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.

scholarly journals Impact of Training and Competence on Performance moderated by the Lecturer Career Development Program in Palembang, Indonesia

2020 ◽  
Vol 4 (03) ◽  
Author(s):  
Garaika Garaika
Keyword(s):  
Career Development ◽  
Development Program ◽  
Survey Method ◽  
Significant Positive Effect ◽  
Independent Variables ◽  
Random Samples ◽  
Key Word ◽  
Career Development Program ◽  
Positive Effect ◽  
And Training

The existence of this study is to find out whether job training, competence and career development can affect performance, and in this study career development as a moderating variable for the training and competency variables of lecturers in Palembang, Indonesia. The population in this study were college lecturers in Palembang, Indonesia. The sample in this study was 100 respondents who were random samples from college lecturers in Palembang, Indonesia. To see the magnitude of the coefficient of influence between research variables, a survey method with a questionnaire was used. Training, competence, and career development as independent variables. While performance is the dependent variable. The results of this study indicate the significant positive effect of training on career development, the significant positive effect of competence on career development, the insignificant positive effect of training on performance, the significant positive effect of competence on performance and the significant positive effect of career development on performance. Higher education institutions in Palembang, Indonesia are expected to provide clarity on the career development of lecturers through (mutation, selection, placement, education, and training), then consistently given training through (seminars) by bringing in experienced instructors, providing material and quality methods, as well as enhancing the competence of lecturers to increase their knowledge, understanding, abilities, skills, attitudes and interests in accordance with their fields of science. Key Word : Training, Competence, Career Development, Performance

scholarly journals Psychological Support for Career Development in Modern Adolescents at the Stage of Vocational Education

2020 ◽  
pp. 35-44
Author(s):  
О.В. Люсова ◽  
Л.Е. Солянкина
Keyword(s):  
Career Development ◽  
Career Planning ◽  
Career Path ◽  
Development Program ◽  
Psychological Support ◽  
Environment Interaction ◽  
Career Strategies ◽  
Training Courses ◽  
Career Development Program

В статье рассматриваются условия и факторы реализации системного видения психологической поддержки формирования карьерных стратегий современной молодежи. На основе результатов исследования авторы резюмируют, что выбор студентами карьерных стратегий на этапе профессионального обучения позволит не только определить соответствие своего уровня профессиональным требованиям, предъявляемым профессией, но и избежать в будущем эффекта «блокады» взаимодействия в системе «среда — субъект». Отмечается, что обучающиеся нуждаются в психологической поддержке, проводимой специалистом — коучем — во время формирования карьерного планирования и включающей в себя разработку и реализацию комплексных консалтинговых развивающих программ. В результате проведенной работы была разработана и апробирована развивающая программа «Я в карьере». Теоретической основой программы выступили научные взгляды М. Вишняковой, Н. С. Пряжникова. В статье дается сущностная характеристика программы «Я в карьере», цель, задачи, содержание и результаты апробации. Консалтинговая работа со студентами по данной программе сводится к обсуждению результатов проведенной диагностики, конкретным запросам студента в связи с его проблемами формирования эффективных индивидуальных карьерных стратегий. Обращается внимание ученых, психологов, занимающихся данной проблемой на то, что для эффективности формирования карьерных стратегий, способствующих мотивации учебно-профессиональной деятельности студентов, необходимо проводить длительные курсы в форме тренингов на добровольной основе. The article focuses on psychological support for career development in modern adolescents. The authors of the research conclude that students’ choice of career strategies at the stage of vocational development enables students to ensure that their competencies and skills match the required qualifications and abilities, which will prevent further disappointment and ensure fruitful subject – environment interaction. The authors underline that at the stage of career planning, students require special psychological support and guidelines. The authors have elaborated and tested a career development program called “On my Career Path”. The career development program is based on ideas and hypotheses proposed by M. Vishnyakova and N. S. Pryazhnikov. The article characterizes the program “On my Career Path”, discusses its goals, objectives, its content and test results. The program provides consulting support to students, focuses on the troubleshooting process, considers students’ requirements and assesses failures of their individual career development strategies. Addressing scholars and psychologists working on the issue, the authors highlight that to ensure efficient career-oriented education, it is essential that students should have an opportunity to attend long-term career-oriented training courses.

PENGARUH PROGRAM PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN

2018 ◽  
Vol 14 (1) ◽  
pp. 55-63
Author(s):  
Rizska Julianita
Keyword(s):  
Career Development ◽  
Sampling Method ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Development Program ◽  
T Test ◽  
Linear Regression Method ◽  
Performance Variables ◽  
Career Development Program ◽  
The Relationship

This research is intended to find out how the influence of Career Development on Employee Performance PT Bumi Andalas Permai (BAP) Palembang. In this case the sampling using the Saturated sampling method with the employee population of PT BAP Palembang as many as 78 people. From the results of the questionnaire, processed by using SPSS for Windows version 19 by using simple linear regression method, hypothesis test (t test), and correlation coefficient.Based on the analysis results obtained coefficient (R) of 0.033 which shows the relationship between the two low variables. In the hypothesis test (t test) obtained t count value of -0.285 and t value table 1.991, and significant value 0.777. And when viewed from the probability (sig), career development has a probability value of 0.777. It has also been explained that 0.777> 0.05, then H1 is rejected and H0 is accepted, indicating there is no effect of career development on employee performance. The effect of career development on employee performance can be seen also from the value of regression coefficient (R) 0,001, which shows that the percentage contribution of career development influence to employee performance equal to 0,1%. Can also be interpreted that the variation of career development variables used to explain 0.1% variation of performance variables. The conclusion : career development program does not effect employee performance on PT BAP Palembang.

Persepsi Pengembangan Karir Ditinjau Dari Komitmen Organisasi Pada Karyawan Kontrak

2021 ◽  
Vol 15 (01) ◽  
pp. 21-34
Author(s):  
Zuraida Zuraida
Keyword(s):  
Quantitative Analysis ◽  
Organizational Commitment ◽  
Career Development ◽  
Significant Positive Correlation ◽  
Employee Commitment ◽  
Contract Employees ◽  
Analysis Technique ◽  
Negative Perceptions ◽  
The Relationship

Abstract : Contract employees are employees who work at the company with a certain time limit, and can be dismissed at any time, this affects employees' perceptions of career development at the company and also affects employee commitment to the company. This study aims to examine the relationship between perceptions of career development and organizational commitment for contract employees. Perceptions of career development variables and organizational commitment were measured using a scale. The subjects of this study were 48 contract employees, with the determination of the sample based on accidental sampling. The analysis technique used in this research is quantitative analysis using Karl Pearson's product moment with SPSS version 20 for Windows. Based on the research results, it is known that the perception of career development with organizational commitment on contract employees. There is a significant positive correlation (r.0.813 with sig <0.05) between the variable perceptions of career development and organizational commitment for contract employees, namely 0.000 and the significance value is below / less than 0.05, this means that the higher (positive) the perception of career development, the higher employee commitment to the company and vice versa, the lower (negative) perceptions of employee career development, the lower employee commitment to the company. On the perception of career development has the most categories at low (negative) with a contribution of 50% and organizational commitment at most has a low category with contributions 46%.   Keywords:   Contract Employees, Organizational Commitment, Perceptions of Career Development.   Abstrak : Karyawan kontrak merupakan karyawan yang bekerja di perusahaan dengan batasan waktu tertentu dan sewaktu-waktu dapat diberhentikan, hal ini mempengaruhi persepsi karyawan terhadap pengembangan karirnya pada perusahaan tersebut dan juga mempengaruhi komitmen karyawan pada perusahaannya. Penelitian ini bertujuan untuk menguji hubungan persepsi pengembangan karir terhadap komitmen organisasi pada karyawan kontrak. Variabel persepsi pengembangan karir dan komitmen organisasi diukur dengan menggunakan skala. Subjek penelitian ini berjumlah 48 karyawan kontrak , dengan penentuan sampel berdasarkan accidental sampling. Teknik analisis yang digunakan pada penelitian ini adalah analisis kuantitatif dengan menggunakan product moment karl pearson dengan program SPSS versi 20 for Windows. Berdasarkan hasil penelitian, diketahui bahwa persepsi pengembangan karir dengan komitmen organisasi pada karyawan kontrak, ada korelasi positif yang signifikan (r.0.813 dengan sig < 0.05) antara variabel persepsi pengembangan karir  dengan komitmen organisasi pada karyawan kontrak yaitu 0.000 dan nilai signifikansinya dibawah/lebih kecil 0.05, ini berarti bahwa semakin tinggi (positif) persepsi pengembangan karir maka semakin tinggi komitmen karyawan pada perusahaannya begitu sebaliknya semakin rendah (negatif) persepsi pengembangan karir karyawan maka semakin rendah komitmen karyawan pada perusahaannya. Pada persepsi pengembangan karir memiliki kategori paling banyak pada tingkat rendah (negatif) dengan kontribusi 50% dan komitmen organisasi paling banyak memiliki kategori rendah dengan kontribusi 46%.   Kata Kunci :  Karyawan Kontrak, Komitmen Organisasi, Persepsi Pengembangan Karir 

Career Development Program in Queensland Transport

2000 ◽  
Vol 9 (1) ◽  
pp. 3-7 ◽  
Author(s):  
Sandy Santic
Keyword(s):  
Career Development ◽  
Development Program ◽  
Development Programs ◽  
Development Tools ◽  
Career Development Program ◽  
Individual Perspective

The significant changes in work and workplaces are making organisational career development programs imperative from both an organisational and individual perspective. Queensland Transport has responded to the demand from its employees for career development tools and resources by committing to the development and implementation of a departmental Career Development Program. This paper outlines the Queensland Transport Career Development Program with a particular emphasis on how it came about, what it entails and the challenges faced. Various initiatives have been implemented to date, yet many challenges lie ahead.

scholarly journals Peningkatan Soft Skills Pribadi Konselor Mahasiswa BKI Melalui kegaitan Career Development Program (CDP)

2018 ◽  
Vol 5 (2) ◽  
pp. 171
Author(s):  
Triyono Triyono ◽  
Syakirin Al-Ghozaly ◽  
Vera Imanti
Keyword(s):  
Career Development ◽  
Soft Skills ◽  
Design Method ◽  
Development Program ◽  
Guidance And Counseling ◽  
Test Analysis ◽  
Before And After ◽  
Post Test ◽  
Career Development Program ◽  
Personal Competencies

Soft skills are a set of abilities related to adjustments to oneself, others, and the environment. The counselor's personal soft skills mean the abilities or personal competencies possessed by a counselor. This study aims to determine how much the Career Development Program (CDP) influences in developing the counselor's personal soft skills of BKI students. The design of this research is quantitative experimental, using the pre-experimental design method with the type of pre-test and post-test one group design. The population of this study were the students of Islamic Guidance and Counseling (BKI) IAIN Surakarta 2015/2016, 2016/2017, and 2017/2018 academic years. The sample in this study were 90 students by taken in 3 classes in each academic year, through stratified cluster random sampling. Measurement of the counselor's personal soft skills using EPPS psychological instruments. The research results of the counselor’s personal soft skills of BKI students before and after being given Career Development Program (CDP) training, both in the second semester, 4th semester and 6th semester students groups showed significant differences. The results of paired t-test analysis obtained the pretest and posttest values with sig values = 0.000 <0.05. This means that the Career Development Program (CDP) has a significant effect on improving the counselor's personal soft skills of BKI students. The Career Development Program (CDP) is a model for the development and improvement of personal counselor’s soft skills that are effective for the students of BKI IAIN Surakarta

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