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Abstrak :
Persaingan era globalisasi saat ini menuntut individu lebih adaptif dalam menjalani karier. Adaptabilitas karier merupakan salah satu konstruk terkait psikologi karier yang berfokus untuk membantu individu mengawasi perkembangan karier semasa hidupnya. Asumsi yang ditegakkan adalah untuk mempunyai adaptabilitas karier, mahasiswa perlu memiliki bayangan yang jelas, spesifik dan mudah dibayangkan, diwakilkan oleh future work self. Selanjutnya, efikasi diri dalam keputusan karier diduga dapat memediasi hubungan future work self terhadap adaptabilitas karier. Penelitian ini dilakukan pada 263 orang mahasiswa tingkat akhir yang minimal berada di semester tujuh perguruan tinggi. Dalam penelitian ini, adaptabilitas karier diukur dengan Career Adapt-abilities Scale-International Form (CAAS-IF), future work self diukur dengan Future Work Self Saliance (FWSS) dan efikasi diri dalam keputusan karier diukur dengan Career Decision Self-Efficacy–Short Form (CDSE-SF). Hasil penelitian menunjukkan bahwa future work self memiliki hubungan yang kuat dengan adaptabilitas karier, serta hubungan ini merupakan mediasi parsial melalui efikasi diri dalam keputusan karier. Hasil penelitian ini memberikan beberapa manfaat bagi pusat pengembangan karier di perguruan tinggi. ...... Competition in the current era of globalization requires individuals to be more adaptive in their careers. Career adaptability is one of the constructs related to career psychology that focuses on helping individuals monitor career development during their lifetime. The assumption is to have a career adaptability, college students need to have clear, specific and easy to imagine images, represented by future work self. Furthermore, self-efficacy in career decisions is thought to mediated future work self relations with career adaptability. This research was conducted on 263 final years college students who were at least in the seventh semester of the university. In this research, career adaptability was measured by Career Adapt-abilities Scale-International Form (CAAS-IF), future work self was measured by Future Work Self Saliance (FWSS), and career decision self-efficacy was measured by Career Decision Self-Efficacy–Short Form (CDSE-SF). The results showed that future work self has a strong relationship with career adaptability, and this relationship is a partial mediation through self-efficacy in career decisions. The results of this study give some benefits for career development center in university.

Abstrak :
Keterwakilan pemimpin perempuan di Indonesia masih rendah yaitu hanya sebesar 11,3%. Langkah yang dapat dilakukan untuk mengatasi permasalahan tersebut adalah perlunya karyawan perempuan menginternalisasi positive leader identity. Penelitian ini bertujuan untuk mengidentifikasi faktor-faktor yang memengaruhi positive leader identity berdasarkan teori claiming dan granting. Penelitian dilakukan pada 418 karyawan wanita yang sudah menikah dari berbagai organisasi baik organisasi yang didominasi pria maupun wanita. Alat ukur yang digunakan memiliki reliabilitas yang berkisar antara 0,72-0,87. Hasil analisis menunjukkan bahwa (1) Traditional gender role belief (B = -0,14; p < 0,01), future work self (B = 0,23; p < 0,01), dan spousal emotional support (B = -0,12; p < 0,05) signifikan memengaruhi positive leader identity (B = -0,14; p < 0,01); (2) Humility (B = 0,07; p > 0,05) tidak signifikan memengaruhi positive leader identity; (3) Spousal instrumental support dapat memperlemah pengaruh traditional gender role belief terhadap positive leader identity. Faktor tersebut memprediksi varian positive leader identity sebesar 24% F(1,409) = 3,90, p < 0,01. Dengan demikian, hasil penelitian ini diharapkan dapat memberikan tambahan pemahaman bahwa faktor internal dan eksternal saling bereaksi dalam mempengaruhi identitas pemimpin. Penelitian ini menunjukkan bahwa faktor di luar domain pekerjaan juga turut mempengaruhi internalisasi identitas pemimpin. Dengan demikian, untuk berhasil mengatasi kurangnya keterwakilan perempuan dalam posisi kepemimpinan, tidak cukup hanya mengatasi faktor in- ternal dalam diri individu tetapi juga perlu memperhatikan faktor eksternal baik itu faktor yang ada di organisasi maupun luar organisasi. .....Women leaders are still underrepresented in Indonesia which only 11.3% in management position. To overcome these problems, female employees need to internalize a positive leader identity. This study aims to identify the factors that influence positive leader identity based on claiming and granting theory. The study was conducted on 418 married female employees from various organizations, both male and female dominated organizations. The measuring instrument used has a reliability that ranges from 0.72 to 0.87. The results of the analysis show that (1) traditional gender role beliefs (B = -0.14; p <0.01), future work self (B = 0.23; p <0.01), and spousal emotional support (B = -0.12; p < 0.05) significantly affect positive leader identity (B = -0.14; p < 0.01); (2) Humility (B = 0.07; p > 0.05) does not significantly affect positive leader identity; (3) Spousal instrumental support weaken the effect of traditional gender role beliefs on positive leader identity. This factor predicts the positive leader identity variant of 24% F(1.409) = 3.90, p <0.01. The findings of this study can contribute to provide additional understanding that internal and external factors are interact in influencing leader identity. This research shows that factors outside the work domain also influence the internalization of a leader's identity. To succeed in overcoming the underrepresentation of women in leadership positions, organization must pay attention not only to internal but also to external factors within the organization and outside the organization.