Factors Affecting Career Development: Worker Performance Roles As Mediators
Downloads
This study aims to analyze the effect of remuneration variables, employee placement, employee ability, and work ethic of employees on employee performance. In addition, also analyze whether the influence of employee performance variable as a mediation variable in the relationship. This research was conducted at General Hospital Zainoel Abidin Banda Aceh. The sample was taken with census method as many as 141 administrative personnel at General Hospital Zainoel Abidin Banda Aceh. Primary data were obtained by distributing questionnaires to all personel administrative staff. Data were analyzed by using SEM. The analysis tools used are AMOS program. The results showed that the variable remuneration, placement, ability, and work ethic have a significant effect on employee performance variable and also directly affect the career development variable of administrative staff. In addition, employee performance variables mediate the influence between remuneration variables, placement, ability, and work ethic on career development variables.
Abdullah, S. N. (2006). Directors’ remuneration, firm’s performance and corporate governance in Malaysia among distressed companies. Corporate Governance. 6(2), 162-174.
Adeyeye, J.O, Adeniji, A. A., Osinbanjo, A.O., & Oludayo, O.A. (2015). Effects of Workplace Ethics on Employees and Organizational Productivity in Nigeria. In International Conference on African Development Issues (CU-ICADI) 2015: Social and Economic Models for Development Track. Business Management Department, Covenant University, Ota, Ogun-State, Nigeria (2) 267-273.
Bernes, K. & Magnusson, K. (1996). A description of career development services within Canadian organizations, Journal of Counseling & Development, 76(6), 569-75.
Butcher, D., & Harvey, P. (1998). Meta-ability development: a new concept for career management. Career Development International, 3/2, 75–78.
Edvinsson, L., & Camp, J. (2005). Intelligent remuneration in the knowledge economy for growth of intellectual capital. Journal of Human Resource Costing & Accounting, 9(2), 112-122. http://dx.doi.org/10.1108/14013380510645388.
Hall, D.T. (1976), Careers in Organizations, Goodyear, Santa Monica, CA.
Hashi, A. A. (2011). Islamic Ethics: An Outline of its Principles and Scope. Revelation and Science. 1(3), 122-130.
Hennekam, S. (2015). Career success of older workers: the influence of social skills and continuous learning ability. Journal of Management Development, 34(9) 1113-1133.
http://dx.doi.org/10.1108/JMD-05-2014-0047.
Hernaus, T., & Mikulić, J. (2014). Work characteristics and work performance of knowledge workers. EuroMed Journal of Business, 9(3), 268- 292.http://dx.doi.org/10.1108/EMJB-11-20130054.
Hu, Q., & Schaufeli, W. B. (2011). Job insecurity and remuneration in Chinese family owned business workers. Career Development International, 16(1), 6-19.
http://dx.doi.org/10.1108/13620431111107784.
Khan, S. (1991). Selection and placement, Managing Service Quality: An International Journal, 1(4), 201-208.
http://dx.doi.org/10.1108/09604529110028670.
Koopmans, L., et al. (2013). Development of an individual work performance questionnaire International Journal of Productivity and Performance Management, 62(1), 6-28.
McDaniels, C. & Gysbers, N. (1992). Counseling for Career Development: Theories, Resources, and Practice, Jossey-Bass Publishers, San Francisco, CA.
Ohme, M., & Zacher, H. (2015). Job performance ratings: The relative importance of mental ability, conscientiousness, and career adaptability, Journal of Vocational Behavior, 87, 161-170.
https://doi.org/10.1016/j.jvb.2015.01.003.
Ornstein, D. (2011). Financial services remuneration in the UK. Journal of Investment Compliance, 12(2), 76-83.
http://dx.doi.org/10.1108/15285811111142937.
Raouf, A. (1992). Work performance evaluation: its effect on worker safety. Work Study, 41(3), 22-24. http://dx.doi.org/10.1108/EUM0000000002671
Robbins, S. P., & Judge, T. A. (2009). Organizational Behavior. Upper Saddle River, NJ: Prentice Hall.
Rokhman, W. (2010). The Effect of Islamic Work Ethics on Work Outcomes. EJBO Electronic Journal of Business Ethics and Organization Studies (EJBO). 5(1), 21-27.
Rotundo, M., & Sackett, P.R. (2002). The relative importance of task, citizenship, and counterproductive performance to global ratings of performance: a policy-capturing approach, Journal of Applied Psychology, 87(1), 66-80.
Salahudin, S. N., Baharuddina, S. S., Abdullah, M. S., and Osman, A. (2016). The Effect of Islamic Work Ethics on Organizational Commitment Procedia Economics and Finance. 35: 582-590.
Schultze, G.m& Miller, C. (2004). The search for meaning and career development. Career Development International, 9(2), 142-152,
http://dx.doi.org/10.1108/13620430410526184.
Pathardikar, A. D., Sahu, S., & Jaiswal, N. K. (2016). Assessing organizational ethics and career satisfaction through career commitment, South Asian Journal of Global Business Research, 5(1), 104-124.
http://dx.doi.org/10.1108/SAJGBR-02-2015-0017.
Pawirosumarto, S., Sarjana, P. K., & Muchtar, M. (2017). Factors Affecting Employee Performance of PT. Kiyokuni Indonesia. International Journal of Law and Management, 59(4),
doi: 10.1108/IJLMA-03-2016-0031.
Teresia Kavoo-Linge & James K. Kiruri. (2013). The Effect of Placement Practices on Employee Performance in Small Service Firms in the Information Technology Sector in Kenya. International Journal of Business and Social Science. 15(4), 213-219.
Wibowo. (2010). Manajemen Kinerja, (Performance of management) Jakarta: Rajawali Pers.
Wisker, Z. L., and Rosinaite, V. (2016). The Effect of Religiosity and Personality on Work Ethics: A Case of Muslim Managers. Science Journal of Business and Management.4, (1-1), 1-9.
DOI: 10.11648/j.sjbm.s.2016040101.11.
Urbancová, H. & Šnýdrová, M. (2017). Remuneration and employee benefits in organizations in the czech republic. Acta Universitatis Agriculturae Et Silviculturae Mendelianae Brunensis. 65(1), 357-368.
