Indonesia has been participating in the Children's Worlds international project on conducting a survey of children's well-being. A new context-free multi-item scale named CW-SWBS (Children's Worlds Subjective Well-Being Scale) has been used on this survey. Since the original version of the scale was in English, the scale required to be translated into Indonesian language. The aim of this article is to explain the translation process. Method used in this study including testing the translated scale for legibility and how children understood the wording, conducting Focus Group Discussion (FGD) with children, working on back translation, and sent the back translated scale to Children's Worlds coordination secretariat to be reviewed. This process has been done in the pilot testing of Indonesian version of the CW-SWBS in children age 8, 10, 12 year-olds (N = 425) in Bandung, West Java. Result findings showed the Indonesian version of CW-SWBS has been translated excellently and was understood by children age 8, 10, and 12 year-olds.

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Parenting needs a calm and aware state regarding what parents might be facing at that moment. Also, it requires parents to be mindful; thus, they are more aware of their emotions, accept situation, and improve quality of their interaction. This is called mindful parenting. This type of parenting becomes more understood by parents today. More evidence supports mindfulness in parenting, this study analysed and described mindful parenting of pre-schoolers' parents in Bandung City, Indonesia. The total of 163 parents completed selfreported questionnaires using Mindfulness in Parenting Questionnaire developed by McCaffrey, Reitman, and Black [1]. The demographic data, including age, sex, education background, monthly income, and number of children were reported by respondents. Sample of this research was preschools in centre region of Bandung. The range of mindful parenting was divided into "high" and "low". Most of parents with preschool children had high level of mindful parenting. Total of 12 fathers had high mindfulness in parenting and 123 mothers were also categorized high on mindful parenting. Previous research found that parents' age becomes one of several factors affecting mindfulness, particularly in period of late adulthood. This result was in contrast with data which found that higher score of mindful parenting was distributed in all range of ages. In line with age, education was found as one contributing factor in mindful parenting. According to this result, high score of mindfulness in parenting was spread in all range of parents' education, starting from elementary school to master's degree.

Abstract. Workplace spirituality is not about religion, but how employees' abilities as spiritual beings present themselves to work (Robbins & Jugde, 2013). Organizational citizenship behavior is individual behavior in the workplace that makes organizational performance run smoothly (Bateman & Organ, 1983). This study aims to determine how workplace spirituality and organizational citizenship behaviors are among members of the West Java Regional Police Ditlantas. The research hypothesis is that workplace spirituality has a significant contribution to organizational citizenship behavior in members of the West Java Regional Police Ditlantas. The method used in this research is quantitative causality method with multiple regression data analysis. The measuring tool used is the workplace spirituality measurement tool developed by Milliman (2003) which was adapted itself and the measuring tool used to measure organizational citizenship behavior, which was developed by Williams & Anderson (1991), which was adapted by Grasiaswaty et al., (2016). The results showed that 97.4% of the members had high workplace spirituality and 95.6% of the members had high organizational citizenship behavior. Simultaneously, workplace spirituality contributes 40.8% to organizational citizenship behavior. Partially, the dimension of workplace spirituality that contributes the most is the dimension of meaningful work with an effect of 28%, while the dimension that contributes the lowest to organizational citizenship behavior is the dimension of sense of community with an effect of 6%. Abstrak. Workplace spirituality bukan tentang agama, tetapi bagaimana kemampuan karyawan sebagai makhluk spiritual menghadirkan keseluruhan dirinya untuk bekerja (Robbins & Jugde, 2013). Organizational citizenship behavior yaitu tingkah laku individu di tempat kerja yang membuat kinerja organisasi menjadi lancar (Bateman & Organ, 1983). Penelitian bertujuan untuk mengetahui bagaimana workplace spirituality dan organizational citizenship behaviors pada anggota Ditlantas Polda Jabar. Hipotesis penelitian adalah workplace spirituality memiliki kontribusi yang signifikan terhadap organizational citizenship behavior pada anggota Ditlantas Polda Jabar. Metode yang digunakan dalam penelitian adalah metode kuantitatif kausalitas dengan analisis data regresi berganda. Alat ukur yang digunakan adalah alat ukur workplace spirituality yang dikembangkan oleh Milliman (2003) yang diadaptasi sendiri dan alat ukur yang digunakan untuk mengukur organizational citizenship behavior yaitu dikembangkan oleh Williams & Anderson (1991), yang diadaptasi oleh Grasiaswaty et al., (2016). Hasil penelitian menunjukkan bahwa 97.4% anggota memiliki workplace spirituality yang tinggi dan 95.6% anggota memiliki organizational citizenship behavior yang tinggi. Secara simultan, workplace spirituality memberikan kontribusi sebesar 40.8% terhadap organizational citizenship behavior. Secara parsial, dimensi workplace spirituality yang memberikan kontribusi paling besar adalah dimensi meaningful work dengan pengaruh sebesar 28%, sedangkan dimensi yang memberikan kontribusi paling rendah terhadap organizational citizenship behavio adalah dimensi sense of community dengan pengaruh sebesar 6%.

Abstract. Welfare and career certainty for honorary teachers in Indonesia is still unclear. However, they feel that their work gives them a positive meaning that keeps them in their profession as honorary teachers in the schools where they are teaching. The aim of this study is to determine the description and contribution of Spirit At Work (SAW) to organizational commitment of honorary teachers. This study is a contribution study with quantitative methods. Respondents in this study were all 40 honorary teachers of SMAS BPI 1 Bandung. The instrument used to measure SAW is the Spirit At Work Scale developed by Kinjerski and Skrypnek (2006), while Organizational Commitment Questionnaire developed by Allen & Meyer (1990) used to measure organizational commitment, both were adapted by researcher. This study used Structural Equation Modeling (SEM) to analyze the data. The results of this study indicate that 95% of honorary teachers at SMAS BPI 1 Bandung have high SAW with most of the honorary teachers have the high AC, CC, and NC as their organizational commitment profile as much as 75%. Then SAW has a positive and significant effect on AC (0.000<0.05) by 42.5%, CC (0.000<0.05) by 23.8%, and NC (0.000<0.05) by 22.1%. Abstrak. Kesejahteraan dan kepastian karier guru honorer di Indonesia masih tidak jelas. Namun demikian, mereka merasa bahwa pekerjaannya memberi mereka makna yang positif yang membuat mereka tetap menjalani profesi mereka sebagai guru honorer di sekolah tempat mereka mengajar. Tujuan dari penelitian ini adalah untuk mengetahui gambaran dan kontribusi antara Spirit At Work (SAW) terhadap komitmen organisasi pada guru honorer. Metode yang digunakan adalah studi kontribusi dengan metode kuantitatif. Responden dalam penelitian ini adalah seluruh  guru honorer SMAS BPI 1 Bandung sejumlah 40 orang. Alat ukur yang digunakan untuk mengukur variabel SAW adalah Spirit At Work Scale yang dikembangkan oleh Kinjerski dan Skrypnek (2006), sementara untuk mengukur variabel komitmen organisasi menggunakan Organizational Commitment Questionnaire yang dikembangkan oleh Allen & Meyer (1990) yang keduanya diadaptasi oleh peneliti. Analisis data yang digunakan adalah Structural Equation Modelling (SEM). Hasil penelitian ini menunjukkan bahwa sebesar 95% guru honorer SMAS BPI 1 Bandung memiliki SAW yang tinggi dengan profil komitmen organisasi yang paling banyak dimiliki adalah AC, CC, dan NC yang seluruhnya tinggi sebanyak 75%. Kemudian SAW berpengaruh secara positif dan signifikan terhadap AC (0.000<0.05) sebesar 42.5%, CC (0.000<0.05) sebesar 23.8%, dan NC (0.000<0.05) sebesar 22.1%.