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"[ABSTRAKbrPenelitian ini bertujuan untuk mengetahui pengaruh partisipasi karyawan dan dukungan organisasi dalam pengembangan kompetensi. Hipotesis diuji menggunakan data yang diambil dari 153 orang karyawan sebuah bank dengan menggunakan kuesioner. Hasil dari penelitian menggunakan analisis jalur menunjukkan bahwa partisipasi karyawan dalam pengembangan kompetensi tidak berpengaruh terhadap self-perceived employability. Self-perceived employability hanya dipengaruhi oleh dukungan organisasi yang dirasakan untuk pengembangan kompetensi. Sementara self-perceived employability memiliki pengaruh positif terhadap kepuasan karir dan perceived marketability karyawan. Self-perceived employability yang memiliki peran mediasi hanya memediasi secara parsial untuk hubungan antara dukungan organisasi yang dirasakan dan kepuasan karir, sedangkan untuk hubungan antara dukungan organisasi yang dirasakan dan perceived marketability, self-perceived employability memediasi secara penuh. Sementara self-perceived employability tidak memiliki peran mediasi untuk hubungan antara partisipasi karyawan dan kepuasan karir maupun perceived marketability.;The aim of the research is to study the effect of employee participation and perceived organization support in competency development towards career satisfaction and perceived marketability mediated by self-perceived employability. Hypothesis tested using data of 153 employees from a bank company through a questionnaire. Results obtained using path analysis suggested that employee participation in competency development did not have the intended effects on self-perceived employability. Self-perceived employability only affected by perceived support for competency development. Self-perceived employability was found positively related towards career satisfaction and perceived marketability. Self-perceived employability which has a mediating role, only partially mediates the relationship between perceived support for competency development and career satisfaction, while the relationship between perceived support for competency development and perceived marketability, self-perceived employability mediates in full. Self-perceived employability has no mediating role for the relationship between employee participation in competency development and career satisfaction also perceived marketability;The aim of the research is to study the effect of employee participation and perceived organization support in competency development towards career satisfaction and perceived marketability mediated by self-perceived employability. Hypothesis tested using data of 153 employees from a bank company through a questionnaire. Results obtained using path analysis suggested that employee participation in competency development did not have the intended effects on self-perceived employability. Self-perceived employability only affected by perceived support for competency development. Self-perceived employability was found positively related towards career satisfaction and perceived marketability. Self-perceived employability which has a mediating role, only partially mediates the relationship between perceived support for competency development and career satisfaction, while the relationship between perceived support for competency development and perceived marketability, self-perceived employability mediates in full. Self-perceived employability has no mediating role for the relationship between employee participation in competency development and career satisfaction also perceived marketability, The aim of the research is to study the effect of employee participation and perceived organization support in competency development towards career satisfaction and perceived marketability mediated by self-perceived employability. Hypothesis tested using data of 153 employees from a bank company through a questionnaire. Results obtained using path analysis suggested that employee participation in competency development did not have the intended effects on self-perceived employability. Self-perceived employability only affected by perceived support for competency development. Self-perceived employability was found positively related towards career satisfaction and perceived marketability. Self-perceived employability which has a mediating role, only partially mediates the relationship between perceived support for competency development and career satisfaction, while the relationship between perceived support for competency development and perceived marketability, self-perceived employability mediates in full. Self-perceived employability has no mediating role for the relationship between employee participation in competency development and career satisfaction also perceived marketability]"

"ABSTRAKDewasa ini paradigma mengenai karier telah jauh berkembang, hal ini timbul karena banyak orang mulai melihat pekerjaan mereka sebagai sebuah panggilan hati. Fenomena ini juga dialami oleh mahasiswa perguruan tinggi yang sedang berusaha untuk membangun karier mereka setelah lulus kuliah nanti. Sebagai tambahan, panggilan dalam hal karier profesional ini memiliki hubungan dengan proses regulasi diri yang kemudian mempengaruhi perceived employability serta kepuasaan hidup seseorang yang menandakan kesiapan orang tersebut dalam menghadapi pasar tenaga kerja. Penelitian ini bertujuan untuk mengetahui pengaruh dari panggilan terhadap karier career calling terhadap perceived employability dan kepuasaan hidup life satisfaction dengan proses regulasi diri self-regulatory processes sebagai mediator dengan menggunakan metode Structural Equation Modelling SEM . Data dalam penelitian ini diperoleh pengumpulan kuesioner yang didapat dari 492 mahasiswa/i Universitas Indonesia yang berasal dari berbagai fakultas. Penelitian ini kemudian menemukan bahwa career calling memiliki pengaruh yang positif terhadap self-regulatory processes, dimana self-regulatory processes memiliki pengaruh positif baik terhadap perceived employability dan life satisfaction, dengan adanya pengaruh langsung antara career calling terhadap perceived employability dan life satisfaction sehingga kemudian adanya hubungan mediasi oleh self-regulatory processes.

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ABSTRACTNowadays, it can be observed that a significant upward shift of paradigm towards career has been taking place. This is attributable to the recent changing values in the society by which individuals are starting to perceive their career as a means to fulfill their calling. Correspondingly, this phenomenon is also experienced by the university students who seek to build their careers upon graduation. Individuals rsquo calling in their professional careers is correlated with their self regulatory processes pertinent to perceived employability as well as life satisfaction, which signify the individual rsquo s capability to take on the demands presented in the job market. This study was conducted to evaluate the impact of career calling towards perceived employability and life satisfaction with the influence of self regulatory processes as a mediator through the Structural Equating Modelling SEM method. The data relevant to this study was gathered by distributing questionnaires of which 492 students from various faculties of Universitas Indonesia were participants. This study subsequently revealed that career calling does indeed have a positive influence on the self regulatory processes. Self regulatory processes positively impact the perceived employability and life satisfaction, as career calling is directly correlated with perceived employability and life satisfaction through the mediation of self regulatory processes."

"Organisasi harus memiliki kinerja pertumbuhan yang baik dalam menghadapi tantangan global. Kinerja organisasi menjadi salah satu bagian yang utama untuk menaikkan pertumbuhan organisasi, dimana didukung oleh kinerja karyawan, serta variabel lain yang memengaruhinya. Penelitian ini bertujuan untuk membuat analisis tentang pengaruh persepsi karyawan tentang budaya organisasi (perceived organizational culture) terhadap kinerja karyawan, serta pengaruhnya melalui mediasi kepuasan kerja dan komitmen karyawan. Penelitian ini juga dimaksudkan untuk menjawab justifikasi perbedaan hipotesis penelitian sebelumnya. Metodologi yang digunakan dalam penelitian ini adalah kuantitatif, dengan cara menyebarkan kuesioner terhadap karyawan yang bekerja minimal satu tahun di salah satu perusahaan coating. Ukuran sampel adalah populasi perusahaan. Pengujian pada satu perusahaan dikarenakan terdapat fenomena studi kasus yang sesuai dengan teori. Data dianalisis dengan Partial Least Square Structural Equation Modeling, yang dibantu oleh software SmartPLS. Dalam hasil yang ditemukan, penelitian membuktikan ternyata persepsi karyawan tentang budaya organisasi dapat memengaruhi dan meningkatkan kinerja karyawan, juga memengaruhi komitmen organisasi dan kepuasan kerja, dimana kedua variabel yang dimaksud juga dapat memediasi persepsi karyawan tentang budaya organisasi untuk meningkatkan kinerja karyawan. Dengan kata lain, kinerja karyawan dapat ditingkatkan dengan meningkatkan kepuasan kerja dan komitmen karyawan. Kepuasan kerja juga dapat meningkatkan dan memengaruhi komitmen karyawan. Keterbaruan dan keaslian dalam studi ini, adalah menemukan indikasi pengaruh hubungan perceived organizational culture dengan kinerja karyawan, pengaruh antar variabel seperti kepuasan kerja, komitmen karyawan terhadap kinerja karyawan merupakan penelitian yang memperluas teori pada penelitian sebelumnya. Penggunaan variabel mediasi juga menambahkan perluasan dan perkembangan teori. Penelitian pada perusahaan jasa coating juga merupakan hal baru yang dibangun untuk melengkapi hubungan antar variabel dalam organisasi untuk berbagai jenis industri jasa.

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Organizations had to maintain a good growth performance in facing global challenges. Organizational performance was one of the main parts to increase organizational growth, which was supported by employee performance, as well as other variables those influenced it. The research was aimed to analyze of the influence that Perceived Organizational Culture (POC) has on employee performance, as well as the mediating effect of job satisfaction and employee commitment. Research is also used to answer the justification for differences in previous research hypotheses. The methodology of this research is quantitative, by distributing questionnaires to employees who have worked for at least one year in a coating company. The sample size is the company population. Testing on one company because there is a case study phenomenon that is in accordance with the theory. Data were analyzed by Partial Least Square Structural Equation Modeling, assisted by SmartPLS software. In the results found, research proves that perceived organizational culture can influence and improve employee performance, also affect organizational commitment, and job satisfaction, where the two variables in question can also mediate perceived organizational culture to improve employee performance. On the other words, employee performance can be improved by increasing job satisfaction and employee commitment. Job satisfaction can also increase and affect employee commitment. The novelty and originality in this study, namely finding indications of the influence of the relationship between perceived organizational culture and employee performance, the affect between variables such as job satisfaction, employee commitment to employee performance is research that expands theory on previous studies. The use of mediation also adds expansion and development of theory. Research on coating service companies is also a new thing that was built to complement the relationships between variables in organizations for various types of service industries."

"Penelitian ini bertujuan untuk menjelaskan pengaruh competency dan self efficacy terhadap perceived employability. Penelitian ini menggunakan pendekatan kuantitatif dengan jumlah sampel sebanyak 194 responden mahasiswa tingkat akhir semester 6 keatas di jabodetabek. Teknik penarikan sampel dilakukan dengan menggunakan teknik non probability. Analisis data menggunakan analisis deskriptif dan inferential. Analisis inferensial menggunakan path analysis. Hasil penelitian ini menemukan bahwa competency berpengaruh signifikan terhadap perceived employability, competency berpengaruh signifikan terhadap self efficacy, self efficacy memiliki pengaruh signifikan pada perceived employability, dan self efficacy mempengaruhi competency dan perceived employability.

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The aim of this study is to explain the effect of competency and self efficacy on perceived employability. This study uses a quantitative approach with a sample of 194 student respondents at the end of semester 6 and above in Jabodetabek. The sampling technique is done using non-probability techniques. Data analysis uses descriptive and inferential analysis. Inferential analysis uses path analysis. The results of this study found that competency has a significant effect on perceived employability, competency has a significant effect on self efficacy, self efficacy has a significant effect on perceived employability, and self efficacy affects competency and perceived employability."

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Penelitian ini bertujuan untuk mengetahui pengaruh Perceived Supervisor Support dan Organizational Commitment terhadap Employee Turnover Intention dan Task Performance pada karyawan perusahaan DKI Jakarta yang bekerja dibawah pengawasan supervisor dan telah bekerja selama enam bulan dalam waktu yang berurutan. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan cross-sectional design dan metode convenience sampling dan purposive sampling untuk mengumpulkan data primer. Sampel penelitian ini diperoleh dari 399 karyawan perusahaan DKI Jakarta dan pengolahan data dilakukan dengan metode Structural Equation Model (SEM). Hasil penelitian ini menunjukkan bahwa Perceived Supervisor Support tidak memengaruhi Employee Turnover Intention dan juga Task Performance. Lalu, Organizational Commitment juga tidak memengaruhi Employee Turnover Intention. Namun, Organizational Commitment memiliki pengaruh positif terhadap Task Performance. Tiga hubungan mediasi penuh juga ditemukan dan satu hubungan mediasi parsial.

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This study aims to study the influence of Supervisory Commitments and Organizational Commitments on Employee Change Intentions and Task Performance on DKI Jakarta company employees who work under supervisory supervision and have worked for six months in a sequence. This research is a quantitative study using cross-sectional design and convenience sampling and purposive sampling methods for primary data collection. The research sample was obtained from 399 DKI Jakarta companies and data processing was carried out using the Structural Equation Model (SEM) method. The results of this study indicate that Perceived Support Supervisor does not affect Employee Turnover Intentions and also Job Performance. Then, Organizational Commitment also does not affect Employee Turnover Intentions. However, Organizational Commitment has a positive influence on Task Performance. Three full mediation relationships were also found and one partial mediation relationship.

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"Pengangguran di Indonesia semakin meningkat di era globalisasi ini yang dimana dari pengangguran tersebut terdapat lulusan dari universitas. Padahal lulusan dari universitas diharapkan dapat membangun karir mereka sendiri dengan berbagai kompetensi yang telah ditanamkan di masa perkuliahan. Penelitian ini bertujuan untuk menganalisis pengaruh self-perceived competency terhadap self-perceived employability dengan career adaptability pada mahasiswa tingkat akhir Universitas Indonesia. Jenis penelitian yang digunakan adalah eksplanatif dengan pendekatan kuantitatif. Dalam pengambilan sampel, teknik yang digunakan adalah non-probability sampling dengan pendekatan snow-ball sampling. Jumlah sampel pada penelitian ini adalah 152 orang. Instrumen pada penelitian ini menggunakan kuesioner online yaitu Google-Form dan analisis data menggunakan SEM-PLS (Structural Equation Modeling-Partial Least Square)  dengan pengolahan data menggunakan perangkat lunak IBM SPSS Statistics for Mac dan SmartPLS for Mac. Hasil penelitian ini menunjukan bahwa self-perceived competency memiliki pengaruh signifikan terhadap self-perceived employability, self-perceived competency memiliki pengaruh signifikan terhadap career adaptability, self-perceived employability memiliki pengaruh signifikan terhadap career adaptability, serta career adaptability memiliki peran mediasi antara self-perceived competency dan self-perceived employability.

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Unemployment in Indonesia is increasing in this era of globalization and from all unemployment, there are graduates from universities. Whereas graduates from universities are expected to be able to build their own careers with various competencies that have been built in the universities. This study aims to analyze the effect of self-perceived competency on self-perceived employability with career adaptability in final year students at the University of Indonesia. This study used explanatory research with a quantitative approach. In sampling, the technique used is non-probability sampling with a snowball sampling approach. The sample in this study was 152 people. The research method used an online questionnaire with Google-Form and data analysis using SEM-PLS (Structural Equation Modelling-Partial Least Square) with data processing using IBM SPSS Statistics for Mac and SmartPLS for Mac software. The results showed that self-perceived competency had a significant effect on self-perceived employability, self-perceived competency had a significant effect on career adaptability, self-perceived employability had a significant effect on career adaptability, and career adaptability had a mediating role between self-perceived competency and self-perceived employability."

"Studi ini menyelidiki peran keterikatan karyawan dan kepuasan kerja dalam hubungan antara persepsi dukungan organisasi dan keinginan karyawan untuk terus bekerja di perusahaan. Tujuan utama dari penelitian ini adalah untuk mengetahui bagaimana keterikatan karyawan, kepuasan kerja, dan dukungan organisasi mempengaruhi keinginan karyawan untuk tetap bersama perusahaan. Mengingat pentingnya dukungan organisasi dalam meningkatkan keinginan karyawan untuk tetap bekerja diperusahaan yang dapat dilihat dari tingkat keterikatan karyawan dan juga kepuasan kerja karyawan PT. Yodya Karya (Persero). Analisis kuantitatif dengan teknik Structure Equation Modeling (SEM) digunakan untuk menguji pengaruh dukungan organisasi. Hasil penelitian adalah terdapat pengaruh positif antara persepsi dukungan organisasi terhadap keinginan karyawan untuk tetap tinggal di perusahaan yang dimediasi oleh kepuasan kerja. Temuan ini dapat membantu untuk lebih memahami bahwa keinginan tinggal karyawan di perusahaan harus didukung yang dapat dilihat dari kepuasan kerja.

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This study investigates the role of employee engagement and job satisfaction in the relationship between perceived organizational support and employees' intention to stay at the company. The main objective of this study is to determine how employee engagement, job satisfaction, and organizational support perceptions affect employees' intention to stay with the company. Given the importance of organizational support in increasing employees' intention to stay working in the company, which can be seen from the level of employee engagement and also job satisfaction of PT Yodya Karya (Persero) employees. Quantitative analysis with Structure Equation Modeling (SEM) technique is used to test the effect of perceived organizational support. The result of the study is that there is a positive influence between perceived organizational support on employees' intention to stay in the company mediated by job satisfaction. This finding can help to better understand that employees' intention to stay in the company must be supported which can be seen from job satisfaction."

"Penelitian ini dilakukan untuk memperoleh gambaran mengenai pengaruh persepsi dukungan organisasi serta kepuasan kerja keseluruhan, yang merupakan faktor yang mempengaruhi intensi mengundurkan diri karyawan. Peneliti menggunakan variabel keterikatan pegawai sebagai mediator untuk melihat pengaruh secara tidak langsung dari variabel tersebut.Subjek penelitian ini adalah para pegawai kantor pusat sebuah perusahaan swasta yang bergerak dalam bidang manufaktur dan distributor dengan total pegawai kantor pusat berjumlah 191 orang. Sampel yang diambil berjumlah total 100 responden dari 134 kuesioner yang disebar dalam penelitian ini. Komposisi responden diatur secara proporsional sesuai dengan jumlah populasi karyawan dalam setiap divisinya, serta mempertimbangkan keterwakilan setiap level jabatan, masa kerja dan usia. Data yang diperoleh kemudian diolah menggunakan SEM-PLS yaitu dengan program Smart-PLS 3.Hasil penelitian ini menunjukan hasil yang signifikan terkait dengan pengaruh persepsi dukungan organisasi terhadap intensi mengundurkan diri yang dimediasi melalui keterikatan pegawai. Begitu pula dengan kepuasan kerja keseluruhan memiliki pengaruh yang signifikan terhadap intensi mengundurkan diri yang dimediasi melalui keterikatan pegawai. Variabel keterikatan pegawai turut diperhitungan terkait pengaruhnya secara langsung terhadap intensi mengundurkan diri, dan terbukti hubungan tersebut memiliki pengaruh yang signifikan. Di samping itu keterikatan pegawai sebagai mediasi terbukti memperkuat dan membuat hubungan pengaruh antara persepsi dukungan organisasi dan kepuasan kerja keseluruhan terhadap intensi mengundurkan diri, di mana tanpa keterikatan pegawai ini maka hubungan pengaruh ini tidak terjadi.

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This study was conducted to obtain a description of the effect of perceived organization support and overall job satisfaction, as the factor affecting the employeeeintention to quit. Researcher use employee engagement as a mediator variable to see the indirect effects of these variables.

The subject of this research is employees in the head office of a private company within the industry of manufacturing and distributors with total head office employees amounted to 191 people. Total 100 employees participate as respondents in this research from 134 questionnaires distributed. The composition of respondents is arranged proportionally in accordance with the number of employee population in each division and consider the representation of each level of position, work period and age. The obtained data then processed using SEM-PLS is with Smart-PLS program 3.

The results of this study showed significant results associated with the perceived organization support to the intention to quit which is mediated through employee engagement variable as the mediator. Similarly, overall job satisfaction has a significant effect on the intention to which is mediated through employee engagement variable as the mediator. In addition, the employee engagement as mediation proves to strengthen and make the relationship of influence between the perceived organization support and overall job satisfaction to the intention to quit, whereares without the mediating role of employee engagement the relationship of this influence does not occured."

"Bekerja jarak jauh menjadi disrupsi besar pada tiga tahun terakhir, didorong oleh perkembangan pesat teknologi dan tim virtual. Namun, organisasi masih ragu untuk mengimplementasikan hybrid-work meskipun pekerja cenderung memilih hybrid-work sebagai metode bekerja di masa depan. Penelitian ini bertujuan untuk mengidentifikasi faktor dibalik keinginan pekerja untuk meneruskan bekerja secara hybrid, yaitu kepuasan dan produktivitas, serta faktor-faktor yang dapat meningkatkan kepuasan dan produktivitas saat WFH, yaitu rekonsiliasi, flow experience, fleksibilitas, dan dukungan organisasi. Penelitian empiris dilakukan dengan menggunakan model konseptual, mengumpulkan 408 data dari pekerja formal yang pernah menjalani WFH. Hubungan antar variabel dianalisa menggunakan metode structural equation modeling (SEM). Konsisten dengan hipotesis, rekonsiliasi, flow experience, fleksibilitas, dan dukungan organisasi mempengaruhi kepuasan dan produktivitas pekerja saat WFH, yang kemudian mempengaruhi keinginan pekerja meneruskan bekerja secara hybrid. Meskipun peningkatan kepuasan dapat diprediksi menjadi faktor yang berpengaruh, namun implikasi bahwa produktivitas pekerja meningkat saat WFH memberikan titik terang bahwa kekhawatiran penurunan produktivitas saat WFH tidak selalu terjadi. Melalui temuan dari penelitian ini, organisasi dapat mulai mempertimbangkan implementasi bekerja secara hybrid, dengan menyertakan faktor-faktor yang dapat meningkatkan kepuasan dan produktivitas, sekaligus mendapatkan keuntungan organisasi dari hybrid-work.

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Remote-work has been a great disruption in the last three years, pushed by the swift growth of technology and the emergence of virtual teams. However, organizations seem to stay reluctant to implement the hybrid-work, while the employees have more inclination to continue with hybrid-work method as the future way of work. This study intends to identify the factors influencing employees’ intention to continue working hybrid, which are satisfaction and productivity, and the factors that can improve employees’ satisfaction and productivity while working from home, namely reconciliation between professional and personal life, flow experience, work flexibility, and organizational support. A conceptual model is built into an empirical study, gathering data from 408 respondents of formal workers familiar with hybrid working. The relationships between variables are analyzed using structural equation modeling (SEM). Consistent with the hypotheses, reconciliation, flow experience, flexibility, and organizational support significantly affect employee satisfaction and perceived productivity, which furthermore significantly affect workers’ intention to continue working hybrid. While enhanced satisfaction is almost a predictable factor, the implication of improved perceived productivity while working from home gives reassurance to the organizations that productivity paranoia associated with remote-work can be forgotten. With the findings of this study, organizations can begin to consider implementing hybrid-work, incorporating the factors that can improve employees’ satisfaction and perceived productivity, all the while obtaining the beneficial standpoints of hybrid working for organization."

"Skripsi ini membahas pengaruh antara 55 yang Dirasakan terhadap Komitmen Afektif dan Kinerja Pegawai dengan Mediasi Employee Engagement pada Aparatur Sipil Negara di Wilayah Jakarta. Dengan sampel sebanyak 137 responden, penelitian ini menggunakan metode analisis SEM yang mengkombinasikan aspek faktor analysis dan multiple regression yg memungkinkan peneliti utk menguji secara simultan serangkaian interrelated dependence relationships antara variabel pengukuran dan variabel laten. Hasil penelitian menunjukkan bahwa terdapat pengaruh yang positif antara Dukungan Organisasi yang Dirasakan terhadap Employee Engagement serta Komitmen Afektif. Begitu juga Employee Engagement dengan Komitmen Afektif dan Kinerja Karyawan. Employee Engagement juga ditemukan memediasi hubungan antara Dukungan Organisasi yang Dirasakan terhadap Komitmen Afektif dan Kinerja Karyawan. Tetapi ada satu temuan yang menunjukkan bahwa Dukungan Organisasi yang Dirasakan tidak berpengaruh secara positif terhadap Kinerja Karyawan.(br>This study discusses the influence between Perceived Organizational Support towards Affective Commitments and Employee Performance with Employee Engagement as Mediation of the State Civil Apparatus in Jakarta Region. With asample of 137 respondents, this study uses a SEM analysis method that combines aspects of factor analysis and multiple regression that allows researchers to examine simultaneously a series of interrelated dependence relationships between measurement variables and latent variables. The results showed that there was a positive influence between Perceived Organizational Support to Employee Engagement and Affective Commitment. Likewise, Employee Engagement also positively influence Affective Commitment and Employee Performance. Employee Engagement was also found to mediate the relationship between Perceived Organizational Support and Affective Commitment and Employee Performance. But there is one finding that shows that Perceived Organizational Support does not have a positive influence on Employee Performance."