The aim of this study is to examine the effects of training and job promotion on work motiva-tion and their implications on employee job performance. The study is accomplished in the Environment of ...the South Lampung Regency National Education Office on 215 respondents. The research design uses a quantitative survey method and data analysis is based on the structural equation model (SEM) with Amos 24. The results of the study show that (a) training and promotion had a positive and significant effect on work motivation, (b) training, promo-tion and work motivation had a positive and significant effect on job performance but (c) work motivation did not play any significant role in mediating the effect of training and job promotion for job performance. While job promotion had a more dominant direct effect than training in improving employee job performance, efforts to improve employee job performance will be more productive by providing job promotions to employees. Another effort is to provide opportunities for employees to attend training regularly. With job promotion and training, work motivation will increase, and the impact is that employee job performance will increase.
The research aims to find out how the influence of job promotions on employee performance in the Makassar City Regional Secretariat by using quantitative methods. Determination of the sample in the ...study using the slovin formula as many as 73 employees with a simple random sampling technique. Data collection techniques using observation, questionnaires and documentation. The data analysis technique used is simple linear regression and t test. The results showed that: (1) The level of promotion in the Makassar City Regional Secretariat was in the good category following the operational standard procedures in accordance with Law No. 5 of 2014 and its derivative rules, (2) the level of performance of employees in the Makassar City Regional Secretariat is in the very high category, and (3) the t-test shows that H0 is rejected and H1 is accepted, which means that promotion is a positive and significant effect on employee performance in the Makassar City Regional Secretariat shown by the equation Ý = 11.614 + 0.711X. Basically employees have the desire to experience promotions will tend to have good performance, if achieved or not the performance targets are used as a basis for assessment in the promotion of positions in addition to loyalty, education level and work experience. Leaders must pay more attention to the promotion of positions to employees who are able to maintain high performance, the promotion of the right position as needed will have a positive influence on improving employee performance
Abstract
Worries about leadership (WAL) play a key role in explaining why so many individuals are not interested in pursuing leadership positions. However, less is known about how WAL evolves ...throughout one's career. We address this issue by examining individuals' worries about failure (WF) and worries about work–life imbalance (WWLI)—two dimensions of WAL—at different career stages and the role of perceived lack of personal resources relevant for leadership in increasing WAL. Moreover, we explore the moderating effect of gender on the relationship among career stage, personal resources, and WAL. Using a heterogeneous sample of professionals from different hierarchical levels (
n
= 487), our results show a decline in WF as individuals advance in their careers, whereas WWLI remains consistently higher. Importantly, WWLI becomes remarkably high for women in mid‐to‐late career stages compared to men. Furthermore, having fewer personal resources is associated with greater WAL, particularly affecting women.
Promosi jabatan merupakan aktivitas penting pada sebuah perusahaan. Dengan adanya promosi jabatan karyawan akan bekerja dengan baik dan bertanggung jawab. Permasalahan yang dihadapi dalam ...mempromosikan karyawan adalah perusahaan mengalami kesulitan dalam menentukan karyawan yang akan dipromosikan, karena belum adanya proses penilaian kinerja yang dilakukan secara pasti, dalam hal ini hanya dilakukan secara sepihak, tidak adanya standar baku atau bobot nilai yang pasti dalam menentukan karyawan yang layak untuk dipromosikan. Untuk melakukan prediksi karyawan yang akan dipromosikan maka Apartemen Senayan Jakarta membutuhkan teknik klasifikasi dan prediksi data mining memecahkan masalah yang ada. Klasifikasi yang digunakan dalam data mining adalah Decision Tree dikarenakan pada teknik tersebut banyak digunakan dan menghasilkan output dengan aturan yang ada. Untuk data dianalisis menggunakan perangkat lunak Rapidminer yakni salah satu perangkat lunak berbasis open source. Pada teknik tersebut dapat menyajikan data karyawan yang dipromosikan dan tidak dipromosikan. Dalam penelitian ini menggunakan data mining Algoritma C4.5 untuk menghasilkan aturan klasifikasi dipromosikan dan tidak dipromosikan karyawan dan hasil akurasinya di dapat 78.00 %.
Background: The study aimed to analyze the relationship between training and local government performance in the Kikuube district. Methodology: A descriptive, correlational, and cross-sectional ...survey was employed among Kikuube District staff employees, service commissioners, and political leaders at the district headquarters. Simple random sampling techniques and purposive samplings were used to select respondents to participate in this study. Simple random to give every employee an opportunity and a purposive sampling technique on selecting the only service commission staff in the district and the Chairperson Local council five- Kikuube district with in-depth information regarding the study variables, were used to obtain 120 participants in the study. The researcher administered questionnaires and interview guides to get the information. Results: Out of 120 participants, findings revealed that 75.5% (mean response of 2.0 with a standard deviation of 0.5) of the respondents agreed that training of staff motivates employees to produce quality work and services at Kikuube District Local government. Conclusion: There is a significant relationship between employee training and the performance of the Kikuube district local government. Recommendation: Kikuube district local government should pass a resolution for continuous training of employees about evolving demands in the work field for further motivation, innovativeness, and creativity to stimulate the performance of employees leading to improved local government performance.
We propose and test a model in which two social rank behaviors: Dominant-leadership and coalition-building, mediate the relations between secure attachment, job performance, and job promotion. The ...results of survey data collected from 131 engineers at three time points spanning on twenty nine months indicate that higher secure attachment predicts more dominant-leadership and more coalition-building behaviors which in turn lead to higher job performance and job promotion. These findings contribute to understanding one important way in which secure attachment promotes job performance and job success. Our findings further indicate gender differences in dominant-leadership and coalition building behaviors. We discuss these findings as well as their practical implications and future research directions.
•Secure attachment predicts future job performance and job promotion.•Secure attachment predicts dominant-leadership and coalition-building behaviors.•Women engineers exhibit less dominant-leadership and less coalition-building.•Organizations can train employees to adopt more positive social rank behaviors.
The performance appraisal process in Religious High Court Bandar Lampung has not been carried out objectively, but rather a subjectivity element (relationship closeness). Some employees occupy ...structural positions but do not fulfil competence and promotion principles, so that it has an impact on providing promotion to a position in the judiciary. Multiple Linear Regression method can provide a predictive model for employee recommendations entitled to occupy positions in the agency. The method implementation using SPSS produces an equation Y = 74.177 + 0.035X1 + 0.020X2 - 0.026X3 + 0.045X4 + 0.001X5. This equation is applied to the employee performance values, and it is obtained from 40 employees 26 employees deserve to be given recommendations promotion. Regression performance testing results using 10-cross validation get the correlation coefficient value is 80.66% with MAE value of 2.24% and RMSE 3.88%, which mean has good performance.
Multinational corporations often are multilingual entities, yet surprisingly little is known about how foreign-language competencies in their foreign subsidiaries are related to local employees’ ...career success outcomes. This paper uses human capital and upward mobility theories to link local employees’ English language competencies through career encouragement and internal social capital development behavior to job promotions, wage increases, and career satisfaction in two independent studies conducted in foreign subsidiaries in Japan. Study 1’s findings are derived from 499 local employees at three points in time over 12 months in 376 foreign subsidiaries. These findings suggest that career encouragement mediates the positive relationships between English language competence and job promotions, wage increases, and career satisfaction. Study 2’s findings are from a sample derived from 448 local employees in 265 foreign subsidiaries with a similar time-lagged research design. These findings provide further support for the direct relationship of English language competencies to job promotions, wage increases, and career satisfaction, and that social capital development mediates the positive relationships between English language competencies and job promotions and career satisfaction. This paper contributes to the literature on international business by highlighting the importance of English language competencies to local employees’ career success outcomes in foreign subsidiaries operating in non-English-speaking countries.
We examine changes in work adjustment among 179 expatriates from 3 multinational organizations from predeparture through the first 9 months of a new international assignment. Our 10-wave results ...challenge classic U-shaped theories of expatriate adjustment (e.g., Torbiorn, 1982). Consistent with uncertainty reduction theory, our results instead suggest that expatriates typically experience a gradual increase in work adjustment over time. Two resources that expatriates bring to their assignments (previous culture-specific work experience and core self-evaluations) moderate the trajectory of work adjustment. Trajectory of adjustment predicts Month 9 career instrumentality and turnover intention, as well as career advancement (job promotion) 1.5 years further. Implications for theory, as well as for changes in expatriate management practices, are discussed.
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CEKLJ, FFLJ, NUK, ODKLJ, PEFLJ
Despite strong evidence that individuals process stressor‐strain relationships differently, little attention in work–family conflict research has been given to moderating effects of core ...self‐evaluations (CSE). Integrating conservation of resources theory with work–family conflict and CSE research, we predicted that CSE has moderating effects between the relationships of work‐to‐family conflict (WFC) and voluntary turnover, job promotions, and physical health. We tested our predictions at two time points over a 14‐month period with a sample of 731 working mothers in Japan. Results confirmed that CSE moderated the relationships between WFC and voluntary turnover, job promotions, and physical health, such that respondents with higher CSE had lower degrees of voluntary turnover, higher degrees of job promotions, and lower degrees of health problems. This study helps clarify the inconsistent effects of WFC on voluntary turnover in previous research, expands on the limited research examining WFC and job promotion, and provides consistent evidence that CSE act as a moderator between WFC and outcomes.
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