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"ABSTRAKPerubahan 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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ABSTRACTChanges 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."

"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.

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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. "