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All Journal JURNAL ECONOMINA
Hasbiyadi Hasbiyadi
Sekolah Tinggi Ilmu Ekonomi Makassar Bongaya, Indonesia
Economics, Econometrics & Finance

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The Effect of Career Development and Perception of Organizational Support on Employee Retention Through Job Satisfaction at The Regional Revenue Agency of South Sulawesi Province Sumawati Sumawati; Hasbiyadi Hasbiyadi; Heslina Heslina
JURNAL ECONOMINA Vol. 5 No. 10 (2026): JURNAL ECONOMINA, Oktober 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/economina.v5i10.4593

Abstract

This study aims to analyze the influence of career development and perceived organizational support on employee retention, both directly and through job satisfaction as a mediating variable at the Regional Revenue Agency of South Sulawesi Province. The study used a quantitative approach with primary data obtained through distributing questionnaires to 65 respondents. Data analysis was conducted using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method with the help of SmartPLS. The results showed that career development had a positive but insignificant effect on employee retention, while perceived organizational support and job satisfaction had a positive and significant effect on employee retention. Career development and perceived organizational support each had a positive and significant effect on job satisfaction. The results of the mediation test showed that job satisfaction was able to fully mediate the effect of career development on employee retention, while in the relationship between perceived organizational support and employee retention, job satisfaction acted as a partial mediator. These findings emphasize the importance of job satisfaction as a mechanism linking career development and perceived organizational support with employee retention.
The Influence of Transformational Leadership and Organizational Culture on Employee Performance Through a High-Performance Work System at the Customs and Excise Supervision and Service Office, Type B Madya Pabean Makassar Arif fitrianto; Muh Akob; Hasbiyadi Hasbiyadi
JURNAL ECONOMINA Vol. 5 No. 10 (2026): JURNAL ECONOMINA, Oktober 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/economina.v5i10.4678

Abstract

This study aims to examine and analyze the influence of Transformational Leadership and Organizational Culture on Employee Performance through High-Performance Work System as a mediating variable at the Makassar Type B Customs and Excise Supervision and Service Office. This study uses a quantitative approach involving 126 employees as respondents. Data were collected through questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM- PLS). The results show that Transformational Leadership has a positive but insignificant effect on Employee Performance and Organizational Culture has a positive but insignificant effect on Employee Performance. High-Performance Work System has a positive and significant effect on Employee Performance. Transformational Leadership and Organizational Culture each have a positive and significant effect on High-Performance Work System. Furthermore, High-Performance Work System is able to positively and significantly mediate the influence of Transformational Leadership and Organizational Culture on Employee Performance. These results indicate that High- Performance Work System plays a full mediation role in both relationships. These findings confirm that improving Employee Performance is more effective when Transformational Leadership and Organizational Culture are realized through a human resource management system that increases employee capabilities, motivation, and opportunities to participate.
Co-Authors Arif fitrianto Heslina Heslina Muh Akob Sumawati Sumawati