<p align="center"> </p><p><strong><em>ABSTRACT: </em></strong><em>The company currently recognizes two types of workforce generations based on age, namely generation X and generation Y. Both generations have different characteristics, one of them is job embeddedness. Job embeddedness rate was found the highest in an organization with collectivism. An organizational culture that is developed in various companies in Indonesia is the collectivism culture, one of them is in PLTD Siantan, Kalimantan Barat.This study aims to (1) find out the differences in the tendency of job embeddedness on generation X and generation Y employees in terms of collectivism culture, (2) find out the differences of job embeddedness tendency in generation X and generation Y employees; (3) find out the differences of collectivism culture on generation X employees and generation Y in  PLTD Siantan, Kalimantan Barat.This study uses 69 samples of PLTD Siantan employees. The instruments used are job embeddedness scale and collectivism culture scale. The anava result shows that there is a difference in the tendency of job embeddedness in employees of generation X and generation Y in terms of collectivism culture of PLTD Siantan, Kalimantan Barat. The result shows that there is a difference of job embeddedness on generation X employees and generation Y employees. There are also cultural differences collectivism in generation X employees and generation Y employees. This means that hypothesis 1, hypothesis 2, and hypothesis 3 are accepted.</em><strong><em></em></strong></p><p><strong><em>Keywords:</em></strong><em>job embeddedness,</em><em> collectivism culture,generation X and generation</em></p><p align="center"> </p><p><strong>ABSTRAK: </strong>Perusahaan saat ini mengenal dua jenis generasi tenaga kerja berdasarkan rentang usia, yaitu generasi X dan generasi Y. Kedua generasi tersebut memiliki perbedaan karakteristik, salah satunya adalah job embeddedness. Tingkat job embeddedness ditemui paling tinggi pada organisasi dengan budaya kolektivisme. Budaya organisasi yang berkembang di berbagai perusahaan di Indonesia adalah budaya kolektivisme, salah satunya adalah PLTD Siantan, Kalimantan Barat. Penelitian ini bertujuan untuk (1) mengetahui perbedaan kecenderungan job embeddedness pada karyawan generasi X dan Y ditinjau dari budaya kolektivisme, (2) Mengetahui perbedaan kecenderungan job embeddedness pada karyawan generasi X dan Y, (3) Mengetahui perbedaan budaya kolektivisme pada karyawan generasi X dan Y PLTD Siantan, Kalimantan Barat. Penelitian ini menggunakan seluruh anggota populasi sebanyak 69 karyawan PLT Siantan. Instrumen yang digunakan adalah skala job embeddedness, dan budaya kolektivisme. Berdasarkan hasil anava, menunjukkan perbedaan kecenderungan job embeddedness pada karyawan generasi X dan generasi Y ditinjau dari budaya kolektivisme PLTD Siantan, Kalimantan Barat. Berdasarkan hasil analisis perbedaan rerata menunjukkan perbedaan job embeddedness pada karyawan generasi X dan karyawan generasi Y. Selain itu, terdapat juga perbedaan budaya kolektivisme pada karyawan generasi X dan karyawan generasi Y. Hal ini menjelaskan bahwa hipotesis penelitian 1, 2, dan 3 diterima.<strong></strong></p><p>Kata kunci: job embeddedness, budaya kolektivisme, generasi X dan Y</p>

Human resources is an important factor in the organization. This reason underlied the need to create work motivation in working field. Motivation is influenced by the desire to achieve goals, both individual goals or organization goals. Those can be seen through psychological contract and personorganization fit. The purpose of this study is: 1) to determine the relation of psycological contract and person-organization fit with work motivation on the Go-Car drivers, 2) to determine the relation between psycological contract with work motivation on the Go-Car drivers, 3) to determine the relation between person-organization fit with work motivation on the Go-Car drivers. This study uses a purposive random sampling with sample of 81 Go-Car drivers in Surakarta. The result of this research shows there is a significant positive relation between psychological contract and person-organization fit with work motivation on the Go-Car drivers.

Tambak Village is one of the villages in Mojosongo Subdistrict which has various natural potentials, one of them is papaya cultivation. Although supported by abundant agricultural products, but the community has not been able to optimise the potential of the region owned. The farmers have not been able to respond the market opportunities and make some innovation of the production and marketing of agricultural products. It is caused by the limited appropriate technology, the lack of investment and the limited access if the farmers to information. Therefore it is necessary to increase the farmer’s access to information, support the development of innovation of papaya cultivation, and effort to empower the farmers through a training. This public service activity is a follow-up if the programme of the thematic Real Work Course of Sebelas Maret University in 2014 in Tambak Village, Mojosongo, Boyolali. The IbM team provided technological assistance (scissors machine and cup sealer machine), training for knowledge and skills enhancement in business management of papaya chips production, increasing the supply of the raw materials with the Village Headman of Tambak ( Partner 2 ), expansion of market network, and sustainable assistance ( monitoring, advocacy, education, information ). In carrying out the main activities, the public service team cooperates with the Women Farmer Group “Delima” and the government of Tambak Village. Through the programme, the farmers are able to increase the economic value of papaya, so that ultimately they can improve the welfare of the economy and increase the community skills.

Salah satu fenomena yang muncul akibat dampak globalisasi adalah munculnya Korean Wave yang sudah akrab dirasakan sejak awal tahun 2000-an di Indonesia, hingga kini menciptakan budaya baru yang banyak memperdagangkan barang dagangan sebagai bentuk identitas untuk grup K-Pop. Dalam penelitian ini, kami mengeksplorasi hubungan antara pemujaan selebriti, regulasi diri dan pembelian impulsif pada pembelian merchandise oleh penggemar K-Pop yang telah menjadi budaya bagi komunitas penggemar selama satu dekade terakhir. Sampel penelitian ini adalah komunitas fansclub band K-Pop ‘Day6’ asal Solo, MyDaySolo dengan total 67 responden. Metode pengambilan sampel yang digunakan adalah purposive sampling dengan beberapa kriteria yang dibutuhkan. Penelitian ini dilakukan dengan pendekatan kuantitatif dengan menggunakan analisis regresi berganda. Hasil penelitian menunjukkan bahwa terdapat hubungan antara pemujaan selebriti, regulasi diri, dan pembelian impulsif yang ditunjukkan oleh hasil analisis regresi berganda yaitu F = 60,982 (p<0,05).  Kata kunci: impulsive buying, celebrity worship, regulasi diri, penggemar K-Pop

<p>Wayang orang merupakan identitas Budaya Indonesia yang memerlukan strategi agar dapat terus hadir di masyarakat. Salah satu upaya yang dilakukan Dinas Kebudayaan  Surakarta adalah mengangkat pemain wayang orang menjadi Aparatur Sipil Negara (ASN). Penelitian ini bertujuan mengetahui hubungan antara <em>job security </em>dan <em>self perceived employability </em>dengan komitmen organisasi pada pemain wayang orang di Sriwedari Surakarta dengan sampel berjumlah 71 responden. Data dikumpulkan menggunakan skala komitmen organisasi (α) 0,850, skala <em>job security </em>(α) 0,927, dan skala <em>self perceived employability </em>(α) 0,887. Hasil penelitian menunjukkan hubungan yang signifikan antara <em>job security </em>dan <em>self perceived employability </em>dengan komitmen organisasi (<em>F_Change= </em>41,772 &gt; F_Tabel = 3,13; p=0,000&lt;0,05). <em>Job security </em>dan <em>self perceived employability </em>bersama-sama memberikan sumbangan sebesar 55,1% terhadap komitmen organisasi. Uji parsial penelitian menunjukkan hubungan yang signifikan antara <em>job security </em>dan komitmen organisasi (p=0,000&lt;0,05) dan tidak terdapat hubungan yang signifikan antara <em>self perceived employability </em>dengan komitmen organisasi (p=0,813&gt;0,05).</p>