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Moch Wispandono - One of the best experts on this subject based on the ideXlab platform.
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peranan Career Anchor dalam menciptakan kepuasan kerja pegawai dinas kesehatan kabupaten sampang
Jurnal Studi Manajemen dan Bisnis, 2020Co-Authors: Moch WispandonoAbstract:Career Anchor dideskripsikan sebagai sebuah elemen dalam konsep diri seseorang (berhubungan dengan karir) yang tidak akan mereka lepaskan atau korbankan, bahkan pada saat menghadapi kondisi sulit. Oleh karena itulah setiap karyawan akan berusaha untuk dapat menduduki posisi jabatan tertentu yang lebih layak dan semakin meningkat dari waktu ke waktu sehingga kepuasan dalam bekerja akan muncul. Uraian di atas menjadi alasan untuk dilakukan penelitian ini, dengan berupaya untuk menjawab masalah yang dirumuskan sebagai berikut: (1) Apakah faktor Career Anchor yang terdiri dari Managerial Competence (kompetensi manajerial) , Technical/ functional Competence ( kompetensi teknis/ fungsional ), Security/ stability ( keamanan/ keseimbangan ), Creativity ( kreativitas ) dan Autonomy ( kebebasan ) secara simultan berpengaruh terhadap kepuasan kerja karyawan Dinas Kesehatan Pemda Kabupaten Sampang? (2) Apakah variabel kompetensi teknis/ fungsional dalam Career Anchor di atas mempunyai pengaruh dominan terhadap kepuasan kerja karyawan Dinas Kesehatan Pemda Kabupaten Sampang. Berdasarkan pada tujuan penelitian, hipotesis dan kerangka konseptual. dapat ditarik beberapa kesimpulan sebagai berikut: (1) Hasil perhitungan SPSS menunjukkan nilai F hitung = 8.349. Hal ini berarti bahwa secara simultan variabel Career Anchor (X) mempunyai pengaruh terhadap kepuasan kerja karyawan (Y). Hal ini menunjukkan bahwa secara bersama-sama variable yang terdapat dalam Career Anchor berpengaruh signifikan terhadap kepuasan kerja karyawan Dinas Kesehatan Kabupaten Sampang. (2) Variabel kompetensi teknis berpengaruh dominan terhadap Kepuasan Kerja Karyawan Dinas Kesehatan Kabupaten Sampang karena nilai t hitung variabel ini paling besar daripada variable bebas lainnya dengan nilai 2.889 yang lebih besar dari t tabel (2.889 lebih dari 1.985).
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retraction peranan Career Anchor dalam menciptakan kepuasan kerja pegawai dinas kesehatan kabupaten sampang
Jurnal Studi Manajemen dan Bisnis, 2018Co-Authors: Moch WispandonoAbstract:Career Anchor dideskripsikan sebagai sebuah elemen dalam konsep diri seseorang (berhubungan dengan karir) yang tidak akan mereka lepaskan atau korbankan, bahkan pada saat menghadapi kondisi sulit. Oleh karena itulah setiap karyawan akan berusaha untuk dapat menduduki posisi jabatan tertentu yang lebih layak dan semakin meningkat dari waktu ke waktu sehingga kepuasan dalam bekerja akan muncul. Uraian di atas menjadi alasan untuk dilakukan penelitian ini, dengan berupaya untuk menjawab masalah yang dirumuskan sebagai berikut: (1) Apakah faktor Career Anchor yang terdiri dari Managerial Competence (kompetensi manajerial), Technical/ functional Competence (kompetensi teknis/ fungsional), Security/ stability (keamanan/ keseimbangan), Creativity (kreativitas) dan Autonomy (kebebasan) secara simultan berpengaruh terhadap kepuasan kerja karyawan Dinas Kesehatan Pemda Kabupaten Sampang? (2) Apakah variabel kompetensi teknis/ fungsional dalam Career Anchor di atas mempunyai pengaruh dominan terhadap kepuasan kerja karyawan Dinas Kesehatan Pemda Kabupaten Sampang. Berdasarkan pada tujuan penelitian, hipotesis dan kerangka konseptual. dapat ditarik beberapa kesimpulan sebagai berikut: (1) Hasil perhitungan SPSS menunjukkan nilai Fhitung= 8.349. Hal ini berarti bahwa secara simultan variabel Career Anchor (X) mempunyai pengaruh terhadap kepuasan kerja karyawan (Y). Hal ini menunjukkan bahwa secara bersama-sama variable yang terdapat dalam Career Anchor berpengaruh signifikan terhadap kepuasan kerja karyawan Dinas Kesehatan Kabupaten Sampang. (2) Variabel kompetensi teknis berpengaruh dominan terhadap Kepuasan Kerja Karyawan Dinas Kesehatan Kabupaten Sampang karena nilai t hitung variabel ini paling besar daripada variable bebas lainnya dengan nilai 2.889 yang lebih besar dari ttabel (2.889 lebih dari 1.985).
Yanjun Guan - One of the best experts on this subject based on the ideXlab platform.
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Career adaptability and perceived overqualification testing a dual path model among chinese human resource management professionals
Journal of Vocational Behavior, 2015Co-Authors: Weiguo Yang, Yanjun Guan, Xin Lai, Zhuolin She, Andrew LockwoodAbstract:Based on Career construction theory, the current research examined the relationship between Career adaptability and perceived overqualification among a sample of Chinese human resource management professionals (N = 220). The results of a survey study showed that Career adaptability predicted perceived overqualification through a dual-path model: On the one hand, Career adaptability positively predicted employees' perceived delegation, which had a subsequent negative effect on perceived overqualification. At the same time, Career adaptability also positively predicted Career Anchor in challenge, which in turn positively predicted overqualification. This dual-path mediation model provides a novel perspective to understand the mechanisms through which Career adaptability affects perceived overqualification, and demonstrates the coexistence of opposite effects in this process. In addition, the results also showed that the effects of perceived delegation and Career Anchor in challenge on perceived overqualification were stronger among employees with a higher (vs. lower) level of organizational tenure. These findings carry implications for both Career development theories and organizational management practices.
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when do salary and job level predict Career satisfaction and turnover intention among chinese managers the role of perceived organizational Career management and Career Anchor
European Journal of Work and Organizational Psychology, 2014Co-Authors: Yanjun Guan, Yueran Wen, Sylvia Xiaohua Chen, Haiyang Liu, Yuhan Liu, Yanan Wang, Yuyan Zhang, Zhilin DongAbstract:The current research examined a moderated mediation model for the relationships among indicators of objective Career success (salary and job level), subjective Career success (Career satisfaction), and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by Career satisfaction. The results further showed that the relation between job level and Career satisfaction was weaker among managers who perceived a higher level of organizational Career management, but stronger among managers with a higher managerial Career Anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through Career satisfaction existed only among managers who perceived a lower level of organizational Career management or managers with a higher managerial Career Anchor. These findings carry implications for research on Career success and turnover intention.
Zhilin Dong - One of the best experts on this subject based on the ideXlab platform.
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when do salary and job level predict Career satisfaction and turnover intention among chinese managers the role of perceived organizational Career management and Career Anchor
European Journal of Work and Organizational Psychology, 2014Co-Authors: Yanjun Guan, Yueran Wen, Sylvia Xiaohua Chen, Haiyang Liu, Yuhan Liu, Yanan Wang, Yuyan Zhang, Zhilin DongAbstract:The current research examined a moderated mediation model for the relationships among indicators of objective Career success (salary and job level), subjective Career success (Career satisfaction), and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by Career satisfaction. The results further showed that the relation between job level and Career satisfaction was weaker among managers who perceived a higher level of organizational Career management, but stronger among managers with a higher managerial Career Anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through Career satisfaction existed only among managers who perceived a lower level of organizational Career management or managers with a higher managerial Career Anchor. These findings carry implications for research on Career success and turnover intention.
Yueran Wen - One of the best experts on this subject based on the ideXlab platform.
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Career plateau and turnover intention in chinese employees Career Anchor as moderator
Social Behavior and Personality, 2015Co-Authors: Yueran Wen, Liu LiuAbstract:Based on a survey of 147 Chinese employees, we examined the relationship between perceived Career plateau and turnover intention, and the moderating role of Career Anchor in challenge in this process. We hypothesized that perceived Career plateau would be positively related to turnover intention, and that this relationship would be stronger in employees with a higher level of Career Anchor in challenge than in those with a lower level. The results showed that perceived Career plateau had a strong positive relationship with turnover intention, especially in employees with a high level of Career Anchor in challenge. These findings have implications for research in Career development and turnover intention, as well as in management practices.
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when do salary and job level predict Career satisfaction and turnover intention among chinese managers the role of perceived organizational Career management and Career Anchor
European Journal of Work and Organizational Psychology, 2014Co-Authors: Yanjun Guan, Yueran Wen, Sylvia Xiaohua Chen, Haiyang Liu, Yuhan Liu, Yanan Wang, Yuyan Zhang, Zhilin DongAbstract:The current research examined a moderated mediation model for the relationships among indicators of objective Career success (salary and job level), subjective Career success (Career satisfaction), and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by Career satisfaction. The results further showed that the relation between job level and Career satisfaction was weaker among managers who perceived a higher level of organizational Career management, but stronger among managers with a higher managerial Career Anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through Career satisfaction existed only among managers who perceived a lower level of organizational Career management or managers with a higher managerial Career Anchor. These findings carry implications for research on Career success and turnover intention.
Haiyang Liu - One of the best experts on this subject based on the ideXlab platform.
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when do salary and job level predict Career satisfaction and turnover intention among chinese managers the role of perceived organizational Career management and Career Anchor
European Journal of Work and Organizational Psychology, 2014Co-Authors: Yanjun Guan, Yueran Wen, Sylvia Xiaohua Chen, Haiyang Liu, Yuhan Liu, Yanan Wang, Yuyan Zhang, Zhilin DongAbstract:The current research examined a moderated mediation model for the relationships among indicators of objective Career success (salary and job level), subjective Career success (Career satisfaction), and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by Career satisfaction. The results further showed that the relation between job level and Career satisfaction was weaker among managers who perceived a higher level of organizational Career management, but stronger among managers with a higher managerial Career Anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through Career satisfaction existed only among managers who perceived a lower level of organizational Career management or managers with a higher managerial Career Anchor. These findings carry implications for research on Career success and turnover intention.