BARISTA, Volume 3, Nomor 1, Juli 2016
THE INFLUENCE OF CAREER DEVELOPMENT TOWARDS JOB SATISFACTION OF HOUSEKEEPING ATTENDANTS AT HOTEL TOPAS GALERIA BANDUNG Retno Budi Wahyuni Sekolah Tinggi Pariwisata (STP) Bandung Jalan Dr. Setiabudhi No.186 Bandung, Jawa Barat E-mail:
[email protected]
Abstract: Topas Galeria Hotel is a three star hotel and has a strategic location. It has still been developing in the hotel industries, competing with other hotels in Bandung. The successful of Topas Galeria Hotel will not be reached without having good human resources. An organization couldn’t run well if the employee doesn’t develop and the job satisfaction wouldn’t be reached. The management has already had various programs and activities related to the career development. One of the objectives of the programs is to increase the level of employees’ job satisfaction. This research is a qualitative survey approach used to determine the influence of the career development towards the job satisfaction with sample of 17 respondents. Data collection techniques used are observation, interviews and questionnaires. The data analysis uses the Spearman Rank Method. The result is found that the influence between them is equals to 55% and the remaining 45% comes from other factors beyond career development. Career planning has bigger influence than career management, however the condition of career planning is still poor and career management is already at fair condition. House keepings’ attendants have to be more active to share and express their ideas and opinion. So that the programs and activities prepared by the Human Resources management will run smoothly. Keywords : human resources, career development, job satisfaction.
Abstrak: Hotel Topas Galeria adalah hotel berbintang tiga yang memiliki lokasi strategis. Hotel ini masih sedang berkembang di dalam industri perhotelan, bersaing dengan hotel-hotel lain di Bandung. Kesuksesan hotel ini tidak akan tergapai tanpa adanya sumber daya yang bagus. Sebuah organisasi tidak akan berjalan dengan baik kalau stafnya tidak berkembang dan pada akhirnya kepuasan kerja tidak akan tercapai. Manajemen telah memiliki beberapa program dan kegiatan yang berhubungan dengan pengembangan karir. Salah satu tujuannya adalah menaikkan kepuasan kerja karyawan. Penelitian ini menggunakan pendekatan kualitatif yang bertujuan untuk menentukan pengaruh pengembangan karir terhadap kepuasan kerja karyawan, khususnya di house keeping. Pengumpulan data menggunakan cara observasi, wawancara dan kuesioner. Analisis data menggunakan metode Spearman. Dari hasil penelitian ditemukan bahwa pengaruh di antara mereka adalah sama dengan 55% dan sisanya 45% datang dari faktor di luar pengembangan karir. Perencanaan pengembangan memiliki pengaruh yang terbesar, namun kondisi perencanaannya sendiri tidak bagus sedangkan manajemen karir adalah cukup. Kata kunci: sumber daya, pengembangan karir, kepuasan kerja.
11
Retno Budi Wahyuni The Influence of Career Development Towards Job Satisfaction of Housekeeping Attendants at Hotel Topas Galeria Bandung
because it has many functions to the company, individual purpose and people around. It has individual reaction towards work experience and work conditions. Employees will feel satisfied if they get what they really expect from organization. It can be seen from the situation and condition in their job, their attitude towards their job. Teamwork in organization is really important because it reaches comfort area to the employee side. Feelings which are related into job satisfaction and job dissatisfaction will mirror themselves to the job experiences in the past rather than future hopes. Job satisfaction can be concluded as positive attitude from people to appreciate their job finished. As stated by Hasibuan (2001:202): “Indicators of job satisfaction could be measured by discipline, job moral and low turnover relatively. These are the indicators of good job satisfaction.” It is supported by Caugemi and Claypool in Sutrisno (2009:78-79): “there are some reasons to cause satisfaction: (1) Achievement; (2) Appreciation; (3) Promotion, and: (4) Compliment. One reason to make satisfaction is promotion. Promotion is a condition that has been hoped by employees. According to Siagian (2008:169): “Apabila seorang pegawai dipindahkan dari satu pekerjaan ke pekerjaan lain yang tanggung jawabnya lebih besar, tingkatannya dalam hierarki jabatan lebih tinggi dan penghasilannya pun lebih besar pula.” Job satisfaction could be made from promotion because of the higher position in an organization. There are some factors that influence job satisfaction. It is supported by Hasibuan (2007:202): “Kepuasan kerja adalah sikap emosional yang menyenangkan dan mencintai pekerjaannya. Sikap ini dicerminkan oleh moral kerja, kedisiplinan dan prestasi kerja.” It could be seen that job satisfaction is influenced by ethic of work, discipline and achievement. Moreover, Septyawati
INTRODUCTION Nowadays, tourism industry in Indonesia has been developing fast. This is shown as one of commercial industries, hotel has a big role as Bagyono (2008:3) stated: “Hotel is one of accommodation managed commercially, it is provided for someone or some groups to provide room, food and beverage and any other services according to the developments of needs and technology.”Hotel has activities to provide services such as providing room to stay, food and beverage service. Hotel has purposes to make guests satisfied. Human Resources Department has a role to manage people as core in hotel industries, it is really important and vital part in service industry. Management system is really needed so that operational in a hotel can run well according to the vision, mission and target. Human Resources quality improvement has been achieved if Human Resources Department has knowledge, skills and high capability. Human Resources Department has tasks to plan and analyze human capital, job opportunities, recruitment, compensation and benefit, and develop the staffs are one of the target to reach the highest profit from hotel itself. As supported by George R. Terry (2000: 85): “Management is a process to define planning, organization, implementing and monitoring, with the purpose of art lesson so that management could finish the purposes as planned before.” Every person who works will hope to get satisfaction from their work place. It is based on the job satisfaction is individual thing because every person has different level of satisfaction according to the values on themselves. Job satisfaction is related to the quality of work life. It is because some people spend their live in the work place. According to Sutrisno (2009:74): “Someone who has high job satisfaction shows positive attitude on work.” Job satisfaction becomes interesting topic
12
BARISTA, Volume 3, Nomor 1, Juli 2016
(2010:25) stated: “Career development is hoped that to achieve the job satisfaction of employee because organization will try to make a good job satisfaction to grow with.” Career development is process for employees to manage their careers they want. Career development is the position the employees have during their work life. Herethe individualas amember of the organizationmust have adesire todevelop themselvestoachieve theirdesired career. It means that individuals also have their own way to develop it on their career. Career development is the important part and it will change continuously in employee life. Career development actually is both responsibilities. Those who have vision and ambition to develop their career have to always take initiative and action which will help their career being developed. Career development is actually the responsibility of the employee and the company itself. The plan to develop their career has to be managed by the company. It is supported by Sutrisno (2009:161): “There are two main factors in career, external focus and internal focus. External focus directs to the series of position to the employee. Internal focus directs to the way someone stares at their career.” Gomes (2003:215) stated that basically career development is divided into two main processes. These are career management and career planning. Career management is from organizational perspective and career planning is from individual perspective. Simamora (2001:504) explained that career planning is a process that someone could identify and take steps to achieve their career purpose. Career planning involves purpose’s identifications that have related to career and plans arranging to achieve the
purposes. Career management is a process which organization has to choose, score, give tasks and develop their employee so that organization could get the best persons for the future. Topas Galeria Hotel has a slogan ‘Hotel Kita Rumah Kita’ so that it means Topas has to make guests feel welcomed. The guests will feel satisfied by feeling that they stay at home. Employees of the Topas have to work hard making guests feel at home. If employee’s works feel satisfied, automatically they will give the best service to the guest. Turnover at Topas Galeria Hotel Bandung for Housekeeping Attendants is almost 20%. In 2015, there were 20 employees and 4 persons resigned continuously. According to the interview with Human Resources Manager in Topas Galeria Hotel, turnover of Housekeeping Attendants was high. That is reinforced by the result of interviewing Housekeeping Attendants. They said that mostly they don’t feel satisfied because they don’t have any promotion in years and they don’t get any appreciation. High turnover from Housekeeping Attendants could be indicated because there is an inhibition of career development. Actually the expected condition of development in Topas Galeria Hotel Bandung is not as optimal as they are expecting. The researcher found in the interview with Human Resources Manager there is indicated by career development. It could be seen from the result of exit interview because majority reason they resigned is because they want to get better position. It means they want promotion. There are some employees who have been working in the same position for about 5 years until 10 years. It could be seen from the data shown at Table 1.1
13
Retno Budi Wahyuni The Influence of Career Development Towards Job Satisfaction of Housekeeping Attendants at Hotel Topas Galeria Bandung
Table 1: Housekeeping attendants working experience at TOPAS GALERIA HOTEL BANDUNG Working Experience
Total (person)
%
Less than 5 Years
6
15.45%
5 - 10 Years
3
37.5%
More than 10 Years
8
47.05%
TOTAL
17
100.00%
(Source : Human Resources Topas Galeria Hotel Bandung, 2016)
It could be concluded from the table above, the highest presentation is employees who work more than 10 years are 8 persons without promotion with the details are 1 person as Assistant Housekeeping Manager, 2 persons as Supervisor and the rests are 2 Linen Attendants, 2 Room Attendants and 1 Gardener.
April 2016. Literature study is collecting data from other researchers or books to get the references of theories and concepts in order to be able to find the solution of the problem.The researcher distributes the questionnaire to Human Resources Manager, Housekeeper, Room Supervisor and Housekeeping Attendants to know how the job satisfaction and career development. Data Analysis Techniques as stated by Sugiyono (2012:186) stated: “Korelasi Rank Spearman digunakan untuk mencari hubungan atau menguji signifikasi hipotesis asosiatif bila masingmasing variabel yang dihubungkan berbentuk ordinal, dan sumber data antarvariabel tidak harus sama”.
METHOD The method that the researcher uses in this research is associative method. It uses four techniques for collecting data : observation, interview, questionnaire, and literature study. The researcher does the observation directly in Human Resources and Housekeeping Department Topas Galeria Hotel Bandung from February until Rank Spearman Formula
Note : ȡV 5DQNSpearman Corelation D : the different between rank (X) and rank (Y) N : sample size
14
BARISTA, Volume 3, Nomor 1, Juli 2016
The analysis will be conducted with SPSS (Statistical Product & Service Solution) 21.0. According to Santoso (2001:10), “SPSS merupakan suatu program komputer statistik yang mampu memproses data statistik secara tepat dan cepat, menjadi berbagai output yang
dikehendaki para pengambil keputusan”. It explains the uses of SPSS as one of the application to process the statistic data. To see how strong the relation between two variables, the coefficient correlation obtained will be compared with the guideline listed in the table:
Table 2: Categorization of Score Interval level of coefficient
Criteria
0.00 – 0.199
Very Low
0.20 – 0.399
Low
0.40 – 0.599
Average
0.60 – 0.799
Strong
0.80 – 1.000
Very Strong (Source : Sugiyono, 2007:91)
satisfaction and the influence of career development towards job satisfaction of housekeeping attendants at Topas Galeria Hotel Bandung. The career development could be seen from two perspectives, career planning and career management. Career planning from the individual or employee perspective has also some elements to help researcher has a picture of the real condition. There are self- assessment, career counseling, job choice and organization choice. Career management from the management perspective has the elements too to help researcher has a picture of the real condition. There are communication, training and development, career information and career options. Once the data are collected through the questionnaire then the next step is to tabulate, which gives the value of scoring in accordance with the system using Likert scale established for scoring.
In this research, the population in Housekeeping Department at Topas Galeria Hotel Bandung is 17 persons as Housekeeping Attendants FINDINGS AND DISCUSSION 1. Career Development of Housekeeping Attendants at TopasGaleria Hotel Bandung Along with the development of the hotel industry and employee’s needs, many companies have tried to develop their own people. The career of the employee is definetely important. TopasGaleria Hotel Bandung has programs to develop the career of the employee based on the rules of the organization itself. In this chapter, the researcher will explain briefly about the problem identification. As it was explained in the previous chapter, the problem identifications are The Housekeeping Attendants career development, job
15
Retno Budi Wahyuni The Influence of Career Development Towards Job Satisfaction of Housekeeping Attendants at Hotel Topas Galeria Bandung
Table 3: Career planning at TOPAS GALERIA HOTEL BANDUNG (N=17) No 1
Aspects
Score
Knowing Own Strength, Weaknesses and Job 37
Criteria Poor
Purpose 2
Getting Advice about Career Issues
40
Poor
3
Sharing about Career Issues
37
Poor
4
Chance to Choose Job Interest
40
Poor
5
Get a Role in Organization
42
Poor
TOTAL SCORES OF CAREER PLANNING
196
Poor
(Source: Human Resources Topas Galeria Hotel Bandung, 2016)
Researcher will explain how the process of counting each indicator below : 1. The highest score : 17 x 1 x 5 = 85 2. The lowest score : 17 x 1 x 1 = 17 3. Range : Very Poor
17
Poor
30,6
85 - 17 5
=
Fair
13,6 Good
44,2
57,8
Very Good
71,4
85
The highest score, the lowest score and range generally will be shown at the formula below : 1. The highest score : 17 x 5 x 5 = 425 2. The lowest score : 17 x 5 x 1 = 85 ସଶହି଼ହ 3. Range : = 68 5 Very Poor
Poor
Fair
Good
Very Good
196 85
153
221
289
Career planning of Housekeeping Attendants at Topas Galeria Hotel Bandung is still in poor condition. Career planning has 5 aspects and all are still in poor condition. The individual has to plan in detail about their career.
357
425
We could see from management perspective. Management has the programs and activities to be applied by attendants. We could analyze how the career planning and career management work.
16
BARISTA, Volume 3, Nomor 1, Juli 2016
Table 4: Career management at TOPAS GALERIA HOTEL BANDUNG (N=17) No
Aspects
Score
Criteria
1
Information Sharing
40
Poor
2
Orientation Day
44
Poor
3
Training Programs
44
Poor
4
Career Options Information
49
Fair
5
Program & Activity are Provided
46
Fair
6
Clear Career Path, Career Options and Career 43
Poor
Opportunity TOTAL SCORES OF CAREER
266
Fair
MANAGEMENT (Source : Human Resources Topas Galeria Hotel Bandung, 2016)
The highest score, the lowest score and range generally will be shown at the formula below : 4. The highest score : 17 x 6 x 5 = 510 5. The lowest score : 17 x 6 x 1 = 102 ହଵିଵଶ 6. Range : = 81.6 5
Very Poor
Poor
Fair Fa
Good
Very Good
266 102
183.6
265.2
346.8
Career management is already in fair condition. It means the career management has been conducted properly but there is still something missing. Career management could be seen is better than the career planning because career planning is still in poor condition meanwhile career management has already been in fair condition. It means that the application of career management has been
428.4
510
better than the application of career planning made by the Housekeeping Attendants. Below we could see the career development explanation which comes from career planning and career development.
17
Retno Budi Wahyuni The Influence of Career Development Towards Job Satisfaction of Housekeeping Attendants at Hotel Topas Galeria Bandung
Table 5: Career development at TOPAS GALERIA HOTEL BANDUNG (N=17) No 1
Aspects
Score
Criteria
Knowing Own Strength, Weaknesses and Job
37
Poor
Purpose 2
Getting Advice about Career Issues
40
Poor
3
Sharing about Career Issues
37
Poor
4
Chance to Choose Job Interest
40
Poor
5
Get a Role in Organization
42
Poor
6
Information Sharing
40
Poor
7
Orientation Day
44
Poor
8
Training Programs
44
Poor
9
Career Options Information
49
Fair
10
Program & Activity are Provided
46
Fair
11
Clear Career Path, Career Options and Career
43
Poor
Opportunity TOTAL
SCORES
OF
CAREER 462
Poor
DEVELOPMENT (Source: Human Resources Topas Galeria Hotel Bandung, 2016)
Table above shows the result of Housekeeping Attendants response about Career Development. From first aspect until fifth aspect are career planning and sixth aspect until eleventh aspects are career management. From the Table 5, we could see some aspects are still in poor condition. In career planning aspects, all aspects are still in poor condition meanwhile from career management aspects there are 2 aspects that have fair conditions. Second one is Getting Advice about Career Issues. The score is 40 and it is also in poor condition. It is admitted by the Human Resources Department that they did not arrange special time for sharing
between the attendants and also the management did not update the current issues so that the attendants feel less for their career issues. Sharing about Career Issues is the next indicator which score is 37. It is still in poor condition because the attendants did not have initiative to share each other. Chance to Choose Job Interest is also in poor condition because the score is 40. The Human Resources Department actually prepares the program for cross training but the attendants did not come to Human Resources Office to take the initiative following the cross training program. Get a Role in Organization’s score is higher than the other aspects even though it
18
BARISTA, Volume 3, Nomor 1, Juli 2016
better for the all employees. The programs and activities just need to be maximized. The next indicator is still in poor condition. The score of Clear Career Path, Career Options and Career Opportunity’s score is 43. The human resources admitted they don’t have the special program to discuss about employee career so that the attendants did not have any clear explanation. It could be seen from each sub variables from career planning and career management. Both aspects are still in poor condition but for the career management has two aspects better because they have been at fair condition. The planning that must be made by employee has not been maximized yet because it is still lacking in all aspects Career Development of Housekeeping Attendants at TopasGaleria Hotel Bandung is still not good and it needs improvement. The management has conducted the career development to the employee but it is still not proper. It could be better if the management focuses on improving the indicators have low score, in the management perspective such as communication and training and development. Meanwhile from the individual perspective must be improved such as self-assessment, career counseling and job choice. The management needs to find the solution of the problem in order to maximize the career development. The employee needs to realize what must be improved and increased in order to maximize career development.
is still at poor condition. The score is 42. The attendants still feel the supports from management is still less. The management admitted that the attendants who have been the committee in every event are the same. It was just added two persons until five person so that the management did not see the role from attendants to get a role in organization. Career management at Housekeeping Department TopasGaleria Bandung has been in fair condition. It has four aspects at poor conditions and two aspects at fair condition. It means that the application of career management is a bit better than the career planning. The management has some programs and activities, the management just has to be consistent. Information Sharing’s score is 40. The attendants still did not feel the employee sharing between attendants, manager and supervisor has not been conducted properly yet. The management admitted for the sharing program actually has not been arranged yet. Orientation Day’s score is 44 and it is still in poor condition. The orientation day in TopasGaleria Hotel is just conducted one day so it has not been maximal to get the information from rules, mission, vision and procedure from the hotel. Training programs and activities atTopasGaleria Hotel have been made by the Human Resources but they are not conducted properly and it was not according to the schedule. The score is 40 and it is still in poor condition. Career Options Information’s score is 49. The condition is in fair condition so this aspect has been conducted properly but there is still some points missing. Programs and Activity are Provided is in fair condition. The score is 46. Human Resources Department has already made the programs and activity for the employee. But the programs and activities must be updated so that the result will be
A. AnalysisofJobSatisfactionofHouseke epingAttendantsatTopasGaleriaHot elBandung In this segment, researcher will explain briefly about job satisfaction of Housekeeping Attendants at TopasGaleria Hotel Bandung. As it has been explained in chapter I, job satisfaction is important to
19
Retno Budi Wahyuni The Influence of Career Development Towards Job Satisfaction of Housekeeping Attendants at Hotel Topas Galeria Bandung
all companies or organizations. Job satisfaction is an emotional feeling. Job satisfaction has 4 elements to help
researcher getting data to picture the reality in the field. There are achievement, appreciation, promotion and compliment.
Table 6: Housekeeping attendants response about job satisfaction (N=17) No Aspects Score Criteria 1 Getting Good Review 44 Poor 2 Getting Achievement at Annual Event 44 Poor 3 Giving Advice to Higher Level 40 Poor 4 Reward and Punishment 39 Poor 5 Participating to Make Decision 61 Good 6 Positions Increment Based On Length of 48 Fair Work 7 Positions Increment Based On Skill 40 Poor 8 Getting Compliment Directly 41 Poor TOTAL SCORES OF JOB 357 Fair SATISFACTION Researcher will explain how the process of counting each indicator below : 1. The highest score : 17 x 1 x 5 = 85 2. The lowest score : 17 x 1 x 1 = 17 3. Range
Very Poor
17
:
Poor
85 - 17
=
5
Fair
30,6
Good
44,2
57,8
Table above shows the result of Housekeeping Attendants response about Job Satisfaction. From the Table 6, we could see some aspects are still in poor condition. But there is one aspect already 1. The highest score : 2. The lowest score : 3. Range : Very Poor
136
Poor
244,8
Very Good
71,4
85
in good condition and one aspect in fair condition. The highest score, the lowest score and range generally will be shown at the formula below :
17 x 8 x 5 17 x 8 x 1
଼ିଵଷ
13,6
= =
680 136
= 108.8
5
Fair
Good
353,6
462,4
20
Very Good
571,2
680
BARISTA, Volume 3, Nomor 1, Juli 2016
runproperly so that the attendants did not apply the reward and punishment rules. Participating to Make Decision indicator has the highest score and it is already in good condition. The score is 61, it means that the Human Resources Department has already let the attendants outspoken more to participate in making the decision. From Promotion aspects, there are two indicators. Positions increment based on length of work is in fair condition and the score is 48. The second one is positions increment based on the skills is in the poor condition and the score is 40. The promotion aspects have not been conducted properly. The attendants did not get the position increment based on the skill yet the length of work. The last indicator is Getting Compliment Directly. The score is 41 and it is still in poor condition. The attendants did not receive any compliment directly from the supervisor or the manager after the work is done. The job satisfaction must be good so that the target of the company or organization could be reached
From the table above, it could be seen that the Housekeeping Attendants is in fair condition. There are still some aspects at poor condition. From 8 aspects, there are still 6 aspects which are in poor condition and surely need to be improved. For another aspect is still at fair condition and another one is already at good condition. Getting Good Review aspect is still in poor condition and the score is 44. Review from Human Resources Department must be done twice in a year and the attendants have to receive the form twice in a year too. But the result of questionnaire shows that the review has not been conducted properly. Getting Achievement at Annual Event is still poor condition too and the score is 44. The attendants did not get achievement during the annual event. Actually the annual event is same with the celebration of the Topas Galeria Hotel Bandung’s anniversary and it happens once in a year. The Human Resources Department just has one award for the employee so that the employee did not feel like getting the achievement often. Giving Advice to Higher Level is in poor condition and the score is 40. It means that the attendants could not give the advice to their manager or supervisor. So,the advice could not be directly delivered by the attendants. Reward and Punishment aspect has the lowest score from job satisfaction indicator. The rewards and punishments have not been
2. Analysis of Job Satisfaction of Housekeeping Attendants at Topas Galeria Analysis After knowing the analysis from each aspects, we could see the correlation between Career Planning towards Job Satisfaction and Career Management towards Job Satisfaction. The table below shows the correlation between Career Planning towards Job Satisfaction.
21
Retno Budi Wahyuni The Influence of Career Development Towards Job Satisfaction of Housekeeping Attendants at Hotel Topas Galeria Bandung
Table 7: Correlation between career planning and job satisfaction housekeeping attendants at TOPAS GALERIA HOTEL BANDUNG Career Planning 1.000
Correlation Coefficient Career Planning Sig. (2-tailed) . N 17 Spearman's rho Correlation .630** Coefficient Job Satisfaction Sig. (2-tailed) .007 N 17 **. Correlation is significant at the 0.01 level (2-tailed). Source: Data Proccesed, 2014 Table above shows that the correlation between career planning and job satisfaction is 0.630 and it is considered as significantly strong. We
Job Satisfaction .630** .007 17 1.000 . 17
could see the correlation between career management and job satisfaction below:
Table 8: Correlation between career management and job satisfaction housekeeping attendants at TOPAS GALERIA HOTEL BANDUNG Career Job Management Satisfaction Correlation 1.000 .468 Coefficient Career Management Sig. (2-tailed) . .058 N 17 17 Spearman's rho Correlation .468 1.000 Coefficient Job Satisfaction Sig. (2-tailed) .058 . N 17 17 (Source: Data processed, 2014) The table above shows the correlation between career management and job satisfaction is 0.468. The result shows that career planning has the bigger influence to the job satisfaction than the career management. After knowing the result of the Housekeeping Attendants response about career planning and career management towards job satisfaction and it has been in
accordance with the data from the Human Resources Department, the next step is to count the analysis of the influence of career development towards job satisfaction of Housekeeping Attendants at Topas Galeria Hotel Bandung using Rank Spearman technique. It is used to know the influnce of each variable. The result is counted by the SPSS program and the result could be shown below:
22
BARISTA, Volume 3, Nomor 1, Juli 2016
Table 9: Correlation between career development and job satisfaction housekeeping attendants at TOPAS GALERIA HOTEL BANDUNG Xtotal Ytotal Correlation Coefficient 1.000 .742** Xtotal Sig. (2-tailed) . .001 N 17 17 Spearman's rho ** Correlation Coefficient .742 1.000 Ytotal Sig. (2-tailed) .001 . N 17 17 **. Correlation is significant at the 0.01 level (2-tailed). (Source: Data processed, 2014) The result from correlation between career development and job satisfaction could be seen above. The correlation is 0.742, it could be said that the correlation is significantly strong because it is above 0.01 level. It could be seen from the table 1.2 if the correlation is strong because it is in 0.742. It means that the job satisfaction is influenced by career development. For the coefficient correlation between career development and job satisfaction of Housekeeping Attendants (R2) is 0.55 or 55%. It means that the career development gives the influence for 55% to the job satisfaction of Housekeeping Attendants at Topas Galeria Hotel Bandung. Meanwhile the rest is 0.45 or 45%. It is influenced by the other factors. As mentioned at Chapter I that there are many things influencing the job satisfaction of Housekeeping Attendants beside career development. Job satisfaction is influenced by ethic of work, work discipline, compensation and achievement of job. The biggest influence comes from career development because it influences 55% towards job satisfaction.
(1) Career development in Housekeeping Department Topas Galeria Hotel Bandung still has to improve several aspects to get a better effectiveness of career development. The career management prepared by the management still has not been delivered into the attendants. The career planning which is applied and made by the individual is also still in poor condition. Career development in Topas Galeria Hotel Bandung has already in good programs and activity but the management has not properly arranged the programs so that the result has not shown yet. The career planning’s aspects are in the poor conditions. Career planning has a bigger impact to the job satisfaction than career management. Career management has already been at fair condition. It has to be in accordance with career planning which is still in poor condition. (2) Job satisfaction of Housekeeping Attendants at TopasGaleria Hotel Bandung is in fair condition. It means that the level is in average. There are some points which are missing and they need to be improved. The indicators from job satisfaction are 8. From 8 indicators, they are still 6 indicators have poor condition. They are getting good review, getting
CONCLUSION Based on the research and supporting data carried out by the researcher from the questionnaire and analysis, the researcher draws the conclusions as follows:
23
Retno Budi Wahyuni The Influence of Career Development Towards Job Satisfaction of Housekeeping Attendants at Hotel Topas Galeria Bandung
achievement at annual event, giving advice to higher level, reward and punishment, positions increment based on the skills and getting compliment directly. One indicator has already been at good condition, it is participating to make decision and one indicator is in fair condition is positions increment based on length of work. (3) Career development activities and programs contribute a significant impact to the job satisfaction of Housekeeping Attendants at TopasGaleria Hotel Bandung. The job satisfaction will come and run in accordance with the effective programs and activities of career development. Career development influences 0.55 or 55% towards job satisfaction. According to the table 4.5 (Correlation between Career Development and Job Satisfaction) the influence of career development towards job satisfaction is 0,742, it means there is a strong correlation between two variables in positive and significant way.
REFERENCES Bagyono. (2008). Teori Praktek Hotel Front Office. Bandung: Alfabeta Gaol, CHR., & Jimmy L. (2014). Human Capital. Jakarta: Grasindo. Hariandja, M.T.E.(2002). Manajemen Sumber Daya Manusia. Bandung: Grasindo. Boella, M., & Goss-Turner, S. (2005). Human Resources Management in the Hospitality Industry. Great Britain: MPG, Bodmin Rothwell, W.J. (2005). Career Planning and Succession Management: Developing Your Organization’s Talent—for Today and Tomorrow. Portsmouth: Greenwood Publishing Group. Santoso, S., & Tjiptono, F. (2001). Riset Pemasaran: Konsep dan Aplikasi dengan SPSS. Jakarta: PT. Elex Media Komputindo. Siagian, S.P. (2008). Teori Motivasi dan Aplikasinya. Jakarta: PT. Grasindo. Sugiyono. (2005). Metode Penelitian Administrasi. Bandung : Alfabeta CV. Sugiyono.(2011). Metode Penelitian Administrasi. Bandung: Alfabeta CV. Sugiyono.(2012). Metode Penelitian Kuantitatif Kualitatif dan R&D. Bandung: Alfabeta CV.
It is concluded that the influence of career development towards job satisfaction of Housekeeping Attendants at TopasGaleria Hotel Bandung is 55% and the remaining 45% comes from others factor outside job satisfaction. This shows a very strong correlation between career development towards job satisfaction of Housekeeping Attendants at Topas Galeria Hotel Bandung.
UCAPAN TERIMA KASIH Peneliti mengucapkan terima kasih kepada berbagai pihak yang telah membantu pelaksanaan penelitian ini. Ucapan terima kasih peneliti sampaikan pula kepada dewan redaksi Jurnal Barista atas pemuatan artikel hasil penelitian ini.
24
