The intention of employees to leave the organization, or known as turnover intention, is something that must be taken seriously by an organization as it may affect the sustainability of the organization. This study aimed to determine the effect of resilience as a mediator in the relationship between future time perspective (FTP) and turnover intention. Data were taken using convenience sampling from various state-owned enterprises (Badan Usaha Milik Negara, BUMN) in Depok and Jakarta area (N = 310). The study used a self-rating method using 3 measurements, namely Zimbardo Time Perspective Inventory, Brief Resilience Scale, and Turnover Intention. Data were analyzed using mediation technique by Hayes’ PROCESS macro on SPSS program. The results showed that FTP negatively and significantly affected turnover intention and that resilience fully mediated the relationship. As a practical implication, this study provides information for organizations to employ programs to increase employees’ future time perspective and resilience.

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Time is an abstract concept that can be understood by making an analogy or a metaphor from a more concrete concept such as a spatial construct. Previous research found that people from different cultures and languages constructed time movement differently. In addition, the use of a specific time metaphor tends to activate a different type of temporal reasoning. Time metaphor studies related to Indonesian culture and language are still limited. Although it is known that Indonesians tend to use different temporal reasoning compare to other countries, how their time metaphors may have an impact on their temporal reasoning is still unknown. It is then important to further investigate the effect of time metaphor on time reasoning particularly in different cultural contexts and how it may have impact on people behavior. This paper will discuss some findings in the area of time metaphor and temporal reasoning, including the influence of culture on time conception.

This study was conducted to examine the effectiveness of three intervention programs, i.e. CBT (Cognitive BehaviorTherapy), humor appeal advertisements (positive ads), and fear appeal advertisements (negative ads) in reducingaggressive driving behavior. 196 young adults age between 18–35 years old, who are considered to be at risk inperforming aggressive driving behavior had completed four self report inventories. The four inventories measuresperception on traffic conditions, degree of frustration, anger emotion, and driving behavior. Analysis of mix factorialdesigm shows that CBT intervention program is more effective than the advertising intervention program, particularlyin reducing the degree of frustration and emotional upset. However, no significant difference between humor appeal andfear appeal advertisements in reducing the level of frustration and anger emotion. Moreover, CBT program as well asthe other two advertising intervention programs is not sufficient enough to reduce driving behavior. Based on the A-BCTheory of Emotonal Arousal proposed by Ellis, this result indicates that safety driving behavior (factor C) amongyoung drivers cannot be achieved through these intervention programs, although their belief and emotion (factor B) hasbeen changed. This study implies that other modification behavior technique, i.e. strong penalty from the authority(police) is needed to encourage safer driving behavior of Indonesian young driver

This study aims to examine challenge demands as the mediator in the relationship between future time perspective (FTP) and work engagement. Based on the Conservation of Resources (CoR) theory, we expected that personal resource as manifested by FTP would increase challenge demands, which in turn would increase work engagement. Data were collected from convenience samples of middle school teachers (N = 200) and were tested using regression analysis. Results showed that challenge demands mediated the relation between FTP and work engagement (β= .39, SE= .08, 95% CI [.24; .55]). Specifically, teachers with high FTP perceived their workload and responsibility as challenging, which increased their engagement in their work. Our findings contribute to the literature by showing that demands can turn into positive outcomes if they are considered as challenges, and that challenge demand serves as an underlying mechanism of the association between FTP and work engagement.