THE RELATIONSHIP BETWEEN CAREER GROWTH AND ORGANIZATIONAL COMMITMENT
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UNIVERSITI MALAYSIA SARAWAK
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This study identifies the relationship between career growth and organizational commitment among employees in a public sector organization in Kuching, Sarawak. Understanding how various aspects of career growth influence employee commitment is crucial, especially among younger generations such as Gen Z and Millennials nowadays who prioritize growth opportunities within the organization. A cross-sectional, quantitative research design was employed using a self-administered questionnaire, distributed to 89 employees. The instrument measured five key dimensions of career growth: career goals fulfilment, professional development, promotional opportunities, remuneration progression, and mentoring relationships with organizational commitment. A pilot study was conducted prior to actual data collection to ensure the reliability of the instrument. As the data were not normally distributed, Spearman’s correlation analysis was used to examine the relationships between variables, while multiple regression analysis was performed to identify the strongest predictor. The findings revealed that all five dimensions of career growth were significantly and positively associated with organizational commitment, with remuneration progression emerging as the most influential predictor. This study is supported by Social Exchange Theory, which explains how employees tend to reciprocate organizational support with greater commitment. The findings highlight the importance of structured career development efforts in fostering employee loyalty and productivity. Public sector organizations can leverage these insights to build supportive career environments that align with employee expectations, ultimately encouraging a more committed and motivated workforce.