JSM: Jurnal Sains Manajemen

Vol. 14, No. 1, May 2025 / ISSN 2302-1411 (print)

pp: 1 – 15

Bridging soft skills and work readiness: The strategic role of self-
efficacy and organizational experience in final-year students

Julia Kristiana1, Achmad Syamsuddin2, Jonathan Giovanni3*, Meitiana4

Faculty of Economics and Business, University of Palangka Raya

Corresponding Author:
Address : Faculty of Economics and Business, University of Palangka Raya
E-mail : [email protected]

ABSTRACT

In today’s increasingly dynamic labor market, final-year university students are required to possess
more than just academic achievements to ensure a successful transition into the workforce.
However, recent observations indicate that many students are inadequately prepared, with limited
experience and underdeveloped soft skills. This study aims to examine the influence of soft skills
and organizational experience on the work readiness of final-year students at the University of
Palangka Raya, with self-efficacy as a mediating variable. Utilizing a quantitative explanatory
approach, the study involved 100 final-year students selected through purposive sampling. Data
were collected via closed-ended questionnaires and analyzed using Partial Least Squares Structural
Equation Modeling (PLS-SEM) with SmartPLS 4.0. The findings reveal that both soft skills and
organizational experience have a positive and significant effect on self-efficacy. However, neither
of these variables has a direct significant effect on job readiness. Instead, self-efficacy plays a
crucial mediating role, significantly linking soft skills and organizational experience to job
readiness. This indicates that confidence in one's ability is a central factor in preparing students for
employment. Based on these findings, it is recommended that universities strengthen experiential
learning and soft skills development programs, with a particular emphasis on enhancing students’
self-efficacy. Integrating training, mentoring, and real-world experiences into academic curricula
can improve students’ transition into professional environments and better align graduate
competencies with labor market demands.

Keywords: job readiness, organizational experience, self-efficacy, soft skills, university students

Article history
Received : February 10 th, 2025
Revised : February 28 th, 2025
Accepted : March 15 th, 2025

©2025
Magister Management
Faculty of Economics and Business, Palangka Raya University
Journal homepage: https://e-journal.upr.ac.id/index.php/JSM/index

1. INTRODUCTION

Micro, small, and medium enterprises (MSMEs) play a crucial role in driving economic growth,
especially in developing countries. At the same time, rapid technological advancement and

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dynamic social change have significantly transformed the structure of the labor market. Rising
economic pressures and the increasing cost of living compel young people, particularly university
graduates, to secure stable employment soon after completing their education (Pratama and
Kurniawan, 2021). In this context, higher education graduates are expected to demonstrate
adequate work readiness to meet the challenges of today’s workforce. However, many graduates
face difficulties in transitioning from the academic world to professional life. This challenge arises
largely from a mismatch between the competencies possessed by graduates and the skills
demanded by industries. The gap highlights a low level of work readiness among students nearing
graduation (Putri, 2022). These circumstances suggest that success in the job market is not solely
determined by academic achievements, but also by non-academic abilities such as interpersonal
skills, leadership experience, and the confidence to face real-world job challenges.
Higher education institutions hold the responsibility to equip students not only with
theoretical knowledge but also with practical skills that align with labor market expectations. Yet,
the growing number of graduates each year is not matched by a proportional increase in job
opportunities, leading to rising unemployment among degree holders (Handayani, 2023). As a
result, many students struggle to find employment that aligns with their field of study, reflecting
inadequate preparation for the workforce. A preliminary observation conducted among final-year
students at the University of Palangka Raya reveals that approximately sixty percent of students
feel unfamiliar with current job market conditions, seventy percent believe they lack essential skills
and experience, and seventy percent report no involvement in student organizations. These figures
indicate a significant gap in students' preparation for employment, particularly in terms of soft skill
development and experiential learning.
One of the most critical psychological factors contributing to work readiness is self-efficacy,
defined as the belief in one’s ability to perform tasks and achieve goals successfully. Students with
strong self-efficacy are typically more confident, motivated, and resilient when pursuing career
opportunities (Yuliana and Nugroho, 2024). Self-efficacy enables individuals to confront
challenges with a proactive mindset and to persist through setbacks, both of which are essential
for adapting to a professional environment. In addition to self-efficacy, soft skills such as
communication, teamwork, adaptability, and problem-solving are becoming increasingly
important in the modern workplace. Employers today prioritize these competencies alongside
technical knowledge and academic qualifications (Astuti and Wulandari, 2023). Soft skills play a
key role in helping individuals build strong relationships, collaborate effectively, and respond
appropriately to organizational demands.
University level student organizations serve as a valuable platform for developing both soft
skills and work readiness. Students who actively participate in organizations are more likely to
develop leadership, time management, and public speaking skills, which are all crucial for
employment success (Wijaya, 2023). Involvement in such activities also offers exposure to real-
world responsibilities and decision-making experiences, which further enhance students’
confidence and workplace adaptability. The development of work readiness is influenced by both
internal and external factors. Internal factors include an individual’s soft skills, motivation, talents,
and self-efficacy, while external factors encompass family support, educational quality, and public
policies related to employment (Nugraha, 2022). This study focuses on two internal factors—soft
skills and organizational experience and investigates their effect on work readiness, with self-
efficacy serving as a mediating variable.
According to Bandura’s theoretical framework, self-efficacy consists of three dimensions:
magnitude, which refers to the perceived difficulty level one can manage; strength, or the degree
of confidence in one’s ability; and generality, which describes how self-efficacy applies across
different situations (Chotimah and Suryani, 2020). These dimensions enable individuals to stay
committed, overcome obstacles, and recover from failures key attributes that support a smoother
transition into employment. Simultaneously, soft skills are fundamental for enhancing
employability in the twenty-first century. According to the Ministry of Education and Culture,

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essential soft skills include emotional intelligence, critical thinking, teamwork, communication,
and leadership (Kemdikbud, 2020). Students who master these abilities tend to exhibit greater
confidence, initiative, and adaptability qualities that are increasingly valued by employers.
Organizational experience offers students practical opportunities to apply these soft skills in
real-life contexts. By engaging in student organizations, students strengthen their interpersonal
interactions, develop leadership potential, and enhance their sense of responsibility (Rahmawati
and Idris, 2021). These experiences contribute significantly to self-efficacy and work readiness,
making graduates better prepared to meet the expectations of professional environments. Based
on these theoretical and empirical foundations, this study aims to examine the influence of soft
skills and organizational experience on final-year students’ work readiness, with self-efficacy
functioning as a mediating variable. Understanding this relationship can inform the development
of educational strategies that foster student preparedness and support successful transitions from
university to the workforce.

2. LITERATURE REVIEW

Soft Skills and Work Readiness

Soft skills refer to a broad set of non-technical competencies that include communication,
teamwork, problem-solving, adaptability, leadership, and emotional intelligence. These skills are
increasingly recognized as critical determinants of success in the contemporary workplace. Unlike
hard skills, which are task-specific and measurable, soft skills are more behavioral and interpersonal
in nature. They enable individuals to interact effectively, manage challenges, and integrate into
organizational cultures (Wahyuni & Hasanah, 2022). The contribution of soft skills to work
readiness has been emphasized in recent educational and workforce development research.
According to Sari and Putra (2023), students who possess strong soft skills are more
confident, better communicators, and more resilient when facing uncertainty in job settings.
Moreover, in a study conducted among final-year students, mastery of soft skills significantly
enhanced the ability to adapt to work environments, demonstrating that these competencies are
essential in bridging the gap between education and employment (Nurhidayah, 2021). Employers
increasingly prioritize soft skills during recruitment and selection processes. As noted by Widodo
and Firmansyah (2022), many companies view these interpersonal qualities as equally important,
if not more important, than academic qualifications. Therefore, integrating soft skill development
into higher education curricula has become a strategic priority to ensure that graduates are not
only knowledgeable but also employable.

Organizational Experience and Work Readiness

Involvement in student organizations provides students with opportunities to develop practical

leadership and teamwork abilities, which are directly applicable to workplace settings. Through
organizing events, managing teams, and resolving conflicts, students acquire skills that
complement academic learning and enhance work readiness (Indrayani & Nugroho, 2023). A study
by Susanti and Lestari (2022) found that students who participated actively in campus
organizations reported higher levels of self-confidence, discipline, and communication skills. These
attributes played a significant role in their preparedness for internships, job interviews, and
eventual integration into professional roles. Moreover, organizational experience fosters a sense
of responsibility and decision-making ability traits highly valued in the workforce (Fitria &
Ramdhan, 2024). The experiential learning gained through organizational involvement is not only
beneficial for developing skills but also contributes to a stronger career identity and professional
outlook. Students who engage in extracurricular activities often show a clearer understanding of
their career goals and are more likely to seek opportunities aligned with their aspirations (Hasanah,

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2023).

Self-Efficacy as a Mediating Variable

Self-efficacy, as introduced by Bandura, refers to an individual’s belief in their capacity to perform

specific tasks successfully. This belief system influences motivation, persistence, and resilience
when facing challenges. Within the context of education and employment, self-efficacy acts as a
psychological resource that shapes students’ confidence in their ability to enter and succeed in the
workforce (Chotimah & Suryani, 2020). Recent research highlights the role of self-efficacy as a
mediating factor in the relationship between various developmental experiences and career
outcomes. For example, Dewi and Astuti (2022) demonstrated that students who engage in
structured soft skill training develop higher levels of self-efficacy, which in turn enhances their
work readiness. Similarly, organizational involvement strengthens a student’s belief in their
professional competencies, which leads to greater enthusiasm and persistence in job-seeking
efforts (Maulana, 2024). Self-efficacy also mediates the transformation of experience into
confidence. When students face complex tasks in organizational settings and successfully
accomplish them, they build a stronger belief in their abilities. This, according to Wulandari and
Hidayat (2023), encourages a more proactive and optimistic approach to career challenges,
thereby increasing employability.

The Interrelationship of Soft Skills, Organizational Experience, and Self-Efficacy

There is a growing body of literature supporting the integrated relationship among soft skills,
organizational experience, self-efficacy, and work readiness. According to Prasetyo and Fadilah
(2023), students with higher soft skills and extensive organizational backgrounds tend to exhibit
greater self-efficacy, which subsequently leads to enhanced preparedness for employment. This
mediating role of self-efficacy is crucial because it explains the psychological mechanism through
which experiences and competencies are internalized and translated into job-seeking behaviors.
Furthermore, research by Yusuf and Hartati (2024) confirms that self-efficacy not only influences
the ability to perform tasks but also determines how persistently individuals pursue career goals.
Students with strong soft skills and organizational experience are more likely to develop positive
self-perceptions, resulting in higher levels of career motivation, initiative, and adaptability.

3. METHOD

This study adopts a quantitative research approach due to its structured, objective, and systematic
characteristics, which allow for measurable data collection and statistical analysis. Quantitative
research is rooted in the positivist paradigm and emphasizes empirical, objective, and replicable
methods to study observable phenomena (Rahman & Utami, 2021). The research is categorized
as explanatory, aiming to investigate causal relationships between variables and test hypotheses
related to the influence of soft skills and organizational experience on work readiness through self-
efficacy (Setiawan & Kurniawati, 2022). The sample consists of 100 final-year students at
Universitas Palangka Raya, determined using the rule of thumb proposed by Hair et al., which
suggests a sample size of at least 25 times the number of variables for robust analysis in SEM (Hair
et al., 2021). The sampling technique used is purposive sampling, based on criteria including final-
year status, experience in soft skills training, participation in organizational activities, and
willingness to complete the research questionnaire.
Data were collected using a closed-ended questionnaire, a method widely accepted for its
efficiency in capturing structured responses related to attitudes, behaviors, and competencies. This
technique is particularly effective for quantitative studies due to its practicality and ease of analysis
(Hidayah, 2022). The study uses Partial Least Squares Structural Equation Modeling (PLS-SEM) with

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SmartPLS 4.0 software to assess relationships between latent variables, which are measured
through indicators rather than direct observation (Ghozali & Latan, 2021). The analysis consists of
two stages: the outer model, which tests validity and reliability using factor loadings, average
variance extracted (AVE), cross-loadings, the Fornell-Larcker criterion, composite reliability, and
Cronbach’s alpha; and the inner model, which examines the coefficient of determination (R²),
predictive relevance (Q²), path coefficients, and the significance of hypothesized relationships
through bootstrapping (Wulandari & Yuliana, 2023).
This study examines four variables. The independent variables include soft skills, referring
to non-technical abilities such as communication, collaboration, time management, and
leadership that support effective social and professional functioning, and organizational
experience, defined as students’ involvement in structured on- or off-campus activities that
develop teamwork and adaptability (Nugroho & Prasetya, 2023). The mediating variable is self-
efficacy, described as the belief in one's capability to perform specific tasks and manage challenges
in work-related contexts (Dewi & Astuti, 2022). The dependent variable is work readiness,
encompassing confidence, professional competence, adaptability to workplace settings, and the
ability to solve problems (Yusuf & Hartati, 2024). Through this methodological framework, the
research aims to provide a comprehensive understanding of how soft skills and organizational
experience contribute to students’ preparedness for entering the workforce, with self-efficacy
playing a central mediating role. The findings are expected to inform educational institutions about
the significance of experiential learning in improving graduate employability. Moreover, this
research contributes to the development of effective strategies that enhance student outcomes in
higher education.

4. RESULT AND DISCUSSION

Measurement Model Evaluation (Outer Model)

The outer measurement model is employed to assess latent constructs in research by utilizing
observed indicators or measurement variables. This model links latent variables with their indicators
through factor loadings, which illustrate the strength of the relationship between the latent variable
and its corresponding indicators. In evaluating the reflectance index measurement model, several
key statistical measures are applied, including factor loading, composite reliability, rho_A,
Cronbach's alpha, Average Variance Extracted (AVE), the Fornell-Lacker criterion, and the
Heterotrait-Monotrait Ratio (HTMT). These metrics assess the validity and reliability of items,
indicators, and constructs (latent variables) used in the research.

Factor Loadings (Outer Loadings)

Factor loading or outer loading measures the correlation between each measurement item and its
associated variable, indicating the extent to which an item represents the variable it measures. A
higher factor loading suggests that a larger proportion of variance in a measurement item is
explained by the construct. According to Hair et al. (2017), a commonly used standard for assessing
convergent validity is an outer loading value greater than 0.70.

Table 1. Outer Model Test Results

Job Readiness Soft Skills Training Organizational Experience Self Efficacy
KK1 0,887
KK2 0,858
KK3 0,907
KK4 0,905

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PO1 0,890
PO2 0,929
PO3 0,887
SE1 0,913
SE2 0,929
SE3 0,752
SS1 0,801
SS2 0,761
SS3 0,761
SS4 0,710

From the table above, all indicator variables exhibit outer loadings greater than 0.70, fulfilling the
criteria for convergent validity. This result confirms that all indicators are valid and can be utilized
for further analysis.

Reliability and Convergent Validity Testing

Reliability and validity tests ensure that the research instrument meets the required standards in
Partial Least Squares Structural Equation Modeling (PLS-SEM). These assessments include key
indicators such as Cronbach’s Alpha, rho_A, Composite Reliability, and Average Variance Extracted
(AVE), which evaluate the internal consistency and convergent validity of each construct.

Table 2. Construct Reliability and Validity Results

Cronbach's Alpha rho_A Composite Reliability AVE
Job Readiness 0,912 0,915 0,938 0,791
Soft Skills Training 0,777 0,801 0,844 0,576
Organizational Experience 0,886 0,888 0,929 0,814
Self Efficacy 0,833 0,855 0,901 0,754

Reliability analysis was conducted using Cronbach’s Alpha, rho_A, and Composite Reliability.
A Cronbach’s Alpha value above 0.70 indicates strong internal consistency (Hair et al., 2017).
Similarly, rho_A and Composite Reliability values exceeding 0.70 demonstrate high construct
reliability. The results indicate that all constructs in this study exhibit good reliability. The highest
reliability is observed in the job readiness variable, with a Cronbach’s
Alpha of 0.912 and Composite Reliability of 0.938, signifying a high level of internal
consistency among its indicators. Conversely, the soft skills variable has the lowest reliability at
0.777, though it still meets the minimum threshold required for reliability assessment. Regarding
validity, all constructs have an AVE value above 0.50, confirming good convergent validity. The
highest AVE is found in the organizational experience variable (0.814), suggesting that its indicators
effectively explain the latent variable. These findings confirm that the research instrument meets the
required standards of reliability and validity, ensuring its suitability for further statistical analysis.

Discriminant Validity

Discriminant validity assesses the extent to which indicators measuring different constructs exhibit
significant differences in their contributions to the latent variables. This analysis involves examining
the correlation matrix of the indicators. At the construct level, discriminant validity is evaluated
using the Fornell-Lacker Criterion, which compares the square root of AVE (Average Variance
Extracted) with the correlations between constructs. According to Fornell and Lacker’s criteria, a
model possesses good discriminant validity if the square root of AVE for a construct is greater than

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its correlation with other constructs. This ensures that the construct contributes more to explaining
its own indicators than to explaining indicators of other constructs.
Additionally, Henseler and Sarstedt introduced the Heterotrait-Monotrait Ratio (HTMT) as an
alternative measure of discriminant validity. The recommended threshold for HTMT is less than 0.90.
HTMT represents the ratio of heterotrait correlations (correlations between items measuring
different constructs) to monotrait correlations (correlations between items measuring the same
construct). An HTMT value greater than 0.90 suggests inadequate discriminant validity. Ensuring
strong discriminant validity is essential to confirm that each construct in the model is empirically
distinct. Without sufficient discriminant validity, the reliability of conclusions drawn from the
structural model may be compromised.

Table 3. Fornell-Lacker Criterion Results

Variable Job Readiness Soft Skills Training Organizational Experience Self Efficacy

Job Readiness 0,889

Soft Skills Training 0,515 0,759
Organizational Experience 0,625 0,660 0,902
Self Efficacy 0,754 0,551 0,633 0,868

The results from the Fornell-Lacker Criterion indicate that each construct has a square root of
AVE higher than its correlations with other variables. This is evident from the diagonal values, which
exceed the correlation values in the respective columns and rows. For example, the job readiness
variable has a value of 0.889, which is greater than its correlation with other variables such as
organizational experience (0.625) and self-efficacy (0.754). This confirms that all variables
demonstrate good discriminant validity, indicating that each construct uniquely measures its
intended concept without significant overlap with other constructs.

Table 4. Heterotrait-Monotrait (HTMT) Ratio Results

Variable Job Readiness Soft Skills Training Organizational Experience Self Efficacy
Job Readiness
Soft Skills Training 0,536
Organizational Experience 0,691 0,694
Self Efficacy 0,857 0,612 0,735

Furthermore, the HTMT results reveal that all values are below the 0.90 threshold, confirming
no significant issues with discriminant validity. The highest HTMT value is observed between job
readiness and self-efficacy (0.857), but it remains within the acceptable range. This suggests that
while these two variables are strongly correlated, they can still be distinguished as separate
constructs. Overall, the findings confirm that the research instrument satisfies the criteria for
discriminant validity, allowing each construct to be analyzed independently within the research
model.

Structural Model Evaluation (Inner Model)

The evaluation of the structural model involves hypothesis testing to determine the influence of the
research variables. The first step in this process is examining the relationships between variables
using t-statistics and p-values. A t-statistic greater than 1.96 or a p-value lower than 0.05 indicates
a statistically significant effect between variables.

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Table 5. Hypothesis Testing for Direct and Indirect Effects

Original Sample Standard T P
Sample Mean Deviation Statistics Values
Soft Skill Training -> Job Readiness 0,044 0,037 0,086 0,514 0,607
Soft Skill Training -> Self Efficacy 0,235 0,245 0,082 2,853 0,005
Organizational Experience -> Job 0,222 0,242 0,145 1,533 0,126
Readiness
Organizational Experience -> 0,478 0,468 0,090 5,330 0,000
Self Efficacy
Self Efficacy -> Job Readiness 0,589 0,582 0,095 6,208 0,000
Soft Skill Training -> Self Efficacy 0,138 0,143 0,057 2,430 0,015
-> Job Readiness
Organizational Experience -> 0,282 0,272 0,068 4,150 0,000
Self Efficacy -> Job Readiness

The influence of soft skills on self-efficacy is statistically significant, with a t-statistic of 2.853
and a p-value of 0.005. The original sample value of 0.235 indicates a moderate positive effect,
suggesting that improved soft skills enhance students’ self-efficacy. Likewise, organizational
experience significantly affects self-efficacy, supported by a high t-statistic of 5.330 and p-value of
0.000. The original sample value of 0.478 reflects a strong positive relationship, implying that active
organizational involvement boosts students’ confidence in handling challenges. In contrast, soft
skills have no significant direct effect on job readiness (t = 0.514; p = 0.607; original sample =
0.044), indicating a weak and non-significant influence. Similarly, organizational experience does
not significantly influence job readiness directly (t = 1.533; p = 0.126; original sample = 0.222).
However, self-efficacy strongly and significantly influences job readiness, with a t-statistic of
6.208 and a p-value of 0.000. The original sample value of 0.589 confirms that higher self-efficacy
enhances students’ work readiness. Additionally, self-efficacy significantly mediates the effect of
soft skills on job readiness (t = 2.430; p = 0.015; original sample = 0.138), indicating an indirect
pathway of influence. The mediating role of self-efficacy in the link between organizational
experience and job readiness is also highly significant (t = 4.150; p = 0.000; original sample =
0.282), suggesting that organizational involvement enhances readiness through improved self-
efficacy.

R-Square Analysis

The R-Square (R²) analysis measures how well the independent variables in the research model
explain the dependent variables. The R² value ranges from 0 to 1, with higher values indicating that
a greater proportion of variability in the dependent variable is explained by the independent
variables. In this study, R-Square analysis assesses how well soft skills, organizational experience,
and self-efficacy explain job readiness among final-year students at Universitas Palangka Raya. It
also evaluates the extent to which soft skills and organizational experience contribute to self-efficacy
as a mediating variable.

Table 6. R-Square Analysis Results

Variable R Square R Square Adjusted Description
Work Readiness 0,606 0,594 Strong
Self Efficacy 0,432 0,421 Moderate

The results indicate that while soft skills and organizational experience significantly influence
self-efficacy, 56.8% of self-efficacy variability is still influenced by external factors. Key influences
may include social support, such as encouragement from family, peers, lecturers, or mentors, as

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well as prior work experience or internships. Additionally, intrinsic motivation plays a role, where
students driven by personal ambition may exhibit higher self- efficacy.
For job readiness, 39.4% of the variability remains unexplained by the model. Other
contributing factors may include the quality of education, access to industry-based learning
experiences, and socioeconomic background. Students from financially stable families may have
greater access to training and resources that enhance job readiness. Additionally, the rapidly
changing job market and evolving industry trends influence students’ preparedness, requiring
adaptability and up-to-date skills.

Q-Square Analysis

The Q-Square analysis measures the predictive relevance of the research model, assessing how well
it predicts the dependent variables. Unlike R-Square, which evaluates the proportion of explained
variance, Q-Square determines the model’s predictive quality using blindfolding techniques in PLS-
SEM.

Table 7. Q-Square Analysis Results

Independent Variable Q² (=1-SSE/SSO)
Work Readiness 0,452
Soft Skill Training 0,316

The results show that job readiness has a high predictive relevance with a Q² value of 0.452,
while soft skills have moderate predictive relevance at 0.316. This confirms that the model effectively
predicts job readiness but has room for improvement in explaining soft skills.

Goodness-of-Fit Index

The Goodness-of-Fit (GoF) index evaluates the overall suitability of the model by combining the
quality of both the measurement and structural components. In this study, the GoF value was
calculated using the average values of AVE and R-Square, resulting in a score of 0.617. According
to the classification proposed by Henseler et al. (2009), a GoF value above 0.36 is considered strong,
indicating that the model has a high degree of explanatory power and validity. This strong GoF
result confirms that the proposed model adequately captures the relationships among the examined
constructs. It suggests that the independent variables soft skills, organizational experience, and self-
efficacy—collectively make a substantial contribution to explaining students’ job readiness.
Moreover, the high GoF score reinforces the model’s predictive accuracy and supports its overall
reliability in the context of final-year students’ transition to the workforce.

F-Square Analysis

F-Square (f²) analysis assesses the effect size of each independent variable on the dependent variable
within the research model. It determines how much each independent variable contributes to
explaining variance in the dependent variable.

Table 8. F-Square Analysis Results

Relationship Between Variables F-Square (f²) Effect Strength Criteria
Soft Skill Training → Job Readiness 0,003 Very Weak (Negligible Effect)
Soft Skill Training → Self Efficacy 0,055 Weak (Weak Effect)
Organizational Experience → Job Readiness 0,058 Weak (Weak Effect)
Organizational Experience → Self Efficacy 0,228 Moderate (Moderate Effect)

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Self Efficacy → Job Readiness 0,500 Kuat (Strong Effect)

The results indicate that the effect of soft skills on job readiness is negligible (f² = 0.003),
suggesting that soft skills alone do not significantly enhance job readiness. Soft skills’ effect on self-
efficacy is weak (f² = 0.055), indicating that although soft skills contribute to self-efficacy, other
factors play a more significant role. The influence of organizational experience on job readiness is
also weak (f² = 0.058), implying that the extent of involvement in organizations alone does not
directly translate into job readiness.
However, the effect of organizational experience on self-efficacy is moderate (f² = 0.228),
confirming that active participation in organizations significantly improves self- efficacy. The most
substantial effect is observed in the relationship between self-efficacy and job readiness (f² =
0.500), demonstrating that self-efficacy is the strongest determinant of job readiness. Students with
high self-efficacy exhibit greater confidence, adaptability, and preparedness for the job market.
Therefore, strategies to enhance job readiness should prioritize interventions that strengthen self-
efficacy, such as practical experiences, mentorship, and project-based learning.

Discussion

The Influence of Soft Skills on the Self-Efficacy of Final-Year Students at Universitas Palangka Raya

The analysis results indicate that soft skills training has a positive and significant influence on the
self-efficacy of final-year students at Universitas Palangka Raya. This finding suggests that students
with well-developed soft skills exhibit greater confidence in completing academic tasks and
overcoming professional challenges. According to Bandura’s self-efficacy theory (1997), an
individual’s belief in their ability to achieve specific goals can be strengthened through direct
experience, observing others, and receiving social and emotional support. Soft skills such as
communication, leadership, and time management play a crucial role in shaping these experiences,
thereby enhancing students’ confidence in various situations, including the workplace.
Supporting this finding, a study by Sembiring et al. (2021) revealed that strengthening soft
skills significantly contributes to increasing students’ self-efficacy in Indonesia. Their research
indicated that students who actively develop interpersonal and social adaptation skills tend to
exhibit higher self-efficacy, enhancing their preparedness for academic and professional challenges.
Additionally, Lestari and Widyastuti (2020) found that soft skills training programs at vocational
schools contribute to increased self-efficacy, highlighting the importance of soft skills not only for
final-year students but also for those preparing to enter the workforce at an earlier stage.
From a broader perspective, high self-efficacy is a crucial factor in job readiness. Students
who believe in their abilities are more likely to take initiative, adapt easily to dynamic work
environments, and exhibit greater psychological resilience when facing pressure. Robbins and Judge
(2020) assert that individuals with high self-efficacy are more persistent in completing tasks and
more adept at overcoming workplace obstacles. Consequently, developing soft skills not only
enhances students’ technical competencies but also strengthens their confidence in transitioning
from education to the professional world.
This phenomenon underscores the critical role of soft skills in human resource development.
Amidst increasingly competitive job markets, employers seek individuals who possess not only
technical expertise but also confidence, strong communication skills, and teamwork capabilities.
Therefore, universities must strengthen curricula that support soft skills development through
coursework, training programs, and extracurricular activities. By doing so, students can cultivate
higher self-efficacy and improve their job readiness when entering the professional sphere.

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The Influence of Organizational Experience on the Self-Efficacy of Final-Year Students at Universitas

Palangka Raya

The analysis results indicate that organizational experience has a positive and significant influence
on the self-efficacy of final-year students at Universitas Palangka Raya. This finding suggests that
students with extensive organizational experience tend to exhibit greater confidence in completing
academic tasks and facing professional challenges. Bandura’s self-efficacy theory (1997) states that
individuals who frequently encounter challenges and gain direct experience in task completion
develop stronger confidence in their abilities. Participation in organizations provides students with
opportunities to develop leadership, communication, and decision-making skills, which contribute
to increased self- efficacy.
Supporting this finding, Putri and Sari (2021) found that active participation in student
organizations significantly enhances self-efficacy. Their research revealed that students involved in
committees, social activities, and student organizations exhibit higher confidence levels in task
completion and social interactions. This occurs because organizational experience fosters
interpersonal and professional skills, ultimately reinforcing individuals’ confidence in their abilities.
Furthermore, Ramadhani and Nugroho (2022) found that students who held leadership positions
in organizations had higher self-efficacy levels than those without organizational experience.
Leadership roles expose students to various challenges and develop mental resilience in solving
complex problems.
In terms of job readiness, students with organizational experience tend to be more prepared
for professional environments, as they have been accustomed to teamwork, conflict resolution, and
decision-making in challenging situations. Robbins and Judge (2020) state that individuals with
leadership experience in organizations exhibit higher confidence levels in handling complex work
tasks. Additionally, students actively involved in organizations develop better adaptability skills,
which are crucial for career success in an era of globalization. Therefore, organizational experience
not only enhances self-efficacy but also equips students with the confidence needed to navigate
competitive job markets.
This phenomenon is increasingly relevant as employers seek graduates with more than just
academic excellence. Companies today prioritize candidates who demonstrate confidence,
leadership capabilities, and strong communication skills. Thus, universities should encourage
students to engage in organizations as part of their self-development strategy. By strengthening
organizational experience, students can cultivate higher self- efficacy, ultimately improving their job
readiness in an increasingly competitive workforce.

The Influence of Soft Skills on Job Readiness of Final-Year Students at Universitas Palangka Raya

The analysis results indicate that soft skills have a positive but not significant influence on job
readiness among final-year students at Universitas Palangka Raya. This finding suggests that while
students with well-developed soft skills tend to be more prepared for entering the workforce, their
impact is not strong enough to explain overall job readiness. Employability skills theory emphasizes
that soft skills such as communication, teamwork, and time management are critical for enhancing
job readiness (Robbins & Judge, 2020). However, within the context of this study, other factors
such as work experience, education level, and mental preparedness also play crucial roles in
determining students’ job readiness.
Research by Hidayat and Prasetyo (2021) found that students with high soft skills levels
exhibited greater confidence in facing the job market, but aspects such as internships and
professional networks played a more significant role in job readiness. This finding aligns with the
current study’s results, suggesting that while soft skills contribute to job readiness, they are not
sufficient compared to other influential factors. Additionally, a study by Sari and Wibowo (2023)
found that soft skills combined with work experience had a greater impact on job readiness than

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JSM: Jurnal Sains Manajemen
ISSN 2302-1411 (print)

soft skills alone. This highlights that soft skills, although essential, cannot solely determine job
readiness without direct exposure to professional environments. In an increasingly competitive job
market, university graduates must possess both technical competencies and strong interpersonal
skills. However, employers often prioritize candidates with prior work experience gained through
internships or on-the-job training programs. Therefore, soft skills alone are insufficient to ensure
job readiness; they must be complemented with relevant practical experience. This aligns with
research emphasizing the importance of combining soft skills with professional experience to
enhance graduates’ competitiveness in the job market (Goleman, 2019).
This phenomenon highlights the necessity for students to acquire direct experience in order
to refine and apply their soft skills in professional settings. Universities can play a crucial role in
enhancing students’ job readiness by integrating soft skills training into curricula and expanding
internship and work placement opportunities. By doing so, students can develop not only strong
interpersonal skills but also sufficient experience to compete in a rapidly evolving and dynamic job
market.

The Influence of Organizational Experience on Job Readiness of Final-Year Students at Universitas

Palangka Raya

The analysis results indicate that organizational experience has a positive but not significant
influence on job readiness among final-year students at Universitas Palangka Raya. This suggests
that while students actively involved in organizations tend to have better job readiness,
organizational experience alone is insufficient to directly enhance job readiness. Career readiness
theory posits that organizational experience helps students develop leadership, communication,
and teamwork skills, which are crucial in professional settings (Savickas, 2013). However, the
findings of this study suggest that other factors also contribute to determining students’ job
readiness.
Research by Rahmawati and Setiawan (2021) found that organizational experience
contributes to job readiness but has a stronger impact when combined with internships or part-
time work experience. This suggests that while organizational experience helps students understand
workplace dynamics, their readiness may not be optimal without actual exposure to professional
environments. Furthermore, research by Wahyuni and Pratama (2022) revealed that students active
in organizations exhibit higher confidence in facing the job market, but their job readiness is also
influenced by other factors such as work experience and career expectations. These studies support
the findings that organizational experience plays a role, but it is not the sole determinant of
students’ job readiness.
Employers increasingly seek candidates with both organizational experience and technical
skills acquired through real-world work experiences. This aligns with the concept of experiential
learning, which emphasizes that direct exposure to professional environments often has a greater
impact on job readiness than academic organizational experience alone (Kolb, 1984). Consequently,
students relying solely on organizational experience without practical work experience may still
encounter challenges in adapting to the professional world.

The Influence of Self-Efficacy on Job Readiness Among Final-Year Students at Universitas Palangka
Raya

The analysis results indicate that self-efficacy has a positive and significant influence on job readiness
among final-year students at Universitas Palangka Raya. This implies that the higher a student's level
of self-efficacy, the more prepared they are to enter the workforce. According to Bandura's (1997)
social cognitive theory, self-efficacy plays a crucial role in shaping an individual's belief in their ability
to achieve specific goals, including overcoming employment-related challenges. Students with high
self-efficacy tend to be more confident, highly motivated, and capable of overcoming obstacles

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JSM: Jurnal Sains Manajemen
ISSN 2302-1411 (print)

during the transition from academia to professional life.

A study conducted by Putri and Santoso (2021) found that students with high self- efficacy
are more proactive in seeking job opportunities and are better equipped to handle challenges in
the professional world. This finding suggests that confidence in one's own abilities encourages
students to actively develop their skills and expand their professional networks. Similarly, research
by Yusuf and Hidayat (2022) revealed that students with high self-efficacy demonstrate greater job
readiness due to their resilience in handling workplace pressures and their ability to adapt quickly
to dynamic work environments. These studies align with the present findings, reinforcing the
importance of self-efficacy in determining job readiness among students.
In an increasingly competitive job market, students with high self-efficacy are more adept at
navigating job selection processes, executing their tasks confidently, and developing their careers
independently. This is because they possess not only technical skills but also the confidence to apply
these skills effectively in real-world work settings. This concept is consistent with career adaptability
theory, which underscores the importance of self-belief in managing transitions and challenges in
professional life (Savickas, 2013). Thus, the findings confirm that self-efficacy is a key determinant
of job readiness among students. Confidence in handling tasks and challenges in the workplace
allows students to adapt more easily and be better prepared for their careers post-graduation.

The Influence of Soft Skills on Job Readiness Among Final-Year Students at Universitas Palangka
Raya Through Self-Efficacy

The study findings indicate that soft skills have a positive and significant influence on job readiness
among final-year students at Universitas Palangka Raya through self-efficacy. This suggests that
students with well-developed soft skills tend to have higher levels of self- efficacy, which in turn
enhances their job readiness. Bandura’s (1997) social cognitive theory explains that individuals with
high self-efficacy are better able to regulate their behaviors in achieving specific goals, including
preparing for employment. As such, students with strong interpersonal skills, communication
abilities, and time management competencies are more confident in performing professional roles,
making them more prepared to enter the workforce.
Research by Rahman and Prasetyo (2021) found that soft skills contribute to job readiness
through increased self-efficacy, as students who are more confident in their abilities are better
prepared for workplace challenges. Additionally, a study by Fadilah and Sari (2022) identified self-
efficacy as a mediating factor that strengthens the relationship between soft skills and job readiness.
This suggests that the development of interpersonal and intrapersonal skills enhances students’
confidence, which subsequently improves their job readiness. These studies support the notion that
self-efficacy plays a crucial role in linking soft skills to job readiness.
In an increasingly competitive labor market, students must possess not only technical
expertise but also the confidence to apply their skills in professional settings. Students with strong
soft skills are more adept at building relationships, solving problems efficiently, and handling
workplace pressures with greater confidence. Therefore, self-efficacy is an essential factor in
explaining the connection between soft skills and job readiness, as students with strong
interpersonal skills and self-confidence are more likely to adapt and succeed in their careers after
graduation.

The Influence of Organizational Experience on Job Readiness Among Final-Year Students at

Universitas Palangka Raya Through Self-Efficacy

The study findings reveal that organizational experience has a positive and significant influence on
job readiness among final-year students at Universitas Palangka Raya through self-efficacy. Students
actively involved in organizations tend to have higher confidence levels in facing academic and non-
academic challenges, which ultimately enhances their readiness for the workforce. This aligns with

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JSM: Jurnal Sains Manajemen
ISSN 2302-1411 (print)

Bandura’s (1997) self-efficacy theory, which posits that experiences in navigating social situations
and challenges can strengthen an individual’s belief in their abilities. Through organizational
participation, students develop decision- making skills, teamwork capabilities, and resilience, all of
which contribute to higher self- efficacy and job readiness.
Research by Sari and Wibowo (2021) found that organizational experience has an indirect
effect on job readiness through self-efficacy, where students engaged in various organizational
activities exhibit greater confidence in handling professional responsibilities. Similarly, a study by
Lestari and Pratama (2023) noted that involvement in organizations fosters leadership and
interpersonal skills, which enhance students' self-efficacy and ultimately improve their job
preparedness. These studies reaffirm that organizational experience provides broader benefits
beyond technical knowledge, as it shapes students’ mindset and confidence in professional settings.
This phenomenon is increasingly relevant in a competitive job market, where graduates with
organizational experience tend to be more advantageous than those relying solely on academic
achievements. Participation in organizations provides students with opportunities to solve
problems, negotiate, and establish professional networks that are valuable in the workforce.
Therefore, self-efficacy serves as a crucial mediator in the relationship between organizational
experience and job readiness, as the confidence gained from organizational involvement allows
students to be better prepared for various demands and dynamics in the workplace.

5. CONCLUSION

Based on the research findings, it can be concluded that there are complex interrelationships
among soft skills, organizational experience, self-efficacy, and the work readiness of final-year
students at the University of Palangka Raya. Soft skills and organizational experience both have a
positive and significant effect on self-efficacy, indicating that students who possess strong
interpersonal competencies and actively engage in organizational activities tend to exhibit higher
confidence in their abilities. However, neither soft skills nor organizational experience show a
significant direct effect on work readiness, suggesting that these factors alone are insufficient to
prepare students for the workforce. In contrast, self-efficacy demonstrates a strong and significant
positive influence on work readiness, highlighting its central role in shaping students’ readiness to
enter professional environments. Furthermore, self-efficacy significantly mediates the effects of
both soft skills and organizational experience on work readiness, implying that while these
variables may not directly influence work readiness, they contribute indirectly by enhancing
students’ self-belief and confidence, which are critical for successful career entry.

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