The Contribution of Organizational Climate, Career Development, And Organizational Support to Organizational Commitment at BPSDMD of Lampung Province

Anwar Wahyudi; Nety Kumalasari; Eka  Travilta Oktaria

doi:10.63922/ijebir.v5i05.6681

Anwar Wahyudi Prodi Manajemen, Fakultas Bisnis Universitas Mitra Indonesia, Lampung, Indonesia
Nety Kumalasari Prodi Manajemen, Fakultas Bisnis Universitas Mitra Indonesia, Lampung, Indonesia
Eka Travilta Oktaria Prodi Manajemen, Fakultas Bisnis Universitas Mitra Indonesia, Lampung, Indonesia

DOI: https://doi.org/10.63922/ijebir.v5i05.6681

Keywords: organizational climate, career development, organizational support, organizational commitment, civil servants

Abstract

This study aims to examine and analyze the contribution of organizational climate, career development, and organizational support to the organizational commitment of civil servants at BPSDMD Lampung Province. This research employed a quantitative approach with descriptive and associative research methods. The population of this study consisted of all civil servants at BPSDMD Lampung Province, totaling 87 respondents. The sampling technique used was saturated sampling, in which the entire population was selected as the research sample. Data were collected through questionnaires, observation, and literature study, while the data analysis technique used was multiple linear regression with the assistance of SPSS 26. The results of the study indicate that organizational climate has a positive and significant effect on organizational commitment, career development has a positive and significant effect on organizational commitment, and organizational support also has a positive and significant effect on the organizational commitment of civil servants at BPSDMD Lampung Province. Simultaneously, organizational climate, career development, and organizational support have a significant effect on organizational commitment, with a contribution of 52.4%, while the remaining percentage is influenced by other factors outside this study. Therefore, improving the organizational commitment of civil servants should be carried out by creating a conducive organizational climate, providing clear career development, and strengthening organizational support in a sustainable manner

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