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Abstrak :
ABSTRAK

Program magang merupakan salah satu strategi perusahaan untuk merekrut talent, dalam kasus ini adalah mahasiswa. Namun, terkadang mahasiswa enggan melanjutkan karir di perusahaan tersebut setelah magang. Penelitian ini bertujuan untuk mengetahui faktor-faktor yang memengaruhi intern intention to convert.

Variabel-variabel yang digunakan dalam penelitian ini antara lain kepribadian proaktif, intern-supervisor exchange (melalui teori kepemimpinan LMX), kesempatan belajar, kepuasan magang dan intern intention to convert. Penelitian ini menggunakan metode PLS-SEM.

Responden dari penelitian ini adalah mahasiswa S1 Fakultas Ekonomi Universitas Indonesia sebanyak 116 orang yang pernah menjalani program magang. Hasil penelitian ini menunjukkan bahwa kepribadian proaktif memberikan dampak positif terhadap intern supervisor exchange yang memediasi kepribadian proaktif dengan kesempatan belajar dan kepuasan magang. Intern-supervisor exchange juga diketahui memberikan dampak positif terhadap kesempatan belajar dan kepuasan magang tetapi tidak memberikan dampak positif terhadap intern intention to convert. Kesempatan belajar juga tidak memberikan dampak positif terhadap intern intention to convert. Namun, kepuasan magang diketahui memberikan dampak positif terhadap intern intention to convert.

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ABSTRACT

Internship is part of the strategy of the company to recruit talent, particularly from undergraduate students. However, sometimes the intern is not willing to continue their career in the company after the internship. This research aims to understand factors predicting intern intention to convert to become the employees of the company.

Variables that will be involved in this research are proactive personality of the intern, intern-supervisor exchange (through LMX theory of leadership), learning opportunities, internship satisfaction, and intern intention to convert.

Participant in this research are 116 undergraduate students at Faculty of Economics in University of Indonesia who have already taken part in internship program. The data is analyzed using PLS-SEM method. The results of research shows that proactive personality is positively related to intern-supervisor exchange, which mediates proactive personality with learning opportunities and internship satisfaction. The intern-supervisor exchange was positively related to the learning opportunities and the internship satisfaction but did not relate to the intern intention to convert. The learning opportunities were also not positively related to the intern intention to convert. However, the internship satisfaction was positively related to the intern intention to convert.

Abstrak :
Work engagement merupakan sebuh konstruk yang diasosikan dengan berbagai employee outcomes seperti job performance, job satisfaction dan employee well being. Penelitian ini bertujuan untuk menguji pengaruh perceived supervisor support, perceived organizational support, dan learning opportunities terhadap work engagement karyawan generasi milenial perbankan BUMN. Penelitian ini merupakan penelitian kuantitatif yang menggunakan metode Structural Equation Modeling SEM untuk mengolah 195 data responden. Hasil penelitian ini menunjukkan bahwa work engagement dipengaruhi secara langsung oleh perceived supervisor support dan perceived organizational support. Selain itu perceived organizational support terbukti memediasi pengaruh perceived supervisor support terhadap work engagement. Sehingga peran mediasi yang terbentuk adalah partial mediation. ......Work engagement is a construct that is associated with various employee outcomes such job performance, job satisfaction and employee well being. This study aims to examine the effect of perceived supervisor support, perceived organizational support, and learning opportunities on millennials work engagement in state owned bank. This research is a quantitative research using Structural Equation Modeling SEM method to analyze the data. The results of this study indicate that work engagement is directly affected by perceived supervisor support and perceived organizational support. In addition, perceived organizational support proved to mediate the impact of perceived supervisor support on work engagement. Thus, the mediation role formed is partial mediation.