Article Per Year (5 Year)
p-Index From 2019 - 2024
1.665
P-Index
This Author published in this journals
All Journal Jurnal Psikologi International Research Journal of Business Studies (E-Journal) Jurnal Ekonomi dan Bisnis Jurnal Psikologi Sosial Makara Human Behavior Studies in Asia The South East Asian Journal of Management
Corina D. S. Riantoputra
Faculty Of Psychology, Universitas Indonesia, Depok, West Java
Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences Other

Published : 14 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 14 Documents
Search

 1   2 
THE ROLE OF INDIVIDUAL AND CONTEXTUAL FACTORS ON THE EMERGENCE OF EMPLOYEES’ VOICE BEHAVIOR Ibrahim, Muhammad; Andiyasari, Andin; Riantoputra, Corina D.
Jurnal Psikologi Vol 19, No 1 (2020): March 2020
Publisher : Faculty of Psychology, Diponegoro University

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (389.085 KB) | DOI: 10.14710/jp.19.1.35-50

Abstract

The purpose of the study is to examine the impact of individual (power distance orientation) and contextual (perceived organizational support) factors on voice behavior. The study utilized online survey method using google form on 103 employees in DKI Jakarta and its surrounding areas using a measuring instrument with reliability between .77-.81. The results of moderated regression analysis found that (1) power distance orientation has a negative effect on voice behavior; (2) perceived organizational support as a moderator has imperative role in explaining the relationship between power distance orientation and voice behavior. Perceived organizational support strengthens the negative relationship between power distance orientation and voice behavior. This study explained 38% of the formation of voice behavior. High perceived organizational support became significant factor in strengthening employees with low power distance orientation to exhibit voice behavior. The study was revealed the interaction between power distance orientation, perceived organizational support, and voice behavior.
LEADER ENDORSEMENT: THE ROLE OF LEADER PROTOTYPICALITY, LEADER EFFECTIVENESS AND EMPLOYEE’S ORGANIZATIONAL IDENTIFICATION Rochman, Taufik Nur; Samian, Samian; Riantoputra, Corina D.
Jurnal Psikologi Vol 19, No 2 (2020): June 2020
Publisher : Faculty of Psychology, Diponegoro University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/jp.19.2.108-121

Abstract

Leadership occurs when the individuals claimed capable of leading, received endorsements from their subordinates. Without endorsements (i.e., subordinates’ willingness to support and be directed by the leader), no leader will be able to direct and influence their subordinates. Using the Social Identity Theory of leadership, this research aimed to investigate the factors influencing leader endorsement. Through an online survey with good internal consistency (i.e., coefficient reliability ranging from .7 to .9), this study was able to collect data from 186 private employees across Indonesia.  The moderated multiple regression analysis showed 1) subordinates tend to endorse prototypical leaders; 2) organizational identification is positively related to leader endorsement; and 3) leader effectiveness weakens the positive relationship between leader prototypicality and leader endorsement.  This study contributes to the social identity theory of leadership by demonstrating that low prototypical leaders may still get endorsed, as long as they are showing effective behavior.  This new finding sheds light on what kind of leadership behaviors may win the endorsement from their subordinates.   
Anteseden leader endorsement: Perspektif teori identitas sosial Yoga Aji Nugraha; Samian Samian; Corina D Riantoputra
Jurnal Psikologi Sosial Vol 18 No 3 (2020): August
Publisher : Fakultas Psikologi Universitas Indonesia dan Ikatan Psikologi Sosial-HIMPSI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.7454/jps.2020.22

Abstract

Salah satu kunci dari efektivitas kepemimpinan adalah bagaimana seorang pemimpin diterima dan didukung oleh bawahannya (leader endorsement). Penelitian ini bertujuan untuk mengidentifikasi faktor-faktor yang memengaruhi dukungan bawahan terhadap pemimpin berdasarkan teori identitas sosial. Artikel ini memiliki hipotesis bahwa prototipikalitas pemimpin (leader prototypicality) dan personal bases of power dari pemimpin (expert power dan referent power) memengaruhi dukungan bawahan terhadap pemimpinnya. Menggunakan online surveys kami berhasil mendapatkan partisipan sebanyak 135 karyawan dari berbagai perusahaan swasta di Indonesia. Reliabilitas masing-masing alat ukur yang digunakan berkisar antara 0,80 – 0,90. Hasil analisis menunjukkan bahwa: (1) leader prototypicality tidak signifikan memengaruhi leader endorsement (β = .124; p < .05); (2) leaders’ expert power (β = .767; p < .01) dan leaders’ referent power (β = .363; p < .01) signifikan memengaruhi leader endorsement. Faktor tersebut mampu memprediksi varian leader endorsement sebesar 78,3%, F(3.94) = 56.706, p < .01. Temuan penelitian ini dapat memberikan kontribusi terhadap perkembangan teori identitas sosial bahwa pada konteks perusahaan swasta, identitas sosial pemimpin bukan menjadi faktor yang menentukan terbentuknya dukungan terhadap pemimpin.
Merangkul karyawan berorientasi power distance tinggi untuk menampilkan voice behavior: Peranan managerial openness Puji Gufron Rhodes; Andin Andiyasari; Corina D. Riantoputra
Jurnal Psikologi Sosial Vol 19 No 1 (2021): February
Publisher : Fakultas Psikologi Universitas Indonesia dan Ikatan Psikologi Sosial-HIMPSI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.7454/jps.2021.05

Abstract

This study aims to investigate the moderating role of managerial openness in the relationbetween power distance orientation and voice behavior. We have successfully collected the datathrough online survey with a total of 102 employees in the Organization XYZ Jakarta. Ouranalysis revealed that power distance orientation is negatively related to voice behavior.However, managerial openness weakened the negative relation between power distanceorientation and voice behavior. Thus, managerial openness was a significant moderator of therelationship between power distance orientation and voice behavior. This result supports thesocial exchange theory which assumed that a person’s relationship with other people isdeveloped and evaluated based on the consequences of their behaviors and the efforts exertedin maintaining the relationships. This study contributes to the understanding of the relationshipbetween power distance orientation and managerial openness in constructing voice behavior.
Leader Humility and Employees’ Accountability During The Pandemic Aditya Septiandari; Samian Samian; Corina Riantoputra
INTERNATIONAL RESEARCH JOURNAL OF BUSINESS STUDIES Vol 14, No 1 (2021): April - July 2021
Publisher : Universitas Prasetiya Mulya

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

One way of achieving work effectivity is by making sure employees show accountability. Accountability is becoming even more important during the pandemic, where organizations are forced make their employees work from home. This study aims to identify the process of how leaders and organizations can shape accountability. This research argues that leader humility may enhance employee’s perceived organizational support which eventually shaped employee’s accountability. This study was conducted toward 145 employees from a stateowned company in Jabodebek area via an online survey. This study finds (1) leader humility positively affect employee’s accountability; (2) leader humility positively affects perceived organizational support; (3) perceived organizational support positively affect employee’s accountability; (4) perceived organizational support significantly mediated the relationship between leader humility and accountability. The mediation model predicts 27% of accountability’s variance and is able to provide contribution to accountability’s studies that leader and organizational aspects are essentials in affecting accountability. https://doi.org/10.21632/irjbs.14.1.13-26
How does proactive personality promote calling at work? A dual-path mediation model Naila Azharia Hanan; Missiliana Riasnugrahani; Corina D. Riantoputra
Jurnal Ekonomi dan Bisnis Vol 24 No 2 (2021)
Publisher : Fakultas Ekonomika dan Bisnis Universitas Kristen Satya Wacana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24914/jeb.v24i2.4864

Abstract

Pada studi sebelumnya mekanisme calling sebagai adaptation result mampu dijelaskan menggunakan career construction theory (CCT) melalui adaptive readiness dan adapting response yang dimiliki dan dilakukan karyawan, namun perspektif tersebut diketahui belum memperhitungkan faktor eksternal yang mungkin dapat mempengaruhi adapting response sehingga dapat berdampak pada pembentukan calling mereka. Penelitian ini bertujuan untuk mengatasi kesenjangan tersebut dengan menggunakan tidak hanya perspektif CCT, melainkan perspektif social exchange theory (SET) untuk melihat hubungan proactive personality dengan calling individu melalui peranan dua mediator yaitu job crafting dan LMX. Data penelitian dikumpulkan menggunakan survei daring dengan melibatkan karyawan aktif (N=222) yang telah bekerja minimal satu tahun di berbagai industri perbankan. Data kemudian dianalisis menggunakan analisis model mediasi paralel dari Hayes (2017) dengan SPSS for Windows. Hasil menunjukkan bahwa proactive personality secara positif berkontribusi pada calling baik secara langsung maupun tidak langsung melalui kedua mediator (i.e job crafting dan LMX). Model mediasi jalur ganda ini memberikan perspektif baru dalam memahami bahwa job crafting dan LMX masing-masing memiliki peran tersendiri dalam menjelaskan mekanisme hubungan proactive personality dengan calling karyawan dalam pekerjaannya. Maka dari itu temuan ini dapat melengkapi literatur yang ada tentang implikasi teoritis dan praktis dari calling.
Multiple Authorship: Gold Mines or Booby Traps? Riantoputra, Corina D
Makara Human Behavior Studies in Asia Vol. 23, No. 1
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

A Note from the Editor-in-Chief: Professionalization of Academics and Quality Journals Riantoputra, Corina D
Makara Human Behavior Studies in Asia Vol. 22, No. 2
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

A Message from the Editor-in-Chief Makara Human Behavior Studies in Asia Riantoputra, Corina D
Makara Human Behavior Studies in Asia Vol. 22, No. 1
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Peran Employability dalam Hubungan Job Insecurity dan Kepuasan Kerja Mahaputra, Byarbreda; Riantoputra, Corina D. S.; Respati, Adi
Makara Human Behavior Studies in Asia Vol. 17, No. 2
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Job insecurity is often thought to cause lower job satisfaction. However, research shows that the relationship between these two variables is more complicated than previously assumed. Previous studies fail to provide conclusive results, which indicate that the relationships between job insecurity and job satisfaction may be moderated by other variables. Two variables that can explainthis relationship are employability, defined as employees’ perception of their abilities to find a new job, and work status differences (i.e., permanent and contract employees). Therefore, this study hypothesizes that employability will moderate the relationship between job insecurity and job satisfaction for, both, permanent and contract employees. Adapting scales from previous research, this study conducted a cross-sectional survey of 172 employees, comprised of permanent and contract employees, of a logistic services company in Indonesia. Results reveal that employability moderates the relationship between job insecurity and job satisfaction among permanent but not contract employees. This paper also discusses the implication of these results for the advancement of organizational behavior theory, especially for understanding the impact of job insecurity on job satisfaction.
Co-Authors Adi Respati Aditya Septiandari Andin Andiyasari Andin Andiyasari Andin Andiyasari Azizatul Munawaroh Bella Ulfa Byarbreda Mahaputra Faridhal, Tytania Mahaputra, Byarbreda Maharisa, Widya Matindas, Rudolf W. Missiliana R, Missiliana Muhammad Ibrahim Naila Azharia Hanan Puji Gufron Rhodes Respati, Adi Rochman, Taufik Nur Rudolf W. Matindas Sally Bethesda Marpaung Samian Samian, Samian Ulfa, Bella Yoga Aji Nugraha