Pengaruh perencanaan karir pelatihan dan pengembangan karir terhadap kinerja karyawan

Mulyadi, Rajib; Hidayati, Tetra; Maria, Siti

doi:10.29264/jkin.v15i1.1999

Cited by 18 publications

(20 citation statements)

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“…This shows that the growth that occurs in career development has not been able to have a significant impact on improving employee performance. This study's results differ from Mulyadi et. al.…”

Section: Influence Of Career Development On Employee Performancecontrasting

confidence: 99%

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Antecedents That Influence Employee Performance in PT Lion Air with Organizational Culture as a Mediation Variable

Amri

2023

Jambura Sci. Manag.

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This study aims to determine and analyze the effect of motivation and career development on employee performance and the organizational culture of PT Lion Air employees. This quantitative research takes place in PT Lior Air with 100 empolyees as the research sampel. The data collected by online qustionare and the analysis technique using statistical method ed by SmartPLS 3.0. Development have positive impact on corporate culture. Motivation have positive impact on employee performance. Meanwhile, Career development have no impact employee performance. Also Organizational culture have no impact employee performance.

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Section: Influence Of Career Development On Employee Performancecontrasting

confidence: 99%

“…Research conducted by Mulyadi et al (2018) that examined employee performance at national bank companies stated that career development had a significant positive effect on performance. Similar to the study, Dewi et al (2021) research also indicated that employee development could influence employee performance.…”

Section: Introductionmentioning

confidence: 99%

Antecedents That Influence Employee Performance in PT Lion Air with Organizational Culture as a Mediation Variable

Amri

2023

Jambura Sci. Manag.

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“…Kinerja menurut Adawiyah &Siswanto (2015) berasal dari kata job performance yang berarti prestasi kerja yang dicapai oleh seseorang dalam melaksanakan tugas dan pekerjaan yang diberikan kepadanya. Mulyadi et al, (2014) menyatakan job performance adalah suatu hasil kerja yang dicapai seseorang dalam melaksanakan tugas-tugas yang dibebankan kepadanya yang didasarkan atas kecakapan, pengalaman dan kesungguhan serta waktu. Berdasarkan hasil penelitian yang telah dilakukan oleh Sudiro & Fanani (2020) keseimbangan lingkungan kerja berpengaruh positif pada perilaku etis para pekerja, sehingga perusahaan dapat meningkatkan kualitas kerja karyawan.…”

Section: Pendahuluanunclassified

Mediasi Job Innovation Dalam Peningkatan Job Performance Pada Masa Pandemi Covid 19

Muttaqin

Machfodzhoh

Frishilla

2021

JAA

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This study aims to examine the effect of Empathetic Leadership on Job Performance with Job Innovation as an Intervening variable. This research is a type of quantitative research, data is collected using primary data and questionnaires to obtain information from respondents, namely middle managers who work in manufacturing companies in the provinces of DKI Jakarta, Banten and Answerarat. The analytical method used is Structural Equation Modeling (SEM) with Partial Least Square (PLS) Path Modeling with the SmartPLS 2.0 analysis tool. The result of this research is that Empathetic leadership has an effect on Job Innovation and Job Performance. Empathetic leadership affects Job Performance through Job Innovation.

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“…Oleh karena itu dibutuhkan dukungan secara penuh dari seluruh karyawan agar dapat terwujud. Kinerja karyawan merupakan hasil kerja yang dicapai oleh karyawan dalam melaksanakan tugas dan pekerjaan sesuai tanggung jawab dan wewenang yang dimilikinya (job performances) (Mulyadi et al, 2018). Faktor utama yang mempengaruhi kinerja karyawan adalah motivasi dalam bekerja yaitu hygiene factors dan motivator factors (Alshmenmri, 2017).…”

Section: Pendahuluanunclassified

Pengaruh Motivasi Ekstrinsik d an Motivas i Intrinsik t erhadap Kinerja Karyawan CV. Muncul Anugerah Jaya

Septina

Samuel

2020

Jemma

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AbstrakPenelitian ini bertujuan untuk mengobservasi pengaruh motivasi ekstrinsik (work environment, reward, job involvement, leadership) dan motivasi intrinsik (self-expression, personal-fit, personal fullfilment) kinerja karyawan CV. Muncul Anugerah Jaya (CV. MAJ). Metode pengumpulan data dengan kuesioner kepada seluruh karyawan CV. MAJ yang berjumlah 31 orang, penelitian ini diuji dengan metode analisis regresi linear berganda. Hasil penelitian ini menunjukkan bahwa motivasi ekstrinsik tidak berpengaruh terhadap kinerja karyawan, sedangkan motivasi intrinsik berpengaruh terhadap kinerja karyawan CV. MAJ.Kata kunci: kinerja karyawan, motivasi ekstrinsik, motivasi intrinsikAbstractThis study aims to observe the effect of extrinsic motivation (work environment, reward, job involvement, leadership) and intrinsic motivation (self-expression, personal-fit, personal fullfilment) employee performance of CV. Appear Anugerah Jaya (CV. MAJ). Data collection method with a questionnaire to all employees of CV. MAJ, amounting to 31 people, this study was tested by multiple linear regression analysis methods. The results of this study indicate that extrinsic motivation does not affect employee performance, while intrinsic motivation affects employee performance CV. MAJ.Keywords: employee performance, extrinsic motivation, intrinsic motivation.

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Pengaruh perencanaan karir pelatihan dan pengembangan karir terhadap kinerja karyawan

Cited by 18 publications

References 0 publications

Antecedents That Influence Employee Performance in PT Lion Air with Organizational Culture as a Mediation Variable

Antecedents That Influence Employee Performance in PT Lion Air with Organizational Culture as a Mediation Variable

Mediasi Job Innovation Dalam Peningkatan Job Performance Pada Masa Pandemi Covid 19

Pengaruh Motivasi Ekstrinsik d an Motivas i Intrinsik t erhadap Kinerja Karyawan CV. Muncul Anugerah Jaya

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