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Hashella Kostan
Persepsi akan Kualitas Informasi Karier, Kejelasan Karier, dan Perilaku Keterlibatan Karier: Studi pada Pegawai ASN di Instansi X = Perceived Career Related Information Quality, Career Clarity, and Career Engagement: A Study of Civil Service Workers at Institution X
"Kebijakan reformasi birokrasi pada instansi pemerintahan mendorong pegawai ASN pada level eselon tiga ke bawah untuk segera melakukan peralihan jabatan menuju jabatan fungsional. Tidak terkecuali Instansi X, yang saat ini sedang didorong untuk memenuhi target proporsi 60% pejabat fungsional hanya dalam kurun waktu satu tahun. Target ini idealnya hanya dapat dicapai apabila karyawan secara proaktif menunjukkan perilaku keterlibatan karier. Berdasarkan studi awal yang dilakukan, salah satu hambatan yang dihadapi pegawai ASN di Instansi X adalah keterbatasan informasi terkait kebijakan, pola karier, dan proses peralihan jabatan. Oleh karena itu, penelitian ini hendak meneliti pengaruh kualitas informasi karier di organisasi terhadap perilaku keterlibatan karier pegawai ASN. Variabel kejelasan karier dipilih sebagai variabel mediator sejalan dengan teori proses pencarian informasi. Penelitian ini melibatkan sampel penelitian sebanyak 211 pegawai ASN level eselon 3,4, ataupun 5 yang belum berstatus jabatan fungsional. Uji mediasi dilakukan menggunakan metode statistik regresi menggunakan macro PROCESS oleh Hayes pada aplikasi SPSS. Hasil analisis menunjukkan bahwa hubungan langsung antara variabel persepsi akan kualitas informasi dengan perilaku keterlibatan karier tidak signifikan (β=0.02, p>.05). Meskipun demikian, hubungan tidak langsung antara keduanya melalui mediator kejelasan karier terbukti signifikan (β=0.28, p<.05), begitupun dengan hubungan total antara kedua variabel (β=0.30, p<.05). Dengan demikian, dapat disimpulkan bahwa variabel kejelasan karier memediasi penuh hubungan antara persepsi akan kualitas informasi karier dan perilaku keterlibatan karier.
National bureaucratic reform policies that apply to government agencies compel echelon III, IV, and V civil service workers to transfer into functional positions. Institution X is no exception. In fact, Institution X was expected to fulfill the 60% functional position proportion target merely in a span of one year. To achieve this target, it was essential for civil servants at Institution X to proactively engage in their own career development. However, based on the preliminary study conducted, information inadequacy regarding the organization’s career policy was considered as one main obstacle during the position transfer process. This study was then conducted to examine the effect of perceived career-related information quality on civil servants’ career engagement. Career clarity was chosen as mediator variable between the two based on the information search process theory. 211 Institution X’s echelon III, IV, and V civil servants who have not held functional positions were recruited as participants of the study. Mediation analysis was performed using regression statistical method using macro PROCESS by Hayes in SPSS. The result showed that the direct effect between perceived information quality and career engagement is not significant (β=0.02, p>.05). However, indirect effect between the two is found significant (β=0.28, p<.05), along with the total effect (β=0.30, p<.05). In summary, career clarity fully mediated the relationship between perceived career-related information quality and career engagement."
Depok: Fakultas Psikologi Universitas Indonesia, 2021
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UI - Tesis Membership  Universitas Indonesia Library
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Febrina Dwi Permata
Peran Orientasi Karier, Adaptabilitas Karier, dan Manajemen Karier Organisasi terhadap Keterlibatan Karier: Studi pada Pegawai ASN = Role of Career Orientation, Career Adaptability, and Organizational Career Management on Career Engagement: Study on Civil Servant Employees
"Penelitian ini bertujuan untuk menguji peran moderator dari manajemen karier organisasi pada hubungan orientasi karier protean dan keterlibatan karier melalui mediasi adaptabilitas karier. Penelitian ini dilakukan terhadap 257 responden pegawai Kementerian Kesehatan melalui kuesioner secara daring. Penelitian ini termasuk penelitian kuantitatif dengan teknik analisis mediasi moderator menggunakan PROCESS Macro Hayes model 7. Hasil analisis menunjukkan bahwa manajemen karier organisasi menjadi moderator pada hubungan orientasi karier protean dan keterlibatan karier melalui adaptabilitas karier dengan indeks mediasi moderasi sebesar (indeks= -0.011, SEBoot = 0.004, CI 95% = -0.018 hingga -0.003). Dengan interval kepercayaan 95%, nilai CI tidak melewati angka 0 maka efek mediasi yang dimoderasi dinyatakan signifikan. Hasil ini menunjukkan bahwa ketika manajemen karier organisasi rendah justru dapat menguatkan hubungan orientasi karier dan keterlibatan karier melalui mediasi adaptabilitas karier. Hasil penelitian ini mengasumsikan bahwa manajemen karier organisasi menjadi faktor yang tidak berperan penting bagi individu dalam meningkatkan peran mediasi adaptabilitas karier pada hubungan orientasi karier dan keterlibatan karier. Secara praktis, temuan ini menyarankan organisasi untuk melakukan evaluasi mengenai praktik manajemen karier yang diterapkan dengan memberikan praktik OCM yang lebih intensif dan komprehensif melalui praktik manajemen aktif dan perencanaan aktif untuk pengembangan karier individu.
This study aims to examine the moderator role of organizational career management on the relationship between protean career orientation and career
involvement through the mediation of career adaptability. This research was conducted on 257 respondents of Ministry of Health employees through online questionnaires. This research is quantitative research with moderator mediation
analysis techniques using PROCESS Macro Hayes model 7. The analysis results show that organizational career management moderates the relationship between protean career orientation and career engagement through career adaptability with a moderating mediation index of (index = -0.011, SEBoot = 0.004, 95% CI = - 0.018 to -0.003). With a 95% confidence interval, the CI value does not exceed 0,
the moderated mediation effect is significant. These results indicate that when organizational career management is low, it can strengthen the relationship
between career orientation and career engagement through the mediation of career adaptability. The results of this study assume that organizational career management is a factor that does not play an important role for individuals in increasing the mediating role of career adaptability in the relationship between career orientation and career engagement. These findings suggest organizations to evaluate their applied career management practices by providing a more intensive and comprehensive practice of OCM through active management practices and active planning for individual career development."
Depok: Fakultas Psikologi Universitas Indonesia, 2021
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UI - Tesis Membership  Universitas Indonesia Library
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Malinda Arianne
Hubungan antara orientasi karier protean dan perilaku warga organisasi = The relationship between protean career orientation and organizational citizenship behaviors
"Hal-hal seperti globalisasi dan perkembangan teknologi, telah mengubah bagaimana organisasi dan para pekerja melihat pengelolaan karier. Sebelumnya, tanggung jawab pengelolaan karier pekerja berada pada tangan organisasi, namun telah terjadi pergeseran dimana sekarang para pekerja lebih bertanggung jawab atas kariernya masing-masing. Orientasi karier tersebut bernama orientasi karier protean. Individu dengan orientasi karier protean akan cenderung lebih proaktif dan rela untuk berkontribusi lebih kepada organisasi.
Penelitian ini ingin melihat apakah terdapat hubungan positif antara orientasi karier protean dan organizational citizenship behaviors OCB atau perilaku warga organisasi PWO. Penelitian ini menggunakan Protean Career Attitude Scale PCAS untuk mengukur orientasi karier protean berdasarkan kedua dimensinya, yaitu self-directed dan values-driven, serta menggunakan alat ukur yang dikembangkan oleh Williams dan Anderson 1991 untuk mengukur PWO berdasarkan dimensinya PWO-I PWO-O. Partisipan dalam penelitian ini merupakan 101 karyawan yang bekerja di sektor industri/manufaktur.
Hasil penelitian ini memperlihatkan bahwa terdapat hubungan positif antara self-directed dan PWO-I r = .26, p = .004, one tail, serta PWO-O r = .23, p = .011, one tail. Hasil penelitian ini menemukan hubungan negatif antara values-driven dan PWO-O r = -.17, p = .043, one tail, tetapi tidak ditemukan hubungan dengan PWO-I.
Things like globalization and rapid technology development has changed the way organizations and workers see career management. Before, the organization was responsible for its workers career management, however there has been a shift, where now the workers themselves are more responsible for their own careers. This career orientation is called protean career orientation. Individuals with protean career orientation are more proactive and willing to contribute more to the organization.
This research aims to see if there is a positive relationship between protean career orientation and organizational citizenship behaviors OCB. This research uses Protean Career Attitude Scale PCAS to measure the protean career orientation, based on its two dimensions, which is self directed and values driven, and also uses an instrument developed by Williams and Anderson 1991 to measure OCB by its dimension OCB I OCB O. The participants of this research consist of 101 workers who works in the manufacturing industry.
Results from this research shows that there is a positive correlation between self directed and OCB I r .26, p .004, one tail, and also OCB O r .23, p .011, one tail. The results also found a negative relationship between values driven and OCB O r .17, p .043, one tail, but no correlation was found with OCB I."
Depok: Fakultas Psikologi Universitas Indonesia, 2018
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UI - Skripsi Membership  Universitas Indonesia Library
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Ulfa Jihan Khusna
Hubungan antara parent attachment dan adaptabiltas karir pada siswa SMA kelas 12 = Relationship between parent attachement and career adaptability for 12th grader senior high school students
"Penelitian ini dilakukan untuk melihat hubungan antara parent attachment dan adaptabilitas karir pada siswa SMA kelas 12. Responden penelitian ini adalah siswa SMA kelas 12 di Jakarta, sebanyak 272 orang. Parent attachment diukur dengan menggunakan alat ukur IPPA-R (Inventory Parent and Peer Attachment Revised) father mother version yang disusun oleh Greenberg dan Armsden (2009). Adaptabilitas karir diukur dengan Skala Adaptabilitas Karir yang disusun oleh Indianti (2015). Hasil penelitian ini menunjukkan bahwa terdapat hubungan positif dan signifikan antara parent attachment dengan adaptabilitas karir (r = 0,281, p<0,01). Artinya semakin tinggi parent attachment, maka semakin tinggi adaptabilitas karirnya. Ditemukan pula bahwa attachment pada ibu berkontribusi lebih besar terhadap adaptabilitas karir, dibandingkan dengan attachment ayah. Berdasarkan hasil penelitian ini, penting untuk membangun attchment antara orangtua dengan remaja agar memiliki adaptabiltas karir yang baik.
The research aims to get the correlation between parent attachment and career adaptability on 12th grader senior high school students. The participants of this research are the 12th grader senior high school students in Jakarta, amounts 272 students. Parent attachment was measured by measurement tools IPPA-R (Inventory Parent and Peer Attachment Revised) father mother version made by Greenberg and Armsden (2009). On the other hand, career adaptability measured by measurement tools Career Adaptability Scale made by Indianti (2015). The results indicates that there are positive and significant relations between parent attachment and career adaptability (r = 0,281, p<0,01). Which means, the higher amount of parent attachment, the higher career adaptability. Result also showed that mother attachment gives more contributions to career adaptability than father attachment. Based on this results, its important to build attachment betweeen parent and adolescence to have a good career adaptability."
Depok: Fakultas Psikologi Universitas Indonesia, 2016
S63536
UI - Skripsi Membership  Universitas Indonesia Library
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Muchammad Ishak Shabuur
Efikasi Diri Karier Dan Adaptabilitas Karier Sebagai Mediator Antara Rasa Berdaya Psikologis Dan Keterlibatan Karier: Studi Pada ASN = Career Self-Efficacy and Career Adaptability as Mediators Between Psychological Empowerment and Career Engagement: A Study at Civil Services
"Penetapan visi pembangunan SMART Aparatur Sipil Negara (ASN) 2024 oleh pemerintah pusat menghasilkan penyederhanaan birokrasi berupa penyederhanaan eselonisasi di seluruh lingkungan Kementerian. Grand Design yang diterapkan Instansi X dalam menyikapi kebijakan reformasi birokrasi dengan penataan jabatan yang sesuai dengan kompetensi. Pegawai yang mengalami penataan jabatan atau transisi karier adalah mereka yang berpindah dari jabatan struktural menjadi jabatan fungsional. Berdasarkan situasi tersebut, penelitian ini bertujuan untuk melihat kembali usaha pengembangan karier yang dilakukan melalui hubungan rasa berdaya psikologis terhadap keterlibatan karier melalui mediasi dari efikasi diri pada karier dan adaptabilitas karier. Penelitian ini melibatkan 262 pegawai ASN Instansi X yang telah mengalami transisi karier. Responden dikumpulkan dengan menggunakan teknik convenience sampling melalui penyebaran kuesioner secara online. Teknik pengujian mediasi pada penelitian ini menggunakan macro PROCESS model 6 Hayes (sequential mediation model). Hasil penelitian menunjukkan efek total (standardized total effect) yang diperoleh (β=0,624, p<0,05), dengan efek langsung (standardized direct effect) (β=0,291, p<0,05) dan efek tidak langsung (standardized indirect effect) (β=0, 333, p<0,05). Pengujian mediasi ini menunjukkan bahwa efikasi diri pada karier dan adaptabilitas karier memediasi secara parsial pada hubungan antara rasa berdaya psikologis dengan keterlibatan karir pada pegawai ASN Institusi X.
The establishment of the 2024 ASN (Indonesia Civil Services) SMART development vision by the central government resulted in a simplification of the bureaucracy in the form of de-echelonization throughout the Ministry. The Grand Design applied by Institution X in responding to bureaucratic reform policies by structuring positions according to competence. Employees who have experienced a structured position or career transition are those who have moved from structural positions to functional positions. Based on this situation, this study aims to review career development efforts carried out through the relationship of psychological empowerment to career engagement through the mediation of career self-efficacy and career adaptability. This study involved 262 Indonesia Civil Services at Institution X who had experienced career transitions. Respondents were collected using convenience sampling technique by distributing online questionnaires. The mediation testing technique in this study uses the Hayes macro PROCESS model (sequential mediation model). The results showed the standardized total effect obtained (β=0,624, p<0,01), with a standardized direct effect (β=0,291, p<0,01) and standardized indirect effect (β=0, 333, p<0,01). This mediation test shows that career self-efficacy and career adaptability partially mediate the relationship between psychological empowerment and career engagement in Civil Services at Institution X employees"
Depok: Fakultas Psikologi Universitas Indonesia, 2021
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UI - Tesis Membership  Universitas Indonesia Library
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Sulthan Adiwidya Nurfakhri
Pengembangan Talenta dan Karier ASN Dalam Pengelolaan ASN (Studi Perbandingan di Lembaga Administrasi Negara, Kementerian Keuangan, dan Pemerintah Provinsi Jawa Barat) = Civil Apparatus Talent and Career Development in Civil Apparatus Management (A Comparative Study at the National Institute of Public Administration, Ministry of Finance, and West Java Provincial Government)
"Skripsi ini mengidentifikasi bagaimana konsep dan kebijakan yang mengatur terkait pengembangan karier ASN menggunakan Manajemen Talenta, menjelaskan bagaimana mekanisme implementasi aturan Manajemen Talenta di Lembaga Administrasi Negara, serta mengkaji praktik baik aturan di instansi lain terkait penerapan Manajemen Talenta sebagai dasar pengembangan karier ASN. Penelitian ini merupakan penelitian doktrinal menggunakan metode analisa data yang bersifat deskriptif-analitis dengan pendekatan perundang-undangan. Manajemen Talenta ASN merupakan model terkini dari evolusi manajemen sumber daya manusia yang mengedepankan pemanfaatan pengetahuan dan efektivitas organisasi dalam mengembangkan karier Pegawai ASN. Perlakuan yang adil dalam berkarier, kepedulian atasan, informasi terkait peluang promosi, minat untuk dipromosikan, serta tingkat kepuasan pegawai menjadi beberapa faktor pertimbangan Pegawai ASN dalam berkarier yang perlu diakomodir dalam aturan dan kebijakan dalam melaksanakan Manajemen ASN. Terbitnya Undang-Undang Nomor 20 Tahun 2023 tentang ASN membuka kesempatan lebih luas bagi ASN untuk mengembangkan kariernya baik secara internal maupun lintas organisasi. Manajemen Talenta ASN sebagai kebijakan baru dalam menjalankan Manajemen ASN memerlukan penyempurnaan dalam segi pengaturan. Lembaga Administrasi Negara (LAN) sebagai salah satu instansi yang ditetapkan dalam menyiapkan Manajemen Talenta ASN Nasional perlu untuk menerapkan kebijakan Manajemen Talenta secara ideal sehingga dapat menjadi acuan dalam penyusunan aturan nasional. LAN secara garis besar telah menyusun aturan dan mengimplementasikan Manajemen Talenta sesuai dengan peraturan perundangundangan. Beberapa praktik baik yang dapat dijadikan acuan bagi LAN untuk mencapai kebijakan Manajemen Talenta ASN yang ideal telah dilaksanakan di Kementerian Keuangan, Pemerintah Provinsi Jawa Barat, dan Pemerintah Inggris seperti pengembangan sistem informasi dan memaksimalkan praktik coaching dan mentoring sebagai ajang internalisasi dan membangun budaya pembelajaran berkelanjutan.
This thesis identifies issues related to the concept and policies of Civil Apparatus Talent Management, explicates the implementation of rules and policies concerning Civil Apparatus Talent Management at the National Institute of Public Administration, and examines best practices in other institutions. This research adopts a doctrinal approach using descriptive-analytical data analysis methods with a legislative approach. As a contemporary model in the evolution of human resources management, Talent Management emphasizes the utilization of knowledge and organizational effectiveness in developing the careers of Civil Apparatus. The enactment of UU 20/2023 provides broader opportunities for civil apparatus to develop their careers both internally and across organizations. As a new policy, Civil Apparatus Talent Management requires refinement in regulatory aspects. Based on this research, the National Institute of Public Administration (NIPA), as one of the institutions designated to prepare National Civil Apparatus Talent Management, has implemented Talent Management policies ideally, serving as a reference for the formulation of national regulations. Best practices observed in institutions like the Ministry of Finance, West Java Provincial Government, and the United Kingdom, especially in information system development and maximizing coaching and mentoring practices, offer benchmarks for NIPA to achieve an ideal Talent Management policy."
Depok: Fakultas Hukum Universitas Indonesia, 2024
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UI - Skripsi Membership  Universitas Indonesia Library
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Witza Nur Aristha
Analisis perencanaan karier pegawai negeri sipil di badan informasi geospasial = Analysis of career planning on civil servant at information geospatial agency
"ABSTRAK
Penelitian ini membahas tentang peranan perencanaan karier dalam meningkatkan
kualitas sumber daya manusia di Badan Informasi Geospasial. Penelitian ini
bertujuan untuk menggambarkan analisa perencanaan karier pegawai negeri sipil
di Badan Informasi Geospasial. Penelitian ini menggunakan teori Proses
Perencanaan Karier oleh Ivancevich & Hoon dengan pendekatan positivis.
Penelitian ini membandingkan antara kepentingan individu dalam meningkatkan
karier dengan organisasi dalam hal memfasilitasi kepentingan tersebut. Hasil dari
penelitian tersebut masih ada ketidakseriasian/ketidakcocokkan antara
kepentingan individu dengan organisasi yaitu dalam hal ketiadaan konseling
karier padahal pegawai sangat membutuhkan untuk berkonsultasi masalah karier,
sedangkan dalam hal pelatihan dan pengembangan ada keserasian antara individu
dan organisasi dikarenakan individu berusaha mengembangkan kemampuannya
dan organisasi memfasilitasi dengan mengadakan pelatihan.
ABSTRACT
This research was about Analysis of Career Planning to increase quality of human
resources on Civil Servants at Information Geospatial Agency. This research was
used for describing how to analyze career planning on Civil Servant at
Information Geospatial Agency. This research used Theory Career Planning
Process by Ivancevich & Hoon with positivist approach. This research compared a
matching process between the individual with the organization. The results was
still found no match between individual and organizational needs, for example
there was no career counseling in there which was very important by employee to
share their career problems, but on the other hand there was a match about
training and development which employee tried to increase their capability and
organization facilitated that programs."
Fakultas Ilmu Administrasi Universitas Indonesia, 2014
S54014
UI - Skripsi Membership  Universitas Indonesia Library
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Yani Rosyani
Analisis perencanaan dan pengembangan karir pegawai pada pengisian formasi jabatan pengawas di Badan Kepegawaian Negara = The analysis of career planning and development of the employee to compliance the formation of supervisor position at national civil service agency
"Tesis ini membahas Analisis Perencanaan dan Pengembangan Karir Pegawai pada pengisian Formasi Jabatan Pengawas di Badan Kepegawaian Negara (BKN). Dengan hasil penelitian: perencanaan karir pegawai pada manajemen karir di BKN belum ada keselarasan, perencanan karir pegawai tidak terarah dan tidak memiliki tujuan karir yang jelas karena manajemen karir di BKN tidak menetapkan jalur karir pegawai sesuai dengan kualifikasi dan kompetensi. Manajemen karir di BKN belum menyusun pola karir pegawai sesuai dengan potensi yang dimiliki pegawai dan kebutuhan organisasi. Kesimpulan: Perencanaan dan pengembangan karir pegawai pada pengisian formasi jabatan pengawas di BKN belum sesuai antara perencanaan karir individu dengan perencanaan karir organisasi, pegawai tidak merencanakan karirnya tetapi hanya mengikuti kesempatan yang ada sehingga perencanaan organisasi untuk pengisian formasi jabatan pengawas tidak terpenuhi.
This analysis focus on career planning and development to compliance the formation of Supervisor position at National Civil Service Agency(BKN) with the results of research that between a career planning with a career management in BKN has been no alignment, career planning of the employee is unfocused and do not have a clear career goals for management BKN career does not define a career path of the employees with appropriate qualifications and competence. BKN career management in employee career patterns have yet to develop in accordance with its potential employees and the needs of the organization. Conclusion: career planning and development of the employees to compliance the formations of supervisor position in BKN not fit between career planning of individuals with career planning organization, employees are not planning they career but simply follow the opportunities that exist so that the planning organization for compliance the formation of supervisor position not fullfil yet."
Depok: Fakultas Ilmu Sosial dan Ilmu Politik Universitas Indonesia, 2016
T45642
UI - Tesis Membership  Universitas Indonesia Library
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Sonya Elfadhila
Pengembangan karier pegawai negeri sipil perempuan di Kementerian Keuangan = The career development of female civil servants at the Ministry of Finance
"Pada tingkat global terjadi peningkatan jumlah perempuan yang bekerja di sektor publik termasuk Indonesia. Namun, peningkatan jumlah pegawai negeri sipil (PNS) perempuan tidak berpengaruh terhadap peningkatan jumlah keterwakilan PNS perempuan pada posisi jabatan tinggi manajerial atau jabatan struktural, yang merupakan bagian dari pengembangan karier dalam Manajemen PNS. Kondisi tersebut juga dihadapi oleh Kementerian Keuangan sebagai kementerian yang memiliki komitmen tinggi dalam penerapan kebijakan pembinaan pegawai yang pro gender. Tujuan penelitian ini untuk mengetahui faktor-faktor dimensi organisasi dan individu yang mempengaruhi pengembangan karier PNS perempuan di Kementerian Keuangan melalui pendekatan post positivisme menggunakan metode kualitatif dengan studi kepustakaan dan wawancara mendalam terhadap informan. Teori dari Viki Holton dan Fiona Dent (2016) melalui aspek individu dan organisasi digunakan dalam melakukan analisis. Hasil penelitian menunjukan bahwa faktor-faktor dimensi organisasi dan individu belum mempengaruhi secara optimal pengembangan karier PNS perempuan di Kemenkeu. Pada dimensi organisasi, Faktor CEO and Senior Management Commitment sangat mempengaruhi pengembangan karier PNS Perempuan di Kemenkeu. Sedangkan dari dimensi individu, take and create oppurtunities mempengaruhi secara optimal pengembangan karier PNS perempuan di Kemenkeu meskipun masih sulitnya PNS perempuan Kemenkeu untuk dipromosikan ke luar wilayah domisili pada unit vertikal karena ketidakjelasan pola mutasi khususnya kepastian jangka waktu mutasi.
At the global level, there is an increase in the number of women working in the public sector including Indonesia. However, the increased number of female civil servants (PNS) does not affect the increase in their representation in high managerial or structural positions as part of career development in PNS Management. This condition is also faced by the Ministry of Finance which has a high commitment to the implementation of pro-gender staff development policies. The purpose of this study was to determine factors of organizational and individual dimensions that influenced the career development of female civil servants in the Ministry of Finance through a post-positivism approach using qualitative methods with literature studies and in-depth interviews with informants. Theories from Viki Holton and Fiona Dent (2016) regarding the factors of womens career development through individual and organizational aspects are used in conducting analyzes. The results showed that the organizational and individual dimension factors did not optimally affect the career development of female civil servants in the Ministry of Finance. On the organizational dimension, the factor of the CEO and Senior Management Commitment greatly influences the career development of female civil servants in the Ministry of Finance in issuing policies and regulations for pro-gender employee development. Furthermore, the individual dimension, take and create opportunities optimally influence the career development of female civil servants in the Ministry of Finance despite the difficulty of female civil servants in the Ministry of Finance to be promoted outside the domicile area in the vertical unit due to unclear mutation patterns especially the certainty of mutation periods."
Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2020
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UI - Tesis Membership  Universitas Indonesia Library
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Edina Noor Utami
Hubungan antara persepsi pengembangan karier dan kepuasan kerja pada karyawan lembaga keuangan X, penyusunan jalur karier di Departemen Sumber Daya Manusia serta pilot project tentang coaching = The correlation between career development perception and job satisfaction in lembaga keuangan X, career path development in human resource department and pilot project coaching / Edina Noor Utami
"ABSTRAK
Penelitian ini berfokus pada pembuatan jalur karier (career path) yang diikuti
dengan pemberian coaching karier sebagai intervensi untuk meningkatkan persepsi
pengembangan karier dengan pilot project pada Departemen SDM. Hasil evaluasi
terhadap usulan jalur karier dan coaching karier yang diberikan menunjukkan
respons yang positif. Pembuatan jalur karier dipilih sebagai karena jalur karier
dapat digunakan untuk menyatukan pengembangan karier individu dan program
pengembangan karier yang disediakan organisasi seperti pendidikan dan pelatihan,
sementara itu pemilihan pelaksanaan coaching karier karena kegiatan ini dapat
membantu karyawan untuk memperjelas tujuan karier, menghadapi potensi
masalah dan meningkatkan performa kerja karyawan. Selain itu, alasan pemilihan
kedua jenis intervensi tersebut karena saat ini Lembaga Keuangan X belum
memiliki jalur karier dan belum menerapkan coaching karier. Pemberian intervensi
dilakukan setelah dilakukan penelitian awal yang bertujuan untuk mengetahui
hubungan antara persepsi pengembangan karier dan kepuasan kerja. Penyebaran
kuesioner dilakukan secara online dengan 777 responden, alat ukur kepuasan kerja
yang digunakan adalah kuesioner kepuasan kerja yang diadaptasi oleh Radikun
(2010) (α=0,901) dan kuesioner persepsi pengembangan karier (Chen, Chang &
Yeh, 2004) (α=0,978), teknik sampling yang digunakan adalah non probability
sampling dengan tipe accidental sampling. Hasil korelasi menunjukkan adanya
hubungan yang signifikan antara kepuasan kerja dengan persepsi pengembangan
karier (r = 0,506 dan p < 0,001).
ABSTRACT
This research focuses on creating a career path followed by administration of career
coaching as an intervention to improve the perception of career development with
a pilot project at the Department of Human Resources. Results of evaluation of the
proposed career path and career coaching provided indicates a positive response.
Developing career path is choosen because career path can be Led to unify
individual career development and career development program provided by
organization such as education and training, while the implementation of the
election coaching career because these activities can help employees to clarify
career goals, facing potential problems and improve performance employee. In
addition, the reason for the selection of these two types of interventions is because
Lembaga Keuangan X does not have a career path and has not implement career
coaching. Provision of interventions performed after initial study that aims to
determine the relationship between perception of career development and job
satisfaction. Online questionnaires conducted with 777 respondents, job satisfaction
measurement tool used is the job satisfaction questionnaire adapted by Radikun
(2010) (α = 0.901) and the perception of career development questionnaire (Chen,
Chang & Yeh, 2004) (α = 0.978) , the sampling technique used was non-probability
sampling with accidental sampling type. correlation results showed a significant
relationship between job satisfaction and perceptions of career development (r =
0.506 and p <0.001)."
2013
T36058
UI - Tesis Membership  Universitas Indonesia Library
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