This study aims to further explain the effect of Charisma and Psychological Capital (PsyCap) on Credibility among start-up entrepreneurs in Makassar City. Participants in this study were employees who worked in various Small and Medium Business Units with minimum age of 17 years. There were 132 participants involved in this study (58% female and 42% male). Using the Hierarchical Regression technique, this study found that all regression models significantly predicted the entrepreneurs’ Credibility with p value ranged from 0.01 to 0.001. Charisma could explain 31% of Credibility while together Charisma and PsyCap explained 40% of Credibility. The models showed that Charisma (β= 0.27, p< 0.01) and PsyCap (β= 0.41, p< 0.001) acted as significant predictors for the start-up entrepreneurs’ credibility. This study confirmed the previous theories and evidence regarding the effect of Charisma and PsyCap on Credibility. Both Charisma and PsyCap contributed significant effect on the start-up entrepreneurs’ credibility.

This study aims to determine the influence of margin in life (MIL) on readiness for change in hospital workers during the Covid-19 pandemic. This pandemic has significant impacts on all aspects of human life, which produce a process of changes in the organization. Each individual has a different experience, but every health worker may be unprepared to deal with this pandemic, mainly since this pandemic has caused social disorganization in all aspects of life. Hospitals are one of the organizations most affected by this pandemic, so readiness for change is needed for the organization's ability to optimally deal with the change process and how the margin in life contributes to the organization's readiness to face accidental changes or unplanned changes. Participants in this study were 212 workers at Rumah Sakit Wahidin Sudirohusodo (RSWS) Makassar. The instrument used to collect data is the readiness for change scale and the MIL scale. The method to test the hypothesis is simple regression. The results of data analysis show the value of R Square = 0.934, sig. 0.00. MIL significantly influences readiness for change in hospital workers at RSWS Makassar.

The workplace is dominated by millennial workers, and this trend is expected to continue. Although millennial workers are capable of doing their jobs quickly, intelligently, and effectively, corporate citizenship behavior among millennial workers is still underdeveloped. Perceived organizational support is one of the variables that affects organizational citizenship behavior. The purpose of this research is to ascertain how millennial workers in Makassar City's organizational citizenship behavior is influenced by perceived organizational support. The quantitative method and correlational research design are both used in this work. There were 230 participants in this research, all of whom worked as millennials in Makassar city. The Organizational Citizenship Behavior Scale (OCBS) and the Survey of Perceived Corporate Support were used to measure outcomes (SPOS). These findings of this study show that perceived organizational support makes a major contribution to organizational citizenship behavior in millennial employees at Makassar City by 28,8%

As a member of the police, a female police officer is expected to work well and even with high professionalism, which means that in any situation, her tasks and responsibilities must be prioritized. However, this is certainly not easy for female police officers, especially those who are married or have families, automatically carrying out dual roles both in the workplace and in their family environment. Based on this, this study aims to determine the effect of psychological capital to work-life balance for married female police officers at the Mapolda X. This is a quantitative correlational study involving 203 married police officers. The results of this study show that psychological capital has a positive effect to work-life balance with an R2 value of 0.10, p<0.001. Based on the partial T test, it was also found that the aspects of self-efficacy and optimism had a positive effect on female police officers, while hope and resilience did not have a significant effect on WLB for married female police officer.

As their age development demands, immigrant students already have the resources, namely adequate cognitive abilities. This refers to the ability to have a mature mindset and adequate ability to explore the environment so that it is expected to be able to adapt to academic challenges during the lecture transition period as a first-year student. However, overseas students are also faced with various obstacles in adapting to their environment, which then contributed to the following years during the lecture process. This study aimed to determine the description of selfadjustment in immigrant and non-emigrant students. This research is a descriptive quantitative method using inconvenience sampling with 105 respondents. The data collection process used a Student Adaptation to College Questionnaire (SACQ) scale and several open-ended questions. The results showed that college adjustment for non-immigrant students is in a low category while immigrant students are in the medium category. Non-immigrant students with social adjustment get a low score, and immigrant student institution attachment gets low. Students of immigrant and non-immigrant both have a high score on personal-emotional adjustment.

This study aims to determine the contribution of employability skills to the career adaptability of final-year students at Universitas Hasanuddin. The subjects in this study were 336 people aged 20–24 years and were taken based on accidental sampling techniques. Data was collected by deploying Graduate Skills and Attribute Scales (GSAS) and Career Adaptability Scales (CAAS). The data were analyzed by simple linear regression. The simple linear regression test results showed a significant value of 0.000 (p > 0.05), which showed that employability skills contributed significantly to career adaptability in final year students of Universitas Hasanuddin. The coefficient of determination value is 0.412, meaning that employability skills contribute 41.2% to the career adaptability of final-year students at Universitas Hasanuddin. This means that final-year students must develop their skills to adapt to their career choices.