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.
Highlights
The quality of Human Resources (HR) an organization is a key factor in determining the organization's activities even reciprocation of an organization (Ghoniyah & Masurip, 2011)
Results of testing by using Partial Least Square (PLS) shows trust in co-worker does not significantly influence career satisfaction. This is indicated by the results of a trust in coworkers test in career satisfaction with an original sample value of 0.057 and a t-statistic 0.811 at a significant level of p-value of 5%. This figure means that the trust in coworkers has no influence on the career satisfaction of employees of bus assembly companies
Results of testing by using Partial Least Square (PLS) shows the proactive personality significantly influence career satisfaction. This can be seen by the results of proactive personality test in career satisfaction with the value of the original sample of 0.448 with a t-statistic of 6, 578 at significance level of 5% p-value. This figure can be interpreted that the proactive personality has a significant influence on the career satisfaction of employees of bus assembly companies
Summary
The quality of Human Resources (HR) an organization is a key factor in determining the organization's activities even reciprocation of an organization (Ghoniyah & Masurip, 2011). Organizations should choose competent human resources and skills that match the needs in an effort to improve the effectiveness of the organization. The human resources function as a support organization associated with their work, talent, creativity, and drive (Hairo & Martono, 2019). Human Resources (HR) with high quality is a request for any organization to be able to achieve the goals set (Sudarma, 2012). The organization is currently still experiencing difficulties in recruiting human resources that have inline with the skills required by employers (Barnett & Bradley, 2007)
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