Choosing a career is important for things for collage students because a career is not only for life but also becomes a way to actualizing their potential. To actualize their abilities optimally, the process of career exploration and choosing the right career is important. Collage students who are in the final stages of their education process need to have career search efficacy so that they have confidence to be able to explore careers so that they can finally choose jobs that match with their self-concept. One of the successes of career search efficacy is influenced by social support. The main social support is obtained from parents and peers. This study aims to determine the role of social support from parents and peers on collage students career search efficacy  in West Java. The number of participants was 210 people with an age range of 18-25 years. The results showed that social support from parents and peers, had an influence on collage students career search efficacy  in West Java (p <0.05, R2 = 0.113).

Happy teachers tend to perform better, be more capable of creating innovations, and produce new ideas in work so they help the organization reach its goals. This study aims to examine the role of job crafting towards happiness, mediated by work engagement in teachers as employees at their respective organizations. Participants of this study are 885 teachers who have worked in “X” Educational Foundation for at least one year. The instruments used are a job crafting scale that consists of 15 items, a calling scale with 12 items, a 9-item work engagement scale, and a happiness scale consisting of 8 items. All items in this instrument have been deemed valid and have reliability values of 0.763, 0.912, 0.934, and 0.758. The data obtained were analyzed using Model 4 of the SPSS Hayes Process. The findings of this study showed that there is a role of job crafting towards teachers’ happiness that is mediated by calling and work engagement. It was also found that job crafting has a significant direct effect on teachers’ happiness.

The present study investigated to what extent memory of conflict and perceived threat explain the relation between religiosity and supporting interreligious conflicts between Muslims and Christians in Indonesia. We employed data from the survey of the interreligious conflicts in 2017, involving 2026 adults from five hotspot regions: Aceh Singkil, South Lampung, Bekasi, Poso, and Kupang. Our confirmatory factor analysis and measurement invariance demonstrated that all employed scales were valid and reliable across religious groups. Our structural equation modelling showed that while the memory of conflicts was only positively related to supporting lawful protests, the perceived threat was shown to be strongly related to supporting both lawful and violent protests. This shows that memory of past physical injuries is not highly susceptible to exclusive behaviours against the religious outgroup. However, it is the individuals’ evaluation of the religious outgroup as a result of past conflicts which encourages exclusionary behaviours against them. These findings provide empirical insights into the importance of the aftermath of interreligious conflicts and how they can be used to avoid future clashes.

This research use descriptive desain about occupational commitment. In this research will be tell in more thorough and detail about the reasons someone choose, decide and have commitement in one job as tenure in the university. Occupational commitment as the degree of attachment to an occupation, where involvement on this occupational define by occupational commitment component that dominate (Meyer, Allen and Smith, 1993). Occupational commitment has three components, Affective Occupational Commitment, Continuance Occupational Commitment, and Normative Occupational Commitment. This research give quesionner to 80 sample from all faculty in university “x”. Validity value for Affective Occupational Commitment is between 0.515 – 0.764, 0.395 – 0.818 for continuance occupational commitment and 0.319 – 0.777 for normative occupational commitment. Then realibility value this questioner for affective occupational commitment is 0,842, continuance occupational commitment is 0,768 and normative occupational commitment is 0,8. Based on this research, 58% tenure choose, decide and have commitment in this job based on affective occupational commitment. Then 38% tenure hold in this profession based on normative occupational commitment and 4% tenure have commitment based on continuance occupational commitment. Based on this research, university must make program or policy that will made tenure more motivated to commit in this profession. Beside that, this research can be basic to other reasercher to research about factor that influence occupational commitment.   Keywords: occupational, commitment and tenure

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