Adversity Quotient and Employability in Fresh Graduate

Eka Dian Aprilia, Deby Fidzah Arfina

Department of Psychology, Faculty of Medicine, Universitas Syiah Kuala, Indonesia

Keywords: Adversity Quotient, Employability, Fresh Graduate

Abstract: Employability is important because it can increase an individual's opportunity to get a job. One of the factors

that can influence employability is fighting power or commonly called adversity quotient. This study aims to

determine the correlation between adversity quotient and employability in fresh graduates. The method used

is a quantitative method with a non-probability sampling technique. A total of 336 fresh graduates aged 20-

25 years who do not have a job or have not worked for a period of two years after graduating. Data collection

was carried out using the adversity quotient scale (α = 0.889) and employability development profile (α =

0.932). This study was analyzed by the Product-Moment Correlation technique. The results showed that there

was a correlation between adversity quotient and employability in fresh graduates with correlation coefficient

r = 0.556 (p = 0,000), so it can be concluded that the hypothesis in this study was accepted. The relationship

is also positive, which means that the higher the adversity quotient, the higher the employability of fresh

graduates.

1 INTRODUCTION

Unemployment in a country is the difference between

the labor force with the use of labor required

(Sugianto, 2006). Indonesia’s unemployment data

between 2009-2013 explained that the number of

unemployed in Indonesia declined from the year 2009

to 2012, but again there was an increase in 2013 from

7.24 million to 7.39 million people. Similarly,

National BPS Socio-Economic Data showed that in

the period of August 2015 Aceh held the highest

unemployment rate in Indonesia (Institute for

Development of Acehnese Society, 2015).

According to BPS unemployment is divided into

the highest educational level attained. Unemployment

data according to the highest education level attained

in Aceh shows that the diploma

I/II/III/Academy/University graduates is an education

group with an unemployed rate that increases every

year. Based on the data, diploma

I/II/III/Academy/University graduated

unemployment increased from the previous year so

that in 2014 reached 29.836 people. Department of

Employment and Population Mobility

(Disnakermobduk) Aceh said that the number of

unemployed bachelor in the province reached 17.498

people (9.14%) (Disnakermobduk, 2015). This

proves that the university cannot guarantee that all of

its graduates to be absorbed in the working world. In

line with this, according to Sinarwati (2014), one

indicator of a university’s success is if its graduates

are able to meet labor market demand and is absorbed

into the working world.

The working world does not only choose

candidates who have the academic skills (hard skills)

but also accompanied with good soft skills, so that it

will produce human resources with maximum skills

(Sinarwati, 2014). According to Sailah (2007),

universities only provides an average of 10% soft

skills in the curriculum and the remaining is hard

skills, while the needs of the working world is

inversely related to the development of soft skills in

universities, which is that they want 80% soft skills

and only 20% hard skills. Universities are expected to

improve soft skills and hard skills of students in a

balanced portion so that it meets the requirements

sought out by employers.

Higher education should be able to improve the

quality of individual resources to get jobs more easily

to improve economic levels (Basrowi & Juariyah,

2010). However, in reality scholars still contribute to

the high percentage of unemployment. The large

number of unemployed college graduates also shows

the quality of education that is not in accordance with

the needs of the industry (Purnamasari, 2017).

Aprilia, E. and Arﬁna, D.

Adversity Quotient and Employability in Fresh Graduate.

DOI: 10.5220/0009437900820089

In Proceedings of the 1st International Conference on Psychology (ICPsy 2019), pages 82-89

ISBN: 978-989-758-448-0

The Careers Group (2010), mentioned some of the

skills and qualities sought out by employers, namely

adaptation or flexibility, analytical ability,

understanding of the business or organization,

commercial awareness, initiative, interpersonal

sensitivity, Information and Technological ability

(IT), leadership qualities, numerical skills, planning

and prioritizing, presentation skills, project

management, self-awareness, self-led learning,

teamwork, and written communication so that each

candidate is expected to have several of said skills in

order to facilitate their job search. Buhrmester,

Furman, Wittenberg, and Reis (1998) also said that

someone who is competent is characterized by the

development of the ability to take the initiative in

starting interpersonal relationships, ability to open up,

the ability to be assertive, ability to provide emotional

support, and the ability to resolve conflicts that may

arise in interpersonal situations. Pool and Sewell

(2007) states that interpersonal skills is one of the

main aspects of employability.

Employability is having a set of skills, knowledge,

understanding and personal attributes that make a

person more likely to choose and secure occupations

in which they can be satisfied and successful (Pool &

Sewell, 2007). While individuals with low

employability will have a smaller chance of getting a

chance. This is due to the competency it has has a

greater gap with the needs of the workforce.

Individuals who have a fairly low employability can

be seen from the confusion in determining the steps

that must be taken after graduating and getting a

degree, then competing with many other scholars who

first graduated and were not working or still

unemployed (Yunita, 2013). Employability of senior

college student is important because although it does

not guarantee the certainty of employment, but a high

level of employability increases individual’s chance

to obtain a job (Fugate, Kinicki & Ashforth, 2004).

Individuals are said to be eligible to be employed if

the individual can effectively deal with demands in

his environment (Chan, 2000). This is because

employability is an important thing to study in early

adulthood (fresh graduate), because at this time

individuals begin to set goals, make decisions about

the work to be occupied, and think of strategic ways

to achieve these goals (Shulman & Nurmi, 2010). For

the sake of realizing future planning, ideas, ideas,

ideals, and desires that have been planned in advance

(Stoltz, 2005).

Pool and Sewell (2007) states that the model

employability can be used by senior college students

to develop their working abilities. Papalia, Olds and

Feldman (2008) also said that senior college student’s

level of development is characterized by the ability to

make a decision on the preferred job or career. Pool

and Sewell (2007) state that employability can be

interpreted as the ability to have expertise,

knowledge, understanding and personality that makes

a person able to choose and feel comfortable with

their work so that they become satisfied and

ultimately achieve success. Employability can also

influence success in carrying out work so that it is

more maximal (Saputro & Suseno, 2010). Then it can

be said that the employability referred to here is a skill

that is practical, technical and directly leads to what

is intended to be his job, because with appropriate and

adequate skills the task can be completed correctly.

According to Hogan, Chamorro-Premuzic and

Kaiser (2013) one of the factors that can influence

employability, namely individuals to have high

motivation, willing to work hard, and have fighting

power or commonly called adversity quotient.

Companies need employees to have a high adversity

quotient when the company is in good condition and

when it is in a bad condition. This is due to

increasingly fierce business competition (Joewono,

2009).

Kendawati and Jatnika (2010) explain that

individuals must improve work readiness in order to

be able to compete in the world of work, namely by

having a future orientation, good ability, high self-

confidence in order to realize future planning and the

necessary and necessary steps also business. These

efforts are useful for making important breakthroughs

so that success becomes real (Agusta, 2015).

Stoltz (2005) says that success in work and life is

primarily determined by the effort and persistence to

realize ideas, ideas, ideals, and desires that have been

planned in advance or what is called the term

adversity quotient. Handaru, Parimita, and

Mufdhalifah (2015) say that adversity quotient can be

described as a person's ability to respond to obstacles

and difficulties through his intelligence in managing,

acting, and then being able to use them as

opportunities. Adversity quotient is formed through

the learning process obtained from childhood to

adulthood (Zainuddin, 2011). So that the high

demands in the world of work cause AQ is needed for

prospective workers to survive facing difficulties and

achieve success (Alfiyah, 2012).

From a number of exposures above, researchers

felt the need to examine the problems in this study

related to the relationship between adversity quotient

and employability in fresh graduates. Specifically,

this paper intends to answer the following research

questions "is there a relationship between adversity

quotient and employability in fresh graduates?"

Adversity Quotient and Employability in Fresh Graduate

2 LITERATURE REVIEW

2.1 Adversity Quotient

Stoltz (2000) defines adversity quotient is how far

individuals are able to withstand difficulties and have

the ability to overcome them. Furthermore Stoltz and

Weihenmayer (2012) explain that adversity quotient

is a measure of how individuals respond to all types

of difficulties or react to the world around them. In

accordance with the definition of Stoltz, Phoolka and

Kaur (2012), AQ is a person's ability to overcome

difficulties and obstacles in his life. Adversity

Quotient has four sub-sections or dimensions: C, O2,

R, and E. C (control) refers to the amount of perceived

control one has over an adverse event or situation. O2

(origin and ownership) refer to how a person searches

for the cause of the adverse events and to the degree

to which an individual is willing to own the outcome

of the adverse action. Owning the outcome reflects

accountability. R (reach) is a manifestation of how far

the adversity reaches into other aspects of an

individual’s life. Lastly, E (endurance) is the measure

of endurance, which reviews how long the adversity

and its causes will last in one’s own life (Stoltz,

2000).

2.2 Employability

According to Hillage and Pollard (1998)

employability can be interpreted as the ability to get

a job, keep a job and get a new job if needed. Yorke

and Knight (2006) define employability as a set of

achievements which includes skills, understanding

and personal attributes that better enable graduates to

find jobs and succeed in their work choices and

benefit themselves, the workforce, the community

and the economy as a whole. Pool & Sewell (2007)

defines employability as the ability to have expertise,

knowledge, understanding and personality that makes

someone able to choose and feel comfortable with

their work so that they become satisfied and

ultimately achieve success. Employability according

to Rothwell and Arnold (2007) focus on the ability

and other attributes possessed by individuals to be

able to find work and survive in the work they have

now. According to Yorke and Knight (2006) defines

employability as a set of achievements covering

skills, understanding, and personal attributes that

enable graduates to find jobs and be successful in

their work choices and benefit themselves, labor,

society and the economy. overall. According to

Hillage & Pollard (1998) employability is defined as

the ability to get a job, keep a job and get a new job if

needed.

3 RESEARCH METHOD

This study uses a quantitative research method with a

type of correlational research. Respondents taken in

this study were fresh graduates, totaling 336 subjects

with the following characteristics: (a) fresh graduates

aged 20-25 years (S1/bachelor), (b) did not have a job

or had not worked for a period of two years after

graduation, Because they want to examine the work

readiness of a fresh graduate, and based on research

from Al-Zoubi (2016), it is said that fresh graduates

are individuals who have just finished studying for a

maximum of two years and have not worked yet. (c)

willing to become research respondents.

3.1 Method of Collecting Data

The method of data collection in this study uses two

scales. The adversity quotient scale is designed and

compiled by researchers based on the dimensions of

adversity quotient proposed by Stoltz (2000), using a

Likert scale assessment score consisting of four

answer choices, the question is made so that people

think, do not be neutral or not opinion. While the

employability scale uses the adaptation scale of the

Employability Development Profile (EDP) developed

by Pool and Sewel (2015). Sampling in this study was

conducted using incidental sampling techniques. Data

collection in this research is carried out online by

sending a broadcast containing a link / link to direct

the subject to fill the scale found on the Google form.

Broadcast is sent to friends, relatives, and

acquaintances by including self-identity and

information about research through WhatsApp,

Instagram, Facebook and LINE.

3.2 Data Analysis

Data analysis was done using parametric methods

namely Pearsons Product Moment Correlation using

SPSS version 22:00 for Windows. The analysis is

used because the data is normally distributed.

4 RESULT

The results of the normality test using Kolmogorov

Smirnov show that the data on the scale of Adversity

Quotient and Employability are normally distributed.

ICPsy 2019 - International Conference on Psychology

At the scale of Adversity Quotient of significance

value (p) = 0.114, and on the Employability scale the

significance value (p) = 0.069. Significance values

that are above 0.05 on both scales can be interpreted

that the data of this study has a normal distribution of

data. Furthermore, the linearity test of adversity

quotient with employability shows a linear

relationship that is (p) 0,000 <0,05.

The results of the analysis show a significance

value (p) = 0,000 less than 0.05. This shows that the

research hypothesis is accepted, namely there is a

relationship between adversity quotient and

employability in fresh graduates. The results of the

analysis of this study also showed that the value of

correlation coefficient (r) = 0.556. The relationship is

also positive, which means that the higher the

adversity quotient, the higher the employability of

fresh graduates. Conversely, if the lower adversity

quotient will be the lower employability for fresh

graduates.

This research was conducted on fresh graduates

aged 20-25 years both for women and men. The total

sample is 336 subjects. The division of categories of

respondents used by researchers is level

categorization (ordinal). The purpose of this

categorization is to place individuals into groups

whose positions are tiered according to a continuum

based on measured attributes (Azwar, 2013). The

division categorization on adversity quotient

variables consists of high, medium and low

categories. After getting score categorization, the

categorization on the adversity quotient scale is as

follows:

Table 1: Adversity quotient categorization at Fresh

Graduate

Ordinal Category

Category

Total

X ≥ (µ + 1,0 σ)

X ≥ (67,5 + 15,5)

X ≥ 81

High

15.8

(µ - 1,0 σ) ≤ X < (µ +

1,0 σ)

(67,5 - 15,5) ≤ X <

(67,5 + 15,5)

54 ≤ X < 81

Medium

236

70.2

X < (µ - 1,0 σ)

X < (67,5 - 15,5)

X < 54

Low

14.5

While for the Employability variable, based on the

description of the research data, the distribution of

subject categories used by researchers is a

consideration of standard errors in measurement. The

standard error consideration in measurement is the

error standard deviation that shows the magnitude of

the measurement error variation in a group of subjects

(Azwar, 2013). This categorization uses mean values

or mean values as category boundary values. A score

greater than the mean is diagnosed as low. Based on

the results above, it can be determined in and

compiled categorization, the researcher conducted a

score category for each research subject in each the

research variables can be seen in the following table:

Table 2: The categorization of the Employability

Development Profile in fresh graduates

Score

Categorization

Jumlah

X < 101

High

302

89.9%

123 ≤ X ≤ 101

Uncategorizaed

8.9%

X >84

Low

1.2%

5 DISCUSSION

This study was conducted to determine the

relationship between adversity quotient and

employability in fresh graduates. The results of the

correlation test of the adversity quotient relationship

with employability showed a significance value of p

= 0,000 (p <0.05) and the correlation coefficient (r) =

0.556. The results of the analysis of the research that

has been conducted, it was found that there is a

positive relationship between adversity quotient and

employability.

This shows that the results support the concept

and results of previous studies as revealed by

Wibowo and Suroso (2016) that there is a significant

relationship between adversity quetient and job

readiness. Adversity quotient can be used to help

individuals strengthen their abilities and perseverance

in facing the challenges of everyday life, while

adhering to the principles and dreams that are the

goal. Rasyida (2013) states that individuals who have

adversity quotient can increase individual

employbility while at work. This is because adversity

quotient is the ability to change barriers into

opportunities for success in achieving individual

goals in overcoming the difficulties that will be faced

in the world of work.

According to Hogan, Chamorro-Premuzic and

Kaiser (2013), adversity quotient is one of the factors

that can affect employability. Individuals who have

employability are characterized by good skills in the

individual, such as the ability to initiate in starting

interpersonal relationships, the ability to increase

understanding of the world of work such as knowing

Adversity Quotient and Employability in Fresh Graduate

work that is in accordance with the abilities possessed

and the ability to manage emotions well and the

ability to overcome conflict arises in interpersonal

situations. Pool and Sewell (2007) say interpersonal

skills and skills are the main aspects of employability.

The research results of Agusta (2015) also state

that the higher the adversity quotient in individuals,

the higher the ability of individuals to improve their

understanding of the world of work, such as knowing

the work that suits their abilities. This is related to one

component of employability, which is degree subject

knowledge, understanding and skill which means the

ability and understanding of individuals because job

prospects require skills that are in accordance with the

field of study so that scholars will feel satisfaction and

achieve success at work.

Research conducted by Tian and Fan (2014), said

that adversity qoutient has a positive relationship with

career adaptability in individuals. Furthermore, the

ability to overcome obstacles is essential for

individuals to adapt well. Then the high demands in

the work world cause adversity quotient is very

necessary for prospective workers to survive facing

difficulties and achieve success (Alfiyah, 2012).

Furthermore, Hogan, Chamorro-Premuzic and

Kaiser (2013) stated that one of the factors that can

influence employability is adversity quotient. The

results of this study indicate that there are 8.89% of

302 fresh graduates who have a high level of

employability. High employability will be reflected

through confidence (Pool & Sewell, 2007). The

results of this study indicate that there are 8.89% of

302 fresh graduates who have a high level of

employability. High employability will be reflected

through confidence (Pool & Sewell, 2007). High

employability is caused by activities that are followed

by individuals so as to increase their abilities and

experience (Saputro & Suseno, 2009). One of the

activities that can increase the ability and experience

is to follow the organization. As research conducted

by Rahmatika (2018) who has organizational

experience has a higher employability compared to

individuals who do not have organizational

experience. According to Pertiwi, Sulistyawan,

Rahmawati and Kalsum (2012) individuals who

organize will have leadership abilities, manage time,

expand networks, hone social skills, problem solving

and conflict management which are one component

of employability, namely generic skills. While

individuals who do not organize are more concerned

with academic achievement, because many

organizational activities can hamper academic work

and prioritize organizational activities (Ilyana, Utami

& Mulyawati, 2015).

High employability is caused by activities that are

followed by individuals so that they can improve their

abilities and experience (Saputro & Suseno, 2009).

One activity that can improve capabilities and

experience is to follow the organization. As research

conducted by Rahmatika & Aprilia (2019) who has

organizational experience has higher employability

compared to individuals who do not have

organizational experience. According to Pertiwi,

Sulistyawan, Rahmawati and Kalsum (2012)

organizational individuals will have leadership

abilities, manage time, expand networks, hone social

skills, problem solving and conflict management

which is one component of employability, namely

generic skills. While individuals who do not organize

prioritize academic achievement, because many

organizational activities can hinder the execution of

academic tasks and prioritize organizational activities

(Ilyana, Utami & Mulyawati, 2015). Both students

who are a member of an organization and those who

are not had the lowest percentage on the Experience

work / life component. This indicates that the

experience gained by the students in the student

organization has not fully provide an overview of the

working world in the future. According to the

Directorate General of Education and Student Affairs,

the Ministry of Research, Technology and Higher

Education of the Republic of Indonesia (2015), the

Asean Economic Community (AEC) demands a

quility development and improvement of the national

labor force and equivalent qualifications with foreign

labor force is one of the challenges faced by the

government. Therefore, universities must put

together an education program that refers to the

Indonesian National Qualifications Framework

(INQF) which aims to get graduates ready to work.

INQF is the embodiment of quality and identity of

Indonesia, which equalizes and integrate the

education, training and work experience to produce a

qualified and productive national human resource.

Organizational experience will help improve

individual adversity quotient, because individuals

who have organizational experience will have more

difficulties because besides having to face academic

difficulties, individuals also have to face difficulties

in the organization so that individuals will increase

their fighting power compared to individuals who

have no organizational experience. In addition,

individuals who have organizational experience will

also be more courageous in making decisions,

communicating in public, and having leadership skills

at work (Rachmadi & Aprilia, 2018).

According to Agustian (2001) organizational

activities are able to improve adjustment so that

ICPsy 2019 - International Conference on Psychology

individuals become skilled in social relationships.

When individuals have good social relationships,

emotional intelligence will get better (Gurnasih &

Budiyono, 2016). Emotional intelligence is one

component in employability (Pool & Sewell, 2007).

The results showed that there were 4 fresh

graduate subjects (15.5%) who had low

employability, meaning that individuals who had low

employability were individuals who did not

understand their abilities. According to Krisnamurti

(2017) the low employability is actually determined

by the individual himself. Another factor that can

affect the low employability is the limited number of

businesses / industries in Aceh which makes it

difficult for fresh graduates to find work.

Based on the waiting period of graduates at Syiah

Kuala University for 6 months, and based on

demographic data the majority of fresh graduates who

are unemployed as many as 278 subjects are still

waiting to get a job, while 58 other subjects have

exceeded the waiting period set by the University.

High and low levels of individual work readiness in

general can be seen from the waiting period to get a

job and its ability to work in accordance with the field

of expertise and demands of the workforce it faces

(Ihsan, 2017).

There are several factors that affect employability

according to Stevani and Yulhendri (2014), namely

factors from within (internal) and factors from outside

of self (external). Factors in themselves include

intelligence, skills, abilities, abilities, interests,

motivation, health, psychological needs, personality,

and ideals. while external factors are the family

environment, opportunities for advancement,

colleagues and income. Furthermore, Hogan,

Chamorro-Premuzic and Kaiser (2013) mentioned

that one of the factors that can affect employability is

adversity quotient.

Sumanasiri, Yazid and Khatibi (2015),

employability does not guarantee employment but

increases opportunities to find suitable jobs.

Employability is found in individuals as an effort to

have the skills needed at work, so that individuals can

compete in the world of work (Baiti, Abdullah &

Rochdowati, 2017). This is in accordance with the

opinion of Stoltz (2005) saying that with good

adversity quotient will reduce the level of work

unpreparedness in each individual. Individuals who

have a good fighting spirit can increase their work

readiness.

6 CONCLUSIONS

This study aims to determine the relationship between

adversity quotient and employability in fresh

graduates.The results of this study indicate that there

is a positive relationship between adversity quotient

and employability, which means that the higher the

adversity quotient, the higher the employability of

fresh graduates. Conversely, if the lower adversity

quotient will be the lower employability for fresh

graduates. So it can be concluded that the hypothesis

in this study was accepted.

The weakness of this study is that the researchers

did not explore further related to respondents who

could only fill in one research questionnaire so that

no one filled more than one questionnaire. The

researcher also did not include the criteria for fresh

graduates who had graduated during the last two

years at the time of initial information but were

included in the demographic data section. The next

researcher who wants to do it online (in the network)

must inform the respondent's criteria clearly at the

beginning of the questionnaire or in the preface which

is in the research questionnaire, and the next

researcher must be able to ensure that each

respondent can only fill one research questionnaire so

that no one completes more than one questionnaire.

The next researcher is very possible to conduct

research related to both adversity quotient and

employability variables, because research sources

with the same variables are still lacking and are

expected to conduct deeper research on other factors

to increase individual employability. Such as

interests, talents, and knowledge related to

employability in individuals to get findings that have

more closeness to relations with employability in

individuals. Further research is suggested to be able

to explore more about adversity quotient and

employability owned by other populations besides

fresh graduates, for example for students or

individuals who have worked.

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