This study aims to explore the concept of religious tolerance in Bugis Makassar youth. This research is a construct realism qualitative research with an indigenous psychology approach. Indigenous psychology approach is used to explore individual understanding of a concept, especially the concept of tolerance which is inseparable from cultural and social influences. The respondents were 130 teenagers with the age ranged from 18 to 21 years old, and were asked to fill an open-ended questionnaire.. The results showed that religious tolerance was interpreted by Bugis Makassar youth as feelings and respect for other religions. The attitude towards others with different religion was indicated by feeling happy or okay and not having problem with different religion. The expression of religious tolerance was did not disturb others in doing their worships. Also, the response of the situation involving other religions' activities were welcoming and respecting other religions' activities. This finding indicated that individuals with religious tolerance are those who can respect and accept other religions in their surrounding environment.

This study aims to investigate the psychometric characteristics of the CFIT-scale-2, including investigation of difficulty level, discrimination, distractor effectiveness, DIF (Differential item functioning), IRT (Item Response Theory) 2PL model, validity, and reliability. Respondents were 507 students with 245 (48%) females and 262 (52%) males, with ages ranged from 8-13 years (M= 10.88; SD = 1.35). The classical test theory (CTT) analysis showed that the item difficulty level on the CFIT-scale-2 had varying item difficulty levels, from easy to difficult. However, the test arrangement was not structured according to the suggested difficulty level from easy to medium to difficult. The discrimination of items was poor because 28 items were not included in the very good category (p > .40). In addition, 47 (25%) of the 184 distractors are ineffective. CFIT-scale-2 did not contain DIF (Adj.p > .05), and IRT analysis showed that the CFIT-scale-2 was not structured according to the difficulty pattern from easy, medium, and difficult. The CFIT-scale-2 based on IRT analysis contained 44 items or 96% with good discrimination. The results of a construct validity test using the CFA technique showed a good fit model (p < .001; RMSEA < .08; SRMR < .08), which was acceptable and supported the fit between the theoretical and empirical model. The reliability coefficient value of Cronbach's alpha was 0.88 (α > .70), indicating that the CFIT-scale-2 had good reliability, but the construct reliability was below an acceptable value (CR < .69). According to this study, the psychometric characteristics of the CFIT-scale-2 should be revised and reevaluated.

This research aimed to determine the effect of authentic leadership and job insecurity on turnover intention. Turnover intention still becomes one of the issues in public service organisations. Despite the fact that Indonesian employees in public organizations are more stable than their business counterparts, many employees develop the intention to quit their job as public service providers. This study recruited 231 employees from public organisations in Indonesia (hospitals, schools, et cetera.), with 87 males (38%) and 144 females (62%). The participants' average age is 32.39 (SD = 13.37), they have 10 years of service (SD = 10.52), and the most recent education is a diploma and/or bachelor's degree (64%). Hierarchical multiple regression was used to analyse the data. The findings revealed that job insecurity affected turnover intention, while authentic leadership had no effect. According to the study's findings, employees of public organisations who feel comfortable at work are likelier to stay and have a low desire to quit. Therefore, public organisations must pay attention to factors that may lead to job insecurity for employees to survive.

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