The Influence Of Career Development And Organizational Climate On Organizational Commitment With Job Satisfaction As An Intervening Variable

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The Influence of Career Development and Organizational Climate on Organizational Commitment with Job Satisfaction as an Intervening Variable

Introduction

In today's fast-paced and competitive work environment, organizations are constantly seeking ways to improve employee performance and commitment. One of the key factors that contribute to employee commitment is job satisfaction. However, the relationship between career development, organizational climate, and job satisfaction is complex and multifaceted. This study aims to investigate the influence of career development and organizational climate on organizational commitment, with job satisfaction as an intervening variable in the North Sumatra TVRI LPP.

The Importance of Career Development and Organizational Climate

Career development and organizational climate play a crucial role in determining the commitment of employees in an organization. Career development refers to the process of helping employees to acquire new skills, knowledge, and experiences that enable them to grow and advance in their careers. Organizational climate, on the other hand, refers to the overall atmosphere and culture of an organization that affects the behavior and attitudes of its employees. A positive organizational climate can foster a sense of belonging, motivation, and commitment among employees, while a negative climate can lead to dissatisfaction, turnover, and decreased productivity.

The Role of Job Satisfaction as an Intervening Variable

Job satisfaction is a key factor that connects career development and organizational commitment. When employees are satisfied with their jobs, they are more likely to be committed to the organization and to perform at their best. Conversely, when employees are dissatisfied with their jobs, they are more likely to be disengaged and to leave the organization. Therefore, job satisfaction can be seen as an intervening variable that mediates the relationship between career development and organizational commitment.

Methodology

This study employed a descriptive quantitative approach to investigate the influence of career development and organizational climate on organizational commitment, with job satisfaction as an intervening variable. The study involved 211 employees as a population, and 139 employees were chosen as samples using stratified random sampling techniques. Data was collected through observation, questionnaires, interviews, and literature studies, and analyzed using descriptive methods and structural equation modeling (SEM) analysis.

Results

The results of this study showed that career development had no significant influence on job satisfaction in the North Sumatra TVRI LPP. However, job satisfaction was proven to have a positive and significant influence on organizational commitment. On the other hand, the organizational climate showed negative and insignificant influence on job satisfaction. In addition, the organizational climate also had no significant effect on organizational commitment, as well as career development that did not show a significant effect on organizational commitment.

Additional Analysis and Explanation

The results of this study suggest that job satisfaction is a key factor that connects career development and organizational commitment. This shows that even though there is an effort to improve career development, if employees are not satisfied with their work, they tend not to commit to the organization. Job satisfaction can be influenced by various factors, such as the work environment, appreciation, relationships between employees, and the suitability of work and personal values.

Poor organizational climate conditions can cause employees to feel uncomfortable, thereby reducing their job satisfaction. The negative impact of the organizational climate that does not support can hamper employee productivity and creativity. Therefore, LPP TVRI North Sumatra needs to pay attention to the factors that affect the work climate and make improvements needed to create a more positive work atmosphere.

Recommendations

Based on the findings of this study, it is recommended that the management of LPP TVRI North Sumatra is more focused on efforts to increase job satisfaction through supporting policy development, such as increasing communication, providing adequate facilities, and opportunities for self-development. In this way, it is hoped that organizational commitment can increase simultaneously, so that employees are more motivated to contribute to achieving institutional goals.

Conclusion

In conclusion, this study highlights the importance of job satisfaction as an intervening variable that connects career development and organizational commitment. The results of this study suggest that career development has no significant influence on job satisfaction, but job satisfaction has a positive and significant influence on organizational commitment. Therefore, organizations should focus on creating a positive work climate and increasing job satisfaction to improve employee commitment and productivity.

Limitations of the Study

This study has several limitations that should be noted. Firstly, the study was conducted in a single organization, which may limit the generalizability of the findings. Secondly, the study relied on self-reported data, which may be subject to biases and errors. Finally, the study did not investigate the impact of other factors, such as leadership style and organizational culture, on job satisfaction and organizational commitment.

Future Research Directions

Future research should aim to investigate the impact of other factors, such as leadership style and organizational culture, on job satisfaction and organizational commitment. Additionally, future research should aim to explore the relationship between career development and job satisfaction in different organizational contexts. Finally, future research should aim to develop and test interventions that can improve job satisfaction and organizational commitment in organizations.

References

  • [List of references cited in the study]

Appendix

  • [Appendix containing additional data and information]

Table of Contents

  1. Introduction
  2. The Importance of Career Development and Organizational Climate
  3. The Role of Job Satisfaction as an Intervening Variable
  4. Methodology
  5. Results
  6. Additional Analysis and Explanation
  7. Recommendations
  8. Conclusion
  9. Limitations of the Study
  10. Future Research Directions
  11. References
  12. Appendix
    Frequently Asked Questions (FAQs) about the Influence of Career Development and Organizational Climate on Organizational Commitment with Job Satisfaction as an Intervening Variable

Q: What is the main focus of this study? A: The main focus of this study is to investigate the influence of career development and organizational climate on organizational commitment, with job satisfaction as an intervening variable in the North Sumatra TVRI LPP.

Q: What is the significance of job satisfaction in this study? A: Job satisfaction is a key factor that connects career development and organizational commitment. When employees are satisfied with their jobs, they are more likely to be committed to the organization and to perform at their best.

Q: What are the findings of this study? A: The results of this study showed that career development had no significant influence on job satisfaction in the North Sumatra TVRI LPP. However, job satisfaction was proven to have a positive and significant influence on organizational commitment. On the other hand, the organizational climate showed negative and insignificant influence on job satisfaction.

Q: What are the implications of this study? A: The findings of this study suggest that organizations should focus on creating a positive work climate and increasing job satisfaction to improve employee commitment and productivity. Additionally, the study highlights the importance of job satisfaction as an intervening variable that connects career development and organizational commitment.

Q: What are the limitations of this study? A: This study has several limitations that should be noted. Firstly, the study was conducted in a single organization, which may limit the generalizability of the findings. Secondly, the study relied on self-reported data, which may be subject to biases and errors. Finally, the study did not investigate the impact of other factors, such as leadership style and organizational culture, on job satisfaction and organizational commitment.

Q: What are the future research directions? A: Future research should aim to investigate the impact of other factors, such as leadership style and organizational culture, on job satisfaction and organizational commitment. Additionally, future research should aim to explore the relationship between career development and job satisfaction in different organizational contexts. Finally, future research should aim to develop and test interventions that can improve job satisfaction and organizational commitment in organizations.

Q: What are the recommendations for organizations? A: Based on the findings of this study, it is recommended that organizations focus on creating a positive work climate and increasing job satisfaction through supporting policy development, such as increasing communication, providing adequate facilities, and opportunities for self-development.

Q: What are the benefits of improving job satisfaction and organizational commitment? A: Improving job satisfaction and organizational commitment can lead to increased employee productivity, reduced turnover, and improved overall performance. Additionally, it can lead to a more positive work climate, increased employee engagement, and improved overall well-being.

Q: How can organizations measure job satisfaction and organizational commitment? A: Organizations can measure job satisfaction and organizational commitment through various methods, such as surveys, questionnaires, and interviews. Additionally, organizations can use metrics such as employee engagement, turnover rates, and productivity to measure the effectiveness of their job satisfaction and organizational commitment initiatives.

Q: What are the challenges of improving job satisfaction and organizational commitment? A: Improving job satisfaction and organizational commitment can be challenging due to various factors, such as limited resources, competing priorities, and resistance to change. However, with a clear understanding of the importance of job satisfaction and organizational commitment, organizations can develop effective strategies to overcome these challenges and improve employee satisfaction and commitment.

Q: What are the future trends in job satisfaction and organizational commitment? A: Future trends in job satisfaction and organizational commitment include the increasing importance of employee engagement, the growing need for flexible work arrangements, and the increasing use of technology to improve employee satisfaction and commitment. Additionally, future trends include the growing recognition of the importance of work-life balance and the increasing need for organizations to prioritize employee well-being.