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"ABSTRAKPenelitian ini bertujuan untuk melihat peran mediasi kepuasan karir pada hubungan antara perceived organization support (POS) dan kepuasan hidup. Penelitian kuantitatif ini menggunakan Satisfaction with Life Scale untuk mengukur kepuasan hidup, versi singkat Survey of Perceived Organizational Support untuk mengukur POS, dan Career Satisfaction Scale untuk mengukur kepuasan karir. Responden dalam penelitian ini adalah karyawan Generasi Milenial (N = 107) berusia 24-38 tahun yang telah bekerja minimal 6 bulan. Hasil analisis mediasi menunjukkan bahwa pengaruh langsung (B = .03, SE = .12, p> .71) tidak signifikan, pengaruh tidak langsung (B = .10, SE = .07, BCa CI [.03) , .20]) yang signifikan, dengan ukuran efek diklasifikasikan sebagai sedang (k2 = .13, BCa CI [.04, .24]). Hasil ini menunjukkan bahwa kepuasan karir memediasi sepenuhnya hubungan antara POS dan kepuasan hidup. Oleh karena itu, berbagai perusahaan diharapkan dapat memberikan dukungan yang dapat menunjang kepuasan karir sehingga karyawan juga akan merasakan kepuasan dalam hidupnya.ABSTRACTThis study aims to see the mediating role of career satisfaction in the relationship between perceived organization support (POS) and life satisfaction. This quantitative research uses the Satisfaction with Life Scale to measure life satisfaction, a short version of the Survey of Perceived Organizational Support to measure POS, and the Career Satisfaction Scale to measure career satisfaction. Respondents in this study were employees of the Millennial Generation (N = 107) aged 24-38 years who had worked at least 6 months. The results of the mediation analysis showed that the direct effect (B = .03, SE = .12, p> .71) was not significant, the indirect effect (B = .10, SE = .07, BCa CI [.03), .20] ), with the effect size classified as moderate (k2 = .13, BCa CI [.04, .24]). These results suggest that career satisfaction fully mediates the relationship between POS and life satisfaction. Therefore, various companies are expected to provide support that can support career satisfaction so that employees will also feel satisfaction in their lives."

"Berdasarkan pada perspektif self-determination theory, penelitian ini hendak melihat peran mediasi harmonious work passion HWP pada hubungan antara perceived organizational support POS dan kinerja. POS dapat mendorong terpenuhinya tiga kebutuhan dasar psikologis manusia, yaitu need for autonomy, need for competence, dan need for relatedness, mendorong terbentuknya motivasi internal dan juga dapat mendorong terjadinya proses internalisasi pekerjaan ke dalam identitas karyawan secara otonom. Dengan demikian, harmonious work passion akan terbentuk dan hal ini kemudian akan mendukung kinerja karyawan. Pengumpulan data diperoleh pada karyawan dengan berbagai jabatan dari berbagai perusahaan di Jakarta dan sekitarnya N=305 . Melalui analisis data menggunakan macro Hayes PROCESS pada IBM Statistics SPSS 22, ditemukan bahwa HWP memediasi secara parsial hubungan antara POS dengan kinerja. Implikasi teoretis dan praktis juga akan dibahas dalam penelitian ini.

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Based on self determination theory perspective, this study aims to examine the mediating effect of harmonious work passion HWP on the relationship between perceived organizational support POS and in role performance. The existence of POS can encourage the fulfillment of three basic human psychological needs, namely need for autonomy, need for competence, and need for relatedness, can encourage the forming of intrinsic motivation, and also can encourage the autonomous internalization process of employee rsquo s job into identity. This will lead to harmonious work passion and in turn will enhance employees rsquo in role performance. The data were obtained from employees with various positions from various companies in Jakarta and surrounding areas N 305 . Through data analysis using the Hayes PROCESS macro on IBM Statistics SPSS 22, it was found that HWP mediates partially the relationship between POS and in role performance. The theoretical and practical implications were discussed in this study."

"Penelitian in bertujuan untuk menganalisis corporate ethical values yang berperan sebagai quasi moderasi (sebagai variabel independen dan moderasi) dalam hubungan kepuasan karir, identifikasi organisasi, dan turnover intention. Penelitian ini dilakukan pada karyawan generasi milenial dengan jumlah sampel sebanyak 120 responden dari berbagai industri di wilayah Jabodetabek. Data dikumpulkan dengan menggunakan kuesioner dan kemudian diolah dengan metode Structural Equation Modeling (SEM). Hasil penelitian ini menunjukkan bahwa kepuasan karir dan corporate ethical values terbukti berpengaruh langsung terhadap turnover intention dan secara tidak langsung melalui mediasi parsial identifikasi organisasi. Sementara itu, pengaruh kepuasan karir terhadap turnover intention dan pada identifikasi organisasi terbukti dimoderasi oleh corporate ethical values, serta terbukti memoderasi pengaruh identifikasi organisasi terhadap turnover intention.

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This research has a purpose to examine the role of corporate ethical values as a quasi moderator (serves as the independent variable and moderation) in the relationship between career satisfaction, organizational identification, and turnover intention. This research was conducted to millennial employees with a sample the sample consists of 120 respondents  from various industries in Jabodetabek area. The data was collected using a questionnaire and processed using Structural Equation Modeling (SEM) method. The result shows that career satisfaction and corporate ethical values have direct effect toward turnover intention and indirectly through partial mediation of organizational identification. Meanwhile, the influence of career satisfaction to turnover intention is proved to be moderated by corporate ethical values. And the influence of organizational identification to turnover intention is proved to be moderated by corporate ethical values."

"Generasi Milenial, yang mendominasi populasi dunia saat ini, dapat menjadi peluang sekaligus tantangan karena karakteristiknya yang tidak bisa bertahan lama di sebuah Perusahaan seperti generasi sebelumnya. Penelitian ini bertujuan untuk menguji pengaruh career growth dan perceived organizational support terhadap turnover intention karyawan Milenial, yang dimediasi oleh organizational commitment. Data empiris dikumpulkan dari 316 responden menggunakan survei online, kemudian data sebanyak 316 responden yang dapat dianalisis lebih lanjut. Responden adalah karyawan tetap kategori Milenial (lahir antara tahun 1980 dan 1996) di Indonesia yang saat ini bekerja di sebuah perusahaan dengan masa kerja minimum 2 tahun. Data dianalisis menggunakan Structural Equation Modeling (SEM) dengan perangkat lunak Lisrel 8.8. Hasilnya menunjukkan bahwa career growth dan perceived organizational support memiliki pengaruh positif terhadap organizational commitment dan memiliki pengaruh negatif terhadap turnover intention. Selain itu, ditemukan bahwa organizational commitment secara signifikan berfungsi sebagai faktor mediasi dalam hubungan antara career growth dan perceived organizational support terhadap turnover intention. Penelitian ini memiliki beberapa keterbatasan, yaitu terbatas pada karyawan tetap generasi Milenial, menggunakan variabel yang unidimensional dengan item terbatas, metode kuantitatif dengan kuesioner online yang bersifat self-assessment, dan skala Likert tujuh poin, sehingga hasilnya tidak dapat digeneralisasi dan tidak mencerminkan keragaman perspektif responden secara mendalam. Melalui penelitian ini, diharapkan dapat memberikan wawasan bagi organisasi ataupun manajemen perusahaan dalam mengembangkan kebijakan yang efektif untuk mengelola karyawan dalam kaitannya dengan fenomena turnover intention.

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The Millennial generation, which dominates the world’s current population, can be both an opportunity and a challenge due to its characteristic of being unable to stay in a company for a long period of time like previous generations. This research aims to measure the influence of career growth and perceived organizational support on turnover intention among millennial employees, mediated by organizational commitment. Empirical data were collected from 316 respondents using an online survei, then data from 316 respondents were further analyzed. The respondents are millennial permanent employees (born between 1980 and 1996) in Indonesia who are currently working in a company with a minimum tenure of 2 years.

The data were analyzed using Structural Equation Modeling (SEM) with Lisrel 8.8 software. The results indicate that career growth and perceived organizational support have a positive influence on organizational commitment and a negative influence on turnover intention. Furthermore, it was found that organizational commitment significantly mediates the relationship between career growth and perceived organizational support on turnover intention.

This research has several limitations, namely being restricted to millennial permanent employees, using unidimensional variables with limited items, employing a quantitative method through a self-assessment online questionnaire with a seven point Likert scale. Consequently, the results cannot be generalized and do not deeply reflect the diversity of respondents’ perspectives. Through this study, it is hoped to provide insights for organizations or company management in developing effective policies for managing employees in relation to turnover intention."

"Penelitian ini bertujuan untuk melihat peran kepuasan gaji dan kepuasan karier pada kepuasan hidup Generasi Y. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Job Satisfaction Scale untuk mengukur kepuasan gaji, Career Satisfaction Scale untuk mengukur kepuasan karier, dan Satisfaction with Life Scale untuk mengukur kepuasan hidup. Pengambilan data dilakukan melalui kuesioner online pada 116 karyawan Generasi Y dengan convenience sampling. Hasil penelitian menunjukkan bahwa kepuasan karier lebih dapat berperan dalam memprediksi kepuasan hidup dibandingkan kepuasan gaji pada karyawan Generasi Y. Oleh karena itu, perusahaan perlu mempertimbangkan untuk memberi perhatian khusus pada kepuasan karier karyawan Generasi Y.

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The aim of this study is to examine the impact of pay satisfaction and career satisfaction to life satisfaction in Generation Y. This is a quantitative study using Job Satisfaction Scale to measure pay satisfaction, Career Satisfaction Scale to measure career satisfaction, and Satisfaction with Life Scale to measure life satisfaction. Data collection was done using online questionnaire to 116 Generation Y employees with convenience sampling. Study results shows that career satisfaction can predict life satisfaction more than pay satisfaction. Hence, companies should consider giving close attention to career satisfaction of Generation Y employees."

"Penelitian ini bertujuan untuk mengetahui pengaruh career adaptability, perceived organizational support, dan career satisfaction terhadap turnover intention pada tenaga kerja generasi milenial Indonesia. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan cross-sectional design dan metode purposive sampling untuk mengumpulkan data primer. Sampel dalam penelitian ini diperoleh dari 424 tenaga kerja generasi milenial Indonesia (lahir antara 1980-2000) dan pengolahan data dilakukan dengan menggunakan metode Structural Equation Modelling (SEM). Hasil penelitian menunjukkan bahwa career satisfaction memiliki peran penting dalam mencegah turnover intention serta memediasi hubungan di antara career adaptability dan perceived organizational support terhadap turnover intention. Pemberdayaan berupa peningkatan adaptabilitas dan dukungan organisasi perlu diikuti dengan adanya kepuasan karier dalam rangka mencegah keinginan untuk keluar dari organisasi. Studi ini memberikan kontribusi kepada manajemen dan literatur sumber daya manusia mengenai pentingnya peran mediasi career satisfaction terhadap career adaptability dan perceived organizational support dalam rangka menurunkan turnover intention tenaga kerja generasi milenial di Indonesia.

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This study aims to determine the effect of career adaptability, perceived organizational support, and career satisfaction on turnover intention on the Indonesian millennial generation. This research is a quantitative study using a cross-sectional design and purposive sampling method to collect primary data. The sample in this study was obtained from 424 Indonesian millennial generation workers (born between 1980-2000), and data processing was carried out using the Structural Equation Modeling (SEM) method.

The results showed that career satisfaction has an important role in preventing turnover intention and mediating the relationship between career adaptability and perceived organizational support for turnover intention. Empowerment, in the form of improving individual adaptability and organizational support, needs to be followed by career satisfaction to prevent the desire to leave the organization.

This study contributes to the management and human resource literature regarding the important role of career satisfaction mediation on career adaptability and perceived organizational support to reduce the turnover intention of the millennial generation in Indonesia."

"Saat ini generasi milenial mendominasi angkatan kerja yang membuat maraknya fenomena turnover karyawan. Hal ini dikarenakan generasi milenial memiliki karakteristik kerja yang berbeda dengan generasi sebelumnya. Salah satu hal yang dapat memengaruhi intensi turnover karyawan milenial adalah dukungan supervisor yang mereka rasakan karena generasi milenial membutuhkan sosok atasan yang suportif dan dekat dengan mereka. Penelitian ini juga dilakukan untuk melihat peran mediasi kebermaknaan kerja pada hubungan yang dimiliki persepsi dukungan supervisor dan intensi turnover pada karyawan generasi milenial. Desain penelitian ini adalah cross-sectional dengan tipe korelasional dan melibatkan 154 partisipan karyawan milenial yang mempunyai atasan langsung dan berdomisili di Indonesia. Instrumen penelitian ini adalah alat ukur persepsi dukungan supervisor, kebermaknaan kerja, dan intensi turnover. Penelitian ini menggunakan teknik analisis mediasi sederhana model 4 dengan program PROCESS Hayes SPSS macro untuk mengetahui efek langsung (direct effect) dan efek tidak langsung (indirect effect) antar variabel dengan analisis regresi. Hasil penelitian menunjukkan bahwa persepsi dukungan supervisor berkorelasi secara signifikan dengan intensi turnover (r = -0,423, p < 0.01) dan kebermaknaan kerja terbukti dapat memediasi sebagian pada pengaruh persepsi dukungan supervisor terhadap intensi turnover (ab = -0,143, p < 0.01; c’ = -0,184, p < 0.01). Oleh karena itu, penelitian ini dapat memberi gambaran pentingnya dukungan supervisor bagi karyawan generasi milenial di tempat kerja sehingga dapat menurunkan intensi turnover melalui kebermaknaan kerja.

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Currently, millennials dominate the workforce which has led to the phenomenon of employee turnover. This is due to the fact that millennials have different work characteristics from the previous generation. One factor that can affect the turnover intention of millennial employees is the perception of their supervisor’s support because millennials need a supervisor who is supportive and close to them. This research was also conducted to see the mediating role of meaningful work on the relationship between perceived supervisor support and turnover intention among millennial employees. This correlational research with a cross-sectional design involved 154 millennial employees who have supervisors and are based in Indonesia as participants. The instrument used for this research are measurement tools for perceived supervisor support, meaningful work, and turnover intention. The simple mediation analysis technique model 4 using the PROCESS Hayes SPSS macro was used in this study to determine the direct and indirect effects between variables using regression analysis. The results showed that perceived supervisor support was significantly correlated with turnover intention (r = -0.423, p < 0.01) and meaningful work was proven to partially mediated the effect of perceived supervisor support on turnover intention (ab = -0.143, p < 0.01; c' = -0.184, p < 0.01). Thus, this research can provide an overview of the importance of supervisory support among millennial employees in the workplace to reduce employees’ turnover intention through meaningful work."

"Penelitian ini bertujuan untuk mengetahui pengaruh mediasi dari job insecurity terhadap hubungan antara perceived organizational support dan in-role performance. Menggunakan teori psychological safety sebagai pedoman, individu yang menilai positif perlakuan dari perusahaan akan merasa aman dan keberlangsungannya di perusahaan terjamin, sehingga akan meningkatkan kinerjanya di perusahaan. Data diperoleh dari karyawan di Jabodetabek N= 269, dan dianalisis menggunakan macro Hayes PROCESS, pada SPSS v20. Hasil menunjukkan bahwa terdapat efek tidak langsung yang signifikan dari POS pada in-role performance melalui job insecurity. Implikasi secara teoretis dan praktis akan dibahas dalam penelitian ini.

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This study aims to investigate the mediating effect of job insecurity on the relationship between perceived organizational support and in role performance. Drawing from psychological safety theory, perceived organizational support would affect individuals rsquo feeling that they could secure their job, and this would lead to high in role performance. Data were collected among employess from Jabodetabek N 269, and analyzed using the Hayes PROCESS macro on SPSS v20. The result showed that job insecurity mediated the relationship between POS and in role performance, as the indirect effect of POS on in role performance via job insecurity was found significant. Theoretical and pracyical implications were discussed. "

"Anak merupakan karunia bagi pasangan menikah, namun tidak jarang anak juga membawa beban bagi keluarga. Faktanya, kepuasan pernikahan cenderung menurun ketika pasangan memiliki anak. Kepuasan pernikahan yang menurun dapat kemudian menurunkan komitmen pernikahan, sehingga membuat pernikahan rentan terhadap perceraian. Pembagian peran dalam mengurus rumah tangga dan mengasuh anak kerap menjadi bahan perdebatan, terutama pada keluarga dual-earner. Pembagian peran yang tidak dipersepsikan adil dapat menurunkan kepuasan pernikahan. Perceived fairness diperlukan guna menjaga kualitas pernikahan dan mempertahankan pernikahan dalam jangka panjang. Penelitian ini meneliti peran mediasi kepuasan pernikahan dalam hubungan perceived fairness dengan komitmen pernikahan. Komitmen pernikahan diukur menggunakan Tripartite Theory of Commitment yang membagi komitmen menjadi komitmen personal, moral, dan struKtural. Sementara kepuasan pernikahan diukur menggunakan Quality of Marital Index dan perceived fairness diukur menggunakan Perceived Fairness Scale. Penelitian ini melibatkan 168 partisipan dengan karakteristik individu yang sedang dalam pernikahan pertama, memiliki anak, dan tinggal satu atap dengan pasangan dan anaknya. Data diperoleh melalui convenience sampling dengan cara menyebarkan poster penelitian melalui media sosial. Hasil menunjukkan bahwa kepuasan pernikahan terbukti memediasi hubungan antara perceived fairness dengan komitmen pernikahan personal dan perceived fairness dengan komitmen pernikahan moral. Disisi lain, kepuasan pernikahan gagal memediasi perceived fairness dengan komitmen pernikahan struktural.

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Children are a gift for married couples, but not infrequently children also carry a burden for the family. In fact, marital satisfaction tends to decrease when couples have children. Decreased marital satisfaction can lead to decrease in marital commitment, thus making marriages more vulnerable to divorce. The division of roles in household chores and child rearing is often a matter of debate, especially in dual-earner families. The division of roles that are not perceived as fair can reduce marital satisfaction. Perceived fairness is needed to maintain the quality of marriage and maintain commitment of marriage in the long term. This study examines the mediating role of marital satisfaction in the relationship between perceived fairness and marital commitment. Marital commitment is measured using The Tripartite Theory of Commitment which divides commitment into personal, moral, and structural commitments. Meanwhile, marital satisfaction was measured using the Quality of Marital Index and perceived fairness was measured using the Perceived fairness Scale. This study involved 168 participants with individual characteristics who are in their first marriage, have child/children, and live under the same roof with their spouse and children. Data were obtained through convenience sampling by distributing research posters through social media. The results show that marital satisfaction is proven to mediate the relationship between perceived fairness with personal marital commitment and perceived fairness with moral marital commitment. On the other hand, marital satisfaction failed to mediate perceived fairness with structural marital commitment."

"Penelitian dilakukan untuk mengetahui pengaruh dari perceived organizational support terhadap psychological well-being pekerja generasi milenial Indonesia dengan employee engagement dan affective commitment sebagai variabel mediasi pada generasi milenial. Responden pada penelitian ini adalah para karyawan yang telah bekerja sekurang-kurangnya 1 tahun pada perusahaan dan merupakan kelahiran antara tahun 1981 hingga 1996. Data kemudian diolah dengan menggunakan SPSS dan Structural Equation Modelling (SEM) LISREL. Penelitian ini mencoba menjelaskan faktor-faktor yang dapat mempengaruhi psychological well-being pada karyawan. Terdapat 247 responden yang berpartisipasi dalam penelitian ini. Hasil penelitian menunjukkan bahwa perceived organizational support, employee engagement dan affective commitment memengaruhi psychological well-being pekerja generasi milenial Indonesia, dan terdapat peran employee engagement dan affective commitment dalam memediasi hubungan antara perceived organizational support terhadap psychological well-being

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The research was conducted to determine the effect of perceived organizational support on the psychological well-being of Indonesian millennial generation workers with employee engagement and affective commitment as mediating variables in the millennial generation. Respondents in this study were employees who had worked for at least 1 year at the company and were born between 1981 and 1996. The data was then processed using SPSS and Structural Equation Modeling (SEM) LISREL. This study tries to explain the factors that can affect psychological well-being of employees. There were 247 respondents who participated in this study. The results of the study show that employee engagement and affective commitment affect the psychological well-being of Indonesian millennial generation workers, and there is a role for perceived organizational support, employee engagement and affective commitment in mediating the relationship between perceived organizational support and psychological well-being."