Abstract:
This study investigates the influence of job satisfaction and career growth on the organizational
commitment of employees in a Local Government Unit (LGU). Anchored on organizational behavior
and human resource development theories, the research employed a quantitative correlational design
to determine the extent to which job satisfaction and career growth predict employees’ commitment to
their organization. Data were collected through a standardized survey instrument administered to LGU
employees across various departments. Descriptive statistics, Pearson correlation, and multiple
regression analysis were utilized to examine the relationships among variables. One thousand five
hundred employees from various departments and functional areas of the municipalities of Davao de
Oro were identified as the respondents. Mean scores, Pearson’s Correlation Coefficient, and Linear
Regression Analysis were used to analyze the data. The study's results revealed that employees from
both LGUs reported high levels of job satisfaction, a favorable perception of career growth
opportunities, and a high level of organizational commitment. Correlation analysis demonstrated that
both job satisfaction and career growth were positively and significantly associated with organizational
commitment. Moreover, regression findings confirmed that the two variables serve as significant
predictors of organizational commitment, with job satisfaction exerting a more substantial predictive
influence than career growth. These findings indicate that satisfaction with work conditions,
recognition, and opportunities for advancement play a crucial role in shaping long-term employee
commitment within LGUs.
Furthermore, the study underscores the importance of strategic human resource initiatives in
strengthening employee commitment across local government institutions. It recommends enhancing
professional development programs, establishing transparent promotion systems, and institutionalizing
engagement mechanics to build a more motivated and committed public-sector workforce. The results
provide empirical evidence valuable for HR practitioners, administrators, and policymakers seeking to
improve employee retention and organizational performance in the public sector. |
Keywords:
Job Satisfaction, Career Growth, Organizational Commitment, Local Government
Unit, Public Sector Employees |
