The effect of career development and organizational culture on organizational commitment with job satisfaction as a mediation variable

Asep Candra; Moh. Sutoro; Dadang Amiruddin

doi:10.55681/economina.v5i8.3590

Authors

Asep Candra Universitas Bina Bangsa, Indonesia
Moh. Sutoro Universitas Bina Bangsa, Indonesia
Dadang Amiruddin Universitas Bina Bangsa, Indonesia

DOI:

https://doi.org/10.55681/economina.v5i8.3590

Keywords:

Career Development, Organizational Culture, Job Satisfaction, Organizational Commitment

Abstract

Organizational commitment is an important factor in improving the performance of public sector employees. However, the organizational commitment of employees at the Public Works and Spatial Planning Agency of Serang Regency still requires strengthening supported by career development, organizational culture, and job satisfaction. This study aims to analyze the influence of career development and organizational culture on organizational commitment, the influence of both variables on job satisfaction, the influence of job satisfaction on organizational commitment, and the role of job satisfaction as a mediating variable. The study used a quantitative method with an associative approach. The study population consisted of 120 Civil Servants, all of whom were sampled through a saturated sampling technique (total sampling). Data were collected using a five-point Likert-scale questionnaire and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) through the SmartPLS 4.0 application. The results showed that career development had a positive and significant effect on organizational commitment and job satisfaction. Organizational culture had a positive and significant effect on job satisfaction, but did not have a direct effect on organizational commitment. Job satisfaction was proven to have a positive and significant effect on organizational commitment and was able to mediate the influence of career development and organizational culture on organizational commitment. This study concludes that increasing employee organizational commitment can be achieved through planned career development, strengthening a conducive organizational culture, and increasing job satisfaction as a mechanism that strengthens employee loyalty and attachment to the organization.

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