Professional Documents
Culture Documents
ISSN No:-2456-2165
Abstract:- This research aims to test the influence of commitment to the company is the most important issue in
career development and job satisfaction on the the world of work. Why, commitment can be used as a
commitment of employee organizations of PT. Tatamulia competitive advantage because with the high commitment of
Nusantara Indah. The study was conducted on 147 human resources, the organization will get advantages that
respondents with systematic random sampling and are not necessarily owned by other organizations. employee
accidental sampling. Based on the hypothetical test turnover data in 2019 that the outgoing employee is higher
results using SPSS 25.0 on the multiple liner analysis than the incoming employee. The tendency of employees to
model shows that career development and job decide to resign is to get a chance at another company. From
satisfaction variables have a significant and positive turnover data in 2018 and 2019 employees who left the
impact on employee organization commitment as well as company (resign) increased by 37%.
career development and job satisfaction together have a
positive and significant impact on employee organization Furthermore, researchers conducted a survey on 28
commitment. Based on the results of the coefficient employee respondents of PT. Tatamulia Nusantara Indah to
determination test obtained the effect of free variables on find out what employees feel about the commitment of
bound variables by 52.4%. Based on simultaneous test employee organizations.
results obtained that the signification value is less than
alpha (0.05) so that the independent variables have a Based on the pre-survey results on the organization's
significant effect. For inter-dimensional correlation, on commitment to the lowest value in Affective Commitment
career development variables the strongest dimension on with an average score of 3.25, many employees still choose
employee organization commitment of PT. Tatamulia to hesitate if they have to spend their working life on the
Nusantara Indah is a work achievement dimension with company. Continuance Commitment averages 3.21, that
a value of 0.508 and the dimension that has the strongest employees feel no harm if they leave the organization.
influence on job satisfaction is a promotional
opportunity with a value of 0.593. This led to a decrease in employee work commitments
and job dissatisfaction with employees' work performance
Keywords:- Career Development, Job Satisfaction, and these complaints were often conveyed to employees
Employee Organization Commitment. who resigned in their exit interviews. Employees feel no
certainty in career development. Career development
I. INTRODUCTION strongly supports the effectiveness of individuals, groups
and organizations in achieving goals and creating job
The construction sector opportunities have satisfaction. Employees will be satisfied in working if
considerable business prospects in Indonesia in line with the aspects of the job and themselves are supportive.
spirit of building the Indonesian nation in the
constructionworld. The influx of asean free trade (AFTA) The factor that affects the commitment of employee
of the national construction industry will face serious threats organizations is job satisfaction. Employees who have a
from foreign competitors. construction services business in high level of satisfaction with their work will have good
Indonesia increased by 18.88% or equal to 19% from 2019 work productivity.
to 2020. A total of 2,417 construction services companies
spread across Indonesia compete for equal opportunities. From the pre-survey results of job satisfaction, of the
five dimensions most gained when compared to the five
The construction sector has always been a dynamic lowest indicators were in satisfaction with promotion (2.86).
sector. Therefore, construction services companies that have The satisfaction of the promotion that has been felt by
a competitive advantage are not separated from the ability employees is still lacking. Employees feel injustice, the
obtained through the characteristics and resources of a promotion policy has not gone well.
company to have higher performance. Commitment must be
grown to employees in order to provide the best
performance and create the best work to continue to be
trusted by customers for their company. The organization's
The population conducted by the study was 232 Respondent's Overview is that the number of
permanent employees. . Samples in this study are respondents is mostly male by 120 people or 81 %PT.
determined using the slovin formula. This formula uses a Tatamulia Nusantara Indah which has the highest age
standard error of 5 %.. Based on the results of the presentation is in millennials age (25-38) or by 46 %. it can
calculation above, the author decided to take a sample of be concluded that the highest of its employees exist at a
147 respondents. productive age.