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"Penelitian ini dilakukan untuk melihat hubungan kepribadian ekstrovert dengan boundaryless mindset dan organizational mobility preferences pada karyawan Generasi Milenial. Penelitian ini merupakan penelitian korelasional, dengan pengambilan data menggunakan survei. Pengukuran kepribadian ekstrovert menggunakan alat ukur versi singkat dari IPIP, sedangkan pengukuran boundaryless career mindset dan organizational mobility preferences menggunakan alat ukur BCAS. Partisipan penelitian ini berjumlah 196 karyawan yang termasuk Generasi Milenial. Penelitian ini menunjukkan hasil bahwa kepribadian ekstrovert memiliki hubungan positif dengan boundaryless mindset r = 0,41, p

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This study was conducted to examine the relationship between extrovert personality with boundaryless mindset and organizational mobility preferences on millennial rsquo s generation employees. This is a correlational study, that used survey as the data gathering method. Extrovert personality was measured using the short version of IPIP, while boundaryless mindset and organizational mobility preferences was measured using BCAS. Total participant of this study was 196 millennial rsquo s generation employees. Results indicated that extrovert personality was positively related to boundaryless mindset r 0,41, p "

"ABSTRACTTujuan penelitian ini adalah untuk melihat peran sikap karier boundaryless dan organization-based self-esteem pada komitmen afektif. Partisipan penelitian adalah 290 karyawan di Indonesia. Komitmen afektif diukur menggunakan Affective Commitment Scale, kedua dimensi sikap karier boundaryless, yaitu boundaryless mindset dan organizational mobility preference, diukur dengan Boundaryless Career Attitude Scale, serta organization-based self-esteem diukur menggunakan The Organization-Based Self-Esteem Scale. Hasil penelitian menunjukkan bahwa boundaryless mindset, organizational mobility preference, dan organization-based self-esteem secara gabungan memiliki peran pada komitmen afektif sebesar 27,4. Hasil juga mengindikasikan bahwa boundaryless mindset tidak memiliki peran pada komitmen afektif ? = -0,09, p > 0,05, organizational mobility preference memiliki peran yang negatif pada komitmen afektif ? = -0,34, p < 0,01, serta organization-based self-esteem memiliki peran yang positif pada komitmen afektif ? = 0,36, p < 0,01. Pembahasan dan saran untuk penelitian selanjutnya didiskusikan.

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ABSTRACTThe aim of this study was to examine the role of boundaryless career attitude and organization based self esteem towards affective commitment. Participants of this research were 290 employees in Indonesia. Affective commitment was measured using Affective Commitment Scale, both dimensions of boundaryless career attitude, which are boundaryless mindset and organizational mobility preference, were measured by Boundaryless Career Attitude Scale, and organization based self esteem was measured using The Organization Based Self Esteem Scale. The result of this study showed that boundaryless mindset, organizational mobility preference, and organization based self esteem combined had a role towards affective commitment of 27.4 . The results also indicated that boundaryless mindset did not have a role towards affective commitment .09, p .05, organizational mobility preference had a negative role towards affective commitment .34, p .01, and organization based self esteem had a positive role towards affective commitment .36, p .01. Discussion and suggestion for further research are discussed."

"ABSTRAKPenelitian ini bertujuan untuk melihat peran efikasi diri okupasional, boundaryless mindset, dan organizational mobility preference pada kepuasan karier sebagai indikator kesuksesan karier subjektif. Penelitian ini merupakan penelitian kuantitatif yang menggunakan alat ukur skala kepuasan karier untuk mengukur kepuasan karier, alat ukur Occupational Self-Efficacy Scale untuk mengukur efikasi diri okupasional, serta alat ukur Boundaryless Career Attitude Scale untuk mengukur boundaryless mindset dan organizational mobility preference yang merupakan dua aspek orientasi karier tanpa batas. Penelitian ini dilakukan pada 229 karyawan yang bekerja dalam konteks organisasi. Hasil penelitian menunjukkan adanya peran signifikan dari efikasi diri okupasional = 0,182, p < 0,01 dan organizational mobility preference = -0,514, p < 0,01 pada kepuasan karier, namun boundaryless mindset tidak memiliki peran yang signifikan = 0,053, p > 0,05. Artinya, efikasi diri okupasional dapat menjelaskan skor tinggi pada kepuasan karier, sementara organizational mobility preference dapat menjelaskan skor rendah pada kepuasan karier. Pembahasan serta saran untuk penelitian selanjutnya didiskusikan.

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ABSTRACTThe present research aims to examine the role of occupational self efficacy, boundaryless mindset, and organizational mobility preference towards career satisfaction. This is a quantitative study using Career Satisfaction Scale to measure career satisfaction, Occupational Self Efficacy Scale to measure occupational self efficacy, and Boundaryless Career Attitude Scale to measure boundaryless mindset and organizational mobility preference, the two aspects of boundaryless career orientation. This research was conducted on 229 working employees in the organizational context. Results indicated that occupational self efficacy 0,182, p 0,01 and organizational mobility preference 0,514, p 0,01 had significant roles on career satisfaction, while the role of boundaryless mindset was not significant 0,053, p 0,05. In other words, occupational self efficacy may have explained the high score obtained in career satisfaction, while organizational mobility preference may have explained the low score obtained in career satisfaction. Discussion and suggestion for further research are discussed."