The Relationship between Career Development and Staff Motivation in the South African Petroleum Sector : A Case Study of a Durban Refinery

Karodia, Anis Mahomed; Pillay, Navern; Dawood, Quraisha

doi:10.12816/0011643

Cited by 7 publications

(5 citation statements)

References 3 publications

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“…The statement that has been made is in line with Cedaryana & Muchlis R Luddin (2018) showing that career development gives good enthusiasm to employees to state that career development that is well managed by the company will provide what is expected, and this is the motivation that every employee has. Presentation of the results of research also conducted by Pillay et al, (2015); McIlveen et al, (2012); Sari & Sriathi (2019); Rawashdeh (2013) also stated that career development to improve employee performance has a positive effect on employee performance.…”

Section: Discussionmentioning

confidence: 98%

The Influence Of Employee Selection On Employee Performance With Career Development As A Mediation Variable Case Study At PT Ilmukomputercom Braindevs Sistema

Panjaitan,

Sugiarto

2024

Ecombis. Rev. J. Ilm. Eco. and Bussines.

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Employee performance is very important in the company to be able to achieve the goals set. Various efforts can be made to improve employee performance, including by knowing what factors can affect employee performance. The purpose of this study was to partially examine the effect of selection and employee career development on employee performance at PT IlmuKomputerCom Braindevs Sistema as well as the effect of employee selection on employee performance with career development as a mediating variable. The population in this study was 40 employees of PT IlmuKomputerCom Braindevs Sistema. Sampling in this study used a sampling technique, namely using all employees of PT IlmuKomputerCom Braindevs Sistema as samples in the study. The data collection technique used in this study was a questionnaire. The data analysis technique used is a quantitative analysis technique using the t test and Sobel test. The results of data analysis show that partially selection and employee career development have an effect on employee performance at PT IlmuKomputerCom Braindevs Sistema with a sig value t-table.

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Section: Discussionmentioning

confidence: 98%

The Influence Of Employee Selection On Employee Performance With Career Development As A Mediation Variable Case Study At PT Ilmukomputercom Braindevs Sistema

Panjaitan,

Sugiarto

2024

Ecombis. Rev. J. Ilm. Eco. and Bussines.

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“…The employees are required to exert a higher level of engagement at work because these practices send the message that their organization is interested in their advancement. Similarly, Pillay, Dawood, and Karodia, (2015) highlighted the fact that staff members will be more motivated if they are pleased with the training programs and career development chances, devoted, and engaged at their workplace.…”

Section: Practical Implicationmentioning

confidence: 99%

Work Engagement in Higher Education Institutes of Pakistan: The Role of Skill, Motivation and Opportunity Enhancing HRM Practices

Lata Lohana,

Suresh Kumar,

Gobind M. Herani

et al. 2024

International Journal of Social Science Entrepreneurship

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In the current business environment, organizations are giving a lot of attention to employee engagement. Therefore, the present study’s goal was to examine the connection between skill, motivation, and opportunity -enhancing HRM practices and employee engagement with respect to academic staff working in higher education, Sindh, Pakistan. The studyemploys a quantitative research design based on SPSS and Smart PLS. Data were gathered from 307 academician working in the staff working in higher education Sindh, Pakistan. The survey approach was used to gather the data for the cross-sectional research. The findings of the study show a connection between employee engagement and HRM practices. Organizations’ HRM practices gave employees more authority and engagement, which improved their performance in their jobs. The findings of the study suggest that for universities to succeed in the long run, skill, motivation, and opportunity enhancing HRM practices should be prioritized. Therefore, organizations should concentrate on and efficiently apply human resource management practices to increase employee commitment and engagement physically, cognitively, and emotionally with their work. This study extents social exchange theory, it also offers universities insight into the significance of having efficient HRM procedures to raise academicians' levels of commitment to their jobs.

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“…The study of Pillay et al, (2015) which was conducted at south African Petroleum Sector revealed that career development is an energizer for better organizational performance, also the study which was carried out on a group of Kenyan organizations Lyria, et al, (2017) found that there is a positive impact of career management on organizational performance.…”

Section: Benefits Of Career Path Managementmentioning

confidence: 99%

Career Path Management between the Theory and Application: Measuring its Relationship with Satisfying Employees’ Needs: A Study on the Jordanian Commercial Banks

Bakir¹

2019

IJBM

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Based on what has been proved in theory; human resources constitute the inimitable competitive advantage, and retaining them is crucial for sustainability. Hence it is necessary to satisfy employees’ needs to reduce their intention to leave. Many researchers suggested career path management as a tool for satisfying employees’ multi needs; accordingly this study aimed to examine the degree to which Jordanians Commercial banks are engaged in career path management in terms of career path planning, and career development (socialization, coaching and mentoring, and counseling), and if the Banks are able to satisfy employees needs based on Maslow’s five sets of needs. The study aimed also to assess the relationship between career path management and satisfying employees’ needs. 7 banks participated in the study, 50 employees from each Bank represented the sampling unit, the questionnaire used for collecting the required data and information, 336 questionnaires were valid for statistical analysis using SPSS version 22. The main results of the study revealed that the surveyed banks are engaged in career path management, except for counseling sessions. Relied on the respondents’ answers the Banks are able to satisfy three sets of needs “the security, self-esteem, and self-actualization”. The statistical results show also that there is a statistically significant relationship ranged between moderate to strong between career path management dimensions and the five sets of needs satisfaction  “ physiological, security, social, self- esteem and self-actualization”. Based on the findings it is recommended to enhance the continuity of career path management process, in addition to search for means that can satisfy the physiological and social needs of employees.

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The Relationship between Career Development and Staff Motivation in the South African Petroleum Sector : A Case Study of a Durban Refinery

Cited by 7 publications

References 3 publications

The Influence Of Employee Selection On Employee Performance With Career Development As A Mediation Variable Case Study At PT Ilmukomputercom Braindevs Sistema

The Influence Of Employee Selection On Employee Performance With Career Development As A Mediation Variable Case Study At PT Ilmukomputercom Braindevs Sistema

Work Engagement in Higher Education Institutes of Pakistan: The Role of Skill, Motivation and Opportunity Enhancing HRM Practices

Career Path Management between the Theory and Application: Measuring its Relationship with Satisfying Employees’ Needs: A Study on the Jordanian Commercial Banks

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