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Abstrak :
Kondisi lingkungan kerja yang tidak dapat diprediksi menjadikan organisasi kurang mampu untuk menyediakan career yang aman bagi karyawannya, yang menyebabkan terganggunya career commitment karyawan. Penelitian ini bertujuan untuk memperluas pemahaman mengenai faktorfaktor yang mempengaruhi career commitment karyawan di dunia kerja, yang dimediasi oleh work engagement serta dimoderasi oleh role modelling. Faktor yang diuji antara lain intrinsic career growth, extrinsic career growth dan employee resilience. Studi kuantitatif dengan metode Structural Equation Method (SEM) melalui kuesioner online dilakukan terhadap 415 responden generasi Milenial yang bekerja di sektor Fast Moving Consumer Goods di Indonesia. Hasil penelitian peran mediasi work engagement pada intrinsic career growth dan resilience terhadap career commitment berpengaruh positif dan signifikan. Hasil penelitian juga menunjukkan bahwa peran role modelling sebagai moderator mampu memperkuat hubungan antara variabel career growth dan resilience dengan career commitment melalui work engagement. Perusahaan FMCG perlu untuk memperhatikan dan meningkatkan organizational career growth dan resilience karyawan yang pada gilirannya akan meningkatkan work engagement karyawan, serta pada akhirnya memengaruhi career commitment karyawan. ......In an unpredictable and changing working environment, career and employment disruption has been profoundly affected organizations and employees in multiple industries, such as organizations become unable to provide a safe career for their employees which ultimately lower employee's career commitment. This study aims to expand our understanding of the factors that influence employees' career commitment, as mediated by work engagement, and moderated by role modelling. Factors tested: intrinsic career growth, extrinsic career growth and employee resilience. The quantitative study using online questionnaire, collects data from 415 millennialsin Fast Moving Consumer Goods Industry (FMCG). Structural Equation Modelling (SEM) used to analyze the data and the proposed hypotheses. This study shows that the mediating role of work engagement on intrinsic career growth and resilience to career commitment have a positive and significant effect. The results show role modelling as a moderator is able to strengthen the relationship between career growth and resilience with career commitment through work engagement. FMCG companies need to pay attention and improve organizational career growth and employee resilience which in turn will increase employee work engagement and affect employee career commitment.

Abstrak :
Penelitian ini bertujuan untuk melakukan analisis terhadap kegiatan Assessment Center Polri Di lingkungan Polda Kepulauan Bangka Belitung dalam pengembangan karier perwira untuk jabatan Kapolsek dan Kasat Reskrim. Penelitian menggunakan teori assessment center Alvin Lum (2015) yakni Assessment Center itu merupakan suatu cara atau metode untuk mengukur suatu potensi atau kemampuan yang dimiliki oleh manusia dengan memprediksi atau memperkirakan perilakunya di masa depan melalui simulasi dari perilaku yang ditunjukan oleh assessee dalam menangani beban dan tanggung jawab yang akan diberikan nantinya. Permasalahan pokok dari penelitian ini adalah bagaimana pelaksanaan Assessment Center dalam pengembangan karier para perwira di Polda Kepulauan Bangka Belitung. Dalam penelitian ini digunakan pendekatan post positivist. Pengumpulan data melaui studi dokumentasi dan wawancara mendalam dengan para perwira senior di lingkungan Polda Kepulauam Bangka Belitung. Hasil penelitian menunjukkan bahwa proses Assessment Center Polri yang dilaksanakan Polda Kepulauan Bangka Belitung belum dilaksanakan sesuai teori dan ditemukan tahapan yang tidak sesuai dengan ketentuan-ketentuan dalam Uniform Guidelines dan Standards and Ethical Considerations for Assessment Center Operation. ......This study aims to analyze the activities of the National Police Assessment Center in the Bangka Belitung Islands Regional Police in the career development of officers for the posisions of the head of Police Sector and the head of Criminal Investigations. The study uses the theory of Assessment Center by Alvin Lum (2015), namely the Assessment Center is a method to measure a potential or ability possessed by humans by predicting or predicting their behavior in the future through simulations of the behavior shown by the assessee in dealing with burdens and responsibilities of his or her duties and responsibility that will be given later. The main problem of this research is how the implementation of the assessment center for the career development of police officers at the Bangka Belitung Islands Regional Police. This study uses a post-positivist approach, and data collection through documentation studies and in-depth interviews with senior officers in Regional Police of Bangka Belitung Islands. The research findings showed that the Police Assessment Center processes carried out by the Bangka Belitung Islands Regional Police had not been carried out according theory and it was found that the stages were not yet implemented according to the Uniform Guidelines and Standards and Ethical Considerations for Assessment Center Operations.

Abstrak :
Mahasiswa yang telah memiliki keputusan karier di saat menempuh pendidikan tinggi ditemukan mendapatkan kemudahan dalam menjalani kehidupan karier pada tahap selanjutnya karena lebih mudahnya mengenali peluang karier yang hadir setelah menyelesaikan masa studi (Ya'ar & Sunay, 2020). Terlebih lagi, era revolusi industri 4.0 memberikan tantangan karier yang semakin besar kepada para mahasiswa, dimana persaingan kini terjadi pada lingkup global dan kemampuan yang dibutuhkan dari sumber daya manusia menjadi semakin kompleks. Maka dari itu, keputusan karier sangat dibutuhkan sebagai faktor pendukung agar individu dapat bertahan di dunia karier saat ini. Penelitian ini merupakan penelitian kuantitatif yang bertujuan untuk melihat pengaruh kepribadian proaktif sebagai moderator dalam hubungan antara peerrelatedness dan keputusan karier. Peneliti menggunakan adaptasi Bahasa Indonesia dari alat ukur The Youth Relatedness Scale untuk mengukur peer-relatedness, Proactive Personality Scale untuk mengukur kepribadian proaktif, dan Career Decision Profile untuk mengukur keputusan karier. Sampel dalam penelitian ini berjumlah 472 orang mahasiswa S1 pada jenjang tingkat akhir dari berbagai daerah di Indonesia. Hasil analisis menunjukkan bahwa kepribadian proaktif memiliki pengaruh yang signifikan dalam memoderasi hubungan antara peer-relatedness dan keputusan karier mahasiswa tingkat akhir (p < 0.05). Hasil dari penelitian ini dapat memberikan implikasi bagi para pembimbing akademis, dosen, maupun mahasiswa mengenai pentingnya menerapkan kepribadian proaktif pada hubungan pertemanan dengan teman sebaya selama proses perencanaan dan penentuan keputusan karier mahasiswa tingkat akhir. ......Students who have made career decisions while pursuing universities found easier to live their career life at a later stage because it is easier to recognize career opportunities that come after completing the study period (Yaşar & Sunay, 2020). What's even more, the era of the industrial revolution 4.0 provides a bigger career challenge for students, where competition is now happening on a global scale and the skills needed from human capital is becoming increasingly complex. Therefore, career decidedness is needed as a main factor, so that students can survive in today's career. This research is a quantitative study that aims to see the influence of proactive personality as a moderator in the relationship between peer-relatedness and career decidedness. In this study, researchers used the Indonesian adaptation of The Youth Relatedness Scale to measure peer-relatedness, the Proactive Personality Scale to measure proactive personality, and the Career Decision Profile to measure career decidedness. The sample in this study amounted to 472 final year students from various areas in Indonesia. The results of the data analysis showed that proactive personality had a significant influence in moderating the relationship between peer-relatedness and career decidedness (p <0.05). The results of this study have implications for academic supervisors, lecturers, and students regarding the importance of applying proactive personality for peer relationships during the career planning and career decision making process of final year students.

Abstrak :
Pegawai fungsional memiliki peranan penting dalam pencapaian realisasi pajak. Untuk menunjang pencapaian target, pegawai fungsional di DJP perlu memiliki kompetensi yang sesuai dengan kebutuhan organisasi. Pada Kementerian Keuangan, salah satu langkah untuk meningkatkan kompetensi pegawai dilaksanakan dengan pengembangan karir. Akan tetapi, terdapat sejumlah masalah yaitu adanya belum tercapainya target penerimaan pajak selama lima tahun terakhir menyebabkan pentingnya kualitas pegawai fungsional, adanya ketimpangan jumlah pegawai fungsional dan struktural, dan masih terdapat pegawai yang belum memahami dan memiliki perencanaan karir individu. Permasalahan tersebut menjadikan urgensi penelitian pengembangan karir di Kantor Pusat DJP dilakukan. Tujuan penelitian ini yaitu untuk menganalisis pengembangan karir pegawai jabatan fungsional dalam pemenuhan kebutuhan organisasi di Kantor Pusat Direktorat Jenderal Pajak. Penelitian ini menggunakan pendekatan post-positivist dengan jenis penelitian deskriptif dan teknik pengumpulan data primer melalui wawancara dan data sekunder melalui studi dokumen. Dalam penelitian ini menggunakan teori Pengembangan Karir dari Gutteridge (1986). Hasil penelitian ini menunjukkan bahwa pengembangan karir sudah memenuhi kedua variabel dalam teori Gutteridge (1986) dan dilaksanakan dalam rangka pemenuhan kebutuhan organisasi. Pelaksanaan pengembangan karir pada Kantor Pusat DJP Kementerian Keuangan lebih condong pada peran organisasional. DJP dalam melaksanakan pengembangan karir telah dilakukan berdasarkan analisa kebutuhan organisasi. Adapun ketimpangan jumlah pegawai fungsional dan struktural masih terjadi karena masih dalam proses rekrutmen terbuka dan pengalihan jabatan. Selain itu, dilihat dari variabel perencanaan karir, terlihat masih ada pegawai yang belum memahami perlunya memiliki perencanaan karir individu. Hal ini disebabkan karena faktor tuntutan tanggung jawab seorang ASN yang harus taat pada aturan organisasi, sehingga pegawai cenderung untuk mengikuti alur karir yang sudah disediakan organisasi. ......Functional employees have an important role in achieving tax realization. To support the achievement of targets, functional employees at DGT need to have competencies that match the needs of the organization. At the Ministry of Finance, one of the steps to improve employee competence is carried out by career development. However, there are a number of problems, namely that the tax revenue target has not been achieved during the last five years, causing the importance of the quality of functional employees, an imbalance in the number of functional and structural employees, and there are still employees who do not understand and have individual career plans. These problems make the urgency of career development research at the DGT Head Office. The purpose of this study is to analyze the career development of employees in functional positions in meeting organizational needs at the Head Office of the Directorate General of Taxes. This study used a post-positivist approach with descriptive research and primary data collection techniques through interviews and secondary data through document study. In this study, using the theory of Career Development from Gutteridge (1986). The results of this study indicate that career development has fulfilled the two variables in Gutteridge's (1986) theory and is carried out in order to meet organizational needs. Implementation of career development at the Head Office of the Ministry of Finance DGT is more inclined towards an organizational role. DGT in carrying out career development has been carried out based on an analysis of organizational needs. The imbalance in the number of functional and structural employees still occurs because it is still in the process of open recruitment and transfer of positions. In addition, seen from the career planning variable, it appears that there are still employees who do not understand the need to have an individual career plan. This is due to the demands of the responsibility of a civil servant who must obey organizational rules, so that employees tend to follow the career path that has been provided by the organization