This research aimed to test the internal and external validity of the Indonesian Entrepreneurial Competence Inventory constructed based on the situational judgment test (SJT) model. Spencer's entrepreneurial competence theory and interviews with entrepreneurs were employed to build the items. The internal construct validity was tested by applying confirmatory factor analysis (CFA). In contrast, the external construct validity was tested by implementing correlations with other tests that were theoretically correlated with entrepreneurial competency, namely, the previous entrepreneurial competence (Likert-scale model) and risk behavior. The predictive validity was analyzed using correlation testing with an instrument assessing balanced scorecard measurement of entrepreneurial achievement. A sample of 149 entrepreneurs from industrial cities in Indonesia was recruited via convenience sampling. The CFA analyses showed that nine dimensions of the Indonesian Entrepreneurial Competencies Inventory were valid. In the correlation testing with risk-taking behavior and business success, all dimensions were significantly valid, except the see and act on opportunity dimension. However, in the correlation with the previous entrepreneurial competence scale, a significant correlation was found only with a commitment to work. In further analysis, the correlation between dimensions of the current inventory and dimensions of the previous scale showed significant correlations between the competence of seeing opportunity and commitment to work, assertiveness, and persuasion. The impact to the future research and practice application were discussed.

This research aims to investigate the influence of social skills and life satisfaction towards organizational commitment on generation Y nurse. Organizational commitment was measured using Organizational Commitment Questionnaire by Richard T. Mowday, Richard M. Steers, and Lyman W. Porter (1979). The measurement that was used for social skills is Social Skills Inventory (SSI) by Ronald E. Riggio (1989). While, the mesurement of life satisfaction Satisfaction With Life Scale (SWLS) by Ed Diener, Robert A. Emmons, Randy J. Larsen and Sharon Griffin (1985). The respondents of research are 109 nurses that has been working in some hospitals in Jakarta for minimum of one year. The method used were non-probability sampling with purposive sampling technique. Data was processed using multiple linear regression. The results showed that social skills significantly influence organizational commitment, life satisfaction significantly influences organizational commitment, social skills and life satisfaction significantly influence organizational commitment. This regression model produced R squared amounted to 0,295. 29,5% of the organizational commitment was influenced by social skills and life satisfaction. That means the higher social skills, the higher organizational commitment. Moreover, the higher life satisfaction, the higher oganizational commitment.

Research aim: The aim of this research research was to examine whether leadership style mediated the relationship between psychological capital and readiness for change in the process of organizational transformation of state-owned and private companies in Jabodetabek, Indonesia. Design/ Methodology/ Approach: A survey was conducted on 149 employees from 256 of private companies and state own company’s. There were three instruments used: the scale of readiness for change from Hanpachern et.al (1997) and Armenakis et.al (1999; 2013), the scale of psychological capital from modified by Dewayani (2014), and the scale of leadership (transformational and transactional) from Bass and Riggio (2006). All three of these measurement scales have strong reliability scores between .82 to .91. The data was analysed by SEM (Structural Equation Modeling) and the STATCAL statistical program. Research findings: The results revealed that the perception of employee self-leadership fully mediated the relationship between psychological capital and readiness for change. Theoretical contribution/ Originality: It is suggested that in a process of transformation, the role of both the transactional and transformational leadership styles is important, but transformational leadership has more significant influence in the process of organizational transformation. although in theory and previous studies have stated that transformational leadership is more significant than transactional leadership in the process of organizational transformation, in this study shows the level of position in the organizational hierarchy also influences. In this study shows that at the staff level especially sacrificed proves that the transactional leadership style is more influential than the transformational leadership style. Thus, in the process of organizational transformation both leadership styles need to be applied depending on the group of employees that will be influenced. The lower the position, the more the need to apply transactional leadership style, the higher the position the possibility of the need for transformational leadership style. Practitioner/ Policy implication: From the description above, readiness for change can be interpreted as psychological and physical readiness, to understand the need for changes needed by the organization, individual beliefs to be able to implement planned or proposed changes and to believe that these changes can have a positive impact, both for themselves and organization. Research limitation: The sample size is too small to generalise the findings to the larger population. In addition to samples that are too small to be generalized to a larger population, this study also only involves samples in Jabodetabek so that it is less representative of the population in Indonesia, other than that it is only taken from the staff level so that the managerial level is not examined in this study. Manuscript type: Research paper.

Penelitian ini dilakukan untuk membuktikan suatu model persamaan struktural yang menjelaskan intensi buruh untuk mengikuti aksi kolektif. Teori dan pendekatan psikologi selama ini umumnya hanya memberikan penjelasan yang bersifat parsial terhadap gejala aksi kolektif. Tujuan utama penelitian ini adalah membuktikan bahwa pendekatan integratif yang terdiri dari pendekatan psychological social psychology (faktor individual), sociological social psychology (faktor hubungan antarkelompok) dan pendekatan social constructionism (faktor yang ada dalam masyarakat) dapat menjelaskan intensi buruh untuk mengikuti aksi kolektif, dalam hal ini adalah unjuk rasa dan mogok kerja. Pengujian model ini hendak melihat pola hubungan yang spesifik yang didasarkan pada teori-teori yang menjelaskan gejala aksi kolektif pada tingkat individual, hubungan antar-kelompok dan masyarakat/ideologi di mana masing-masing pendekatan diwakili oleh satu atau lebih teori, yang diturunkan dalam bentuk variabel. Model penelitian ini mengajukan tiga variabel eksogen, yaitu representasi sosial, komitmen pada perusahaan dan komitmen pada serikat buruh serta empat variabel endogen, yaitu identitas sosial, deprivasi relatif, motif nilai-harapan dan intensi untuk mengikuti aksi kolektif. Hasil penelitian ini menunjukkan bahwa pendekatan integratif terhadap faktor-faktor individual, hubungan antarkelompok dan masyarakat terbukti dapat menjelaskan intensi buruh untuk mengikuti aksi kolektif secara komprehensif khususnya pada sampel buruh yang belum pernah mengikuti aksi kolektif (non partisipan). Adapun pada sampel buruh yang pernah mengikuti aksi kolektif (partisipan), hanya faktor-faktor hubungan antar kelompok dan faktor yang ada dalam masyarakat yang dapat menjelaskan intensi buruh untuk mengikuti aksi kolektif.

This research aimed to test the internal and external validity of the Indonesian Entrepreneurial Competence Inventory that was constructed based on situational judgment test (SJT) model. Spencer’s entrepreneurial competence theory and interviews with entrepreneurs were employed to build the items. The internal construct validity was tested by applying confirmatory factor analysis (CFA), while the external construct validity was tested by implementing correlations with other tests that were theoretically correlate with entrepreneurial competency, namely the previous entrepreneurial competence (Likert-scale model) and risk behaviour. The predictive validity was analysed by using correlation testing with an instrument assessing balance scorecard measurement of entrepreneurial achievement. A sample of 149 entrepreneurs from industrial cities in Indonesia was recruited via convenience sampling. The CFA analyses showed that nine dimensions of the Indonesian Entrepreneurial Competences Inventory were valid. In the correlation testing with risk taking behaviour and business success, all of the dimensions were significantly valid, except the see and act on opportunity dimension. However, in the correlation with the previous entrepreneurial competence scale, the significant correlation was found only with commitment to work. In further analysis, the correlation between dimensions of the current inventory and dimensions of the previous scale showed that the significant correlations were found between competence of seeing opportunity and commitment to work, assertiveness, and persuasion. The impact to the future research and practice application were discussed.