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All Journal Humanitas: Indonesian Psychological Journal Intuisi Journal of Economics, Business, & Accountancy Ventura Jurnal Psikologi Psikohumaniora: Jurnal Penelitian Psikologi MEDIAPSI Jurnal Psikologi Ulayat: Indonesian Journal of Indigenous Psychology Syntax Literate : Jurnal Ilmiah Indonesia JURNAL DIVERSITA International Journal of Research in Counseling and Education Jurnal Ilmu Perilaku Jurnal Psikologi Sosial Humaniora Psyche 165 Journal Makara Human Behavior Studies in Asia Psychological Research on Urban Society Jurnal Manajemen dan Pemasaran Jasa
Debora Eflina Purba
Faculty Of Psychology, Universitas Indonesia, Depok, West Java, 16424, Indonesia
Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Immunology & microbiology Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Neuroscience Nursing Public Health Social Sciences Other

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The Role of Organizational Citizenship Behavior as a Mediator in the Relationship between Job Satisfaction and Turnover Intentions Risa, Tiara Dean; Purba, Debora
Intuisi : Jurnal Psikologi Ilmiah Vol 11, No 1 (2019): Maret 2019
Publisher : Jurusan Psikologi, Fakultas Ilmu Pendidikan, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/intuisi.v11i1.20111

Abstract

This study was conducted to investigate the mediating effect of organizational citizenship behavior (OCB) in the relationship between job satisfaction & turnover intentions. Drawing on social exchange theory, it is expected that individuals with high job satisfaction, indicated by positive emotions towards aspects of work, will show high levels of OCB by helping their coworkers and the organization, and in turn show low turnover intentions. Data were taken from teachers in an International School in Jakarta (N = 80). Result showed that OCB was found to fully mediate the relationship between job satisfaction and turnover intentions, indicating that all variance of job satisfaction was translated into turnover intentions via OCB. Theoretical and practical implications were further discussed. 
Peran Masa Kerja Pada Hubungan Antara Kepuasan Kerja dan Intensi Meninggalkan Organisasi pada Guru Sekolah Swasta Christian, Yohanes; Purba, Debora Eflina
Mediapsi Vol 7, No 2 (2021): DECEMBER
Publisher : MEDIAPSI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.mps.2021.007.02.7

Abstract

Job satisfaction has been empirically known to be a strong predictor of turnover intentions. However, previous studies have also found that other variables moderated the relationship between job satisfaction and turnover intentions. Drawing on the side-bet theory, this research aimed to examine the role of the duration of employment at the current school in the relationship between job satisfaction and turnover intentions. Participants were 239 K12 teachers from private schools in Jakarta and its surroundings, who were recruited through convenient sampling. The design of this research was a correlational study and the findings revealed that first, job satisfaction was negatively related to turnover intentions, denoting that the higher the job satisfaction, the lower the turnover intentions. The second finding showed that the duration of employment played a significant moderator in the relationship between the two variables. In particular, the negative correlation between job satisfaction and turnover intentions was more pronounced among participants with a long duration of employment than participants with a short duration of employment. The results of this research imply that in line with the side-bet theory, individuals tend to be unwilling to sacrifice what they get from an organization they work for despite having low levels of job satisfaction.  Kepuasan kerja secara empiris telah diketahui sebagai prediktor kuat dari intensi meninggalkan organisasi. Namun, penelitian terdahulu juga menemukan peran variabel lain sebagai moderator hubungan antara kepuasaan kerja dan intensi meninggalkan organisasi tersebut. Menggunakan teori side-bet, penelitian ini bertujuan untuk menguji peran lama kerja di sekolah saat ini dalam hubungan antara kepuasan kerja dan intensi meninggalkan organisasi. Jumlah partisipan adalah 239 guru tingkat TK, SD, SMP, dan SMA dari sekolah swasta di Jakarta dan sekitarnya, yang direkrut menggunakan teknik convenience sampling. Desain penelitian ini adalah kuantitatif korelasional. Hasil penelitian menunjukkan bahwa, pertama, kepuasan kerja berhubungan secara negatif dengan intensi meninggalkan organisasi dimana semakin tinggi kepuasan kerja maka semakin rendah intensi meninggal organisasi. Temuan  kedua menunjukkan bahwa lama kerja berperan secara signifikan sebagai moderator dalam hubungan antar kedua variabel tersebut. Korelasi negatif antara kepuasan kerja dan intensi meninggalkan organisasi lebih kuat pada partisipan dengan tingkat lama kerja yang lebih tinggi dibandingkan dengan partisipan dengan tingkat lama kerja yang lebih rendah. Hasil penelitian ini mengimplikasikan bahwa individu cenderung tidak bersedia mengorbankan apa yang mereka dapatkan selama bekerja di organisasi meskipun tingkat kepuasan kerja yang dimilikinya cenderung rendah. 
Hubungan antara Fleksibilitas Sumber Daya, Modal Psikologis dan Perilaku Kerja Inovatif Lalita Maitri; Debora Eflina Purba
JURNAL PSIKOLOGI Vol 14, No 1 (2018): Jurnal Psikologi
Publisher : Universitas Islam Negeri Sultan Syarif Kasim Riau

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24014/jp.v14i1.4619

Abstract

 Penelitian ini bertujuan untuk mengetahui efek mediasi modal psikologis pada fleksibilitas sumber daya dan perilaku inovatif di tempat kerja. Sampel diambil dari 150 karyawan di kantor pusat sebuah perusahaan asuransi di Jakarta, dan dianalisis menggunakan teknik regresi dari macro SPSS yang dikembangkan oleh Hayes (2012). Analisis korelasi menunjukkan bahwa terdapat korelasi yang positif dan signifikan antara fleksibilitas sumber daya dan perilaku inovatif di tempat kerja (r=0.714,p<0.01). Korelasi positif juga ditunjukkan hubungan antara modal psikologis dengan perilaku inovatif di tempat kerja (r=0.845, p<0.01). Hasil analisis regresi menggunakan Process Hayes menunjukkan bahwa modal psikologis berperan sebagai mediator secara parsial pada hubungan antara fleksibilitas sumber daya dan perilaku kerja inovatif. Oleh karena pengaruh tidak langsung fleksibilitas SDM terhadap perilaku kerja inovatif melalui modal psikologis signifikan (effect = .3471, SE = .0435, 95% CI [.2589, 4572]).
Job insecurity and organizational citizenship behavior: The role of affective commitment Debora Eflina Purba; Fahri Muhammad
HUMANITAS: Indonesian Psychological Journal Vol 17, Number 2: August 2020
Publisher : Universitas Ahmad Dahlan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26555/humanitas.v0i0.14916

Abstract

Previous research showed inconsistent findings in the relationship between job insecurity and OCB, indicating an underlying mechanism to occur between the variables. This study aimed to examine affective commitment as a mediator in the relationship between job insecurity and organizational citizenship behavior (OCB). Drawing on organizational identification theory, we took on the perspective of organizational concern motive and suggested affective commitment to mediate the job insecurity and OCB relationship. The study employs a correlational design with an accidental sampling technique. Participants of the study were employees of private and state-owned companies in Indonesia (N = 217). Data were analyzed on Hayes’s PROCESS macro on SPSS statistic software. Results show a significantly negative relationship between job insecurity and OCB, significantly negative relationship between job insecurity and affective commitment relationship, and a significantly positive relationship between affective commitment and OCB. Furthermore, affective commitment is found to mediate the relationship between job insecurity and OCB, confirming the organizational concern motive of OCB as a consequence of job insecurity. The study implies that organizations should eliminate job insecurity if possible, or design interventions to develop employee’s oneness with the organization. 
Entrepreneurial Self-Efficacy and Entrepreneurial Intention: The Mediating Role of Entrepreneurship Intentional Self-Regulation among Future Entrepreneurs Cynthia Elitha; Debora Eflina Purba
Journal of Economics, Business, & Accountancy Ventura Vol 23, No 2 (2020): August - November 2020
Publisher : Universitas Hayam Wuruk Perbanas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14414/jebav.v23i2.2239

Abstract

Prior studies have explored the correlation between students' entrepreneurial self-efficacy and entrepreneurial intention. Several studies found a strong relationship between them, while others suggested a moderate or even weak correlation. This research aims to explore the mediating effect of entrepreneurship intentional self-regulation (EISR) on the relationship between entrepreneurial self-efficacy (ESE) and entrepreneurial intention (EI) among undergraduate students as the representative of future entrepreneurs in Indonesia. There is a need to explain this concept considering that the emergence of entrepreneurs is one of Indonesia's priorities. Data were collected from 299 undergraduate students in their final year of studies from eight universities, which provide entrepreneurship-based education in Jakarta and Bandung. Hayes’s PROCESS Macro in SPSS was used to analyze the effect. The results showed that entrepreneurship intentional self-regulation (EISR) was fully mediated the relationship between entrepreneurial self-efficacy and entrepreneurial intention among undergraduate students in Indonesia. This suggests that universities need to design curriculum and learning methods that encourage students' intention to become entrepreneurs.
Perceived workload and organizational citizenship behavior (OCB): The role of psychological empowerment Fef Rama Jaya Wijaya; Debora Eflina Purba
Psikohumaniora: Jurnal Penelitian Psikologi Vol 5, No 2 (2020)
Publisher : Faculty of Psychology and Health - Universitas Islam Negeri Walisongo Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (212.373 KB) | DOI: 10.21580/pjpp.v5i2.3694

Abstract

Organizational Citizenship Behavior (OCB) refers to employee behavior that is voluntary and does not attract formal rewards from organizations, but which can increase their effectiveness and efficiency. This study aims to examine the mediating effect of psychological empowerment on the relationship between perceived workload and OCB. Data were collected using the snowball sampling method and an online survey of 201 employees aged 19-50 working in various private organizations in Indonesia, particularly in the Jakarta, Indonesia (female: 54.7%; male: 45.7%). The measuring instruments used were the workload subscale of the Job Demand-Resource scale, the Psychological Empowerment Questionnaire (PEQ), and the OCB subscale of the Task Performance Scale. Data were analyzed by the mediation technique using Hayes's Macro. The results show that perceived workload positively predicted psychological empowerment (B = 0.192, p .01) and that psychological empowerment positively predicted OCB (B = 0.2189, p .01). The results also show that psychological empowerment mediated the relationship between perceived workload and OCB (B= 0.021, SE = 0.0160, 95% CI [0.0143, 0.0759]). From the findings, it is expected that organizations will be able to manage the workload of their employees and create positive emotions in it.
Future time perspective and turnover intention: The mediating role of resilience Dyah Triarini Indirasari; Debora Eflina Purba; Rizka Anindita
Psikohumaniora: Jurnal Penelitian Psikologi Vol 4, No 1 (2019)
Publisher : Faculty of Psychology and Health - Universitas Islam Negeri Walisongo Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (208.344 KB) | DOI: 10.21580/pjpp.v4i1.3120

Abstract

The intention of employees to leave the organization, or known as turnover intention, is something that must be taken seriously by an organization as it may affect the sustainability of the organization. This study aimed to determine the effect of resilience as a mediator in the relationship between future time perspective (FTP) and turnover intention. Data were taken using convenience sampling from various state-owned enterprises (Badan Usaha Milik Negara, BUMN) in Depok and Jakarta area (N = 310). The study used a self-rating method using 3 measurements, namely Zimbardo Time Perspective Inventory, Brief Resilience Scale, and Turnover Intention. Data were analyzed using mediation technique by Hayes’ PROCESS macro on SPSS program. The results showed that FTP negatively and significantly affected turnover intention and that resilience fully mediated the relationship. As a practical implication, this study provides information for organizations to employ programs to increase employees’ future time perspective and resilience.
Kepemimpinan paternalistis dan perilaku keselamatan kerja: Kepercayaan terhadap supervisor sebagai mediator Keifan Adi Prasetyo; Debora Eflina Purba
Jurnal Psikologi Sosial Vol 20 No 1 (2022): 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.2022.06

Abstract

Occupational safety and health measures must be applied by every industry that has at least 100 workers and industries that have a high risk of danger in their work environment. This research aims to examine the influence of a typical leadership style in Indonesia, namely paternalistic leadership, on the safety behavior of employees in the workplace via trust in the supervisor as the mediator refers to social identity theory. Trust in supervisors is conceptualized as separate dimensions of affective trust and cognitive trust. The data were taken using convenience sampling using online survey research conducted in various Indonesian industrial sectors with a high risk of work accidents (N = 300). Data were analyzed using Hayes’ PROCESS macro ver 3.5.3 on SPSS ver. 26. Results showed that affective trust did not mediate the relationship between paternalistic leadership and safety behavior, but cognitive trust mediated the relationship. Results also showed that affective trust and cognitive trust consecutively mediated the relationship between paternalistic leadership and safety behavior
Efek mediasi makna hidup pada hubungan antara GRIT dan kepuasan hidup pada mahasiswa Krisna Wardhana Djaling; Debora Eflina Purba
Jurnal Psikologi Ulayat: Indonesian Journal of Indigenous Psychology Vol 6 No 2 (2019)
Publisher : Konsorsium Psikologi Ilmiah Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24854/jpu91

Abstract

Penelitian ini dilakukan dengan tujuan mengetahui peran mediasi makna hidup pada hubungan antara grit dengan kepuasan hidup. Data diambil menggunakan survei online pada mahasiswa perguruan tinggi di Kota Depok (N = 505). Pengukuran variabel pada penelitian ini dilakukan dengan menggunakan The Grit Scale, Meaning in Life Questionnaire (MLQ), dan Satisfaction With Life Scale (SWLS). Analisis data dilakukan menggunakan model mediasi pada makro PROCESS dari Hayes. Temuan pada penelitian ini menunjukan bahwa grit berpengaruh secara positif pada kepuasan hidup dan makna hidup, kemudian makna hidup berpengaruh secara positif pada kepuasan hidup. Terakhir, makna hidup secara parsial memediasi hubungan grit dan kepuasan hidup.
The Effects of Perceived Supervisor Support and Servant Leadership on Voluntary Turnover Debora Eflina Purba; Ahmad Raldiano Fawzi
Humaniora Vol. 10 No. 3 (2019): Humaniora
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/humaniora.v10i3.5818

Abstract

This research aimed to investigate the predictive validity of perceived supervisor support and servant leadership on voluntary turnover. Data were taken from employees and ex-employees of five batches of the development program in a company in Jakarta, Indonesia (N = 92). The data were analyzed using a logistic regression technique on Statistical Packages for Social Sciences (SPSS) software. The results show that both perceived supervisor support and servant leadership are negatively related to voluntary turnover. The servant leadership accounts for more variance on voluntary turnover and perceived supervisor support. The theoretical and practical implications of the findings are further discussed. 
Co-Authors Ahmad Raldiano Fawzi Ali Nina Liche Seniati Anindita, Rizka Cynthia Elitha Dyah Triarini Indirasari Enny Dinarwati Fahri Muhammad Fef Rama Jaya Wijaya Galih Kartika Ghiffari, Affan Maulana I Putu Danny Hadi Kusuma Ibnu Handono Putra Joshua Paundra Kartika, Galih Keifan Adi Prasetyo Krisna Wardhana Djaling Lalita Maitri Novianthi Dian Purnamawati Paundra, Joshua Putra, Ibnu Handono Risa, Tiara Dean Rizka Anindita Rizka Maulani Putri Siwa Kantha Subhiksa Yohanes Christian