Continuing to study abroad brings challenges, apart from academic demands. International students are prone to acculturation stress as a consequence of cultural differences. Many research reports show that social support is a great buffer against experienced stress, but there has thus far been no study that analyzes the real effect of social support on acculturation stress. This meta-analysis study aims to investigate the true effect of social support on acculturation stress of international students based on studies reporting it. A meta-analysis was performed following PRISMA. The electronic databases used were Science-Direct, ERIC, ProQuest, Google Scholar (only for ETD), and opengrey.edu, with the article year limitations being 2009–2019. Eight (8) studies were involved in the meta-analysis. There were three instruments of acculturation stress and five instruments of social support that were used in the different studies. The effect size analysis showed that there was no difference in the effects of eight studies (z = −0.553; SE = 0.497; 95% CI = −1.248–−0.699; p = 0.580). Furthermore, there was no statistically significant moderator variable, the instruments used were quite diverse. The role of a moderator, other than gender, was not used because of limited information from the studies used. Social support plays a major role in reducing acculturation stress in international students. However, studies involving moderator and confounding roles need to be conducted.
Career commitment is a motivation, attitude, and behavior shown by individuals in a profession to live and survive in the chosen career role. Career commitment has three dimensions, namely career identity (career identity), career planning, and career resilience. Career Commitment Measure (CCM) is an instrument measuring career commitment which has been used widely across countries. To use the instrument in different culture, the adaptation process is necessary so that the adapted instrument becomes valid and reliable. However, there is still little detailed information related to research that focuses on developing career commitment measurement tools, especially in Indonesia. The purpose of this study was to obtain a standardized version of Indonesia's career commitment measurement tool. The International Test Commission (2016) guideline was used in the process of adaptation. Based on the results of the CFA analysis using the AMOS 22 program, it can be concluded that the overall career commitment model with indicators consisting of three dimensions, namely career planning, career identity and career resilience, has a good fit model. The null hypothesis means that the career commitment model of goodness of fit is acceptable. This explains that the resulting model can describe the actual conditions.
Komitmen karier adalah sikap yang ditunjukkan individu dalam mencapai tujuan karier. Penelitian ini bertujuan untuk mengkaji hasil-hasil penelitian (literature review) mengenai faktor-faktor yang mempengaruhi komitmen karier pada individu. Penelusuran literatur dilakukan pada database elektronik SAGE Journals, ProQuest, dan Science Direct dengan menggunakan kata kunci “career commitment”. Hasil penelusuran menunjukkan bahwa komitmen karier dipengaruhi oleh faktor internal dan eksternal. Faktor internal yang mempengaruhi komitmen karier terdiri dari komitmen organisasi, keterlibatan kerja, kepuasan kerja, nilai kerja, pengalaman kerja, kepribadian, dan self-efficacy sedangkan faktor eksternal terdiri dari situasi kerja yang meliputi kondisi kerja, persepsi pensiun, persepsi terhadap ancaman dalam bekerja, dorongan yang ditawarkan organisasi (offered inducements), kontribusi yang diharapkan organisasi (expected contributions), peluang promosi, dan reward. Kata kunci: Karier, komitmen karier Career commitment is the attitude that individuals show in achieving career goals. This study aims to examine the results of research or literature review on the factors that affect career commitments in individuals. The literature search was conducted on SAGE Journals, ProQuest, and Science Direct electronic databases using the keyword "career commitment". Search results showed that career commitments are influenced by internal and external factors. Internal factors affecting career commitment consist of organizational commitment, job involvement, job satisfaction, work value, work experience, personality, and self-efficacy while external factors consist of work situations covering working conditions, retirement perception, perceptions of threats in work, encouragement offered by the organization (offered inducements), the expected contribution of the organization (expected contributions), promotion opportunities, and rewards. Keywords: Career, career commitment
Subjective career success is an attitude regarding an individual’s achievement and satisfaction with their career resulting from a personal evaluation of their career experience. Subjective career success has eight dimensions: recognition, quality work, meaningful work, influence, authenticity, personal life, growth and development, and satisfaction. Subjective Career Success Inventory – SCSI (Subjective Career Success Questionnaire) has 24 items. The use of instruments at different cultural backgrounds requires an adaptation process so that the measurement results are valid and reliable, but until now, there has been no research on the adaptation of subjective career success measurement tools in Indonesia. The purpose of this study is to obtain a standardized subjective career success measurement tool. The adaptation process was carried out using the International Test Commission reference in2016. Based on the results of the CFA analysis of the LISREL 8.8 program, it can be concluded that according to theory, subjective career success models have a good fit model. This means that the zero hypotheses that state the subjective career success model of the goodness of fit are acceptable. This explains that the resulting model can describe actual conditions and can be used to measure subjective career success.
Kesuksesan karier subjektif dipandang sebagai bidang utama yang diminati dan eksplorasi, baik di bidang akademik maupun praktik. Konteks karier modern lebih menekankan pada mobilitas dan ketidakpastian. Oleh karena itu, karyawan tidak lagi hanya mengandalkan organisasi untuk mencapai kesuksesan kariernya. Mereka memiliki tanggung jawab untuk mengelola dan menciptakan pilihan-pilihan karier mereka sendiri. Memahami kesuksesan karier subjektif adalah tugas penting bagi individu dan organisasi. Tujuan dari tulisan ini adalah untuk melakukan telaah literatur yang relevan mengenai kesuksesan karier subjektif dan mengembangkan kerangka teoretis tentang konsep dan definisi kesuksesan karier subjektif, faktor-faktor yang berhubungan dengan kesuksesan karier subjektif, dampak dari kesuksesan karier subjektif dan peran identitas karier terhadap kesuksesan karier subjektif.
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