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Aryaningtyas, A. T., & Suharti, L. (2013). Keterlibatan Kerja Sebagai Pemediasi Pengaruh Kepribadian Proaktif Dan Persepsi Dukungan Organisasional Terhadap Kepuasan Kerja. Jurnal Manajemen Dan Kewirausahaan, 15(1), 23-32.
Aspiyah, M., & Martono, S. (2016). Pengaruh disiplin kerja, lingkungan kerja, dan pelatihan pada produktivitas kerja. Management Analysis Journal, 5(4), 339-346.
Barnett, B. R., & Bradley, L. (2007). The impact of organisational support for career development on career satisfaction. Career Development International, 12(7), 617-636.
Camps, J., & RodrÃguez, H. (2011). Transformational leadership, learning, and employability: Effects on performance among faculty members. Personnel Review, 40(4), 423-442.
Chin, W. S., & Rasdi, R. M. (2014). Protean career development: Exploring the individuals, organizational and job-related factors. Asian Social Science, 10(21), 203-215.
Choi, S., Cheong, K. J. (KJ), & Feinberg, R. A. (2012). Moderating effects of supervisor support, monetary rewards, and career paths on the relationship between job burnout and turnover intentions in the context of call centers. Managing Service Quality, 22(5), 492-516.
Diniyati, L., & Sudarma, K. (2018). Empowerment On Affective Commitment With Work. Management Analysis Journal, 7(2).
Erdogan, B., & Enders, J. (2007). Support from the top: Supervisors’ perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships. Journal of Applied Psychology, 92(2), 321-330.
Ferres, N., Connell, J., & Travaglione, A. (2004). Co-worker trust as a social catalyst for constructive employee attitudes. Journal of Managerial Psychology, 19(6), 608-622.
Ferrin, D. L. (2010). The Role Of Trust In Organizational Settings. Organizational Science, 12, 450-467.
Fleisher, C., Khapova, S. N., & Jansen, P. G. W. (2014). Effects of employees’ career ompetencies development on their organizations: Does satisfaction matter? Career Development International, 19(6),
Ghoniyah, N., & Masurip. (2011). Peningkatan Kinerja Karyawan Melalui Kepemimpinan, Lingkungan Kerja Dan Komitmen. Jurnal Dinamika Manajemen, 2(2), 118-129.
Ghozali, I., & Latan, H. (2015). Partial Least Squares, konsep, teknik dan aplikasi menggunakan program Smartpls 3.0 untuk penelitian empiris. Semarang: Badan Penerbit UNDIP.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of Race on Organizational Experiences, Job Performance Evaluations, and Career Outcomes. Academy of Management Journal, 33(1), 64-86.
Hairo, A. M., & Martono, S. (2019). Satisfaction On Work Productivity. Management Analysis Journal, 8(1).
Han, G. (2010). Trust and career satisfaction: The role of LMX. Career Development International, 15(5), 437-458.
Hillman, K., & Mcmillan, J. (2005). Life Satisfaction of Young Australians : Relationships between Further Education , Training and Employment and General and Career Satisfaction. Australian Council for Educational Research.
Huffman, A. ., Casper, W. J., & Payne, S. c. (2013). How does spouse career support relate to employee turnover? Work interfering with family and job satisfaction as mediators. Journal of Organizational Behavior, 60(1), 5-22.
Islam, T., Khan, S. ur R., Ahmad, U. N. U. B., & Ahmed, I. (2013). Organizational learning culture and leader-member exchange quality: The way to enhance organizational commitment and reduce turnover intentions. Learning Organization, 20(4-5), 322-337.
Joo, B. K. (Brian), & Ready, K. J. (2012). Career satisfaction: The influences of proactive personality, performance goal orientation, organizational learning culture, and leader-member exchange quality. Career Development International, 17(3), 276-295.
Joo, B., & Park, S. (2010). Career satisfaction, organizational commitment, and turnover intention: The effects of goal orientation, organizational learning culture and developmental feedback. Leadership & Organization Development Journal, 31(6), 482-500.
Karatepe, O. M. (2012). Perceived organizational support, career satisfaction, and performance outcomes: A study of hotel employees in Cameroon. International Journal of Contemporary Hospitality Management, 24(5), 735-752.
Karatepe, O. M. (2013). High-performance work practices, work social support and their effects on job embeddedness and turnover intentions. International Journal of Contemporary Hospitality Management, 25(6), 903-921.
Karatepe, O. M., & Uludag, O. (2008). Supervisor support, work-family conflict, and satisfaction outcomes: An empirical study in the hotel industry. Journal of Human Resources in Hospitality and Tourism, 7(2), 115-134.
Kirkman, B. L., Jones, R. G., & Shapiro, D. L. (1997). Why Do Employees Resist Teams? Examining The “Resistance Barrier†To Work Team Effectiveness. International Journal of Conflict Management, 8(1), 52-79.
Kornela Kolibu, F., Hariyanto, T., & Pusparahaju, A. (2014). Pengembangan Model Jenjang Karir Perawat Klinis di Unit Rawat Inap Rumah Sakit. Jurnal Kedokteran Brawijaya, 28(1), 59-64.
Lau, D. C., & Liden, R. C. (2008). Antecedents of Coworker Trust: Leaders’ Blessings. Journal of Applied Psychology, 93(5), 1130-1138.
Li, N., Liang, J., & Crant, J. M. (2010). The Role of Proactive Personality in Job Satisfaction and Organizational Citizenship Behavior: A Relational Perspective. Journal of Applied Psychology, 95(2), 395-404.
Li, N., Yan, J., & Jin, M. (2007). How does organizational trust benefit work performance? Frontiers of Business Research in China, 1(4), 622-637.
Liden, R. C., & Graen, G. (1980). Generalizability of the Vertical Dyad Linkage Model of Leadership. Academy of Management Journal, 23(3), 451-465.
Liden, R. C., & Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24(1), 43-72.
Loveland, J. M., Lounsbury, J. W., Park, S. H., & Jackson, D. W. (2015). Are salespeople born or made? Biology, personality, and the career satisfaction of salespeople. Journal of Business and Industrial Marketing, 30(2), 233-240.
Martono, S. (2013). Strategi Peningkatan Kinerja Program Studi Melalui Optimalisasi Peran Pimpinan. Jurnal Dinamika Manajemen, 4(1), 30-45.
Martono, S., Khoiruddin, M., & Wulansari, N. A. (2018). Remuneration Reward Management System As A Driven Factor Of Employee Performance. International Journal of Business and Society, 19, 535-545.
Matzler, K., & Renzl, B. (2006). Total Quality Management & Business The Relationship between Interpersonal Trust , Employee Satisfaction , and Employee Loyalty The Relationship between Interpersonal Trust , Employee Satisfaction , and Employee Loyalty. Total Quality Management, 17(10), 1261-1271.
Newman, A. (2012). The Effects of Perceived Organizational Support, Perceived Supervisor Support and Intra-Organizational Network Resources on Turnover Intentions: A Study of Chinese Employees in Multinational Organizations. 41(1), 56-72.
Putri, G. R., & Martono, S. (2015). Pengaruh Karakteristik Pekerjaan, Pengembangan Karir dan Stres Kerja terhadap Komitmen Organisasional. Management Analysis Journal, 4(4), 301-309.
Rejeki, A. T., & Wulansari, N. A. (2015). Pengaruh Keadilan Organisasional Pada Komitmen Organisasional Dengan Kepuasan Kerja Sebagai Variabel Intervening. Management Analysis Journal, 4(4), 319-326.
Rod, M., Ashill, N. J., & Carruthers, J. (2008). The relationship between job demand stressors, service recovery performance and job outcomes in a state-owned enterprise. Journal of Retailing and Consumer Services, 15(1), 22-31.
Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive Perconality and Career Success. Journal of Applied Psychology, 84(3), 416-427.
Seibert, S. E., & Kraimer, M. L. (2001). The Five-Factor Model of Personality and Career Success. Journal of Vocational Behavior, 58(1), 1-21.
Sudarma, K. (2012). Mencapai Sumber Daya Manusia Unggul (Analisis Kinerja dan Kualitas Pelayanan). Jurnal Dinamika Manajemen, 3(1), 76-83.
Sugiyono. (2016). Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta.
Thomas, W. H. N., Lillian, T. E., Kelly, L. S., & Daniel, C. F. (2005). Predictors of Objective and Subjective Career Success: a Meta-Analysis. Personnel Psychology, 58(2), 367.
Wickramasinghe, V., & Jayaweera, M. (2010). Impact of career plateau and supervisory support on career satisfaction: A study in offshore outsourced IT firms in Sri Lanka. Career Development International, 15(6), 544-561.
Widodo. (2013). Model Peningkatan Kinerja UKM Berbasis Orientasi Entrepreneur. Jurnal Dinamika Manajemen, 4(2), 199-214.
Yang, F., & Chau, R. (2016). Proactive personality and career success. Journal of Managerial Psychology, 31(2), 467-482.
Yap, M., Holmes, M. R., Hannan, C. A., & Cukier, W. (2010). The relationship between diversity training, organizational commitment, and career satisfaction. Journal of European Industrial Training, 34(6), 519-538. 61202
Yuniawan, A., Putri, V. W., & Udin. (2017). Developing an alternative model for the relationship among social capital, adaptive-integrative leadership, competitive advantage, and organizational effectiveness. International Journal of Civil Engineering and Technology, 8(11), 52-60.
Zacher, H. (2014). Career adaptability predicts subjective career success above and beyond personality traits and core self-evaluations. Journal of Vocational Behavior, 84(1), 21-30.
Zhang, Z., Wang, M. O., & Shi, J. (2012). Leader-Follower Congruence In Proactive Personality And Work Outcomes: The Mediating Role Of Leader-Member Exchange. Academy of Management Journal, 55(1), 111-130.
Aryaningtyas, A. T., & Suharti, L. (2013). Keterlibatan Kerja Sebagai Pemediasi Pengaruh Kepribadian Proaktif Dan Persepsi Dukungan Organisasional Terhadap Kepuasan Kerja. Jurnal Manajemen Dan Kewirausahaan, 15(1), 23-32.
Aspiyah, M., & Martono, S. (2016). Pengaruh disiplin kerja, lingkungan kerja, dan pelatihan pada produktivitas kerja. Management Analysis Journal, 5(4), 339-346.
Barnett, B. R., & Bradley, L. (2007). The impact of organisational support for career development on career satisfaction. Career Development International, 12(7), 617-636.
Camps, J., & RodrÃguez, H. (2011). Transformational leadership, learning, and employability: Effects on performance among faculty members. Personnel Review, 40(4), 423-442.
Chin, W. S., & Rasdi, R. M. (2014). Protean career development: Exploring the individuals, organizational and job-related factors. Asian Social Science, 10(21), 203-215.
Choi, S., Cheong, K. J. (KJ), & Feinberg, R. A. (2012). Moderating effects of supervisor support, monetary rewards, and career paths on the relationship between job burnout and turnover intentions in the context of call centers. Managing Service Quality, 22(5), 492-516.
Diniyati, L., & Sudarma, K. (2018). Empowerment On Affective Commitment With Work. Management Analysis Journal, 7(2).
Erdogan, B., & Enders, J. (2007). Support from the top: Supervisors’ perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships. Journal of Applied Psychology, 92(2), 321-330.
Ferres, N., Connell, J., & Travaglione, A. (2004). Co-worker trust as a social catalyst for constructive employee attitudes. Journal of Managerial Psychology, 19(6), 608-622.
Ferrin, D. L. (2010). The Role Of Trust In Organizational Settings. Organizational Science, 12, 450-467.
Fleisher, C., Khapova, S. N., & Jansen, P. G. W. (2014). Effects of employees’ career ompetencies development on their organizations: Does satisfaction matter? Career Development International, 19(6),
Ghoniyah, N., & Masurip. (2011). Peningkatan Kinerja Karyawan Melalui Kepemimpinan, Lingkungan Kerja Dan Komitmen. Jurnal Dinamika Manajemen, 2(2), 118-129.
Ghozali, I., & Latan, H. (2015). Partial Least Squares, konsep, teknik dan aplikasi menggunakan program Smartpls 3.0 untuk penelitian empiris. Semarang: Badan Penerbit UNDIP.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of Race on Organizational Experiences, Job Performance Evaluations, and Career Outcomes. Academy of Management Journal, 33(1), 64-86.
Hairo, A. M., & Martono, S. (2019). Satisfaction On Work Productivity. Management Analysis Journal, 8(1).
Han, G. (2010). Trust and career satisfaction: The role of LMX. Career Development International, 15(5), 437-458.
Hillman, K., & Mcmillan, J. (2005). Life Satisfaction of Young Australians : Relationships between Further Education , Training and Employment and General and Career Satisfaction. Australian Council for Educational Research.
Huffman, A. ., Casper, W. J., & Payne, S. c. (2013). How does spouse career support relate to employee turnover? Work interfering with family and job satisfaction as mediators. Journal of Organizational Behavior, 60(1), 5-22.
Islam, T., Khan, S. ur R., Ahmad, U. N. U. B., & Ahmed, I. (2013). Organizational learning culture and leader-member exchange quality: The way to enhance organizational commitment and reduce turnover intentions. Learning Organization, 20(4-5), 322-337.
Joo, B. K. (Brian), & Ready, K. J. (2012). Career satisfaction: The influences of proactive personality, performance goal orientation, organizational learning culture, and leader-member exchange quality. Career Development International, 17(3), 276-295.
Joo, B., & Park, S. (2010). Career satisfaction, organizational commitment, and turnover intention: The effects of goal orientation, organizational learning culture and developmental feedback. Leadership & Organization Development Journal, 31(6), 482-500.
Karatepe, O. M. (2012). Perceived organizational support, career satisfaction, and performance outcomes: A study of hotel employees in Cameroon. International Journal of Contemporary Hospitality Management, 24(5), 735-752.
Karatepe, O. M. (2013). High-performance work practices, work social support and their effects on job embeddedness and turnover intentions. International Journal of Contemporary Hospitality Management, 25(6), 903-921.
Karatepe, O. M., & Uludag, O. (2008). Supervisor support, work-family conflict, and satisfaction outcomes: An empirical study in the hotel industry. Journal of Human Resources in Hospitality and Tourism, 7(2), 115-134.
Kirkman, B. L., Jones, R. G., & Shapiro, D. L. (1997). Why Do Employees Resist Teams? Examining The “Resistance Barrier†To Work Team Effectiveness. International Journal of Conflict Management, 8(1), 52-79.
Kornela Kolibu, F., Hariyanto, T., & Pusparahaju, A. (2014). Pengembangan Model Jenjang Karir Perawat Klinis di Unit Rawat Inap Rumah Sakit. Jurnal Kedokteran Brawijaya, 28(1), 59-64.
Lau, D. C., & Liden, R. C. (2008). Antecedents of Coworker Trust: Leaders’ Blessings. Journal of Applied Psychology, 93(5), 1130-1138.
Li, N., Liang, J., & Crant, J. M. (2010). The Role of Proactive Personality in Job Satisfaction and Organizational Citizenship Behavior: A Relational Perspective. Journal of Applied Psychology, 95(2), 395-404.
Li, N., Yan, J., & Jin, M. (2007). How does organizational trust benefit work performance? Frontiers of Business Research in China, 1(4), 622-637.
Liden, R. C., & Graen, G. (1980). Generalizability of the Vertical Dyad Linkage Model of Leadership. Academy of Management Journal, 23(3), 451-465.
Liden, R. C., & Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24(1), 43-72.
Loveland, J. M., Lounsbury, J. W., Park, S. H., & Jackson, D. W. (2015). Are salespeople born or made? Biology, personality, and the career satisfaction of salespeople. Journal of Business and Industrial Marketing, 30(2), 233-240.
Martono, S. (2013). Strategi Peningkatan Kinerja Program Studi Melalui Optimalisasi Peran Pimpinan. Jurnal Dinamika Manajemen, 4(1), 30-45.
Martono, S., Khoiruddin, M., & Wulansari, N. A. (2018). Remuneration Reward Management System As A Driven Factor Of Employee Performance. International Journal of Business and Society, 19, 535-545.
Matzler, K., & Renzl, B. (2006). Total Quality Management & Business The Relationship between Interpersonal Trust , Employee Satisfaction , and Employee Loyalty The Relationship between Interpersonal Trust , Employee Satisfaction , and Employee Loyalty. Total Quality Management, 17(10), 1261-1271.
Newman, A. (2012). The Effects of Perceived Organizational Support, Perceived Supervisor Support and Intra-Organizational Network Resources on Turnover Intentions: A Study of Chinese Employees in Multinational Organizations. 41(1), 56-72.
Putri, G. R., & Martono, S. (2015). Pengaruh Karakteristik Pekerjaan, Pengembangan Karir dan Stres Kerja terhadap Komitmen Organisasional. Management Analysis Journal, 4(4), 301-309.
Rejeki, A. T., & Wulansari, N. A. (2015). Pengaruh Keadilan Organisasional Pada Komitmen Organisasional Dengan Kepuasan Kerja Sebagai Variabel Intervening. Management Analysis Journal, 4(4), 319-326.
Rod, M., Ashill, N. J., & Carruthers, J. (2008). The relationship between job demand stressors, service recovery performance and job outcomes in a state-owned enterprise. Journal of Retailing and Consumer Services, 15(1), 22-31.
Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive Perconality and Career Success. Journal of Applied Psychology, 84(3), 416-427.
Seibert, S. E., & Kraimer, M. L. (2001). The Five-Factor Model of Personality and Career Success. Journal of Vocational Behavior, 58(1), 1-21.
Sudarma, K. (2012). Mencapai Sumber Daya Manusia Unggul (Analisis Kinerja dan Kualitas Pelayanan). Jurnal Dinamika Manajemen, 3(1), 76-83.
Sugiyono. (2016). Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta.
Thomas, W. H. N., Lillian, T. E., Kelly, L. S., & Daniel, C. F. (2005). Predictors of Objective and Subjective Career Success: a Meta-Analysis. Personnel Psychology, 58(2), 367.
Wickramasinghe, V., & Jayaweera, M. (2010). Impact of career plateau and supervisory support on career satisfaction: A study in offshore outsourced IT firms in Sri Lanka. Career Development International, 15(6), 544-561.
Widodo. (2013). Model Peningkatan Kinerja UKM Berbasis Orientasi Entrepreneur. Jurnal Dinamika Manajemen, 4(2), 199-214.
Yang, F., & Chau, R. (2016). Proactive personality and career success. Journal of Managerial Psychology, 31(2), 467-482.
Yap, M., Holmes, M. R., Hannan, C. A., & Cukier, W. (2010). The relationship between diversity training, organizational commitment, and career satisfaction. Journal of European Industrial Training, 34(6), 519-538. 61202
Yuniawan, A., Putri, V. W., & Udin. (2017). Developing an alternative model for the relationship among social capital, adaptive-integrative leadership, competitive advantage, and organizational effectiveness. International Journal of Civil Engineering and Technology, 8(11), 52-60.
Zacher, H. (2014). Career adaptability predicts subjective career success above and beyond personality traits and core self-evaluations. Journal of Vocational Behavior, 84(1), 21-30.
Zhang, Z., Wang, M. O., & Shi, J. (2012). Leader-Follower Congruence In Proactive Personality And Work Outcomes: The Mediating Role Of Leader-Member Exchange. Academy of Management Journal, 55(1), 111-130.
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Affiliations
Iwan Sunardi
Universitas Negeri Semarang
Vini Wiratno Putri
Universitas Negeri Semarang
How to Cite
1.
Sunardi I, Putri V. Career Satisfaction Based on Trust and Proactive Personality. MAJ [Internet]. 24Mar.2020 [cited 19Nov.2024];9(1):35-. Available from: http://journal.unnes.ac.id/sju/maj/article/view/36882
Career Satisfaction Based on Trust and Proactive Personality
Vol 9 No 1 (2020): Management Analysis Journal
Submitted: Jan 21, 2020
Published: Mar 24, 2020
Abstract
The purpose of this study was to examine the effect of the trust of co-workers and proactive personalities on career satisfaction by exchanging leader-members as mediation on employees of bus assembly companies in the city of Semarang. Career satisfaction is the phase in which employees’ long-term career needs are aligned with what they get while working. Employees will always look for opportunities and trust in the organization and people who will help them in achieving career satisfaction. The sampling method uses a purposive sampling technique in the category of staff and foreman employees who have worked for more than five years with a sample of 160 employees. The analytical data in this study uses descriptive statistical test methods, instinctual tests include validity and reliability, and hypothesis testing. The tool used to test in this study uses SmartPLS 3.0. The results of this study, colleague trust cannot directly influence career satisfaction. However, it can be mediated by the exchange of leader members and produce significant influence. For further researchers, they can re-examine the relationship of coworkers’ trust with career satisfaction. And can expand the object of research or respondents under study.