Available online at JIME website: https://journal.
id/index.
php/jime/ The Influence of Career Development.
Work Motivation.
And Work Discipline On Employee Performance Yustina Yasinta Bupu1.
Deni Wardani2* Management Study Program.
Indonesia Banking School.
Jakarta.
Indonesia12 Received: 15th June 2024.
Revised: 17th June 2024.
Accepted: 17th June 2024.
Available online: 26th June 2024.
Published regularly: June 2024.
Abstract This study examines the effect of career development, work motivation, and work discipline on employee performance.
Study on a permanent employee at the retail account services (RAS) division at the Bank X.
South Jakarta.
The independent variables in this study are Career Development.
Work Motivation, and Work Discipline.
At the same time, the dependent variable in this study is Employee Performance.
Hypothesis testing in this study uses the PLS or Partial Least Square method with SmartPLS 3.
The data collection technique used a Google form application questionnaire to collect respondent The sample in this study were all members of the population, which amounted to 70 permanent employees at the Bank X.
South Jakarta.
The analysis results show that Career Development has a positive and significant effect on Employee Performance.
Work Motivation has a positive and significant effect on Employee Performance.
Work Discipline has a positive and significant effect on Employee Performance.
Keyword: Career Development.
Work Motivation.
Work Discipline.
Employee Performance.
*) Corresponding Author Email: deni@ibs.
id (Deni Wardan.
Jurnal Ilmu Manajemen dan Ekonomika.
Vol.
No.
2 June 2024:113-128 Abstrak Penelitian ini bertujuan untuk menguji pengaruh Pengembangan Karir.
Motivasi Kerja, dan Disiplin Kerja terhadap Kinerja Karywan dengan Studi pada karyawan tetap divisi retail account services (RAS) pada Kantor Bank X Jakarta Selatan.
Variabel independen pada penelitian ini adalah Pengembangan Karir.
Motivasi Kerja, dan Disiplin Kerja.
Sedangkan variabel dependen dalam penelitian ini adalah Kinerja Karyawan.
Pengujian hipotesis dalam penelitian ini menggunakan metode (PLS) atau Partial Least Square dengan software SmartPLS 3.
Teknik pengumpulan data menggunakan kuesioner aplikasi googleform untuk mengumpulkan informasi responden.
Sampel pada penelitian ini seluruh anggota populasi yang berjumlah 70 karyawan tetap divisi retail account services (RAS) di Kantor Bank X Jakarta Selatan.
Hasil analisis menunjukkan pengembangan karir berpengaruh positif dan signifikan terhadap kinerja Motivasi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan.
Disiplin kerja berpengaruh positif dan signifikan terhadap kinerja karyawan.
Kata Kunci: Pengembangan Karir.
Motivasi Kerja.
Disiplin Kerja.
Kinerja Karyawan INTRODUCTION Human resources are the main key to a Business development in the modern era is increasingly rapid with many foreign and domestic Employee companies emerging in Indonesia.
This country performance has a direct impact on company offers a large market share, mainly due to high results, and increasing employee performance public consumption.
However, business growth is encourages increased performance measured based not only determined by market size, but also by on work efficiency and effectiveness.
Performance internal factors, with human resources playing an is the result of an employee's work which can be important role.
Creative human resources are very measured using certain measuring instruments important in running a business successfully.
(Sutedjo & Mangkunegara, 2.
conclusion, human resources are the main factor in Career development is a formal approach a company's development and success (Alif, 2.
implemented by organizations to ensure the Global business competition is increasingly availability of quality employees when needed.
This includes training programs to improve discipline.
Organizations seek profit and need talented leaders.
responsibility and work efficiency (Dyahrini & HR is important, lack of executives hinders Nugraha, 2.
Career development is an organizational goals.
Pioneers need to engage individual's effort to achieve a higher position by Employee increasing their work capacity.
Clear career performance influences the progress and success of planning can increase employee motivation and job the business.
Business growth depends on operating satisfaction (Bahri & Nisa, 2.
Work motivation results (Ardiyansah & Radiansyah, 2.
is a person's mental attitude that encourages them Yustina.
Wardani.
The Influence of Career ManagementA ISSN: 2089-4309 .
2579-4841 .
to carry out their duties better, improve their stated that career development is a formal approach abilities and skills at work (Fadhila & Pracoyo, taken by organizations to ensure that employees with the right qualifications and experience are Work motivation is an aspect that can influence available when needed and that career development employee performance apart from work discipline.
is the result of interactions between professions.
Work discipline basically makes workers aware of individuals and the organization's professional the implementation of assigned tasks, where management processes.
training does not arise by itself but must be formed by formal and informal education, as well as the Work Motivation motivation that exists within each employee Motivation is the provision of encouragement (Harlie, 2.
Employee performance is a meeting that creates enthusiasm for a person's work so that of skills, efforts and opportunities that can be they can work together, work effectively and with measured by results (Manoppo, 2.
integrity with all their might.
His efforts to achieve Performance is the result of the quality and goals, achieve satisfaction.
(Hasibuan, 2.
quantity of work carried out by an employee in Theoretically, motivation is formed because accordance with the responsibilities assigned humans have basic needs such as physiological, (Mochklas & Mahardhika, 2.
safety, social, ego and self-actualization needs.
Achieving quality and professional employee These needs form a hierarchy, and each need will be performance requires specific, consistent and successful if the lower needs are met.
(Dessler, continuous action.
Specific efforts that can help Motivation is defined as a process that improve the quality of employee professional contributes to an individual's intensity, direction and performance are career development, motivation persistence in efforts to achieve goals (Pamungkas, and work discipline.
Kurniawan & Deni .
Based on the results of the interviews studied, it is known that the performance of Bank X employees at South Jakarta has increased compared to before.
Work Discipline Work discipline is an attitude of upholding, respecting, submitting to, and obeying written and THEORETICAL
FRAMEWORK
AND
HYPOTHESIS DEVELOPMENT
unwritten regulations that can be implemented, without avoiding punishment if you violate the responsibilities and authority given.
Discipline is a Career Development person's willingness and willingness to obey and Research (Napitupulu, 2.
explains that career implement the regulatory norms that apply around development is the process of increasing an him (Sutrisno, 2.
explains that discipline is the individual's work capacity to achieve the desired sixth most important operational function of human Meanwhile (Nugroho & Kunartinah, 2.
resource management because the better the Jurnal Ilmu Manajemen dan Ekonomika.
Vol.
No.
2 June 2024:113-128 employee's performance, the higher the level of significant effect on employee performance.
discipline, so that employee work performance Another research conducted by (Dewi & Utama, 2.
stated the results that career development and motivation had a positive and significant Employee Performance Employee performance is very important for employees at Karya Mas Art.
From this companies as a measure of success in running a description it can be seen that a good career business because employee performance is the result of employee work which shows their success Career development will encourage in carrying out their duties.
Performance is the result employees to increase work efficiency with the of the quality and quantity of work carried out by an abilities and skills they have, so they can carry out employee in accordance with the responsibilities their work well (Utami & Wardani, 2.
Based assigned (Amalia & Fakhri, 2.
Sutrisno's on this explanation, the following hypothesis can be research .
states that performance is the result of a person's efforts to discover himself through H1: Career Development has a positive effect on possible personal characteristics and perceptions of Employee Performance.
his role at work.
The Relationship between Work Motivation and The Relationship between Career Development and Employee Performance Employee Performance Motivation is an expression of factors that Career development is personal improvement encourage or motivate employees to work happily carried out by someone to achieve career plans.
and with satisfaction.
Employees who are more Career growth can affect employee performance.
motivated tend to work harder and are happier and Clear career development for a company's this will lead to higher levels of performance.
Low motivation will be detrimental to the company performance (Panggabean et al.
, 2.
Research because the company can see low morale, poor conducted by (Rosyidawaty, 2.
with the aim work discipline, poor performance, low employee of finding out how well career development is productivity and even high recruiting and training and to find out the importance of the influence of costs, (Biri & Iwu, 2.
career development on employee performance in the Telkomsel West Java Region.
The results of research conducted by (Harahap & Tirtayasa, 2.
show that partially the variables The results of this research show that overall, of motivation, discipline and job satisfaction have the career development variable is included in a positive and significant effect on employee the good category with a percentage value of performance at PT.
Angkasa Pura II Kualanamu Branch Office.
From the results of this research, it Yustina.
Wardani.
The Influence of Career ManagementA ISSN: 2089-4309 .
2579-4841 .
can be concluded that the variables of motivation, employee performance.
Work discipline has a huge discipline and job satisfaction simultaneously influence on employee performance, this shows have a significant effect on performance.
Other that small changes in work discipline will have a research conducted by (Permana & Pracoyo, 2.
big impact on employee performance.
This change can be concluded that work motivation has a applies whether there is an increase or decrease in positive effect on the performance of employees at work discipline, it will affect the increase or the Raster Services Office.
South Jakarta at PQR decrease in employee performance.
Therefore, to Bank.
Based on several studies, the following increase employee work efficiency, work discipline hypothesis can be developed:
must also be improved.
H2: Work Motivation has a positive effect on Employee Performance.
The results of research conducted by (Putra & Indrawati, 2.
show that discipline in the workplace has a positive effect on employee The Relationship between Work Discipline and The research results show that work Employee Performance discipline has a positive impact on employee Discipline is the attitude or behavior of an The higher the level of employee employee in an organization to always respect discipline as evidenced by always being on time, and comply with all regulations and standards set adhering to working hours, high work enthusiasm, by the agency to achieve the organization's goals.
and being willing to accept punishment if violated.
From the results of research conducted by (Tintami the higher the employee's performance will be.
et al.
, 2.
, the results of their research stated that Based on this description, the following hypothesis the work discipline variable had a positive and can be developed:
significant effect on the performance of daily H3: Work Discipline has a Positive Influence on employees of SKT Megawon II PT.
Djarum Kudus.
This positive influence shows that if Employee Performance.
The research model in this study can be seen in employee work discipline increases it will improve Figure 1:
Career Development Work Motivation H1 Employee Performance Work Discipline Figure 1.
Research Model Source: (Dewi & Utama, 2.
& (Taghulihi, 2.
Jurnal Ilmu Manajemen dan Ekonomika.
Vol.
No.
2 June 2024:113-128 RESEARCH METHOD method version 3.
It comprises the procedures or steps of the The operational definition of a scale variable is research, e.
, from the methods of sampling to data an index that is used alternately for each indicator analysis, and presented in brief and concisely.
this research, the objects of this research are simultaneously with that person.
Then measurement permanent employees in the Retail Account is a number or symbol used to characterize an Services (Ra.
division at Bank X.
South Jakarta.
object, which is related to predetermined rules.
this research will be discussed focusing on the Influence Career Development.
According to (Malhotra, 2.
there are 4 .
Work scales for measuring, namely: ratio, ordinal.
Motivation, and Work Discipline on Employee nominal and interval.
Then the measurement scale Performance at Bank X.
South Jakarta.
is an agreement that is made to use as a reference Research type and design is a framework used to when determining the length or shortness of the conduct a research project that details the interval on a measuring instrument, so that when the procedures necessary to obtain the information measuring instrument is used, the measurement will needed to develop and solve a research problem.
produce quantitative data results (Sugiono, 2.
study with a good research design will ensure that In this research, there are 4 .
variables, the research project can be carried out efficiently namely: where each variable has its own indicator and effectively (Malhotra, 2.
so that it can be used as a measuring tool to measure The type of research used in this research is at the moment.
In this research, there are 4 .
quantitative descriptive research.
The method used variables, namely: where each variable has its own in this research is a survey using a questionnaire as indicator so that it can be used as a measuring tool a data collection tool.
The research population is the to measure when creating a questionnaire.
The number of all subjects or individuals who have indicators used in this research are from previous certain, clear and complete characteristics for research which are then used as benchmarks so that research (Sugiyono, 2.
they can be used to prepare statements.
The use of The population in this research is all permanent the questionnaire in this research uses a 6 .
point employees Bank X.
South Jakarta with 85 Likert scale, namely: "strongly disagree, disagree, employees in the Retail Account Service (RAS) disagree, somewhat agree, agree, and strongly The sampling technique in this research is agree" with the aim being to avoid middle or neutral to use a saturated sampling method, namely a sampling method that must truly represent certain The operational definitions and characteristics in accordance with the criteria indicators of this research are as follows in established in this research (Sugiyono, 2.
Appendices.
Primary data collection was carried out using the Data processing techniques are the process of SmartPLS (Partial Least Squar.
application processing data that has been collected.
This data Yustina.
Wardani.
The Influence of Career ManagementA ISSN: 2089-4309 .
2579-4841 .
analysis aims to find data and determine hypothesis RESULT.
DISCUSSION.
AND MANAGERIAL Processing and analysis methods data using IMPLICATION Structural Equation Modeling (SEM).
The objects of this research are permanent Structural Equation Modeling (SEM) is a employees of the retail account services (RAS) statistical technique that is capable of analyzing division at Bank X.
South Jakarta.
In sampling, 70 relationship patterns between latent structures and respondents were collected.
The data used in this their indices, latent structures between them, as well research is primary data using a questionnaire as direct measurement errors.
SEM is a combination created by researchers using Google Forms and of two statistical methods, namely factor analysis distributed online to respondents.
A general and simultaneous equation models developed in overview of the respondent profiles in this research econometrics (Ramli & Yudhistira, 2.
is this as a whole.
The profile included is a filter Research data will be calculated using smartPLS statement regarding whether you are a permanent 0 software.
PLS is a powerful analytical method employee of the retail account services (RAS) because it does not assume that data must be division at the Bank X.
South Jakarta, gender, last education, age, place of residence, length of work, proportions or distributions in the form of nominal, the respondent's remaining expenses, and the sequence and time scales.
Evaluation of the respondent's status.
measurement model or Outer Model is an The questionnaire in this research has a filter that evaluation of testing the relationship between determines which respondents can be sampled in construct variables .
and latent variables.
Evaluation of the measurement model was carried respondents who are permanent employees of the out using a validity and reality test approach retail account services (RAS) division at the head (Syahir, 2.
office of Bank X.
South Jakarta.
The Testing in the Inner Model or structural model Based on the results of the validity test can be done by hypothesis testing (Ghozali, 2.
processing, it shows that not all statement The structural model is evaluated by looking at indicators in the questionnaire can be declared R2 .
ndicator reliabilit.
for the dependent construct valid for measuring the instruments in this and the statistical t value from path coefficient There are six indicators that are invalid, so these indicators are eliminated.
Next, data The higher the R2 value means the better the processing is carried out again to estimate factor prediction model of the proposed research model.
loading values to produce valid indicators.
The The path coefficients value shows the level of results of the loading factor validity test.
AVE, significance in hypothesis testing (Hair et al.
Cronbach's alpha, and Composite reliability after removing invalid indicators can be seen in table 2:
Jurnal Ilmu Manajemen dan Ekonomika.
Vol.
No.
2 June 2024:113-128 Tabel 1.
Respondent Characteristics Category Gender Education Age Domicile Choice Man Woman Associate degree Bachelor degree Master Degree < 25 years 25-30 years 31-40 years 41-50 years <50 years Jakarta Bogor Depok Tangerang Bekasi <5 years 5-10 years 11-15 years Amount Percentage 32,9% 67,1% 3,53% 87,06% 9,41% 24,7% 21,2% 36,5% 16,55 1,17% 72,9% 8,2% 0,04% 9,4% 0,05% 44,7% 41,2% 14,1% Tabel 2.
Output Loading Factor value.
AVE
Variabel
Instrument Loading CD1
Loading Career
CD2
Development CD5
WM1
WM2
Work
Motivation WM3
WM5
WD1
Work
WD4
Discipline WD5
EP1
EP2
Employee EP3
Performance EP5
AVE
Cronbach's Composite Alpha Reliability Alpha Source: Output PLS 3.
0, 2023
Tabel 3.
R-Square Indicator R-Square Adjusted RSquare Employee Criteria Strong Model Source: Output PLS 3.
0, 2023
Based on the results in the table above, it can that meet valid values.
All Outer Loadings be concluded that all statement indicators in the values > 0.
50 on all variable indicators.
AVE research instrument have provided statements values > 0.
Cronbach's alpha values > 0.
Yustina.
Wardani.
The Influence of Career ManagementA ISSN: 2089-4309 .
2579-4841 .
Composite reliability values > 0.
7, so that all this research are that career development has a indicators can be declared valid.
In assessing the positive effect on employee performance, work structural model with PLS, start by looking at the R- motivation has a positive effect on employee Square (R.
for each dependent latent variable.
performance, and work discipline has a positive Inner model evaluation is carried out to estimate effect on employee performance.
The following is the Predictive Relevance value.
an explanation of the results of the discussion The Predictive Relevance value can be used to analyzed by the researchers.
determine how good the construct model is based on the observations that have been collected Career Development on Employee Performance (Ghozali, 2.
The table 3 below is the result of In table 4 it can be seen that the t-statistic value R-Square (R.
is above 1.
99, namely 7.
589 and the p-value is 0.
Based on the output of table 3, it shows that the < 0.
The original sample value was 0.
506 which research dependent variable, namely Employee shows a positive and significant direction between Performance, has an R-Square of 0.
The career development and employee performance.
variables career development, work motivation The results of this research can be concluded that and work discipline can influence employee career development has a positive and significant performance by 91%, while the remaining 9% effect on employee performance so that the first can be explained by other variables outside the hypothesis (H.
in this research is supported by the research model.
The Adjusted-Square value of The results of this research are in line with 906 which is greater than zero indicates that the several previous researchers such as (Rosyidawaty, model has good Predictive Relevance value 2.
and (Dewi & Utama, 2.
So it can be concluded that this research model is good (Ghozali, 2.
Career development in this research was proven to make a significant contribution in influencing The significance of the estimated parameters employee performance.
Several career development provides very useful information regarding the factors including skills, career opportunities, influence of the construct variables.
The basis used training, information and career opportunities in testing the hypothesis is the value contained in produce good employee performance.
Career the output path coefficients contained in table 4:
development, which is a work culture that occurs at Bank X, can be a factor in increasing employee Discussion In this discussion section, the results of the analysis that have been produced from each output The Influence of Work Motivation on Employee of this research show that all variables have met the Performance criteria for validity and reliability tests.
The results of testing the hypothesis proposed in In table 4 it can be seen that the t-statistic value is above 1.
99, namely 2.
479 and the p-value is 0.
Jurnal Ilmu Manajemen dan Ekonomika.
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2 June 2024:113-128 Tabel 4.
Path Coefficients Path Career development Ie Employee performance Original Sample T-Statistics P-Values Information H1 data Work Motivation Ie Employee performance H2 data Work Discipline Ie Employee performance H3 data Source: Output PLS 3.
0, 2023
> 0.
The original sample value is 0.
282 which shows a positive and significant direction between work motivation and employee performance.
Motivation is one of the most important things for employees, because this motivation is the main The results of this research can be concluded basis for why employees want and want to work in that work motivation has a positive and significant a company.
Motivated employees will feel happy, effect on employee performance so that the second healthy and want to come to work.
Motivation is hypothesis H2 in this research is supported by the an urge that makes someone want to do a certain The results of this research can be concluded activity, therefore motivation is a driver of that hypothesis 2 is proven that work motivation someone's behavior (Dessler, 2.
When an has a positive effect on employee performance.
The employee feels motivated to work, the employee results of this research are supported by research will try to do the job as well as possible and can from (Harahap & Tirtayasa, 2.
which states improve good employee performance (Ratnasari & that work motivation can influence employee Tarimin, 2.
Employees who are more motivated Work motivation can arise from within oneself or tend to work harder and are happier and will lead from environmental factors.
Internal factors that to high performance increases, while low can give rise to work motivation include the desire motivation will be detrimental to the company to live, the desire to have, the desire to gain because the company can see low morale, poor appreciation, the desire to gain recognition and the work discipline, poor performance, low employee desire to have power.
Meanwhile, environmental productivity and even high recruitment and factors that can give rise to work motivation include training costs (Biri & Iwu, 2.
adequate compensation, good supervision, job The results of this research are in line with security, clear status and responsibilities and flexible research (Permana & Pracoyo, 2.
which states regulations (Rinaldi, 2.
Work motivation can that work motivation has a positive and significant be increased through promotions, giving bonuses effect on employee performance.
The greater work or incentives for employees who successfully motivation can influence the high performance of achieve targets.
Yustina.
Wardani.
The Influence of Career ManagementA ISSN: 2089-4309 .
2579-4841 .
This can stimulate employee motivation, so that employee discipline, such as being punctual, adhering the resulting performance has a positive impact on to working hours, high work enthusiasm, and being the company.
Employee performance can be seen willing to accept punishment if violated, the higher the through successful sales made by employees.
employee's performance will be.
The work discipline factor in this research was proven to make an The Influence of Work Discipline on Employee Performance employee performance.
Work discipline factors In table 4 it can be seen that the t-statistic value include compliance with existing regulations is above 1.
99, namely 2.
653 and the p-value is 0.
within the company, effective use of time, > 0.
The original sample value was 0.
238 which responsibility at work and a good level of shows a positive and significant direction between work discipline and employee performance.
The results of this research can be concluded that work discipline has a positive and significant effect on CONCLUSION, employee performance so that the third hypothesis LIMITATIONS H3 in this research is supported by the data.
CONCLUSION
SUGGESTION,
AND
Work discipline is the attitude or behavior of an Based on the results of the discussion, the employee in an organization to always respect and conclusions from the results of this research are:
comply with all regulations and standards set by the Career Development.
Work Motivation, and Work agency to achieve the organization's goals.
The Discipline have a positive and significant effect on results of this research can be concluded that the performance of permanent employees of Bank increased work discipline can improve employee X.
South Jakarta.
Career development factors, work The results of this research can be motivation and increased work discipline can concluded that hypothesis 3 is proven to be increase employee performance levels.
supported by the data.
The results of this research are in line with research from (Tintami et al.
, 2.
which states that work discipline variables have a LIMITATIONS There are only three factors tested on positive and significant effect on employee This positive influence shows that if employee work discipline increases it will improve discipline, so that future researchers can add or employee performance.
examine other variables related to employee The results of this research are supported by The object of this research is the Putra & Indrawati .
who state that work Bank X.
South Jakarta in the retail account services discipline has a positive and significant impact on (RAS) division.
employee performance.
The higher the level of This research only uses respondents from Jurnal Ilmu Manajemen dan Ekonomika.
Vol.
No.
2 June 2024:113-128 permanent employees of the retail account leadership style.
It is recommended that further services (RAS) division at the Bank X.
South research conduct similar research with different Jakarta.
This research only took a sample of 70 company objects with the same type of business respondents as permanent employees of the retail and increase the number of respondents so that the account services (RAS) division from one office, research results are more complete.
namely the Bank X.
Kuningan.
South Jakarta.
REFERENCES