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Abstrak :
Pemuda tidak bekerja, tidak menempuh pendidikan, atau tidak sedang mengikuti pelatihan (NEET) menjadi masalah yang krusial ketika status NEET melekat pada periode waktu yang lama (persistensi). Faktor kunci dalam menentukan persistensi status NEET adalah modal manusia yang dimiliki pemuda. Penelitian ini bertujuan untuk mengkaji hubungan modal manusia yang diukur melalui capaian pendidikan dan pengalaman mengikuti pelatihan dengan persistensi status NEET pemuda di Indonesia dalam perspektif longitudinal. Pembahasan diperdalam dengan menelaah keterkaitan antara modal manusia dan persistensi NEET dengan tipologi NEET, yaitu NEET pengangguran, mengurus rumah tangga, dan putus asa. Peneliti menggunakan data panel individu Survei Angkatan Kerja Nasional (Sakernas) Agustus 2019, 2020, dan 2021 serta mengaplikasikan Regresi Logistik Multinomial. Hasil analisis menunjukkan bahwa pendidikan tinggi menurunkan peluang pemuda untuk persisten menjadi NEET dibanding pendidikan rendah. Pengalaman mengikuti pelatihan juga menurunkan peluang untuk persisten menjadi NEET. Di sisi lain, pada subsampel kelompok NEET, pendidikan tinggi meningkatkan peluang pemuda menjadi NEET pengangguran dan menurunkan peluang menjadi NEET mengurus rumah tangga dan putus asa dibanding pendidikan rendah. Sementara itu, persistensi NEET lebih mencirikan kelompok NEET mengurus rumah tangga dibanding pengangguran. Temuan penting lain dalam penelitian ini adalah aspek gender dan status perkawinan penting dalam menentukan peluang pemuda persisten menjadi NEET tipe tertentu. ......Youth not in employment, education, or training (NEET) becomes a crucial problem when NEET status persists for a long period. The youth's human capital is a critical factor in determining the persistence of NEET status. This study examines the relationship between human capital as measured by educational attainment and experience in attending training with the persistence of youth NEET status in Indonesia from a longitudinal perspective. The author conducts an in-depth discussion by examining the relationship between human capital and the persistence of NEET with the NEET typology, namely unemployed, carers-cared, and discouraged NEET. The researcher used individual panel data from the National Labor Force Survey (Sakernas) for August 2019, 2020, and 2021 and applied Multinomial Logistic Regression. The analysis results show that higher education reduces the probability of persistently becoming NEET compared to lower education. The experience of attending training also lowers the probability of persistence as a NEET. On the other hand, in the subsample of the NEET group, higher education increased the probability of becoming unemployed NEETs and decreased the youth's probability of becoming carers-cared and discouraged NEETs compared to lower education. Meanwhile, NEET persistence characterized the carers-cared NEET rather than being unemployed NEET. Another important finding in this study is that aspects of gender and marital status are essential in determining the chances of youth becoming persistent in NEET and becoming certain types of NEET.

Abstrak :
Salah satu tantangan terbesar yang akan dihadapi oleh berbagai organisasi di tahun-tahun mendatang adalah keragaman generasi di tempat kerja. Ketidaksesuaian work values karyawan dengan organisasi dapat menyebabkan ketidakpuasan, penurunan komitmen, dan peningkatan turnover intention. Penelitian ini mengkaji perbedaan nilai kerja Gen X (karyawan yang lahir tahun 1965 sampai 1979), Gen Y (karyawan yang lahir tahun 1980 sampai 1994), dan Gen Z (karyawan yang lahir tahun 1995 sampai 2012) dan pengaruhnya terhadap turnover intention. Dari hasil penelitian ini ditemukan bahwa terdapat perbedaan extrinsic, intrinsic, dan social work values antara Gen X dan Gen Z, dan leisure work values antara Gen X, Y, dan Z. Juga, terdapat pengaruh leisure work values terhadap turnover intention pada Gen X, Y, dan Z. Namun, responden dalam penelitian ini relatif sedikit, sehingga agak sulit untuk menggeneralisasi penelitian ini di seluruh tingkat industri dan pendidikan. ......One of the biggest challenges that will be faced by various organizations in the coming years will be the generation diversity in the workplace. A mismatch of an employee’s work values to the organization can lead to dissatisfaction, decreased in commitment, and increased in turnover intention. This study examines the differences in work values of Gen X (people born in 1965 to 1979), Gen Y (people born in 1980 to 1994), and Gen Z (people born in 1995 to 2012) and its effect on turnover intention. From the results of this study, it can be concluded that there are differences in extrinsic, intrinsic, and social work values between Gen X and Gen Z, and leisure work values between Gen X, Y, and Z. Also, there is a significant effect of leisure work values on turnover intention in Gen X, Y, and Z. However, the participants in this study were relatively few, so it's a bit difficult to generalize this research across industrial and educational level.

Abstrak :

Penelitian ini mengkesplorasi persoalan paradoks tentang bagaimana ketimpangan standar perburuhan serta kondisi kerja antar negara di ASEAN dapat terjadi meskipun kondisi kerja yang adil dan layak telah diposisikan sebagai standar universal. Melalui pendekatan pascarukturalisme, penelitian ini fokus untuk memahami dua bentuk konstruksi realitas yaitu konstruksi tatanan perburuhan internasional, dan konstruksi tatanan ekonomi politik global dan regional ASEAN yang berkaitan dengan perdagangan, standar perburuhan, dan penciptaan kondisi kerja. Penelitian ini menemukan bahwa tata kelola penerapan konvensi-konvensi ILO merupakan persoalan mendasar yang mengkondisikan ketimpangan standar perburuhan antar negara. Penelitian ini juga menemukan bahwa tidak adanya standar perburuhan di dalam perjanjian perdagangan bebas antar negara ASEAN juga turut mengkondisikan ketimpangan standar perburuhan antar negara ASEAN semakin langgeng.

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This research explores a paradox problem on how inequality of labor standards and working condition among ASEAN Nations could be existed even though a fair and decent working condition has been positioned as universal standard. Through post-structuralism approach, this research focuses on understanding two forms of reality construction, which are construction on international labor order and construction on global and ASEAN regional political economy order that related to trade, labor standards, and the creation of working condition. This research finds out that the governance on ILO conventions application is a basic matter which conditioned inequality on labor standards among nations. This research also finds that the absence of labor standards in the free trade agreement among ASEAN nations is also making the inequality of labor standards among ASEAN nations imperishable.

Abstrak :
Global and Culturally Diverse Leaders and Leadership explores diverse cultural leadership styles and paradigms that are dynamic, complex, globally authentic and culturally competent for the 21st century. An outstanding group of scholars considers how the different worldviews and lived experiences of leaders influence their leadership styles. They discuss several dimensions, models and initiatives for examining leadership in a global and diverse world, ultimately offering ways in which these leadership processes may be assessed and cultivated in a culturally sensitive and ecologically valid manner. Redefining leadership as global and diverse, this book imparts a new understanding of the criteria for selecting, training and evaluating leaders in the 21st century.