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"Praktik workgroup inclusivity diperlukan agar karyawan perempuan dapat berkontribusi secara maksimal. Performa karyawan dapat dipengaruhi oleh gaya kepemimpinan, iklim organisasi, dan self-efficacy karyawan. Penelitian ini merupakan penelitian korelasional non eksperimental kuantitatif untuk mengetahui peran workgroup inclusivity sebagai mediator pada hubungan antara transformational leadership dengan self-efficacy. Partisipan dalam penelitian ini berjumlah 144 karyawan perempuan yang bekerja di perusahaan dengan mayoritas karyawan laki-laki pada rentang usia 21 - 57 tahun di daerah Jabodetabek dengan pengalaman kerja minimal 1 tahun. Hasil penelitian menunjukan bahwa terdapat pengaruh transformational leadership terhadap self-efficacy melalui mediasi penuh dari inklusivitas (c’ = 0.0112, SE = 0.0355, p = 0.7516, CI[-0.0588, 0.0813]). Adanya penemuan ini membuat workgroup inclusivity dan transformational leadership menjadi penting untuk dipraktikkan oleh perusahaan agar karyawan perempuan memiliki self-efficacy yang baik.

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The practice of workgroup inclusivity is necessary so that female employees can contribute maximally. Employee performance can be influenced by leadership styles, organizational climate, and employee self-efficacy. This study is a non-experimental quantitative correlational research to determine the role of workgroup inclusivity as a mediator in the relationship between transformational leadership and self-efficacy. The participants in this study were 144 female employees who worked in companies with a majority of male employees, aged between 21 and 57 years, in the Jabodetabek region, with a minimum work experience of 1 year. The research results showed that there is an influence of transformational leadership on self-efficacy through the full mediation of inclusivity (c’ = 0.0112, SE = 0.0355, p = 0.7516, CI[-0.0588, 0.0813]). This finding highlights the importance of practicing workgroup inclusivity and transformational leadership by companies to ensure that female employees have good self-efficacy."

"Penelitian ini mengkaji pengaruh kepemimpinan transformasional dan efikasi diri terhadap performa tugas dengan mempertimbangkan peran keterikatan kerja sebagai variabel mediator pada Direktorat Jenderal Bea dan Cukai (DJBC). Responden dalam penelitian ini berjumlah 872 responden yang merupakan Pegawai Negeri Sipil (PNS) di DJBC. Data penelitian diperoleh melalui kuesioner dan selanjutnya diolah dengan menggunakan metode persamaan struktural (Structural Equation Modelling). Hasil dari pengolahan data menunjukkan adanya pengaruh langsung secara positif dan signifikan pengaruh efikasi diri terhadap performa. Hasil penelitian ini juga menunjukkan keterikatan kerja berperan sebagai mediator penuh dari pengaruh antara kepemimpinan transformasional dan performa tugas, serta menjadi mediator parsial dari pengaruh efikasi diri dan performa tugas. Namun, hasil pengujian empiris tidak mendukung adanya pengaruh langsung secara positif dan signifikan dari kepemimpinan transformasional dan performa tugas.  Penelitian ini berkontribusi secara aktif dengan memberikan umpan balik dan saran bagi organisasi untuk meningkatkan performa tugas dengan membangun kepercayaan diri pegawai dalam menyampaikan ide terkait peningkatan kinerja, membangun inspirasi pegawai dalam bekerja, mendorong kepemimpinan transformasional melalui manajemen talenta, dan mendorong keahlian pegawai sesuai dengan tugas yang diberikan.

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This study examines the effect of transformational leadership and self-efficacy on task performance by considering the role of work engagement as a mediating variable at the Directorate General of Customs and Excise (DJBC). Respondents in this study amounted to 872 respondents who were Civil Servants (PNS) at DJBC. Research data were obtained through questionnaires and then processed using the structural equation method (Structural Equation Modeling). The results of data processing show that there is a direct positive and significant effect of self-efficacy on performance. The results of this study also show that work engagement acts as a full mediator of the influence between transformational leadership and task performance, as well as a partial mediator of the effect of self-efficacy and task performance. However, the results of empirical testing do not support the positive and significant direct effect of transformational leadership and task performance. This research contributes actively by providing feedback and suggestions for organizations to improve task performance by building employee confidence in conveying ideas related to performance improvement, building employee inspiration at work, encouraging transformational leadership through talent management, and encouraging employee skills according to the tasks assigned."

"Tujuan dari penelitian ini adalah untuk mengetahui pengaruh kepemimpinan transformasional dan efikasi diri dalam perubahan karyawan terhadap komitmen afektif untuk berubah. Responden penelitian ini adalah karyawan yang bekerja di sektor keuangan. Data dianalisis dengan menggunakan regresi hierarki berganda. Hasil penelitian menunjukkan bahwa baik kepemimpinan transformasional ? = 0.188, p = 0.003.

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The objective of this study is to identify the effect of transformational leadership and employees rsquo change self efficacy on affective commitment to change. The respondents of this study were employees who work in finance sector. The data were analyzed using multiple hierarchical regressions. The result showed that both transformational leadership 0.188, p 0.003."

"ABSTRAKPositive leader identity merupakan salah satu konsep diri yang penting untuk dimiliki seorang pemimpin. Berdasarkan perspektif teoritis claiming mengakui identitas diri sebagai pemimpin dan granting mengakui identitas orang lain sebagai pemimpin, penelitian ini bertujuan untuk melihat apakah implicit leadership theories memediasi hubungan antara leadership self-efficacy dan positive leader identity. Data diperoleh melalui 65 pasangan pemimpin dan bawahan pada perusahaan makanan dan minuman di Indonesia. Pengukuran dilakukan menggunakan alat ukur leadership self-efficacy perception scale, implicit leadership theories scale, dan collective self-esteem scale.Hasil analisis regresi lanjutan pada penelitian ini menunjukkan bahwa implicit leadership theories tidak memediasi hubungan antara leadership self-efficacy dan positive leader identity. Hasil ini memiliki implikasi bahwa granting yang diberikan bawahan kepada pemimpinnya untuk membentuk claiming dari pemimpin terhadap positive leader identity, tidak didasarkan pada penilaian dengan membandingkan sosok pemimpinnya dengan karakteristik pemimpin yang ideal.

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ABSTRACTPositive leader identity is one of the most important self concept to be possessed by a leader, based on the theoretic perspective of claiming acknow ledging one identity as leader and granting acknow ledging others identity as leader, this research was trying to see, is implicit leadership theories mediate the relationship between leadership self efficacy and positive leader identity. Data was collected from 65 pairs of leader rsquo's and follower in food and beverages company in Indonesia. Scales used by this research is leadership self efficacy perception scale, implicit leadership theories scale, and collective self esteem scale. Result from the regression analysis shows that implicit leadership theories does not mediate the relationship between leadership self efficacy and positive leader identity. This result indicate that granting that was given by followers to their leader rsquo s in order to form their claiming on positive leader identity, does not fully based on the evaluation by comparing their current leader with ideal leader characteristics."

"Pengangguran dan pekembangan sistem persaingan organisasi menunjukkan sistem daya saing baru pada level dunia kerja. Kebutuhan akan sumber daya manusia yang siap untuk berubah menunjukkan dibutuhkannya individu dengan kesiapan untuk berani memberikan keputusan dan memimpin, setidaknya dimulai dari diri sendiri. Hal ini menunjukkan pentingnya kepemimpinan dan kesiapan diri pada mahasiswa sebagai salah satu calon sumber daya manusia dalam dunia kerja. Penelitian ini dilakukan untuk melihat self-leadership melalui creative self-efficacy CSE mahasiswa. Creative self-efficacy yang didefinisikan sebagai keyakinan individu atas kemampuan dirinya untuk melakukan suatu tugas spesifik dalam menciptakan hal yang baru, orisinil, dan solusi yang sesuai Abbot 2010. Dalam creative self-efficacy terdapat dua dimensi penyusunnya, yaitu creative thinking self-efficacy CTSE dan creative performance self-efficacy CPSE. Self-Leadership didefinisikan sebagai proses dimana individu mengontrol perilaku mereka sendiri, mempengaruhi dan mengarahkan diri mereka melalui penggunaan strategi perilaku dan kognitif. Strategi tersebut disusun oleh dimensi behaviour-focused strategies, natural reward strategies, dan constructive thought pattern strategies. Pengukuran terhadap CSE diukur melalui Revised Model of CTSE II and CPSE II Inventories yang dikembangkan oleh Abbot 2010, sementara self-leadership diukur melalui Revised Self-Leadership Questionnaire yang dikembangkan oleh Houghton dan Neck 2002. Penelitian ini dilakukan dengan sampel partisipan yang berada di lingkungan Universitas Indonesia N=146. Analisis statistik pearson correlation menunjukkan hubungan yang positif secara signifikan terdapat pada creative thinking self-efficacy dan self-leadership r = 0,394, p = 0,000, signifikan pada LoS 0,01 dan creative performance self-efficacy dan self-leadership r = 0,561, p = 0,000, signifikan pada LoS 0,01. Hal ini menunjukkan bahwa creative self-efficacy yang semakin baik atau tinggi mahasiswa, maka semakin baik atau tinggi juga self-leadership nya. Selain itu, hasil penelitian korelasi terhadap creative self-efficacy dan dimensi self-leadership menunjukkan bahwa constructive pattern though strategies memiliki hubungan terkuat dibandingkan dimensi lainnya.

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Unemployment and development of an organization 39s competitive system show a new competitiveness system at the world level of work. The need for ready to change human resources demonstrates the need for an individual with the readiness to dare to make decisions and lead, at least starting with oneself. This shows the importance of leadership and readiness of the students as one of the candidates of human resources in the world of work. This research is conducted to see self leadership through student self efficacy CSE. Creative self efficacy is defined as the individual 39 s belief in his or her ability to perform a specific task in creating the novel, original, and appropriate solutions of Abbot 2010. In creative self efficacy there are two dimensions of the compilers, namely creative thinking self efficacy CTSE and creative performance self efficacy CPSE. Self Leadership is defined as the process by which individuals control their own behavior, influence and direct themselves through the use of behavioral and cognitive strategies. The strategy is structured by the dimensions of behaviour focused strategies, natural reward strategies, and constructive thought patterns strategies. Measurements of CSE were measured through the Revised Model of CTSE II and CPSE II Inventories developed by Abbot 2010, while self leadership was measured through the Revised Self Leadership Questionnaire developed by Houghton and Neck 2002. This research was conducted with sample of participants who were in University of Indonesia N 146. Pearson correlation statistic analysis showed a positive correlation significantly in creative thinking self efficacy and self leadership r 0,394, p 0,000, significant at LoS 0,01 and creative performance self efficacy and self leadership r 0,561, p 0,000, significant at LoS 0.01. This shows that the creative self efficacy of the better or higher the student, the better or higher also his self leadership. In addition, the results of a correlation study on creative self efficacy and the self leadership dimension show that constructive patterns though strategies have the strongest relationship compared to other dimensions. "

"Penelitian ini bertujuan untuk meneliti peran mediasi creative self-efficacy dan moderasi openness to experience pada hubungan antara empowering leadership dan kreativitas karyawan. Mengacu pada saran-saran penelitian sebelumnya, hubungan antara empowering leadership dengan kreativitas karyawan perlu diteliti kembali pada negara-negara dengan budaya kolektivis. Data diambil menggunakan survei daring dari tiga BUMN di Jakarta (N = 161) menggunakan teknik convenience sampling. Data dianalisis menggunakan model 7 (moderated mediation) pada Macro PROCESS dari Hayes pada software SPSS. Hasil penelitian menunjukkan terdapat hubungan tidak langsung antara empowering leadership dengan kreativitas karyawan melalui creative self-efficacy. Hasil analisis juga menunjukkan bahwa openness to experience secara signifikan memoderasi hubungan antara empowering leadership dan creative self-efficacy. Akhirnya, openness to experience secara signifikan memoderasi hubungan tidak langsung antara empowering leadership dan kreativitas karyawan melalui creative self-efficacy. Implikasi praktis dari penelitian ini adalah para manajer di organisasi menampilkan gaya empowering leadership untuk meningkatkan kreativitas karyawan, jika karyawan tidak memiliki tingkat openness to experiene yang tinggi.

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This study aims to investigate the mediating role of creative self-efficacy and moderating role of openness to experience in the relationship between empowering leadership and employee creativity. Referring to prior research suggestions, the relationship between empowering leadership and employee creativity needs to be re-investigated in collectivist culture countries. Data were collected using online survey from 3 state-owned enterprises (BUMN organizations) in Jakarta (N = 161), by employing convenience sampling technique. Data were analyzed using moderated mediation (model 7) on Hayes’ PROCESS macro on SPSS software. Results showed that there was an indirect relationship between empowering leadership and employee creativity via creative self-efficacy. Results also showerd that openness to experience significantly moderated the relationship between empowering leadership and creative self-efficacy. Finally, openness to experience significantly moderated the indirect relationship between empowering leadership and employee creativity via creative self-efficacy. As a practical implication, this study suggests organizations to consider applying empowering leadership style to increase employee creativity by increasing creative self-efficacy on employees with lower openness to experience"

"Penelitian ini bertujuan untuk melihat hubungan antara coping self-efficacy dan burnout pada perawat. Pengukuran coping self-efficacy menggunakan alat ukur Coping Self-Efficacy Scale (Chesney dkk., 2006) yang memiliki tiga subskala, yaitu use problem focused coping, stop unpleasant thoughts and emotions, dan get support from family and friends dengan total 26 item. Pengukuran terhadap burnout menggunakan alat ukur Maslach Burnout Inventory-Human Service Survey (Maslach & Jackson, 1981) yang memiliki tiga dimensi, yaitu emotional exhaustion, depersonalization, dan menurunnya sense of personal accomplishment dengan total 22 item. Jumlah partisipan yang diperoleh sebanyak 131 perawat. Hasil utama penelitian menunjukkan bahwa terdapat hubungan yang negatif dan signifikan antara coping self-efficacy dan burnout pada perawat, yang berarti semakin tinggi coping self-efficacy perawat, semakin rendah burnout yang dirasakan.

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The aim of this study is to investigate whether any relationship between coping self-efficacy and burnout among nurses. Coping self-efficacy was measured by Coping Self-Efficacy Scale (Chesney et al., 2006) which has three subscales, namely use problem focused coping, stop unpleasant thoughts and emotions, and get support from family and friends with a total of 26 items. Burnout was measured by Maslach Burnout Inventory-Human Service Survey (Maslach & Jackson, 1981) which has three dimensions, namely emotional exhaustion, depersonalization, and reduced sense of personal accomplihsment with a total of 22 items. Participants of this study were 131 nurses. The main result of the study shows that there is a significant negative relationship between coping self-efficacy and burnout among nurses, in conclusion, the higher score of coping self-efficacy obtained by nurses, the lower they perceived burnout."

"Penelitian ini dilakukan untuk mengetahui hubungan antara traits dan creative selfefficacy (CSE) pada guru TK. Traits adalah dimensi dari perbedaan kecenderungan individu untuk menunjukan pola pemikiran, perasaan dan tindakan yang konsisten (McCrae dan Costa, 2003). Sementara itu, CSE merupakan keyakinan yang sementara pada individu mengenai kemampuan dirinya untuk melakukan tugas spesifik tertentu yang membutuhkan produksi solusi-solusi baru, orisinal, atau sesuai. Pengukuran traits menggunakan alat ukur IPIP (Goldberg, 1999) dan pengukuran CSE menggunakan alat ukur Revised Model Creative Thinking Self-Efficacy (CTSE) II & Creative Performance Self-Efficacy (CPSE) II Inventories (Abbott, 2010) yang telah diadaptasi oleh peneliti. Partisipan berjumlah 112 orang guru TK yang berusia 20-60 tahun. Hasil penelitian ini menunjukkan terdapat hubungan negatif signifikan antara trait neuroticism dan CTSE, serta terdapat hubungan positif signifikan antara trait extraversion, openness to experience, agreeableness, dan conscientiousness dengan CTSE dan CPSE. Namun demikian, pada trait neuroticism tidak ditemukan adanya hubungan yang signifikan dengan CPSE. Berdasarkan hasil tersebut, perlu dilakukan screening kepribadian ketika perekrutan guru TK. Selain itu, guru TK juga dapat diberi intervensi sejak dini untuk meningkatkan CSE.

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This research was conducted to find the correlation between nature traits and creative self-efficacy (CSE) in kindergarten teachers. Traits is dimensions of individual differences in tendencies to show consistent patterns of thoughts, feelings and actions (McCrae & Costa, 2003). Meanwhile CSE is an individual's state-like belief in his or her own ability to perform the specific tasks required to produce novel original, or appropiate solutions (Abbott, 2010).

Traits was measured using an adaptation instrumen named IPIP (Goldberg, 1999) and CSE was measured using an adaptation instrument named Revised Model Creative Thinking Self-Efficacy (CTSE) II & Creative Performance Self-Efficacy (CPSE) II Inventories (Abbott, 2010). The respondent of this research are 112 kindergarten teachers.

The results of this research show that trait neuroticism negative correlated significantly with CTSE and the trait extraversion, openness to experience, agreeableness and conscientiousness positive correlated significantly with CTSE and CPSE. But there is no significant correlation between trait neuroticism and CPSE. Based on these results, kindergarten ought to held a personality screening in teacher's recruitment and give intervention, such as training or seminar to teachers that can increase creative self-efficacy."

"[ABSTRAKPenelitian ini dilakukan untuk melihat hubungan antara kepemimpinantransformasional kepala sekolah dan kinerja guru. Pengukuran kinerjamengunakan alat ukur yang diadaptasi dari dimensi Campbell (2012) yangdikembangkan oleh Ratdityas (2013) dan pengukuran kepemimpinantransformasional menggunakan alat ukur Multi Level Questionere Form 5x (MLQ5x) yang dikembangkan oleh Bass dan Riggio (2005). Partisipan penelitian iniadalah guru-guru yang mengajar di sekolah negeri di beberapa kota di Indonesia.Total partisipan dalam penelitian ini berjumlah 172 orang guru. Hasil penelitianini menunjukkan terdapat hubungan yang signifikan antara kepemimpinantransformasional kepala sekolah dan kinerja guru.ABSTRACTThis study was conducted to examine the relationship between transformationalleadership of principals and teacher performance. The measurement ofperformance is using measurement tool adapted from the dimensions of Campbell(2012) developed by Ratdityas (2013) and the measurement of transformationalleadership is using Multi Level Questionere Form 5x (MLQ 5x) instrumentdeveloped by Bass and Riggio (2005). The total participants in this study were172 teachers. The results of this study showed a significant relationship betweentransformational leadership of principals toward teacher performanc;This study was conducted to examine the relationship between transformationalleadership of principals and teacher performance. The measurement ofperformance is using measurement tool adapted from the dimensions of Campbell(2012) developed by Ratdityas (2013) and the measurement of transformationalleadership is using Multi Level Questionere Form 5x (MLQ 5x) instrumentdeveloped by Bass and Riggio (2005). The total participants in this study were172 teachers. The results of this study showed a significant relationship betweentransformational leadership of principals toward teacher performanc, This study was conducted to examine the relationship between transformationalleadership of principals and teacher performance. The measurement ofperformance is using measurement tool adapted from the dimensions of Campbell(2012) developed by Ratdityas (2013) and the measurement of transformationalleadership is using Multi Level Questionere Form 5x (MLQ 5x) instrumentdeveloped by Bass and Riggio (2005). The total participants in this study were172 teachers. The results of this study showed a significant relationship betweentransformational leadership of principals toward teacher performanc]"

"Penelitian ini dilakukan untuk mengetahui hubungan antara parenting selfefficacy dan family functioning pada ibu dari toddler. Untuk mengukur parenting self-efficacy digunakan alat ukur Self-Efficacy Parenting for Tasks Index- Toddler Scale yang dikembangkan oleh Coleman (1998), sedangkan family functioning diukur melalui Family Assessment Devices version 3 yang dikembangkan oleh Epstein, dkk. (1983). Partisipan dalam penelitian ini adalah ibu dari toddler yang terikat dalam ikatan pernikahan.Hasil penelitian menunjukkan adanya hubungan negatif yang signifikan antara parenting selfefficacy dan family functioning (r=-0.567, n=83, p< 0.01, two tail). Hal tersebut mengindikasikan bahwa semakin tinggi parenting self-efficacy pada ibu dari toddler, maka semakin tinggi pula family functioning yang ia miliki; begitu pula sebaliknya.

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This study examined the relationship between parenting self-efficacy and family functioning among mothers of toddler. Parenting self efficacy was measured by Self-Efficacy Parenting for Tasks Index-Toddler Scale developed by Coleman (1998), whereas the family functioning was measured by Family Assessment Devices Version 3 developed by Epstein, Baldwin, and Bishop (1983). The participants of this study were 83 mothers of toddler who married.

The results of this study showed that there is a significant, negative relationship, between parenting self-efficacy and family functioning (r=-0.567, n=83, p< 0.01, two tail). It indicates that the higher parenting self-efficacy from mothers of toddler, the higher family functioning; and vice versa."