Career Decision Justice and Performance Appraisal Transparency on Sustainable Career Satisfaction: Mediating Role of Self-Efficacy
DOI:
https://doi.org/10.54099/ijamb.v4i2.1968Keywords:
Career Decision Justice, Performance Appraisal Transparency, Self-Efficacy, Sustainable Career Satisfaction, PLS-SEMAbstract
Purpose -- This study examines the effect of career decision justice and performance appraisal transparency on sustainable career satisfaction, with self-efficacy as a mediator, among employees of an Independent Public Institution as a representation of independent public institutions in Indonesia.
Methodology/approach -- This study used a quantitative causal design with a non-probability sampling technique. Purposive sampling with proportional allocation yielded 241 valid responses from 546 permanent employees. Data were analyzed with PLS-SEM using SmartPLS 4.
Findings -- Career decision justice positively affects career satisfaction and self-efficacy. Performance appraisal transparency affects self-efficacy but does not directly affect career satisfaction. Self-efficacy positively affects career satisfaction, partially mediating the justice-satisfaction relationship and fully mediating the transparency-satisfaction relationship.
Novelty/value -- This study integrates justice and cognitive theories within the context of an independent public institution, showing self-efficacy as an important psychological bridge between HR practices and sustainable career satisfaction.
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