Improving Customs and Excise Human Resources Performance Through Protean Career and Social Compensation
DOI:
https://doi.org/10.30659/jrbi.v22i2.45426Keywords:
Keywords, Customs, Excise, HR Performance, Protean Career, Social Compensation.Abstract
Abstract. This study aims to analyze the role of Protean Career in enhancing Social Compensation and Human Resource (HR) Performance in the customs and tax sectors. The research employs an explanatory approach with a population of 290 HR personnel working at the Customs and Excise Supervision and Service Office Type Madya Pabean a Semarang. The entire population was used as the sample through a census sampling technique (total population sampling). Data collection was conducted using a questionnaire with an interval measurement scale ranging from 1 to 5. To analyze the data and test the hypotheses, this study applies Structural Equation Modeling (SEM) using the Partial Least Square (PLS) approach. The findings indicate that Protean Career has a positive and significant effect on Social Compensation, suggesting that the better an individual's adaptability and career management, the higher the Social Compensation they receive. Additionally, Protean Career also has a positive and significant impact on HR Performance, demonstrating that individuals with a high degree of career flexibility tend to exhibit better job performance. Furthermore, the study reveals that Social Compensation positively and significantly affects HR Performance, meaning that employees' social well-being contributes to increased productivity and work effectiveness. These findings highlight the importance of developing Protean Career strategies in customs and employment organizations to enhance employee well-being and performance. Therefore, it is recommended that organizational management adopt policies that support career flexibility and management to promote employee welfare and optimize overall organizational performance.
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