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Mira Sekar Arumi,1,2 Marina Sulastiana,1 Anissa Lestari Kadiyono,1 Retno Hanggarani Ninin1 1Faculty of Psychology, Universitas Padjadjaran, Bandung, West Java, Indonesia; 2Faculty of Psychology, Universitas Bhayangkara Jakarta Raya, Jakarta, Jakarta, IndonesiaCorrespondence: Marina Sulastiana, Universitas Padjadjaran, Jatinangor, West Java, 45363, Indonesia, Tel +6222-84288828, Email marina.sulastiana@unpad.ac.idBackground: Despite the importance of understanding ethical climates in Indonesian organizations, a standardized scale for measuring this is lacking. Therefore, this study aims to adapt, validate, and ensure the consistency of the Ethical Climate Questionnaire (ECQ) within Indonesia’s cultural context.Methods: Data were collected from 565 Indonesian individuals aged 18 or older, using an online survey and convenience sampling. To ensure accurate measurements, Beaton’s guidelines were followed. Reliability was assessed using Cronbach’s alpha and McDonald’s omega, while validity was examined through various analyses including content validity index and confirmatory factor analysis.Results: The Indonesian version of the ECQ measures egoist, benevolent, and principled ethical climates reliably (Cronbach’s alpha: egoism=0.809, principle=0.920, benevolence=0.910). Validity analyses confirm the questionnaire’s validity. Demographic analysis shows age impacts the principle dimension, while organizational type affects all dimensions.Conclusion: The Indonesian version of the ECQ demonstrates strong psychometric properties and cross-cultural adaptability, making it a valuable tool for assessing ethical climates among Indonesian individuals aged 18 or older.Keywords: ethical climate, Indonesian context, test validation, test adaptation

Zefanya Marthasari Sibuea,1 Marina Sulastiana,2 Efi Fitriana2 1Psychology Master Study Program, Faculty of Psychology, Universitas Padjadjaran, Bandung, Indonesia; 2Department of Psychology, Faculty of Psychology, Universitas Padjadjaran, Bandung, IndonesiaCorrespondence: Zefanya Marthasari Sibuea, Psychology Master Study Program, Faculty of Psychology, Universitas Padjadjaran, Bandung, Indonesia, Email zefanya22003@mail.unpad.ac.idObjective: This literature review evaluates the factors that affect nurses’ quality of work life with the goal of enhancing their overall well-being, work experience, and creating a more supportive and satisfying work environment in the nursing field.Methods: A systematic review was conducted following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Electronic databases including Scopus, PubMed, SAGE Journal, and Springer were searched for scientific articles on the quality of work life among nurses. After screening and removal of duplicates, we analyzed the full text of the articles to identify potentially relevant studies for eligibility, and then we extracted data from the articles that matched.Results: The search of the literature resulted in 68 articles. Only 20 articles that met all inclusion criteria were included in the systematic review after full text review.Conclusion: The literature indicates that nurses’ work life quality is affected by three primary factors: personal (socio-demographic), occupational, and psychological. Identifying the factors is critical to finding the right solution for improving work life quality and overcoming factors that decrease nurses’ work life quality.Keywords: work-related quality of life, quality of work life, nurses, contributing factor

Hijriyati Cucuani,1,3 Hendriati Agustiani,1,2 Marina Sulastiana,1 Diana Harding1 1Faculty of Psychology, Universitas Padjadjaran, Indonesia, Sumedang, West Java, Indonesia; 2Center for Psychological Innovation and Research, Faculty of Psychology, Universitas Padjadjaran, Indonesia, Sumedang, West Java, Indonesia; 3Faculty of Psychology, Universitas Islam Negeri Sultan Syarif Kasim Riau, Pekanbaru, Riau, IndonesiaCorrespondence: Hijriyati Cucuani; Hendriati Agustiani, Email hijriyati18001@mail.unpad.ac.id; hendriati.agustiani@unpad.ac.idPurpose: Culture plays a role in determining how individuals interpret their experiences. In previous studies, the experience of shame has been associated with negative behavior. However, for Malays who interpret shame more positively, the experience of shame serves to inhibit negative behavior. Therefore, shame-proneness in Malays cannot be measured as it is measured in different cultures. Two studies in this research aimed to construct a measure of shame-proneness for Malays in a work context. This measuring instrument is devoted to the work context because so many situations cause shame in everyday life. By limiting the measurement of shame for employees, the conditions that arise in the measuring instrument can be more specific.Methods: In the first study, a qualitative study was conducted to explore the experience of shame in Malays. The second study used a quantitative method to construct a measuring instrument of shame that has good psychometric properties.Results: The results of in-depth interviews with nine Malay employees resulted in four indicators of shame in Malay people in the work context, namely, negative self-evaluation, withdrawal, perceiving negative evaluation from others, and motivation to change the self. In the second study, 456 Malay civil servants in Pekanbaru, Indonesia, were asked to respond to a 27-item shame-proneness scale based on these four indicators. Based on the exploratory factor analysis results, the four indicators narrowed down to three factors. Confirmatory factor analysis showed that the 18-item proneness scale with three factors was the best and showed acceptable goodness of fit.Conclusion: Shame-proneness scale of Malay employees scale was conducted in order to compose an instrument using a more comprehensive psychological approach. This has satisfactory psychometric properties and thus potentially measures the shame-proneness of Malay employees in Indonesia more accurately.Keywords: shame-proneness, measurement, employee Malay people