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All Journal Jurnal Ilmiah Psikologi Terapan Psikologika : Jurnal Pemikiran dan Penelitian Psikologi Indonesian Journal of Applied Sciences Jurnal RAP Jurnal Psikologi Jurnal Psikologi Pendidikan dan Konseling Jurnal Psikologi Integratif Binus Business Review Syntax Literate : Jurnal Ilmiah Indonesia Seurune: Jurnal Psikologi Unsyiah Journal of Psychological Science and Profession Comm-Edu (Community Education Journal) International Journal of Supply Chain Management Almana : Jurnal Manajemen dan Bisnis Jurnal Psikologi Islam Psyche: Jurnal Psikologi Dinamika Kerajinan dan Batik : MAJALAH ILMIAH Annals of Management and Organization Research Jurnal Ilmu Sosial, Humaniora dan Seni

Marina Sulastiana

Program Studi Magister Psikologi, Fakultas Psikologi, Universitas Padjadjaran, Bandung

Author-ID : 3951521

Arts Humanities Chemical Engineering, Chemistry & Bioengineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Materials Science & Nanotechnology Neuroscience Public Health Social Sciences Transportation Other

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PSYCHOLOGICAL READINESS & JOB READINESS TRAINING: UPAYA MEMBANGUN KESIAPAN SARJANA BARU UNTUK BEKERJA DI ERA MASYARAKAT EKONOMI ASEAN Sulastiana, Marina; Sulistiobudi, Rezki Ashriyana
Jurnal Ilmiah Psikologi Terapan Vol 5, No 1 (2017)
Publisher : University of Muhammadiyah Malang

Unemployment in Indonesia, especially in human resource competition of MEA era is not only occurring on low educated workforce, but also on higher educated (Bachelor). Whereas, ?obtain jobs not more than 4 months after graduating? is one of the performance indicator in University, Fresh Graduate should be the determinant of Organization?s/Company?s sustainability and development. They should have readiness to face the high work demands. Readiness at work, consists of ability (job readiness) and willingness (psychological readiness). The need analysis on Fresh Graduates of PTN-X Bandung shows that most of them need proper training to increase their readiness in entering working world. Therefore, it is important to do readiness training which called ?Psychological Readiness and Job Readiness Training? for Fresh Graduate of PTN- X in Bandung. This research is an action research with one group pretest?posttest design experimental approach. The result of this research shows that ?Psychological Readiness & Job Readiness Training? program is effective and plays a role in increasing Fresh Graduates? readiness at work. The Increasing is more on Willingness/Psychological Readiness aspect than Ability/Job Readiness aspect, quite significantly in knowledge and the level of readiness at work.Key words: Readiness at work, Willingness (Psychological Readiness), Ability (Job Readiness), Fresh Graduate Pengangguran di Indonesia khususnya dalam persaingan tenaga kerja di era MEA tidak hanya terjadi pada angkatan kerja berpendidikan formal yang rendah, namun juga pada sarjana.Padahal ?mendapat pekerjaan tidak lebih dari 4 bulan sejak kelulusan? merupakan salah satu indikator kinerja Prodi Sarjana di Perguruan Tinggi. Sarjana baru seyogyanya termasuk Sumber Daya Manusia penentu keberlangsungan dan kemajuan organisasi/perusahaan. Mereka selayaknya memiliki kesiapan ( Readiness) dalam bekerja, untuk dapat menghadapi tuntutan kerja yang tinggi. Kesiapan dalam bekerja terdiri dari kemampuan/ Kesiapan tugas (ability/Job Readiness) dan kemauan/ Kesiapan Psikologis (willingness/Psychological Readiness). Analisis kebutuhan pada sarjana baru di PTN-X Bandung, memperlihatkan bahwa sebagian besar dari mereka membutuhkan pelatihan yang dapat meningkatkan Kesiapan di pekerjaan. Oleh karena itulah penting mengadakan pelatihan Kesiapan dalam bekerja yang disebut Psychological Readiness and Job Readiness Training bagi sarjana baru di PTN-X. Kajian ini bersifat action research dengan pendekatan eksperimental one group pretest-posttest design. Hasil kajian menunjukkan program Psychologocal Readiness & Job readiness Training efektif, berperan terhadap peningkatan Kesiapan dalam bekerja sarjana baru, lebih menonjol pada aspek Kemauan/Psychological Readiness daripada aspek Kemampuan/Job Readiness, cukup signifikan peningkatan di segi pengetahuan maupun taraf kesiapan dalam bekerja.Kata kunci: Kesiapan dalam bekerja, kemauan (Kesiapan Psikologis), kemampuan (Kesiapan Tugas), Sarjana baru.

Hubungan Iklim Pelayanan dengan Kualitas Pelayanan pada Perawat Unit Rawat Jalan RS Pemerintah X Jupitawati, Ratna; Sulastiana, Marina; Yanuarti, Nurul
Al-Qalb : Jurnal Psikologi Islam Vol 12, No 2 (2021)
Publisher : Universitas Islam Negeri Imam Bonjol Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15548/alqalb.v12i2.2887

The purpose of this study was to determine the relationship between service climate and service quality for nurses in the Outpatient Unit of Government Hospital "X". The method used is a quantitative method. The population in this study were 110 nurses in the Outpatient Unit of the Government Hospital "X", so the number of samples taken was 42 nurses who were carried out by random sampling technique. Analysis of the data used is descriptive analysis and correlational analysis using Pearson correlation. The results showed that there was a strong and significant positive relationship between service climate and service quality, meaning that the better the nurse's perception of the service, the better the service quality shown to patient nurses. This can be seen from the nurse's perception of the service climate that tends to be favorable and the assessment of the quality of their service which tends to be good.

PSYCHOLOGICAL READINESS & JOB READINESS TRAINING: UPAYA MEMBANGUN KESIAPAN SARJANA BARU UNTUK BEKERJA DI ERA MASYARAKAT EKONOMI ASEAN Marina Sulastiana; Rezki Ashriyana Sulistiobudi
Jurnal Ilmiah Psikologi Terapan Vol. 5 No. 1 (2017): January
Publisher : University of Muhammadiyah Malang

Unemployment in Indonesia, especially in human resource competition of MEA era is not only occurring on low educated workforce, but also on higher educated (Bachelor). Whereas, “obtain jobs not more than 4 months after graduating” is one of the performance indicator in University, Fresh Graduate should be the determinant of Organization’s/Company’s sustainability and development. They should have readiness to face the high work demands. Readiness at work, consists of ability (job readiness) and willingness (psychological readiness). The need analysis on Fresh Graduates of PTN-X Bandung shows that most of them need proper training to increase their readiness in entering working world. Therefore, it is important to do readiness training which called “Psychological Readiness and Job Readiness Training” for Fresh Graduate of PTN- X in Bandung. This research is an action research with one group pretest–posttest design experimental approach. The result of this research shows that “Psychological Readiness & Job Readiness Training” program is effective and plays a role in increasing Fresh Graduates’ readiness at work. The Increasing is more on Willingness/Psychological Readiness aspect than Ability/Job Readiness aspect, quite significantly in knowledge and the level of readiness at work.Key words: Readiness at work, Willingness (Psychological Readiness), Ability (Job Readiness), Fresh Graduate Pengangguran di Indonesia khususnya dalam persaingan tenaga kerja di era MEA tidak hanya terjadi pada angkatan kerja berpendidikan formal yang rendah, namun juga pada sarjana.Padahal “mendapat pekerjaan tidak lebih dari 4 bulan sejak kelulusan” merupakan salah satu indikator kinerja Prodi Sarjana di Perguruan Tinggi. Sarjana baru seyogyanya termasuk Sumber Daya Manusia penentu keberlangsungan dan kemajuan organisasi/perusahaan. Mereka selayaknya memiliki kesiapan ( Readiness) dalam bekerja, untuk dapat menghadapi tuntutan kerja yang tinggi. Kesiapan dalam bekerja terdiri dari kemampuan/ Kesiapan tugas (ability/Job Readiness) dan kemauan/ Kesiapan Psikologis (willingness/Psychological Readiness). Analisis kebutuhan pada sarjana baru di PTN-X Bandung, memperlihatkan bahwa sebagian besar dari mereka membutuhkan pelatihan yang dapat meningkatkan Kesiapan di pekerjaan. Oleh karena itulah penting mengadakan pelatihan Kesiapan dalam bekerja yang disebut Psychological Readiness and Job Readiness Training bagi sarjana baru di PTN-X. Kajian ini bersifat action research dengan pendekatan eksperimental one group pretest-posttest design. Hasil kajian menunjukkan program Psychologocal Readiness & Job readiness Training efektif, berperan terhadap peningkatan Kesiapan dalam bekerja sarjana baru, lebih menonjol pada aspek Kemauan/Psychological Readiness daripada aspek Kemampuan/Job Readiness, cukup signifikan peningkatan di segi pengetahuan maupun taraf kesiapan dalam bekerja.Kata kunci: Kesiapan dalam bekerja, kemauan (Kesiapan Psikologis), kemampuan (Kesiapan Tugas), Sarjana baru.

PENGARUH KEPEMIMPINAN PELAYAN DAN IKLIM ORGANISASI TERHADAP KINERJA PELAYANAN PUBLIK PEGAWAI NEGERI SIPIL PADA PEMERINTAH KOTA BEKASI Rony Setiawan; Suryana Sumantri; Tb. Zulrizka Iskandar; Marina Sulastiana
Indonesian Journal of Applied Sciences Vol 5, No 3 (2015)
Publisher : Universitas Padjadjaran

AbstrakFaktor-faktor yang diduga terkait dengan rendahnya kinerja pelayanan publik adalah kecenderungan kepemimpinan pejabat publik yang tidak berorientasi pada pelayanan dan iklim organisasi yang kurang kondusif. Tujuan penelitian ini adalah untuk mengetahui pengaruh kepemimpinan pelayan dan iklim organisasi terhadap kinerja pelayanan publik. Penelitian kuantitatif eksplanasi kuantitatif ini menggunakan kuisioner yang disebarkan kepada 200 Pegawai Negeri Sipil pada Pemeritah Kota Bekasi yang diperoleh melalui teknik sampling random stratifikasi. Penelitian ini menemukan adanya pengaruh yang positif signifikan kepemimpinan pelayan dan iklim organisasi terhadap kinerja pelayanan publik dan pengaruh kepemimpinan pelayan terhadap kinerja pelayanan publik melalui iklim organisasi.Kata kunci : Kepemimpinan Pelayan, Iklim Organisasi, Kinerja Pelayanan Publik, dan Pegawai Negeri Sipil Kota BekasiAbstractThe factors thought to be related to the low performance of public service leadership was the tendency of public officials who were not service-oriented and less conducive organizational climate. The purpose of this study was determined the effect of servant leadership and organizational climate on the performance of public services. This quantitative explanation of quantitative research using questionnaires technique distributed to 200 Civil Servants to the Government of Bekasi City through stratified random sampling technique. This study found out a significant positive effect of servant leadership and organizational climate on the performance of public service and the effect servant leadership on the performance of public services through organizational climate.Keywords : Servant Leadership, Organizational Climate, Performance Public Service, and the Civil Service Bekasi City

PENGARUH ETHICAL CLIMATE TERHADAP COUNTERPRODUCTIVE WORK BEHAVIOR DALAM INSTANSI PEMERINTAHAN DAERAH Hijriyati Cucuani; Marina Sulastiana; Diana Harding; Hendriati Agustiani
Jurnal RAP (Riset Aktual Psikologi Universitas Negeri Padang) Vol 12, No 2 (2021)
Publisher : Universitas Negeri Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24036/rapun.v12i2.114449

Counterproductive work behavior is still become a problem in government agencies in Indonesia, including in local government agencies. Counterproductive work behavior can be controlled and overcome by optimizing organizational factors, such as conditioning a work climate that supports ethics. This study aims to examine the effect of ethical climate toward counterproductive work behavior in local governments. The data was collected using the Ethical Climate Index and Counterproductive Work Behavior-Checklist. Multiple regression test on 534 employees in 15 Regional Apparatus Organizations of Pekanbaru City, show that ethical climate affects counterproductive work behavior. The results of Product Moment correlation analysis prove that there are relationships in the negative direction of each subscale of ethical climate (norms of empathic concern, norms of moral awareness, focus on others, collective moral motivation and collective moral character) with counterproductive work behavior, except the focus on self, which is positively correlated. Thus, counterproductive work behavior can be reduced by building an ethical work climate.Counterproductive work behavior masih menjadi masalah dalam instansi pemerintah di Indonesia, termasuk instansi pemerintah daerah hingga saat ini. Counterproductive work behavior dapat dikendalikan dan diatasi dengan mengoptimalkan faktor organisasi, diantaranya mengkondisikan iklim kerja yang mendukung etik. Penelitian ini bertujuan untuk menguji pengaruh ethical climate terhadap counterproductive work behavior di pemerintah daerah. Pengumpulan data dilakukan dengan menggunakan ekala Ethical Climate Index dan Counterproductive work behaviour-Checklist. Berdasarkan uji regresi ganda terhadap 534 orang pegawai di 15 Organisasi Perangkat Daerah (OPD) Kota Pekanbaru diketahui bahwa ethical climate mempengaruhi counterproductive work behavior. Hasil analisis korelasi product moment menunjukkan bahwa terdapat pengaruh dengan arah negatif setiap subscale dari ethical climate (norms of empathic concern, norms of moral awareness, focus on others, collective moral motivation dan collective moral character) dengan counterproductive work behavior, kecuali subscale focus on self yang berpengaruh dengan arah positif. Dengan demikian, counterproductive work behavior dapat dikurangi dengan menciptakan iklim kerja yang beretika

Mengapa Punya Sifat Malu Tetapi Melakukan Perilaku Kerja Kontraproduktif?: Peran Moderasi Iklim Etik di Tempat Kerja Hijriyati Cucuani Cucuani; Marina Sulastiana; Diana Harding; Hendriati Agustiani
JURNAL PSIKOLOGI Vol 17, No 2 (2021): Jurnal Psikologi
Publisher : Universitas Islam Negeri Sultan Syarif Kasim Riau

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24014/jp.v17i2.14407

Sifat malu (shame-proneness) menjadi salah satu sifat terpuji dalam masyarakat berbudaya kolektif. Individu yang memiliki sifat malu cenderung memperlihatkan tindakan yang sesuai dengan harapan sosial. Namun, perilaku kerja kontraproduktif masih terus terjadi bahkan pada pekerja dengan budaya yang menekankan malu. Iklim etik sebagai faktor situasional yang sering dikaitkan dengan perilaku etik di tempat kerja menjelaskan permasalahan tersebut. Penelitian ini bertujuan untuk mengetahui apakah iklim etik memoderasi pengaruh sifat malu terhadap perilaku kerja kontraproduktif. Berdasarkan uji structural equation modelling terhadap data 404 Pegawai Negeri Sipil di kota Pekanbaru didapatkan Chi-square= 540.04 (df= 191), p= 0.000, CFI= 0.98, NNFI= 0.98, RMSEA= 0.067, dan SRMR= 0.012. Hasil menunjukkan bahwa ada interaksi sifat malu dengan iklim etik dalam mempengaruhi perilaku kontraproduktif pegawai sebesar 0.53 (t-value= 9.56). Dengan demikian, pengaruh sifat malu dalam menurunkan perilaku kerja kontraproduktif diperkuat oleh iklim etik yang positif. Trait activation theory memberikan penjelasan bagaimana faktor situasional turut menentukan bagaimana sifat individu diekspresikan dalam perilaku dibahas di dalam tulisan ini.

Employee coaching and counseling program metode alternatif untuk optimalisasi human capital pada pegawai aparatur sipil negara (ASN) Marina Sulastiana; Rezki Ashriyana Sulistiobudi; Azhar El Hami
Jurnal Psikologi Pendidikan dan Konseling: Jurnal Kajian Psikologi Pendidikan dan Bimbingan Konseling Volume 3 Number 1 June 2017
Publisher : Program Studi bimbingan Konseling PPs UNM Makassar

: State Civil Servants Apparatus (ASN) have to be more integrity, professional, neutral and capable to carrying out a public service to the community. It was an important one that can be optimized through development of human capital. Based on previous research investigated role of Human Capital towards Services and performance of Public Service, shows that staff and head divison level only has moderate degree of human capital. While, Emotional Capital was a most dominan aspect in Human Capital. Otherwise, Social Capital aspects results in the low level. It comes with consequences to optimized them through psychological intervention with group Employee Coaching and Counseling Program (ECCP). This study was action research, experimental one group preteset and postest design. The result shows that ECCP was contribute effectively to enhance Human Capital, particularly in Emotional Capital optimization.

Personal Values and Personalities: Positive Organizational Perspective on Political Skill of Indonesian Civil Apparatus (A Study in State Civil Apparatus in Indonesia) Theresia Dewi Setyorini; Hendriati Agustiani; Marina Sulastiana; Zainal Abidin
Jurnal Psikologi Integratif Vol 9, No 2 (2021): Psikologi Integratif
Publisher : UIN Sunan Kalijaga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14421/jpsi.v9i2.2228

This study examines the role of personal values and personality in shaping important behaviors in the world of work. In the perspective of positive psychology, personal values and personality play a role in how people behave and make decisions. In this case, political skill is studied in a positive perspective as an important factor that affects the world of work, mainly in bureaucratic organizations. This study is a quantitative research using data collection scale. Three scales are used, namely Political Skill Inventory, Portrait of Personal Values, and Big Five Inventory. The research subjects were 406 State Civil Apparatus. The results of the study prove that the hypotheses which state that personal values and personalities are positively correlated with political skill are accepted. The conclusion shows that openness to change, as well as positive personality types are correlated with political skill. Meanwhile, neuroticism has a negative correlation with political skill. Thus, it can be concluded that a positive personality background and the value of openness affect a one’s political skill. A person who has positive personal and personality values has better political skill.Keywords: personal values, personality, political skill Studi ini meneliti peran personal values dan kepribadian dalam membentuk perilaku yang penting dalam dunia kerja. Berangkat dari sudut pandang psikologi positif, nilai personal dan kepribadian berperan terhadap bagaimana seseorang bersikap, berperilaku, dan mengambil keputusan. Dalam hal ini political skill dikaji dalam perspektif positif sebagai faktor penting yang berpengaruh dalam dunia kerja secara khusus di organisasi birokrasi. Penelitian ini merupakan penelitian kuantitatif yang pengumpulan datanya menggunakan skala. Tiga skala digunakan yaitu Political Skill Inventory, Portrait of Personal Values, dan Big Five Inventory. Subjek penelitian adalah Aparatur Sipil Negara yang berjumlah 406. Hasil penelitian membuktikan bahwa hipotesis yang menyatakan personal values dan kepribadian berkorelasi positif dengan political skill dinyatakan diterima. Kesimpulan menunjukkan bahwa openness to change, serta tipe kepribadian positif berkorelasi dengan political skill. Sedangkan neuroticism berkorelasi negative dengan political skill. Dengan demikian, dapat disimpulkan bahwa latar belakang kepribadian yang positif dan nilai keterbukaan mempengaruhi political skill seseorang. Seseorang yang memiliki nilai-nilai pribadi dan kepribadian positif memiliki political skill yang lebih baikKata kunci.: nilai-nilai pribadi, kepribadian, keterampilan politik

Measuring Customer-Oriented Organizational Citizenship Behavior on the Employees of Railway Transportation Service Provider Dhevy Puswiartika; Zahrotur Rusyda Hinduan; Marina Sulastiana; Diana Harding
Binus Business Review Vol. 10 No. 2 (2019): Binus Business Review
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/bbr.v10i2.5277

This research aimed to describe Customer-Oriented Organizational Citizenship Behavior (CO-OCB) on the employees of the railway transportation service provider in Jakarta, Indonesia. A survey research was conducted by distributing the questionnaires to the employees and conducting a Focus Group Discussion (FGD). The sampling was taken by using a convenience sampling technique. The participants were 161 employees from different job levels. Consisting of managers, supervisors, and staff. Data analysis, the researchers used descriptive statistics analysis and inferential analysis with the Kruskal Wallis test by using Statistical Package for the Social Sciences software for Windows 21.0 and theme analysis. The results show that generally, the respondents have high COOCB. Then, the result of the inferential analysis shows that there are significant differences among CO-OCB. The dominant dimension shown by the employees is organizational compliance, followed by other dimensions such as sportsmanship, helping behavior, self-development, civic virtue, individual initiative, and organizational loyalty. The results also suggest that CO-OCB on the employees is influenced by individual characteristic factors like working attitude, and contextual factors.

The Effects of Learning Climate on Innovative Work Behavior in Digital Start-Up Company Niluh Zahwa Savitry; Marina Sulastiana; Nurul Yanuarti
Almana : Jurnal Manajemen dan Bisnis Vol 5 No 1 (2021): April
Publisher : Program Studi Manajemen, Fakultas Ekonomi, Universitas Langlangbuana

Along with the fast development of technology, makes computers, robots, and automatization are usually used in the business. This phenomenon makes the competition quite strict for the digital start-up, which provides services in corporate systems. Therefore, a company, an IT-based company, in particular, requires innovation and development. This research aims to analyze the effect of learning climate on innovative work behavior in digital start-up companies. This research used a simple linear regression method with a measuring instrument, namely The Dimensions of Learning Organization Questionnaire and Innovative Work Behaviour. This research was conducted on 102 employees. The result shows that learning climate affects the innovative work behavior in 51% of employees in the company, and the rest 49% are affected by other variables outside this research.

Co-Authors Aji Samba Pranata Citra Anissa Lestari Kadiyono Arfian Aulia Anisyah Fassa Azhar El Hami Dhevy Puswiartika Diana Harding Diana Harding Fadilla Lastriany Fauziah Salsabila Putri Rifa'i Feby Satya Wirawati Hendriati Agustiani Hendriati Agustiani Hendriati Agustiani Hijriyati Cucuani Hijriyati Cucuani Hijriyati Cucuani Cucuani Jupitawati, Ratna Lentera Ilma Lisma Aisyatul Azizah Maya Rosmayati Ardiwinata Niluh Zahwa Savitry Nurnaifah Selvia Wardhani Nurul Yanuarti Rangga Alam Purnama Rezki Ashriyana Rezki Ashriyana Sulistiobudi Rezki Ashriyana Sulistiobudi Rezki Ashriyana Sulistiobudi Rezki Ashriyana Sulistiobudi, Rezki Ashriyana Rony Setiawan Suryana Sumantri Tb. Zulrizka Iskandar Theresia Dewi Setyorini Zahrotur Rusyda Hinduan Zainal Abidin

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