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"ABSTRAKBerdasarkan Perspektif Career Construction Theory (CCT), penelitian ini menunjukkan bahwa fleksibilitas kognitif, PsyCap, reka-karya, terkait dengan penemuan panggilan. Penelitian ini terdiri dari dua studi. Pada studi satu, penelitian terhadap 304 karyawan ditemukan bahwa model adaptasi CCT dapat menjelaskan proses penemuan panggilan pada karyawan. Karyawan yang memiliki kapasitas adaptif yaitu fleksibilitas kognitif dan PsyCap yang tinggi, akan lebih proaktif untuk mengubah batasan-batasan pekerjaannya, sehingga merasakan pekerjaan sebagai panggilan dalam hidupnya. Selanjutnya dalam studi dua diukur pengaruh otonomi kerja terhadap respon beradaptasi individu, serta kualitas hubungan atasan dan bawahan dalam peningkatan kinerja karyawan. Penelitian terhadap 461 karyawan menunjukkan bahwa panggilan tidak hanya merupakan hasil penemuan pribadi tapi juga hasil interaksi dengan kondisi organisasi. Organisasi yang memberikan kebebasan untuk menjadwalkan pekerjaan dan menentukan prosedur pelaksanaannya akan mendorong karyawan untuk proaktif mengubah aktivitas pekerjaannya menjadi lebih sesuai dengan minat dan kebutuhannya, sehingga dapat menemukan panggilan. Selain itu karyawan yang sudah menemukan panggilan akan dapat menampilkan kinerja yang baik, jika kualitas hubungan atasan-bawahan baik, yaitu adanya dukungan instrumental dan dukungan emosional yang tinggi, serta umpan balik yang konstruktif. Penelitian ini juga menunjukkan bahwa ketiga tipe reka-karya saling berinteraksi. Penelitian lanjutan dapat mempertimbangkan faktor iklim organisasi dan faktor internal karyawan yang memengaruhi penemuan panggilan.

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ABSTRACTBased on career construction theory (CCT), this study aimed to describe mechanisms of discerning work as a calling, along with the organizational factors that influence it. We do so by measuring the individual adaptation process which includes adaptive readiness, adaptability resources, adapting responses and adaptation results. This process is represented respectively by cognitive flexibility, PsyCap, job crafting, and calling. The first study from 304 employees indicated that CCT can explain the process of finding a calling in employees. Calling is a beliefs that individuals gains as a result of continuous evaluation and adaptation processes at work. Employees who have cognitive flexibility, and high PsyCap, will be more proactive to change the limits of their work, and get a new meaning in their work. Moreover, the second study from 461 hospital employees, demonstrates that organizations can help employees to find calling in their jobs by giving them the freedom to schedule jobs and determine the procedures for their implementation. The organization also plays a role in encouraging employees with a calling to have a good performance, by establishing a high leader-member exchange. The leader can provide high instrumental and emotional support, as well as providing constructive feedback. The study also found interactions of job crafting's types, namely how they promoted each other."

"Hubungan Career Functions dan Psychosocial Functions terhadap Motivasi Karier KaryawanPenelitian ini bertujuan untuk melihat hubungan career functions dan psychosocial functions terhadap motivasi karier karyawan. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Career Motivation yang dikembangkan oleh London 1993 dan Noe et al. 1990 untuk mengukur motivasi karier karyawan dan Mentoring Functions Scale Noe, 1988 untuk mengukur career functions dan psychosocial functions. Penelitian ini dilakukan pada 145 responden yang pernah terlibat dalam kegiatan mentoring di perusahaan. Penelitian ini menunjukkan hasil bahwa career functions r = 0,57, p < 0,01 dan psychosocial functions r = 0,51, p < 0,01 memiliki hubungan positif terhadap motivasi karier karyawan. Hasil penelitian ini dapat berkontribusi bagi perusahaan untuk meningkatkan pemahaman mengenai hal-hal yang dapat meningkatkan motivasi karier karyawan selama bekerja. Selain itu, dapat meningkatkan pemahaman bagi karyawan terkait pentingnya kegiatan mentoring yang diberikan oleh perusahaan. Kata Kunci:Mentoring, career functions, psychosocial functions, motivasi karier

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Name Yusi RianaStudy Program Psychology, Bachelor ProgramTittle The Relationship between Career Functions and Psychosocial Functions on the Employee 39 s Career MotivationThe aim of this research is to examine the relationship of career functions and psychosocial functions on employee rsquo s career motivation. This is a quantitative study using Career Motivation developed by London 1993 and Noe et al. 1990 to measure employee rsquo s career motivation and Mentoring Functions Scale Noe, 1988 to measure career functions and psychosocial functions. This research was conducted on 145 respondents that had been involved in mentoring activities at a company. Results indicated that both career functions r 0,57, p 0,01 and psychosocial functions r 0,51, p 0,01 were positively related to employee rsquo s career motivation. Results of this study could contribute to company to increase understanding about the things that can increase employee rsquo s career motivation. In addition, this study also could contribute for employee to increase understanding about the importance of mentoring that provided by the company. Keywords Mentoring, career functions, psychosocial functions, career motivation"

"Penelitian ini bertujuan untuk melihat ada tidaknya hubungan antara efikasi diri dalam keputusan karier dengan problem-focused coping style yang terdiri dari approach dan avoidance problem-focused coping style pada mahasiswa S1 Universitas Indonesia. Sampel penelitian ini berjumlah 516 mahasiswa S1 semester empat Universitas Indonesia dari semua fakultas. Efikasi diri dalam keputusan karier diukur menggunakan Career Decision Self-Efficacy Short Form (Taylor dan Betz, 1983), dan Problem-Focused Coping Style diukur menggunakan Problem-Focused Styles of Coping (Heppner, Cook, Wright, dan Johnson, 1995) yang telah diadaptasi dan dimodifikasi oleh peneliti.Hasil penelitian ini menunjukkan korelasi positif antara efikasi diri dalam keputusan karier dengan approach problem-focused coping style (r= 0.282, p<0.01). Hasil penelitian juga menunjukkan bahwa terdapat korelasi negatif antara efikasi diri dalam keputusan karier dengan avoidance problem-focused coping style (r= -0.107, p<0.01). Disarankan agar mahasiswa menerapkan approach problem-focused coping style untuk meningkatkan efikasi diri dalam keputusan karier, serta menghindari penerapan avoidance problem-focused coping style.

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This research was conducted to examine the relationship between career decision self-efficacy with problem-focused coping style, consists of approach and avoidance problem-focused coping style on undergraduate students of Universitas Indonesia. Samples of this research are 516 4th semester undergraduate students from 13 faculties of Universitas Indonesia. Career decision self-efficacy was measured by Career Decision Self-Efficacy Short Form from Taylor and Betz (1983), and Problem-Focused Coping Style was measured by Problem- Focused Style of Coping (Heppner, Cook, Wright, and Johnson, 1955) which has been adapted and modified by the researcher.The results are, there is a significant positive relationship between career decision self-efficacy and approach problem-focused coping style (r= 0.282, p<0.01), also there is a significant negative relationship between career decision selfefficacy and avoidance problem-focused coping style (r= -0.107, p<0.01). Based on the results, suggest that undergraduate student to enhance career decision self-efficacy by using approach problem-focused coping style."

"Proposes a series of interconnected arguments against the view that interpersonal understanding involves the use of a 'folk' or 'commonsense' psychology. This book draws on phenomenology, neuroscience and developmental psychology to offer an alternative account that emphasizes patterned interactions between people in shared social situations."

"mengenai integrasi metode kualitatif dan kuantitatif di dalam teori dan prakteknya"