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Abstrak :
Kebijakan reformasi birokrasi pada instansi pemerintahan mendorong pegawai ASN pada level eselon tiga ke bawah untuk segera melakukan peralihan jabatan menuju jabatan fungsional. Tidak terkecuali Instansi X, yang saat ini sedang didorong untuk memenuhi target proporsi 60% pejabat fungsional hanya dalam kurun waktu satu tahun. Target ini idealnya hanya dapat dicapai apabila karyawan secara proaktif menunjukkan perilaku keterlibatan karier. Berdasarkan studi awal yang dilakukan, salah satu hambatan yang dihadapi pegawai ASN di Instansi X adalah keterbatasan informasi terkait kebijakan, pola karier, dan proses peralihan jabatan. Oleh karena itu, penelitian ini hendak meneliti pengaruh kualitas informasi karier di organisasi terhadap perilaku keterlibatan karier pegawai ASN. Variabel kejelasan karier dipilih sebagai variabel mediator sejalan dengan teori proses pencarian informasi. Penelitian ini melibatkan sampel penelitian sebanyak 211 pegawai ASN level eselon 3,4, ataupun 5 yang belum berstatus jabatan fungsional. Uji mediasi dilakukan menggunakan metode statistik regresi menggunakan macro PROCESS oleh Hayes pada aplikasi SPSS. Hasil analisis menunjukkan bahwa hubungan langsung antara variabel persepsi akan kualitas informasi dengan perilaku keterlibatan karier tidak signifikan (β=0.02, p>.05). Meskipun demikian, hubungan tidak langsung antara keduanya melalui mediator kejelasan karier terbukti signifikan (β=0.28, p<.05), begitupun dengan hubungan total antara kedua variabel (β=0.30, p<.05). Dengan demikian, dapat disimpulkan bahwa variabel kejelasan karier memediasi penuh hubungan antara persepsi akan kualitas informasi karier dan perilaku keterlibatan karier. ......National bureaucratic reform policies that apply to government agencies compel echelon III, IV, and V civil service workers to transfer into functional positions. Institution X is no exception. In fact, Institution X was expected to fulfill the 60% functional position proportion target merely in a span of one year. To achieve this target, it was essential for civil servants at Institution X to proactively engage in their own career development. However, based on the preliminary study conducted, information inadequacy regarding the organization’s career policy was considered as one main obstacle during the position transfer process. This study was then conducted to examine the effect of perceived career-related information quality on civil servants’ career engagement. Career clarity was chosen as mediator variable between the two based on the information search process theory. 211 Institution X’s echelon III, IV, and V civil servants who have not held functional positions were recruited as participants of the study. Mediation analysis was performed using regression statistical method using macro PROCESS by Hayes in SPSS. The result showed that the direct effect between perceived information quality and career engagement is not significant (β=0.02, p>.05). However, indirect effect between the two is found significant (β=0.28, p<.05), along with the total effect (β=0.30, p<.05). In summary, career clarity fully mediated the relationship between perceived career-related information quality and career engagement.

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.