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"Pesatnya pertumbuhan perusahaan rintisan berbasis digital di Indonesia tidak lepas dari peran sumber daya manusianya. Mengingat kondisi perusahaan yang masih tergolong baru dan masih berjuang untuk tetap eksis, perusahaan perlu untuk mengoptimalkan peran SDM nya seefektif mungkin. Sehingga penting halnya bagi perusahaan rintisan berbasis digital untuk menjaga karyawannya tetap engage pada pekerjaannya, serta meminimalisir intensi karyawan untuk keluar. Penelitian ini bertujuan untuk menganalisis pengaruh career adaptability dan leader member exchange (LMX) terhadap work engagement dan turnover intention, serta melihat peran mediasi Job insecurity pada pengaruh antar variabel tersebut. Sebanyak 312 responden yang merupakan karyawan aktif di perusahaan rintisan berbasis digital di Indonesia berhasil dikumpulkan datanya dan di olah dengan structural equation modelling (SEM). Hasil penelitian mengungkapkan bahwa work engagement dipengaruhi secara positif oleh career adaptability dan LMX, serta dipengaruhi secara negatif oleh job insecurity. Turnover intention dipengaruhi secara negatif oleh LMX dan secara positif oleh job insecurity. Job insecurity dipengaruhi oleh career adaptability dan LMX. Serta terbuktinnya peran mediasi job insecurity pada pengaruh career adaptability dan LMX terhadap work engagement dan turnover intention.

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The rapid growth of digital startups in Indonesia cannot be separated from the role of human resources. Given the condition of the company which is still relatively new and still struggling to exist, the company needs to optimize its HR role as effectively as possible. So it is important for digital startup companies to keep their employees engaged in their work, and to minimize employee intention to leave. This study aims to analyze the effect of career adaptability and leader member exchange (LMX) on work engagement and turnover intention, and to see the mediating role of Job insecurity on the influence between these variables. 312 respondents who are active employees of digital startups in Indonesia have successfully collected their data and processed them with structural equation modeling (SEM). The results revealed that work engagement is positively influenced by career adaptability and LMX, as well as negatively influenced by job insecurity. Turnover intention is affected negatively by LMX and positively by job insecurity. Job insecurity is influenced by career adaptability and LMX. And the mediation role of job insecurity on the influence of career adaptability and LMX on work engagement and turnover intention is proven in this study."

"Organisasi memerlukan karyawan dengan level work engagement yang tinggi sebagai competitive advantages untuk dapat bersaing di era VUCA. Leader-member exchange (LMX) adalah salah satu prediktor yang berperan kuat pada work engagement karyawan. Oleh sebab itu, diperlukan studi yang dapat menjelaskan kedua variabel tersebut. Dari hasil studi tersebut akan dirancang intervensi yang diharapkan dapat meningkatkan kualitas hubungan atasan bawahan sehingga work engagement karyawan menjadi lebih kuat. Penelitian ini terdiri dari dua studi. Studi satu bertujuan untuk melihat pengaruh LMX terhadap work engagement di PT X. Studi ini menggunakan pendekatan kuantitatif, dengan desain penelitian korelasional yang dilakukan kepada 72 karyawan PT X. Alat ukur yang digunakan dalam penelitian adalah UWES 9 dan LMX-MDM. Hasil uji regresi menunjukkan bahwa terdapat pengaruh yang signifikan dari LMX terhadap work engagement (p < .05, R2 = .20). Berdasarkan hasil tersebut, peneliti melakukan studi dua untuk melakukan intervensi program peningkatan LMX kepada atasan (delapan orang) yang dipersepsi bawahan memiliki kualitas hubungan dengan bawahan yang belum optimal. Hasil menunjukkan terdapat perbedaan mean yang signifikan pada evaluasi pembelajaran (Z = -2.21, p < .05) serta terdapat perubahan evaluasi perilaku secara signifikan (Z = -2.37, p < .05). Hasil uji beda pre-post variabel menunjukkan terdapat peningkatan signifikan skor leader-member exchange dan work engagement (p < .05). Oleh karena itu, program peningkatan LMX efektif meningkatkan leader-member exchange yang selanjutnya memengaruhi peningkatan work engagement karyawan di PT X.

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Organization need employees with high level of work engagement as competitive advantages in this VUCA era. Leader-member exchange (LMX) is one of predictors of work engagement. This study will explain relationhip between two variables and find an appropriate intervention to increase LMX that will impact the work engagement enhancement. This research consists of two study, first study will examine the effects of LMX on work engagement at X organization. The research design used quantitative method and correlational design. First study involved 72 employees, measurement instruments used UWES 9 and LMX-MDM.

Result showed the significant effects of LMX on work engagement (p < .05, R2 = .20). Based on first study result, researcher conducted LMX improvement program for the direct supervisor that has minimum score of LMX perceived by the subordinate and the one-group pretest-posttest design for the second study (intervention). Result showed there was significant difference mean score in knowledge evaluation (Z = -2.21, p < .05), and significant in behavior evaluation (Z = -2.37, p < .05). There is significant mean score differentiation between leader-member exchange and work engagement before and after the intervention at X organization (p < .05). Therefore, LMX improvement program effective to increase leader-member exchange then will impact the improvement of work engagement."

"Penelitian ini bertujuan untuk menguji pengaruh leader member exchange, adaptability culture, dan psychological capital terhadap Individuals Readiness to Change dengan change fatigue sebagai moderator. Data empiris dikumpulkan dari 723 pegawai tetap BPJS Kesehatan dengan menggunakan metode survei online. Studi ini di analisis menggunakan program aplikasi SPSS dengan analisis regresi berganda untuk menguji tujuh hipotesis yang diajukan. Hasil penelitian menunjukkan bahwa adaptability culture dan psychological capital berpengaruh positif dan signifikan terhadap Individuals Readiness to Change dengan change fatigue bukan sebagai variabel moderator dari hubungan yang terjadi antara leader member exchange, adaptability culture, dan psychological capital terhadap Individuals Readiness to Change. Penelitian ini diharapkan dapat memberikan kontribusi bagi pengambil kebijakan di bidang sumber daya manusia untuk mengidentifikasi kesiapan individu untuk berubah sekaligus dapat mengantisifasi kelelahan berubah yang terjadi khususnya di sektor publik

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This study aims to examine the effect of leader member exchange, adaptability culture, and psychological capital on Individuals Readiness to Change with change fatigue as a moderator. Empirical data were collected from 723 permanent employees of BPJS Health using an online survey method. This study was analyzed using the SPSS application program with multiple regression analysis to test the seven hypotheses proposed. The results show that adaptability culture and psychological capital have a positive and significant effect on Individuals Readiness to Change with change fatigue not as a moderating variable of the relationship between leader member exchange, adaptability culture, and psychological capital on Individuals Readiness to Change. This research is expected to contribute to policy makers in the field of human resources to identify individual readiness to change as well as to anticipate change fatigue that occurs especially in the public sector.

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"Penelitian ini dilakukan untuk mendapatkan gambaran persepsi hubungan antara atasan dan bawahan dalam leader-member exchange, serta persepsi karyawan terhadap dukungan organisasi atau perceived organizational support, yang merupakan faktor yang mempengaruhi turnover intentions karyawan. Peneliti menggunakan organizational commitment sebagai mediator variabel untuk melihat pengaruh langsung dan tidak langsung dari kedua independen variabel tersebut. Partisipan penelitian berjumlah 176 orang karyawan yang terdiri atas dua kelompok responden, yaitu Responden A sebagai atasan dan Responden B sebagai pelaksana/bawahan yang akan dibandingkan hasilnya.Hasil penelitian ini menunjukkan hasil yang signifikan pada kedua responden penelitian terkait dengan pengaruh perceived organizational support terhadap turnover intentions, baik secara langsung maupun tidak langsung melalui organizational commitment sebagai mediator. Namun, menunjukkan hasil yang berbeda pada pengaruh leader-member exchange terhadap turnover intentions, baik secara langsung maupun melalui organizational commitment sebagai moderator. Pada Responden A, leader-member exchange tidak memiliki pengaruh yang signifikan terhadap turnover intentions, baik secara langsung maupun melalui organizational commitment sebagai moderator. Sedangkan, hasil pada Responden B menunjukkan hasil yang sebaliknya, yaitu terdapat pengaruh yang signifikan leader-member exchange terhadap turnover intentions, baik secara langsung maupun melalui organizational commitment sebagai moderator.

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This research was conducted to get a whole picture of the perception toward superiors subordinates'relationship in leader member exchange, as well as employee's perceptions of organizational support in perceived organizational support, which may affect employee turnover intentions. Researcher use organizational commitment as a moderator variable to see the direct and indirect influences from those two independent variables. Survey data were collected from 176 employees, which consists of two groups of respondents, namely Respondent A as superior and Respondent B as the executor subordinate, which will be compared the result with one another.

The result of this study shows significant in both respondents related to the influence of perceived organizational support toward turnover intentions, either directly or indirectly through organizational commitment as a mediator variable. However, it shows different on the influences of leader member exchange toward turnover intentions, either directly or indirectly through organizational commitment as a moderator variable. Respondent A show that leader member exchange has no significant effect on the employee's turnover intentions, either directly or through organizational commitment as a moderator. Meanwhile, the results of Respondent B show the opposite, that there is a significant influence of leader member exchange on employee's turnover intention, either directly or through organizational commitment as moderator."

"Penelitian ini bertujuan untuk menganalisis pengaruh leader-member exchange (LMX), partisipasi, dan informasi terhadap commitment to change yang dimediasi oleh employee perceptions of justice. Penelitian ini dilakukan di Kementerian Sekretariat Negara yang mulai tahun 2005 mengalami proses perubahan organisasi melalui pelaksanaan reformasi birokrasi. Pengumpulan data dilakukan dengan menggunakan metode survei kuesioner. Jumlah responden dalam penelitian ini sebanyak 372 orang. Analisis data dilakukan dengan menggunakan metode Structural Equation Model (SEM).Hasil penelitian menunjukkan bahwa leader-member exchange (LMX) tidak memiliki pengaruh positif langsung terhadap commitment to change, sedangkan partisipasi dan informasi memiliki pengaruh positif langsung terhadap commitment to change. Selain itu, leadermember exchange (LMX), partisipasi, dan informasi memiliki pengaruh positif langsung terhadap employee perceptions of justice.Penelitian ini juga membuktikan bahwa employee perceptions of justice memediasi secara penuh pengaruh leader-member exchange (LMX) terhadap commitment to change. Di sisi lain, employee perceptions of justice memediasi secara parsial pengaruh partisipasi dan informasi terhadap commitment to change.

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This research aimed to analyze the influence of leader-member exchange (LMX), participation and information toward commitment to change mediated by employee perception of justice. This research was conducted in the Ministry of State Secretariat of the Republic of Indonesia. In addition, the Ministry of State Secretariat had bureaucratic reformation in 2005, resulting in the changes of its organization. The data were collected from questionnaires. The participants of the questionnaires were 372 people. The data were analyzed by using Structural Equation Model (SEM).

The result showed that leader-member exchange (LMX) did not has positive effect directly toward commitment to change, while participation and information have positive effect directly toward commitment to change. Moreover, leader-member exchange (LMX), participation, and information have positive effect directly toward employee perceptions of justice.

This research also proved that employee perceptions of justice fully mediate the effect leader-member exchange (LMX) toward commitment to change. On the other hand, employee perceptions of justice partially mediate the effect participation and information toward commitment to change."

"Penelitian ini bertujuan untuk melihat peningkatan leader member exchange (LMX) terhadap keterlibatan kerja melalui intervensi program kepemimpinan di plant PT X. Penelitian ini menggunakan desain before-after dan terdiri dari studi awal, intervensi, dan studi lanjutan. Partisipan dalam studi intervensi merupakan pimpinan dan dalam studi awal serta lanjutan merupakan bawahan. Peneliti menggunakan alat ukur LMX MDM untuk mengukur leader member exchange dan UWES-9 untuk mengukur keterlibatan kerja. Hasil survei awal menunjukkan terdapat pengaruh yang signifikan antara leader member exchange dan keterlibatan kerja pada karyawan di plant PT X (β = 0,40; r2 = 0,16; p = 0,02). Peneliti melakukan intervensi program kepemimpinan untuk meningkatkan skor leader member exchange yang harapannya juga dapat meningkatkan skor keterlibatan kerja. Hasil intervensi menunjukkan, terdapat peningkatan pengetahuan setelah partisipan mengikuti pelatihan kepemimpinan. Namun, partisipan belum secara konsisten menerapkan tingkah laku yang dapat meningkatkan kualitas hubungan atasan bawahan. Hasil studi lanjut setelah intervensi, menunjukkan tidak terdapat peningkatan skor leader member exchange dan keterlibatan kerja. Dengan demikian, maka diusulkan saran untuk dapat mengoptimalkan hubungan atasan bawahan di plant PT X antara lain, menjadikan one on one conversation sebagai kegiatan rutin, pemberian umpan balik konstruktif sesuai pedoman, membangun hubungan berlandaskan rasa saling percaya, dukung, dan dapat saling mengandalkan serta apresiasi kepada tim yang konsisten menerapkan kegiatan yang dapat mengoptimalkan kualitas hubungan dalam tim.

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This study aims to investigate an increase in the relationship between LMX to work engagement through leadership intervention programs at plant PT X. This study used a before-after design and consisted of three stages, namely initial study, intervention, and further study. Participants in the intervention study were leaders and participants in the initial and follow-up studies were subordinates. Researchers used the LMX to measure the leader member exchange and UWES-9 to measure work engagement. Preliminary survei results showed that there was a significant effect between the leader member exchange and work engagement on employees at plant PT X ( β = 0,40; r2 = 0,16; p = 0,02). The researcher conducted a leadership intervention program to increase the score of leader member exchange which are expected to also increase the score of work engagement.

The results of the intervention showed that there was an increase in knowledge after participants took part in the leadership training but participants had not consistently applied behavior that could improve the quality of subordinate supervisors' relationships. The results of further studies showed that there was no increase in LMX and work engagement scores between before and after the implementation of leadership intervention. Thus, suggestions for optimizing LMX in the plant PT X include making one on one conversation a routine activity, providing constructive feedback according to guidelines, building relationships based on mutual trust, support, and mutual dependence and appreciation to teams that consistently implement activities that can optimize the quality of relationships within the team."

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Masa remaja merupakan masa yang penting untuk mulai mempersiapkan karier. Salah satu sumber daya yang penting untuk dimiliki individu untuk dapat menghadapi tantangan karier adalah adaptabilitas karier. Terdapat empat kemampuan yang menunjukkan adaptabilitas karier, yakni career concern, career control, career curiosity, dan career confidence. Penelitian ini bertujuan untuk melihat kontribusi dari dimensi connectedness dan value dalam perspektif waktu masa depan terhadap adaptabilitas karier siswa SMP di Banyuwangi, Indonesia. Penelitian dengan desain cross-sectional dilakukan terhadap 1.214 siswa SMP (M = 13,52, SD = 1,029). Hasil analisis multiple linear regression menunjukkan bahwa connectedness dan value dapat memprediksi adaptabilitas karier pada siswa SMP di Banyuwangi secara signifikan (F(2, 1211) = 143.934, p < 0,001, R² = 0,192). Dimensi connectedness menunjukkan pengaruh yang lebih tinggi dibandingkan dimensi value. Hasil penelitian ini juga menunjukkan pentingnya mendorong remaja untuk mulai memahami hubungan antara perilaku di masa kini dengan konsekuensi di masa depan (connectedness) serta menghargai tujuan jangka panjang (value) secara lebih dini.

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Adolescence is an important time to start preparing for a career. One of the important psychological resources’ individuals need to develop to successfully manage career challenges is career adaptability. There are four abilities that show career adaptability, namely career concern, career control, career curiosity, and career confidence. This study aims to investigate the contribution of connectedness and value dimensions in future time perspective to career adaptability of middle school students in Banyuwangi, Indonesia. The study with a cross-sectional design was conducted on 1.214 middle school students (M = 13.52, SD = 1.029). Multiple linear regression analysis indicates that connectedness and value significantly predicted career adaptability among middle school students in Banyuwangi (F(2, 1211) = 143.934, p <.001, R2 = 0.192). Connectedness dimension shows higher contribution than value dimension. The results of this study also show the importance of encouraging early adolescents to understand the connection between present behavior and future consequence (connectedness) and to value long-term goals (value).

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"Dalam beberapa tahun terakhir, banyak mahasiswa akhir yang belum dapat melalui transisi menuju dunia karier dengan sukses. Pengembangan secara merata pada komponen adaptabilitas karier yang terdiri dari kepedulian karier, pengendalian karier, keingintahuan karier, dan keyakinan karier dapat membantu mahasiswa akhir menyesuaikan diri saat dihadapkan situasi atau tugas sulit pada masa transisi menuju dunia karier. Kegiatan MSIB dan Magang Mandiri dapat menjadi wadah pengembangan keempat komponen adaptabilitas karier secara merata. Kedua jenis magang tersebut memiliki perbedaan dalam proses pendaftaran dan seleksi yang dapat menjadi penentu tingkat keempat komponen adaptabilitas karier. Penelitian ini menggunakan desain penelitian noneksperimental komparatif dengan tujuan melihat perbedaan keempat komponen adaptabilitas karier antara mahasiswa akhir yang mengikuti kegiatan magang dengan nonmagang serta perbedaan keempat komponen adaptabilitas karier antara mahasiswa akhir yang mengikuti kegiatan MSIB dan Magang Mandiri. Hasil penelitian menemukan terdapat perbedaan tingkat adaptabilitas karier yang signifikan di keempat komponen antara mahasiswa akhir yang mengikuti kegiatan magang dengan nonmagang. Akan tetapi, penelitian ini tidak menemukan perbedaan tingkat adaptabilitas karier yang signifikan di keempat komponen antara mahasiswa akhir yang mengikuti kegiatan MSIB dan Magang Mandiri. Berdasarkan hal tersebut, kedua jenis kegiatan magang pada program MBKM dinilai berhasil sebagai langkah persiapan karier mahasiswa.

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In recent years, many final year undergraduate students have struggled for school to work transition. Equitable development level of career adaptability components, including career concern, career control, career curiosity and career confidence could assist these students in adjusting to challenging situations during their career transition. MSIB and Magang Mandiri serve as platform for fostering balanced development of these adaptability components. These activities have differences in the registration and selection process which can determine the level of the four components of career adaptability. This research method uses a non experimental comparative research design with the aim for looking differences in the four components of career adaptability between final year undergraduate students who have internships experience at MBKM program and those who have not. However, no significant differences were found in the career adaptability components between students participating in MSIB and Magang Mandiri activities. Based on these results, both types of internship activities within the MBKM program are found as a way for successful career preparation for final year undergraduate students."

"Sumber daya manusia termasuk dalam salah satu aspek utama dalam sebuah perusahaan start-up yang dianggap sebagai investasi paling mahal dan aset berharga. Makalah ini menguji model integratif untuk peran mediasi work engagement pada pengaruh person-job fit, person-organization fit, job insecurity dan personal resources pada turnover intention. Data dikumpulkan dari 317 karyawan di perusahaan start-up di Indonesia melalui kuesioner online. Structural Equation Modeling (SEM) digunakan untuk menganalisis keseluruhan model dan kausalitas antara masing-masing konstruk. Hasil penelitian ini mengungkapkan bahwa work engagement dapat memediasi pengaruh person-organization fit dan job insecurity terhadap turnover intention di kalangan karyawan start-up company secara keseluruhan. Dan juga work engagement secara parsial dapat memediasi pengaruh person-job fit dan job insecurity terhadap turnover intention. Sedangkan person-organization fit dan personal resources hanya mempengaruhi work engagement. Implikasi yang disarankan termasuk bahwa perusahaan harus memberikan keamanan posisi karyawannya dan memberi mereka kejelasan tentang pentingnya mereka di perusahaan. Selain itu, perusahaan dapat memberikan kegiatan untuk meningkatkan kompetensi karyawannya.

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Human resources are included in one of the main aspects in a start-up company which is considered the most expensive investment and valuable asset. This paper examined an integrative model for the mediating role of work engagement on the effect of person-job fit, person-organization fit, job insecurity, and personal resources on turnover intention. Data were collected from 317 employees in start- up companies in Indonesia through an online questionnaire. Structural Equation Modeling (SEM) was used to analyze the overall fitness of the model and the causality between each construct. The result of this study revealed that work engagement can mediate the effect of person-organization fit and job insecurity on turnover intention among start-up company employees in full. And also work engagement can partially mediate the effect of person-job fit and job insecurity on turnover intention. Suggested implications include that company must give the security of its employee position and give them clarity of their importance in the company. In addition, the company can give activities to improve their employee competencies."

"Penerapan kebijakan Merdeka Belajar-Kampus Merdeka (MBKM) di perguruan tinggi saat ini menjadi upaya yang dilakukan oleh pemerintah untuk meningkatkan kualitas lulusan di Indonesia. Hanya saja, program MBKM tersebut dapat memberikan tantangan dan kesulitan tersendiri bagi mahasiswa selama mereka menjalaninya. Mahasiswa dinilai memerlukan kemampuan adaptabilitas karier untuk mampu menjalani salah satu tugas perkembangan karier tersebut dengan optimal. Dukungan sosial dan psychological capital dinilai menjadi faktor yang berperan penting dalam mengembangkan kemampuan tersebut. Penelitian ini bertujuan untuk mengetahui peran psychological capital dalam memediasi hubungan antara dukungan sosial dan adaptabilitas karier pada mahasiswa yang sedang menjalani program MBKM. Partisipan penelitian terdiri atas 149 orang mahasiswa Indonesia yang sedang menjalani program MBKM. Alat ukur yang digunakan dalam penelitian ini adalah Career Adapt-Abilities Scale International Form (CAAS-IF), Child and Adolescent Social Support Scale (CASSS), dan Academic Psychological Capital Questionnaire (A-PCQ) yang sudah diadaptasi dan diterjemahkan ke dalam bahasa Indonesia. Hasil penelitian menunjukkan bahwa psychological capital memediasi secara penuh hubungan antara dukungan sosial dan adaptabilitas karier mahasiswa yang menjalani program MBKM. Semakin tinggi dukungan sosial yang diperoleh mahasiswa, maka akan semakin meningkatkan modal psikologis pada dirinya, yang pada akhirnya akan semakin meningkatkan kemampuan adaptabilitas kariernya.

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The implementation of the Merdeka Belajar-Kampus Merdeka (MBKM) program in higher education institutions aimed to improve the quality of future graduates in this fourth industrial revolution era. However, the program as students’ new career development tasks provides new challenges and difficulties during their participation. To keep optimizing their performance in such conditions, students need career adaptability. Social support and psychological capital are allegedly the important factors that contribute to enhancing students’ career adaptability. This study aimed to investigate the mediating role of psychological capital in the relationship between social support and career adaptability among students. This study used the Indonesian version of the Career Adapt-Abilities Scale International Form (CAAS-IF), Child and Adolescent Social Support Scale (CASSS), and Academic Psychological Capital Questionnaire (A-PCQ). The results from 149 college students across Indonesia that are participating in MBKM Program indicated that psychological capital fully mediated the relationship between social support and career adaptability. The more social support that students receive from their surroundings, the more it boosts their psychological capital, which in turn enhances their career adaptability during the MBKM program."