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"ABSTRAKPenelitian ini bertujuan untuk mengetahui bagaimana manajemen karirorganisasi dan kompetensi karir mempengaruhi kepuasan karir pada pegawaistaff PT SCG Pipe and Precast Indonesia, serta untuk mengetahui apakahkompetensi karir dapat memediasi pengaruh manajemen karir organisasiterhadap kepuasan karir. Responden penelitian ini adalah 89 pegawai staff PTSCG Pipe and Precast Indonesia. Hasil penelitian menemukan bahwakepuasan karir dipengaruhi secara positif oleh manajemen karir organisasidan kompetensi karir. Pada uji mediasi menggunakan teknik causal stepBaron dan Kenny (1986) dengan metode regresi berganda pada SPSS, dandidapat kesimpulan bahwa kompetensi karir memediasi secara parsial antarapengaruh manajemen karir organisasi terhadap kepuasan karir.

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ABSTRACTThis study aims to determine the effect of organizational career management and career competencies on employee career satisfaction and determine whether career competency mediates the effect of organizational career management towards career satisfaction. 89 respondents are employees of the staff of PT SCG Pipe and Precast Indonesia. Results of this research found that career satisfaction is positively influenced by organizational career management and career competencies. To determine mediation in this study uses causal step analysis developed by Baron and Kenny (1986) and uses multiple linear regression analysis in SPSS. The result found that career competency partially mediates between organizational career management influence on career satisfaction."

"Startup merupakan industri yang sedang marak di Indonesia. Startup memiliki dinamika juga cenderung lebih banyak perubahan bila dibandingkan dengan perusahan swasta yang sudah settled atau perusahaan publik. Hal itu terjadi karena startup harus berubah/beradaptasi terhadap segala kondisi (developing time). Peneliti berusaha meneliti mengenai affective commitment to change dan mengetahui variabel apa yang mendorong munculnya affective commitment to change. Penelitian ini bertujuan untuk menganalisis pengaruh dari change leadership terhadap affective commitment to change dengan psychological empowerment, dan employee engagement sebagai variabel mediasi pada perusahan Startup di DKI Jakarta). Jenis penelitian yang digunakan adalah eksplanatif dengan pendekatan kuantitatif. Penelitian ini dilakukan dengan menyebarkan kuesioner dengan teknik purposive sampling yang disebarkan ke 240 karyawan tetap perusahaan startup di DKI Jakarta. Data pada penelitian ini diolah menggunakan software IBM SPSS 26 dan SmartPLS, dimana Analisis data pada penelitian ini dilakukan menggunakan SEM-PLS (Structural Equation Modelling-Partial Least Square). Hasil dari penelitian ini memperlihatkan bahwa terdapat pengaruh positif dari change leadership terhadap affective commitment to change pegawai tetap perusahaan startup di DKI Jakarta dan terdapat pengaruh positif dari change leadership terhadap affective commitment to change dengan psychological empowerment/employee engagement sebagai variabel mediasi pada pegawai tetap perusahaan startup di DKI Jakarta.

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tartups are a thriving industry in Indonesia, characterized by dynamic changes compared to settled private or public companies. This is due to the constant need for startups to adapt to various conditions within a developing timeframe. The researcher aims to explore affective commitment to change and identify the variables driving the emergence of affective commitment to change. This research aims to analyze the influence of change leadership on affective commitment to change, with psychological empowerment, and employee engagement as mediating variables (a study on startup companies in DKI Jakarta). The research adopts an explanatory approach with a quantitative method. Questionnaires were distributed using purposive sampling to 240 permanent employees of startup companies in DKI Jakarta. Data were processed using IBM SPSS 26 and SmartPLS, employing Structural Equation Modeling-Partial Least Square (SEM-PLS) for data analysis. The results indicate a positive influence of change leadership on affective commitment to change among permanent employees of startup companies in DKI Jakarta. Furthermore, there is a positive impact of change leadership on affective commitment to change, with psychological empowerment/employee engagement serving as mediating variables among permanent employees of startup companies in DKI Jakarta."

"[ABSTRAKbrPenelitian ini bertujuan untuk mengetahui pengaruh partisipasi karyawan dan dukungan organisasi dalam pengembangan kompetensi. Hipotesis diuji menggunakan data yang diambil dari 153 orang karyawan sebuah bank dengan menggunakan kuesioner. Hasil dari penelitian menggunakan analisis jalur menunjukkan bahwa partisipasi karyawan dalam pengembangan kompetensi tidak berpengaruh terhadap self-perceived employability. Self-perceived employability hanya dipengaruhi oleh dukungan organisasi yang dirasakan untuk pengembangan kompetensi. Sementara self-perceived employability memiliki pengaruh positif terhadap kepuasan karir dan perceived marketability karyawan. Self-perceived employability yang memiliki peran mediasi hanya memediasi secara parsial untuk hubungan antara dukungan organisasi yang dirasakan dan kepuasan karir, sedangkan untuk hubungan antara dukungan organisasi yang dirasakan dan perceived marketability, self-perceived employability memediasi secara penuh. Sementara self-perceived employability tidak memiliki peran mediasi untuk hubungan antara partisipasi karyawan dan kepuasan karir maupun perceived marketability.;The aim of the research is to study the effect of employee participation and perceived organization support in competency development towards career satisfaction and perceived marketability mediated by self-perceived employability. Hypothesis tested using data of 153 employees from a bank company through a questionnaire. Results obtained using path analysis suggested that employee participation in competency development did not have the intended effects on self-perceived employability. Self-perceived employability only affected by perceived support for competency development. Self-perceived employability was found positively related towards career satisfaction and perceived marketability. Self-perceived employability which has a mediating role, only partially mediates the relationship between perceived support for competency development and career satisfaction, while the relationship between perceived support for competency development and perceived marketability, self-perceived employability mediates in full. Self-perceived employability has no mediating role for the relationship between employee participation in competency development and career satisfaction also perceived marketability;The aim of the research is to study the effect of employee participation and perceived organization support in competency development towards career satisfaction and perceived marketability mediated by self-perceived employability. Hypothesis tested using data of 153 employees from a bank company through a questionnaire. Results obtained using path analysis suggested that employee participation in competency development did not have the intended effects on self-perceived employability. Self-perceived employability only affected by perceived support for competency development. Self-perceived employability was found positively related towards career satisfaction and perceived marketability. Self-perceived employability which has a mediating role, only partially mediates the relationship between perceived support for competency development and career satisfaction, while the relationship between perceived support for competency development and perceived marketability, self-perceived employability mediates in full. Self-perceived employability has no mediating role for the relationship between employee participation in competency development and career satisfaction also perceived marketability, The aim of the research is to study the effect of employee participation and perceived organization support in competency development towards career satisfaction and perceived marketability mediated by self-perceived employability. Hypothesis tested using data of 153 employees from a bank company through a questionnaire. Results obtained using path analysis suggested that employee participation in competency development did not have the intended effects on self-perceived employability. Self-perceived employability only affected by perceived support for competency development. Self-perceived employability was found positively related towards career satisfaction and perceived marketability. Self-perceived employability which has a mediating role, only partially mediates the relationship between perceived support for competency development and career satisfaction, while the relationship between perceived support for competency development and perceived marketability, self-perceived employability mediates in full. Self-perceived employability has no mediating role for the relationship between employee participation in competency development and career satisfaction also perceived marketability]"

"Perkembangan dunia teknologi yang sangat cepat, berdampak pada pertumbuhan ekonomi, di mana mendorong banyak perusahaan baru muncul, khususnya perusahaan pada bidang teknologi seperti startup. Untuk dapat tumbuh dan berkembang, startup memerlukan sebuah inovasi yang dapat didukung oleh adanya kemampuan pembelajaran dan kreativitas. Penelitian ini bertujuan untuk mengetahui pengaruh dari organizational learning capability dan organizational creativity terhadap organizational innovation pada PT Kita Bisa Indonesia. Penelitian ini menggunakan metode kuantitatif dengan penarikan data melalui survei yang disebarkan dengan kuesioner. Penelitian ini menggunakan total sampling dengan responden sebanyak 101 karyawan. Untuk mengetahui hubungan antar variabel, penelitian ini menggunakan teknik analisis regresi berganda. Hasil dari penelitian ini menunjukkan bahwa terdapat pengaruh antara organizational learning capability dan organizational creativity terhadap organizational innovation pada PT Kita Bisa Indonesia.The technology changes is very fast and it have impacts on economic growth, which encourages many new companies to emerge, especially companies in the field of technology such as startups. To be able to grow and develop, startups need an innovation that can be supported by the ability to learn and creativity. This study aims to determine the effect of organizational learning capability and organizational creativity on organizational innovation at PT Kita Bisa Indonesia. This research uses quantitative methods with data collection through surveys distributed by questionnaire. This study uses total sampling with 101 employees. To find out the relationship between variables, this study uses multiple regression analysis techniques. The results of this study indicate that there is a relationship between organizational learning capability and organizational creativity on organizational innovation at PT Kita Bisa Indonesia."

"Organizational learning culture is essential in every organization, including in a not-for-profit organization. Unfortunately, there is a lack of research investigating factors important to build learning culture in not-for-profit organization, especially in Indonesia. This paper is an empirical report of a research conducted in XYZ, a not-for-profit-organization working to improve the quality of education in Indonesia. The research aimed to examine factors to be addressed to improve the learning culture at XYZ. Adapting scales from previous studies, the research is a co­ relational study, measuring three key factors that potentially affect learning culture in this kindof organization: ( 1) psychological safety; (2) perceived behavioral control; and (3) tools andtechnology for knowledge sharing. Reliability analysis demonstrates that the scales have good to very good internal consistency. Using a survey design, we collected data from 32 employees comprising 20 staff members and 12 teachers from both genders (20 female, 12 male) and two age groups (26 being 30 years of age or below, and 6 being above 35 years old). The resultshows that 44.4 percent of learning culture in XYZ can be explained by tools and technology forknowledge sharing and that 40.5 percent by perceived behavioral control, both at a significant level of 0.01; while psychological safety factor is not statistically significant in the study. The study concludes that perceived behavioral control as well as tools of technology for knowledge sharing are the factors for which intervention measures should be crafted to improve learning culture in XYZ."

"Penelitian ini bertujuan untuk menganalisis pengaruh dari Perceived Organizational Support POS terhadap Employee Engagement. Pada penelitian ini, variabel Perceived Organizational Support diukur dengan menggunakan konsep dari Eisenberger dkk 1986 yang terdiri dari 36 indikator dan tiga dimensi, yaitu dimensi Fair Organizational Procedures, Supervisor Support, dan dimensi Favorable Rewards Job Conditions. Sedangkan untuk variabel Employee Engagement digunakan konsep dari Gallup Consultant 2006 yang diukur dengan 12 indikator atau dikenal dengan Q-Twelve Q-12. Pada konsep tersebut terdapat empat dimensi, yaitu What do I Get, What do I Give, Do I Belong, dan How Can We Grow. Penelitian ini merupakan penelitian kuantitatif, yang mana sumber data merupakan hasil dari penyebaran kuesioner kepada karyawan tetap non operasional di kantor pusat PT. Jasa Marga Persero tbk, dengan metode non probability sampling. Penelitian ini menggunakan analisis regresi sederhana dan koefisien determinasi untuk menguji pengaruh antar variabel. Hasil dari penelitian ini menunjukkan bahwa 15,9 employee engagement dipengaruhi oleh Perceived Organizational Support.

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This research aiming to analyzing the effect of Perceived Organizational Support POS to Employee Engagement. The Perceived Organizational Support variable in this research measured by using the concept from Eisenberger Et al 1986 that has 36 indicators and three dimensions, which are Fair Organizational Procedures, Supervisor Support, and Favorable Rewards Job Conditions. Meanwhile, the concept by Gallup Consultant 2006 that is measured by 12 indicators that is also known as Q Twelve Q 12 is used for the variable of Employee engagement. This concept has four dimensions, which are What Do I Get, What Do I Give, Do I belong, and How Can We Grow.

This research is quantitative research which the data are from the result of the questionnaire that is spreaded among the non operational permanent employees on the head office of PT. Jasa Marga persero using non probability sampling method. This research using a simple regression analysis and coefficient of determination to examine the influence between the variables. The result of this research showed that 15,9 of employee engagement are influenced by the Perceived Organizational Support."

"Penelitian ini bertujuan untuk menganalisis turnover intention PNS yang bekerja di instansi sektor publik dengan latar belakang militer. Adanya dua jenis manajemen kepegawaian yang berbeda dalam satu instansi menjadi pembeda karakteristik instansi ini dengan instansi sektor publik lainnya. Penelitian dilakukan untuk menganalisis pengaruh pengembangan karir dan kompensasi terhadap turnover intention dengan kepuasan kerja dan komitmen keorganisasian sebagai variabel mediator. Penelitian ini menggunakan pendekatan kuantitatif. Pengumpulan data dilakukan melalui survei, dengan mendistribusikan kuesioner dalam bentuk pertanyaan tertutup dan terbuka terhadap 110 orang PNS di instansi Kepolisian Negara Republik Indonesia. Pengolahan data menggunakan SPSS dan SmartPLS. Statistik deskriptif dilakukan untuk menggambarkan karakteristik dan persepsi responden, sedangkan analisis hipotesis menggunakan teknik PLS-SEM. Hasil penelitian menunjukkan bahwa variabel pengembangan karir dan kompensasi masing-masing berpengaruh positif dan signifikan terhadap kepuasan kerja dan terhadap komitmen keorganisasian. Selain itu, terdapat pengaruh yang positif dan signifikan dari komitmen keorganisasian terhadap turnover intention, sedangkan kepuasan kerja tidak berpengaruh pada turnover intention. Berdasarkan hasil penelitian, diberikan saran untuk memperbaiki pola karir PNS dan manajemen kepegawaian di instansi Kepolisian Negara Republik Indonesia.

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This study aims to analyze the turnover intention of civil servants to work in public sector institutions with military backgrounds. The existence of two different types of staff management in one agency is a distinguishing characteristic of this agency with other public sector agencies. The study was conducted to analyze the effect of career development and compensation on turnover intention with job satisfaction and organizational commitment as a mediator variable. This study uses a quantitative approach. Data collection is done through surveys, by distributing questionnaires in the form of closed and open questions to 110 civil servants in the Indonesian National Police. Processing data using SPSS and SmartPLS. Descriptive statistics are performed to describe the characteristics and perceptions of respondents, while hypothesis analysis uses PLS-SEM techniques. The results showed that career development and compensation variables each had a positive and significant effect on job satisfaction and on organizational commitment. In addition, there is a positive and significant effect of organizational commitment to turnover intention, while job satisfaction has no effect on turnover intention. Based on the results of the study, advice was given to improve the career pattern of civil servants and staff management in the Indonesian National Police."

"Penelitian ini bertujuan untuk menguji pengaruh career development terhadap employee retention dengan employee engagement sebagai variabel mediasi. Career development diukur menggunakan konsep assesment phase, direction phase dan development phase. Employee engagement diukur dengan vigor, dedication, dan absorption dan employee retention diukur dengan indikator employee retention intention. Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian dikumpulkan melalui kuesioner yang dilakukan pada 90 karyawan kantor pusat PT. Jasa Marga (Persero) Tbk dengan menggunakan teknik non-probability convenience sampling. Penelitian ini menggunakan analisis jalur dan sobel test untuk menguji pengaruh langsung dan mediasi dari variabel-variabel.Hasil analisis jalur mengindikasikan bahwa career development mempengaruhi employee engagement secara signifikan. Hasil analisis jalur juga mengindikasikan bahwa career development dan employee engagement mempengaruhi employee retention secara signifikan. Hasil sobel test membuktikan pengaruh tidak langsung career development terhadap employeeretention melalui employee engagement secara signifikan.

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This study aims to examine career development on employee retention through employee engagement as a mediating variable. assesment phase, direction phase and development phase) Vigor,dedication,and absorption and employee retention intention indicator were using to measure career development,employee engagement and employee retention. This research used a quantitative approach. Data was collected through questionnaire which conducted on 90 employees PT Jasa Marga (Persero) Tbk by non-probability convenience sampling method. Path analysis and sobel test were used to test the direct and mediating relationship between variables. Path analysis show that career development affects employee engagement significantly. It also show career development and employee engagement affect employee retention significantly. Sobel test confirm for the indirect effect of career development on employee retention through employee engagement."

"Kinerja karyawan menjadi salah satu faktor bagian yang penting dalam SDM di perusahaan. Sesama karyawan saling bekerja sama untuk membangun perusahaan dengan baik karena memiliki komitmen yang tinggi pada perusahaan dan komitmen dapat membuat kinerja karyawan semakin baik. PT Pos Indonesia menjadi perusahaan yang mementingkan kinerja karyawan yang baik dan dapat membuat karyawan memiliki komitmen afektif yang kuat terhadap perusahaan serta memiliki pengembangan karir yang pasti. Maka dari itu, penelitian ini untuk menganalisis pengaruh career development terhadap employee performance dengan affective commitment sebagai variabel mediasi (Studi pada PT Pos Indonesia Regional 4). Tujuan penelitian ini untuk menganalisis pengaruh affective commitment sebagai variabel mediasi memengaruhi career development terhadap employee performance pada karyawan PT Pos Indonesia. Penelitian ini menggunakan metode kuantitatif dengan menyebar ke 100 orang responden karyawan tetap bagian manajerial dan menggunakan teknik stratified random sampling. Teknik analisis data dalam pnelitian ini menggunakan analisis regresi dan sobel test untuk menghubungkan variabel independen dengan variabel dependen menggunakan variabel mediasi. Hasil penelitian ini menunjukkan bahwa career developmet memiliki pengaruh terhadap employee performance. Namun, hasil penelitian career developmet terhadap employee performance lebih besar saat menggunakan variabel affective commitment.

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Employee performance is an important part of the HR in the company. To build a good company the employees are having a high commitment to the company and it can make employee performance better. PT Pos Indonesia is a company that emphasizes employee performance and can make them have a strong affective commitment to the company and have a definite career development. Therefore, this study is to analyze the effect of career development on employee performance with affective commitment as a mediation variable (Study Of PT Pos Indonesia Regional 4). The purpose of this study is to analyze the effect of affective commitment as a mediation variable affecting career development on employee performance at PT Pos Indonesia employees.This study uses quantitative methods by spread to 100 respondents as full-time employees of the managerial division and using stratified random sampling techniques. The data analysis technique in this study use regression analysis and sobel test to connect the independent variable with the dependent variable using the mediation variable. The results of this study indicate that career development has an influence on employee performance. However, the results of the career development research on employee performance were greater when using the affective commitment variable.

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"Kinerja karyawan menjadi salah satu faktor bagian yang penting dalam SDM di perusahaan. Sesama karyawan saling bekerja sama untuk membangun perusahaan dengan baik karena memiliki komitmen yang tinggi pada perusahaan dan komitmen dapat membuat kinerja karyawan semakin baik. PT Pos Indonesia menjadi perusahaan yang mementingkan kinerja karyawan yang baik dan dapat membuat karyawan memiliki komitmen afektif yang kuat terhadap perusahaan serta memiliki pengembangan karir yang pasti. Maka dari itu, penelitian ini untuk menganalisis pengaruh career development terhadap employee performance dengan affective commitment sebagai variabel mediasi (Studi pada PT Pos Indonesia Regional 4). Tujuan penelitian ini untuk menganalisis pengaruh affective commitment sebagai variabel mediasi memengaruhi career development terhadap employee performance pada karyawan PT Pos Indonesia. Penelitian ini menggunakan metode kuantitatif dengan menyebar ke 100 orang responden karyawan tetap bagian manajerial dan menggunakan teknik stratified random sampling. Teknik analisis data dalam pnelitian ini menggunakan analisis regresi dan sobel test untuk menghubungkan variabel independen dengan variabel dependen menggunakan variabel mediasi. Hasil penelitian ini menunjukkan bahwa career developmet memiliki pengaruh terhadap employee performance. Namun, hasil penelitian career developmet terhadap employee performance lebih besar saat menggunakan variabel affective commitment

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Employee performance is an important part of the HR in the company. To build a good company the employees are having a high commitment to the company and it can make employee performance better. PT Pos Indonesia is a company that emphasizes employee performance and can make them have a strong affective commitment to the company and have a definite career development. Therefore, this study is to analyze the effect of career development on employee performance with affective commitment as a mediation variable (Study Of PT Pos Indonesia Regional 4). The purpose of this study is to analyze the effect of affective commitment as a mediation variable affecting career development on employee performance at PT Pos Indonesia employees.This study uses quantitative methods by spread to 100 respondents as full-time employees of the managerial division and using stratified random sampling techniques. The data analysis technique in this study use regression analysis and sobel test to connect the independent variable with the dependent variable using the mediation variable. The results of this study indicate that career development has an influence on employee performance. However, the results of the career development research on employee performance were greater when using the affective commitment variable"