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"Kondisi dunia usaha yang dinamis menyebabkan perusahaan industri kreatif perlu terus berubah, dan karyawan sebagai pelaksana perubahan harus selalu siap menjalankannya. Penelitian ini melihat hubungan antara hope dan readiness for change pada karyawan industri kreatif. 106 orang responden mengisi alat ukur Readiness for Change oleh Hanpachern (1997) dan State Hope Scale oleh Snyder (1996). Hasil analisis pearson correlation menunjukkan hubungan positif signifikan antara hope dan readiness for change pada karyawan industri kreatif (r=0,411, p<0,01, two-tailed). Perusahaan dapat mempersiapkan karyawan menghadapi perubahan dengan meningkatkan hope, karena karyawan yang memiliki hope mampu membuat strategi baru untuk tetap mencapai tujuan.

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The dynamic condition of business world caused creative industry companies had to make change and employees as the executer of change had to always be ready to carry it out. This research aimed to identify the relationship between hope and readiness for change in creative industry employees. 106 employees from creative industry companies filled Readiness for Change questionnaire developed by Hanpachern (1997) and State Hope Scale by Snyder (1996). The result of pearson correlation analysis showed that there was a significant positive relationship between hope and readiness for change in creative industry employees (r=.411, p<.01, two-tailed). Companies could prepare employees readiness for change by developing hope, since employees with hope were able to create new strategies to remain achieving goals."

"[ABSTRAKbrPenelitian ini bertujuan untuk melihat hubungan antara readiness for changes dangeneral self-efficacy pada karyawan industri kreatif. Saat ini masih jarangpenelitian yang membahas konstruk general self-efficacy dalam konteks psikologiindustri dan organisasi. Responden pada penelitian ini adalah 102 karyawan yangbekerja di sektor industri kreatif. Alat ukur yang digunakan dalam penelitian iniadalah Readiness For Change Scale oleh Hanpachern (1997) dan New GeneralSelf-Efficacy Scale oleh Chen et al (2001). Hasil penelitian ini menunjukkanhubungan yang signifikan antara readiness for change dan general self-efficacypada karyawan di industri kreatif dengan r = .45 (p < .01).;The purpose of this research is to study the correlation between readiness forchange and general self-efficacy among creative industry. There were rarelyresearch which study general self-efficacy in industrial and organizationalpsychology. The respondents of this research were 102 employees who work increative industry. The instruments for this research were Readiness For ChangeScale by Hanpachern (1997) and New General Self Efficacy Scale by Chen et al.(2001). The result of this research showed that there was a significant corellationbetween readiness for change and general self-efficacy among creative industryemployees with r = .45 (p < .01);The purpose of this research is to study the correlation between readiness forchange and general self-efficacy among creative industry. There were rarelyresearch which study general self-efficacy in industrial and organizationalpsychology. The respondents of this research were 102 employees who work increative industry. The instruments for this research were Readiness For ChangeScale by Hanpachern (1997) and New General Self Efficacy Scale by Chen et al.(2001). The result of this research showed that there was a significant corellationbetween readiness for change and general self-efficacy among creative industryemployees with r = .45 (p < .01);The purpose of this research is to study the correlation between readiness forchange and general self-efficacy among creative industry. There were rarelyresearch which study general self-efficacy in industrial and organizationalpsychology. The respondents of this research were 102 employees who work increative industry. The instruments for this research were Readiness For ChangeScale by Hanpachern (1997) and New General Self Efficacy Scale by Chen et al.(2001). The result of this research showed that there was a significant corellationbetween readiness for change and general self-efficacy among creative industryemployees with r = .45 (p < .01), The purpose of this research is to study the correlation between readiness forchange and general self-efficacy among creative industry. There were rarelyresearch which study general self-efficacy in industrial and organizationalpsychology. The respondents of this research were 102 employees who work increative industry. The instruments for this research were Readiness For ChangeScale by Hanpachern (1997) and New General Self Efficacy Scale by Chen et al.(2001). The result of this research showed that there was a significant corellationbetween readiness for change and general self-efficacy among creative industryemployees with r = .45 (p < .01)]"

"Perubahan merupakan suatu kondisi yang akan selalu dihadapi oleh perusahaan di bidang industri kreatif. Industri kreatif perlu berubah menyesuaikan dengan pasar untuk dapat tetap bertahan. Kesiapan untuk berubah merupakan hal penting dalam industri kreatif untuk melakukan perubahan. Terdapat beberapa atribut individu yang dapat mendukung kesiapan karyawan untuk berubah. Penelitian ini dilakukan untuk melihat hubungan antara resiliensi dan kesiapan untuk berubah pada karyawan industri kreatif. Responden penelitian ini sebanyak 58 karyawan di industri kreatif. Resiliensi diukur menggunakan Resilience Scale (RS-14) (Wagnild & Young, 2009) dan kesiapan untuk berubah diukur menggunakan Readiness for Change Scale (Hanpachern, 1997). Hasil utama penelitian ini menunjukkan bahwa resiliensi berkorelasi secara signifikan dengan kesiapan untuk berubah (r = .514, p = .000, dan signifikan pada LOS .01). Artinya, semakin tinggi tingkat resiliensi individu, maka semakin tinggi pula kesiapan individu untuk berubah.

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Change is a condition that will always be faced by companies in creative industries. Creative industries need to change to adjust to the market in order to survive. Readiness for change is important in creative industries to make changes. There are many individual attributes that can support the readiness of employees to change. This research was conducted to examine correlation between resiliency and readiness for change. The respondents for this research are 58 employees who worked at creative industry. Resiliency was measured using Resilience Scale (RS-14) (Wagnild & Young, 2009) and readiness for change was measured using Readiness for Change Scale (Hanpachern, 1997). The main result of this research showed that resiliency correlated significantly with readiness for change (r = .514, p = .000, and significant at LOS .01). That is, the higher employee resiliency, the higher employee readiness for change."

"Penelitian ini membahas tentang hubungan antara psychological well-being dan harapan pada ibu dari anak dengan gangguan autisme. Responden penelitian ini merupakan 44 ibu dari anak dengan gangguan autisme. Dengan melakukan pengukuran menggunakan Ryff’s Scales of Psychological Well-Being dan The Adult Trait Hope Scale, didapatkan hasil bahwa terdapat hubungan positif yang signifikan antara psychological well-being dan harapan pada ibu dari anak dengan gangguan autisme (r = .633; n = 44; p < 0,01, one-tailed).Artinya, semakin tinggi psychological well-being ibu, maka semakin tinggi pula harapan ibu terhadap masa depan anaknya yang mengalami gangguan autisme. Terdapat empat dari enam dimensi psychological well-being yang berkorelasi positif dan signifikan dengan harapan, yaitu self-acceptance, positive relation with others, autonomy, dan environmental mastery. Sedangkan kedua komponen harapan, agency dan pathways,berkorelasi positif dan signifikan dengan psychological well-being. Agar mendapat penjelasan yang lebih komprehensif mengenai psychological wellbeing dan harapan pada ibu dari anak dengan gangguan autisme, perlu dilakukan penelitian lanjutan menggunakan pendekatan kualitatif.

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The focus of the study is to examine the relationship between psychological well-being and hope among mothers of children with autism. The respondents of this study were 44 Indonesian mothers of children with autism. Measured by Ryff‘s Scales of Psychological Well-Being and The Adult Trait Hope Scale, this study obtain a significant, positive relationship between psychological well-being and hope(r = .633; n = 44; p < 0,01, one-tailed). It indicates that the higher mothers‘ psychological well-being, the higher their hope to their child‘s future, and vice versa. Next, there are four out of six dimension of psychological wellbeing that have significant, positive relationship to hope, they are selfacceptance, positive relation with others, autonomy, and environmental mastery. On the other hand, both components of hope, agency and pathways, also have significant, positive relationship to psychological well-being. In order to obtain a more comprehensive explanation of the psychological well-being and hope in mothers of children with autism, further research needs to be done using a qualitative approach."

"Tujuan dari penelitian ini adalah untuk melihat hubungan antara uncertainty avoidance GLOBE dan uncertainty avoidance Hofstede dengan komitmen perubahan. Penelitian ini dilakukan di perusahaan BUMN dengan jumlah sampel sebanyak 176 responden. Uji statistik korelasional digunakan untuk menganalisis hasil data yang diperoleh. Pengukuran dimensi uncertainty avoidance dilakukan dengan alat ukur GLOBE Research Survey dan Values Survey Module (VSM). Pengukuran komitmen perubahan dilakukan dengan alat ukur Commitment to Change Inventory (CCI).Hasil dari penelitian ini adalah: 1). Tidak ada hubungan signifikan antara skor uncertainty avoidance GLOBE dengan skor komitmen perubahan. 2). Terdapat hubungan signifikan dan bernilai negatif antara skor uncertainty avoidance Hofstede dengan skor komitmen perubahan.

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The aim of this study is to identify the correlation between uncertainty avoidance and commitmen to change, and also try to use GLOBE uncertainty avoidance and Hofstede uncertainty avoidance as different construct with similar label. The data was collected from employee in state-owned company with total 176 sample size, and used correlational analysis to analyse the statistic data. Uncertainty avoidance was measured by GLOBE Research Survey dan Values Survey Module (VSM). Whereas, Commitment to Change Inventory (CCI) was used to measure commitment to change.

Results showed that: 1). There is no significant correlation between GLOBE uncertainty avoidance and commitment to change. 2). There is a negative and significant correlation between Hofstede uncertainty avoidance and commitment to change."

"ABSTRAKPenelitian ini bertujuan menguji hubungan antara perceived organizational support dan psychological capital pada karyawan PT. XYZ yang sedang melakukan perubahan organisasi. Partisipan penelitian adalah 135 karyawan PT. XYZ. Perceived organizational support diukur dengan Survey of Perceived Organizational Support yang dikembangkan Eisenberger, et. al. (1986). Psychological capital diukur dengan Psychological Capital Questionnaire yang dikembangkan Luthans, Youssef, dan Avolio (2007). Hasil menunjukkan adanya hubungan positif signifikan antara perceived organizational support dengan psychological capital (r=0,466, p<0,01). Hasil mengimplikasikan bahwa akan lebih baik bila PT. XYZ lebih memperhatikan kebijakan terkait sumber daya, kondisi pekerjaan, dan memberikan pelatihan untuk pekerjaan yang terkena dampak perubahan organisasi.

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ABSTRACTThis study examined the relationship between perceived organizational support and psychological capital on PT. XYZ employees during organizational change. Participants were 135 PT. XYZ employees. Perceived organizational support was measured by Survey of Perceived Organizational Support developed by Eisenberger, et. al. (1986). Psychological capital was measured by Psychological Capital Questionnaire developed by Luthans, Youssef, and Avolio (2007). Result showed a significant positive relationship between perceived organizational support and psychological capital (r=0,466, p<0,01). Result implicates that it will be better if PT. XYZ pay more attention to their resources policy, job condition, and provide training for jobs affected by organizational change."

"Industri kreatif memiliki tingkat kompetisi yang tinggi antar perusahaan.Tingginya tingkat kompetisi ini dapat menyebabkan perubahan pada perusahaan.Adapun faktor yang dapat mensukseskan perubahan, salah satunya adalah faktor internal yang terdiri dari sikap karyawan terhadap perubahan.Sikap karyawan diidentifikasi sebagai kesiapan karyawan untuk berubah.Namun, terdapat juga atribut individu yang dapat menjadi faktor karyawan siap untuk berubah yaitu optimisme.Penelitian ini dilakukan untuk melihat gambaran hubungan antara Optimisme dan Kesiapan untuk Berubah (Readiness for Change) pada karyawan industri kreatif di Indonesia.Kesiapan untuk berubah (Readiness for Change) diukur menggunakan Readiness for ChangeScale(Hanpachern, 1997) dan optimismediukur menggunakan Life Orientation Test-Revised (Scheier, Carver & Bridges, 1994).Partisipan penelitian ini berjumlah 99 orang yang berasal dari berbagai macam perusahaan industri kreatif (kecuali stasiun televisi) di Indonesia. Hasil penelitian ini menunjukkan bahwa terdapat hubungan yang signifikan (r=.205*; p=.042 signifikan pada LoS .05) antara kesiapan untuk berubah (readiness for change) dengan optimism pada karyawan industri kreatif.

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The companies in creative industry has a high level of competition. The high level of this competition can cause changes in company. The factors that could succeed changes, one of which is the internal factors which consist of employee attitudes toward change. The attitude identified as the readiness for change. However, there are also individual attributes that can be a factor of employees ready for change is optimism. This study was conducted to see the picture of the relationship between optimism and readiness for change on employee creative industry in Indonesia. Readiness for change were measured using a Readiness for ChangeScale (Hanpachern, 1997) and optimism was measured using the Life Orientation Test-Revised (Scheier, Carver and Bridges, 1994). Participants of this study are 99 people who come from a wide variety of creative industry companies (except the TV station) in Indonesia. Results of this study indicate that there is a significant correlation (r = .205 *; p = .042 significant at .05 LoS) between readiness for change with optimism on the creative industry employees."

"Tingginya tuntutan kerja saat ini mengakibatkan mudahnya karyawan mengalami burnout yang dapat berpengaruh terhadap kinerja-tugas karyawan. Maka dari itu diperlukan pencegahan dengan menyediakan sumber daya kerja, salah satunya adalah harapan dan optimisme yang merupakan modal psikologis. Penelitian ini bertujuan untuk melihat apakah burnout dapat memediasi hubungan antara optimisme dan harapan dengan kinerja-tugas. Penelitian merupakan penelitian korelasional yang melibatkan 312 partisipan yang merupakan karyawan di Indonesia yang berusia 18-40 tahun dan telah bekerja selama minimal 1 tahun. Alat ukur yang digunakan untuk mengukur variabel penelitian adalah In-role Performance measures, Psychological Capital Questionnaire (PCQ-12) dan Oldenburg Burnout Inventory (OLBI). Hasil analisis mediasi burnout dalam hubungan harapan dan kinerja-tugas yang dilakukan menunjukkan bahwa terdapat indirect effect (B = .05, p < .05) dan direct effect (B= 0.51, p<0.05) yang signifikan, yang mengindikasikan bahwa burnout dapat memediasi hubungan antara harapan dan burnout secara parsial. Selain itu, hasil mediasi burnout dalam hubungan optimisme dan kinerja-tugas juga menunjukkan adanya indirect effect (B = .07, p < .05) dan direct effect (B = 0.42, p < .05) yang signifikan, yang artinya burnout dapat memediasi hubungan antara optimisme dan kinerja-tugas secara parsial. Dengan demikian, dapat disimpulkan bahwa harapan dan optimisme dapat melewati burnout untuk mempengaruhi kinerja-tugas, namun juga dapat mempengaruhi kinerja-tugas secara langsung.

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Today’s high job demands makes employees more likely to experience burnout, which can affect employee’s task-performance. Therefore, prevention is needed by providing job resources, one of which is hope and optimism which are psychological capitals. This study aims to see whether burnout can mediate the relationship between optimism and hope with task-performance. This research is a correlational study involving 312 participants who are employees in Indonesia aged 18-40 years and have worked for at least 1 year. The instruments used to measure the research variables are In-role Performance measures, Psychological Capital Questionnaire (PCQ-12) and Oldenburg Burnout Inventory (OLBI). The results of the mediation analysis of burnout in the relationship of hope and task-performance that were carried out showed that there was a significant indirect effect (B = .05, p < .05) and direct effect (B = 0.51, p<0.05), which indicated that burnout could partially mediate the relationship between hope and task-performance. In addition, the results of the mediation of burnout in the relationship between optimism and task-performance also showed a significant indirect effect (B = .07, p < .05) and direct effect (B = 0.42, p < .05), which means that burnout can partially mediate the relationship between optimism and task-performance. Thus, it can be concluded that hope and optimism can pass through burnout to affect task-performance, but can also affect task-performance directly."

"Penelitian ini dilakukan untuk mengetahui pengaruh kepemimpinan perubahan terhadap kesiapan individu untuk berubah. Pengukuran kepemimpinan perubahan menggunakan alat ukur Characteristic Change Leader Inventory (Mangundjaya,2020) dan kesiapan individu untuk berubah menggunakan alat ukur Individual readiness to change (Holt dkk 2007). Responden pada penelitian ini berjumlah 90 karyawan PT.X dan memiliki karateristik lama bekerja minimal selama dua tahun. Hasil penelitian menunjukkan bahwa terdapat pengaruh yang signifikan antara kepemimpinan perubahan terhadap kesiapan individu untuk berubah (B = .671, p < .05).

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The purpose of this research is to see the effect of change leader towards employees' readiness to change. This research exerts Characteristic Change Leader Inventory (Mangundjaya, 2020) to measure change leader and Individual readiness to change (Holt dkk 2007) to measure the employees’ readiness to change. Participants of this research were 90 employees of PT.X and had the characteristics of a minimum of two years of work. The result of this research indicates that change leader (B = .671, p < .05) had a significant effect towards employees’ readiness to change."

"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."