Abstract:
This study investigates the influence of leadership style, organizational climate, and
work culture on job promotion, with employee self-development as a moderating
variable. The research was conducted at PT. XYZ, focusing on 142 employees from job
grades 2 and 3 who are eligible for promotion. A quantitative method was applied using
survey data, and analysis was performed with Partial Least Squares Structural Equation
Modeling (PLS-SEM) via SmartPLS 4. The results show that all three organizational
factors—leadership style, organizational climate, and work culture—have a positive and
significant impact on job promotion. Among them, leadership style demonstrated the
strongest effect. Employee self-development also has a significant direct influence on
job promotion and acts as a moderator in all three relationships. Interestingly, the
moderation effects are negative, suggesting that highly self-developed employees are
less dependent on organizational support for career advancement. These findings
indicate that both organizational factors and individual growth efforts are critical to
promotion outcomes. Organizations should not only enhance leadership, climate, and
culture but also formally recognize self-development in promotion policies.
