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FAKTOR-FAKTOR YANG MEMPENGARUHI KOMITMEN KARIER
No full textKomitmen karier adalah sikap yang ditunjukkan individu dalam mencapai tujuan karier. Penelitian ini bertujuan untuk mengkaji hasil-hasil penelitian (literature review) mengenai faktor-faktor yang mempengaruhi komitmen karier pada individu. Penelusuran literatur dilakukan pada database elektronik SAGE Journals, ProQuest, dan Science Direct dengan menggunakan kata kunci “career commitment”. Hasil penelusuran menunjukkan bahwa komitmen karier dipengaruhi oleh faktor internal dan eksternal. Faktor internal yang mempengaruhi komitmen karier terdiri dari komitmen organisasi, keterlibatan kerja, kepuasan kerja, nilai kerja, pengalaman kerja, kepribadian, dan self-efficacy sedangkan faktor eksternal terdiri dari situasi kerja yang meliputi kondisi kerja, persepsi pensiun, persepsi terhadap ancaman dalam bekerja, dorongan yang ditawarkan organisasi (offered inducements), kontribusi yang diharapkan organisasi (expected contributions), peluang promosi, dan reward. Kata kunci: Karier, komitmen karier Career commitment is the attitude that individuals show in achieving career goals. This study aims to examine the results of research or literature review on the factors that affect career commitments in individuals. The literature search was conducted on SAGE Journals, ProQuest, and Science Direct electronic databases using the keyword "career commitment". Search results showed that career commitments are influenced by internal and external factors. Internal factors affecting career commitment consist of organizational commitment, job involvement, job satisfaction, work value, work experience, personality, and self-efficacy while external factors consist of work situations covering working conditions, retirement perception, perceptions of threats in work, encouragement offered by the organization (offered inducements), the expected contribution of the organization (expected contributions), promotion opportunities, and rewards. Keywords: Career, career commitmen
Hubungan iklim organisasi dan penyesuaian diri terhadap organizational citizenship behaviour (OCB)/ Ingarianti
No full text85 hal.; ill., lamp., tab.; 30 c
Hubungan optimisme karir dan kesuksesan karir subjektif pada guru
Get PDFThe lack of fulfillment of teachers\u27 rights has resulted in teachers feeling less prosperous and less satisfied with their current careers. In order to feel career satisfaction, teachers need a measure of subjective career success. Achieving subjective career success requires career optimism so that teachers can view their future career positively, focus on developing their potential, and plan their career path. The objective of this study is to determine the relationship between career optimism and the eight dimensions of subjective career success among teachers. The study used quantitative methods and quota sampling techniques with a total of 300 participants. The result of the study showed that career optimism is significantly related with the five dimensions of subjective career success, (i.e., authenticity, growth and development, influence, personal life, and satisfaction). Moreover, career optimism is not significantly related with the three other dimensions of subjective career success (i.e. meaningful work, quality of work, and recognition).Fenomena kurang maksimalnya pemenuhan hak guru mengakibatkan guru merasa kurang sejahtera dan kurang puas pada karirnya saat ini. Oleh karena itu, ukuran kesuksesan karir subjektif dibutuhkan guru untuk memaknai karirnya secara lebih luas sehingga mampu merasakan kepuasan karir. Dalam mendukung pencapaian kesuksesan karir subjektif, guru membutuhkan sikap optimisme karir agar dapat memandang masa depan karir dengan positif, fokus mengembangkan potensi diri, serta mampu merencanakan jalur karirnya. Tujuan dari penelitian ini adalah untuk mengetahui hubungan antara optimisme karir dan delapan dimensi kesuksesan karir subjektif pada guru. Metode yang digunakan ialah studi kuantitatif dan teknik quota sampling dengan total 300 partisipan. Hasil analisis menunjukkan career optimism signifikan dengan lima dimensi dari subjective career success yaitu authenticity, growth and development, influence, personal life, dan satisfaction. Selain itu, career optimism ditemukan tidak signifikan dengan ketiga dimensi lain dari subjective career success yakni meaningful work, quality of work, dan recognition.
The relationship between psychological capital and career commitment in teachers
No full textWhen teachers have a high level of psychological capital, it can motivate them to be more proactive, exhibit higher confidence, and achieve better performance. This positive impact, in turn, can lead to strong commitment to their work, career, and the organization they belong to, resulting in the formation of high-quality teaching staff. This research aims to examine the relationship between psychological capital and career commitment among teachers. The participants in this study were 336 teachers. The research utilized a quantitative research model with a correlational method employing the simple linear regression assumption test. The instruments used in this study were the Psychological Capital Questionnaire (PCQ) and Career Commitment Measure (CCM). The results of this study indicate a correlation between two psychological capital dimensions (efficacy and optimism) and three dimensions of career commitment. There is also a relationship between the hope dimension and the identity dimension of career commitment, while the other two dimensions do not have a connection with career commitment dimensions. Additionally, the resilience dimension is also associated with career planning
KEMATANGAN KARIR DENGAN INTENSI TURNOVER PADA KARYAWAN
No full textIntensi turnover merupakan fenomena yang tidak bisa dihindari dalam sebuah lingkungan perusahaan. Factor internal kematangan karir merupakan salah satu prediktor terjadinya fenomena intensi turnover ini. Tujuan dari penelitian ini adalah untuk mengetahui hubungan antara kematangan karir dengan intensi turnover pada karyawan. Desain penelitian bersifat non-eksperimental kuantitatif dengan menggunakan skala kematangan karir dan skala intensi turnover sebagai instrumen penelitian. Jumlah subjek sebanyak 301 orang dengan menggunakan metode nonrandom sampling. Hasil penelitian menunjukkan bahwa terdapat hubungan negatif yang sangat signifikan antara kematangan karir dengan intensi turnover (r = -0,472 ; p = 0,000 (p<0,01), dengan sumbangan efektif sebesar 22,3%. Hal ini berarti semakin tinggi kematangan karir karyawan maka akan semakin rendah intensi turnover yang dapat terjadi. Kata kunci: Kematangan karir, intensi turnover, karyawan Turnover intention is a phenomenon that can’t be avoided in an enterprise environment among other phenomena. Internal factors of career maturity is one of the predictors of turnover intention. The purpose of this study was to determine the relationship between career maturity employee turnover intention. As non-experimental quantitative, used career maturity scale and turnover intention scale. The number of subjects were 301 people by using nonrandom sampling method. The results showed that there is a significant negative relationship between career maturity with turnover intention (r=-0.472 ; p = 0.000 (p<0,01)). This means that the higher employee\u27s career maturity, the lower turnover intention may occur. Keywords: Career maturity, turnover intention, employee
Adaptation of the new multidimensional career insecurity scale (MU-CI-S) into the Indonesian language version
No full textThe adaptation of the new multidimensional career insecurity scale (MU-CI-S) measuring instrument aims to adjust the Indonesian cultural and language context, so that each item and dimension has standardized validity and reliability for further research in the context of workers in Indonesia. MU-CI-S is a measuring instrument developed and tested by previous researchers on workers in Germany and Switzerland. The use of career insecurity measurement tools with different cultural and linguistic backgrounds requires a series of adaptation processes based on the International Test Commission. Confirmatory Factor Analysis (CFA) was used to test the validity of the constructs and instruments that have been translated or modified to ensure the factor structure matches the data obtained. The study involved 379 employees in various industrial sectors in Indonesia. The analysis showed that the adapted scale model had a good fit with fit index parameters that met the standards (CFI = 0.965, TLI = 0.960. RMSEA = 0.048, SRMR = 0.029). Reliability tests with Cronbach\u27s Alpha and Omega McDonald showed values above 0.80 on all dimensions, indicating that this scale is consistent in measuring career insecurity. In addition, convergent validity tested through the Average Variance Extracted (AVE) value shows results that meet the criteria (> 0.50), indicating that this scale is suitable for use in further research in Indonesia
Kesuksesan Karier Subjektif sebagai Identitas Karier Karyawan
Get PDFKesuksesan karier subjektif dipandang sebagai bidang utama yang diminati dan eksplorasi, baik di bidang akademik maupun praktik. Konteks karier modern lebih menekankan pada mobilitas dan ketidakpastian. Oleh karena itu, karyawan tidak lagi hanya mengandalkan organisasi untuk mencapai kesuksesan kariernya. Mereka memiliki tanggung jawab untuk mengelola dan menciptakan pilihan-pilihan karier mereka sendiri. Memahami kesuksesan karier subjektif adalah tugas penting bagi individu dan organisasi. Tujuan dari tulisan ini adalah untuk melakukan telaah literatur yang relevan mengenai kesuksesan karier subjektif dan mengembangkan kerangka teoretis tentang konsep dan definisi kesuksesan karier subjektif, faktor-faktor yang berhubungan dengan kesuksesan karier subjektif, dampak dari kesuksesan karier subjektif dan peran identitas karier terhadap kesuksesan karier subjektif
Peran Komitmen Karier terhadap Kesuksesan Karier Subjektif Guru di Indonesia
Get PDFOne thing that teachers should have in their perspective of viewing their career path is that they should be genuine in teaching and learning. Thus, for teachers to achieve subjective career success, the teachers have to commit to their careers. This should be done in hope that they can see the meaning of their success based on their self-assessment. The purpose of this study was to determine whether or not there was a role for career commitment to subjective career success in teachers. The approach used was quantitative with research subjects 320 teachers in East Java and Kalimantan. This research used the research instrument The Commitment Career Measure (CCM) and Subjective Career Success Inventory (SCSI) scale. The data analysis method in this study was carried out using two regression tests to determine the overall role and the role of the dimensions. First, the simple linear regression test showed that the results which meant that career commitment played a role in the subjective career success of teachers. Second, the multiple linear regression test which indicated that there was a role between the dimensions of career commitment and the dimensions of subjective career success for teachers, which were discussed in the discussion section as a whole
Model Development and Trial of Early Detection Manual for the Special Needs Children at Early Age Education Level
Get PDFThis research was aimed to produce the manual for early detection for ABK at the level of early age education (PAUD = Pendidikan Anak Usia Dini). Research was action research with stages as proposed by Buunk and Van Vugt . Metodology of research these stages were called as PATH (Problem-Analysis-Test (Model)-Help) .Results of research indicated that based on the examination on three schools for the training of early detection, the average score before training was 22 but after training was 52. The value of Z was -2.384 and p-value (Asymp. Sig-2 tailed) was 0.017, meaning that there is a significant difference before and after early detection training. It supports a fact that early detection manual has impacted significantly PAUD teachers in doing early detection. The evaluation of teachers showed that early detection training was very gratifying, and the given score was 5 in average. It can be said that PAUD teachers were very satisfied and gaining a lot of benefits from early detection training
The relationship between perceived employability and subjective career success among teachers
Get PDFIndividuals have two assessments in viewing career success, one of which is assessing success subjectively. Career success is success that comes from internal criteria of individuals. Among the many evaluations of career success, it is obtained through work experience. This work experience makes individuals evaluate their abilities, which is called perceived employability. In the context of teachers, these abilities are used to face the work environment in the future. The purpose of this study is to examine the relationship between perceived work ability and teachers' subjective career success. The study population consists of male or female teachers who hold appointment letters as permanent or non-permanent teachers at a foundation or as civil servants (ASN), and have at least five years of work experience, selected using quota sampling from 20 schools. The method used in this study is correlation analysis. The instruments used in this study were the perceived employability scale and the Subjective Career Success Inventory (SCSI). This study used the Pearson Product Moment correlation test analysis technique, and the results were analysed by dimension. The results of this study indicate that the internal perceived employability dimension is related to the subjective career success dimension, including the dimensions of recognition, quality of work, influence, authenticity, personal life, growth and development, and satisfaction. Furthermore, the external perceived employability dimension is related to the subjective career success dimension, including the dimensions of recognition, quality of work, influence, authenticity, and satisfaction. In conclusion, the internal perceived employability dimension is related to all dimensions of subjective career success. Meanwhile, the external perceived employability dimension is not related to all dimensions of subjective career succes
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