5 October 2013 Jakarta, Indonesia

Improving Employee Relations for a Better Organizational Climate
Program & Abstract Proceedings
International Scientific Committee Hora Tjitra Murnizam Hj. Halik Fendy Suhariadi Suryana Sumantri Dwi Riyanti Prihatin Rostiana D. Nurdjajadi A. A. Anwar Prabu M. Bertina Sjabadhyni Editor Juneman Abraham Published by

Indonesian Association of Industrial & Organizational Psychology (APIO)

PROGRAM & ABSTRACT PROCEEDINGS INTERNATIONAL CONFERENCE
ISSN 2339-0565 Editor: Juneman Abraham

OF

5TH

APIO

International Scientific Committee: Prof. Dr. Hora Tjitra (Zhejiang University, China) Prof. Dr. Murnizam Hj. Halik (Universiti Malaysia Sabah, Malaysia) Prof. Dr. Fendy Suhariadi (Universitas Airlangga, Indonesia) Prof. Dr. Suryana Sumantri, M.S.I.E. (Padjadjaran University, Indonesia) Prof. Dr. Benedicta Prihatin Dwi Riyanti (Atma Jaya Catholic University, Indonesia) Dr. Rostiana D. Nurdjajadi (Tarumanagara University, Indonesia) Dr. A. A. Anwar Prabu Mangkunegara (Mercu Buana University, Indonesia) Dra. Bertina Sjabadhyni, M.Si. (APIO Jakarta, Indonesia)
First published by Indonesian Association of Industrial & Organizational Psychology (APIO) in collaboration with Mercu Buana University, October 2013 APIO Headquarter Secretariat Universitas Airlangga Kampus B, Fakultas Psikologi Jl. Airlangga 4-6, Surabaya 60286 Tel/Fax +62 31 5032 770; +62 31 50 144 60 / +62 31 5025 910 E-mail: apiokonferensi5@gmail.com; apiojkt@gmail.com www.apioindonesia.com
Cover Design: Tommy Hendrawan xi + 86 pages 17,6 x 25 cm

Mercu Buana University Fakultas Psikologi Jl. Meruya Selatan, Kembangan DKI Jakarta 11650 Tel/Fax +62 21 58903455 / +62 21 5861906 E-mail: sc.psikoumb@gmail.com; penyunting@jpio.org www.mercubuana.ac.id

Opening Speech
PRESIDENT OF ASSOCIATION OF INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY (APIO) IN INDONESIA IN THE 5TH APIO INTERNATIONAL CONFERENCE Mercu Buana University, JAKARTA 5TH OCTOBER 2013

To the Coordinator Minister of Economic, Mr. Hatta Rajasa who I respect, To the Governor of Jakarta, Mr. Joko Widodo who I respect, To the Rector of Mercu Buana University, Mr Dr. Arrisetyanto Nugroho, M.M., who I respect, And to the all of keynote speakers, Mr. Prof. Hora Tjitra and Mr. Prof. Dr. Murnizam Hj. Halik, who I respect And everyone who attending at this place today, who I respect.

Assalamualaikum wr. wb. In this morning, let us reflect and pray together for a moment, hopefully we are up this morning still blessed with happines by God the Almighty Allah SWT, given the power to give thanks always. And, let us prove to keep running and stay away from the obligation imposed by Allah the Lord is the Most Just. First of all, I would like to thank you to the Dean of Faculty of Psychology Mercu Buana University Dr. H. A. A. Anwar Prabu Mangkunegara, and the Chairman of APIO DKI Jakarta Dra. Bertina Sjabadhyni, M.Si., Psi. as a coordinator of steering committee and all of person who give their contribution, support and effort for this event, and make this event come true.
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Today is the 5th of APIO conference, in which previously we held conference in Surabaya at 2002, in Bandung at 2005, in Jogjakarta at 2007, National symposium in Jakarta at 2009 and last in Surabaya at 2010. Interestingly that today at the 5th of APIO conference is the same date with the anniversary of APIO in which at 5th of October 1999. So, hopefully with the spirit of anniversary we can use this event to make APIO better. APIO believed that the main purpose on their activities in academic meeting and conferences is to develop science in industrial and organizational psychology and also as a tools for developing competencies in every practicioner in industrial and organizational psychology. Today, we took issue is “Improving Employee Relations for a Better Orginzational Climate”, in which through this issue, APIO will have contribution to make employee relations in Indonesia better.

Well, Ladies and Gentleman, As we know today, in every organization facing rapid competition, in order to winning its competition they should have good human resources and also strong employment relationship with their organization’s members. But, unfortunately managing human resources and employment relations are not easy et all, since there are many significant changing in dynamic organizational environment and workforce such as the rise of knowledge worker, generation gap, conflict between employer and employees, changing in psychological contract, and increasing amount of dual career family in which more or less affecting human resources management and organizational climate. Furthermore, in order to have comprehensive discussion related to the issue in employee relations, we choose eight sub topics such as organizational change and leadership, work life balance and engagement, managing employees performance and productivity, compensation and benefit, work health and safety, industrial relations, employees well being, and also hot issues today in Indonesia is about outsourcing and its equal opportunity and also policies. On every sub topics, we put psychological
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aspects and human resources management as a focus of discussion on this international conference. However, Industrial and Organizational Psychologist should have contribution to help organization facing these changing and building strong climate in organization, to make it more better and achieve their competitive advantage. Through combining between scientific approach and practicioner approach, we believed that we can give comprehensive solution to the organization in order to improve their employment relations and then lead to build strong organizational climate. Finally, that’s all my speech, may what I have delivered be usefull for us and for this international conference, I believed everyone who attended this event can have interesting interactions each others, and also having many benefit for their knowledge and also practice. As human being, I realize that I can’t avoid the mistakes, so I apologize to you all, and I don’t forget to say thanks so much for your attention. And happy conferencing.

Warm regards,

Prof. Dr. Fendy Suhariadi, M.T. President of APIO

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Preface
I am honored to welcome you to the 5th APIO International Conference in Mercu Buana University, Jakarta. I would like to express my deepest gratitude to Prof. Dr. Fendy Suhariadi as the President of APIO who has been collaborating with us in Faculty of Psychology, Mercu Buana University, Dra. Bertina Sjabadhyni, M.Si., Psi. serving as the Chairman of APIO of DKI Jakarta, Prof. Dr. Hora Tjitra as a Professor from Zheijiang University, China, and Prof. Dr. Murnizam Hj. Halik as a Professor of School Psychology from University of Malaysia Sabah, for your assistance, support and expertise, which are so important that could hardly be overestimated. I would like to thank all presenters and participants of call for paper; sharing your knowledge and ideas is highly valuable and needed. I wish to all of us fruitful discussions, interesting findings and observations. I would like to inform you that the paper presented by the participants and given a decent value by reviewers will be published in Scientific Journal of Industrial & Organizational Psychology (Jurnal Ilmiah Psikologi Industri dan Organisasi/JPIO) (ISSN 2302-8440). Finally, I believe that everyone attending this conference will greatly benefit from this international event, and I hope that you will have a productive interaction during the conference. With gratitude and best wishes, I hope for a successful strategic collaboration, for present and future, for all of the participants, in the area of universities, industries and government. Let us keep moving forward. Best of Luck and May God Bless Us all. Yours Sincerely,

Dr. H. A. A. Anwar Prabu Mangkunegara Dean of Faculty of Psychology, Mercu Buana University
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Table of Contents
Opening Speech Preface Table of Contents Program Parallel Session ROOM 1 – Organizational Change and Leadership ROOM 2 – Organizational Change and Leadership ROOM 3 – Others ROOM 4 – Work-Life Balance and Engagement ROOM 5 – Work-Life Balance and Engagement ROOM 6 – Employee Performance & Productivity Prof. Dr. Hora Tjitra Prof. Dr. Murnizam Hj. Halik About APIO APIO History APIO Vision APIO Mission APIO Organization (2010-2014) APIO Conference & Symposium APIO Books & Proceedings vii iii vi vii 2 4 4 5 6 7 8 9 10 15 19 19 19 19 20 21 21

APIO Scientific Journal (JPIO) ABSTRACT PROCEEDINGS

22 24

Building Organizational Culture Based on Competing Value Framework to Gain Competitive Advantage 25 Diagnosing Indonesian Organizations using Blockage Organization Inventory 26 Leader Member Exchange Telecommunication Company in Organizational Context: Study in 27

The Effects of Internal Corporate Social Responsibility Organization Commitment in Education Institutions

to Employees’ 28

The Impact of Individual Perception to Organizational Readiness For Change, Individual Readiness for Change and Psychological Empowerment on Commitment to Change 30 The Impact of Transformational Leadership and Organizational Justice to Commitment to Change 31 The Role of Organizational Trust and Change Leadership to Commitment to Change 32 The Effect of Job Satisfaction and Leadership Style on The Organizational Commitment of University X in Surabaya 33 Integrating Organizational Values Using Continuation Workshop (ShopAn) Program 34 Effects of Perceived Organizational Support as Moderator Variable on Correlation of Self Efficacy and Procrastination 35 Understanding Prophetic Leadership (Developing Moral Leadership Based on Islamic Culture of Indonesia) 36 Influence of General Manager Leadership Style and Work Environment towards Work Motivation among Employees of PT X at Sidoarjo 37 The Contribution of Organization’s Capability, Participation and Climate of Change towards the Commitment to Change through the Openness to Change 38 Creative Problem Solving Training as an Intervention for Improving Employee Creativity and Employee Readiness for Change 40 viii

Increasing Individual Attitude of Employee in order to Support The Readiness for Change of The Employees of XYZ Institutions in The Bureaucratic Reform 41 The Relationship of Organizational Climate with Organizational Citizenship Behavior of Permanent Lecturer who has been Certified in State Islamic University Maulana Malik Ibrahim (UIN Maliki) Malang 43 Improving Employee Financial Management Behavior Company in Manufacturing 45

Psychology Students’ Career Choice from Career Developmental Stage Perspective: A Study in X University Jakarta 46 BlackBerry consumers in Indonesia: Purchasing Decision, Customer Satisfaction, Lifestyle, and the Words of Mouth Communication 47 Self Employment and Career Performance 48

The Effect of Discount Commercials Attach to Credit Cards on Female Adolescents Impulsive Buying 49 The Implementation of Assessment Center in XYZ Institution in the promotion of structural positions in XYZ Institution in The Era of Bureaucratic Reform 50 Structural Model of The Influencing Factors of The Subjective Well-Being of The Prisoners 51 The Predictive Model of Relationship between Role Stress, Personality, and Sales Performance in Services Marketing 52 Exit Interview and Self-Disclosure: How Former Employees Reveal Personal Information and Feeling as They Leave the Organization 53 The Relationship of Job Satisfaction, Organizational Commitment, and Job Involvement of Permanent Employee of PT Bank Rakyat Indonesia (Persero) Surabaya Region 54 The Role of Social Support as a Moderator Variable on Relationship between Job Demands and Work Engagement 55 The Contribution of Work Engagement on Psychological Well Being Psychological Capital and Work Engagement Work Life Balance of Balinese Employee in Bali ix 56 57 58

The Role of Subjective Well Being (SWB) as Intervening Variable between Workplace Spirituality and Work Engagement 59 The Effect of Psychological Climate and Work-Related Stress on The Work Motivation of Surabaya Plaza Hotel's Employees 60 The Super Consciousness Approach to improve Employee Engagement, WorkLife Balance, and PBSC (Personal Balanced Score Card) 61 Stress Coping among the Seafarers: How does Emotional Intelligence Give Effects? 63 The Influence of Job Stress and Organizational Climate toward Organizational Commitment in PT Indoceria Plastic and Printing 64 Influence of The Job Motivation and The Impact of Job Stress on Job Satisfaction Employess at PT Coldwell Banker Commercial, City Of Tommorow, Surabaya 65 The Influence of Personality Traits towards Organizational Commitment through Work Engagement as Mediating Variable on Lecturers at a Private University in Indonesia 66 The Relationship between Followership and Production Operator PT X Employee Engagement of 67

Description of The Quality of Work Life Employee at CV Naradha Pramana Surabaya 68 The Correlation between Followership and Job Satisfaction in Factory Workers 69 The Effect of Transformational Leadership and Job Satisfaction on Employee Performance in Citibank Indonesia 70 Factors Influencing the Success of Creative Industry Business in Jakarta 71

The Correlation between Job Insecurity and Organizational Commitment of Outsourcing Employee 72 What “Work Load Analysis” Can Be Effective as a HR Tools? (A Case Study at PT “XYZ” Jakarta) 73 The Influence of Work Motivation and Job Satisfaction toward Employee’s Performance of PT Hypermart City of Tomorrow Surabaya 74 Is The Identity of Organization Related to Innovative Behavior in The Workplace? 76 x

Role of Compensation and Work Culture in Developing Professionalism of Journalists 77 Relationship between Employee Attitude toward Safety Talk and Intention to Implement Occupational Health and Safety at PT Wijaya Karya PPB Bogor 78 Influence of Job Satisfaction and Work Motivation toward Organizational Commitment of Outsourcing Employee PT Coldwell Banker Commercial Capital Surabaya 79 The Assessment Guidelines for The Best Paper Prof. A. S. Munandar, Dipl.Psych. Board of the Committee Members About Mercu Buana University 80 82 84 86

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5th APIO International Conference

Program
Time 07.00 – 08.00 Activities Participant Registration & Morning Snacks Opening Ceremony 1. National Anthem : Indonesia Raya 08.00 – 08.30 2. Opening Speech: APIO President 3. Conference Opening by Rector Universitas Mercu Buana 4. Indonesia Folk Song Developing People with Harmony UMB Choir Prof. Dr. Fendy Suhariadi Dr. Ir. Arissetyanto Nugroho, M.M. UMB Choir Ir. Joko Widodo (Governor of DKI Jakarta) Guest Speaker : Prof. Madya Dr. Murnizam Hj. Halik (Dean School of Psychology & Social Work University Malaysia Sabah) Prof. Dr. Hora Tjitra (Professor of Zhejiang University, China) Information

08.30 – 09.00

09.00 – 10.30

Current Research Issues In Human Capital Management

10.30 – 12.00

Intercultural & International Management and Organizational Development Lunch Break Parallel Sessions Reviewers meeting Coffee break 2

12.00 – 13.00

13.00 – 16.00

Presenters & Moderator Reviewers

16.00 – 16.30

5th APIO International Conference

Time

Activities Summary and Recommendation of the 5th APIO International Conference

Information Dr. Seger Handoyo, Psikolog (Dean of Faculty of Psychology Universitas Airlangga, Surabaya, Indonesia)

16.30 – 17.30

Celebration Anniversary

of

APIO

Announcement of the Winner of the “Prof. Dr. A.S. 17.30 – 18.00 Munandar, Dipl.Psych. Award” Closing Ceremony

Prof. Dr. Fendy Suhariadi, M.T. (APIO President)

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5th APIO International Conference

Parallel Session
ROOM 1 – Organizational Change and Leadership
MODERATOR: HERISON P. PURBA, M.A.
NAME Helliyani Esterina Hakh TITLE Building Organizational Culture Based on Competing Value Framework to Gain Competitive Advantage Diagnosing Indonesian Organizations using Blockage Organization Inventory Leader Member Exchange in Organizational Context: Study in Telecommunication Company The Effects of Internal Corporate Social Responsibility to Employees’ Organization Commitment In Education Institutions The Impact of Individual Perception to Organizational Readiness for Change, Individual Readiness for Change and Psychological Empowerment on Commitment to Change The Impact of Transformational Leadership and Organizational Justice to Commitment to Change The Role of Organizational Trust and Change Leadership to Commitment to Change The Effect of Job Satisfaction and Leadership Style on The Organizational Commitment of University X in Surabaya NO 1 TIME 13.00 – 13.15

SATURDAY, 5 OCTOBER 2013: 13.00 – 16.00

2

Wustari Mangundjaya

13.15 – 14.30

3

Theda Renanita

14.30 – 14.45

4

Rina Ekawati

14.45 – 15.00

5

Rindang Ayu

15.00 – 15.15

6

Ariyanti Puspa Pratiwi

15.15 – 15.30

7

Rinjani Ramadhani

15.30 – 15.45

8

Yurike Arlinda Rante Allo

15.45 – 16.00

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5th APIO International Conference

SATURDAY, 5 OCTOBER 2013: 13.00 – 16.00

ROOM 2 – Organizational Change and Leadership
MODERATOR: DIMAS ARYO WICAKSONO, M.A.
NAME Dewi Melani TITLE Integrating Organizational Values Using Continuation Workshop (ShopAn) program Effects of Perceived Organizational Support as Moderator Variable on Correlation of Self Efficacy and Procrastination Understanding Prophetic Leadership (Developing Moral Leadership Based on Islamic Culture of Indonesia) Influence of General Manager Leadership Style and Work Environment towards Work Motivation among Employees of PT X at Sidoarjo The Contribution of Organization’s Capability, Participation and Climate of Change towards the Commitment to Change through the Openness to Change Creative Problem Solving Training as an Intervention for Improving Employee Creativity and Employee Readiness for Change Increasing Individual Attitude of Employee in order to Support The Readiness for Change of The Employees of XYZ Institutions in The Bureaucratic Reform The Relationship of Organizational Climate with Organizational Citizenship Behavior of Permanent Lecturer who has been Certified in State Islamic University Maulana Malik Ibrahim (UIN Maliki) Malang NO 1 TIME 13.00 – 13.15

2

Kristiana Dewayanti

13.15 – 14.30

3

Sus Budiharto

14.30 – 14.45

4

Jessica Chandra

14.45-15.00

5

Erika Kusumaputri

15.00-15.15

6

Imam Subekti

15.15-15.30

7

Irwansyah

15.30-15.45

8

Ainun Mahmudah

15.45-16.00

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5th APIO International Conference

SATURDAY, 5 OCTOBER 2013: 13.00 – 16.00

MODERATOR: EKA GATARI, M.Psi.
NO 1 NAME Dyah Z. Wyandini TITLE Improving Employee Financial Management Behavior in Manufacturing Company Psychology Students’ Career Choice from Career Developmental Stage Perspective: A Study in X University Jakarta BlackBerry Consumers in Indonesia: Purchasing Decision, Customer Satisfaction, Lifestyle, and the Words of Mouth Communication Self Employment and Career Performance The Effect of Discount Commercials Attach to Credit Cards on Female Adolescents Impulsive Buying The Implementation of Assessment Center in XYZ Institution in the promotion of structural positions in XYZ Institution in The Era of Bureaucratic Reform Structural Model of The Influencing Factors of The Subjective Well-being of The Prisoners The Predictive Model of Relationship between Role Stress, Personality, and Sales Performance in Services Marketing TIME 13.00 – 13.15

ROOM 3 – Others

2

Anggita Dian Cahyani

13.15 – 14.30

3

Verina Halim

14.30 – 14.45

4

Sumaryono

14.45 – 15.00

5

Maria Febriana Nurselly Hutapea

15.00 – 15.15

6

Irwansyah

15.15 – 15.30

7

Alimatus Sahrah

15.30 – 15.45

8

Verina H. Secapramana

15.45 – 16.00

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5th APIO International Conference

ROOM 4 – Work-Life Balance and Engagement
MODERATOR: DR. ROSTIANA
NO NAME Gita Widya L aksmini Soerjoatmodjo TITLE Exit Interview and Self-Disclosure: How Former Employees Reveal Personal Information and Feeling as They Leave The Organization The Relationship of Job Satisfaction, Organizational Commitment, and Job Involvement of Permanent Employee PT Bank Rakyat Indonesia (Persero) Tbk Surabaya Region The Role of Social Support as A Moderator Variable on Relationship Between Job Demands and Work Engagement The Contribution of Work Engagement on Psychological Well Being Psychological Capital and Work Engagement Work Life Balance of Balinese Employee in Bali The Role of Subjective Well Being (SWB) as Intervening Variable Between Workplace Spirituality and Work Engagement The Effect of Psychological Climate and Work-Related Stress on The Work Motivation of Surabaya Plaza Hotel's Employees TIME

SATURDAY, 5 OCTOBER 2013: 13.00 – 16.00

1

13.00 – 13.15

2

Yusak

13.15 – 14.30

3

Annisaa Miranty Nurendra

14.30 – 14.45

4

Kuncono Teguh Yunanto

14.45 – 15.00

5 6

Adi Kristiawan Dewi Puri Astiti

15.00 – 15.15 15.15-15.30

7

Rostiana

15.30-15.45

8

Grace Damba Batti’ Sombolayuk

15.45-16.00

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5th APIO International Conference

SATURDAY, 5 OCTOBER 2013: 13.00 – 16.00

ROOM 5 – Work-Life Balance and Engagement
MODERATOR: RAYINI DAHESIHSARI, Ph.D.
NAME Nurlaila Effendy TITLE The Super Consciousness Approach to Improve Employee Engagement, Work-Life Balance, and PBSC (Personal Balanced Score Card) Stress Coping among the Seafarers: How does Emotional Intelligence Give Effects? The Influence of Job Stress and Organizational Climate Toward to Organizational Commitment in PT Indoceria Plastic and Printing Influence of The Job Motivation and The Impact of Job Stress on Job Satisfaction Employess at PT Coldwell Banker Commercial, City Of Tommorow, Surabaya The Influence of Personality Traits Towards Organizational Commitment through Work Engagement as Mediating Variable on Lecturers at A Private University in Indonesia The Relationship between Followership and Employee Engagement of Production Operator PT X Description of The Quality of Work Life Employee at CV Naradha Pramana Surabaya The Correlation between Followership and Job Satisfaction in Factory Workers NO 1 TIME 13.00 – 13.15

2

Rini Nurahaju

13.15 – 14.30

3

Tenti Murti Sari Gea

14.30 – 14.45

4

Richard Alberto Taner

14.45 – 15.00

5

Zamralita

15.00 – 15.15

6

Yunita Widiyawati

15.15 – 15.30

7

Priskila Widia

15.30 – 15.45

8

Freddy Suryadi

15.45 – 16.00

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5th APIO International Conference

SATURDAY, 5 OCTOBER 2013: 13.00 – 16.00

ROOM 6 – Employee Performance & Productivity
MODERATOR: SAMI’AN, M.PSI
NO 1 NAME A. A. Anwar Prabu Mangkunegara Benedicta Prihatin Dwi Riyanti Wayan Pertiwi Artha Sari TITLE The Effect of Transformational Leadership and Job Satisfaction on Employee Performance in Citibank Indonesia Factors Influencing the Success of Creative Industry Business in Jakarta The Correlation between Job Insecurity and Organizational Commitment of Outsourcing Employee What “Work Load Analysis” Can Be Effective as a HR Tools? (A Case Study at PT “XYZ” Jakarta) The Influence of Work Motivation and Job Satisfaction toward Employee’s Performance of PT Hypermart City of Tomorrow Surabaya Is The Identity of Organization Related to Innovative Behavior in The Workplace? Role of Compensation and Work Culture in Developing Professionalism of Journalists Relationship between Employee Attitude toward Safety Talk and Intention to Implement Occupational Health and Safety at PT Wijaya Karya PPB Bogor Influence of Job Satisfaction and Work Motivation toward Organizational Commitment of Outsourcing Employee PT Coldwell Banker Commercial Capital Surabaya TIME 13.00 – 13.15

2

13.15 – 14.30

3

14.30 – 14.45

4

Gede Umbaran Dipodjoyo

14.45 – 15.00

5

Medarnus Telaumbanua

15.00 – 15.15

6

Arum Etikariena

15.15 – 15.30

7

Dewi Puri Astiti

15.30 – 15.45

8

Fitri Arlinkasari

15.45 – 16.00

9

Ryan Daniel de Fretes

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5th APIO International Conference

Prof. Dr. Hora Tjitra

Date and place of Birth: Address: E-mail:

09/24/1969 Surabaya, Indonesia Fengqi Road, Hangzhou, China htjitra@zju.edu.cn

Associate Professor for Applied Psychology specialized in Organizational and Cross-cultural Psychology Zhejiang University, China

Education Technical University of Braunschweig (Germany): German Dipl.Psych. (MSc.) in Organizational Psychology and HR Management (1996), University of Regensburg (Germany): PhD in Cross-cultural Psychology and Strategic Management (2000), INSEAD (Singapore / France): Professional Certification in HR Management Asia (2001) Position within the Organization Past position: Research Assistant at the Technical University of Braunschweig, Germany (1994-1996), Research Fellow at the Regensburg University, Germany (1996-1999), Senior Consultant at
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5th APIO International Conference

PricewaterhouseCoopers, Germany (1999 - 2001), Senior Manager at Change International, Germany (2002-2003), Associate Managing Director at Mobley Group Pacific, China (2004-2008) since 2004 - now, associate professor for applied psychology at the Zhejiang University, China. Research focus on Organizational and Cross-cultural Psychology; since 2008 - now, executive director of Tjitra Management Consulting, China, Hong Kong and Indonesia. Committee Membership, Coordination of Research Projects and other Duties since 2013 reviewer of Scientific Journal of Industrial and Organizational Psychology (Jurnal Ilmiah Psikologi Industri dan Organisasi – APIO PP Himpsi & Universitas Mercu Buana) since 2007 consulting editor of Indonesian Journal of Psychology (Jurnal Psikologi Indonesia - Unpad, Bandung) since 2010 head of education committee, InaCham Shanghai (Indonesian Chamber of Commerce), China. Management Consultant for diverse Multinational Corporations incl. Siemens, SAP, Dupont, BASF, Saint-Gobain, , Johnson Control, Evonic, DHL, Deutsche Bahn, Hugo Boss, Lufthansa, Air China, Telkom Indonesia etc. Members of International Association for Applied Psychology (IAAP), International Association for Cross-cultural Psychology (IACCP) and International Academy of Intercultural Relation (IAIR). Teaching Experiences and Visiting Positions Undergraduate courses in Organizational Psychology and Qualitative Research, post-graduate courses in Advanced Qualitative Research, Psychology of Intercultural Behavior and International Strategic Development. Visiting Professor for MBA, EMBA and PhD Program at CEIBS (China), Ohm Hochschule (Germany), Euromed (France), Science-Po (France), IKF (Switzerland), University of Liechtenstein (Liechtenstein) and Universitas Padjajaran (Indonesia). Visiting Professor for undergraduate and post-graduate in Psychology at Unika Atma Jaya (Indonesia), Universitas Padjajaran (Indonesia), Universitas Airlangga (Indonesia), Universitas Tarumanagara
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5th APIO International Conference

(Indonesia), Universitas Paramadina (Indonesia), Universitas Surabaya (Indonesia), and Universitas Ciputra (Indonesia). Recent Research Work Leading and Managing Larga Scale Change. In collaboration with the Columbia University and Atma Jaya Indonesian Catholic University, 2012-ongoing. Building Global Competence for Asian Leaders. HCLI (Human Capital Leadership Institute [think-tank of the Singaporean ministry of man power]), Singapore. 2010 - ongoing Intercultural Employability of Chinese-German Young Professionals. BMBF (German Federal Ministry of Education and Research), Germany. 2010. Benchmarking Learning and Development Best Practices in China. Qide Houban Management Consulting, Hong Kong. 2008 - 2009. Analysis of Top Management Team in International Joint-Venture in China. Ameco Beijing (an IJV of Lufthansa and Air China), China. 2008. Comparative Study on Chinese and Indonesian Intercultural Sensitive. Unika Atma Jaya and Zhejiang University. 2007 - 2009. Comparative Study of German and China Learning Behavior Adaptation of Technology Transfer between West and East. SAP AG (the third largest software company in the world), Germany. 2007 2008. Indigenous Study of Chinese Intercultural Sensitivity in the Tourism Industry. Zhejiang University. 2004 - 2006. Comparative Study on German, Chinese, and Indonesian Dynamic Decision Making: computer based Simulation Approach. Zhejiang University. 2004 - 2006. Recent Publications (selected) Book & Book Chapter Tjitra, H.W., Ramakrishnan, M, & Panggabean, H. (2012). Building the Global Competence for Asian Leaders. In W. Mobley, Y. Wang & M. Li (eds.). Advance in Global Leadership Vol. 7. Bingley, UK: Emerald Group. (269-290) (in English) Tjitra, H.W. & Deng, W. (2011). Intercultural Sensitivity of Chinese
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Professional in Tourism Industry. In W., Dreyer & U., Hoessler (Eds.). Perspectives of Intercultural Competence. Goettingen: Vandenhoeck & Ruprecht. (in English) Tjitra, H. W. (2007). Achieving Sustainable Results through Organizational Culture. In D., Moeljono & S., Sudjatmiko (Eds.), Corporate Culture: Challenge to Excellence. Jakarta: Elex Media (173178) (in Indonesian) Tjitra, H.W. & Thomas, A. (2006). Intercultural Competence and Synergy Development. In H., Niklas, B., Müller, & H., Kordes (Eds.), Intercultural Thinking and Action. Frankfurt: Campus (249 – 257). (in German) Tjitra, H. W. & Müller, M. (2003). Promoting Intercultural Synergy through Arrangements in Human Resource Development. In Beck, A. (Eds.). HR Management: Successful Models in Implementation of HR Projects. Ostfildern: TAE (433-440). (in German) Peer Reviewed Journal & Professional Magazines Panggabean, H., Murniati, J., & Tjitra, H.W. (2012). Profiling Intercultural Competence in Asian Workgroups. International Journal of Intercultural Relations. (in English) Tjitra, H.W., Panggabean, H. & Zheng, J.W. (2011). Asian Leadership: Neighbors and Strangers. HQ Asia Vol 1, 88-90. (in English) Tjitra, H.W.. Verlinden, L. & Weiss, J. (2010). Learning and Development in China: Best-Practice Survey. Personal, 10, 20-22. (in German). Tjitra, H.W. & Jie, L. (2010). An Analysis of contemporary practice and theories in intercultural learning and training. Chinese Journal of Ergonomics, Vol. 16 (1).(in Chinese) Tjitra, H.W., Jenewein, T. & Bartsch, C. (2008). Comparative Study on Chinese Learning Behaviors. Weiterbildung, 6, 36 - 39. (in German). Tjitra, H. W., Guo, Y., & Zhang, Y. (2007). Group differences in learning behaviors between students and employees. Anima Indonesian Psychological Journal, 23(1), 1-9. (in English) Tjitra, H. W. (2005). Building Organizational Culture that Makes Results and Sustain Success. In Executive Focus, Edition 4 (1), 77. (in Indonesian) Tjitra, H. W. (2003). Doing Business in Asia: The Challenge of Diversity and Different Cultural Orientation. In MCE Executive Issue,
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Vol. 19, 6 - 7. (in English) Tjitra, H.W. & Anwander, E. D. (2002). Potentials and Limitation of the (blended) e-Learning to Support the Intercultural Cooperation due to (Virtual) International Assignment. In Personal, Vol. 54 (01), 730 733. (in German) Invited Keynote Speeches and Peer Reviewed Conference Papers Understanding Asian Values in Global Dynamic; invited keynote panelist at the International Public Relation Summit 2012 in Bali, Indonesia (2012) (in English). The New Frontiers of Global Indonesian; invited keynote speech at the 30th Dies Natalis of Faculty of Psychology, University of Surabaya in Surabaya, Indonesia (2012) (in Indonesian). Cross-cultural Leadership of Asian Leaders in the New Globalism; invited keynote speech at the 1st International Conference "From Local Manager to Global Manager" in Jakarta, Indonesia (2011) (in English). Building High-Performance of Top Management Team in International Joint-Venture; invited keynote speech at the largest European HR Conference and Exhibition, 11th Zukunft Personal in Cologne, Germany (2010) (in English). Unlocking Chinese Innovation Power: A Learning Journey from LowCost Manufacturer to High-Tech Innovation. invited keynote speech at the 4th Biennial Conference of Indonesian Organizational and Industrial Psychology in Surabaya, Indonesia (2010) (in Indonesian). Developing Intercultural Competence of Global Leaders; invited speech at the international conference Professional Learning Europe in cologne, Germany (2010) (in English). Behavioral Expectation Model of Chinese learning effectiveness in the higher education and workplace environment; paper presented at the 7th Biennial Conference of Asian Association of Social Psychology in Kota Kinabalu, Malaysia (2007) (in English) Effective Learning and Course Instruction in Corporate Training and Development: Qualitative In-depth Interview in the Chinese Cultural Context; paper presented at the Asian Educational Miracle in Incheon, Korea (2006) (in English) Corporate Culture and Organizational Effectiveness in Asia; invited keynote panelist speech at the 2nd Biennial Conference of Indonesian Organizational and Industrial Psychology in Bandung, Indonesia (2005) (in Indonesian).
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Prof. Dr. Murnizam Hj. Halik

Dean School of Psychology and Social Work Universiti Malaysia Sabah Jalan UMS, 88400 Kota Kinabalu, Sabah Tel: 014-6511433 (Hp); 088-320000 (ext 8011); 088-320247 (DL) Academic Qualifications 1991-1995: Bachelor in Human Science (Psychology) Hons.; International Islamic University Malaysia 1996-1997: MSc. In Industrial Psychology; University of Hull, U.K. 2003-2006: PhD in Psychology; University of Exeter, U.K. 2008: Senior Lecturer, UMS 2011: Associate Professor, UMS Publications Murnizam Hj. Halik , Amran Ahmed. (2012). Analysis of graduate tracer study 2007. Kota Kinabalu Sabah: UMS. Dahlan Malek, Beddu Salam Baco, Mohammad Azhar Mohammad Nor, Ida Shafinaz, Murnizam Halik, Adi Fahruddin. 2012). Coping strategies
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and Psychological Health Among Emergency Workers: Implications for Social Work. Asian Journal of Social Work. Halik, M., Adillah, N., Xuan, L.A. and Hamidah Jarimal. (2011). Cleveland Adolescent Sleepiness Questionnaire (CASQ): Sleep pattern among undergraduates in Malaysia. Journal of Educational Psychology and Counselling, Vol (4), pp 38-47 Halik, M. and Webley, P. (2011). Adolescents understanding of poverty and the poor in rural Malaysia. Journal of Economic Psychology, 32 (2). pp. 231-239 Murnizam Hj. Halik. (2001). Spatial ability tests as a predictor of trainability in arthroscopic surgery. Borneo Science, (9), pp 112-134 Murnizam Hj. Halik. (2001).The effects of goal setting towards typing performance. Jurnal Kinabalu, (7 & 8), pp 88-96 Proceedings (selected) Murnizam Halik, Rasid Mail, Zall Kepli Md Rejab, Mat Salleh Ayub, Patricia Joseph Kimong. (2011). Attribution For Poverty Among The Poor In Rural Areas In Sabah, Malaysia. The 9th Biennal Conference of Asian Association of Social Psychology, Kunming, China. Chua Bee Seok, Murnizam Halik, Shuaib Che Din. (2010). Characteristic Of Relapse And Substance Use Among Adolescents In Malaysia. Seminar Psikologi Kebangsaan 2010 Ferlis Hj. Bahari, Murnizam Halik, Rosnah Ismail. (2010). Pemahaman Dan Deskripsi Makna Kebahagiaan (Happiness) Dari Sudut Pandangan Remaja Yang Berumur Antara 13 Hingga 19 Tahun. Seminar Psikologi Kebangsaan 2010. Murnizam Halik, Rasid Mail, Mat Salleh Ayub, Zall Kepli Rejab Attribution for Poverty: Ideological Structures among The Poor in Sabah. The 10th Conference Of The Asia Pacific Sociological Association (APSA 10). Ferlis Hj. Bahari, Rosnah Ismail, Murnizam Hj. Halik , Lailawati Madlan, Alfred Chan, Norzihan Ayub, Patricia Joseph Kimong, Jasmine Adela Mutang. 2010. Proses Pembentukan Skala Psikologi Kebahagian (Happiness) Remaja (SPK-R) Di Sabah. Seminar Psikologi Kebangsaan 2010. Ho Cheah Joo, Murnizam Hj. Halik. 2010. Kualiti Hidup Pekerja : Perhubungan Di Antara Kualiti Hidup Dengan Konflik Kerja-Keluarga. Seminar Psikologi Kebangsaan 2010. Ismail Maakip, Peter S.K. Voo, Murnizam Hj. Halik, Krishnaveni A/P Achebabu. 2010. The Effects Of Job Satisfaction Toward Relationship
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Between Personality And Counter Productive Work Behavior Among Workers at Universiti Malaysia Sabah. Seminar Psikologi Kebangsaan 2010. Murnizam Hj. Halik, Mat Salleh Hj. Ayub,Rashid Hj. Mail, Zall Kepli Md. Rejab. 2010. Keusahawanan Sosial : Model Baru Dalam Membasmi Kemiskinan Luar Bandar. Seminar Psikologi Kebangsaan 2010. Murnizam Hj. Halik, Sharon Kwan Sam Mee, Norzihan Ayub, Patricia Joseph Kimong, Peter S.K. Voo. 2010. Kajian Terhadap Strategi Daya Tindak, Persepsi Keberkesanan Program Pemulihan Dan Proses Niat Untuk Penagihan Berulang Dalam Kalangan Bekas Penagih Methamphetamine. Seminar Psikologi Kebangsaan 2010. Peter S.K. Voo, Ismail Maakip, Mohd. Sharani Ahmad, Murnizam Hj. Halik,. 2010. Pengetahuan Dan Persepsi Pelajar Universiti Tentang HIV/AIDS: Satu Kajian Kualitatif Di UMS. Seminar Psikologi Kebangsaan 2010. Rafidah Iskandar, Murnizam Hj. Halik . 2010. Sosialisasi Ekonomi Di Kalangan Kanak-kanak Di Luar Bandar. Seminar Psikologi Kebangsaan 2010. Rasid Mail, Mat Salleh Ayub, Zall Kepli Md. Rejab, Murnizam Hj. Halik, Raman Nordin. 2010. Pengukuhan Budaya Korporat: Maklumat Perakaunan Sebagai Arbitrary Silang Budaya. Seminar Psikologi Kebangsaan 2010. Ooh Seow Ling, Murnizam Hj. Halik. 2010. Pengaruh Nilai Dan Sikap Kewangan Terhadap Gaya Membuat Keputusan Pengguna. Seminar Psikologi Kebangsaan 2010. Rafidah Iskandar and Murnizam Hj. Halik. (2009). Economic Socialization of School Children In Lawas. Southeast Asia Psychology Conference 2009: Universiti Malaysia Sabah Ooh Seow Ling and Murnizam Hj. Halik (2009). Undergraduates Attitudes Towards Money. Southeast Asia Psychology Conference 2009: Universiti Malaysia Sabah. Lailatul Qamar Ali Husin, Murnizam Hj. Halik and Ismail Maakib. (2009). Sexual Self-disclosure And How It Affect Sexual Satisfaction: A Cross Cultural Study. Southeast Asia Psychology Conference 2009: Universiti Malaysia Sabah. Alfred Chan, Ismail Maakib and Murnizam Hj. Halik. (2009). The Relationship Between Personality, Counter Productive Work Behavior And Job Satisfaction Among Workers In Malaysia. Southeast Asia Psychology Conference 2009. Universiti Malaysia Sabah. Murnizam Hj. Halik , Ismail Maakip, Mohd Sharani Ahmad, Peter Voo Su Kiong, Ngui Sin Yee. (2009). The Perception Of Graduate
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Unemployment In Malaysia. Southeast Asia Psychology Conference 2009. Universiti Malaysia Sabah Murnizam Hj. Halik, Paul Webley. (2009). The Attribution Of Poverty Among Malaysian Students In The United Kingdom. Southeast Asia Psychology Conference 2009. Universiti Malaysia Sabah. Mohd. Sharani Ahmad, Ismail Maakip, Peter Voo Su Kiong, Murnizam Hj. Halik. (2009). Factors Preventing Parents From Seeking Learning Support For Their Children In The Special Education Class. Southeast Asia Psychology Conference 2009: Universiti Malaysia Sabah. Peter S.K. Voo, Murnizam Hj. Halik , Ismail Maakip, Mohd. Sharani Ahmad. (2009). Practicing Harm Reduction: An Alternative Approach To Prevent HIV Infection, The Situation In Malaysia. Southeast Asia Psychology Conference 2009: Universiti Malaysia Sabah. Ismail B. Maakip, Mohd Sharani Ahmad, Murnizam Hj. Halik & Peter S.k. Voo. (2009). A Study Of Work-related Musculoskeletal Disorders Among Palm Oil Plantation Workers In Sabah. Southeast Asia Psychology Conference 2009: 1. Universiti Malaysia Sabah. R Zirwatul Aida R Ibrahim, Keis Ohtsuka and Murnizam Hj. Halik. (2009). An Overview Of Work Family Conflict And Employee Well Being: Role Of Support And Family Friendly Policy. Southeast Asia Psychology Conference 2009. Universiti Malaysia Sabah. Ferlis Hj Bahari, Lailawati Madlan, Patricia Kimong, Norzihan Ayub, Murnizam Hj. Halik. (2009). Hubungan Antara Orientasi Keagamaan, Kebimbangan Terhadap Kematian Dan Kesejahteraan Psikologi. International Conference On Human Capital Development 2009 (iconhcd2009): Swiss Garden Resort And Spa, Kuantan, Pahang. Reviewer Scientific Journal of Industrial and Organizational Psychology (Jurnal Ilmiah Psikologi Industri dan Organisasi – APIO PP Himpsi & Universitas Mercu Buana) Journal of Economic Psychology. A citation-indexed journal. Ms. Ref. No.: JOEP-D-08-00186. Title: The Relationship of Income And Money Attitudes To Subjective Assessment of Financial SituationSpecial Issue: Poverty, Journal of Economic Psychology Jurnal Kinabalu. UMS Editor-in-Chief Southeast Asia Psychology Journal (SAPJ) Initiated: Centre for Southeast Asia Psychology (2011-now)
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About APIO
APIO History
The idea to make an organization especially for scholars and practitioners in industrial and organizational psychology came out in a meeting in Industrial and Organizational Psychology Department, Faculty of Psychology University of Indonesia on Saturday, 11th September 1999. Asosiasi Psikologi Industri dan Organisasi (APIO) or Association of Industrial and Organizational Psychology is one of professional organization under Indonesian Psychology Association (HIMPSI). APIO is declared in Lembaga Psikologi Terapan UI, Jakarta on 5th October 1999 by several psychologists, both scholars and practitioners. The APIO founder Prof. Dr. A.S. Munandar, together with Dr. Doddy Haryadi, M.Si., Drs. Moch. Junus, Drs. Eddie Cahyono Putro, M.B.A., and Drs. Lukman S. Sriamin act as the steering committee to prepare the declaration. The declaration also signed by Dr. H. Enoch Markum as Chairman of HIMPSI, and Dr. H. Rahmat Ismail as Chairman Elected of HIMPSI. APIO headquarter is in Jakarta as the capital city of Indonesia. And up to now APIO already have another 3 branches outside Jakarta that are in Surabaya (East Java), Bandung (West Java) and Yogyakarta (Central Java). Since 2005 APIO also have members in Kuala Lumpur (Malaysia), and Singapore who act as APIO liason. Prof. Dr. Ashar Sunyoto Munandar, Dipl.Psych. is the first APIO Chairman, and since 30th October 2004 Dra. B. K. Indarwahyanti Graito, M.Psi. become the new APIO Chairman up to 2010. And now Prof. Dr. Fendy Suhariadi, M.T., Psikolog become the President of APIO Indonesia.

APIO Vision
To become a strong, and reliable association in the field of industrial and organizational psychology (in Indonesia), and to give value added for its members and society.

APIO Mission
a. To improve scientific and professional competency for its members
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b. To protect the consumer that is using APIO members services c. To serve and support its members concerning their professional integrity matters d. To be sensitive with its environment and society and to find solutions to solve the industrial and organizational psychological problems. e. To co-operate with other institutions to make the most beneficial for APIO stakeholders.

APIO Organization (2010-2014)
APIO Headquarter
Chairman/President Chief Executive Secretary General : Prof. Dr. Fendy Suhariadi, M.T., Psychologist : Dimas Aryo Wicaksono, M.A. : Drs. Sami’an, M.Psi., Psychologist

Regional Branch (Member of Executive Board)
Jakarta branch Bandung branch Yogyakarta branch : Dra. Bertina Sjabadhyni, M.Si., Psychologist : Prof. Dr. Suryana Sumantri, M.S.I.E, Psychologist Dr. Yus Nugraha, Psychologist : Drs. Fathul Himam, M.Psi., M.A., Ph.D.

APIO Members of Honorary Advisor (2010-2014)
Prof. Dr. Suryana Sumantri, M.S.I.E., Psychologist Drs. Urip A. Mokoginta, M.Psi., M.A., Ph.D., Psychologist Prof. Dr. Andreas Budiharjo Drs. Harry Susianto, M.A., Ph.D., Psychologist Dra.Phil. Hana Rochani G. Panggabean, Ph.D., Psychologist Dra. B. K. Indarwahyanti Graito, M.Psi., Psychologist Prof. Dr. Benedicta Prihatin Dwi Riyanti Dr. Rostiana D. Nurdjajadi, Psychologist

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APIO Conference & Symposium
APIO I Conference themed “Compiling Ideas to grow Individual Competency and Organizational Competitiveness” (Surabaya, 2-3 August 2002); APIO II Conference themed “Preparing People for The Future Organization” (Bandung, 5-6 August 2005); APIO III International Conference themed “I/O Psychology at The Crossroad: Diversity in I/O Psychology” (Jogjakarta, 9-11 August 2007); National Symposium “Searching for Indonesian Leader and Leadership” (Jakarta, 3 June 2009). APIO IV International Conferenced and Exhibition themed “Strategic roles of Industrial & Organization Psychology in building Creative Society” (Surabaya, 12-14 November 2010); APIO V International Conferenced and National Workshop themed “Improving Employee Relations for a Better Organizational Climate” (Jakarta, 5 Oktober 2013). “Improving I/O psychology curriculum through education and I/O psychology competence through certification program” (Forum APIO with I/O Psychology Department from several respective universities in Indonesia, Bogor 7- 8 February 2005);

APIO Books & Proceedings
2002: “Meretas gagasan untuk Mengembangkan Kompetensi Individu dan Daya Saing Organisasi di Indonesia” (Compiling Ideas to grow Individual Competency and Organizational Competitiveness); 2003: “Peran Budaya Organisasi dalam Peningkatan Unjuk Kerja Perusahaan” (The Role of Organizational Culture to Improve Organization Performance); 2005: “Psikologi Ekonomi dan Konsumen” (Economic and Consumer Psychology); 2007: “Dinamika Perubahan Organisasi: Dari Sistem ke Individu” (Organizational Change Dynamics: From System to Individual).

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APIO Scientific Journal (JPIO)
Jurnal Ilmiah Psikologi Industri dan Organisasi (JPIO) or Scientific Journal of Industrial and Organizational Psychology is a journal which motivates research activity, academic exchange, and professional practice related to industrial and organizational psychological matters. This journal appreciates the interdisciplinary integration between industrial and organizational psychology and other social sciences as one of it’s approaches. JPIO was establihed, in Jakarta, by the decree directed by the dean of Faculty of Psychology of Mercu Buana University, Jakarta (FPsi UMB) No. 21/059/F-SKep/XI/2012. Next, on 17 November 2012, a MoU on the collaboration between Association of Industrial and Organizational Psychology - Indonesian Psychological Association (APIO-PP HIMPSI) and FPsi UMB was signed in the context of the publication of JPIO. JPIO is published in June and December in a year. The editors of JPIO only accept writtings of empirical studies through email address penyunting@jpio.org. Each writting received will be blind peer reviewed by our expert reviewers. Author guidance can be downloaded on http://www.jpio.org/jpio_template.doc By reviewers coming from three countries, JPIO prepares to transform into an international reputed-scientific jornal.

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EDITORIAL BOARD

JURNAL ILMIAH PSIKOLOGI INDUSTRI DAN ORGANISASI
(SCIENTIFIC JOURNAL OF INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY)

ISSN 2302-8440

Patrons: Rector of Mercu Buana University President of Indonesian Association of Industrial and Organizational Psychology (APIO Indonesia) Advisor: Dean of Faculty of Psychology, Mercu Buana University Reviewers: Prof. Dr. Fendy Suhariadi (Universitas Airlangga, Indonesia) Prof. Dr. Murnizam Hj. Halik (Universiti Malaysia Sabah, Malaysia) Prof. Dr. Hora Tjitra (Zhejiang University, China Dr.Phil. Hana Rochani G. Panggabean (Atma Jaya Catholic University, Indonesia) Dr. H. A. A. Anwar Prabu Mangkunegara, M.Si. (Universitas Mercu Buana Jakarta, Indonesia) Prof. Dr. Moch. Enoch Markum (Universitas Mercu Buana Jakarta, Indonesia) Chief Editor: Juneman Abraham, S.Psi., M.Si.

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Abstract ABSTRACT PROCEEDINGS Proceedings

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Building Organizational Culture Based on Competing Value Framework to Gain Competitive Advantage
Helliyani Esterina Hakh (helin.hakh@gmail.com) Ikram Fatahillah (amazingikram@gmail.com) Wustari L. H. Mangundjaya (wustari@yahoo.com) Faculty of Psychology, University of Indonesia Kampus UI Depok- West Java, 16424, Indonesia

Organizational culture is a distinctive feature and a key success in building a competitive advantage. Nevertheless, organizational culture is not easily defined, measured, as well as managed. The objective of this study is to discuss about the process of identifying and building a strong organizational culture within the Competing Value Framework. The methods of this survey is using OCAI (Organizational Culture Assessment Inventory) questionnaires (Cameron & Quinn, 2011) Where measuring 6 key dimensions from organizational culture which are dominant characteristics, organizational leadership, management of employee, organization glue, strategic emphases, and criteria of success that in the end it will be able to see the overall condition of an organizational culture in a company. This questionnaire is followed by structured interviews with the managers. Focus Group Discussion and extended discussion is also conducted with participant ranging from staffs to directors of PT FX. The results of this study showed that organization prefer to have a Clan culture. In order to achieve that, actions were developed to achieve a Clan culture that will synergize the people in organization, such as: workshops, socialization, and organizational events and activities. Key words: organizational culture, OCAI, competing value framework

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Diagnosing Indonesian Organizations using Blockage Organization Inventory
Wustari L. H. Mangundjaya (wustari@yahoo.com) Faculty of Psychology, University of Indonesia Kampus UI Depok- West Java, 16424, Indonesia

Nowadays, in order to survive, change is a must in organization. In order to achieve an effective organizational change and development, the first step is to diagnose the organization. As a result, finding appropriate tool to diagnose and identify the condition is very important. The purpose of this study is to discuss about the profiles of Indonesian companies using Organizational Blockage Inventory (OBI), as a tool in diagnosing the condition of organization. This study done at three (3) companies, consist of 253 respondents. The methodologies used for this study were surveys using OBI, FGD, and in-depth interview. The results by descriptive statistics showed that blockages in Indonesian organizations lie in (1) Low Creativity, (2) Confused Organization Structure, and Unfair rewards, and (3) Lack of Management Development. From the FGD and in-depth interviews it also showed that the sources of these conditions were varied, such as: organizational climate, inappropriate management style and policy, and lack of management support. The benefits of the study showed that Organizational Blockage Inventory (Woodcock & Francis, 1994) is one of alternative tool that can be used for diagnosing the organization, before developing plans for organizational change and development. Key words: organizational blockage inventory, diagnosing organization, organizational change & development

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Leader Member Exchange in Organizational Context: Study in Telecommunication Company
Theda Renanita Universitas Ciputra Surabaya

The objective of this research is to identify the correlation between perception of leader member exchange and organizational citizenship behavior. There are two variables, independent and dependent variable. The independent variable in this research is leader member exchane and the dependent variable is organizational citizenship behavior or OCB. Hypothesis in this research is a positive correlation between leader member exchange and organizational citizenship behavior. This research was conducted in one of telecomunication company in Solo. The instruments used in this research were perception of leader member exchange quality scale and organizational citizenship behavior scale. The total number of the research subject was 57 subjects. Product moment by Karl Pearson is used to analyze the data. It identifies that hypothesis in this research is proven. Result show that there is a significant correlations between leader member exchange and organizational citizenship behavior (r = 0.747, p < 0.05). So, there are positive and significant correlation between perception of leader member exchange quality and organizational citizenship behavior. Key words: leader member exchange, organization citizenship behavior, company

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The Effects of Internal Corporate Social Responsibility to Employees’ Organization Commitment in Education Institutions
Rina Ekawati (rina_ekawati81@yahoo.co.id) LPPM Pertiwi Jl. Dewi Sartika Kav. 2-3, Jakarta Timur 13640

The concept of Corporate Social Responsibility (CSR) is a derivative of business ethics, a philosophy that requires the company to have a concern for the social problems that occur around him. As a strategy, since the 1960s many researchers have investigated the frequency, intensity, and form of social activity undertaken business enterprises. This study examines the effects of internal CSR practices on organizational commitment. Based on statistical analysis and hypothesis testing research, it can be proven agreement between theory and practice in the organization or not there is a gap. Where the commitment is considered as an attitude, a mindset of individuals associated with the organization (Allen & Meyer, 1990) and have a positive relationship (Gbadamosi, 2003) to the better individual attitudes toward the organization, the greater the acceptance of individual to organizational goals, and a willingness them to exert more effort on behalf of the organization are met. Results of tests on the four dimensions of internal CSR practice consisting of education and training, remuneration and recognation, workplace diversity and work-life balance in the workplace significantly affects the organizational commitment of employees. The method used in this study is a mixed methods (to dig up information in a structured depth interviews with 12 informant, descriptively analyzed qualitatively, and to support the research results, the researchers by simple random distributing questionnaires to 42 employees, using SPSS 17 to test classical assumptions, correlation, multiple regression, hypothesis testing and simultaneous partial and quantitatively analyzed, and then combine the results of the analysis into a comprehensive end).
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Key words: education and training, remuneration and recognation, workplace diversity, work-life balance, organizational commitment

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The Impact of Individual Perception to Organizational Readiness For Change, Individual Readiness for Change and Psychological Empowerment on Commitment to Change
Rindang Ayu (rindang.ayu17@gmail.com) Wustari L. H. Mangundjaya (wustari@yahoo.com) Faculty of Psychology, University of Indonesia

Organizations in order to survive need to change. This study was conducted to identify the impact of individual perception to organizational readiness for change, individual readiness for change, and psychological empowerment due to organization’s commitment to change. This study used a quantitative approach, and collected the data using Commitment to Change Inventory (CCI, Herscovitch and Meyer (2002), Organizational Readiness for Change (Ramnayaran, 2011), Individual Readiness for Change Scale (Hanpachern, 2001), and Psychological Empowerment Questionnaire (PEQ) (Sprietzer, 1995). The study was conducted at state owned organization, with 165 respondents. The result showed that both individual perception to organizational readiness for change and individual readiness for change had significant contribution to Commitment to Change. On the other hand, psychological empowerment variables had no significant effect on the commitment to change. Furthermore, the study also showed that individual readiness for change is the major contributor to Commitment to Change. Key words: organizational readiness for change, individual readiness for change, psychological empowerment and commitment to change

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The Impact of Transformational Leadership and Organizational Justice to Commitment to Change
Ariyanti Puspa Pratiwi (ariyantitiwi@gmail.com) Wustari L. H. Mangundjaya (wustari@yahoo.com) Faculty of Psychology, University of Indonesia

In order to achieve organizational change effectiveness, management needs people who commit with the changes. The objective of the study is to identify the impact of transformational leadership and organizational justice on commitment to change. This study also tries to identify the effects of transformational leadership and organizational justice to the three dimensions of commitment to organizational change. This research is an empirical research, using survey methods in collecting the data from Sate Owned organization. The scale used was: Multifactor Leadership Questionnaire, Organizational Justice, and Commitment to Change. The results from 275 respondents showed that transformational leadership and organizational justice together, have significant contribution on commitment to change as a whole (R2 = 0.175, p < 0.005) and to each dimension of commitment to change (affective, continuance, and normative). However, this study showed that organizational justice was the only variable that has significant impact on commitment to change (R2 = 0.0412, p < 0.005). Key words: commitment to change, organizational justice, transformational leadership

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The Role of Organizational Trust and Change Leadership to Commitment to Change
Rinjani Ramadhani (rinjani.ramadhani@gmail.com ) Wustari L. H. Mangundjaya, (wustari@yahoo.com ) Faculty of Psychology, University of Indonesia The effectiveness of organizational change can be influenced by many factors, and one of the factors is commitment to change. This research was conducted to identify the impact of organizational trust and change leadership to commitment to change, as well as to identify the impact of organizational trust and change leadership to each dimensions of commitment to change, namely affective commitment to change, continuance commitment to change, and normative commitment to change. This study was done at State owned organization with N= 276 respondents, which have been undergone some organizational change for about 1 year. The study is an empirical research, using Organizational Trust Inventory, Change Leadership Inventory, and Commitment to Change Inventory. The result showed that there is a significant impact of organizational trust and change leadership to commitment to change (R2 = 0.252, p < 0.05), in which organizational trust is higher than change leadership (R2 =0,096, p=<0.005). Key words: change leadership, commitment to change, organizational trust

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The Effect of Job Satisfaction and Leadership Style on The Organizational Commitment of University X in Surabaya
Yurike Arlinda Rante Allo Yusak Novanto Fakultas Psikologi, Universitas Pelita Harapan, Surabaya

Employees who experience a positive job satisfaction in works will increase commitment to the organization. Leaders with an effective leadership style will improve organizational commitment. This study aims to determine whether job satisfaction and leadership style have an influence on organizational commitment at X University of Surabaya. This quantitative research is using questionnaires consist of job satisfaction, leadership style, and organizational commitment. There are 40 employees as participants by using convenience sampling method. The result is analyzed using multiple regressions. The result of multiple regression showed that job satisfaction has an influence on organizational commitment (R2 = 0.873, p = 0.00, p < 0.01), in which 87.3% employees commitment affected by job satisfaction and 12.7% explained by other variables that are not the focus of this study. Leadership style also influences the organization’s commitment (R2 = 0.531, p = 0.00, p < 0.01), in which 53.1% organizational commitment is affected by leadership style, while 46.9% can be explained by other variables that are not the focus of. Encouragement and good relations between members the company will develop a sense of satisfaction that will increase employees’ organizational commitment. Further research may use other variables such as organizational culture. Key words: job satisfaction, leadership style, organizational commitment

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Integrating Organizational Values Using Continuation Workshop (ShopAn) Program
Dewi Melani (saya.dewi.melani@gmail.com) Yulta Wenny Astrina (yulta.wenny@gmail.com) Wustari L. H. Mangundjaya (wustari@yahoo.com)

A successful organisation is one with strong values and consistently being carried out by its employees. Like a glue stick, these values bring each individual together in an organisation. In this regard, organisation’s values play a huge part in building a strong organisational culture. The objective of this study is to discuss about the process of values integration in organization. This study was done at Organization X, who has three types of values namely: organisational values, service values, holding company’s values. The challenge for the organisation is to ensure whether these values are heading towards the same direction. The study was using surveys with open ended questions (N = 62). The results showed that only about 11% of the employees acknowledge the entire three values, the rest would only be familiar with two or even one value. Based on the results, researchers come up with an alternative solution by integrating the organisation’s values in order to be more easily to be understood and applied in the organisation. One of the methods is by offering a Continuation Workshop (Shopan). These workshops were designed using integral theory-framework, consists of four continuous phase: understanding the values, applying these values into daily acts, understanding their application in the working environment, and the initial process of implementing these values. Key words: continuation workshop, organisational values, integrated organisational values

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Effects of Perceived Organizational Support as Moderator Variable on Correlation of Self Efficacy and Procrastination
Kristiana Dewayani (kdewayani@staff.gunadarma.ac.id) Indah Cahyati Faculty of Psychology. Gunadarma University Jl. Margonda Raya 100, Depok

Procrastination has become phenomenon which commonly can be perpetrated by anyone and may occur in every aspect of life; by no exception, it may also be perpetrated by an employee and procrastination in the workplace is influenced by perceived organizational support (factors from self) and situation in the workplace. This study aims to examine correlation between self-efficacy as a factor among employees, procrastination, and perceived organizational support, which is employees’ perception towards situation in the workplace, as moderator variable. Respondents in this study are 64 employees of a company, consisting of 39 men and 25 women. There are three scales used as measuring instruments namely procrastination scale, adapted from General Procrastination Scale, Organizational Support Scale adapted from Survey of Perceived Organizational Support and self-efficacy scale, modified from General Self-Efficacy Then after normal data distribution was identified, data were analyzed with Moderated Regression Analysis in SPSS version 20 for windows. Self-efficacy correlated significantly with procrastination with value of r = -0399 (p = 0.001), and organizational support was significant as moderator variable, with r = -0.429 (p = 0.001). Thus it can be said that although self-efficacy significantly correlates with procrastination, but this correlation will be strengthened by organizational support. This finding is consistent with Weyman’s research that procrastination is influenced by factors from self and external factors from self. Key words: procrastination, perceived organizational support, self-efficacy
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Understanding Prophetic Leadership (Developing Moral Leadership Based on Islamic Culture of Indonesia)
Sus Budiharto (budiharto@uii.ac.id) Faculty of Psychology and Socio-Cultural Sciences Universitas Islam Indonesia (UII), Yogyakarta

Understanding the concept of moral leadership cannot be sparated from social values and cultural background. Considering the increased concerns related to the issues of moral leadership, I conducted two studies to develop the construct and measure of prophetic leadership. In the first study, three Indonesian Moslem leaders were interviewed to describe their leadership behavior and characteristics from their own praxis. Prophetic leadership is the ability to influence others accomplishing shared objectives that is reinforced by soul enlightenment as the prophets have shown in their time. The method of growing prophetic leadership starts from the leaders parents choose their couples, get married, the process of the fetus in the mother’s womb, the future leader was born, educated by the environment, became a leader, done continuosly. In the second study, 40 items were generated for measuring prophetic leadership were administrated to 151 employees of Islamic University of Indonesia. The dimensions that represent prophetic leadership consist of sidiq (conscience centred), amanah (trustworthy and highly committed), tabligh (communication skills), and fathonah (problem solver). The construct is translated into a measure called prophetic leadership scale. The results show an empirical support for its construct validity. Positive significant intercorrelations among four dimensions were found. Items were loaded into four different mentioned dimensions. Practical implications and suggestions for future research are discussed. Key words: prophetic leadership, moral leadership, Islamic culture
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Influence of General Manager Leadership Style and Work Environment towards Work Motivation among Employees of PT X at Sidoarjo
Jessica Chandra Yusak Novanto Fakultas Psikologi, Universitas Pelita Harapan, Surabaya

The aim of this research is to describe the influence of the leadership style and workplace environment on job motivation at PT X Sidoarjo. This research used quantitative method with using through questionnaires that consists of three psychological variables that is job motivation, workplace environment and leadership style. The participants of this research are 103 employees of PT X Sidoarjo. The reliability score are the value of Alpha Cronbach Coefficient, and the score for authoritarian leadership style is 0,834, democratic leadership style is 0.773, Laissez Faire leadership style is 0.870, workplace environment is 0.888 and job motivation is 0.924. The result analyzed with multiple regression test by SPSS 16.0. The result shows that there is significant influence of job leadership style and workplace environment toward job motivation. Key words: leadership style, workplace environment, job motivation

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The Contribution of Organization’s Capability, Participation and Climate of Change towards the Commitment to Change through the Openness to Change
Erika Setyanti Kusumaputri Doctoral Program, Faculty of Psychology, Gadjah Mada University, Yogyakarta Fathul Himam Faculty of Psychology, Gadjah Mada University, Yogyakarta

This research aims to: (1) find out the relevance between theoretical model of the organization’s capability, participation, the climate of change and the openness to change’s contribution to the commitment to change itself; (2) measure the influence of the organization’s capability, participation, and the climate of change’s contribution in predicting the commitment to change through the openness to change. The research’s population consists of the lecturers from two Islamic universities, UIN Sunan Kalijaga Yogyakarta and UIN Syarif Hidayatullah Jakarta. The amount of samples were 214 lecturers, used the random sampling method and data collection technique by questionnaires in the form of scales. The data was analyzed using the Structural Equation Model (SEM). The results are: (1) the theoretical model used in this research was correct and fit the empirical data; (2) the determination coefficient (R2) of the commitment to change was 15.1% which means that 15.1% commitment of change can be explained or predicted through the variables of organization’s capability, participation, the climate of change and the openness to change; (3) The model was acceptable based on the fit model test result, chi-square value of 60.785 and 0.275 (> 0.05) probability, 0.997 (almost 1) CFI value, and 0.022 ( 0.08) RMSEA value. It means that the determining theoretical model of the commitment to change has been found, based on the role of the organization’s capability, participation, the climate of change and the open-mindedness towards changes in determining the forming of the commitment to change. The role of mediator in the form of the open-mindedness towards changes is significant, since without mediator, the organization’s capability, participation,
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and the climate of change has no impact to the commitment to change. Based on this research, an analysis to the significance of commitment to change is necessary to the implementation of the organization’s change. Key words: commitment to change, organization’s capability, participation, the climate of change, and the openness to change

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Creative Problem Solving Training as an Intervention for Improving Employee Creativity and Employee Readiness for Change
Imam Subekti (imamsubekti2011@yahoo.co.id) Wustari L. H. Mangundjaya (wustari@yahoo.com) Faculty of Psychology, University of Indonesia

Every organization needs to change, and in order to achieve the effectiveness of organizational change, organization needs to be supported with employees who have already ready to change. This study aims to determine the impact of employee creativity to the employee readiness for change. The method of this study is action research, with N = 71 respondents. To collect the data, this research used Readiness for Change Scale (IRFC-Hanpachern, 1997) and Creative Attitude Scale (Munandar, 1977). The results showed that there is a significant contribution of Creative Attitude to IRFC (R2 = 0.108, p < 0.05), in other words employee creativity affects the employee readiness for change at 10.8%. Based on the findings, the intervention was designed to develop the score of employee creativity and employee readiness for change. The intervention used was called ‘creative problem solving’ training. The results showed that the value of Creativity is -4.899 (p < 0.05) and the value of t for employee readiness for change is - 1.394 (p > 0.05). It can be stated that there was a significantly increased in the score of creativity, however there was no significantly contribution of the scores employee readiness for change after the intervention was given. From the results it can be concluded that a given intervention can improve employee creativity, however the intervention was unable to increase the employee readiness for change. Key words: employee readiness for change, employee creativity, ‘creative problem solving’ training
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Increasing Individual Attitude of Employee in order to Support The Readiness for Change of The Employees of XYZ Institutions in The Bureaucratic Reform
Irwansyah Faculty of Economics & Business, Master of Management Program, Universitas Mercubuana, Jakarta, Indonesia

The changes in bureaucratic reform is not a simple thing because it will bring up a resistance in individuals and organizations. Over a year, XYZ Institution has made a bureaucracy reform, in 2012, with the issuance of performance allowance pursuant to the Presidential Decree No. 116 of 2012, and there are some indications of individual and organizational resistance. Individual resistance is shown by the individual’s responses toward a change, while organization resistance is shown by the organization supports toward a change. It certainly provides an insight related to the readiness for change, in this case XYZ Institution is the one who faced bureaucratic reform. Individual resistance can be seen from self-motivation toward change such as motive or welfare reason because of the existance of performance alowance, while organizational resistance can be seen from the perceived of organizational support. The variables analyzed in this study are divided into dependent variable and independent variable. Dependent variable (DV) is a variable which influenced by other variable. In this study, dependent variable is the readiness for a change. Independent variable (IV) is a variable which influence dependent variable consisting of self motivation (IV 1) and the perceived of organizational support (IV2). The purpose of this study is to identify which variable that influence the readiness for change of XYZ Institution more, so that the dimension of the variables, which is necessary to be intervened in order to improve the readiness for change of XYZ Institution in the Bureaucratic Reform, can be identified. The method used in this study is quantitative method. The researcher’s reason for using this method is that the researcher wants to get Independent Variable (IV) which most influences the readiness of employee for
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change. Then, from this independent variable (IV), which is most influential, the researcher will design an intervention program to overcome the problem existing in the employees of XYZ Institution with new task and role. To obtain the data of this study, the researcher classifies the data sources into primary and secondary data. Primary data is obtained from questionnaires related to dependent variable (the readiness for change) and Independent variable (Selft motivation and perceived organizational support) which are filled in by respondents. Secondary data is data indirectly taken from the source.this kind of data is taken from documents or books relevant to the study. The secondary data in this study is obtained from related documents with initiative step in bureaucratic reform of XYZ institution, organization structure, and documents related to bureaucratic reform.

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The Relationship of Organizational Climate with Organizational Citizenship Behavior of Permanent Lecturer who has been Certified in State Islamic University Maulana Malik Ibrahim (UIN Maliki) Malang
Ainun Mahmudah Endah Kurniawati State Islamic University Maulana Malik Ibrahim (UIN Maliki) Malang

Positive behavior lecturer in performing his role becomes important topics for organizations in achieving their education goals. One of the factors that influence the behavior of the organization is the organizational climate. As someone who has been recognized professionalism through certification program and is supported by a positive organizational climate should already certified lecturer at UIN Maliki Malang able to contribute optimally match the capacity and competence. Organizational citizenship behavior is a behavior that is very much appreciated when performed by lecturers while there was no formal description for improving the effectiveness and viability of the organization. Based on the above, this research aims to: (1) determine the organizational climate in UIN Maliki Malang, (2) determine organizational citizenship behavior on lecturer who has been certified in UIN Maliki Malang, and (3) determine the relationship of organizational climate with organizational citizenship behavior of permanent lecturer that has been certified in UIN Maliki Malang. This study used quantitative research paradigm, and what kind of research is correlational research. The sample used researchers that 25% of 255 lecturers (N=60). Data collection methods in this study using the questionnaire. Based on the analysis of the study obtained the following results: 15% lecturers assess existing organizational climate very conducive, 70% lecturers assess existing organizational climate off conducive, and 15% of lecturers assess existing organizational climate less conducive. For the lecturers organizational citizenship behavior get results 18.33% to have high lecturers organizational 43

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citizenship behavior, 58.33% to have middle lecturers organizational citizenship behavior, and 23.33% to have low lecturers organizational citizenship behavior. From the correlation test results correlation coefficient (r) between organizational climate to lecturers organizational citizenship behavior is 0.639 with a chance of error (p) = 0.000 at significant level of 0.05. It means that the acceptance of the hypothesis (Ha), which reads: “There is a positive relationship of organizational climate with organizational citizenship behavior of permanent lecturer who has been certified in UIN Maliki Malang, where progressively conducive organizational climate, hence excelsior also lecturers organizational citizenship behavior.” Key words: organizational climate, organizational citizenship behavior

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Improving Employee Financial Management Behavior in Manufacturing Company
Dyah Z. Wyandini Medianta Tarigan (medianta.tarigan@gmail.com) Psychology Departement, Universitas Pendidikan Indonesia, Bandung, Indonesia Fadillah Visual Communication Design Program, Institut Teknologi Bandung, Indonesia

Workers at the operator level are the spearhead in production process of manufacturing company. In reality, the operator is the lowest class, both in terms of position and salary or income. Lack of ability in managing low income is often causing financial problems and debt. This problem can decline motivation and concentration at work, which in turn, lowers worker productivity and impact on safety. Therefore, it is important to enhance the operator's ability to manage their own family finances and reduce debt. Subjects in this study were 221 operators from manufacturing company that engaged in the production of ceramics. Experimental methods One-Group Pretest-Posttest Design was used, where the participants were given an intervention to improve the ability to manage family finances and reduce debt. The intervention consisted of treatments such as one-day training, weekly financial talk (integrated with production and safety talk program) and financial campaign. The method of measurement used is the scale of Financial Management Behavior Scale, FGD and observation. The result of T-Test between pre and post-test showed a significant difference between pre and post-test score (p < 0.05).The preliminary results indicate that a change in the perception of debt, increasing the ability to manage family finances, rising saving behavior, and other results will still be equipped. Key words: financial management, debt, operator of manufacturing company
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Psychology Students’ Career Choice from Career Developmental Stage Perspective: A Study in X University Jakarta
Anggita Dian Cahyani Bina Nusantara University J. Seno Aditya Utama Universitas Katolik Indonesia Atma Jaya

This research aims to compafind out what things considered as psychology students ' career choice. By using open-ended survey participants (N = 109) gained 281 responses divided into 8 categories. These categories are: (1) income, (2) working conditions, (3) locations, (4) suitability, (5) career opportunities, (6) company background, (7) family, and (8) others. In sum, external factors, for instance working condition, and location, are still a major consideration for students’ career choice comparing to internal factors such as education background and personal interest. In the discussion it is explained through Super’s career developmental stage. Key words: career choice, psychology student, career developmental stage

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BlackBerry consumers in Indonesia: Purchasing Decision, Customer Satisfaction, Lifestyle, and the Words of Mouth Communication
Verina H. Secapramana (verina@staff.ubaya.ac.id) Faculty of Psychology, University of Surabaya Nyoman Daisy Widyanti Siti Fauziah Hanim M. Paula Dinar Widya Pranastiti

Indonesia has long been named as the country with most BlackBerry users in the world. In August 2012 Ericsson ConsumberLab released the result of its study that Indonesia noted as the country with most BlackBerry users in the Asia Pacific region. This phenomenon invited pretty much reaction, ranging from admiration to a sense of wonder, considering the position of Indonesia as a developing country that indicates the limited purchasing power, while the price of a BlackBerry smart phone is quite expensive. The following research attempts to uncover the phenomenon of consumer behavior in Indonesia, particularly on BlackBerry users. Basically this report is a combination of 3 (three) explorative and co relational studies, which explores factors that influence buying decisions, consumer satisfaction and lifestyle, and the words of mouth communication, especially among college students. Respondents for each study were 200 people, so the total respondents were 600 people, who were taken by incidental sampling technique. Data analysis techniques using correlation and factor analysis. The results will be discussed later.

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Self Employment and Career Performance
Sumaryono Faculty of Psychology, Gadjah Mada University Career choices get more diverse and expanded. In relation to that, there is wide range of jobs and it is not limited to a fixed career. Expanded in this term means that career choices are getting more diverse with range of choices, which includes a job that is not related to a certain organization, or we call it “Selfemployment” or Independent Career. Independent career are becoming an option nowadays for individuals whether it is from the beginning of their careers or after they have work for an organization. This expansion and diversion of career choices are affecting the performance of individuals. In the previous literature, career and performance is always separated. By the presence of career pattern, career could be constructed with a new meaning. The expansion of career meaning needs to be observed, so in this research independent career is the focus. According to a research conducted along with fellow co-researchers (university students), we found that (a) Correlation between Self-efficacy and Self-employment in final year university students, with r = 0.390 and p < 0.01; N = 146, (b) Correlation between Self-employment Interest and Work Family Balance in self-employed women, with r = 0.646 and p < 0.01; N = 75, (c) Positive Correlation between Self-efficacy and Career Maturity in final year university students, with r = 0.389 and p < 0.01; N = 80, (d) Correlation between Self-regulation and Quality of Work Life in individuals who chose selfemployment as their career, with r = 0.493 and p < 0.01; N = 70. Based on the results of studies above, it seems that there is a correlation between SelfEmployment and Career performance. Self-employment is related to QWL, Work Family Balance, and Self-Efficacy. Career performance is related to selfregulation and career maturity. Key words: self employement, career performance, self-efficacy, career maturity, Quality of Work Life

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The Effect of Discount Commercials Attach to Credit Cards on Female Adolescents Impulsive Buying
Maria Febriana Nurselly Hutapea P. Henrietta P. D. A. D. S. (henrietta.2575@gmail.com) Psychology Department, Sanata Dharma University, Yogyakarta, Indonesia This study aimed to determine whether the discount commercials attach to credit card affects female adolescents impulsive buying. The hypothesis was the discount commercials attach to credit card had a significant high influence on impulsive buying of female adolescents card holders. The subject of this research was first year female student of Psychology Department in Sanata Dharma University, that roled as card holder. The amount of subject was 38 students. This experiment was using within-subject and counterbalancing design. Data analysis in this study was using paired sample t-test. The result was t = 5,189 with sign. 2-tailed = 0,000 (p/2 < 0,025). These result showed that Ho was rejected; discount commercials attach to credit card had a significant influence on impulsive buying of female adolescents card holders. Keywords : discount commercials, credit cards, impulsive buying, female adolescents

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The Implementation of Assessment Center in XYZ Institution in the promotion of structural positions in XYZ Institution in The Era of Bureaucratic Reform
Irwansyah (irone_crypt@yahoo.com) Faculty of Economics & Business, Master of Management Program, Universitas Mercubuana, Jakarta, Indonesia

XYZ is a government institution having a vision to be the sole organizer and builder in the field of classified information security owned by government for national security. In 2012, this institution has carried out Bureaucratic Reform. In accordance with the direction of changes in the Bureaucratic Reform, which is one of them is officials human resources with integrity, neutral, competent, capable, profesional, high-performing and well-being, the promotion process should be transparent, open and accountable. Although the bureaucratic reform agenda is being implemented, XYZ institution has’nt had an integrated mechanism in the promotion for it’s employees. The purpose of this study is to identify required competencies for structural and task/exercise position which can be used to assess the required competencies for the prospective structural officials. This study is conducted by employing literature studies and questionnaires to enable the researcher to analyze the competency. The result shows that the competency of the structural officials functions covering leadership, strategic analysis, flexibility of thinking, planning and organizing, decision making, the ability of giving direction, continuous improvement, organizational commitment. Whereas tasks/exercises which can be employed are test of creative thingking, case analysis, in basket exercise, 360 degress interview, and personality test.

Key words: assessment center, competency, promotion, bureaucratic reform

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Structural Model of The Influencing Factors of The Subjective Well-Being of The Prisoners
Alimatus Sahrah Siti Noor Fatmah L. Indiyah Kandi Tri Susilaningsih Ari Tri Astuti Faculty of Psychology, University of Mercu Buana Yogyakarta
This study aimed to obtain a structural model of the factors that influence subjective well-being (SWB) of prisoner in Class II A State Prison of Yogyakarta, and find the answer the these following questions: Which factor that has the highest contribution to increased the prisoners SWB. The factors that assumed influence the prisoners SWB were self confidence, religiosity, meaningfulness of life, emotional maturity, social support, and perceptions of the physical condition of prison environment, and coping strategies was a moderator variable in this study. The methods used in data collection were scale and interviews. The structural equation models (SEM) was applied to analyze the relationship among the factors causing the SWB. The results showed that the model was fulfill the goodness of fit based on the values of chi-square = 1.084; Probability = 0.06; RMSEA = 0.029; CMIN / DF = 1.016; TLI = 0.997, CFI = 0.997. From SEM it can be concluded also that the meaningfulness of life factors was the main factor that influence SWB on the prisoners. Self Confidence and Social Support can enhance the coping strategies of the prisoners. It can be suggested to put forward the meaningfulness of life in prisoner educational program in order to increase their SWB.

Key words: subjective wellbeing (SWB), SWB factors, prisoners, state prison, Structural Equation Model (SEM)

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The Predictive Model of Relationship between Role Stress, Personality, and Sales Performance in Services Marketing
Verina H. Secapramana (verina@staff.ubaya.ac.id) University of Surabaya

Personal selling as a promotional activity has its own characteristics in its approach, which provides services that satisfy consumers in a more personal way. A

salesperson is the primary contact point for the customer both before and after the purchase. Under these conditions, the salesperson controls the level of service quality delivered and is overwhelmed with enormous responsibilities in conveying service offerings. Salespeople involved in the marketing of complex services often perform the role of “relationship manager”. On the other hand he or she is expected to reach the sales target, which is sometimes conflicted to the other roles. To be able to cope with an increasingly demanding competitive market, the company needs a professional sales force, who is capable of producing a good performance. Sales performance research over the last 70 years has been characterized by various attempts to link sets of constructs to the overall performance of the selling activity.The purpose of this research is to investigate a predictive model of relationships between role stress, personality, and job performance. Personality in question are job satisfaction, self-efficacy, and emotional intelligence. Data retrieved using survey and interview methods, and the relationship between research variables tested by using analysis of Structural Equation Modeling (SEM) based on the variance component or partial least square (PLS). Questionaire was filled by 114 agents of a life insurance company operating in East Java. From 9 hypotheses proposed, it was found that there were two significant relationships, i.e the relationship between role ambiguity and selfefficacy and the relationship between role ambiguity and emotional intelligence. Key words: sales performance, role conflict, role ambiguity, job satisfaction, self- efficacy, emotional intelligence

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Exit Interview and Self-Disclosure: How Former Employees Reveal Personal Information and Feeling as They Leave the Organization
Gita Widya Laksmini Soerjoatmodjo (gita.soerjoatmodjo@upj.ac.id) Pembangunan Jaya University Improving employee relations for a better organizational climate can be approached through in many ways, including by focusing on those who choose to leave the organization for various reasons. One way is conducting exit interview – a discussion between a representative of an organization and an employee who is leaving the organization. When conducted properly, it can serve as great tools for improving people and the organization, as well as turnover reduction and retention tactic. Hence, it should be implemented as a part of the overall human resources management process. However exit interview is questionable in many situations. It is because exiting employees are reluctant to revel their personal information and feeling, known as selfdisclosure. In this research, semi-structure interviews are conducted to former employees of an organization on their experience in participating in exit interviews. The quality and texture of self-disclosure process experienced by each individual is captured through interpretative phenomenology analysis. Findings of this qualitative research identify themes disclosed by these former employees in their exit interviews and the process they experienced. It is hope that this research would contribute to better understanding on exit interviews and to deeper insights on how to improve employee relationship and organizational climate. Key words: exit interview, interpretative phenomenology analysis, selfdisclosure

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The Relationship of Job Satisfaction, Organizational Commitment, and Job Involvement of Permanent Employee of PT Bank Rakyat Indonesia (Persero) Surabaya Region
Grace Anafree Randa (graceanafree@yahoo.com) Yusak Novanto (yusak.novanto@uphsurabaya.ac.id) Faculty of Psychology, Universitas Pelita Harapan, Surabaya Jl. Jend.Yani 288 Surabaya 60234, Indonesia

Crime behavior that involves employees of PT Bank Rakyat Indonesia (Persero) Tbk Surabaya Region happened few years back. In this bank occurred money embezzlement and fraud did by their employees. The aim of this research was to determine the relationship of job satisfaction, organizational commitment, and job involvement of permanent employee PT Bank Rakyat Indonesia (PERSERO) Tbk Surabaya Region. This research uses questionnaire consisting three psychological scales, including job satisfaction scale by Munandar (2008), organizational commitment questionnaire, adaptation of Allen and Meyer (1990), and job involvement inventory, adapted from Uygur and Killic (2009). Subjects of this research consist of 100 permanent employees of Bank Rakyat Indonesia (PERSERO) Tbk Surabaya Region, which divided in to eight different branch offices. Sampling Technique of this research was total sampling method. The result showed that the job satisfaction has positive relationship with job involvement, with r = 0.370 with p < 0.01, organizational commitment has positive relationship with job involvement, with r = 0,586 with p < 0.01, and job satisfaction also has positive relationship with organizational commitment, with r = 0.506 with p < 0.01. Based on the research results, the company is recommended to review the remuneration and salary of employees, because employees of PT Bank Rakyat Indonesia (Persero) Tbk Surabaya Region was not quite satisfied with the salary received compared to their workloads. Key words: job satisfaction, organizational commitment, job involvement
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The Role of Social Support as a Moderator Variable on Relationship between Job Demands and Work Engagement
Annisaa Miranty Nurendra Islamic University of Indonesia

To face the global challenges, organizations need to increase competitive advantage possessed its workforce. One variable that is positively correlated with the performance of employees is work engagement. This study aims to explore moderating effect of social support on relationship between job demands and work engagement. Job demands’s aspects used in this research are workload, emotional demands and work-home conflict. This study uses quantitative methods design. Data was collected using the Job Demands Scale, Work Engagement Scale and the Social Support Scale. Subjects were permanent employees at a university in Yogyakarta who are married and have families. Data were analyzed using Structural Equation Modeling (SEM). The model to be tested from this study reflect the 3 hypotheses: (1) there is a negative relationship between job demands with work engagement, (2) there is a positive relationship between social support with work engagement, and (3) social support variables have a moderating effect on the relationship between job demands with work engagement. Key words: work engagement, job demands, social support

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The Contribution of Work Engagement on Psychological Well Being
Kuncono Teguh Yunanto Zainun Mutadin Faculty of Psychology, Persada Indonesia University, Jakarta

The aim of this study is to examine the effect of work engagement and psychological well being to the employees. The subjects of this study are employess of a company in Jakarta The data collection techniques employed in this study is random sampling. The process of collecting data is done by using work engagement scale adapted from Utrecht Work Engagement Scale (UWES, Schaufeli et al., 2002), consisting of three aspects, that is; vigor, dedication and absorption. Then, to measure psychological well being, the researcher constructs psychological well being scale based on aspects proposed by Ryff (1989) consisting of self acceptance, positive relation with others, autonomy, environmental mastery, purpose in life, and personal growth. The data collected will be analyzed by using correlation analysis of product moment correlattion. Key words: work engagement, psychological well being

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Psychological Capital and Work Engagement
Adi Kristiawan (adicapri@yahoo.com) Setiadji Parwono (setiadji_psi@yahoo.com) Faculty of Psychology, Persada Indonesia YAI University, Jakarta

The world of work has changed a lot over the last decade and organizations must be able to survive in this competitive global economy. Their survival depends on their ability to satisfy consumer’s needs, while trying to achieve quality, flexibility, innovation, and organizational responsibilities, through employee’s engagement and commitment. The engagement of employee toward an organization can only be viewed from employee having psychological capital in which it is divided by Luthan et al., (2007) into four components that is, self-efficacy, expectancy, optimism, and resiliency. The researcher suspected that empolyees having a high degree of self-efficacy, expectancy, optimism, and resiliency as the components of psychological capital can be more engaged with their work. This study aimed at examining the relationship between the components of psychological capital (self-efficacy, expectancy, optimism, and resiliency) and work engagement. The subject of this study was employees from some companies. The sample was gained by using random sampling. The data of this study is collected by using psychological capital scale adapted from Psychological Capital Questionnaires (PCQ, Luthans et al, 2007) and work engagement scale adapted from Utrecht Work Engagement Scale (UWES, Schaufeli et al., 2002). The collected data will be analyzed by using regression analysis. Key words: psychological capital, self-efficacy, expectancy, optimism, resiliency, work engagement

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Work Life Balance of Balinese Employee in Bali
Dewi Puri Astiti Nicholas Simarmata Psychology Program, Medicine Faculty of Udayana University

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 and 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 of Bali. Although some companies still operating in Bali holidays, the phenomenon most companies and the various types of work in Bali following the Balinese calendar system. Within one 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 balance 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 work outside the home that produces incentives, work at home and extended family as well as the need for self pleasure. This study uses a mixed method, the data collected through interviews, questionnaires and opend-ended questionnaire. Analysis of the data 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.
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Key words: work life balance, Balinese employee and culture

The Role of Subjective Well Being (SWB) as Intervening Variable between Workplace Spirituality and Work Engagement
Rostiana (dutaindah03@yahoo.com) Tarumanagara University, Jakarta, Indonesia

SWB role as independent and dependent variables are shown in various studies, but its role as intervening variable has not been much done. This study aims to examine the role of SWB in the relationship between Workplace Spirituality and Work Engagement, whether SWB more appropriate role as a moderator or mediator. Data were collected through the distribution of questionnaires to the 255 employees of the two companies and is processed using Partial Least Square (PLS) to prove the role of SWB as a mediator or moderator. The results showed that SWB is not proven as a moderator but has a significant predictive relevance as a mediator in the relationship between Workplace Spirituality and Work Engagement (Q2 = 0.5154> 0). Direct effect of Workplace Spirituality to Work Engagement is only 4.6932, while the indirect effect of Workplace Spirituality to Work Engagement through SWB at 50.186. Through this research proved that the influence of Workplace Spirituality on Work engagement will be greater if Workplace Spirituality can produce SWB previously before influence work engagement. Key words: subjective well being, workplace spirituality, work engagement and Partial Least Square

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The Effect of Psychological Climate and Work-Related Stress on The Work Motivation of Surabaya Plaza Hotel's Employees
Grace Damba Batti’ Sombolayuk Yusak Novanto Faculty of Psychology, Pelita Harapan University, Surabaya, Indonesia

This research was carried out in Surabaya Plaza Hotel which the purposes are to identify the effect of psychological climate on the work motivation, the effect of work-related stress on work motivation, and the effect of psychological climate and work-related stress simultaneously on the employee motivation. The number of samples obtained was 162 subjects by using purposive sampling method. The majority of the subject in this research was employees of HK (12.3%), FBS (17,9%), HR/GA (12,3 %), ENG ( 11,1%,) FO (10,5%), FA (4,3%), FBP (8%), HC (6,2%), and some employees of SM (4,3 %). The regression model showed that psychological climate and work-related stress contribute effectively for 83.3% of work motivation, while 16.7% can be explained by other variables such as extrinsic and intrinsic rewards which can influence work motivation of employees. Partially, psychological climate has a possitive and signifficant impact on work motivation in which the value of t = 28.202 with p = 0.000.
Key words: psychological climate, work-related stress, work motivation

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The Super Consciousness Approach to improve Employee Engagement, Work-Life Balance, and PBSC (Personal Balanced Score Card)
Nurlaila Effendy (lailaef2002@yahoo.com) Industrial & Organizational Department, Psychology Faculty, Widya Mandala University Jl. Dinoyo No 44-46, Surabaya (60265), Indonesia

Companies in Asia face a number of constraints in tight competitiveness in globalization and Asean Integration 2015. The companies need to improve the climates of organization effectiveness and corporate culture effectiveness. The integral approach respects the worldviews and not only needs to exist within organisations and individuals but also provides some ideas concerning the direction that development in this area can take. An integral approach to development of an organization concerns with an organization consciousness and organization culture as well as task competency in organization structure and organization system. The integral focus in top left quadrant represents individual consciousness related with bottom left quadrant (culture) and empirical observation on top right quadrant (task behavior) and bottom right quadrant (system in organization) leading to integral psychological discussion in all quadrants and levels. The transformation of consciousness to super consciousness in top left interior quadrant which is a quadrant where personal meaning and vision setting serves as a basis of development in the other 3 quadrants. Organizational development has quite clearly demonstrated that aligning individual's personal goals with the goals of the organization translates into measurable and sustained performance improvement. The transformation of consciousness is in the top left quadrant in the integral concept and serves as a basis in the perspectives of knowledge and learning in a PBSC. The PBSC is a Score card of work and non-work to get balance in life (work and personal life) and to attain achievement and enjoyment. The consciousness transformation in an integral concept is consistent with the objectives of Employee Engagement
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(EE), i.e.: arousal of flow, personal meaning and strong commitment so that the employees get involved in or bound in their jobs and organization or company. The development in the key quadrant is a determinant to an effective organization development climate. Key words: super consciousness, all quadrant all level, employee engagement, work-life balance, personal balanced score card

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Stress Coping among the Seafarers: How does Emotional Intelligence Give Effects?
Rini Nurahaju (rini_psiuht@yahoo.co.id) Nurul Sih Widanti Hang Tuah University, Surabaya, East Java

The purpose of this study was to determine how the effect of Emotional Quotient (EQ) on Coping Stress among the seafarers - in this case the student / cadet cruise Diploma Program (PDP) that has been UHT sailing practice. This research is a quantitative correlation. Referred as the Emotional Quotient (EQ) is the degree of ability to know yourself and what other people feel, including the proper way to handle a problem that is owned by a sailor. While the definition of the Coping stress is an attempt by the sailors to deal with stress, which include management, adaptation, management actions, reactions, and certain strategies when carrying out the task of sailing. A result from this study is the correlation coefficient between the EQ and the CS of 0.842. The magnitude of the effect of variable EQ on CS was 71% while the remaining 29% is explained by other variables not examined by the authors. This explains that emotional intelligence has a significant effect on coping stress sailors during his sail. Key words : emotional quotient, coping stres, seaferers

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The Influence of Job Stress and Organizational Climate toward Organizational Commitment in PT Indoceria Plastic and Printing
Tenti Murti Sari Gea Yusak Novanto Faculty of Psychology, Pelita Harapan Surabaya University

Job stress and organizational climate are two variables related to organizational commitment. Job stress and organizational climate perceived by employees’ commitment toward the organization. High level of job stress could demote employees’ commitment toward the organization. Employees who perceive their organizational climate as positive could have a high level of organizational commitment. This study aims to explore the effect of job stress and organizational climate toward employees’ organizational commitment at PT Indoceria Plastic and Printing, Sidoarjo. This study employs quantitative method, by using questionnaire consists of 3 psychological scales, which are job stress scale, organizational climate scale, and organizational commitment scale. Participants in this study are 57 employees at PT Indoceria Plastic and Printing, using convenience sampling method. Independent variables in this study are job stress and organizational climate, while the dependent variable is organizational commitment. The result was analyzed using multiple regressions. The result shows R2 value of 0.689, implying that 68.9% of employees’ organizational commitment could be explained by job stress and organizational climate, while the 31.1% remaining could be explained by other variables. Partially, job stress has a significant negative effect on employees’ organizational commitment with t = -5.796 and p = 0.000 (p < 0.05), while the organizational commitment with t = 3.311 and p = 0.002 (p < 0.05). Key words: regression, influence, job stress, organizational climate, organizational commitment

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Influence of The Job Motivation and The Impact of Job Stress on Job Satisfaction Employess at PT Coldwell Banker Commercial, City Of Tommorow, Surabaya
Richard Alberto Taner Yusak Novanto Faculty of Psychology, Pelita Harapan Surabaya University

The aim of this research is to describe the influence of the job motivation and the impact of job stress on job satisfaction. This research used quantitative method with using through questionnaires that consist of three psychological variables that is job motivation, job stress, and job satisfaction. The participants of this research are 30 employees of PT. Codwell Banker Commercial City of Tomorrow (CITO) from 10 different divisions. The reliability score for job motivation is 0.945, job stress 0.941, and job satisfaction 0.897. The result shows that there is a significant influence of job motivation and the impact of job stress toward job satisfaction. Key words: regression, influence, job motivation, impact of job stress, job satisfaction

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The Influence of Personality Traits towards Organizational Commitment through Work Engagement as Mediating Variable on Lecturers at a Private University in Indonesia
Zamralita Faculty of Psychology, Universitas Tarumanagara, Jakarta, Indonesia

This study discussed about the model of work engagement on full time lecturers at private university in Indonesia. Purpose of this study was to examine the model of work engagement are influenced by the personality as personal factor and its impact to organizational commitment. Furthermore the model also tested the influence of each personality traits (trait openness to experience, trait conscientiousness, trait extraversion, trait agreeableness, trait neuroticism) on organizational commitment through work engagement as a mediating variable. The participants in this study were 158 full time lecturers from private university in Indonesia. Data were obtained through personality questionnaires, work engagement questionnaire and organizational commitment questionnaire. Methods of data analysis using Structural Equation Modelling, which is calculated with the help of Linear Structural Relationship program version 8.7. The results proved the personality traits influenced work engagement and give impact to organizational commitment. Besides proving the role of work engagement as a mediating variable between each personality traits (trait openness to experience, trait conscientiousness, trait extraversion, trait agreeableness, trait neuroticism) on organizational commitment. Conclusion of this research work engagement as mediating variable (complete mediation) between personality traits and organizational commitment. Key words: personality, work engagement, organizational commitment, mediating variables
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The Relationship between Followership and Employee Engagement of Production Operator PT X
Yunita Widiyawati Bertina Sjabadhyni Faculty of Psychology, Universitas Indonesia

This research was conducted to find the relationship between followership and employee engagement of production operator PT X which has considered as a success company and has not affected negative labor issues which commonly happened in similar manufacturing company. The followership was measured using an instrument named Kelley's followership Questionnaire (Kelley, 1992) and the employee engagement was measured using an instrument named UtrechtWork Engagement Scale (Schaufeli, 2002). The participants of this research are 403 production operators in PT X by using purposive sampling technique. The main results of this research show that followership positively related significantly with employee engagement (r = 0.392, p = 0.000, significant at L.o.S 0.01). The implication of this study is the higher followership leads to the higher of employee engagement. Therefore, the results of this study suggest the company to become a success manufacturing company they should raise employee engagement of production operator as followers. In addition, the dimension of followership that has the greatest contribution is independent critical thinking. Based on this, the followership dimension of independent critical thinking of production operator needs to be improved as one of the factors that influence employee engagement. Key words: followership, employee engagement, production operator

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Description of The Quality of Work Life Employee at CV Naradha Pramana Surabaya
Priskila Widia Yusak Novanto Faculty of Psychology, Pelita Harapan Surabaya University

Quality of human resources will be able to compete in the era of globalization. Companies need to approach that aims to improve the welfare of employees. Aspects of the employee's work can be seen through the quality of work life. This study aims to describe the quality of work life of employees in CV Naradha Pramana Surabaya. This study uses quantitative methods. The research instrument used was a questionnaire quality of work life scale (Siagian, 2004). Subjects in this study were 30 employees CV Pramana Naradha Surabaya. Data were analyzed using SPSS 14.0. The results of the data analysis found that 22 subjects had an idea that high quality of life, seven subjects were in the low category and the subject is at a very low category. Based on the research results, the company needs to improve the factors considered low in quality of work life in CV Naradha Pramana Surabaya, which is the factor in various formal and normative provisions so that employees have a quality of work life are high on each factor. Key words: quality of work life

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The Correlation between Followership and Job Satisfaction in Factory Workers
Freddy Suryadi Bertina Sjabadhyni

This research was conducted to find the correlation between followership and job satisfaction in factory workers. Followership was measured using a modification instrument of followership questionnaire (Kelley, 1992) and job satisfaction was measured using a short form of Minnessota Satisfaction Questionnaire (Weiss, Dawis, England, & Lofquist, 1967). The participants of this research are 95 workers in PT X. The main results of this research show that followership positively correlated significantly with job satisfaction (r = 0.431, p = 0.000, significant at l.o.s. 0.01). The implication of this study is, the higher followership leads to higher their job satisfaction. Furthermore, followership and job satisfaction in factory workers showing a mid result. Based on these results, employee needs to improved on followership, primarily in active engagement dimension which has the bigger correlation with job satisfaction, by involving workers in the tasks to achieve a shared goal or outcome. Key words: followership, active engagement, job satisfaction, factory workers

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The Effect of Transformational Leadership and Job Satisfaction on Employee Performance in Citibank Indonesia
A. A. Anwar Prabu Mangkunegara (anwar.prabu@yahoo.com) Miftahuddin Psychology of Faculty, Mercu Buana University

This study aims to determine the effect of transformational leadership and job satisfaction on employee performance. The method used in this study is "explanatory research" and the data are collected through questionnaires. The analysis of processing the data is done by using partial and multiple regression. The results shows that transformational leadership and job satisfaction affect employee performance positively and significantly either partially or simultaneously. Recommendations addressed to management since management can maintain and even can increase the factors that can affect performance in this study. Key words: transformational leadership, job satisfaction, performance

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Factors Influencing the Success of Creative Industry Business in Jakarta
Benedicta Prihatin Dwi Riyanti (benedictariyanti@yahoo.com) Ati Cahyani Bambang Sungkowo Faculty of Psychology, Atma Jaya Catholic University Jakarta

This study aim to explain whether there is a significant effect of the variable ability to see opportunities, optimistic, risk-taking and creativity to business success in the creative industries in Jakarta. One hundred and sixty five (165) entrepreneur in industry creative were being collected by accidental sampling. Five instruments were used in this research. The result shows that the only variable of creativity that gives significant influence on the success of the creative industry businesses. This study also shows that the level of optimism and risk-taking entrepreneurial creative industries are still below average. Key words: creative industry, ability to se opportunities, optimistic, risk taking, creativity, business success, entrepreneur

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The Correlation between Job Insecurity and Organizational Commitment of Outsourcing Employee
Wayan Pertiwi Artha Sari Dewi Soerna Anggraeni

This research aimed to know the relationship between job insecurity and organizational commitment of outsourcing employee. In the previous research conducted on organization that experienced downsizing or merger. In facts, the need of outsourcing employee is increasing. On the other hand, there are many outsourcing employees who were done the demonstratation to demand the change of status. The measuring devices used Job Insecurity Scale and Organizational Commitment Scale. Research sampling was conducted at PT Angkasa Pura I Yogyakarta. The amount of subject were 95 outsourcing employees who were minimum one year working experience. The data was analyze using correlation Pearson product moment by SPSS versi 16.0 for windows. The results indicated that correlation coefficient of -0.172 with a significance of 0.095. This results shown that there is no significant correlation between job insecurity and organizational commitent of outsourcing employee. Key words: job insecurity, organizational commitment, outsourcing employee.

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What “Work Load Analysis” Can Be Effective as a HR Tools? (A Case Study at PT “XYZ” Jakarta)
Gede Umbaran Dipodjoyo (umbarandipodjoyo@yahoo.com) Faculty of Psychology, Universitas Persada Indonesia YAI Jakarta Minimum wage rise is surprising in this year (approximately 30%) and the increase in fuel oil also rose (approximately 15%). As well as the union demands was to raise the minimum wage next year by 50% by 2014 from the present. Will make your Human Resources in Indonesia, was thinking of doing a recount labor. One of them by doing a workload analysis, which is a process to determine the number of hours people use or required to complete jobs within a certain time. So it will get an efficient amount for an office. PT “XYZ” is the national shipping company and in this case is to determine the addition of employees with workload analysis in the procurement division Key words: minimum wage, human resources, work load analysis

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The Influence of Work Motivation and Job Satisfaction toward Employee’s Performance of PT Hypermart City of Tomorrow Surabaya
Medarnus Telaumbanua Yusak Novanto Faculty of Psychology, Pelita Harapan Surabaya University.

This research is aimed to determine the effect of work motivation and satisfaction toward employee’s performance of PT Hypermart City of Tomorrow Surabaya. This research uses quantitative method by conducting questionnaire distribution which consists of two psychology scale: work motivation and satisfaction. Meanwhile performance use company data such as employee’s performance number. The amount of sample of this research is 40 subjects which using total population sampling method. Independent variables are work motivation and satisfaction while dependent variable is employee’s performance. The conducted data analysis covers descriptive statistic. Statistic analysis includes validity testing, reliability testing, classic assumption testing, multicolinearity testing, simple regression, multiple regression, and hypothesis testing. The result of R2 between motivation variable and performance is 0.894 which means 89.4 % of employee’s performance can be explained by motivation variable and 10.6 % is explained by other variables which is not on the focus of this research. Meanwhile, the result of R2 between work satisfaction and performance is 0.808 which means 80.8 % of employee’s performance can be explained by work satisfaction and 19.2% is explained by other variable which is not focus in this research. The result shows that work motivation and satisfaction partially by using regression analysis has effect on employee’s performance, while simultaneously by multiple regression analysis, the R2 is as much as 0.894 which means 89.4% of employee’s performance can be explained by work motivation and 10.6% is explained by other factor which is not included in this research. This exhibits that if work satisfaction is tested simultaneously, it has no effect on employee’s performance. This also is
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supported by the statistic test result which work motivation has more effect on employee’s performance compare to work satisfaction variable. Partially, work motivation has positive and significant effect toward employee’s performance with result t value = 17,878 and p = 0.000 (p < 0.05), while work satisfaction has positive and significant effect on employee’s performance with t value = 12.635 and p = 0.000 (p < 0.05).

Key words: work motivation, work satisfaction, employee’s performance

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Is The Identity of Organization Related to Innovative Behavior in The Workplace?
Arum Etikariena Hidayat (arum.hidayat@gmail.com) Fakultas Psikologi UI

Nowaday, being an inovative company is a targeted matter by a numbers of company. The intense competition and market demands become the trigger encouraging company to give different things and to stand facing avery preasure from it's environment. this study aims to reveal one of factors suspected will arise inovative behavior, in which if the employees see that their organization has an identity leading to innovation, then the employee will be encouraged to show inovative behavior in their work place. The identity of organization is measured by the identity of organization scale (Albert & Whetten, 1985) and inovative behavior is measured by inovative behavior scale (Janssen, 2000). The respondents of this study are 100 employees from any level working at Z company which running a business on the field-based product creation and marketing of solar power. The result shows that there is a possitive and significant relationship (r = 0.308, p < 0.01). It means, the more employees see that their organization has an identity encouraging inovation, then the more possibility for them to show inovative behavior in their work place, and vice versa. After all, the hyphothesis proposed by the researcher is proven. The implication from this study is that the company attempting to maximize it's employee's inovative behavior, can begin by building the identity of the company as an inovative organization. Key words: innovative behavior, organizational identity

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Role of Compensation and Work Culture in Developing Professionalism of Journalists
Dewi Puri Astiti Nicholas Simarmata Psychology Program, Medicine Faculty of Udayana University

One of the fundamental issues of freedom of the press in Indonesia is low competence and professionalism of journalists. 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 indepth 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 or minimal consideration for governments and regulators to determine the appropriate fair wage for Indonesian journalists in order to improve the professionalism of journalists as well as develop a better work culture in supporting the professionalism of journalists. Professionalism is important because, freedom of the press still have to be treated in the context of efforts towards a more democratic Indonesia. Key words: compensation, organizational culture and professionalism
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Relationship between Employee Attitude toward Safety Talk and Intention to Implement Occupational Health and Safety at PT Wijaya Karya PPB Bogor
Nikmawati (narzyiezdniza@ymail.com) Fitri Arlinkasari (fitri.arlinkasari@gmail.com)

The implementation of Occupational Health and Safety (OHS) is one of ways to nullify the risks of accident (zero accident). One of the programs to improve employees’ intention to implement safety and health is safety talk, as an activity to discuss hazards and the importance of implementing OHS at workplace. The purposes of this research are to find relationship between employee attitude toward safety talk and their intention in implementing OHS. This research used correlational method and the participants are employees of PT. Wijaya Karya PBB Bogor. Sampling technique used in this research is purposive sampling with a total sample of 260 employees. Measurements in this study used scale of employee attitude toward safety talk and intention to implement safety and health at workplace. The result showed positive correlation between attitude toward safety talk and intention to implement OHS. Employees who have more positive attitude toward safety talk tend to be more intent to implement OHS. Key words: attitude, intention, safety talk, occupational health and safety talk

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Influence of Job Satisfaction and Work Motivation toward Organizational Commitment of Outsourcing Employee PT Coldwell Banker Commercial Capital Surabaya
Ryan Daniel de Fretes Yusak Novanto Faculty of Psychology, Pelita Harapan Surabaya University

This study aims to determine the effect of job satisfaction and work motivation with organizational commitment of outsourcing employee at PT. Coldwell Banker Commercial Capital Surabaya. Subjects in this study are 45 outsourcing employee PT. Coldwell Banker Commercial Capital Surabaya. Organizational commitment, job satisfaction and work motivation scale developed by researchers. Research hypotheses were tested using multiple regression analysis. Based on the results of multiple linear regression analysis found significant effects of job satisfaction and work motivation with organizational commitment (R2 = 0,942, p = 0,000, p < 0,05). The results of this study may provide information to PT. Coldwell Banker Commercial Capital Surabaya that companies could be give more attention to policies are made in a fair and how the delivery of those policies to outsourcing employee made evenly so that outsourcing employees can feel that he became part of the company. Key words: organizational commitment, job satisfaction, work motivation, outsourcing employees

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The Assessment Guidelines for The Best Paper
We invite our reviewers to choose the BEST PAPER in this conference. Our honorable reviewers are from from APIO and Scientific Journal of Industrial and Organizational Psychology / Jurnal Ilmiah Psikologi Industri dan Organisasi (JPIO; ISSN 2302-8440); they are: • • • • • • • Prof. Fendy Suhariadi, M.T.; Prof. Suryana Sumantri, M.S.I.E.; Prof. Dr. Hora Tjitra; Dr. Murnizam Hj. Halik; Prof. Dr. Benedicta Prihatin Dwi Riyanti; Dr. Rostiana; Dr. H. A.A. Anwar Prabu Mangkunegara, M.Si.

The reviewer team will chose the BEST PAPER that will be awarded “Prof. Dr. A. S. Munandar, Dipl.Psych.” AWARD in anonymous. The 5th APIO International Conference theme is “Improving Employee Relations for a Better Organizational Climate” divided into 8 topics: 1. Compensation and Wages, 2. Safety and Health, 3. Industrial Relations and Collective Bargaining, 4. Employee Well-Being, 5. Employee Discrimination and Outsourcing, 6. Work-life Balance and Engagement, 7. Employee Performance and Productivity, 8. Organizational Change and Leadership, and 9. Others. THE ASSESSMENT PROCESS From 22 full papers we have received some of it (8 papers) are categorized as “Others”, which is excluded from this assessment. So, we only choose ONE from 14 papers.

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In a very limited time we have, every reviewer will only be given 1-3 full text papers to be assessed, and we would like to ask you to CHOOSE ONE from the article attached to assess according to this guidelines. The Reviewer Meeting on October 5 will decide which one is the best. Every Reviewer must finish their assessment before the meeting. As already announce before that the full paper submitted to this conference basically will be published in the JPIO, but the highest quality paper could be recommended to be published in National or International Journal accredited. Every Reviewer could write down their comments to support their decision. The possible decisions include: • • • • • Accept: the paper has been accepted as is for JPIO; Accept and recommended Elsewhere: the paper has been accepted and recommended to be published in National or International Journal accredited; Revisions Required: the paper will be accepted, but requires minor changes; Resubmit for Review: the paper needs significant re-working, not accepted now; Reject: the paper was not accepted for publication with this journal, either because it was not seen to be of high enough quality, or its subject did not match the journal.

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Prof. Dr. A. S. Munandar, Dipl.Psych.
In this conference, the best paper will earn “Prof. Dr. A. S. Munandar, Dipl.Psych.” Award. Who is A. S. Munandar? Ashar Sunyoto Munandar, was born on 23 Maret 1931 in Semarang. After attending a low, junior, and senior education, in 1951 he got a scolarship from the office of demobilisan students affairs in the high engineering, Universitet Indonesia, majoring in Electrical in Bandung. In 1952 by a scholarship from the ministry of education, teaching and culture, he studied psychology in Rijkuniversiteit Leiden, Belanda. After passing the baccalaureate exam (candidaats examen) in tahun 1956 he moved to a university in Mainz, and in Hamburg, west Germany and graduated with a degree in psychology (Diplom-Psychologe) in 1959. To carry out the compulsory work for the government, since he had got scholarship from the government, he worked in the Department of Psychology, Faculty of Medicine, University of Indonesia, in which in 1960 became Faculty of Psychology. In this faculty, he has ever served as Head of Research (1960-1961), Head of Vocational and Company Psychology (Kepala Bagian Psikologi Kejuruan dan Perusahaan) (1961-1967), Vice Dean for Alumni and Student Affairs (19631965), Director of the Institute of Applied Psychology (1978-1981), Dean (19811984), Head of Postgraduate Program of Industrial and Organizational Psychology (1983-1991). Besides working in the faculty of Psychology, University of Indonesia, he also took part-time job in the college of management, education and management development foundation. He worked there as a lecturer and as Head of Selection and Employment (1967-1970). In 1970 he was given a job from government to work as a professional staff at the Regional Center for Educational Innovation and Technology from Southeast Asian Ministers of Education Organization (SEAMEO) in Singapore for two years, until 1972. In 1975, he became a guest lecturer (gastwetenschappelijke medewerker) at Vakgroep Arbeids en Organisatie Psychologe (in the field of employment and organizational psychology), Sub-Faculteit Psychologe, Universiteit Nijmegen, The Netherlands, for one year. In that period, he started constructing his disertation which later he finished it in 1977, under the promotor of Prof. Dr. Selamet Iman Santosa as well as Co-promotor Prof. Ch. De Wolf and Prof. J. E Ismail, Ph.D, His dissertation was entitled, “The Identification of Potential Middle Managers: A System Approach”. From 1976 to 1978 he assisted as an instructor at Management institution FE-UI. In 1979, he was appointed to be a permanent Professor and presented his inagural speech entitled, “Pengembangan Sumber Daya Manusia 82

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dalam rangka Pembangunan Nasional”, which then be published as a book by LPPM (1980). Until the end of his days, he was still serving as a permanent professor of University of Indonesia. Some of his scientific works, among others:

S.C Utami Munandar, Ashar Sunyoto Munandar, 1987. Psychology in Indonesia: Its Past, Present, and Future. In: G. H. Blowers, A.M. Turtle, eds. Psychology Moving East. University Press, Sydney, Australia; Munandar Ashar Sunyoto, 1990. Indonesia Managers, Today and Tomorrow. International Journal of Psychology, 25, 855-869; Munandar, Ashar Sunyoto, 1990. Psikologi Industri. Karunia, Jakarta; Munandar, Ashar Sunyoto, 2001. Psikologi Industri dan Organisasi. Penerbit Universitas Indonesia, Jakarta; Munandar, Ashar Sunyoto, 1996, Management in Indonesia. In: Malcolm Warner, editor. International Encyclopedia of Business and Management, volume 3, 2881-2886, International Thomson Business Press, Hampshire, England.

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Board of the Committee Members
5TH APIO INTERNATIONAL CONFERENCE Jakarta, Indonesia STEERING COMITEE Advisor: 1. Dra. Indarwahyanti Graito, M.Psi (Board of APIO’s Expert) 2. Dr. Ir. Arissetyanto Nugroho, M.M. (Rector of Mercu Buana University) Director: 1. Prof. Dr. Fendy Suhariadi, M.T. (President of APIO) 2. Dra. Bertina Sjabadhyni, M.Si, Psi. (APIO Jakarta) 3. Dr. H. A. A. Anwar Prabu Mangkunegara, M.Si. (Dean of Faculty of Psychology, Mercu Buana University) Chairman I: Dr. Antonius Manurung (APIO) Chairman II: Drs. Gede Umbaran D, MM, Psi Members: Sami’an, M.Psi (General Secretary of APIO) Aryo Wicaksono, M.A. (Chief Executive of APIO) Muhammad Iqbal, Ph.D. Bonar Hutapea, M.Si. Secretariat (APIO Jakarta): Aya Sophia Santyo Budi Yusuf Arifin Maya Rosmayanti Ratri Atmoko

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ORGANIZING COMITEE Chairman: Drs. S.S. Sulistiyono, M.Si. Vice Chairman: Sukma Rani, M.Si., Psi. Secretary: Wulan Suminar Virgita S.Psi. (UMB) Treasurer: Istiqomah, M.Si. Coordinator of business and fund (sponsorship): Sumaryanto Coordinator of event (registration, confirmation of the speakers, poster, book bazaar): Laila Meiliyandrie Wardani, Ph.D.; Alana Damaris Coordinator of consumption: Dearly, M.Psi Coordinator of equipmet: Trival Afriadi, S.E., M.M. Coordinatior of accomodation: Mas Ridwan Muhammad A. Coordinator of public relations: Irmulan Sati Tomoharjo, SH. M.Si.; Juneman Coordination of transportation: Tri Sunu Joko, S.H. General support: Marsani, S.Kom. Members: Lily Daisy Mayendriani; Catherine Linda Kumara; Rr. Ratri Riza Syafitri; Andri Ramadhani; Miman Abdul Rohman; Lailatul Mufida; Kurniawan; Anggun Aprilia; Marisa Andriani; Tia Nurtihana; Paulina Saune; Dwi Permata Sari; Jaenal Gunawan; Darmawan; Yenny Liance Sangkop; Ria Puspita Sari; M. Rizky N. S.; Marisa Arnes

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About Mercu Buana University
Mercu Buana University (UMB, or Universitas Mercu Buana) is a private university located in Jakarta, Indonesia. It was established on October 22, 1985. Its main campus – Campus A – is located in Meruya, West Jakarta. Campus B is in Menteng and Campus C in Depok. Founding and Early History With his background as a teacher at Taman Siswa, Pematang Siantar, North Sumatera, H. Probosutedjo established Akademi Wiraswasta Dewantara (Dewantara Entrepreneur Academy – AWD) on November 10, 1981. The ground breaking of AWD was conducted by the late Mr. H. Adam Malik, Indonesian Vice President. The name of Dewantara was taken from a national education figure Ki Hajar Dewantara. Before it had its own campus, lectures were given at Gedung Yayasan Tenaga Kerja Indonesia (The Building of Indonesian Migrant Workers’s Foundation – YTKI) on Jalan Gatot Soebroto. In 1984, Yayasan Menara Bhakti (Menara Bhakti Foundation) built a campus which was named Menara Bhakti Campus. In 1985 plans were made to erect an education institution equal to university level. With a decree of the chairman of Menara Bhakti Foundation in 1985 formed a committee to establish a university. On the committee were chairman Dr. Sri-Edi Swasono assisted by H. Abdul Madjid, the late Drs. Iman Santosa Sukardi, Drs. M. Enoch Markum, Ir. Suharyadi, M.S, Soekarno and the late Prijo S. Parwoto. Kopertis Region III granted an operational permit to Mercu Buana University. On October 22, 1985 Mercu Buana officially declared as a university. Campuses • • • • Campus A is on Jalan Meruya Selatan, Kebun Jeruk, West Jakarta. Campus B is in Tedja Buana Building (Kedaung) 4th, 5th and 6th floors on Jalan Menteng Raya No. 29, Central Jakarta. Campus C is in LIA Depok Building on Jalan Margonda No. 200, Depok, West Java. Campus D is on Jalan Raya Keranggan No. 6 Jatisampurna, Bekasi, West Java.
Source: http://en.wikipedia.org/wiki/Mercu_Buana_University

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