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This study aims to conduct a Systematic Literature Review (SLR) regarding the influence of career development on organizational commitment. Based on the analysis of various scientific articles, career development is an important approach in human resource management, which focuses on improving employees’ skills, enthusiasm, and readiness to face job challenges and promotion opportunities. On the other hand, organizational commitment refers to the emotional connection that employees have with their workplace, which includes aspects of emotional attachment, obligation, and enduring bonds. The results of the systematic literature review indicate that many previous studies have found a strong and positive correlation between career development and organizational commitment. Workers who are aware of support for their career development, including training programs, mentoring, or predetermined career paths, generally show a higher level of dedication to their organization. Furthermore, various studies have shown that career development can also have an indirect effect on organizational commitment through mediating factors such as job satisfaction, work motivation, and employee performance. However, several studies have shown that career development does not always have a significant impact on organizational commitment, particularly in organizations without a structured career system or when employees have negative perceptions of career opportunities. These varying results highlight the existence of contextual factors that influence the relationship between variables. Overall, this study offers in-depth insights into the significance of career development as a strategic factor in enhancing organizational commitment, along with suggestions for organizations and future researchers conducting similar studies.

This study aims to analyze the comprehensive relationship between selection, placement, career development, and employee well-being within the perspective of organizational psychology. Human resources (HR) are the central driver of organizational success, yet many institutions, including Islamic educational institutions, still face challenges in professional HR management. This research employs a library research method with a descriptive-comparative analysis approach, reviewing relevant scientific literature and empirical reports. The findings indicate that these four aspects form an integrated unit; effective selection based on person-organization fit provides quality candidates, appropriate placement optimizes potential, structured career development maintains motivation, and holistic well-being ensures loyalty and productivity. The study concludes that organizational success is heavily dependent on the synergy of these four components managed through an organizational psychology approach, rather than being treated as separate administrative functions.

Employee retention is a crucial aspect in maintaining smooth operations and the quality of human resources within an organization. This study aims to analyze the influence of organizational support, career development, job satisfaction, organizational culture, and work-life balance on production employee retention at PT. Lucky Textile Semarang. The study employed a quantitative approach with a survey method, distributing questionnaires to 307 respondents, selected using the Slovin formula, from a population of 1,325 production employees. Data analysis was performed using multiple linear regression using IBM SPSS Statistics 27. The results indicate that organizational support has no effect on employee retention, career development has a positive and significant effect on employee retention, job satisfaction has a positive and significant effect on employee retention, organizational culture has a positive and significant effect on employee retention, and work-life balance has a positive and significant effect on employee retention. These findings confirm that internal factors related to personal development, job satisfaction, and a healthy work culture are the most important factors in employee retention decisions. Therefore, companies need to prioritize career advancement strategies, improve working conditions, and strengthen organizational culture to maintain a competent workforce in the long term.

This study is motivated by the importance of improving the productivity of civil servants (ASN) at the sub-district level, which serves as the frontline in delivering public services. Bureaucratic reform and service digitalization demand employees to work more professionally, competently, and productively. Career development and work motivation are considered two crucial factors that influence productivity improvement. The objectives of this research are to examine the effect of career development on employee productivity, to analyze the effect of work motivation on employee productivity, and to test the simultaneous influence of both factors at the Cempaka Baru Sub-District Office, Central Jakarta. The research employed a quantitative method with a saturated sample of 48 respondents. Data were collected through online questionnaires and interviews, then analyzed using multiple linear regression, t-test, and F-test. The results show that career development has a significant positive effect on productivity (t-value 3.051 > t-table 2.014; sig. 0.004 < 0.05). Work motivation also significantly affects productivity (t-value 3.206 > t-table 2.014; sig. 0.002 < 0.05). Simultaneously, both variables significantly influence productivity (F-value 79.546 > F-table 3.20; sig. 0.000 < 0.05). Therefore, career development and work motivation can be regarded as important factors in enhancing employee productivity at the Cempaka Baru Sub-District Office.

This study aims to determine the effect of career development and organizational culture on employee performance at the Bima City Social Service. The research method used is quantitative with an associative approach. The sample in this study was 35 people who were civil servants. Data collection techniques were carried out using questionnaires, and data analysis included validity tests, reliability tests, classical assumption tests, multiple linear regression, t-tests, and f-tests. The results of the study indicate that career development has a positive and significant effect on employee performance. Organizational culture also has a positive and significant effect on employee performance. Simultaneously, career development and organizational culture have a positive and significant effect on employee performance. These findings indicate the importance of training, fair career opportunities, and an open and collaborative work culture in improving employee performance. Therefore, the Bima City Social Service is advised to continue improving career development and strengthening an organizational culture that supports performance. In addition, this study also highlights the importance of management's role in creating an environment that supports career development and a positive organizational culture. Fair and transparent career development not only provides opportunities for employees to improve their skills and knowledge but also motivates them to contribute more to organizational goals. Likewise, an inclusive and collaborative organizational culture can increase mutual trust, effective communication, and cooperation among employees, thus creating a work environment conducive to improved performance. The research concludes that these two factors—career development and organizational culture—interact to optimize employee performance. Therefore, the Bima City Social Service needs to continue developing policies that support both aspects, such as regular training, fair promotion programs, and the development of a work culture that emphasizes collaboration and appreciation for employee performance.

This study aims to analyze the influence of career development and job training on employee performance, with work motivation as an intervening variable, at the Pakan Rabaa Community Health Center in Lima Puluh Kota Regency. The background of this study is based on the importance of improving the quality of human resources through career development strategies and targeted job training programs, as well as the role of work motivation as a driving factor for employee performance. The research method used is Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. Data were collected through distributing questionnaires to 66 respondents who are employees of the Pakan Rabaa Community Health Center. The results of the study show several important findings. First, career development has a positive and significant effect on work motivation. Second, job training has a positive but insignificant effect on work motivation. Third, career development has a positive but insignificant effect on employee performance. Fourth, job training has a positive and significant effect on employee performance. Fifth, work motivation has a positive but insignificant effect on employee performance. Sixth, career development has a positive but insignificant effect on employee performance through work motivation as an intervening variable. Seventh, job training also had a positive but insignificant effect on employee performance through work motivation as an intervening variable. This finding indicates that although career development and job training have a positive relationship with performance, the effect is not always significant when mediated by work motivation. Other factors beyond work motivation may also influence employee performance at the Pakan Rabaa Community Health Center. This study recommends that management strengthen career development and job training programs relevant to employee needs, while identifying other motivational factors that can further enhance performance.

Penelitian ini bertujuan untuk menganalisis pengaruh pengembangan karir, budaya kerja organisasi dan kepuasan konsumen terhadap kinerja pegawai baik secara langsung maupun tidak langsung melalui perilaku kerja inovatif pada Pegawai Sekretariat Daerah Kabupaten Pekalongan. Populasi yang digunakan pada penelitian ini adalah pegawai yang bekerja di Pegawai Sekretariat Daerah Kabupaten Pekalongan dengan jumlah 150 orang pegawai, dengan teknik pengambilan sampel dengan menggunakan rumus slovin, maka jumlah sampel yang digunakan sebanyak 110 responden. Sumber data yang digunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis yang digunakan adalah Partial Least Square. Hasil penelitian menunjukkan bahwa pengembangan karir dan budaya kerja berpengaruh positif dan gignifikan terhadap kinerja pegawai. Pengembangan karir dan budaya kerja berpengaruh positif dan signifikan terhadap kepuasan kerja.

This study aims to determine the effect of job rotation, career development and motivation on employee performance at PT. Kemuning Group Medan Branch II. The population in this study are employees at PT. Kemuning Group Branch Medan II, amounting to 56 people, while the determination technique using the saturated sampling method. The data sources in this study are primary and secondary data. And the data analysis technique used is quantitative analysis and multiple linear regression. The results of the multiple linear regression analysis are: Y = 21,162 + 0,496X1 + -0,146X2 + 0,543X3+e. The results of the t-test (partial): 1) job rotation, with a tcount value of 7.148 > ttable 1.674, so that compensation (X1) has a significant effect on employee performance (Y) partially. 2) career development with tcount 1.538 < ttable 1.674, so career development (X2) does not have a significant effect on employee performance (Y) partially. 3) motivation with a value of tcount 6.213 > ttable 1.674 so that motivation (X3) has a significant effect on employee performance (Y) partially. F count = 35.706 > F table 2.78. Then the coefficient of determination (R2) is 0.673 (67.3%). So that it can be said that 67.3% of the variation of the independent variables, namely job rotation, career development and motivation in the model can explain the variables of employee performance at PT. Kemuning Group Branch Medan II while the remaining 32.7% is influenced by other variables outside the model.

Training and career development play a crucial role in improving the performance of health center (puskesmas) employees to deliver optimal healthcare services. This study aims to analyze the influence of training and career development on employee performance at puskesmas and to identify challenges in their implementation. The method used is a literature review with a descriptive-analytical approach based on previous studies related to training, career development, and human resource performance in the health sector. The results show that relevant and continuous training enhances employee efficiency, accuracy, and mental readiness, while clear and sustainable career development increases motivation, loyalty, and employee engagement. The synergy between training and career development is key to successfully improving employee competence and motivation sustainably. However, program implementation faces challenges such as budget constraints, lack of policy support, geographic barriers, and less operational HR development policies. Therefore, strategic and integrated HR management is essential to improve the quality of healthcare services at puskesmas.  

Businesses and organizations frequently struggle with staff retention. At the Dinas Penanaman Modal dan Pelayanan Terpadu Satu Pintu Provinsi Sulawesi Selatan, the goal of this study is to determine how career development and internal communication impact employee retention. Using the basic random selection technique, 45 people were chosen as a sample from the 83 government employees that make up the research population. After distributing surveys to gather data, IBM SPSS software was used for a number of statistical analyses. It was discovered that internal communication and career development had a positive and considerable effect on employee retention, both separately and in combination. Internal communication is rated at 1.381, while career development is rated at 0.825. The results of the study show that staff retention at the Dinas Penanaman Modal dan Pelayanan Terpadu Satu Pintu Provinsi Sulawesi Selatan is impacted by internal communication and career development.

In the ever-evolving business world, employee performance is an important factor in determining the success of a company, including motorcycle dealers. In addition to functioning as dealers, motorcycle dealers also act as customer service centers that have a major impact on customer satisfaction. Training and development are important methods in almost every company because they can improve performance. This study aims to examine the effect of training and development on employee performance at the Antar Putra Cimareme Dealer. The method used is quantitative with multiple linear regression analysis on a sample of 35 people. The results of the study showed that in the partial test (t-test), the t-count value for training (2.374)> t table (1.692) and significance (0.024) <0.05, which means that training has a positive and significant effect on employee performance. For career development, the t-count value (2.483)> t table (1.692) and significance (0.018) <0.05, which indicates a positive and significant effect on employee performance. Overall, training and career development have proven to have a positive and significant effect on employee performance.

This research is motivated by the low motivation of employees in carrying out their main tasks and functions. This can be seen from the lack of enthusiasm of employees in carrying out their duties and the lack of obsession to progress. This low employee motivation is thought to be caused by two factors, namely, less than optimal career planning and the unclear arrangement of career development for employees who are considered to have achieved. The purpose of this study is to determine how career planning affects employee work motivation, how career development affects employee work motivation, and how career planning and development together affect employee work motivation. The method used in this study uses a quantitative descriptive method. To analyze it, correlation and multiple regression statistical test data analysis was used using SPSS version 22.00. The results of the study obtained provide the conclusion that career planning has a positive and significant effect on employee work motivation, career development has a positive and significant effect on employee work motivation, and career planning and career development have a positive and significant effect on employee work motivation.

Every company has a role for employees in carrying out all activities within a company. Employees are an important part that has a huge influence on the success of a company. Therefore, companies need to pay more attention to employee performance so that they are more active, especially in terms of compensation and career development. This research aims to determine the effect of compensation and career development on employee performance at PT. Inasentra Unisatya. The research method used is a quantitative approach. Data collection methods in this research are interviews, questionnaires and literature study. The population in this study were permanent employees of PT. Inasentra Unisatya in the field of personnel has 53 employees.. The sampling technique used was quota sampling with a sample size of 30 respondents. The data analysis techniques used are data quality testing, classical assumption testing, hypothesis testing, and coefficient of determination testing which are processed using the SPSS version 25.0 application.. The results of this research show that compensation partially has a positive and significant effect on employee performance. Career development partially has a positive and significant effect on employee performance. Simultaneously compensation and career development have a positive and significant effect on employee performance.

This research aims to determine the influence of career development variables (X1), competency (X2) and job satisfaction (X3) on employee performance (Y) at the Central Statistics Agency Office. This type of research is quantitative research. The data collection techniques used are primary data and secondary data. The sample selection used the saturated sampling method, the number of samples in the study was 34 respondents at the Central Statistics Agency Office. This research data was obtained through questionnaires, interviews and literature studies. The analysis techniques used are Validity Test, Reliability Test, Classical Assumption Test, Multiple Linear Regression Analysis, T Test, F Test and Coefficient of Determination Test.  The results of the research obtained the multiple linear regression equation Y= -0.915 + 0.472X1 + 0.394X2 + 0.947X3 and the t test results of the variables career development, competence, job satisfaction had a partially significant effect on employee performance. The F test results obtained Fcount results with a significance value of 0.000 < 0.05. From the results of the analysis it can be concluded that career development, competence, job satisfaction have a simultaneous and significant effect on the performance of employees at the Central Bureau of Statistics.    

Multicentral Aryaguna merupakan anak perusahaan Grup Indomobil yang bergerak di bidang industri real estate salah satu perusahaan yang didirikan di bidang properti. Dengan mempertahankan operasional PT. Multicentral Aryaguna pelatihan dan pengembangan karir, seringkali dianggap objektif karena cenderung dipandang formal belaka, sedangkan proses pelatihan dan pengembangan karir masih kontrovensional karena faktor subjektif dipengaruhi oleh persepsi. Tujuan penelitian ini untuk mengetahui pelatihan dan pengembangan karir mempengaruhi kinerja karyawan. Dalam penelitian ini menggunakan analisis kuantitatif statistik, analisis regresi linear berganda dan analisis koefisien determinasi dengan bantuan software SPSS 25. Sampel yang digunakan penelitian ini yaitu sampel jenuh sejumlah 45 karyawan. Hasil dari penelitian ini didapatkan menggunakan uji t bahwa pelatihan secara parsial berpengaruh positif dan siginifikan terhadap kinerja karyawan dengan taraf signifikan sebesar 0,000 < 0,05 dan hasil uji t sebesar 5,326 > 2.014. Pengembangan karir secara parsial berpengaruh positif dan signifikan terhadap kinerja karyawan dengan taraf signifikan sebesar 0,028 < 0,05 dan hasil uji t sebesar 2,283 > 2.014. Pelatihan dan pengembangan karir secara simultan berpengaruh positif dan signifikan dengan taraf signifikan sebesar 0,000 < 0,05 dan hasil uji F sebesar 28,356 > 3.21 terhadap kinerja karyawan.

The aim of the research is to determine the effect of simultaneous and partial training and career development on employee performance at Plastic Shops in Sleman Regency. Efforts to realize optimal performance from an employee, of course, require training and career development programs so that there are no significant gaps in goals, measures and assessments. This research uses multiple linear data analysis methods using primary data obtained from questionnaires. The sample and research amounted to 21 people. The research results show that, with a t-value of 2.975 and a significant t-test value of 0.008 <0.05, training has an effect on employee performance. In the simultaneous test the F-count value was 20.740 with a significance of 0.000. Because the significance is less than 0.05, it can be concluded that training and development has a positive and simultaneous effect on employee performance at Plastic Shops in Sleman Regency.

This research is based on the gap phenomenon in the form of employees being late and leaving early which is still experiencing fluctuations. This condition can be shown through data on the number of employees who are late and leave early at the Purbalingga Regency Health Service and research gaps in the form of differences in research results. The aim of this research is to analyze the partial influence  of career development, work discipline, work environment and work motivation on job satisfaction of Purbalingga District Health Service employees. The population in this study were ASN employees of the Purbalingga District Health Service, totaling 98 people with a sample of 88 respondents. The data analysis method used is multiple linear regression and hypothesis testing using t test calculations. The results of this research show career development, work discipline, work environment, and work motivation influence employee job satisfaction. The implication of this research is that the Purbalingga District Health Service needs to provide career clarity for employees, make more efforts to improve good relations between co-workers, improve employee safety, pay more attention to the rewards given to employees according to the work they do.

This research aims to determine the impact of promotion and demotion mechanisms in teacher career development at SMA Labschool Unesa 1. This research uses a qualitative approach. The type of research used is interviews. The informant in this research was only one teacher. This research shows the mechanism of promotion and demotion in teacher career development at SMA Labschool Unesa 1. There are promotion and demotion indicators consisting of work performance, discipline, skills. Lastly, the demotion indicators consist of member incompetence, personal requests, and rationalization of numbers. The results of the discussion in this research are that in carrying out professional duties, teachers have the right to receive promotions in accordance with their duties and work performance, which includes promotion/increase in functional position. Furthermore, demotions are caused by the lack of performance of a teacher who is not good enough. Demoting a teacher does not happen directly, but there is a gradual evaluation, namely by evaluating several times with agreement with the other teachers. At SMA Labschool Unesa 1, there are no differences and there is a sense of family towards teachers who have just been demoted.

Human Resources are the main calculation in achieving organizational goals strongly and efficiently. Organizations must be able to carry out supervision well to achieve ideal business implementation. Every organization generally expects achievements from its representatives because the organization is given the authority to make presentations. The aim of this research is to find out and analyze whether career development and discipline moderated by rewards have an effect on the performance of Informa Queen City Semarang employees. The method used is a quantitative method. The data collection techniques used were literature and questionnaires. The results of this research are that career development has no effect on the performance of Informa Queen City Semarang employees, discipline has a positive effect on the performance of Informa Queen City Semarang employees, career development and discipline simultaneously influence employee performance through rewards.

The research was carried out with the aim of knowing the impact of Career development and discipline on work motivation of PD. BPR Artha Sukapura Salopa branch. The problem of employee work motivation at PD BPR Artha Sukapura Salopa Branch is not optimal, it occurs from career development which is relatively difficult and discipline is still lacking causing employees to be less motivated at work, according to (Bukhori & Dewi, 2018) with a high level of employee work discipline it will Motivate employees to carry out their work well, which will indirectly increase employee performance. The method used in this research is quantitative descriptive. Research results: 1. Career development has a positive and significant effect on work motivation. This means that if career development increases, work motivation will also increase. 2. Work discipline has a positive and significant effect on work motivation. This means that if Work Discipline increases, then Work Motivation will also increase. 3. Career Development and Work Discipline have a positive and significant effect on Work Motivation. This means that if career development and work discipline increase, then work motivation will also increase.