- Denpasar. Bali. Indonesia
Nicholas Simarmata
Udayana University Bali Indonesia, Psychology, Faculty Member
- Job motivation, Organizational Culture, Leadership, Training and Development, Organizational Development, Organizational Theory, and 15 moreOrganizational Studies, Human Resource Development, Human Resource Management, Organizational Change, Organizational Climate, Organizational Commitment, Organizational Trust, Astha Brata Leadership, Organizational Citizenship Behavior, Organizational Behavior, Indigenous Studies, Industrial and Organizational Psychology, Organizational Psychology, Social and Organizational Psychology, and Positive Psychologyedit
- Education, Research, Teaching, Training, Consultant, Reading, Book, Writingedit
Peningkatan kebutuhan rumah tangga yang ditambah dengan gaya hidup modern, menciptakan pola belanja yang modern pada masyarakat saat memenuhi kebutuhan-kebutuhannya. Perusahaan ritel berusaha untuk memenuhi kebutuhan tersebut melalui... more
Peningkatan kebutuhan rumah tangga yang ditambah dengan gaya hidup modern, menciptakan pola belanja yang modern pada masyarakat saat memenuhi kebutuhan-kebutuhannya. Perusahaan ritel berusaha untuk memenuhi kebutuhan tersebut melalui penjualan barang dan jasa yang dilakukan karyawannya. Oleh sebab itu, karyawan memegang peranan penting dan diharapkan untuk memunculkan perilaku lebih demi keefektifan perusahaan. Perusahaanmembutuhkan karyawan yang melakukan hal lebih dari sekedar tugas formal mereka danbekerja mendukung harapan perusahaan (Robbins, 2001). Dengan kata lain, karyawan melakukan perilaku kewargaan organisasi (PKO). Dalam bekerja, karyawan tidak lepas dari lingkungan kerjanya. PKO pada karyawan akan tinggi jika karyawan berada dalam iklim organisasi yang positif. Penelitian ini bertujuan untuk mengetahui hubungan antara iklim organisasi dengan perilaku kewargaan organisasi pada karyawan di perusahaan ritel. Responden dalam penelitian ini merupakan 95 karyawan yang bekerja di 4 perusahaan ritel. Metode pengambilan sampelnya yaitu cluster random sampling. Metode pengumpulan datanya menggunakan skala Iklim Organisasi dan skala PKO. Penelitian ini menggunakan validitas isi dan reliabilitas Alpha Cronbach. Reliabilitas skala Iklim Organisasi sebesar 0,937 dan skala PKO sebesar 0,965. Distribusi data Iklim Organisasi dan PKO adalah normal (z=0,327; z=0,058; p>0,05). Hubungan antara variabel Iklim Organisasi dengan PKO juga menunjukan hubungan yang linier (F=0,000; p<0,01). Penelitian ini merupakan penelitian kuantitatif dengan metode analisis regresi sederhana. Hasil dari penelitian ini menunjukan koefisien regresi sebesar 0,720 dan koefisien korelasi sebesar 0,568 dengan signifikansi sebesar 0,000 (p<0,01). Hal ini membuktikan bahwa terdapat hubungan yang positif antara iklim organisasi dengan perilaku kewargaan organisasi pada karyawan di perusahaan ritel. Sumbangan dari variabel iklim organisasi kepada perilaku kewargaan organisasi adalah sebesar 32,2%.
Research Interests:
Persaingan yang ketat antar toko modern menjadi tantangan bagi organisasi yang bergerak dalam usaha toko modern, agar mampu bertahan dan mencapai kesuksesan organisasi. Oleh karena itu, manajer toko modern dituntut untuk mampu melakukan... more
Persaingan yang ketat antar toko modern menjadi tantangan bagi organisasi yang bergerak dalam usaha toko modern, agar mampu bertahan dan mencapai kesuksesan organisasi. Oleh karena itu, manajer toko modern dituntut untuk mampu melakukan pengambilan keputusan sebagai tindakan nyata dalam menghadapi tantangan tersebut. Pengambilan keputusan merupakan proses penting untuk mencapai tujuan organisasi (Luthans, 2006), yang mana pengambilan keputusan tersebut dilakukan oleh manajer, sebab manajer merupakan pemain kunci dalam sebuah proses pengambilan keputusan (Socea, 2012). Sementara itu, untuk mampu mengantisipasi adanya perubahan era globalisasi dan menghadapi persaingan, maka intrapreneurship hadir menjadi konsep kreativitas dan sebuah inovasi yang jika dimiliki oleh manajer toko modern, dapat memberikan kontribusi penting dalam pengambilan keputusan manajer toko modern itu sendiri. Penelitian ini bertujuan untuk mengetahui ada tidaknya hubungan antara intrapreneurship dan pengambilan keputusan pada manajer toko modern. Penelitian ini merupakan penelitian kuantitatif dengan analisis regresi sederhana. Pengumpulan data dilakukan dengan menyebarkan skala penelitian yang telah diuji validitas dan reliabilitasnya kepada 103 manajer toko modern di Provinsi Bali, Indonesia. Data penelitian mengikuti distribusi normal dan linear. Hasil dari penelitian menunjukkan koefisien korelasi sebesar 0,770 dan probabilitas 0,000 (p<0,05). Hal ini berarti ada hubungan yang positif dan signifikan antara intrapreneurship dengan pengambilan keputusan pada manajer toko modern. Sumbangan dari variabel intrapreneurship terhadap variabel pengambilan keputusan adalah sebesar 59,3%.
Research Interests:
Self-Esteem is the one's personal feeling that he/she is valuable or useful and self-confident that is based on more than just the reputation and prestige (Maslow, 1970). Individual, which in this case is Muslim female student who wear... more
Self-Esteem is the one's personal feeling that he/she is valuable or useful and self-confident that is based on more than just the reputation and prestige (Maslow, 1970). Individual, which in this case is Muslim female student who wear hijab, has higher self-esteem than Muslim female student who does not wear hijab. This is because Muslim female student who wear hijab has been ready to fulfill the obligation in Islam religion, that is requires to wear hijab in dressing for women. Muslim female student who does not wear hijab has lower self-esteem because she feels not ready to fulfill her religious obligation. Therefore, researchers are interested in examining whether there is a difference between the self-esteem of Muslim female student who wear the hijab and not. This research is a comparative quantitative research whose subjects are Muslim students in Surabaya and Denpasar. Data were collected using the Self-Pricing scale. The sampling technique is purposive sampling. Validity used is the validity of the content (logical and look). The validity of the item moves from 0.3202 to 0.743. Reliability scale Self-esteem is 0.916. Data were analyzed by using Independent sample t-test statistic test. The result is that there is no difference in self-esteem between Muslim students, both hijab and unlawful as evidenced by their probability value (p) of 0.233 (greater than 0.05).
Research Interests:
Gotong royong is an original term from Indonesia which means cooperation among society members. Gotong royong is the culture value of the Nusantara (before the establishment of the Indonesian country) since the Neolithic era from 6000 BC,... more
Gotong royong is an original term from Indonesia which means cooperation among society members. Gotong royong is the culture value of the Nusantara (before the establishment of the Indonesian country) since the Neolithic era from 6000 BC, the core of Pancasila (the ideology of the Indonesian country), and plays a role in the government, public and private sectors. There have been many studies of gotong royong in the government and society sectors. But it is still rarely done in the private sector, especially in organizations. This study is a literature study by using various references from books and journals, both printed and online. The theory that is used to study gotong royong in this study is the Social Psychology theories. Those are need-to-belong theory, interdependence theory, communal theory, cooperation theory, and collectivism theory. The results of this study are expected to be the basis for further empirical studies so that later it can obtain a gotong royong picture in organizations both theoretically and empirically.. 1
Research Interests:
Mahasiswa di dalam perkuliahannya dihadapkan pada tantangan akademik dan non akademik. Tantangan akademik seperti Masa Orientasi Siswa (MOS), perkuliahan, tugas, ujian tengah semester, ujian akhir semester, Kuliah Kerja Nyata (KKN) dan... more
Mahasiswa di dalam perkuliahannya dihadapkan pada tantangan akademik dan non akademik. Tantangan akademik seperti Masa Orientasi Siswa (MOS), perkuliahan, tugas, ujian tengah semester, ujian akhir semester, Kuliah Kerja Nyata (KKN) dan Skripsi. Dari sisi non akademik, mahasiswa yang aktif di kampusnya akan menjalani kegiatan organisasi kemahasiswaan, sehingga mahasiswa harus pintar membagi waktu di kampusnya. Menghadapi hal tersebut mahasiswa harus memiliki ketangguhan dari dalam dirinya untuk bisa menghadapi dan menyelesaikan perkuliahannya dengan baik atau bisa disebut efikasi diri. Efikasi diri adalah keyakinan terhadap kemampuan seseorang untuk mengatur dan melaksanakan tugas yang bertujuan menghasilkan suatu pencapaian (Bandura, 1997). Keyakinan diri pada individu dapat ditingkatkan melalui program pelatihan, salah satunya program pelatihan luar ruangan yang biasa disebut Outbound. Outbound didefinisikan sebagai proses belajar dengan cara berinteraksi melalui kegiatan yang dialami, melalui simulasi permainan yang dilakukan di alam terbuka bertujuan untuk mendapatkan pengalaman yang memiliki makna (Warsiyah, 2011). Penelitian ini merupakan penelitian kuantitatif dengan analisis Paired Sample T-Test. Pengumpulan data dilakukan dengan menggunakan metode eksperimen, desain pre-eksperimen. Peneliti menyebarkan skala Efikasi Diri pre-test dan skala Efikasi Diri post-test yang terdiri dari 20 item, teknik pengambilan sampel menggunakan multistage random sampling. Responden dalam penelitian ini adalah mahasiswa di Universitas Udayana, sebanyak 30 orang. Hasil dari penelitian ini menunjukan probabilitas 0,000 (p)<0,05. Hal ini berarti ada pengaruh Outbound terhadap efikasi diri mahasiswa. Disamping itu melalui data tambahan dengan menggunakan uji regresi sederhana dari variabel Jumlah Berhasil dan Efikasi Diri Post-Test menjelaskan bahwa variabel Jumlah Berhasil dapat memprediksi peningkatan variabel Efikasi Diri Post-Test pada mahasiswa. Berdasarkan hal tersebut dapat disimpulkan bahwa Outbound memberikan pengaruh terhadap peningkatan efikasi diri mahasiswa.
Research Interests:
Fenomena "kutu loncat" elit politik menjelang pemilihan umum berpengaruh terhadap instabilitas partai. Fenomena ini terkait dengan rendahnya komitmen organisasi dan perilaku kewargaan organisasi pada fungsionaris partai. Dengan... more
Fenomena "kutu loncat" elit politik menjelang pemilihan umum berpengaruh terhadap instabilitas partai. Fenomena ini terkait dengan rendahnya komitmen organisasi dan perilaku kewargaan organisasi pada fungsionaris partai. Dengan berkomitmen pada organisasi, fungsionaris partai dapat mengidentifikasi diri terhadap tugas dan tujuan serta loyal terhadap organisasi. Hal ini kemudian membuat fungsionaris tersebut dapat memunculkan perilaku kewargaan organisasi. Penelitian ini bertujuan untuk mengetahui hubungan antara komitmen organisasi perilaku kewargaan organisasi pada fungsionaris Partai Golkar di Bali. Penelitian ini adalah penelitian kuantitatif korelasional. Subjek penelitian ini adalah fungsionaris partai Golkar di Bali sebanyak 97 orang dengan kriteria masa bergabung minimal 5 tahun, berusia antara 25-65 tahun dan pendidikan minimal SMA/sederajat. Metode pengambilan sampelnya dengan metode convenience. Metode pengambilan datanya dengan Skala Komitmen Organisasi yang reliabilitasnya 0,814 dan Skala perilaku kewargaan organisasi yang reliabilitasnya 0,791. Normalitas variabel komitmen organisasi sebesar 1,127 dan variabel perilaku kewargaan organisasi sebesar 0,878. Linieritas variabel komitmen organisasi dan variabel perilaku kewargaan organisasi sebesar 0,000. Metode analisis datanya dengan teknik korelasi product moment dari Pearson. Hasilnya menunjukkan bahwa ada hubungan positif yang signifikan antara komitmen organisasi dengan perilaku kewargaan organisasi dengan nilai korelasi 0,529 dan nilai probabilitas 0.000. Artinya ada hubungan antara komitmen organisasi dan perilaku kewargaan organisasi pada fungsionaris partai Golkar di Bali.
Research Interests:
Masalah yang muncul dimana kecemasan siswa sekolah dasar meningkat sejalan dengan tingkatan kelas yaitu ketika menghadapi evaluasi atau ujian. Permasalahan yang paling sering dialami oleh siswa ketika akan menghadapi ujian adalah masalah... more
Masalah yang muncul dimana kecemasan siswa sekolah dasar meningkat sejalan dengan tingkatan kelas yaitu ketika menghadapi evaluasi atau ujian. Permasalahan yang paling sering dialami oleh siswa ketika akan menghadapi ujian adalah masalah kecemasan (anxiety). Kurangnya persiapan dalam menghadapi ujian nasional bisa diatasi salah satunya dengan meningkatkan motivasi belajar siswa. Penelitian ini bertujuan untuk mengetahui hubungan antara motivasi belajar dan kecemasan pada siswa kelas VI sekolah dasar di Denpasar menjelang Ujian Nasional. Penelitian ini adalah penelitian kuantitatif korelasional. Subjek penelitian ini adalah siswa sekolah dasar kelas VI di Denpasar sebanyak 100 orang. Metode pengambilan sampelnya dengan metode cluster random sampling. Metode pengambilan datanya dengan Skala Motivasi Belajar yang reliabilitasnya 0,804 dan Skala Kecemasan yang reliabilitasnya 0,908. Normalitas variabel motivasi belajar sebesar 0,148 dan variabel kecemasan sebesar 0,671. Linearitas variabel motivasi belajar dan kecemasan sebesar 0,002. Metode analisis datanya dengan teknik korelasi product moment dari Pearson. Hasilnya menunjukkan bahwa ada hubungan negatif yang signifikan antara motivasi belajar dan kecemasan pada siswa kelas VI sekolah dasar di Denpasar menjelang Ujian Nasional dengan nilai korelasi-0,303 dengan nilai probabilitas 0,001.
Research Interests:
Salah satu fenomena umum dalam perusahaan adalah gagalnya pemenuhan janji dalam rangka manajemen retensi. Hal tersebut mengarah pada pelanggaran kontrak psikologis karyawan dan memicu intensi turnover. Fenomena lain adalah perbedaan... more
Salah satu fenomena umum dalam perusahaan adalah gagalnya pemenuhan janji dalam rangka manajemen retensi. Hal tersebut mengarah pada pelanggaran kontrak psikologis karyawan dan memicu intensi turnover. Fenomena lain adalah perbedaan kepribadian karyawan yang berdampak pada hasil kerja, di mana karyawan berkepribadian tipe A memiliki karakteristik yang membuatnya cenderung merespon negatif dan memiliki intensi turnover tinggi. Sejalan dengan hasil survei Watson Wyatt (2007) yang menemukan bahwa tingkat turnover karyawan bank yang mencapai 6,3%-7,5% tergolong tinggi dibandingkan industri lainnya, penting untuk meninjau intensi turnover karyawan bank. Berdasarkan uraian tersebut, peneliti ingin mengetahui apakah terdapat hubungan antara pelanggaran kontrak psikologis dan kepribadian tipe A dengan intensi turnover karyawan bank, baik secara simultan maupun individual. Subyek penelitian adalah 52 orang karyawan bank X Denpasar. Metode penelitian yang digunakan adalah studi korelasi. Pengambilan data dilakukan menggunakan kuesioner. Kuesioner intensi turnover memiliki 23 item sahih dengan koefisien reliabilitas 0,896, kuesioner pelanggaran kontrak psikologis memiliki 18 item sahih dengan koefisien reliabilitas 0,870, dan kuesioner kepribadian tipe A memiliki 35 item sahih dengan koefisien reliabilitas 0,965. Data bersifat normal dan linear. Data penelitian diolah dengan regresi ganda dan korelasi parsial. Hasil penelitian menemukan hubungan positif signifikan antara pelanggaran kontrak psikologis dan kepribadian tipe A dengan intensi turnover, dengan koefisien korelasi +0,863. Koefisien determinsi bernilai 0,744 menyatakan bahwa secara simultan, pelanggaran kontrak psikologis dan kepribadian tipe A berkontribusi terhadap intensi turnover sebesar 74,4%. Kepribadian tipe A memiliki hubungan positif signifikan dengan intensi turnover, dengan koefisien korelasi +0,556. Pelanggaran kontrak psikologis tidak memiliki hubungan dengan intensi turnover.
Research Interests:
Salah satu tugas perkembangan remaja yaitu terlibat dalam peran sosial dan dapat melakukan persiapan karir dengan melakukan perencanaan karir yang tepat. Ketika remaja dihadapkan pada budaya yang mengikat, seperti remaja putri Bali yang... more
Salah satu tugas perkembangan remaja yaitu terlibat dalam peran sosial dan dapat melakukan persiapan karir dengan melakukan perencanaan karir yang tepat. Ketika remaja dihadapkan pada budaya yang mengikat, seperti remaja putri Bali yang tergabung dalam organisasi sekaa teruna, mereka dituntut untuk terlibat dalam setiap kegiatan budaya sebagai bagian dari peran sosial, sekaligus melakukan perencanaan karir sebagai persiapan masa depan mereka. Dalam melakukan perencanaan karir, remaja memerlukan kemampuan untuk dapat mengelola potensi dan informasi yang mereka peroleh tanpa mengabaikan peran sosialnya. Maka dari itu, remaja putri Bali memerlukan cara yang tepat untuk dapat melakukan perencanaan karir dan melaksanakan peran sosialnya, yaitu dengan memiliki regulasi diri yang baik. Oleh karena itu, peneliti berasumsi bahwa ada hubungan positif antara regulasi diri dengan perencanaan karir remaja putri Bali. Metode penelitian ini yaitu korelasi kuantitatif, dimana jumlah subjeknya 135 remaja putri Bali yang tergabung dalam organisasi sekaa teruna di Kabupaten Badung dan usianya 15-20 tahun. Metode pengumpulan datanya yaitu skala regulasi diri dan skala perencanaan karir. Reliabilitas regulasi diri sebesar 0,916 dan reliabilitas perencanaan karir sebesar 0,911. Normalitas variabel regulasi diri sebesar 0,098 dan normalitas variabel perencanaan karir sebesar 0,269. Linieritas antara variabel regulasi diri dan perencanaan karir yaitu 0,000. Koefisien determinasinya (r2) 0,354. Metode analisis datanya yaitu teknik korelasi product moment dari Pearson.. Koefisien korelasinya 0,595 dengan probabilitas 0,000. Hal tersebut membuktikan bahwa ada hubungan positif antara regulasi diri dan perencanaan karir pada remaja putri Bali.
Research Interests:
Banyaknya tuntutan peran yang dijalani masyarakat Bali yang bekerja sebagai karyawan. Hal ini membuat karyawan Bali mengalami tekanan dan kebingungan menghadapi tanggung jawab pada setiap peran. Hal tersebut dapat memicu terjadinya... more
Banyaknya tuntutan peran yang dijalani masyarakat Bali yang bekerja sebagai karyawan. Hal ini membuat karyawan Bali mengalami tekanan dan kebingungan menghadapi tanggung jawab pada setiap peran. Hal tersebut dapat memicu terjadinya konflik kerja keluarga.Konflik kerja keluarga adalah konflik antar peran yang terjadi atas tekanan salah satu peran, baik dari bidang keluarga atau pekerjaan, yang secara mutual saling mempengaruhi satu sama lain (Greenhaus & Beutell, 1985). Konflik tersebut akan mendorong konflik pekerjaan, yang berpotensi mengurangi kepuasan kerja karyawan (Aini dalam Susanto, 2010). Hubungan antara konflik kerja keluarga dengan kepuasan kerja dapat semakin kuat ketika melibatkan komitmen organisasi di dalam hubungan kedua hal tersebut. Oleh karena itu, penelitian ini bertujuan untuk melihat hubungan antara konflik kerja keluarga terhadap kepuasan kerja yang dimoderasi komitmen organisasi. Penelitian ini merupakan penelitian korelasional. Responden dalam penelitian ini yaitu 150 karyawan Bali dengan karakteristik telah berkeluarga, berjenis kelamin laki-laki dan perempuan, memiliki atau belum memiliki anak, berpendidikan minimal Sekolah Menengah Atas/Kejuruan, memiliki masa kerja minimal 1 tahun, berusia minimal 20 tahun, dan memiliki status kepegawaian tetap. Skor reliabilitas skala konflik kerja keluarga sebesar 0,876, skor reliabilitas pada skala kepuasan kerjasebesar 0,864 dan skor reliabilitas skala komitmen organisasi sebesar 0,924.Data konflik kerja keluarga dan kepuasan kerja berdistribusi normal dan linier. Dari hasil analisis regresi dengan variabel moderasi yang menggunakan uji sub kelompok menunjukan bahwa komitmen organisasi tidak memoderasi hubungan antara konflik kerja keluarga dan kepuasan kerja (F hitung (1,066) < F tabel (3,10)).
Research Interests:
Kompleksitas peran kehidupan wanita Bali menjadi tantangan bagi karyawati Bali di sektor formal. Secara kultural, wanita Bali terikat dengan tugas adat sebagai bagian dari pemenuhan peran domestiknya di keluarga. Menjalani peran pekerjaan... more
Kompleksitas peran kehidupan wanita Bali menjadi tantangan bagi karyawati Bali di sektor formal. Secara kultural, wanita Bali terikat dengan tugas adat sebagai bagian dari pemenuhan peran domestiknya di keluarga. Menjalani peran pekerjaan dan keluarga secara seimbang tidaklah mudah dan seringkali menyebabkan konflik kerja-keluarga sehingga berdampak pada berkurangnya work engagement. Work engagement didefinisikan sebagai kondisi pemikiran positif terkait pekerjaan, yang dikarakteristikkan dengan adanya semangat, keterlibatan penuh, dan konsentrasi tinggi selama bekerja (Schaufeli, Salanova, Gonzales-Roma, & Bakker, 2002). Work engagement sangat diperlukan oleh pekerja sektor industri yang melibatkan kualitas pelayanan sebagai modal utamanya (Indrianti & Hadi, 2012), seperti perbankan. Penelitian ini bertujuan untuk melihat hubungan antara konflik kerja-keluarga dengan work engagement karyawati Bali pada bank di Bali. Penelitian ini merupakan penelitian kuantitatif. Responden penelitian yaitu 121 karyawati Bali pada bank di Bali dengan karakteristik telah berkeluarga, berpendidikan minimal S1, dan masa kerja minimal 1 tahun. Validitas penelitian menggunakan validitas isi. Aitem pada skala penelitian diuji secara empirik dengan prosedur pengujian konsistensi internal. Skor reliabilitas skala konflik kerja keluarga sebesar 0,944 dan skor reliabilitas skala work engagement sebesar 0,910. Distribusi data telah mengikuti sebaran yang normal dan linier. Hasil analisis regresi sederhana menunjukkan ada hubungan yang negatif dan signifikan antara konflik kerja-keluarga dengan work engagement karyawati Bali pada Bank di Bali (B=-0,411; p=0,002). Artinya, semakin tinggi tingkat konflik kerjakeluarga maka tingkat work engagement akan semakin rendah. Diketemukan sumbangan dari variabel konflik kerjakeluarga terhadap work engagement adalah sebesar 8,1 % dan sisanya sebesar 91,9% dipengaruhi oleh faktor lain di luar variabel konflik kerja-keluarga.
Research Interests:
Flight attendant is one of occupations that engages on service industry in airline sector. X Airlines is one of the airlines in Indonesia. Flight attendants’ duty includes giving service and ensuring the safety of passengers during an... more
Flight attendant is one of occupations that engages on service industry in airline sector. X Airlines is one of the airlines in Indonesia. Flight attendants’ duty includes giving service and ensuring the safety of passengers during an airline flight. With such high risk job, flight attendants are expected to fully commit to their work, in specifically to work voluntary. The voluntary behaviour is labelled as Organizational Citizenship Behaviour (OCB), which is performed outside the flight attendant job description, for instance helping out fellow co-workers and keeping their responsibility well. Flight attendants should possess Self-Efficacy and Emotional Intelligence, in order to develop Organizational Citizenship Behaviour (OCB). Therefore, this study aims to examine the correlation between Self-Efficacy and Emotional Intelligence with Organizational Citizenship Behaviour of Flight Attendants of X Airlines.This study was a quantitative correlational research. The subjects of the s...
Perantau Batak mempertahankan identitas pribadi dan identitas budaya bahkan di tempat perantauannya. Dari sembilan nilai budaya Batak, tiga diantaranya yaitu hamoraon (kekayaan), hagabeon (keturunan), dan hasangapon (kehormatan).... more
Perantau Batak mempertahankan identitas pribadi dan identitas budaya bahkan di tempat perantauannya. Dari sembilan nilai budaya Batak, tiga diantaranya yaitu hamoraon (kekayaan), hagabeon (keturunan), dan hasangapon (kehormatan). Nilai-nilai budaya yang mereka pegang itu diasumsikan akan memberikan dampak pada anak-anak perantau batak di tanah rantau. Pola asuh adalah segala sesuatu yang dilakukan oleh orang tua untuk membentuk setiap perilaku anak-anak mereka yang mencakup semua aturan, pengajaran, dan pendidikan. Oleh karena itu persepsi nilai-nilai budaya mereka akan berhubungan dengan pola asuh mereka. Penelitian ini menggunakan pendekatan kuantitatif korelasional. Subyek penelitian ini adalah perantau Batak di Bali. Data dikumpulkan dengan menggunakan skala Persepsi Nilai Budaya Batak dan skala Pola Asuh. Data dianilis menggunakan analisis regresi. Sampel penelitian adalah 111 orang. Hasil penelitian menunjukkan bahwa terdapat hubungan antara persepsi nilai budaya Hagabeon dan pola asuh demokratis, otorited dan permisif. Persepsi nilai budaya Hasangapon berhubungan dengan pola asuh demokratis, otorites, dan persmisif. Persepsi nilai budaya Hamoraon berhubungan dengan pola asuh otoriter dan permisif.
Kata kunci : persepsi, nilai budaya Batak, pola asuh, perantau Batak
Kata kunci : persepsi, nilai budaya Batak, pola asuh, perantau Batak
Research Interests:
Changes in today's world in all fields cause individuals, communities and organizations should also participate to change in order to survive and remain competitive. Similarly, that is experienced by all companies in Indonesia. Companies... more
Changes in today's world in all fields cause individuals, communities and organizations should also participate to change in order to survive and remain competitive. Similarly, that is experienced by all companies in Indonesia. Companies must be able to change toward better to be answering the challenge of competition and rivalry. This would be possible if it is initiated by the leaders of the company.
Changes will occur naturally if the leaders implement transformational leadership. Therefore, with this leadership, the leaders will be able to inspire employees and it makes employees able to perceive their work positively. This means employees have job satisfaction. Therefore, in this study, researcher assumes that there is a relationship between transformational leadership on employee job satisfaction. This research is correlation quantitative.
The subjects of this research are 100 employees whom their criteria are both men and women, minimum education is equal with senior high school and at least have been working during one year. The sampling method is cluster random technique. The data collection method is Transformational Leadership scale and Job Satisfaction scale. Reliability of Transformational Leadership scale is 0,9478 and reliability of Job Satisfaction scale is 0,9068.
Normality of Transformational Leadership is 0,100 and normality of Job Satisfaction variable is 0,063. Linearity of Transformational Leadership and Job Satisfaction is 0,000. Data analysis method is Pearson Product Moment correlation. It is found that correlation coefficient of Transformational Leadership and Job Satisfaction is 0,736 with probability score is 0,000. It means there is relationship between Transformational Leadership and Job Satisfaction.
Changes will occur naturally if the leaders implement transformational leadership. Therefore, with this leadership, the leaders will be able to inspire employees and it makes employees able to perceive their work positively. This means employees have job satisfaction. Therefore, in this study, researcher assumes that there is a relationship between transformational leadership on employee job satisfaction. This research is correlation quantitative.
The subjects of this research are 100 employees whom their criteria are both men and women, minimum education is equal with senior high school and at least have been working during one year. The sampling method is cluster random technique. The data collection method is Transformational Leadership scale and Job Satisfaction scale. Reliability of Transformational Leadership scale is 0,9478 and reliability of Job Satisfaction scale is 0,9068.
Normality of Transformational Leadership is 0,100 and normality of Job Satisfaction variable is 0,063. Linearity of Transformational Leadership and Job Satisfaction is 0,000. Data analysis method is Pearson Product Moment correlation. It is found that correlation coefficient of Transformational Leadership and Job Satisfaction is 0,736 with probability score is 0,000. It means there is relationship between Transformational Leadership and Job Satisfaction.
Research Interests:
When employees work, there must be expected by employees. That expectation is the fulfillment of job satisfaction. By the fulfilled of job satisfaction, employees will emerge organizational citizenship behavior. The companies in the... more
When employees work, there must be expected by employees. That expectation is the fulfillment of job satisfaction. By the fulfilled of job satisfaction, employees will emerge organizational citizenship behavior. The companies in the beginning need to fulfill employees job satisfaction. But if the job satisfaction of employees is fulfilled, then the companies also feel its benefit, because employees will show organizational citizenship behavior. Therefore, this study will test the relationship between job satisfaction and organizational citizenship behavior on employees. Data collection was conducted at PT. Bali Tourism Development, PO Box 3, 80363 Nusa Dua, Bali in June 2011. The subjects of this study are 50 employees. The reliability score of Job Satisfaction Scale is 0,906 and the reliability score of Organizational Citizenship Behavior scale is 0,965. The normality score of job satisfaction variable is 0.867 and the normality score of Organizational Citizenship Behavior is 0.245. Job satisfaction and organizational citizenship behavioral is linear because its probability score is 0.052. From correlation score is 0,287 and probability score is 0.043, it indicates that there is a relationship between job satisfaction and organizational citizenship behavior. The coefficient of determination is 0.08. From the result of this study is expected to contribute to the sciences such as Industrial Organizational Psychology, Organizational Behavior, Human Resource Management and Industrial Relation and also practically to the sustainability of the company as an employer and employee as workers.
Research Interests:
In the competition era which increasingly fierce, companies are competing to be the best. In order that it can be achieved, the companies need to pay attention to employee's psychological well-being in order that employees experience job... more
In the competition era which increasingly fierce, companies are competing to be the best. In order that it can be achieved, the companies need to pay attention to employee's psychological well-being in order that employees experience job satisfaction so that employees work that help the development and advancement of the companies.
Thus, the researchers assume that there is a relationship between the Psychological Well-Being one Job Satisfaction on employee. This research is correlation quantitative. The subjects of this research are 50 People which their criteria are company employees both men and women, minimum education is equal with wax high school and at least have been working during one year.
The sampling method is non-probability by using convenience technique. The data collection method is by using Psychological Well-Being scale and Job Satisfaction scale. Reliability of Psychological Well-Being scale is 0,856 and reliability of Job Satisfaction scale is 0,906. Normality of Psychological Well-Being variable is 0,896 and normality of Job Satisfaction variable is 0,088.
Linearity of Psychological Well-Being variable and Job Satisfaction variable is 0,741. By using Pearson Product Moment correlation as data analysis, it is found that correlation coefficient of Psychological Well-Being variable and Job Satisfaction variable is 0,044 with probability value is 0,762. It means there is no relationship between Psychological Well-Being and Job Satisfaction.
Keywords : Psychological Well-Being, Job Satisfaction, Employee, Company
Thus, the researchers assume that there is a relationship between the Psychological Well-Being one Job Satisfaction on employee. This research is correlation quantitative. The subjects of this research are 50 People which their criteria are company employees both men and women, minimum education is equal with wax high school and at least have been working during one year.
The sampling method is non-probability by using convenience technique. The data collection method is by using Psychological Well-Being scale and Job Satisfaction scale. Reliability of Psychological Well-Being scale is 0,856 and reliability of Job Satisfaction scale is 0,906. Normality of Psychological Well-Being variable is 0,896 and normality of Job Satisfaction variable is 0,088.
Linearity of Psychological Well-Being variable and Job Satisfaction variable is 0,741. By using Pearson Product Moment correlation as data analysis, it is found that correlation coefficient of Psychological Well-Being variable and Job Satisfaction variable is 0,044 with probability value is 0,762. It means there is no relationship between Psychological Well-Being and Job Satisfaction.
Keywords : Psychological Well-Being, Job Satisfaction, Employee, Company
Research Interests:
Hampir semua organisasi berlomba untuk berubah dan berkembang agar bias bertahan dan mengalami kemajuan dalam rangka menjawab tantangan perubahan dan kompleksitas serta ambiguitas situasi yang tidak bias lagi diprediksi. Agar organisasi... more
Hampir semua organisasi berlomba untuk berubah dan berkembang agar bias bertahan dan mengalami kemajuan dalam rangka menjawab tantangan perubahan dan kompleksitas serta ambiguitas situasi yang tidak bias lagi diprediksi. Agar organisasi bisa mengalami perubahan dan kemajuan, maka organisasi ini membutuhkan kinerja karyawan yang tidak hanya sesuai dengan perannya saja (in-role), melainkan cenderung kepada perilaku kerja yang melebihi perannya (extra-role) yang disebut sebagai Perilaku Kewargaan Organisasi.
Salah satu konsep yang membantu munculnya hal itu adalah kecerdasan emosional, sebab dengan menggunakan kecerdasan emosional maka karyawan akan cenderung menilai dirinya positif, penuh potensi, selalu merasa mampu mengatasi stress dan frustasi yang dialami, sehingga pada akhirnya mereka akan menang karena keefektifan mereka. Peneliti menduga bahwa ada hubungan antara kecerdasan emosional dan perilaku kewargaan organisasi pada karyawan.
Penelitian ini adalah kuantitatif korelasional. Subjek penelitian ini 54 orang yang kriterianya karyawan perusahaan baik pria maupun wanita, minimal berpendidikan SMA/sederajat dan minimal bekerja 1 tahun. Metode pengambilan sampelnya yaitu tidak acak dengan menggunakan teknik convenience.
Metode pengumpulan datanya dengan skala Kecerdasan Emosional dari skala Perilaku Kewargaan Organisasi. Reliabilitas skala Kecerdasan Emosional sebesar 0,939 dengan 66 item dan reliabilitas skala Perilaku Kewargaan Organisasi sebesar 0,946 dengan 42 item.
Normalitas variable Kecerdasan Emosional sebesar 0,177 dan normalitas variable Perilaku Kewargaan Organisasi sebesar 0,303. Linieritas variable Kecerdasan Emosional dan variable Perilaku Kewargaan Organisasi sebesar 0,000. Dengan analisis data ditemukan koefisien regresi variable Kecerdasan Emosional dan variable Perilaku Kewargaan Organisasi sebesar 0,628 dengan nilai probabilitas sebesar 0,000. Artinya, ada hubungan antara Kecerdasan Emosional dan Perilaku Kewargaan Organisasi.
Keywords : Kecerdasan Emosional, Perilaku Kewargaan Organisasi, Karyawan, Perusahaan
Salah satu konsep yang membantu munculnya hal itu adalah kecerdasan emosional, sebab dengan menggunakan kecerdasan emosional maka karyawan akan cenderung menilai dirinya positif, penuh potensi, selalu merasa mampu mengatasi stress dan frustasi yang dialami, sehingga pada akhirnya mereka akan menang karena keefektifan mereka. Peneliti menduga bahwa ada hubungan antara kecerdasan emosional dan perilaku kewargaan organisasi pada karyawan.
Penelitian ini adalah kuantitatif korelasional. Subjek penelitian ini 54 orang yang kriterianya karyawan perusahaan baik pria maupun wanita, minimal berpendidikan SMA/sederajat dan minimal bekerja 1 tahun. Metode pengambilan sampelnya yaitu tidak acak dengan menggunakan teknik convenience.
Metode pengumpulan datanya dengan skala Kecerdasan Emosional dari skala Perilaku Kewargaan Organisasi. Reliabilitas skala Kecerdasan Emosional sebesar 0,939 dengan 66 item dan reliabilitas skala Perilaku Kewargaan Organisasi sebesar 0,946 dengan 42 item.
Normalitas variable Kecerdasan Emosional sebesar 0,177 dan normalitas variable Perilaku Kewargaan Organisasi sebesar 0,303. Linieritas variable Kecerdasan Emosional dan variable Perilaku Kewargaan Organisasi sebesar 0,000. Dengan analisis data ditemukan koefisien regresi variable Kecerdasan Emosional dan variable Perilaku Kewargaan Organisasi sebesar 0,628 dengan nilai probabilitas sebesar 0,000. Artinya, ada hubungan antara Kecerdasan Emosional dan Perilaku Kewargaan Organisasi.
Keywords : Kecerdasan Emosional, Perilaku Kewargaan Organisasi, Karyawan, Perusahaan
Research Interests:
Menyama braya is local wisdom on Balinese. This value has an important role in the custom law where obligate Balinese to do krama banjar or custom activity in his/her environment or known as banjar (Arsana, 1980). This value has been... more
Menyama braya is local wisdom on Balinese. This value has an important role in the custom law where obligate Balinese to do krama banjar or custom activity in his/her environment or known as banjar (Arsana, 1980). This value has been being a part of custom law that cause occurs conformity or shape of behavior which do because there is pressure of group (Sears et al, 1991). Because of that, this time the perception of menyama braya often has mean as obligate and negative commitment to do the custom activity.
If someone doesn't do menyama braya activity, he/she will be avoidance with people in his/her banjar. This value should have meant a sense of solidarity and kinship among Balinese which help each other in happiness or sadness in the custom activity (Salim&Salian, 1991). This study use quantitative correlation approach. Data was collected use solidarity scale (a = 0.737), conformity scale (a = 0.784) and attitude of menyama braya scale (a = 0.828).
This study use correlation analysis and cluster random sampling as sampling method Subject in this study are Balinese who have been married and member in his/her banjar. The result of this study is there is partial correlation between solidarity with attitude of menyamabraya (sig = 0.009), but there is not partial correlation between conformity with attitude of menyamabraya (sig = 0.468). Practical suggestions is Balinese can increase solidarity within the group or they environment by increasingly understanding of menyama braya value.
Keywords : Conformity, Solidarity, Attitude
If someone doesn't do menyama braya activity, he/she will be avoidance with people in his/her banjar. This value should have meant a sense of solidarity and kinship among Balinese which help each other in happiness or sadness in the custom activity (Salim&Salian, 1991). This study use quantitative correlation approach. Data was collected use solidarity scale (a = 0.737), conformity scale (a = 0.784) and attitude of menyama braya scale (a = 0.828).
This study use correlation analysis and cluster random sampling as sampling method Subject in this study are Balinese who have been married and member in his/her banjar. The result of this study is there is partial correlation between solidarity with attitude of menyamabraya (sig = 0.009), but there is not partial correlation between conformity with attitude of menyamabraya (sig = 0.468). Practical suggestions is Balinese can increase solidarity within the group or they environment by increasingly understanding of menyama braya value.
Keywords : Conformity, Solidarity, Attitude
Research Interests:
Anxiety is an emotion characterized by feelings of tension, worried thoughts and physical changes like increased blood pressure (APA, 2013). Some of medical students perceive an examination as a tension; hence they have many things to... more
Anxiety is an emotion characterized by feelings of tension, worried thoughts and physical changes like increased blood pressure (APA, 2013). Some of medical students perceive an examination as a tension; hence they have many things to worry about before they face the examination. That kind of anxiety may influence their daily life including their sleep patterns. A person's sleep pattern is influenced by a rhythm called circadian rhythm. Circadian rhythm is a process in body that influences each other to adapt with the change of time in 24 hours (Thyyari and Smith, 1997).
If the circadian rhythm is disturbed, there is a chance that a person will experience sleep disorder. According to Japardi (2002). Sleep disorder is state characterized by change of sleep pattern quantity and quality that prompts discomfort. Therefore, the researchers assume that there is a correlation between anxiety level and sleep disorders among medical students in Bali approaching examination.
This research is a correlational quantitative study. The criteria of the subject are 57 medical students in Bali both men and women who their age are between 17 to 22 years old. The sampling method is random cluster sampling. The data collection method uses Anxiety Scale and Sleep Disorders Scale. Reliability of Anxiety Scale is 0.896 and reliability of Sleep Disorder Scale 0.690. Normality of Sleep Disorder Scale is 0.065 and normality of Anxiety Scale is 0.913. Linearity of Sleep Disorder Scale and Anxiety Scale is 0.000.
Data analysis method is Linear Regression Analysis. It is found that regression coefficient is 0.433 and correlation coefficient is 0.658 with probability score is 0,000. It means there is correlation between anxiety and sleep disorder, where anxiety influences sleep disorder as 43,3%.
Keywords : Anxiety, Sleep Disorders, Medical Students
If the circadian rhythm is disturbed, there is a chance that a person will experience sleep disorder. According to Japardi (2002). Sleep disorder is state characterized by change of sleep pattern quantity and quality that prompts discomfort. Therefore, the researchers assume that there is a correlation between anxiety level and sleep disorders among medical students in Bali approaching examination.
This research is a correlational quantitative study. The criteria of the subject are 57 medical students in Bali both men and women who their age are between 17 to 22 years old. The sampling method is random cluster sampling. The data collection method uses Anxiety Scale and Sleep Disorders Scale. Reliability of Anxiety Scale is 0.896 and reliability of Sleep Disorder Scale 0.690. Normality of Sleep Disorder Scale is 0.065 and normality of Anxiety Scale is 0.913. Linearity of Sleep Disorder Scale and Anxiety Scale is 0.000.
Data analysis method is Linear Regression Analysis. It is found that regression coefficient is 0.433 and correlation coefficient is 0.658 with probability score is 0,000. It means there is correlation between anxiety and sleep disorder, where anxiety influences sleep disorder as 43,3%.
Keywords : Anxiety, Sleep Disorders, Medical Students
Research Interests:
Rampant conflicts among hamlet association that caused by several things, such as the difference of awig-awig, struggles of temple and village boundary, making the Bali island which is identical with a friendly and harmonious society be... more
Rampant conflicts among hamlet association that caused by several things, such as the difference of awig-awig, struggles of temple and village boundary, making the Bali island which is identical with a friendly and harmonious society be tarnished. This situation is very contrast with Bali people who uphold enough tolerance towards others, which in Bali indigenous is called or known as Tat Twam Asi. The researchers assume that there is a relationship between the perception of Tat Twam Asi and Social Well-Being in the Bali society.
This research is correlational research. The subject criteria for this study is the Balinese people who their age is over 22 years in both men and women. Methods of sample collection is convenience sampling. Methods of data collection using Perception of Tat Twam Asi scale and Social Well-being scale. Methods of data analysis is non parametric analysis of Spearman by using the computer program SPSS 15. The reliability score of perception of Tat Twam Asi scale is 0,715 and Social Well-Being scale is 0,825. The normality score of perception of Tat Twam Asi variable is 0.913 and Social Well-Being variable is 0,016. The liniearity of Perception of Tat Twam and Social Well-Being variable is 0,858. The correlation coefficient is 0,210 with p score
is 0,143. It means there is no relationship between Perception of Tat Twam Asi and Social Well- Being.
This research is correlational research. The subject criteria for this study is the Balinese people who their age is over 22 years in both men and women. Methods of sample collection is convenience sampling. Methods of data collection using Perception of Tat Twam Asi scale and Social Well-being scale. Methods of data analysis is non parametric analysis of Spearman by using the computer program SPSS 15. The reliability score of perception of Tat Twam Asi scale is 0,715 and Social Well-Being scale is 0,825. The normality score of perception of Tat Twam Asi variable is 0.913 and Social Well-Being variable is 0,016. The liniearity of Perception of Tat Twam and Social Well-Being variable is 0,858. The correlation coefficient is 0,210 with p score
is 0,143. It means there is no relationship between Perception of Tat Twam Asi and Social Well- Being.
Research Interests:
In the current era of globalization, increasingly fierce competition among companies make each company requires not only employees who have hard skills, but also has a soft skill that qualified in order to increase the productivity of the... more
In the current era of globalization, increasingly fierce competition among companies make each company requires not only employees who have hard skills, but also has a soft skill that qualified in order to increase the productivity of the company. One of soft skill which is also the psychological aspect is resilience. Resilience is the ability of individuals to be able to adapt well even though faced with a difficult situation (Jackson, 2002). Resilience can emerge if employees have self-efficacy in their self. Self-efficacy is a man confidence toward their ability to train self-control and the events in their environment (Bandura, 1997). Thus, researchers assume that there is a relationship between self-efficacy and resilience of employees.
This research is correlation quantitative. The subject criteria are employees who are both men and women; minimum education is equal with senior high school and at least has been working during one year. The sampling method is cluster random technique. The data collection method is Self-Efficacy scale and Resiliency scale. Data analysis method is Pearson Product Moment correlation. The result of this study is expected to contribute to the knowledge and understabdubf in developing skilled employees at the level of soft skills that is owned by each employee that will encourage the employee performance improvement which can increase the company productivity.
Keywords: Self Efficacy, Resiliency, Employee
This research is correlation quantitative. The subject criteria are employees who are both men and women; minimum education is equal with senior high school and at least has been working during one year. The sampling method is cluster random technique. The data collection method is Self-Efficacy scale and Resiliency scale. Data analysis method is Pearson Product Moment correlation. The result of this study is expected to contribute to the knowledge and understabdubf in developing skilled employees at the level of soft skills that is owned by each employee that will encourage the employee performance improvement which can increase the company productivity.
Keywords: Self Efficacy, Resiliency, Employee
Research Interests:
Every person will face the death, but not all of them can accept it. There are diverse level of death anxiety in community and it is influenced by various factors, including perception of the death. High level of death anxiety may... more
Every person will face the death, but not all of them can accept it. There are diverse level of death anxiety in community and it is influenced by various factors, including perception of the death. High level of death anxiety may decrease the quality of life because it is associated with prolonged sadness and despair. Recently, many studies have strongly indicated the undeniable role of spiritual practices in resolving issues related to death and anxiety. Japa is one of spiritual practice by repeatedly saying the name of God. In Hindu tradition, it is believed that japa can improve the quality of life. Practicing japa can lead a person into a certain consciousness which creates calmness and peacefulness. This research studies the difference of death anxiety level between middle age Balinese adults who practice japa with those who do not. The participants are middle age Balinese adults. This research is comparative quantitative research. Data is collected by questionnaire, measured by death anxiety scale, and analyzed by T-Test. The method of sampling is cluster sampling. The result of this research we conclude that due to the normality of the data (Kolmogorov-Smirnov p = 0.465; p > 0.05) and the homogenity of the data (Levene test p = 0.757; p > 0.05), using parametric statistic independent sample T-test, the p found = 0.000 thus p < 0.05 so there is significant difference in death anxiety level between middle age Balinese adults who practice japa with those who do not.
Research Interests:
The role of parenting varies according to the psychosocial phase of the children. As the children move into school (middle childhood), peers, and community, parent-child relationships change (Berk, 2012). Middle childhood who have... more
The role of parenting varies according to the psychosocial phase of the children. As the children move into school (middle childhood), peers, and community, parent-child
relationships change (Berk, 2012). Middle childhood who have parents who work outside the city or work in entire day will usually leave their children to their parents (kid‘s grandparents). In the midst of the development of middle childhood (aged 6-12 years) who need self-autonomy to carry out tasks, parenting becomes important in supporting their self-autonomy.
This study use quantitative comparative design, which is trying to find the self-autonomy difference between children who nurtured by parents and grandparents. The samples in this study were children in school age (6-12 years old) in Denpasar, Bali, where they have been nurtured by their parents or their grandparents. Random sampling were used in this research.
Number of samples in this study were not fully determined because its population is infinite. Measurements were performed by administering a rating scale related to the self-autonomy based on aspect by Wendy and Richard (in Solahuddin, 2010) that have been modified. Analysis of data using Mann-Whitney Non-Paramateric test because the data is not normal. After calculating all the data with statistic, researcher found that there is no differences between children self-autonomy who nurtured by parents and grandparents. So, the conclusion is that the differences in the children‘s self-autonomy does not depend on who they‘re living with (if nurtured by parents or grandparents), but how the caregiver apply one
of the three parenting ways (autoritative, autoritharian, and
relationships change (Berk, 2012). Middle childhood who have parents who work outside the city or work in entire day will usually leave their children to their parents (kid‘s grandparents). In the midst of the development of middle childhood (aged 6-12 years) who need self-autonomy to carry out tasks, parenting becomes important in supporting their self-autonomy.
This study use quantitative comparative design, which is trying to find the self-autonomy difference between children who nurtured by parents and grandparents. The samples in this study were children in school age (6-12 years old) in Denpasar, Bali, where they have been nurtured by their parents or their grandparents. Random sampling were used in this research.
Number of samples in this study were not fully determined because its population is infinite. Measurements were performed by administering a rating scale related to the self-autonomy based on aspect by Wendy and Richard (in Solahuddin, 2010) that have been modified. Analysis of data using Mann-Whitney Non-Paramateric test because the data is not normal. After calculating all the data with statistic, researcher found that there is no differences between children self-autonomy who nurtured by parents and grandparents. So, the conclusion is that the differences in the children‘s self-autonomy does not depend on who they‘re living with (if nurtured by parents or grandparents), but how the caregiver apply one
of the three parenting ways (autoritative, autoritharian, and
Research Interests:
As one of the nations’s collectivist culture, ethnics in Indonesia cooperated according to the value of each culture. Cooperation in the custom event on those ethnics reffered to as custom work. Toba Batak, as one of five Batak sub-ethnic... more
As one of the nations’s collectivist culture, ethnics in Indonesia cooperated according to the value of each culture. Cooperation in the custom event on those ethnics reffered to as custom work. Toba Batak, as one of five Batak sub-ethnic in Indonesia, uses the Dalihan Natolu culture value as a reference in the division of duty at Toba Batak custom work. In doing it, presumably Toba Batakness will have social well-being if each individual in that society have a positive perception toward their culture value. This perception and social well-being are experienced by Toba Batak migrants. Therefore, this study aimed at examining the relationship between the Dalihan Natolu perception and social well-being of Toba Batak migrants at custom work in Bali.
This study is correlation quantitative research. This subjects are Toba Batak migrant in Bali with its criteria are married and the minimum education level is equal with senior high school. The number of subjects are 70 people. The data were collected using Dalian Natolu perception scale and social well-being scale. The sampling methods is probability cluster sampling. The data was analyzed by using Pearson product moment correlation. The reliability score of Dalian Natolu Perception variable is 0.968 and Social Well-Being variable is 0.938. The normalities score are 0.085 for Dalian Natolu Pecerption variabel and 0.082 for Social Well-Being variable. The linearity score is 0.000. The correlation coefficient is 0.696 with p score is 0.000 and the determination coefficient score is 0.484. So, the result of this study revealed a positive relationship between Dalian Natolu Percerption and Social Well-Being. It means that a positive perception of Toba Batak Migrant in Bali toward their culture value which is called Dalian Natolu relates with the sense of kinshop when they doing a custom work or it is calles as Social Well-Being.
Keywords: Perception, Dalihan Natolu, Social Well-Being, Toba Batak migrants, Custom work
This study is correlation quantitative research. This subjects are Toba Batak migrant in Bali with its criteria are married and the minimum education level is equal with senior high school. The number of subjects are 70 people. The data were collected using Dalian Natolu perception scale and social well-being scale. The sampling methods is probability cluster sampling. The data was analyzed by using Pearson product moment correlation. The reliability score of Dalian Natolu Perception variable is 0.968 and Social Well-Being variable is 0.938. The normalities score are 0.085 for Dalian Natolu Pecerption variabel and 0.082 for Social Well-Being variable. The linearity score is 0.000. The correlation coefficient is 0.696 with p score is 0.000 and the determination coefficient score is 0.484. So, the result of this study revealed a positive relationship between Dalian Natolu Percerption and Social Well-Being. It means that a positive perception of Toba Batak Migrant in Bali toward their culture value which is called Dalian Natolu relates with the sense of kinshop when they doing a custom work or it is calles as Social Well-Being.
Keywords: Perception, Dalihan Natolu, Social Well-Being, Toba Batak migrants, Custom work
Research Interests:
Balinese society is a society in everyday life full of culture and customs. Workers in Bali are required to be balance between work life and family life also their cultural customs. Indigenous culture is a form of Balinese characteristic... more
Balinese society is a society in everyday life full of culture and customs. Workers in Bali are required to be balance between work life and family life also their cultural customs. Indigenous culture is a form of Balinese characteristic related to the trust and confidence that spirit for every family in Bali, translated in the form of customs specific ritual in Banjar or the family and the village temple. Bali has a holiday calendar system that adapts to ceremony day in Bali, associated with customs that should be done by the people in Bali. Although some companies still operate in Bali holidays, the phenomenon most companies and the various types of work in Bali following the Balinese calendar system. Within on year of active working day in Bali ranges from 8-9 months. Customs, the demands of work and personal needs of the people of Bali will be very influential on the psychological workers in Bali and of course the effect on the level of work life balances workers themselves. Based on the above researchers wanted to see the work life balance of working people in Bali, and how differences in work life balance on government workers and employees of private companies. Work life balance is the purpose of workers in Bali is how to balance between works outside the home that produces incentives, work at home and extended family as well as the need for self-pleasures. This study uses a mixed method, the data collected through interviews, questionnaires, and open-ended questionnaire. Analysis of the data was using open coding and comparative analysis. Subject is taken government officials and Hindus employee in Bali. This research is expected to reveal differences in work life balance among employees who work in the realm of Bali government to private sector employees as well as how the characteristics of work life balance of Balinese employee.
Research Interests:
In classical measurement of career success has not necessarily represent the perception of bluecollar workers (Hennequin, 2007). The aim of this study was to explore what it means success in blue collar occupations and look for... more
In classical measurement of career success has not necessarily represent the perception of bluecollar workers (Hennequin, 2007). The aim of this study was to explore what it means success in blue
collar occupations and look for differences success career meaning between cultures. The study was survey on the total number of 40 blue collar worker (Balinese=20, Javanese=20). An open ended questionnaire was used to learn what succeed career means to blue collar worker. Five respondents was to interview to find out deeper explanation about their career success perceived. The data was analyzed using indigenous psychological approach. Coding, categorization, and cross-tabulation were run accordingly. The respondents answers were analyzed using descriptive analysis. Results showed that there are three criteria that can explain the meaning of career success on blue-collar workers, that is: (1) Material career success (hierarchical positions, monetary rewards, fullfill their needs). (2) Psychological career success (skill matching occupation, happy to working, work achievement). (3) Social career success (benefit to others). From respectively the ethnic group, Javanese worker is more directed towards the psychological career success criteria and Balinese workers is more directed towards the nateria career success criteria. This study gave the insight that the conceptualise of success career from blue collar worker was different towards each tribe and so different from the white collar worker.
Keyword : Career Succes, Blue Collar Worker, Balinese, Javanese
collar occupations and look for differences success career meaning between cultures. The study was survey on the total number of 40 blue collar worker (Balinese=20, Javanese=20). An open ended questionnaire was used to learn what succeed career means to blue collar worker. Five respondents was to interview to find out deeper explanation about their career success perceived. The data was analyzed using indigenous psychological approach. Coding, categorization, and cross-tabulation were run accordingly. The respondents answers were analyzed using descriptive analysis. Results showed that there are three criteria that can explain the meaning of career success on blue-collar workers, that is: (1) Material career success (hierarchical positions, monetary rewards, fullfill their needs). (2) Psychological career success (skill matching occupation, happy to working, work achievement). (3) Social career success (benefit to others). From respectively the ethnic group, Javanese worker is more directed towards the psychological career success criteria and Balinese workers is more directed towards the nateria career success criteria. This study gave the insight that the conceptualise of success career from blue collar worker was different towards each tribe and so different from the white collar worker.
Keyword : Career Succes, Blue Collar Worker, Balinese, Javanese
Research Interests:
Fenomena tingginya Perkawinan Usia Muda (PUM) terjadi di berbagai latar belakang masyarakat dunia seperti masyarakat di Asia Selatan, sub-Sahara Afrika, serta Amerika Latin dan Kepulauan Karibia, termasuk di Indonesia. Tingginya kasus PUM... more
Fenomena tingginya Perkawinan Usia Muda (PUM) terjadi di berbagai latar belakang masyarakat dunia seperti masyarakat di Asia Selatan, sub-Sahara Afrika, serta Amerika Latin dan Kepulauan Karibia, termasuk di Indonesia. Tingginya kasus PUM di negara berkembang terjadi seiring dengan tingginya permasalahan di bidang ekonomi, pendidikan, kesehatan, kependudukan dan sosial kultural yang dialami negara tersebut. Tingginya PUM tidak hanya terjadi di saat situasi dan keadaan dunia sedang berada dalam kondisi normal, tetapi justru meningkat di masa pandemi Corona Virus Disease (Covid-19). Terjadi peningkatan kasus PUM sebesar 12% selama Pandemi dan diprediksi mencapai 13 juta kasus hingga tahun 2030. PUM disebut pula sebagai fenomena patologi sosial karena dampak negatif yang ditimbulkannya dapat menjadi kontributor munculnya masalah sosial di masyarakat. Terdapat beberapa cara menangani PUM di Indonesia. Salah satu cara tersebut dilakukan dengan meninjau aspek sosial pada masyarakat Indonesia yaitu Modal Sosial. Maka pada artikel ini akan dikaji kemungkinan cara penanganan PUM dengan Modal Sosial melalui studi literatur. Dengan menggunakan dan mengoptimalkan Modal Sosial maka PUM diharapkan bisa diminimalisir sehingga tercapai solusi yang berguna bagi masyarakat dan pemerintah.
Research Interests:
Every company has a variety of different purposes which are in practice administered by employees. In the work, employees have expectations toward their company. If the expectations are met, it will achieve job satisfaction. However, in... more
Every company has a variety of different purposes which are in practice
administered by employees. In the work, employees have expectations toward their company. If the expectations are met, it will achieve job satisfaction. However, in situations that do not work according to the employees expectations, they can use emotional intelligence to deal with it so that employees can judge them positively, full of potential, always feel able to cope with stress and frustration experienced (Susantiny,
2001). So, it is assumed that there is a positive relationship between emotional intelligence and job satisfaction in employees. This research is a quantitative correlation. The independent variable is the emotional intelligence and the dependent variable is job satisfaction. Characteristics of the subjects are male and female employees, and has worked for more than 1 year or not on training. The sampling method is purposive sampling and the data collection method is by Emotional Intelligence Scale and Job Satisfaction Scale. The validity is face validity and logic validity. The reliability is by Internal consistency approach and use estimation techniques Cronbach alpha reliability coefficient (α). The data analysis method is by product moment correlation of Karl Pearson. The number of research subjects are 75 people. Emotional intelligence scale reliability is 0.9548 and job satisfaction scale reliability is 0.9068. Normality of emotional intelligence variable is 0.601 and normality of job satisfaction variable is 0.222. Linearity of both the two variables is 0.000. The correlation coefficient is 0.386 and its probability is 0.000 and
determination coefficient is 0.148. The conclusion is that there is a positive relationship between emotional intelligence and job satisfaction in employees.
administered by employees. In the work, employees have expectations toward their company. If the expectations are met, it will achieve job satisfaction. However, in situations that do not work according to the employees expectations, they can use emotional intelligence to deal with it so that employees can judge them positively, full of potential, always feel able to cope with stress and frustration experienced (Susantiny,
2001). So, it is assumed that there is a positive relationship between emotional intelligence and job satisfaction in employees. This research is a quantitative correlation. The independent variable is the emotional intelligence and the dependent variable is job satisfaction. Characteristics of the subjects are male and female employees, and has worked for more than 1 year or not on training. The sampling method is purposive sampling and the data collection method is by Emotional Intelligence Scale and Job Satisfaction Scale. The validity is face validity and logic validity. The reliability is by Internal consistency approach and use estimation techniques Cronbach alpha reliability coefficient (α). The data analysis method is by product moment correlation of Karl Pearson. The number of research subjects are 75 people. Emotional intelligence scale reliability is 0.9548 and job satisfaction scale reliability is 0.9068. Normality of emotional intelligence variable is 0.601 and normality of job satisfaction variable is 0.222. Linearity of both the two variables is 0.000. The correlation coefficient is 0.386 and its probability is 0.000 and
determination coefficient is 0.148. The conclusion is that there is a positive relationship between emotional intelligence and job satisfaction in employees.
Research Interests:
In Bali society, there is a horizontal division of community groups which is called as Catur Wangsa. The first group preferred to as the Brahmin, the second as a Warrior, the third Vaishya and Sudra is the fourth. The Balinese may join... more
In Bali society, there is a horizontal division of community groups which is called as Catur Wangsa. The first group preferred to as the Brahmin, the second as a Warrior, the third Vaishya and Sudra is the fourth. The Balinese may join into what category which is known by their name. Horizontal division is either directly or indirectly have an impact on daily life or during religious ceremonies and customs. The impact of that is the psychological well-being which is experienced by the Balinese. Therefore, the researchers assume that there are differences in psychological well-being among the Catur Wangsa. This research is quantitative, specifically comparison study. The subjects of this research are 80 Baliness both man and woman who their age are above 22 years old. The sampling method is non probability by using quota technique. The data collection method is by using Psychological Well-Being scale. Reliability of Psychological Well-Being scale is 0,611. Normality of Psychological Well-Being variable is 0,227. The score of homogeneity test is 0,996. By using One Way Anova as data analysis, it is found that probability score of Psychological Well-Being variable among Catur Wangsa is 0,008. It means there is Psychological Well-Being differences
among Catur Wangsa.
among Catur Wangsa.
Research Interests:
Balinese follows Wangsa system that divides their society into a particular social group. Wangsa is obtained through patrilineal system. Wangsa system effects on process and system of marriage in Bali. There are two kinds of Wangsa... more
Balinese follows Wangsa system that divides their society into a particular social group. Wangsa is obtained through patrilineal system. Wangsa system effects on process and system of marriage in Bali. There are two kinds of Wangsa different marriage in Bali, those are wife
Wangsa is lower than husband Wangsa that is called jero and wife Wangsa is higher than husband Wangsa that is called nyerod. On Wangsa different marriage, woman who marries with man who has higher Wangsa than her would be more acceptable by her parents because her parents are proud that their daughter can marry a man who has higher Wangsa. But when woman with higher Wangsa marry with a man who have lower Wangsa than her, then this marriage is avoided by Balinese because this marriage kind would cause the woman feel down to the lower class based on her husband Wangsa (Putra et al, 2014 ). Marriage can make someone happy although many social problems that must be faced. Happiness is one of the components of Subjective well-being. Subjective wellbeing focuses on how and why someone looks at his/her life in a positive way including cognitive judgment and affective reactions (Diener, 1984). Therefore, this article becomes the preliminary study as a basis in terms of discussing the difference of subjective wellbeing on Baliness women in nyerod, jero and pepadan marriage.
Wangsa is lower than husband Wangsa that is called jero and wife Wangsa is higher than husband Wangsa that is called nyerod. On Wangsa different marriage, woman who marries with man who has higher Wangsa than her would be more acceptable by her parents because her parents are proud that their daughter can marry a man who has higher Wangsa. But when woman with higher Wangsa marry with a man who have lower Wangsa than her, then this marriage is avoided by Balinese because this marriage kind would cause the woman feel down to the lower class based on her husband Wangsa (Putra et al, 2014 ). Marriage can make someone happy although many social problems that must be faced. Happiness is one of the components of Subjective well-being. Subjective wellbeing focuses on how and why someone looks at his/her life in a positive way including cognitive judgment and affective reactions (Diener, 1984). Therefore, this article becomes the preliminary study as a basis in terms of discussing the difference of subjective wellbeing on Baliness women in nyerod, jero and pepadan marriage.
Research Interests:
Gotong Royong is identified as old-fashioned, only thought to be practiced in villages and traditional activities, due to the tendency for Millennials to participate in modern activities that tends to make them anti-social. However, when... more
Gotong Royong is identified as old-fashioned, only thought to be practiced in villages and traditional activities, due to the tendency for Millennials to participate in modern activities that tends to make them anti-social. However, when KOMPAS put out polling with the question, "Is there still Gotong Royong in this millennial era," as much as 63.5% of the respondents said that there are Gotong Royong activities in their neighborhood. Additionally, as many as 53.2% of respondents felt satisfied with the government's attempt to institutionalize the cultural value in several sectors. Also, more than 70% of the respondents stated that the spirit of Gotong Royong is still embedded in society. This fact implies that the spirit of Gotong Royong is still actively practiced by Indonesians living in both rural and urban areas. Gotong Royong could transcend in any future era because it is a value deeply embedded in the Indonesian people.
Research Interests:
Gotong Royong, as an Indonesian national identity, is not a new concept because it is a long-standing Indonesian cultural value. As an Indonesian ancestor legacy, in the form of immaterial asset, Gotong Royong has been indicated to have... more
Gotong Royong, as an Indonesian national identity, is not a new concept because it is a long-standing Indonesian cultural value. As an Indonesian ancestor legacy, in the form of immaterial asset, Gotong Royong has been indicated to have been deeply rooted in the Indonesian society’s life. Therefore, there is a need to study and explore the meaning and history of Gotong Royong. This study employs library research, which allows the use of references in the form of articles, books, and journals as its primary data of analysis. The result of this study is that Gotong Royong has existed since Before Christ (B.C.) to the present. The conclusion of this study is the expectation that Gotong Royong is continually maintained as the way of life for Indonesians because Gotong Royong is evident in Pancasila, Bhineka Tunggal Ika, and in living a democratic life
Research Interests:
Gotong royong as a culture value and Indonesian identity becomes very vital and important for this nation and country. This statement is strengthened in the Opening of The 1945 State Constitution (Pembukaan Undang-Undang Dasar) of the... more
Gotong royong as a culture value and Indonesian identity becomes very vital and important for this nation and country. This statement is strengthened in the Opening of The 1945 State Constitution (Pembukaan Undang-Undang Dasar) of the Republic Indonesia in the Fourth Paragraph in which the core is that Indonesia will be able to achieve the great mission if the society applies gotong royong. However, in its development, gotong royong experiences decadence in understanding the meaning and its implementation, so that the prevention strategy is highly needed. One of the strategies offered by the researchers is using Social Capital. Thus, it is important to explore further about the roles of Social Capital toward gotong royong. This study is a library study using references in a form of books and journals, both online and printed forms. The result of this study is that Social Capital can be one of the solutions for the problem in this research, in which gotong royong itself is a social capital for Indonesian people. Therefore, it can be concluded that Indonesia needs to have the renewed understanding and to realize that by gotong royong, Indonesia can be a developed nation since gotong royong itself is a very vital and important social capital for Indonesian nation and country.
Research Interests:
Role of Compensation and Work Culture in Developing Professionalism of Journalist Dewi Puri Astiti, Nicholas Simarmata One of the fundamental issues of freedom of the press in Indonesia is low competency and professionalism of... more
Role of Compensation and Work Culture in Developing Professionalism of Journalist
Dewi Puri Astiti, Nicholas Simarmata
One of the fundamental issues of freedom of the press in Indonesia is low competency and professionalism of journalist. Professionalism of employees is determined by external and internal factors, external so it is caused by the low compensation given corporate culture media and journalists in the work done is determined by the organization and internal work associated with the competence and experience of the employees themselves.
Organizational culture where media companies and journalists working to determine the extent to which journalists can facilitate working with professionals. Other factors such as low compensation, resulting in low motivation and performance of journalists working in their profession.
Based formulation of the problem, so it needed a study to uncover how the role of compensation and organizational culture can affect the professionalism of journalists. This research is quantitative and qualitative research using the method of data collection through questionnaires spread, literary studies, and in-depth interviews. The research was conducted in Bali, take the subject of journalists who worked at several media companies. The result is expected to be a reference of minimal consideration for governments and regulator to determine the appropriate fair wage for Indonesian journalist in order to improve the professionalism of journalists as well as develop a better work culture in supporting the professionalism of journalist. Professionalism is important because, freedom of the press still have to be treated in the context of efforts towards a more democratic Indonesia.
Keywords : compensation, organizational culture and professionalism
Dewi Puri Astiti, Nicholas Simarmata
One of the fundamental issues of freedom of the press in Indonesia is low competency and professionalism of journalist. Professionalism of employees is determined by external and internal factors, external so it is caused by the low compensation given corporate culture media and journalists in the work done is determined by the organization and internal work associated with the competence and experience of the employees themselves.
Organizational culture where media companies and journalists working to determine the extent to which journalists can facilitate working with professionals. Other factors such as low compensation, resulting in low motivation and performance of journalists working in their profession.
Based formulation of the problem, so it needed a study to uncover how the role of compensation and organizational culture can affect the professionalism of journalists. This research is quantitative and qualitative research using the method of data collection through questionnaires spread, literary studies, and in-depth interviews. The research was conducted in Bali, take the subject of journalists who worked at several media companies. The result is expected to be a reference of minimal consideration for governments and regulator to determine the appropriate fair wage for Indonesian journalist in order to improve the professionalism of journalists as well as develop a better work culture in supporting the professionalism of journalist. Professionalism is important because, freedom of the press still have to be treated in the context of efforts towards a more democratic Indonesia.
Keywords : compensation, organizational culture and professionalism
Research Interests:
Money is a source of power. Not only at the state level and the macro society, the power of money was also influential in kinship and family. Who has the most money, in a family institution, will likely become the dominant factor in... more
Money is a source of power. Not only at the state level and the macro society, the power of money was also influential in kinship and family. Who has the most money, in a family institution, will likely become the dominant factor in decision-making important decisions. And vice versa, those who do not have the economic strength tend to be recessive in the family strength. This study aimed to find the relationship between the perception of money and decision-making power in the family in Bali. This study used quantitative research methods with material object or subject of study sample family in Bali. The selection of Bali as the locus of the research is based on several reasons, only between the others : the proximity both geographically and emotionally between university institutes, researchers, and the object of research. Another reason is the uniqueness of Balinese culture as a hybrid society that represents the meeting between international and local cultures combined into one. This study is expected to yield a quantitative description of the perception of money to the balinese family and its relation to Authorization decision making power in the balinese family.
Keyword : perception of money, family, decision making
Keyword : perception of money, family, decision making