M. Yusuf, Cecep
Haryoto, Nazifah Husainah
Universitas Muhammadiyah Jakarta, Indonesia
E-mail:
[email protected], [email protected], [email protected]
KEYWORDS self-efficiency; justice on lecturers'; variable
mediation |
ABSTRACT This study aims to determine the effect of self-efficacy and
organizational justice on the career development of lecturers with work
motivation as a mediating variable at Muhammadiyah College in DKI Jakarta.
This study uses an associative method with a quantitative approach, with a
total of 179 lecturers at Muhammadiyah Higher Education in DKI Jakarta. The
results of the study show that (1) self-efficacy has a positive and
significant effect on the work motivation of lecturers at Muhammadiyah Higher
Education in DKI Jakarta, (2) organizational justice has a positive and
significant effect on the work motivation of lecturers at Muhammadiyah Higher
Education in DKI Jakarta, (3) Self-efficacy has a positive and significant
effect on the career development of lecturers at Muhammadiyah Higher
Education DKI Jakarta, (4) Organizational justice has a positive and
significant effect on lecturer career development at Muhammadiyah Higher
Education in DKI Jakarta, (5) Work motivation has a positive and significant
effect on lecturer career development at Muhammadiyah Higher Education in DKI
Jakarta, (6) Self-efficacy has a positive and significant effect on lecturer
career development through work motivation at Muhammadiyah Higher Education
in DKI Jakarta, and (7) Organizational justice has a positive and significant
effect on lecturer career de development through work motivation in a
Muhammadiyah College in DKI Jakarta |
INTRODUCTION
Today human resources are the
main capital in national development, therefore human resources must be
increased so that they become highly competitive in supporting the nation's
growth, especially the Indonesian nation. As one of the efforts to improve human
resources, namely through education, because with a good education can be a
basic capital in facing various kinds of competition, especially business
competition which is increasingly full of challenges with changes that are also
increasingly dynamic. Education is very important because it plays an important
role in improving the quality of human resources. Education is a series of
learning processes that must be passed by everyone in order to achieve a better
life. The essence of education as stated in Law number 20 of 2003:
"education is a conscious and planned effort to create a learning
atmosphere and learning process so that students actively develop their
potential to have religious spiritual strength, self-development, personality,
intelligence, noble character and skills what he, society, nation and state
need. The process of coordinating various human resources in the field of
education, one of which is through lecturers. Lecturers have a very important
role because they not only transform their knowledge to students, and carry out
the tridarma of higher education, namely education,
research, and community service.The role of the
lecturer is very broad and professional, thus making it a very significant
element in higher education.To support the extensive
duties of lecturers, one of the important factor considered by universities is
the career of lecturers.The development of a
lecturer's career as one of the elements states that lectu
rers are increasingly professional in carrying out
their duties as educators.
Career development is an effort
to improve one's self in order to achieve one's career plans. According to (Mangkunegara, 2011)
career development is a staffing activity in helping
employees plan their future careers in the company so that the company and
employees can develop themselves to the fullest. Then according to (Dessler, 2015) career development is the process and activity of
preparing someone to occupy a position in an organization or company that will
be carried out in the future. Furthermore, it was stated by (Rivai, 2016)
that career development is a process of increasing
individual work ability achieved in order to achieve the desired career.
Meanwhile, according to (Siagian, 2009)
which states that career development is personal
changes made by someone to achieve a career plan. Based on the above
understanding, it can be concluded that career development is a staffing
activity to help employees plan their future careers where they work. The goals
of career development according to (Mangkunegara, 2011)
include assisting in achieving individual goals as well
as organizational/company goals, being able to improve welfare which impacts on
loyalty, helping employees realize their potential abilities, being able to
strengthen employee relationships and towards the organization/ the company, as
a form of organizational or corporate social responsibility attitudes, can
assist the organization/company program in achieving goals, can make low turnover
and staff costs more efficient, can avoid professional and managerial
obsolescence and boredom, can integrate work plans and staffing, and to help
with long-term thinking. Then to measure career development, namely through
several dimensions, according to (Rivai, 2016) the dimensions of career development are (1) career
needs, namely helping employees in adjusting their career needs, (2) training,
namely increasing employee abilities or skills in the operational field, (3)
fair treatment in a career, namely providing equal opportunities in a career
for employees to develop themselves, (4) Career information, namely providing
information needed to find out the possibility of positions achieved by
employees to develop their careers, (5) promotions, namely giving recognition,
positions, and greater compensation for services, and (6) workforce
development, namely providing educational programs to increase their potential.
Some of the elements of lecturer career development are increasing the educational
level of lecturers from master to doctoral and increasing the functional
position of lecturers from Expert Assistant to Professor. Data on the career
development of higher education lecturers in Indonesia can be presented as
follows.
Table 1
Higher Education Lecturer
Education in Indonesia
No |
Level of education |
Number of Lecturers |
Percentage |
1 |
Diploma
� 4 (D4) |
2.313 |
0,82% |
2 |
Level
� 1 (S1) |
30.612 |
10,80% |
3 |
Level
� 2 (S2) |
207.586 |
73,27% |
4 |
Level
� 3 (S3) |
42.825 |
15,11% |
Source : https://pddikti.kemdikbud.go.id/dosen
Based on the data above, it shows
that the career development of lecturers in Indonesia is still low, including
lecturers at Muhammadiyah Higher Education in DKI Jakarta because lecturers
with Masters degrees are still very high, reaching 73.27%, while those with
Doctoral degrees are only 15.11%. Factors that are thought to influence
lecturer career development are self-efficacy and organizational justice
through work motivation.
Work motivation is an
encouragement from within a person to do work in achieving goals. According (Stephen Robbins, 2015) motivation is a process carried out by individuals in
an effort to achieve goals which includes three important things, namely
intensity, direction, and persistence of effort to achieve the desired goals.
Meanwhile, according to (Rivai, 2016) motivation is a series of attitudes and values that
can influence a person to achieve things that are specific to their goals.
Furthermore, (Hasibuan & Hasibuan,
2016) states that work motivation is a condition or energy
that drives individuals who are directed towards achieving organizational
goals. Based on the above understanding, it can be concluded that work
motivation is something that encourages an individual, so that he has the
enthusiasm to do something to achieve goals. The purpose of work motivation
according to (Hasibuan & Hasibuan,
2016) is to increase employee morale and job satisfaction,
increase employee work productivity, maintain employee stability, increase
discipline, make employee procurement effective, create an atmosphere and good
working relationships, increase loyalty, creativity, and employee
participation, improve employee welfare, heighten the sense of responsibility
of employees towards their duties, and increase the efficiency of the use of
tools and raw materials. Then there are several dimensions used to measure work
motivation, according to (Wibowo, 2017) the dimensions of work motivation are (1) the need
for achievement with indicators: work targets, work quality, responsibility,
and job risk; (2) the need for affiliation with indicators: communication,
cooperation, and friendship; (3) the need for power with indicators:
influencing others, supervising, and changing situations.
Self-efficacy (self-efficacy) is
an individual's belief in his ability to perform a task or job. With
self-efficacy in a lecturer, of course they will carry out their duties
properly which will have an impact on improving their careers, including in
terms of carrying out further education studies and managing functional
promotion. However, motivational factors are also part of the determining
factors that can encourage a lecturer to want to carry out further studies and
seek promotion to a lecturer's functional position. So
if lecturers have self-efficacy and are supported by high motivation, it will
certainly have an impact on increasing their careers. Self-efficacy is a belief
or belief in a person's ability to do a job. The term self-efficacy was
introduced by a shop named Albert Bandura. According to him, as quoted by Gufron, self-efficacy is an individual's belief about his
own skills in carrying out tasks or acting to achieve certain results. Then
according to Baron and Byrne also cited by Gufron
that self-efficacy is an evaluation of a person regarding his ability or
competence to perform a task or job to achieve goals and be able to overcome
obstacles (Gufron & Risnawita,
2016). Furthermore, (Yusuf & Nurikhsan,
2013) that self-efficacy is a person's confidence in his
own ability to demonstrate behavior that can provide expected results. Based on
the above understanding, it can be concluded that self-efficacy is a belief or
belief in an individual's ability to be able to perform a task or job, in order
to achieve a goal. According to Zimmerman in Flora Puspitaningsih
(2016: 77) Self-efficacy is measured by three dimensions, namely (1) Magnitude
(level of task difficulty), with indicators: avoiding situations and behaviors
beyond ability limits, analysis of behavioral choices to try, and solving and
dealing with direct difficult tasks; (2) Generality (broad field of behavior),
with indicators: beliefs that are spread in various fields of behavior, belief
only in special areas; (3) Strength (degree of confidence or appreciation, with
indicators: weak efficacy beliefs, judging himself unable to complete the task,
a steady belief in staying in his business, and having confidence in the
success of what he does .
Organizational justice is a form
of attention and fair treatment of the organization towards its employees. With
the existence of organizational justice or the attention of the organization or
tertiary institution to lecturers, it will certainly motivate lecturers to
carry out further studies and take care of promotion to their functional
positions. So with organizational justice, lecturers
will be motivated and ultimately lecturer career development will increase.
Organizational justice can be interpreted as a concept that shows a person's
perception of the extent to which he is treated fairly in an organization.
According to (Stephen P. Robbins &
Judge, 2015)
that organizational justice is a broader concern on how
workers feel that the authorities and decision makers at work treat them and
most workers will evaluate how fairly they are treated. Meanwhile, according to
(Kreitner & Kinicki,
2005)
that organizational justice reflects the extent to
which workers see how they are treated fairly in the workplace. Then (Gibson, Ivancevich, &
Donnelly, 1996)
defines that organizational justice is the degree to
which a worker feels equal treatment within the organization in which he works.
Based on the understanding above, it can be concluded that organizational
justice is the perception of a worker what he feels about fair treatment from
the organization in his workplace. To measure organizational justice there are
several dimensions that can be used. According to (Stephen P. Robbins &
Judge, 2015) there are three dimensions of organizational justice,
namely (1) distributional justice, namely the perception of fairness in the
amount and awarding of awards received between individuals or employees, such
as equality of rewards received, (2) procedural justice, namely referring to
employee perceptions of fairness in the company against the rules and
procedures governing in carrying out a process, such as impartiality and the
opportunity to hear, (3) interactional justice which includes various actions within the company that show social sensitivity,
such as supervisors treating their subordinates with attention, respect and
dignity as well as honesty and understanding from superiors.
Some research results that are
relevant to the title of this study, namely (Ermy, 2022) that self-efficacy has a positive and significant
effect on work motivation, that self-efficacy has a positive and significant
effect on career planning, that work motivation has a positive and significant
effect on career planning, that work motivation mediates the influence between
self-efficacy and career planning. (Syafira, Ardiani, &
Putra, 2020)
that self-efficacy has no effect on career
development. Rika Rebriyansi, et al (2020) that there
is a very significant relationship between self-efficacy and career
development. (Silalahi & Silvianita,
2021)
that self-efficacy has a significant effect on work
motivation. Wiwiek & Aliandes
Sondakh (2015) that organizational justice has a
positive and significant effect on work motivation. (Mada, Sintaasih, &
Subudi, 2017)\that organizational
justice has a positive and significant effect on work motivation. (Lukiyana & Arsinta,
2020) that organizational justice has a positive and
significant effect on career development.
Based on the research background
above, the problems in this study are (1) does self-efficacy affect the work
motivation of lecturers at Muhammadiyah Higher Education DKI Jakarta? (2) does
organizational justice affect the work motivation of lecturers at Muhammadiyah
Higher Education DKI Jakarta? (3) does self-efficacy affect the career
development of lecturers at Muhammadiyah Higher Education in DKI Jakarta? (4)
does organizational justice affect the career development of lecturers at
Muhammadiyah Higher Education in DKI Jakarta? (5) does work motivation affect
the career development of lecturers at Muhammadiyah University in DKI Jakarta?
(6) does self-efficacy affect the career development of lecturers through work
motivation at Muhammadiyah Higher Education DKI Jakarta? and (7) does
organizational justice affect lecturer career development through work
motivation at Muhammadiyah Higher Education DKI Jakarta?.
RESEARCH METHODS
In this study the
method used is associative method with a quantitative approach. The associative
method is used to determine the effect of the independent variable on the
dependent variable. As (Sugiyono, 2014)
argues that the associative method is a method that aims to determine
the relationship between two or more variables. Meanwhile, the quantitative
research approach according to (Sugiyono, 2014)
is a research method based on the philosophy of positivism, which is used to
research in certain populations or samples, data collection uses research
instruments, data analysis is quantitative or statistical in nature , with the
aim of testing the established hypotheses . The population in this study is
permanent lecturers at Muhammadiyah Higher Education in DKI Jakarta 1,425
lecturers from 5 universities, namely UMJ as many as 587 lecturers, UHAMKA as
many as 622 lecturers, ITB Aahmad Dahlan Jakarta as
many as 154 lecturers, STIE Muhamamdiyah Jakarta as
many as 32 lecturers, and STMIK Muhammadiyah Jakarta as many as 30 lecturers.
The number of samples is determined using the slovin
formula with e = 7% so that the number of samples is 179 lecturers. Yes, the
technique for determining the number of samples is Stratified Random Sampling.
The data source is primary data obtained by distributing questionnaires through
the Google form. While the analytical method used is Path Analysis where the
path coefficient is basically a correlation coefficient. The variables analyzed
are independent variables, namely self-efficacy (X1) and organizational justice
(X2), while the dependent variable is career development (Y). In this study
what will be tested is how much influence self-efficacy and organizational
justice have on the career development of lecturers through work motivation at
Muhammadiyah Higher Education in DKI Jakarta. The Path Analysis Model can be
described as follows.
Figure
1
Path
Analysis Model
From the picture above the path coefficient can be
calculated with two structural equations, namely the regression equation which
shows the hypothesized relationship. In this case there are two equations viz:
Y1 =
β1X1 + β2X2 + e1 ��������. (1)
Y2 =
β3X1 + β4X2 + β5Y1 + e2 ����� (2)
Information:
β1 � β5 : Variable path coefficient
X 1 :
Self-Efficacy
X 2 :
Organizational Justice
Y 1 : Work
Motivation
Y 2 : Career
Development
e1 & e 2 :
Standard Error values
RESULTS AND
DISCUSSION
Hypothesis Test Results
1.
The Path
of Influence Model efficacy Self and Justice Organization to Motivation Work
Lecturer
Table 1
Equation
Path Analysis Results First
Coefficients a |
||||||
Model |
Unstandardized
Coefficients |
Standardized Coefficients
Beta |
t |
Sig. |
||
B |
std. Error |
|||||
1 |
(Constant) |
.435 |
1,066 |
|
.412 |
.651 |
|
efficacy Self
(X1) |
.613 |
.112 |
.615 |
5,497 |
.000 |
|
Justice
Organization (X2) |
.379 |
.114 |
.387 |
2,478 |
010 |
a. Dependent
Variable: Motivation Work (Y1) |
Source : Data processed
T table
value counted with level 95% confidence and degrees free nk-1 = 179-2-1 =
176 is of 1.974.
a.
Influence
efficacy self to motivation work lecturer
Based on results calculation like the table above,
is known mark t count for variable efficacy self is of 5.497,
meanwhile mark t table of 1.974. So rate t count
obtained more big from t table (5.497 > 1.974) and a sig value of
0.000 <0.05, then Ho is rejected and Ha is accepted. With thereby could
displayed that efficacy self influential positive and
significant to motivation work lecturer . So the more good level efficacy self
lecturer, then motivation work they will too the more increase.
b.
Influence
justice organization to motivation work lecturer
Based on
results calculation like the table above, is known mark t count for
variable justice organization is of 2,478, meanwhile mark t table of
1.974. So rate t count obtained more big
from t table (2.478 > 1.974 and sig value 0.010 <0.05, then Ho
is rejected and Ha is accepted. With thereby could concluded that justice
organization influential positive and significant to motivation work lecturer. So the more good justice organization perceived by the
lecturer, then motivation work the lecturer will too the more increase.
2.
The Path
of Influence Model efficacy Self, Justice Organization, and Motivation Work to
Development Career Lecturer
Table 2
Equation
Path Analysis Results First
Coefficients a |
||||||
Model |
Unstandardized
Coefficients |
Standardized Coefficients
Beta |
t |
Sig. |
||
B |
std. Error |
|||||
1 |
(Constant) |
4,825 |
1,245 |
|
3,511 |
.000 |
|
efficacy Self
(X1) |
.327 |
.152 |
.251 |
2001 |
045 |
|
Justice
Organization (X2) |
.308 |
.134 |
.244 |
2087 |
.033 |
|
Motivation
Work (Y1) |
.511 |
129 |
.412 |
3,723 |
.000 |
a. Dependent
Variable: Development Career (Y2) |
Source : Data processed
T table value counted with level 95% confidence and degrees
freedom is nk-1 = 179-2-1 = 176 is of 1.974. With thereby mark
t table is 1.974.
a.
Influence
efficacy Self To Development Career Lecturer
Based on results
calculation like the table above, is known mark t count for variable
efficacy self is 2.001, meanwhile mark t table of 1.974. So rate t count obtained more big from t table
(2.001 > 1.974) and sig. 0.045 <0.05, then Ho is rejected and Ha is
accepted. With thereby could concluded that efficacy self
influential positive and significant to development career lecturer. So the more good level efficacy self
lecturer, then development career they will too increase.
b.
Influence
Justice Organization To Development Career Lecturer
Based on results
calculation like the table above, is known mark t count for variable
justice organization is 2.087, meanwhile mark t table of 1.974. So rate t count obtained more big from t table
(2.087 > 1.974) and sig. 0.033 <0.05, then Ho is rejected and Ha is
accepted. With thereby could concluded that justice organization influential
positive and significant to development career lecturer. So
the more good justice organization perceived by the lecturer, then development
career the lecturer will too increase.
c.
Influence
Motivation Work To Development Career Lecturer
Based on results calculation like the table above, is known mark t count
for variable motivation work is 3.723, meanwhile mark t table of
1.974. So rate t count obtained more big
from t table (3.723 > 1.974) and a sig value of 0.000 <0.05,
then Ho is rejected and Ha is accepted. With thereby could concluded that
motivation work influential positive and significant to development career
lecturer. So the more tall motivation work lecturer,
then development career they will too increase.
Testing Influence No Live
Table 3
Influence Direct
and Influence No Live
efficacy Self and
Justice Organization To Motivation work and
Development Career
Lecturer
Influence
Variable |
Influence
Live |
Influencer
No Live through Motivation Work |
Sig. |
X1 �Y1 |
0.621 |
- |
0.000 |
X2 �Y1 |
0.667 |
- |
0.002 |
X1 �Y2 |
0.318 |
- |
0.042 |
X2 �Y2 |
0.311 |
- |
0.025 |
Y1 �Y2 |
0.519 |
- |
0.000 |
X1 �Y1 �Y2 |
- |
0.621 x 0.519 = 0.322 |
- |
X2 �Y1 �Y2 |
- |
0.667 x 0.519 = 0.346 |
- |
Source : Data processed
Based on results the above calculations, then
influence direct and not live could explained as following:
a.
Influence
efficacy Self (X1) Against Development Career (Y2) Through Motivation Work (Y1)
Based on results test in the table above, it is known mark coefficient
track influence live efficacy self (X1) against development career (Y2) of
0.318 with sig. 0.042. Whereas mark coefficient track influence efficacy self
(X1) against motivation work (Y1) of 0.621 with sig. 0.000 and influence
motivation work (Y1) against development career (Y2) of 0.519 with sig. 0.000.
Influence no live efficacy self (X1) against development career (Y2) through
motivation work (Y1) is of 0.322 (0.621 x 0.519). Because of value coefficient
path X1 �Y1 is significant and Y1 �Y2 is also significant, then Ho is rejected and Ha is accepted. As for
value coefficient track live more small compared to
with influence no direct (0.318 < 0.322), then motivation work (Y1) is strong
intervening variable in improve development career lecturer. With thereby could
concluded that efficacy Self influential positive and significant to
Development Career through Motivation Work Lecturer. So
the more good level efficacy self lecturer, then
development career they will too increases, with through motivation high work.
b.
Influence
Justice Organization (X2) Against Development Career (Y2) Through Motivation
Work (Y1)
Based on results
test in the table above, it is known coefficient track influence live justice
organization (X2) against development career (Y2) of 0.311 with sig. 0.025.
Whereas mark coefficient track influence justice organization (X2) against
motivation work (Y1) of 0.667 with sig. 0.002 and influence motivation work
(Y1) against development career (Y2) of 0.519 with sig. 0.000. Influence no
live justice organization (X2) against development career (Y2) through
motivation work (Y1) is of 0.346 (0.667 x 0.519). Because of value coefficient
path X2 �Y1 is significant and Y1 �Y2 is also significant, then Ho is rejected and Ha is accepted. So rate coefficient track live more small compared to
influence no direct (0.311 < 0.346), then motivation work is strong
intervening variable in Upgrade development career. With thereby could concluded
that justice organization influential positive and significant to development
career through motivation work lecturer. So the more
good justice organization perceived by the lecturer, then development career
they will too increases, with through motivation high work.
Discussion
Influence efficacy Self to Motivation Work Lecturer
Based on results the above analysis, then could is known that there is influence positive and significant from efficacy self to motivation work lecturer at Muhammadiyah College in DKI Jakarta. So the more good level efficacy self lecturer, then motivation work they will the more increases, on the contrary when level efficacy self lecturer not enough well, then motivation work they will also be very low. Findings this has proven that level efficacy self needed in order to push increasing motivation work lecturer at Muhammadiyah College in DKI Jakarta. this in line with results research conducted by Nur Asia Hasibuan & Syahrizal 92019) that efficacy self influential positive and significant to motivation work, then results study Aprilius Nico Holong Silalahi & Anita Silvianita (2021) that self-efficacy influential significant to motivation work.
Influence Justice Organization to
Motivation Work Lecturer
Based on results the above
analysis, then could is known that there is influence positive and significant
from justice organization to motivation work lecturer at Muhammadiyah College
in DKI Jakarta. So the more good justice organization
perceived by the lecturer, then motivation work they will also be very tall,
vice versa when justice organization not enough well. then motivation work the
lecturer will too the more decreased. Findings this has proven that justice
organization needed in order to push enhancement motivation work lecturer at
Muhammadiyah College in DKI Jakarta. this in line with results research
conducted by Wiwiek & Aliandes Sondakh (2015) that justice organization influential
positive and significant to motivation work.
Influence efficacy Self to Development
Career Lecturer
Based on results the above
analysis, then could is known that there is influence positive and significant
from efficacy self to development career lecturer at Muhammadiyah College in
DKI Jakarta. So the more good efficacy self, then
development career the lecturer will too the more increases, on the contrary
when efficacy self not enough well, then development career neither does the
lecturer will increase. Findings this has boutique that efficacy self needed in order to push enhancement floating career
lecturer at Muhammadiyah College in DKI Jakarta. this in line with results
research conducted by Nur Asia Hasibuan & Syahrizal (2019) that efficacy self influential positive and
significant to planning career. However different with results study Masyotah Agri Syafira, et al
(2020) that efficacy self no influential to development career.
Influence Justice Organization to
Development Career Lecturer
Based on results the above
analysis, then could is known that there is influence positive and significant
from justice organization to development career lecturer at Muhammadiyah
College in DKI Jakarta. So the more good justice
organization, then development career the lecturer will too the more increases,
on the contrary when justice organization not enough well, then development
career neither does the lecturer will increase. Findings this has proven that
justice organization needed in order to push enhancement development career
lecturer at Muhammadiyah College in DKI Jakarta. this in line with results
research conducted by (Lukiyana & Arsinta,
2020) that justice organization
influential positive and significant to development career. Then results
research by (Mada et al., 2017)
that justice
organization influential positive and significant to motivation work.
Influence Motivation Work to
Development Career Lecturer
Based on results the above analysis, then could is known that there is influence positive and significant from motivation work to floating career lecturer at Muhammadiyah College in DKI Jakarta. So the more tall motivation work, then floating career the lecturer will too the more increases, on the contrary when motivation work low, then development career neither does the lecturer will increase. Findings this has boutique that motivation work needed in order to push enhancement career lecturer at Muhammadiyah College in DKI Jakarta. this in line with results study baby conducted by Nur Asia Hasibuan & Syahrizal (2019) that that motivation work influential positive and significant planning career.
Influence efficacy Self to Development
Career through Motivation Work Lecturer
Based on results the above
analysis, then could is known that there is influence positive and significant
from efficacy self to development career through motivation work lecturer at
Muhammadiyah College in DKI Jakarta. So the more good
efficacy self, then development career lecturer will the more increase, of
course through motivation high work, on the other hand when efficacy self low, then development career lecturer no will
increase, of course through motivation low work. Study this give findings that
motivation work have role in Upgrade development
career lecturer in a manner no direct, because influence live efficacy self to
development career more small compared to with influence no live through
motivation work. this in line with results research conducted by Nur Asia Hasibuan & Syahrizal (2019) that that motivation work mediate influence Among efficacy self with planning
career.
Influence Justice Organization to Development
Career through Motivation Work Lecturer
Based on results the
above analysis, then could is known that there is influence positive and
significant from justice organization to development career through motivation
work lecturer at Muhammadiyah College in DKI Jakarta. So
the more good justice organization, then development career lecturer will the
more increase, of course through motivation high work, on the other hand when
justice organization low, then development career lecturer no will increase, of
course through motivation low work. Study this give findings that motivation
work have role in Upgrade development career lecturer
in a manner no direct, because influence live justice organization to
development career more small compared to with influencer no live through
motivation work. this in line with results research conducted by Nur Asia Hasibuan & Syahrizal (2019) that influencing factors
development career is motivation work, meanwhile (Lukiyana & Arsinta,
2020)
that justice organization influential positive and significant to development
career.
CONCLUSION
Based on discussion above, then results study this
could given conclusion, as following
:
efficacy self influential
positive and significant to motivation work lecturer at Muhammadiyah College in
DKI Jakarta, that is the more good level efficacy self lecturer, then motivation work they will also be very
high, vice versa when level efficacy self lecturer
not enough well, then motivation work they will also be very low.
Justice organization influential positive and
significant to motivation work lecturer at Muhammadiyah College in DKI Jakarta,
that is the moregood justice organization perceived
by the lecturer, then motivation work they will be very high, otherwise when
justice the organization felt by the lecturer not enough well, then motivation
work they will also be very low
efficacy self influential
positive and significant to development career lecturer at Muhammadiyah Higher
Education DKI Jakarta, meaning the more good level
efficacy self lecturer, then development career they
will too increases, on the contrary when level efficacy self
lecturer not enough well, then development career neither did they will
increase.
Justice organization influential positive and
significant to development career lecturer at Muhammadiyah College in DKI
Jakarta, that is the moregood justice organization
perceived by the lecturer, then development career they will also also will increases, on the contrary when justice the
organization felt by the lecturer not enough well, then development career
neither did they will increase.
Motivation work influential
positive and significant to development career lecturer at Muhammadiyah Higher
Education in DKI, that is the more good level motivation work lecturer, then
development career they will too the more increases, on the contrary when level
motivation work lecturer low, then development career neither did they will
remember.
efficacy self influential
positive and significant to development career lecturer through motivation work
at Muhammadiyah Higher Education in DKI Jakarta, that is the more
good level efficacy self lecturer, then
development career the lecturer will too increase with through motivation high
work, on the other hand when level efficacy self lecturer
low, then development career neither does the lecturer will increase with
through motivation low work.
Justice organization influential positive and
significant to development career lecturer through motivation work at
Muhammadiyah Higher Education in DKI Jakarta, that is the more
good justice organization perceived by the lecturer, then development
career they will too increases, on the contrary when justice the organization
felt by the lecturer low, then development career neither did they will
increase with through motivation low work.
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M. Yusuf, Cecep Haryoto, Nazifah Husainah (2022)
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