Professional psychologists provide services for clients to heal. Thus, it is important for professional psychology graduate students to have altruism, or a trait in which individuals are consistently more generous, helpful, and kind than the average people. To have altruism, students must have resilience, namely the ability to rise in the face of stressful situations with the following dimensions: (a) personal competence; (b) tolerance to adverse effects; (c) acceptance of changes; (d) control; and (e) spiritual beliefs. The purpose of this study was to examine the role of resilience to altruism. The research took data from 104 students, and data processing was done by linear regression. It was found that overall resilience played a role in altruism. If viewed per dimension, the only dimensions significantly impacting altruism were tolerance to adverse effects and control. Further research can explore the relationship between resilience and altruism in other service-providing professionals.
Job satisfaction is defined as a content emotional state resulting of values and facilitations through employee's working experience. It is an important concept to study due to it's impacts towards employees and the organization as a whole. In the working place, employees are categorized into leaders and subordinates. The relationship between leaders and subordinates can be explained through a concept called leader-member exchange, and was found to have impact towards subordinate's job satisfaction. This research is purposed to understand the impact of leader-member exchange towards subordinate's job satisfaction at Bank X. The participants include 149 pairs of leader-subordinate and was reached through purposive sampling. As a result, we found that there is a direct impact of leader-member exchange towards subordinate's job satisfaction, and is correlated towards job satisfaction's dimensions as follows: (a) social extrinsic rewards (0.282, p<0.01); (b) intrinsic rewards (0.237, p<0.01); dan (c) organizational extrinsic rewards (0.217, 0<0.01). Other than that, the descriptive results indicate that the level of leader member exchange and subordinate's job satisfaction are considered high. Discussions and insights are also discussed in the last chapter of this paper.
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