The Effect of Career Development, Workload on Employee Performance through Job Satisfaction at the National Civil Service Agency after the Implementation of Permenpan Rb No. 1 of 2023
DOI:
https://doi.org/10.59890/ijist.v4i7.26Keywords:
Development, Employee Performance, Satisfaction, ImplementationAbstract
The career management system for Functional Officials is now performance-based rather than credit-point-based thanks to the implementation of the Regulation of the Minister of Administrative and Bureaucratic Reform of the Republic of Indonesia (PermenPANRB) Number 1 of 2023. Career advancement, workload, job satisfaction, and employee performance at the National Civil Service Agency (BKN) have all been impacted by this policy change. With job satisfaction acting as a mediating variable, this study attempts to investigate how workload and career growth affect employee performance. This study used a survey method as part of a quantitative approach. A Likert-scale questionnaire was used to gather data from Functional Officials at BKN, and Structural Equation Modeling–Partial Least Squares (SEM-PLS) was used for analysis. The results indicate that career development has a positive and significant effect on job satisfaction and employee performance, while workload has a negative and significant effect on both job satisfaction and employee performance. In addition, job satisfaction positively and significantly affects employee performance. The results also support the idea that job satisfaction acts as a mediator in the links between workload and employee performance and between career advancement and employee performance. The use of Social Exchange Theory to explain employee performance in the public sector is strengthened by this study. In order to improve job satisfaction and employee performance after the adoption of PermenPANRB Number 1 of 2023, the findings offer BKN useful suggestions for improving career development policies, workload management, and performance appraisal systems.
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