Psychological Contract Sebagai Alternatif dalam Meninjau Pemenuhan Harapan Akademik di Perguruan Tinggi

Abstract Higher education, as an institution that generates the nation's next future leader, is no longer burdened with merely providing knowledge alone. Human resource competitiveness was being one of higher education responsibility to complete, to achieve a great quality of their graduates. Hope that emerged from the students on the fulfillment of obligations towards their university becomes something that can not be separated from the quality of the graduates. Psychological contract as a concept that can explain it, has not been widely studied in a higher education setting especially in Indonesia. The number of measuring instruments has its version on some theoretical models raises curiosity as to what is actually appropriate. Through the method of literature review, it was carried out a critical discussion of the components in the measurement of psychological contract at higher education institutions. The exposure in understanding the dynamics of inter-dimensional and determine the appropriate model based on the characteristics of each academic institution. At least, measurement of psychological contract used in higher education setting should be both of promissory (transactional) and non-promissory (relational) dimension. Surely, it always needs to adjust to the conditions and situations relevantly in each institution. Therefore, it would be possible to bring various indicators in each of dimension

Psychological Contract Sebagai Alternatif dalam Meninjau Pemenuhan Harapan Akademik di Perguruan Tinggi

Abstract Higher education, as an institution that generates the nation's next future leader, is no longer burdened with merely providing knowledge alone. Human resource competitiveness was being one of higher education responsibility to complete, to achieve a great quality of their graduates. Hope that emerged from the students on the fulfillment of obligations towards their university becomes something that can not be separated from the quality of the graduates. Psychological contract as a concept that can explain it, has not been widely studied in a higher education setting especially in Indonesia. The number of measuring instruments has its version on some theoretical models raises curiosity as to what is actually appropriate. Through the method of literature review, it was carried out a critical discussion of the components in the measurement of psychological contract at higher education institutions. The exposure in understanding the dynamics of inter-dimensional and determine the appropriate model based on the characteristics of each academic institution. At least, measurement of psychological contract used in higher education setting should be both of promissory (transactional) and non-promissory (relational) dimension. Surely, it always needs to adjust to the conditions and situations relevantly in each institution. Therefore, it would be possible to bring various indicators in each of dimension

Konstruksi dan Validasi Alat Ukur Resilience At Work di Indonesia

Berbagai perubahan yang terjadi akibat adanya pandemi COVID-19 memberikan dampak bagi karyawan dalam bekerja. Perubahan yang ada dapat membuat karyawan menjadi stres ataupun cemas dalam bekerja. Resiliensi pada karyawan di tempat kerja dapat membantu karyawan dalam mengelola stres kerjanya sehari-hari dengan cara yang sehat, bangkit dan belajar dari kemunduran yang tidak terduga, mudah beradaptasi, serta mempersiapkan tantangan di masa depan dan berubah secara proaktif.  Winwood, Colon, dan McEwen (2013) mengembangkan alat ukur Resilience At Work (RAW) untuk mengukur resiliensi karyawan dalam bekerja. Sejauh penelusuran yang dilakukan oleh peneliti, pengembangan alat ukur RAW dalam Bahasa Indonesia masih terbatas. Oleh karena itu, peneliti bertujuan untuk merancang alat ukur RAW. Uji validitas dan reliabilitas alat ukur RAW dilakukan terhadap 73 karyawan yang bekerja di berbagai bidang yang sebagian besar berdomisili di Kota Bandung. Teknik analisis yang digunakan untuk validitas konstruk yaitu metode Confirmatory Factor Analysis (CFA) dan untuk reliabilitas menggunakan teknik Alpha Cronbach. Berdasarkan hasil penelitian, ditemukan bahwa alat ukur RAW terbukti valid dan reliabel. Alat ukur ini mampu untuk mengukur resiliensi pada karyawan di tempat kerja dengan tepat dan konsisten. Hal ini menunjukkan bahwa alat ukur ini dapat menjadi referensi bagi peneliti selanjutnya dalam mengukur resiliensi di tempat kerja

ARE SATISFIED STUDENT CAN DEVELOP THEIR EMPLOYABILITY BETTER ?

Unemployment rate of vocational high school graduates is a big problem in developing country like Indonesia, so they have to develop their ability to employ earlier. Schools become one of important factors to optimize employability development of the students. The more they are satisfied with the school, the more they have higher needs to grow, develop themselves to achieve their goal of work. This study aims to determine the contribution of school satisfaction and the dimensions to employability development of the students. The study was conducted to 368 vocational high school students in West Java, Indonesia. The result indicates that school satisfaction was positively contribute to employability development. Achievement, school management, teacher-student relationship, and academic learning were play significant role to employability development.  Create the school to be more positive environment for student can make them develop optimally. Therefore, they can prepare their readiness better to work after graduate from vocational high school. 

MENEMUKAN KESEJAHTERAAN PSIKOLOGIS DIBALIK PROFESI DOSEN : PSYCHOLOGICAL CONTRACT SEBAGAI SALAH SATU PREDIKTOR TERCAPAINYA PSYCHOLOGICAL WELL BEING PADA DOSEN

Profession as lecturer has the specific characteristic and responsibilities in running Tridharma Perguruan Tinggi, which is to conduct education, research, and community service. Role as a lecturer is very important in promoting next generation to better future. This study aims to determine how the influence of the psychological contract on the psychological well-being of lecturers in educational institutions. The psychological contract is formed on the belief that the organization's employees will appreciate the contribution and to meet expectations. This belief will create positive work experiences and form a psychological sense of security. The realization of the psychological contract can bring balance and harmony at employees in the work, optimizing organizational productivity, building a good relationship between the employee and the organization, and minimize conflict and social inequality in organization. This condition is identical to the psychological well-being. The results showed that there is a low gap on transactional contract and relational contract. It can be said that perceived fulfillment is not optimal in a few aspects. On the dimension of psychological wellbeing, lecturers perceive that personal growth and personal life that provide the greatest contribution. The result of the influence of the psychological contract and psychological wellbeing show that there is significant influence, which means that the lower the gap fulfillment of obligations by the institution will have an impact on increasing positive feelings of the individual. This will lead to the attainment of the psychological well-being of lecturers. AbstrakPenelitian ini bertujuan untuk mengetahui bagaimana pengaruh kontrak psikologis terhadap kesejahteraan psikologis pada tenaga pendidik di institusi pendidikan. Hubungan timbal balik atau kontrak psikologis terbentuk dari keyakinan karyawan bahwa organisasi akan menghargai kontribusi dan memenuhi harapannya. Keyakinan ini akan menciptakan pengalaman kerja yang positif dan membentuk rasa aman secara psikologis. Terwujudnya kontrak psikologis dapat memunculkan keseimbangan, keselarasan, keserasian, kelancaran karyawan dalam bekerja, kemajuan organisasi, hubungan yang baik antara karyawan dan organisasi, serta meminimalisir munculnya konflik dan kesenjangan sosial. Kondisi ini identik dengan kesejahteraan psikologis. Hasil penelitian menunjukkan bahwa terdapat hubungan yang signifikan antara psychological contract dan psychological well being. Rendahnya gap antara kebutuhan dan pemenuhan baik pada transactional dan relational contract bermakna rendahnya psychological contract breach yang dirasakan oleh dosen. Semakin rendah tingkat pengingkaran yang dirasakan maka akan semakin tinggi tingkat psychological well being mereka. Hal ini akan berdampak pada peningkatan perasaan yang lebih positif. Dosen merasa bahwa faktor personal growth dan personal life lah yang memberikan kontribusi terbesar terhadap kesejahteraan psikologis mereka.Â

Employee coaching and counseling program metode alternatif untuk optimalisasi human capital pada pegawai aparatur sipil negara (ASN)

: 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

Aplikasi Kurikulum Merdeka Belajar-Kampus Merdeka (MBKM) pada Perguruan Tinggi Terhadap Karier Mahasiswa

This study aims to analyze the role of career exploration on students' career maturity with different MBKM and non-MBKM curricula. This study used a quantitative approach with correlational research methods. The Career Exploration Scale (CES) and the Career Development Inventory (CDI) were used as measurement instruments in this study (CDI). The population of this research was active students with the non-MBKM curriculum (n=144) and active students with the MBKM curriculum (n=147). Both populations were from a university in Bandung's Faculty of Psychology. Data was collected from students with a non-MBKM curriculum (n=108) and students with the MBKM curriculum (n=111) of the Faculty of Psychology from a university in Bandung, with a probability sampling technique, namely simple random sampling. The data analysis techniques used in this research were regression and covariance analysis. The results showed a role for career exploration in career maturity in the non-MBKM and the MBKM curricula. The role of career exploration on career maturity differs between the two populations. It indicated that the curriculum significantly influences student careers, whereas the MBKM curriculum was more effective in preparing student careers

The Effect of Self-Reference on Retrieval of Working Memory in Individuals With Independent Self-Construal

This research aims to find out the influence of self-referential stimuli on information retrieval from working memory in individuals with independent self-construal as a strategy for storing information in working memory. This research was conducted on 39 students using a within-participants post-test-only experimental design. The measuring instrument used is The Self-Construal Questionnaire with a Cronbach’s alpha reliability value of more than 0.70 and a content validity index between 3–4. Information retrieval (information accuracy and response time) is measured by giving a delayed matched-to-sample working memory task in three different conditions, namely where the information refers to oneself, a friend and a stranger. Based on the average accuracy, information related to friends was found to have the highest accuracy compared to the others. However, from the results of Friedman’s ANOVA test (p less than 0.05), the difference was not significant. The role of collectivist culture in Indonesia can make information with friend references considered more meaningful. Apart from that, there are differences in response time results where strangers require relatively faster time because they are influenced by information processing that involves a broader area of the brain

Peran Subkultur Dalam Mendukung Komitmen Transformasi Organisasi (Pengukuran Budaya Organisasi Dengan Model Denison)

Penelitian ini bertujuan untuk menguji dan menjelaskan secara empiris atas pengukuran budaya organisasi dengan model Denison terkait dengan subkultur dan transformasi organisasi pada divisi keuangan pada perusahaan telekomunikasi. Pengambilan sampel menggunakan purposive random sampling. Responden-responden yang terpilih adalah karyawan organik dan non-organik yang telah bekerja selama lebih dari 2 tahun. Penelitian atas model Denison ini diuji dan dianalis dengan uji statistik non parametrik, Kruskal-Wallis. Hasil dari penelitian ini mengindikasikan bahwa subkultur yang dimonitor dan diseleraskan dengan nilai utama perusahaan menguatkan budaya organisasi dan dapat mendukung kesuksesan transformasi organisasi

Menumbuhkan Keterlibatan Positif dalam Bekerja: Melalui Iklim Kompetisi ataukah Pengembangan Kompetensi?

Abstract: The implementation of motivational climate to encourage achievement and performance has been discussed over decades but the existing research is still limited to academic, educational and sports contexts. This research discussed about motivational climate in the context of work with the approach of industrial and organizational psychology and its relationship to employee’s work engagement. Specifically, this research puts motivational climate as a resource in the framework of JDR-Model (Job Demand Resource Model) which helps employees in facing job challenges so that they feel more engaged in their work. This research was conducted on 76 employees in one of the SOEs (Stated Owned Enterprise) in West Java. Research approach through ex-post-facto study with multiple linear regression test. The result show that motivational climate significantly influence employee work engagement. Mastery climate as one dimension of motivational climate, plays a significant role to the positive engagement in work. In contrast, the performance of climate did not signifcantly related to work engagement. Thus, support system for self-development and program to improve employee ability can serve as a job resource that contributes to engagement. Climate to encourgages competitionn among employee should be aplied together with opportunity to self development. Therefore, practically, it is important to consider how employee development programs can be implemented in a continously and balanced manner rather than competition program merely.Abstrak: Penerapan motivational climate untuk mendorong iklim berprestasi dan performansi sudah sangat banyak dibahas bahkan berpuluh tahun sebelum ini. Hanya, penelitian yang ada masih terbatas pada konteks akademik, pendidikan dan bidang olahraga. Oleh karena itu, melalui penelitian ini akan dibahas mengenai motivational climate di konteks pekerjaan dengan pendekatan psikologi industri dan organisasi dan perannya terhadap work engagement karyawan. Secara spesifik, penelitian ini mendudukkan motivational climate sebagai resource dalam kerangka JDR-Model (Job Demand Resource Model) yang mem­bantu karyawan dalam menghadapi tantangan pekerjaan sehingga lebih merasa engaged dalam bekerja. Penelitian ini dilakukan terhadap 76 orang karyawan di salah satu BUMN di Jawa Barat. Pendekatan penelitian melalui ex-post-facto study dengan uji regresi linier berganda. Berdasarkan hasil tersebut, diperoleh hasil bahwa motivational climate berperan signifikan terhadap work engagement karyawan. Mastery climate sebagai salah satu dimensi dari motivational climate, berperan signifikan terhadap keterikatan positif dalam bekerja. Sebaliknya, performance climate ternyata tidak menunjukkan peran yang berarti. Dengan demikian, dukungan terhadap pengembangan diri dan kemampuan karyawan dapat berperan sebagai job resource yang berkontribusi untuk menumbuhkan perasaan engaged pada pekerjaannya. Jika iklim yang mendorong kompetisi antar karyawan diterapkan begitu saja tanpa dibarengi kesempatan pengembangan diri maka tidak akan berdampak pada engagement karyawan. Oleh sebab itu, secara praktis sebaiknya perusahaan mem­per­timbang­kan bagaimana program-program pengembangan kemampuan kerja dan pengembangan diri karyawan dapat diimplementasikan dengan berkesinambungan dan seimbang daripada hanya sekedar program kompetisi kerja semata.