Articles
<![CDATA[Psychological Empowerment Of Agent Of Change: Case Study In Public Sector Organization ]]>
<![CDATA[Oktaviani, Mimy]]>;
<![CDATA[Dahesihsari, Rayini]]>
<![CDATA[ GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling Vol 8, No 2 (2018) ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Metro ]]>
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DOI: 10.24127/gdn.v8i2.1255
<![CDATA[Many studies show that the process of change does not always have the expected impact if not managed thoughtfully. One of the key actors in managing the change process is an agent of change. Studies on organizational change generally focus on the organization and readiness of the people to change. There is not much attention is given to studying the agent of change. Even though they are important actors responsible for initiating, facilitating, and evaluating means of adjustment (Smither et al. (2016)).This study focuses on the psychological empowerment of change agents, which are required in the role to overcome various obstacles and constraints in initiating and implementing change (Bowen and Lawler (1992), The study was conducted in the public sector in Jakarta using a qualitative approach. Depth interviews were conducted among three employees of an organization designated as a member of the team changes, to explore their thoughts, appreciation, and sense of competence that they have to implement the changes and overcome the challenges and obstacles. The results showed that participants appreciate their role as agents of change because of the removal of their boss, feel the task is part of them, and see the positive impact of their role in bringing a positive difference to the organization. They generally feel quite able to perform their purpose well enough, though still in need of capacity building continuously throughout the process of change. However, Others experience a significant task in the role of agents of change, and participants generally feel that they can not perform their function optimally because of the limitations of their authority. Excellent coordination skills required for this condition so that each unit can be encouraged to get a more integrative perspective on organizational change.]]>
<![CDATA[Organizational Communication Responses to Covid-19: Strategies and Practices ]]>
<![CDATA[Dorien Kartikawangi]]>;
<![CDATA[Rayini Dahesihsari]]>
<![CDATA[ Jurnal Komunikasi Ikatan Sarjana Komunikasi Indonesia Vol 5, No 2 (2020): December 2020 - Jurnal Komunikasi Ikatan Sarjana Komunikasi Indonesia ]]>
Publisher : <![CDATA[Ikatan Sarjana Komunikasi Indonesia ]]>
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DOI: 10.25008/jkiski.v5i2.419
<![CDATA[In a crisis situation, employees are facing pressures and challenges because they have to deal with unexpected disruption in their routine working conditions with a high level of uncertainty. Organizational communication strategies and practices play important roles to give employees information, direction, and support. The research aims to explore how organizational communication strategies and practices responses to such a specific crisis: Pandemic Covid-19, using a situational crisis communication theoretical framework. The research applies a qualitative approach. Four organizations participated, involved two business organizations and two educational organizations, selected using a maximum variation sampling technique. Four people representing each organization were interviewed using the inductive method. Data were analyzed using thematic analysis. The findings show that organizational communication strategies and practices being used by all participants’ organizations are mostly related to the preparation stage and the response stage of crisis management. Early crisis management planning, forming crisis management teams, and preparing supporting communication systems, including providing health care facilities and communication protocols for infected employees are salient practices during the preparation stage. On the response stage, leader and horizontal communication intensively used with a variation of media and channels. Interestingly, informal communication was minimized while formal communication conducted intensively and transparently. Furthermore, sensitivity to employees’ needs and conditions as well as emphatic communication expressing positive emotion and support was perceived positive to help employees to understand the information well and to feel being understood and being appreciated. ]]>
<![CDATA[Perusahaan Tidak Adil kepada Saya!: Gambaran Perceived Justice pada Situasi Perubahan ]]>
<![CDATA[Vera Elisabeth]]>;
<![CDATA[Rayini Dahesihsari]]>
<![CDATA[ Psympathic : Jurnal Ilmiah Psikologi Vol 4, No 1 (2017): Psympathic ]]>
Publisher : <![CDATA[Fakultas Psikologi, Universitas Islam Negeri (UIN) Sunan Gunung Djati Bandung ]]>
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DOI: 10.15575/psy.v4i1.1142
<![CDATA[Employees perceive the fairness of organization’s systems and procedure is called perceived justice. Some studies indicated that perceived justice affects many organizational attitudes and behaviors, such as job satisfaction, absenteeism, counterproductive behavior, and turnover. Therefore, organization needs to give attention on employees’ perceived justice. This study was taken in PT. EFG, where its employees have been complaining about many changes happened. This study was conducted with mixed method approach. Quantiative data was collected through 114 online questionnaires. The questionnaire measures three dimensions which are distributive justice, procedural justice, and interactional justice. Qualitative data was collected through interview to five participants with high and low intensity of perceived justice. The findings show that supervisor play an important role in determining other employees’ procedural and interactional justice. Other factors such as characteristics, previous experiences, perception about change and coworkers also affect employees’ perceived justice. ]]>
<![CDATA[The effect of emotional labour on work satisfaction and emotional display behaviour ]]>
<![CDATA[Rury Siti Ruhaniah]]>;
<![CDATA[Rayini Dahesihsari]]>
<![CDATA[ HUMANITAS: Indonesian Psychological Journal Vol 16, Number 2: August 2019 ]]>
Publisher : <![CDATA[Universitas Ahmad Dahlan ]]>
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DOI: 10.26555/humanitas.v16i2.7618
<![CDATA[Improving the quality of service in the hospitality industry is a strategic agenda that enables the increase of foreign exchange income. Internal factors affect the quality of service, particularly factors related to emotional processing (emotional labour) of service workers that are associated with the display of an expected emotional expression (emotional display behaviour) when providing services. Furthermore, another essential aspect to consider how to express the expected emotional expression well while also maintaining work comfort (job satisfaction) of the service providers. This research explored the effect of emotional labour on emotional display behaviour and job satisfaction. The study was conducted in a 5-star hotel, involving 94 front liner employees selected through convenience sampling. The study used the Surface and Deep Act Scale, Management Behavior Scale and MSQ-Short Scale. One-way ANOVA was used to analyze the data. The results showed that emotional labour profile had a positive effect on job satisfaction but not on emotional display behaviour. Therefore emotional labour as a personal capital needs to be addressed to enhance job satisfaction.]]>
<![CDATA[DESCRIPTIVE STUDY ABOUT PSYCHOLOGICAL CAPITAL FOR THE SALES OFFICE HEAD AT PT. ASTRA INTERNATIONAL TBK – HONDA SALES OPERATION ]]>
<![CDATA[Puji Tania]]>;
<![CDATA[Rayini Dahesihsari]]>
<![CDATA[ MANASA Vol 6 No 2 (2017): Desember, 2017 ]]>
Publisher : <![CDATA[Faculty of Psychology, Atma Jaya Catholic University of Indonesia ]]>
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<![CDATA[Sales Office Head (SOH) at PT. Astra International.Tbk. - Honda Sales Operation (HSO) has a huge amount of workload that demand them to be independent. As the result, they’re giving up easily and have a high tendency to resign. This will bring a bad impact for the company as SOH turnover become more frequent. The concept of psychological capital (Psycap) approach is assumedly quite suitable to be used in managing human resources in HSO, especially SOH. Psycap is an approach on positive potential that consists of hope, efficacy, resilience, and optimism that will enable SOH to work optimally, even in a tough situation. Research is conducted on SOH in Honda HSO by using positive psycap approach that aims to obtain an overview of SOH psycap at HSO. The study is descriptive and applied research with a quantitative method using convenience sampling technique. Instrument used in this study is psychological capital questionnaire, distributed throughout the 68 SOH respondents. The result indicates that psychological capital of SOH in HSO is at high levels. In accordance with the conditions of SOH’s work, the dimensions that need further development the most are the dimension of optimism and resilience.]]>
<![CDATA[HUBUNGAN ANTARA KETERLIBATAN KARYAWAN DALAM PROSES PERUBAHAN DENGAN KESIAPAN MEREKA MENGHADAPI PERUBAHAN: STUDI PADA DIVISI SALES PT. ABC ]]>
<![CDATA[Hervina Andriani]]>;
<![CDATA[Rayini Dahesihsari]]>
<![CDATA[ MANASA Vol 6 No 1 (2017): Juni, 2017 ]]>
Publisher : <![CDATA[Faculty of Psychology, Atma Jaya Catholic University of Indonesia ]]>
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<![CDATA[Policy change and work system is frequently required for organization to keep competitive. Problem raised when employees express lack of readiness to change. PT. ABC is one among the company which deal with this problem. As one of shoes and bags company, PT. ABC make changes to commission and incentives system. The company expects the change will encourage employees to make sales according to predetermined targets to earn higher commissions compared to the old system. However, in the other side employees actually feel aggrieved because they lost the opportunity to get a commission. The research was conducted to 80 employees of sales division of PT. ABC spread across Indonesia using quantitative and qualitative approach. Questionnaires were implemented in the quantitative approach, that measure (1) involvement in the change process and (2) readiness to change. Interviews were conducted in the qualitative approach with three respondents whose involvement and readiness scores were high and low. Results showed there was a positive relationship between the involvement in the change process with the readiness to changes shown by the Spearman correlation coefficient of 0.625 with p]]>
<![CDATA[KAJIAN KOMPREHENSIF MENGENAI KESIAPAN KARYAWAN UNTUK BERUBAH: PERHATIAN PADA PERSEPSI KARYAWAN TERHADAP KONTEKS ORGANISASI DAN PROSES PERUBAHAN ]]>
<![CDATA[Mariska Diona]]>;
<![CDATA[Rayini Dahesihsari]]>
<![CDATA[ MANASA Vol 5 No 2 (2016): Desember, 2016 ]]>
Publisher : <![CDATA[Faculty of Psychology, Atma Jaya Catholic University of Indonesia ]]>
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<![CDATA[In order to keep up with the dynamic development of its surroundings, organizations need improve and develop its internal process, including by changing the structure of the organization. To ensure the success of the change implementation, management of organization should pay attention on managing change process. Employees would be one among the key factors of promoting a successful change as well as prohibiting implementation of change. Hence, the mapping of employees’ perception of change needs to be done thoroughly so that a more effective change management can be executed to achieve the targeted change results. Comprehensive perspectives of change implemented in this study by exploring not only the process of managing change and the readiness of change of the employees but also the context of organization in general where the change process exists. Therefore, Organizational Change Questionnaire-Context, Process, Readiness for Change (OCQ-CPR) is given to 21 employees of Foundation X. The results indicate that on average, the employees have negative perception towards the changing circumstances in the organization while they also have neutral perception on the changing process. The study also shows that the employees have mediocre outcome as a result from changes done in the organization. The perception that employees are sometimes taken advantage by their superiors and the thoughts that the change is not beneficial for them are two points that needs to be taken into account by the management so that more positive perception towards organizational context and change outcome can be attained.]]>
<![CDATA[OPTIMALISASI UMPANBALIK DALAM PROSES PENILAIAN KARYA: STUDI KASUS PADA YAYASAN X ]]>
<![CDATA[Gianina Untariady]]>;
<![CDATA[Rayini Dahesihsari]]>
<![CDATA[ MANASA Vol 5 No 2 (2016): Desember, 2016 ]]>
Publisher : <![CDATA[Faculty of Psychology, Atma Jaya Catholic University of Indonesia ]]>
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<![CDATA[In the management of human resources in the organization, planning, succession or regeneration is one way to ensure sustainability of an organization. One of data that can be used to map potential candidates' work is performance appraisal (PA). In other words, an indicator of an effective performance appraisal is how the PA results could be used as a valid reference for succession planning in an organization. At the foundation X, although assessment work based management by objectives (MBO) is applied, but it has not yet used as a reference for succession planning. For that reason, a mapping of the evaluation process to find the phase of performance appraisal that has not run optimally has been done. The interview is used as a technique of collecting the data to 6 respondents, which includes employees whom is assessed, Department Heads whom assess and give feedback, and the Committee whom set the final score of PA. The research results show all stages the evaluation process work based MBO has been implemented. But, the lack of clarity of the feedback process cause the less positive response of employees towards the final score and self-development efforts to be done. Hence, the provision of feedback as part of the evaluation process work is one of the aspects that is essential to be optimized to ensure employee’s positive response of performance appraisal.]]>
<![CDATA[PEMAKAIAN MEDIA SOSIAL DAN SELF CONCEPT PADA REMAJA ]]>
<![CDATA[Pamela Felita]]>;
<![CDATA[Christine Siahaja]]>;
<![CDATA[Vania Wijaya]]>;
<![CDATA[Gracia Melisa]]>;
<![CDATA[Marcella Chandra]]>;
<![CDATA[Rayini Dahesihsari]]>
<![CDATA[ MANASA Vol 5 No 1 (2016): Juni, 2016 ]]>
Publisher : <![CDATA[Faculty of Psychology, Atma Jaya Catholic University of Indonesia ]]>
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<![CDATA[Teenager is among the biggest number of society consuming social media in Indonesia. The initial reason they become so active in social media is to get attention, to seek for opinion, and also to present their image. However, in the long term they become addicted of social media consumption. It is difficult for them to stay away from activities related to social media. Although social media in general has a positive side to be consumed, the overused of social media has a negative consequence. A bulk of studies shown that the overused of social media by teenager give consequences on the increase of self concept incongruence because there is a large distance between the real self and the ideal self. The self presenting in social media is the ideal self which has such a large distance from the real self. Teenagers are enjoying the ideal self of them presenting in social media so that they prefer to stay in social media rather than their daily activities of real self. This manuscript aims to describe the data collection which being used to propose campaign of decreasing consumption of social media for teenager, particularly which damage their self concept. 150 teenagers and young adult participated, the range of age was 15-25 years old. All of them were actively using of social media. Survey was used for data collection. The result showed that most of the participants want to look good at their social media profile by presenting their ideal self, even though it is not the image that they have in the real self. Based on the data, the campaign of decreasing consumption of social media is design. The campaign is focused on how to develop the positive self concept without overused consumption of social media. By decreasing consumption of social media, teenagers would be more productive and develop their positive self concept in their real life.]]>
