Excellent human resources in the organization are seen as the principal capital for the company to improve the company’s role, function, and competitiveness in facing developments and changes both internally and externally. Companies with high-stress levels need superior employees that motivated, passionate about work and loyal to the organization. These needs can refer to the characteristics of employees who are engaged with their work. However, there are still many dynamics of psychological constructs that have not been revealed that can increase work engagement. The purpose of this study was to determine whether self-efficacy can be a mediator on the effect of perceived organizational support (POS) on work engagement. The research was conducted through a survey method taken from 103 bank marketing employees. The collected data were analyzed through the structural equation model (SEM) and showed an indirect effect of perceived organizational support on work engagement (ab = 0.13; p≤0.001). This result shows that self-efficacy partially mediates the relationship between perceived organizational support (POS) and work engagement and the research hypothesis is acceptable. Keywords: SEM, work engagement, perceived organizational support, self-efficacy

Teacher's subjective career success can be evaluated from their career satisfaction. When evaluating the career, the teachers feels a sense of comfort in their work environment and career, that arises from the support provided by the leader to the teacher. The purpose of this study was to determine whether there is a role for leader-member exchange on subjective career success for teachers. Participants in this study were 320 teachers. The method used in this study used quantitative methods. The instruments used in this research are Leader-Member Exchange Multidimensionality (LMX-MDM) and the Subjective Career Success Inventory (SCSI) scale. This study used two data analyzes, the first using a simple linear regression test with a total score of significant results (b= 0.356; p< 0.001). Second, multiple linear regression tests with per-dimensional analysis obtain a significant result on the contribution dimension to the recognition dimension and the affect dimension to the overall dimensions of subjective career success (b=0.146 -0.282; p< 0.001). The results of this study can be used as a reference in the development of psychology related to leader-member exchange and subjective career success.

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The dynamics of problems faced by final year students do not only affect academic achievement but also anxiety in facing the future world of work. University graduates tend to experience career anxiety due to a lack of competence and minimum knowledge of career-related information. This study aims to determine the relationship between vocational maturity and anxiety in dealing with the world of work in final year students, using a correlational quantitative approach. The sample used in the study amounted to 154 people with the criteria of students currently working on their thesis and aged 21-24 years, while the sampling method used accidental sampling technique. The measuring instruments used in this study were the Indonesian Career Adapt-Abilities Scale and the Career Anxiety Scale. Analysis of research data was using Pearson product moment correlation analysis. The results showed that there was a significant negative relationship between vocational maturity and anxiety in facing the world of work in final year students. Keywords: Anxiety in facing the world of work, early adulthood, final year students, vocational maturity

≤   Performance problems of police members are influenced by a very heavy workload, incompatibility with passion, and personal issues. Those performance problems determine organizational citizenship behavior. Therefore this research was done to know the effect of organizational citizenship behavior toward the work performance of police members. This research is quantitative research with a survey design. The subjects are 200 members of the Indonesian National Police. The sampling technique used purposive sampling. The analysis in this study used simple linear regression analysis. The results of this study provided evidence to accept the hypothesis that there is a significant positive impact between organizational citizenship behavior on performance (β = 0.41, p<0.001), the higher organizational citizenship behavior, the higher the performance of police personnel.   Keywords: Indonesian national police, organizational citizenship behaviour, performance