Hasil Pencarian  ::  Simpan CSV :: Kembali

Abstrak :
Penelitian ini bertujuan melihat gambaran orientasi karir dan hubungannya dengan komitmen organisasi, kepuasan kerja, dan intensi untuk keluar. Pendekatan yang digunakan adalah pendekatan kuantitatif cross-sectional study dengan structural equation modelling (SEM), melibatkan 273 pegawai generasi Milenial (Y), dibagi berdasarkan kategori jalur pengangkatan pegawai HCMS dan non HCMS. Teknik penelitian yang digunakan adalah kuesioner dengan 5 variabel, yaitu Orientasi Karir Protean, Orientasi Karir Boundaryless, Komitmen Organisasi, Kepuasan Kerja, dan Intensi untuk Keluar. Wawancara juga dilakukan pada 2 pegawai untuk memperkuat hasil kuesioner. Hasil penelitian menunjukkan bahwa tidak ada perbedaan Orientasi Protean, Orientasi Karir Boundaryless, Komitmen Organisasi, Kepuasan Kerja, dan Intensi untuk Keluar pada kedua kategori pegawai. Namun, variabel pengaruh berbeda antara pegawai HCMS, non-HCMS, dan total pegawai milenial tersebut. Pada pegawai HCMS, orientasi karir protean hanya mempengaruhi komitmen organisasi dan kepuasan kerja, dan orientasi boudaryless hanya mempengaruhi intensi untuk keluar, sedangkan pada pegawai non-HCMS, baik orientasi karir protean dan boundaryless sama-sama mempengaruhi komitmen organisasi dan kepuasan kerja. Berbeda dengan pegawai HCMS, pada pegawai non-HCMS intensi untuk keluar dipengaruhi oleh komitmen organisasi. Secara total pegawai millenial, orientasi karir protean juga sama mempengaruhi kepuasan kerja dan komitmen organisasi, sedangkan orientasi karir boundaryless hanya mempengaruhi komitmen organisasi, dan komitmen organisasi menjadi pengaruh terhadap intensi untuk keluar. Untuk itu, dalam melakukan evaluasi terhadap sistem manajemen karir, PT XYZ (Persero) harus mempertimbangkan konsep protean dan boundaryless agar pegawai terutama milenial dapat berkembang secara optimal dan dapat meningkatkan value added untuk sustainability perusahaan.

---

This research was conducted to portray the relationship of protean and boundaryless career orientation and its correlation with organizational commitment, job satisfaction, and intention to quit from the job. The approach was done with quantitative approach with structural equation modelling (SEM), involved 273 millennial employees or Y generation that were divided based on the category of employment’s tracks which were HCMS and non HCMS). The research technique used was questioner with 5 variables, which were protean career orientation, boundaryless career orientation, organizational commitment, job satisfaction, and intention to quit the job. Interview was also performed to two employees to confirm the questioner’s result. The result of this study showed that there was no difference between protean career orientation, boundaryless career orientation, organizational commitment, job satisfaction and intention to quit the job in the two categories (HCMS and non HCMS). However, influence factor was found to be different between HCMS employee, non-HCMS employee, and total millennial employees. For HCMS employees, protean career orientation only influenced organizational commitment and job satisfaction, and boundaryless career orientation only influenced intention to quit the job, meanwhile for non-HCMS employees, both protean and boundaryless career orientation influenced organizational commitment and job satisfaction. Different from HCMS employees, for non-HCMS employees, intention to quit the job was influenced by organizational commitment. In the general aspect of total millennial employees, protean career orientation contributed influence toward job satisfaction and organizational commitment, while boundaryless career orientation only influenced organizational commitment, and organizational commitment became an influence for intention to quit the job. For that result, in order to evaluate career management system, PT XYZ (Persero) has to consider the concept of Protean and Boundaryless so that the employees especially millennial could develop optimally and increase the added value for corporate sustainability.

Abstrak :
Penelitian ini bertujuan melihat gambaran konsep kematian dan reaski kedukaan pada remaja yang kehilangan orang tua akibat gempa di Yogyakarta pada tahun 2006. Penelitian ini menggunakan pendekatan kualitatif dan melibatkan tiga orang remaja siswa/i SMPN 2 Pundong, Bantul, Yogyakarta. Teknik penelitian yang digunakan adalah wawancara dan observasi, ditambah pengisian kuesioner "Ceritaku tentang gempa" dan diskusi kelompok. Hasil penelitian menunjukkan bahwa kematian dipahami secara matang. Mereka memahami kematian secara emosional, religius, kultural, dan konseptual (7 komponen konsep kematian, yaitu irreversibility, universality, inevitability, non-functional/cessation, causality, personal mortality, dan unpredictability). Namun, reaksi kedukaan yang dimiliki ketiga subjek berbeda satu sama lain. Mereka juga belum menyelesaikan proses kedukaannya. Perbedaan dan belum terselesaikannya proses kedukaan yang dialami oleh mereka mungkin disebabkan oleh berbagai faktor, seperti pengaruh karakteristik individu, pengalaman yang berkaitan dengan kematian itu sendiri, keluarga, kebudayaan dan agama, lingkungan, atau pengalaman yang berkaitan dengan kematian itu sendiri.

---

This aim of this study is to describe the concept of death and grief reactions on adolescence who lost their parent in Yogyakarta 2006?s earthquake. This study is conducted by using qualitative method approach and entangling 3 students on SMPN 2 Pundong, Bantul, Yogyakarta. Methods on this study are interview and observation, added by open-ended questionnaire about ?My stories of earthquake? and group discussion. The result of this study shows that death is conceived by 3 students in a mature explanation. They conceived death as emotional, religious, cultural, and conceptual (7 components of death concept, such as, irreversibility, universality, inevitability, non-functional/cessation, causality, personal mortality, and unpredictability). But, their grief reactions are different. They also have not achieved the final stage of grieving. Many factors are possible to influence the result, such as individual characteristics, the experienced of death, family, culture and religion, or the experiences of the death.