The Influence of Career Development on Employee Performance, with Human Resource Competence as an Intervening Variable, at the Faculty of Islamic Economics and Business, State Islamic University of North Sumatra (FEBI UINSU) Medan

Abstract

This study aims to analyze the influence of career development on employee performance, with human resource (HR) competence serving as an intervening variable, at the Faculty of Islamic Economics and Business, State Islamic University of North Sumatra (FEBI UINSU) Medan. The study employs a quantitative approach with a causal research design. The population consists of 95 employees comprising permanent civil servant (ASN) lecturers and educational staff from which a sample of 77 respondents was selected using the Slovin formula at a 5% margin of error. Data were collected via questionnaires using a Likert scale, and the analysis was conducted using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the support of the SmartPLS 3.0 software. The results indicate that career development has a positive but non-significant effect on employee performance, with a coefficient of 0.146 and a p-value of 0.081. Career development has a positive and significant effect on HR competence, with a coefficient of 0.474 and a p-value of < 0.001. HR competence has a positive and significant effect on employee performance, with a coefficient of 0.699 and a p-value of < 0.001. Furthermore, HR competence is shown to significantly mediate the influence of career development on employee performance, with a coefficient of 0.332 and a p-value of < 0.001. The study concludes that career development can indirectly support the improvement of employee performance by enhancing HR competence. Therefore, integrating career development with competence enhancement serves as a crucial strategy for supporting the effectiveness and productivity of employees at FEBI UINSU Medan.