PA GE 20
29 IPRC 2022/BOR B-Life in Covid-19 Pandemic 04
How to Improve Career Competency During the Covid-19 Endemic?
Andy Yulius Canser1, Laila Meiliyandrie Indah Wardani2 andy_canser@yahoo.com1, laila.meiliyandrie@mercubuana.ac.id2
Universitas Mercu Buana, Indonesia
ABSTRACT
There were 25,956 workers being layoffs this condition will weaken dimensions of work engagement (absorption). During Covid-19, some changes occurred in organizational climate, company need employees who volunteered to do more for the company.Clarity dimensions of organizational climate which means that every employee knows what is expected from them. The term career competency in a post-pandemic state is more than just the ability to get a job, but rather a person's ability to maintain the job. This research to determine a role between organizational climate as mediator of relationship between work engagement and career competency among workers in Jakarta. This study uses a quantitative descriptive method. Samples in this study were 665. Instrument: The tools used in this study are career competencies (CSQ) developed by Akkermans, et al. The Work Engagement Scale (UWES) by Schaufeli, et al. Organizational climate by by Putter. PROCESS V3.5 Procedure for SPSS from Andrew F. Hayes is used in this study to analyze the mediation regression process. This research shows that organizational climate acts as mediator that connects work engagement and career competency, based on this, relationship between work engagement and career competency is increasing with the role of organizational climate. It is hoped this research can provide guidance to workers and management in Jakarta that it is important to understand the values of organizational climate, work engagement, and career competency so that they can take adaptive actions to changes in endemic period.
Keywords: organizational climate, work engagement, career competency, endemic, workers in Jakarta
