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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.

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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."

"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."

"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.

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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."

"Pola pembagian kerja di keluarga mulai berubah ke arah dual-earner walaupun masih didominasi male breadwinner. Untuk itu, penelitian ini bermaksud untuk mengetahui pengaruh investasi sumber daya (pendidikan dan pengalaman kerja) pasangan selain dirinya sendiri terhadap keputusan siapa yang bekerja di keluarga. Tujuan kedua adalah untuk mengetahui apakah ada akumulasi sumber daya (diri sendiri dan pasangan) tersebut juga mempengaruhi kesuksesan karir individu menikah. Hasil penelitian menunjukan bahwa pengaruh efek keputusan gender tradisional (jika pendidikan suami dan pengalaman kerjanya lebih tinggi dari istri) bisa saja menurunkan probabilitas suatu keluarga mempunyai pola dual career daripada male bread winner. Selain itu, sumber daya pasangan juga mempengaruhi hasil pasar tenaga kerja (pendapatan) individu menikah yang bekerja dan akhirnya bisa diproksikan sebagai kesuksesan karir.

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The pattern of division of labor in the family began to change towards dual-earners although it was still dominated by male breadwinners. For this reason, this study aims to determine the effect of investment in resources (education and work experience) of partners other than themselves on the decision of who works in the family. The second goal is to find out whether there is an accumulation of resources (self and partner) that also affects the career success of married individuals. The results show that the effect of traditional gender decisions (if the husband's education and work experience is higher than the wife's) may reduce the probability of a family having a dual career pattern than the male bread winner. In addition, spouse resources also affect the labor market outcomes (income) of married individuals who work and can ultimately be proxied as career success.

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"Pola pembagian kerja di keluarga mulai berubah ke arah dual-earner walaupun masih didominasi male breadwinner. Untuk itu, penelitian ini bermaksud untuk mengetahui pengaruh investasi sumber daya (pendidikan dan pengalaman kerja) pasangan selain dirinya sendiri terhadap keputusan siapa yang bekerja di keluarga. Tujuan kedua adalah untuk mengetahui apakah ada akumulasi sumber daya (diri sendiri dan pasangan) tersebut juga mempengaruhi kesuksesan karir individu menikah. Hasil penelitian menunjukan bahwa pengaruh efek keputusan gender tradisional (jika pendidikan suami dan pengalaman kerjanya lebih tinggi dari istri) bisa saja menurunkan probabilitas suatu keluarga mempunyai pola dual career daripada male bread winner. Selain itu, sumber daya pasangan juga mempengaruhi hasil pasar tenaga kerja (pendapatan) individu menikah yang bekerja dan akhirnya bisa diproksikan sebagai kesuksesan karir.

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The pattern of division of labor in the family began to change towards dual-earners although it was still dominated by male breadwinners. For this reason, this study aims to determine the effect of investment in resources (education and work experience) of partners other than themselves on the decision of who works in the family. The second goal is to find out whether there is an accumulation of resources (self and partner) that also affects the career success of married individuals. The results show that the effect of traditional gender decisions (if the husband's education and work experience is higher than the wife's) may reduce the probability of a family having a dual career pattern than the male bread winner. In addition, spouse resources also affect the labor market outcomes (income) of married individuals who work and can ultimately be proxied as career success.

"

"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."