Building Organizational Commitment Through Career Development and Employee Recognition: Testing the Mediating Role of Work Motivation at the Serang Regency Transportation Agency
DOI:
10.51601/ijersc.v7i4.1058Published:
2026-08-13Downloads
Abstract
This study aims to analyze the influence of career development and employee recognition on organizational commitment with work motivation as a mediating variable at the Serang Regency Transportation Agency. The study used a quantitative approach with a causal associative design. Data were collected through questionnaires and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results showed that career development had a positive and significant effect on work motivation with a coefficient of 0.452 and p-value 0.000. Employee recognition also has a positive and significant effect on work motivation with a coefficient of 0.481 and p-value 0.000. Career development has a positive and significant effect on organizational commitment of 0.214, while employee recognition has an effect of 0.253. Work motivation has a positive and significant effect on organizational commitment with a coefficient of 0.492. In addition, work motivation is proven to mediate the effect of career development on organizational commitment of 0.222 and mediate the effect of employee recognition on organizational commitment of 0.237. All research hypotheses are accepted. These findings confirm that increasing organizational commitment can be done through strengthening career development, providing appropriate recognition, and increasing employee work motivation.
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