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Advances in Social Sciences Research Journal – Vol. 10, No. 9
Publication Date: September 25, 2023
DOI:10.14738/assrj.109.15402.
Soehari, T. D., Budiningsih, I., Salimudin, A., & Nugroho, A. (2023). Strengthening of Emotional Intelligence and Integrity for
Improving Indonesian Educated Workforce Professionalism. Advances in Social Sciences Research Journal, 10(9). 26-41.
Services for Science and Education – United Kingdom
Strengthening of Emotional Intelligence and Integrity
for Improving Indonesian Educated Workforce Professionalism
Tjiptogoro Dinarjo Soehari
Mercu Buana University
Iffah Budiningsih
Islam Asyafi’iyah University
Aslam Salimudin
Indonesia Professional’Association in Denmark
Arissetyanto Nugroho
School of Postgraduate Studies, Pancasila University
ABSTRACT
Competition in the global labour marketis very sharp so thatthe quality of educated
Indonesian workers who willand are currently working abroad must have superior
competitiveness. The purpose of this research is to strengthen emotional intelligence
and integrity in order to increase the quality of professionalism of Indonesian
educated workers in Denmark. The research method is a quantitative explorative
technique using SPSS-IBM 25, the dependent variable is Professionalism (PF), the
independent variables are Emotional Intelligence (EI) and Integrity (IG). Case study
in Denmark, the target population of the Indonesia Professionals' Association in
Denmark has a minimum education of 54 people, the sample purposive quota is 54
respondents.The results ofthestudy: 1)The regression equation PF = -0.142 + 0.426
KE + 0.611 IG; RSq = 0.960; F = 619.039 with Sig = 0.000. 2) Integrity (GI) has the
largest and significant regression coefficient. 3) Emotional Intelligence (EI) has the
smallest regression coefficient which is smaller than Integrity (IG) but significant.
4) If you ignore Emotional Intelligence (EI) and Integrity (IG), the professional
abilities of Indonesian Educated Workers in Denmark are very poor with a constant
value of -0.142 on a scale of 5. The contribution of this research is expected to
strengthen the image and success of Indonesian educated workers Abroad, in order to
support Indonesia's demographic bonus.
Keywords: Professionalism, Emotional Intelligence, Integrity, Indonesian Educated
Workforce.
INTRODUCTION
The Ministry of Manpower in CNBC Indonesia [1] states that the level of competitiveness of
Indonesian workersis in 37th position out of 60 countries. The Ministry of Finance of the
Republic of Indonesia [2], stated that the World Bank's report on TheHuman CapitalIndex 2020
Update for Indonesia in The Human Capital in the Covid19 “stated that Indonesia's HCI value in
2020 rose to 0.54. However, the ranking among ASEAN countries is still below Singapore, Vietnam,
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Soehari, T. D., Budiningsih, I., Salimudin, A., & Nugroho, A. (2023). Strengthening of Emotional Intelligence and Integrity for Improving Indonesian
Educated Workforce Professionalism. Advances in Social Sciences Research Journal, 10(9). 26-41.
URL: http://dx.doi.org/10.14738/assrj.109.15402
Malaysia, Thailand and the Philippines. Human Capital is a World Bank program designed to
explain how health conditions in education can support the productivity of future generations.
The World Bank [3], stated that the ranking position of the Human Capital Index and its
components is for Indonesiato be ranked 87th, while based on the Global Human Capital Index- WEF it is ranked 65th, this shows that the quality of Indonesia's human resources is still is
ranked 6th among countries in the ASEAN region. To be able tocompete in the face of the ASEAN
Economic Community (AEC), Indonesia needs to improve the quality of human resources by
increasing the professionalism of human resources. The Deputy Governor of Bank Indonesia
(BI), Sugeng [4], stated that the quality of human resources needed is human resources
professional human resources, namely those who have technical capabilities, master
governance principles, and business practices inthe banking industry and institutions and
others, namely areas that contain risks that require high operational capabilities. So that it is
emphasized the need to build synergies between Business Entities and the Ministry of
Manpower and several related agencies in order to increase the standardization of work
competencies to face the ASEAN Economic Community (AEC). Center for Psychological
Innovation, University of Pajajaran [5] states that research explains that emotional intelligence
(EQ) contributes 2 times more important in influencing successthan IQ. Mayer & Salovey, [6]
suggests that emotional intelligence (EI) is an individual's capacity to process emotional
information accurately and efficiently that is relevant to the recognition, construction, and
regulation of emotions in oneself and others. Gunkel et al [7]; Ybarra et al., [8], suggested that
the individual structures andjoint effects of the EI dimensions varied across samples from
Germany, India, and the US (three countries) which substantially differed in their cultural
backgrounds. The results show that while the main individual EI dimensionsof the various EI
dimensions are the same across all three samples, the relative importance of individuals and
joint effects varies substantially across samples. This shows that the IE dimension obtained
from various literature andempirical studies of employment in Indonesia can be used for
research on educated Indonesian workers abroad, so that in this study it raises emotional
intelligence as a variable strengthening the professionalism of Indonesianeducated workers
abroad, in terms of in this study, the researcher applies this research to the professionalism of
Indonesian workers who are educated abroad. Estiarty Inspector General of the Ministry of
Manpower [9], revealed that the results of the Integrity Assessment Survey (SPI) conducted by
the KPK showed that all Ministries/Institutions/Regional Governments experienced a decline
compared to 2021, with the national SPI index. value of 71.94, national SPI index value of 71.94.
This shows the importance of integrity for Indonesian workers. So that emotional intelligence
and integrity are important factors to improve the quality of professionalism of Indonesian
educated workers, especially educated workerswho work abroad.This also showsthat research
on the importance of strengthening emotional intelligence and integrity to increase the
professionalism of Indonesian Education Personnel (TKTI) abroad is very important which will
contribute to improving the image and success of Indonesian Education Personnel Abroad.
LITERATURE REVIEW
Professionalism
Gary Dessler [10], argues that professionalism is the creativity of employees to generate
potential company profitsby serving customers effectively. Employees must understand how
the company operates, including strategic planning, marketing, production, and finance. They
must be able to participate in the management team in order to formulate a plan for how the
company responds to pressures in competition. Currently, you must be able to understand the
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meaning of return on investment, payback period, cost per unit of service which is the business
language that has been commonly discussed. Hall Bradley W [11] suggests that professionalism
is being able to clearly define outputs both related to customers and to shareholders, building
a system, building a system to deliver the expected results and using a matrix to understand the
contribution of each system. Manage the systemwith discipline, taking into account its relation
to financial performance, and the effectiveness of human capital management related to
customers, shareholders, effectiveness of manufacturing management. The United Nations[12],
argues that professional competence is the core value of an institution which is the ability to
work calmly, competently and with commitment which is a very important factor for all staff
members, and all staff members are required to demonstrate that value, Melo [13] argues that
employee professionalism is reflected in creativity in sparking clear ideas in carrying out their
duties in order to improve their performance to supportthe success ofthe institution's business.
Gapuri Ramadhan [14], argues that professionalism is a systematic work to meet the needs of
community members. A profession must be carried out by people who have professional
abilities in accordance with the norms of professionalism, namely having technical abilities,
caring and having a commitmentto quality work results, dedicated to the interests of customers,
and sincere to help others who need them in completing their duties and work. The
characteristics of professionalism are (1) always pursuing perfect results, (2) having a
formidable fighting spirit which is reflected in perseverance, fortitude, not being easily
satisfied, never giving up, and always improving quality, (3) having a thoroughness followed
with a high commitment to producing quality work (4) having integrity to always maintain high
work effectiveness. While the characteristicsof a professional are as follows: (1) proud of his
work and shows personal commitment to the quality of his work, (2) trying to know and master
the scope and workflow; (3) capable, agile, skilled, creative and always taking theinitiative to
improve the quality of work; (4) able to analyze situations, draw conclusions on basic principles
andprocedures for the smooth implementation of their duties; (5) trusted and tested in their
field of work. Ni Kadek Nandya Puspitayani I Wayan Suartana [15], argues that profession is a
job that can fulfill certain requirements incarrying it out, while professionalism is an attribute
possessed by an individual regardless of whether his work isa profession or not. Kalbers and
Fogarty [16]. Mintz and Mwssier, et al. [17] argue that professionalism is an attribute based on
behavior, purpose orquality as a sign of a characteristic or profession of a professional.Hardjana
[18] argues that professional is a term for someone who carries out his profession in accordance
with his expertise.Sharifah Hayaati Syed Ismail al-Quds, Asmak Ab. Rahma, Mohd Izani bin
Mohd Zain [19], suggests that 5 maincharacteristics are professional; (1) competent and well- informed (2) practicing life-long learning (continuous learning) (3) anticipatory, creative and
innovative (4) trustworthy and with integrity. (5) able to analyse and conclude on the basic
principles and professional work procedures for further development. Soehari [20]
professionalism is as follows:(1)Having creativity and innovation, generating company profits,
serving customers effectively, understanding company operations including strategic planning
to respond to competitivepressures, being able to capture the meaning of return on investment,
payback period, cost per unit of service is acommon business language discussed. (2) Able to
clearly define the output to be communicated with stakeholders and understand the
contribution of each system component. (3) Manage the system with discipline, pay attention
to the system and its relation to financial performance, effectiveness of human resource
management, matters related to customers, shareholders, and effectiveness of manufacturing
management. (4) Work systematically, have technical skills, produce quality work, always
maintain work results with high effectiveness, be able to analyse situations, draw conclusions
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Soehari, T. D., Budiningsih, I., Salimudin, A., & Nugroho, A. (2023). Strengthening of Emotional Intelligence and Integrity for Improving Indonesian
Educated Workforce Professionalism. Advances in Social Sciences Research Journal, 10(9). 26-41.
URL: http://dx.doi.org/10.14738/assrj.109.15402
about basic principles and procedures, be trustworthy and have integrity in carrying out their
duties.
Emotional Intelligence
Keri A. Pekaar, Dimitri van der Linden, Arnold B. Bakker & Marise Ph. Born [21], argues that the
relationship between emotional intelligence (EI) and professionalism (job performance)
focuses on the interaction between the dimensions of EI in oneself and others. Sensitivity to
assess other people's emotions will be effective if one's own emotions can be controlled
properly. Katz and Kahn [22], argued that the dimensions and measures of job performance
which are important elements in the professionalism of a workforce are the classifications of
'insiderole' and 'extra role' for the workforce. They see performance in roles as well-defined
(task-oriented) roles and activities typically seen in a formal job description, and performance
in auxiliary roles as roles and activities thatare not specifically defined or required in tasks
specifically related to a worker's job.
While various measures of EI have been proposed in the literature (such as Pérez et al. [23], this
research focuseson the Wong and Law Emotional Intelligence Scale (WLEIS). Based on the
definition and conceptualization of IE put forward by Mayer and Salovey [24], Wong and Law
[25] developed a short measure of IE specifically for research in organizational contexts.
According to Wong and Law explain that EI consists of four dimensions, namely: Self-emotional
appraisal (SEA), others' emotional appraisal (OEA), regulation of emotion (ROE), and use of
emotion (UOE). SEA refers to an individual's ability to understand and express their emotions.
OEA refers to the ability of individuals to understand their own emotions and understand the
emotions of individuals aroundthem. ROE refers to an individual's ability to regulate their
emotions, to facilitate their quick and successful recovery after psychological distress.
Emotional use (UOE) refers to an individual's ability to harness and direct their emotions
toward constructive activity and personal performance. In this study the focus is on the role of
emotional intelligence in the professionalism of an educated workforce.
Konrad and Gabrijelcic in Iffah Budiningsih, Soehari T.D, Casriyanti [26] identify three adaptive
skills, which arepart of emotional intelligence: (1) The ability to evaluate and express one's own
emotions and those of others (verbal and non-verbal), (2) The ability to control one's own and
others' emotions, and, (3) The ability to use emotions to solve problems and make decisions
(eg, flexible planning, creative thinking, and non-directive attention and motivation). Fabio Di
Ammaria and Bar-On Reuven [27] argue that emotional intelligence is an important valuable
variable for intervention research in career decision making and one's development because
the EI factor can be increased (Bar-On, [28]; Bar-On et al.,[29]; In Fabio & Kenny,[30]; Mayer et
al.,[31]), to improve human performance, while personality traits and cognitive intelligence are
considered less malleable. As such, psychologists have been encouraged to develop a variety of
intervention programs designed to promote thegrowth, emotional and social maturity and
competence as well as academic success and career development of the person who is the
object of the intervention program.
Daniel Goleman in Bahyudi and Soehari [32] explains that emotional intelligence is a person's
ability to motivateoneself so that: (1) Able to deal with pressure so as not to cause frustration; (2)
Being able to control the will from within his heart so as not to exaggerate self-indulgence which
will have a negative impact; (3) Being able to control moods and keep them under stress so that
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they don't interfere with their ability to think to come up with the best solution; (4) Appreciate
and care for others; (5) Being able to influence the process of psychological adjustment, by
knowing oneself and others; (6) Being able to express oneself and establish harmonious
relationships with others; (7) Able to cope with daily demands, challenges and pressures. Thus,
emotional intelligence is a person's skill in understanding his own emotions and the emotions of
others to produce something that is in accordance with the wishes of himself and others.
Budiningsih, Soehari, and Marlison [33] suggest thatemotional intelligence (EI) is related to soft
skills, while hard skills are related to intelligence intelligence (IQ). Furthermore Budiningsih,
Soehari, and Marlison argue that soft skills have something to do with a person's characteristics
to be able to interact, socialize, and collaborate with other people/parties. Bahyudi and Soehari
[34] explains that emotional intelligence is an ability that influences the process of
psychological adjustment, by knowing oneself and others in order to be able to express oneself
and establish harmonious relationships with others, so that individuals are able to cope with
daily demands, challenges and pressures. Based on various definitions of emotional intelligence
and the opinions of experts, it can be concluded that emotional intelligence is a person's skill to
understand the emotions experienced by himself and also in others, control and manage
emotions, and utilize emotions appropriately so thatthey can use them to getthe desired results
from themselves.themselves and others by optimally.
Integrity
In general, it is widely known that the integrity of a professional is someone who is smart,
honest, tough, reliable, responsible, has self-control, and is loyal. Absolute integrity for a
professional to be able to perform tasks effectively and efficiently needs to be supported by
competence, insight, the ability to make quick and correct decisions, uphold ethics and morals
so that the success achieved is not solely for oneself and the organization butin an integrated
manner. success for stakeholders. Karssing [35], put forward that integrity means a
professional that carries out his duties adequately, with care and responsibility, taking into
account all relevant interests”. Integrity is a commitment to do something right and ethically by
upholding the values and norms that apply in thebusiness environment without coercion to
achieve excellent performance. Integrity issues can also be consideredrelated to credibility and
trust. Professionals who have high integrity are considered to have credibility and can be
trusted, namely having: strong analytical skills to conclude right from wrong, taking a strong
stand for what theybelieve, keeping information confidential, encouraging to remain ethical
when discussing business and work issues, and being committed to follow up on what has been
agreed upon. Integrity is seen as the quality of actingaccording to or in harmony with relevant
moral values, norms and rules, with a choice of the right line of reasoningHuberts, [36], Huberts
(37) views the importance of integrity instruments as follows: (1) Put integrity on the agenda.
Government integrity means paying attention to moral values and norms of policy making and
implementation of policies; (2) Leadership role. Integrity concerns for all members of the
organization or system,this makes the involvement of leadership at all levels important for the
success of the policy. This involvement ispart of the need to place integrity at the top of the
agenda. However, leadership is not a panacea. The extent to which different types of ethical
leadership can influence awareness and behaviour varies, it is necessary to anticipate to
counteract negative effects on integrity. (3) A central integrity actor helps. Research on
institutions and systems shows that it is important to have certain institutions or actors that
have integrity and anti-corruptionas their main duties and responsibilities.Having such an actor
opens a window of opportunity and lends credibilityto the topic of integrity; (4) Balancing
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task execution; (9) Embrace the future through careful observation of the dynamics of the
business environment, business operations, technology, foresight, concept flexibility, strategic
alignment and strategic thinking to achieve strategic goals; (10) Preventing corruption through
increased leadership capacity in an integrated manner which includes aspects of organizational
culture, internal control, competence, and leadership as instruments of corruption prevention.
RESEARCH METHOD
The research method used is a quantitative explanatory empirical study using Excel software
and IBM-25 SPSS. for an introductory format and further analysis. The population is the
Community of Indonesian Educated Workerswith a minimum Bachelor's degree in Denmark
who are members of the Indonesia Professional Association in Denmark. The target/affordable
population is 54 respondents, a sample of 54 respondents. Dissemination and collection of data
through google form.
RESEARCH RESULTS
Overview of Respondents
The research was conducted using a questionnaire via Google form to the Indonesia Professionals'
Association in Denmark, collecting 54 respondents. As stated in the proposal, this research is
concerned with strengthening the professionalism of Indonesian Educated Workers in
Denmark with a minimum Bachelor's degree so that they are expected to have sufficient
experience and knowledge regarding the professionalism of Indonesian Educated Workers
Overseas. Of the respondents as many as 54 people. The characteristics of the 54 respondents,
which shows that: (1) Male gender 65% female 35%; (2) Age is dominated by ages 31 to 50
years, namely as much as 87%, only 7% are aged under 30 years and above 51 years are as many
as 6%;(3) Education is dominated by 50%master's degree and 11% doctoral degree, while 19%
bachelor's degree; (4) The positions are dominated by managers (30%) and senior
Instrument Test Results
Validity test is carried out in order to test the extent to which the measuring device can measure
the feasibility ofthe instrument.
Table 2: Test of Reliability and Validity of Professionalism (PF)
Reliability Statistics
Cronbach's Alpha N of Items
0.985 10
PROFESSIONALISM INSTRUMENT TEST (PF)
ComputeValidity StandardValidity Compute Reliability Compute Reliability Predicate
PF1 0.971 0.300 0.982 0.600 OK
PF2 0.956 0.300 0.982 0.600 OK
PF3 0.963 0.300 0.982 0.600 OK
PF4 0.956 0.300 0.983 0.600 OK
PF5 0.893 0.300 0.984 0.600 OK
PF6 0.916 0.300 0.984 0.600 OK
PF7 0.960 0.300 0.982 0.600 OK
PF8 0.845 0.300 0.985 0.600 OK
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Soehari, T. D., Budiningsih, I., Salimudin, A., & Nugroho, A. (2023). Strengthening of Emotional Intelligence and Integrity for Improving Indonesian
Educated Workforce Professionalism. Advances in Social Sciences Research Journal, 10(9). 26-41.
URL: http://dx.doi.org/10.14738/assrj.109.15402
PF9 0.965 0.300 0.982 0.600 OK
PF10 0.860 0.300 0.985 0.600 OK
Source: Processed Research Data (2023)
The instrument will be declared valid if it can measure what should be measured correctly. Data
is stated to be usable or valid if it obtains a calculated r value that is greater than the r table
value. Test validity and reliability. Performed on 30 respondents, declared valid if the value of
r (validity) calculated above 0.3 while for reliability calculated above 0.6. Professionalism (PF),
see Table 2, all statements of 10 statements obtain a numerical validitygreater than the validity
of table 0.3 and arithmetic reliability is greater than the reliability of table 0.6, so the entire
Professionalism instrument of 10 statements is eligible to be included in further analysis.
Emotional Intelligence (EI), see Table 3, all statements of 10 statements obtain a numerical
validity greater than the validityof table 0.3 and arithmetic reliability greater than the reliability
of table 0.6, so all 10 statements of Emotional Intelligence instruments are eligible to be
included in further analysis.
Table 3: Test of Reliability and Validity of Emotional Intelligence (EI)
Reliability Statistics
Cronbach's Alpha N of Items
0.980 10
EMOTIONAL INSTRUMENT TEST (EI)
ComputeValidity StandardValidity Compute Reliability Standard Reliability Predicate
KE1 0.946 0.300 0.977 0.600 Ok
KE2 0.940 0.300 0.977 0.600 Ok
KE3 0.939 0.300 0.977 0.600 Ok
KE4 0.847 0.300 0.980 0.600 Ok
KE5 0.908 0.300 0.978 0.600 Ok
KE6 0.839 0.300 0.981 0.600 Ok
KE7 0.941 0.300 0.977 0.600 Ok
KE8 0.895 0.300 0.978 0.600 Ok
KE9 0.935 0.300 0.977 0.600 Ok
KE10 0.922 0.300 0.978 0.600 Ok
Source: Processed Research Data (2023)
Integrity (IG), see Table 4, all statements of 10 statements obtain a numerical validity greater
than the validity oftable 0.3 and arithmetic reliability is greater than the reliability of table 0.6,
so all Professionalism instruments of 10 statements are eligible to be included in further
analysis.
Table 4: Integrity Reliability and Validity Test (IG)
Reliability Statistics
Cronbach's Alpha N of Items
0.987 10
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INSTRUMENT INTEGRITY TEST (IG)
ComputeValidity StandardValidity Compute Reliability Standard Reliability Predicate
IG1 0.963 0.300 0.985 0.600 OK
IG2 0.979 0.300 0.984 0.600 OK
IG3 0.967 0.300 0.985 0.600 OK
IG4 0.966 0.300 0.985 0.600 OK
IG5 0.885 0.300 0.987 0.600 OK
IG6 0.960 0.300 0.985 0.600 OK
IG7 0.956 0.300 0.985 0.600 OK
IG8 0.829 0.300 0.989 0.600 OK
IG9 0.942 0.300 0.985 0.600 OK
IG10 0.915 0.300 0.986 0.600 OK
Source: Processed Research Data (2023)
ClassicalAssumption Test Results
The classical assumption test is carried out in order to ensure that the regression equation
resulting from the analysis using SPSS results is correct, unbiased and consistent. The data to
be used for regression analysis is firstcarried out by the classic assumption test, namely the
normality test, autocorrelation test, multicollinearity test.
Normality and Heteroscedasticity Test:
The normality test is carried out in order to test whether the research data is normally
distributed or not. Thenormality test was carried out on all variables with a total data of 54
respondents, see Table 5
Table 5: Normality Test
One-Sample Kolmogorov-Smirnov Test
Unstandardized Residual
N 54
Normal Parametersa,b Mean 0.0000000
Std. Deviation 0.24606976
Most ExtremeDifferences Absolute 0.105
Positive 0.105
Negative -0.071
Test Statistic 0.105
Asymp. Sig. (2-tailed) .200 c,d
a. Test distribution is Normal.
b. Calculated from data.
c. Lilliefors Significance Correction.
d. This is a lower bound of the true significance.
Heteroscedasticity test, see Table 6 and Table 7
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Soehari, T. D., Budiningsih, I., Salimudin, A., & Nugroho, A. (2023). Strengthening of Emotional Intelligence and Integrity for Improving Indonesian
Educated Workforce Professionalism. Advances in Social Sciences Research Journal, 10(9). 26-41.
URL: http://dx.doi.org/10.14738/assrj.109.15402
Table 6: Heteroscedasticity of Simultaneity Test
ANOVAa
Model Sum of Squares Df Mean Square F Sig.
1 Regression 0.005 2 0.003 0.101 .904b
Residual 1.355 51 0.027
Total 1.361 53
a. Dependent Variable: RES2
b. Predictors: (Constant), Integrity, Emotional IntelligenceSource: Processed Research Data (2023)
Based on the F Sig value = 0.904, they pass the heteroscedasticity test, so the data can be
analysed further, see Table 6. Individual Heteroscedasticity Test Emotional Intelligence (EI)
value Sig = 0.766 > 0.05 and for Integritythe value Sig = 0.693 > 0.05, they all pass the individual
heteroscedasticity test, so the data can be analysed further, see Table 7.
Table 7:Advanced Heteroscedasticity Test
Coefficientsa
Model
Unstandardized Coefficients Standardized Coefficients
B Std. Error Beta t Sig.
1 (Constant) 0.198 0.082 2.416 0.019
Emotional Intelligence 0.018 0.060 0.120 0.299 0.766
Integrity -0.020 0.051 -0.160 -0.398 0.693
a. Dependent Variable: RES2
Source: Processed Research Data (2023)
Autocorrelation:
The autocorrelation test is intended to test whether the error of a data in a certain period is
correlated with other periods. The testing method uses Durbin-Weston (DW). In this study, it
obtained a Durbin-Weston value = 1.524,which is a value above 1 and below a value of 3, so in
this study there was no autocorrelation.
Multicollinearity:
The multicollinearity test is intended to test whether the multiple linear regression model in
this study includes acorrelation between the dependent variables. Multicollinearity testing in
this study was carried out by looking at the tolerance rate and variance inflation factor (VIF). In
this study, the VIF value for Emotional Intelligence (EI) = 8,250; Integrity (IG) VIF value = 8.250.
This shows that none of the independent variables obtain VIF values above 0 and below 10, so
it can be concluded that there is no multicollinearity.
MULTIPLE REGRESSION ANALYSIS
Regression Equations and Individual Tests
Multiple linear regression analysis to measure the influence of the independent variables
Emotional Intelligence (EI) and Continuous Integrity (IG) on the dependent variable
Professionalism (PF), see Table 8.
Regression Result: PF = -0,142 + 0,426 KE + 0,611 IG
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Table 8: Regression Coefficient
Coefficientsa
Model Unstandardized Coefficients Standardized Coefficients t Sig.
B Std. Error Beta
1 (Constant) -0.142 0.126 -1.12 0.265
Emotional Intelligence 0.426 0.092 0.370 4.62 0.000
Integrity 0.611 0.078 0.624 7.80 0.000
a. Dependent Variable: Professionalism
Source: Processed Research Data (2023)
In Table 8 which is the result of the regression it can be explained as follows:
1. Constant value -0.142 Significance level (Sig) = 0.265 > 0.05. This shows that there is no
significant effectof constants on professionalism. If an Indonesian educated worker
abroad (Denmark) does not have Emotional Intelligence and Integrity, the level of
Professionalism value = -0.142 which means very bad,then all Indonesian Educated
Workers Overseas (Denmark) must have Emotional Intelligence and Integrity Good.
2. The coefficient value of the Emotional Intelligence factor = 0.426, the level of Significance
(Sig) = 0.000<0.05. This shows that there is a significant effect of Emotional Intelligence
on Professionalism. The coefficient value of the Emotional Intelligence factor on
Professionalism = 0.426, which means that the sensitivity of the effect of Emotional
Intelligence on Professionalism is 0.426. The implication for thecoefficient ofthis factor is
thatifthere is an increase in the quality of Emotional Intelligence by one unit,the quality of
Professionalism will increase by 0.426 units.
Determination Test
The determination test, saw Table 9
Table 9: Determination Test
Model Summaryb
Model R R Square AdjustedR Square Std. Error of theEstimate
1 .980a 0.960 0.959 0.25085
a. Predictors: (Constant), Integrity, Emotional Intelligence
b. Dependent Variable: Professionalism
Source: Processed Research Data (2023)
The determinant test intends to determine the proportion or percentage of the total variation in
the dependent variable that can be explained by the independent variable. In this study, the value of
R Square = 0.960 means that the proportion of independent variables Emotional Intelligence and
Integrity (IG) can explain the dependent variable Professionalism (PF) of 96%. The percentage of
Emotional Intelligence and Integrity (IG) can very strongly explain the dependent variable,
namely Professionalism (PF), see Table 9.
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Soehari, T. D., Budiningsih, I., Salimudin, A., & Nugroho, A. (2023). Strengthening of Emotional Intelligence and Integrity for Improving Indonesian
Educated Workforce Professionalism. Advances in Social Sciences Research Journal, 10(9). 26-41.
URL: http://dx.doi.org/10.14738/assrj.109.15402
FTest or Simultaneity Test
Table 10: SimultaneityTest
ANOVAa
Model Sum of Squares df Mean Square F Sig.
1 Regression 77.906 2 38.953 619,039 .000b
Residual 3.209 51 0.063
Total 81.115 53
a. Dependent Variable
b. Predictors: (Constant), Integrity, Emotional Intelligence
Source: Processed Research Data (2023)
The F test intends to determine the effect of the independent variable Emotional Intelligence
(EI) together (simultaneously) with Integrity (IG) and the constants in the equation have a
significant or not significant effect on thedependent variable, namely Professionalism (PF). The
results of the analysis see Table 10 above, the value of F =619,039 with Sig = 0.000 <0.05, this
indicates that all independent variables, namely Emotional Intelligence (EI) and Integrity (CL) and
constants simultaneously have a significant effect on the dependent variable Professionalism.
DISCUSSION
In order to strengthen the image and success of Indonesian educated workers, both those who
will work abroad and those who are already working abroad, it is necessary to pay attention to
the professional capabilities of Indonesian educated workers in accordance with the demands
of the professional role of foreign workers in a country where they work. This study focuses on
strengthening Professionalism (the dependent variable PF) through the independent variables
Emotional Intelligence (KE) and Integrity (IG) with the following results:
1. The constant value obtained from the regression analysis = -0.142, the Sig value = 0.265
> 0.05, so the constant has no significant effect on professionalism. This shows that if an
educated Indonesian worker does not have Emotional Intelligence and Integrity, the
professionalism of an educated Indonesian worker is negative with a value of -0.142
which means very unprofessional.
2. Emotional intelligence is an independent variable that has a significant effect and has a
regression coefficient of 0.426 with a value of Sig = 0.000 <0.05. This can also be
interpreted that Emotional Intelligence has a sensitivity of 0.426.
3. Integrity is an independent variable that has a significant effect and has a factor
coefficient = 611 witha Sig = 0.000 <0.05. The influence of Integrity on Professionalism
is higher than Emotional Intelligence, this shows the role of Integrity to increase the
Professionalism of Indonesian educated workers in Denmark has a greater influence
than Emotional Intelligence.
4. Test of determination and show that RSq = 0.960 the role of Emotional Intelligence and
Integrity in the context of strengthening the Professionalism of Indonesian educated
workers in Denmark is verydominant, only 4% can be explained by other factors.
5. The simultaneity test shows that F count = 619,039 with Sig = 0.000 <0.05 which means
Emotional Intelligence and Integrity simultaneously or together have a significant effect
on Professionalism so that the policy of strengthening Professionalism focuses on
Emotional Intelligence and Integrity.
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Services for Science and Education – United Kingdom
CONCLUSION AND SUGGESTION
Conclusion
1. Emotional intelligence plays a strategic role in efforts to strengthen the professionalism
of IndonesianEducated Workers in Denmark.
2. Integrity plays a very strategic role in efforts to strengthen the professionalism of
Indonesian EducatedWorkers in Denmark.
3. Emotional Intelligence and Integrity simultaneously have a very strong influence on
Professionalism,so professionalism can be strengthened through these two factors.
Suggestion
The target of increasing professionalism includes:
1. Creative, innovative, and complete the work according to the provisions
2. Understand strategic planning, strategic operational and other strategies for success
incarrying out tasks.
3. Be able to formulate a mission statement to respond to pressure/threats in carrying
outtasks.
4. Upholding integrity and maintaining trust with full responsibility in carrying out
duties.
5. Able to build a system that encapsulates the interrelation and contribution of each
component in the organization.
6. Able to build a system for monitoring, operational evaluation, and the contribution of
eachorganizational component.
7. Able to manage the system with discipline and care for the performance of the
Institution.
8. Able to carry out duties and obligations in a calm manner, not causing turmoil,
safe,peaceful, and the mission objectives are achieved.
9. Have a high commitment to uphold the core values of an institution
10. I am able to express ideas clearly to improve performance and support the success of
tasks
The need to strengthen Emotional Intelligence includes:
1. Be able to recognize yourself and others so you can express yourself and establish
harmonious relationships with anyone.
2. Motivate yourself to be tough and never give up in the face of obstacles, setbacks,
andfailures.
3. Able to understand, recognize, feel, manage, and lead feelings of oneself and others
andapply them in personal and social life.
4. Have social skills, namely dealing with other people's emotions effectively.
5. Understand and have empathy for what other people think and feel.
6. Mastering how to persuade and motivate others appropriately.
7. Able to recognize yourself and others in order to be able to express yourself and
establishharmonious relationships with others.
8. Skilled to cooperate with anyone.
9. Able to interact, socialize, and collaborate with other people/parties.
10. Able to communicate well verbally or in writing.
The need for strengthening integrity includes:
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Soehari, T. D., Budiningsih, I., Salimudin, A., & Nugroho, A. (2023). Strengthening of Emotional Intelligence and Integrity for Improving Indonesian
Educated Workforce Professionalism. Advances in Social Sciences Research Journal, 10(9). 26-41.
URL: http://dx.doi.org/10.14738/assrj.109.15402
1. Uphold and comply with all the principles and work ethics set by the Institute.
2. Carry out the rules for the implementation of the principles & work ethics that have
beenset by the Institute.
3. Smart, tough and firm in implementing the principles & work ethics of the Institute
4. Have integrity and be trusted in carrying out tasks.
5. Aligning personal interests with organizational interests as a principle in carrying
outduties.
6. Continue to objectively seek the best solution in making decisions even under pressure
7. Manage conflicts objectively both conflicts with superiors, subordinates and equal
partnersso that the best solution is obtained for all parties.
8. Not abusing power, authority, and clearly written ethics, but often not understood &
obeyedby leaders and members at all levels
9. When my subordinates are unprofessional/unprofessional in handling their work,
then astheir superior, I will find the best solution to complete the job.
10. Breve to take the risk of being unpopular in the short term, but I believe it will
providegood benefits to anyone in the future.
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