Persona:Jurnal Psikologi Indonesia

Bagaimana readiness dosen dalam transformasi teknologi pembelajaran? Tinjauan berdasarkan psychological capital dan generasi

Abdul Fattah — 2026-01-20

Today's learning technologies must be mastered by lecturers in order to support the progress of quality education. Therefore, lecturers are expected to be able to adapt to existing changes, especially in the use of learning technology. The purpose of this study is to determine the effect of psychological capital on readiness to change, moderated by Generation X and Y groups. The method used in this study is explanatory quantitative research where research data was collected using Psychological Capital Scale (ω=0,847) and Readiness to Change Scales (ω=0,939) given to 267 lecturers in Indonesia. The results of this study were analysed using the JASP regression test and the R moderation test. The results showed that psychological capital is able to influence lecturers' readiness to change in using learning technology. However, generation has not been proven to moderate the strong and weak influence of psychological capital on the readiness to change lecturers in utilizing learning technology. This is because each generational group has unique characteristics in terms of psychological capital.

Academic stress sebagai mediator hubungan antara self-adjustment, self-regulation dan optimism dengan psychological well-being Generasi Z

Ananda Humaidah — 2026-01-20

Studies show that students with low psychological well-being have poor quality relationships with others and are prone to psychological disorders that can affect academic achievement. This study aims to determine the relationship between self-adjustment, self-regulation, and optimism with the psychological well-being of Generation Z students through the mediator of academic stress. This study used a quantitative survey method with 439 Generation Z students in Jakarta, Bogor, Depok, Tangerang, and Bekasi as participants. The sampling technique used quota sampling. Research instrument using the Ryff Psychological Well-being Scale (α = 0.726); self-adjustment scale (α = 0.786); Short version of Self-regulation Questionnaire (α = 0.857); Life Orientation Test Revised (α = 0.554); Academic Stress Inventory (α = 0.926). Data analysis of this study used path analysis using Mplus 7 software. The results showed that only self-adjustment and self-regulation can directly influence psychological well-being. However, academic stress (the mediator) did not significantly affect psychological well-being. This means that academic stress cannot be a mediator in this study. The implication of this research is that universities are expected to improve students' self-adjustment and self-regulation, thereby improving their psychological well-being.

Dukungan sosial dan grit dengan kesejahteraan subjektif mahasiswa: Menguji peran harga diri sebagai mediator

Annisa Ayu Ramandani — 2026-01-20

Students face various challenges that can make them feel depressed, unhappy, and dissatisfied with what they have. The conditions experienced by students reflect their well-being. Low subjective well-being makes students less enthusiastic, anxious, and emotional. This study aims to find empirical evidence of the role of self-esteem as a mediator of social support and grit on subjective well-being. The respondents of this study were 250 active students in Surakarta City recruited using cluster sampling. Data collection used four scales: Subjective Well-being Scale, Self-Esteem Scale, Social Support Scale, and Grit Scale. The Structural Equation Model program, with the help of the Jamovi application, was used for data analysis. The measurement model of each variable meets the standard values of NFI, TLI, RMSEA, and SRMR, so it is said to be a good fit. The results of this study confirm the importance of social support and grit in increasing students’ self-esteem and subsequently increasing their subjective well-being.

Komitmen afektif anggota Dewan Perwakilan Daerah: Peran kepemimpinan transformasional dan identitas sosial melalui pertukaran sosial

Herlina Harsono Njoto — 2026-01-26

The phenomenon of “party switching” among members of the Regional House of Representatives (DPRD) in East Java indicates a low level of affective commitment to political parties, which in turn poses a threat to the stability of local democracy. This study examines the effects of transformational leadership and social identity on the affective commitment of DPRD members, with social exchange serving as a mediating variable. Employing a quantitative design using Structural Equation Modeling (SEM), the study involved 287 active DPRD members from cities and regencies in East Java, representing five Regional Coordination Bodies (Bakorwil). The research instruments included the Affective Commitment Scale (α = 0.85), the MLQ Transformational Leadership scale (α = 0.92), the Three-Factor Social Identity scale (α = 0.88), and the Amalgamated Social Exchange scale (α = 0.90). The results indicate that social identity has the strongest influence on affective commitment, followed by transformational leadership, while social exchange was found to partially mediate these relationships. These findings underscore social identity as the primary predictor of commitment within Indonesia’s collectivist political context.

Kepribadian proaktif dan job hopping intention: Menguji kepuasan kerja sebagai mediator

Tifania Krisma Rahardyana — 2025-12-05

The phenomenon of employees who tend to change jobs is increasingly widespread, especially among Generation Z, who tend to leave their jobs in less than six months, which makes it challenging for organizations to retain their employees. This study aims to examine the relationship between proactive personality and job-hopping intention, as well as the mediating role of job satisfaction in this relationship. The instruments used in this study were the Job-Hopping Intention Scale (α=0.880), the Proactive Personality Scale (α=0.839), and the Job Satisfaction Survey (α=0.920). The research method used is quantitative, involving 114 respondents who are Generation Z employees in Jabodetabek and have less than two years of service. Data were analyzed using the PROCESS Macro for SPSS (Model 4) developed by Hayes. The results showed that job satisfaction has a significant effect in mediating the relationship between proactive personality and job-hopping intention. Thus, job satisfaction is an important aspect in reducing employees’ job-hopping intention. Companies are expected to develop programs to increase employee job satisfaction, such as career coaching, reward systems, supportive work environments, and greater job autonomy.

Pola pikir berkembang dan perilaku kerja inovatif: Menguji peranan kepemimpinan berbasis kekuatan dan iklim inovasi

Osi Isna Sabela — 2026-01-28

The government continues to promote public sector transformation to achieve maximum impact. Civil servants, as policy implementers, need to be adaptive and innovative in line with the core values of Ber-AKHLAK. The unique characteristics of the public sector highlight the urgency of examining innovative work behavior. This study aims to investigate the effect of growth mindset on innovative work behavior, with the simultaneous moderation of strength-based leadership and innovation climate, using Self-Determination Theory (SDT). A cross-sectional self-report survey was conducted using the Innovative Work Behavior Scale (α = 0.97), the Growth Mindset Scale (α = 0.90), the Strengths-Based Leadership Scale (α = 0.95), and the Innovation Climate Scale (α = 0.91). The study involved 179 civil servants from Agency X who play a vital role in managing employees. Data were analyzed using PROCESS Macro Model 2 in SPSS. The results indicate that growth mindset has a direct, positive, and significant effect on innovative work behavior. However, strength-based leadership and innovation climate do not simultaneously moderate this relationship. From an SDT perspective, growth mindset directly motivates civil servants’ innovative work behavior by fulfilling their basic psychological needs for autonomy, competence, and relatedness. Therefore, government organizations should focus on fostering a growth mindset among civil servants rather than emphasizing the dissemination of strength-based leadership practices and innovation climate.