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"This study was conducted primarily to measure the relationship between career program, career development andpersonal outcomes using self-administered questionnaires gathered from employees who have worked at a Sabah localgovernment in Borneo. The outcomes of testing research hypothesis using a stepwise regression analysis showed twoimportant findings: firstly, relationship between career program (i.e., planning and management) and careerdevelopment positively and significantly correlated with job satisfaction. Secondly, relationship between careerprogram (i.e., planning and management) and career development positively and significantly correlated with careercommitment. Statistically, the result demonstrates that career development does act as an important mediating variablein the relationship between career program and personal outcomes in the career program model of the studiedorganization. The paper provides discussion, implications and conclusion.Penelitian ini dilakukan untuk mengukur hubungan antara program karir, pengembangan karir dan pribadi denganmenggunakan survei yang dikumpulkan dari karyawan yang telah bekerja pada pemerintah daerah Sabah diKalimantan. Pengujian hipotesis penelitian yang menggunakan analisis regresi bertahap menunjukkan dua penemuanpenting: Pertama, hubungan antara program karir (yaitu, perencanaan dan manajemen) dan pengembangan karirmemiliki hubungan positif dan signifikan dengan kepuasan kerja. Kedua, hubungan antara program karir (yaitu,perencanaan dan manajemen) dan pengembangan karir menunjukkan hubungan positif dan signifikan dengan komitmenkarir. Secara statistik, penemuan ini menunjukkan bahwa pengembangan karir tidak bertindak sebagai variabel mediasipenting dalam hubungan antara program karir dan pengembangan pribadi di dalam model program karir dari organisasiyang dipelajari di dalam penelitian ini. Makalah ini memberikan diskusi, implikasi dan kesimpulan."

"Penelitian ini dilakukan untuk mengukur hubungan antara program karir, pengembangan karir pribadi dengan menggunakan survei yang dikumpulkan dari karyawan yang telah bekerja pada pemerintah daerah Sabah di Kalimantan. Pengujian hipotesis penelitian yang menggunakan analisis regresi bertahap menunjukkan dua penemuan penting: Pertama, hubungan antara program karir (yaitu, perencanaan dan manajemen) dan pengembangan karir memiliki hubungan positif dan signifikan dengan kepuasan kerja. Kedua, hubungan antara program karir (yaitu, perencanaan dan manajemen) dan pengembangan karir menunjukkan hubungan positif dan signifikan dengan komitmen karir. Secara statistik, penemuan ini menunjukkan bahwa pengembangan karir tidak bertindak sebagai variabel mediasi penting dalam hubungan antara program karir dan pengembangan pribadi di dalam model program karir dari organisasi yang dipelajari di dalam penelitian ini. Makalah ini memberikan diskusi, implikasi dan kesimpulan.

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This study was conducted primarily to measure the relationship between career program, career development and personal outcomes using self-administered questionnaires gathered from employees who have worked at a Sabah local government in Borneo. The outcomes of testing research hypothesis using a stepwise regression analysis showed two important findings: firstly, relationship between career program (i.e., planning and management) and career development positively and significantly correlated with job satisfaction. Secondly, relationship between career program (i.e., planning and management) and career development positively and significantly correlated with career commitment. Statistically, the result demonstrates that career development does act as an important mediating variable in the relationship between career program and personal outcomes in the career program model of the studied organization. The paper provides discussion, implications and conclusion."

"Penelitian ini bertujuan untuk melihat hubungan kedua dimensi orientasi karier protean, yaitu self-directed dan values driven dengan kesuksesan karier subjektif yang diukur melalui kepuasan karier dan kepuasan kerja. Dalam hal ini, hubungan antara values-driven dengan kesuksesan karier subjektif dimoderasi oleh person-organization fit. Partisipan pada penelitian ini berjumlah 218 partisipan yang merupakan karyawan dari berbagai industri. Hasil yang diperoleh pada penelitian ini ialah self-directed berhubungan secara positif dengan kepuasan karier r = .33, 95 BCa CI [.20, .43], p < .05, signifikan maupun kepuasan kerja r = .30, 95 BCa CI [.16, .44], p < .05, signifikan. Hal ini membuktikan bahwa orang yang self-directed akan merasa sukses pada kariernya secara subjektif. Sedangkan pada variabel moderator, didapat hasil bahwa tidak terdapat efek moderasi person-organization fit pada hubungan antara values-driven dengan kepuasan karier r = .04, p > .05, tidak signifikan maupun kepuasan kerja r = -.01, p > .05, tidak signifikan.

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This study aims to examine the relationship between both dimensions of protean career attitudes self directed and values driven with subjective career success, which is measured by career satisfaction and job satisfaction. In this case, the relationship between values driven and subjective career success is moderated by person organization fit. Participants in this study amounted to 218 participants from various industries.

The results obtained in this study are first, self directed is positively correlated with career satisfaction r .33, 95 BCa CI .20, .43 , p .05, significant and job satisfaction r .30, 95 BCa CI .16, .44 , p .05, significant. This proves that a self directed person will feel subjectively success in their career. Second, it is found that there is no moderation effect of person organization fit on the relationship between values driven with career satisfaction r .04, p .05, not significant and job satisfaction r .01, p .05, not significant."

"Shows you how a shift in your own attitude can attract not just the right job for your background and/or work history, but also attract work that will be meaningful to you as well. This book features the premise: meaningful work is available to anyone willing to adopt the right mindset and attitude."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari perceived investment in employee developmnet terhadap turnover intention, yang dimediasi oleh affective commitment dan job satisfaction. Untuk penelitian ini, data didapatkan dari 90 responden yang bekerja di kantor pusat PT. Asuransi Bangun ASKRIDA. Sedangkan, metode yang digunakan dalam penelitian ini adalah metode Baron & Kenny (1986). Hasil dari penelitian menunjukkan bahwa perceived investment in employee development memberikan pengaruh terhadap turnover intention melalui variabel mediasi, yaitu affective commitment dan job satisfaction.

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This study aims to determine the impact of perceived investment in employee development toward turnover intention mediated by affective commitment and job satisfaction. The respondents of this study were 90 employees of PT. Asuransi Bangun ASKRIDA head office. This study uses Baron & Kenny (1986) method to process the data. The result of this study shows that perceived investment in employee development negatively affecting turnover intention through mediating variables, which is affective commitment and job satisfaction."

"One of the signs of organizational destruction was the low level of its employees' work satisfaction. This is a challenge to the organization on how to increase the employees' work satisfaction. The organization's success in maintaining and developing human resources depended an the leader. Leadership is an ability to influence people in order to achieve the organizational aims with high spirit. Henceforth a leader should play double role, as a supervisor and also a colleague in giving support to others. This opinion goes parallel with Locke (1976: 192 - 193) that leader or supervisor also acts as a fellow colleague and therefore leaders' attitude is one of dominant factors in determining work satisfaction. A good leadership in maintenance and development of human resources can give equal chance for employees to develop their career. Gilley and Eggland (1989: 93) stated that organization using career development to increase productivity, repair attitude and increase work satisfaction. This research conducted to (1) know the relationship between leadership and work satisfaction, (2) relationship of career development and work satisfaction, (3) relationship of leadership and career development to work satisfaction of employees at Directorate General of Immigration. This research is. a descriptive and correlation research-using-survey-method. Research instrument is using questioner in Likert Scale. Validity test of variables is conducted by using correlation technique of Product Moment, while reliability used Alpha Cronbach technique. The sample collected by Stratified Purposive Sampling. Analyses of each independent variable's relation to dependent variable is using simple correlation analysis with Spearman's Rho technique, while the relationship of both independent variables to dependent variable is using multiple correlation analysis of Product Moment. From this research can be concluded that: I. There is a significant and positive relation between leadership to work satisfaction. Better leadership can guarantee higher level of work satisfaction. 2. There is a significant and positive relation between career development to work satisfaction, Better career development can ensure higher work satisfaction. 3, There is a significant and positive relation between leadership and career development to work satisfaction. The better quality of leadership and career development, the higher work satisfaction of employees. The conclusion of this research is that leadership and career development both individually or together related to the level of work satisfaction, although there are still some weaknesses of variables from the frequency distribution. Suggestion that can be put forward is improvement and increase to ensure an optimal variables of leadership and career development to ensure better work satisfaction of employees."

"Penelitian ini bertujuan untuk menganalisis pengaruh praktek sumber daya manusia (kompensasi, pelatihan dan pengembangan, dan promosi) terhadap career satosfaction melalui career commitment. Pendekatan penelitian ini adalah kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner kepada responden penelitian yakni karyawan tetap di Pertamina-Medco JOB. Selain pertanyaan-pertanyaan pada kuesioner, terdapat pula kolom open-enden question yang dapat diisi oleh responden, dan wawancara kepada pihak HRD Pertamina-Medco JOB untuk memperdalam analisa penelitian ini. Berdasarkan hasil penelitian, disimpulkan bahwa terdapat pengaruh mediasi secara parsial oleh variabel career commitment terhadap pengaruh hubungan antara variabel praktek sumber daya manusia pada career satisfaction.

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The purpose of this research is to examine the effect of human resource practices (compensation, training and development, and promotion) with career satisfaction through career commitment. The research use quantitative method and data was gathered through employees at Pertamina-Medco JOB. Beside questions in questionnaire, the research used open-ended question column in the end of the questionnaire and did an interview with HRD of Pertamina-Medco JOB to get deeper interpretation. The result shows that there was a partial mediation on the relationship between human resource practices to career satisfaction through career commitment."

"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 mengetahui apakah career adaptability memiliki peran yang lebih kuat dalam kepuasan hidup karyawan dibandingkan dengan kepribadian grit. Penelitian ini merupakan penelitian kuantitatif dengan metode korelasional dan regresi berganda. Ketiga variabel tersebut diukur dengan menggunakan alat ukur Satisfaction With Life Scale untuk mengukur kepuasan hidup secara keseluruhan, Short Grit Scale untuk mengukur grit, dan Career Adapt-Abilities Scale Form 2.0 untuk mengukur kemampuan beradaptasi karir. Partisipan dalam penelitian ini berjumlah 113 karyawan dengan rentang usia 25-40 tahun dan telah bekerja di perusahaan tempat mereka bekerja minimal satu tahun. Hasil analisis menunjukkan bahwa adaptasi karir (r = 0,381, p <0,05) memiliki hubungan yang positif dan signifikan dengan kepuasan hidup karyawan, sedangkan grit tidak (r = 0,009, p> 0,05). Hasil analisis juga menunjukkan bahwa adaptasi karir (β = 0,433, p <0,05) memiliki peran yang lebih kuat daripada kepribadian grit (β = -0,157, p> 0,05) dalam memprediksi kepuasan hidup karyawan.

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This study aims to determine whether career adaptability has a stronger role in employee life satisfaction than grit personality. This research is a quantitative research with correlational method and multiple regression. These three variables were measured using the Satisfaction With Life Scale measuring tool to measure overall life satisfaction, the Short Grit Scale to measure grit, and the Career Adapt-Abilities Scale Form 2.0 to measure career adaptability. Participants in this study totaled 113 employees with an age range of 25-40 years and had worked at the company where they worked for at least one year. The analysis showed that career adaptation (r = 0.381, p <0.05) had a positive and significant relationship with employee life satisfaction, while grit did not (r = 0.009, p> 0.05). The analysis also showed that career adaptation (β = 0.433, p <0.05) had a stronger role than grit personality (β = -0.157, p> 0.05) in predicting employee life satisfaction."

"Fenomena quiet quitting, di mana karyawan membatasi kontribusi mereka pada pekerjaan sesuai dengan deskripsi tugas minimum, telah menjadi perhatian yang meningkat dalam beberapa tahun terakhir. Penelitian ini menyelidiki dampak perceived career development, job insecurity, dan smart technology negative awareness terhadap quiet quitting di sektor perbankan syariah Indonesia. Penelitian ini bertujuan untuk menguji bagaimana perceived career development, job insecurity, dan smart technology negative awareness memengaruhi quiet quitting, serta dampaknya terhadap perceived performance. Data dikumpulkan melalui survei daring yang melibatkan 233 responden yang bekerja di sektor perbankan syariah di Indonesia. Data dianalisis menggunakan Structural Equation Modeling (SEM) dengan perangkat lunak LISREL 8.80. Hasil penelitian ini menemukan bahwa perceived career development memiliki pengaruh positif terhadap quiet quitting, yang mana bertentangan dengan hipotesis awal yang mengharapkan hubungan negatif. Job insecurity berpengaruh positif terhadap quiet quitting, menunjukkan bahwa ketidakamanan kerja mendorong perilaku quiet quitting. Smart technology negative awareness juga memiliki pengaruh positif terhadap quiet quitting. Namun, quiet quitting tidak memiliki dampak negatif yang signifikan terhadap perceived performance. Penelitian ini memberikan kontribusi penting dengan mengeksplorasi faktor-faktor yang memengaruhi quiet quitting di sektor perbankan syariah. Hasil penelitian ini menyarankan bahwa upaya untuk mengurangi quiet quitting harus difokuskan pada pengurangan ketidakamanan kerja, dan pengelolaan persepsi negatif terhadap teknologi cerdas di tempat kerja.

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The phenomenon of quiet quitting, where employees limit their contributions to work according to the minimum job description, has become an increasing concern in recent years. This study investigates the impact of perceived career development, job insecurity, and smart technology negative awareness on quiet quitting in Indonesia's Islamic banking sector. The study aims to examine how perceived career development, job insecurity, and smart technology negative awareness influence quiet quitting, as well as its impact on perceived performance. Data were collected through an online survey involving 233 respondents working in Indonesia's Islamic banking sector. The data were analyzed using Structural Equation Modeling (SEM) with LISREL 8.80 software. The results of this study found that perceived career development has a positive influence on quiet quitting, which contradicts the initial hypothesis expecting a negative relationship. Job insecurity positively influences quiet quitting, indicating that job insecurity drives quiet quitting behavior. Smart technology negative awareness also positively affects quiet quitting. However, quiet quitting does not have a significant negative impact on perceived performance. This study provides significant contributions by exploring the factors influencing quiet quitting in the Islamic banking sector. The findings suggest that efforts to reduce quiet quitting should focus on reducing job insecurity and managing negative perceptions of smart technology in the workplace."