Analysis of Employee Empowerment and Career Development on Employee Job Satisfaction at the Public Works, Bina Marga, and Spatial Planning Department of Palembang City

The purpose of this study is to find out the effects of: 1) Work-life balance and career development simultaneously on Job Satisfaction of Employees. 2) Work-life Balance on Job Satisfaction of Employees . 3) Career Development on Job Satisfaction of Employees. This research is done in Public Works, Spatial, Housing and Settlement Area at Konawe District, Southeast Sulawesi Province. The population of this research is 229 civil servants in the scope of Public Works, Spatial, Housing and Settlement Area at Konawe District with 70 civil servants as the sample of this research. The data was collected by using interview and questionnaires with SPSS (Statistical Product and Service Solutions) software as the analytical tool s. The result shows that: (1) Work-Life Balance and career development improved together have increased job satisfaction of employees. This means that Work-Life Balance and Career Development are beneficial for the satisfaction of Public Works employees in doing their duties and responsibilities. (2) Positive Work-Life Balance will increase job satisfaction of employees. It means that the Public Works employees are physically and psychologically working based on the balance of involvement and good satisfaction in carrying out their duties and responsibilities. (3) Positive career development will improve job satisfaction of employees. It means that Career Development in Public Works employees with skill, loyalty and trust has increased Satisfaction of employees. Based on the result of analysis, it is concluded that the dominant factors that determine Employee Satisfaction is Career Development. Keywords: Work-Life Balance, Career Development and Job Satisfaction of Employees.

Purpose – Literature has shown that mentoring and career development programmes can assist women and minority groups in pursuit of more senior roles. The Challenging Perceptions 12-month, multi-faceted career development and mentoring programme was specifically designed to aid female mental health participants in their attempts to break the glass ceiling, which can be apparent within senior levels of the UK National Health Service. This study aimed to investigate the effects of a career development and mentoring programme on female mental health nurses' career and personal development compared to a matched comparison group. Design/methodology/approach – A longitudinal, qualitative study based on semi-structured interviews conducted with female mental health nurse participants and a matched control group at four time points, six months apart over an 18-month period. Female mental health nurses at F, G, H, I and Nurse Consultant Level who applied to participate in the programme were selected by a panel consisting of members of the project team and subsequently randomly allocated a group. Twenty-seven female mental health nurses experienced the programme and 27 female mental health nurses constituted a comparison group. Findings – Experience as programme participant influenced the career and personal development of participants, particularly compared to the matched control group. Career development outcomes included promotion and additional learning/study. Personal development outcomes included increased self-confidence and increased satisfaction with ability to deliver quality patient care. Originality/value – Career development and mentoring programmes designed to affect diversity have an important role to play in fostering the career and personal development of nurses in healthcare organisations.

This study aims to describe incentives, career development, job satisfaction, and work motivation of employees in sales units. The analyze the effect of incentives and career development on employee job satisfaction in sales units, analyze the effect of incentives and career development on employee motivation, analyze the effect of job satisfaction on the work motivation of employees in sales units, and analyze the effect of incentives and career development on work motivation through job satisfaction of employees in sales units of PT. Bank Negara Indonesia (Persero) Tbk. The sample in this study was 31 people. The data analysis technique used is path analysis. The analysis shows that incentives and career development have an effect on job satisfaction. Incentives and career development affect motivation. Job satisfaction affects motivation. Job satisfaction mediates the effect of incentives and career development on motivation.

This study aims to determine its impact on employee career development, compensation decisions, and job satisfaction. The data collection technique was carried out by distributing questionnaires with a sample of 132 respondents. The study showed that employees of PT BPR Kerta Raharja (Perseroda) have a high level of career development, compensation and job satisfaction. The results of the study indicate that the amount of remuneration of PT BPR Kelta Lalharja (Perseroda) can explain the difference in job satisfaction based on the results of hypothesis testing. Employee job satisfaction was assessed high in a descriptive statistical study using the SPSS 25 program and several linear regression tests. Career development and compensation have an effect on employee job satisfaction. Based on the test results, it is known that variations in career development and reward variables can explain differences in employee work, meaning that variations in career development and compensation variables are sufficient, then the work determines the conditions for career development that will also increase satisfaction. Compensation and job satisfaction of employees of PT. BPR Kerta Raharja (Perseroda) know the impact of career development and compensation on employee job satisfaction. Because the variables studied are interrelated, the method used is quantitative with a descriptive and confirmatory approach.

Purpose: To analyze the influence of career development and training on employee job satisfaction at the BKPSDM Karawang office. Research Methodology: This study employed a quantitative verification method. The population consisted of 53 employees, with all employees included using saturated sampling. Data analysis was conducted using multiple linear regression through SPSS v.25 software. Results: Career development showed a positive influence on job satisfaction. Training demonstrated a positive and significant influence on employee job satisfaction at BKPSDM Karawang. The study found that both Career Development (X1) and Training (X2) variables have an influence on employee Job Satisfaction (Y). Limitations: The study was confined to the BKPSDM Karawang office and focused solely on career development and training as factors affecting job satisfaction. Other potential influential variables such as discipline, workload, work schedule, motivation, environment, and leadership style were not examined in this research. Contribution: This research provides insights into the relationships between career development, training, and job satisfaction in a local government office setting. The findings can inform management strategies to enhance employee job satisfaction by focusing on career development and training programs in similar public sector environments.

The scope of the study is to examine the impact of employee empowerment and employees' job satisfaction on the perceived financial performance of Greek hotel firms during the COVID-19 pandemic crisis. The study utilises primary data collected through a questionnaire from 526 hotel employees of luxury hotels in Greece during the period May-June 2021. Principal component analysis was performed for the extraction of the main variables and regression analysis was used for examining the impact of employee empowerment and job satisfaction on hotel firms perceived financial performance. Regression results revealed that both employee empowerment and job satisfaction impact positively on perceived financial performance, with employee empowerment having the largest impact among the two. This chapter is the first within the Greek hotel industry that tries to examine the significance of employee empowerment and job satisfaction on perceived financial performance, under the pandemic outbreak.

This study seeks to examine the job satisfaction among different demographic groups of employees in the healthcare sector in Turkey. The study seeks to broaden the scope of job satisfaction by emphasizing its role as an indirect measure of the positive principles and practices that contribute to maintaining a high level of Corporate Social Responsibility (CSR) in line with the United Nations Sustainable Development Goals (UN SDGs) for groups of employees. This paper employed a survey to gather primary data. The survey forms utilized comprise two distinct sections. The initial section of the survey forms was determining the socio-demographic characteristics of the participants. The second portion of the poll utilized the Minnesota work satisfaction survey to measure job satisfaction. T-test and ANOVA are employed to detect disparities among separate employee categories. The findings suggest that there are disparities in the job satisfaction levels among employees belonging to at least two distinct groups with varying educational backgrounds (p > 0.040). Upon analyzing the job satisfaction of the staff based on their job positions, a notable disparity in job satisfaction was observed among at least two distinct employee groups in various roles (p > 0.009). No significant disparities in job satisfaction were seen across the employee groups based on age, marital status, parenting status, work experience, and monthly salary. Simultaneously, the paper establishes a connection between the job satisfaction and a more advanced level of corporate governance focused on CSR and aligned with the UN SDGs. This paper aims to explore the potential use of work satisfaction as an indicator in evaluating CSR and its alignment with the UN SDGs in the future. Received: 17 January 2024 / Accepted: 30 April 2024 / Published: 5 May 2024

Supervision is all the activities undertaken by the manager in an effort to ensure that the actual results in accordance with the planned results. Job satisfaction cannot be felt by employees due to the company's career development programs that are less clear and have not been able to guarantee the future of employees. The research method using quantitative approach, the type of research used descriptive quantitative. Data were collected through interviews, questionnaires and documentation studies. The data analysis used is multiple linear regression. The population used is all employees who numbered 78 people. Determination of sample in research using saturated sample that is with all employees amounted to 78 people. The results showed that career development and supervision simultaneously and partially have a positive and significant effect on employee job satisfaction with the value of determinant coefficient of 0.132 or 13,2%, while the remaining 86,8% influenced by other variables not examined. The conclusion of the research is simultaneously and partially career development and supervision have a significant effect on employee job satisfaction at PT. Kartika Swarna Dwipa (Company in Sales Tupperware).

The purpose of this study was to analyze the effect of compensation and career development on organizational commitment and employee job satisfaction, then the effect of organizational commitment on employee job satisfaction and examine the mediating effect of organizational commitment between compensation and career development on employee job satisfaction at PT. Bank Aceh Syariah Bener Meriah Branch and Takengon Branch. This study used a saturated sampling technique, because the determination of the sample was carried out for all members of the population as a sample of 114 respondents. The analysis tool used is path analysis with the SEM (structural equation modeling) method using Amos. The results of the study show that compensation and career development variables have a positive and significant effect on job satisfaction. While organizational commitment has an effect on job satisfaction, it can be seen from the mediation analysis that organizational commitment partially mediates the effect of compensation on job satisfaction, while organizational commitment partially mediates the effect of career development on job satisfaction. Keywords: Compensation, Career Development, Organizational Commitment and Job Satisfaction.

PurposeThe topic of employee empowerment and job satisfaction, and its implications for organizational change management, is underexplored in developing countries. Consequently, the purpose of this paper is to investigate the relationship between the two variables in the context of urban Malaysia as an emerging market. Differences in empowerment and job satisfaction in relation to organizational and socio-cultural environments were also assessed. The findings are then discussed in terms of their implications for organizational change management in Malaysia and other emerging countries.Design/methodology/approachUsing survey data gathered from 125 local employees working in the capital city of Kuala Lumpur, the effect of empowerment on job satisfaction was tested using correlation and regression analyses. ANOVA tests were used to determine differences in empowerment and satisfaction among sub-groups divided according to four factors in the organizational and socio-cultural environments, namely, form of ownership, job sector, type of industry and organizational hierarchy.FindingsThe results demonstrate that employee empowerment has a strong positive effect on job satisfaction. However, significant differences in employee empowerment and job satisfaction between higher and lower levels of the organizational hierarchy raise concerns about organizational change diffusion and the sustainability of strategic changes.Research limitations/implicationsEmpirical evidences are provided for the generalizability of the theoretical link between employee empowerment and job satisfaction in the urban Malaysian context. Nevertheless, the findings have highlighted the need to further examine specific issues faced by employees in lower levels of the organizational hierarchy which affect their rates of empowerment and satisfaction in a rapidly changing environment.Practical implicationsImplications on power relations between managers and their subordinates are discussed, as well as on succession and goal-sharing during periods of intense organizational change.Originality/valueBy demonstrating the influence of organizational hierarchy on employee empowerment and job satisfaction in a non-western setting, this study has contributed new insights on the role of socio-culture and power relations in organizational change management.

Turnover intention must be addressed as a phenomena and human behavior that is vital in corporate life from both an individual and societal standpoint, with the understanding that the desire to change employees will have a substantial influence on both the firm and the employees involved. The purpose of this study is to examine the impact of Career Development on turnover intention, Career Development on job satisfaction, Workload on turnover intention, Workload on job satisfaction, Job satisfaction on turnover intention, Career Development on turnover intention via job satisfaction, and Job stress on turnover intention via job satisfaction. With 155 respondents, the sample was drawn using a proportionate sampling technique. According to the findings of this study, Career Development has a negative and significant influence on employee turnover intention at startup companies in Jakarta. Career Development has a positive and significant influence on job satisfaction, Workload has a considerable and beneficial influence on employee turnover intention. Workload has a negative and severe impact on employee job satisfaction, Employee turnover intention is influenced negatively and insignificantly by job satisfaction, through employee work satisfaction, Career Development has a negative and minor influence on turnover intention meanwhile Workload has a favorable and considerable influence on turnover intention through employee job satisfaction at a startup company in Jakarta.

Employee empowerment is considered as an important human resource management practice because of its assumed relationship with job satisfaction. This research paper reviews the literature related to the relationship between employee empowerment and job satisfaction. Various definitions, approaches and dimensions of employee empowerment and job satisfaction are considered for the period 2000 –2015. Studies pertaining to individual level, work unit level and organizational level have been included in order to examine the relationship between them. Literature shows positive relationship between employee empowerment and job satisfaction in different sectors like hospitality, BPO, banking, and educational sector. It can be concluded that employee empowerment is positively related to job tenure while negatively with the emotional exhaustion, while job satisfaction is negatively related with both job tenure and emotional exhaustion. The paper also vindicates that public sector employees are more satisfied with their jobs as compared to private sector employees. The study indicates that the factors, which contribute to Job satisfaction, are gender specific in nature. Finally it can be concluded that in order to provide job satisfaction to the employees, employee empowerment can be used as a powerful tool. This paper helps the practitioners and other researchers to enhance their knowledge about empowerment and its impact on job satisfaction.

The general objective of this study was to establish the influence of employee empowerment on job satisfaction in commercial state corporations within Kenya. The majority of Kenyan employees are absorbed by the public sector, and the Kenyan workforce is also increasingly seeking opportunities to work in the public sector. Due to this trend, it is of the essence to explore the degree to which employees' empowerment is influencing employee job satisfaction. The study's general objective was to establish the effects of employee empowerment on job satisfaction of commercial state corporations within Kenya. Specifically, the study sought to assess the influence of job design; to establish the influence of transformational leadership; to establish the influence of employee involvement and to establish the influence of knowledge-sharing practices on employee job satisfaction of commercial state corporations within Kenya. The Herzberg’s Two-Factor Theory, Structural Empowerment Theory, and Social Exchange Theory guided the study. The study employed the descriptive research design in collecting data from the field. The target population of this study consisted of 55 commercial state corporations within Kenya. The sample size was 48 commercial state corporations. The main research instrument for data collection was a questionnaire. The applicability of the questionnaire to the proposed study was ascertained through a pilot study including 10 respondents from the study’s target population. A frequency analysis of this dataset revealed an 83.33% response rate, which is satisfactory. Conversely, the multiple regression analysis revealed a strong positive linkage between employee job satisfaction and employee empowerment. Importantly, only job design was found to have a significant influence on employee job satisfaction of Commercial State Corporations within Kenya. Its null hypothesis was rejected at a 0.95 confidence level (α<0.05). Besides the degree of influence that the sub-variables of employee empowerment had on employee job satisfaction varied. Job design had the highest level of influence (β =0.909), followed by Knowledge-sharing practices (β =0.385), Transformational leadership (β =0.149), and lastly, employee involvement (β =0.008). The study thus concluded that employee empowerment had a significant relationship with employee job satisfaction in commercial state corporations within Kenya. In particular, the study revealed that job design was the most dominant employee empowerment tool at commercial state corporations within Kenya. The study recommends that these organizations ought to increasingly consider employee empowerment policies that aim to boost knowledge-sharing practices, transformational leadership and employee involvement. Keywords: Employee Empowerment, Employee Involvement, Job design, Employee Job Satisfaction, Knowledge Sharing Practices, Organizational Commitment, Organizational Performance, Transformational leadership.

Engineering educators have acknowledged the importance and need for career training and development programs as a one way to be relevant in this current education transformation and growth. Various numbers of career development programs have been successfully planned and introduced. However, most educators face limitations in choosing the right program that meets their career requirements and preferences. Therefore, this paper is aimed to discuss the preference profiling proposal for career development service design. This paper has discussed the proposed methodology to determine the educator’s preferences to develop a career development program’s preference model based on the educator’s profile. Besides, this paper has presented the preliminary results on the aspects that educators will consider when choosing these programs. A total of 28 experts have participated in this preliminary survey and determined the most aspects of choosing career development. This research proposal is helpful as a reference for designing the career development programs.

The aim of this research is to analyze and prove the effects of organizational culture, entrepreneurial leadership, work stress, and career development on employees’ job performance through employees’ job satisfaction. This research was conducted in the production division of the state-owned companies (BUMN) in the manufacturing and strategic industries in East Java. The analysis technique is Structural Equation Modeling with statistical program of AMOS 19 as a tool to measure the relationship quality of organizational culture, entrepreneurial leadership, work stress, and career development on employees’ job satisfaction and performance. 9 hypothesis formulations which are proved to be statistically accepted are: H1: Organizational culture significantly affects job satisfaction, H2: Entrepreneurial leadership significantly affects job satisfaction, H3: Work stress significantly affects job satisfaction, H6: Entrepreneurial leadership significantly affects job performance, H7: Work stress significantly affects job performance, H9: Job satisfaction significantly affects job performance, While the rejected hypotheses are: H4: Career development significantly affects job satisfaction, H5: Organizational culture significantly affects job performance, H8: Career development significantly affects job performance The results of the research indicate that entrepreneurial leadership and work stress affect employees’ job satisfaction, in which they have implication on employees’ job performance in state-owned companies (BUMN) in East Java. Furthermore, job satisfaction is also affected by organizational culture.