Article Per Year (5 Year)
p-Index From 2019 - 2024
1.116
P-Index
This Author published in this journals
All Journal Humanitas: Indonesian Psychological Journal PSYMPATHIC Jurnal Komunikasi Ikatan Sarjana Komunikasi Indonesia International Research Journal of Business Studies (E-Journal) GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling Jurnal Bakti Masyarakat Indonesia MANASA, Jurnal Ilmiah Psikologi ASEAN Marketing Journal
Rayini Dahesihsari
Fakultas Psikologi, Unika Atma Jaya
Agriculture, Biological Sciences & Forestry Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

Published : 19 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 19 Documents
Search

 1   2 
GAMBARAN PENGALAMAN DISKRIMINASI TERHADAP INDIVIDU LGBTQIA+ YANG TERGABUNG DALAM ORGANISASI “S” Cynthia Eveline Sinulingga; Hadyan Dhiozandi; Ike Meriska; Rininda Mutia; Clara Adjisukmo; Rayini Dahesihsari
MANASA Vol 4 No 2 (2015): Desember, 2015
Publisher : Faculty of Psychology, Atma Jaya Catholic University of Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (692.062 KB)

Abstract

Sexual orientation and sexual identity of the LGBTQIA+(Lesbian, Gay, Bisexual, andTransgender, Questioning, Intersex, Asexual, and others) are some of the common debate topics in the society. Society still consider them as an aberration of moral norms. One of the new-established social organization, organization S, gathers some students to study this topic in a scientific way. The LGBTQIA+ members of organization S, had experienced discrimination from the others because of their sexual preference and sexual identity. The objective of this study is to portray the discrimination that has been experienced by the LGBTQIA+ members in organization S. Researchers used semi-structured interview method for data gathering. Datas are taken from three participants who had experienced discrimination due to their sexual preference and sexual identity. The result will be used as a base of intervention design to reduce discrimination towards LGBTQIA+ members in organization S. Researchers suggest social creativity as the strategy to raise the crowd awareness of the LGBTQIA+ competence and ability as a human, regardless of the negative stigma that they have received before. We suggest a photography exhibition by LGBTQIA+ members of organization S as an intervention programme. The aim of this intervention is to raise awareness of the LGBTQIA+ people, so they will have more positive point of view toward LGBTQIA+ members of this organization. This programme is a part of long term intervention. As a start, researchers suggest a subtler and more acceptable way.
KESIAPAN UNTUK BERUBAH KARYAWAN DIVISI HR PT. X STUDI KASUS PROSES DESENTRALISASI SISTEM ERP/SAP MODUL ORGANIZATION MANAGEMENT (OM) Dea Franceline; Rayini Dahesihsari
MANASA Vol 4 No 2 (2015): Desember, 2015
Publisher : Faculty of Psychology, Atma Jaya Catholic University of Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (547.579 KB)

Abstract

Change in technology is one among the most frequent change happened in an organization. PT. X now is dealing with technology change by taking a decentralization of SAP management of its business units. This changing is done due to the lack of effectiveness of centralized management, which result on delay in delivery the services. Socializations, trainings, and intensive coaching are conducted to manage the change. The purpose of this research is to describe HR unit employees’ change readiness in PT. X, in regards of the decentralization process of ERP/ SAP module Organization Management (OM).This is a quantitative research. The participants are 41 people HR unit employees in PT. X who responsible of SAP management. The measurement is Readiness for Organizational Change (ROC. The data are analysed using descriptive statistics. The result shows that generally, the HR unit employees’ readiness towards the implementation of SAP OM module in each unit is categorized as moderate level with the lowest readiness on the “management support” dimension. The business unit of SHM has low “personal valence” dimension. Hence, the intervention program focuses to improve the management support dimension by proposing a monitoring program, while to improve personal valence dimension in particular on the SHM business unit by creating survey feedback.
GAMBARAN KOMUNIKASI ORGANISASI DI PT. X Indira Miranti Ayuningtyas; Rayini Dahesihsari
MANASA Vol 4 No 2 (2015): Desember, 2015
Publisher : Faculty of Psychology, Atma Jaya Catholic University of Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (431.584 KB)

Abstract

Companies usually hire consultants to gain professional and methodologically expertise for a particular field. PT. X is one among consulting firms that provides services in the field of psychology. PT. X usually provides short time projects which fulfill the needs of customers. It was evident that there is a bottleneck in the workflow, involving lack of well coordinated schedules, miscommunication between employees, and unclear information about projects. It was assumed that the root of the problem is ineffective communication. This study aims to describe organizational communication in PT. X. It used a qualitative approach involving four respondents who were selected through the maximum variation technique. Two respondents are corporate members and two respondents are associated partners. Data obtained from interviews analysed by content analysis. The results showed that superiors and subordinates often communicate directly, information flow from various parties and tends to run in an informal, where information is not given in written. The channel of communication varies depending on who is delivering the messages. Corporate members coordinate with each other by exchanging information related to the task mostly through informal meetings. Media communication frequently used is the online media. With this informal communication, information on the organization is still considered adequate for corporate members while seems to be inadequate for associated partners.
GAMBARAN IKLIM ORGANISASI SEBAGAI DASAR PENGEMBANGAN ORGANISASI Gracia Tobing; Rayini Dahesihsari; Benedicta P. Dwi Riyanti; Nani Indra Ratnawati Nurrachman
MANASA Vol 4 No 1 (2015): Juni, 2015
Publisher : Faculty of Psychology, Atma Jaya Catholic University of Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (854.3 KB)

Abstract

The important impact of how employees perceived their working environment, practices, policies, values, and interaction in organization affecting their working experiences on their working behavior has been well known in the field of organizational psychology. Poor vertical and horizontal relationship, the mismatch policies and goals, lack of motivation, and work productivity are the examples of problems that may be arise if organizational climate were not well managed. Full attention to organizational climate has been the inevitable demand for organizations that are in a situation with strict competition. This research aimed to get a comprehensive description of organizational climate, based on Competing Value Model theory that were presented by Patterson, West, Shackleton, Jeremy, Lawthom, Maitlis, Robinson, dan Walace. The description will be used for guiding how the management develop their organization. A combination of quantitative and quality approaches was implemented by using quetionnaires and interviews. The participants are 59 employees with minimum supervisory level as the criteria. Descriptive statistic and anova one-way were used for analyzing quantitive data. Content analysis with inductive analysis was used for analyzing qualitative data. The result showed that more attention was needed for organizational climate, especially on internal process, human relation, and rational goal. Those aspects will be the focus to develop for management.
TANGGUNG JAWAB SOSIAL PERUSAHAAN: TINJAUAN DARI SISI KARYAWAN Christa Talitha Amadea; Rayini Dahesihsari
MANASA Vol 3 No 1 (2014): Juni, 2014
Publisher : Faculty of Psychology, Atma Jaya Catholic University of Indonesia

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

Abstract

Corporate Social Responsibility (CSR) adalah program tanggung jawabsosial perusahaan yang mengekspresikan kepedulian sosial perusahaan dalam upaya pemberdayaan masyarakat. Sudah banyak studi yang menunjukkan dampak CSR terhadap naiknya citra positif perusahaan di masyarakat maupun dampak positifnya bagi kemajuan sosial masyarakat dan lingkungan hidup. Namun jarang perhatian yang diberikan untuk melihat dampak CSR bagi lingkungan internal perusahaan, khususnya karyawan. Padahal CSR juga mengambil peran yang tidak kecil dalam pengelolaan sumber daya manusia di perusahaan melalui rasa memiliki yang tinggi yang diakibatkan oleh rasa bangga terhadap kontribusi perusahaan bagi kemajuan masyarakat. Dengan menggunakan kerangka teori Identitas Sosial, penelitian ini bertujuan untuk mengelaborasi persepsi karyawan terhadap program CSR perusahaan dan kaitannya dengan identifikasi mereka terhadap perusahaan. Jumlahpartisipan adalah 20 orang karyawan dari perusahaan yang cukup aktif melakukan program CSR. Kuesioner dan wawancara digunakan sebagai teknik pengumpulan data.Hasil penelitian menunjukkan bahwa rasa bangga terhadap kontribusi positifperusahaan bagi masyarakat luas mendorong karyawan untuk mengembangkanidentifikasi yang kuat kepada perusahaan, karena menyediakan konsep diri yangpositif bagi mereka untuk menjadi bagian dari perusahaan yang membanggakan. Berdasar hasil penelitian tersebut, menyelenggarakan program CSR yang positif dan terinformasikan dengan baik kepada karyawan merupakan salah satu strategi pengelolaan sumber daya manusia yang efektif.
PROSES PENGAMBILAN KEPUTUSAN PINDAH KERJA PADA KARYAWAN GENERASI MILENIAL DI JAKARTA Lupita Novisari; Rayini Dahesihsari
MANASA Vol 8 No 1 (2019): Juni, 2019
Publisher : Faculty of Psychology, Atma Jaya Catholic University of Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (492.386 KB) | DOI: 10.25170/manasa.v8i1.1950

Abstract

Millenials generation is the generation that grow up during the development of the Internet.One of the millenial generation phenomenon is the high turnover in the workplace. This isdifficult to understand and to predict by management. As a result, organizations areoverwhelmed to deal with this, and recruitment cost is increased to get a new employeeagain. Therefore, it is important to understand the decision-making process of millenialsemployees for changing jobs. This study aimed to explore the decision-making turnoverprocess of millenials employees in Jakarta. The method used is qualitative with datacollection techniques using interviews with five participants, consisted of three women andtwo men, aged 16-36 years old and have a minimum educational background of bachelor’sdegree and work in Jakarta. Other criteria of participants is that they have moved to differentworkplace at least 2 times with an average length of work a maximum of 3 years. Resultsfrom this study was that every participant has a unique dynamic and different from eachother, but there were the same distinctive characteristics of the millenials generation intaking decisions and customization. They knew what they want, and they expressed it to themanagement. The availability of job offers is among the meaningful factor to consider duringthe decision-making process
GAMBARAN KOMUNIKASI PEMIMPIN SEBAGAI BAGIAN DARI KOMUNIKASI ORGANISASI Christine Natalia; Rayini Dahesihsari
MANASA Vol 8 No 2 (2019): Desember, 2019
Publisher : Faculty of Psychology, Atma Jaya Catholic University of Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (452.595 KB) | DOI: 10.25170/manasa.v8i2.1955

Abstract

Organizational communication has a substantial function to ensure good coordination forachieving organizational effectiveness. Leaders’ communication is an important aspect oforganizational communication, since the way leaders convey their messages would createframing and meaning for their employees about their jobs, their relations with other parts of theorganization, and the working climate. The meaning that employees perceive would have impacton their motivation and involvement to the job and the organization. When the formal system oforganizational communication has not been established yet, employees tend to rely oninformation from their direct leaders. This study aims to explore the description of leaders’communication as a part of organizational communication on PT AV, which has just developedthe formal working system with the limited number of employees. Six leaders from differentmanagerial levels participated to be interviewed in this study which is using a qualitativeapproach. Data was analyzed using theoretical framework of leaders’ communication fromJohansson, Miller and Hamrin (2014), includes initiating structure, facilitating work, relationaldynamic, and representing unit. The results showed that participants did not intensivelycommunicate with their staff regarding the structure of the staff tasks. Participants more relied onSOP and annual meeting. While SOP and job description was not well established yet, theparticipants’ lack of communication on structuring the staff tasks would potentially create lack ofroles and job clarity for staff. Other interesting result was that participants developed their staffsby giving challenging tasks. However, they did not explicitly say to their staff about the intendedmeaning and impacts of giving the tasks. Participants also did not know how their staffsperceived about the tasks. Because there was no open communication on the reason of givingchallenging tasks, it was potentially perceived by staff as additional burden for them. The findingsindicated leaders’ communication was not supported the formal organizational communicationsystem which was not optimally established yet in the organization. This would potentially createunclear and ambigu information received by staff.
SELF-COMPASSION BAGI SANDWICH GENERATION: PROGRAM PSIKOEDUKASI MELALUI MEDIA SOSIAL INSTAGRAM Alfo Yanuar; Antonia Gita Amanta; Mentari Puteri; Rayini Dahesihsari; Clara R.P. Ajisuksmo
Jurnal Bakti Masyarakat Indonesia Vol 4, No 3 (2021): Jurnal Bakti Masyarakat Indonesia
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jbmi.v4i3.13458

Abstract

Sandwich generation refers to people of any age group who are "sandwiched" between caring for their children and their aging parents. Many of them are also struggling to fulfill their work requirements at the same time. Often, this situation leads to decreased mental health. Recent evidence suggests that self-compassion may act as a protective factor against stress and self-criticism. Hence, this community service project aims to provide information about self-compassion for sandwich generation in handling their dual roles and measure the effectiveness of a psychoeducational program in raising awareness of sandwich generation on the importance of self-compassion. A preliminary interview conducted with 7 participants shows that sandwich generations tend to evaluate their dual roles negatively. An online psychoeducational program was carried out by using Instagram through @bersamaruangrasa account. Infographics containing practical information about self-compassion were uploaded in three days. The results show that 27.87% of followers like the infographics, 10.92% leave comments, and 48.63% share the infographics through their accounts. It can be concluded that this psychoeducational activity effectively increases the awareness of sandwich generation on the importance of self-compassion. That promotes the positive well-being of some individuals who participated in psychoeducational.ABSTRAK:Generasi sandwich merujuk pada orang-orang dari segala kelompok usia yang terhimpit di antara tanggung jawab untuk merawat anak-anak sekaligus orang tua mereka yang telah lanjut usia. Pada saat yang sama, banyak dari mereka juga berjuang untuk memenuhi tuntutan pekerjaan. Situasi ini seringkali berdampak pada penurunan kesehatan mental. Bukti-bukti terbaru menunjukkan bahwa self-compassion dapat berfungsi sebagai faktor protektif terhadap stres dan self-criticism. Kegiatan pengabdian kepada masyarakat ini pun ditujukan untuk memberikan informasi terkait self-compassion bagi generasi sandwich, serta mengukur efektivitas program psikoedukasi yang ditujukan untuk meningkatkan kesadaran mereka akan pentingnya self-compassion. Hasil wawancara awal dengan 7 partisipan menunjukkan bahwa generasi sandwich cenderung menilai peran ganda mereka secara negatif. Program psikoedukasi daring pun dilakukan dengan menggunakan Instagram melalui akun @bersamaruangrasa. Infografis yang memuat informasi praktis seputar self-compassion diunggah dalam periode tiga hari. Hasil menunjukkan bahwa 27.8% pengikut menyukai konten, 10.92% memberikan komentar, dan 48.63% pengikut membagikan konten tersebut melalui akun mereka masing-masing. Dari hasil tersebut dan berdasarkan informasi yang didapatkan dari beberapa individu, dapat disimpulkan bahwa kegiatan psikoedukasi ini efektif dan bermanfaat untuk meningkatkan kesadaran sandwich generation akan pentingnya self-compassion dan membantu mereka meningkatkan kesejahteraan mental yang positif.
Perceived Usefulness as Key Stimulus to the Behavioral Intention to Use 3G Technology Budi, Andy Susilo Lukito; Efendi, Efendi; Dahesihsari, Rayini
ASEAN Marketing Journal Vol. 3, No. 2
Publisher : UI Scholars Hub

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

Abstract

A new technology usually faces the challenge to be accepted by consumers. Because of the unique features of new technology, it needs certain approaches to enhance its acceptance. Technology Acceptance Model (TAM) is widely used to study the behavior of organizations and consumers in ac-cepting a new technology. A modified TAM model is applied in the current study to test the impact of advertising appeals of perceived usefulness, perceived ease of use, and social factors on behavioral intention to use 3G technology. Experimental method is utilized on four groups (30 people each) of undergraduate students of Atma Jaya Catholic Univesity. The result shows significant impact of the advertising multimedia exposed to the subjects, specifically perceived usefulness. It is concluded that perceived usefulness is the most salient reason among Atma Jaya Catholic University’s students in consuming 3G technology.
Co-Authors Adjisukmo, Clara Alfo Yanuar Amadea, Christa Talitha Andriani, Hervina Andy Susilo Lukito Budi Antonia Gita Amanta Ayuningtyas, Indira Miranti Benedicta P. Dwi Riyanti Chandra, Marcella Christa Talitha Amadea Christine Natalia Christine Siahaja Clara Adjisukmo Clara R.P. Ajisuksmo Cynthia Eveline Sinulingga Dea Franceline Dhiozandi, Hadyan Diona, Mariska Efendi Efendi Felita, Pamela Franceline, Dea Gianina Untariady Gracia Melisa Gracia Tobing Hadyan Dhiozandi Hervina Andriani Ike Meriska Indira Miranti Ayuningtyas Kartikawangi, Dorien Lupita Novisari Marcella Chandra Mariska Diona Melisa, Gracia Mentari Puteri Meriska, Ike Mutia, Rininda Nani Indra Ratnawati Nurrachman Nurrachman, Nani Indra Ratnawati Oktaviani, Mimy Pamela Felita Puji Tania Rininda Mutia Riyanti, Benedicta P. Dwi Rocky, Rocky Rury Siti Ruhaniah Siahaja, Christine Sinulingga, Cynthia Eveline Tania, Puji Tarmudji, Vincent Tobing, Gracia Untariady, Gianina Vania Wijaya Vera Elisabeth Wijaya, Vania