Main Content
Lembaga Kita Journal Portal

Abstract

The purpose of this study is to determine how competence and career development impact employee loyalty at PT. Moratas Guna Abadi Bogor. The phenomenon underlying this study is the indication of low loyalty, lack of initiative, and obstacles in employee career development. This study was conducted using quantitative descriptive and verification techniques. This study involved 300 employees, and 75 samples were taken with the Slovin formula using multiple linear regression. and hypothesis testing through t-test and F-test with SPSS. The results of descriptive and verification studies show that competence gets an average value of 250.4 in the scale range of 195-255 in the fairly good category, career development gets an average value of 247.3 in the scale range of 195-255, employee loyalty gets an average value of 238.2 in the scale range of 195-255. The study shows that, partially, the competency variable has no effect on employee loyalty, with a significance value of 0.394 > 0.05 and a calculated t-value of 0.857 < 1.993. Career development has a positive and significant effect on employee loyalty, with a significance value of 0.000 < 0.05 and a calculated t-value of 5.220 > t-table of 1.993. Simultaneously, competency and career development significantly influence employee loyalty, with a significance value of 0.000 < 0.05 and a calculated F-value of 32.922 > F-table of 3.122. The coefficient of determination (R2) of 0.478 indicates that the competency and career development variables contribute 47.8% to explaining employee loyalty.

Keywords

Competence Career Development Employee Loyalty Human Resource Management

How to Cite

Citation Format
Fadilah, N., Marliani, S., & Yuliawati, J. (2026). Pengaruh Kompetensi dan Pengembangan Karir Terhadap Loyalitas Karyawan di PT. Moratas Guna Abadi Bogor. JEMSI (Jurnal Ekonomi, Manajemen, Dan Akuntansi), 12(4), 3416-3425. https://doi.org/10.35870/jemsi.v12i4.6697

References

14 References
  • Aini, N. Q. (2024). Pengaruh budaya organisasi dan kompensasi terhadap loyalitas karyawan dengan kepuasan kerja sebagai variabel intervening (Studi kasus pada Badan Amil Zakat Nasional).
  • Cornelia, O. (2017). Pengaruh Pengembangan Karir Terhadap Loyalitas Karyawan PT. ABC. Journal Manajemen Dan Bisnis, 14(1), 42-52.
  • Jannah, M., Wanta, & Yuliyawati, J. (2022). Pengaruh kompetensi SDM dalam meningkatkan kinerja karyawan di era revolusi 4.0. Jurnal Manajemen dan Kewirausahaan, 7(6).
  • Kawiana, I. G. P. (2020). Manajemen sumber daya manusia.
  • Listiana, H., & Anam, K. (2025). Strategi penyusunan kerangka berpikir: Meningkatkan kualitas penelitian. Jurnal Penelitian dan Pengembangan, 15(2), 146–157.
  • Rulianti. (2022). Pengaruh pengembangan karir, kompensasi, budaya organisasi, dan work environment terhadap loyalitas karyawan. Jurnal Manajemen dan Organisasi, 3, 31–46. https://doi.org/10.32699/magna.v3i2.7891.
  • Sari, Y. K., & Turmudhi, A. (2024). Peran loyalitas kerja dalam memediasi pengaruh budaya organisasi dan pengembangan karir terhadap kinerja karyawan. Jurnal Psikologi dan Manajemen, 4(1), 430–440.
  • Shaputra, A. R., & Hendriani, S. (2015). Pengaruh kompetensi, komitmen dan pengembangan karir terhadap kinerja karyawan PT. Bank Rakyat Indonesia (Persero) Kantor Wilayah Pekanbaru. Jurnal Tepak Manajemen Bisnis, 7(1), 1-17.
  • Siregar, E. M. (2022). Pengaruh penilaian kinerja, pengalaman kerja, disiplin kerja, semangat kerja, komunikasi, dan pelatihan kerja terhadap pengembangan karir karyawan pada PT. Trafoindo Prima Perkasa. Fakultas Bisnis Universitas Budi Dharma Tangerang.
  • Solihin, A. (2021). Model Hubungan beban kerja, kompensasi dan pengembangan karir terhadap loyalitas karyawan PT. Abc. Jurnal Bisnis, Ekonomi, Manajemen, Dan Kewirausahaan, 1(1), 36-45.
  • Sulistyaningsih, M., Marliani, S., & Yuliawati, J. (2024). Pengaruh kompetensi dan komunikasi terhadap kinerja karyawan PT. Beta Pharmacron. Jurnal Manajemen dan Sumber Daya Manusia, 12(3).
  • Syahputra, M. D., & Tanjung, H. (2020). Pengaruh kompetensi, pelatihan dan pengembangan karir terhadap kinerja karyawan. Maneggio: Jurnal Ilmiah Magister Manajemen, 3(2), 283-295.
  • Yasmin, S. I. M., Afandi, M. R., Rahmayanti, A., & Anshori, M. I. (2024). Literature review: Pengembangan karir yang efektif di era 4.0. Jurnal Teknologi dan Manajemen, 2(3), 37–53.
  • Zulkifli, P., Terhadap, D. A. N. K., & Kaltim, P. (2023). Pengaruh motivasi terhadap kinerja karyawan. Jurnal Psikologi dan Manajemen, 8(2).

Author Biographies

Neneng Fadilah, Universitas Buana Perjuangan Karawang

Program Studi Manajamen, Fakultas Ekonomi dan Bisnis, Universitas Buana Perjuangan Karawang, Indonesia.

Sari Marliani, Universitas Buana Perjuangan Karawang

Program Studi Manajamen, Fakultas Ekonomi dan Bisnis, Universitas Buana Perjuangan Karawang, Indonesia.

July Yuliawati, Universitas Buana Perjuangan Karawang

Program Studi Manajamen, Fakultas Ekonomi dan Bisnis, Universitas Buana Perjuangan Karawang, Indonesia.

License

Copyright (c) 2026 Neneng Fadilah, Sari Marliani, July Yuliawati

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

This is an open-access journal distributed under the Creative Commons Attribution 4.0 International License (CC BY 4.0), which permits unrestricted use, distribution, reproduction, and adaptation in any medium (even commercially), provided appropriate credit is given to the original author(s), a link to the license is provided, and any changes made are indicated. Authors retain copyright without restrictions and grant the journal the right of first publication as well as non-exclusive publishing rights for archiving, indexing, and scholarly dissemination.

Downloads

OJS UsageStats Plugin
Download data is not yet available.

Similar Articles

You may also start an advanced similarity search for this article.

Contrimetric

Recommended Articles

Journal Transparency

Additional Information

Learn more about how this journal ensures quality, ethics, and transparency.