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Abstrak :
ABSTRAK
Perubahan tren karier ditandai dengan munculnya pandangan karier modern yaitu sikap karier protean yang membuat perusahaan perlu memperhatikan cara penanganan karyawan dengan sikap karier tersebut. Penelitian ini bertujuan untuk melihat perbedaan sikap karier protean pada Generasi X dan Generasi Y. Penelitian ini merupakan penelitian kuantitatif yang menggunakan Protean Career Attitude Scale untuk mengukur dimensi self-directed dan dimensi value-driven. Penelitian ini dilakukan pada 106 karyawan Generasi X lahir tahun 1981-1995 dan 164 karyawan Generasi Y lahir tahun 1965-1980 di berbagai sektor pekerjaan. Hasil penelitian menunjukkan bahwa terdapat perbedaan yang signifikan antara kedua generasi tersebut pada dimensi self-directed p = 2.57, p < .05, d = .332 dan dimensi value-driven p = 3.10, p < .05, d = .391 . Implikasi lebih lanjut dari hasil tersebut didiskusikan dalam penelitian ini.

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ABSTRACT
Changes in career trends are characterized by the emergence of a modern career view called protean career attitude that made companies needed to put attention on how to manage employees with those attitude. This study aimed to examine the differences in protean career attitude in Generation X and Generation Y. This study is a quantitative research using Protean Career Attitude Scale to measure self directed dimensions and value driven dimentions. The study was conducted on 106 Generation X employees born in 1981 1995 and 164 Generation Y employees born in 1965 1980 in various work sectors. The result of this research showed that there was a significant difference between those two generations in the dimension of self directed p 2.57, p .05, d .332 and value driven p 3.10, p .05, d .391. The implication of this result was discussed further in this study.

Abstrak :
Penelitian ini bertujuan untuk melihat hubungan self-directed dan value-driven yang dimoderasi oleh person-organization fit terhadap komitmen afektif karyawan. Penelitian ini merupakan penelitian kuantitatif yang menggunakan Protean Career Attitude Scale untuk mengukur self-directed dan value-driven, Affective Commitment Scale untuk mengukur komitmen afektif, dan Person-Organization Scale untuk mengukur person-organization fit. Penelitian ini dilakukan pada 158 karyawan Generasi Y di berbagai sektor pekerjaan. Hasil penelitian ini menunjukkan bahwa self-directed B = .08, SE B = .06, 95 BCa CI [-.04, .20], p > .05 tidak memiliki hubungan pada komitmen afektif. Ditemukan juga bahwa person-organization fit memoderasi hubungan value-driven pada komitmen afektif B = -.08, SE B = .04, 95 BCa CI [-.15, .00], p < .05 . Hasil penelitian ini dapat berkontribusi dalam membantu organisasi dalam merangkul karyawan Generasi Y untuk lebih berkomitmen dengan tempat bekerjanya. Sikap karier protean, komitmen afektif, person-organization fit. ...... This research aimed to examine the effects of self directed and value driven which moderated by person organization fit towards employees rsquo affective commitement. Additionally, this was a quantitave research that used Protean Career Attitude Scale to measure self directed and value driven, Affective Commitemnt Scale to measure affective commitement, and Person Organization Fit Scale to measure person organization fit. Participants of this research were 158 Generation Y employees in various work sectors. The results of this research showed that self directed B .08, SE B .06, 95 BCa CI .04, .20 , p .05 had no significant effect to affective commitment. Whilst this research also showed that person organization moderated the effect of value driven to affective commitment B .08, SE B .04, 95 BCa CI .15, .00 , p .05 . The results of this research can give some understanding to companies on how to make Generation Y employees more affectively commited with the place they work for.

Abstrak :
Persaingan antar perusahaan yang semakin meningkat mengharuskan setiap organisasi/perusahaan untuk memiliki anggota dengan kinerja yang tinggi. Penelitian ini bertujuan untuk melihat pengaruh dari kedua dimensi orientasi karier protean yaitu self-directed dan values-driven terhadap kinerja in-role karyawan di organisasi. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Protean Career Attitudes Scale untuk mengukur orientasi karier protean dan Job Performance Scale in-role performance untuk mengukur kinerja. Penelitian dilakukan kepada 172 partisipan yang berasal dari berbagai sektor kerja. Hasil penelitian menunjukkan bahwa dimensi self-directed pada orientasi karier protean berkontribusi sebesar 16 dan dimensi values-driven berkontribusi sebesar 3 dalam menjelaskan kinerja individu.

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The increase of competitiveness among companies forces orgnization to have employees with high performance. The aim of this study is to examine the influence of self directed and values driven as dimensions of protean career orientation toward employees rsquo in role performance in organization. This quantitative study using Protean Career Attitudes Scale to measure self directed and values driven and also Job Performance Scale to measure in role performance. This study was conducted on 172 participants from various organizations and companies. Results indicate that both dimensions have significant influence. Self directed contributes 16 while values driven only contributes 3 of in role performance.

Abstrak :
Hal-hal seperti globalisasi dan perkembangan teknologi, telah mengubah bagaimana organisasi dan para pekerja melihat pengelolaan karier. Sebelumnya, tanggung jawab pengelolaan karier pekerja berada pada tangan organisasi, namun telah terjadi pergeseran dimana sekarang para pekerja lebih bertanggung jawab atas kariernya masing-masing. Orientasi karier tersebut bernama orientasi karier protean. Individu dengan orientasi karier protean akan cenderung lebih proaktif dan rela untuk berkontribusi lebih kepada organisasi. Penelitian ini ingin melihat apakah terdapat hubungan positif antara orientasi karier protean dan organizational citizenship behaviors OCB atau perilaku warga organisasi PWO. Penelitian ini menggunakan Protean Career Attitude Scale PCAS untuk mengukur orientasi karier protean berdasarkan kedua dimensinya, yaitu self-directed dan values-driven, serta menggunakan alat ukur yang dikembangkan oleh Williams dan Anderson 1991 untuk mengukur PWO berdasarkan dimensinya PWO-I PWO-O. Partisipan dalam penelitian ini merupakan 101 karyawan yang bekerja di sektor industri/manufaktur. Hasil penelitian ini memperlihatkan bahwa terdapat hubungan positif antara self-directed dan PWO-I r = .26, p = .004, one tail, serta PWO-O r = .23, p = .011, one tail. Hasil penelitian ini menemukan hubungan negatif antara values-driven dan PWO-O r = -.17, p = .043, one tail, tetapi tidak ditemukan hubungan dengan PWO-I.

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Things like globalization and rapid technology development has changed the way organizations and workers see career management. Before, the organization was responsible for its workers career management, however there has been a shift, where now the workers themselves are more responsible for their own careers. This career orientation is called protean career orientation. Individuals with protean career orientation are more proactive and willing to contribute more to the organization. This research aims to see if there is a positive relationship between protean career orientation and organizational citizenship behaviors OCB. This research uses Protean Career Attitude Scale PCAS to measure the protean career orientation, based on its two dimensions, which is self directed and values driven, and also uses an instrument developed by Williams and Anderson 1991 to measure OCB by its dimension OCB I OCB O. The participants of this research consist of 101 workers who works in the manufacturing industry. Results from this research shows that there is a positive correlation between self directed and OCB I r .26, p .004, one tail, and also OCB O r .23, p .011, one tail. The results also found a negative relationship between values driven and OCB O r .17, p .043, one tail, but no correlation was found with OCB I.

Abstrak :
Penelitian ini bertujuan untuk menguji peran moderator dari manajemen karier organisasi pada hubungan orientasi karier protean dan keterlibatan karier melalui mediasi adaptabilitas karier. Penelitian ini dilakukan terhadap 257 responden pegawai Kementerian Kesehatan melalui kuesioner secara daring. Penelitian ini termasuk penelitian kuantitatif dengan teknik analisis mediasi moderator menggunakan PROCESS Macro Hayes model 7. Hasil analisis menunjukkan bahwa manajemen karier organisasi menjadi moderator pada hubungan orientasi karier protean dan keterlibatan karier melalui adaptabilitas karier dengan indeks mediasi moderasi sebesar (indeks= -0.011, SEBoot = 0.004, CI 95% = -0.018 hingga -0.003). Dengan interval kepercayaan 95%, nilai CI tidak melewati angka 0 maka efek mediasi yang dimoderasi dinyatakan signifikan. Hasil ini menunjukkan bahwa ketika manajemen karier organisasi rendah justru dapat menguatkan hubungan orientasi karier dan keterlibatan karier melalui mediasi adaptabilitas karier. Hasil penelitian ini mengasumsikan bahwa manajemen karier organisasi menjadi faktor yang tidak berperan penting bagi individu dalam meningkatkan peran mediasi adaptabilitas karier pada hubungan orientasi karier dan keterlibatan karier. Secara praktis, temuan ini menyarankan organisasi untuk melakukan evaluasi mengenai praktik manajemen karier yang diterapkan dengan memberikan praktik OCM yang lebih intensif dan komprehensif melalui praktik manajemen aktif dan perencanaan aktif untuk pengembangan karier individu. ......This study aims to examine the moderator role of organizational career management on the relationship between protean career orientation and career involvement through the mediation of career adaptability. This research was conducted on 257 respondents of Ministry of Health employees through online questionnaires. This research is quantitative research with moderator mediation analysis techniques using PROCESS Macro Hayes model 7. The analysis results show that organizational career management moderates the relationship between protean career orientation and career engagement through career adaptability with a moderating mediation index of (index = -0.011, SEBoot = 0.004, 95% CI = - 0.018 to -0.003). With a 95% confidence interval, the CI value does not exceed 0, the moderated mediation effect is significant. These results indicate that when organizational career management is low, it can strengthen the relationship between career orientation and career engagement through the mediation of career adaptability. The results of this study assume that organizational career management is a factor that does not play an important role for individuals in increasing the mediating role of career adaptability in the relationship between career orientation and career engagement. These findings suggest organizations to evaluate their applied career management practices by providing a more intensive and comprehensive practice of OCM through active management practices and active planning for individual career development.

Abstrak :
Penelitian ini bertujuan untuk mengetahui pengaruh orientasi karier protean terhadap intensi untuk meninggalkan organisasi yang dimediasi oleh komitmen organisasi dan kepuasan kerja pada pegawai bertalenta di Badan XYZ. Orientasi protean diharapkan dimiliki oleh individu-individu bertalenta yang dapat memberikan keunggulan kompetitif bagi organisasi. Penelitian ini adalah penelitian kuantitatif dengan menggunakan metode Structural Equation Model (SEM) yang diolah menggunakan software SmartPLS 3.2. Sebanyak 134 responden yang lolos screening pada Badan XYZ telah berpartisipasi dalam penelitian ini. Hasil penelitian ini menunjukkan bahwa orientasi karier protean memiliki pengaruh yang signifikan terhadap intensi untuk meninggalkan organisasi. Selain itu, komitmen organisasi dan kepuasan kerja memediasi secara sifnifikan pengaruh antara orientasi karier protean terhadap intensi untuk meninggalkan organisasi. ...... The purpose of this research is to find out the effect of protean career orientation on intention to quit mediated by organizational commitment and job satisfaction on talented employees at XYZ Agency. Protean orientation is expected to be possessed by talented individuals who can provide a competitive advantage to the organization. This research is a quantitative study using the Structural Equation Model (SEM) method which is processed using SmartPLS 3.2 software. A total of 134 respondents who passed the screening at XYZ Agency participated in this research. The results showed that protean career orientation had a significant effect on intention to quit. In addition, organizational commitment and job satisfaction mediate a significant effect between protean career orientation on the intention to quit.

Abstrak :
Mahasiswa tingkat akhir sedang menghadapi tantangan dalam transisi dari pendidikan tinggi ke dunia kerja yang dapat memengaruhi optimisme karier mereka. Sebagai bagian dari Gen Z, partisipasi mereka dalam Extracurricular Activities (ECA) dan program magang, merupakan bagian dari pengalaman kerja sekaligus membantu mereka mengembangkan orientasi dan harapan karier yang berfokus pada nilai-nilai pribadi mereka. Penelitian ini bertujuan untuk melihat peran mediasi adaptabilitas karier dalam hubungan antara orientasi karier protean dan optimisme karier. Partisipan penelitian ini terdiri dari 144 mahasiswa tingkat akhir yang mengikuti ECA dan program magang. Hasil analisis menunjukkan adaptabilitas karier memediasi penuh hubungan antara orientasi karier protean dan optimisme karier. Semakin tinggi orientasi karier yang dimiliki mahasiswa, semakin tinggi adaptabilitas dan berimbas pula pada optimisme karier mereka. Penelitian ini memiliki saran agar universitas dan penyelenggara ECA serta magang lebih mendorong partisipasi mahasiswa. ......Final-year students are facing challenges in transitioning from higher education to the workforce, which can affect their career optimism. As part of Gen Z, participation in work experiences such as Extracurricular Activities (ECA) and internship programs can help them develop career orientations and expectations focused on personal values. This study aims to examine the mediating role of career adaptability in the relationship between protean career orientation and career optimism. The participants of this study consist of 144 final-year students who are engaged in ECA and internship programs. The analysis shows that career adaptability fully mediates the relationship between protean career orientation and career optimism. The higher the career orientation of the students, the higher their career adaptability and optimism. The study faced challenges in achieving the reliability standards for the career optimism measurement tool. It is recommended that universities and ECA and internship program organizers further encourage student participation.