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This research aims to analyze the influence of work engagement, work environment, and organizational learning on organizational commitment at the Nawangan Community Health Center. The sample in this study was 50 respondents who worked at the Nawangan Community Health Center. The data collection technique used was a survey method with the research instrument used was a questionnaire. The results of the instrument test stated that the data in this study was proven to be valid and reliable. The Classical Assumption Test states that the data in this study is normally distributed and produces a regression model that is free from multicollinearity and heteroscedasticity. The results of this research prove that: (1) Work Engagement has a positive and significant effect on Organizational Commitment, (2), Work Environment has a positive and significant effect on Organizational Commitment, (3) Organizational Learning has a positive and significant effect on Organizational Commitment

The objective of this study is to analyze the impact of organizational commitment and job satisfaction on personnel performance, with work discipline as a mediating variable. The study population includes all 115 employees of the Support Company, Yonif 753/AVT Korem 173/PVB Kodam XVII/Cenderawasih, with a sample size of 98 respondents selected using the census method. Data were analyzed using regression analysis and processed with SPSS. The results indicate that organizational commitment and job satisfaction have a positive and significant effect on work discipline. Work discipline also has a positive and significant impact on personnel performance. Furthermore, organizational commitment and job satisfaction positively and significantly influence personnel performance. The Sobel test demonstrates that work discipline can mediate the effects of organizational commitment and job satisfaction on personnel performance

Career management is a crucial process for both individuals and organizations. For individuals, it facilitates the achievement of career goals and enhances job satisfaction. For organizations, it aids in attracting, developing, and retaining qualified employees. This study delves into the factors influencing career management, encompassing individual factors (abilities, skills, interests, values, and personality), organizational factors (organizational culture, structure, career opportunities, and career policies), and environmental factors (economic, socio-political, and technological conditions). The findings demonstrate that effective career management can enhance employee career effectiveness, job satisfaction, and organizational performance. The study also provides recommendations for improving career management, including regular career assessments, career development program development, information and training, a supportive organizational culture, and encouraging employees to proactively manage their careers. Further research is warranted to develop more effective and contextual career management models and investigate the impact of career management on other factors such as organizational commitment, employee turnover, and gender equality in the workplace.    

The purpose of this research is to find out the influence of leadership style, organizational commitment, and job satisfaction on the performance of KPPBC TMP C Pangkalan Bun employees. The population in this study were 60 employees of KPPBC TMP C Pangkalan Bun. This sample was determined using a saturated sampling technique. The number of samples used in this research was 60 employees. This research data analysis tool uses multiple linear regression. The research results show that leadership style has no effect on employee performance. Organizational commitment has a positive effect on employee performance. Job satisfaction has a positive effect on employee performance.