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"Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara psychological capital dan in-role performance pada sales promotion girls. Psychological capital merupakan suatu keadaan perkembangan psikologis yang positif pada individu dengan empat karakteristik, yaitu self-efficacy, hope, optimism, dan resiliency (Luthans, Youssef, & Avolio, 2007). In-role performance didefinisikan sebagai perilaku yang dituntut atau diharapkan dan merupakan dasar dari job performance reguler dan yang sedang berjalan (Katz, 1964 dalam Van Dyne & LePine, 1998). Pengukuran psychological capital menggunakan alat ukur Psychological Capital Questionnaire (Luthans, Youssef, & Avolio, 2007) dan pengukuran in-role performance menggunakan kategori in-role performance pada alat ukur Job Performance Questionnaire (Van Dyne & LePine, 1998). Dalam penelitian ini, in-role performance sales promotion girls dinilai oleh atasan langsung mereka. Partisipan dalam penelitian ini berjumlah 221 sales promotion girls dengan masa kerja minimal 1 bulan.Hasil penelitian ini menunjukkan terdapat hubungan positif yang signifikan antara psychological capital dan in-role performance (r = 0,189; p = 0,005, signifikan pada L.o.S 0.01). Artinya, semakin tinggi psychological capital yang dimiliki seseorang, maka semakin tinggi pula in-role performance yang ditampilkan. Selain itu, komponen psychological capital yang memberikan sumbangan paling besar pada in-role performance yaitu self-efficacy.This research was conducted to find the correlation between psychological capital and in-role performance among sales promotion girls. Psychological Capital is an individual?s positive psychological state of development and is characterized by self-efficacy, hope, optimism, and resiliency (Luthans, Youssef, & Avolio, 2007). In-role performance is defined as the required or expected behavior and is the basis of regular and ongoing job performance (Katz, 1964 in Van Dyne & LePine, 1998). Psychological capital was measured using a modification instrument named Psychological Capital Questionnaire (Luthans, Youssef, & Avolio, 2007) and in-role performance was measured using the in-role performance category from a modification instrument named Job Performance Scale (Van Dyne & LePine, 1998). Sales promotion girls? in-role performance was rated by their direct supervisor. The participants of this research are 221 sales promotion girls who have at least work in a company for a month.

The main results of this research show that psychological capital is positively correlated significantly with in-role performance (r = .189; p = .005, significant at L.o.S 0.01). That is, the higher psychological capital of one?s own, the higher in-role performance is showed. Furthermore, self-efficacy is the psychological capital?s component that gives the biggest contributions toward in-role performance."

"Penelitian ini fokus pada hubungan antara psychological capital dan psychological empowerment pada perawat. Psychological capital adalah suatu perkembangan psikologis yang positif pada individu yang memiliki karakteristik self efficacy, optimism, hope, dan resiliency (Luthans, Youssef, dan Avolio, 2007). Psychological empowerment adalah sebuah konstruk motivasi yang diwujudkan dalam empat kognisi, yaitu meaning, competence, self determination, dan impact (Spreitzer 1995). Penelitian sebelumnya belum banyak yang menjelaskan hubungan antara kedua variabel, khususnya di Indonesia, dan aplikasinya pada perawat. Pengukuran psychological capital menggunakan alat ukur Psychological Capital Questionnaire (PCQ) (Luthans dkk, 2007) dan pengukuran psychological empowerment menggunakan alat ukur Psychological Empowerment Questionnaire (PEQ) (Spreitzer, 1995). Partisipan adalah 176 perawat di Rumah Sakit X yang terpilih secara accidental. Hasil penelitian ini menunjukkan terdapat hubungan positif yang signifikan antara psychological capital dengan psyhological empowerment pada perawat (r = 0,546, p = 0,000, signifikan pada L.o.S 0,01). Artinya, semakin tinggi psychological capital yang dimiliki perawat, maka semakin tinggi pula tingkat psychological empowerment pada dirinya. Dengan demikian, manajemen rumah sakit sebaiknya menciptakan iklim kerja yang lebih baik dan lebih kondusif.

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This study focused on correlation between psychological capital and psychological empowerment among nurses. Psychological capital is an individual?s positive psychological state of development and is characterized by self efficacy, optimism, hope, dan resiliency (Luthans, Youssef, dan Avolio, 2007). Psychological empowerment is a motivational construct manifested in four cognitions1 meaning, competence, self-detennination and impact (Spreitzer, 1995). Previous studies haven?t explained the relationship between two variables, especially in Indonesia, and its application among nurses. Psychological capital was measured using a modification instrument named Psychological Capital Questionnaire (PCQ) (Luthans et al, 2007) and psychological empowennent was measured using a modification instrument named Psychological Empowerment Questionnaire (PEQ) (Spreitzer, 1995). The participants of this research are 176 nurses at Hospital X by accidental sampling. The main results of this research show that psychological capital positively correlated significantly with psychological empowerment (r = 0,546, p = 0,000, significant at L.o.S 0,0l). That is, the higher psychological capital of one?s own, the higher showing psychological empowerment. From this result, the hospital is suggested to create better and more condusive work climate for the nurses."

"[Banyak perubahan organisasi tidak berhasil dilakukan karena pegawai yang berada di dalamorganisasi tidak siap untuk berubah (Bouckenooghe & Devos, 2007), sehingga untukmenghadapi perubahan, pegawai membutuhkan personal resources yang dapat membantumereka untuk menghadapi perubahan. Penelitian ini bertujuan untuk melihat hubungan antarakesiapan untuk berubah dan psychological capital pada tenaga penjualan. Sampel penelitianini adalah tenaga penjualan dari industri otomotif. 100 partisipan diminta untuk mengisikuesioner penelitian yaitu READ F (Hanpachern, 1997) yang terdiri dari 14 item dankuesioner PCQ (Luthans, Youssef & Avolio, 2007) yang terdiri dari 24 item Penelitian inimembuktikan adanya korelasi positif yang signifikan antara kesiapan untuk berubah denganpsychological capital pada tenaga penjualan (r=.722, p<.05)., Many organizational changes result in outright failure because the employees in theorganization are not ready for change (Bouckenooghe & Devos, 2007), so in order to faceorganizational change, employees are going to need personal resources that are going to helpthem get through these changes. This research aimed to find the relationship betweenreadiness for change and psychological capital among sales personnel. The samples of thisresearch are sales personnel who work in an automotive industry. 100 participants were askedto fill the questionnaire, READ F (Hanpachern, 1997) which consists of 14 items and PCQ(Luthans, Youssef & Avolio, 2007) which consists of 24. The findings of this researchproved that there is a positive correlation between readiness for change and psychologicalcapital (r=.722, p<.05).]"

"Studi Bank Dunia menunjukkan bahwa Indonesia memiliki guru berkinerja rendah yang mengakibatkan rendahnya hasil belajar siswa. Selain itu, kebijakan sertifikasi guru yang diatur oleh pemerintah Indonesia tidak dapat meningkatkan kinerja guru dan hasil belajar siswa. Tujuan dari penelitian ini adalah untuk menyelidiki peran psychological capital guru sebagai mediator dalam hubungan antara authentic leadership kepala sekolah dan kinerja guru. Sebanyak 247 guru dari DKI Jakarta dan Jawa Barat, Indonesia telah disurvei. Analisis regresi berganda digunakan untuk menguji asosiasi model penelitian. Hasilnya menunjukkan bahwa psychological capital guru ditemukan berkorelasi secara signifikan sebagai mediator penuh dalam hubungan antara authentic leadership kepala sekolah dan kinerja guru. Hasil penelitian selanjutnya dapat membantu kepala sekolah dan administrator sekolah untuk meninjau kebijakan dan praktik sehingga kinerja para guru dapat ditingkatkan.

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World Bank studies indicate that Indonesia has poor performance teachers, which resulted in low learning outcomes of the students. Moreover, teacher's certification policy that regulated by the Indonesian government has increased neither teacher's work performance nor students learning outcomes. The purpose of this study is to investigate the role of teacher's psychological capital as a mediator in the relationship between principal's authentic leadership and teacher's work performance. A total of 247 teachers of DKI Jakarta and West Java, Indonesia were surveyed. Multiple regression analysis used to examine the association of the research model. The results suggested that teacher's psychological capital found to be significantly correlated as a full mediator in the relationship between principal's authentic leadership and teacher's work performance. The research outcomes may further help principals and school administrators to review policies and practices so that work performance among teachers can be improved."

"Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara psychological capital dan work engagement pada perawat. Pengukuran psychological capital menggunakan alat ukur psychological capital questionarre (Luthans et al., 2007) dan pengukuran work engagement menggunakan alat ukur utrecht work engagement scale (Schaufeli et al., 2002 dalam Seppala et al., 2009). Partisipan berjumlah 173 perawat yang memiliki karakteristik bertugas di rumah sakit X yang merupakan rumah sakit milik pemerintahan di Jakarta Timur. Hasil penelitian ini menunjukkan terdapat hubungan positif yang signifikan antara psychological capital dan work engagement pada perawat (r = 0.364; p = 0.000, signifikan pada L.o.S 0.01). Dapat diinterpretasikan bahwa semakin tinggi tingkat psychological yang dimiliki seseorang, maka semakin tinggi pula tingkat work engagament orang tersebut.

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This research was conducted to find correlation between psychological capital and work engagement among nurse. Psychological capital was measured using a modification instrument named psychological capital questionarre (Luthans et al., 2007) and work engagement was measured using a modification instrument named utrecht work engagment scale (Schaufeli et al., 2002 in Seppala et al., 2009). The participants of this research are 173 nurse from hospital X. Hospital X is a government hospital located in East Jakarta. The main results of this research show that psychological capital positively correlated significantly with work engagement (r = 0.364; p = 0.000, signifikan pada L.o.S 0.01). This is, the higher psychological of one?s own, the higher showing work engagement."

"Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara psychological capitaldan intention to leave pada perawat. Pengukuran psychological capital menggunakan alat ukur psychological capital questioner (Luthans, Youssef, & Avolio, 2007) dan pengukuran intention to leave menggunakan alat ukur anticipated turnover scale (Atwood, 1985). Partisipan berjumlah 187 orang perawat yang bekerja di rumah sakit umum swasta.Hasil penelitian ini menunjukkan terdapat hubungan negatif yang signifikan antara psychological capital dan intention to leave pada perawat (r = -0,169; p = 0.010, signifikan pada L.o.S 0.05). Artinya, semakin tinggi psychological capital yang dimiliki seseorang, maka semakin rendah intention to leave yang dimiliki. Berdasarkan hasil tersebut, psychological capital pada perawat perlu dikembangkan untuk menurunkan intention to leave sehingga dapat memberikan pelayanan kesehatan yang optimal kepada masyarakat.

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This research was conducted to find the correlation between psychological capital; and intention to leave among nurses.Psychological capital was measured using a modification instrument named psychological capital questioner (Luthans, Youssef, & Avolio, 2007 ) and intention to leave was measured using a modification instrument named anticipated turnover scale (Atwood, 1985). The participants of this research are 187 nurseswho are working in private hospital.The main results of this research show that psychological capital has negative correlatio significantly with intention to leave (r = -0.169; p = 0.010, significant at L.o.S 0.05). That is, the higher psychological capital of one?s own, the lower showing intention to leave. Based on these results, psychological capital among nurse need to be developed to reduce intention to leave so they can give the best health service to the people."

"Penelitian ini dilakukan untuk melihat hubungan antara psychological capital dan komitmen organisasi pada perawat. Pengukuran psychological capital menggunakan alat ukur psychological capital questionnaire (Luthans, et al., 2007) dan pengukuran komitmen organisasi menggunakan alat ukur Commitment scale items (Allen dan Meyer, 1990). Partisipan berjumlah 175 orang perawat. Hasil penelitian ini menunjukkan terdapat hubungan positif yang signifikan antara psychological capital dengan komitmen organisasi pada perawat (r = 0.149; p = 0.050, signifikan pada L.o.S 0.05). Artinya, semakin tinggi psychological capital yang dimiliki oleh seseorang, maka semakin tinggi pula komitmen organisasi yang dimiliki orang tersebut. Selain itu, komponen psychological capital yang memiliki sumbangan paling besar, yaitu self-efficacy. Berdasarkan hal tersebut, seorang perawat perlu ditingkatkan psychological capital-nya terutama komponen self-efficacy sebagai salah satu faktor yang meningkatkan komitmen organisasi.This research was conducted to find the correlation between psychological capital and organizational commitment among nurses. Psychological Capital was measured using an instrument named psychological capital questionnaire (Luthans, et al., 2007) and organizational commitment was measured using an instrument named commitment scale items (Allen and Meyer, 1990). The participants of this research are 175 nurses. The main results of this research show that psychological capital positively correlated with organizational commitment (r = 0.149; p = 0.050, significant at L.o.S 0.05). which means, the higher psychological capital someone‟s own, showing the higher organizational commitment. Furthermore, the biggest contribution component of psychological capital toward organizational commitment was self-efficacy. Based on these result nurses need to improve the psychological capital especially self-efficacy, as one of factor that increasing organizational commitment."

"Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara psychological capital dan kepuasan kerja pada perawat. Pengukuran psychological capital menggunakan alat ukur Psychological Capital Questionnaire (Luthans, et al., 2007a) dan pengkuran kepuasan kerja menggunakan Job Satisfaction Survey (Spector, 1994). Partisipan dalam penelitian ini berjumlah 177 perawat yang bekerja di rumah sakit X. Hasil penelitian ini menunjukkan terdapat hubungan positif yang signifikan antara psychological capital dan kepuasan kerja pada perawat (r = 0.299; p = 0.000, signifikan pada L.o.S 0.01). Hasil tersebut dapat diartikan, semakin tinggi tingkat psychological capital maka semakin tinggi pula tingkat kepuasan kerja perawat.

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This research was conducted to find the correlation between psychological capital and job satisfaction among nurse. Psychological capital was measured by instrument named pyschological capital questionnaire (Luthans, et al., 2007a) and job satisfaction was measured by instrument named job satisfaction surevy (Spector, 1994). The Participants of this research are 177 nurses. The main result of this study show that psychological capital positively coralated significantly with job satisfaction (r = 0.299; p = 0.000, significant at L.o.S 0.01). Intepretation from the result is , more higher psychological capital, the higher showing job satisfaction."

"Perawat yang baik salah satunya ditandai dengan memiliki tingkat perilaku sukarela yang tinggi, yaitu Organizational Citizenship Behavior (OCB). Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara psychological capital (PsyCap) dan organizational citizenship behavior(OCB) pada perawat. PsyCap (Luthans et al., 2007) merupakan keadaan perkembangan psikologis yang positif pada individu dengan karakteristik: memiliki self-efficacy, optimism, hope, dan dan resiliency. OCB (Organ, 1988) suatu tingkah laku individu yang sukarela, tidak secara langsung atau eksplisit diakui oleh sistem imbalan formal, namun dapat berpengaruh pada berjalannya fungsi organisasi yang efektif dan efisien. Pengukuran PsyCap menggunakan alat ukur adaptasi dri Psychological Capital Questionnaire (Luthans, Youssef, & Avolio, 2007) sedangkan pengukuran OCB menggunakan alat ukur Organizational Citizenship BehaviorScale (Podsakoff et al., 1990) yang telah diadaptasi oleh Khalid et al. (2009). Partisipan berjumlah 150 perawat dari rumah sakit X. Hasil penelitian ini menunjukkan terdapat hubungan positif yang signifikan antara komponen-komponen PsyCap dan OCB pada perawat (r = 0,513; p = 0,000, signifikan pada L.o.S 0,05). Artinya, semakin tinggi komponen-komponen PsyCap yang dimiliki seseorang, maka semakin tinggi OCB yang ia rasakan. Selain itu, komponen PsyCap yang memiliki korelasi parsial signifikan paling besar pada OCB adalah self-efficacy. Dengan demikian, untuk dapat meningkatkan self-efficacy para perawat, pihak rumah sakit dapat membantu para perawat untuk menetapkan tujuan, cara-cara mencapai tujuan dan menghadapi berbagai tantangan dalam pekerjaan mereka melalui pertemuan rutin setiap bulannya.

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A good nurse will show a high level of voluntary behavior, which is Organizational Citizenship Behavior (OCB). This research was conducted to find the correlation between psychological capital (PsyCap) and organizational citizenship behavior (OCB) among nurses. PsyCap (Luthans et al., 2007) is an individual’s positive psychological state of development and is characterized by: self-efficacy, optimism, hope, resiliency. OCB (Organ, 1988) represents individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and in aggregate promotes the efficient and effective functioning of the organization. PsyCap was measured using a modification instrument named Psychological Capital Questionnaire (Luthans, Youssef, & Avolio, 2007) and OCB was measured using a modification instrument named Organizational Citizenship Behavior Scale (Podsakoff et al., 1990) that had been modified by Khalid et al. (2009). The participants of this research are 150 nurses who work at X hospital. The main results of this research show that PsyCap components positively correlated significantly with OCB (r = 0,513; p = 0,000, significant at L.o.S 0,05). That is, the higher PsyCap components of one’s own, the higher OCB they felt. Furthermore, the biggest partial correlation component of PsyCap toward OCB was self-efficacy. Therefore, in order to increase self-efficacy, the hospital can help their nurses to make their goal setting, ways to accomplish their goals, dan how to overcome the obstacles in their works through the monthly meeting."

"Penelitian ini dilakukan untuk mengetahui peran psychological capital sebagai moderator hubungan antara work-family conflict dan kepuasan kerja. Pengukuran work-family conflict dilakukan dengan melihat kedua arahnya work interference with family dan family interference with work, menggunakan alat ukur WFCS work-family conflict scale. Kepuasan kerja diukur menggunakan alat ukur MSQ Minnesota Satisfaction Questionnaire. Psychological Capital diukur menggunakan alat ukur PCQ Psychological Capital Questionnaire. Responden dalam penelitian ini adalah 205 ibu bekerja di daerah Jakarta dan sekitarnya. Hasil penelitian menunjukkan terdapat hubungan negatif yang signifikan antara work interference with family dan kepuasan kerja r=-0,32, p0,05.

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This research was conducted to know moderating role of psychological capital on relationship between work family conflict and job satisfaction. Each directions of Work family conflict work interference with family dan family interference with work was measured using WFCS work family conflict scale. Job satisfaction was measured using MSQ Minnesota Satisfaction Questionnaire. Psychological Capital was measured using PCQ 24 Psychological Capital Questionnaire 24. Respondents of this research are 205 working mothers in vicinity of Jakarta. The results showed there was negative significant correlation between work interference with family and job satisfaction r 0,32, p0,05."