THE INFLUENCE OF LEADERSHIP STYLE, ORGANIZATIONAL CLIMATE, AND WORK CULTURE ON EMPLOYEE SELF-DEVELOPMENT AND ITS IMPACT ON JOB PROMOTION AT PT. XYZ

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.