Career Development Variables Research Articles

Pengaruh Budaya Organisasi, Pelatihan Kerja , Dan Pengembangan Karir Terhadap Kinerja Karyawan Pada PT. Perkasa Internusa Mandiri Medan

This research aims to provide empirical evidence regarding the organizational culture of job training and development career on employee performance at PT. Perkasa Internusa Mandiri Medan in the future by testing each variable. The population in this study were 110 employees and a sample of 52 people. The research method used is multiple linear regression analysis. The results of the calculation of the partial hypothesis testing obtained the organizational culture value of 3,264 > ttebel (2,010) or the probability of sig (0,000) < 0,05, promotion (2,648) > (2,010) or probability sig (0,002) < 0,05,career development (4,966) > (2,010) or probability sig (0,003) < 0,05and the value of fcount (10,451) > Ftable(2,79) or probability sig (0,000) < 0,05. So the variables of organizational culture, job training and career development simultaneously have an effect or positively and significantly on employee performance variables at PT. Perkasa Internusa Mandiri Medan. The results of the test of the coefficient of determination obtained R Square sebesar 0,85. The indicates that 85% of organizational culture variables, job training and career developnent are able to explain the performance variables of cloud employees at PT. Perkasa Internusa Mandiri Medan the rest 15% (100% - 85%) is an influence. Fro,other unexplained independent variables such as work discipline variables such as work discipline variables and employee motivation.
 Keyword: Organizational Culture, Job Training, Career Development and Employee Performance

Pengaruh Iklim Organisasi Dan Pengembangan Karir Terhadap Semangat Kerja Karyawan Pada PT. Mahakam Energi Berkah

Abstract:
 The purpose of this study was to determine the effect of organizational climate variables and career development on employee work spirit simultaneously and partially. In addition, to determine the most dominant variable affecting employee work spirit at PT. Mahakam Energy Blessing in Tenggarong Seberang. The responden in this study were all production employees at PT. The Mahakam of Blessing Energy numbered 93 people. The analytical tool used is qualitative analysis with multiple regression models. Based on the simultaneous test table, it can be concluded that the variable organizational climate and career development simultaneously affect employee morale. Organizational climate and career development variables have a partial effect on employee morale. From the two partial correlation test results, it can be seen that the value of the organizational climate variable is the largest compared to the career development variable, so that the organizational climate variable is the most dominant variable affecting work morale.
 
 Keywords: Organizational Climate, Career Development, Work Spirit

The Effect of Career Development on Employee Performance at PT Angkasa Pura Solusi

This research is motivated by a decrease in work productivity in Indonesia, which impacts employee performance. One of the company’s efforts to increase employee productivity and performance is employee career development through training activities. Through employee career development, employee knowledge, abilities, and skills will increase and impact employee productivity and performance. This study aims to determine the effect of career development on employee performance. The population is the total number of objects of a study. The population in this study were employees of PT Angkasa Pura Solusi Soekarno-Hatta International Airport Terminal 3 Domestic, 4th Floor Office Building, Tangerang, amounting to 99 people. At the same time, the sample in this study was 80 people—data analysis technique using simple linear regression analysis. The results showed a positive influence between career development and employee performance when viewed from the t-test with a value of tcount > table (7.185 > 1.988) with a significant level of 0.05. Based on the analysis of the coefficient of determination, it can be seen that the R Square value of 0.398 or 39.8% of employee performance variables can be explained by career development variables. In comparison, the remaining 60.2% is influenced by other variables not explained by the author in this study. The results showed a positive influence between career development and employee performance when viewed from the t-test with a value of t-count > t-table (7.185 > 1.988) with a significant level of 0.05. Based on the analysis of the coefficient of determination, it can be seen that the R Square value of 0.398 or 39.8% of employee performance variables can be explained by career development variables. In comparison, the remaining 60.2% is influenced by other variables not explained by the author in this study. The results showed a positive influence between career development and employee performance when viewed from the t-test with a value of t-count > t-table (7.185 > 1.988) with a significant level of 0.05. Based on the analysis of the coefficient of determination, it can be seen that the R Square value of 0.398 or 39.8% of employee performance variables can be explained by career development variables. In comparison, the remaining 60.2% is influenced by other variables not explained by the author in this study.

Permasalahan kepemimpinan dan pengembangan karir dan pengaruhnya terhadap produktivitas kerja guru

The purpose of this study is to analyze the simultaneous, partial and dominant influence of the variable Leadership and Career Development on teacher work productivity. This type of research is explanatory research, namely research that aims to determine the relationship between the two variables of leadership and career development on teacher work productivity. The research population was the Riyadlul Jannah Pacet Junior High School teacher, Mojokerto. Data analysis used multiple linear regression. The results of the study show that: 1) leadership and career development have a simultaneous effect on teacher work productivity. 2) leadership and career development have a partial effect on teacher work productivity. 3) career development has a dominant effect on teacher work productivity.

The effect of career development and work motivation on employee job satisfaction at PT. SOURCE OF ALFARIA TRIJAYA, JAMBI CITY

AbstractThis study aims to explain whether the variables of career development and motivationwork has a significant effect on employee job satisfaction at PT. SourceAlfaria Trijaya and knowing which variable is more dominant between the two.From the results of the data analyzed by using qualitative methods and quantitative methods,found results that show that together or simultaneously, the two factors thatIn this study, it has a positive effect on the independent variable, namely job satisfaction.employee with the result Y= ,???????????? + ,???????????? + , + . Then when in reviewFrom the results of the coefficient of determination, it is found that the magnitude of the contribution of the two variables isThis impact on performance satisfaction reached 59.9% and the rest was influenced by other factors, whichThus, it is concluded that the studied variable has an effect on job satisfactionemployees.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, DESAIN PEKERJAAN DAN PENGEMBANGAN KARIR TERHADAP KEPUASAN KERJA DIMODERASI OLEH TEKNOLOGI PADA GENERASI MILENIAL DI INDUSTRI PENDIDIKAN

The quantity of millennial generation is increasing every year, including the working millennial generation. At work, millennial generation satisfaction is still lower than the generation above. Job satisfaction is an important aspect that companies need to evaluate because it will affect employee performance, which ultimately leads to employee loyal ty or turn over. According to Robbins & Judge (2017) and Armstrong (2014), factors that affect job satisfaction are leadership, job design, career development, coworkers, and work environment (one of which is technology).The purpose of this study was to analyze the influence of transformational leadership, job design, and career development on job satisfaction of millennial generation employees with technology moderation. This research was conducted by distributing gform questionnaires to 205 respondents from the millennial generation in the education industry, in Jakarta. The results of this study explain that the variables of transformational leadership, job design, career development and technology can affect job satisfaction by 80%, the rest is influenced by other factors.The variables of transformational leadership, job design, career development and technology have a significant positive effect on job satisfaction variables. Meanwhile, the technology variable as a moderating variable does not have a significant effect in moderating exogenous variables against endogenous variables.

Pengaruh budaya organisasi, pengembangan karir dan self efficacy terhadap kinerja karyawan pada PT. Pos Padang

This study aims to determine how much influence Organizational Culture, Career Development, and Self Efficacy have on Employee Performance. The analytical method used is correlation analysis and multiple regression. The method of data collection in this study is to use a questionnaire filled out by respondents, namely employees of PT. Padang Post. From the results of multiple regression analysis, it shows that: (a) organizational culture has a partially significant effect on employee performance, (b) career development has a partially significant effect on employee performance, (c) self-efficacy has a partially significant effect on employee performance development, (d) ) organizational culture, career development and self-efficacy together on career development, (e) the contribution of organizational culture, career development, and self-efficacy variables together on employee performance is 71.4% while the remaining 28.6 % influenced by other variables not examined in this study.

Pengaruh Budaya Organisasi, Pengembangan Karir, Dan Komitmen Organisasi Terhadap Kinerja Karyawan Hotel Desa Wisata TMII Jakarta

<strong><em><span>Purpose</span></em></strong><em><span> The purpose of this study was to determine the effect of organizational culture, career development, and organizational commitment on the performance of hotel employees at the tourist village of TMII Jakarta<strong>. Methodology</strong> The data collection method used was a questionnaire. The number of samples used as many as 95 respondents who are employees of the Hotel Desa Wisata TMII Jakarta. Analysis technique with multiple regression. <strong>Findings</strong> The three variables of organizational culture, career development and organizational commitment either partially or jointly proved to have an effect on performance. <strong>Suggestion</strong> Companies need to pay attention to employee career development because this has proven to be the most significant. </span></em>

Understanding the impact of functioning on career factors for individuals with disabilities and criminal backgrounds

Securing meaningful employment following incarceration has proven to be difficult for all individuals but disproportionately affects individuals with disabilities. Despite this knowledge, less research is focused on examining how various aspects of functioning impact specific behaviors related to career development. Utilizing a survey of 61 individuals, all of whom self-reported as having disabilities and prior criminal justice involvement, the current study investigated the relationship between individual functioning and career development variables. Results from this study can better inform reentry and rehabilitation professionals on how to provide support to individuals with disabilities and criminal backgrounds in gaining meaningful employment upon release.

Pengaruh Pengembangan Karir dan Pelatihan Kerja terhadap Motivasi Kerja Pegawai Rumah Sakit Cut Nyak Dhien

This study aims to determine the effect of career development and job training on work motivation of the employees of the Langsa City Cut Nyak Dhien Hospital. The population in this study were all employees totaling 34 people. The sampling technique was non-probability sampling with saturated sampling, so that all populations were sampled in this study. The results showed that the resulting liner regression model was Y = 5.597 - 0.192X1 - 0.054X2. Career development variables have a negative effect on employee work motivation by -0.192 and job training variables have a negative effect on employee motivation by -0.054, so that career development and job training do not need to be given at this time because of 5.597 values which have very good meanings the work motivation of the employees of the Langsa City Cut Nyak Dhien Hospital at this time. Partially career development and job training have an insignificant effect on employee motivation. And simultaneously career development and job training have an insignificant effect on employee motivation. Based on the value of the coefficient of determination, only 4% of career development and job training variables can explain the variables of work motivation for the employees of the Langsa City Cut Nyak Dhien Hospital.

The Effect of Supervision, Career Development, and Position Promotion on Employee Performance at PT. Saka Partner Sejati Medan

Research with the title Effect of Supervision, Career Development, and Promotion of Position on Employee Performance at PT. Saka Mitra Sejati Medan” This study aims to explain the influence of the variables of Supervision, Career Development, and Position Promotion simultaneously and partially on Employee Performance at PT. Saka Mitra Sejati Medan. The research method used is a quantitative model, using a questionnaire as a data collection tool which is distributed to all units/sections of PT. Saka Mitra Sejati Medan, totaling 67 employees. Analysis of the data in this study using multiple linear regression analysis assisted by a computer program SPSS for Windows. The results of the simultaneous test resulted in the F test yielding a calculated F value of 21,458 with a significant level of 0.00. Because F count 21,458 > F table 2.75 and the significant probability is much smaller than 0.05, i.e. 0.00 t table 1.669 with a significant 0.000 t table 1.669 with a significant 0.000 > 0.050, meaning that partially career development variables have a positive and significant effect on the performance of employees of PT. Saka Mitra Sejati Medan. The results of the job promotion variable test value tcount 2,335 > ttable 1,669 with a significant 0.000 < 0.050, meaning that partially the job promotion variable has a positive and significant effect on the performance of PT. Saka Mitra Sejati Medan. The number of Adjusted R Square is 0.482, which means that 48.2% of the dependent variable is the performance of PT. Saka Mitra Sejati Medan is explained by independent variables consisting of supervision, career development, and promotion, and the remaining 51.8% is explained by other variables outside of the variables used. So most of the dependent variables are explained by the independent variables used in the model.

Faktor-Faktor yang Mempengaruhi Kinerja Karyawan Perbankan: Studi pada PT. Bank Rakyat Indonesia (Persero) Cabang Batang

The purpose of this study is to describe and analyze the influence of leadership, intrinsic motivation, and career development on employee performance. The population in this study were 140 employees of PT Bank Rakyat Indonesia (Persero) Batang Branch. The sampling method used was purposive sampling method. Based on the data analysis, it can be concluded that there is a significant influence of the leadership variable on employee performance. There is a significant influence of the intrinsic motivation variable on employee performance. There is a significant influence of career development variables on employee performance. The variables of leadership, intrinsic motivation, and career development can affect employee performance by 41.8%.

PENGARUH REKRUITMEN, PENGEMBANGAN KARIR, DISIPLIN KERJA DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN DINAKERTRANSDUK PROVINSI JATENG

Policies to improve employee performance need to be analyzed further. In this study will analyze the effect of recruitment, career development, work discipline and work motivation on employee performance at Dinakertrasduk, Central Java province. In this study, samples were taken as many as 100 people using purposive sampling technique, namely sampling based on criteria, among others: employees who are taken as samples are employees who have worked for at least 3 years. The data analysis method used in this research is validity, reliability, multiple linear regression, t test. The results show that with multiple linear regression analysis, it can be shown by the regression equation Y = -0.16X1 + 0.862X2 + e1. From the results of the analysis above, it can be concluded that the variables of recruitment and career development do not increase, which affects work motivation. while the regression equation analysis Y2 = 0.506X3 + 0.271Y1 + e2 from the results of the analysis above, it can be concluded that discipline and motivation variables increase, affect performance. The hypothesis that has been carried out in this study can be concluded that: a. There is a positive and significant effect of recruitment on motivation. b. There is a positive and significant effect of career development on motivation. c. There is a positive and significant effect of work discipline on performance. d. There is a positive and significant influence of motivation on performance in Dinakertrasduk Povinsi Central Java. Suggestions that can be put forward in this study include: company leaders to pay attention to things that can increase employee motivation and performance, among others: to further promote career development of employees of Dinakertrasduk, Central Java Province. and improve work discipline of the employees of the Central Java Province Dinakertrasduk. and pay attention to the work motivation of its employees.

PENGARUH PENGEMBANGAN KARIR,MOTIVASI KERJA DAN KOMPETENSI TERHADAP PRODUKTIVITAS KERJA KARYAWAN DI PERUSAHAAN DAZZLE YOGYAKARTA

This study aims to determine the influence of the variable influence of career development, work motivation and work competence on employee work productivity at Dazzle company in Yogyakarta. This research method uses descriptive survey methods and explanatory surveys. The sample in this study were 50 respondents who were drawn from employees at the company Dazzle Yogyakarta. The data analysis method used in this study was multiple regression analysis. The result of the research is that there is a positive and significant influence on career development variables, work motivation and work competence on work productivity in the company Dazzle Yogyakarta

PENGARUH PELATIHAN KERJA, PENGEMBANGAN KARIR DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN DI YAYASAN KESEJAHTERAAN UMAT PERSADA INDONESIA

The purpose of this study is whether job training, career development and work environment have a significant and simultaneous effect on employee performance at Persada Indonesia's Persada Welfare Foundation. The population in this study came from the number of employees who worked, namely 43 people. The research sample was taken by incidental sampling and obtained 43 respondents with multiple linear regression methods. In this study, using a questionnaire that was distributed to the employees encountered. The results showed that the variables of job training, career development and work environment had a significant effect on employee performance at the Persada Persada Indonesia Welfare Foundation, either partially or simultaneously. Three independent variables explained that the employee's performance was 67.9% and the others were influenced by other variables &#x0D; &#x0D; Keywords: job training, career development and work environment, employee performance

Work Stress Factors in Innures at the Putri Hijau Kesdam I Bukit Barisan Medan

One of the jobs that is prone to stress is a nurse. According to PPNI, 50.9% of Indonesian nurses experience work stress. This study was to determine the factors that influence the stress of nurses at the Putri Hijau Level II Hospital, Medan. The research design used was cross sectional with a population of 152 nurses in this study and the sample used a stratified random sampling technique to 60 nurses. Data analysis using binary logistic regression test. Research shows that there is an effect of workload (p = 0.03) and interpersonal relationship (p = 0.03) on nurses 'work stress, while the variables of gender, tenure, career development and role conflict have no effect on nurses' work stress. Workload and interpersonal relationships in the workplace have the potential to cause work stress for nurses. So it is advisable for the management to adjust the physical and mental workload with the capacity and ability of nurses, and strive for a conducive social environment.

PENGEMBANGAN KARIR, MOTIVASI DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN DI BKPP SEMARANG

Career development, motivation and job satisfaction are interrelated in influencing the performance of an employee. The purpose of this study was to determine the effect of career development, motivation and job satisfaction on employee performance at BKPP Semarang City. The sample in this study took the entire population of employees at BKPP Semarang City as many as 70 respondents. Data were collected using a questionnaire with a Likert scale. The results of this study indicate that career development has a significant effect on employee performance, motivation does not significantly affect employee performance and job satisfaction significantly affects employee performance. Simultaneously (together), the variables of Career Development, Motivation and Job Satisfaction have a contribution of 61.2% in influencing employee performance, while the remaining 38.8% is influenced by other variables outside of this study. &#x0D; Keywords: Career Development, Motivation, Job Satisfaction, Employee Performance

The influence of work discipline, career development and compensation on employee performance of protocol and consular directorate

This study aims to determine the impact of work discipline, career development, and compensation on the performance of the civil servant (PNS) of the General Directorate Protocol and Consular Affairs. The research object is selected because there are still problems in performance goals, work discipline, compensation and career development. This is a quantitative study and data collection conducted within the General Directorate of Protocol and Consular Affairs using questionnaires, interviews, and documents. Data analysis used the structural equation analysis (SEM) method on the smartpls 3.3.3 software. The results of this study show that career development variables significantly impact on compensation, while work discipline, career development and compensation variables have a significant direct impact on performance. Then work discipline and salary variables mediated by compensation variables also have a significant impact on employee performance

부모 진로지지 관련 변인과 청소년 진로선택 및 발달 변인에 관한 메타분석

이 연구의 목적은 부모 진로지지 관련 변인과 청소년 진로선택 및 발달 변인 간 상관계수의 평균 효과크기를 밝히고 학교급에 따른 평균 효과크기의 차이를 밝히는데 있다. 연구 목적을 달성하기 위해 PRISMA flow chart에 따라 문헌을 수집하였고 최종 45편(학술지 논문 16편, 학위논문 29편)을 선정하여 분석에 활용하였다. 연구 결과 도출을 위해 R 프로그램의 메타분석 패키지 ‘meta’, ‘metafor’를 이용하여 동질성 검정, 출간 편향 검정, 효과크기 분석을 하였고 효과크기는 높은 효과크기, 중간 효과크기, 낮은 효과크기로 구분(Cohen, 1988)하였다. 연구결과 첫째, 부모 진로지지와 진로결정자기효능감 간 관계는 유의미한 정적 평균 효과크기를 보였고 대화적 지지, 정서적 지지, 정보적 지지, 경험적 지지 순으로 유의미한 정적 평균 효과크기를 보였다. 둘째, 진로 관련 부모지지는 진로인식, 진로결정자기효능감, 진로준비행동, 진로(태도)성숙, 진로포부 순으로 유의미한 정적 평균 효과크기를 보였다. 셋째, 진로 관련 부모지지와 진로(태도)성숙 간 평균 효과크기는 학교급에 따라 차이가 있는 것으로 나타났고 초등학교, 중학교, 고등학교 또는, 초등학교, 고등학교, 중학교 순으로 유의미한 정적 평균 효과크기를 보였다. 마지막으로, 연구의 결론 및 제언을 제시하였다.

THE EFFECT OF COMPENSATION, CAREER DEVELOPMENT AND WORK EXPENSES ON TURNOVER INTENTION AT PT SUKSES KELOLA PERSADA

This study aims to measure the effect of compensation, career development, and workload on turnover intention of PT. Successfully Manage Persada or Trade Mall Mangga Dua Square. This research is quantitative in nature. The population is all employees of PT. Success Manage Persada. The sampling technique was random sampling with a sample of 114 employees. The research data were analyzed using multiple linear regression using the SPSS 25 test tool. The results of the t-test for compensation and career development variables partially had a significant negative effect, and workload partially had a significant positive effect on turnover intention. The results of the F-test show that the Sig. ie 0.000 and less than 0.05. This indicates that the variables of Compensation, Career Development, and Workload together have a significant effect on Turnover Intention (H4 accepted). The results of the normality test showed that 0.96, which means greater than 0.05. This means that the residual data is normally distributed. Suggestions for further research are to include other factors that have a strong influence with Turnover Intention.