Influence Of Career Development Research Articles

The Influence of Career Development, Organizational Climate, And Motivation on Employee Performance at Sidenreng Rappang Regency Water Resources Management Office

The research aimed to examine the effect of career development, organizational climate, and work motivation on employee performance at the Sidenreng Rappang Regency Water Resources Management Office. The process was through the application of a quantitative method by collecting data from two important sources. The primary data were collected by distributing questionnaires to 52 respondents while secondary sources included official documents from related agencies. The data collected were analyzed using statistical methods to identify the relationship between the variables. The analysis was initiated through a Validity and Reliability test followed by Multiple Linear Regression, Hypothesis Test, and Partial t-test to evaluate the hypothesis proposed. The results showed that career development, a positive organizational climate, and high work motivation significantly influenced employee performance. This showed that the sustainable and structured combination of the three factors could increase collective employee performance and assist in achieving organizational goals.

The Influence of Career Development, Organizational Climate, And Motivation on Employee Performance at Sidenreng Rappang Regency Water Resources Management Office

The research aimed to examine the effect of career development, organizational climate, and work motivation on employee performance at the Sidenreng Rappang Regency Water Resources Management Office. The process was through the application of a quantitative method by collecting data from two important sources. The primary data were collected by distributing questionnaires to 52 respondents while secondary sources included official documents from related agencies. The data collected were analyzed using statistical methods to identify the relationship between the variables. The analysis was initiated through a Validity and Reliability test followed by Multiple Linear Regression, Hypothesis Test, and Partial t-test to evaluate the hypothesis proposed. The results showed that career development, a positive organizational climate, and high work motivation significantly influenced employee performance. This showed that the sustainable and structured combination of the three factors could increase collective employee performance and assist in achieving organizational goals.

The Influence of Career Development, Job Loyalty and Employee Welfare on Employee Performance in National Unity and Political Agencies in South Minahasa

This research aims to determine the influence of career development, job loyalty and Employee Welfare on employee performance at the National Unity and Political Agency of South Minahasa. This research uses quantitative and associative methods. The sampling technique in this research used saturated samples. Data collection in this research used a questionnaire distributed to 35 respondents who were KESBANGPOL Agency employees. The results show that career development, job loyalty and employee welfare simultaneously have a significant effect on the performance of employees of the National Unity and Political Agency of South Minahasa. Career development partially and significantly influences the performance of employees of the South Minahasa National and Political Unity Agency. Job loyalty partially and significantly influences the performance of employees of the National Unity and Political Agency of South Minahasa. Employee welfare partially and significantly influences the performance of employees of the National Unity and Political Agency of South Minahasa. It can be concluded that Career Development, Job Loyalty and Employee Welfare simultaneously have a positive and significant effect on the performance of employees of the South Minahasa National and Political Unity Agency, while the variables of career development, job loyalty and employee welfare partially have a positive and significant effect on the performance of National Unity and Political Agency employees. South Minahasa Politics. For the National Unity and Political Agency of South Minahasa, the variables of career development, job loyalty, and employee welfare have been proven to influence employee performance

The Influence of Career Development and Perceived Organizational Support (POS) on Employee Retention Through Employee Performance at PT. Graha Agung Perkasa

This research aims to analyze the influence of career development and perceived organizational support (POS) on employee retention through employee performance at PT. Graha Agung Perkasa. The type of research carried out in this research is quantitative. The population in this study were employees from PT. Graha Agung Perkasa, totaling 100 respondents. The sample collection technique used the Slovin formula which obtained 50 respondents. The research results showed that career development had a significant effect on employee retention, perceived organizational support (POS) had a significant effect on employee retention, career development had a significant effect on employee performance, perceived organizational support (POS) has an effect but is not significant on employee performance, and employee retention has a significant effect on employee performance.

The Influence Of Career Development, Work Motivation And Individual Characteristics On Employee Job Satisfaction At The Djp North Sumatra I Regional Office

The purpose of this study is to ascertain whether employee job satisfaction at the DJP North Sumatra I Regional Office is influenced by career development, work motivation, and individual characteristics simultaneously or in part. The examination was led at the North Sumatra I DJP Provincial Office Jalan Sukamulia No. 17A Medan, with a population of 145 individuals and an exploration test of 59 individuals. Information assortment was completed through meetings, polls and documentation. Using version 24 of the IMB Statistics for Product and Service Solution (SPSS) computer program, multiple regression analysis was used to analyze the data. In view of the consequences of the examination, it was found that profession improvement meaningfully affects work fulfillment for representatives of the North Sumatra Provincial Office of DJP I. This is upheld by the investigation results t count > t-table (2.077 > 2.004) at n = 59 at an importance level of 95%. Work inspiration meaningfully affects the work fulfillment of representatives of the DJP North Sumatra Local Office I; this is upheld by the examination of t count > t-table (5.857 > 2.004) at n = 59 at an importance level of 95%. Individual qualities affect the work fulfillment of representatives at the North Sumatra Local Directorate General Office I; this is upheld by the t count < t-table examination (1.326 < 2.004) at n = 59 with an importance level of 95%. The F-count esteem > F table (50.623 > 2.78) expresses that together (differently), there is a positive and huge effect on profession improvement, work inspiration and individual qualities on the work fulfillment of representatives of the North Sumatra Local Office of DJP.

민간위탁고용서비스 직업상담사의 경력개발 영향 요인

This study aims to identify the factors influencing career development efforts among career counselors in private consignment employment services and to derive implications for career development support. To achieve this goal, a survey was conducted targeting 1,000 employees of private consignment employment service agencies, and empirical analysis was performed using chi-square test and binary logistic regression. As a result, firstly, the participation of private consignment employment service workers in education and training is closely related to employment stability. Secondly, among the career development reasons of private outsourcing employees, career goals for self-realization and employment stability are associated with job changes and transitions to other organizations, while career goals for future prospects and autonomy are associated with managerial positions. Thirdly, high-quality education and training participation support should be carefully considered for the career development of private consignment employment service workers. Finally, five variables were found to have a significant impact on career development efforts: age as a personal factor, income as an organizational factor, and career development reasons such as autonomy in job authority and intention to change jobs. In summary, the study suggests that to enhance the professionalism of private consignment workers, it is necessary to provide education and training tailored to the needs of different life cycles, ensure equal opportunities for education and training, empower individuals in decision-making through career counseling, and engage in in-depth discussions on the curriculum of career development programs.

The Influence of Career Development, Positive Psychology, Organizational Communication, and Strategic Digital Leadership on the Improvement of Performance in the Aviation School Organization of the Ministry of Transportation, Mediated by Employee Motivation

This research investigates the factors influencing organizational performance within the Flight School of the Ministry of Transportation, focusing on the unique structure of the Public Service Agency (BLU) and its technical implementation units. It explores challenges faced by aviation service schools in meeting BLU revenue targets and highlights the significance of human resource management. Drawing on insights from scholars, the study examines the impact of career development, positive psychology, organizational communication, and digital leadership strategies on organizational performance, mediated by employee motivation. Using a quantitative approach involving a survey of 175 officials and Structural Equation Modeling (SEM), the research finds positive influences of these factors on organizational performance, with employee motivation playing a mediating role. However, limitations such as reliance on self-reported data and the sample size constrain the generalizability of findings. Future research could employ qualitative methods and longitudinal studies to deepen understanding and investigate long-term effects.

CAREER DEVELOPMENT DAN WELFARE ALLOWANCES TERHADAP EMPLOYEE PERFORMANCE PADA KARYAWAN LEMBAGA AMIL ZAKAT

This study aims to explore and analyze the influence of career development and welfare benefits on employee performance at amil zakat institutions. The method used is a quantitative method that focuses on hypothesis testing. The sample used was 45 employees, using a random sampling technique. Data was collected by distributing questionnaires which were then processed using SPSS tools through multiple linear regression techniques. We consider validity and reliability to determine the reliability of the research statement items. Then, this study also considers classic assumptions such as normality, multicollinearity, and heteroscedasticity. After all that is fulfilled, then the hypothesis testing is carried out. The findings of this study prove that career development and welfare benefits have a significant positive effect on employee performance.

Effect of Human Resource Management Practices on Employee Performance of Public Institutions in Rwanda. A Case Study of Rwanda Development Board (RDB)

This paper exploring the effect of human resource management practices on employee performance in public institutions in Rwanda, with a specific focus on RDB. The objectives of the study were to determine the influence of career development and compensation on employee performance in public institutions at RDB. The study employed a descriptive research design that utilized both quantitative and qualitative approaches, targeting 139 individuals from RDB and sampling 103 respondents as the sample size. The research adopted a stratified and simple random sampling technique, with data being collected through questionnaires and interviews. The data were analyzed using the Statistical Package for Social Sciences (SPSS), with the study's findings being presented through descriptive and inferential statistics. The findings of the study indicate a positive and significant relationship between career development and employee performance of RDB (r=.694, p=0.000). Additionally, the results reveal a negative and significant correlation between compensation and employee performance in public institutions (r=-0.513, p=0.000). This suggests that an increase in career development, compensation, performance appraisals, and recruitment leads to a boost in employee performance at RDB since the coefficients are positively related. Based on the study's findings, it is recommended that RDB management provide a cost-of-living increment for their employees, ensuring that employee wages remain reasonable compared to living expenses. As the cost of essential items increases, employees require more money to cover their expenses.

Pengaruh Pengembangan Karir, Pendidikan Dan Pelatihan Kerja (Diklat) Dan Kedisplinan Terhadap Kinerja Pegawai

This research aims to determine the influence of Career Development, Education and Training (training) and Discipline on employee performance (case study at the Semarang City Housing and Settlement Area Office). This research uses a non-probability sampling technique using a saturated sample method. Data processing used the SPSS version 25 program. The population used in this research were civil servants at the housing and residential area services in the city of Semarang and the sample used was 150 respondents. The data in this study used Likert scale measurements, the data collection process was carried out using a questionnaire or manual paper for 150 respondents. The results of the analysis and discussion show that there is an influence. The results of this research show that there is a positive and significant influence between the variables Career Development, Education and Training (training) and Discipline on employee performance. The results of testing the coefficient of determination obtained a value of Adjusted R Square Adjusted R Square of 0.383 . So it can be concluded that the variables career development, education and training (training) and discipline influence employee performance by 38.3% while the remaining 61.7% comes from other variables outside the model which were not examined in this research.

Modeling Nurse Job Satisfaction Mediated Remuneration Supported Career Development and Transformational Leadership

Objective: The objective of this study is to examine and create a model that proposes that views of compensation, in conjunction with career development and transformational leadership, operate as a mediating factor in nurse job satisfaction. Methodology: 200 clinical nurses participated in the survey-based study, which was carried out at the Embung Fatimah Regional General Hospital in Batam City. Stratified random sampling was used for the sampling process. The structural model's results show that career development has a favorable and considerable impact on job satisfaction, which is higher than the effects of transformational leadership and compensation. Greater than the impact of transformational leadership on compensation is the direct and substantial influence of career development on compensation. There is an indirect influence of career development on job satisfaction through remuneration that is greater than the influence of transformational leadership on job satisfaction through remuneration. Conclusion: Since compensation is a mediating variable, our research introduces it. It is imperative for nurses to prioritize their professional career development and adhere to existing legislation when it comes to remuneration management in order to enhance job satisfaction.

The Effect of Career Development, Employee Engagement, Interpersonal Communication and Work Involvement on the Performance of PT. Indo Dharma Transport

The purpose of this study is to determine the effects of Career Development, Employee Engagement, Interpersonal Communication and Job Involvement for the Employee performance of PT. Indo Dharma Transport . The results of this study indicate that there is a positive and significant influence Career Development, Employee Engagement, Interpersonal Communication and Job Involvement on Employee Performance PT. Indo Dharma Transport . Regression equation Y = 0.234 (X1) + 0.305 (X2) + 0.181 (X3) + 0.221 (X4) an be predicted about the ups and downs or the size of employee performance or the increase of employee performance at PT. Indo Dharma Transport. This is because the condition of the required needs of employees, so that PT. Indo Dharma Transport should pay attention to factors that have a positive influence for employee performance, so that the performance of employees of PT. Indo Dharma Transport can increase and employees will continue to improve their performance.

The Influence of Career Development through Job Crafting un the Performance of East Java Province Inspectorate Employees

The Influence of Career Development through Job Crafting un the Performance of East Java Province Inspectorate Employees

The Influence Of Career Development, Training, And Communication On Employee Performance At The Nusantara Sakti (NSS) Dealer In Bengkulu City

The purpose of this research is to find out the influence of Career Development, Training and Communication on Employee Performance at the Nusantara Sakti (NSS) Dealer in Bengkulu City. The population in this study were all employees of the Bengkulu City Dealer Nusantara Sakti (NSS), totaling 36 people and sampling using the saturated sampling method.
 In this study the researcher used data collection methods by means of observation, interviews and distributing questionnaires.The data analyzed using the instrument tests , classical assumption tests, analysis of respondents' responses, multiple linear regression analysis, hypothesis testing and analysis of the coefficient of determination. The results showed that career development had a positive and significant effect on the employee performance, then training had a positive and significant effect on the employee performance and communication had a negative and insignificant effect on the employee performance due to a lack of communication between superiors and subordinates as well as fellow co-workers. So, from the results of the research,it can be concluded that career development, training and communication have a simultaneous effect on employee performance at Nusantara Sakti (NSS) Dealer of Bengkulu City. While partially the communication variable has no effect on employee performance at Nusantara Sakti (NSS) Dealer of Bengkulu City.

The influence of career development and organizational commitment on employee work productivity through work motivation of Kpp Pratama Jakarta Cakung

This study aims to examine and analyze the effect of career development and organizational commitment on employee productivity through work motivation. This research was conducted at the KPP Pratama Jakarta Cakung office with a total population of 101 employees. The sampling technique in this study used the Slovin formula with a total sample of 81 employees. In this study, the research design used was quantitative research by distributing questionnaires to KPP Pratama Jakarta Cakung employees and taking several books, journals, and examples of previous studies related to this research. Data analysis methods used in this research are regression analysis, descriptive analysis, and path analysis. Based on the results of the research, shows that 1) career development and organizational commitment have an impact on increasing work motivation. 2) career development and organizational commitment have an impact on increasing work productivity. 3) work motivation has an impact on increasing work productivity 4) career development and organizational commitment have an impact on increasing work productivity through work motivation. Work motivation cannot mediate, namely career development and organizational commitment in influencing employee work productivity.

Self-ageism among women in Greece: The role of burnout in career decision-making self-efficacy

The present research attempts to identify the role of age in women’s working lives. It studies the factors and aspects of women’s working lives that are affected by age and whether the burnout they experience affects their self-efficacy in the way they make professional decisions. A cross-sectional online survey was conducted in Greece. To obtain the data a structured, online, self-administered questionnaire was used. The questionnaire consists of 25 questions referring to the variable of burnout (Maslach Burnout Inventory — MBI), 25 questions concerning self-efficacy in career decision-making (career decision self-efficacy scale short form — CDSES-SF), and 25 questions concerning demographic data. The collected data was processed using the R language. The findings show that age and gender are very important factors influencing career development (Aliyev & Tunc, 2015). Age, therefore, plays a key role in women’s working lives (Loretto et al., 2000). The study adds value to existing research on ageism by focusing on the consequences for women’s professional lives in Greece. The findings can help in the formulation and development of targeted interventions to empower women and train them to improve their self-efficacy in terms of professional decision-making.

The Effect of Training and Competence on Career Development Through Talent Management as an Intervening Variable (Case Study of Cahya Kerja Company)

This study uses talent management as an intervening variable to examine how training and competency affect career advancement. PT. Cahya Kerja served as the research subject for this study. The study methodology combines path analytic techniques with a quantitative approach, and smart-pls is used as a data processor. Utilizing pertinent statistical analysis, the gathered data is assessed. According to the study's findings, funding for competency and training programs improves talent management. According to the study's findings, talent management is a factor that modifies the connection between career advancement, competence, and training. These findings offer valuable information to the organization, highlighting the significance of funding employee competency, training, development, and talent management in fostering career growth. This study has useful ramifications for human resource management and contributes to our understanding of the variables influencing career development within the framework of PT. Cahya Kerja.

Intrinsic Factors Influencing Career Development among College Music Teachers in Establishment Stage from Fujian, China

In the career development, individuals show a stronger need on the professional advancement and are expected to make more definite career decisions in the establishment career stage. This study used semi-structure interview of qualitative study to investigate the intrinsic motivation influencing career development among three music teachers who were in the career stage of establishment from higher educational institutions in Fujian, China. The interview was modelled and the interview transcriptions were analysed and coded based on the theory of Maslow’s Hierarchy of Needs. The results indicated that higher education music teachers who sought for professional upgrading in the music industry in their establishment career stage will be intrinsically influenced by the needs of love and belonging in terms of the salient life roles (for example, son/daughter, spouse, and parent); the needs on esteem that boosting the career expectation toward receiving recognition from students, students’ parents, and music professionals; and the needs on self-actualization on music professionalism by enhancing music playing skills, mastering new music skills, and lifelong learning. The study offered a valuable knowledge to the field of music education, inform policy and practice, and ultimately empower music teachers to realize their full potential in nurturing the next generation of musicians and scholars.

Pengaruh Pengembangan Karir dan Kompensasi Terhadap Kepuasan Kerja Karyawan

Job satisfaction is a crucial factor to be considered in the management and empowerment of human resources within a company. This research aims to achieve the following objectives: (1) Determine the impact of career development on employee job satisfaction at PT Putmasari Perkasa Semarang. (2) Assess the influence of compensation on employee job satisfaction at PT Putmasari Perkasa Semarang. (3) Examine the combined impact of career development and compensation on employee job satisfaction at PT Putmasari Perkasa Semarang. Descriptive analysis is employed in this research, utilizing the multiple linear analysis method. The SPSS program is utilized for data processing and analysis. A quantitative descriptive research method is applied, where variables are measured using a Likert scale. Data collection involves the distribution of questionnaires to respondents, who are employees of PT Putmasari Perkasa Semarang. The findings of this research indicate that: (1) Career development significantly and positively influences employee job satisfaction at PT Putmasari Perkasa Semarang, with a significance level of 0.000 < 0.05. (2) Compensation also has a positive and significant impact on employee job satisfaction at PT Putmasari Perkasa Semarang, with a significance level of 0.000 < 0.05. (3) The combined influence of career development and compensation significantly affects employee job satisfaction at PT Putmasari Perkasa Semarang, with a significance level of 0.000 < 0.05.

The Influence of Career Development, Competence and Work Conflict on Job Satisfaction

Job satisfaction is a description of an employee's feelings of pleasure and displeasure with the work he does, by identifying the results of the work that has been done, supervisor recognition of the work that has been done, compensation, self-development, supervision of superiors and the relationship of the employee's emotional state that occurs or does not occur the meeting point between the value of the employee's work and the company or organization with the level of return value that the employee concerned really wants. This study aims to determine and analyze the effect of Career Development, Competence and Job Conflict on Job Satisfaction (Case Study at Wisma Lampung Jakarta Service Unit). The research design uses a causal quantitative method, namely knowing the effect between the variables studied. The data collection tool uses a questionnaire that has been tested for validity and reliability which is distributed via googleform. The population studied in this study were 50 people, using saturated sampling techniques. Data analysis was carried out using Smart-PLS (Partial Least Square) through outer model testing, inner model and hypothesis testing. The results showed that the career development variable had an effect on job satisfaction, the competency variable had an effect on job satisfaction and work conflict had an effect on job satisfaction in the Wisma Lampung Jakarta Service Unit.