Wustari Mangundjaya | Universitas Bhayangkara Jakarta Raya (original) (raw)

Papers by Wustari Mangundjaya

Jurnal Manajemen Aset Infrastruktur & Fasilitas, 2019

Ministry of Public Works and Publich Housing (Ministry of PWPH) is currently in change process, d... more Ministry of Public Works and Publich Housing (Ministry of PWPH) is currently in change process, due to president's regulation regarding beucratic reform (birokrasi reformasi). This research aims to investigate ministry's readiness for change and how transformational leadership style affect employee's commitment to change in minisitry of PWPH. Organizational success during change implementation is strongly influenced by employees' commitment to change, particularly affective commitment to change (AC2C). However, employees' affective commitment to change is very dependent with individual readiness for change (IRFC), as IRFC indicates employees' openness and acceptance towards change. Previous studies showed IRFC is influenced by leadership style, particularly transformational leadership (TL). This study aimed to gain insight the relationship between TL, IRFC and AC2C. This research was conducted in ministry of PWPH in Indonesia that is currently under a change process. With 177 respondents, result showed that TL significantly influences IRFC, which then affects AC2C. This finding emphasize role of leadership towards development of IRFC in employees to successfully implement change in organization.

World Academy of Science, Engineering and Technology, International Journal of Psychological and Behavioral Sciences, Oct 23, 2017

Understanding of the national culture as well as the local culture can give people an advantage i... more Understanding of the national culture as well as the local culture can give people an advantage in understanding and developing intercultural knowledge and skills. It is also useful for achieving a successful life in this challenging global world. In order to understand a nation's people it is important to understand their values and culture. Indonesia consists of thousands of islands and people of various ethnicities, which consequently affect Indonesia's culture as a whole nation. This research was done at one of Indonesia's stateowned companies. It comprised 2025 respondents from various ethnic backgrounds such as: Balinese, Batak, Javanese, Minangkabau, Sundanese and others. The questionnaire used was developed on the basis of Hofstede's work on values. The study showed that respondents (the employees of Company XYZ) were high on Uncertainty Avoidance, Power Distance, Future Time Orientation, Individualism, and Masculinity. This findings is different from the stereotype of Indonesian people as well as from Hofstede's findings (Hofstede & Hofstede, 2005), which indicated that Indonesian people score higher on the Collectivist and Feminist dimensions, and lower onUncertainty Avoidance.This raises the question of whether there has been a cultural change or whether the results reflect only the impact of organizational culture. Although this study consists of a large sample, the results cannot be generalized to all Indonesian people. In this regard, future research should be carried out in order to obtain an accurate profile of Indonesia, taking into account that Indonesia is very diverse country.

Romanian Economic and Business Review, 2013

Organization has to change and it needs commitment of the employee. The purpose of this paper is ... more Organization has to change and it needs commitment of the employee. The purpose of this paper is to identify the role and contribution of Change Leadership (CL), Organizational Readiness for Change (ORFC), and Individual Readiness for Change (IRFC) to Commitment to Change (C2C). This paper based on the empirical research about commitment to change in a cconstruction ccompany in Indonesia. The research used 4 scales as mentioned above, those are: C2C, IRFC, ORFC, and CL. Discussion will be based on the concept and findings. The results (N=186) showed that there was positive and significant correlation between Readiness for Change with Commitment to Change. However, the study also showed that Change Leadership solely had not correlated significantly with Commitment to Change. The findings will enrich the study about the contributions of Change Leadership, Individual and Organizational Readiness for Change to Commitment to Change. This paper contributes to the knowledge and implication...

MIX: JURNAL ILMIAH MANAJEMEN, 2018

This study aims to examine the effect of team member exchange qualities and shared leadership on ... more This study aims to examine the effect of team member exchange qualities and shared leadership on team effectiveness in order to describe cross-functional integration conditions in public organizations. Cross-functional integration on these research explained with two points of view, as a group members behavior and as a team process. Cross-functional integration as a group members behavior established if (1) team member exchange qualities positively affects shared leadership; and (2) shared leadership positively affects team effectiveness. Cross-functional integration as a team process established if team member exchange qualities affects on team effectiveness through shared leadership. The study was conducted on Directorate A, B and C, with totally 90 respondents. The research method used regression analysis and path analysis. The results showed (1) team member exchange qualities positively affect shared leadership on Directorate A, B and C; (2) shared leadership positively affects team effectiveness on Directorate B and C; and (3) team member exchange qualities positively affects team effectiveness through shared leadership on Directorate C. Based on those results, we can conclude that cross-functional integration as group member behavior established in Directorate B and C, and cross-functional integration as a team process established only in Directorate C.

International Journal of Public Sector Performance Management, 2019

State-owned/public organisations are faced with challenges to be effective, efficient and robust.... more State-owned/public organisations are faced with challenges to be effective, efficient and robust. Consequently, they have conducted many change programs to develop their organisations. Meanwhile, previous studies showed that many planned change programs failed, and one of the reasons is due to the low supports and commitment to change from the employees. This paper aims to analyse the role of change leadership on affective commitment to change, through psychological empowerment and organisational trust as mediators. This study is using the theory of commitment to change leadership; psychological empowerment and organisational trust. The research was conducted at two state owned organisations, which have undergone an organisational change. Data were gathered from 539 respondents using questionnaires for data collection, and SEM used for data analysis. The results showed that psychological empowerment and organisational trust as full mediators for the relationship between change leadership and affective commitment to change.

JUPIIS (Jurnal Pendidikan Ilmu-Ilmu Sosial), Jun 21, 2022

Nowadays, the organization can be called a boundaryless organization, as moving from one organiza... more Nowadays, the organization can be called a boundaryless organization, as moving from one organization to another and from one place to another is inevitable. In this regard, understanding the condition and characteristics of a society and culture is a must for a leader. A leader, especially a change leader, has to understand the culture, as he or she has to influence subordinates to follow the organization's objectives, without employees' commitment and support, the organizational change will be hard to achieve. Meanwhile, Indonesia consists of thousands of islands with various ethnics and cultures, making Indonesia a very diverse country, which then makes a leader should have an understanding of the characteristics of the people in the organization. The ethnic of Bugis-Makassar is the majority of the ethnic who stay in Makassar city. This study uses a qualitative approach with FGD as the tool in data collection. The number of participants is 30. The results show that the majority of the participants prefer to have a leader with the role of Coach compared with the other two roles. This result is expected to have contributed to the change leader that will be assigned in the organization with the majority of people from Bugis-Makassar.

Journal of Developing Areas, 2015

In this hyper-competition and turbulence era, many oorganizations have to change and adjust thems... more In this hyper-competition and turbulence era, many oorganizations have to change and adjust themselves with the changing external environment.However, not all organizational change has succeeded. One of the reasons why the change process often failed was due to the lack of readiness for change. In this regard, organizations need to create readiness for change (RFC) to enable them implementing the change process effectively and for that purpose leaders and managers need to understand what factors influence change readiness. The aim of this study is to identify the role of psychological capital and psychological empowerment on individual readiness for change (IRFC). The research used 3 scales as follows: psychological capital developed by Luthans, Youssef, & Avolio (2007), psychological empowerment developed by Spreitzer (2007), and individual readiness for change developed by Hanpachern (1997). The results from 175 respondents from state own constructions corporationsin Indonesia showed that both psychological capital and psychological empowerment have positive and significant influence on individual readiness for change (R 2 = 0.451). The result also showed that psychological empowerment (R2=0.418) has slightly higher influence on individual readiness for change compare to psychological capital (R2=0.341). The findings of this research will enrich the knowledge of organizational change management, as well as provide valuable insights for organizational leaders on how to implement organizational change effectively by creating organizational readiness for change.

Jurnal Pengabdian Masyarakat Bangsa

Suatu lingkungan pekerjaan berubah akan menyebabkan tuntutan pekerjaan juga menjadi berubah. Hal ... more Suatu lingkungan pekerjaan berubah akan menyebabkan tuntutan pekerjaan juga menjadi berubah. Hal ini menyebabkan setiap organisasi harus mau dan mampu mengembangkan karyawannya untuk mengikuti perubahan yang ada. Dalam hal ini organisasi tidak hanya organisasi yang bersifat mencari keuntungan, tetapi juga juga bagi organisasi nirlaba seperti Panti Sosial Asuhan Anak (PSAA). Dengan fungsi dan perannya yang strategis PSAA harus memiliki SDM yang kompeten dan sesuai dengan persyaratan jabatan yang diperlukan. Untuk itu, program pelatihan yang sifatnya re-skilling maupun up-skilling perlu dilakukan bagi para karyawan dan pengasuh anak-anak di panti asuhan. Pendekatan pengembangan organisasi dan analisis organisasi akan dapat diperoleh informasi bahwa para pengasuh di panti asuhan memerlukan pelatihan pengembangan diri dan effective parenting. Dari evaluasi diketahui bahwa pelatihan tersebut berhasil dengan baik, dan diharapkan adanya kelanjutan dari program pelatihan atau pendampingan ...

International Journal of Research in Business and Social Science (2147- 4478)

Few empirical studies have examined the connections between employees’ commitment and organizatio... more Few empirical studies have examined the connections between employees’ commitment and organizational citizenship behaviors to the company. Also, not much is known about how a specific part of meaningful work affects the organization’s citizenship behaviour of people who work as travel agents. Our study examines whether meaningful work mediates an organization’s commitment to organizational citizenship behaviour. The research is quantitative with descriptive methods, and 104 participants participated. The scales were available online, and they filled them out. Statistical analysis uses the PLS structural equation model to test the model. The main finding of the study demonstrates that (i) There is no relationship between organizational commitment and organizational citizenship behaviour shown in the statistical result is 0.055, (ii) the Statistical result of 0.826 between organization commitment to meaningful work shows that there is a direct link between two variables (iii) and ther...

Jurnal Pengabdian Masyarakat Bangsa

Setiap organisasi menginginkan untuk dapat berkembang secara optimal, sehingga berusaha utnuk mel... more Setiap organisasi menginginkan untuk dapat berkembang secara optimal, sehingga berusaha utnuk melakukan berbagai hal dalam rangka pengembangan organisasi. Hal ini berlaku pula pada salah satu organisasi nir-laba yang bergerak dibidang kesehatan ibu dan anak. Dalam usaha untuk pengembangan organisasi, melakukan kegiatan Workshop dalam usaha untuk membentuk Centre of excellence supaya lebih dapat berkembang. Workshop ini dilakukan selama 2 (dua) hari, yang diikuti oleh semua pemangku kepentingan sejumlah 27 partisipan. Tujuannya adalah menentukan Visi, Misi, Rencana Strategis dan Roadmap (peta jalan) yang dapat dijadikan acuan dalam pengembangan organisasi Centre of Excellence tersebut. Hasil dicapai selama 2 (dua) hari terlihat telah dapat memeroleh Visi, Misi, Rencana Strategis, dan Roadmap serta analisis SWOT. Dalam hal ini, meskipun hasil yang diperoleh masih berupa draft, yang masih perlu dipoles kembali dalam hal penghalusan kalimatnya tetapi secara umum telah dapat dipakai seb...

Amirul Bangun Bangsa Publishing, 2023

Abstrak Suatu lingkungan pekerjaan berubah akan menyebabkan tuntutan pekerjaan juga menjadi ber... more Abstrak
Suatu lingkungan pekerjaan berubah akan menyebabkan tuntutan pekerjaan juga menjadi berubah. Hal ini menyebabkan setiap organisasi harus mau dan mampu mengembangkan karyawannya untuk mengikuti perubahan yang ada. Dalam hal ini organisasi tidak hanya organisasi yang bersifat mencari keuntungan, tetapi juga juga bagi organisasi nirlaba seperti Panti Sosial Asuhan Anak (PSAA). Dengan fungsi dan perannya yang strategis PSAA harus memiliki SDM yang kompeten dan sesuai dengan persyaratan jabatan yang diperlukan. Untuk itu, program pelatihan yang sifatnya re-skilling maupun up-skilling perlu dilakukan bagi para karyawan dan pengasuh anak-anak di panti asuhan. Pendekatan pengembangan organisasi dan analisis organisasi akan dapat diperoleh informasi bahwa para pengasuh di panti asuhan memerlukan pelatihan pengembangan diri dan effective parenting. Dari evaluasi diketahui bahwa pelatihan tersebut berhasil dengan baik, dan diharapkan adanya kelanjutan dari program pelatihan atau pendampingan ini. Makalah ini membahas mengenai proses pelaksanaan program pelatihan tersebut dari tahap identifikasi kebutuhan pelatihan sampai dengan trasfer of learning pada Panti Sosial Asuhan Anak di Jakarta.
Kata kunci: effective parenting, panti asuhan, pengasuh, anak asuh

Abstract
Changing environment consequently make changes to the job requirement in the organization. Which then will impact the organization to continue developing their employees according to the needs. In this regard, the changing environment not only applies at the profit organization but also for the not profit organization as well,
including the orphanage. The orphanage has a strategic role in taking care of children, consequently they also need to have professional workers. Thus, training and development program should be developed for upskilling and reskilling the care-giver. Based on the results of organizational analysis it showed that the care-giver need to
update their knowledge and skills in knowing themselves and effective parenting. This paper discuss about the process of the training program starting from training needs analysis until transfer of learning at orphanage in Jakarta. The program showed that the training which have been implemented through the stages of training program thoroughly had benefitted to the employees and to the management of the orphanage
.
Keywords: care-giver, effective parenting, foster-children, orphan..

Jurnal Psikologi Udayana

Ketika pandemi COVID-19 menyebar secara global, pedoman kesehatan masyarakat menyarankan semua ka... more Ketika pandemi COVID-19 menyebar secara global, pedoman kesehatan masyarakat menyarankan semua karyawan untuk bekerja dari rumah (WFH). Di Indonesia, belum banyak perusahaan yang menerapkan WFH sebelumnya dikarenakan praktik manajemen yang masih tradisional, tentu penyesuaian terhadap WFH merupakan pengalaman baru untuk sebagian besar karyawan. Sementara itu, sebagian besar penelitian yang diulas mengenai dampak karantina melaporkan efek psikologis negatif pada individu termasuk gejala stres, kebingungan, dan kemarahan. Berdasarkan situasi tersebut, penelitian ini bertujuan untuk melihat kembali pengaruh sikap fleksibilitas kerja terhadap WFH melalui flexibility working options terhadap produktivitas kerja selama masa karantina Pandemik COVID-19 dan menguji strategi coping stress sebagai moderator pada hubungan antara kedua variabel tersebut. Penelitian ini melibatkan 421 karyawan yang bekerja secara WFH pada sektor swasta, publik dan pemerintah di Indonesia. Responden dikumpulkan d...

IJEBD (International Journal of Entrepreneurship and Business Development), Mar 31, 2022

Purpose: This paper will discuss the effectiveness of board games as an educational tool in peopl... more Purpose: This paper will discuss the effectiveness of board games as an educational tool in people's development and the possibility of boardgame as a university product. Developing a board game as an alternative to entrepreneurship products was explored as a stimulating learning program, especially for the adult learning program. People need to gain more competencies to be accelerating with the current condition and compete in this era, as competencies are essential, so people must acquire and learn new competencies. Meanwhile, learning is not a one-way round; it is a complex process that needs to emerge within themself. Board games are instruments that can help people learn new competencies and enhance people capacity, with fun and enjoyable way. Design/methodology/approach: This study uses quantitative research with 70 respondents consist of 60 respondents as the participant of boardgame and 10 lecturers. Findings: Board games could be a learning method that is fun, challenging, and engaging for participants. Board games are great tools to be used as they follow the andragogy assumptions, hence positively impacting learning. This study aims to give scientific studies on the use of board games in human development settings. As well as the opportunity of the University to develop the edupreneurship within their university. Research limitations/implications: First, this study only conducted at the participants from one holding company that participates in the training program. Further study with larger participants and from various companies is recommended. Second, this study only uses simple descriptive analysis from the participant's evaluation and lecturer's opinion, different types of data collection tools might be used in the further study. Practical implications: The study also showed that universities should take part in developing entrepreneurship activities by supporting them. The study also revealed that boardgame could become one of the products from the University, especially from the Faculty of Psychology. Originality/value: Exploring the board games as a learning method that is fun, challenging, and engaging for participants., as well as the possibility of earning income for the lecturers, students and lecturers.

International Journal of Environmental Research and Public Health

The emergence of coronavirus disease has impacted human lives, one of which is economic disruptio... more The emergence of coronavirus disease has impacted human lives, one of which is economic disruption. Many Malaysian organisations have devised various crisis-response techniques, such as downsizing, laying off, retrenching, and combining. As a result, the number of Malaysians working in precarious jobs, which are defined by unpredictable and uncertain situations, has indirectly increased, hence increasing job insecurity. Therefore, maintaining psychological health is essential to safeguarding the mental health of employees. In the current working landscape, job security and work–life balance have commonly been deemed necessary in contributing to well-being among employees. As a result, the purpose of this study was to examine how work–life balance influences the relationship between job insecurity and psychological well-being among Malaysian precarious workers. It also fills a gap in the research by explaining the causal association between job insecurity and psychological well-being...

Sosio Konsepsia

Penelitian ini bertujuan untuk mengetahui pengaruh dari kesiapan individu untuk berubah dan rasa ... more Penelitian ini bertujuan untuk mengetahui pengaruh dari kesiapan individu untuk berubah dan rasa berdaya psikologis terhadap kesiapan organisasi untuk berubah Pada 2 BUMN . Teknik pengambilan data menggunakan teknik convenience sampling dengan jumlah responden sebanyak 175 orang, dan diolah dengan mempergunakan analisis Regresi. Hasil dari penelitian menunjukkan bahwa, KIB (Kesiapan individu untuk berubah) dan RBP (Rasa berdaya psikologis) bersama-sama memiliki efek yang signifikan pada KOB (Kesiapan organisasi untuk berubah) dengan r-square sebesar .34. Kesiapan individu untuk berubah (KIB) sendiri berpengaruh signifikan sebesar .51 terhadap kesiapan organisasi untuk berubah (KOB). Sedangkan rasa berdaya psikologis sendiri berpengaruh signifikan sebesar .54 terhadap kesiapan organisasi untuk berubah. Temuan ini menunjukkan bahwa meskipun baik rasa berdaya psikologis maupun kesiapan individu untuk berubah berpengaruh signifikan terhadap kesiapan organisasi untuk berubah untuk peruba...

Jurnal Manajemen Aset Infrastruktur & Fasilitas, 2019

World Academy of Science, Engineering and Technology, International Journal of Psychological and Behavioral Sciences, Oct 23, 2017

Romanian Economic and Business Review, 2013

MIX: JURNAL ILMIAH MANAJEMEN, 2018

International Journal of Public Sector Performance Management, 2019

JUPIIS (Jurnal Pendidikan Ilmu-Ilmu Sosial), Jun 21, 2022

Journal of Developing Areas, 2015

Jurnal Pengabdian Masyarakat Bangsa

International Journal of Research in Business and Social Science (2147- 4478)

Jurnal Pengabdian Masyarakat Bangsa

Amirul Bangun Bangsa Publishing, 2023

Jurnal Psikologi Udayana

IJEBD (International Journal of Entrepreneurship and Business Development), Mar 31, 2022

International Journal of Environmental Research and Public Health

Sosio Konsepsia

Company's success in conducting organizational change may fail due to the cynical attitude of emp... more Company's success in conducting organizational change may fail due to the cynical attitude of employees towards the change efforts implemented. This employees' attitude towards organizational change is more likely directing to become pessimistic and apathetic, which may influence the success of change process. The purpose of this study is to find the impact of organizational justice as a predictor of cynicism about organizational change. Data collected using a Cynicism About Organizational Change (CAOC) and Organizational Justice Scale (OJS) questionnaires. There were 281 respondents who were permanent employees-with at least 2-years tenure-working in companies that had undergone changes. This study shows that organization fairness had a significant negative effect on CAOC (r =-0.238, p < 0.01). Multiple regression analysis on the organizational justice dimensions showed that only interpersonal fairness dimension had significant negative effect on cynicism towards organization change in an independent way (β =-0.293, p < 0.005). This study shows that organizational justice has negative and significant effect on cynicism about organizational change, moreover on dimensionality level, interpersonal justice has effect on cynicism about organizational justice in an independent way.

Proceedings INBAM Conference,, 2013

Purpose-The purpose of this paper is to describe the profiles of organizational commitment and it... more Purpose-The purpose of this paper is to describe the profiles of organizational commitment and its role and impact to Employee Commitment to Change during large-scale organizational acquisition. Design/methodology/approach-This paper based on the research about organizational commitment and commitment to change in Oil Company, discussion will be based on the concept and findings. Findings-The results show that there is positive and significant correlation between Organizational Commitment, to Employee Commitment to Change. It shows that Organizational Commitment has positive and significant correlation with Commitment to Change. It also shows that although the three dimensions of Organizational Commitment (Continuance, Normative and Affective Commitment) has correlated with Commitment to change, however the Continuance Commitment has the highest score of correlation with the Commitment to Change. However, the study shows that continuance commitment has not correlated significantly with Continuance Commitment to Change. Research limitations/implications-The findings will enrich the study about the relationship between the concept of Organizational Commitment and Commitment to Change, and also the role of organizational commitment to Employee Commitment in organization. Practical Implications-Results will contribute to the implications of large-scale organizational transformation, as they will understand what kind of commitment that has the strongest impact to the Individual Commitment to Change Originality/value-Few essays discussed about the relationship between organizational commitment and commitment to change in large-scale organization (Merger/Acquisition). This paper challenged the management about the relationship between Continuance and Affective Management and Commitment to Change.

Proceedings of the Second Asia-Pacific Conference on Global Business, Economics, Finance and Social Sciences, 2015

Every organization need to change in order to survive, exist and compete, and many variables play... more Every organization need to change in order to survive, exist and compete, and many variables played important role in the success of organizational and amongst them is people. In this regard, without the support from people, organizational change cannot be achieved successfully. The objective of this study is to identify whether change leadership, psychological empowerment, organizational trust, and job satisfaction had positive impact on commitment to change. This study was conducted at two state-owned financial companies in Indonesia, with 537 respondents. This study is a quantitative study, using five (5) scales as data collection tools, namely: change leadership inventory, commitment to change inventory; job satisfaction inventory, organizationl trust inventory, and psychological empowerment inventory. Data were analyzed using regression analysis and descriptive analysis. The research showed that different variable had different impacts on commitment to change. There was only 3 (three) variables (job satisfaction, psychological empowerment, change leadership, and organizational trust) that had positive impact on affective commitment to change, change leadership had positive impact on continuance commitment to change; and psychological empowerment and organizational trust had positive impact on normative commitment to change. This study is important for change management specialists who conduct organizational change, in which not to depend on leadership only in order to develop commitment to change, but also had to pay attention with the organizational climate as well as individual characteristics.

Conference Proceeding ICAS-PGS (EAI), 2020

The purpose of this study was to examine the effect of employee involvement and work engagement o... more The purpose of this study was to examine the effect of employee involvement and work engagement on workforce agility. Participants are permanent employees of 154 heavy equipment manufacturing companies. Data collection using convenience sampling techniques. The survey was conducted using an employee involvement instrument with 10 items, a work engagement questionnaire with 12 items, and a workforce agility questionnaire with 39 items. The regression analysis technique uses SPSS 24. The results obtained are in accordance with the initial hypothesis of the research that there is a positive relationship between employee involvement and work engagement on workforce agility.

Conference Proceeding ICAS PGS 2019 - EAI, 2020

The purpose of this research was examining the role of perceived organizational support as a mode... more The purpose of this research was examining the role of perceived organizational support as a moderator in the relationship of affective commitment and workforce agility in the workplace. This study was specific respondents to permanent employees in the manufacturing industry. Participants in this study numbered 154 permanent employees at one company. The researcher uses convenience sampling. This study adopted three instruments: perceived organizational support survey with 15 items, affective commitment questionnaire with 6 items, and 39 items of workforce agility questionnaire. Using regression, perceived organizational support as a positive moderator of the relationship between affective commitment and workforce agility in the workplace (r=.27, p<0.05). Some recommendations made are that management should improve employees related to being emotionally attached, having the same identification with the organization, and involving the organization's activities and management should support employees by providing supervisory support; reward and job conditions; and perceived fairness.

The 1st Journal of Environmental Science and Sustainable Development Symposium, 2021

This study aims to examine the effect of job autonomy on proactive work behavior and to investiga... more This study aims to examine the effect of job autonomy on proactive work behavior and to investigate the mediating role of work engagement in the relationship of job autonomy and proactive work behavior. This study involved 208 employees working in the private sector, public sectors, and government in Indonesia. Participants were taken using convenience sampling techniques through the distribution of questionnaires online. Data were analyzed using Structural Equation Model (SEM). This research shows that job autonomy directly influences work engagement and indirectly affects proactive work behavior through work engagement mediation. Our results found different results from previous studies, where job autonomy directly impacted proactive work behavior. Our results reveal the full mediation role of work engagement in the relationship between job autonomy and proactive work behavior.

Atlantis Press, 2020

One of the causes of failure in the change process is the lack of commitment from individuals in ... more One of the causes of failure in the change process is the lack of commitment from individuals in the organization. This study proposes to explore the relation of the two variables, namely psychological empowerment, work engagement on affective commitment to change. We also tested the mediation effect of psychological empowerment on the relationship between work engagement to affective commitment to change. An online survey questionnaire was used to collect data (N=190) of the airport company on operation unit non-aeronautical. SPSS has used to analyze the data in this study using Pearson"s Correlation, and Hayes Process Macro v.3.0. The results of this study showed that the two variable have significant correlation on affective commitment to change, but mediation effect of psychological empowerment did not influence on work engagement and affective commitment to change.

Advances in Social Science, Education and Humanities Research, Atlantis Press, 2020

This study aims to examine the effect of four dimensions of organizational justice (distributive ... more This study aims to examine the effect of four dimensions of organizational justice (distributive justice, procedural justice, interpersonal justice, and informational justice) on affective commitment to change. We also explore the role of work engagement as a mediator in the relationship between organizational justice dimensions and affective commitment to change. We draw on social exchange theory (SET) to explain the relationship. Data were collected from civil servants working in health care facilities at DKI Jakarta Province (N =145). Results of structural equation modeling (SEM) analysis showed that procedural justice and interpersonal justice have a significant effect on affective commitment to change. However, SEM analysis showed that work engagement did not mediate the relationship between organizational justice dimensions and affective commitment to change.

Advances in Social Science, Education and Humanities Research, Atlantis Press, 2020

Today, changes in the era industry 4.0 can not be separated from the rapid development and applic... more Today, changes in the era industry 4.0 can not be separated from the rapid development and application of information systems and sophisticated technology. This study investigates Technology Readiness's role as a mediator in the relationship between Individual Readiness for Change and Affective Commitment to Change. Data were collected from 178 respondents working in the public sector in Indonesia. OLS calculation results using Macro Hayes on PROCESS Procedure for IBM SPSS Version 3.3 shows that Technology Readiness mediates the relationship between Individual Readiness for Change and Affective Commitment to Change. Hypothesis testing used the Hayes approach and the causal path approach from Baron and Kenny as a comparison. This study successfully proves the mediation relationship of Technology Readiness to the relationship between IRFC and AC2C, as partial mediators. The results are expected to provide information for HR management in managing employee commitment as the leading performer in organizational change related to IT implementation.

Advances in Social Science, Education and Humanities Research, Atlantis Press, 2020

Rapid changes in the business environment require organizations to have the ability to adjust to ... more Rapid changes in the business environment require organizations to have the ability to adjust to the changes and maintain their competitive advantage. Success in dealing with change must be supported by organizational members' commitment to change. Organizational members' commitment to change is effected by the leader with the relationship quality between superior and subordinate (leader-member exchange/LMX) and by the person with their change self-efficacy. This study investigates the effect of LMX and its dimensions (professional respect, affect, contribution, and loyalty) on affective commitment to change, which is still limited. As well as to examine the role of change self-efficacy as a mediator in the relationship between LMX and affective commitment to change. Data were collected from 612 respondents who worked at a social security institution in Indonesia. Statistical analysis using Structural Equation Modelling on LISREL 8.80 shows that the dimensions of LMX (effect and contribution) have a positive influence on affective commitment to change, and change self-efficacy has a significant role in mediating effect affect and contribution to affective commitment to change. The results of this study are expected to provide information on the dimensions of LMX that effect on employees' affective commitment to change by mediating change self-efficacy.

Atlantis Press, 2020

Nowadays, in the era of VUCA, one of the characters that need to own by the employees is being re... more Nowadays, in the era of VUCA, one of the characters that need to own by the employees is being resilience. With resilience, people will be able to face uncertainty, complexity, ambiguity, and challenges. As a result, there is a need to identify which variables may develop resilience in people. Meanwhile, in the era of uncertainty, insurance companies face significant challenges and competition, as they are facing a very tight competition both from national (local) and international companies. Consequently, this condition has an impact on the employees, there is a high need for being resilient, as people with high resilience needed in insurance companies. On the other hand, the influence of a leader and its leadership style have an impact on people attitude and behavior were tested and proven. A good leader is expected to drive, motivate, and inspire people to do their best, including supporting them during their tough times. Not only the psychological climate, but sound characteristics of worker are also crucial in developing resiliency. The aimed of the study is to test the model on how the charismatic leadership influence on people resilience through psychological climate and organizational citizenship behavior as mediators. This research conducted at 2 (two) insurance companies. Respondents were 354 employees. Results showed that there is no direct impact of charismatic leadership on resilience, but it has to go through psychological climate or organizational citizenship behavior.

Asian Association of Indigenous and Cultural Psychology (AAICP) , 2019

The organization conducts many changes due to the demand for a competitive environment. Meanwhile... more The organization conducts many changes due to the demand for a competitive environment. Meanwhile, the success of organizational change depends on many variables including people’s commitment to change. Many variables have some effects on the success of organizational change as well as commitment to change, namely leader, characteristic of people and the context of the organization. The purpose of the study is to test the linkage between transformational leadership, psychological empowerment, organizational trust on affective commitment to change. The research conducted at two banking institutions, which consisted of 122 employees. Data collected from the respondents who met the requirements, and from those criteria the researcher used convenience sampling. This study used four types of questionnaires, namely affective commitment to change, transformational leadership, psychological empowerment, and organizational trust. Data is analyzed using statistical equation methods (SEM). Results showed that there is a positive and significant impact of transformational leadership on affective commitment to change through organizational trust as mediator. However, results also indicated that there is no significant correlation between trarsformational leadership with affective commitment to change, and between psychological empowerment on affective commitment to change. The findings are significant for developing research on the role of leadership on organizational change, especially on affective commitment to change. The implications of the study are beneficial for the leader and organization in doing change management.
Keywords: transformational leadership, psychological empowerment organizational trust, affective commitment to change

Scite press, 2019

The pace of technological development has rapidly changed, so it forces organizations to adapt, a... more The pace of technological development has rapidly changed, so it forces organizations to adapt, and one of the critical thing for change organization is to get employee commitment and reduce employee resistance to change. The aims of this paper are to study the relationship between resistance to change and affective commitment to change mediated by work engagement in one of the large companies in Indonesia. This study discusses the issue of the existence of work engagement at resistance to change and affective commitment to change with previous research showing that engagement influences commitment to change. The dimensions of resistance to change are routine seeking, emotional reaction, short-term focus, and cognitive recognition. The dimensions of work engagement are vigorous, dedication and absorption. Both of these variables are associated with affective commitment to change. The result (N = 334) shows that the mediating role of work engagement in resistance to change can improve affective commitment to change. But the absorption dimension does not have a significant relationship with a commitment to change. It shows that working with high concentration and sinking into work does not sufficiently influence the affective commitment to change.

Atlantis, 2019

An organization is an open system; consequently, any changes in the external environment will hav... more An organization is an open system; consequently, any changes in the external environment will have an impact on the organization. This condition makes the organization must change. However, based on the previous experiences, not every change program had succeeded, and even can be categorized as a failure. In this regard, there are many variables can become the sources of failure namely: factors that lie in the environment, organization, and people, such as individual characteristics. Mostly the researchers pay attention to variables in the organization and personal characteristics, however, only a few their studies regarding to the perceptions of the organizational environment. The research aims to test the effect of employee's perceptions of the external organizational environment about commitment to organizational change, using psychological empowerment as a mediator. Data gathered from 539 employees working in two financial state-owned organizations in Indonesia. Results showed that there are significant effects of all the two variables, namely: organizational task environment and Psychological Empowerment on commitment to change. Results also revealed that the psychological Empowerment as a mediator had an indirect effect on a commitment to change. The implications of this study are for management of change, regarding paying attention to how people perception of their environment as well as developing psychological empowerment to achieve high commitment to change from their employees.

EAI, 2019

Changes occur in every day including in organizations. Previous studies showed that to succeed th... more Changes occur in every day including in organizations. Previous studies showed that to succeed the change, individual commitment to change has to be developed. The aims of the research are to know the impact of change communication and organizational trust on a commitment to change and to test which of the two factors that have a more significant impact. The study conducted with 238 employees of banking and non-banking (insurance) companies in Jakarta. Data collected using the questionnaires of commitment to change inventory, change communication questionnaire and organizational trust inventory. The results indicate that both change communication and organizational trust have a positive impact on commitment to change. However, the result of change communication is still debatable. Results also show that between the two factors, organizational trust has a higher impact on the commitment to change compares to change communication. The applications of the study are essential for the organization to pay attention and develop organizational trust to establish a commitment to change.

Atlantis Press, 2019

Enterprises are challenged to be an effective, efficient, and powerful organization that can sust... more Enterprises are challenged to be an effective, efficient, and powerful organization that can sustain challenges in the competitive world. Many variables play an essential role in making this happen, two of which are leadership and people. The aims of this study are to examine the link between the position of transformational leadership on organizational sustainability and psychological empowerment as a mediator. The study was conducted at one of the manufacturing enterprises with 350 respondents. Data was collected using three questionnaires: a) transformational leadership; b) psychological empowerment; and, c) organizational sustainability. Data was analyzed using Structural Equation Model. The results revealed that transformational leadership had a direct impact on organizational sustainability and psychological empowerment acted as a partial mediator for the relationship between transformational leadership and organizational sustainability. It can be concluded, therefore, that psychological empowerment is also a significant variable for achieving organizational sustainability. The implications of this study for management and organizational psychologist practitioners lies in developing organizational sustainability, by paying attention to the transformational leadership of their leaders.

Atlantis Press, 2019

Nowadays with the very tight competition, every organization must survive and adapt with the chan... more Nowadays with the very tight competition, every organization must survive and adapt with the change happens in the environment. However, not every organizational change program was successful; researches showed that there is even more than 50% organizational change not succeeded. The role of leaders in the success of organizational change is very significant. However, the research's result about the part of the leader in a commitment to change is still not consistent, some of the studies stated that there is a direct impact and others are not. To further identify the role of leader and found the specific characteristics of change leader that is expected by the employees, as well as by the perceptions of the directors, grounded research conducted to identify the concept of perceived change leadership. In this regard what did employees think about the characteristics of change leadership that need to be there to develop the positive reaction toward change? This study is conducted using a qualitative approach, with 32 participants from two groups (employees and Directors), using focus group discussion and in-depth interview for data collections. Research showed that there are 4 (four) types of roles of change leader namely: (a) change pioneer; (b) change enabler; (c) caretaker and (d) coach. However, the characteristics behavior from each group is slightly different.

People of every nationality possess values and culture that they believe in and follow. These cul... more People of every nationality possess values and culture that they believe in and follow. These cultures and values influence their attitudes and behavior, including reactions to conflict. This study used a randomized sample of 158 Javanese employees working at state-owned enterprises in Central and East Java. The objective was to identify the relationship between uncertainty avoidance and conflict management. Two types of questionnaire were used for data collection: one for uncertainty avoidance and one for styles of management conflict. Results showed that Javanese people had a passive conflict management style and high uncertainty avoidance. There was a positive and significant correlation between uncertainty avoidance and passive conflict management. We can thus assert that higher uncertainty avoidance leads to greater passivity in managing conflict. The results support underlying theories and concepts relating to Javanese culture, and can be applied to managing people's reactions to conflict situations.

Every organization would like to have competent, loyal and engaged people, as engaged people are ... more Every organization would like to have competent, loyal and engaged people, as engaged people are people who have high attachment and involvement to their organization. Without engaged people, high quality and productivity will not be achieved. The objective of this paper is to test the model about the role of charismatic leadership in employee engagement through work ethics. The study was conducted at two Insurance companies with 290 respondents, using questionnaires for data collection and SEM for data analysis. The results showed that charismatic leadership had a direct impact on employee engagement. The findings also showed that work ethics are partial mediators for the relationship between charismatic leadership and employee engagement. Moreover, the study also showed that Say dimension is the highest indicator of employee engagement, and unconventional behavior is the highest indicator of charismatic leadership. These results enhanced the role of leadership, especially charismatic leadership on employee engagement, and work ethics. As the research on work attitude, work ethics and employee engagement are still very limited, it is hoped that this finding can contribute to the organization and management about work ethics and its relationship with charismatic leadership and employee engagement

— Every organization, including Small Medium Enterprises (SME) organization, has to grow and deve... more — Every organization, including Small Medium Enterprises (SME) organization, has to grow and develop. Consequently, there are many kinds of approaches to innovation program and organizational development. On the other hand, it is undeniable the impact of culture on individual and group. The previous study showed that people and organization had their values, norm, and learning and that has also been affected by the national culture. The objective of this paper is to discuss the role of organizational development and innovation in Small Medium Enterprise, in a society, and culture. This discussion is based on the literature review as well as reviewing research findings. The objective of this paper is to develop the awareness of the role of culture in innovation and organizational development in Small Medium Enterprises.

Islamic Guidance and Counseling Journal, 2024

The current study aimed to identify and analyse variables that contribute to employees' resilienc... more The current study aimed to identify and analyse variables that contribute
to employees' resilience, focusing specifically on their self-efficacy,
optimism, and gratitude in challenging situations, particularly when they
have been terminated from their companies. The data for this study
consisted of a cross-sectional survey of 100 male respondents aged
between 18 and 30 years old residing in Bekasi and Tambun, cities located
near Jakarta in Indonesia. The respondents completed the 9-item self-
efficacy scale, the 15-item optimism scale, the 6-item gratitude scale, and
the 24-item resilience scale. The data were analysed using quantitative
inferential statistics, specifically partial least squares structural equation
modelling (PLS-SEM). The results revealed that self-efficacy, gratitude, and
optimism emerged as predictors of resilience, with self-efficacy having the
most significant impact. In conclusion, studies on self-efficacy in relation
to resilience emphasize the pivotal role of mastering self-efficacy. These
insights can inform effective human resource management and social
work practices, encouraging the implementation of diverse people
development programs to prepare employees to enhance their self-
efficacy and resilience

International Journal of Religion, 2024

People stay, live, and work in a society in which social system and culture play an essential rol... more People stay, live, and work in a society in which social system and culture play an essential role in shaping the attitude and behavior of the people,
including their behavior in the organization. The study's objective is to identify how society, systems, and cultures influence the perception and
preferences of a change leader. The respondents in the study were 120 people, 30 from each city: Semarang, Yogyakarta, Surakarta, and
Surabaya, and they were called Javanese. The data were collected using FGD and analyzed using content analysis. The findings revealed that
there are some variations in preferences. Semarang and Surabaya people had preferences for a change leader as a coach. Meanwhile, the
Yogyakarta and Surakarta people preferred the implementer role of change leader. The study's implications raise a deeper understanding of
society's system and culture, which benefits a leader and management managing people from diverse cultures

Greenation Publisher, 2024

One of the challenges faced by the manufacturing industry is to increase the level of change in o... more One of the challenges faced by the manufacturing industry is to increase the level of change in order to remain competitive in the market. Organizations must be able to respond to dynamic changes, a competitive environment in order to continue to survive and develop better. Workforce agility is viewed as a means for firms to survive and flourish effectively in the face of difficulties and competition. In this study, A theoretical model examining the impact of psychological empowerment and proactive behavior on workforce agility was developed and empirically tested. Multiple linear regression revealed that psychological empowerment and proactive behavior were favorably and substantially associated to workforce agility. The results also demonstrated that psychological empowerment has a greater influence than proactive behavior in explaining workforce agility.

Greenation Publisher, 2024

This study investigates the factors that can predict the emergence of cynicism about organization... more This study investigates the factors that can predict the emergence of cynicism about organizational change, which is defined as a pessimistic outlook for successful change with blame placed on "those responsible" for a lack of motivation and/or ability to effect successful change (Wanous et al., 2000). The predictor factors in this study include transformational leadership, informational justice, and interactional justice. The assessments utilized in this study were Cynicism about Organizational Change (Wanous et al., 2000), Organizational Justice Scale (Colquitt, 2001), and Multi Level Questionnaire Form 5x (Avolio et al., 1995). Respondents in this study were 165 permanent workers working in a firm that has experienced and is currently evolving, and who had been employed for at least two years. Processing data utilizing a macro process (Hayes, 2013) and a basic mediation analysis, the results show that informational justice has a mediating impact on the affects of transformational leadership on CAOC. Meanwhile, the mediating impact does not arise via interpersonal justice

Greenation Publisher, 2024

This article offers practical insights of the effects of job satisfaction and organizational comm... more This article offers practical insights of the effects of job satisfaction and organizational commitment in the workplace, specifically in the context of the large banking industries in Indonesia. The data, gathered from 3047 banking employees across the country, was rigorously analysed using simple regression analysis. The findings revealed that job satisfaction was a predictor of organizational commitment, with a score of 0.205 or an influence of 20.5%, for emerging organizational commitment, are highly significant. The findings revealed that job satisfaction is a predictor of organizational commitment, with a score of 0.205 or an influence of 20.5%, to emerging organizational commitment. Moreover, the results also indicated that job satisfaction was a more effective predictor of continuance commitment than the other two dimensions of organizational commitment. This finding was further supported by the employees' motivation to join and stay in the organization. The practical implications of these findings are substantial as they can be harnessed to foster employee engagement, OCB, psychological well-being and and workplace well-being, thereby positively impacting the performance of both the employee and organization.

Institut Agama Islam Ma’arif NU (IAIMNU) Metro Lampung, 2024

The current study aimed to identify and analyse variables that contribute to employees' resilienc... more The current study aimed to identify and analyse variables that contribute to employees' resilience, focusing specifically on their self-efficacy, optimism, and gratitude in challenging situations, particularly when they have been terminated from their companies. The data for this study consisted of a cross-sectional survey of 100 male respondents aged between 18 and 30 years old residing in Bekasi and Tambun, cities located near Jakarta in Indonesia. The respondents completed the 9-item selfefficacy scale, the 15-item optimism scale, the 6-item gratitude scale, and the 24-item resilience scale. The data were analysed using quantitative inferential statistics, specifically partial least squares structural equation modelling (PLS-SEM). The results revealed that self-efficacy, gratitude, and optimism emerged as predictors of resilience, with self-efficacy having the most significant impact. In conclusion, studies on self-efficacy in relation to resilience emphasize the pivotal role of mastering self-efficacy. These insights can inform effective human resource management and social work practices, encouraging the implementation of diverse people development programs to prepare employees to enhance their selfefficacy and resilience.

EZRA SCIENCE BULLETIN , 2024

Kepercayaan diri diperlukan dalam semua sendi kehidupan, meskipun demikian kepercayaan diri siswa... more Kepercayaan diri diperlukan dalam semua sendi kehidupan, meskipun demikian kepercayaan diri siswa terlihat masih kurang. Hal ini tertampil antara lain pada banyaknyak siswa yang merasa takut dan malu untuk menyampaikan pendapat mereka selama kegiatan belajar mengajar. Kurangnya kepercayaan diri membuat siswa kesulitan dalam mengambil keputusan dan cenderung bergantung oada orang. Penelitian ini bertujuan untuk mengetahui tingkat kepercayaan diri remaja siswa SMPXYZ. Jenis penelitian ini menggunakan tipe penelitian kuantitatif dengan metode kuantitatif deskriptif. Responden dalam penelitian ini adalah siswaSMPXYZdi Bekasi sebanyak 70 orang. Hasil penelitian menunjukkan bahwa mayoritas siswa memiliki kepercayaan diri dalam kategori rendah (51,5%), sedangkan hanya 28,5% siswa yang memiliki kepercayaan diri tinggi.Berdasarkan hal tersebut programpengembangan kepercayaan diri perlu dibuat baik dari pihak sekolah maupun dukungan dari keluarga dan lingkungan sehingga para siswa dapat mengembangkan dirinya secara lebih optimal.

EZRA SCIENCE BULLETIN, 2024

Penelitian ini menjelaskan tentang kesejahteraan psikologis sebagai salah satu prediktor terhadap... more Penelitian ini menjelaskan tentang kesejahteraan psikologis sebagai salah satu prediktor terhadap resiliensi pada siswa sekolah XYZ. Penelitian ini bertujuan untuk mengetahui apakah kesejahteraan psikologis sebagai salah satu prediktor resiliensi dengan menggunakan 140 responden siswa. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif dengan analisis regresi linear sederhana. Teknik pengumpulan data dilakukan secara online melalui google form. Hasil penelitian menunjukkan bahwa terdapat pengaruh kesejahteraan psikologis terhadap kepuasan kerja sebesar 17.0% dan 83% dipengaruhi oleh
faktor-faktor lainnya yang tidak dijelaskan dalam penelitian ini. berdasarkan hasil teresebut, yang menunjukkan bahwa kesejahteraan psikologis sebagai salah satu prediktor terhadap resiliensi pada siswa sekolah XYZ, maka diharapkan pidak sekolah dan lingkungan keluarga dapat ikut membantu untuk dapat mengembangakan kesejahteraan psikologis siswa agar terciptanya perasaan positif dalam diri individu. Hal ini antara lain dapat dilakukan dengan cara memberikan pelatihan, workshop, membuat lingkungan sekolah yang menyenangkan dan kondusif, serta dukungan keluarga yang diharapkan dapat berdampak pada peningkatan kesejahteraan psikologis dan resiliensi pada siswa.

EZRA SCIENCE BULLETIN , 2024

Studi ini bertujuan untuk menguji apakah kesejahteraan psikologis dapat mempredik... more Studi ini bertujuan untuk menguji apakah kesejahteraan psikologis dapat memprediksi tingkat kontrol diri pada 150 remaja, yang dipilih menggunakan metode sampling non-probability. Penelitian ini menggunakan pendekatan kuantitatif dengan menerapkan analisisregresi linear sederhana. Pengumpulan data dilakukan melalui formulir Google secara online. Temuan penelitian menunjukkan bahwa kesejahteraan psikologis memiliki dampak signifikan terhadap tingkat kontrol diri remaja. sebesar 45,8%, dan sisanya dipengaruhi oleh variabel lainnya. Hal ini berarti, kesejahteraan psikologisberperan sebagai salah satu prediktor kontrol diri pada remaja. Untuk itu diharapkan dapat mengembangakan aspek kesejahteraan psikologis remajadengan berbagai cara. Diharapkan dengan adanya kepemilikan kesejahteraan psikologis, siswa dapat menunjukkan sikap dan perilaku yang baik di lingkungan sekolahnya, serta meningkatkan kontrol diri pada remaja, untuk tidak bersikap dan berperilaku yang kurang baik.

International Journal of Religion, 2024

People stay, live, and work in a society in which social system and culture play an essential rol... more People stay, live, and work in a society in which social system and culture play an essential role in shaping the attitude and behavior of the people, including their behavior in the organization. The study's objective is to identify how society, systems, and cultures influence the perception and preferences of a change leader. The respondents in the study were 120 people, 30 from each city: Semarang, Yogyakarta, Surakarta, and Surabaya, and they were called Javanese. The data were collected using FGD and analyzed using content analysis. The findings revealed that there are some variations in preferences. Semarang and Surabaya people had preferences for a change leader as a coach. Meanwhile, the Yogyakarta and Surakarta people preferred the implementer role of change leader. The study's implications raise a deeper understanding of society's system and culture, which benefits a leader and management managing people from diverse cultures.

EZRA SCIENCE BULLETIN, 2024

Penelitian ini mengkaji dukungan sosial sebagai prediktor kesejahteraan psikologis pa... more Penelitian ini mengkaji dukungan sosial sebagai prediktor kesejahteraan psikologis pada mahasiswa yang bekerja. Tujuan dari penelitian ini adalah untuk menentukan apakah dukungan sosial dapat memprediksi kesejahteraan psikologis, dengan melibatkan 210 mahasiswa sebagai responden. Metode yang digunakan adalah metode kuantitatif dengan analisis regresi linear sederhana. Pengumpulan data dilakukan secara online melalui Google Form. Hasil penelitian menunjukkan bahwa dukungan sosial berpengaruh terhadap kesejahteraan psikologis sebesar 79,3%, dengan 20,7% lainnya dipengaruhi oleh faktor-faktor lain yang tidak dijelaskan dalam penelitian ini. Berdasarkan hasil penelitian ini, yang menunjukkan bahwa dukungan sosial dapat memprediksi kesejahteraan psikologis mahasiswa, diharapkan berbagai kegiatandi perguruan tinggi dan tempat kerja dapat mengembangkan program dukungan sosial khusus untuk mahasiswa yang bekerja. Penelitian ini diharapkan memberikan masukan mengenai pentingnya dukungan sosial dalam meningkatkan kesejahteraan psikologis di kalangan mahasiswa yang bekerja

JURNAL PENGABDIAN SOSIAL, 2024

Setiap organisasi/perusahaan memerlukan sumber daya untuk menjalankan proses bisnisnya, manusia m... more Setiap organisasi/perusahaan memerlukan sumber daya untuk menjalankan proses bisnisnya, manusia menjadi salah satu sumber daya paling penting dalam mewujudkan tujuan organisasi. Untuk itu supaya terjamin kualitasnya, maka diperlukan proses rekrutmen dan seleksi karyawan. Dalam menjalankannya terdapat beberapa tahapan yang diantaranya tersebut merupakan wawancara. Wawancara merupakan proses tanya jawab antara dua orang, yang mana dalam proses seleksi karyawan dijadikan metode dalam melihat kesesuaian antara individu dengan posisi yang dilamar berikut dengan nilai terdapat pada organisasi tersebut. Makalah ini bertujuan untuk membahas mengenai (1) proses wawancara dalam rekrutmen dan seleksi karyawan, (2) teknik-teknik wawancara yang digunakan dalam proses rekrutmen dan seleksi wawancara, (3) perbedaan tahapan dan tujuan wawancara antara operator dan non operator (staf ke atas) dalam proses rekrutmen dan seleksi karyawan. Untuk dapat menjawabnya maka peneliti melakukan wawancara dengan salah satu staf pada sebuah organisasi yang bergerak di bidang manufaktur. Berdasarkan hasil wawancara diperoleh hasil sebagai berikut: wawancara dalam proses seleksi karyawan meliputi beberapa tahapan seperti, pembuatan janji dengan pelamar, perkenalan, rapporting, memberikan pertanyaan seputar perusahaan, pengalaman, serta uraian jabatan pekerjaan sebelumnya, pertanyaan personal, serta penutupan sesi. Selain itu, juga ditemukan beberapa perbedaan terkait tahapan seleksi untuk kandidat operator dan non operator (staf ke atas). Perbedaan tersebut terletak pada frekuensi wawancara yang dilakukan, berikut dengan aspek-aspek yang menjadi bahan pertimbangan dalam penilaian. Kata kunci-rekrutmen, seleksi, wawancara Abstract Every organization/company needs resources to run its business processes, humans being one of the most important resources in realizing organizational goals. For this reason, in order to ensure quality, an employee recruitment and selection process is needed. In running it, there are several stages, one of which is an interview. An interview is a question and answer process between two people, which in the employee selection process is used as a method of seeing the suitability between the individual and the position applied for along with the values found in the organization. This paper aims to discuss (1) the interview process in employee recruitment and selection, (2) interview techniques used in the recruitment and selection interview process, (3) differences in the stages and objectives of interviews between operators and non-operators (staff and above) in the employee recruitment and selection process. To be able to answer this, the researcher conducted an interview with one of the staff at an organization engaged in manufacturing. Based on the results of the interview, the following results were obtained: the interview in the employee selection process includes several stages such as, making an appointment with the applicant, introductions, rapporting, asking questions about the company, experience, and previous job descriptions, personal questions, and closing the session. In addition, there are also some differences related to the selection stages for operator and non-operator candidates (staff and above). The difference is found in the frequency of interviews conducted, along with the aspects that are taken into consideration in the assessment.

Journal of social sciences , 2024

Background: A police officer is someone with a high responsibility for protecting the safety and ... more Background: A police officer is someone with a high responsibility for protecting the safety and security of the community and reducing crime rates. Police work in dealing with crime is very dangerous and full of risks, and often with unpredictable threats. To overcome this, the police set tough targets with high discipline and focus, which requires constant preparedness. Consequently, this condition causes stress at work. Method: This article used a method of a literature review. Researchers searched for articles using the Bold database via Google Scholar. The keywords used are "police workload stress", and "police responsibility". The criteria for selected articles include complete articles (full text), can be accessed freely (open access), and a SINTA-indexed journal. The selected journals are limited from the last 4 (four) years. Results: The results of literature review were found that factors which influenced the workload stress and police responsibilities, namely: workload, work environment, and job shifts. Those factors play a significant role in the level of stress experienced by a police. Additionally, it also showed that there is a need of supports and stress management strategies in the police work environment. Conclusion: Various factors influence the stress of a police workload and responsibilities. Therefore, to enhance employee productivity and well-being, the police organization need to develop and implement programs that can help manage and reduce stress. Coaching and counselling program combined with the opportunity and facilities for entertainment and exercises are recommended for redusing stress.

J-CEKI : Jurnal Cendekia Ilmiah, 2024

Setiap individu hakikatnya melewati fasefase perkembangan dalam kehidupannya, namun dalam perjala... more Setiap individu hakikatnya melewati fasefase perkembangan dalam kehidupannya, namun dalam perjalanannya tidak jarang terdapat tantangan-tantangan yang perlu untuk dilewati. Pada fase remaja akhir misalnya, fase yang sebagian besar diisi oleh siswa sekolah menengah atas (SMA/sederajat) tingkat akhir memiliki tantangan yaitu, mempersiapkan diri ke jenjang pendidingan yang lebih tinggi. Dalam menjalankan proses tersebut, terdapat dinamika psikologis yang dialami oleh mereka. Penelitian ini bertujuan untuk memberikan gambaran emotional distress pada remaja akhir yang sedang menghadapi SNPMB. Penelitian ini menggunakan pendekatan kuantitatif dengan subjek siswa kelas 12 yang mengikuti bimbingan belajar di Lembaga X Bekasi. Pengambilan sampel menggunakan teknik purposive sampling. Data diambil dengan menyebarkan kuesioner menggunakan skala DASS 21. Teknik analisis yang digunakan adalah statistik deskriptif dan independent sample t-test menggunakan perangkat lunak SPSS. Hasil menunjukkan bahwasanya rata-rata emotional distress responden pada taraf yang rendah. Meskipun demikian jika dilihat dari rata-rata subskala, responden memiliki rata-rata dengan tingkat sedang pada subskala kecemasan dan stress. Selain itu, melalui uji beda t terlihat bahwa hipotesis adanya perbedaan nilai antara laki-laki dan perempuan ditolak. Dari hasil penelitian ini dapat disimpulkan bahwa proses SNMBP dapat memengaruhi aspek psikologis seseorang sehingga dapat memunculkan emotional distress.

Jurnal Cendekia Ilmiah, 2024

Every organization would like their talented employees to be loyal, happy, comfort in their job. ... more Every organization would like their talented employees to be loyal, happy, comfort in their job. This condition can be achieved only if the employees satisfied with their companies. To identify whether employees feeling satisfied in their job, organization has to conduct employee opinion survey, with the objectives to identify the profile of employee satisfaction. This study was conducted at one bank in Indonesia with 3047 respondents. Results showed that in general employees have quite satisfied with the company, with rank of satisfaction as follows: 1) with the job, 2) with the climate of work, 3) opportunities for development, and 4) relationship between superior and subordinates. This result is in line with the concept of workplace wellbeing that mostly about psychological aspects.

JURNAL PENGABDIAN SOSIAL, 2024

Proses rekrutmen dan seleksi adalah penting untuk dapat memeroleh tenaga kerja yang kompeten dan ... more Proses rekrutmen dan seleksi adalah penting untuk dapat memeroleh tenaga kerja yang kompeten dan handal sesuai dengan persyaratan jabatan yang dicari. Meskipun demikian, kadangkala tidak semua organisasi memerhatikan ke dua proses ini dengan cermat, Tujuan dari penulisan ini adalah untuk mengidenitikasi peran dari psikologi dalam proses rekrutmen dan seleksi di tempat kerja. Penelitian ini dilakukan di 2 (dua) jenis organisasi yaitu organisasi yang bergerak di bidang manufacturing dan organisasi nir-laba. Hasil menunjukkan bahwa aspek psikologis turut berperan dalam tercipatanya proses rekrutmen dan seleksi yang baik.

JURNAL PENGABDIAN MASYARAKAT BANGSA, 2024

Seni adalah salahsatu media yang menyenangkan, terutama bagi anak-anak. Pada dasarnya anak yang b... more Seni adalah salahsatu media yang menyenangkan, terutama bagi anak-anak. Pada dasarnya anak yang belum memiliki kemampuan berbicara secara verbal dengan sempurna dan tidak dapat mengolah kata dengan benar, maka akan berusaha untuk mengekspresikan dirinya dengan cara lain antara lain dengan cara menggambar. Anak memiliki kondisi emosional yang sensitif, khususnya bila terkait dengan bagaimana mereka merespon sebuah stimulus di lingkungannya. Media menggambar adalah salah satu media yang efektif bagi anak-anak untuk mengekspresikan dirinya. Dengan menggambar seorang anak dapat mengekresikan keinginannya, cita-citanya, ataupun kecemasan yang dimilikinya. Secara psikologis perkembangan kognitif anak akan terlatih ketika mereka belajar menggunakan simbol seperti warna dan bentuk dan mengolah imajinasi mereka dan memperlihatkan keterampilan mereka. Pada makalah ini akan dibahas mengenai menggambar sebagai media ekspresi anak-anak pada komunitas. Kata kunci-Anak-anak, Ekspresi, Menggambar

The Journal of Developing Areas, 2015

Many organizations today have to change and adjust themselves with the changing external environm... more Many organizations today have to change and adjust themselves with the changing external environment. However, not all organizational change had been succeeded. One of the reasons why the change process often failed was due to lack of readiness for change. The aim of this study is to identify the role of psychological capital and psychological empowerment on individual readiness for change (IRFC). The results from 175 respondents collected from state own construction company in Indonesia showed that both psychological capital and psychological empowerment have positive and significant influence on individual readiness for change (R 2 = 0.451). The results also showed that psychological empowerment has slightly higher influence on individual readiness for change (R 2 = 0.341), compared to psychological capital (R 2 = 0.341).

Jurnal Scientia, 2024

The COVID-19 pandemic has brought various impacts. Some companies are experiencing economic downt... more The COVID-19 pandemic has brought various impacts. Some companies are experiencing economic downturns, so they lay off their employees. This is affected by employees who have been laid off so during the COVID-19 pandemic, attitudes and behaviors are needed in individuals always to be grateful and able to bounce back. The aim is to reveal the relationship between gratitude and resilience for employees affected by layoffs, namely men who work, and how to calm the minds of victims of layoffs. This study used quantitative methods with a correlational approach. Data was collected with 2 types of questionnaires, namely gratitude and resilience. 99 respondents in the South Tambun region face layoffs at their companies due to the economic crisis. The results showed that gratitude as a predictor on resilience. With this result, it can be said to develop resilience can be done by developing gratitude. This is an open access article under theCC BY-NClicense

Revista De Gestão Social E Ambiental, 2024

Objective: The purpose of this study is to measure the effects of charismatic leadership on chang... more Objective: The purpose of this study is to measure the effects of charismatic leadership on change initiatives (affective commitment to change), mediated by resilience. Method: Data was collected using the Affective Commitment Inventory. Charismatic leadership scales (Conger & Kanungo, and Resilience inventory) using Structural Equation Modelling. This study surveyed 355 employees in the banking and insurance industry. Results Finding and Discussion: The results showed that charismatic leadership positively affected affective commitment to change directly and by resilience as a partial mediator. It is also demonstrated that the results added to the body of knowledge and theory concerning the function and adaptability of charismatic leaders in change initiatives and change management procedures. Research Implications: The results contribute to the organization in terms of developing the change agent with a style of charismatic leadership to develop an affective commitment to change. Originality/Value: The research offers about manage organizational change, especially to manage the strategic position of leaders as How to be a change agent. To create an affective commitment, change leaders must adopt the characteristics of charismatic leaders, including unconventional behavior, innovative and unique activities, and sensitivity to their followers.

Swascita, 2017

Buku ini ditulis untuk memberikan wacana mengenai bagaimana merancang, melaksanakan, melakukan ev... more Buku ini ditulis untuk memberikan wacana mengenai bagaimana merancang, melaksanakan, melakukan evaluasi, serta mempersiapkan proses alih belajar dari suatu program pelatihan, karena pelatihan dapat dikatakan sebagai salah satu media, alat atau sarana dalam pengembangan dan pemberdayaan sumber daya manusia (SDM) di suatu organisasi

PT Swasthi adi cita, 2011

PT Swasthi Adi cita, 2017

Pada organisasi yang anggota atau karyawannya terdiri dari latar belakang yang berbeda, baik dari... more Pada organisasi yang anggota atau karyawannya terdiri dari latar belakang yang berbeda, baik dari gender, lama kerja, pendidikan, sosial budaya, maupun generasi baik perbedaan itu kuat atau tidak pasti sedikit banyak dapat dirasakan oleh semua anggota atau karyawannya.

PT Swasthi Adi Cita, 2016

globalisasi mempengaruhi berbagai hal antara lain sikap kerja; hubungan interpersonal; gaya beker... more globalisasi mempengaruhi berbagai hal antara lain sikap kerja; hubungan interpersonal; gaya bekerja; nilai-nilai; karakteristik kepribadian seseorang atau masyarakat; tata nilai di organisasi, masyarakat dan bangsa. Pada saat ini hampir tiap hari merupakan hari global, setiap kemajuan
merupakan kemajuan dunia, setiap permasalahan merupakan permasalahan dunia (Belokar, 2013). Sementara itu, globalisasi yang merupakan suatu proses interaksi dan integrasi dari manusia, perusahaan, dan pemerintahan dari berbagai bangsa (Leung, Qiu dan Chiu, 2013), tidak dapat berhenti dan merupakan kekuatan yang besar yang berdampak tidak hanya pada kehidupan sehari-hari, tetapi juga pada hubungan internasional. Salah satu faktor utama dari globalisasi adalah yang berhubungan dengan budaya

Madani berkah abadi, 2023

Swasthi Adi Cipta , 2018

Buku kecil ini adalah merupakan salah satu hasil pengabdian masyarakat di bawah program UI Peduli... more Buku kecil ini adalah merupakan salah satu hasil pengabdian masyarakat di bawah program UI Peduli Kajian.Dalam hal ini, tujuan UI Peduli Kajian adalah membuat suatu kajian dari satu isu tertentu, yang kemudian diterbitkan untuk dapat dipakai sebagai wacana dan bahan acuan bagi para pengambil keputusan di bidang pengembangan organisasi, khususnya organisasi yang agile.

Jakad Media Publishing Surabaya, 2020

Buku ini adalah mengenai pengembangan organisasi (OD) yang mencakup mengenai keseluruhan proses p... more Buku ini adalah mengenai pengembangan organisasi (OD) yang mencakup mengenai keseluruhan proses pengembangan organisasi, diawali dari berbagai pendekatan pengembangan organisasi; entri dan pembuatan kontrak, diagnosis, pengumpulan data, dengan rencana tindakan intervensi dan evaluasi. Buku ini disusun berdasarkan berbagai literatur mengenai OD dan penelitian yang telah dilakukan penulis, maupun pengalaman penulis sebagai konsultan pengembangan organisasi di berbagai jenis organisasi. Buku ini diperuntukan untuk berbagai golongan, baik bagi pemula konsultan OD, praktisi di lapangan maupun kalangan profesional, khususnya mereka yang berminat di bidang perubahan organisasi, dan utamanya di peruntukkan bagi mahasiswa yang mengambil mata kuliah diagnosis dan intervensi organisasi maupun pengembangan organisasi

Jakad Media Publishing Surabaya, 2022

Feniks Muda Sejahtera, 2022

Hak cipta dilindungi oleh Undang-undang. Dilarang memperbanyak dan memperjual-belikan sebagian at... more Hak cipta dilindungi oleh Undang-undang. Dilarang memperbanyak dan memperjual-belikan sebagian atau seluruh isi buku ini tanpa izin tertulis dari penerbit Isi di luar tanggung jawab Percetakan ISBN No.

Feniks Muda Sejahtera, 2022

Madani Berkah Abadi, 2022

Dunia berubah dan perubahan yang ada sangat cepat, serta diikuti dengan karakteristik VUCA (volat... more Dunia berubah dan perubahan yang ada sangat cepat, serta diikuti dengan karakteristik VUCA (volatilty atau kecepatan: uncertainty atau ketidakpastian ; complexity atau kompleksitas dan ambiguity atau tidak jelas. dengan kondisi tersebut, membuat setiap organisasi juga harus dapat bereaksi secara cepat, lincah dan tangkas(agile) dalam merespon berbagai bentuk tuntutan perubahan tersebut.
Laporan survei economist Intelligence Unit menunjukan bahwa hampir 90% dari para eksekutif senior memahami bahwa organisasi harus dapat berespon dan bereaksi secara cepat untuk dapat menangkap peluang yang ada di pasar (Glenn, 2009). Selain itu, survey tersebut menunjukan bahwa untuk dapat berespon secara cepat dan tepat, maka keberlangsungan organisasi tergantung dari kompetensi yang dimiliki oleh karyawan serta kesadaran dari organisasi mengenai kondisi lingkungan yang ada serta tuntutan yang terdapat di pasar. Untuk dapat menjadi reseptif terhadap situasi yang ada, organisasi perlu menyadari peran pentingnya strategi SDM untuk dapat membangun insfrastruktur yang memungkinkan mereka dapat memiliki pengetahuan dan keterampilan yang diperlukan serta mendesiminasi pengetahuan tersebut kepada karyawan lainnya. hal ini membuat manajemen HR merupakan pihak yang bertanggung jawab dan dapat di percaya untuk menjaga organisasi dalam menghadapi dampak negatif dari perubahan lingkungan dalam memenuhi tantangan dan tuntutan global (Saha et al.,2017).
Kelincahan organisasi adalah suatu strategi untuk tetap adaptif dan unggul dalam persaingan dalam lingkungan pasar yang berubah dengan cepat. organisasi yang lincah dan tangkas (agile) merupakan syarat untuk dapat diciptakan lingkungan kerja dengan anggota organisasi yang memiliki keterlibatan dan kreativitas tinggi serta yang dapat memberikan nilai yang baik bagi perusahaan maupun bagi pelanggan (Grant, 2013). Dalam hal ini, konsep kelincahan organisasi penting tidak hanya untuk kepentingan bisnis saja (Kharabe,2012; Dubey,2014; Park, El Sawy & Fiss, 2017) tetapi juga untuk berbagai jenis organisasi lainnya, termasuk organisasi publik (Cellary & Picard, 2010 ; Nouri & Mousavi,2020)

Madani Berkah Abadi, 2022

Setiap organisasi baik organisasi pencari laba maupun organisasi nirlaba, ingin mencapai suatu ta... more Setiap organisasi baik organisasi pencari laba maupun organisasi nirlaba, ingin mencapai suatu tahap dimana organisasinya menjadi suatu organisasi yang tidak terkalahkan, dengan kualitas dan kuantitas organisasi yang dimilikinya, serta mampu menjaga keberlangsungan organisasi di masa depan. keberlangsungan atau kesinambungan organisasi (organizational sustainability) menjadi tujuan dari semua organisasi, sehingga semua organisasi berusaha untuk melakukan berbagai cara untuk dapat mencapainya. Berbagai sistem dan manajemen organisasi diterapkan untuk mencapai kondisi tersebut. sementara itu, dengan adanya perubahan lingkungan yang sedemikian cepat turut memengaruhi bagaimana kebijakan dan manajemen organisasi di berlakukan. terdapat berbagai pendekatan yang dibahas akhir - akhir ini yang dianggap berpengaruh dalam mencapai keberlangsungan suatu organisasi dibahas, antara lain adalah konsep dan pendekatan kelincahan organisasi ( organizational agility) maupun ketangguhan atau resiliensi organisasi (organizational resilience). meskipun demikian riset dan praktik bisnis menunjukan bahwa kedua konsep pendekatan tersebut tidak cukup untuk menuju keberlangsungan organisasi, karena terdapat satu kondisi yang menjadi dasar terbentuknya keberlanjutan organisasi, yaitu efektivitas organisasi (organizational effectiveness). Dalam hal ini, tanpa adanya organisasi yang efektif maka kesinambungan organisasi tidak akan tercapai.

Bintang Semesta Media, 2022

Perubahan yang sangat cepat di segala bidang membuat semua aspek di organisasi juga harus dapat b... more Perubahan yang sangat cepat di segala bidang membuat semua aspek di organisasi juga harus dapat berubah dan menyesuaikan diri dengan cepat, termasuk dalam hal program pembelajaran. Pengelolaan dan pengembangan sumber daya manusia (SDM) tidak lagi dapat dilakukan secara konvensional tetapi harus dapat mencari terobosan baru dalam usaha untuk menyesuaikan diri dengan perubahan yang ada. Salah satu pendekatan yang digunakan adalah apa yang disebut dengan kelincahan pembelajaran (learning agility) yang saat ini sudah menjadi hal yang tidak asing lagi di kalangan praktisi manajemen SDM. kelincahan pembelajaran memungkinkan karyawan untuk berkembang secara lebih optimal, baik dengan cara belajar mandiri, belajar secara formal maupun belajar secara daring (e-learning). Konsep pembelajaran tanpa henti (continous learning) menjadi dasar dalam pengembangan SDM. Dalam hal ini, kelincahan pembelajaran akan bermanfaat tidak hanya bagi karyawan saja tetapi juga bagi organisasi, karena dengan menggunakan konsep kelincahan pembelajaran karyawan dapat melakukan learn, unlearn, dan relearn sesuai dengan minat, passion dan kompetensinya untuk mencapai tujuan dan sasaran yang telah di tentukan oleh karyawan dan juga organisasinya.

Wawasan Ilmu Banyumas Jawa tengah, 2022

Budaya adalah sebuah ciri atau identititas dari sekumpulan orang yang mendiami wilayah tert... more Budaya adalah sebuah ciri atau identititas dari sekumpulan orang yang mendiami wilayah tertentu. Budaya yang telah terbentuk mengakar di dalam kehidupan manusia, sehingga tanpa disadari budaya tersebut telah mempengaruhi kehidupan manusia. Sementara itu, Indonesia adalah suatu negara yang memiliki keragaman budaya yang sangat tinggi,
dengan lebih dari 1.128 suku bangsa yang bermukim di wilayah yang tersebar di ribuan pulau yang terbentang dari Sabang sampai Merauke. Hal ini merupakan sesuatu suatu keniscayaan yang tidak dapat dipungkiri keberadaannya. Dalam konteks pemahaman masyarakat majemuk, selain kebudayaan kelompok suku bangsa, masyarakat
Indonesia juga terdiri dari berbagai kebudayaan daerah yang bersifat kewilayahan yang menjadikannya sebagai suatu pertemuan dari berbagai kebudayaan kelompok suku bangsa yang ada di daerah tersebut. Selain itu, dengan berkembang dan meluasnya agama-agama besar di Indonesia, hal ini turut mendukung perkembangan kebudayaan di Indonesia. Untuk itu, dapat dikatakan bahwa Indonesia adalah salah satu negara dengan tingkat keaneragaman budaya atau tingkat
heterogenitas yang tinggi di dunia. Sementara itu, selaras dengan perubahan dan perkembangan dunia, hal ini memerlukan organisasi yang juga mampu berubah dan berkembang. Meskipun demikian, pada
kenyataannya tidak semua perubahan organisasi yang dicanangkan itu berhasil. Perubahan organisasi memerlukan seorang pemimpin perubahan yang dapat memimpin serta mengarahkan perubahan organisasi. Dalam hal ini, untuk
dapat memimpin secara efektif pemimpin di suatu organisasi
tidak dapat melepaskan diri dari budaya setempat, yaitu harus
memahami budaya setempatnya.
Buku ini ditulis berdasarkan kompilasi dari hasil riset
yang telah dilakukan selama 3 (tiga) tahun mengenai pemimpin
perubahan dalam konteks lintas budaya. Penulisan buku ini
bertujuan untuk membahas mengenai profil karakteristik
budaya serta aspirasi masyarakat mengenai karakteristik dan
peran pemimpin perubahan berdasarkan hasil penelitian di
berbagai kota dan suku bangsa di Indonesia. Dengan adanya
pemahaman mengenai keanekaragaman dan karakteristik
sosial-budaya, diharapkan semua pihak dapat menyikapinya
dengan bijak, dan dapat meningkatkan toleransi serta saling
menghormati antar sesama masyarakat. Disamping itu,
dengan adanya pemahaman mengenai berbagai keragaman
budaya, maka seorang pemimpin khususnya pemimpin
perubahan diharapkan akan dapat memiliki suatu kecerdasan
budaya yang dapat dijadikan alat yang efektif dalam memimpin
dan mengarahkan perubahan organisasi. Buku ini adalah merupakan buku lanjutan dari buku pertama yang berjudul Kearifan Lokal, Budaya & Pemimpin Perubahan (Mangundjaya, 2019) yang membahas mengenai bagaimana karakteristik budaya dan aspirasi pemimpin perubahan pada masyarakat suku Jawa (Yogyakarta, Surakarta, Semarang, dan Surabaya) dan Bali. Sementara itu, pada buku ini pembahasannya sudah semakin luas mencakup suku bangsa dan masyarakat yang berada di pulau Sumatera, NTB, NTT, Sulawesi dan Papua, mencakup 18 (delapan belas) kelompok masyarakat Supaya lebih sistematis, penulisan buku ini dibagi
menjadi beberapa bab, yaitu: Bab 1, membahas mengenai
kearifan lokal; Bab 2, membahas mengenai pemimpin
perubahan; dari Bab 3 dan seterusnya membahas mengenai
budaya masyarakat dan aspirasinya mengenai pemimpin
perubahan di masing-masing daerah. Pembahasan budaya
dan pemimpin perubahan dimulai dari daerah yang paling
ujung barat Indonesia, yaitu Aceh; dilanjut dengan Bab 4,
membahas budaya dan preferensi masyarakat mengenai
pemimpin perubahan di Medan (Batak-Melayu); Bab 5,
membahas budaya dan preferensi masyarakat mengenai
pemimpin perubahan di Padang/Minang; Bab 6, membahas
budaya dan preferensi masyarakat mengenai pemimpin
perubahan di Palembang.
Setelah membahas budaya masyarakat di Pulau
Sumatera lalu memasuki Pulau Jawa, dimulai dengan Bab 7
yang membahas kearifan budaya masyarakat dan pemimpin
perubahan di Jakarta; Bab 8, membahas pemimpin perubahan,
dan kearifan budaya masyarakat Karawang; Bab 9, membahas
kearifan budaya masyarakat dan pemimpin perubahan di Jawa Barat; Bab 10, membahas kearifan budaya masyarakat dan pemimpin perubahan di Semarang; Bab 11, membahas kearifan budaya masyarakat dan pemimpin perubahan di Yogyakarta; Bab 12, membahas kearifan budaya masyarakat dan pemimpin perubahan di Surakarta; Bab 13, membahas
kearifan budaya masyarakat dan pemimpin perubahan di Surabaya. Lebih lanjut, setelah Pulau Jawa dibahas Bab 14, membahas kearifan budaya masyarakat dan pemimpin perubahan di Bali; Bab 15, membahas kearifan budaya masyarakat dan pemimpin perubahan di Lombok, Nusa Tenggara Barat; Bab 16, membahas kearifan budaya masyarakat dan pemimpin perubahan di Kupang, Nusa Tenggara Timur. Pembahasan berikutnya adalah di Pulau Sulawesi, yaitu Bab 17, membahas kearifan budaya masyarakat dan pemimpin perubahan di Makassar; dan Bab 18, membahas kearifan budaya masyarakat dan pemimpin perubahan di Gorontalo. Pembahasan mengenai kearifan budaya masyarakat dan pemimpin perubahan di akhiri pada Bab 19,
yaitu membahas budaya di Papua. Sebagai akhir dari buku ini, di bahas pula penutup yang merupakan kesimpulan dan rekomendasi dari pembahasan buku ini.

CV Brilian Angkasa Jaya, 2023

Dunia pendidikan tidak selamanya menyenangkan dan penuh antusiasme, seperti halnya kehidupan lain... more Dunia pendidikan tidak selamanya menyenangkan dan penuh antusiasme, seperti halnya kehidupan lainnya, mahasiswa pada saat melanjutkan studinya di perguruan tinggi dapat saja mengalami berbagai masalah. Hal ini bisa saja berhubungan dengan keuangan, penyesuaian gaya belajar, penyesuaian dengan lingkungan kampus, masalah keluarga, masalah dengan peer group, masalah dengan nilai pelajaran, masalah asmara, masalah mencari kerja setelah lulus serta berbagai macam masalah lainnya yang dapat dihadapi oleh seorang mahasiswi di perguruan tinggi.
kompleksitas dalam dunia pendidikan, khususnya di pendidikan tinggi.
Kompleksitas dalam dunia pendidikan , khususnya di pendidikan tinggi bahkan sampai membuat beberapa mahasiswa melakukan bunuh diri karena merasa tidak dapat mengatasi masalahnya. untuk itu, tugas seorang dosen tidak hanya sebagai pengajar, pendidik tetapi kadangkala di tuntut untuk menjadi seorang konselor pendidikan. tugas seorang konselor pendidikan antara lain adalah membuat mahasiswa tetap bersemangat dalam melakukan tugas - tugasnya sebagai seorang konselor tersebut. maka para dosen dapat menggunakan pendekatan psikologi positif yang memiliki berbagai pendekatan teori, hasil penilaian, serta hasil pengalaman para praktisi. salah satu pendekatan psikologi positif adalah Appreciative inquiry (AI) , yang dicetuskan oleh David Cooperrider dkk (2008). AI dapat diterapkan pada para mahasiswa, pada saat melakukan coaching dan konseling, atau biasa yang disebut dengan appreciative inquiry coaching adalah suatu pendekatan yang berfokus pada pemecahan masalah dan dapat disebut sebagai appreciative coaching, appreciative advising, atau appreciative living (Brooks, 2013).

Penerbit Madani Berkah Abadi, 2023

Penerapan manajemen sumber daya manusia memiliki makna yang beragam untuk setiap sumber daya manu... more Penerapan manajemen sumber daya manusia memiliki makna yang beragam untuk setiap sumber daya manusia dan setiap organisasi. Hal ini disebabkan karakteristik masing - masing organisasi berbeda dan sangat bervariasi. Akibatnya, setiap sumber daya manusia dapat mendefinisikan manajemen sumber daya manusia dari berbagai dimensi dan kepentingan. Secara umum manajemen sumber daya manusia berhubungan dengan rekrutmen, seleksi, penempatan, pengembangan, kompensasi, melakukan penilaian, mengembangkan dan mempertahankan (retention) SDM, memerhatikan perjalanan karir serta mempromosikan SDM yang menjadi talent. Dengan demikian manajemen sumber daya manusia merupakan bagian kehidupan organisasi yang memfokuskan kepada manajemen dan pemanfaatan sumber daya manusia secara efektif untuk meningkatkan kontribusi produktif bagi organisasi melalui cara - cara strategi, etis, dan dapat di pertanggung jawabkan secara sosial. Manajemen strategis mendorong fungsi pengelolaan sumber daya manusia sebagai prioritas utama di dalam organisasi dan mengintegrasikan semua program serta berbagai kebijakan dalam kerangka strategi suatu organisasi. MSDM Strategi perlu memahami bahwa sumber daya manusia menentukan berhasil atau gagalnya suatu organisasi karena semua keputusan berkaitan dengan keuangan, pemasaran, operasional dan teknologi dilakukan oleh sumber daya manusia dalam organisasi.
MSDM strategis merupakan pendekatan yang berfokus pada mekanisme pencapaian tujuan organisasi melalui sumber daya manusia melalui strategi yang terintegrasi dalam kebijakan dan praktik. MSDM Strategis bertujuan untuk menghasilkan kemampuan strategis yang dapat memastikan bahwa organisasi memiliki karyawan terampil, bersedia terlibat dan termotivasi dalam rangka mencapai keunggulan kompetitif berkelanjutan.

Madani Berkah Abadi, 2023

Dunia berubah, lingkungan dan tuntutan berubah. hal ini membuat setiap organisasi harus dapat men... more Dunia berubah, lingkungan dan tuntutan berubah. hal ini membuat setiap organisasi harus dapat mengikuti dan menyesuaikan perubahan yang ada dengan cara mengembangkan kompetensi sumber daya manusia (SDM) sesuai dengan persyaratan tersebut. Pengetahuan dan keterampilan karyawan yang di peroleh melalui pelatihan menjadi sangat penting dalam menghadapi perubahan teknologi, produk dan sistem yang semakin cepat. Dalam hal ini, program pengembangan SDM selalu berhubungan dengan tersedianya kesempatan maupun kegiatan pengembangan pembelajaran. Hal ini membuat program - program pelatihan harus meliputi perencanaan, penyelenggaraan, dan evaluasi atas penyelenggaraan program - program tersebut (Armstrong,2004). Untuk itu, manajemen SDM sangat berperan pada proses dan efektivitas program pelatihan dan pengembangan SDM. Tanpa adanya dukungan dan keterlibatan mereka pada program pelatihan dan pengembangan SDM maka program pelatihan tersebut akan menjadi kurang efektif.
Investasi semacam itu tidak hanya menciptakan keunggulan kompetitif bagi suatu organisasi ( Salas dan Cannon -Bowers, 2001), tetapi juga memberikan inovasi dan peluang untuk mempelajari teknologi baru dan meningkat keterampilan, pengetahuan dan kinerja karyawan perusahaan. Sementara itu, program pelatihan, telah di kritik karena dianggap terlalu mahal ( Salas & Cannon - Bowers 2001; Kraiger, McLinden & Casper,2004), bahkan terdapat skeptisisme yang berkembang tentang praktik dan pelatihan dengan kinerja perusahaan (Wright & Geroy, 2001). Pada makalah kecil ini akan dibahas mengenai tantangan yang dihadapi organisasi terkait dengan pengembangan SDM, serta tantangan maupun strategi yang dapat dilakukan oleh organisasi.

Penerbit Nuansa Cendekia, Publishing & Printing Bandung, 2022

Wanita adalah tulang punggung masyarakat (Mittal, 2015), karena tidak hanya ia memegang peran ut... more Wanita adalah tulang punggung masyarakat (Mittal, 2015), karena tidak hanya ia memegang peran utama didalam keluarga, tetapi ia juga memegang peran penting dalam pengembangan ekonomi dari suatu negara, dan kontribusi yang diberikan setara dengan apa yang diberikan oleh kaum pria. Hal ini tidak hanya terdapat pada komunitas rural tetapi juga pada komunitas urban. Untuk itu, dapat dikatakan bahwa tanpa adanya pastisipasi aktif dari para wanita diberbagai aktivitas, baik nasional, sosial, ekonomi dan politik, maka perkembangan suatu negara menjadi stagnan.
Secara tradisional wanita adalah ratu rumah tangga, yang membereskan semua aktivitas yang terdapat didalam rumah tangganya msing-masing. Meskipun demikian, sejak abad 21 dimana kemajuan pendidikan serta kesadaran maupun kebutuhan finansial keluarga semakin bertambah, maka para wanita juga banyak yang bekerja dan berkarya diluar rumah. Hal ini membuat para wanita memiliki peran ganda, tidak hanya sebagai ratu rumah tangga yang bertanggung jawab atas berbagai isu di keluarganya juga harus berperan sebagai pencari nafkah. Meskipun demikian, penghargaan yang diperoleh di dunia kerja maupun di masyarakat tidak sama dengan penghargaan yang diterima oleh para pria. Tantangan dan perjuangan wanita untuk mencapai karir terbaiknya tidak semudah para pria di dunia kerja.
Sementara itu, pada saat telah memasuki usia purnabakti, pada umumnya orang melihat bahwa sudah saatnya bagi seseorang untuk beristirahat, menikmati hidup, dan memersiapkan untuk menghadap Nya. Hal ini mebuat jarang sekali organisasi memberikan kesempatan bagi para Lansia untuk tetap berkreasi pada usia senja (usia 60 tahun keatas), karena menganggap bahwa mereka sudah tidak dapat memberikan kontribusi yang optimal kepada organisasi. Padahal, justru diusia tersebut seseorang telah memiliki pengalaman yang banyak, yang menjadi tacit knowledge (pengetahuan terpendam) yang tidak dimiliki oleh kaum muda, sehingga meskipun secara fisik mereka tidak sekuat seperti dulu tetapi secara mental dan konseptual sebenarnya mereka tidak kalah, apalagi kalau selama ini mereka tetap menggunakan kemampuan analisis, dan berfikir kognitifnya. Dengan kondisi tersebut, maka jumnlah Lansia wanita yang masih atau tetap bekerja cukup banyak, data dari kementerian tenaga kerja di Amerika Srikat memperkirakan bahwa pada tahun 2024, wanita yang berusia diatas 55 tahun jumlahnya akan dua kali lipat dari jumlah pekerja yang berusia 16-24 tahun (Place, 2021).
Indonesia saat ini memiliki populasi sekitar 29,3 juta Lansia atau 10,8 % dari total jumlah penduduk Indonesia dan diprediski mencapai 1/5 dari prorsi penduduk Indonesia di tahun 2045 (BPS, 2021). Data ini juga diperkuat oleh Thristiawat (2017) yang menyatakan bahwa di Indonesia pada tahun 2035 populasi Lansia akan menjadi sekitar 71 juta atau 14 persen dari populasi penduduk Indonesia. Dari jumlah tersebut, Lansia wanita lebih banyak daripada pria. Profil bahwa Lansia wanita lebih besar dari pria terdapat di hampir seluruh dunia. Hal ini disebabkan antara lain karena secara biologis wanita memiliki usia lebih panjang, dan yang kedua disebabkan karena para pria cenderung lebih banyak berhubungan dengan gaya hidup yang berisiko, misalnya merokok, minum minuman keras, serta bekerja pada kondisi yang berbahaya. Hal ini menyebabkan pada umumnya para pria usianya lebih pendek daripada para wanita. Disamping itu, dengan meningkatnya jumlah populasi pada Lansia di Indonesia antara lain disebabkan karena menurunnya jumlah kematian dan jumlah bayi yang dilahirkan. Kondisi ini menyebabkan secara proporsional jumlah kaum muda lebih berkurang dibandingkan dengan usia lanjut (Thristiawat, 2017). Hal ini menyebabkan jumlah wanita yang masih atau kembali bekerja meniti karirnya di usia diatas 60 tahun, atau yang seringkali disebut sebagai Lansia menjadi meningkat.
Seorang Lansia wanita yang kembali bekerja pada usia lanjut, menghadapi tantangan yang cukup besar, dua masalah besar dihadapinya yaitu ia sebagai pekerja wanita dan yang kedua ia sebagai Lansia. Dalam hal ini, secara umum orientasi mereka adalah lebih kepada kebutuhan untuk berinteraksi dengan orang lain, diakui, maupun mengaktualisasikan kompetensi yang dimilikinya, meskipun ada juga yang mencari penghasilan, untuk memenuhi tuntutan hidupnya. Apapun motivasi yang mendasari para Lansia wanita tetap bekerja, memiliki tantangan yang besar untuk dapat beraktualisasi di tempat kerja. Tulisan ini bertujuan untuk membahas mengenai berbagai isu yang dihadapi oleh para Lansia wanita di tempat kerja, tantangan yang dihadapi serta kiat-kiat untuk mengatasinya.

Kementerian Tenaga kerja , 2022