​Workplace Culture, Environment, and Career Growth as Organizational Commitment Determinants in Indonesia

Abstract

Purpose: This study analyzes the effects of workplace culture, work environment, and career growth on organizational commitment among Indonesian professional employees.Research Methodology: This study used a quantitative survey design. Data were collected through a structured self-administered questionnaire from 120 professional employees selected through purposive sampling. The model was tested using partial least squares structural equation modeling (PLS-SEM) with SmartPLS to assess the measurement model and structural paths.Results: Workplace culture had a strong positive effect on organizational commitment (β = 0.827, t = 10.935, p < 0.001). The work environment showed a small but significant negative effect (β = -0.040, t = 2.272, p = 0.024). Career growth had a positive effect (β = 0.187, t = 2.444, p = 0.015). The model explained 97.3% of the variance in organizational commitment.Conclusions: Organizational commitment depends mainly on a transparent, supportive, and value-based workplace culture, followed by clear career development. Physical and non-physical work environment factors require cultural alignment to strengthen employee attachment.Limitations: This study used a localized cross-sectional sample; therefore, wider industry and longitudinal testing are needed.Contributions: This study supports human resource management research by demonstrating how cultural and career factors shape employee commitment in an emerging market context.