Determinant of Career Development through Intervening of Performance and Promotion on Employees: Evidence from Indonesia

Abstract

This study aims to know influence and analysis of: (1) commitment, training and development through performance to promotion, (2) commitment, training and development through performance to career development, (3) commitment, training and development and performance through promotion to career development. Sample in this study is 56 respondents of PT Bank Tabungan Negara (Persero) Tbk. Kantor CabangJember. Method of analysisin this study ispath analysis. The result of this analysisshows that variable commitment, training and development through performance influencesignificantly to promotion on employees. The results of path analysis show that the largest direct influence to career development is variable promotion. While the smallest direct influence on career development is variable training and development. Commitment can be improved by providing better facilities, such as physical building and addition facilities related to operational activities of the company. Thus, it can improve employees’ performance in working. Then, training and development method and material, and training time which is appropriate with purposes also need to be improved to give employees promotion opportunity and career development.