Journal articles: 'Office of Career Development and Placement'

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Fachriansyah, Jamiah Dan. "STUDI TENTANG PRINSIP – PRINSIP PENEMPATAN PEGAWAI PADA DINAS PERUMAHAN DAN PEMUKIMAN KABUPATEN KUTAI TIMUR." DEDIKASI 22, no. 1 (June 7, 2021): 53. http://dx.doi.org/10.31293/ddk.v22i1.5573.

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In this study, using data collection techniques with library research, field studies, namely by collecting data through observation, documentation, and interviews to obtain clearer information in accordance with what is needed in the study. describe the principles of assigning employees to the Settlement and Housing Office of East Kutai Regency and to find out the inhibiting factors faced in the principles of assigning employees to the Settlement and Housing Office of East Kutai RegencyOne of the main principles of placing an employee in a position is placing the right person in the right place (The Right Man In The Right Place). However, in reality the placement of a person's position is often incorrect in their placement, as in the East Kutai Regency Settlement and Housing Office, some of the highest positions held by some of its employees do not comply with the appropriate educational standards. Taking into account the limitations of the writer's ability and time, this study focuses on the principles of assigning employees on this basis. It is hoped that employees will be more motivated to do their jobs in order to obtain new positions and assignments through an organized and healthy career development system so that a government apparatus and organization is formed. accountable and qualified.In conclusion, the principles of employee placement have been implemented quite well, but there are still obstacles in their implementation. This is evidenced by the presence of several employees who are not placed in accordance with predetermined criteria.

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Lindsay, Sally, and Hiba Ahmed. "School and Employment-Related Barriers for Youth and Young Adults with and without a Disability during the COVID-19 Pandemic in the Greater Toronto Area." Adolescents 1, no. 4 (October 20, 2021): 442–60. http://dx.doi.org/10.3390/adolescents1040034.

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Purpose: Youth and young adults are particularly vulnerable to the socio-economic impacts of Coronavirus Disease (COVID-19). The purpose of this study was to explore barriers to school and employment for youth with and without a disability during the pandemic. Methods: This qualitative comparison study involved in-depth interviews with 35 youth and young adults (18 with a disability; 17 without), aged 16–29 (mean age 23). An interpretive, thematic analysis of the transcripts was conducted. Results: Our findings revealed several similarities and some differences between youth and young adults with and without disabilities regarding barriers to school and employment during the COVID-19 pandemic. Key themes related to these barriers involved: (1) difficult transition to online school and working from home (i.e., the expense of setting up a home office, technical challenges, impact on mental health), (2) uncertainty about employment (i.e., under-employment, difficult working conditions, difficulty finding work, disability-related challenges) and (3) missed career development opportunities (i.e., canceled or reduced internships or placements, lack of volunteer opportunities, uncertainties about career pathway, the longer-term impact of the pandemic). Conclusion: Our findings highlight that youth and young adults with disabilities may need further support in engaging in meaningful and accessible vocational activities that align with their career pathway.

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Egido Gálvez, Inmaculada, Rosario Cerrillo Martiín, and Asunción Camina Durantes. "La inclusión social y laboral de las personas con discapacidad intelectual mediante los programas de empleo con apoyo. Un reto para la Orientación." REOP - Revista Española de Orientación y Psicopedagogía 20, no. 2 (January 28, 2014): 135. http://dx.doi.org/10.5944/reop.vol.20.num.2.2009.11446.

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RESUMEN El empleo con apoyo constituye actualmente una de las estrategias más prometedoras para la inserción laboral de las personas con discapacidad. Este artículo sintetiza un proyecto de investigación en el que se ha implementado y evaluado un Programa de formación para la inserción laboral de jóvenes con discapacidad intelectual desarrollado en el ámbito universitario. Se describen los principales rasgos del Programa y se presentan sus resultados más relevantes. A lo largo del texto, se pone de manifiesto cómo un núcleo esencial del éxito de este tipo de experiencias es la realización de un trabajo sistemático de orientación personal y profesional en todas las fases del proceso. ABSTRACT Nowadays, supported employment is one of the most promising strategies in order to achieve the labour inclusion of people with disabilities. This article summarises a research project that includes the implementation and evaluation of a Training Program which is aimed at the job placement of young people with intellectual disability developed in a university context. The text describes the main characteristics of the Program, that it is dedicated to prepare 16 intellectually disabled young to occupy labour positions as secretary’s office and office boy. Due to the fact that the training is done in a uni‐ versity environment, the program allows the students to use the premises and the university services to do both the curricular activities and the leisure activities. The main content of the article shows the most relevant achievements of the experience. The results were collected through a systematic evalua‐ tion process based in questionnaires applied to the young participants in the Program, to their families and to teachers, in interviews answered by the university students that collaborate in the Program and in the analysis of the diaries of experiences of the disabled young participating in the Program. Besides the increase of their labour expectations and the improvement of their self-esteem as a consequence of their participation in the program, it can be showed how the development of the Program inside of the university gives additional advantages to the students and also to the university community. It is important to highlight that along the text it is expressed that the delivery of personal and career guidance in every stage of the process is one of the keys to the success of this kind of experiences.

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Papakota, Aikaterini. "Career counselling development." Industry and Higher Education 30, no. 5 (September 12, 2016): 327–33. http://dx.doi.org/10.1177/0950422216664422.

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Promoting the use of new technologies in the career counselling process, the Career Services Office of the Aristotle University of Thessaloniki has developed an easy-to-use career counselling guide containing multimedia applications. The purpose of this career guide, called ‘Career Counseling@Career Office of Aristotle University of Thessaloniki’, is to support students and graduates in the development of their professional skills using interactive exercises and self-presentation sample tools. It also contains, in written and/or visual form, career information, success stories of fellow students and graduates and videos with advice and tips from human resources managers, recruiters and academic staff. The sections of the electronic guide are organized as ‘stations’ that may help the student or graduate in career decision-making, planning and organizing job searches in Greece and abroad, identifying training opportunities and achieving career goals in general. This innovative application is used in combination with personal and group career counselling services. This article explains the rationale for the application in terms of its usage and the expanded functionality it offers career counsellors in higher education institutions.

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Crites, John O. "A Place for Placement in Career Development." Contemporary Psychology: A Journal of Reviews 33, no. 2 (February 1988): 153. http://dx.doi.org/10.1037/025418.

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Maulidiyah, Nailin Nikmatul, Moh Samsul Arifin, and Dian Ary Setyawan. "The Role of Discipline and Career Development in Improving Employee Work Achievement." Jambura Science of Management 3, no. 1 (January 14, 2021): 20–25. http://dx.doi.org/10.37479/jsm.v3i1.6907.

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This study aims to analyze the effect of discipline and career development on employee work achievement at PT. Bank Syariah Mandiri Jember Brach office. The population in this study is permanent employees at PT. Bank Syariah Mandiri Jember Brach office which numbered 54 employees. The analytical tool used in this study is multiple linear regression analysis to test the effect of the independent variable on the dependent variable. The results showed that the disciplinary significantly influence work achievement at PT. Bank Syariah Mandiri Jember Brach office. Career development significantly influenced work achievement at PT. Bank Syariah Mandiri Jember Branch Office. Simultaneously, discipline and career development significantly influenced work achievement at PT. Bank Syariah Mandiri Jember Branch Office. Keyword: Discipline; Career Development; Work Achievement

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Helda Marini and Evi Susanti Tasri. "PENGARUH MANAJEMEN BAKAT, MANAJEMEN PENGETAHUAN, PENILAIAN KINERJA, KEPRIBADIAN DAN KREATIVITAS TERHADAP PENGEMBANGAN KARIR PEGAWAI KANTOR KEMENTERIAN AGAMA KABUPATEN PADANG PARIAMAN." CEMERLANG : Jurnal Manajemen dan Ekonomi Bisnis 2, no. 3 (August 19, 2022): 29–43. http://dx.doi.org/10.55606/cemerlang.v2i3.229.

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This study aims to determine the effect of Talent Management, Knowledge Management, Performance Assessment, Personality, and Creativity on the Career Development of the Ministry of Religion's Office employees, Padang Pariaman Regency. The population in this study were all employees the Ministry of Religion, Padang Pariaman Regency, with as many as 62 people. By using the Multiple Linear Regression method. The results of this study indicate that talent management has a positive influence on employee career development at the Office of the Ministry of Religion of Padang Pariaman Regency, Knowledge management has a positive influence on the career development of employees of the Ministry of Religion Office of Padang Pariaman Regency, Performance appraisal has a positive influence on employee career development. Office of the Ministry of Religion of Padang Pariaman Regency, Personality has a positive influence on the career development of employees of the Office of the Ministry of Religion of Padang Pariaman Regency, Creativity has a positive influence on the career development of employees of the Office of the Ministry of Religion of Padang Pariaman Regency.

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Mulyati, Tatik, and Saraswati Budi Utami. "EFFECT of COMPETENCE, WORK PLACEMENT and ACHIEVEMENT on CAREER DEVELOPMENT (Study at BPN Madiun Municipality )." Capital: Jurnal Ekonomi dan Manajemen 3, no. 1 (September 5, 2019): 35. http://dx.doi.org/10.25273/capital.v3i1.5062.

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<p>The success of the organization in achieving its goals is supported by internal and external factors. To realize employee career development, the internal side must first receive attention. This study aims to determine the effect of competence, work placement and performance on the career development of employees of the National Land Agency (BPN) of Madiun City.The research method used is quantitative descriptive. The data used are primary data through questionnaires and secondary data. The population in this study were all permanent employees of 40 people. The research variable consists of independent variables, namely competence, work placement and performance, and the dependent variable is employee career development. Variables measured by Likert scale and data analysis techniques using multiple linear regression. Hypothesis testing uses t test and F test. The results of the study concluded that: 1) Competence affects employee career development; 2) Job placement does not affect employee career development; 3) Performance affects the career development of BPN employees in Kota Madiun.<br />Keywords: competence, work placement, work performance, career development</p>

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Baturo, Alexander. "Democracy, Development, and Career Trajectories of Former Political Leaders." Comparative Political Studies 50, no. 8 (November 9, 2016): 1023–54. http://dx.doi.org/10.1177/0010414016666835.

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One of the obstacles to democratic development is the reluctance of political leaders to leave office. This article argues that alongside democratic constraints and accountability, leaders’ career concern—specifically, the possibility of post-tenure careers—is an important factor behind their rotation in office. While literature exists about leaders’ exit and fate, we lack a systematic understanding of their careers and whether former rulers retire, remain in politics, or pursue civil service, business, international, or non-profit careers after leaving office. Drawing on the new data on the prior- and post-tenure occupations of leaders from 1960 to 2010, the article explains how democracy, personal background, and the economy influence what ex-leaders can do, and why. In turn, over time the post-tenure careers of prior rulers may strengthen the precedent behind the institutional routinization of the rotation in office norm—an important component of democratic consolidation.

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Wahyuli, Dedek, Hamdi Harmen, and Halimatussakdiah. "The Effect of Career Development and Employee Involvement on Employee Performance through Job Satisfaction as a Mediation Variable at the Aceh Population Registration Office." International Journal of Scientific and Management Research 05, no. 10 (2022): 99–110. http://dx.doi.org/10.37502/ijsmr.2022.51008.

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This study aims to examine the career development and employee involvement contribution to employee performance through job satisfaction at the Aceh Population Registration Office. The population is Aceh Population Registration Office employees with a total of 81 people. The number of respondents was determined by the census method where the entire population members were the respondents in this study. Data were collected by distributing questionnaires. Data were analyzed using SEM-AMOS. The results reveal that in Aceh Population Registration Office the career development, employee involvement, satisfaction, and the employee performance are good, career development affects satisfaction, involvement affects satisfaction, career development affects the Office's employee performance, employee involvement affects the Office's employee performance, satisfaction affects the Office's employee performance, career development affects the Office's employee performance through satisfaction, and involvement affects the Office’s employee performance through Satisfaction. The findings also explain satisfaction as a partial mediator in the model. The result explains the employee performance improvement model of the Aceh Population Registration Office is a function of increasing satisfaction based on career development and employee involvement.

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Zelani, Danu Irwani, Endang Basaria Hutagalung, Ikmal Ikmal, Leyla Doriati Sitanggang, and Mata Tias Zendrato. "PENGARUH PENEMPATAN KERJA, GAYA KEPEMIMPINAN DAN PENGEMBANGAN KARIR TERHADAP BURNOUT KARYAWAN STATION NINJA XPRESS SIBOLGA." JMB (Jurnal Manajemen dan Bisnis) 4, no. 1 (April 12, 2022): 109–16. http://dx.doi.org/10.30743/jmb.v4i1.5179.

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The formulation of the problem in this study is whether work placement, leadership style and career development simultaneously have a negative effect on employee burnout at Station Ninja Xpress Sibolga. This study aims to determine the effect of work placement, leadership style and career development on employee burnout at Station Ninja Xpress Sibolga. The sample in this study were employees at Station Ninja Xpress Sibolga, totaling 42 people. The data analysis technique in this research is Multiple Linear Regression. The results of this study indicate; Work placement partially has a negative effect on employee burnout; Leadership style partially has a negative effect on employee burnout; Career development partially has a negative effect on employee burnout; Work placement, leadership style and career development simultaneously have no positive and significant effect on employee burnout

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Haryono, Siswoyo, Zaid Kamal, and Erna Handayani. "A STUDY OF CERTIFIED FINANCIAL AUDITOR: THE EFFECT OF CAREER DEVELOPMENT AND CERTIFICATION ON PERFORMANCE MEDIATED BY WORK MOTIVATION." International Journal of Research -GRANTHAALAYAH 8, no. 4 (April 29, 2020): 23–31. http://dx.doi.org/10.29121/granthaalayah.v8.i4.2020.4.

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This research aimed to obtain an accurate picture of facts related to the object of research, such as a description of the characteristics of career development variables, auditor certification, work motivation, and auditor performance. The hypothesis testing with SEM (Structural Equation Modeling) based on data obtained in the field, namely testing the effect of career development and certification on performance mediated by motivation. This research was to test; 1) The effect of either partially or jointly career development and auditor certification on work motivation; 2) The effect of either partially or jointly career development, auditor certification, and work motivation on auditor performance. This study amounted to 240, an auditor who was in the Inspectorate units of the South Sumatra working area. The finding showed there is a positive and significant influence of career development and auditor certification on the work motivation of auditors in the South Sumatra Inspectorate Office. e. The motivation, career development, and auditor certification significantly affect the auditor performance in the South Sumatra Inspectorate Office. There is a positive and significant influence on career development, auditor certification, and work motivation together on the performance of auditors in the South Sumatra Inspectorate Office.

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Soway, Yana Grice, Marthinus Mandagi, and Fitri Herawati Mamonto. "Career Development of State Civil Apparatus at Tomohon’s Personnel and Human Resources Development Agency." Journal of Sosial Science 3, no. 2 (March 25, 2022): 439–46. http://dx.doi.org/10.46799/jss.v3i2.319.

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This research aims to analyze the implementation of career development of state civil servants at Tomohon's Personnel and Human Resources Development Agency. The focus of this research includes two indicators of competency education qualifications. This research uses qualitative research methods and data collection techniques: Observation, Interview, and Documentation. Primary data of this research are Civil Servants at Tomohon's Personnel and Human Resources Development Agency, and secondary data are documents, archives, and related literature. The results showed that the Civil Service and Human Resources Development Agency of Central Tomohon is generally are preparing for the career development implementation. It can be seen from the performance not going well since there are no regional regulations that technically regulate career development, educational qualifications in structural positions in the placement of educational background are not under the field, or cognate and competency standards in the class have no technical competence. The advice given is career development in Tomohon's Personnel and Human Resources Development Agency. Thus, evaluating employees' placement based on educational background qualifications and field is needed. Regional regulations competency standards in career development are immediately made to map competency standards for employees at Tomohon's Personnel and Human Resources Development Agency.

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Bawono, Wahyu, and Singmin Johannes Lo. "EMPLOYEE ENGAGEMENT AS A MEDIATOR INFLUENCES OF WORK STRESS AND CAREER DEVELOPMENT TO TURNOVER INTENTION IN EMPLOYEE OFFICE OF PT PKSS CENTRAL OFFICE." Dinasti International Journal of Management Science 1, no. 5 (May 11, 2020): 695–705. http://dx.doi.org/10.31933/dijms.v1i5.284.

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The objectives of this study are: (1) To analyze the Effect of Job Stress, Career Development and Job Satisfaction on Turnover Intention in PT PKSS and (2) To analyze the significant influence between Job Stress, Career Development and Employee Engagement simultaneously / Jointly towards Turnover Intention at PT PKSS. This research uses a quantitative method with a sample of all employees at PT PKSS, amounting to 98 people. The analysis technique used is Part Least Square Analysis (PLS). While the variables in this study are: (1) job stress, (2) career development, (3) employee engagement, and (4) turnover intention. The results of this study include: (1) Job stress has a significant effect on employee engagement with a T-Statistic value of 5,481, (2) Career development has a significant effect on employee engagement with a T-Statistic value of 4,909, (3) Work stress has a significant effect on turnover intention with a T-value Statistics of 3.071, (4) Career development has a significant effect on turnover intention with a T-Statistic value of 5.526, and (5) Employee employee variable can mediate jointly from the effect of work stress and career development on turnover intention. Can be proven by the analysis of VAF (Variance Accounted For) value calculation above, it can prove hypothesis 8 that employee engagement variable (Y1) can mediate the effect of work stress variables and career development together on turnover intention of 21.15%.

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Mulyani, Sitti Rizki. "PENGARUH KOMPETENSI PEGAWAI, PENEMPATAN KERJA DAN PENGEMBANGAN KARIR TERHADAP KINERJA PEGAWAI." PSYCHE 165 12, no. 1 (January 30, 2019): 51–63. http://dx.doi.org/10.29165/psikologi.v12i1.76.

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ABSTRACT This research was conducted at the Secretariat of the Department of Religion. Strikes with the aim to find out how much influence, Employee Competence, Job Placement, and Career Development, on Employee Performance at the Secretariat of the Department of Religion. 75 respondents. Questionnaires distributed as much as 75 and can be processed, The analytical method used is regression analysis and correlation analysis. The results obtained based on Partial Test (t test) are obtained: (a) there is a positive and significant influence between Competence on Employee Performance, evidenced by the value t count is greater than t table. (b) There is a positive and significant influence between Job Placement on Employee Performance, evidenced by the value of t calculated is greater than t table. (c) There is a positive and significant influence between Career Development on Employee Performance, as evidenced by the value of t calculated greater than t table . Then based on hypothesis testing together (Test F) it can be seen that employee competence, work placement, and career development have a positive and significant effect on employee performance. And by testing the coefficient of determination (R2)showed that the percentage of the competence of Employees, Job Placement and Career Development to variable affects employee performance in other variables such as mutations, organizational climate, motivation, and others. Keywords: Competence, Job Placement, Career Development

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Yusuf Iis, Em, Wahyuddin Wahyuddin, Armanu Thoyib, Rico Nur Ilham, and Irada Sinta. "THE EFFECT OF CAREER DEVELOPMENT AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE WITH WORK MOTIVATION AS INTERVENING VARIABLE AT THE OFFICE OF AGRICULTURE AND LIVESTOCK IN ACEH." International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) 2, no. 2 (April 29, 2022): 227–36. http://dx.doi.org/10.54443/ijebas.v2i2.191.

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This study aims to examine the effect of career development and work environment on the performance of the Aceh Agriculture and Livestock Service Office employees. Data was obtained by distributing questionnaires to 100 employees. The data analysis method is Structural Equation Modeling (SEM). The results showed that career development and employee work environment had a significant effect on work motivation and employee performance. In addition, career development and work environment also have a direct effect on performance. Work motivation partially mediates the effect of career development, work environment on performance. The Department of Agriculture and Livestock is expected to improve career development in order to create a conducive work environment to improve employee performance at the Aceh Agriculture and Livestock Service Office.

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Muslimat, Ade. "The Effect of Placement and Career Development on Employee Performance of PT. Mandiri Karya in Jakarta." Jurnal Ilmiah Ilmu Administrasi Publik 10, no. 1 (July 23, 2020): 183. http://dx.doi.org/10.26858/jiap.v10i1.14135.

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This study aims to determine the effect of career placement and development on employee performance at PT. Mandiri Karya in Jakarta. The method used is explanatory research with analytical techniques using statistical analysis with regression testing, correlation, determination and hypothesis testing. The results of this study the placement of a significant effect on employee performance by 41.6%, the hypothesis test obtained t count> t table or (8,133> 1,986). Career development has a significant effect on employee performance by 43.8%, the hypothesis test is obtained t count> t table or (8.508> 1.986). Career placement and development simultaneously have a significant effect on employee performance by 52.6%, the hypothesis test is obtained F count> F table or (51.106> 2,700).

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Ermiati, Cut, Dita Amanah, Dedy Ansari Harahap, and Fitriani Tanjung. "Pengaruh Pengembangan Karir dan Penempatan Kerja Terhadap Prestasi Kerja Karyawan pada PDAM Tirtanadi Provinsi Sumatera Utara." MBIA 17, no. 3 (February 11, 2019): 17–24. http://dx.doi.org/10.33557/10.33557/mbia.v17i3.157.

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This study aims to determine the effect of career development and work placement on employee work performance at PDAM Tirtanadi, North Sumatra Province. The population in this study were all employees per division, amounting to 182 employees. From the total population can be determined the number of samples in this study amounted to 65 people. The data analysis technique used is the t-test, f-test, multiple linear regression and determinant coefficient test using SPSS 22. From the calculation results using SPSS shows that there is an influence of career development on employee work performance, there is the influence of work placement on employee performance and there is the influence of career development and work placement on employee performance.

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Stewart, Amanda J., and Kerry Kuenzi. "The Nonprofit Career Ladder: Exploring Career Paths as Leadership Development for Future Nonprofit Executives." Public Personnel Management 47, no. 4 (July 13, 2018): 359–81. http://dx.doi.org/10.1177/0091026018783022.

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Pending leadership transitions in the nonprofit sector present a timely need to understand the career path to the executive position, but very few studies on nonprofit career paths have been conducted. A systematic study would help make sense of the existing leadership pipeline to the executive office and offer promising insights that contribute to theory building in the sector. This study investigates the career paths of a national random sample of nonprofit executives serving health and human service nonprofit organizations. Primary and secondary data were collected and analyzed on the experience, education, and credentials these executives hold. The analysis evaluates variations among career characteristics, as well as applies career typologies from within and beyond the nonprofit sector. Respondents also provided qualitative descriptions of their path to executive office, which are insightful about influencing factors that are beyond a resume’s depiction of credentials. The findings are rich in descriptive value and are discussed in light of their utility for nonprofit boards charged with executive selection responsibilities. Finally, the findings are also applied to formulate propositions for future research about how individual career movement may be shaping the nonprofit sector.

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Yunanti, Siska. "The Effect of Career Placement and Development to Employee Performance." Almana : Jurnal Manajemen dan Bisnis 4, no. 2 (August 10, 2020): 183–89. http://dx.doi.org/10.36555/almana.v4i2.1351.

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Employee performance, in general, is an embodiment of work carried out by employees who are usually used as a basis or reference for evaluating employees in an organization. Good performance is a step towards achieving organizational goals, therefore, performance is also a deciding tool in achieving organizational goals so it needs to be strived to improve employee performance. This study aims to study the Placement and Career Development of employee performance at PT. Jakarta Prima Cranes in Jakarta. The method used is explanatory research with a sample of 53 respondents. The analysis technique uses statistical analysis with regression testing, evaluation, determination, and hypothesis testing. The results of this study indicate the significance of the company's performance of 48.2%, the hypothesis test obtained significance of 0,000 <0.05. Career Development has a significant effect on employee performance by 59.6%, hypothesis testing obtained significance of 0,000 <0.05. Career Placement and Development simultaneously have a significant effect on employee performance by 56.3%, hypothesis testing obtained significance of 0,000 <0.05.

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Syatoto, Iman. "The Effect of Placement and Career Development on Employee Job Performance at PT Alam Abadi Sejahtera in Jakarta." Jurnal Ad'ministrare 7, no. 1 (June 30, 2020): 21. http://dx.doi.org/10.26858/ja.v7i1.13579.

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Every company in carrying out its activities must have goals to be achieved. This study aims to determine the effect of placement and career development on employee work performance at PT. Alam Abadi Sejahtera in Jakarta. The method used was explanatory research with a sample of 95 respondents. The analysis technique uses statistical analysis with regression testing, correlation, determination and hypothesis testing. The results of this study the placement of a significant effect on employee performance by 40.9%, hypothesis testing obtained significance 0,000 <0.05. Career development has a significant effect on employee performance by 42.2%, hypothesis testing obtained significance 0,000 <0.05. Career placement and simultaneous simultaneous significant effect on employee performance by 51.6%, hypothesis testing obtained significance 0,000 <0.05.

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Danhauer, Suzanne C., Janet A. Tooze, Natalie AM Barrett, Jamie S. Blalock, Carol A. Shively, Mary Lou Voytko, and Sonia J. Crandall. "Development of an Innovative Career Development Program for Early-Career Women Faculty." Global Advances in Health and Medicine 8 (January 2019): 216495611986298. http://dx.doi.org/10.1177/2164956119862986.

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Objective Our institutional Women in Medicine & Science Program (formerly the Office of Women in Medicine and Science) developed the Early Career Development Program for Women to promote the careers of women faculty. At 6 monthly sessions, participants learn relevant content (imposter syndrome, strengths, change style, career management, assertive communication, feedback, personal influence, conflict management, negotiation, importance of mentors, resilience, and self-care); exchange ideas; and expand their professional networks. Here, we report changes in participants’ career skills/knowledge, confidence, and perceptions of the current environment after attending the program. Method Between 2014 and 2017, participants (N = 65) completed pre- and post-program surveys that assessed career knowledge and skills, confidence, and perceptions of the current environment and provided program feedback. Results Most skills showed pre–post significant improvement. The greatest increases occurred in knowing paths to promotion, tailoring communication style, ability to manage conflict, and ability to handle personal–professional role balance. Women reported a significant increase for all items measuring confidence. Among these items, establishing networks, understanding institutional culture, providing feedback, motivating others, strategic planning, delegating, and conflict management had the largest increases. Overall, 89.3% of respondents rated the program impact as very strong/profound, 98.5% rated the concepts as essential, 95.2% rated the skills as essential, and 90.8% rated the sense of community with women in their class as very/extremely close. Conclusions Work-related skills/knowledge, confidence, and perceptions of the current environment increased significantly among program participants. These early-career women faculty indicated that the program augmented the skills needed to develop their careers in an academic medical center.

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Laras, Titi, Rutha Mathilde Santana, Bambang Jatmiko, and Tiyas Puji Utami. "Testing the Mediating Role of Career Development in Affecting Intellectual Capital and Organizational Culture on Employee Performance: Evidence of Local Banks in Yogyakarta, Indonesia." Journal of Accounting and Investment 23, no. 1 (November 26, 2021): 16–32. http://dx.doi.org/10.18196/jai.v23i1.12694.

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Research aims: This study aims to examine the role of career development in mediating the relationship between intellectual capital and organizational culture on employee performance.Design/Methodology/Approach: This study used a proportional stratified random sampling method with 126 permanent employees of local banks in Yogyakarta, Indonesia, as research respondents. The respondents included Head Office, Main Branch Office, and Senopati Branch Office. The data were collected by distributing a questionnaire, and the secondary data were in the form of data or documents that supported and strengthened the primary information from books, magazines, journals, and other documents. Then, the analytical tool utilized in this study was SEM (Structural Equation Modeling) to test the research hypotheses.Research findings: The results showed that intellectual capital and organizational culture had a positive and significant effect on career development and performance, but career development had no positive and significant effect on performance. Meanwhile, career development could not mediate the effect of intellectual capital and organizational culture on performance.Theoretical contribution/Originality: The study results contribute to the literature (body of knowledge), especially as additional discussion toward theory and literature related to intellectual capital, organizational culture, career development, and performance in local banks, which is still very limited.

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Steyvers, Kristof, and Tom Verhelst. "Path Dependency: Do Councillor Recruitment and Career Development Matter?" Lex localis - Journal of Local Self-Government 10, no. 1 (January 25, 2012): 85–110. http://dx.doi.org/10.4335/10.1.85-110.

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This article addresses the question of matter in discussing the effect of recruitment and career development on the importance councillors attach to various tasks associated with their office. It starts from the assumption that professionalization would lead to giving inward-looking tasks more importance to the detriment of their outward counterparts. The analysis shows the question of matter is much more complex in reality in terms of co-variation and causation and is contingent upon (supra-)local structures of opportunities. Overall, (existing) explanations are rather weak. Early stages in the recruitment process seem to matter most and have a negative effect on outward-looking tasks. Whereas specific patterns of path dependency in terms of recruitment and career development thus do appear, the road taken in public office is long and winding and does not always straightforwardly reflect the common legacy of shared past experiences in the way towards it.

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Humes, Charles W., and George Brammer. "LD Career Success after High School." Academic Therapy 21, no. 2 (November 1985): 171–76. http://dx.doi.org/10.1177/105345128502100206.

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Gibson, Ellen. "The Development of Career Services for International Students." Australian Journal of Career Development 14, no. 2 (July 2005): 19–23. http://dx.doi.org/10.1177/103841620501400205.

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The number of international students attending Australian universities has increased markedly over the past five years and has resulted in a need for career services that adequately reflect the requirements of these students. One of Queensland University of Technology's responses to this has been the appointment of a full-time International Career Counsellor to develop career services for all international students. This case study discusses these services; outlines the findings of a survey of Asian employers; and describes the development of an off-shore work placement scheme.

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Yacoub, Evan, Ian Hall, and Jane Bernal. "Secure in-patient services for people with learning disability: is the market serving the user well?" Psychiatric Bulletin 32, no. 6 (June 2008): 205–7. http://dx.doi.org/10.1192/pb.bp.107.018523.

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Medium-secure care services developed in England following the Butler report (Home Office & Department of Health and Social Security, 1975). They were established to address the major gap in provision between high-secure and local mental health services. However, the development of special secure services for offenders with a learning disability has largely been neglected (Snowden, 1995). People with learning disability who require secure in-patient care are often placed in remote and costly units because suitable local facilities do not exist. Such placements do not usually accord with user and carer wishes.

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Jackson, Denise A. "Using work-integrated learning to enhance career planning among business undergraduates." Australian Journal of Career Development 26, no. 3 (October 2017): 153–64. http://dx.doi.org/10.1177/1038416217727124.

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Effective career planning among undergraduates is increasingly important amid competitive graduate labour markets and high levels of graduate underemployment. Students must be able to set clearly defined career objectives and be equipped to identify suitable development pathways to achieve their career goals. This study examined the impact of work-integrated learning on student career planning. It focused on the completion of an elective work placement by 102 business undergraduates in a Western Australian university. The study adopted a qualitative approach and used structured reflections to examine how the placement influenced students’ career objectives, developed their self-awareness in the context of career planning, and helped them identify personal development strategies to improve their employment prospects. Drawing on social cognitive career theory, the study advances our understanding of how work-integrated learning can shape undergraduate career objectives and improve currently weak levels of student engagement with career planning. Implications for future career counselling are discussed.

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Syah, Rahmad. "PENGARUH PENGEMBANGAN KARIR, FASILITAS KERJA, KOMITMEN PROFESI DAN PENGAWASAN KERJA TERHADAP KINERJAPEGAWAI PADA KANTOR PELAYANAN PAJAK PRATAMA TEBING TINGGI." JMB (Jurnal Manajemen dan Bisnis) 2, no. 1 (March 6, 2020): 63–69. http://dx.doi.org/10.30743/jmb.v2i1.2360.

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The problem in this research is how the influence of career development, work facilities, professional commitment and supervision of work partially or simultaneously on the performance of employees in the Tebing Tinggi Pratama Tax Office The research objective: To determine the effect of career development, work facilities, professional commitment and work supervision partially and simultaneously on the performance of employees in the Primary Tax Office Tebing Tinggi. The hypothesis proposed is: There is the influence of career development, work facilities, professional commitment, partial supervision and jointly on the performance of employees at the Primary Tax Office Tebing Tinggi. The study was conducted at the Tebing Tinggi Pratama Tax Service Office Jalan Sutoyo Number 32 Rambung Tebing Tinggi., With a population of 82 people, and a study sample of 82 people. Based on the results of the analysis, there is a significant influence between career development on the performance of the Pratama Tebing Tinggi Tax Office employee, because according to the results of the t count t-table analysis (1.895 1.67) at n = 82 with a significance level of 95%. There is a significant influence between work facilities on the performance of the Primary Tax Office employees of Tebing Tinggi, the results of t count analysis t-table (1,874 1.67) at n = 82 with a level of significance of 95%. There is a significant influence between professional commitment to the performance of the Primary Tax Service Office Tebing Tinggi, because according to the results of the analysis t count t-table (2.074 1.67) at n = 82 with a significance level of 95%. There is a significant influence between the supervision of the performance of the Pratama Tebing Tinggi Tax Office employee, because according to the results of the t-count analysis t-table (2.493 1.67) at n = 82 with a significance level of 95%. Together (multiple) there is a positive and significant influence on career development, work facilities, professional commitment and supervision of the performance of employees of the High Pratama Tax Service Office, because the F test results obtained F-count F table (12,305 2,48) . Thus the hypothesis proposed is accepted by the truth.

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Сотников and N. Sotnikov. "Professional staff member career as an object of strategic management in the banking sphere." Management of the Personnel and Intellectual Resources in Russia 3, no. 3 (June 17, 2014): 35–39. http://dx.doi.org/10.12737/4876.

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Despite differences in approaches and interpretations, employee’s career development is one of fundamental ways to manage personnel in a way, that encourages to achieve their personal as well as organizational goals. The author suggests his original definitions of such terms, as «professional career», «career space in a bank», «personal career space», career potential, «career populism», «career strategic management», «career strategies». Career space in a bank is featured as a vector space for career movements. Revealed are factors influencing a commercial bank employee’s individual career vector. Factors, responsible for personal career space choices of back-office and front-office personnel are analyzed. Theoretic basics of career strategic management are considered, namely, necessity, opportunities, peculiarities and constraints. The author supplies reason for his own approach to developing career advancement strategy for banking staff, dependant on assessment of their individual career potential.

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Jakieła, Jacek, Joanna Świętoniowska, and Joanna Wójcik. "Patterns for Personal Business Model Canvas Applications – BE(A)ST, an Approach for Aware Career Development." European Conference on Knowledge Management 23, no. 1 (August 25, 2022): 552–59. http://dx.doi.org/10.34190/eckm.23.1.753.

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The model in which after formal education a person obtains a stable occupation has been replaced by the career model of building many, often different individual development paths throughout the course of one’s life. It poses a huge challenge for higher education institutions. Universities must move from the current mode of ‘mass production’ of students to the approach that treats students individually according to their interests, values, passion and character traits. Furthermore, universities should focus not only on developing hard skills, but also universal competences that can positively affect their ability to adapt to the changing demands of the labour market. The education process usually involves many stakeholders: students themselves, academics, career office staff, parents, employers, or friends. Each of these groups has different levels of understanding of what a career is, what career planning is about, and what professional success means. Ideally, the university provides support for the personalization of educational pathways and career planning at various points of contact - classes, career offices, career related events. Students should also be motivated to actively develop their career identity and its connection to what makes them tick. Universities should offer career planning tools for various stakeholder groups tailored to their needs. Our approach called BE Aware STudent (BE(A)ST) is a comprehensive framework that enables universities to prepare students to be more agile in educational track individualization and increase students’ adaptability in the process of conscious career development. The key technique adopted for the BEAST approach is the Personal Business Model Canvas (PBMC). This paper presents the patterns of PBMC applications in the form of possible scenarios that may be used by students, educational staff members, and career office workers. Students can use the PBMC for educational track individualization and early career planning. Educational Staff Members can use the technique to present the market potential of the subject they teach and to prepare a reference model for possible job positions related to the subject matter of the classes. Career office workers may use PBMC for counselling students and collecting information on occupation requirements from employers.

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Dj, Arifhan Ady, and Wahdaniah Wahdaniah. "PENGARUH KOMPETENSI, PENGEMBANGAN KARIR TERHADAP KINERJA PEGAWAI NEGERI SIPIL PADA KANTOR SEKRETARIAT DAERAH KABUPATEN MAJENE." Bussman Journal : Indonesian Journal of Business and Management 2, no. 1 (April 30, 2022): 54–64. http://dx.doi.org/10.53363/buss.v2i1.37.

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This study aims to determine the effect of competence, career development on the performance of civil servants at the regional secretariat office of Majene Regency. Associative quantitative method was used in this study, and used a questionnaire as a data collection tool. The research data was processed using multiple linear regression analysis. The results show that competence, career development has a positive relationship to the performance of civil servants in the regional secretariat office of Majene Regency

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Leimer, Christina, and Dawn Geronimo Terkla. "Laying the foundation: Institutional research office organization, staffing, and career development." New Directions for Institutional Research 2009, no. 143 (June 2009): 43–58. http://dx.doi.org/10.1002/ir.304.

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Patawari, Alwan, Aryana Satrya, and Jaka Warsihna. "PENGARUH LINGKUNGAN KERJA DAN PENGEMBANGAN KARIR TERHADAP MOTIVASI DAN KINERJA KARYAWAN DINAS PERUMAHAN RAKYAT DAN KAWASAN PERMUKIMAN (DPRKP) DAN DINAS PEKERJAAN UMUM DAN PENATAAN RUANG (DPUPR) KABUPATEN SUMBAWA." SCIENTIFIC JOURNAL OF REFLECTION : Economic, Accounting, Management and Business 6, no. 1 (January 1, 2023): 39–47. http://dx.doi.org/10.37481/sjr.v6i1.617.

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The purpose of this study is to analyze the effect of the work environment, career development, work motivation on employee performance. The research object and population in this study were employees of the Public Housing and Settlement Area Office (DPRKP) and the Public Works and Spatial Planning Office (DPUPR) of Sumbawa Regency. The number of samples is 200 people who work at the Public Housing and Settlement Area Office (DPRKP) and the Public Works and Spatial Planning Office (DPUPR) of Sumbawa Regency. The data analysis technique used is path analysis. Based on the results of the classical assumption test, it was found that the model met the required assumptions. The results of hypothesis testing show that 1) the work environment has a positive and significant effect on employee performance at the Public Housing and Settlement Area Office and the Public Works and Spatial Planning Office of Sumbawa Regency; 2) The work environment has a positive but not significant effect on the Work Motivation of employees of the Public Housing and Settlement Area Office and the Public Works and Spatial Planning Office of Sumbawa Regency; 3) Career Development has a negative but not significant effect on the Employee Performance of the Public Housing and Settlement Area Office and the Public Works and Spatial Planning Office of Sumbawa Regency; 4) Career Development has a positive and significant effect on the Work Motivation of the Public Housing and Residential Area Office Employees and the Public Works and Spatial Planning Office of Sumbawa Regency; 5) Work Motivation has a positive and significant effect on Employee Performance at the Public Housing and Settlement Area Office and the Public Works and Spatial Planning Office of Sumbawa Regency.

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Sulistiyono, Didik, and Muhammad Havidz Aima. "THE INFLUENCE OF CAREER DEVELOPMENT AND COMPENSATION ON WORK SATISFACTION AND ITS IMPLICATIONS AGAINST TURNOVER INTENTION AT AJB BUMIPUTERA 1912'S HEAD OFFICE." Dinasti International Journal of Education Management And Social Science 2, no. 1 (November 17, 2020): 81–95. http://dx.doi.org/10.31933/dijemss.v2i1.599.

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This research aims to discovered those influence of career development and compensation towards turnover intention that mediated through work satisfaction. The research object were the employees of AJB Bumiputera 1912's head office. As many as 177 respondents filled these questionnaire, and sample was taken by Slovin formula from total population of 317 employees. This research was conducted in October 2019 until April 2020 at AJB Bumiputera 1912's head office. The sampling technique used proportional stratified random sampling while data were analyzed by SmartPLS (Partial Least Square)of path analysis application. The results from this research were indicated that career development had no significant influence on Turnover Intention and compensation had positive and significant impact towards turnover intention. Meanwhile, work satisfaction became a mediate factor between career development and compensation to turnover intention. Work satisfaction could mediated career development perfectly. And work satisfaction only had partial impact towards compensation.

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Aryanti, Ari Dwi, Pompong B. Setiadi, and Sri Rahayu. "Factors Influencing Employee Professionalism In The Madya Tax Service Office Sidoarjo." Neo Journal of economy and social humanities 1, no. 4 (December 31, 2022): 255–64. http://dx.doi.org/10.56403/nejesh.v1i4.59.

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This study examines what are the factors that influence employee professionalism. These factors consist of workload, employee career development, job enrichment, and communication on employee professionalism at work. The sample in this study were 104 employees at the Sidoarjo Middle School Tax Service Office. The analytical tool used is multiple linear regression. The results of the study show that simultaneously the variables workload, employee career development, job enrichment, and communication have an effect on employee professionalism, while partially the workload variables, employee career development, job enrichment, and communication all have a significant effect on employee professionalism in the Tax Service Office Madya Sidoarjo. As well as the most dominant variable in its influence on employee professionalism is the communication variable.

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Ikhsan, Muhammad, and Nursanjaya Nursanjaya. "PENGARUH PENGEMBANGAN KARIR DAN PENEMPATAN KERJA TERHADAP PRESTASI KERJA KARYAWAN PT, BANK PEMBIAYAAN RAKYAT SYARIAH RAHMAH HIJRAH AGUNG DI KOTA LHOKSEUMAWE." Negotium: Jurnal Ilmu Administrasi Bisnis 5, no. 1 (June 9, 2022): 39. http://dx.doi.org/10.29103/njiab.v5i1.7480.

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This research aims to determine the influence of career development and work placement on the work performance of PT employees. Rahmah Hijrah Agung Lhokseumawe City. This research was conducted on PT. Rahmah Hijrah Agung Lhokseumawe City. This study used primary data in the form of questionnaires distributed to PT employees. Rahmah Hijrah Agung Lhokseumawe City as many as 36 respondents. The data analysis methods used are instrument tests and classical assumption tests as well as multiple linear regression tests using the help of SPSS version 26 software. The results of the partial testing showed that career development did not have a significant effect on employee work performance, while work placement had a positive and significant effect on the work performance of PT employees. Rahmah Hijrah Agung Lhokseumawe City. Meanwhile, from the results of simultaneous testing it was obtained that career development and work placement together had a significant effect on the work performance of PT employees. Rahmah Hijrah Agung Lhokseumawe City.

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Kristiana, Kristiana, Ida Bagus Made Agung Dwijatenaya, and Agustinus Djiu. "Analysis of Factors Influencing the Employee’s Spirit: A Case Study of The Health Office of Kutai Barat District." Journal of Business and Management Studies 4, no. 4 (September 28, 2022): 106–13. http://dx.doi.org/10.32996/jbms.2022.4.4.10.

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This research was conducted at the Health Office of West Kutai Regency with five X variables, namely work mutations (X1), career development (X2), work motivation (X3), work discipline (X4), work environment (X5), and one Y variables, namely work spirit. (Y). This study aims to analyze and determine the magnitude of the influence of work mutations, career development, work motivation, work discipline, and work environment on the morale of the employees of the Health Office of West Kutai Regency partially or simultaneously. This research is a quantitative study with a deductive-inductive approach using the SPSS program, which discusses the effect of work mutation variables, career development, work motivation, work discipline, and work environment on work morale by using validity and reliability tests, multiple linear regression analysis, t-test, and the F test. The population in this study was the Health Office of West Kutai Regency, totaling 49 (forty-nine) people, and with the census sampling technique, the population would be used as the research sample. The results showed that job transfer, career development, work motivation, work discipline, and work environment together had a positive and significant influence on the morale of the employees of the Health Office of West Kutai Regency. The adjusted R square value is 0.759 or 75.9% which means that work enthusiasm can be explained by the variables of work mutation (X1), career development (X2), work motivation (X3), work discipline (X4), and work environment (X5). The remaining 24.1% is influenced by other factors outside the variables used in this study. Partially all variables have a positive and significant influence; this is evidenced by the value of count, which is greater than the table. The variable that has the largest beta coefficient (β) is work motivation (X3), with a value of 0.504. This means that work motivation is the most dominant independent variable in influencing employee morale at the Health Office of West Kutai Regency.

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Yuniati, Lentera Crosi, Burhanudin Ahmad Yani, and Istiqomah Istiqomah. "Kinerja Karyawan Ditinjau Dari Motivasi, Disiplin Kerja dan Pengembangan Karir di Masa Pandemic Covid-19 (Studi Kasus Pada Karyawan Dinas Kesehatan Kota Surakarta di Balaikota)." JURNAL ILMIAH EDUNOMIKA 6, no. 1 (January 24, 2022): 284. http://dx.doi.org/10.29040/jie.v6i1.3877.

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This research discusses about good employee performance which is very fundamental for organizations and companies to reach a common goal, especially during the Covid-19 pandemic. The purpose of this research is to find out whether there is an influence between the variables of Motivation, Work Discipline, and Career Development on Employee Performance at The Surakarta City Health Office at City Hall simultaneously and partially. This research use quantitative research method. The population in this research include all employee of the Surakarta City Health Office at City Hall which are civil servant totaling 56 employee. Sampling using the Non Probability method using a saturated sample technique. The result of this research are that there is a simultaneous influence between motivation, work discipline, and career development on the performance employee of The Surakarta City Health Office at City Hall during the Covid-19 pandemic, while partially career development during the Covid-19 pandemic has no effect on the performance of the Departement of Health employee Surakarta City Health at City Hall.

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Gibran, Nabila, and Danny Ramadani. "The Effect of Training and Career Development on Employee Performance." Almana : Jurnal Manajemen dan Bisnis 5, no. 3 (December 27, 2021): 407–15. http://dx.doi.org/10.36555/almana.v5i3.1680.

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Job knowledge, skills, and morals in a particular organization. So, nowadays many organizations consider employee training and career development as an important part of human resource management. The purpose of this study is to determine the effect of training on employee performance, to determine the effect of career development on employee performance, to determine the effect of training and career development on employee performance. The research method used is descriptive and verification. Respondents in this study were 106 employees of the Karawang District Health Office. Data collection techniques used are observation, interviews, and questionnaires. The data analysis method used is the multiple linear regression analysis. Data analysis was carried out using SPSS 16. The results of this study indicate that training and career development have a weak and unidirectional relationship. Then for the regression results, partially training has a positive influence on employee performance. Career development has a significant influence on employee performance. Simultaneously training and career development affects employee performance.

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Sawaluddin, Sawaluddin, Indrayani Indrayani, Muammar Khaddafi, and Ngaliman Ngaliman. "ANTECEDENTS AND CONSEQUENCES OF CAREER DEVELOPMENT OF EMPLOYEES IN BAPERLITBANG KARIMUN REGENCY." MORFAI JOURNAL 2, no. 1 (April 30, 2022): 117–24. http://dx.doi.org/10.54443/morfai.v2i1.207.

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This study aims to see the influence of career development of civil servants in the Planning, Research, and Development Agency of Karimun Regency. The number of respondents used as samples in this study was as many as 65 people. The results showed that: (1) Education has a significant effect on career development, Education has a significant effect on Job Promotion, (2) Training does not significantly affect the Promotion of Positions, (3) Promotion of Positions has a significant effect on career development, (4) Mutations have a significant effect on the Promotion of Positions, (5) Mutations have a significant effect on the career development of employees in the office of the Planning, Research and Development Agency of karimun district.

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Istia Fatmawati, Wulan, and Chaerudin Chaerudin. "THE INFLUENCE OF ORGANIZATIONAL COMMITMENT, CAREER DEVELOPMENT AND WORK ENVIRONMENT ON EMPLOYEES’ JOB SATISFACTION (CASE STUDY AT PT. MAP SURVEILLANCES)." Dinasti International Journal of Education Management And Social Science 2, no. 4 (April 22, 2021): 654–62. http://dx.doi.org/10.31933/dijemss.v2i4.828.

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This research aims to learn further regarding the impact caused by Organizational Commitment, Career Development and Work Environment on Employee Job Satisfaction either partially or simultaneously. The research population amounted to 140 respondents with a sample filtered of 95 respondents who were employees at Head Office and Site Office of PT. Map Surveillances. The quantitative descriptive research method used multiple linear regression analysis through the version 22 SPSS (Statistical Package for the Social) application program. The results showed that Organizational Commitment, Career Development and Work Environment had a positive and significant impact on Job Satisfaction both partially and simultaneously.

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Dua Nurak, Lusia Adinda, Armanu Thoyib, Noermijati Noermijati, and I. Gede Riana. "The Relationship between Work-Family Conflict, Career Success Orientation and Career Development among Working Women in Indonesia." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 4, no. 2 (2018): 49–56. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.42.1006.

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This study is aimed to analyze the relationship between work-family conflict on career success orientation and career development. This study used 180 career women respondents in the governor’s office in East Nusa Tenggara Province, Indonesia. Qualitative and quantitative data from primary and secondary sources were collected by distributing questionnaires to the respondents. Purposive sampling was applied, and the data were analyzed using descriptive and inferential analysis of Partial Least Square. The result shows that work-family conflict does not significantly affect women’s’ career development but significantly affects the career success orientation. Also, career success orientation significantly affects woman’s career development. This study further reveals that career success is a strategic orientation as a mediation role between work-family conflict and woman’s career development. Based on the models, this study indicates that 50.06% (Q2-predictive relevance) in the variation of the career development can be explained by career success orientation and work-family conflict. Wo

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이찬, 김진모, 나승일, 강두천, and 정철영. "Current situation and Needs Analysis of Supporting Career Development for Office Workers." Journal ofAgricultural Education and Human Resource Development 40, no. 2 (June 2008): 189–220. http://dx.doi.org/10.23840/agehrd.2008.40.2.189.

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Ahdat, Baharudin Syafril. "Peran Motivasi Intrinsik, Kompensasi Dan Pengembangan Karir Terhadap Komitmen Afektif (Studi Pada Kantor Pusat Waroeng Spesial Sambal Yogyakarta)." Jurnal Manajemen DIVERSIFIKASI 2, no. 1 (March 15, 2022): 1–14. http://dx.doi.org/10.24127/diversifikasi.v2i1.609.

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This study aims to determine (1) the role of intrinsic motivation on affective commitment, (2) the role of compensation for affective commitment, (3) the role of career development on affective commitment, and (4) the role of intrinsic motivation, compensation and career development together towards Affective Commitment. The research used is quantitative research. This research was conducted at the Head Office of Waroeng Spesial Sambal “SS”. The number of employees who are in the Waroeng SS Head Office is 100 employees, in calculating the number of respondents in this study using the Slovin formula which produces 80 respondents. The data collection method used a questionnaire and is homogeneous or free. This research uses data quality test, classic assumption test (normality test, heteroscedasticity test and multicollinearity test), multiple linear regression analysis and hypothesis testing. The results of this study indicate that the intrinsic motivation variable has a positive and significant role to the affective commitment variable. The Compensation Variable has a positive and significant role on the Affective Commitment Variable. Career Development Variable does not play a role in the Affective Commitment Variable. Intrinsic Motivation, Compensation and Career Development variables together or simultaneously affect the Affective Commitment Variable. Keywords: Affective Commitment, Intrinsic Motivation, Compensation, Career Development.

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Novitayanti, Dita, Muhammad Doddy AB, and Nursanita Nasution. "The Effect of Career Development and Motivation of Employee Performance in Syariah Mandiri Bank Regional III Office Jakarta." JURNAL EKONOMI DAN PERBANKAN SYARIAH 8, no. 1 (August 9, 2020): 44–62. http://dx.doi.org/10.46899/jeps.v8i1.175.

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This study aims to examine the effect of career development and motivation on employee performance. This research using quantitative research. Data were obtained by questionnaires to 37 respondents who worked at BSM Region III Office in 2020. The sampling technique in this study is non-probability sampling, with the Partial Least Square (PLS) approach is using a data analysis technique. Based on the results of data analysis, career development has a significant effect on employee performance and motivation has a significant effect on employee performance. Therefore, by providing career development opportunities and motivation for employees will improve employee performance. Keywords: Career Development; Motivation; Employee Performance

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Ramadoss, Deepti, Amanda F. Bolgioni, Rebekah L. Layton, Janet Alder, Natalie Lundsteen, C. Abigail Stayart, Jodi B. Yellin, Conrad L. Smart, and Susi S. Varvayanis. "Using stakeholder insights to enhance engagement in PhD professional development." PLOS ONE 17, no. 1 (January 27, 2022): e0262191. http://dx.doi.org/10.1371/journal.pone.0262191.

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There is increasing awareness of the need for pre- and post-doctoral professional development and career guidance, however many academic institutions are only beginning to build out these functional roles. As a graduate career educator, accessing vast silos and resources at a university and with industry-partners can be daunting, yet collaboration and network development are crucial to the success of any career and professional development office. To better inform and direct these efforts, forty-five stakeholders external and internal to academic institutions were identified and interviewed to gather perspectives on topics critical to career development offices. Using a stakeholder engagement visualization tool developed by the authors, strengths and weaknesses can be assessed. General themes from interviews with internal and external stakeholders are discussed to provide various stakeholder subgroup perspectives to help prepare for successful interactions. Benefits include increased engagement and opportunities to collaborate, and to build or expand graduate career development offices.

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Zagoto, Kartika Hinayasati. "The Influences of Career Development, Job Satisfaction, And Organizational Commitment on Employee Turnover Intention (Case Study on The Assistant Level Employees of PT. Bank Negara Indonesia (Persero) Tbk. Regional Office X)." International Humanities and Applied Science Journal 1, no. 1 (March 17, 2020): 30. http://dx.doi.org/10.22441/ihasj.2020.v3i1.04.

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This study aims to examine and analyze the influences of career development, job satisfaction, and organizational commitment on employee turnover intention on the assistant level employees of PT Bank Negara Indonesia (Persero) Tbk. Regional Office X. This study is quantitative research with a total sample of 86 employees and processed by using SPSS for Windows version 22.0. The probability sampling technique is proportionate random sampling, while the data analysis technique is Multiple Linear Regression. The results show that: career development has a significant influence on turnover intention, job satisfaction does not have a significant influence on turnover intention, organizational commitment has a significant influence on turnover intention, and the F test shows that career development, job satisfaction, and organizational commitment simultaneously have a significant influence on employee turnover intention at the assistant level employees of PT Bank Negara Indonesia (Persero) Tbk. Regional Office X.

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Heliyani, Heliyani, and Desmi Hardi. "PENGARUH PENEMPATAN, PENGEMBANGAN KARIR DAN AKTUALISASI DIRI TERHADAP KINERJA PEGAWAI PADA BAPELITBANG KABUPATEN LIMA PULUH KOTA." jurnal ekonomi 24, no. 2 (September 30, 2021): 70–87. http://dx.doi.org/10.47896/je.v24i2.460.

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The purpose of this study was to analyze the effect of placement, career development and self-actualization on employee performance at Bapelitbang Lima Puluh Kota Regency. This type of research is descriptive quantitative research. The sample in this study were all 51 employees of Bapelitbang Regency of Fifty Cities. Data processing in this study will use smart PLS software. The results showed that work placement had no significant effect on performance. Career development has a positive and significant effect on performance and self-actualization has a positive and significant effect on performance Keywords: Placement, Career Development and Self-Actualization, PerformanceTujuan penelitian ini adalah untuk menganalisis pengaruh penempatan, pengembangan karir dan aktualisasi diri terhadap kinerja pegawai pada Bapelitbang Kabupaten Lima Puluh Kota. Jenis penelitian ini adalah penelitian deskriptif kuantitatif. Sampel dalam penelitian ini adalah seluruh pegawai Bapelitbang Kabupaten Lima Puluh Kota yang berjumlah 51 orang. Pengolahan data pada penelitian ini akan menggunakan Software smartPLS. Hasil penelitian menunjukkan bahwa penempatan kerja tidak berpengaruh significan terhadap kinerja. Pengembangan karir berpengaruh positif dan significan terhadap kinerja dan Aktualisasi diri berpengaruh positif dan significan terhadap kinerjaKata kunci : Penempatan, Pengembangan Karir dan Aktualisasi diri, Kinerja

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Khaeruman and Tabroni. "Performance Improvement through Skills and Work Experience at the Population and Civil Registration Office of Serang Regency." International Journal of Science, Technology & Management 1, no. 3 (September 30, 2020): 209–19. http://dx.doi.org/10.46729/ijstm.v1i3.39.

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The background of this research is that the career development of employees at the Department of Population and Civil Registration of Serang Regency tends to decline, allegedly due to a lack of skills and work experience. This study aims to determine the effect of skills and work experience partially and simultaneously on the career development of employees at the Department of Population and Civil Registration of Serang Regency. The research method used is descriptive and quantitative. The population was 84 employees at the Department of Population and Civil Registration of Serang Regency and the sample size was 84 employees, while the sampling technique used in this study was saturated sampling. The data analysis technique used includes validity test, reliability test, classical assumptions, correlation test, coefficient of determination, multiple linear regression analysis and hypothesis testing. The results of the study obtained a hypothesis test of the skill variable on career development obtained tcount> ttable (3,913> 1,989) which means significant, work experience on career development obtained tcount> ttable (4,627> 1,989) means significant, while skills and work experience on career development obtained Fcount> Ftable (51,616> 3,11) means significant.

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Journal articles on the topic 'Office of Career Development and Placement'

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