Person Job Fit dan Komitmen Karir: Peran Keterlibatan Kerja

Authors

  • Noerchoidah Noerchoidah Universitas PGRI Adi Buana Surabaya
  • Tri Ariprabowo Universitas PGRI Adi Buana Surabaya
  • Nurdina Nurdina Universitas PGRI Adi Buana Surabaya
  • Nida Alfia Universitas PGRI Adi Buana Surabaya

DOI:

https://doi.org/10.30651/blc.v20i1.16415

Keywords:

person job fit, keterlibatan kerja, komitmen karir, work involvement, career commitment

Abstract

ABSTRACT

Organizations try to determine individuals who match their values and goals. This study explores a person's job fit's impact on career commitment by mediating work involvement. Data collection was carried out through a structured questionnaire. The population consists of lecturers working in Surabaya's private higher education sector. Determination of the sample using purposive sampling with a total of 158 respondents. Questionnaires that have been collected and tabulated were analyzed using PLS. The results reveal that personal job fit positively and significantly affects work involvement and career commitment. Work involvement has a positive and significant effect on career commitment. Work involvement mediates the relationship between personal job fit and career commitment. This research has implications for all institutions that wish to improve their employees' person–organizational fit and commitment. This implication helps institutions to take special initiatives to increase personal job fit for their lecturers, which in turn will increase the level of commitment of their lecturers to remain in their institutions.

ABSTRAK

Organisasi mencoba menentukan individu yang sesuai dengan nilai dan tujuannya. Penelitian ini memiliki tujuan untuk mengeksplorasi dampak person job fit pada komitmen karir dengan   mediasi keterlibatan kerja. Pengumpulan data dilakukan melalui kuesioner terstruktur. Populasi terdiri dari para dosen yang bekerja di sektor pendidikan tinggi swasta di Surabaya. Penentuan sampel menggunakan purposive sampling dengan jumlah 158 responden. Kuesioner yang telah terkumpul dan ditabulasikan dianalisis menggunakan PLS. Hasilnya mengungkapkan bahwa personal job fit berpengaruh positif dan signifikan terhadap keterlibatan kerja dan komitmen karir. Keterlibatan kerja berpengaruh positif dan signifikan terhadap komitmen karir. Keterlibatan kerja memediasi hubungan antara personal job fit dan komitmen karir. Penelitian ini memberikan implikasi bagi semua institusi yang ingin meningkatkan person–organization fit dan komitmen karyawannya. Implikasi ini membantu institusi untuk mengambil inisiatif khusus untuk meningkatkan person job fit bagi para dosennya, yang selanjutnya akan meningkatkan tingkat komitmen dosennya untuk tetap bertahan di institusinya.

Author Biographies

Noerchoidah Noerchoidah, Universitas PGRI Adi Buana Surabaya

Fakultas Ekonomi dan Bisnis

Tri Ariprabowo, Universitas PGRI Adi Buana Surabaya

Fakultas Ekonomi dan Bisnis

Nurdina Nurdina, Universitas PGRI Adi Buana Surabaya

Fakultas Ekonomi dan Bisnis

Nida Alfia, Universitas PGRI Adi Buana Surabaya

Fakultas Ekonomi dan Bisnis

References

Ahmed, N. O. A. (2017). Career commitment: the role of self-efficacy, career satisfaction and organizational commitment. World Journal of Entrepreneurship, Management and Sustainable Development, 00–00. https://doi.org/10.1108/wjemsd-06-2017-0038

Ćulibrk, J., Delić, M., Mitrović, S., & Ćulibrk, D. (2018). Job satisfaction, organizational commitment and job involvement: The mediating role of job involvement. Frontiers in Psychology, 9(FEB), 1–12. https://doi.org/10.3389/fpsyg.2018.00132

Dari, D.U. and Permana, I. B. G. . (2018). The effect of person–job fit to job involvement with intrinsic motivation as intervening variable. The 2018 International Conference of Organizational Innovation, KnE Social Sciences.

Deniz, N., Noyan, A., & Ertosun, Ö. G. (2015). Linking Person-job Fit to Job Stress: The Mediating Effect of Perceived Person-organization Fit. Procedia - Social and Behavioral Sciences, 207, 369–376. https://doi.org/10.1016/j.sbspro.2015.10.107

Fajri, N., Haryadi, & Darmawati, D. (2019). Person-job fit on turnover intention : Mediated employee engagement. International Conference on Rural Development and Enterpreneurship 2019, 5(1), 320–327.

Faradillah, F., Ermatita, E., & RINI, D. P. (2020). Knowledge Management Barriers in Higher Education: Strategic Issues at Private University. 172(Siconian 2019), 189–193. https://doi.org/10.2991/aisr.k.200424.027

Gander, F., Hofmann, J., & Ruch, W. (2020). Character Strengths: Person–Environment Fit and Relationships With Job and Life Satisfaction. Frontiers in Psychology, 11(July). https://doi.org/10.3389/fpsyg.2020.01582

Ghozali, I., & Latan, H. (2015). Konsep, Teknik, Aplikasi Menggunakan Smart PLS 3.0 Untuk Penelitian Empiris. BP UNDIP.

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2019). Multivariate Data Analysis (8 Th). Cengage Learning, EMEA, Hampshire, UK.

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2019). Multivariate Data Analysis (8 th Editi). Cengage Learning, EMEA, Hampshire, UK.

Hair, J. F., Ringle, C. M., Gudergan, S. P., Fischer, A., Nitzl, C., & Menictas, C. (2019). Partial least squares structural equation modeling-based discrete choice modeling: an illustration in modeling retailer choice. Business Research, 12(1), 115–142. https://doi.org/10.1007/s40685-018-0072-4

Huang, W., Yuan, C., & Li, M. (2019). Person-job fit and innovation behavior: Roles of job involvement and career commitment. Frontiers in Psychology, 10(MAY), 1–10. https://doi.org/10.3389/fpsyg.2019.01134

Janetius, S. T., Padmanabhan, R., & TC, M. (2016). Engaged Employees in Institutes of Higher Education. International Journal of Advanced Research, 4(11), 308–312. https://doi.org/10.21474/ijar01/2084

Joo, B. K., & Lee, I. (2017). Workplace happiness: work engagement, career satisfaction, and subjective well-being. Evidence-Based HRM, 5(2), 206–221. https://doi.org/10.1108/EBHRM-04-2015-0011

Jyoti, J., Sharma, P., Kour, S., & Kour, H. (2021). The role of job involvement and career commitment between person–job fit and organizational commitment: a study of higher education sector. International Journal of Educational Management, 35(1), 109–130. https://doi.org/10.1108/IJEM-06-2019-0205

Lartey, F. M., & Randall, P. M. (2021). Indicators of Computer-Mediated Communication Affecting Remote Employee Engagement. Journal of Human Resource and Sustainability Studies, 09(01), 82–92. https://doi.org/10.4236/jhrss.2021.91006

Memon, M. A., Salleh, R., Nordin, S. M., Cheah, J. H., Ting, H., & Chuah, F. (2018). Person-organisation fit and turnover intention: the mediating role of work engagement. Journal of Management Development, 37(3), 285–298. https://doi.org/10.1108/JMD-07-2017-0232

Noerchoidah, Ariprabowo, T., & Nurdina. (2022). Efikasi Diri dan Perilaku Inovatif: Peran Dukungan Organisasi. Jurnal Ilmu Manajemen, 10(4), 1026–1036.

Noerchoidah, N. (2020). Turnover Intention Karyawan: Pengaruh Budaya Organisasi, Organizational Justice dan Kepuasan Kerja. Matrik : Jurnal Manajemen, Strategi Bisnis Dan Kewirausahaan, 14(2), 290. https://doi.org/10.24843/matrik:jmbk.2020.v14.i02.p12

Noerchoidah, N., & Indriyani, R. (2022). Hasil Work Engagement dari Work Life Balance karyawan: Peran Mediasi Job Crafting. Jurnal Manajerial, 9(03), 264. https://doi.org/10.30587/jurnalmanajerial.v9i03.4265

Noerchoidah, Nurdina, & Ariprabowo, T. (2022). Orientasi Pembelajaran Dan Perilaku Kerja Inovatif (Peran Efikasi Diri Kreatif Pada UKM). Jurnal Manajerial, 09(1), 16–33.

Pashandi, M. A., Hooman, A., & Khanmohammadi, M. (2013). The impact of HR practices on Lecturers’ Turnover Intention: A study of educational industry in Malaysia. 4(9), 958–967.

Priyadarshi, P., & Premchandran, R. (2018). Job characteristics, job resources and work-related outcomes: role of person-organisation fit. Evidence-Based HRM, 6(2), 118–136. https://doi.org/10.1108/EBHRM-04-2017-0022

Rahmadani, V. G., & Sebayang, I. R. (2017). The Influence of Person-Organization Fit and Person-Job Fit on Work Engagement Among Policemen in Sumatera Utara. International Journal of Management Science and Business Administration, 4(1), 45–51. https://doi.org/10.18775/ijmsba.1849-5664-5419.2014.41.1006

Sirén, C., Thorgren, S., & Järlström, M. (2021). Self-directed career management and mobility: the risk of lock-in effects from person–job fit. International Journal of Human Resource Management, 32(6), 1368–1389. https://doi.org/10.1080/09585192.2018.1523214

Suifan, T. S. (2015). The Effect of Human Resources Practices on Organizational Commitment: A Jordanian Study. Journal of Management Research, 7(4), 222. https://doi.org/10.5296/jmr.v7i4.7972

Therasa, C., & Vijayabanu, C. (2016). Person - job fit and the work commitment of IT Personnel. Journal of Human Growth and Development, 26(2), 218–227. https://doi.org/10.7322/jhgd.119277

Van Vianen, A. E. M. (2018). Person-environment fit: A review of its basic tenets. Annual Review of Organizational Psychology and Organizational Behavior, 5(January), 75–101. https://doi.org/10.1146/annurev-orgpsych-032117-104702

Downloads

Published

2023-01-31

Issue

Vol. 20 No. 1 (2023): Januari

Section

Artikel

License

Hak Cipta

  1. Hak cipta terhadap artikel yang diterbitkan di BALANCE: Economic, Business, Management, and Accounting Journal adalah penerbit atau BALANCE: Economic, Business, Management, and Accounting Journal.
  2. Penulis harus menyerahkan hak cipta pada jurnal dengan menandatangai dan mengirimkan form penyerahan hak cipta (template) melalui email balance@um-surabaya.ac.id. 
  3. Penulis dapat menyebarluaskan artikelnya melalui media manapun.

Lisensi 

Setiap karya yang ditulis penulis dilisensi dengan Creative Commons Attribution-NonCommercial 4.0 International License.