The Impact of Career Plateau and Organizational Support on Work Performance Through Organizational Justice and Employee Satisfaction At the Samsat Offices of Pidie and Pidie Jaya Regency

Herlina; Muhammad Adam; Mukhlis

doi:10.18535/ijsrm/v13i02.em16

Abstract

This study aims to examine the impact of career plateau and organizational support on work performance, with organizational justice and employee satisfaction serving as mediating variables, at the SAMSAT offices in the Pidie and Pidie Jaya districts. The research was conducted at the One-Stop Integrated Administration System (SAMSAT) offices in Pidie and Pidie Jaya. The population for this study consisted of all SAMSAT employees from both districts, totaling 113 individuals. The sampling technique employed was Total Sampling, where every member of the population had an equal chance of being selected as a sample. Data were collected using a Likert scale and analyzed using Partial Least Squares (PLS). Descriptive analysis revealed that career plateau, organizational support, organizational justice, employee satisfaction, and work performance at the SAMSAT offices in Pidie and Pidie Jaya were not functioning optimally. The results of direct testing showed that job satisfaction had a significant effect on work performance, while career plateau and organizational support did not directly influence work performance. Organizational justice was found to significantly affect job satisfaction, and organizational support contributed to enhancing perceptions of organizational justice. However, no direct effects of career plateau and organizational support on work performance were identified through the mediating pathways of organizational justice and job satisfaction. The practical implication of these findings is that organizations should prioritize improving employee job satisfaction through career development, enhanced compensation, and strengthening organizational support. Additionally, it is crucial to ensure clear career paths and development opportunities to mitigate feelings of stagnation (career plateau) among employees. By addressing these factors, organizations can enhance employee satisfaction and overall performance.

Keywords

Career PlateauOrganizational SupportOrganizational JusticeEmployee SatisfactionWork

References

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[refR-2] Bogler, R., & Nir, A. E. (2012). The importance of teachers’ perceived organizational support to job satisfaction: What’s empowerment got to do with it? Journal of Educational Administration, 50(3), 287–306. https://doi.org/10.1108/09578231211223310DOI ↗Google Scholar ↗

[refR-3] Carvalho, A. D. C., Riana, I. G., & Soares, A. D. C. (2020). Motivation on Job Satisfaction and Employee Performance. International Research Journal of Management, IT and Social Sciences, 7(5), 13–23. https://doi.org/10.21744/irjmis.v7n5.960DOI ↗Google Scholar ↗

[refR-4] Chang, P., Geng, X., & Cai, Q. (2024). The Impact of Career Plateaus on Work Performance : The Roles of Organizational Justice and Positive Psychological Capital. Behavioral Sciences, 14, 1–14.Google Scholar ↗

[refR-5] Dessler, G. (2020). Fundamentals of human resource management. Pearson.Google Scholar ↗

[refR-6] Edison, E., Anwar, Y., & Komariyah, I. (2016). Manajemen Sumber Daya Manusia, Bandung: CV. Alfabeta.Google Scholar ↗

[refR-7] Eisenberger, R., Shanock, L. R., & Wen, X. (2020). Perceived Organizational Support: Why Caring About Employees Counts. Annual Review of Organizational Psychology and Organizational Behavior, 7(1), 101–124. https://doi.org/https://doi.org/10.1146/annurev-orgpsych-012119-044917DOI ↗Google Scholar ↗

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[refR-9] Greenhaus, J. H., Callanan, G. A., & Godshalk, V. M. (2018). Career Management for Life (5th ed.). Routledge.Google Scholar ↗

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[refR-11] Hu, C., Zhang, S., Chen, Y.-Y., & Griggs, T. L. (2022). A meta-analytic study of subjective career plateaus. Journal of Vocational Behavior, 132, 103649. https://doi.org/https://doi.org/10.1016/j.jvb.2021.103649DOI ↗Google Scholar ↗

[refR-12] Imran, R., Majeed, M., & Ayub, A. (2015). Impact of Organizational Justice, Job Security and Job satisfaction on Organizational Productivity. Journal of Economics, Business and Management, 3(9), 840–845. https://doi.org/10.7763/JOEBM.2015.V3.295DOI ↗Google Scholar ↗

[refR-13] Kalay, F. (2016). The Impact of Organizational Justice on Employee Performance: A Survey in Turkey and Turkish Context. International Journal of Human Resource Studies, 6(1), 1–20. https://doi.org/https://doi.org/10.5296/ijhrs.v6i1.8854DOI ↗Google Scholar ↗

[refR-14] Mujibburahman, E. A., Hidayati, T., & AS, D. L. (2020). Pengaruh Dukungan Organisasi Terhadap Kinerja dimediasi oleh Keadilan Organiasi. 1(4), 315–328.Google Scholar ↗

[refR-15] Odedokun, A. (2020). Mentoring, Job Satisfaction, Organisational Commitment, Career Motivation and Job Stress as Precursors of Police Officers’ Career Plateau In Ibadan. Journal of Positive Psychology and Counselling, 5, 27–38.Google Scholar ↗

[refR-16] Purnama, Y. H., Tjahjono, H. K., Assery, S., & Dzakiyullah, N. R. (2020). The relationship of organizational justice on job satisfaction and Work Performance in banking company. International Journal of Scientific and Technology Research, 9(3), 4012–4015.Google Scholar ↗

[refR-17] Robbins, S. P., & Judge, T. A. (2017). Essential of Organisational Behaviour (14th ed.). Pearson.Google Scholar ↗

[refR-18] Saleem, S., & Amin, S. (2013). The Impact of Organizational Support for Career Development and Supervisory Support on Employee Performance: An Empirical Study from Pakistani Academic Sector. European Journal of Business and Management, 5(5), 194–207.Google Scholar ↗

[refR-19] Sembiring, N., Nimran, U., Astuti, E. S., & Utami, H. N. (2020). The effects of emotional intelligence and organizational justice on job satisfaction, caring climate, and criminal investigation officers’ performance. International Journal of Organizational Analysis, 28(5), 1113–1130. https://doi.org/https://doi.org/10.1108/IJOA-10-2019-1908DOI ↗Google Scholar ↗

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