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"ABSTRACTEntrepreneurship is becoming a very relevant instrument to promote economic growth and development the country.Moreover, a career in entrepreneurship also offers significant opportunities for individuals to achieve Bnancialindependence and benefit of the economy by contributing to job creation, innovation and economic growth. However,in Indonesia there are only 0.18% of 220 million- people who are entrepreneurs which is far less than 2 percent of the people. In this regard, nom a psychological point of view, the intention to become an entrepreneur has been described as the single best predictor of actual behavior (Ajzen, 1991). On the other hand, it is also understood that one of the characteristic to become a success entrepreneur is the person should be resilience. The question was raised whether there is a relationship between resilience and entrepreneurial intentions. To collect the data this study used the modified AQ Profile (Stoltz, 1997) to assess participants -resilience and Entrepreneurial Intention Questionnaire (EIQ) developed by Linan & Chen (2006), which has been recently modified and validated, to measure entrepreneurial intentionsamongst University of Indonesia students and employees.This research was done amongst University students (N= 93) and employees (N=107). Findings indicated that there was no significant correlation between Adversity Quotient and Entrepreneurial Intention amongst University students.However, there is a significant correlation between Resilience (Adversity Quotient) and Entreprenernial Intention amongst employees."

"ABSTRAKPenelitian ini bertujuan untuk menganalisis peran nilai-nilai Personal terhadap Orientasi Kewirausahaan Individu dan Intensi Kewirausahaan. Nilai-Nilai Personal dikategorikan berdasarkan kategori yang disampaikan oleh Schwartz (1992) yang terdiri atas Openness to Change, Conservation, Self Enhancement, dan Self Transcendence. Unit analisis penelitian ini adalah peserta Management Trainee (Officer Development Program) yang sedang menjalani masa pelatihan di Corporate University PT Bank xxx (Persero) Tbk. Metode penelitian yang digunakan adalah Structural Equation Modelling (SEM). Hasil penelitian menunjukkan bahwa hanya Conservation yang tidak menunjukkan pengaruh terhadap Orientasi Kewirausahaan Individu. Kategori Nilai-Nilai Personal lainnya yang terdiri atas Openness to Change, Self Transcendence, dan Self Enhancement menunjukkan ada pengaruhnya terhadap Orientasi Kewirausahaan Individu. Selanjutnya untuk pengujian antara Nilai-Nilai Personal terhadap Intensi Kewirausahaan, diketahui bahwa Self Enhancement dan Conservation berpengaruh terhadap Intensi Kewirausahaan, sedangkan dua kategori lainnya tidak menunjukkan hasil yang sama. Kemudian pengujian terakhir dilakukan dengan hasil Orientasi Kewirausahaan Individu tidak berpengaruh terhadap Intensi Kewirausahaan.

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ABSTRACTThis study discusses the role of Personal Values on entrepreneurship, especially Individual Entrepreneurial Orientation and Entrepreneurial Intention. The study conducted on the individual level with the respondents being participants of the Management Trainee (Officer Development Program) who were undergoing training at Corporate University PT Bank xxx (Persero) Tbk. The research method used is Structural Equation Modeling (SEM). The results show that there is no influence of Conservation on Individual Entrepreneurial Orientation. Other Personal Values categories of Openness to Change, Self-Transcendence, and Self Enhancement indicate that there is an effect on Individual Entrepreneurial Orientation. Furthermore, for testing the impact of Personal Values on Entrepreneurial Intention, the results obtained that Self Enhancement and Conservation affect Entrepreneurial Intention, while the other two categories do not show the same results. Finally, we found that no effect of Individual Entrepreneurial Orientation on the Entrepreneurship Intention."

"Dalam beberapa tahun terakhir, konsep social entrepreneurship telah menarik perhatian pemerintah, akademisi, dan praktisi dengan karakteristik gandanya yang menciptakan keuntungan ekonomi dan manfaat sosial, dalam usaha memecahkan permasalahan sosial. Studi ini bertujuan mengidentifikasi dimensi-dimensi employee engagement dan resilience yang mempengaruhi social entrepreneurial intentions karyawan sebuah social enterprise di Indonesia. Studi ini menggunakan Teori Perilaku Terencana (Theory of Planned Behavior) dari Ajzen sebagai kerangka konseptual. Dimensi employee engagement dalam studi ini terdiri atas vigor, dedication, dan absorption, sementara dimensi dari resilience terdiri dari hardiness dan persistence. Kuesioner digunakan sebagai alat utama pengumpulan data, yang dianalisa dengan statistik deskriptif dan regresi linier berganda. Kuesioner dengan 38 butir pernyataan direspon oleh 136 responden. Penelitian menggunakan metode total sampling dimana jumlah sampel sama dengan populasi.  47% (N = 64) responden adalah laki-laki dan 63% (N = 72) dengan mayoritas responden berusia 26 sampai 30 tahun. Secara umum, persepsi karyawan akan social entrepreneurship intentions, employee engagement, dan resilience relatif tinggi. Hasil penelitian menunjukkan bahwa employee engagement dan resilience dapat memprediksi social entrepreneurial intentions. Korelasi positif dan signifikan ditemukan antara dimensi dedication dari employee engagement secara bersama-sama dengan dimensi hardiness dan persistence dari resilience terhadap social entrepreneurial intentions. Pengaruh tertinggi diberikan oleh dimensi hardiness dari resilience.

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In recent years, the concept of social entrepreneurship has attracted the interest of governments, academics, and practitioners for its dual nature in creating both economic and social values, in efforts to solve social issues. This study aims to identify dimensions of employee engagement and resilience impacting social entrepreneurial intentions of employees in a social enterprise in Indonesia, using Ajzens Theory of Planned Behavior as conceptual framework. Engagement in this study consists of vigor, dedication, and absorption, while resilience dimensions encompass hardiness and persistence. Questionnaires were used as main instrument to collect data, which was later analyzed using descriptive statistics and multiple linear regression. A 38-item questionnaire was responded by 136 respondents. This research used total sampling method. 47% (N = 64) respondents were male and 63% (N = 72) were female. Majority of the respondents were between 26 and 30 years old. Overall, employees perception of their social entrepreneurial intentions, employee engagement, and resilience is relatively high. Results showed that engagement and resilience do predict social entrepreneurial intentions. There are also positive and significant influences of dedication of engagement and hardiness and persistence of resilience on social entrepreneurial intentions. The most dominant impact comes from hardiness dimension of resilience."

"Penelitian ditujukan untuk melihat hubungan antara iklim organisasi dan kebosanan kerja pada karyawan bank syariah. Pengukuran persepsi iklim organisasi dilakukan dengan menggunakan alat ukur Organizational Climate Questionnaire OCQ dengan nilai reliabilitas sebesar 0,77. Pengukuran kebosanan kerja dilakukan dengan menggunakan alat ukur Dutch Boredom Scales DUBS dengan nilai reliabilitas sebesar 0,86. Kedua alat ukur diberikan kepada 93 partisipan yang merupakan karyawan bank syariah pada bank yang sama. Hasil penghitungan menggunakan korelasi pearson menunjukkan bahwa iklim organisasi memiliki hubungan negatif yang signifikan r= - 0,31, p

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The aim of this research is to test the relationship between organizational climate and job boredom on Islamic bank employees. Perception of organizational climate was measured with Organizational Climate Questionnaire OCQ with reliability coefficient 0,77. Measurement of job boredom conducted with Dutch Boredom Scales DUBS with reliability coefficient 0,86. Both scales are administrated to 93 Islamic bank employess in the same bank. The result showed that organizational climate which is analyzed with Pearson Correlation had negative significant relationship with job boredom on employees r 0,31, p 0.01 . This research also analyzed demographical factors with independent sample t test and one way anova. Result showed that demographical factor including gender and educational level didn't differ significantly on both variables. Other demographical factors such as age also didn't differ significantly by mean on job boredom. Demographical factors such as length of time working and position on organizational climate also showed had no significant differences by its mean."

"Emotional intelligence is a hot topic. Proven as a leading driver of success, it's also a hot commodity. The EQ Difference offers practical tips and suggestions for developing emotional intelligence and reaping its benefits in any work environment."

"Melihat peran penting karyawan sebagai sumber daya perusahaan dan fokus perusahaan untuk bertahan dalam persaingan membuat perusahaan perlu melakukan inovasi-inovasi sebagai competitive advantage perusahaan. Oleh karena itu penting bagi perusahaan mendukung karyawannya agar dapat memunculkan kreativitasnya dalam bekerja, yaitu dengan menciptakan lingkungan kerja kreatif. Penelitian ini dilakukan untuk melihat apakah terdapat hubungan antara faktor-faktor pendorong dan penghambat kreativitas dari lingkungan kerja kreatif dengan keterikatan kerja. Penelitian ini termasuk penelitian kuantitatif dan menggunakan teknik accidental sampling pada 50 konsultan yang bekerja di perusahaan konsultasi manajemen. Adaptasi alat ukur KEYS (Amabile, 2010) digunakan untuk mengukur lingkungan kerja kreatif dan adaptasi alat ukur Utrecht Work Engagement Scale (UWES) oleh Rukhmi (2011) digunakan untuk mengukur keterikatan kerja. Hasil penelitian menunjukkan bahwa terdapat hubungan yang positif dan signifikan antara faktor pendorong kreativitas dan keterikatan kerja (r=0,533; p<0.01), serta tidak terdapat hubungan antara faktor penghambat kreativitas dan keterikatan kerja (r=0,098; p>0.01). Dengan demikian perusahaan perlu untuk memperhatikan lingkungan kerja karyawan agar dapat meningkatkan kreativitas dan keterikatan kerja mereka.

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Seeing the important role of employees as the company's resources and focus the company to survive in the competition made the company needs to make these innovations as a competitive advantage the company. Then, it is important to support the company's employees to bring creativity to work by creating an environment that supports them to be creative.

This research was conducted to see whether there is a relationship between the stimulants and obstacles factor of work environment for creativity and work engagement. This study is quantitative research and using accidental sampling technique among 50 consultants who is working in management consulting firms. KEYS (Amabile, 2010) adapation is using to measure work environment for creativity and Utrecht Work Engagement Scales (UWES) by Rukhmi's (2011) adapation is using to measure work engagment.

The result of this study is that there is a positive and significant relationship between the stimulants factor of creativity and work engagement, (r = 0.533, p <0.01), and there is no relationship between the obstacle factor of creativity and work engagement. (r = 0.098, p> 0.01). Thus companies need to pay attention to the work environment of employees in order to increase their creativity and work engagement."

"Penelitian ini dilakukan untuk melihat gambaran mengenai hubungan antara work values dan adaptabilitas karier pada siswa kelas 9. Hal tersebut karena siswa kelas 9 diharapkan sudah mengetahui dan mulai merencanakan kariernya di masa depan. Pengukuran work values dilakukan dengan alat ukur The Work Values Scale Ye, 2015. Sementara, adaptabilitas karier diukur menggunakan alat ukur Career Adapt-Abilites Scale CAAS Savickas Porfeli, 2012. Partisipan penelitian ini berjumlah 569 dari siswa kelas 9 SMP. Hasil penelitian ini menunjukkan bahwa terdapat hubungan yang signifikan antara work values dan adaptabilitas karier pada siswa kelas 9 R2 = 0.21, p < 0.01, sehingga dapat dikatakan bahwa semakin berkembangnya work values pada siswa maka semakin baik kemampuan adaptabilitas karier pada siswa. Berdasarkan hasil penelitian ini, penting bagi siswa kelas 9 untuk memiliki adaptabilitas karier yang baik dalam memilih jurusan di SMA, dan bagaimana work values dapat memberikan kontribusi pada adaptabilitas karier siswa kelas 9.

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This research aimed to find the relationship between work values and career adaptability among 9th grade students. The reason this research needs to be done is because 9th grade students are expected to be ready for their career in the future. Work values was measured using The Work Values Scale Ye, 2015 . Career adaptability was measured using Career Adapt Abilities Scales CAAS Savickas Porfeli, 2012. The participants of this research are 569 9th grade students.

The result of this research show that work values have a significant relationship with 9th grades student rsquo s career adaptability R2 0.21, p 0.01. The result shows that the more developed the work values of the individual means the better the career adaptability of the students. Based on the results, it is important for 9th grade students to have a good career adaptability in order to prepares and choose majors in the next level of education, and work values can contribute towards the career adaptability of 9th grade students."

"Penelitian ini untuk melihat hubungan antara workplace well-being dan Chinese value pada karyawan keturunan Chinese. Workplace well-being didefinisikan sebagai rasa sejahtera yang diperoleh karyawan dari pekerjaannya, yang terkait dengan perasaan karyawan secara umum (core affect) dan kepuasan yang didapatkan dari faktor intrinsik dan ekstrinsik dari pekerjaan (work values), yang diukur melalui Workplace Well-Being Index (WWBI) (Page, 2005). Nilai didefinisikan sebagai prinsip yang dianut untuk mengatur tingkah laku seseorang (Chinese Culture Connection, 1987 dalam Ongkowijoyo, 2011), diukur melalui Chinese Value Survey (Bond et al. dalam Mathews, 2000). Sampel penelitian ini adalah 104 karyawan keturunan Chinese yang diperoleh secara accidental sampling. Hasil analisis menunjukkan hubungan yang signifikan antara workplace well-being dan Chinese Value pada karyawan keturunan Chinese (r= 0.226, p<0.05,two-tailed). Implikasi dari hasil penelitian ini adalah Chinese value yang dianut oleh karyawan keturunan Chinese berhubungan dengan kesejahteraan yang dirasakan karyawan di tempat kerja.

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The aim of this study is to identifying the relationship between workplace well-being and Chinese value among Chinese employee. The definition of workplace well-being is as sense of well-being that employees gain from their work, including core affect dan the satisfaction of intrinsic and/or extrinsic work values, that measured by using the Workplace Well-Being Index (WWBI) (Page, 2005). Value is defined as a set of principal which believed by a person to govern his attitude (Chinese Culture Connection, 1987 in Ongkowijoyo, 2011), that measured by using the Chinese Value Survey (Bond et al. in Mathews, 2000). The samples of this study were 104 Indonesian Chinese employees were gain using accidental sampling. The analysis showed significant correlation between workplace well-being and Chinese value among Chinese employee (r= 0.226, p<0.05, two-tailed). The implication of this research gives us conclusion that the Chinese value of Chinese employee have relation with well-being of those employee at workplace."