Performance of Employees and Impact on Promotion of Position

Sarboini, Sarboini

doi:10.26811/peuradeun.v4i1.89

Cited by 7 publications

(5 citation statements)

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“…Promosi diberikan untuk memotivasi semangat kerja karyawan, karyawan yang dipromosikan akan memiliki tanggung jawab yang lebih besar, martabat atau status yang lebih tinggi, dan diharapkan memiliki keterampilan yang lebih baik (Rinaldi dkk., 2018) Keputusan promosi jabatan tidak hanya penting untuk karier karyawan, namun juga untuk meningkatkan kepuasan kerja (Busswolder et al, 2019). Para pemimpin harus menyadari pentingnya promosi dalam meningkatkan kinerja karyawan harus dipertimbangkan secara objektif (Sarboni, 2016) . Jika pemimpin sudah sadar untuk mempertimbangkan promosi secara objektif, maka perusahaan akan terhindar dari masalah yang menunda peningkatan output dan itu bisa merugikan perusahaan seperti: ketidakpuasan karyawan, keluhan, kurangnya semangat kerja, menurunnya disiplin kerja, dan banyak dari mereka absen atau bahkan masalah mogok kerja (Sarboni, 2016).…”

Section: Pendahuluanunclassified

“…Para pemimpin harus menyadari pentingnya promosi dalam meningkatkan kinerja karyawan harus dipertimbangkan secara objektif (Sarboni, 2016) . Jika pemimpin sudah sadar untuk mempertimbangkan promosi secara objektif, maka perusahaan akan terhindar dari masalah yang menunda peningkatan output dan itu bisa merugikan perusahaan seperti: ketidakpuasan karyawan, keluhan, kurangnya semangat kerja, menurunnya disiplin kerja, dan banyak dari mereka absen atau bahkan masalah mogok kerja (Sarboni, 2016).…”

Section: Pendahuluanunclassified

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Pengaruh Prestasi Kerja, Senioritas Dan Loyalitas Karyawan Terhadap Promosi Jabatan

Puspasari¹,

Satrya²

2019

EJMUNUD

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This study aims to determine the effect of work performance, seniority and employee loyalty on job promotion at The Royal Pita Maha. This research was conducted at The Royal Pita Maha, using the Proportionate Stratified Random Sampling technique, as many as 79 respondents through the Slovin formula method. Data collection through interviews and questionnaires. The data analysis technique used is multiple regression analysis, classic assumption test, accuracy test regression model, partial regression test. The results of this study indicate that work performance, seniority and loyalty have a positive and significant effect on promotion. The implication in this study is that the management of The Royal Pita Maha needs to pay attention to the indicators of work performance, seniority and employee loyalty to determine promotion, so that employees feel more just and more motivated to work to get higher positions. Keywords: work performance, seniority, loyalty, promotion

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Section: Pendahuluanunclassified

Pengaruh Prestasi Kerja, Senioritas Dan Loyalitas Karyawan Terhadap Promosi Jabatan

Puspasari¹,

Satrya²

2019

EJMUNUD

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“…Performance is the result of a person as a whole during a certain period in carrying out tasks, such as work standards, targets or target criteria that have been determined beforehand and have been mutually agreed upon. Employee performance requires appraisal and making formal and informal oral and written presentations to various audiences in various occupations in the workforce (Sarboini, 2016). This is intended to provide a good opportunity for employees to their career plans in terms of strengths and weaknesses so that the organization can determine salary payments, provide promotions, and see employee behavior.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Transformational Leadership, Perceived Organizational Support Sharing, Organizational Commitment and Employee Performance: the Role of Religiosity

Sulaeman,

Haryono,

Sunaryo

et al. 2024

RGSA

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Objective: The purpose of this study is to examine how transformational leadership, knowledge sharing, and perceived organizational support affect organizational commitment and how their effects on performance are influenced by religiosity at Nahdlatul Ulama University in East Java. This kind of study is known as explanatory research. Method: Purposive sampling is the kind of sample strategy that should be applied. 345 samples were successfully obtained for this study. A Likert scale questionnaire was employed as the data gathering method in this investigation. The Partial Least Square (PLS) method was used to analyze the data, and SmartPLS version 3 PLS software was used. Research Findingsand Discussions: The following factors have been found to have a positive and significant impact on organizational commitment: 1) Transformational Leadership; 2) Perceived Organizational Support; 3) Knowledge Sharing; 4) Organizational Commitment has a positive and significant impact on performance; and 5) Religiosity strengthens the relationship between organizational commitment and employee performance. Research Implications: Research implicates poor lecturer performance with low-quality tertiary institutions. Studies must expand focus to include knowledge sharing, organizational support, and leadership to enhance relationships and improve organizational commitment and performance. Originality/Value: The poor performance of lecturers as members of the teaching staff in higher education is inextricably linked to the low quality of tertiary institutions. Numerous studies that have been done only look at a few variables and ignore the importance of knowledge sharing, perceived organizational support, and transformational leadership in maximizing the potential for relationships that are mediated by organizational commitment and moderated by religiosity to improve company performance.

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“…On the other hand, if staffs have loyalty toward the institution, they will have more confidence in their job and it will create a positive impact on their satisfaction (Turkyilmaz, Akman, & Pastuszak, 2011;Walidin, 2016;Chen, Tsui, & Farh, 2002). Many scholars have studied the role of employee satisfaction on employee loyalty and concluded that employee satisfaction influences employee loyalty positively (Petty, Brewer, & Brown, 2005;Aityan & Gupta, 2011;Sarboini, 2016).…”

Section: Job Satisfaction and Employee Loyaltymentioning

confidence: 99%

The The Mediating Effect of Employee Loyalty on the Relationship Between Job Satisfaction and Organizational Performance

Zanabazar

Jigjiddorj

2021

jip

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One of the key factors for sustaining an organizational performance for any organization is maintaining loyalty and retention of skilled and experienced employees. Therefore, revealing positive and negative factors impacting employee loyalty and taking action for further improvement has been an essential aspect for organizations. The current paper aims at researching how employee satisfaction has an impact on employee loyalty as well as the organizational performance of the organization based on the case of the Mongolian banks. The sample survey involved 400 employees of three banks. The results of the survey demonstrated that employee loyalty can be maintained through increasing employee satisfaction. In the present study employee satisfaction is considered as the independent variable and as mediating factor that served employee loyalty, and organizational performance is taken as the dependent variable. Consequently, reliability tests, correlation, and regression analysis have been carried out to prove our hypothesis. The research results indicate that satisfied employees tend to be loyal and committed to the organization and contributed positively to the organizational performance.

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Performance of Employees and Impact on Promotion of Position

Cited by 7 publications

References 0 publications

Pengaruh Prestasi Kerja, Senioritas Dan Loyalitas Karyawan Terhadap Promosi Jabatan

Pengaruh Prestasi Kerja, Senioritas Dan Loyalitas Karyawan Terhadap Promosi Jabatan

Transformational Leadership, Perceived Organizational Support Sharing, Organizational Commitment and Employee Performance: the Role of Religiosity

The The Mediating Effect of Employee Loyalty on the Relationship Between Job Satisfaction and Organizational Performance

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