Online shopping is a recent phenomenon is a trend for the future of shopping method. The high enthusiastic consumer through online shopping method is inseparable from the perceived risk that consumer will face. Consumers' perceived risk has been considered as a fundamental concern of the purchase decision process. This research aims to know the relationship between the perceived risk and the purchase decision on online shop consumer. The total participants in this research are 385 people. This research was using accidental sampling and snowball sampling. The results of this research show that there is a negative and significant relationship (r =-0,517 **, p = 0000 < 0.05) between perceived risk with purchase decisions on online shop consumers. This research also found that all dimensions of perceived risk have negative and significant relationships with the purchase decision. As the result of data concluded that the increase of perceived risk by consumers when shopping online would result in lowering the purchasing decision of the consumers to shop online.

This study has explored the role of cultural intelligence as a mediator in the relationship between the openness to experience personality trait and job satisfaction among expatriates. Expatriates were required to fill up online questionnaires to measure all the three variables. This study used a regression and bootstrapping analysis to test the hypothesis in a sample of 265 expatriates. The result indicates that the variance in job satisfaction accountable to the openness to experience personality trait is fully mediated through cultural intelligence. This finding provides evidence that possessing cultural intelligence acts as a mechanism in which an open expatriate could feel satisfied with his or her job. Moreover, this study discusses the practical implications especially for multinational companies and suggests some future research directions.

Counterproductive work behavior (CWB) is work behavior that violates the rules/norms (written or unwritten) that could potentially harm an organization or members of an organization. This study aimed to explain CWB based on the condition of the quality of work life (QWL). CWB can be negative behavior towards co-workers/supervisors/subordinates in the workplace (CWB-I) and can be either negative behavior towards tasks/rules/organizational system (CWB-O). Participants in this study were the members of National Police. The number of participants was 305 people. Based on the analysis, the better the quality of relationships with supervisors (supervisory), the implementation of work culture (constitutionalism), the quality of relationships with co-workers (co-worker), and the quality of tasks/ responsibilities (promotion), the lower the CWB-I. Meanwhile, the lower levels of CWB-O were predicted by the promotion of quality of relationships with supervisors (supervisory). The study raised a further question concerning why the higher quality of/balance between work and private life (work life balance) led into the higher levels of CWB-I.Keywords: counterproductive work behavior, interpersonal behavior, organizational system, quality of work life, supervisoryCounterproductive work behavior (CWB) adalah perilaku kerja yang melanggar aturan/norma (baik tertulis maupun tidak tertulis) yang berpotensi merugikan organisasi atau anggota organisasi. Penelitian ini bertujuan untuk menjelaskan CWB berdasarkan kondisi quality of work life (QWL). CWB dapat berupa perilaku negatif terhadap rekan/atasan/bawahan di tempat kerja (CWB-I) dan dapat berupa perilaku negatif terhadap tugas/aturan/sistem organisasi (CWB-O). Partisipan pada penelitian ini (N = 305) adalah anggota Kepolisian. Berdasarkan hasil analisis, semakin baik kualitas hubungan dengan atasan (supervisory), penerapan budaya kerja (constitutionalism), peningkatan kualitas hubungan dengan rekan kerja (coworker), dan peningkatan kualitas tugas/jawab (promotion), maka semakin rendah CWB-I. Adapun rendahnya CWB-O, dapat diprediksi melalui kondisi peningkatan kualitas hubungan dengan atasan (supervisory). Penelitian ini menimbulkan pertanyaan lebih lanjut, mengapa semakin tinggi kualitas/keseimbangan antara pekerjaan dan kehidupan pribadi (work life balance), justru semakin tinggi CWB-I.

No abstract

ABSTRAKPenelitian ini membahas mengenai hubungan modal psikologis, tuntutan kerja, sumber daya pekerjaan dan perilaku kerja inovatif pada widyaiswara. Tujuan dari penelitian ini adalah untuk melihat variabel mana antara modal psikologis, tuntutan kerja, sumber daya pekerjaan, yang menjelaskan perilaku kerja inovatif. Partisipan pada penelitian ini adalah Widyaiswara pada Kementerian Kesehatan. Berdasarkan path analysis, hasil penelitian menunjukan bahwa perilaku kerja inovatif paling dijelaskan oleh sumber daya dalam pekerjaan (job resource) sebesar (r = 0.241, p < 0.01).Kata kunci: perilaku kerja inovatif, modal psikologis, tuntutan kerja, sumber daya pekerjaan. ABSTRACTThis study discusses the relationship between psychological capital, job demands, job resources and innovative work behavior in widyaiswara. The purpose of this study is to see which variables between psychological capital, job demands, job resources in explaining innovative work behavior. Participants in this study were Widyaiswara at the Ministry of Health. Based on the path analysis, the results of the study show that the most innovative work behavior is explained by job resource of (r = 0.241, p <0.01).