Employee Career Development Research Articles

The Influence of Organization Culture and Career Development Towards The Turnover Intention on The Foodhallof DKI Jakarta Province

The purpose of this research was to the Influence Of Organization Culture And Career Development toward The Turnover Intention On The Foodhall Of DKI Jakarta Province partially or simultan eously on employee turnover intention. The population in this study amounted to 1,982 employees in twenty-five outlets of The Foodhall in DKI Jakarta Province, with a total sample of 355 respondents.The research method used inthisresearchwasdescriptiveandexplanatorysurveymethod.Thesamplingmethod was probability sampling with proportionate random sampling technique, and the data analysis method used is SEM (Structural Equation Modeling) with the Lisrel 8.80 data analysis tool. Based on the results of the study, the findings are as follows: Organizational culture, career development either partially or simultaneously have significant effect on employee turnover intention with contribution of 81%. Partially organizational commitment is the most dominant in influencing employee turnover intention. The results also show that organizational culture, career development on employee turnover intention. The managerial implications of this study are the turnover intention of employees of The Foodhall’s in Jakarta reflected by quitting dimensions will be reducedifTheFoodhallinJakartaisabletowillincreaseifTheFoodhallsinJakartacan improve career development of employees, reflected by career indecision, supported by improving the organizational culture reflected by the dimensions of outcome orientation.

PENGARUH KEPUASAN KERJA, KOMPETENSI DAN DISIPLIN KERJA TERHADAP PRESTASI KERJA KARYAWAN BANK PEMBIAYAAN RAKYAT SYARIAH (BPRS) BHAKTI SUMEKAR SUMENEP

ABSTRACT
 
 This research was conducted at the Sharia People's Financing Bank (BPRS) Bhakti Sumekar Sumenep with a total sample of 150people. The objectives of this study are: 1). To describe the functional training, HR competencies, motivation and career development, 2). To analyze whether functional training, HR competency, and motivation have a simultaneous and significant effect on the career development, 3). To analyze whether functional training, HR competency, and motivation have a partial and significant influence on the career development, 4). To analyze which variables between functional training, HR competency, and motivation have a dominant and significant effect on the career development of employees of the marketing department of the Islamic People's Financing Bank (BPRS) Bhakti Sumekar Sumenep. The results showed that the: 1). Simultaneously, HR Competence and Motivation had an influence on Employee Career Development in the Marketing Section, 2). Partially Functional Training, HR Competence and Motivation have an influence on Employee Career Development.
 
 Keywords: job satisfaction, competence, discipline and work achievement.

PENGARUH KEPUASAN KERJA, KOMPETENSI DAN DISIPLIN KERJA TERHADAP PRESTASI KERJA KARYAWAN BANK PEMBIAYAAN RAKYAT SYARIAH (BPRS) BHAKTI SUMEKAR SUMENEP

ABSTRACT This research was conducted at the Sharia People's Financing Bank (BPRS) Bhakti Sumekar Sumenep with a total sample of 150people. The objectives of this study are: 1). To describe the functional training, HR competencies, motivation and career development, 2). To analyze whether functional training, HR competency, and motivation have a simultaneous and significant effect on the career development, 3). To analyze whether functional training, HR competency, and motivation have a partial and significant influence on the career development, 4). To analyze which variables between functional training, HR competency, and motivation have a dominant and significant effect on the career development of employees of the marketing department of the Islamic People's Financing Bank (BPRS) Bhakti Sumekar Sumenep. The results showed that the: 1). Simultaneously, HR Competence and Motivation had an influence on Employee Career Development in the Marketing Section, 2). Partially Functional Training, HR Competence and Motivation have an influence on Employee Career Development. Keywords: job satisfaction, competence, discipline and work achievement.

Effect of Fear of Success on Employee Career Development with Achievement Motivation as a Moderating Variable at PT. PLN (Persero) Bulukumba Area

Career development that makes others give different views such as appreciation, recognition, appreciation and higher social status in the eyes of society. This is what makes a person want to develop. But they are confronted with the reality that makes it negative. Require success or goals to be achieved and make someone doubt the ability required to fear success. This study aims to determine the effect of fear of success on career development and interaction on achievement motivation and fear of success on career development. This type of research is quantitative with associative research. The population in this study are companies that work at PT. PLN (Persero) Bulukumba Area. The technique of taking samples uses the saturated sample method. The sample in this study was 70 respondents. Data analysis uses simple linear regression analysis and moderation regression analysis by obtaining approved difference values. The results of research with simple linear regression show a fear of positive and significant success in career development. Analysis of moderating variables with the difference in assessment proves achievement motivation is not able to moderate the fear of success in career development.

Career implications for high-quality work relationships: an SCCT test

PurposeResearchers recognize that interpersonal relationships contribute to the career development of professional employees. The purpose of this paper is to extend this research to individuals working at a formative point in their careers. Guided by Social Cognitive Career Theory, a model is developed that tests whether the quality of individuals’ work relationships at an early career stage has implications for their development of career cognitions and career exploration behaviors.Design/methodology/approachStructural equation modeling is used to test the model in two samples of employed students (n=372 and n=166).FindingsCoworker relationship quality had a direct influence on career self-efficacy, which led to increased career outcome expectations, goals and exploration behaviors. The influence of supervisor relationship quality was mixed across studies.Research limitations/implicationsFindings suggest that the quality of individuals’ relational experiences at work, even at an early career stage, has implications that extend beyond the workplace to affect their careers more generally.Practical implicationsResults speak to the dangers associated with a poor interpersonal climate for employees at an early career stage, and suggest that managers invest in opportunities that allow these employees to build stronger bonds with coworkers. The results also suggest that career counselors and internship coordinators be sensitive to the interpersonal climate of organizations with whom they contract.Originality/valueThis study offers insight into the connection between early employment experiences and individuals’ career cognitions and career exploration behaviors.

EFFECT of COMPETENCE, WORK PLACEMENT and ACHIEVEMENT on CAREER DEVELOPMENT (Study at BPN Madiun Municipality )

<p>The success of the organization in achieving its goals is supported by internal and external factors. To realize employee career development, the internal side must first receive attention. This study aims to determine the effect of competence, work placement and performance on the career development of employees of the National Land Agency (BPN) of Madiun City.The research method used is quantitative descriptive. The data used are primary data through questionnaires and secondary data. The population in this study were all permanent employees of 40 people. The research variable consists of independent variables, namely competence, work placement and performance, and the dependent variable is employee career development. Variables measured by Likert scale and data analysis techniques using multiple linear regression. Hypothesis testing uses t test and F test. The results of the study concluded that: 1) Competence affects employee career development; 2) Job placement does not affect employee career development; 3) Performance affects the career development of BPN employees in Kota Madiun.<br />Keywords: competence, work placement, work performance, career development</p>

PERAN MOTIVASI KERJA MEMEDIASI PENGARUH PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN FAIRMONT SANUR BEACH HOTEL

The purpose of this research was to examine the role of mediation work motivation on the effect on performance of employee career development. This research was conducted at the Fairmont Hotel Sanur Beach with samples as many as 72 people are determined by the method of proportionate stratified random sampling. The collection of data obtained from the results of the dissemination of the questionnaire by using as many as 13 indicators. As for the data analysis technique used in this study i.e. path analysis (path analysis) accompanied by sobel test. The results showed that the career development positive and significant effect on performance and motivation of the employees work. Motivation work positive and significant effect on performance as well as employees are able to mediate the influence of career development employee performance against. The results suggested that the better career development in the enterprise the higher the employee motivation, and higher employee motivation will be higher performance Fairmont Hotel Sanur Beach.
 Keywords: career development, work motivation, employee performance
 

Социальные лифты в органах местного самоуправления Пензенской области (по результатам исследования сотрудников администрации района в городском округе)

The paper discusses the recruitment of municipal employees into local government and their career advancement by a case study of a district admin-istration in a city district of Penza region. Focus group results help reveal several aspects of local government recruitment. The study involved 20 district officials. The authors reveal that previous government-related employment and sup-port from the head or staff of the organization (protégé-based employment) are the most significant factors that affect local gov-ernment recruitment in Penza region. The motives to be employed and work as municipal officials are considered. A steady income and the prestige of the profession are the most important factors for them. Respondents highlighted the cases of unfair career development of several employees because of cronyism. The paper notes that such practices distort social elevators and entail professional and career deviations in local government. Recom-mendations are made to enhance the activities of the authority under review. In particular, it is pro-posed to monitor personnel policy improvements, transform HR departments, introduce a merit-based recruitment drive, and modernize the educational system of municipal employees.

PENGARUH KOMUNIKASI, PENEMPATAN KARYAWAN DAN PEMBINAAN KARIER TERHADAP PRESTASI KERJA KARYAWAN (Studi Pada Bank Pembiayaan Rakyat Syariah (BPRS) Bhakti Sumekar Wilayah Kerja Kabupaten Pamekasan)

ABSTRACT This research was conducted at the Sharia Community Financing Bank (BPRS) Bhakti Sumekar Sumenep. The purpose of this study are: 1) To describe communication, employee placement and employee career development at the Syariah People's Financing Bank (BPRS) Bhakti Sumekar, Pamekasan Regency Working Area. 2) To find out and test the effect of communication, employee placement and career coaching simultaneously on employee work performance at the Sharia Community Financing Bank (BPRS) Bhakti Sumekar Pamekasan Regency Work Area. 3) To find out and test the influence of communication, employee placement and career coaching partially on employee work performance at the Islamic People's Financing Bank (BPRS) Bhakti Sumekar Pamekasan Regency Work Area. Analysis of data using SPSS, this type of research is explanatory research using quantitative research approaches. Keywords: Communication (X1), Placement of employees (X2), Coaching career (X3) and Work achievement (Y).

PENGARUH KOMUNIKASI, PENEMPATAN KARYAWAN DAN PEMBINAAN KARIER TERHADAP PRESTASI KERJA KARYAWAN (Studi Pada Bank Pembiayaan Rakyat Syariah (BPRS) Bhakti Sumekar Wilayah Kerja Kabupaten Pamekasan)

ABSTRACT
 
 This research was conducted at the Sharia Community Financing Bank (BPRS) Bhakti Sumekar Sumenep. The purpose of this study are: 1) To describe communication, employee placement and employee career development at the Syariah People's Financing Bank (BPRS) Bhakti Sumekar, Pamekasan Regency Working Area. 2) To find out and test the effect of communication, employee placement and career coaching simultaneously on employee work performance at the Sharia Community Financing Bank (BPRS) Bhakti Sumekar Pamekasan Regency Work Area. 3) To find out and test the influence of communication, employee placement and career coaching partially on employee work performance at the Islamic People's Financing Bank (BPRS) Bhakti Sumekar Pamekasan Regency Work Area. Analysis of data using SPSS, this type of research is explanatory research using quantitative research approaches.
 
 Keywords: Communication (X1), Placement of employees (X2), Coaching career (X3) and Work achievement (Y).

PENGARUH DIKLAT FUNGSIONAL, KOMPETENSI SDM DAN MOTIVASI TERHADAP PENGEMBANGAN KARIER KARYAWAN BAGIAN MARKETING PADA BANK PEMBIAYAAN RAKYAT SYARIAH (BPRS) BHAKTI SUMEKAR SUMENEP

ABSTRACT
 
 This research was conducted at the ShariÔÇÖa People's Financing Bank (BPRS) Bhakti Sumekar Sumenep with a total sample of 50 people. To analyze which variables between functional training, HR competency, and motivation have a dominant and significant effect on the career development of employees of the marketing department of the Islamic People's Financing Bank (BPRS) Bhakti Sumekar Sumenep. Analysis of data using SPSS, this type of research is explanatory research using quantitative research approaches. The results showed that: 1) Simultaneously functional training, HR competency and motivation had a significant influence on the career development of marketing division employees at the Islamic People's Financing Bank (BPRS) Bhakti Sumekar Sumenep. 2) Partially functional training, HR competency and motivation have a significant influence on the career development of marketing division employees at the Syariah Community Financing Bank (BPRS) Bhakti Sumekar Sumenep. 
 
 Keywords: Functional Training (X1), HR Competencies (X2), Motivation (X3), And Career Development (Y)

PENGARUH DIKLAT FUNGSIONAL, KOMPETENSI SDM DAN MOTIVASI TERHADAP PENGEMBANGAN KARIER KARYAWAN BAGIAN MARKETING PADA BANK PEMBIAYAAN RAKYAT SYARIAH (BPRS) BHAKTI SUMEKAR SUMENEP

ABSTRACT This research was conducted at the Shari’a People's Financing Bank (BPRS) Bhakti Sumekar Sumenep with a total sample of 50 people. To analyze which variables between functional training, HR competency, and motivation have a dominant and significant effect on the career development of employees of the marketing department of the Islamic People's Financing Bank (BPRS) Bhakti Sumekar Sumenep. Analysis of data using SPSS, this type of research is explanatory research using quantitative research approaches. The results showed that: 1) Simultaneously functional training, HR competency and motivation had a significant influence on the career development of marketing division employees at the Islamic People's Financing Bank (BPRS) Bhakti Sumekar Sumenep. 2) Partially functional training, HR competency and motivation have a significant influence on the career development of marketing division employees at the Syariah Community Financing Bank (BPRS) Bhakti Sumekar Sumenep. Keywords: Functional Training (X1), HR Competencies (X2), Motivation (X3), And Career Development (Y)

EFFECT OF EDUCATION AND CAREER DEVELOPMENT WORK PERFORMANCE OF EMPLOYEES PT. TRAIN INDONESIA (Persero) DIVISION II REGIONAL WEST SUMATRA

This study aims to influence education and work performance on the career development of employees of PT. Kereta Api Indonesia (Persero) Regional Division II West Sumatra.The population in this study were all employees of the office environment PT. Kereta Api Indonesia (Persero) West Sumatra Regional Division II numbering 70 employees.Teknik sampling used in this study is total sampling, The data analysis used is multiple linear regression analysis. Based on the results of the research found results of multiple regression analysis is Y = 0,107 + 0,272 X1 + 0,718 X2 + e, then t-test education variable positive and significant impact on the career development of employees of PT. Kereta Api Indonesia significant value 0,027 < 0,05. Work performance variables positive effect on the career development of employees of PT. Kereta Api Indonesia with significant value 0,000 < 0,05, F-test education variable and performance together have a significant effect on the career development of employees of PT. Kereta Api Indonesia with a significant level of 0,000 < 0,005, Based on the results obtained by the coefficient of determination contained in the value of Adjusted R Square with 0,568. This means that the ability of independent variables in explaining the dependent variable is equal to 56,8% is 43,2% explained by other variables which are not addressed in this study was the exposure, networking, loyalty to the organization, coaches and sponsors, the opportunity to grow.

Pengaruh Kompetensi Pegawai, Penempatan Kerja dan Pengembangan Karir Terhadap Kinerja Pegawai

This research was conducted at the Secretariat of the Department of Religion. Strikes with the aim to find out how much influence, Employee Competence, Job Placement, and Career Development, on Employee Performance at the Secretariat of the Department of Religion. 75 respondents. Questionnaires distributed as much as 75 and can be processed, the analytical method used is regression analysis and correlation analysis. The results obtained based on Partial Test (t test) are obtained: (a) there is a positive and significant influence between Competence on Employee Performance, evidenced by the value t count is greater than t table. (b) There is a positive and significant influence between Job Placement on Employee Performance, evidenced by the value of t calculated is greater than t table. (c) There is a positive and significant influence between Career Development on Employee Performance, as evidenced by the value of t calculated greater than t table. Then based on hypothesis testing together (Test F) it can be seen that employee competence, work placement, and career development have a positive and significant effect on employee performance. And by testing the coefficient of determination (R2) showed that the percentage of the competence of Employees, Job Placement and Career Development to variable affects employee performance in other variables such as mutations, organizational climate, motivation, and others

MAIN CHALLENGES OF HUMAN RESOURCES MANAGEMENT IN EMPLOYEE CAREER DEVELOPMENT

It is known that the creation of a perfect product / service is directly connected to the qualification of the employees. Competition between companies has led to any organization that needs to constantly improve its product / service. The company can offer the novelty only through the employees. In addition, the process of establishing the novelty must be permanent. Thus it makes clear the need of management for the process. Obviously this is not easy because it is associated with the management of living people, with the development of creative skills, which is unpredictable. Witch is the responsibility of human resources management. The survey examines that the Human resource management must overcome for employee career development. In the article the discussion is about human resource management approaches to strategic management, development, motivation and corporate culture of employees. The structure of the article: introduction, researches review of the relevant direction, career development research findings, main challenges and recommendations. The study showed an interesting picture in terms of career development. We hope that the findings of this study will provide Human resources management specialists with a clear understanding of the challenges and will pay more attention to the career development of the employees. the problems and challenges.

The effects of employee stock ownership plans on career development in a new era

PurposeChina’s workforce is currently experiencing increased career-related stress. Employee stock ownership plans (ESOPs) may be used to help employees overcome these challenges. Little is known about how ESOPs affect employee career development. The purpose of this paper is to investigate the relationship between ESOPs and employee career sustainability and provide guidance for corporate management.Design/methodology/approachThe authors employed a multiple linear regression model using a sample of 614 companies that implemented ESOPs between July 2014 and September 2017.FindingsEmployees’ career development benefited when ESOP funds originated from employee compensation and self-raised funds, and when the plan’s stock came from a source other than the secondary market. Career development also improved when employees and senior executives held a higher proportion of a firm’s total shares. In addition, the benefits to employee career development were greater in manufacturing enterprises, non-state-owned enterprises, and in Southern China.Research limitations/implicationsThis study combined individual and organization research using person–organization fit theory and demonstrated that well-designed ESOPs are beneficial for career stability and sustainability. This work was based on data from Chinese companies; future studies could usefully investigate the effects of ESOPs in other countries and their particular impact in technology-intensive industries.Practical implicationsDecision makers in firms or government can use ESOPs to address employees’ career-related stress and challenges, especially during industry transformation.Originality/valueThe paper fills a gap in ESOPs research by showing the positive effects of ESOPs on career development.

Strengthening the impact of career development on job performance: the important role of organizational and individual factors

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsA positive relationship exists between employee career development and job performance. The impact can become more substantial when the process of career development becomes the joint responsibility of employee and firm. This makes it imperative to identify individual and organizational factors most able to enhance the relationship and achieve desired outcomes.Originality/valueThe briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The Impact of Human Resources Development on Small and Medium Enterprises (SMEs) Performance

The purpose of this paper is to study the impact of the Human Resources Development (HRD) on the performance of small and medium enterprises (SMEs) in Kosovo. There is a large volume of research that support the positive relationship between HRD and the organizational performance. Most of such research was conducted in the developed countries and to a lesser extent in the developing countries (countries in transit). Through this study we confirmed the impact of the investments in various forms of HRD in the performance of the SMEs in Kosovo. This study provides empirical data that support the impact of training and development, career development and motivation of employees on organizational performance, but the results of this study do not support the impact of the education of entrepreneurs on the organizational performance.

The Effect of Learning and Development on Employees’ Career Development in NNPC

The study examine investigate the effect of learning and development practices on employee career development in NNPC. The study adopted descriptive survey research design. The population of the research consisted of 9,024 top level, middle level and lower level management (Supervisors) staff of the NNPC who has spent more than 5years in the organization and have up to 5 years before retirement age of 60 years and sample size of 1,960 was derived using Slovin formula and purposive sampling procedure. Structured questionnaire with a six point modified Likert- Scale was administered with a 74.6% response rate (926) copies of the questionnaires came correctly and were used for the study. The obtained from the questionnaire was analyzed quantitatively using descriptive and inferential statistics. The results revealed that learning and development have a significant effect in employee career development in NNPC. The also revealed that that learning and development policy satisfies the career development needs of the employees of the Corporation. But, there is no established career path for every employee and professional groups in NNPC. The study concludes that learning and development practices have significant effect on Employee Career Development in NNPC. The study recommended that NNPC should improve and expand their training programmes for employees by encouraging more employees’ participation and free flow of information to enable all the staff aware of the Learning and development programme available both locally and internationally. Keywords: Learning and development practice, Employees career development, NNPC, Corporations, Nigeria DOI : 10.7176/JRDM/56-05 Publication date :June 30 th 2019

Influence of Organizational Support Practices on Employees’ Career Development in the Nigerian National Petroleum Corporation

The study investigated the influence of organizational support practices on employee career development in NNPC. Descriptive survey research design was adopted. Population of the research consisted of 9,024 top level, middle level and lower level management (Supervisors) staff of the NNPC who has spent more than 5years in the organization and have up to 5 years before retirement age of 60 years. Sample size of 1,960 was derived using Slovin formula and purposive sampling procedure. Structured and validated questionnaire with a six point modified Likert- Scale was administered with a 74.6% response rate (926) copies of the questionnaires came correctly and were used for the study. Data obtained from the questionnaire was analyzed quantitatively using descriptive and inferential statistics. Results revealed lack of Organizational support practices, no established career path for every employee and professional groups, organization Support practice with respect to supervisors in NNPC is not encouraging. The study concludes that organization Support practice has no significant influence on Employee Career Development in NNPC. It recommended that NNPC should adopt an integrated approach toward formulation and implementation of HRM practices. This will provide wholistic approach to the implementation of HRM in the Corporation and it’s Strategic Business Units (SBUs). Keywords: Corporations, Employees Career development, NNPC, Nigeria, Organization Support. DOI : 10.7176/EJBM/11-18-04 Publication date :June 30 th 2019