verina Halim

BlackBerry Consumers in Indonesia:

Purchasing Decision, Customer Satisfaction, Lifestyle, and the Words

of Mouth Communication

14.30 – 14.45

4 Sumaryono Self Employment and Career

Performance

14.45 – 15.00

5Maria Febriana Nurselly

Hutapea

The Effect of Discount Commercials Attach to Credit Cards on Female Adolescents Impulsive

Buying

15.00 – 15.15

6 Irwansyah

The Implementation of Assessment Center in XYZ Institution in the

promotion of structural positions in XYZ Institution in The Era of

Bureaucratic Reform

15.15 – 15.30

7 Alimatus Sahrah

Structural Model of The Influencing Factors of The Subjective Well-being

of The Prisoners

15.30 – 15.45

8 Verina H. Secapramana

The Predictive Model of Relationship between Role Stress, Personality, and

Sales Performance in Services Marketing

15.45 – 16.00


7


ROOM 4 – Work-Life Balance and Engagement MODERATOR: DR. ROSTIANA

NO NAME TITLE TIME

1Gita Widya L aksmini

Soerjoatmodjo

Exit Interview and Self-Disclosure: How Former Employees

Reveal Personal Information and Feeling as They Leave The

Organization

13.00 – 13.15

2 Yusak

The Relationship of Job Satisfaction, Organizational Commitment, and Job Involvement of Permanent Employee PT Bank Rakyat Indonesia (Persero)

Tbk Surabaya Region

13.15 – 14.30

3Annisaa Miranty

Nurendra

The Role of Social Support as A Moderator Variable on Relationship Between Job Demands and Work Engagement

14.30 – 14.45

4Kuncono Teguh

Yunanto

The Contribution of Work Engagement on Psychological Well

Being

14.45 – 15.00

5Adi Kristiawan

Psychological Capital and Work Engagement

15.00 – 15.15

6 Dewi Puri Astiti Work Life Balance of Balinese

Employee in Bali

15.15-15.30

7 Rostiana

The Role of Subjective Well Being (SWB) as Intervening Variable

Between Workplace Spirituality and Work Engagement

15.30-15.45

8 Grace Damba Batti’ Sombolayuk

The Effect of Psychological Climate and Work-Related Stress on The

Work Motivation of Surabaya Plaza Hotel's Employees

15.45-16.00


8


ROOM 5 – Work-Life Balance and Engagement MODERATOR: RAYINI DAHESIHSARI, Ph.D.

NO NAME TITLE TIME

1 Nurlaila Effendy

The Super Consciousness Approach to Improve Employee Engagement,

Work-Life Balance, and PBSC (Personal Balanced Score Card)

13.00 – 13.15

2 Rini Nurahaju

Stress Coping among the Seafarers: How does Emotional Intelligence

Give Effects?

13.15 – 14.30

3 Tenti Murti Sari Gea

The Influence of Job Stress and Organizational Climate Toward to Organizational Commitment in PT

Indoceria Plastic and Printing

14.30 – 14.45

4 Richard Alberto Taner

Influence of The Job Motivation and The Impact of Job Stress on Job

Satisfaction Employess at PT Coldwell Banker Commercial, City

Of Tommorow, Surabaya

14.45 – 15.00

5 Zamralita

The Influence of Personality Traits Towards Organizational

Commitment through Work Engagement as Mediating Variable on Lecturers at A Private University

in Indonesia

15.00 – 15.15

6 Yunita Widiyawati

The Relationship between Followership and Employee

Engagement of Production Operator PT X

15.15 – 15.30

7 Priskila Widia

Description of The Quality of Work Life Employee at CV Naradha

Pramana Surabaya

15.30 – 15.45

8 Freddy Suryadi

The Correlation between Followership and Job Satisfaction in

Factory Workers

15.45 – 16.00


9


ROOM 6 – Employee Performance & Productivity MODERATOR: SAMI’AN, M.PSI

NO NAME TITLE TIME

1 A. A. Anwar Prabu Mangkunegara

The Effect of Transformational Leadership and Job Satisfaction on Employee Performance in Citibank

Indonesia

13.00 – 13.15

2 Benedicta Prihatin Dwi Riyanti

Factors Influencing the Success of Creative Industry Business in Jakarta

13.15 – 14.30

3Wayan Pertiwi Artha

Sari

The Correlation between Job Insecurity and Organizational Commitment of Outsourcing

Employee

14.30 – 14.45

4Gede Umbaran

Dipodjoyo

What “Work Load Analysis” Can Be

Effective as a HR Tools?

(A Case Study at PT “XYZ” Jakarta)

14.45 – 15.00

5 Medarnus Telaumbanua

The Influence of Work Motivation and Job Satisfaction toward

Employee’s Performance of PT Hypermart City of Tomorrow

Surabaya

15.00 – 15.15

6 Arum Etikariena

Is The Identity of Organization Related to Innovative Behavior in

The Workplace?

15.15 – 15.30

7 Dewi Puri Astiti

Role of Compensation and Work Culture in Developing

Professionalism of Journalists

15.30 – 15.45

8 Fitri Arlinkasari

Relationship between Employee Attitude toward Safety Talk and

Intention to Implement Occupational Health and Safety at PT Wijaya Karya

PPB Bogor

15.45 – 16.00

9 Ryan Daniel de Fretes

Influence of Job Satisfaction and Work Motivation toward

Organizational Commitment of Outsourcing Employee PT Coldwell

Banker Commercial Capital Surabaya


10

Prof. Dr. Hora Tjitra

Date and place of Birth: 09/24/1969 Surabaya, Indonesia

Address: Fengqi Road, Hangzhou, China E-mail: [email protected]

Associate Professor for Applied Psychology specialized in Organizational and Cross-cultural Psychology

Zhejiang University, China

Education

● Technical University of Braunschweig (Germany): German Dipl.-

Psych. (MSc.) in Organizational Psychology and HR Management (1996),

● University of Regensburg (Germany): PhD in Cross-cultural Psychology and Strategic Management (2000),

● INSEAD (Singapore / France): Professional Certification in HR Management Asia (2001)

Position within the Organization

● Past position: Research Assistant at the Technical University of

Braunschweig, Germany (1994-1996), Research Fellow at the Regensburg University, Germany (1996-1999), Senior Consultant at


11

PricewaterhouseCoopers, Germany (1999 - 2001), Senior Manager at Change International, Germany (2002-2003), Associate Managing Director at Mobley Group Pacific, China (2004-2008)

● since 2004 - now, associate professor for applied psychology at the Zhejiang University, China. Research focus on Organizational and Cross-cultural Psychology;

● since 2008 - now, executive director of Tjitra Management Consulting, China, Hong Kong and Indonesia.

Committee Membership, Coordination of Research Projects and other

Duties

● since 2013 reviewer of Scientific Journal of Industrial and

Organizational Psychology (Jurnal Ilmiah Psikologi Industri dan Organisasi – APIO PP Himpsi & Universitas Mercu Buana)

● since 2007 consulting editor of Indonesian Journal of Psychology (Jurnal Psikologi Indonesia - Unpad, Bandung)

● since 2010 head of education committee, InaCham Shanghai (Indonesian Chamber of Commerce), China.

● Management Consultant for diverse Multinational Corporations incl. Siemens, SAP, Dupont, BASF, Saint-Gobain, , Johnson Control, Evonic, DHL, Deutsche Bahn, Hugo Boss, Lufthansa, Air China, Telkom Indonesia etc.

● Members of International Association for Applied Psychology (IAAP), International Association for Cross-cultural Psychology (IACCP) and International Academy of Intercultural Relation (IAIR).

Teaching Experiences and Visiting Positions

● Undergraduate courses in Organizational Psychology and Qualitative

Research, post-graduate courses in Advanced Qualitative Research, Psychology of Intercultural Behavior and International Strategic Development.

● Visiting Professor for MBA, EMBA and PhD Program at CEIBS (China), Ohm Hochschule (Germany), Euromed (France), Science-Po (France), IKF (Switzerland), University of Liechtenstein (Liechtenstein) and Universitas Padjajaran (Indonesia).

● Visiting Professor for undergraduate and post-graduate in Psychology at Unika Atma Jaya (Indonesia), Universitas Padjajaran (Indonesia), Universitas Airlangga (Indonesia), Universitas Tarumanagara


12

(Indonesia), Universitas Paramadina (Indonesia), Universitas Surabaya (Indonesia), and Universitas Ciputra (Indonesia).

Recent Research Work

● Leading and Managing Larga Scale Change. In collaboration with the

Columbia University and Atma Jaya Indonesian Catholic University, 2012-ongoing.

● Building Global Competence for Asian Leaders. HCLI (Human Capital Leadership Institute [think-tank of the Singaporean ministry of man power]), Singapore. 2010 - ongoing

● Intercultural Employability of Chinese-German Young Professionals. BMBF (German Federal Ministry of Education and Research), Germany. 2010.

● Benchmarking Learning and Development Best Practices in China. Qide Houban Management Consulting, Hong Kong. 2008 - 2009.

● Analysis of Top Management Team in International Joint-Venture in China. Ameco Beijing (an IJV of Lufthansa and Air China), China. 2008.

● Comparative Study on Chinese and Indonesian Intercultural Sensitive. Unika Atma Jaya and Zhejiang University. 2007 - 2009.

● Comparative Study of German and China Learning Behavior - Adaptation of Technology Transfer between West and East. SAP AG (the third largest software company in the world), Germany. 2007 - 2008.

● Indigenous Study of Chinese Intercultural Sensitivity in the Tourism Industry. Zhejiang University. 2004 - 2006.

● Comparative Study on German, Chinese, and Indonesian Dynamic Decision Making: computer based Simulation Approach. Zhejiang University. 2004 - 2006.

Recent Publications (selected)

Book & Book Chapter

● Tjitra, H.W., Ramakrishnan, M, & Panggabean, H. (2012). Building

the Global Competence for Asian Leaders. In W. Mobley, Y. Wang & M. Li (eds.). Advance in Global Leadership Vol. 7. Bingley, UK: Emerald Group. (269-290) (in English)

● Tjitra, H.W. & Deng, W. (2011). Intercultural Sensitivity of Chinese


13

Professional in Tourism Industry. In W., Dreyer & U., Hoessler (Eds.). Perspectives of Intercultural Competence. Goettingen: Vandenhoeck & Ruprecht. (in English)

● Tjitra, H. W. (2007). Achieving Sustainable Results through Organizational Culture. In D., Moeljono & S., Sudjatmiko (Eds.), Corporate Culture: Challenge to Excellence. Jakarta: Elex Media (173-178) (in Indonesian)

● Tjitra, H.W. & Thomas, A. (2006). Intercultural Competence and Synergy Development. In H., Niklas, B., Müller, & H., Kordes (Eds.), Intercultural Thinking and Action. Frankfurt: Campus (249 – 257). (in German)

● Tjitra, H. W. & Müller, M. (2003). Promoting Intercultural Synergy through Arrangements in Human Resource Development. In Beck, A. (Eds.). HR Management: Successful Models in Implementation of HR Projects. Ostfildern: TAE (433-440). (in German)

Peer Reviewed Journal & Professional Magazines

● Panggabean, H., Murniati, J., & Tjitra, H.W. (2012). Profiling

Intercultural Competence in Asian Workgroups. International Journal of Intercultural Relations. (in English)

● Tjitra, H.W., Panggabean, H. & Zheng, J.W. (2011). Asian Leadership: Neighbors and Strangers. HQ Asia Vol 1, 88-90. (in English)

● Tjitra, H.W.. Verlinden, L. & Weiss, J. (2010). Learning and Development in China: Best-Practice Survey. Personal, 10, 20-22. (in German).

● Tjitra, H.W. & Jie, L. (2010). An Analysis of contemporary practice and theories in intercultural learning and training. Chinese Journal of Ergonomics, Vol. 16 (1).(in Chinese)

● Tjitra, H.W., Jenewein, T. & Bartsch, C. (2008). Comparative Study on Chinese Learning Behaviors. Weiterbildung, 6, 36 - 39. (in German).

● Tjitra, H. W., Guo, Y., & Zhang, Y. (2007). Group differences in learning behaviors between students and employees. Anima Indonesian Psychological Journal, 23(1), 1-9. (in English)

● Tjitra, H. W. (2005). Building Organizational Culture that Makes Results and Sustain Success. In Executive Focus, Edition 4 (1), 77. (in Indonesian)

● Tjitra, H. W. (2003). Doing Business in Asia: The Challenge of Diversity and Different Cultural Orientation. In MCE Executive Issue,


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Vol. 19, 6 - 7. (in English) ● Tjitra, H.W. & Anwander, E. D. (2002). Potentials and Limitation of

the (blended) e-Learning to Support the Intercultural Cooperation due to (Virtual) International Assignment. In Personal, Vol. 54 (01), 730 - 733. (in German)

Invited Keynote Speeches and Peer Reviewed Conference Papers

● Understanding Asian Values in Global Dynamic; invited keynote

panelist at the International Public Relation Summit 2012 in Bali, Indonesia (2012) (in English).

● The New Frontiers of Global Indonesian; invited keynote speech at the 30th Dies Natalis of Faculty of Psychology, University of Surabaya in Surabaya, Indonesia (2012) (in Indonesian).

● Cross-cultural Leadership of Asian Leaders in the New Globalism; invited keynote speech at the 1st International Conference "From Local Manager to Global Manager" in Jakarta, Indonesia (2011) (in English).

● Building High-Performance of Top Management Team in International Joint-Venture; invited keynote speech at the largest European HR Conference and Exhibition, 11th Zukunft Personal in Cologne, Germany (2010) (in English).

● Unlocking Chinese Innovation Power: A Learning Journey from Low-Cost Manufacturer to High-Tech Innovation. invited keynote speech at the 4th Biennial Conference of Indonesian Organizational and Industrial Psychology in Surabaya, Indonesia (2010) (in Indonesian).

● Developing Intercultural Competence of Global Leaders; invited speech at the international conference Professional Learning Europe in cologne, Germany (2010) (in English).

● Behavioral Expectation Model of Chinese learning effectiveness in the higher education and workplace environment; paper presented at the 7th Biennial Conference of Asian Association of Social Psychology in Kota Kinabalu, Malaysia (2007) (in English)

● Effective Learning and Course Instruction in Corporate Training and Development: Qualitative In-depth Interview in the Chinese Cultural Context; paper presented at the Asian Educational Miracle in Incheon, Korea (2006) (in English)

● Corporate Culture and Organizational Effectiveness in Asia; invited keynote panelist speech at the 2nd Biennial Conference of Indonesian Organizational and Industrial Psychology in Bandung, Indonesia (2005) (in Indonesian).


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Prof. Dr. Murnizam Hj. Halik

Dean School of Psychology and Social Work

Universiti Malaysia Sabah Jalan UMS, 88400 Kota Kinabalu, Sabah

Tel: 014-6511433 (Hp); 088-320000 (ext 8011); 088-320247 (DL)

Academic Qualifications

● 1991-1995: Bachelor in Human Science (Psychology) Hons.;

International Islamic University Malaysia ● 1996-1997: MSc. In Industrial Psychology; University of Hull, U.K. ● 2003-2006: PhD in Psychology; University of Exeter, U.K. ● 2008: Senior Lecturer, UMS ● 2011: Associate Professor, UMS

Publications

● Murnizam Hj. Halik , Amran Ahmed. (2012). Analysis of graduate tracer

study 2007. Kota Kinabalu Sabah: UMS. ● Dahlan Malek, Beddu Salam Baco, Mohammad Azhar Mohammad Nor,

Ida Shafinaz, Murnizam Halik, Adi Fahruddin. 2012). Coping strategies


16

and Psychological Health Among Emergency Workers: Implications for Social Work. Asian Journal of Social Work.

● Halik, M., Adillah, N., Xuan, L.A. and Hamidah Jarimal. (2011). Cleveland Adolescent Sleepiness Questionnaire (CASQ): Sleep pattern among undergraduates in Malaysia. Journal of Educational Psychology and Counselling, Vol (4), pp 38-47

● Halik, M. and Webley, P. (2011). Adolescents understanding of poverty and the poor in rural

● Malaysia. Journal of Economic Psychology, 32 (2). pp. 231-239 ● Murnizam Hj. Halik. (2001). Spatial ability tests as a predictor of

trainability in arthroscopic surgery. Borneo Science, (9), pp 112-134 ● Murnizam Hj. Halik. (2001).The effects of goal setting towards typing

performance. Jurnal Kinabalu, (7 & 8), pp 88-96

Proceedings (selected)

● Murnizam Halik, Rasid Mail, Zall Kepli Md Rejab, Mat Salleh Ayub,

Patricia Joseph Kimong. (2011). Attribution For Poverty Among The Poor In Rural Areas In Sabah, Malaysia. The 9th Biennal Conference of Asian Association of Social Psychology, Kunming, China.

● Chua Bee Seok, Murnizam Halik, Shuaib Che Din. (2010). Characteristic Of Relapse And Substance Use Among Adolescents In Malaysia. Seminar Psikologi Kebangsaan 2010

● Ferlis Hj. Bahari, Murnizam Halik, Rosnah Ismail. (2010). Pemahaman Dan Deskripsi Makna Kebahagiaan (Happiness) Dari Sudut Pandangan Remaja Yang Berumur Antara 13 Hingga 19 Tahun. Seminar Psikologi Kebangsaan 2010.

● Murnizam Halik, Rasid Mail, Mat Salleh Ayub, Zall Kepli Rejab Attribution for Poverty: Ideological Structures among The Poor in Sabah. The 10th Conference Of The Asia Pacific Sociological Association (APSA 10).

● Ferlis Hj. Bahari, Rosnah Ismail, Murnizam Hj. Halik , Lailawati Madlan, Alfred Chan, Norzihan Ayub, Patricia Joseph Kimong, Jasmine Adela Mutang. 2010. Proses Pembentukan Skala Psikologi Kebahagian (Happiness) Remaja (SPK-R) Di Sabah. Seminar Psikologi Kebangsaan 2010.

● Ho Cheah Joo, Murnizam Hj. Halik. 2010. Kualiti Hidup Pekerja : Perhubungan Di Antara Kualiti Hidup Dengan Konflik Kerja-Keluarga. Seminar Psikologi Kebangsaan 2010.

● Ismail Maakip, Peter S.K. Voo, Murnizam Hj. Halik, Krishnaveni A/P Achebabu. 2010. The Effects Of Job Satisfaction Toward Relationship


17

Between Personality And Counter Productive Work Behavior Among Workers at Universiti Malaysia Sabah. Seminar Psikologi Kebangsaan 2010.

● Murnizam Hj. Halik, Mat Salleh Hj. Ayub,Rashid Hj. Mail, Zall Kepli Md. Rejab. 2010. Keusahawanan Sosial : Model Baru Dalam Membasmi Kemiskinan Luar Bandar. Seminar Psikologi Kebangsaan 2010.

● Murnizam Hj. Halik, Sharon Kwan Sam Mee, Norzihan Ayub, Patricia Joseph Kimong, Peter S.K. Voo. 2010. Kajian Terhadap Strategi Daya Tindak, Persepsi Keberkesanan Program Pemulihan Dan Proses Niat Untuk Penagihan Berulang Dalam Kalangan Bekas Penagih Methamphetamine. Seminar Psikologi Kebangsaan 2010.

● Peter S.K. Voo, Ismail Maakip, Mohd. Sharani Ahmad, Murnizam Hj. Halik,. 2010. Pengetahuan Dan Persepsi Pelajar Universiti Tentang HIV/AIDS: Satu Kajian Kualitatif Di UMS. Seminar Psikologi Kebangsaan 2010.

● Rafidah Iskandar, Murnizam Hj. Halik . 2010. Sosialisasi Ekonomi Di Kalangan Kanak-kanak Di Luar Bandar. Seminar Psikologi Kebangsaan 2010.

● Rasid Mail, Mat Salleh Ayub, Zall Kepli Md. Rejab, Murnizam Hj. Halik, Raman Nordin. 2010. Pengukuhan Budaya Korporat: Maklumat Perakaunan Sebagai Arbitrary Silang Budaya. Seminar Psikologi Kebangsaan 2010.

● Ooh Seow Ling, Murnizam Hj. Halik. 2010. Pengaruh Nilai Dan Sikap Kewangan Terhadap Gaya Membuat Keputusan Pengguna. Seminar Psikologi Kebangsaan 2010.

● Rafidah Iskandar and Murnizam Hj. Halik. (2009). Economic Socialization of School Children In Lawas. Southeast Asia Psychology Conference 2009: Universiti Malaysia Sabah

● Ooh Seow Ling and Murnizam Hj. Halik (2009). Undergraduates Attitudes Towards Money. Southeast Asia Psychology Conference 2009:Universiti Malaysia Sabah.

● Lailatul Qamar Ali Husin, Murnizam Hj. Halik and Ismail Maakib. (2009). Sexual Self-disclosure And How It Affect Sexual Satisfaction: A Cross Cultural Study. Southeast Asia Psychology Conference 2009:Universiti Malaysia Sabah.

● Alfred Chan, Ismail Maakib and Murnizam Hj. Halik. (2009). The Relationship Between Personality, Counter Productive Work Behavior And Job Satisfaction Among Workers In Malaysia. Southeast Asia Psychology Conference 2009. Universiti Malaysia Sabah.

● Murnizam Hj. Halik , Ismail Maakip, Mohd Sharani Ahmad, Peter Voo Su Kiong, Ngui Sin Yee. (2009). The Perception Of Graduate


18

Unemployment In Malaysia. Southeast Asia Psychology Conference 2009. Universiti Malaysia Sabah

● Murnizam Hj. Halik, Paul Webley. (2009). The Attribution Of Poverty Among Malaysian Students In The United Kingdom. Southeast Asia Psychology Conference 2009. Universiti Malaysia Sabah.

● Mohd. Sharani Ahmad, Ismail Maakip, Peter Voo Su Kiong, Murnizam Hj. Halik. (2009). Factors Preventing Parents From Seeking Learning Support For Their Children In The Special Education Class. Southeast Asia Psychology Conference 2009: Universiti Malaysia Sabah.

● Peter S.K. Voo, Murnizam Hj. Halik , Ismail Maakip, Mohd. Sharani Ahmad. (2009). Practicing Harm Reduction: An Alternative Approach To Prevent HIV Infection, The Situation In Malaysia. Southeast Asia Psychology Conference 2009: Universiti Malaysia Sabah.

● Ismail B. Maakip, Mohd Sharani Ahmad, Murnizam Hj. Halik & Peter S.k. Voo. (2009). A Study Of Work-related Musculoskeletal Disorders Among Palm Oil Plantation Workers In Sabah. Southeast Asia Psychology Conference 2009: 1. Universiti Malaysia Sabah.

● R Zirwatul Aida R Ibrahim, Keis Ohtsuka and Murnizam Hj. Halik. (2009). An Overview Of Work Family Conflict And Employee Well Being: Role Of Support And Family Friendly Policy. Southeast Asia Psychology Conference 2009. Universiti Malaysia Sabah.

● Ferlis Hj Bahari, Lailawati Madlan, Patricia Kimong, Norzihan Ayub, Murnizam Hj. Halik. (2009). Hubungan Antara Orientasi Keagamaan, Kebimbangan Terhadap Kematian Dan Kesejahteraan Psikologi. International Conference On Human Capital Development 2009 (iconhcd2009): Swiss Garden Resort And Spa, Kuantan, Pahang.

Reviewer ● Scientific Journal of Industrial and Organizational Psychology (Jurnal

Ilmiah Psikologi Industri dan Organisasi – APIO PP Himpsi & Universitas Mercu Buana)

● Journal of Economic Psychology. A citation-indexed journal. Ms. Ref. No.: JOEP-D-08-00186. Title: The Relationship of Income And Money Attitudes To Subjective Assessment of Financial SituationSpecial Issue: Poverty, Journal of Economic Psychology

● Jurnal Kinabalu. UMS

Editor-in-Chief

Southeast Asia Psychology Journal (SAPJ)

Initiated: Centre for Southeast Asia Psychology (2011-now)


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About APIO

APIO History

The idea to make an organization especially for scholars and practitioners in industrial and organizational psychology came out in a meeting in Industrial and Organizational Psychology Department, Faculty of Psychology University of Indonesia on Saturday, 11th September 1999. Asosiasi Psikologi Industri dan Organisasi (APIO) or Association of Industrial and Organizational Psychology is one of professional organization under Indonesian Psychology Association (HIMPSI). APIO is declared in Lembaga Psikologi Terapan UI, Jakarta on 5th October 1999 by several psychologists, both scholars and practitioners. The APIO founder Prof. Dr. A.S. Munandar, together with Dr. Doddy Haryadi, M.Si., Drs. Moch. Junus, Drs. Eddie Cahyono Putro, M.B.A., and Drs. Lukman S. Sriamin act as the steering committee to prepare the declaration. The declaration also signed by Dr. H. Enoch Markum as Chairman of HIMPSI, and Dr. H. Rahmat Ismail as Chairman Elected of HIMPSI.

APIO headquarter is in Jakarta as the capital city of Indonesia. And up to now APIO already have another 3 branches outside Jakarta that are in Surabaya (East Java), Bandung (West Java) and Yogyakarta (Central Java). Since 2005 APIO also have members in Kuala Lumpur (Malaysia), and Singapore who act as APIO liason.

Prof. Dr. Ashar Sunyoto Munandar, Dipl.Psych. is the first APIO Chairman, and since 30th October 2004 Dra. B. K. Indarwahyanti Graito, M.Psi. become the new APIO Chairman up to 2010. And now Prof. Dr. Fendy Suhariadi, M.T., Psikolog become the President of APIO Indonesia.

APIO Vision

To become a strong, and reliable association in the field of industrial and

organizational psychology (in Indonesia), and to give value added for its members and society.

APIO Mission

a. To improve scientific and professional competency for its members


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b. To protect the consumer that is using APIO members services c. To serve and support its members concerning their professional

integrity matters d. To be sensitive with its environment and society and to find solutions

to solve the industrial and organizational psychological problems. e. To co-operate with other institutions to make the most beneficial for

APIO stakeholders.

APIO Organization (2010-2014)

APIO Headquarter Chairman/President : Prof. Dr. Fendy Suhariadi, M.T., Psychologist

Chief Executive : Dimas Aryo Wicaksono, M.A. Secretary General : Drs. Sami’an, M.Psi., Psychologist

Regional Branch (Member of Executive Board) Jakarta branch : Dra. Bertina Sjabadhyni, M.Si., Psychologist

Bandung branch : Prof. Dr. Suryana Sumantri, M.S.I.E, Psychologist Dr. Yus Nugraha, Psychologist

Yogyakarta branch : Drs. Fathul Himam, M.Psi., M.A., Ph.D.

APIO Members of Honorary Advisor (2010-2014) Prof. Dr. Suryana Sumantri, M.S.I.E., Psychologist

Drs. Urip A. Mokoginta, M.Psi., M.A., Ph.D., Psychologist Prof. Dr. Andreas Budiharjo

Drs. Harry Susianto, M.A., Ph.D., Psychologist

Dra.Phil. Hana Rochani G. Panggabean, Ph.D., Psychologist

Dra. B. K. Indarwahyanti Graito, M.Psi., Psychologist

Prof. Dr. Benedicta Prihatin Dwi Riyanti

Dr. Rostiana D. Nurdjajadi, Psychologist


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APIO Conference & Symposium

● APIO I Conference themed “Compiling Ideas to grow Individual

Competency and Organizational Competitiveness” (Surabaya, 2-3 August 2002);

● APIO II Conference themed “Preparing People for The Future Organization” (Bandung, 5-6 August 2005);

● APIO III International Conference themed “I/O Psychology at The Crossroad: Diversity in I/O Psychology” (Jogjakarta, 9-11 August 2007);

● National Symposium “Searching for Indonesian Leader and Leadership”(Jakarta, 3 June 2009).

● APIO IV International Conferenced and Exhibition themed “Strategic roles of Industrial & Organization Psychology in building Creative Society” (Surabaya, 12-14 November 2010);

● APIO V International Conferenced and National Workshop themed “Improving Employee Relations for a Better Organizational Climate”(Jakarta, 5 Oktober 2013).

● “Improving I/O psychology curriculum through education and I/O psychology competence through certification program” (Forum APIO with I/O Psychology Department from several respective universities in Indonesia, Bogor 7- 8 February 2005);

APIO Books & Proceedings

● 2002: “Meretas gagasan untuk Mengembangkan Kompetensi Individu

dan Daya Saing Organisasi di Indonesia” (Compiling Ideas to grow Individual Competency and Organizational Competitiveness);

● 2003: “Peran Budaya Organisasi dalam Peningkatan Unjuk Kerja Perusahaan” (The Role of Organizational Culture to Improve Organization Performance);

● 2005: “Psikologi Ekonomi dan Konsumen” (Economic and Consumer Psychology);

● 2007: “Dinamika Perubahan Organisasi: Dari Sistem ke Individu”(Organizational Change Dynamics: From System to Individual).


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APIO Scientific Journal (JPIO)

Jurnal Ilmiah Psikologi Industri dan Organisasi (JPIO) or Scientific Journal

of Industrial and Organizational Psychology is a journal which motivates research activity, academic exchange, and professional practice related to industrial and organizational psychological matters. This journal appreciates the interdisciplinary integration between industrial and organizational psychology and other social sciences as one of it’s approaches.

JPIO was establihed, in Jakarta, by the decree directed by the dean of Faculty of Psychology of Mercu Buana University, Jakarta (FPsi UMB) No. 21/059/F-SKep/XI/2012. Next, on 17 November 2012, a MoU on the collaboration between Association of Industrial and Organizational Psychology - Indonesian Psychological Association (APIO-PP HIMPSI) and FPsi UMB was signed in the context of the publication of JPIO. JPIO is published in June and December in a year.

The editors of JPIO only accept writtings of empirical studies through e-mail address [email protected]. Each writting received will be blind peer reviewed by our expert reviewers. Author guidance can be downloaded on http://www.jpio.org/jpio_template.doc

By reviewers coming from three countries, JPIO prepares to transform into an international reputed-scientific jornal.

http://www.jpio.org/jpio_template.doc

mailto:[email protected]


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EDITORIAL BOARD

JURNAL ILMIAH PSIKOLOGI INDUSTRI DAN ORGANISASI

(SCIENTIFIC JOURNAL OF INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY)

ISSN 2302-8440

Patrons:

Rector of Mercu Buana University President of Indonesian Association of Industrial and Organizational

Psychology (APIO Indonesia)

Advisor:

Dean of Faculty of Psychology, Mercu Buana University

Reviewers:

Prof. Dr. Fendy Suhariadi (Universitas Airlangga, Indonesia)

Prof. Dr. Murnizam Hj. Halik (Universiti Malaysia Sabah, Malaysia) Prof. Dr. Hora Tjitra (Zhejiang University, China

Dr.Phil. Hana Rochani G. Panggabean (Atma Jaya Catholic University,

Indonesia)

Dr. H. A. A. Anwar Prabu Mangkunegara, M.Si. (Universitas Mercu Buana

Jakarta, Indonesia)

Prof. Dr. Moch. Enoch Markum (Universitas Mercu Buana Jakarta, Indonesia)

Chief Editor:

Juneman Abraham, S.Psi., M.Si.


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ABSTRACT

PROCEEDINGS

Abstract

Proceedings


25

Building Organizational Culture Based on

Competing Value Framework to Gain Competitive Advantage

Helliyani Esterina Hakh ([email protected])

Ikram Fatahillah ([email protected])

Wustari L. H. Mangundjaya ([email protected])

Faculty of Psychology, University of Indonesia

Kampus UI Depok- West Java, 16424, Indonesia

Organizational culture is a distinctive feature and a key success in building a competitive advantage. Nevertheless, organizational culture is not easily

defined, measured, as well as managed. The objective of this study is to discuss

about the process of identifying and building a strong organizational culture within the Competing Value Framework. The methods of this survey is using

OCAI (Organizational Culture Assessment Inventory) questionnaires (Cameron

& Quinn, 2011) Where measuring 6 key dimensions from organizational culture

which are dominant characteristics, organizational leadership, management of employee, organization glue, strategic emphases, and criteria of success that in

the end it will be able to see the overall condition of an organizational culture

in a company. This questionnaire is followed by structured interviews with the managers. Focus Group Discussion and extended discussion is also conducted

with participant ranging from staffs to directors of PT FX. The results of this

study showed that organization prefer to have a Clan culture. In order to achieve that, actions were developed to achieve a Clan culture that will

synergize the people in organization, such as: workshops, socialization, and

organizational events and activities.

Key words: organizational culture, OCAI, competing value framework





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Diagnosing Indonesian Organizations using

Blockage Organization Inventory


Faculty of Psychology, University of Indonesia Kampus UI Depok- West Java, 16424, Indonesia

Nowadays, in order to survive, change is a must in organization. In order to

achieve an effective organizational change and development, the first step is to

diagnose the organization. As a result, finding appropriate tool to diagnose and identify the condition is very important. The purpose of this study is to discuss

about the profiles of Indonesian companies using Organizational Blockage

Inventory (OBI), as a tool in diagnosing the condition of organization. This study done at three (3) companies, consist of 253 respondents. The

methodologies used for this study were surveys using OBI, FGD, and in-depth

interview. The results by descriptive statistics showed that blockages in

Indonesian organizations lie in (1) Low Creativity, (2) Confused Organization Structure, and Unfair rewards, and (3) Lack of Management Development.

From the FGD and in-depth interviews it also showed that the sources of these

conditions were varied, such as: organizational climate, inappropriate management style and policy, and lack of management support. The benefits of

the study showed that Organizational Blockage Inventory (Woodcock &

Francis, 1994) is one of alternative tool that can be used for diagnosing the organization, before developing plans for organizational change and

development.

Key words: organizational blockage inventory, diagnosing organization,

organizational change & development


27

Leader Member Exchange in Organizational Context:

Study in Telecommunication Company

Theda Renanita

Universitas Ciputra Surabaya

The objective of this research is to identify the correlation between

perception of leader member exchange and organizational citizenship behavior. There are two variables, independent and dependent variable. The independent

variable in this research is leader member exchane and the dependent variable

is organizational citizenship behavior or OCB. Hypothesis in this research is a positive correlation between leader member exchange and organizational

citizenship behavior.

This research was conducted in one of telecomunication company in Solo. The instruments used in this research were perception of leader member

exchange quality scale and organizational citizenship behavior scale. The total

number of the research subject was 57 subjects.

Product moment by Karl Pearson is used to analyze the data. It identifies that hypothesis in this research is proven. Result show that there is a significant

correlations between leader member exchange and organizational citizenship

behavior (r = 0.747, p < 0.05). So, there are positive and significant correlation between perception of leader member exchange quality and

organizational citizenship behavior.

Key words: leader member exchange, organization citizenship behavior,

company


28

The Effects of Internal Corporate Social Responsibility to

Employees’

Organization Commitment in Education Institutions

Rina Ekawati ([email protected])

LPPM Pertiwi

Jl. Dewi Sartika Kav. 2-3, Jakarta Timur 13640

The concept of Corporate Social Responsibility (CSR) is a derivative of business ethics, a philosophy that requires the company to have a concern for

the social problems that occur around him. As a strategy, since the 1960s many

researchers have investigated the frequency, intensity, and form of social activity undertaken business enterprises.

This study examines the effects of internal CSR practices on organizational

commitment. Based on statistical analysis and hypothesis testing research, it can be proven agreement between theory and practice in the organization or not

there is a gap. Where the commitment is considered as an attitude, a mindset of

individuals associated with the organization (Allen & Meyer, 1990) and have a

positive relationship (Gbadamosi, 2003) to the better individual attitudes toward the organization, the greater the acceptance of individual to organizational

goals, and a willingness them to exert more effort on behalf of the organization

are met. Results of tests on the four dimensions of internal CSR practice consisting of education and training, remuneration and recognation, workplace

diversity and work-life balance in the workplace significantly affects the

organizational commitment of employees. The method used in this study is a mixed methods (to dig up information in

a structured depth interviews with 12 informant, descriptively analyzed

qualitatively, and to support the research results, the researchers by simple random distributing questionnaires to 42 employees, using SPSS 17 to test

classical assumptions, correlation, multiple regression, hypothesis testing and

simultaneous partial and quantitatively analyzed, and then combine the results of the analysis into a comprehensive end).


29

Key words: education and training, remuneration and recognation, workplace diversity, work-life balance, organizational commitment


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The Impact of Individual Perception to Organizational

Readiness For Change, Individual Readiness for Change and

Psychological Empowerment on Commitment to Change

Rindang Ayu ([email protected]) Wustari L. H. Mangundjaya ([email protected])


Organizations in order to survive need to change. This study was conducted to identify the impact of individual perception to organizational

readiness for change, individual readiness for change, and psychological

empowerment due to organization’s commitment to change. This study used a quantitative approach, and collected the data using Commitment to Change

Inventory (CCI, Herscovitch and Meyer (2002), Organizational Readiness for

Change (Ramnayaran, 2011), Individual Readiness for Change Scale (Hanpachern, 2001), and Psychological Empowerment Questionnaire (PEQ)

(Sprietzer, 1995). The study was conducted at state owned organization, with

165 respondents. The result showed that both individual perception to

organizational readiness for change and individual readiness for change had significant contribution to Commitment to Change. On the other hand,

psychological empowerment variables had no significant effect on the

commitment to change. Furthermore, the study also showed that individual readiness for change is the major contributor to Commitment to Change.

Key words: organizational readiness for change, individual readiness for change, psychological empowerment and commitment to change


31

The Impact of Transformational Leadership and Organizational

Justice to Commitment to Change

Ariyanti Puspa Pratiwi ([email protected])



In order to achieve organizational change effectiveness, management needs

people who commit with the changes. The objective of the study is to identify

the impact of transformational leadership and organizational justice on commitment to change. This study also tries to identify the effects of

transformational leadership and organizational justice to the three dimensions of

commitment to organizational change. This research is an empirical research, using survey methods in collecting the data from Sate Owned organization. The

scale used was: Multifactor Leadership Questionnaire, Organizational Justice,

and Commitment to Change. The results from 275 respondents showed that

transformational leadership and organizational justice together, have significant contribution on commitment to change as a whole (R2 = 0.175, p < 0.005) and

to each dimension of commitment to change (affective, continuance, and

normative). However, this study showed that organizational justice was the only variable that has significant impact on commitment to change (R2 = 0.0412, p

< 0.005).

Key words: commitment to change, organizational justice, transformational

leadership


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The Role of Organizational Trust and Change Leadership to

Commitment to Change

Rinjani Ramadhani ([email protected] )

Wustari L. H. Mangundjaya, ([email protected] )


The effectiveness of organizational change can be influenced by many factors, and one of the factors is commitment to change. This research was

conducted to identify the impact of organizational trust and change leadership

to commitment to change, as well as to identify the impact of organizational trust and change leadership to each dimensions of commitment to change,

namely affective commitment to change, continuance commitment to change,

and normative commitment to change. This study was done at State owned organization with N= 276 respondents, which have been undergone some

organizational change for about 1 year. The study is an empirical research,

using Organizational Trust Inventory, Change Leadership Inventory, and

Commitment to Change Inventory. The result showed that there is a significant impact of organizational trust and change leadership to commitment

to change (R2 = 0.252, p < 0.05), in which organizational trust is higher than

change leadership (R2 =0,096, p=<0.005).

Key words: change leadership, commitment to change, organizational trust


33

The Effect of Job Satisfaction and Leadership Style on The

Organizational Commitment of University X in Surabaya

Yurike Arlinda Rante Allo

Yusak Novanto

Fakultas Psikologi, Universitas Pelita Harapan, Surabaya

Employees who experience a positive job satisfaction in works will increase

commitment to the organization. Leaders with an effective leadership style will

improve organizational commitment. This study aims to determine whether job satisfaction and leadership style have an influence on organizational

commitment at X University of Surabaya. This quantitative research is using

questionnaires consist of job satisfaction, leadership style, and organizational commitment. There are 40 employees as participants by using convenience

sampling method. The result is analyzed using multiple regressions. The result

of multiple regression showed that job satisfaction has an influence on

organizational commitment (R2 = 0.873, p = 0.00, p < 0.01), in which 87.3% employees commitment affected by job satisfaction and 12.7% explained by

other variables that are not the focus of this study. Leadership style also

influences the organization’s commitment (R2 = 0.531, p = 0.00, p < 0.01), in which 53.1% organizational commitment is affected by leadership style, while

46.9% can be explained by other variables that are not the focus of.

Encouragement and good relations between members the company will develop a sense of satisfaction that will increase employees’ organizational

commitment. Further research may use other variables such as organizational

culture.

Key words: job satisfaction, leadership style, organizational commitment


34

Integrating Organizational Values

Using Continuation Workshop (ShopAn) Program

Dewi Melani ([email protected])

Yulta Wenny Astrina ([email protected])


A successful organisation is one with strong values and consistently being carried out by its employees. Like a glue stick, these values bring each

individual together in an organisation. In this regard, organisation’s values play

a huge part in building a strong organisational culture. The objective of this study is to discuss about the process of values integration in organization. This

study was done at Organization X, who has three types of values namely:

organisational values, service values, holding company’s values. The challenge for the organisation is to ensure whether these values are heading towards the

same direction. The study was using surveys with open ended questions (N =

62). The results showed that only about 11% of the employees acknowledge the

entire three values, the rest would only be familiar with two or even one value. Based on the results, researchers come up with an alternative solution by

integrating the organisation’s values in order to be more easily to be understood

and applied in the organisation. One of the methods is by offering a Continuation Workshop (Shopan). These workshops were designed using

integral theory-framework, consists of four continuous phase: understanding the

values, applying these values into daily acts, understanding their application in the working environment, and the initial process of implementing these values.

Key words: continuation workshop, organisational values, integrated organisational values


35

Effects of Perceived Organizational Support as Moderator

Variable on Correlation of Self Efficacy and Procrastination

Kristiana Dewayani ([email protected])

Indah Cahyati

Faculty of Psychology. Gunadarma University

Jl. Margonda Raya 100, Depok

Procrastination has become phenomenon which commonly can be

perpetrated by anyone and may occur in every aspect of life; by no exception, it may also be perpetrated by an employee and procrastination in the workplace is

influenced by perceived organizational support (factors from self) and situation

in the workplace. This study aims to examine correlation between self-efficacy as a factor among employees, procrastination, and perceived organizational

support, which is employees’ perception towards situation in the workplace, as

moderator variable.

Respondents in this study are 64 employees of a company, consisting of 39 men and 25 women. There are three scales used as measuring instruments

namely procrastination scale, adapted from General Procrastination Scale,

Organizational Support Scale adapted from Survey of Perceived Organizational Support and self-efficacy scale, modified from General Self-Efficacy

Then after normal data distribution was identified, data were analyzed with

Moderated Regression Analysis in SPSS version 20 for windows. Self-efficacy correlated significantly with procrastination with value of r = -0399 (p =

0.001), and organizational support was significant as moderator variable, with r

= -0.429 (p = 0.001). Thus it can be said that although self-efficacy significantly correlates with procrastination, but this correlation will be

strengthened by organizational support. This finding is consistent with

Weyman’s research that procrastination is influenced by factors from self and external factors from self.

Key words: procrastination, perceived organizational support, self-efficacy


36

Understanding Prophetic Leadership

(Developing Moral Leadership Based on Islamic Culture of

Indonesia)

Sus Budiharto ([email protected])

Faculty of Psychology and Socio-Cultural Sciences

Universitas Islam Indonesia (UII), Yogyakarta

Understanding the concept of moral leadership cannot be sparated from social values and cultural background. Considering the increased concerns

related to the issues of moral leadership, I conducted two studies to develop the

construct and measure of prophetic leadership. In the first study, three Indonesian Moslem leaders were interviewed to describe their leadership

behavior and characteristics from their own praxis. Prophetic leadership is the

ability to influence others accomplishing shared objectives that is reinforced by soul enlightenment as the prophets have shown in their time. The method of

growing prophetic leadership starts from the leaders parents choose their

couples, get married, the process of the fetus in the mother’s womb, the future

leader was born, educated by the environment, became a leader, done continuosly. In the second study, 40 items were generated for measuring

prophetic leadership were administrated to 151 employees of Islamic University

of Indonesia. The dimensions that represent prophetic leadership consist of sidiq (conscience centred), amanah (trustworthy and highly committed),

tabligh (communication skills), and fathonah (problem solver). The construct is

translated into a measure called prophetic leadership scale. The results show an empirical support for its construct validity. Positive significant intercorrelations

among four dimensions were found. Items were loaded into four different

mentioned dimensions. Practical implications and suggestions for future research are discussed.

Key words: prophetic leadership, moral leadership, Islamic culture


37

Influence of General Manager Leadership Style and Work

Environment towards Work Motivation among

Employees of PT X at Sidoarjo

Jessica Chandra Yusak Novanto

Fakultas Psikologi, Universitas Pelita Harapan, Surabaya

The aim of this research is to describe the influence of the leadership style

and workplace environment on job motivation at PT X Sidoarjo. This research used quantitative method with using through questionnaires that consists of

three psychological variables that is job motivation, workplace environment and

leadership style. The participants of this research are 103 employees of PT X Sidoarjo. The reliability score are the value of Alpha Cronbach Coefficient, and

the score for authoritarian leadership style is 0,834, democratic leadership style

is 0.773, Laissez Faire leadership style is 0.870, workplace environment is 0.888 and job motivation is 0.924. The result analyzed with multiple regression

test by SPSS 16.0. The result shows that there is significant influence of job

leadership style and workplace environment toward job motivation.

Key words: leadership style, workplace environment, job motivation


38

The Contribution of Organization’s Capability, Participation and

Climate of Change towards the Commitment to Change

through the Openness to Change

Erika Setyanti Kusumaputri Doctoral Program, Faculty of Psychology, Gadjah Mada University, Yogyakarta

Fathul Himam Faculty of Psychology, Gadjah Mada University, Yogyakarta

This research aims to: (1) find out the relevance between theoretical model

of the organization’s capability, participation, the climate of change and the

openness to change’s contribution to the commitment to change itself; (2) measure the influence of the organization’s capability, participation, and the

climate of change’s contribution in predicting the commitment to change

through the openness to change. The research’s population consists of the lecturers from two Islamic universities, UIN Sunan Kalijaga Yogyakarta and UIN

Syarif Hidayatullah Jakarta. The amount of samples were 214 lecturers, used the

random sampling method and data collection technique by questionnaires in

the form of scales. The data was analyzed using the Structural Equation Model (SEM). The results are: (1) the theoretical model used in this research was

correct and fit the empirical data; (2) the determination coefficient (R2) of the

commitment to change was 15.1% which means that 15.1% commitment of change can be explained or predicted through the variables of organization’s

capability, participation, the climate of change and the openness to change; (3)

The model was acceptable based on the fit model test result, chi-square value of 60.785 and 0.275 (> 0.05) probability, 0.997 (almost 1) CFI value, and 0.022

(≤ 0.08) RMSEA value. It means that the determining theoretical model of the

commitment to change has been found, based on the role of the organization’s capability, participation, the climate of change and the open-mindedness

towards changes in determining the forming of the commitment to change. The

role of mediator in the form of the open-mindedness towards changes is significant, since without mediator, the organization’s capability, participation,


39

and the climate of change has no impact to the commitment to change. Based

on this research, an analysis to the significance of commitment to change is necessary to the implementation of the organization’s change.

Key words: commitment to change, organization’s capability, participation, the climate of change, and the openness to change


40

Creative Problem Solving Training as an Intervention

for Improving Employee Creativity and

Employee Readiness for Change

Imam Subekti ([email protected])



Every organization needs to change, and in order to achieve the

effectiveness of organizational change, organization needs to be supported with

employees who have already ready to change. This study aims to determine the impact of employee creativity to the employee readiness for change. The

method of this study is action research, with N = 71 respondents. To collect the

data, this research used Readiness for Change Scale (IRFC-Hanpachern, 1997) and Creative Attitude Scale (Munandar, 1977). The results showed that there is a

significant contribution of Creative Attitude to IRFC (R2 = 0.108, p < 0.05), in

other words employee creativity affects the employee readiness for change at

10.8%. Based on the findings, the intervention was designed to develop the score of employee creativity and employee readiness for change. The

intervention used was called ‘creative problem solving’ training. The results

showed that the value of Creativity is -4.899 (p < 0.05) and the value of t for employee readiness for change is - 1.394 (p > 0.05). It can be stated that there

was a significantly increased in the score of creativity, however there was no

significantly contribution of the scores employee readiness for change after the intervention was given. From the results it can be concluded that a given

intervention can improve employee creativity, however the intervention was

unable to increase the employee readiness for change.

Key words: employee readiness for change, employee creativity, ‘creative

problem solving’ training


41

Increasing Individual Attitude of Employee in order to Support

The Readiness for Change of The Employees of XYZ Institutions

in The Bureaucratic Reform

Irwansyah

Faculty of Economics & Business, Master of Management Program,

Universitas Mercubuana, Jakarta, Indonesia

The changes in bureaucratic reform is not a simple thing because it will bring up a resistance in individuals and organizations. Over a year, XYZ

Institution has made a bureaucracy reform, in 2012, with the issuance of

performance allowance pursuant to the Presidential Decree No. 116 of 2012, and there are some indications of individual and organizational resistance.

Individual resistance is shown by the individual’s responses toward a change,

while organization resistance is shown by the organization supports toward a change. It certainly provides an insight related to the readiness for change, in

this case XYZ Institution is the one who faced bureaucratic reform. Individual

resistance can be seen from self-motivation toward change such as motive or

welfare reason because of the existance of performance alowance, while organizational resistance can be seen from the perceived of organizational

support. The variables analyzed in this study are divided into dependent

variable and independent variable. Dependent variable (DV) is a variable which influenced by other variable. In this study, dependent variable is the readiness

for a change. Independent variable (IV) is a variable which influence dependent

variable consisting of self motivation (IV 1) and the perceived of organizational support (IV2). The purpose of this study is to identify which variable that

influence the readiness for change of XYZ Institution more, so that the

dimension of the variables, which is necessary to be intervened in order to improve the readiness for change of XYZ Institution in the Bureaucratic Reform,

can be identified. The method used in this study is quantitative method. The

researcher’s reason for using this method is that the researcher wants to get Independent Variable (IV) which most influences the readiness of employee for


42

change. Then, from this independent variable (IV), which is most influential, the

researcher will design an intervention program to overcome the problem existing in the employees of XYZ Institution with new task and role. To obtain

the data of this study, the researcher classifies the data sources into primary and

secondary data. Primary data is obtained from questionnaires related to dependent variable (the readiness for change) and Independent variable (Selft

motivation and perceived organizational support) which are filled in by

respondents. Secondary data is data indirectly taken from the source.this kind of data is taken from documents or books relevant to the study. The secondary

data in this study is obtained from related documents with initiative step in

bureaucratic reform of XYZ institution, organization structure, and documents related to bureaucratic reform.


43

The Relationship of Organizational Climate with Organizational

Citizenship Behavior of Permanent Lecturer who has been

Certified in State Islamic University Maulana Malik Ibrahim

(UIN Maliki) Malang

Ainun Mahmudah

Endah Kurniawati

State Islamic University Maulana Malik Ibrahim (UIN Maliki) Malang

Positive behavior lecturer in performing his role becomes important topics

for organizations in achieving their education goals. One of the factors that influence the behavior of the organization is the organizational climate. As

someone who has been recognized professionalism through certification

program and is supported by a positive organizational climate should already certified lecturer at UIN Maliki Malang able to contribute optimally match the

capacity and competence. Organizational citizenship behavior is a behavior

that is very much appreciated when performed by lecturers while there was no formal description for improving the effectiveness and viability of the

organization.

Based on the above, this research aims to: (1) determine the organizational

climate in UIN Maliki Malang, (2) determine organizational citizenship behavior on lecturer who has been certified in UIN Maliki Malang, and (3) determine the

relationship of organizational climate with organizational citizenship behavior

of permanent lecturer that has been certified in UIN Maliki Malang. This study used quantitative research paradigm, and what kind of research is correlational

research. The sample used researchers that 25% of 255 lecturers (N=60). Data

collection methods in this study using the questionnaire. Based on the analysis of the study obtained the following results: 15% lecturers assess existing

organizational climate very conducive, 70% lecturers assess existing

organizational climate off conducive, and 15% of lecturers assess existing organizational climate less conducive. For the lecturers organizational

citizenship behavior get results 18.33% to have high lecturers organizational


44

citizenship behavior, 58.33% to have middle lecturers organizational

citizenship behavior, and 23.33% to have low lecturers organizational citizenship behavior. From the correlation test results correlation coefficient (r)

between organizational climate to lecturers organizational citizenship behavior

is 0.639 with a chance of error (p) = 0.000 at significant level of 0.05. It means that the acceptance of the hypothesis (Ha), which reads: “There is a positive

relationship of organizational climate with organizational citizenship behavior

of permanent lecturer who has been certified in UIN Maliki Malang, where progressively conducive organizational climate, hence excelsior also lecturers

organizational citizenship behavior.”

Key words: organizational climate, organizational citizenship behavior


45

Improving Employee Financial Management Behavior

in Manufacturing Company

Dyah Z. Wyandini

Medianta Tarigan ([email protected])

Psychology Departement, Universitas Pendidikan Indonesia, Bandung, Indonesia

Fadillah Visual Communication Design Program, Institut Teknologi Bandung, Indonesia

Workers at the operator level are the spearhead in production process of

manufacturing company. In reality, the operator is the lowest class, both in

terms of position and salary or income. Lack of ability in managing low income is often causing financial problems and debt. This problem can decline

motivation and concentration at work, which in turn, lowers worker

productivity and impact on safety. Therefore, it is important to enhance the

operator's ability to manage their own family finances and reduce debt. Subjects in this study were 221 operators from manufacturing company that engaged in

the production of ceramics. Experimental methods One-Group Pretest-Posttest

Design was used, where the participants were given an intervention to improve the ability to manage family finances and reduce debt. The intervention

consisted of treatments such as one-day training, weekly financial talk

(integrated with production and safety talk program) and financial campaign. The method of measurement used is the scale of Financial Management

Behavior Scale, FGD and observation. The result of T-Test between pre and

post-test showed a significant difference between pre and post-test score (p <0.05).The preliminary results indicate that a change in the perception of debt,

increasing the ability to manage family finances, rising saving behavior, and

other results will still be equipped.

Key words: financial management, debt, operator of manufacturing

company


46

Psychology Students’ Career Choice from Career

Developmental Stage Perspective: A Study in X University

Jakarta

Anggita Dian Cahyani Bina Nusantara University

J. Seno Aditya Utama Universitas Katolik Indonesia Atma Jaya

This research aims to compafind out what things considered as psychology

students ' career choice. By using open-ended survey participants (N = 109)

gained 281 responses divided into 8 categories. These categories are: (1) income, (2) working conditions, (3) locations, (4) suitability, (5) career

opportunities, (6) company background, (7) family, and (8) others. In sum,

external factors, for instance working condition, and location, are still a major consideration for students’ career choice comparing to internal factors such as

education background and personal interest. In the discussion it is explained

through Super’s career developmental stage.

Key words: career choice, psychology student, career developmental stage


47

BlackBerry consumers in Indonesia: Purchasing Decision,

Customer Satisfaction, Lifestyle, and the Words of Mouth

Communication

Verina H. Secapramana ([email protected]) Faculty of Psychology, University of Surabaya

Nyoman Daisy Widyanti Siti Fauziah Hanim M.

Paula Dinar Widya Pranastiti

Indonesia has long been named as the country with most BlackBerry users

in the world. In August 2012 Ericsson ConsumberLab released the result of its study that Indonesia noted as the country with most BlackBerry users in the Asia

Pacific region. This phenomenon invited pretty much reaction, ranging from

admiration to a sense of wonder, considering the position of Indonesia as a developing country that indicates the limited purchasing power, while the price

of a BlackBerry smart phone is quite expensive. The following research attempts

to uncover the phenomenon of consumer behavior in Indonesia, particularly on

BlackBerry users. Basically this report is a combination of 3 (three) explorative and co relational studies, which explores factors that influence buying

decisions, consumer satisfaction and lifestyle, and the words of mouth

communication, especially among college students. Respondents for each study were 200 people, so the total respondents were 600 people, who were taken by

incidental sampling technique. Data analysis techniques using correlation and

factor analysis. The results will be discussed later.


48

Self Employment and Career Performance

Sumaryono

Faculty of Psychology, Gadjah Mada University

Career choices get more diverse and expanded. In relation to that, there is wide range of jobs and it is not limited to a fixed career. Expanded in this term

means that career choices are getting more diverse with range of choices, which

includes a job that is not related to a certain organization, or we call it “Self-

employment” or Independent Career. Independent career are becoming an option nowadays for individuals whether it is from the beginning of their careers

or after they have work for an organization. This expansion and diversion of

career choices are affecting the performance of individuals. In the previous literature, career and performance is always separated. By the presence of career

pattern, career could be constructed with a new meaning. The expansion of

career meaning needs to be observed, so in this research independent career is the focus. According to a research conducted along with fellow co-researchers

(university students), we found that (a) Correlation between Self-efficacy and

Self-employment in final year university students, with r = 0.390 and p < 0.01; N = 146, (b) Correlation between Self-employment Interest and Work Family

Balance in self-employed women, with r = 0.646 and p < 0.01; N = 75, (c)

Positive Correlation between Self-efficacy and Career Maturity in final year university students, with r = 0.389 and p < 0.01; N = 80, (d) Correlation

between Self-regulation and Quality of Work Life in individuals who chose self-

employment as their career, with r = 0.493 and p < 0.01; N = 70. Based on the results of studies above, it seems that there is a correlation between Self-

Employment and Career performance. Self-employment is related to QWL,

Work Family Balance, and Self-Efficacy. Career performance is related to self-regulation and career maturity.

Key words: self employement, career performance, self-efficacy, career maturity, Quality of Work Life


49

The Effect of Discount Commercials Attach to Credit Cards on

Female Adolescents Impulsive Buying

Maria Febriana Nurselly Hutapea

P. Henrietta P. D. A. D. S. ([email protected])

Psychology Department, Sanata Dharma University, Yogyakarta, Indonesia

This study aimed to determine whether the discount commercials attach to credit card affects female adolescents impulsive buying. The hypothesis was the

discount commercials attach to credit card had a significant high influence on

impulsive buying of female adolescents card holders. The subject of this research was first year female student of Psychology Department in Sanata

Dharma University, that roled as card holder. The amount of subject was 38

students. This experiment was using within-subject and counterbalancing design. Data analysis in this study was using paired sample t-test. The result was

t = 5,189 with sign. 2-tailed = 0,000 (p/2 < 0,025). These result showed that

Ho was rejected; discount commercials attach to credit card had a significant influence on impulsive buying of female adolescents card holders.

Keywords : discount commercials, credit cards, impulsive buying, female adolescents


50

The Implementation of Assessment Center in XYZ Institution in

the promotion of structural positions in XYZ Institution in The

Era of Bureaucratic Reform

Irwansyah ([email protected])

Faculty of Economics & Business, Master of Management Program,

Universitas Mercubuana, Jakarta, Indonesia

XYZ is a government institution having a vision to be the sole organizer and builder in the field of classified information security owned by government for

national security. In 2012, this institution has carried out Bureaucratic Reform. In accordance with the direction of changes in the Bureaucratic Reform, which is one

of them is officials human resources with integrity, neutral, competent, capable,

profesional, high-performing and well-being, the promotion process should be transparent, open and accountable. Although the bureaucratic reform agenda is

being implemented, XYZ institution has’nt had an integrated mechanism in the promotion for it’s employees. The purpose of this study is to identify required

competencies for structural and task/exercise position which can be used to assess

the required competencies for the prospective structural officials. This study is conducted by employing literature studies and questionnaires to enable the

researcher to analyze the competency. The result shows that the competency of the

structural officials functions covering leadership, strategic analysis, flexibility of thinking, planning and organizing, decision making, the ability of giving direction,

continuous improvement, organizational commitment. Whereas tasks/exercises which can be employed are test of creative thingking, case analysis, in basket

exercise, 360 degress interview, and personality test.

Key words: assessment center, competency, promotion, bureaucratic reform


51

Structural Model of The Influencing Factors of

The Subjective Well-Being of The Prisoners

Alimatus Sahrah

Siti Noor Fatmah L. Indiyah

Kandi Tri Susilaningsih Ari Tri Astuti

Faculty of Psychology, University of Mercu Buana Yogyakarta

This study aimed to obtain a structural model of the factors that influence

subjective well-being (SWB) of prisoner in Class II A State Prison of Yogyakarta, and find the answer the these following questions: Which factor that has the highest

contribution to increased the prisoners SWB. The factors that assumed influence the

prisoners SWB were self confidence, religiosity, meaningfulness of life, emotional maturity, social support, and perceptions of the physical condition of prison

environment, and coping strategies was a moderator variable in this study. The methods used in data collection were scale and interviews. The structural equation

models (SEM) was applied to analyze the relationship among the factors causing the

SWB. The results showed that the model was fulfill the goodness of fit based on the values of chi-square = 1.084; Probability = 0.06; RMSEA = 0.029; CMIN / DF =

1.016; TLI = 0.997, CFI = 0.997. From SEM it can be concluded also that the meaningfulness of life factors was the main factor that influence SWB on the

prisoners. Self Confidence and Social Support can enhance the coping strategies of

the prisoners. It can be suggested to put forward the meaningfulness of life in prisoner educational program in order to increase their SWB.

Key words: subjective wellbeing (SWB), SWB factors, prisoners, state prison,

Structural Equation Model (SEM)


52

The Predictive Model of Relationship between Role Stress,

Personality, and Sales Performance in Services Marketing

Verina H. Secapramana ([email protected])

University of Surabaya

Personal selling as a promotional activity has its own characteristics in its

approach, which provides services that satisfy consumers in a more personal way. A

salesperson is the primary contact point for the customer both before and after

the purchase. Under these conditions, the salesperson controls the level of service quality delivered and is overwhelmed with enormous responsibilities in

conveying service offerings. Salespeople involved in the marketing of complex

services often perform the role of “relationship manager”. On the other hand he or she is expected to reach the sales target, which is sometimes conflicted to the

other roles. To be able to cope with an increasingly demanding competitive

market, the company needs a professional sales force, who is capable of producing

a good performance. Sales performance research over the last 70 years has been

characterized by various attempts to link sets of constructs to the overall

performance of the selling activity.The purpose of this research is to investigate a predictive model of relationships between role stress, personality, and job

performance. Personality in question are job satisfaction, self-efficacy, and

emotional intelligence. Data retrieved using survey and interview methods, and the relationship between research variables tested by using analysis of Structural

Equation Modeling (SEM) based on the variance component or partial least square

(PLS). Questionaire was filled by 114 agents of a life insurance company operating

in East Java. From 9 hypotheses proposed, it was found that there were two

significant relationships, i.e the relationship between role ambiguity and self-efficacy and the relationship between role ambiguity and emotional intelligence.

Key words: sales performance, role conflict, role ambiguity, job satisfaction, self- efficacy, emotional intelligence


53

Exit Interview and Self-Disclosure: How Former Employees

Reveal Personal Information and Feeling as They Leave the

Organization

Gita Widya Laksmini Soerjoatmodjo ([email protected])

Pembangunan Jaya University

Improving employee relations for a better organizational climate can be

approached through in many ways, including by focusing on those who choose

to leave the organization for various reasons. One way is conducting exit interview – a discussion between a representative of an organization and an

employee who is leaving the organization. When conducted properly, it can

serve as great tools for improving people and the organization, as well as

turnover reduction and retention tactic. Hence, it should be implemented as a part of the overall human resources management process. However exit

interview is questionable in many situations. It is because exiting employees are

reluctant to revel their personal information and feeling, known as self-disclosure. In this research, semi-structure interviews are conducted to former

employees of an organization on their experience in participating in exit

interviews. The quality and texture of self-disclosure process experienced by each individual is captured through interpretative phenomenology analysis.

Findings of this qualitative research identify themes disclosed by these former

employees in their exit interviews and the process they experienced. It is hope that this research would contribute to better understanding on exit interviews

and to deeper insights on how to improve employee relationship and

organizational climate. Key words: exit interview, interpretative phenomenology analysis, self-

disclosure


54

The Relationship of Job Satisfaction, Organizational

Commitment, and Job Involvement of Permanent Employee of

PT Bank Rakyat Indonesia (Persero) Surabaya Region

Grace Anafree Randa ([email protected]) Yusak Novanto ([email protected])

Faculty of Psychology, Universitas Pelita Harapan, Surabaya Jl. Jend.Yani 288 Surabaya 60234, Indonesia

Crime behavior that involves employees of PT Bank Rakyat Indonesia

(Persero) Tbk Surabaya Region happened few years back. In this bank occurred

money embezzlement and fraud did by their employees. The aim of this research was to determine the relationship of job satisfaction, organizational

commitment, and job involvement of permanent employee PT Bank Rakyat

Indonesia (PERSERO) Tbk Surabaya Region. This research uses questionnaire consisting three psychological scales, including job satisfaction scale by

Munandar (2008), organizational commitment questionnaire, adaptation of

Allen and Meyer (1990), and job involvement inventory, adapted from Uygur

and Killic (2009). Subjects of this research consist of 100 permanent employees of Bank Rakyat Indonesia (PERSERO) Tbk Surabaya Region, which divided in to

eight different branch offices. Sampling Technique of this research was total

sampling method. The result showed that the job satisfaction has positive relationship with job involvement, with r = 0.370 with p < 0.01,

organizational commitment has positive relationship with job involvement, with

r = 0,586 with p < 0.01, and job satisfaction also has positive relationship with organizational commitment, with r = 0.506 with p < 0.01. Based on the

research results, the company is recommended to review the remuneration and

salary of employees, because employees of PT Bank Rakyat Indonesia (Persero) Tbk Surabaya Region was not quite satisfied with the salary received compared

to their workloads.

Key words: job satisfaction, organizational commitment, job involvement


55

The Role of Social Support as a Moderator Variable on

Relationship between Job Demands and Work Engagement

Annisaa Miranty Nurendra

Islamic University of Indonesia

To face the global challenges, organizations need to increase competitive

advantage possessed its workforce. One variable that is positively correlated with the performance of employees is work engagement. This study aims to

explore moderating effect of social support on relationship between job

demands and work engagement. Job demands’s aspects used in this research are workload, emotional demands and work-home conflict. This study uses

quantitative methods design. Data was collected using the Job Demands Scale,

Work Engagement Scale and the Social Support Scale. Subjects were permanent employees at a university in Yogyakarta who are married and have families.

Data were analyzed using Structural Equation Modeling (SEM). The model to be

tested from this study reflect the 3 hypotheses: (1) there is a negative

relationship between job demands with work engagement, (2) there is a positive relationship between social support with work engagement, and (3) social

support variables have a moderating effect on the relationship between job

demands with work engagement.

Key words: work engagement, job demands, social support


56

The Contribution of Work Engagement on Psychological Well

Being

Kuncono Teguh Yunanto

Zainun Mutadin

Faculty of Psychology, Persada Indonesia University, Jakarta

The aim of this study is to examine the effect of work engagement and

psychological well being to the employees. The subjects of this study are

employess of a company in Jakarta The data collection techniques employed in this study is random sampling. The process of collecting data is done by using

work engagement scale adapted from Utrecht Work Engagement Scale (UWES,

Schaufeli et al., 2002), consisting of three aspects, that is; vigor, dedication and absorption. Then, to measure psychological well being, the researcher

constructs psychological well being scale based on aspects proposed by Ryff

(1989) consisting of self acceptance, positive relation with others, autonomy,

environmental mastery, purpose in life, and personal growth. The data collected will be analyzed by using correlation analysis of product moment correlattion.

Key words: work engagement, psychological well being


57

Psychological Capital and Work Engagement

Adi Kristiawan ([email protected])

Setiadji Parwono ([email protected])

Faculty of Psychology, Persada Indonesia YAI University, Jakarta

The world of work has changed a lot over the last decade and organizations

must be able to survive in this competitive global economy. Their survival depends on their ability to satisfy consumer’s needs, while trying to achieve

quality, flexibility, innovation, and organizational responsibilities, through

employee’s engagement and commitment. The engagement of employee toward an organization can only be viewed from employee having

psychological capital in which it is divided by Luthan et al., (2007) into four

components that is, self-efficacy, expectancy, optimism, and resiliency. The

researcher suspected that empolyees having a high degree of self-efficacy, expectancy, optimism, and resiliency as the components of psychological

capital can be more engaged with their work. This study aimed at examining the

relationship between the components of psychological capital (self-efficacy, expectancy, optimism, and resiliency) and work engagement. The subject of this

study was employees from some companies. The sample was gained by using

random sampling. The data of this study is collected by using psychological capital scale adapted from Psychological Capital Questionnaires (PCQ, Luthans

et al, 2007) and work engagement scale adapted from Utrecht Work

Engagement Scale (UWES, Schaufeli et al., 2002). The collected data will be analyzed by using regression analysis.

Key words: psychological capital, self-efficacy, expectancy, optimism, resiliency, work engagement




58

Work Life Balance of Balinese Employee in Bali

Dewi Puri Astiti

Nicholas Simarmata

Psychology Program, Medicine Faculty of Udayana University

Balinese society is a society in everyday life full of culture and customs.

Workers in Bali are required to be balance between work life and family life and their cultural customs. Indigenous culture is a form of Balinese

characteristic related to the trust and confidence that spirit for every family in

Bali. Translated in the form of customs specific ritual in Banjar or the family and the village temple. Bali has a holiday calendar system that adapts to ceremony

day in Bali, associated with customs that should be done by the people of Bali.

Although some companies still operating in Bali holidays, the phenomenon

most companies and the various types of work in Bali following the Balinese calendar system. Within one year of active working day in Bali ranges from 8-9

months. Customs, the demands of work and personal needs of the people of

Bali will be very influential on the psychological workers in Bali and of course the effect on the level of work life balance workers themselves. Based on the

above researchers wanted to see the work life balance of working people in

Bali, and how differences in work life balance on government workers and employees of private companies. Work life balance is the purpose of workers in

Bali is how to balance between work outside the home that produces

incentives, work at home and extended family as well as the need for self pleasure. This study uses a mixed method, the data collected through

interviews, questionnaires and opend-ended questionnaire. Analysis of the data

using open coding and comparative analysis. Subject is taken government officials and Hindus employee in Bali. This research is expected to reveal

differences in work life balance among employees who work in the realm of

Bali government to private sector employees as well as how the characteristics of work life balance of Balinese employee.


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Key words: work life balance, Balinese employee and culture

The Role of Subjective Well Being (SWB) as Intervening Variable

between Workplace Spirituality and Work Engagement

Rostiana ([email protected])

Tarumanagara University, Jakarta, Indonesia

SWB role as independent and dependent variables are shown in various

studies, but its role as intervening variable has not been much done. This study aims to examine the role of SWB in the relationship between Workplace

Spirituality and Work Engagement, whether SWB more appropriate role as a

moderator or mediator. Data were collected through the distribution of questionnaires to the 255 employees of the two companies and is processed

using Partial Least Square (PLS) to prove the role of SWB as a mediator or

moderator. The results showed that SWB is not proven as a moderator but has a

significant predictive relevance as a mediator in the relationship between Workplace Spirituality and Work Engagement (Q2 = 0.5154> 0). Direct effect

of Workplace Spirituality to Work Engagement is only 4.6932, while the

indirect effect of Workplace Spirituality to Work Engagement through SWB at 50.186. Through this research proved that the influence of Workplace

Spirituality on Work engagement will be greater if Workplace Spirituality can

produce SWB previously before influence work engagement.

Key words: subjective well being, workplace spirituality, work engagement

and Partial Least Square


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The Effect of Psychological Climate and Work-Related Stress on

The Work Motivation of Surabaya Plaza Hotel's Employees

Grace Damba Batti’ Sombolayuk

Yusak Novanto

Faculty of Psychology, Pelita Harapan University, Surabaya, Indonesia

This research was carried out in Surabaya Plaza Hotel which the purposes

are to identify the effect of psychological climate on the work motivation, the

effect of work-related stress on work motivation, and the effect of psychological climate and work-related stress simultaneously on the employee motivation.

The number of samples obtained was 162 subjects by using purposive sampling

method. The majority of the subject in this research was employees of HK (12.3%), FBS (17,9%), HR/GA (12,3 %), ENG ( 11,1%,) FO (10,5%), FA (4,3%),

FBP (8%), HC (6,2%), and some employees of SM (4,3 %). The regression

model showed that psychological climate and work-related stress contribute

effectively for 83.3% of work motivation, while 16.7% can be explained by other variables such as extrinsic and intrinsic rewards which can influence work

motivation of employees. Partially, psychological climate has a possitive and

signifficant impact on work motivation in which the value of t = 28.202 with p = 0.000.

Key words: psychological climate, work-related stress, work motivation


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The Super Consciousness Approach to improve Employee

Engagement, Work-Life Balance, and

PBSC (Personal Balanced Score Card)

Nurlaila Effendy ([email protected])

Industrial & Organizational Department, Psychology Faculty,

Widya Mandala University Jl. Dinoyo No 44-46, Surabaya (60265), Indonesia

Companies in Asia face a number of constraints in tight competitiveness in

globalization and Asean Integration 2015. The companies need to improve the

climates of organization effectiveness and corporate culture effectiveness. The integral approach respects the worldviews and not only needs to exist within

organisations and individuals but also provides some ideas concerning the

direction that development in this area can take. An integral approach to development of an organization concerns with an organization consciousness

and organization culture as well as task competency in organization structure

and organization system. The integral focus in top left quadrant represents

individual consciousness related with bottom left quadrant (culture) and empirical observation on top right quadrant (task behavior) and bottom right

quadrant (system in organization) leading to integral psychological discussion in

all quadrants and levels. The transformation of consciousness to super consciousness in top left interior quadrant which is a quadrant where personal

meaning and vision setting serves as a basis of development in the other 3

quadrants. Organizational development has quite clearly demonstrated that aligning individual's personal goals with the goals of the organization translates

into measurable and sustained performance improvement. The transformation of

consciousness is in the top left quadrant in the integral concept and serves as a basis in the perspectives of knowledge and learning in a PBSC. The PBSC is a

Score card of work and non-work to get balance in life (work and personal life)

and to attain achievement and enjoyment. The consciousness transformation in an integral concept is consistent with the objectives of Employee Engagement


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(EE), i.e.: arousal of flow, personal meaning and strong commitment so that the

employees get involved in or bound in their jobs and organization or company. The development in the key quadrant is a determinant to an effective

organization development climate.

Key words: super consciousness, all quadrant all level, employee

engagement, work-life balance, personal balanced score card


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Stress Coping among the Seafarers:

How does Emotional Intelligence Give Effects?

Rini Nurahaju ([email protected])

Nurul Sih Widanti

Hang Tuah University, Surabaya, East Java

The purpose of this study was to determine how the effect of Emotional

Quotient (EQ) on Coping Stress among the seafarers - in this case the student /

cadet cruise Diploma Program (PDP) that has been UHT sailing practice. This research is a quantitative correlation. Referred as the Emotional Quotient (EQ) is

the degree of ability to know yourself and what other people feel, including the

proper way to handle a problem that is owned by a sailor. While the definition of the Coping stress is an attempt by the sailors to deal with stress, which

include management, adaptation, management actions, reactions, and certain

strategies when carrying out the task of sailing. A result from this study is the

correlation coefficient between the EQ and the CS of 0.842. The magnitude of the effect of variable EQ on CS was 71% while the remaining 29% is explained

by other variables not examined by the authors. This explains that emotional

intelligence has a significant effect on coping stress sailors during his sail.

Key words : emotional quotient, coping stres, seaferers


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The Influence of Job Stress and Organizational Climate toward

Organizational Commitment in PT Indoceria Plastic and Printing

Tenti Murti Sari Gea

Yusak Novanto

Faculty of Psychology, Pelita Harapan Surabaya University

Job stress and organizational climate are two variables related to

organizational commitment. Job stress and organizational climate perceived by

employees’ commitment toward the organization. High level of job stress could demote employees’ commitment toward the organization. Employees who

perceive their organizational climate as positive could have a high level of

organizational commitment. This study aims to explore the effect of job stress and organizational climate toward employees’ organizational commitment at PT

Indoceria Plastic and Printing, Sidoarjo. This study employs quantitative

method, by using questionnaire consists of 3 psychological scales, which are

job stress scale, organizational climate scale, and organizational commitment scale. Participants in this study are 57 employees at PT Indoceria Plastic and

Printing, using convenience sampling method. Independent variables in this

study are job stress and organizational climate, while the dependent variable is organizational commitment. The result was analyzed using multiple regressions.

The result shows R2 value of 0.689, implying that 68.9% of employees’

organizational commitment could be explained by job stress and organizational climate, while the 31.1% remaining could be explained by other variables.

Partially, job stress has a significant negative effect on employees’

organizational commitment with t = -5.796 and p = 0.000 (p < 0.05), while the organizational commitment with t = 3.311 and p = 0.002 (p < 0.05).

Key words: regression, influence, job stress, organizational climate, organizational commitment


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Influence of The Job Motivation and The Impact of Job Stress on

Job Satisfaction Employess at PT Coldwell Banker Commercial,

City Of Tommorow, Surabaya

Richard Alberto Taner Yusak Novanto


The aim of this research is to describe the influence of the job motivation and the impact of job stress on job satisfaction. This research used quantitative

method with using through questionnaires that consist of three psychological

variables that is job motivation, job stress, and job satisfaction. The participants of this research are 30 employees of PT. Codwell Banker Commercial City of

Tomorrow (CITO) from 10 different divisions. The reliability score for job

motivation is 0.945, job stress 0.941, and job satisfaction 0.897. The result shows that there is a significant influence of job motivation and the impact of

job stress toward job satisfaction.

Key words: regression, influence, job motivation, impact of job stress, job satisfaction


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The Influence of Personality Traits towards

Organizational Commitment through Work Engagement

as Mediating Variable on Lecturers at a

Private University in Indonesia

Zamralita

Faculty of Psychology, Universitas Tarumanagara, Jakarta, Indonesia

This study discussed about the model of work engagement on full time

lecturers at private university in Indonesia. Purpose of this study was to

examine the model of work engagement are influenced by the personality as personal factor and its impact to organizational commitment. Furthermore the

model also tested the influence of each personality traits (trait openness to

experience, trait conscientiousness, trait extraversion, trait agreeableness, trait neuroticism) on organizational commitment through work engagement as a

mediating variable.

The participants in this study were 158 full time lecturers from private university in Indonesia. Data were obtained through personality questionnaires,

work engagement questionnaire and organizational commitment questionnaire.

Methods of data analysis using Structural Equation Modelling, which is

calculated with the help of Linear Structural Relationship program version 8.7. The results proved the personality traits influenced work engagement and

give impact to organizational commitment. Besides proving the role of work

engagement as a mediating variable between each personality traits (trait openness to experience, trait conscientiousness, trait extraversion, trait

agreeableness, trait neuroticism) on organizational commitment. Conclusion of

this research work engagement as mediating variable (complete mediation) between personality traits and organizational commitment.

Key words: personality, work engagement, organizational commitment, mediating variables


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The Relationship between Followership and

Employee Engagement of Production Operator PT X

Yunita Widiyawati

Bertina Sjabadhyni

Faculty of Psychology, Universitas Indonesia

This research was conducted to find the relationship between followership

and employee engagement of production operator PT X which has considered as a success company and has not affected negative labor issues which

commonly happened in similar manufacturing company. The followership was

measured using an instrument named Kelley's followership Questionnaire (Kelley, 1992) and the employee engagement was measured using an

instrument named UtrechtWork Engagement Scale (Schaufeli, 2002). The

participants of this research are 403 production operators in PT X by using

purposive sampling technique. The main results of this research show that followership positively related significantly with employee engagement (r =

0.392, p = 0.000, significant at L.o.S 0.01). The implication of this study is the

higher followership leads to the higher of employee engagement. Therefore, the results of this study suggest the company to become a success manufacturing

company they should raise employee engagement of production operator as

followers. In addition, the dimension of followership that has the greatest contribution is independent critical thinking. Based on this, the followership

dimension of independent critical thinking of production operator needs to be

improved as one of the factors that influence employee engagement.

Key words: followership, employee engagement, production operator


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Description of The Quality of Work Life Employee at

CV Naradha Pramana Surabaya

Priskila Widia

Yusak Novanto


Quality of human resources will be able to compete in the era of

globalization. Companies need to approach that aims to improve the welfare of

employees. Aspects of the employee's work can be seen through the quality of work life. This study aims to describe the quality of work life of employees in

CV Naradha Pramana Surabaya. This study uses quantitative methods. The

research instrument used was a questionnaire quality of work life scale (Siagian, 2004). Subjects in this study were 30 employees CV Pramana Naradha

Surabaya. Data were analyzed using SPSS 14.0. The results of the data analysis

found that 22 subjects had an idea that high quality of life, seven subjects were

in the low category and the subject is at a very low category. Based on the research results, the company needs to improve the factors considered low in

quality of work life in CV Naradha Pramana Surabaya, which is the factor in

various formal and normative provisions so that employees have a quality of work life are high on each factor.

Key words: quality of work life


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The Correlation between Followership and Job Satisfaction in

Factory Workers

Freddy Suryadi

Bertina Sjabadhyni

This research was conducted to find the correlation between followership

and job satisfaction in factory workers. Followership was measured using a modification instrument of followership questionnaire (Kelley, 1992) and job

satisfaction was measured using a short form of Minnessota Satisfaction

Questionnaire (Weiss, Dawis, England, & Lofquist, 1967). The participants of this research are 95 workers in PT X. The main results of this research show that

followership positively correlated significantly with job satisfaction (r = 0.431,

p = 0.000, significant at l.o.s. 0.01). The implication of this study is, the higher followership leads to higher their job satisfaction. Furthermore, followership

and job satisfaction in factory workers showing a mid result. Based on these

results, employee needs to improved on followership, primarily in active

engagement dimension which has the bigger correlation with job satisfaction, by involving workers in the tasks to achieve a shared goal or outcome.

Key words: followership, active engagement, job satisfaction, factory workers


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The Effect of Transformational Leadership and Job Satisfaction

on Employee Performance in Citibank Indonesia

A. A. Anwar Prabu Mangkunegara ([email protected])

Miftahuddin

Psychology of Faculty, Mercu Buana University

This study aims to determine the effect of transformational leadership and

job satisfaction on employee performance. The method used in this study is

"explanatory research" and the data are collected through questionnaires. The analysis of processing the data is done by using partial and multiple regression.

The results shows that transformational leadership and job satisfaction affect

employee performance positively and significantly either partially or simultaneously. Recommendations addressed to management since

management can maintain and even can increase the factors that can affect

performance in this study.

Key words: transformational leadership, job satisfaction, performance


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Factors Influencing the Success of Creative Industry Business in

Jakarta

Benedicta Prihatin Dwi Riyanti ([email protected])

Ati Cahyani

Bambang Sungkowo

Faculty of Psychology, Atma Jaya Catholic University Jakarta

This study aim to explain whether there is a significant effect of the variable

ability to see opportunities, optimistic, risk-taking and creativity to business success in the creative industries in Jakarta. One hundred and sixty five (165)

entrepreneur in industry creative were being collected by accidental sampling.

Five instruments were used in this research. The result shows that the only variable of creativity that gives significant influence on the success of the

creative industry businesses. This study also shows that the level of optimism

and risk-taking entrepreneurial creative industries are still below average.

Key words: creative industry, ability to se opportunities, optimistic, risk

taking, creativity, business success, entrepreneur


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The Correlation between Job Insecurity and Organizational

Commitment of Outsourcing Employee

Wayan Pertiwi Artha Sari

Dewi Soerna Anggraeni

This research aimed to know the relationship between job insecurity and

organizational commitment of outsourcing employee. In the previous research conducted on organization that experienced downsizing or merger. In facts, the

need of outsourcing employee is increasing. On the other hand, there are many

outsourcing employees who were done the demonstratation to demand the change of status. The measuring devices used Job Insecurity Scale and

Organizational Commitment Scale. Research sampling was conducted at PT

Angkasa Pura I Yogyakarta. The amount of subject were 95 outsourcing employees who were minimum one year working experience. The data was

analyze using correlation Pearson product moment by SPSS versi 16.0 for

windows. The results indicated that correlation coefficient of -0.172 with a

significance of 0.095. This results shown that there is no significant correlation between job insecurity and organizational commitent of outsourcing employee.

Key words: job insecurity, organizational commitment, outsourcing employee.


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What “Work Load Analysis” Can Be Effective as a HR Tools?

(A Case Study at PT “XYZ” Jakarta)

Gede Umbaran Dipodjoyo ([email protected])

Faculty of Psychology, Universitas Persada Indonesia YAI Jakarta

Minimum wage rise is surprising in this year (approximately 30%) and the

increase in fuel oil also rose (approximately 15%). As well as the union demands was to raise the minimum wage next year by 50% by 2014 from the

present. Will make your Human Resources in Indonesia, was thinking of doing

a recount labor. One of them by doing a workload analysis, which is a process to determine the

number of hours people use or required to complete jobs within a certain time.

So it will get an efficient amount for an office. PT “XYZ” is the national shipping company and in this case is to determine the addition of employees with

workload analysis in the procurement division

Key words: minimum wage, human resources, work load analysis



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The Influence of Work Motivation and Job Satisfaction toward

Employee’s Performance of

PT Hypermart City of Tomorrow Surabaya

Medarnus Telaumbanua Yusak Novanto

Faculty of Psychology, Pelita Harapan Surabaya University.

This research is aimed to determine the effect of work motivation and satisfaction toward employee’s performance of PT Hypermart City of Tomorrow

Surabaya. This research uses quantitative method by conducting questionnaire

distribution which consists of two psychology scale: work motivation and satisfaction. Meanwhile performance use company data such as employee’s

performance number. The amount of sample of this research is 40 subjects

which using total population sampling method. Independent variables are work motivation and satisfaction while dependent variable is employee’s

performance. The conducted data analysis covers descriptive statistic. Statistic

analysis includes validity testing, reliability testing, classic assumption testing,

multicolinearity testing, simple regression, multiple regression, and hypothesis testing. The result of R2 between motivation variable and performance is 0.894

which means 89.4 % of employee’s performance can be explained by

motivation variable and 10.6 % is explained by other variables which is not on the focus of this research. Meanwhile, the result of R2 between work satisfaction

and performance is 0.808 which means 80.8 % of employee’s performance can

be explained by work satisfaction and 19.2% is explained by other variable which is not focus in this research. The result shows that work motivation and

satisfaction partially by using regression analysis has effect on employee’s

performance, while simultaneously by multiple regression analysis, the R2 is as much as 0.894 which means 89.4% of employee’s performance can be

explained by work motivation and 10.6% is explained by other factor which is

not included in this research. This exhibits that if work satisfaction is tested simultaneously, it has no effect on employee’s performance. This also is


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supported by the statistic test result which work motivation has more effect on

employee’s performance compare to work satisfaction variable. Partially, work motivation has positive and significant effect toward employee’s performance

with result t value = 17,878 and p = 0.000 (p < 0.05), while work satisfaction

has positive and significant effect on employee’s performance with t value = 12.635 and p = 0.000 (p < 0.05).

Key words: work motivation, work satisfaction, employee’s performance


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Is The Identity of Organization Related to

Innovative Behavior in The Workplace?

Arum Etikariena Hidayat ([email protected])

Fakultas Psikologi UI

Nowaday, being an inovative company is a targeted matter by a numbers of

company. The intense competition and market demands become the trigger encouraging company to give different things and to stand facing avery preasure

from it's environment. this study aims to reveal one of factors suspected will

arise inovative behavior, in which if the employees see that their organization has an identity leading to innovation, then the employee will be encouraged to

show inovative behavior in their work place. The identity of organization is

measured by the identity of organization scale (Albert & Whetten, 1985) and inovative behavior is measured by inovative behavior scale (Janssen, 2000). The

respondents of this study are 100 employees from any level working at Z

company which running a business on the field-based product creation and

marketing of solar power. The result shows that there is a possitive and significant relationship (r = 0.308, p < 0.01). It means, the more employees

see that their organization has an identity encouraging inovation, then the more

possibility for them to show inovative behavior in their work place, and vice versa. After all, the hyphothesis proposed by the researcher is proven. The

implication from this study is that the company attempting to maximize it's

employee's inovative behavior, can begin by building the identity of the company as an inovative organization.

Key words: innovative behavior, organizational identity


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Role of Compensation and Work Culture

in Developing Professionalism of Journalists

Dewi Puri Astiti

Nicholas Simarmata

Psychology Program, Medicine Faculty of Udayana University

One of the fundamental issues of freedom of the press in Indonesia is low

competence and professionalism of journalists. Professionalism of employees is

determined by external and internal factors, external so It is caused by the low compensation given corporate culture media and journalists in the work done is

determined by the organization and internal work associated with the

competence and experience of the employees themselves. Organizational culture where media companies and journalists working to

determine the extent to which journalists can facilitate working with

professionals. Other factors such as low compensation, resulting in low

motivation and performance of journalists working in their profession. Based formulation of the problem, so it needed a study to uncover how the

role of compensation and organizational culture can affect the professionalism

of journalists. This research is quantitative and qualitative research using the method of data collection through questionnaires spread, literary studies and in-

depth interviews. The research was conducted in Bali, take the subject of

journalists who worked at several media companies. The result is expected to be a reference or minimal consideration for governments and regulators to

determine the appropriate fair wage for Indonesian journalists in order to

improve the professionalism of journalists as well as develop a better work culture in supporting the professionalism of journalists. Professionalism is

important because, freedom of the press still have to be treated in the context of

efforts towards a more democratic Indonesia.

Key words: compensation, organizational culture and professionalism


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Relationship between Employee Attitude toward Safety Talk and

Intention to Implement Occupational Health and Safety at PT

Wijaya Karya PPB Bogor

Nikmawati ([email protected]) Fitri Arlinkasari ([email protected])

The implementation of Occupational Health and Safety (OHS) is one of

ways to nullify the risks of accident (zero accident). One of the programs to

improve employees’ intention to implement safety and health is safety talk, as an activity to discuss hazards and the importance of implementing OHS at

workplace. The purposes of this research are to find relationship between

employee attitude toward safety talk and their intention in implementing OHS. This research used correlational method and the participants are employees of

PT. Wijaya Karya PBB Bogor. Sampling technique used in this research is

purposive sampling with a total sample of 260 employees. Measurements in this study used scale of employee attitude toward safety talk and intention to

implement safety and health at workplace. The result showed positive

correlation between attitude toward safety talk and intention to implement

OHS. Employees who have more positive attitude toward safety talk tend to be more intent to implement OHS.

Key words: attitude, intention, safety talk, occupational health and safety talk



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Influence of Job Satisfaction and Work Motivation toward

Organizational Commitment of Outsourcing Employee

PT Coldwell Banker Commercial Capital Surabaya

Ryan Daniel de Fretes Yusak Novanto


This study aims to determine the effect of job satisfaction and work motivation with organizational commitment of outsourcing employee at PT.

Coldwell Banker Commercial Capital Surabaya. Subjects in this study are 45

outsourcing employee PT. Coldwell Banker Commercial Capital Surabaya. Organizational commitment, job satisfaction and work motivation scale

developed by researchers. Research hypotheses were tested using multiple

regression analysis. Based on the results of multiple linear regression analysis found significant effects of job satisfaction and work motivation with

organizational commitment (R2 = 0,942, p = 0,000, p < 0,05). The results of

this study may provide information to PT. Coldwell Banker Commercial Capital

Surabaya that companies could be give more attention to policies are made in a fair and how the delivery of those policies to outsourcing employee made

evenly so that outsourcing employees can feel that he became part of the

company.

Key words: organizational commitment, job satisfaction, work motivation,

outsourcing employees


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The Assessment Guidelines

for The Best Paper

We invite our reviewers to choose the BEST PAPER in this conference. Our honorable reviewers are from from APIO and Scientific Journal of Industrial and Organizational Psychology / Jurnal Ilmiah Psikologi Industri dan Organisasi (JPIO; ISSN 2302-8440); they are:

• Prof. Fendy Suhariadi, M.T.; • Prof. Suryana Sumantri, M.S.I.E.; • Prof. Dr. Hora Tjitra; • Dr. Murnizam Hj. Halik; • Prof. Dr. Benedicta Prihatin Dwi Riyanti; • Dr. Rostiana; • Dr. H. A.A. Anwar Prabu Mangkunegara, M.Si. The reviewer team will chose the BEST PAPER that will be awarded

“Prof. Dr. A. S. Munandar, Dipl.Psych.” AWARD in anonymous. The 5th APIO International Conference theme is “Improving Employee

Relations for a Better Organizational Climate” divided into 8 topics: 1. Compensation and Wages, 2. Safety and Health, 3. Industrial Relations and Collective Bargaining, 4. Employee Well-Being, 5. Employee Discrimination and Outsourcing, 6. Work-life Balance and Engagement, 7. Employee Performance and Productivity, 8. Organizational Change and Leadership, and 9. Others.

THE ASSESSMENT PROCESS From 22 full papers we have received some of it (8 papers) are

categorized as “Others”, which is excluded from this assessment. So, we only choose ONE from 14 papers.


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In a very limited time we have, every reviewer will only be given 1-3 full text papers to be assessed, and we would like to ask you to CHOOSE ONE from the article attached to assess according to this guidelines.

The Reviewer Meeting on October 5 will decide which one is the best.

Every Reviewer must finish their assessment before the meeting. As already announce before that the full paper submitted to this

conference basically will be published in the JPIO, but the highest quality paper could be recommended to be published in National or International Journal accredited.

Every Reviewer could write down their comments to support their

decision. The possible decisions include: • Accept: the paper has been accepted as is for JPIO; • Accept and recommended Elsewhere: the paper has been accepted

and recommended to be published in National or International Journal accredited;

• Revisions Required: the paper will be accepted, but requires minor changes;

• Resubmit for Review: the paper needs significant re-working, not accepted now;

• Reject: the paper was not accepted for publication with this journal, either because it was not seen to be of high enough quality, or its subject did not match the journal.


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Prof. Dr. A. S. Munandar, Dipl.Psych.

In this conference, the best paper will earn “Prof. Dr. A. S. Munandar, Dipl.Psych.” Award.

Who is A. S. Munandar? Ashar Sunyoto Munandar, was born on 23 Maret 1931 in Semarang. After

attending a low, junior, and senior education, in 1951 he got a scolarship from the office of demobilisan students affairs in the high engineering, Universitet Indonesia, majoring in Electrical in Bandung.

In 1952 by a scholarship from the ministry of education, teaching and culture, he studied psychology in Rijkuniversiteit Leiden, Belanda. After passing the baccalaureate exam (candidaats examen) in tahun 1956 he moved to a university in Mainz, and in Hamburg, west Germany and graduated with a degree in psychology (Diplom-Psychologe) in 1959.

To carry out the compulsory work for the government, since he had got scholarship from the government, he worked in the Department of Psychology, Faculty of Medicine, University of Indonesia, in which in 1960 became Faculty of Psychology. In this faculty, he has ever served as Head of Research (1960-1961), Head of Vocational and Company Psychology (Kepala Bagian Psikologi Kejuruan dan Perusahaan) (1961-1967), Vice Dean for Alumni and Student Affairs (1963-1965), Director of the Institute of Applied Psychology (1978-1981), Dean (1981-1984), Head of Postgraduate Program of Industrial and Organizational Psychology (1983-1991).

Besides working in the faculty of Psychology, University of Indonesia, he also took part-time job in the college of management, education and management development foundation. He worked there as a lecturer and as Head of Selection and Employment (1967-1970). In 1970 he was given a job from government to work as a professional staff at the Regional Center for Educational Innovation and Technology from Southeast Asian Ministers of Education Organization (SEAMEO) in Singapore for two years, until 1972.

In 1975, he became a guest lecturer (gastwetenschappelijke medewerker) at Vakgroep Arbeids en Organisatie Psychologe (in the field of employment and organizational psychology), Sub-Faculteit Psychologe, Universiteit Nijmegen, The Netherlands, for one year. In that period, he started constructing his disertation which later he finished it in 1977, under the promotor of Prof. Dr. Selamet Iman Santosa as well as Co-promotor Prof. Ch. De Wolf and Prof. J. E Ismail, Ph.D, His dissertation was entitled, “The Identification of Potential Middle Managers: A System Approach”. From 1976 to 1978 he assisted as an instructor at Management institution FE-UI. In 1979, he was appointed to be a permanent Professor and presented his inagural speech entitled, “Pengembangan Sumber Daya Manusia


83

dalam rangka Pembangunan Nasional”, which then be published as a book by LPPM (1980).

Until the end of his days, he was still serving as a permanent professor of University of Indonesia. Some of his scientific works, among others:

● S.C Utami Munandar, Ashar Sunyoto Munandar, 1987. Psychology in Indonesia: Its Past, Present, and Future. In: G. H. Blowers, A.M. Turtle, eds. Psychology Moving East. University Press, Sydney, Australia;

● Munandar Ashar Sunyoto, 1990. Indonesia Managers, Today and Tomorrow. International Journal of Psychology, 25, 855-869;

● Munandar, Ashar Sunyoto, 1990. Psikologi Industri. Karunia, Jakarta; ● Munandar, Ashar Sunyoto, 2001. Psikologi Industri dan Organisasi.

Penerbit Universitas Indonesia, Jakarta; ● Munandar, Ashar Sunyoto, 1996, Management in Indonesia. In: Malcolm

Warner, editor. International Encyclopedia of Business and Management, volume 3, 2881-2886, International Thomson Business Press, Hampshire, England.


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Board of the Committee Members 5TH APIO INTERNATIONAL CONFERENCE

Jakarta, Indonesia

STEERING COMITEE Advisor: 1. Dra. Indarwahyanti Graito, M.Psi (Board of APIO’s Expert) 2. Dr. Ir. Arissetyanto Nugroho, M.M. (Rector of Mercu Buana University) Director: 1. Prof. Dr. Fendy Suhariadi, M.T. (President of APIO) 2. Dra. Bertina Sjabadhyni, M.Si, Psi. (APIO Jakarta) 3. Dr. H. A. A. Anwar Prabu Mangkunegara, M.Si. (Dean of Faculty of Psychology, Mercu Buana University) Chairman I: Dr. Antonius Manurung (APIO) Chairman II: Drs. Gede Umbaran D, MM, Psi Members: Sami’an, M.Psi (General Secretary of APIO) Aryo Wicaksono, M.A. (Chief Executive of APIO) Muhammad Iqbal, Ph.D. Bonar Hutapea, M.Si. Secretariat (APIO Jakarta): Aya Sophia Santyo Budi Yusuf Arifin Maya Rosmayanti Ratri Atmoko


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ORGANIZING COMITEE Chairman: Drs. S.S. Sulistiyono, M.Si. Vice Chairman: Sukma Rani, M.Si., Psi. Secretary: Wulan Suminar Virgita S.Psi. (UMB) Treasurer: Istiqomah, M.Si. Coordinator of business and fund (sponsorship): Sumaryanto Coordinator of event (registration, confirmation of the speakers, poster, book bazaar): Laila Meiliyandrie Wardani, Ph.D.; Alana Damaris Coordinator of consumption: Dearly, M.Psi Coordinator of equipmet: Trival Afriadi, S.E., M.M. Coordinatior of accomodation: Mas Ridwan Muhammad A. Coordinator of public relations: Irmulan Sati Tomoharjo, SH. M.Si.; Juneman Coordination of transportation: Tri Sunu Joko, S.H. General support: Marsani, S.Kom. Members: Lily Daisy Mayendriani; Catherine Linda Kumara; Rr. Ratri Riza Syafitri; Andri Ramadhani; Miman Abdul Rohman; Lailatul Mufida; Kurniawan; Anggun Aprilia; Marisa Andriani; Tia Nurtihana; Paulina Saune; Dwi Permata Sari; Jaenal Gunawan; Darmawan; Yenny Liance Sangkop; Ria Puspita Sari; M. Rizky N. S.; Marisa Arnes


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About Mercu Buana University

Mercu Buana University (UMB, or Universitas Mercu Buana) is a private university located in Jakarta, Indonesia. It was established on October 22, 1985. Its main campus – Campus A – is located in Meruya, West Jakarta. Campus B is in Menteng and Campus C in Depok. Founding and Early History

With his background as a teacher at Taman Siswa, Pematang Siantar, North Sumatera, H. Probosutedjo established Akademi Wiraswasta Dewantara (Dewantara Entrepreneur Academy – AWD) on November 10, 1981. The ground breaking of AWD was conducted by the late Mr. H. Adam Malik, Indonesian Vice President. The name of Dewantara was taken from a national education figure Ki Hajar Dewantara.

Before it had its own campus, lectures were given at Gedung Yayasan Tenaga Kerja Indonesia (The Building of Indonesian Migrant Workers’s Foundation – YTKI) on Jalan Gatot Soebroto. In 1984, Yayasan Menara Bhakti (Menara Bhakti Foundation) built a campus which was named Menara Bhakti Campus.

In 1985 plans were made to erect an education institution equal to university level. With a decree of the chairman of Menara Bhakti Foundation in 1985 formed a committee to establish a university. On the committee were chairman Dr. Sri-Edi Swasono assisted by H. Abdul Madjid, the late Drs. Iman Santosa Sukardi, Drs. M. Enoch Markum, Ir. Suharyadi, M.S, Soekarno and the late Prijo S. Parwoto.

Kopertis Region III granted an operational permit to Mercu Buana University. On October 22, 1985 Mercu Buana officially declared as a university. Campuses • Campus A is on Jalan Meruya Selatan, Kebun Jeruk, West Jakarta. • Campus B is in Tedja Buana Building (Kedaung) 4th, 5th and 6th floors

on Jalan Menteng Raya No. 29, Central Jakarta. • Campus C is in LIA Depok Building on Jalan Margonda No. 200, Depok,

West Java. • Campus D is on Jalan Raya Keranggan No. 6 Jatisampurna, Bekasi, West

Java. Source: http://en.wikipedia.org/wiki/Mercu_Buana_University

Documents

APIO International Conference 2013