Testing the Mediating Role of Career Development in Affecting Intellectual Capital and Organizational Culture on Employee Performance: Evidence of Local Banks in Yogyakarta, Indonesia

Abstract

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.

Etos Kerja Dan Pengembangan Karir Terhadap Kinerja Karyawan Studi Kasus Pt Cakra Jasa Pasific

“…Etos kerja adalah perilaku seorang karyawan dalam bekerja (Putra et al, 2022) (Prayogi & Putri, 2022). Di sisi lain, HR harus memberikan penguatan positif bagi karyawan yang berprestasi, memberikan peluang karir di masa depan, dan menyiapkan program pengembangan keterampilan karyawan.. (Laras et al, 2021). Menurut (Herawati et al, 2020); (Sipahelut et al, 2021), mengatakan bahwa etos kerja karyawan akan berdampak pada pekerjaan mereka jika mereka bekerja di bawah kinerja dan menghambat mereka untuk mencapai target.…”

“…Dampak kesejahteraan karyawan akan memotivasi karyawan untuk lebih produktif, kreatif, dan inovatif serta tetap loyal kepada perusahaany. (Laras et al, 2021) (Antoniu, 2010). Sejalan dengan (Huo, 2020) (Weng & McElroy, 2012) (Weng et al, 2010) bahwa pertumbuhan karir karyawan melibatkan tiga dimensi, meliputi antara lain; Kemampuan profesional dan keterampilan dan kemampuan untuk keinginan untuk mencapai tujuan karir.…”

Enhancing Value For Money Performance In Local Government Organizations: The Role Of Public Financial Accountability And Internal Control

“…Until today, research on the determinants of value for money performance in Local Government Organizations (LGOs) has been carried out several times (e.g., Aprilia, Nur DP, & Rofika, 2016;Al Khajeh, 2018;Dahlan & Madjodjo, 2020). In detail, some of these prior studies found that important determinants of LGO's value for money performance encompass internal control implementation (Aprilia et al, 2016;Atarwaman, 2019;Yudhasena & Putri, 2019), leadership style (Akparep, Jengre, & Mogre, 2019;Al Khajeh, 2018;Kusumayanti, Ratnasari, & Hakim, 2020), organizational culture (Laras, Santana, Jatmiko, & Utami, 2021;Manggis, Yuesti, & Sapta, 2018), and organizational commitment (Adi, Suardikha, & Putri, 2017;Dahlan & Madjodjo, 2020). However, most of the above studies come from the view of management science, while those from the perspective of public sector accounting are still rare.…”