Career Development, Promotion Opportunities, and Employee Performance After PT Sigma Acquisition
DOI:
https://doi.org/10.59261/bustechno.v7i4.782Keywords:
Career Development, Employee Performance, Employee Perceptions, Post-Acquisition Integration, Promotion OpportunitiesAbstract
Background: Post-acquisition integration can reshape organizational structures, career pathways, competition for internal positions, and employees’ expectations about their future. At PT Sigma, these issues became salient after the acquisitions of PT Gabung Satu and PT Gabung Dua, creating a need to examine how career development and promotion opportunities relate to workforce performance.
Objective: This study investigated the associations of perceived career development and promotion opportunities with employee performance at PT Sigma following the acquisition.
Methods: A quantitative cross-sectional survey was conducted among 431 permanent employees representing different job levels and tenure groups. The data were evaluated using descriptive statistics, instrument validity and reliability tests, classical assumption testing, and multiple linear regression.
Results: Career development was positively and significantly associated with employee performance, whereas promotion opportunities showed a significant negative association (B = -0.083; β = -0.285). The two predictors jointly accounted for 32.9% of the variance in employee performance (R² = 0.329), indicating that development support and perceived advancement opportunities were related to performance in different directions.
Conclusion: The findings show that stronger perceptions of career development were associated with higher employee performance, while perceived promotion opportunities were associated with lower performance in this post-acquisition setting. For PT Sigma, the results highlight the importance of a transparent career architecture and merit-based promotion governance. Because the design was cross-sectional, causal conclusions require longitudinal evidence.
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