CHAPTER I

INTRODUCTION

1.1. Background

In this new era of globalization there are many people searching for a job to fulfill
their needs. It is not that easy to search for a job because there are competitions in the
work environment. As we know that work environment nowadays are very strict in terms
of recruting their employees. If people cannot manage their lifestyle and career, people
will not reach their goals.
Every year there are many fresh graduates who graduated from college, it means that
unemployed people should compete with fresh graduates. Fresh graduates have more
chance to find a Job, because they are still young and flexible. The business practices
requires more skill and knowledge from the applicants, what lesson that applicants got
from college or experience of working that they got from previous job. Therefore, the
applicants should compete with one another to search for a job. The applicants must be
tough, creative, have a good behavior or manner, and have a good knowledge about the
position that the applicants want to apply for.
The process of applicants wanting to apply for a job is called Job search. Job search
means that the applicant searching for the company that fit with applicant working
preferences and their major in college.
Before the applicants search for a job, they should plan their career. This stage is to
make applicants know what kind of job that matches with their personality and passion. If
applicants know their job preferences by deciding their career plan, it will be easy for
them to choose job that they want. After that applicants can decide where they apply for a
job.
The technology also has an impact for the work environment that also makes a sense
of demand of the company for the job seekers. The impact of globalization requires high
qualified human resources that are capable of using technology, honest, and discipline. It
is not easy to find qualified human resources that are needed by the company. In the other
side, there are so many applicants that apply for a job.
The applicants are sometimes too picky to choose for the company they want to work
for, it is because applicants want to work in big company. The reasons why applicants
want to work in a big company because of the prestige, the facilities that company gives
to the employee, and salary or wages that company offer. However, these reasons
sometimes do not fit with the qualifications that company required from the applicants.
What factors that affect applicant to choose big company for a job? This is the central
question that should attempt to answer in this study. By gathering information from the
survey of job applicants in Job Fair or daily test & interview, the author found out that
factors that affect applicant to choose big company are the company reputation, the
position of job that company offer to the applicants, and job satisfaction.
Everyday there are many applicants sent their curriculum vitae through post and also
there are around 2-5 applicants that do interview. Based on those consideration, author
choose “Analyzing the Factors Why People Apply for a Job in PT X” as the title.

1.2. Scope of Research

In this internship project, authors limiting the discussion. This discussion is focus in
the factors that affecting applicants apply for a job in PT X. Based on the background of
the study, scope of the research are to make sure the factors why people search for a job;
prove the statement of job satisfaction has a relationship with worker preferences, and
also career planning can affect the job search. Internship student get the data of this study
from spread the questionnaires to the applicants.

1.3. Objectives of Research

The objective of this project is to identify the factors that affect job applicants.
Beside to identify the factors, writer also wants to develop the selection process or
recruitment process based on the factors why people apply for a job in PT X. Because,
this research have a relationship between the applicants that want apply for a job and the
company that open the field of job.

1.4. Significance of Research

1. Academicals Purpose.
This project hopefully can be useful to develop knowledge for the academision,
students, and researchers that want to continue research with the same topics. The
 result of this research hopefully can be reference for research in same topics with
the wider scope, and also give knowledge for the reader.
2. Practical Purpose
This project hopefully can give contribution and help the company to find out
what factors that affect people to choose PT X for a job and become a reference
for research in future.

1.5. Chapter Outline

This internship report divide in 5 chapters, this is because the authors want to make
the reader easy to understand the relationship of one chapter to another chapter and
provide a whole description about this report. The details of each chapter as shown
below:
a. CHAPTER I : INTRODUCTION
This chapter describes the general ideas about writing report of
internship. This chapter covering the background, scope of
research, objective of research, significance of project, and
chapter outline.
b. CHAPTER II : LITERATURE REVIEW
This chapter briefly describes and concludes the theories that
used in analyzing and discussion of the internship topic. The
author also linked the theoretical framework that has been
described.
c. CHAPTER III : RESEARCH METHODS
This chapter describes the procedures and tools that used to build
this study depend on the type of research, depth of the study,
problems, goals, and type of data collection. Research methods
include significance of research, types and source of data,
methods of collecting data, internship object, and research
procedures.
d. CHAPTER IV : ANALYSIS AND DISCUSSION
This chapter describes the job description of company, explain
the analysis and discussion that use to make the project clear,
 describe the general condition of company, and give suggestion
about the research based on the theories or concepts.
e. CHAPTER V : CONCLUSION AND SUGGESTION
This chapter describes the conclusion about this case paper and
whole contents of internship report, also give suggestion to
company.

CHAPTER II
LITERATURE REVIEW
2.1. Literature Review
2.1.1. Concept and Definition of Job Search
Job search is defined as the behavior through effort and time expended to acquire
information about labor market alternatives and to generate employment opportunities
(Boswell, 2006). The stage of job search that explained by Yamada (2012):
First, the job hunting process becomes less and less mysterious with experience. Indeed,
whatever wisdom that has been able to impart comes largely from the experiences (both good
and bad) have passed.
Second, remember that it is possible to start school with little or no public interest
experience and to finish with a very good score. Hundreds of graduates can attest to this.
Third, realize that first job is probably not the last job. Although the apparent finality of
college graduation increases the pressure to get a “great” job. Thus, graduates can safely
ignore the pressure to land “dream job” immediately upon graduation.
Fourth, if it preclude from doing work full-time immediately after graduation, do not let
that defeat your longer-term commitment. A period of a few years does not have to define a
life or career. People who want to work will find ways to do so, even if it takes them some
time to get to that point. The search for the right job is a challenging one, but in wrestling
with this process you can learn much about yourself and the legal profession.
The factors that make applicants choose company for a job such as work
environment, salary or wages, company reputation, and job position.
a. Salary or Wages
The result that obtained as achievement that has been fundamentally believed by most
company to give appreciation to their employee (Yendrawati, 2007). The rational
financial compensation being a basic needs for job satisfaction.
b. Working Environment
Work environmentis the work atmosphere including nature of work (routine,
attractive, often do overtime). The level of competition between employees and working
pressure is one of the factors of work environment (Rahayu, 2003). According Nitisemito
(2001, in Azlina, 2008) work environment is everything that exists around the workers
and that could affect them self in performing the duties. Factors that include the work
environment such as, nature of work, level of competition, and the level of pressure.
2.1.2. Definition of Career Planning
Career planning includes the purpose of identification that hasrelationship with
career and make planning to reach the goals (Hall et. al., 1986; in Bernardin, 2003:315).
Aryee and Debrah (1993) said that career planning is the most important thing from the
individual perspective because contribution of decision about the working life,
organization, job, and position that encourages the working mobility and improvement in
career stage.
Allen et. al. (1999) claims that individual that involved in career planning, will
recognize and realize the needs of improvements. Individuals also realize their
preference, value, chance, limitation, choice, and consequence (Bernardin, 2003:315).
Therefore, individuals know when individuals measure and go to the next level of
hierarchical and knowing chance of mobility (vertical or lateral) that available to reach
the goals.
Hall and Associates (1986), and Granrose and Portwood (1987) emphasise the
importance of career planning as the first step towards the career development process.
Indeed, individuals need to explore career development areas and make decisions about
personal objectives and development plans. Hall and Associates (1986) define career
planning as a deliberate process for becoming aware of self, opportunities, constraints,
choices and consequences, as well as identifying career related goals, and programming
for work, education, and related developmental experience to provide the direction,
timing and sequence of steps to attain a specific career goal.
Leibowitz et al., (1986) concur with this definition when they define career planning
as a process by which individuals determine their skills, interests, and values. Moreover,
these authors contend that people consider which options „fit‟ them, and set goals and
establish plans for achieving their expectations. Furthermore, Leibowitz et al., (1986)
argue that individuals are responsible for initiating their own career planning as well as
identify their skills, values and interests, and seek In summary, career planning is viewed
as an initiative where an individual exerts personal control over their career and engages
in informed choices as to his occupation, organization, job assignment and self
development (Hall & Associates 1986).
 Nevertheless, organizations can assist by providing career planning tools or
workshops through vocational counseling, or by using workbooks or career resource
centre to guide employees to conduct self assessment, analyze and evaluate their career
options and preference, write down their development objectives and prepare the
implementation plan (Hall & Associates 1986, Leibowitz, et al. 1986, Appelbaum, et al.
2002).
This study about are stages of career, stage career divide in four stages (Azlina,
2008):
1. Career Choice, generally occurs between adolescence until age 20, when humans
developed a vision of their identity with regard to the future or lifestyle, according to the
choice of majors and their education.
2. Earlier Career, during this period, they also review the experience of the past and the
present while working at the company and try to determine what to expect in the future.
3. Middle Career, individuals began to move in a stabilization period in which they are
considered to be productive, it becomes increasingly visible, bear a heavy responsibility,
and establish a career plan for the longer term.
4. End of Career and retirement: individuals began releasing duties and prepare for
retirement. Train successors, reducing the workload or delegate responsibility to
employees who are not senior or junior employees.

2.1.3. Job Satisfaction

Job satisfaction is simply shows the people feeling about their job. If have a high job
satisfaction it will show the positive behavior towards their job. Despite it vide usage in
scientific research, as well as in everyday life, there is still no general agreement
regarding what job satisfaction is. In fact there is no final definition on what job
represents. Therefore before a definition on job satisfaction can be given, the nature and
importance of work as a universal human activity must be considered
Someone who has high job satisfaction will show a positive attitude towards work,
while someone who is not satisfied will show a negative attitude towards the work itself.
According to Robbins (2001: 148) argues that job satisfaction is as a general attitude of
the people towards their job.
 Work requires interaction with colleagues and superiors follow the rules and policies
of the organization, meet the performance standards, life on the working conditions are
often less than ideal, and other similar things. This means the assessment (assessment)
employees to be satisfied or dissatisfied he is against the occupation is a complex
summation of a number of discrete elements of work (distinguishable from each other).
In this case what is meant by such attitudes are matters related to work along with
factors such specific oversight / supervision, salary and benefits, the opportunity to get a
promotion or promotion, working conditions, work experience, social relations at work
good, rapid completion of the and good treatment from the leadership to employees.
Employee job satisfaction depend characteristics an employee and the job situation. Each
employee will have a different level of satisfaction in accordance with the prevailing
value system in itself. The more aspects of the work in accordance with the interests and
expectations of these employees, the higher the level of satisfaction felt and vice versa..
Hoppock defined job satisfaction as any combination of psychological, physiological
and environmental circumstances that cause a person truthfully to say I am satisfied with
my job (Hoppock, 1935). According to this approach although job satisfaction is under
the influence of many external factors, it remains something internal that has to do with
the way how the employee feels. That is job satisfaction presents a set of factors that
cause a feeling of satisfaction.
Job satisfaction represents a combination of positive or negative feelings that workers
have towards their work. Meanwhile, when a worker employed in a business
organization, brings with it the needs, desires and experiences which determinates
expectations that he has dismissed. Job satisfaction represents the extent to which
expectations are and match the real awards. Job satisfaction is closely linked to that
individual's behavior in the work place (Davis et al.,1985).
Job satisfaction can be considered as one of the main factors when it comes to
efficiency and effectiveness of business organizations. In fact the new managerial
paradigm which insists that employees should be treated and considered primarily as
human beans that have their own wants, needs, personal desires is a very good indicator
for the importance of job satisfaction in cotemporary companies. When analyzing job
satisfaction the logic that a satisfied employee is a happy employee and a happy
employee is a successful employee.
The importance of job satisfaction specially emerges to surface if had in mind the
many negative consequences of job dissatisfaction such a lack of loyalty, increased
absenteism, increase number of accidents etc. Spector (1997) lists three important
features of job satisfaction.
First, organizations should be guided by human values. Such organizations will be
oriented towards treating workers fairly and with respect. In such cases the assessment of
job satisfaction may serve as a good indicator of employee effectiveness. High levels of
job satisfaction may be sign of a good emotional and mental state of employees.
Second, the behavior of workers depending on their level of job satisfaction will
affect the functioning and activities of the organization's business. From this it can be
concluded that job satisfaction will result in positive behavior and vice versa,
dissatisfaction from the work will result in negative behavior of employees.
Third, job satisfaction may serve as indicators of organizational activities. Through
job satisfaction evaluation different levels of satisfaction in different organizational units
can be defined, but in turn can serve as a good indication regarding in which
organizational unit changes that would boost performance should be made.

2.1.4. Theories of Job Satisfation

According Rival (2004: 475) Theory of Job Satisfaction among others:
1. Discrepancy Theory
This theory measure the satisfaction of one's work by calculating the difference
between something that should have been with the perceived reality. Therefore, when the
satisfaction obtained exceeds received then people will be more satisfied, so that there
discrepancies but it is a positive discrepancy. Satisfaction of one's work depends on the
difference between something that is considered to be achieved by what is achievable.
2. Equity Theory
This theory suggests that people will feel satisfied or dissatisfied, depending on the
presence or absence of justice (equity) in a system, particularly the system work.
According to this theory is the theory of justice utamadalam component input, results,
justice and injustice. Input is a valuable factor for employees who were believed to
support his work, such as education, experience, skills, the number of tasks, and the
equipment or equipment used to carry out his work. The result is something that is
considered valuable by an employee obtained from his work, such as wages, fringe
benefits, symbol, status, awards and a chance to succeed, or self-actualization.
3. Two Factor Theory
According to this theory of job satisfaction that job dissatisfaction is a different
matter. Satisfaction and dissatisfaction was not the one variable that continues. This
theory suggests the employment characteristics into two groups: satisfies or motivator
and dissatisfies.
Satisfies are the factors or circumstances required as a necessary source of job
satisfaction comprising: an interesting job, full of challenges, there are opportunities for
achievement, the opportunity to earn rewards and promotions. The fulfillment of these
factors will lead to satisfaction, but the non-fulfillment of this factor does not always lead
to dissatisfaction.
Dissatisfies (Hegein Factor) are the factors that become a source of dissatisfaction,
which consists of: salary or wages of supervision, the relationship between the person, the
working conditions and status. This factor is required to meet the biological drive as well
as the basic needs of employees. If these factors are not met, employees will not be
satisfied. However, if the magnitude of this factor is adequate to meet these needs, the
employee will not be disappointed though not yet satisfied.

2.2. Theoritical Framework

Job Position

Company
Career Job Search Job Satisfaction
Reputation
Planning
Work
Condition

CHAPTER III
 RESEARCH METHODS

3.1. Research Design

The research design of this case paper is descriptive study. This is one in which
information is collected without changing the environment. This study will help author in
decide the factors that affect applicants apply for a job in PT X.

3.2. Type and Source of Data

3.2.1. Type of Data
This type of data is quantitative research, asking the applicants for their opinion about
the reason why they apply for a job in PT X in a structured way. The purpose of
qualitative research is to construct the theory, consider the theory as process induction of
observation towards the facts.

3.2.2. Source of Data

In this research writer use two sources of data, include:
1. Primary Data
Obtain the data from applicants using questionnaire that spread in daily test or
interview and job fair.
2. Secondary Data
Journals and literature that related to similar topic that supports this research.

3.3. Methods of Collecting Data

Author using two kind methods of collecting data, include:
1. Questionnaire
Spread the questionnaire to the applicants of PT X in Job Fair or daily test. The
applicants are the subject of this case paper.
2. Literature Research
Collect and learn about literature that contains theory related to the object of
research. Results of the research literature issue as a reference or basis for
comparison between the theories that have been implemented.

3.4. Internship Object

The object of this case paper is PT X the trade company. PT X is the company that
produce consumer goods such as soap, shampoo, coffee, tea, and instant noodles.
3.5. Research Procedure

Technique that use for analyze the data is descriptive methods. The evaluation
procedure consists of:
1. Learn and experiments about the factors that affect applicant choose the company
for a job through books and journal thoroughly.
2. Spread the questionnaire to the applicants that apply for a job.
3. Identify the results from questionnaire obtained from the applicants why choose
PT X.
4. Analyzing the factors of applicants.
5. Comparing the results with literature review.
6. Give an opinion of the evaluation activities undertaken.

QUESTIONNAIRE

Identity of respondent
Name :
Gender:
Age :

Information:
 SD : Strongly Disagree with that statement
 D : Disagree with that statement
 N : Neutral with that statement
 A : Agree with that statement
 SA : Strongly agree with that statement

Appendix 1. Questionnaire Research

1. Company Reputation

Kind of company that you

SD D N A SA
choose:

1. A large organization
2. A small private
company
3. Self-employment

2. Working Environment

Type of work and

environment of career that SD D N A SA
you choose:
1. Routine work
2. More attractive and
challenging
3. Holiday often
4. Job can be done quickly
5. High level competition
among employee
6. There is working
pressure to achieve perfect
result
7. Working in factory

3. Job Position

Career that you choose

SD D N A SA
based on job position:
1. Privilege social
activities
2. Privilege to interaction
with others
3. Privilege to do hobbies
4. Prestigious position
than the other career
5. Have a chance to work
with the experts
6. Observing the others
behavior

CHAPTER III
 RESEARCH METHODS

3.6. Research Design

The research design of this case paper is descriptive study. This is one in which
information is collected without changing the environment. This study will help author in
decide the factors that affect applicants apply for a job in PT X.

3.7. Type and Source of Data

3.7.1. Type of Data
This type of data is quantitative research, asking the applicants for their opinion about
the reason why they apply for a job in PT X in a structured way. The purpose of
qualitative research is to construct the theory, consider the theory as process induction of
observation towards the facts.

3.7.2. Source of Data

In this research writer use two sources of data, include:
3. Primary Data
Obtain the data from applicants using questionnaire that spread in daily test or
interview and job fair.
4. Secondary Data
Journals and literature that related to similar topic that supports this research.

3.8. Methods of Collecting Data

Author using two kind methods of collecting data, include:
3. Questionnaire
Spread the questionnaire to the applicants of PT X in Job Fair or daily test. The
applicants are the subject of this case paper.
4. Literature Research
Collect and learn about literature that contains theory related to the object of
research. Results of the research literature issue as a reference or basis for
comparison between the theories that have been implemented.

3.9. Internship Object

The object of this case paper is PT X the trade company. PT X is the company that
produce consumer goods such as soap, shampoo, coffee, tea, and instant noodles.
3.10. Research Procedure

Technique that use for analyze the data is descriptive methods. The evaluation
procedure consists of:
7. Learn and experiments about the factors that affect applicant choose the company
for a job through books and journal thoroughly.
8. Spread the questionnaire to the applicants that apply for a job.
9. Identify the results from questionnaire obtained from the applicants why choose
PT X.
10. Analyzing the factors of applicants.
11. Comparing the results with literature review.
12. Give an opinion of the evaluation activities undertaken.
Bibliography
Yamada, D. C. (2012). Packaging Yourself for Public Interest Employment. Career Planning
Guidance for Aspiring Pubic Interest Lawyer , 9.