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"Penelitian ini menguji peran career adaptability sebagai antesenden career engagement dengan dimediasi oleh career satisfaction dan promotability. Penelitian ini dilaksanakan pada Badan Pemeriksa Keuangan Republik Indonesia (BPK RI) dengan total responden sebanyak 298 orang. Keseluruhan responden merupakan pegawai BPK RI dengan Jabatan Administrasi Umum dan Pemeriksa dengan masa kerja di atas lima tahun. Untuk memperoleh respon dari para responden, kuesioner disebarkan secara online melalui google-form dan link yang telah disediakan.Alat ukur yang digunakan, antara lain Career Adaptability Scales (CAAS) yang dikembangkan oleh Savickas & Porfeli (2012), Career Satisfaction Scales (CSS) yang dikembangkan oleh Greenhaus et al., (1990), four-item scale yang dikembangkan oleh Shore, Barksdale, dan Shore (1995), serta Career Engagement Scale  (CES) yang dikembangkan Hirschi, Freund, dan Herrmann (2014). Untuk analisis data, metode yang digunakan adalah SEM (Structural Equation Modelling).Penelitian ini diharapkan dapat berkontribusi dalam meningkatkan kualifikasi, kompetensi, dan kinerja PNS sesuai dengan sistem merit yang berlaku di era reformasi birokrasi, khususnya di BPK RI. Hasil penelitian ini menunjukkan bahwa career adaptability memiliki pengaruh positif dan signifikan terhadap career satisfaction, promotability, dan career engagement. Selain itu, penelitian ini juga membuktikan career satisfaction dan promotability memediasi secara parsial hubungan antara career adaptability dengan career engagement.

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This study examined the role of career adaptability as antecedents of career engagement mediated by career satisfaction and promotability. This research was conducted at The Supreme Audit Board in Republic of Indonesia (BPK RI) with a total of 298 respondents. All respondents were BPK RI employees in General Administration and Auditor position with a tenure of more than five years. In order to get responses from respondents, questionnaires were distributed online through google-form and links provided.The measuring instruments used for this study were Career Adaptability Scales (CAAS) developed by Savickas & Porfeli (2012), Career Satisfaction Scales developed by Greenhaus et al., (1990), four-item scales developed by Shore, Barksdale, and Shore (1995), and also Career Engagement Scale (CES) developed by Hirschi, Freund, and Herrmann (2014). A Structural Equation Modeling (SEM) was used to analyse data.This research was expected to contribute in improving the qualifications, competencies, and performance of civil servants in accordance with the merit system prevailing in the era of bureaucratic reform, especially at BPK RI. The results indicated that career adaptability related positively and significantly with career satisfaction, promotability, dan career engagement. In addition, this study also showed that career satisfaction and promotability partially mediated the relationship between career adaptability and career engagement."

"Penelitian ini bertujuan untuk menganalisis dampak Perceived Organizational Support (POS) terhadap Psychological Capital (PsyCap), Career Engagement (CE) dan Job Performance PNS di salah satu institusi pemerintah. Penelitian ini juga menguji pengaruh tidak langsung POS terhadap kinerja melalui peran mediasi keterlibatan karir dan PsyCap. Subjek penelitian adalah PNS yang telah bekerja minimal 2 (dua) tahun di Instansi Pemerintah Teknis. Data dikumpulkan dengan menggunakan Kuesioner IWP, Kuesioner Modal Psikologis (PCQ), Skala Keterlibatan Karir (CES), dan Skala Perceived Organizational Support (POS) dan dianalisis menggunakan Persamaan Struktural Teknik pemodelan (SEM). Penelitian ini mengajukan hipotesis bahwa PsyCap dan CE menyediakan sumber daya pribadi yang signifikan untuk membantu meningkatkan modalitas individu dalam mengelola dukungan organisasi untuk mencapai kinerja organisasi. Ketika PNS memiliki modalitas psikologis yang kuat dan aktif terlibat untuk memajukan karir, pada akhirnya mereka juga meningkatkan kinerja mereka. PsyCap adalah modalitas karyawan dengan sumber daya psikologis yang bermanfaat keterlibatan karir dan kinerja mereka. CE, di sisi lain, membantu memfasilitasi efek PsyCap pada kinerja. Penelitian ini adalah salah satu dari sedikit penelitian yang fokus pada penelitian terkait dampak persepsi dukungan organisasi terhadap kinerja, PsyCap, dan keterlibatan karir di organisasi publik.

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This research aims to analyze the impact of Perceived Organizational Support (POS) on Psychological Capital (PsyCap), Career Engagement (CE), and Job Performance of Civil Servants in one government institution. This research also examines the indirect effect of POS on performance through the mediating role of career involvement and PsyCap. Research subjects are civil servants who have worked for a minimum of 2 (two) years in Technical Government Agencies. Data were collected using the IWP Questionnaire, Psychological Capital Questionnaire (PCQ), Career Engagement Scale (CES), and Perceived Organizational Support (POS) Scale, analyzed using Structural Equation Modeling (SEM) techniques. This research proposed the hypothesis that PsyCap and CE provide significant personal resources to help improve individual modalities in managing organizational support to achieve organizational performance. When civil servants have strong psychological modalities and are actively involved in advancing their careers, they ultimately also improve their performance. PsyCap is a modality that provides employees with psychological resources that benefit their career engagement and performance. CE, on the other hand, helps facilitate the effects of PsyCap on performance. This research is one of the few studies that focuses on research related to the impact of perceived organizational support on performance, PsyCap, and career engagement in public organizations."

"Penetapan visi pembangunan SMART Aparatur Sipil Negara (ASN) 2024 oleh pemerintah pusat menghasilkan penyederhanaan birokrasi berupa penyederhanaan eselonisasi di seluruh lingkungan Kementerian. Grand Design yang diterapkan Instansi X dalam menyikapi kebijakan reformasi birokrasi dengan penataan jabatan yang sesuai dengan kompetensi. Pegawai yang mengalami penataan jabatan atau transisi karier adalah mereka yang berpindah dari jabatan struktural menjadi jabatan fungsional. Berdasarkan situasi tersebut, penelitian ini bertujuan untuk melihat kembali usaha pengembangan karier yang dilakukan melalui hubungan rasa berdaya psikologis terhadap keterlibatan karier melalui mediasi dari efikasi diri pada karier dan adaptabilitas karier. Penelitian ini melibatkan 262 pegawai ASN Instansi X yang telah mengalami transisi karier. Responden dikumpulkan dengan menggunakan teknik convenience sampling melalui penyebaran kuesioner secara online. Teknik pengujian mediasi pada penelitian ini menggunakan macro PROCESS model 6 Hayes (sequential mediation model). Hasil penelitian menunjukkan efek total (standardized total effect) yang diperoleh (β=0,624, p<0,05), dengan efek langsung (standardized direct effect) (β=0,291, p<0,05) dan efek tidak langsung (standardized indirect effect) (β=0, 333, p<0,05). Pengujian mediasi ini menunjukkan bahwa efikasi diri pada karier dan adaptabilitas karier memediasi secara parsial pada hubungan antara rasa berdaya psikologis dengan keterlibatan karir pada pegawai ASN Institusi X.

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The establishment of the 2024 ASN (Indonesia Civil Services) SMART development vision by the central government resulted in a simplification of the bureaucracy in the form of de-echelonization throughout the Ministry. The Grand Design applied by Institution X in responding to bureaucratic reform policies by structuring positions according to competence. Employees who have experienced a structured position or career transition are those who have moved from structural positions to functional positions. Based on this situation, this study aims to review career development efforts carried out through the relationship of psychological empowerment to career engagement through the mediation of career self-efficacy and career adaptability. This study involved 262 Indonesia Civil Services at Institution X who had experienced career transitions. Respondents were collected using convenience sampling technique by distributing online questionnaires. The mediation testing technique in this study uses the Hayes macro PROCESS model (sequential mediation model). The results showed the standardized total effect obtained (β=0,624, p<0,01), with a standardized direct effect (β=0,291, p<0,01) and standardized indirect effect (β=0, 333, p<0,01). This mediation test shows that career self-efficacy and career adaptability partially mediate the relationship between psychological empowerment and career engagement in Civil Services at Institution X employees"