scholarly journals Pengaruh Perencanaan Karir Terhadap Komitmen Karir dan Kepuasan Karir melalui Pengembangan Karir sebagai Variabel Intervening

2019 ◽  
Vol 5 (1) ◽  
pp. 8
Author(s):  
Rizky Eka Febriansah
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Significant Relationship ◽  
Career Satisfaction ◽  
Career Planning ◽  
Career Commitment ◽  
Business Service ◽  
Hr Practices ◽  
The Relationship

The idea of empowering human resources to create the best service for customers can be started through employee’s career planning in an organization by using HR practices and policies to develop a variety of mindset, abilities, and competencies with the ultimate goal of acquiring new consumers while maintaining existing customers. This study explores the relationship between career development towards career satisfaction along with career commitment via career development as an intervening variable. The research sample of 37 employees from the Business Service Division of PT Telekomunikasi Indonesia showed that there was a significant relationship amongst career planning along with career satisfaction, career planning along with career commitment, as well as career planning along with career satisfaction through career development.

İNSAN KAYNAKLARI YÖNETİCİLERİNİN LİDERLİK TARZI, YARATICI PROBLEM ÇÖZME KAPASİTESİ VE KARİYER TATMİNİ ARASINDAKİ İLİŞKİLERİN ARAŞTIRILMASI: AMPİRİK BİR ÇALIŞMA

2016 ◽  
Vol 4 (3) ◽  
Author(s):  
Hüseyin YILMAZ
Keyword(s):  
Problem Solving ◽  
Human Resources ◽  
Leadership Style ◽  
Career Satisfaction ◽  
Leadership Behavior ◽  
Future Research ◽  
Creative Problem Solving ◽  
Democratic Leadership ◽  
Creative Problem ◽  
The Relationship

The aim of this study is the creative problem-solving capacity of the organization with leadership behaviors of human resources managers and employees to examine the relationship between career satisfaction and is tested empirically. Research within the scope of the required data structured questionnaire method, operating in the province of Aydin was obtained from 130 employees working in five star hotels. Democratic leadership style according to the factor analysis, easygoing, participants converter, and releasing autocratic leadership dimensions were determined. According to the analysis, the dependent variable with a significant level of research and positive leadership style has been determined that no relationships. Regression analysis revealed that the leadership of the relationship with the creative problem-solving capacity of democratic leadership in style when found to be stronger than other leadership styles, while the variable describing the career of the employee satisfaction level of the maximum it was concluded that the creative problem-solving capacity of the organization. Research in the context of human resources on the very important for organizations, leadership behavior, creative problem-solving capacity and career satisfaction studies analyzing the relationships between variables it seems to be quite limited. The discovery by analyzing the relationship between the aforementioned variables, can make significant contributions to knowledge in the literature and are expected to form the basis for future research.

scholarly journals Research on Sense of Fulfillment, Happiness and Security of Talents in New Era

2020 ◽  
pp. 69-74
Author(s):  
Yunna Liu, Hao Wang
Keyword(s):  
Career Development ◽  
Career Planning ◽  
Self Awareness ◽  
New Era ◽  
The Relationship ◽  
Good Career

This research chooses the talents of the new era as the research object and the sense of fulfillment, happiness and security as the foothold. Through the research on the sense of fulfillment, happiness and security of the talents in the new era, the paper demonstrates talents how to make a good career planning and development, so as to improve the quantity and quality of employment. After consideration of the relationship between the sense of fulfillment, happiness, and security of talents, the paper illustrates talents should cognize the overall status of career development, increase self-awareness of values, interest and skills, know the occupation choices and understand the industry in New Era.

scholarly journals Analysis of Career Variable to Organization Commitment in Jakarta's Banks

2016 ◽  
Vol 7 (1) ◽  
pp. 87
Author(s):  
Supai Muhammad Noor
Keyword(s):  
Organizational Commitment ◽  
Career Development ◽  
Turnover Rate ◽  
Career Satisfaction ◽  
Career Planning ◽  
Development Program ◽  
Independent Variables ◽  
Career Development Program ◽  
A Company

The background of this research was the fact that many employees shifted from a company to other company to get better career, hence causing high employee turnover rate. Therefore. applying accurate career strategy can become determination of organizational commitment. The objectives of this research are to identify the effect of career planning, career development program, career strategy, career satisfaction to organizational commitment. The design of this research applies hypothesis testing to examine all hypotheses in this study. The methods used in this study were mulltiple regressions between independent variables and dependent variable. Data analysis used in this research was collected by distributing questionnaires which were distributed to 160 respondents in  Jakarta. There were 160 responses of which 150 were completed and usable to be analyzed using multiple regressions. This research concludes<br />that there was positive and significant effect between career planning, career development program, career strategy, and career satisfaction with organizational commitment.

Proactivity in career development of employees

2015 ◽  
Vol 20 (5) ◽  
pp. 525-538 ◽  
Author(s):  
Alfred Presbitero
Keyword(s):  
Career Development ◽  
Survey Data ◽  
Cognitive Complexity ◽  
Cultural Context ◽  
Career Planning ◽  
The Philippines ◽  
Proactive Personality ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose – Drawing on proactivity literature, the purpose of this paper is to investigate the relationship between employee’s proactive career planning (taking initiative to prepare for one’s career) and proactive career enacting (taking initiative to act on career plans). This study also looks into the influence of proactive personality and cognitive complexity in the relationship between proactive career planning and proactive career enacting. Design/methodology/approach – Survey data were collected in Australia (study 1; n=271) and were tested using structural equation modeling. Another set of survey data were collected in a different cultural context in the Philippines (study 2; n=215) for cross-cultural validation. Findings – Results show that proactive career planning and proactive career enacting are positively and significantly related in both cultural contexts. Results also show that proactive personality or the stable disposition of an individual to take initiative and be involved in future-oriented actions plays a significant role in moderating the relationship between proactive career planning and proactive career enacting. In addition, results show that cognitive complexity which pertains to an individual’s capacity to construe social behaviors in multidimensional ways moderates the relationship between proactive career planning and proactive career enacting. Practical implications – In today’s turbulent environment, employees need to be proactive when developing their careers. This study highlights the importance of being proactive when managing one’s career. Employees’ proactive personality and cognitive complexity also help in strengthening the link between proactive career planning and proactive career enacting, hence, these individual-level characteristics need to be developed and enhanced in organizations. Originality/value – This study is valuable as it extends and advances the understanding on how proactivity (proactive career planning, proactive career enacting, proactive personality) and cognitive complexity can contribute to career development of employees.

scholarly journals The Relationship of HR Practices and Job Performance of Academicians towards Career Development in Malaysian Private Higher Institutions

2012 ◽  
Vol 57 ◽  
pp. 102-118 ◽  
Author(s):  
Shanthi Nadarajah ◽  
Vimala Kadiresan ◽  
Ramesh Kumar ◽  
Nurul Nissa Ahmad Kamil ◽  
Yusliza Mohd. Yusoff
Keyword(s):  
Career Development ◽  
Job Performance ◽  
Hr Practices ◽  
Higher Institutions ◽  
Relationship Of ◽  
The Relationship

scholarly journals The impact of human resources practices on consumers’ investment intentions

2017 ◽  
Vol 39 (4) ◽  
pp. 475-486 ◽  
Author(s):  
Aristides I. Ferreira ◽  
Luis F. Martinez ◽  
Rosa I. Rodrigues ◽  
Carla Ilhéu
Keyword(s):  
Human Resources ◽  
Corporate Reputation ◽  
Design Methodology ◽  
Corporate Policies ◽  
Content Type ◽  
Hr Practices ◽  
Management Students ◽  
Investment Intentions ◽  
The Impact ◽  
The Relationship

Purpose Research has shown that corporate policies affect customers’ decisions. The purpose of this paper is to focus on the influence of human resources (HR) practices on investment intentions in the financial sector. Design/methodology/approach Data were obtained from 548 managers and management students. Participants were presented real news regarding two banks with contrasting HR practices. Subsequently, they had to choose – from a given virtual amount – their investment allocations. Findings Results primarily showed that participants decided to invest more money in the bank which was more profitable to them, regardless of that bank’s HR practice. But, most importantly, when the news was specifically addressed to the in-group (managers), participants decided to invest more money in the bank with the HR practice by which they identified more, although being less profitable to them. Originality/value The findings demonstrate the urgency for organizations to manage effectively their HR practices, as they serve as a vehicle to corporate reputation, thus affecting the relationship with the stakeholders and investors’ decisions.

scholarly journals Exploration of Human Resources (HR) Practices Based on Local Cultural Values in Cooperatives in Bali

2021 ◽  
Vol 04 (09) ◽  
Author(s):  
Ni Wayan Sitiari ◽  
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Cultural Values ◽  
Performance Appraisal ◽  
Selection Process ◽  
Training And Development ◽  
Recruitment Process ◽  
Analytical Technique ◽  
Hr Practices ◽  
Process Implementation

The purpose of this study is to find out whether human resources (HR) practices in cooperatives in Bali have adopted Balinese cultural values. How Balinese cultural values are applied to HR practices in cooperatives in Bali has never been studied. The title of this research is Exploration of HR Practices Based on Local Cultural Values in cooperatives in Bali. The number of respondents 79 who are managers of cooperatives in Bali. The analytical technique used is statistical analysis techniques. The results of the study show HR practices in cooperatives in Bali have been implemented based on local Balinese cultural values with high criteria. It can be said that HR practices in cooperatives are in a strong category. The results of the identification of HR practices based on local culture which include (1) Dimensions of performance appraisal, (2) Dimensions of career development, (3) Dimensions of compensation, (4) Dimensions of training and development, (5) Dimensions of the selection process. Implementation of HR practices that are in accordance with Balinese Cultural Values, among others: HR practices contained in the concept of menyamabraya are reflected in the dimensions: performance appraisal, career development, and the selection process. HR practices contained in the concept taksu, namely in the selection and recruitment process, HR practices contained in the concept of jengah: Implemented in selecting and awarding compensation.

scholarly journals Perceived career development support in workplace career programme

2014 ◽  
Vol 59 (201) ◽  
pp. 157-175 ◽  
Author(s):  
Azman Ismail ◽  
Nurrul Adnan ◽  
Rizal Bakar
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Career Planning ◽  
Model Analysis ◽  
Higher Learning ◽  
Path Model ◽  
Survey Method ◽  
Career Management ◽  
Development Support ◽  
The Relationship

This study aims to quantify the relationship between the workplace career programme, perceived career development support, and job satisfaction. The survey method was employed to gather self-reported questionnaires from employees who work at a defence-based higher learning institution in Malaysia. The outcomes of SmartPLS path model analysis showed two important findings: first, the relationship between career planning and career management was positively and significantly correlated with job satisfaction. Second, the relationship between perceived career development support was positively and significantly correlated with job satisfaction. This finding confirms that perceived career development support does act as an important mediating variable in the relationship between workplace career programme and job satisfaction in the organizational sample. This study includes a discussion, implications, and a conclusion.

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