Employee Career Development Research Articles

Knowledge Seeking and Career Development of Older Employees in the Context of Knowledge Economy

Knowledge Seeking and Career Development of Older Employees in the Context of Knowledge Economy

The relationship effect of innovation on online organizational learning applications and employees engagement in Jordanian public sector

The study’s purpose is to investigate the relationship effect of innovation on online organizational learning applications and employees’ engagement in the Jordanian public sector. Quantities and descriptive analytical approach were used, and the population was covered (10) Jordanian public departments in Amman capital. Convenience method was used, which covered all departments’ managers and assistances in the Jordanian public services department’s headquarters, with (284) employee. Electronic survey set used. The SPSS-V20 and AMOS-V24 were used for hypotheses statistical analysis testing. The study found a significant impact of online organizational learning applications in its dimensions (Zoom, Teams, Goto Meeting, and Google Meet) on employee’s engagement, and a significant relationship of innovation between online organizational learning applications and employee’s engagement in Jordanian public services departments. The study contributions show that employees are willing to engage with their occupied work to achieve work goals, and to control over of how they undertake the employees career development, empowerment, communication skills, and work completion competences. The study implications for organizations management to conduct more future studies concerning online organizational learning applications by other dimensions as well as social media and other digital workshop and training in different organizations environments.

Pengaruh Budaya Organisasi dan Disiplin Kerja Terhadap Kinerja Karyawan Pada PT Duta Raja Gas Depok

Human resource management is the development of human resources that functions in carrying out human resource planning, implementation, recruitment, training, employee career development and conducting initiatives for the organizational development of an organization or company. The purpose of this study was to determine the organizational culture and work discipline affect employee performance. In this study, researchers used statistical quantitative analysis, multiple linear regression analysis and coefficient of determination analysis with the help of IBM SPSS 25 software. The sample used in this study was a saturated sample of 40 employees. The results of this study obtained using the t test that organizational culture partially has a positive and significant effect on employee performance with a significant level of 0.002 <0.05 and t test results of 3.316> 2.022. Work discipline partially has a positive and significant effect on employee performance with a significant level of 0.001 <0.05 and t test results of 3.491> 2.022. Organizational culture and work discipline simultaneously have a positive and significant effect with a significant level of 0.000 <0.05 and F test results of 17,066> 3.25 on employee performance.

Pengaruh Analisis Jabatan dan Pengembangan Karir terhadap Kinerja Pegawai Melalui Kepuasan Kerja Pegawai Dinas Pengendalian Penduduk dan Keluarga Berencana (DPPKB) Kabupaten Tanjung Jabung Timur

This research aims to find out a description of job analysis, career development, job satisfaction and employee performance at the Population Control and Family Planning Service (DPPKB) of East Tanjung Jabung Regency as well as to find out and analyze the influence of job analysis and career development on employee performance through job satisfaction at the Control Service Population and Family Planning (DPPKB) East Tanjung Jabung Regency. This type of research uses descriptive verification research. This research uses the PLS analysis method. Based on the results of the questionnaire regarding job analysis, it is 2,876 in the quite good category. Then, the description of the career development variable shows that the career development of employees at the Population Control and Family Planning Service (DPPKB) of East Tanjung Jabung Regency is quite good with a score of 1653. Furthermore, the description of the job satisfaction variable shows that the job satisfaction score is 1849 in the quite high category. Meanwhile, the description of employee performance variables shows that the score is 2850 in the quite high category. Based on the research results, job analysis and career development have a positive and significant effect on job satisfaction, job analysis, career development and job satisfaction have a positive and significant effect on employee performance, position analysis and career development have a positive and significant effect on employee performance, mediated by job satisfaction in Tanjung East Jabung.

Employee training as a tool to achieve goals depending on SME’s type

Employee training is one of the most important areas of human resources management and is key to the career development of employees. The aim is to determine how the sector and size of small and medium enterprises (SMEs) influence the corporate education of employees. Data were collected using a questionnaire distributed among 610 SMEs in the Czech Republic; valid answers were obtained from 581 enterprises. The respondents mainly include managers responsible for employee education or other representatives with relevant experience. This database was tested using statistical methods, including Pearson’s chi-squared test of independence, Kolmogorov-Smirnov normality test, and Kruskal-Wallis test. The results indicate that enterprises with 150-250 employees try to provide them with training that would correspond to the so-called work-life balance. Enterprises with 50-149 employees often have a larger budget and resources to invest in corporate training. The results show that in terms of SME size, employee training is most commonly applied by medium-sized enterprises. It is confirmed that the bigger the enterprise, the more frequently its employees are trained. On the other hand, the sector does not significantly influence employee training. Slightly above-average use of employee training is observed in the transport and logistics sectors, but the difference is not substantial. AcknowledgmentThis paper was supported by the project IVSUPS2303 “Current topics of the social pillar of CSR related to acquiring and developing human resources.”

Analisis Pengembangan Karier Pegawai Pada Badan Narkotika Nasional (BNN) Kota Gorontalo: Studi pada Badan Narkotika Nasional (BNN) Kota Gorontalo

This research aims to see how employees' careers develop at the Gorontalo City Narcotics Agency. The research method used in this research is a descriptive qualitative method. The data used is primary data obtained from interviews with 3 informants. Data analysis in this research uses an interactive model, namely data obtained from interviews, field notes and documentation, by organizing data into categories, describing it into units, synthesizing it, arranging it into patterns, choosing what is important and what is important. will be studied, and make conclusions so that they are easily understood by yourself and others. The results of the research show 1) Career development for Gorontalo City BNN employees are given the opportunity to take part in education and training that is appropriate to the scientific field and also the needs of the BNN organization to strengthen the organization and also improve the work skills of employees at Gorontalo City BNN, 2) Employees at City BNN Gorontalo is given the same opportunity and opportunities in the promotion process by paying attention to employee performance based on the regulations that apply to employees which are carried out objectively and transparently by fulfilling a sense of justice in accordance with the criteria and requirements. 3) Key role in employee career development at BNN Gorontalo City is the leader of the organization other than the individual employee himself, and 4) The obstacles faced by the Gorontalo City BNN in developing the career of its employees are limited human resources, opportunities, unclear career paths and limited achievements.

Career Environment Dynamics and Employee Career Development in Star-Rated Hotels in Nairobi City County, Kenya. An Empirical Evidence.

The progression of an individual's career is determined by the professional roles and activities they pursue throughout time, as well as the corresponding attitudes, skills, and knowledge which usually change with time. Career development encompasses an individual's personal and professional life as well as the relationships that exist between them. The process of developing one's career is influenced by the person, the organization, the management, the position among others. The purpose of this study was to investigate the influence of career environmental dynamics on employee career development in star rated hotels in Nairobi City County. The objectives were; to establish the influence of career orientation environment, teamwork and goodwill for careers on employee career development. Explanatory and descriptive research designs were used. The target population was 3114 hotel employees out of which 341 formed the sample. Purposive, stratified and systematic random sampling techniques were used to select the research participants. Structured questionnaire was used for data collection. The data was analyzed via structural equation modeling using SPSS in conjunction with AMOS v24 to test the hypothesis. The fit indices for the structural model fell within the acceptable range (CMIN=326.711, DF=134.000, CMIN/DF=2.438, CFI=0.934, TLI= 0.916, SRMR=0.071, RMSEA=0.072) R2=0.21, and was used to test the hypothesis. career orientation environment on employee career development was negative and significant (β=-0.482, p<0.05) Ho1 was not supported. teamwork on employee career development was negative but not significant (β=-0.215, p>0.05) Ho2 was supported. good will for career on employee career development was positive but significant (β=-0.542, p<0.05) Ho3 was not supported. the researcher concluded that career orientation environment and good will for career are instrumental in helping the employees in developing their careers in the hotels. It was recommended that managers need to create conducive work environment to support employees to develop their careers.

Enhancing Employee Engagement and Retention in the Steel Industry: The Role of Talent Management Practices

The purpose of this study is to ascertain the connections between employee engagement, employee retention, and talent management practices (managerial assistance, employee career development, and rewards and recognitions) in an established steel plant. An analysis with a quantitative approach is used. There was a questionnaire used as the research tool. For this study, a random sample strategy was applied. Questionnaires were used to gather responses. The statistical tool SPSS was initially used to analyze the collected data. A quantitative survey with twenty-four questions that were scored on a five-point Likert scale from strongly disagree to strongly agree was conducted. Regression and factor analysis have been used to analyze data. The results of a linear regression study show that employee engagement and retention are positively impacted by talent management strategies, such as career development opportunities for employees, managerial support, and rewards and recognition.

Unlocking Work Motivation: How the Role of Training and Career Development Effectiveness

This study examines the effect of Training Development Effectiveness on employee career development, Career Development Effectiveness, and Work Motivation. Data was collected through a questionnaire distributed to 203 employees from various organizations and data analysis using Structural Equation Modeling, SEM. The results showed that Training Development Effectiveness had a positive and significant effect on Career Development Effectiveness, with a pathway coefficient of 0.769 and a t-statistic of 22.236 (p-value < 0.000). In addition, Training Development Effectiveness also had a positive and significant effect on Work Motivation, with a path coefficient of 0.401 and t-statistics of 5.628 (p-value < 0.000). Furthermore, Career Development Effectiveness was found to have a positive and significant influence on Work Motivation, with a path coefficient of 0.493 and a t-statistic of 7.296 (p-value < 0.000). This study concludes that the effectiveness of good training can improve employees' career development and work motivation. The practical implications of this study are that organizations should invest in high-quality and relevant training programs and create clear and structured career development paths to increase employee work motivation. Regular evaluation of the effectiveness of training programs is necessary to ensure that they remain relevant and effective in achieving organizational goals.

PENGARUH SUPPORT SYSTEM DAN WORK LIFE BALANCE TERHADAP PENGEMBANGAN KARIER DAN KEPUASAN KERJA PEGAWAI WANITA DI YAYASAN DHYANA PURA

This study aims to determine the influence of support systems and work-life balance on career development and job satisfaction among female employees at Yayasan Dhyana Pura. The research methodology employed a quantitative approach. The sample consisted of all female employees at Yayasan Dhyana Pura totaling 37 individuals. Data collection techniques included questionnaires, interviews, observations, and literature reviews. The analytical techniques utilized to address the hypotheses were quantitative descriptive analysis and Partial Least Square (PLS) using a Structural Equation Modeling (SEM) framework. The findings indicate that support systems have a positive influence on the career development and job satisfaction of female employees at Yayasan Dhyana Pura. Although work-life balance does not significantly affect either, career development positively impacts job satisfaction, and the presence of a strong support system enhances career development opportunities, thereby increasing job satisfaction, while work-life balance has no direct influence.

The Effect of Teamwork and Discipline on Career Development with Employee Performance as a Mediation Variable in Jakarta

The purpose of this study is to analyze the effect of teamwork and discipline on employee career development with performance as a mediating variable in Jakarta. In the business world, companies are required to have high performance in terms of company development so that the company's value increases. This clearly must be supported by quality human resources. The research method used is a comparative causal method that looks at the effect of independent variables on dependent variables, in this case the effect of teamwork and discipline on employee performance with career development as a mediating variable in Jakarta. Data was obtained through the distribution of questionnaires using Google Form. From the questionnaires distributed, 270 questionnaires were responded to, so the sample size of this study was 270 people. The data was processed using Smart pls 4 software. The results of this study are teamwork is proven to be able to predict positively and significantly in employee performance, discipline is proven to be able to predict positively and significantly in employee performance, Employee Performance is proven to be able to predict positively on career development, teamwork on the mediation variable Employee Performance is proven to be able to predict positively in career development, Discipline on mediation Employee Performance is proven to be able to predict positively in career development, teamwork has a positive and significant effect on employee performance that mediates career development is proven to be able to predict positively, discipline has a positive and significant effect on employee performance that mediates career development is proven to be able to predict positively.

The Effect of Training and Competency on Career Development: A Conceptual Framework

This article investigates the impact of training and competency on employee career development. Effective training and enhanced competencies are expected to bolster employees’ competitiveness and facilitate robust career advancement. By gaining the necessary skills and knowledge through training programs, employees can apply these competencies in their professional roles, leading to significant career progression. The research aims to elucidate the direct influence of training and competency on career development. To develop a comprehensive theoretical understanding, a detailed literature review is conducted, encompassing books, empirical studies, and conceptual papers related to employee career development. The proposed framework aims to contribute to the existing literature by clarifying the interconnections between training, competency, and career development, offering valuable insights for organizations seeking to optimize career development strategies.

Human Resource Management Strategy the Role of Managers and Career Development

The process of career development enables employees to identify their career goals within the context of human resource management strategies. Furthermore, the role of the manager is an important aspect to consider. The objective of this study is to ascertain the role of managers at PT XYZ in the career development of its employees. The research method employed was that of qualitative research using a case study model. This approach entails an in-depth and detailed investigation of a specific subject within a defined context, involving a single research subject, document, or event. The findings of this study indicate that PT XYZ's resource management has facilitated the career development of its employees through the implementation of continuous training programs, accompanied by a systematic evaluation process to ensure the efficacy of these programs in aligning with the needs of employee career development. Additionally, the role of the manager in the context of human resource management at PT XYZ has been identified as a crucial factor in this process. Furthermore, the organization has demonstrated its commitment to employee career advancement through the implementation of a promotion structure, which has been duly approved by the board of directors.

Career Development in Military Court

Career development is an employee's point of view that provides an overview of future career paths in the organization and signifies the long-term interests of the organization to employees. In developing employee careers, organizations need to provide good support regarding information, training, and opportunities that will have a positive impact on the organization. This study aims to determine the level of employee career development at the Military Court in Medan Indonesia. The sampling technique was total sampling with a sample size of 76 people. Data collection was done through questionnaires. This study used One-Way ANOVA and cross tabulation. The results of this study concluded that career development in the Military Court is in the high category. Career development of military employees is high and career development in government employees is low. This study can be a guideline for organizations to see the level of employee career development and invest in improving career development.

Pengaruh Pelatihan dan Pengembangan Karir Pegawai terhadap Motivasi Kerja Pegawai di Era Revolusi Industri 4.0 pada Dinas Perhubungan Provinsi Sumatera Utara

This study aims to determine how much influence the training and career development of employees carried out at the Transportation Agency has on employee work motivation. This research method is Quantitative and the technique used in sampling is a saturated sample technique where the entire population is used as a sample with a total of 65 respondents. The data source uses primary data, namely questionnaires (questionnaires), and secondary data obtained from interviews and literature studies. The data analysis technique used is multiple linear regression with the formula Y = a + b1 + X1 + b2 X2 + Ɛ and to determine how much influence employee training and career development have on employee work motivation using the t test and f test comparison techniques.The results of the validity and reliability tests of the questionnaire, each statement item is declared valid and reliable where if Rcalculating Rtabel with the value of all items above the value of 0.2441 and the regression equation Y = 12.239 + 0.096X1 + 0.319X2 + Ɛ is obtained, meaning that every increase of one unit will cause an increase in employee work motivation by 0.096 and 3.19. Knowing whether or not the hypothesis in this study is accepted, the t test technique is used and f count. The t value of training is 2.069 and the t value of employee career development is 2.766 and t table is 1.669 and obtained f count 3.921, while f table is 3.19 and the significance level (0.025 0.05) shows that training (X1) and employee career development (X2) together have a positive and significant influence on employee work motivation (Y)

Peran Mutasi dan Promosi dalam Pengembangan Karir dan Kinerja Pegawai

Transfers and promotions are important human resource management strategies in career development and improving employee performance. Dynamic changes in the business environment require organizations to adapt human resource needs effectively to achieve strategic goals. This research aims to analyze the role of transfers and promotions in employee career development and their impact on their performance. By understanding the transfer and promotion mechanisms, it is hoped that optimal career development strategies for employees and the organization can be identified. This research uses a qualitative approach with case studies in several companies. Data was collected through in-depth interviews with employees who had undergone transfers or promotions, as well as analysis of documents related to transfer and promotion policies within the organization. The results of the analysis show that transfers and promotions have a significant role in employee career development. Employees who experience transfers or promotions tend to have higher motivation to improve their performance. Apart from that, success in managing transfers and promotions also has a positive impact on employee loyalty to the organization.

연구기관 재직자의 심리적 임파워먼트 연구: 성별의 다양성을 중심으로

by exploring the latent psychological empowerment profiles of research institution employees and examining the differences between groups according to gender. The quality of psychological empowerment vary among employees depending not only on individual factors but also on relational and institutional factors. Since psychological empowerment is directly linked to the personal growth and career development of employees, it is essential to examine the factors that influence it. We conducted a latent profile analysis to examine how psychological empowerment profiles differ. First, we identified five profiles based on the extent of research control and overall psychological empowerment in male samples, while four profiles were identified in female samples. Second, the quality of the social network, perceived career development support, and knowledge sharing significantly influenced the probability of belonging to each profile, particularly when the perceptions of these predictor variables are high, this suggests a higher likelihood of belonging to a group with high psychological empowerment. Finally, the group with high psychological empowerment, regardless of gender, was perceived as having higher organizational commitment, career satisfaction, and technical orientation. Based on these results, we discuss the implications for enhancing the psychological empowerment of employees at research institutions and aligning their individual career development with the organization's objectives.

Effect of Transformational Leadership Behaviour on Employees’ Career Development in Zenith International Bank (ZIB) Plc, North East 3 Zone, Adamawa State, Nigeria: Post COVID-19 Pandemic Experience

The World Health Organisation (WHO) declared the coronavirus (COVID-19) pandemic as a global pandemic. The pandemic has left organisations with a number of challenges, including decreased revenue, decreased consumer spending, poor marketing outcomes, firm closures, reduced staff motivation, virtual working, increasing unemployment, and changes in service delivery and lifestyle. However, due to the rapid growth in global competition, advancements in technology, innovativeness, and growing demands for better customer service, organisational leaders were challenged to devise performance-improvement strategies in order to survive the challenges posed by COVID-19, particularly in Deposit Money Banks (DMBs). Against this backdrop, this study investigates the impact of transformational leadership (TL) behaviours on employee career development (i.e. employee mentoring and coaching). This study conceptualised TL behaviours as idealized influence, inspirational motivation, intellectual stimulation, and individual consideration, while career development as career coaching and career mentoring. The study used an explanatory survey research approach with a sampl of 130 employees from four (4) branches of Zenith International Bank Plc North East 3 Zone, Adamawa State. This study's data were collected via questionnaire. Descriptive statistics such as mean, standard deviation and correlation were used in analysing the data collected, while study's hypotheses were tested using the multiple regression technique. The regression results show that TL behaviours such as inspirational motivation, intellectual stimulation, and individual consideration have favourable significant effect on career development (Mentoring and coaching). While idealised influence has significant adverse effects on career development in both career mentoring and coaching. Overall, the findings indicate that TL positively and strongly predicts career development (i.e. career mentoring and coaching). As a result, this study concludes that TL actions are critical for organisational development and should be supported by managers since they improve employees' career progression within the organisation and have significant effects on numerous employee outcomes.

Linguistic profiling and career development through the lived experience of service sector employees in Pakistan

PurposeUnderstanding linguistic profiling and its substantial consequences on employee career development is essential in diverse workplaces. This study utilizes Levinson’s eras and career development theories to analyze the complicated relationship between linguistic profiling and biases, which hamper employee career development.Design/methodology/approachThis study used an interpretive methodology and conducted thematic data analysis. It documented lessons learned from diverse viewpoints through semi-structured interviews with 19 participants conducted in November and December 2022.FindingsThe study demonstrates that linguistic discrimination occurs in diverse workplaces. After data exploration, four intriguing themes appeared. The first theme was related to employees who were discriminated against because of various languages. This shows how often language choice affects employees. The second theme examined how linguistic profiling intersected with marginalized groups, increasing discrimination. The third theme, linguistic profiling and career development showed that bias had a huge influence on career progression. The fourth theme emphasizes organizational policies for preventing language discrimination, promoting career growth and inclusive organizations.Originality/valueThis study advances the understanding of linguistic profiling and career development in a multilingual society. In addition, it furthers discourse and provides ways to minimize biases, creating a more inclusive workplace environment.

Optimalisasi Komitmen Organisasi Karyawan Bagian Produksi PT. Hino Motors Manufacturing Indonesia Kabupaten Purwakarta Melalui Pengembangan Karier dan Kepuasan Kerja

The success of such a company lies in the role of every employee who has a strong commitment to its organization, because each employee whose strong commitments mean that they are willing to engage themselves with the company is characterized by a strong level of loyalty and dedication to the company. Then, from there, the commitment should be observed by every company. Some of the factors that can make the organization's commitment strong are how the company looks at the career development and job satisfaction of each of its employees. This research aims to find out the relationship between career development and job satisfaction and the organizational commitment of employees of the Production Division at PT. Hino Motors Manufacturing Indonesia in the district of Purwakarta. The research uses quantitative approaches and nonprobability sampling. Data analysis techniques using validity tests, reliability tests, classical assumption tests, double linear regression tests, and hypothesis tests are interpreted by interpreting the output tables of the Statistical Package for Social Science (SPSS) software program version 26. The results of this research show that career development has a partial influence on employee organization commitment, and job satisfaction has a partial impact on employee organization commitment. Furthermore, career development and employment satisfaction have a simultaneous effect on the commitment of employees in the production division of PT. Hino Motors Manufacturing Indonesia, Purwakarta district. This means that the more companies pay attention to employee career development, the higher levels of employee satisfaction can further strengthen the organization's commitment.