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"Penelitian ini bertujuan untuk menguji faktor individual (power distance orientation) dan kontekstual (perceived organizational support) yang mempengaruhi voice behavior. Penelitian menggunakan metode online survey menggunakan google form pada 103 karyawan yang berada di daerah DKI Jakarta dan sekitarnya menggunakan alat ukur dengan reliabilitas antara 0,77–0,81.Hasil analisis moderated regression menunjukkan bahwa: (1) power distance orientation berpengaruh negatif terhadap voice behavior, (2) terdapat peran penting perceived organizational support sebagai moderator untuk menjelaskan hubungan antara power distance orientation dengan voice behavior. Perceived organizational support berperan dalam memperlemah hubungan negatif antara power distance orientation dengan voice behavior. Model penelitian ini menjelaskan 38% terbentuknya voice behavior. Perceived organizational support tinggi menjadi faktor signifikan dalam memperkuat karyawan dengan power distance orientation rendah untuk semakin menunjukkan voice behavior. Penelitian ini berkontribusi pada interaksi antara power distance orientation, perceived organizational support, dan voice behavior.

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This study aims to examine individual (power distance orientation) and contextual (perceived organizational support) factors that affect voice behavior. The study utilized online survey method using google form on 103 employees in DKI Jakarta and its surrounding areas using a measuring instrument with reliability between 0.77-0.81.The results of moderated regression analysis show that: (1) power distance orientation has a negative effect on voice behavior, (2) perceived organizational support as a moderator has important role in explaining the relationship between power distance orientation and voice behavior. Perceived organizational support dampens the negative relationship between power distance orientation and voice behavior.This research model explains 38% of the formation of voice behavior. High perceived organizational support is a significant factor in strengthening employees with low power distance orientation to increasingly show voice behavior. This research contributes to the interaction between power distance orientation, perceived organizational support and voice behavior."

"Sistem pembelajaran jarak jauh di masa pandemi COVID-19 menjadi tantangan bagi guru untuk mengajar secara efektif. Penelitian ini ingin menguji peran dan efektivitas guru. Hasil penelitian mengimplikasikan bahwa guru perlu memiliki Distance learning as an impact of COVID-19 pandemic becomes a challenge for teacher effectiveness. The current study examined the role of psychological capital as a mediator of the relationship between openness to experience and teacher effectiveness. This study involved 172 senior high school teachers in Jabodetabek as respondents who are currently conducting distance learning. The mediation analysis results revealed a significant indirect effect between openness to experience and teacher effectiveness through psychological capital, [.668, 1.369]. These findings prove that psychological capital mediates the relationship between openness to experience and teacher effectiveness. Therefore, teachers should have high openness to experience to increase psychological capital so teacher effectiveness will also increase. "

"Perubahan sistem belajar dari luring ke daring menjadi tantangan bagi para guru dalam menjalankan perannya secara efektif. Hal tersebut mengharuskan guru untuk bersikap terbuka dan beradaptasi terhadap perubahan yang terjadi. Penelitian ini bertujuan untuk mengetahui peran grit sebagai mediator dalam hubungan antara openness to experience dan efektivitas pengajaran guru SMK saat masa pembelajaran jarak jauh di DKI Jakarta. Partisipan penelitian ini adalah 211 guru SMK di DKI Jakarta yang sedang mengajar secara jarak jauh. Partisipan merupakan 128 guru perempuan (60.7%) dan 83 guru laki-laki (39.3%). Partisipan didominasi oleh guru yang mengajar di Jakarta Timur dengan jumlah 64 guru (30.3%). Partisipan memiliki rentang pengalaman mengajar 1 tahun sampai 36 tahun (M = 3.25, SD = 2.05). Partisipan berusia 23 hingga 65 tahun (M = 43.94, SD = 11.46). Sebanyak 142 guru (67.3%) mengajar di sekolah negeri dan 69 guru (32.7%) mengajar di sekolah swasta. Penelitian ini menggunakan alat ukur Big Five Personality Inventory (John, 1990) untuk mengukur openness to experience guru, Teacher Effectiveness Scale (Kyriakides, Campbell & Christofidou, 2002) untuk mengukur efektivitas guru, dan Grit Short Scale (Duckworth & Quinn, 2009) untuk mengukur grit guru. Berdasarkan hasil analisis, terdapat hasil signifikan pada indirect effect (ab = .321, p < .01, 95% CI [.177, .487]) dan direct effect (c’ = 1.298, p < .01, 95% CI [.964, 1.633]). Hasil tersebut menunjukkan bahwa grit memediasi hubungan antara openness to experience dan efektivitas guru secara parsial. Hasil penelitian mengimplikasikan bahwa guru perlu memiliki openness to experience tinggi untuk meningkatkan grit sehingga efektivitas guru pun meningkat. Pemerintah maupun pihak sekolah dapat menyelenggarakan program pelatihan untuk meningkatkan openness to experience yang dapat meningkatkan grit sehingga efektivitas guru meningkat.

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The change in the learning system from offline-based to online-based is a challenge for teachers in carrying out their roles effectively. This requires teachers to be open and adapt to the changes that occur. The purpose of this study was to investigate the role of grit as a mediator in the relationship of openness to experience and teacher effectiveness during the distance learning among vocational high school teachers in DKI Jakarta. This study involved 211 vocational high school teachers in DKI Jakarta who were currently conducting distance learning. The participants were 128 female teachers (60.7%) and 83 male teachers (39.3%). Participants are dominated by teachers who teach in East Jakarta with a total of 64 teachers (30.3%). Participants had a range of teaching experience from 1 year to 36 years (M = 3.25, SD = 2.05). Participants were aged 23 to 65 years (M = 43.94, SD = 11.46). A total of 142 teachers (67.3%) teach in public schools and 69 teachers (32.7%) teach in private schools. This study used the Teacher Effectiveness Scale (Kyriakides, Campbell & Christofidou, 2002) to measure teacher’s effectiveness, the Big Five Personality Inventory openness to experience dimension (John, 1990) to measure teacher’s openness to experience, and the Grit Short Scale (Duckworth & Quinn, 2009) to measure teacher’s grit. Based on the result of the analysis, there is a significant indirect effect ("

"Komitmen perubahan diperlukan untuk mencapai efektivitas organisasi. Penelitian ini dilakukan untuk melihat hubungan antara jarak kekuasaan (power distance) dan komitmen perubahan. Selain itu, penelitian ini juga melihat hubungan jarak kekuasaan (power distance) terhadap ketiga dimensi komitmen perubahan, yaitu komitmen afektif, komitmen kontinuan, dan komitmen normatif. Pengukuran jarak kekuasaan menggunakan Global Culture and Leadership Scale dan komitmen perubahan menggunakan Commitment to Change Inventory. Hasil perhitungan dari 164 responden, menunjukkan bahwa jarak kekuasaan memiliki hubungan negatif yang signifikan dengan komitmen perubahan, r=-651, p< .01, lebih spesifik lagi hasil perhitungan menunjukan bahwa jarak kekuasaan memiliki hubungan negatif yang signifikan dengan komitmen afektif perubahan r=-476, p< .01, komitmen kontinuan perubahan r=-547, p< .01, dan komitmen normatif perubahan, r=-594, p< .01. Berdasarkan hal ini dapat disimpulkan bahwa semakin besar jarak kekuasaan dalam organisasi maka komitmen perubahan individu akan semakin rendah.

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Commitment to change is required to achieve organizational effectiveness. This study was conducted to see the relationship between power distance and commitment to change. In addition, this study also tries to identify the effects of power distance to the three dimensions of commitment to organizational change. This research used Global Culture and Leadership Scale and Commitment to Change Inventory for Commitment to change. The results from 164 respondent showed that power distance has negative significant correlation with commitment to change, r=-.651, p<.01. Specifically, results showed that power distance has negative significant correlation with affective commitment to change r=-476, p< .01; continuance commitment to change r=-547, p< .01; normative commitment to change r=-594, p< .01. Based on these results, it can be concluded that the lower the power distance in organization, the higher individual commitment to change."

"[ABSTRAKbrPerilaku voice pegawai, yang didefinisikan sebagai tingkah laku pemberian saran inovatif dan konstruktif, dapat mendatangkan banyak dampak positif bagi organisasi. Di sisi lain, voice dapat mengancam bagi hubungan interpersonal pegawai yang melakukannya. Penelitian ini menginvestigasi karakteristik unik tersebut dengan menyoroti interaksi faktor situasional berupa kohesivitas kelompok dengan faktor individu berupa kepemilikan ide dan voice efficacy. Sampel penelitian ini adalah 244 pegawai di salah satu institusi pemerntahan. Hasil analisis statistik menunjukan kepemilikan ide dan voice efficacy berhubungan, masing-masing, negatif dan positif dengan voice. Selain itu, kohesivitas sosial kelompok berperan sebagai moderator yang memberikan efek penyangga (buffer) pada hubungan positif antara voice efficacy dengan voice. Implikasi dari hasil penelitian ini didiskusikan lebih lanjut.;Voice Behavior, as employee’s expression of innovative suggestion for organization, has many positive impacts for organizations. On the other hand, voice contains interpersonal risks for the actor. This study investigates this predicament of voice through highlighting the interaction between personal and situational factor, namely social cohesion, having ideas, voice efficacy, and voice per se. Data was collected from 244 civil servants. Statistical analysis showed that having ideas and voice efficacy were associated, respectively, negatively and positively with voice. Moreover, social cohesion has moderating (buffering) effect on the relationship between voice efficacy and voice. The implication of this study is discussed below. ;Voice Behavior, as employee’s expression of innovative suggestion for organization, has many positive impacts for organizations. On the other hand, voice contains interpersonal risks for the actor. This study investigates this predicament of voice through highlighting the interaction between personal and situational factor, namely social cohesion, having ideas, voice efficacy, and voice per se. Data was collected from 244 civil servants. Statistical analysis showed that having ideas and voice efficacy were associated, respectively, negatively and positively with voice. Moreover, social cohesion has moderating (buffering) effect on the relationship between voice efficacy and voice. The implication of this study is discussed below. , Voice Behavior, as employee’s expression of innovative suggestion for organization, has many positive impacts for organizations. On the other hand, voice contains interpersonal risks for the actor. This study investigates this predicament of voice through highlighting the interaction between personal and situational factor, namely social cohesion, having ideas, voice efficacy, and voice per se. Data was collected from 244 civil servants. Statistical analysis showed that having ideas and voice efficacy were associated, respectively, negatively and positively with voice. Moreover, social cohesion has moderating (buffering) effect on the relationship between voice efficacy and voice. The implication of this study is discussed below. ]"

"Menanggapi masalah moral dengan cara yang tidak tepat dapat menimbulkan dampak yang merugikan berbagai pihak. Dalam menyelesaikan masalah moral di tempat kerja, individu sering kali menggunakan jalan pintas untuk mengurangi ketidakpastian dengan mengikuti standar sosial yang ada. Mereka cenderung untuk menjaga hubungan yang harmonis dan menghindari penyelesaian konflik yang akan merusak hubungan dalam kelompok. Akan tetapi, sense of power diduga dapat membuat individu menolak pengaruh lingkungan dalam menjalankan kehendaknya dalam arti mereka dapat melakukan sesuatu berdasarkan pilihannya sendiri. Penelitian ini bertujuan untuk menyelidiki hubungan antara social consensus dan moral judgment serta pengaruh moderasi sense of power. Hasil analisis korelasi pada 128 karyawan umum menunjukkan bahwa terdapat hubungan yang positif dan signifikan antara social consensus dan moral judgment. Di sisi lain, hasil analisis moderasi tidak menunjukkan bahwa sense of power dapat menjadi alasan individu berbeda dari lingkungannya. Hasil penelitian mengimplikasikan anjuran bagi perusahaan untuk menciptakan lingkungan etis dalam rangka menekan perilaku tidak etis di tempat kerja. Lebih dari itu, penelitian ini menambah pengetahuan mengenai sense of power dalam ranah pengambilan keputusan etis.

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Responding to moral problems in an inappropriate way could have a detrimental effect on other people. To solve moral problems in the workplace, people often use an easy way to avoid ambiguity by following existing social consensus. As an individual, they then tend to maintain harmonious relationships and avoid resolving conflicts that would harm the relationship in a group setting. However, with sense of power, it was argued that individuals could resist social influences in carrying out their will in a sense that they could do things based on their personal preferences. This study aimed to investigate the relationship between social consensus and individuals' moral judgment and the moderation effet of sense of power.

There were 128 employees involved in the study and the correlation analysis result showed that there was a positive and significant relationship between social consensus and moral judgment. However, the moderation analysis result did not show that sense of power would serve as a reason on why an individual might deviate from their society. The results implied recommendation for companies to create an ethical environment to suppress unethical behavior in the workplace. Moreover, it also added up our knowledge about sense of power in influencing ethical decision making."

"Berbagai penelitian menunjukkan bahwa kedalaman atau sofistikasi pemahaman seseorang mengenai politik memainkan peran penting dalam konsistensi antara nilai-nilai moral yang dipegangnya dengan berbagai ideologi dan sikap politik yang diekspresikan. Studi ini meneliti hubungan antara dua motif moral mengikat dan tiga orientasi politik serta bagaimana sofistikasi politik memengaruhi asosiasi tersebut. Sebanyak 112 mahasiswa Universitas Indonesia mengisi kuesioner motif moral, orientasi politik dan sofistikasi politik. Hasil penelitian ini menunjukkan bahwa motif keteraturan sosial berhubungan positif dengan orientasi konservatif dan fundamentalis sedangkan motif keadilan sosial berhubungan negatif dengan orientasi kapitalis. Sofistikasi politik juga ditemukan meningkatkan hubungan ini positif antara motif keteraturan sosial dengan orientasi konservatif dan orientasi fundamentalis. Meskipun demikian, sofistikasi politik tidak ditemukan memainkan peran moderasi pada hubungan negatif antara motif keadilan sosial dan orientasi kapitalis.

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Various studies show that the depth or sophistication of one 39 s understanding of politics play an important role in how one 39 s moral values correspond to his or her expressed political ideology or attitudes. This study investigate how one 39 s political sophistication affects the association between morality and political orientation. 112 students answered in person and online questionnaires designed to measure their binding moral motives, political orientation and political sophistication.

Results show that the moral motive of social order is strongly and positively correlated with socially conservative and religiously fundamentalist orientations while the moral motive of social justice correlates negatively to economically capitalistic orientation. Political sophistication also strengthens the positive correlation between the moral motive of social order and conservative and fundamentalist orientations but not the negative correlation between the moral motive of social justice and capitalistic orientation."

"Konflik Suku, Ras, Agama, dan Antargolongan (SARA) yang timbul di Indonesia sering disebabkan oleh masalah intoleransi multikulturalisme. Faktor yang mungkin berelasi dengan sikap ini adalah Openness to experience yang berkorelasi dengan variabel yang mengatur sikap penerimaan multikulturalisme. Hubungan ini diteliti dengan tujuan mencari korelasi antara trait kepribadian Openness to experience dengan sikap penerimaan multikulturalisme. Penelitian dilakukan pada 46 laki-laki dan 115 perempuan dengan kriteria mahasiswa yang sedang menempuh pendidikan sarjana, berusia 18-24 tahun dan tinggal di Jabodetabek (Jakarta, Bogor, Depok, Tangerang, Bekasi). Ditemukan korelasi positif yang menegaskan hubungan antara kedua variabel. Implikasi penelitian adalah pemahaman lebih mengenai hubungan Openness to experience dan sikap penerimaan multikulturalisme di Indonesia.

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Conflicts stemming from differences in ethnicity, race, religion, and intergroup conflict (SARA) that arise in Indonesia are often caused by the intolerance of multiculturalism. A factor that may be related to this attitude is Openness to experience, which is correlated with the variables that govern an individual’s attitude regarding multiculturalism. Research investigating this relationship employed a sample of 162 undergraduate students aged 18- 24 years and who are living in Jabodetabek (Jakarta, Bogor, Depok, Tangerang, Bekasi). A positive correlation between Openness to Experience and Multicultural attitudes was found, which confirms the relationship between the two variables. The implication of this research is a better understanding of the relationship between Openness to experience and multicultural attitudes in Indonesia."