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"Work status dissimilarity is a phenomenon that occurs almost worldwide, and has significant impacts on how workers make sense of their tasks, and their relationships with their organizations. Even though the application of work status dissimilarity is widespread, there is a lack of understanding in this area. To answer this challenge,the first question that this current study asks is: "Does work status dissimilarity influence employees' perception of contract breach?" Perceived contract breach is defined as the extent to which employees perceive that their organizations violate the unwritten agreement between employees and organizations. Further, this current study asks: "Is the relationship between perceived contract breach and job insecurity moderated by perceived organizational support?" To answer the research questions, this study applied a survey design and collected data from 185 people in a logistic service company in Jakarta- Indonesia and analyzed the hypothesized relationships using moderated multiple regressions. Results support the hypothesis that perceived organizational support moderates the relationship between perceived contract breach and job insecurity. Interestingly, however, this current study does not find support that work status dissimilarities affect perceived contract breach. The implications of the study on theory and practice are discussed."

"Identitas sebagai pemimpin perlu menjadi metacompetencies untuk identifikasi dan evaluasi pimpinan. Meta competencies ini terdiri dari (1) kesadaran diri akan identitasnya sebagai pemimpin (mampu dan mau berperan di organisasinya demi kepentingan organisasi dan bukan sekedar pencapaian posisi); (2) pemahaman akan kemampuan dan batas kemampuan diri; (3) penghayatan akan peran anggota organisasi untuk pencapain tujuan bersama. Pengembangan meta competenciesini perlu diberikan kepada pimpinan ataupun anggota organisasi lainnya agar setiap anggota organisasi mengambil peran aktif di tugasnya masing-masing. Secara khusus, pengembangan identitas sebagai pemimpin juga perlu dilakukan bagi perempuan agar perempuan bisa mengembangan identitas yang sinergis antara identitasnya sebagai perempuan dan identitasnya sebagai pemimpin. pemimpin perlu, secara sadar, memiliki beberapa orang di sekitarnya yang masih mau (berani) dan mampu untuk memberikan kritik, input dan mengungkapkan perbedaan pendapat terhadapnya. Hal ini terutama penting untuk pemimpin dengan sejarah keberhasilan yang tinggi. Pemimpin perlu menyadari bahwa keberhasilan yang berkepanjangan, secara alamiah, berpotensi menimbulkan hubris yang berdampak mematikan bagi organisasi. Pemimpin perlu mengambil langkah konkrit dengan memastikan ada kelompok orang yang akan mau dan mampu untuk mengkritiknya."

"Work status dissimilarity is a phenomenon that occurs almost worldwide, and has significant impacts on how workers make sense of their tasks, and their relationships with their organizations. Even though the application of work status dissimilarity in academic life is widespread, there is a lack of understanding in this area. To answer this challenge, the current study asks, "Does work status dissimilarity influence employees' perception of the fulfillment of their contracts and the extent of contract breach?" We chose a public university in Indonesia that (1) because of governmental regulations has to apply two kinds of work status: government employees and non-government employees; and (2) has placed many regulations to make sure that these two statuses have nearly identical right and responsibilities. We collected data from 122 employees that responded to our adaptations of two scales: the Robinson and Morrison's (2000) scale as well as Bal and Vinks' (2011) scale. Analysis demonstrates that, compared to government employees, non-government employees tend to significantly perceive less contract fulfillment in all aspects of contract fulfillment that were measured: job content, social obligation, financial obligation, developmental obligation and ideological dimension. Non-government employees also tend to have higher perception of contract breach. In other words, although these employees with different work status have nearly identical right and responsibilities, they significantly have different perceptions on the extent to which the university fulfills its obligations."