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Zahrasari Lukita Dewi
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Fakultas Psikologi, Unika Indonesia Atma Jaya Jl. Jenderal Sudirman No. 51, Jakarta 12930, Indonesia
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INDONESIA
MANASA, Jurnal Ilmiah Psikologi
Published by Universitas Katolik Indonesia Atma Jaya
ISSN : 02166860     EISSN : 26563452     DOI : https://doi.org/10.25170/manasa
Core Subject : Social,
Social Sciences
AIMS AND SCOPE Manasa publishes papers that focus on understanding human behavior as individuals and groups which include in any organization/school/community setting in regard to their personality, emotions, cognition, behavior, and any other psychological aspects and processes, ranging from children, adolescents, adults, to the elderly. In particular, papers that are relevant to current issues of urban areas, marginal, and multi-cultural groups in society within the Indonesian context. Manasa publishes papers with quantitative, qualitative, and mixed methods research; field study, and experimental approaches. The journal also publishes theoretical papers; empirical studies; case studies; empirical reviews; reports on instruments development and psychometric adaptation; and reports on innovative psychosocial programs or policies. Submitted manuscripts may also report results from either cross-cultural comparative research or single culture studies.
Arjuna Subject : Psikologi - Psikologi (Lain-Lain)
Articles 5 Documents
 1 
Search results for , issue "Vol 4 No 2 (2015): Desember, 2015" : 5 Documents clear
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

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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

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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

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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.
PENGARUH LATIHAN TAICHI TERHADAP STRES DAN KEPUASAN KERJA (STUDI PADA PERAWAT I.C.U. RUMAH SAKIT X) Insan Firdaus
MANASA Vol 4 No 2 (2015): Desember, 2015
Publisher : Faculty of Psychology, Atma Jaya Catholic University of Indonesia

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Abstract

This study aimed to determine the correlation between work stress and job satisfaction, effect of taichi on work stress. Participants numbered 23 nurses. Data processing techniques used were Pearson Correlation Test and Analysis Variance Test. Results of this study showed no correlation between work stress (M = 1.826, SD = 0.467) and job satisfaction (M = 2.63, SD = 0.534), r(21) = 0.164, p = 0.454 > 0.05. Based on Anaylisis Variance test showed that control group 1.65 (SD = 0.647) and experiment group 1.33 (SD = 0.577). this research found that taichi has negative and significant influence on work stress. F(1,21) = 1.553 , p = 0.226 > 0.05.
HUBUNGAN ANTARA KEPUASAN KERJA DAN KOMITMEN ORGANISASI PADA PEKERJA LEPAS BIRO KONSULTAN Ginanjar Ginanjar; Benedicta P. Dwi Riyanti
MANASA Vol 4 No 2 (2015): Desember, 2015
Publisher : Faculty of Psychology, Atma Jaya Catholic University of Indonesia

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Abstract

With job satisfaction, a company can better maintain the commitment of its employees. This study aims to explore the applicability of the assumption for freelance workers. For example, freelance workers in Bureau Consultant PT. B experience close working relationship, have co-workers from the same college, opportunity to use their expertise, and interesting tasks which become sources for their job satisfaction. Satisfying with their job can make them able to commit to Bureau Consultant PT. B despite having a job at another company. The participant of this study are all freelancer working at the Bureau Consultant PT. B. The quantitative approach used in this study with two questionnaires, Minessota Satisfaction Questionnaire and Organizational Commitment Questionnaire. Results of the study show that there is a positive relationship between job satisfaction with affective commitment and normative commitment, while job satisfaction doesn’t have a relationship with continuance commitment. Therefore, the more freelancer in Bureau Consultant PT. B satisfied with their work, they will be more committed emotionally to Bureau Consultant PT. B and morally feel obliged to remain in Bureau Consultant PT. B. Based on the results, it is suggested to Bureau Consultant PT. B to pay attention to three aspects of job satisfaction are still lacking, the aspect of social status, aspects of the opportunity to move forward, the aspect of certainty and security, to facilitate and give confidence to the freelancers to hold the higher responsibility so that they can better demonstrate their competencies at work. This will lead to more satisfied workers. This study indicate that it is possible to build organizational commitment for freelance worker by managing their job satisfaction.

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