Training and Career Development: Why and When relates to Employee Performance and its Impact on Job Satisfaction Diana Hasan (a*,b), Nor Lailla (a,b), Sampor Ali (b), I. Ketut R. Sudiarditha (a)
a)Universitas Negeri Jakarta
Program Doctoral, Department of Management,
*diana.hasan[at]umj.ac.id
Jl. RawaMangun Muka Raya No,11, Jakarta, 13220, Indonesia
b)Faculty of Economi and Business,Universitas Muhammadiyah Jakarta,
Jl. KH. Ahmad Dahlan, Jakarta, 15419, Indonesia
Abstract
This study analyzes the main factors that affect employee performance, so that a new model is found as a reference for Islamic banking practitioners, especially in DKI Jakarta. The purpose of this study was to measure the effect of training and career development on employee performance and its impact on job satisfaction. The purposive technique was carried out on a population of 7 Islamic banks in Indonesia, by distributing questionnaires to 350 respondents and meeting the respondents^ criteria. Then the data was tested using Structural Equation Modeling (SEM) Amos 25.0, which resulted in the finding that training had a significant positive effect on employee performance, and career development also had a significant positive effect on employee performance, and There are also findings that show the impact of the employee^s performance which has a positive effect on job satisfaction. The implications of this research are expected to be a reference model for the Board of Directors of Islamic Banking in improving employee performance and job satisfaction, in order to pay attention to training programs and career development in the company.
Keywords: Training, Career Development, Employee Performance, Job Satisfaction
