Articles

The Influence of Work Experience and Job Performance on Career Development Mediated by Career Training at the Ministry of Foreign Affairs and Cooperation of Timor-Leste in Indonesia.

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This study aims to analyze the influence of Work Experience (X1) and Job Performance (X2) on Career Development (Y), with Career Training (Z) as a mediating variable, at the Ministry of Foreign Affairs and Cooperation of Timor-Leste in Indonesia. Using a quantitative approach and a census method (saturated sampling) involving 62 employees, data were analyzed using Path Analysis (Partial Least Squares) based on Herzberg’s Two-Factor Theory. The results demonstrate that Work Experience (X1) has a significant positive effect on Career Development (Y), whereas Job Performance (X2) does not show a direct significant impact on Career Development (Y). Furthermore, while Career Training (Z) does not significantly mediate the relationship between Work Experience (X1) and Career Development (Y), it serves as a crucial mediating variable between Job Performance (X2) and Career Development (Y). These findings suggest that while practical experience naturally fosters career growth, high job performance requires structured training programs to effectively translate into professional advancement. Therefore, the organization should focus on enhancing training initiatives to bridge the gap between employee performance and career progression.

Impact of Salary and Recognition on Job Performance: A study of Nangarhar University Lecturers, Afghanistan

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Organizations seek to gain a competitive advantage by applying different strategies in today’s competitive environment. Due to intense competitive pressure, organizations attempt to gain a competitive advantage using employee skills, abilities, and expertise. Organizations offer different kinds of incentives, like salary and recognition, to ensure proper utilization and increase employee performance. Satisfied employees become more dedicated, committed, and loyal to organizations than other employees without a proper incentive system. The purpose of this study was to determine the impact of salary and recognition on the job performance of university lecturers at Nangarhar University, Afghanistan. The questionnaire method was adopted to collect data using Likert scales ranging from 1 to 5. Data were collected from 210 respondents and analyzed using SPSS version 27. The Pearson product-moment correlation was applied to determine the impact of salary and recognition on job performance. The result of the study showed that there is a significant correlation between salary and employee performance. In addition, it was also found that there was a significant correlation between recognition and employee performance.