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"Penelitian ini bertujuan untuk mengetahui pengaruh dari perceived investment in employee developmnet terhadap turnover intention, yang dimediasi oleh affective commitment dan job satisfaction. Untuk penelitian ini, data didapatkan dari 90 responden yang bekerja di kantor pusat PT. Asuransi Bangun ASKRIDA. Sedangkan, metode yang digunakan dalam penelitian ini adalah metode Baron & Kenny (1986). Hasil dari penelitian menunjukkan bahwa perceived investment in employee development memberikan pengaruh terhadap turnover intention melalui variabel mediasi, yaitu affective commitment dan job satisfaction.

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This study aims to determine the impact of perceived investment in employee development toward turnover intention mediated by affective commitment and job satisfaction. The respondents of this study were 90 employees of PT. Asuransi Bangun ASKRIDA head office. This study uses Baron & Kenny (1986) method to process the data. The result of this study shows that perceived investment in employee development negatively affecting turnover intention through mediating variables, which is affective commitment and job satisfaction."

"Shows you how a shift in your own attitude can attract not just the right job for your background and/or work history, but also attract work that will be meaningful to you as well. This book features the premise: meaningful work is available to anyone willing to adopt the right mindset and attitude."

"This study was conducted primarily to measure the relationship between career program, career development andpersonal outcomes using self-administered questionnaires gathered from employees who have worked at a Sabah localgovernment in Borneo. The outcomes of testing research hypothesis using a stepwise regression analysis showed twoimportant findings: firstly, relationship between career program (i.e., planning and management) and careerdevelopment positively and significantly correlated with job satisfaction. Secondly, relationship between careerprogram (i.e., planning and management) and career development positively and significantly correlated with careercommitment. Statistically, the result demonstrates that career development does act as an important mediating variablein the relationship between career program and personal outcomes in the career program model of the studiedorganization. The paper provides discussion, implications and conclusion.Penelitian ini dilakukan untuk mengukur hubungan antara program karir, pengembangan karir dan pribadi denganmenggunakan survei yang dikumpulkan dari karyawan yang telah bekerja pada pemerintah daerah Sabah diKalimantan. Pengujian hipotesis penelitian yang menggunakan analisis regresi bertahap menunjukkan dua penemuanpenting: Pertama, hubungan antara program karir (yaitu, perencanaan dan manajemen) dan pengembangan karirmemiliki hubungan positif dan signifikan dengan kepuasan kerja. Kedua, hubungan antara program karir (yaitu,perencanaan dan manajemen) dan pengembangan karir menunjukkan hubungan positif dan signifikan dengan komitmenkarir. Secara statistik, penemuan ini menunjukkan bahwa pengembangan karir tidak bertindak sebagai variabel mediasipenting dalam hubungan antara program karir dan pengembangan pribadi di dalam model program karir dari organisasiyang dipelajari di dalam penelitian ini. Makalah ini memberikan diskusi, implikasi dan kesimpulan."

"Penelitian ini bertujuan untuk melihat hubungan kedua dimensi orientasi karier protean, yaitu self-directed dan values driven dengan kesuksesan karier subjektif yang diukur melalui kepuasan karier dan kepuasan kerja. Dalam hal ini, hubungan antara values-driven dengan kesuksesan karier subjektif dimoderasi oleh person-organization fit. Partisipan pada penelitian ini berjumlah 218 partisipan yang merupakan karyawan dari berbagai industri. Hasil yang diperoleh pada penelitian ini ialah self-directed berhubungan secara positif dengan kepuasan karier r = .33, 95 BCa CI [.20, .43], p < .05, signifikan maupun kepuasan kerja r = .30, 95 BCa CI [.16, .44], p < .05, signifikan. Hal ini membuktikan bahwa orang yang self-directed akan merasa sukses pada kariernya secara subjektif. Sedangkan pada variabel moderator, didapat hasil bahwa tidak terdapat efek moderasi person-organization fit pada hubungan antara values-driven dengan kepuasan karier r = .04, p > .05, tidak signifikan maupun kepuasan kerja r = -.01, p > .05, tidak signifikan.

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This study aims to examine the relationship between both dimensions of protean career attitudes self directed and values driven with subjective career success, which is measured by career satisfaction and job satisfaction. In this case, the relationship between values driven and subjective career success is moderated by person organization fit. Participants in this study amounted to 218 participants from various industries.

The results obtained in this study are first, self directed is positively correlated with career satisfaction r .33, 95 BCa CI .20, .43 , p .05, significant and job satisfaction r .30, 95 BCa CI .16, .44 , p .05, significant. This proves that a self directed person will feel subjectively success in their career. Second, it is found that there is no moderation effect of person organization fit on the relationship between values driven with career satisfaction r .04, p .05, not significant and job satisfaction r .01, p .05, not significant."

"One of the signs of organizational destruction was the low level of its employees' work satisfaction. This is a challenge to the organization on how to increase the employees' work satisfaction. The organization's success in maintaining and developing human resources depended an the leader. Leadership is an ability to influence people in order to achieve the organizational aims with high spirit. Henceforth a leader should play double role, as a supervisor and also a colleague in giving support to others. This opinion goes parallel with Locke (1976: 192 - 193) that leader or supervisor also acts as a fellow colleague and therefore leaders' attitude is one of dominant factors in determining work satisfaction. A good leadership in maintenance and development of human resources can give equal chance for employees to develop their career. Gilley and Eggland (1989: 93) stated that organization using career development to increase productivity, repair attitude and increase work satisfaction. This research conducted to (1) know the relationship between leadership and work satisfaction, (2) relationship of career development and work satisfaction, (3) relationship of leadership and career development to work satisfaction of employees at Directorate General of Immigration. This research is. a descriptive and correlation research-using-survey-method. Research instrument is using questioner in Likert Scale. Validity test of variables is conducted by using correlation technique of Product Moment, while reliability used Alpha Cronbach technique. The sample collected by Stratified Purposive Sampling. Analyses of each independent variable's relation to dependent variable is using simple correlation analysis with Spearman's Rho technique, while the relationship of both independent variables to dependent variable is using multiple correlation analysis of Product Moment. From this research can be concluded that: I. There is a significant and positive relation between leadership to work satisfaction. Better leadership can guarantee higher level of work satisfaction. 2. There is a significant and positive relation between career development to work satisfaction, Better career development can ensure higher work satisfaction. 3, There is a significant and positive relation between leadership and career development to work satisfaction. The better quality of leadership and career development, the higher work satisfaction of employees. The conclusion of this research is that leadership and career development both individually or together related to the level of work satisfaction, although there are still some weaknesses of variables from the frequency distribution. Suggestion that can be put forward is improvement and increase to ensure an optimal variables of leadership and career development to ensure better work satisfaction of employees."

"Penelitian ini bertujuan untuk menganalisis pengaruh praktek sumber daya manusia (kompensasi, pelatihan dan pengembangan, dan promosi) terhadap career satosfaction melalui career commitment. Pendekatan penelitian ini adalah kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner kepada responden penelitian yakni karyawan tetap di Pertamina-Medco JOB. Selain pertanyaan-pertanyaan pada kuesioner, terdapat pula kolom open-enden question yang dapat diisi oleh responden, dan wawancara kepada pihak HRD Pertamina-Medco JOB untuk memperdalam analisa penelitian ini. Berdasarkan hasil penelitian, disimpulkan bahwa terdapat pengaruh mediasi secara parsial oleh variabel career commitment terhadap pengaruh hubungan antara variabel praktek sumber daya manusia pada career satisfaction.

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The purpose of this research is to examine the effect of human resource practices (compensation, training and development, and promotion) with career satisfaction through career commitment. The research use quantitative method and data was gathered through employees at Pertamina-Medco JOB. Beside questions in questionnaire, the research used open-ended question column in the end of the questionnaire and did an interview with HRD of Pertamina-Medco JOB to get deeper interpretation. The result shows that there was a partial mediation on the relationship between human resource practices to career satisfaction through career commitment."

"Penelitian ini bertujuan untuk menganalisis turnover intention PNS yang bekerja di instansi sektor publik dengan latar belakang militer. Adanya dua jenis manajemen kepegawaian yang berbeda dalam satu instansi menjadi pembeda karakteristik instansi ini dengan instansi sektor publik lainnya. Penelitian dilakukan untuk menganalisis pengaruh pengembangan karir dan kompensasi terhadap turnover intention dengan kepuasan kerja dan komitmen keorganisasian sebagai variabel mediator. Penelitian ini menggunakan pendekatan kuantitatif. Pengumpulan data dilakukan melalui survei, dengan mendistribusikan kuesioner dalam bentuk pertanyaan tertutup dan terbuka terhadap 110 orang PNS di instansi Kepolisian Negara Republik Indonesia. Pengolahan data menggunakan SPSS dan SmartPLS. Statistik deskriptif dilakukan untuk menggambarkan karakteristik dan persepsi responden, sedangkan analisis hipotesis menggunakan teknik PLS-SEM. Hasil penelitian menunjukkan bahwa variabel pengembangan karir dan kompensasi masing-masing berpengaruh positif dan signifikan terhadap kepuasan kerja dan terhadap komitmen keorganisasian. Selain itu, terdapat pengaruh yang positif dan signifikan dari komitmen keorganisasian terhadap turnover intention, sedangkan kepuasan kerja tidak berpengaruh pada turnover intention. Berdasarkan hasil penelitian, diberikan saran untuk memperbaiki pola karir PNS dan manajemen kepegawaian di instansi Kepolisian Negara Republik Indonesia.

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This study aims to analyze the turnover intention of civil servants to work in public sector institutions with military backgrounds. The existence of two different types of staff management in one agency is a distinguishing characteristic of this agency with other public sector agencies. The study was conducted to analyze the effect of career development and compensation on turnover intention with job satisfaction and organizational commitment as a mediator variable. This study uses a quantitative approach. Data collection is done through surveys, by distributing questionnaires in the form of closed and open questions to 110 civil servants in the Indonesian National Police. Processing data using SPSS and SmartPLS. Descriptive statistics are performed to describe the characteristics and perceptions of respondents, while hypothesis analysis uses PLS-SEM techniques. The results showed that career development and compensation variables each had a positive and significant effect on job satisfaction and on organizational commitment. In addition, there is a positive and significant effect of organizational commitment to turnover intention, while job satisfaction has no effect on turnover intention. Based on the results of the study, advice was given to improve the career pattern of civil servants and staff management in the Indonesian National Police."

"Pengembangan sumber daya manusia (SDM) dalam organisasi harus ditangani secara serius. Hal ini dikarenakan pengelolaan SDM yang baik akan berdampak pada kestabilan organisasi dan upaya pencapaian tujuan / sasaran dan atau target organisasi. Salah satu aspek pengembangan SDM yang sangat penting diperhatikan adalah perencanaan dan pengembangan karir yang berpengaruh pada peningkatan motivasi kerja karyawan.Motivasi kerja yang merupakan dorongan dalam diri seorang karyawan untuk melakukan pekerjaan yang lebih baik akan dapat dipertahankan apabila organisasi dapat memuaskan kebutuhan-kebutuhan karyawaannya. Salah satu kebutuhan karyawan yang perlu diperhatikan adalah pengembangan karir yakni proses mengidentifikasi potensi karir pegawai, mencari dan menerapkan cara-cara yang tepat untuk mengembangkan potensi tersebut. Untuk mengetahui kaftan antara pengembangan karir dan motivasi kerja karyawan di lingkungan Rumah Tahanan Negara Kelas I Jakarta Pusat dilakukan penelitian deskriptif dengan menggunakan kuisioner sebagai alat (instrumen) pengumpul data primer indikator instrumen penelitian untuk mengungkap pengembangan karir terdiri dari; minat pada pekerjaan, tujuan pegawai dalam bekerja, seleksi dan ujian kemampuan, kesanggupan pegawai, kesempatan, pekerjaan yang sesuai, pekerjaan yang selesai. Sedangkan indikator motivasi kerja mengacu pada teori Herzberg yakni terdiri atas aspek: prestasi, pengakuan, pekerjaan itu sendiri, tanggung jawab, kenyamanan tempat kerja, kemajuan dalam karir.Penelitian ini bertujuan untuk mengetahui korelasi antara pengembangan karir dengan motivasi kerja karyawan. Oleh karena itu dilakukan uji korelasi dengan mempergunakan alat bantu SPSS 11.0. for windows. Dari hasil uji korelasi Spearman rho diketahui bahwa terdapat hubungan signifikan positif antara variabel X dengan variabel Y. Artinya semakin baik pengembangan karir (variable X), maka motivasi kerja karyawan (variable Y) di lingkunan penelitian ini akan semakin baik pula. Dengan kata lain persepsi dan pemahaman responden yang diolah dalam analisis korelasi secara kwantitatif memperlihatkan bahwa responden penelitian ini menyetujui bahwa semakin baik pengembangan karir, maka motivasi kerja karyawan akan semakin baik.Berdasarkan hasil penelitian ini, saran atau rekomendasi yang ingin disampaikan oleh peneliti adalah perlu dilakukan perbaikan dan pembenahan dalam sistem pengembangan karir di lingkungan Rumah Tahanan Negara Kelas I Jakarta Pusat. Pengembangan karir hares disesuaikan dengan tuntutan dan tujuan karyawan dalam bekerja sehingga motivasi kerja karyawan dapat lebih dioptimalkan. Selain itu perencanaan dan pengembangan karir yang tidak saja menguntungkan karyawan secara pribadi tetapi juga menguntungakan organisasi perlu disusun dan distandarkan. Artinya setiap karyawan mendapat perlakuan yang lama dalam pengembangan karir dan menempatkan orang yang tepat pads tempat yang tepat. Penempatan seorang karyawan secara tepat akan meningkatkan motivasi kerja dan profesionalisme kerja serta kemampuannya dalam bekerja. Informasi akan perencanaan pengembangan karir perlu ditingkatkan dan dikembangkan sehingga pegawai dapat mempersiapkan diri dan mengembangkan diri serta mempersiapkan pengembangan karirnya kelak.Perlu dilakukan rotasi kerja secara internal bagi seluruh pegawai yang telah memenuhi syarat secara kepangkatan dan golongan, guna meningkatkan motivasi kerja pegawai walaupun mereka tidak memilki kesempatan kenaikan pangkat namun mengetahui dan berwawasan pekerjaan dilingkungan instansi. Hal ini juga akan tetap menjaga motivasi mereka dalam bekerja dan instansi terlindungi dari masalah kecemburuan sosial sekaligus menunjang perbaikan dan pembenahan dalam sistem pengembangan karir di lingkungan Rumah Tahanan Negara Kelas I Jakarta Pusat.Dilakukanya pengusulan pada lembaga yang lebih tinggi agar kuota struktural ditambah berkenaan dengan beban tugas khususnya biding pengamanan, juga dapat secara internal menambahkan jabatan struktural terhadap sub kerja guna menangani oprasional internal instansi.

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The development of human resources in organization must be handled seriously. It is because good management of human resources will give positive impact for the stability of organization and any efforts to obtain goals and or target organization.

Motivation of work which is internal vigor to make a good work can be maintained lithe organization can satisfy the need of the employee. One of the needs of the employee which should be looked after is career arrangement. It can be categorized into three which are identification of potential career of the employee, find and implement suitable instrument to develop its capability. To explore the relation of career arrangement on motivation of' work descriptive research is examined using questionnaire as the instrument to collect data. The indicators in the instrument are interest, goal, selection and capability test, capability, opportunity, and suitability. Meanwhile indicators of motivations of work based on Hertz berg theory are performance acknowledgment, the work itself, responsibility, satisfaction and career advancement.

This research aims to identify the correlation of career arrangement on employee's motivation of work. For that reason, correlation test shows that there is positive and significant relation between X variable and Y variable. It means that better career arrangement (X) will improve employee's motivation of work. In other word, respondent's perceptions and understanding which are analyzed in the quantitative correlation analysis shows that the respondents agree that the better career arrangement, motivation of work will improved.

Based on the research, suggestion recommendation which is released here is that there is a need of improvement in the career arrangement system in the Detention Center Central Jakarta. Career arrangement should be fitted with the demand and goals of the employees; hence their motivation can be optimized. Beside, planning and development of career should be standardized. It means that every employee obtains equal treatment in the career and placement arrangement. Good placement of an employee will improve motivation and professionalism of work. Information on career arrangement should be improved and developed; hence the employee can prepare themselves in the future.

Work replacement and rotation internally are needed for employees that have pass in position and classifications, it means can motivated and get more knowledge's for them even they already know that there is no career adjustment. It will keep their motivation and reduces all kinds of disputes and also makes any better and system and career arrangements in the Detention Center Central Jakarta,

Asking for more quota of structural addition to the higher level, especially in security parts, will help to caring of every internals problems."

"Carrier development is something, which is required by every employee who works for an organization/company. The carrier development is closely related with the competency owned by any one in carrying out his/her duty. The competency development is carried out in order that the employee and the official has the professionalism in carrying out the duty and function in accordance with the position responsibility consistently and by the program based on the capability qualification dearly required, thus the development can motivate the employee to develop his/her carrier and professionalism.Objective of this research is to know how high the development of competency carried out by the Department of Industry and its Employee Affairs Bureau; how high the development of carrier of the employees at the Employee Affairs Bureau; and how is the relationship between the competency development carried out and the carrier development of the employees at the Employee Affairs Bureau.This research utilizes a quantitative approach with co relational method. Distributing the questionnaire to the respondents, interviewing, and literature studying supporting all data of the research carries out the data collecting. Data Processing of the respondents uses SPSS 12.0 program for Windows with correlation technique and frequency distribution.Sample in this research is all employees in the Employees Affairs Bureau of the Department of Industry, which consist of, are 68 persons. Sample in this research is a census that all population becomes the respondents.Results of the research show that the effort to develop the competency carried out by the Department of Industry and Employee Affairs is high, the development of the employee's carrier in the Employee Affairs is medium and the competency development has a positive and weak correlation (0,207) toward the carrier development of the employee."

"Contents :- Know what kind of job you want - Create your personal brand- Create branded career marketing documents- Create your job search strategy- Identify your target companies- Take action; ace the interview- Negotiate the offer; it's a wrap!- References & resources- Job aid: communicate your value- Job aid: career search action plan- Job aid: quiz: learning confirmation"