Peranan Career Anchor dalam Menciptakan Kepuasan Kerja Pegawai Dinas Kesehatan Kabupaten Sampang

Moch. Wispandono

doi:10.21107/jsmb.v5i2.6663

Peranan Career Anchor dalam Menciptakan Kepuasan Kerja Pegawai Dinas Kesehatan Kabupaten Sampang

Jurnal Studi Manajemen dan Bisnis ◽

10.21107/jsmb.v5i2.6663 ◽

2020 ◽

Vol 5 (2) ◽

pp. 103-112

Author(s):

Moch. Wispandono

Keyword(s):

Functional Competence ◽

Career Anchor ◽

Managerial Competence

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 1.985).

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Career Orientation Of Employees In Islamic Banks: Kingdom of Bahrain

European Scientific Journal ESJ ◽

10.19044/esj.2016.v12n19p63 ◽

2016 ◽

Vol 12 (19) ◽

pp. 63

Author(s):

Vijayalaxmi Moovala

Keyword(s):

Baby Boomers ◽

Islamic Banks ◽

Career Anchors ◽

Functional Competence ◽

Gen Y ◽

Career Plans ◽

Female Managers ◽

Career Anchor ◽

Managerial Competence ◽

Gen X

The main aim of the study was to identify the career anchors of employees working in Islamic banks of Bahrain and to examine the similarities or differences, in the career anchor preferences of males and females, managers and non-managers, and among the three generations [baby-boomers, Gen X and Gen Y]. Edgar Schein’s eight career anchors formed the basis of this study. The study revealed that there is no significant difference in the career anchor preferences of the male, female, managers and non-managers. The main anchor for majority of these categories was technical/functional competence, for the second majority of respondents it was general managerial competence. The career anchors preference of babyboomers and Gen X, and Gen X and Gen Y was somewhat similar. However there was a variation in the career anchor preferences of baby-boomers and Gen Y. Majority of the baby-boomers and Gen X preferred technical/functional competence as their main anchor, and Gen Y opted for general managerial competence. The preferred anchor for the second majority of baby-boomers was security/stability, for Gen X general managerial competence and Gen Y pure challenge. The findings of this study would facilitate Islamic banks in Bahrain to develop appropriate career development plans based on their employee preferences. For male, female, managers and non-managers, career plans based on career anchors like technical/functional competence, and general managerial competence need to be made. Whereas for baby-boomers, Gen X and Gen Y relevant career plans based on specific preferences need to be formulated.

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Toward a Career Anchor Structure: An Empirical Investigation of Engineers

Relations industrielles ◽

10.7202/044301ar ◽

2010 ◽

Vol 65 (2) ◽

pp. 236-256 ◽

Cited By ~ 21

Author(s):

Laura Wils ◽

Thierry Wils ◽

Michel Tremblay

Keyword(s):

Empirical Investigation ◽

The Self ◽

Career Management ◽

Technical Competence ◽

Career Anchors ◽

Career Anchor ◽

Circular Model ◽

Managerial Competence ◽

Anchor Structure ◽

Self Transcendence

Contrary to Schein’s theory of career anchors, which rests on the dominance of a single career anchor, the present study proposes an original career anchor structure that captures multiple dominant anchors. The analysis of data from a sample of 880 Quebec engineers supports this reconceptualization based on a circular model of career anchors. The new dynamics of career anchors shows that several anchors are complementary (e.g., creativity and challenge) while others are conflictual (e.g., challenge and security). In particular, the correlational analysis at the axial level indicates that the “self-enhancement” pole (managerial competence, identity) is negatively correlated with the “self-transcendence” (service/dedication to a cause, technical competence), whereas the pole “openness to change” (challenge, entrepreneurial creativity) is negatively correlated with the “conservation” pole (security, lifestyle). These findings can lead to more research in career management.

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Career anchor profiles of a sample of business and professional women

SA Journal of Industrial Psychology ◽

10.4102/sajip.v16i1.498 ◽

1990 ◽

Vol 16 (1) ◽

Cited By ~ 1

Author(s):

Ronel Erwee

Keyword(s):

Geographical Location ◽

Professional Women ◽

Career Management ◽

Job Tenure ◽

Occupational Groups ◽

Career Anchors ◽

Functional Competence ◽

Managerial Competence ◽

Professional Woman ◽

Career Orientations

The career anchors of a sample of 95 business and professional woman were studied by means of the Career Orientations Inventory (DeLong, 1982). The hierarchy of career anchors of the sample was as follows: Service, Variety, Security (job tenure), Managerial competence. Autonomy, Identity, Technical/functional competence, Entrepreneurship and Security (geographical location). A few significant differences in career anchors did occur between various occupational groups. The implicatons of these findings in terms of career management in organisations are discussed. Opsomming Die loopbaanankers van 'n steekproef van 95 sake- en beroepsvroue is bestudeer deur middel van die "Career Orientations Inventory" (DeLong, 1982). Die steekproef het die volgende hierargie van loopbaanankers getoon: Diens, Verskeidenheid, Sekuriteit (organisatories), Bestuursbevoegdheid, Outonomie, Identiteit, Tegnies/funksionele bevoegdheid, Entrepreneurskap en Sekuriteit (geografies). 'n Paar beduidende verskille in loopbaanankerprofiele het tussen die onderskeie beroepsgroepe voorgekom. Die implikasies van die bevindings ten opsigte van loopbaanbeplanning in ondernemings word bespreek.

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Measuring Career Orientations in the Era of the Boundaryless Career

Journal of Career Assessment ◽

10.1177/1069072715616107 ◽

2015 ◽

Vol 25 (3) ◽

pp. 502-525 ◽

Cited By ~ 8

Author(s):

Jesus Bravo ◽

Scott E. Seibert ◽

Maria L. Kraimer ◽

Sandy J. Wayne ◽

Robert C. Liden

Keyword(s):

Structure Study ◽

Theory And Practice ◽

Self Management ◽

Mentoring Relationships ◽

Career Orientation ◽

Career Theory ◽

Career Anchor ◽

Managerial Competence ◽

Workplace Attitudes ◽

Management Behaviors

Schein proposed his career anchor construct more than 40 years ago. The purpose of our research is to use current career theory perspectives to reconceptualize and develop a measure that is grounded in the career anchor framework but better reflects the boundaryless nature of careers today. We conducted two studies in which we develop and validate a measure of career orientation by examining its internal structure (Study 1) and external validity within a nomological network of conceptually related variables (Study 2). Results suggest that career orientation is best represented by a six-dimension factor structure: entrepreneurial creativity, security, managerial competence, lifestyle, technical competence, and service to a cause. Five of the six factors that emerged were correlated as expected with proactive personality, ambition, career self-management behaviors, mentoring relationships, and workplace attitudes, providing support for our conceptualization and measure of career orientation. The implications for both theory and practice are discussed.

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Interrelation of career anchors with education and labor activity motives of students

SHS Web of Conferences ◽

10.1051/shsconf/20197008038 ◽

2019 ◽

Vol 70 ◽

pp. 08038 ◽

Cited By ~ 1

Author(s):

Anna Sheveleva ◽

Irina Pankratova

Keyword(s):

Higher Education ◽

Professional Skills ◽

Career Anchors ◽

Functional Competence ◽

Career Anchor ◽

The World ◽

Career Orientations ◽

The Stability ◽

Social Usefulness

The article is devoted to the research of career orientations (career “anchors”) with education and labor activity motivation of students. 114 students of “Psychological and pedagogical education” took part in the study. It is revealed that the most adequate motivation of education ex-pressed in the predominance of motives for acquiring knowledge and mastering the profession is associated with career orientations “service / dedication to a cause”, “pure challenge”, “technical / functional competence”. In other words, it is connected with aspiration to realize basic values in their careers, to improve the world, to develop and apply professional skills, to solve difficult problems, to overcome obstacles, to win. The career anchor of “service / dedication to a cause” is also associated with an increase of the communicative motive and a decrease of the competitive motive of labor activity. The more students are guided by the formal motive of getting a diploma of higher education, the less the stability of a career is valuable for them. The more utilitarian and pragmatic motive of la-bor activity is expressed in students, the less they are inclined to managerial or entrepreneurial career. The more autonomy and independence in career is valuable for students, the less social usefulness of labor (cooperative motive) is important for them.

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EFEKTIVITAS TEMA KEPARIWISATAAN DALAM PENDIDIKAN DAN PELATIHAN KEPEMIMPINAN TINGKAT II PROVINSI BALI DALAM PENGEMBANGAN KEPEMIMPINAN ADAPTIF

Jurnal Good Governance ◽

10.32834/jgg.v14i1.8 ◽

2018 ◽

Vol 14 (1) ◽

Author(s):

Nyoman Sukamara

Keyword(s):

Public Administration ◽

Human Resource Development ◽

Adaptive Leadership ◽

Analysis Method ◽

Training And Education ◽

Level Ii ◽

Managerial Competence ◽

Qualitative Descriptive ◽

Leadership Competence ◽

Insertion Process

Tourism Thematic of Level II Leadership Training and Education organized by the Agency for Human Resource Development of Bali Province is intended to improve leadership competence as the Regulation of the Head of Nasional Institut Public Administration (NIPA) Number 15 Year 2015 which also has a tourism mindset, which ultimately increases the competence of adaptive leadership. The question in this study is how is the effectiveness of the theme of tourism in improving managerial competence and adaptive leadership? By using qualitative descriptive explanatory analysis method can be concluded learning process of thematic training of tourism effective in developing competency of adaptive leadership of training participants with some things that still need to be improved. Furthermore, it can be recommended to prepare the standard implementation of Thematic Leadership Level II Training of Tourism, which provides reinforcement of substance and material insertion process of tourism into the existing curriculum according to Regulation of the Head of NIPA Number 15 Year 2015 Number 15 Year 2015. Keywords: training, tourism, adaptive leadership

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Safer and Stronger? The Decline of Managerial Competence and Liberal Welfarism in Justice Policy

Scottish Affairs ◽

10.3366/scot.2016.0111 ◽

2016 ◽

Vol 25 (1) ◽

pp. 62-82 ◽

Cited By ~ 6

Author(s):

Stuart MacLennan

Keyword(s):

Strong Relationship ◽

England And Wales ◽

Managerial Competence ◽

Legal Professions ◽

Scottish Government

Since the SNP came to power in 2007, they have sought to pursue two objectives with respect to matters of justice: to demonstrate managerial competence; and to ‘re-tartanise’ Scottish justice policy. While the headline figures present a generally positive figure of the SNP's nine years in government, belying these figures is an increasing tendency towards illiberal and authoritarian justice policies, as well as mismanagement on the part of ministers. This article considers the SNP's approach to and management of justice policy, and whether or not they have been successful in the pursuit of their twin objectives. It considers the degradation of ministers’ once-strong relationship with the legal professions, the management of the Crown Office and Procurator Fiscal Service, the establishment of Police Scotland, and the Scottish Ministers’ increasing deference to the police on ‘operational matters’. It further considers the continuation of the ‘ned-bashing’ agenda of the Scottish Government and concludes that, while ministers might rhetorically seek to appear liberal and welfarist, in contrast to England and Wales, the reality has been the pursuit of punitive policies that are arguably even less liberal, and less welfarist, than that of their predecessors, or their counterparts in England and Wales.

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