THE EFFECT OF CAREER DEVELOPMENT AND ORGANIZATIONAL COMMITMENT TO EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS A MODERATING VARIABLE IN PT. P&P LEMBAH KARET

This study aims to determine how much influence the Career Development and Organizational Commitment on Employee Performance with Job Satisfaction as a Moderating Variable at PT. P&P Valley Karet. Methods of data collection through the distribution of questionnaires with a sample of 77 respondents PT. P&P Valley Karet. The analytical methods used are validity test, reliability test, classic assumption test, statistical test and MRA test. Based on the results of the study found that Career Development has a positive and significant effect on Employee Performance with a significant level (0.009 <0.05). Organizational Commitment has a positive and significant effect on Employee Performance with a significant level (0,000 <0.05). Career Development moderates the relationship of Job Satisfaction to Employee Performance with a significant level (0.041 <0.05). Organizational Commitment moderates the relationship of Job satisfaction with Employee Performance with a significant level (0,000 <0.05). Career Development Contribution and Organizational Commitment to Employee Performance is 58.4% while the remaining 41.6% is influenced by other variables outside this study. Finally, the authors suggest to the management of PT. P&P Lembah Karet that Employee Performance will improve if management enhances Career Development, Organizational Commitment and Job Satisfaction through its indicators.


INTRODUCTION
PT. P&P Lembah Karet is one of the rubber processing companies in Padang City.The company is in conducting the activities of many employees.For that PT. P&P Lembah Karet should be able to improve the performance of its employees, following sales data from PT. P&P Lembah Karet.  21,288.This may indicate that if sales decrease then productivity also decreases and may indicate a decrease in employee performance PT. P&P Lembah Karet. The purpose of research based on background and formulation of problems, then this research aims to : 1.To determine the effect of Career Development on employee performance at PT. P&P Lembah Karet 2.To know the effect of the organization's commitment to employee performance at PT.P&P Lembah Karet 3.To know the influence of career development on employee perform ance moderated by job satisfaction on PT.P&P Lembah Karet 4.To know the effect of the organization's commitment to employee performance moderated by job satisfaction in PT. P&P Lembah Karet. Sri Gustina Pane and Fatmawati 's previous research (2017) entitled "Influence of organizational commitment on employee performance at Medan City National Defense Agency", stated that the organization's commitment affects employee performance.Renggani Nur'aini Vidianingtyas and Wika Harisa Putri (2016) entitled "Effect of compensation, job satisfaction, work motivation and leadership style on employee performance in the most important service company in Yogyakarta Special Region" in his research stated that work satisfaction has a positive influence on employee performance.I Gede Dody Budiartha (2018)titled "the influence of motivation and career development on job satisfaction, as well as its impact on employee performance (Study on LPD Tegal Adat Village) "in his research stated that career reduction has a significant effect on employee performance.

LITERATUREREVIEW Employee Performance
According to Mulyadi (2019) performance is the result of quality work and quality achieved by an employee in carrying out his duties in accordance with the responsibilities given to him.According to Sinambela (2016:481) performance is the result of work that can be stamped by a person or group of people in an organization, in accordance with their respective authorities and responsibilities, in order to achieve the objectives of the organization legally, not unlawfully and in accordance with morals and ethics. According to Hamali (2016:98) performance is about doing the work and the results achieved from the work. Performance is about what is done and how to do it. Performance or performance of work is "the result of the quantity and quality achieved by an employee in carrying out his duties in accordance with the responsibilities given to him" Mangkunegara (2016). Performance is a function of the ability and motivation to complete a task or job. A person should have a certain degree of willingness and level of ability.

Job Satisfaction
According to Wibowo (2016 : 131) provides a definition of work satisfaction as a positive feeling about the work as a result of the evaluation of its characteristics.Work requires interaction with colleagues and employers, following organizational rules and policies, meeting kineja standards, living with less than ideal working conditions, and the like. According to Wibowo (2016:132) viewing job satisfaction as an evaluation of a person's work and the context of the job. It is an assessment of the characteristics of the work, work environment, and emotional experience in the perceived work. According to Hartatik (2014:223) states that job satisfaction is one of the psychological aspects that reflects a person's feelings towards their work.

Career Development
According to Hartatik (2014:138) career development is a change in values, attitudes, and motivations that occur in a person, because with the addition or age level will become more mature. According to Hartatik (2014:139) career development is a personal improvement that a person does to achieve a career plan.According to Sutrisno (2016:160) suggesting that the term career has been used to indicate people in each of their roles or status.

Organizational Commitment
The organization's commitment to priansa commitment (2016:234) is employee loyalty to the organization, which is reflected in its high involvement to achieve it. Employee loyalty is reflected through the availability and willingness of employees to always strive to be part of the organization, as well as its strong desire to survive in the organization.While the commitment of the organization according to Wibowo (2016:430) is partly the desire of some workers to remain an anggta organization. Organizational commitment affects whether a worker remains a member of the organization (is retained) or leaves the organization looking for a new job (truns over).

RESEARCH METHODS Object of research
The object of research in this study is PT. P&P Lembah Karet which is located at By Pass Km No.22 Padang, West Sumatra, Indonesia.

Research design
In this study using quantitative methods, according to Sugiyono (2016: 14) quantitative method is a method based on the philosophy of positivism, used to research on certain populations and samples, sample collection techniques are generally carried out randomly, data collection uses research instruments, data analysis quantitative/statistical in nature with the aim of testing the predetermined hypothesis. This research was processed using SPSS 23.00.

Data collection technique Field Research
Namely, research conducted by conducting a direct observation of the agency / company that is the object of research.

Library Research
Namely literature study, by studying, researching, reviewing, and reviewing literature in the form of books (text books), laws and regulations, magazines, newspapers, articles, websites and previous studies that have a relationship with the problem under study.

Population and Sample
According to Sugiyono (2015) population is a generalization area consisting of: objects / subjects that have certain qualities and characteristics that are determined by researchers to study and then draw conclusions. In this study, researchers took the population of employees who work at PT. P&P Lembah Karet as many as 330 employees. According to Sugiyono (2016) the sample is part of the number and characteristics possessed by the population. If the population is large, it is impossible for the researcher to study everything in the population, for example because of limited funds, personnel, and time, the researcher can use a sample taken from that population. According to Slovin, the number of samples can be determined by the following formula: n = N 1 + Ne2 Information : n = Number of samples N = Total population e = Percentage of allowance for accuracy due to picking errors sample (1%, 5%, or 10%) Based on the Slovin formula, the number of samples is obtained as follows: 330 / (1 + 330 〖(0,1)〗 ^ 2) = 330 / 4,3 n = 76.74 So in this study obtained a sample of 77 respondents from a population of 330 employees of PT.P & P Lembah Karet

Data analysis method
The analysis method used in this research is multiple regression analysis, partial test (t test), determination coefficient test (r2)  Based on table 3 above, it can be seen that the regression equation is as follows Y = α + β1X1 + β2X2 +β3Z+ β4X1Z +β5X2Z+ e Y = 0.552-0,191 X 1 + 0,021 X 2 + 0.015Z + 0.033 INTX1 + 0.071INTX2 + e The interpretation based on this equation can be interpreted as follows:

Suggestion
Based on the conclusions that have been made, the authors put forward several suggestions to the employees at PT. P&P Lembah Karet as follows:

For the Company
The suggestions for the Company are as follows: a. Employees of PT. P&P Lembah Karet is expected to increase Career Development by providing training and promotion tools in enhancing the career of employees. b. Employees of PT. P&P Lembah Karet is expected to increase its Organizational Commitment by complying with all existing regulations within the company.

For Further Researchers
Further research is expected to develop the results of this study and involve relevant variables related to employee performance outside of career development and organizational commitment variables. By making other variables as moderating variables, other variables will be different. With the hope that the research results are more accurate and have far greater benefits, so that efforts can improve Employee Performance in the following years