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"Penelitian ini bertujuan untuk menguji dampak dari Career Boundarylessness pada Subjective Career Success yang dimoderasikan oleh variabel career competencies. Career autonomy dan career insecurity sebagai mediator antara career boundarylessness dan subjective career success dapat memperkuat dan meperlemah hubungan keterkaitan variabel. Sebuah model konseptual diperoleh dan diuji melalui structural equation modeling pada sampel dari 180 responden. Hasil menunjukkan bahwa dampak career boundarylessness pada subjective career success tidak dapat langsung dirasakan, tetapi melalui career autonomy dan career insecurity. ......This research aims to examine the impact of Career Boundarylessness on Subjective Career Success is moderated by the variable career competencies. Career autonomy and career insecurity as a mediator between boundarylessness career and career success wiki can strengthen the relationship and meperlemah variables. A conceptual model is obtained and tested through structural equation modeling on a sample of 180 respondents. Results show that the impact on the wiki boundarylessness career career success can not be directly perceived, but through career autonomy and career insecurity."

"The purpose of this research is to investigate the careerorientations of educated and urban Indonesian women business executivesfollowing Darr's (1988) success mop. While research an women businessexecutives and their career orientation is extensive in developed countries,such research is scarce, if not none at all, in Indonesia. The country 'ssociety still holds deeply rooted beliefs' regarding the role of women athome and in the workplace. Such special pressure could make difficult foran Indonesian women to choose a career instead of a family, or tosuccessfully combine these two important pillars of her modern iU`e. Thisstudy investigated five research questions on the career successorientations of the Indonesian women business executives with i0 non-directional null hypotheses on a sample representation of 93 of thesewomen. The findings ore that the majority of the respondents are orientedto 'Getting balance '. This is a career success orientation concerned withmaintaining the balance between home, work and personal development.Careers as lived by their respondents in this study, therefore, may beremoved from the ideals portrayed in management career literature; inother words these respondents show 'no career' concerns for advancementin the corporate board-room."

"Era industri pada saat ini didominasi oleh generasi Milenial sebagai tenaga kerja dibandingkan generasi lainnya. Penelitian ini menguji hubungan antara optimisme dan kesuksesan karir subjektif dengan job crafting sebagai variabel mediasi pada karyawan generasi Milenial. Pendekatan dalam penelitian ini menggunakan teori konservasi sumber daya (COR) untuk menjelaskan perilaku individu berdasarkan kebutuhan masa depan dalam memperoleh dan memelihara sumber daya yang berasal dari diri sendiri dan sosial dalam mencapai tujuan yang dihargai secara pribadi. Metode penelitian yang digunakan yaitu kuantitatif. Alat ukur yang digunakan dalam penelitian ini ada tiga yaitu Subjective Career Success Inventory, Psychological Capital Questionnaire (PCQ) dan he Job Crafting Questionnaire (Slemp,Vella-Bredrock 2013). Responden dalam penelitian ini 295 orang karyawan milenial. Pengolahan data menggunakan SPSS Process Hayes Model 4. Hasil dalam penelitian menunjukkan bahwa job crafting memediasi secara penuh hubungan antara optimisme dengan kesuksesan karir subjektif.......The current industrial era is dominated by the Millennial generation as a workforce compared to other generations. This study examines the relationship between optimism and subjective career success with job crafting as a mediating variable in Millennial generation employees. The approach in this study used the theory of resource conservation (COR) to explain individual behavior based on future needs in obtaining and maintaining resources derived from self and social in achieving goals that are valued personally. This research was quantitative research by using the Subjective Career Success Inventory (SCSI) by Shockley et al (2015) which has been translated into Indonesian by Ingarianti, Suhariadi and Fajrianthi (2022) for subjective career success variables; The Psychological Capital Questionnaire (PCQ) by Luthans, Avolio, Avey, & Norman (2007) for the optimism variable and The Job Crafting Questionnaire by Slemp and Vella-Bredrock (2013) for the job crafting variable. Respondents in this study were a total of 295 respondents. Data processing used is using SPSS with Process Model 4 to see the mediating relationship between job crafting on optimism on subjective career success. The results in this study indicate that the effect of job crafting fully-mediated the role of optimism on subjective career success."

"ABSTRAKMeskipun peranannya semakin strategis dalam lansekap global maupun nasional, dinamika internal dalam manajemen Non Governmental Organization (NGO) masih sangat sedikit diteliti. Melalui data kuantitatif dari 64 responden yang dianalisa dengan metode Structural Equation Modelling (SEM), penelitian ini menganalisa efek moderasi perception of organization politic dalam hubungan antara political skill dan career success. Sebagai temuannya, political skill tidak secara signifikan berhubungan dengan career success dan bahwa perception of organization politic memoderasi hubungan kedua variabel tersebut dalam tingkat yang tidak signifikan. Temuan ini dapat menjadi panduan bagi praktisi yang terlibat dalam aktivitas manajemen sebuah LSM serta sebagai penelitian awalan telah membuka ruang bagi munculnya penelitian-penelitian lain dengan tema sejenis pada area yang meskipun demikian penting, belum banyak diekplorasi ini.

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ABSTRACTDespite of the emergence of its strategic role in both, globally and in Indonesia?s context, very little known about the internal dynamics of Non Governmental Organization (NGO) management. Through quantitative data obtained from 64 respondent analyzed with Structural Equation Modelling (SEM) method, this study has examined the moderating effect of perception of organization politic in political skill-career success relationship. As the outputs, political skill and career success relationship was insignificant and perception of organization politic insignificantly moderated the relationship. The findings of this study can be utilize by practitioners involving in NGO management and as a pilot research, has open the possibilities of further researchs in this area which event though important, yet still under examined."

"Lingkungan bisnis berubah sangat cepat, dinamis dan tidak bisa diprediksi. Hal ini merubah bagaimana organisasi menjalankan bisnisnya. Sudah banyak perusahaan digital start-up mulai mendisrupsi bisnis yang konvensional. Untuk tetap bertahan di bisnis, organisasi konvensional harus mencari cara yang inovatif untuk tetap melayani pelanggan. Tidak semua organisasi bisa melakukan hal ini karena tidak mempunyai proses dalam organisasi serta orang yang tepat untuk mengelolanya. Karena perubahan lingkungan bisnis eksternal membutuhkan karyawan untuk tetap meningkatkan keahlian mereka karena sebagian pekerjaan konvensional akan tergantikan dengan kehadiran teknologi. Sehingga organisasi dan karyawan didorong untuk melakukan inovasi secara konsisten untuk bertahan di dunia bisnis. Bagaimanapun juga, tidak semua organisasi bisa melakukan proses inovasi secara terus menerus karena beberapa faktor seperti kelincahan belajar. Kelincahan belajar diprediksi bisa meningkatkan proses inovasi yang ditunjang dengan kepemimpinan yang baik dalam organisasi tersebut. Adapun Tujuan dari artikel ini adalah untuk mengetahui karakter dari kelincahan belajar yang bisa mempengaruhi pemimpin perusahaan untuk melakukan inovasi secara sistematis dan terus menerus yang akan meningkatkan kinerja inovasi dalam organisasi baik untuk saat ini maupun pada perubahan lingkungan di masa yang akan datang. Penelitian ini menggunakan pertanyaan-pertanyaan yang sudah diformulasikan menggunakan indikator-indikator yang sudah dikembangkan dalam penelitian sebelumnya, sehingga responden bisa menunjukan karakter pemimpin sesuai dengan yang diharapkan. Penelitian ini juga menggunakan metode survey dimana data dikumpulkan dengan menggunakan kuesioner yang dikirimkan kepada dua ratus level pemimpin dalam perusahaan dan top management yang bisa mewakilkan perusahaan dan dipercaya bahwa pemimpin inilah yang bertanggung jawab terhadap implementasi proses inovasi dalam organisasi dan industri yang diteliti adalah industri farmasi yang berkedudukan di Indonesia sebagai unit observasi. Structural equation modelling (SEM) path analysis dipakai untuk menguji hipotesis yang dikembangkan dalam penelitian ini. Dari penelitian ini diharapkan bisa berkontribusi terhadap pengertian yang lebih baik mengenai peran kelincahan belajar dalam proses inovasi dengan menguji faktor-faktor dalam kelincahan belajar seperti kelincahan orang, kelincahan perubahan, kelincahan hasil, kelincahan mental, dan self-awareness terhadap proses inovasi yang bisa meningkatkan kinerja inovasi organisasi. Dampak umum dari kelincahan belajar terhadap proses inovasi dan kinerja inovasi dinilai positif. The overall impact of learning agility to innovation process and organization performance seems to be moderately positive. Penelitian ini memberikan indikasi terhadap dampak dari kelincahan belajar terhadap proses inovasi dan dampak proses inovasi terhadap kinerja inovasi di industri farmasi selama ketidakpastian lingkungan (dinamis dan kompleks).......Business environment is changed very quickly, dynamics and unpredictable. It changes how organizations operate. Many digital start-up companies begin to disrupt conventional businesses. To stay in business, conventional organizations must find innovative ways to serve customers. But not all organizations are able to do so since they do not have process in place and right people to do it. The external business changes also require employees to upgrade their skills since some of conventional skills are replaced by technology. Hence organizations and employees are encouraging to make innovation consistently to survive in business. However, not all organizations can perform innovation process continuously due to several factors such as learning agility. Learning Agility is predicted to improve innovation process with good organization leadership. The objectives of this article are to identify characters of learning agility that influence leaders to innovate systematically and continuously that will improve innovation performance in organizations during current and future environment changes. This study used questions formulated using indicators that have been developed in previous study, which enable respondents to display leader characters toward the object of interest. This study was conducted using the survey method. Data were collected using questionnaires sent to two hundred managers and top-level management that represent organization and believe these leaders can make the innovation process implemented consistently within organization as unit of analysis and of pharmaceutical companies that are based in Indonesia as unit of observation. The structural equation modelling (SEM) path analysis were adopted to assess all hypotheses developed in this study. This study seeks to contribute to a better understanding the role of learning agility in innovation process by examining factors of learning agility such as people agility, change agility, result agility, mental agility and self-awareness to innovation process that can make improve or increase innovation performance of the organizations. The overall impact of learning agility to innovation process and organization performance seems to be moderately positive. The research presented gives an indication of the impact of learning agility on innovation process and the impact of innovation process on innovation performance in pharmaceutical industry during environment uncertainties (dynamics, complexities)."

"Generasi milenial merupakan generasi yang diprediksi akan mendominasi jumlah angkatan kerja. Karakteristik milenial yang memiliki harga diri dan rasa optimis yang tinggi membuat mereka cenderung mencari pekerjaan yang mampu memberikan pengembangan, kepuasan hingga kesuksesan karier secara subjektif bagi mereka. Tujuan penelitian ini adalah untuk melihat pengaruh optimisme dan harga diri terhadap kesuksesan karier subjektif pada karyawan milenial melalui environmental career resources sebagai mediator. Penelitian ini merupakan penelitian kuantitatif dengan jumlah sampel 237 karyawan milenial dengan menggunakan alat ukur Subjective Career Success Inventory (SCSI), Psychological Capital Questionnaire (PCQ), Rosenberg Self-Esteem Scale dan Career Resources Questionnaire (CRQ). Pengolahan data menggunakan analisis mediasi melalui aplikasi Jamovi. Hasil penelitian ini menunjukkan optimisme dan harga diri memiliki pengaruh langsung secara positif dan signifikan terhadap kesuksesan karier karyawan milenial. Akan tetapi peranan environmental career resources sebagai mediator hanya signifikan pada pengaruh optimisme terhadap kesuksesan karier subjektif. Karyawan yang memiliki perasaan optimis akan lebih percaya diri dalam mengambil keputusan karier dan mampu menjalin kualitas hubungan sosial yang lebih tinggi untuk menunjangnya dalam mencapai kesuksesan karier. Harga diri yang positif pada karyawan akan membuatnya memilih peranan yang lebih baik untuk mencapai kesuksesan.......The millennial generation is predicted to dominate the workforce in several years. The characteristics of millennials with high self-esteem and optimism make them look for jobs that can provide development, satisfaction, and career success. This study aimed to see optimism and self-esteem's effect on career personality success in millennial employees through career environmental resources as mediators. This research is a quantitative study with a sample size of 237 millennial employees, using the Subjective Career Success Inventory (SCSI), Psychological Capital Questionnaire (PCQ), Rosenberg Self-Esteem Scale, and Career Resources Questionnaire (CRQ). Data processing uses mediation analysis through the Jamovi application. The results of this study indicate that optimism and self-esteem have a direct, positive, and significant influence on the career success of millennial employees. However, the role of career environmental resources as a mediator is only significant in the effect of optimism on subjective career success. Employees with optimistic feelings will be more confident in making career decisions and can build higher quality social relationships to support them in achieving career success. Positive self-esteem in employees will make them choose better roles to achieve success. Companies can create development programs to improve employee skills, and employees can develop social skills and expertise related to the field of work to maximize the potential of available environmental career resources."

"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."

"ABSTRAKPenelitian ini bertujuan untuk melihat hubungan needs-supplies fit dan demands-abilities fit dengan dua bentuk dari kesuksesan karier subjektif yaitu kepuasan kerja dan kepuasan karier. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Career Satisfaction untuk mengukur kepuasan karier dan Michigan Organizational Assessment Questionnaire mengukur kepuasan kerja serta alat ukur Person-Job Fit untuk mengukur needs-supplies fit dan demands-abilities fit. Penelitian ini dilakukan pada 197 responden dalam konteks organisasi. Penelitian ini menunjukkan hasil bahwa needs-supplies fit r = 0,54, p < 0,01 dan demands-abilities fit r = 0,53, p < 0,01 memiliki hubungan positif terhadap kepuasan kerja. Penelitian juga menunjukkan hasil bahwa needs-supplies fit r = 0,51, p < 0,01 dan demands-abilities fit r = 0,44, p < 0,01 memiliki hubungan positif terhadap kepuasan karier.

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ABSTRAKThe aim of this study is to examine the relationship between needs supplies fit and demands abilities fit on two forms of subjective career success, which is job satisfaction and career satisfaction. This is a quantitative study using Career Satisfaction measurement to measure career satisfaction, Michigan Organizational Assessment Questionnaire to measure job satisfaction, and Person Job Fit measurement to measure needs supplies fit and demands abilities fit. This research was conducted on 197 respondents at organization context. Results indicated that both needs supplies fit r 0,54, p 0,01 and demands abilities fit r 0,53, p 0,01 were positively related to job satisfaction. Results also indicated that both needs supplies fit r 0,51, p 0,01 and demands abilities fit r 0,44, p 0,01 were positively related to career satisfaction."

"ABSTRAKThe purpose of this study is to examine the relations between the ldquo Big Five rdquo personality traits and extrinsic career success salary and number of promotions by analyzing and summarizing related books and leading journals. Several employee characteristics categorized into the ldquo Big Five rdquo personality traits are investigated, which consists of neuroticism, extraversion, conscientiousness, agreeableness, and openness to experience. Neuroticism have preference to experience stress, anxious, depressed, and emotional extraversion have preference for human contact, attention, and the wish to inspire others conscientiousness have preferences for following the rules and schedules, agreeableness have willingness to help other people, and to act in accordance with other people rsquo s interests Nyhus Pons, 2005 . and openness to experience have higher tendency for seeking and appreciating new experience and novel ideas Gelissen and de Graaf, 2006 .Furthermore, the study concerning two extrinsic career success dimensions salary and promotion will be discussed in more detail through this study. The focus will be mainly placed on the variables that is believed may influence the relationship between personality traits and two extrinsic career success dimensions. These variables are regarded may either enhance or hinder the influence the personality and extrinsic career success dimensions.Lastly, several researches in examining the relationship between big five personality traits and extrinsic career success are analyzed and summarized. Prior studies predicted that neuroticism is related negatively to extrinsic career success, extraversion is related positively to extrinsic career success, conscientiousness is related positively to extrinsic career success, agreeableness is related negatively to extrinsic career success, and openness is not related to extrinsic career success.

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ABSTRAKTujuan dari dilaksanakannya studi ini adalah untuk mempelajari hubungan antara kepribadian Big Five Personality dengan sukses dalam karir secara ekstrinsik gaji dan angka promosi dengan menganalisa dan merangkum buku-buku dan jurnal-jurnal terkait. Karakteristik dari para pekerja dapat dikategorisasikan ke dalam lima besar kepribadian Big Five Personality, yaitu: neuroticism, extraversion, conscientiousness, agreeableness, dan openness to experience. Neuroticism memiliki kecenderungan untuk mengalami stres, risau, depresi, dan emosional; extroversion memiliki kecenderungan untuk berinteraksi dengan orang banyak, menjadi pusat perhatian, dan memiliki keinginan besar untuk dapat menginspirasi orang lain; conscientiousness memiliki kecenderungan untuk mengikuti aturan dan jadwal yang berlaku, agreeableness memiliki kecenderungan untuk membantu orang lain, berperilaku dan bersikap sesuai dengan apa yang orang lain inginkan; dan openness to experience memiliki kecenderungan untuk selalu mencari dan mencoba pengalaman yang baru dan juga ide baru Gelissen and de Graaf, 2006 .Studi mengenai dua dimensi sukses dalam karir secara ekstrinsik gaji dan promosi akan dibahas secara lebih rinci melalui skripsi ini. Fokus dari skripsi ini tertuju pada variabel-variabel yang diyakini dapat mempengaruhi hubungan antara kepribadian dari pekerja dan juga dua dimensi sukses dalam karir secara ekstrinsik. Variabel-variable ini diyakini dapat menguatkan ataupun mengurangi dampak dari hubungan antara kepribadian pekerja dan sukses dalam karir secara ekstrinsik.Beberapa peneliti terdahulu telah mempelajari hubungan antara kepribadian Big Five Personality dan sukses dalam karir secara ekstrinsik. Studi terdahulu telah memprediksi bahwa neuroticism memiliki hubungan negatif terhadap sukses dalam karir secara ekstrinsik, extraversion memiliki hubungan positif terhadap sukses dalam karir secara ekstrinsik, conscientiousness memiliki hubungan positif terhadap sukses dalam karir secara ekstrinsik, agreeableness memiliki hubungan negatif terhadap sukses dalam karir secara ekstrinsik, dan openness to experience tidak berhubungan dengan sukses dalam karir secara ekstrinsik."

"In this study, the relationship between high performance work system (HPWS) and organizational citizenship behavior (OCB) in multinational corporations (MNCs) in Vietnam, a fast-developing country with highly economic growth in Asia, was investigated. Besides, the underlying mechanism of this relationship was also explored. From the social exchange approach, an underlying mediated mechanism of career success in the relationship between HPWS and OCB was hypothesized. Data collected from individual employees working in multinational companies in Vietnam was used to test the hypotheses. The research findings supported the partial mediating role of career success in the positive relationship between HPWS and OCB. In addition, research implications as well as suggestions for future research were also presented."