PENGARUH CAREER PATTERNS TERHADAP ORGANIZATIONAL PERFORMANCE: PERAN MEDIASI NEUTRALITY
DOI:
https://doi.org/10.61167/amnesia.v3i1.148Keywords:
Career Patterns, Organizational Performance, Neutrality, Social Exchange TheoryAbstract
This study will analyze how career patterns applied in ASN organizations can affect their performance, and how neutrality can function as a mediator in the relationship. Through a better understanding of these dynamics, it is expected to provide useful insights for policy makers and organizational leaders in designing more effective strategies. The study is a type of quantitative descriptive research with a causal research design with a population of 7,036 ASN from Indragiri Hilir district with a sample in this study of 150 people using the heir method. Data collection techniques using questionnaires and distribution using google forms. The data analysis tool in this study is Structural Equation Modeling (SEM) processed using SmartPLS 32.9 for data processing. From the findings of this study, it was found that career patterns have a positive and insignificant effect on organizational performance (hypothesis 1 is rejected), career patterns are positive and significant on neutrality (hypothesis 2 is accepted), neutrality is positive and significant on organizational performance (hypothesis 3 is accepted) and career patterns have a positive and significant effect on organizational performance through neutrality (hypothesis 4 is accepted).
References
Akkermans, J., & Tims, M. (2017). Crafting your career: How career competencies relate to career success via job crafting. Applied Psychology, 66(1), 168–195.
Bakker, A. B., & Demerouti, E. (2016). Job Demands-Resources Theory : Taking Stock and Looking Forward Job Demands – Resources Theory : Taking Stock and Looking Forward. 22(September 2018), 273–285.
Bakker, A. B., & Van Woerkom, M. (2018). Strengths use in organizations: A positive approach of occupational health. Canadian Psychology, 59(1), 38–46. https://doi.org/10.1037/cap0000120
Baruch, Y. (2006). Career development in organizations and beyond: Balancing traditional and contemporary viewpoints. Human Resource Management Review, 16(2), 125–138. https://doi.org/10.1016/j.hrmr.2006.03.002
De Vos, A., & Meganck, A. (2016). What HR managers do versus what employees value: Exploring both parties’ views on retention management from a psychological contract perspective. Personnel Review, 38(1), 45–60.
De Vries, M. S. (1996). Democracy and the neutrality of Public Bureaucracy. In Democratization and Bureaucratic Neutrality (pp. 78–106). Springer.
Deci, E. L., Olafsen, A. H., & Ryan, R. M. (2017). Self-Determination Theory in Work Organizations: The State of a Science. Annual Review of Organizational Psychology and Organizational Behavior, 4, 19–43. https://doi.org/10.1146/annurev-orgpsych-032516-113108
Dufour, S., et al. (2022). The Influence of Career Development on Employee Performance: A Systematic Review. International Journal of Human Resource Management, 33(1), 1–22.
Ghozali, imam. (2008). Structural Equation Modelling, Edisi II. Universitas Diponegoro.
Ghozali, I. (2014). Structural Equation Modeling, Metode Alternatif dengan Partial Least Square (PLS) (4th ed.). Badan Penerbit Universitas Diponegoro.
Hair et al. (2017). A Primer on Partial Squares Structural Equation Modeling (PLS-SEM) 2 th edition. SAGE.
Hidayat, R., & Winarno, W. (2020). Reformasi Birokrasi dan Kualitas Pelayanan Publik di Indonesia. Jurnal Administrasi Publik.
Hu, Y., et al. (2021). Career Development and Job Performance in Public Sector: The Role of Employee Engagemen. Public Personnel Management, 50(4), 506-526.
Ivancevich, J. M., & Konopaske, R. (2013). Human resource management. McGraw-Hill.
Kadir, A., Zuada, L. H., & Arsyad, M. (2024). The relationships amongst career patterns, neutrality and organizational performance: the case of local government organizations in South Konawe District, Indonesia. Public Administration and Policy, 27(1), 102–117. https://doi.org/10.1108/PAP-01-2023-0003
Kaplan, R. S., & Norton, D. P. (2016). Scorecard: Translating Strategy into Action. Harvard Business Press.
Kaplan, R. S., & Norton, D. P. (2010). The balanced scorecard: measures that drive performance. Harvard Business Review Press.
Khan, J., Saeed, I., Zada, M., Nisar, H. G., Ali, A., & Zada, S. (2023). The positive side of overqualification: examining perceived overqualification linkage with knowledge sharing and career planning. Journal of Knowledge Management, 27(4), 993–1015. https://doi.org/10.1108/JKM-02-2022-0111
Lee, R. T., et al. (2020). The Role of Workplace Neutrality in Employee Performance: An Empirical Study. Journal of Business Research, 112, 109–119.
Lee, Y., & Raschke, R. L. (2016). Understanding employee motivation and job satisfaction: The role of career development and job clarity. Journal of Management and Organization, 22(6), 791–807.
Li, X., & Liang, J. (2016). Perceived organizational support, organizational commitment and individual performance: The moderating role of neutrality. Journal of Business Research, 69(9), 3386-3391. https://doi.org/DOI: 10.1016/j.jbusres.2016.01.018.
Mahmudi, M. (2019). Digital Transformation in Public Administration: The Role of Information Systems. Journal of Public Affairs.
Mighfar, S. (2015). Social exchange theory : Telaah Konsep George C. Homans Tentang Teori Pertukaran Sosial. LISAN AL-HAL: Jurnal Pengembangan Pemikiran Dan Kebudayaan, 9(2), 259–282. https://doi.org/10.35316/lisanalhal.v9i2.98
Neely, A., Gregory, M., & Platts, K. (2005). Performance measurement system design: A literature review and research agenda. International Journal of Operations and Production Management, 25(12), 1228–1263. https://doi.org/10.1108/01443570510633639
Ng, T. W. H., & Feldman, D. C. (2014). Community embeddedness and work outcomes: The mediating role of organizational embeddedness. Human Relations, 67(1), 71–103.
Nilawati, L., Silalahi, E. E., & Sulistyaningsih, E. (2023). Pengukuran dimensi karier protean dan boundaryless: kombinasi atau implikasi. Prosiding Working Papers Series In Management, 15(1), 265–279.
Peng, A. C., & Lin, H. E. (2016). Linking career growth opportunities to employee turnover intention: The mediating role of perceived organizational support and affective commitment. Journal of Vocational Behavior, 94, 139-153. https://doi.org/DOI: 10.1016/j.jvb.2016.03.001.
Rawashdeh, A. M., Elayan, M., Shamout, M. D., & Saleh, M. H. (2020). Job satisfaction as a mediator between transformational leadership and employee performance: Evidence from a developing country. Management Science Letters, 10(16), 3855–3864. https://doi.org/10.5267/j.msl.2020.7.026
Rosen, C. C., et al. (2017). Workplace Deviance: A Meta-Analytic Review and Integrative Model. Journal of Organizational Behavior, 38(2), 137–162.
Saha, S., & Kumar, S. P. (2017). Career Development Practices and Their Impact on Employee Motivation and Job Satisfaction: A Study on the Public Sector in Developing Countries. Asian Academy of Management Journal, 22(1).
Schmid, L. (2021). Changes in employment and relationship satisfaction in times of the COVID-19 pandemic: Evidence from the German family Panel. European Societies, 23. https://doi.org/10.1080/14616696.2020.1836385
Sugiyono. (2019). Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif, dan R&D. Alfabeta.
Wang, Y., Zhong, K., & Liu, Q. (2022). Let criticism take precedence: Effect of side order on consumer attitudes toward a two-sided online review. Journal of Business Research, 140, 403–419.
Yang, J., & Huang, J. (2019). The Relationship Between Career Development and Job Performance: A Study of Chinese Public Employees. International Journal of Public Administration, 42(9), 778–788.
