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"Dalam penelitian kuantitatif ini, peneliti bertujuan untuk membuktikan pengaruh off-campus internship efficacy (OCIE) dan career decision self-efficacy (CDSE) sebagai variabel mediasi pada pengaruh learning motivation (LM) terhadap career preparation behavior (CPB) dalam konteks mahasiswa S1 angkatan 2019 di Universitas Indonesia. Penelitian ini mengacu pada metode Maximum Likelihood dalam menentukan besarnya sampel, yang mana jumlah sampel penelitian minimal 5 kali dari jumlah indikator. Dengan demikian, target jumlah sampel untuk penelitian ini adalah 285 mahasiswa. Peneliti melakukan penyebaran kuesioner secara daring yang terdiri dari pertanyaan terstruktur (structured question) yang dapat diisi secara mandiri oleh responden (self-administered questionnaire). Sebanyak 356 data responden terkumpulkan setelah penyebaran kuesioner secara daring dilakukan. Temuan analisis kausal menunjukkan bahwa pengaruh LM ke OCIE merupakan pengaruh terkuat di antara variabel yang lain. Sedangkan, temuan analisis mediasi menunjukkan bahwa pengaruh OCIE sebagai variabel mediasi antara pengaruh LM dan CDSE merupakan pengaruh variabel mediasi terkuat di antara variabel mediasi lain. Penelitian ini memiliki kontribusi teoritis berupa pengaruh LM, OCIE, dan CDSE terhadap CPB, serta kontribusi praktis berupa informasi bagi Universitas Indonesia untuk pengelolaan CPB mahasiswa akhir sebelum memasuki dunia kerja sesungguhnya.

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In this quantitative study, researchers aimed to prove the effect of off-campus internship efficacy (OCIE) and career decision self-efficacy (CDSE) as mediating variables on the effect of learning motivation (LM) on career preparation behavior (CPB) in the context of undergraduate students in the class of 2019 at the University of Indonesia. This study refers to the Maximum Likelihood method in determining sample size, in which the number of research samples is at least 5 times the number of indicators. Thus, the target number of samples for this research is 285 students. The researcher distributed questionnaires online, which consisted of structured questions that could be filled in independently by respondents (self-administered questionnaire). As many as 356 respondent data were collected after distributing the online questionnaires. The findings of the causal analysis show that the effect of LM on OCIE is the strongest among the other variables. Meanwhile, the findings of the mediation analysis show that the effect of OCIE as a mediating variable between the effects of LM and CDSE is the strongest mediating variable among other mediating variables. This research has a theoretical contribution in the form of the influence of LM, OCIE, and CDSE on CPB, as well as a practical contribution in the form of information for the University of Indonesia for the management of final student CPB before entering the real world of work."

"Membangun dan memetakan karier profesional membutuhkan keterlibatan terusmenerus dan aktif dalam proses konstruksinya. Manajemen karier ini terusberkembang seiring diperolehnya pengalaman, pengetahuan, dan kemampuan baruyang melibatkan dimensi yang saling berhubungan, yaitu individu dan organisasi.Makalah non-ilmiah ini berisi refleksi saya sebagai mahasiswa Antropologi dalammembangun internal karier pribadi melalui kerangka Product-Led Growth (PLG) danpenerapan prinsip 3DNA Tokopedia, serta menggambarkan bentukperson-organization fit dalam proses manajemen karier pribadi selama menjalanikegiatan magang di sektor formal. Metode yang digunakan dalam studi ini adalahobservasi partisipan dengan menganalisa setiap fenomena dan pengalaman selamamenjalani kegiatan magang di lingkup non-antropologis menggunakan cara berpikirdan perspektif Antropologi di berbagai latar dan pola normatif. Selain itu, saya jugamenggunakan metode wawancara tidak struktur untuk memperdalam informasi. Hasilanalisis menunjukkan bahwa penerapan kerangka PLG dan korelasi personal valueyang dimiliki diri saya pribadi dengan organizational culture Tokopedia membantudan mempermudah saya dalam membangun karier profesional yang baik. Studi inimendukung bahwa kerangka PLG menjadi salah satu kerangka pemetaan karier yangtepat dan organisasi turut mendukung proses manajemen karier individu.

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Building and charting a professional career requires continuous and active

involvement in its construction process. This career management continues to develop

as new experiences, knowledge, and abilities are gained that involve interrelated

dimensions, namely individuals and organizations. This non-scientific paper contains my reflection as an Anthropology student in building an internal personal career through the Product-Led Growth (PLG) framework and the application of

Tokopedia's 3DNA principles, as well as describing the form of person-organization

fit in the personal career management process during internships in the formal sector.

. The method used in this study is participant observation by analyzing every

phenomenon and experience during an internship in a non-anthropological sphere

using anthropological ways of thinking and perspectives in various backgrounds and

normative patterns. In addition, I also used an unstructured interview method to

deepen the information. The results of the analysis show that the application of the

PLG framework and the correlation of personal values that I49personally have with

Tokopedia's organizational culture have helped and made it easier for me to build a

good professional career. This study supports that the PLG framework is one of the

right career mapping frameworks and the organization also supports the individual

career management process."

"Penelitian ini bertujuan untuk menguji peran moderator dari manajemen karier organisasi pada hubungan orientasi karier protean dan keterlibatan karier melalui mediasi adaptabilitas karier. Penelitian ini dilakukan terhadap 257 responden pegawai Kementerian Kesehatan melalui kuesioner secara daring. Penelitian ini termasuk penelitian kuantitatif dengan teknik analisis mediasi moderator menggunakan PROCESS Macro Hayes model 7. Hasil analisis menunjukkan bahwa manajemen karier organisasi menjadi moderator pada hubungan orientasi karier protean dan keterlibatan karier melalui adaptabilitas karier dengan indeks mediasi moderasi sebesar (indeks= -0.011, SEBoot = 0.004, CI 95% = -0.018 hingga -0.003). Dengan interval kepercayaan 95%, nilai CI tidak melewati angka 0 maka efek mediasi yang dimoderasi dinyatakan signifikan. Hasil ini menunjukkan bahwa ketika manajemen karier organisasi rendah justru dapat menguatkan hubungan orientasi karier dan keterlibatan karier melalui mediasi adaptabilitas karier. Hasil penelitian ini mengasumsikan bahwa manajemen karier organisasi menjadi faktor yang tidak berperan penting bagi individu dalam meningkatkan peran mediasi adaptabilitas karier pada hubungan orientasi karier dan keterlibatan karier. Secara praktis, temuan ini menyarankan organisasi untuk melakukan evaluasi mengenai praktik manajemen karier yang diterapkan dengan memberikan praktik OCM yang lebih intensif dan komprehensif melalui praktik manajemen aktif dan perencanaan aktif untuk pengembangan karier individu.

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This study aims to examine the moderator role of organizational career management on the relationship between protean career orientation and career

involvement through the mediation of career adaptability. This research was conducted on 257 respondents of Ministry of Health employees through online questionnaires. This research is quantitative research with moderator mediation

analysis techniques using PROCESS Macro Hayes model 7. The analysis results show that organizational career management moderates the relationship between protean career orientation and career engagement through career adaptability with a moderating mediation index of (index = -0.011, SEBoot = 0.004, 95% CI = - 0.018 to -0.003). With a 95% confidence interval, the CI value does not exceed 0,

the moderated mediation effect is significant. These results indicate that when organizational career management is low, it can strengthen the relationship

between career orientation and career engagement through the mediation of career adaptability. The results of this study assume that organizational career management is a factor that does not play an important role for individuals in increasing the mediating role of career adaptability in the relationship between career orientation and career engagement. These findings suggest organizations to evaluate their applied career management practices by providing a more intensive and comprehensive practice of OCM through active management practices and active planning for individual career development."

"In this issue, you will learn the definition of employee engagement and why it matters and then explore the various facets that make up an engaged workforce. You will also learn helpful strategies for developing and strengthening employee engagement that will lead toward full engagement."

"Whether you need a career check up or you are actively seeking a new career or employment, this Infoline may be your ticket. This issue provides tips and tools to understand your personal and professional needs, prepare and execute a career move, or just survive the search for a new job. You will find a sample resume along with checklists on setting professional priorities, informational interviewing, resume tips, and a job search, marketing campaign action plan job aid."

"Career Development Basics arms learning professionals with the tools to uncover hidden talent, retain high-performing employees, and grow mutually-beneficial, thriving employee/employer relationships."

"Kondisi lingkungan kerja yang tidak dapat diprediksi menjadikan organisasi kurang mampu untuk menyediakan career yang aman bagi karyawannya, yang menyebabkan terganggunya career commitment karyawan. Penelitian ini bertujuan untuk memperluas pemahaman mengenai faktorfaktor yang mempengaruhi career commitment karyawan di dunia kerja, yang dimediasi oleh work engagement serta dimoderasi oleh role modelling. Faktor yang diuji antara lain intrinsic career growth, extrinsic career growth dan employee resilience. Studi kuantitatif dengan metode Structural Equation Method (SEM) melalui kuesioner online dilakukan terhadap 415 responden generasi Milenial yang bekerja di sektor Fast Moving Consumer Goods di Indonesia. Hasil penelitian peran mediasi work engagement pada intrinsic career growth dan resilience terhadap career commitment berpengaruh positif dan signifikan. Hasil penelitian juga menunjukkan bahwa peran role modelling sebagai moderator mampu memperkuat hubungan antara variabel career growth dan resilience dengan career commitment melalui work engagement. Perusahaan FMCG perlu untuk memperhatikan dan meningkatkan organizational career growth dan resilience karyawan yang pada gilirannya akan meningkatkan work engagement karyawan, serta pada akhirnya memengaruhi career commitment karyawan.

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In an unpredictable and changing working environment, career and employment disruption has been profoundly affected organizations and employees in multiple industries, such as organizations become unable to provide a safe career for their employees which ultimately lower employee's career commitment. This study aims to expand our understanding of the factors that influence employees' career commitment, as mediated by work engagement, and moderated by role modelling. Factors tested: intrinsic career growth, extrinsic career growth and employee resilience. The quantitative study using online questionnaire, collects data from 415 millennialsin Fast Moving Consumer Goods Industry (FMCG). Structural Equation Modelling (SEM) used to analyze the data and the proposed hypotheses. This study shows that the mediating role of work engagement on intrinsic career growth and resilience to career commitment have a positive and significant effect. The results show role modelling as a moderator is able to strengthen the relationship between career growth and resilience with career commitment through work engagement. FMCG companies need to pay attention and improve organizational career growth and employee resilience which in turn will increase employee work engagement and affect employee career commitment."