PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT DAN CAREER DEVELOPMENT TERHADAP ORGANIZATIONAL COMMITMENT DENGAN WORK ENGAGEMENT SEBAGAI VARIABEL MEDIASI

(STUDI PADA TENAGA KEPENDIDIKAN NON ASN UNIVERSITAS NEGERI SURABAYA)

THE IMPACT OF PERCEIVED ORGANIZATIONAL SUPPORT AND CAREER DEVELOPMENT ON ORGANIZATIONAL COMMITMENT: THE MEDIATING ROLE OF WORK ENGAGEMENT (STUDY ON NON-ASN EDUCATIONAL STAFF AT UNIVERSITAS NEGERI SURABAYA)

ABSTRAK

PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT DAN CAREER DEVELOPMENT TERHADAP ORGANIZATIONAL COMMITMENT DENGAN WORK ENGAGEMENT SEBAGAI VARIABEL MEDIASI

(STUDI PADA TENAGA KEPENDIDIKAN NON ASN UNIVERSITAS NEGERI SURABAYA)

Penelitian ini bertujuan untuk menganalisis pengaruh pengembangan karier dan dukungan organisasi yang dirasakan (perceived organizational support) terhadap komitmen organisasi, baik secara langsung maupun tidak langsung melalui mediasi keterikatan kerja (work engagement). Penelitian ini dilakukan di Universitas Negeri Surabaya (UNESA) dengan melibatkan 260 tenaga kependidikan non ASN yang dipilih menggunakan teknik purposive sampling, dengan kriteria masa kerja minimal dua tahun. Data dikumpulkan melalui penyebaran kuesioner dan dianalisis menggunakan Structural Equation Modeling-Partial Least Squares (SEM PLS).

Hasil penelitian menunjukkan bahwa pengembangan karier dan dukungan organisasi yang dirasakan berpengaruh positif dan signifikan terhadap komitmen organisasi, baik secara langsung maupun tidak langsung melalui keterikatan kerja. Temuan ini menegaskan pentingnya menciptakan lingkungan organisasi yang mendukung serta menyediakan peluang pengembangan karier guna memperkuat keterikatan psikologis karyawan terhadap institusi. Kehadiran keterikatan kerja sebagai variabel mediasi juga menunjukkan bahwa investasi emosional dan kognitif dalam pekerjaan memainkan peran penting dalam meningkatkan komitmen organisasi. Penelitian ini memberikan kontribusi terhadap literatur dengan menempatkan keterikatan kerja sebagai mekanisme psikologis yang menjembatani pengaruh dukungan organisasi dan pengembangan karier terhadap komitmen.

Kata Kunci: Pengembangan Karir, Dukungan Organisasional Persepsian, Komitmen Organisasional, Keterikatan Kerja 

ABSTRACT

THE IMPACT OF PERCEIVED ORGANIZATIONAL SUPPORT AND CAREER DEVELOPMENT ON ORGANIZATIONAL COMMITMENT: THE MEDIATING ROLE OF WORK ENGAGEMENT (STUDY ON NON-ASN EDUCATIONAL STAFF AT UNIVERSITAS NEGERI SURABAYA)

This study investigates the influence of career development and perceived organizational support on organizational commitment, with a particular focus on the mediating role of work engagement. Amid increasing demands for professional excellence in higher education institutions, understanding how nonASN educational personnel develop a sense of commitment becomes essential for public universities with legal entity status (PTNBH) in Indonesia. The research was conducted at Universitas Negeri Surabaya (UNESA) and involved 260 nonASN administrative staff (tenaga kependidikan) selected through purposive sampling. Participants were required to have at least two years of continuous service. Data were collected using structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (SEMPLS).

The results reveal that career development and perceived organizational support have a positive and significant influence on organizational commitment, both directly and indirectly through work engagement. The findings highlight the importance of fostering a supportive organizational environment and providing career development opportunities to strengthen employees psychological connection to the institution. Moreover, the presence of work engagement as a mediating variable underscores the role of emotional and cognitive investment at work in enhancing organizational attachment. This study contributes to the existing literature by integrating work engagement as a psychological mechanism that explains how organizational support and career advancement influence commitment among nonASN staff in PTNBH universities.

Keywords: Career Development, Perceived Organizational Support, Organizational Commitment, Work Engagement