Vol. 7 No. 1 (2021): FAKTOR DOMINASI PENGEMBANGAN KARIER TERHADAP KOMITMEN ORGANISASI

Low employee commitment to the organization can be seen from the low number of employees who stay on the job. The contributing factors include compensation that is not as expected, an uncomfortable work climate, lack of training, and a lack of openness to the promotion system as part of the career development process. This study aims to provide empirical evidence of the effect of compensation and work climate on organizational commitment mediated by career development. The research method used is a quantitative method with the type of causality research. Primary data obtained from questionnaires. The subjects of the analysis were all employees, except doctors, who worked at Hospital X Cisauk Tangerang as a case study. Data analysis was performed using path analysis. The results showed that compensation, work climate, and career development simultaneously had a positive and significant effect on organizational commitment. Partially, compensation and work climate have a positive and significant effect on career development. The research findings also show that the direct effect of compensation and work climate on organizational commitment is greater than that mediated by career development. The influence of career development is greater on organizational commitment than compensation and work climate.