Strategy Pattern of Competency Value Management and Career Development on Human Research Management Performance

Rahmania Argita  Dwijayanti; Isra  Prihantini; Julinta Eka  Ariyani; Satria Avianda  Nurcahyo; Ahmad  Ali; Teguh Harso  Widagdo; Sudiyono  Sudiyono; Meida  Rachmawati

doi:10.54518/rh.3.6.2023.413

Authors

Rahmania Argita Dwijayanti Universitas Ngudi Waluyo, Semarang, Indonesia
Isra Prihantini Universitas Ngudi Waluyo, Semarang, Indonesia
Julinta Eka Ariyani Universitas Ngudi Waluyo, Semarang, Indonesia
Satria Avianda Nurcahyo Universitas Ngudi Waluyo, Semarang, Indonesia
Ahmad Ali Universitas Ngudi Waluyo, Semarang, Indonesia
Teguh Harso Widagdo Universitas Ngudi Waluyo, Semarang, Indonesia
Sudiyono Sudiyono Universitas Ngudi Waluyo, Semarang, Indonesia
Meida Rachmawati Universitas Ngudi Waluyo, Semarang, Indonesia

DOI:

https://doi.org/10.54518/rh.3.6.2023.413

Keywords:

Competence, Career Development, Organizational Commitment, Employee Performance

Abstract

The purpose of this study was to determine the effect of the variables Competence, Career Development, and Organizational Commitment on employee performance improvement. The data used in this study were primary data in the form of distributing questionnaires as many as 100 respondents to PT Gudang Garam Kudus Distributor employees. The sampling technique used in this study was purposive sampling. The test of this study used path analysis and to test the effect of the intervening variables the sobel test was used. The results showed that competence has a positive effect on organizational commitment. Career development has a positive effect on organizational commitment. Competence has a positive effect on employee performance. Career development has a positive effect on employee performance. Organizational commitment has a positive effect on employee performance. Regarding the variable organizational commitment is not able to become an intervening variable, an employee is expected to work actively and help each other so that it can increase organizational commitment. Then by making employees have a strong sense of organizational commitment and grow slowly by creating a work atmosphere like a family, by implementing this family management, employees will feel comfortable, feel more psychologically cared for, and feel a family bond.

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