Hubungan antara Persepsi Pengembangan Karir dengan Komitmen Organisasi pada Karyawan di PT. PLN (Persero) Aceh Tengah

Abstract

Employees with high organizational commitment are expected to perform well. But in reality there is still a visible low organizational commitment to employees, including employees PT.PLN (Persero) Central Aceh. One of the factors that influence the organizational commitment is perception of career development perception. This study aims to determine the relationship between perception of career development with organizational commitment. The hypothesis proposed in this study is "There is a relationship between perception of career development with organizational commitment". Subjects in this study were employees of PT. PLN (Persero) Rayon Takengon Central Aceh, amounting to 35 people. This research uses quantitative approach. The sampling technique used is total sampling. Measuring tool used to reveal the research variables, namely: (1). The scale of career development perception, and (2). The scale of organizational commitment. Data analysis in this research use product moment correlation. Based on the results of the analysis then obtained a significant correlation between the perception of career development with organizational commitment (rxy) = 0.471 with the value of P = 0.013, which means p <0.05 means the hypothesis proposed in this study accepted. Based on the results of the analysis obtained then there is a positive relationship between the perception of career development with organizational commitment, which means the more positive perception of career development, the more positive also organizational commitment and vice versa the negative perception of career development the more negative also organizational commitment. The mean value of hypothetical at career perception perception is 82,5 and empirical mean equal to 98,54 whereas at organizational commitment mean hypothetical equal to 72,5 and empirik mean equal to 89,71. Effective contribution of career development perception towards organizational commitment to PT. PLN (Persero) Rayon Takengon Central Aceh, 17.4% of the remaining 82.6% again influenced by other factors not examined in this study