Komitmen Organisasi Memediasi Pengaruh Pengembangan Karir dan Work Engagment Terhadap Retensi Dosen FPKS Universitas Muhammadiyah Surabaya
DOI:
https://doi.org/10.30587/jurnalmanajerial.v13i03.12170Keywords:
Career Development, Work Engagement, Organizational Commitment, Lecturer RetentionAbstract
Background – Lecturer retention has become a strategic issue for higher education institutions due to increasing competition in attracting and retaining qualified academic staff. Career development and work engagement are considered essential factors influencing lecturers' intention to remain in an institution. However, previous studies have reported inconsistent findings regarding the relationship between work engagement and lecturer retention. Therefore, organizational commitment is proposed as a mediator to explain the relationship between career development, work engagement, and lecturer retention.
Aim – This study aims to examine the effects of career development and work engagement on lecturer retention, investigate their influence on organizational commitment, and analyze the mediating role of organizational commitment in the relationships between career development, work engagement, and lecturer retention.
Design / methodology / approach – This study employed a quantitative explanatory research design involving 85 lecturers of the Faculty of Education, Communication, and Science, Universitas Muhammadiyah Surabaya, using a saturated sampling technique. Data were collected through structured questionnaires using a five-point Likert scale and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS 3.0.
Findings – The findings indicate that career development has a positive and significant effect on lecturer retention and organizational commitment. Work engagement also has a positive and significant effect on organizational commitment but has a significant negative direct effect on lecturer retention. Furthermore, organizational commitment significantly mediates the relationships between career development and lecturer retention as well as between work engagement and lecturer retention, indicating its important mediating role in improving lecturer retention.
Conclusion – Career development improves lecturer retention and strengthens organizational commitment. Although work engagement has a significant negative direct effect on lecturer retention, it positively influences organizational commitment. Organizational commitment also mediates the relationships between career development, work engagement, and lecturer retention.
Research implication – The findings provide practical implications for higher education management in improving lecturer retention. Universities should establish transparent career development systems, provide continuous professional development opportunities, and strengthen organizational commitment through supportive leadership, recognition, and a conducive academic environment. Strengthening organizational commitment may enhance the effectiveness of career development and work engagement in improving lecturer retention.
Limitations – This study was conducted only at the Faculty of Education, Communication, and Science, Universitas Muhammadiyah Surabaya, with 85 respondents; therefore, the findings cannot be generalized to other higher education institutions. Furthermore, this study focused only on career development, work engagement, organizational commitment, and lecturer retention. Future studies should involve broader research settings and include additional variables, such as compensation, organizational culture, job satisfaction, or leadership style, to provide a more comprehensive understanding of lecturer retention.
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