Many empirical studies have indicated that career development has a positive impact on employee job satisfaction and organization performance. Career development forms an important component of the human resource development activity in any organization. It enables employees to plan their future careers in the organization so that the concerned employees as well as the company can develop themselves. Some indicators of career development include career needs assessment, training, better treatment of employees, career information, labor development, mutation, and promotion (Santoso & Sidik, 2019).
This article highlights several empirical studies done across the globe on the effect of career development on employee job satisfaction.
The effect of work environment, compensation, career development, leadership, and workload on job satisfaction with work motivation as an intervening variable
This study examined the effect of work environment, compensation, career development, leadership, and workload on employee job satisfaction in a private hospital located in Jakarta, Indonesia. In particular, the study sought to achieve the following objectives: to assess the effect of work environment on job satisfaction; to establish the effect of compensation on job satisfaction; to find out the effect of career development on job satisfaction; to determine the effect of leadership on job satisfaction; to examine the effect of workload on job satisfaction; to explore the effect of work environment on work motivation; to establish the effect of career development on work motivation; to find out the effect of leadership on work motivation; to assess the effect of workload on work motivation; and lastly, to determine the effect of work motivation on job satisfaction (Nugroho et al., 2025).
The target population included 130 employees of a private hospital in Jarkata. Collection of primary data was done using a questionnaire. Descriptive statistics were used to analyze the descriptive variables of the study. The direct effect analysis technique was employed to assess the effect of the predictor variables on the outcome variables. Indirect effect analysis was employed to establish the following: the effect of work environment on job satisfaction with work motivation as a moderating variable; the effect of compensation on job satisfaction with work motivation as a moderating variable; the effect of career development on job satisfaction with work motivation as a moderating variable; the effect of leadership on job satisfaction with work motivation as a moderating variable; the effect of workload on job satisfaction with work motivation as a moderating variable. The findings were presented in tables as required (Nugroho et al., 2025).
The results of the direct effect analysis indicated that the work environment had a moderate positive effect on job satisfaction with an effect size of 0.321; compensation had a strong positive effect on job satisfaction with an effect size of 0.752; career development had a strong positive effect on job satisfaction with an effect size of 0.723; leadership had a moderate positive effect on job satisfaction with an effect size of 0.353; workload had a strong negative effect on job satisfaction with an effect size of 0.678; the work environment had a moderate positive effect on work motivation with an effect size of 0.313; compensation had a strong positive effect on work motivation with an effect size of 0.787; career development had a strong positive effect on work motivation with an effect size of 0.769; leadership had a moderate positive effect on work motivation with an effect size of 0.308; workload had a strong positive effect on work motivation with an effect size of 0.765; and lastly, work motivation had a strong positive effect on job satisfaction with an effect size of 0.893 (Nugroho et al., 2025).
The results of the indirect effect analysis indicated that the work environment had a positive and significant effect on job satisfaction through the mediating variable of work motivation (with an effect size of 0.078); compensation had a positive and significant effect on job satisfaction through the mediating variable of work motivation (with an effect size of 0.494); career development had a positive and significant effect on job satisfaction through the mediating variable of work motivation (with an effect size of 0.472); leadership had a positive and significant effect on job satisfaction through the mediating variable of work motivation (with an effect size of 0.076); and lastly, workload had a positive and significant effect on job satisfaction through the mediating variable of work motivation (with an effect size of 0.467) (Nugroho et al., 2025).
The role of career development on employee job satisfaction at the Balikpapan City Sub-district office
The study explored the role of career development on employee job satisfaction at the Balikpapan City sub-district office. In particular, the study addressed the following objectives: to find out the effect of career development on job satisfaction and to establish the effect of leadership on job satisfaction in the target firm. The target population included staff working at the Balikpapan sub-district office. A sample size of 33 respondents was selected to participate in the study. Data collection was done using a questionnaire. The collected data were analyzed using descriptive statistics such as frequency and percentages. Regression analysis was employed to assess the effect of the predictor variables, including career development and leadership, on the dependent variable, that is, job satisfaction. The findings were presented in tables as deemed fit (Romadloni & Samarinda, 2024).
The findings of regression analysis’s standardized coefficients indicated that career development contributed 36.7% variance in job satisfaction, while leadership factors contributed 39.3% variance in job satisfaction among the staff in the target organization (Romadloni & Samarinda, 2024).
The effect of career development and work motivation on job satisfaction of employees of the transportation department of Central Lampung Regency
This study investigated the effect of career development and work motivation on employee job satisfaction in the department of transport at the Central Lampung Regency, Gunung Sugih. The main objectives of the study included the following: to find out the effect of career development on employee job satisfaction in the target firm and to establish the effect of work motivation on employee job satisfaction in the target firm (Ningrum & Oktaviannur, 2024).
The target population included 122 employees working in the department of transportation at the Central Lampung Regency. A sample size of 65 respondents was selected to participate in the study. Primary data for the study was gathered using a questionnaire. The collected data was analyzed using descriptive statistics such as frequency and percentage. The multiple regression analysis technique was employed to assess the effect of the predictor variables (career development and work motivation) on the outcome variable (job satisfaction). The findings were presented using tables as required (Ningrum & Oktaviannur, 2024).
The results of multiple regression indicated that both career development and work motivation together contributed to 36.3% of the variance in employee job satisfaction. Specifically, the results of standardized regression coefficients indicated that career development contributed to 49.6% variance in employee job satisfaction, while work motivation contributed to 34.8% variance in employee job satisfaction in the target firm. This means the career development had a greater effect on job satisfaction as compared to work motivation (Ningrum & Oktaviannur, 2024).
The influence of career development and compensation on employee job satisfaction
This study examined the influence of career development and compensation on employee job satisfaction in PT BPR Kerta Raharja, Bandung City, Indonesia. The specific objectives of the study included the following: to determine the effect of career development on job satisfaction, to establish the effect of compensation on job satisfaction, and to find out the effect of career development and compensation on work satisfaction (Distria & Mariana, 2024).
The target population included employees of PT BPR Kerta Raharja, Bandung City, in Indonesia. A sample size of 132 respondents was selected to participate in the study. Data collection was done using a questionnaire. The collected data was analyzed using descriptive statistics such as frequency and percentage. Inferential statistics were employed to assess the effect of independent variables on the dependent variable. The results were presented in tables as required (Distria & Mariana, 2024).
The results of correlation analysis indicated that career development had a positive association with compensation factors. The results of the F-test indicated that both career development and compensation had an impact on employee job satisfaction in the target company (Distria & Mariana, 2024).
Influence of professional career development and teamwork on employee job satisfaction: evidence from private universities in Nigeria
The study explored the influence of professional career development on employee job satisfaction in private universities in Nigeria. The specific objectives of the study included the following: to determine the relationship between professional career development and teamwork among lecturers in selected private universities in Nigeria; to examine the effect of professional career development on job satisfaction among lecturers in selected private universities in Nigeria; to assess the effect of teamwork on job satisfaction among lecturers in selected private universities in Nigeria; to establish the effect of career development and teamwork on job satisfaction among lecturers in selected private universities in Nigeria (Ifechi et al., 2022).
The target population included lecturers employed in private universities in Nigeria. A sample size of 428 respondents was selected to participate in the study. Data collection was done using a questionnaire. Descriptive statistics were used to analyze the descriptive variables of the study. Pearson correlation analysis was used to assess the association between professional career development and teamwork among lecturers in the target universities. Regression analysis was employed to examine the effect of predictor variables on outcome variables. The results were presented in tables as required (Ifechi et al., 2022).
The results of correlation analysis established that professional career development had a strong positive relationship with teamwork. The results of linear regression analysis indicated that professional career development contributed 69.2% variance in job satisfaction among lecturers in the target universities, while teamwork contributed 88.3% variance in job satisfaction. In addition, the results of multiple regression analysis indicated that both professional career development and teamwork contributed 88.6% of the variance in job satisfaction among lecturers in the target universities (Ifechi et al., 2022).
Role of career development and job satisfaction for employee engagement for start-ups
This study examined the role of career development and job satisfaction of employees at PT. X Start-up Company in Bandung, Indonesia. In particular, the main objectives of the study included the following: to assess the effect of career development on employee job satisfaction in the target company; to establish the effect of career development on employee engagement in the target company; to find out the effect of job satisfaction on employee engagement in the target company; and lastly, to determine the effect of career development and job satisfaction on employee engagement (Mustaqim, 2022).
The target population included staff working in the risk division at the start-up company PT.X in Bandung, Indonesia. A sample size of 80 respondents was chosen to participate in the study. Data collection was done using a questionnaire. The collected data was analyzed using descriptive statistics such as frequency, percentage, and mean. The path analysis technique was employed to assess the effect of the predictor variables on the outcome variables. The findings of the study were presented in tables as required (Mustaqim, 2022).
The results indicated that career development had a strong positive association with job satisfaction; career development had a strong positive association with employee engagement; job satisfaction had a positive and significant impact on career development; both career development and job satisfaction had a positive and significant effect on employee engagement in the target company. The results of regression analysis indicated that 62.7% of the variance in employee engagement was caused by the combined effect of career development and job satisfaction. In particular, the results of regression standardized coefficients indicated that when all other factors are held constant, career development contributed to 36% variance in employee engagement, while job satisfaction contributed to 45.9% variance in employee engagement (Mustaqim, 2022).
Effectiveness of a career development programme on job satisfaction and retention of employees in a private university in the Philippines
The study focused on the effectiveness of a career development program on job satisfaction and employee retention in a private university in the Philippines. The main objectives of the study included the following: to determine the effect of coaching and mentoring on employee job satisfaction; to establish the effect of career guidance and cocounselingn employee job satisfaction; to assess the effect of career planning on employee job satisfaction; to find out the effect of job rotation on employee job satisfaction; to explore the effect of training and development on employee job satisfaction; to examine the effect of coaching and mentoring on employee retention; to find out the effect of career guidance and counselling on employee retention; to determine the effect of career planning on employee retention; to establish the effect of job rotation on employee retention; and lastly, to explore the effect of training and development on employee retention (Almari et al., 2019).
The target population included employees of the University of Perpetual Help System of Laguna, Philippines. A sample size of 35 non-teaching staff was selected to participate in the study. Data collection was accomplished by means of a questionnaire. Descriptive statistics, including weighted mean and rank, were used to analyze the descriptive variables of the study. Pearson correlation analysis was used to establish the association between the study variables. The results were presented in tables as deemed appropriate (Almari et al., 2019).
The results of correlation analysis indicated that coaching and mentoring had an insignificant association with employee job satisfaction; career guidance and counseling had an insignificant association with employee job satisfaction; career planning had an insignificant association with employee job satisfaction; job rotation had an insignificant association with employee job satisfaction, while training and development had a significant association with employee job satisfaction (Almari et al., 2019).
Furthermore, the results of correlation analysis indicated that coaching and mentoring had an insignificant association with employee retention; career guidance and counseling had an insignificant association with employee retention; career planning had a significant association with employee retention; job rotation had an insignificant association with employee retention; and lastly, training and development had an insignificant association with employee retention (Almari et al., 2019).
Effect of career development, work discipline and work environment on job satisfaction
This study focused on the effect of career development on employee job satisfaction in Jarkata, Indonesia. The main objectives of the study included finding out the effect of career development on job satisfaction, determining the effect of work discipline on job satisfaction; to assess the effect of work environment on job satisfaction; and to establish the combined effect of career development, work discipline, and work environment on job satisfaction (Santoso & Sidik, 2019).
The target population included non-medical staff at Cempaka Putih Islamic Hospital in Jarkata, Indonesia. A sample size of 193 respondents was selected to participate in the study. Data collection was done using a questionnaire. The collected data was aanalyzedusing descriptive statistics such as frequency and percentage. Multiple correlation analysis was done to examine the relationship between the independent variables and the dependent variable. Regression analysis was also done to explore the effect of the independent variables on job satisfaction. The findings were presented using tables as deemed fit (Santoso & Sidik, 2019).
The findings of correlation analysis indicated that career development contributed to 27.5% in job satisfaction in Cempaka Putih Islamic Hospital, work discipline contributed to 39.8% in job satisfaction in Cempaka Putih Islamic Hospital, and work environment contributed to 49% in job satisfaction in Cempaka Putih Islamic Hospital (Santoso & Sidik, 2019).
The results of regression analysis indicated that the independent variables, including career development, work discipline, and work environment, contributed to 42.9% of the variance in job satisfaction (dependent variable) in Cempaka Putih Islamic Hospital. Specifically, the results of standardized regression coefficients indicated that career development contributed to 20.2% variance in job satisfaction, work discipline contributed to 48% variance in job satisfaction, and work environment contributed to 3.9% variance in job satisfaction. These results imply that work discipline and career development had the greatest impact on job satisfaction, while the effect of work environment on job satisfaction was insignificant (Santoso & Sidik, 2019).
Impact of compensation and career development on job satisfaction and employee performance
The study explored the impact of compensation and career development on job satisfaction and employee performance in state-owned enterprises in Malang, Indonesia. The specific objectives of the study included the following: to determine the effect of compensation on employee job satisfaction; to establish the effect of compensation on employee performance; to find out the effect of career development on employee job satisfaction; to assess the effect of career development on employee performance, and lastly, to determine the effect of job satisfaction on employee performance (Winda et al., 2017).
The target population included employees of state-owned enterprises located in Malang, Indonesia. A sample size of 74 respondents was selected to participate in the study. Data collection was achieved using a questionnaire. Descriptive statistics were used to analyze descriptive variables of the study. Inferential analysis, specifically path analysis, was used to assess the effect of independent variables on the dependent variable. The results were presented in suitable tables as deemed fit (Winda et al., 2017).
The results of path analysis indicated that compensation had a significant positive influence on job satisfaction; compensation had a significant positive influence on employee performance; career development had a significant positive influence on employee job satisfaction; career development had a significant positive influence on employee performance; and lastly, job satisfaction had a significant positive effect on employee performance (Winda et al., 2017).
Citation
Distria, E. and Mariana, R.A. (2024). The influence of career development and compensation on employee job satisfaction. Jurnal Ilmiah Manajemen, Ekonomi, dan Akuntansi, 8(3), 2913.
Ifechi, A.N., Nwosu, K.C., Okoli, I.E.N. (2022). Influence of professional career development and teamwork on employee job satisfaction: evidence from private universities in Nigeria. Journal La Bisecoman, 3(3), 80-95.
Mustaqim, M.I. (2022). Role of career development and job satisfaction for employee engagement for start-ups. Proceedings of the 5th European International Conference on Industrial Engineering and Operations Management, Rome, Italy, July 27-28, 2022.
Nava-Macali, J., Nava-de Jesus, C., and Almari, E.P. (2019). Effectiveness of a career development program on job satisfaction and retention of employees in a private university in the Philippines. Archives of Business Research, 7(7), 301-310.
Ningrum, V.R. and Oktaviannur, M. (2024). The effect of career development and work motivation on job satisfaction of employees of the transportation department of Central Lampung Regency. International Journal of Economics, Business and Innovation Research, 3(2).
Nugroho, S.H., Said, M., and Said, L.R. (2025). The effect of work environment, compensation, career development, leadership, and workload on job satisfaction with work motivation as an intervening variable. Annals of Human Resource Management Research, 5(3), 13-25.
Romadloni, M. and Samarinda, S. (2024). The role of career development on employee job satisfaction at the Balikpapan City sub-district office. Journal of Law, Social Science, and Humanities, 1(2), 158-161.
Santoso, J.B. and Sidik, Y. (2019). Effect of career development, work discipline, and work environment on job satisfaction. Advances in Economics, Business and Management Research, 132.
Winda, O., Nayati, U.H., and Arik, P. (2017). Impact of compensation and career development on job satisfaction and employee performance. RJOAS, 4(64).
