THE EFFECT OF TRAINING AND DEVELOPMENT, SOCIAL SUPPORT AND CAREER DEVELOPMENT ON WORK PERFORMANCE MEDIATED BY ORGANIZATIONAL COMMITMENT
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Dinda Fitri Andari(1)
Faculty of Economics and Business, Universitas Trisakti
-
Justine Tanuwijaya(2*)
Faculty of Economics and Business, Universitas Trisakti
-
Viraditya Nadine Al Faritsi(3)
Faculty of Economics and Business, Universitas Trisakti
-
Adam Maulana(4)
Faculty of Economics and Business, Universitas Trisakti
-
Norzanah Mat Nor(5)
Arshad Ayub Graduate Business School (AAGBS) Universiti Teknologi Mara, Selangor
(*) Corresponding Author
Keywords:
Training and Development, Social Support, Career Development, Work Performance, Organizational Commitment
Abstract
This study investigates how training and development, social support, and career development influence employees’ work performance, with organizational commitment as a mediating factor. The research was conducted at the Witness and Victim Protection Agency (LPSK) in Jakarta, involving 305 respondents selected through purposive sampling. Descriptive statistics were used to summarize the data, and hypotheses were tested using Structural Equation Modeling (SEM) with AMOS version 24. The findings indicate that training and development significantly enhance both organizational commitment and work performance, underscoring the value of skill improvement and continuous learning. Social support was also found to positively affect employees’ commitment and performance, highlighting the importance of a collaborative and supportive work environment. Furthermore, career development contributes positively to organizational commitment and work performance, emphasizing the role of clear growth opportunities in motivating employees. Organizational commitment itself was shown to have a direct positive effect on work performance and mediates the relationships between the three factors and employee performance. These results suggest that LPSK can improve overall performance and commitment by implementing targeted training initiatives, fostering a supportive workplace culture, and providing structured career advancement opportunities. This comprehensive approach is expected to strengthen employee engagement, enhance productivity, and sustain organizational effectiveness in the long term.
Keywords: Training and Development; Social Support; Career Development; Work Performance ; Organizational Commitment
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References
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7(3):365–82.
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Hia, Y., S. Z. Lubis, G. Ghozali, D. O. Butar-Butar, A. O. Saragih, and E. Suprayitno. 2023. “Pengaruh Disiplin Kerja, Motivasi Kerja dan Pengembangan Karir terhadap Peningkatan Kinerja Pegawai.” Ekuitas 4(2):794–803. doi: 10.47065/ekuitas.v4i2.2374.
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Izzah, F. N., A. D. Ariana, and Universitas Airlangga. 2022. “Hubungan Perceived Social Support dengan Perilaku Non-Suicidal Self-Injury pada Remaja.” Buletin Riset Psikologi dan Kesehatan Mental 2(1):70–77.
Jabri, B. A., and I. Ghazzawi. 2019. “Organizational Commitment: A Review of the Conceptual and Empirical Literature and a Research Agenda.” International Leadership Journal 11(1):78–119.
Javadian, S. R., and A. Hosseini. 2020. “The Relationship between Social Support and Job Performance of Social Workers.” Social Behavior Research & Health 4(1):480–86. doi: 10.18502/sbrh.v4i1.2827.
Jean, D., and N. K. J. Mathurin. 2019. “Social Support of Colleagues, Employee Loyalty, and Organizational Commitment in Microfinance Institutions.” International Journal of Business and Management 15(1):190. doi: 10.5539/ijbm.v15n1p190.
Kathukya, C. S., and C. Igoki. 2024. “Career Development Practices and Employee Performance in Murang’a Water and Sanitation Company Limited in Kenya.” East African Journal of Business and Economics 7(2):241–50. doi: 10.37284/eajbe.7.2.2423.
Khan, A. J., F. Bashir, I. Nasim, and R. Ahmad. 2021. “Understanding Affective, Normative and Continuance Commitment through the Lens of Training & Development.” IRASD Journal of Management 3(2):105–13.
doi: 10.52131/jom.2021.0302.0030.
Lee, P. C., S. Xu, and W. Yang. 2021. “Is Career Adaptability a Double-Edged Sword? The Impact of Work Social Support and Career Adaptability on Turnover Intentions during the COVID-19 Pandemic.” International Journal of Hospitality Management 94:102875. doi: 10.1016/j.ijhm.2021.102875.
Liu, T., H. Shen, and J. Gao. 2020. “Women’s Career Advancement in Hotels: The Mediating Role of Organizational Commitment.” International Journal of Contemporary Hospitality Management 32(8):2543–61. doi: 10.1108/IJCHM-12-2019-1030.
Monicha, S., and M. Oktaviannur. 2024. “Strategies to Improve Employee Performance through Work Discipline and Position Promotion.” 03(02):898–912.
Muawanah, R., A. Arisyahidin, and R. D. Mulyaningtiyas. 2022. “Influence of Career Development, Organizational Support, Commitment and Flexible Working Space against Employee Performance.” International Research Journal of Management, IT and Social Sciences 9(5):720–34. doi: 10.21744/irjmis.v9n5.2178.
Nandi, V. T., S. Khan, M. A. Qureshi, and S. Ghias. 2020. “Training & Development, Organizational Commitment and Turnover Intentions in SMEs.” Market Forces 15(2):24. doi: 10.51153/mf.v15i2.457.
Nunnally, J. C., and I. H. Bernstein. 1994. Psychometric Theory. McGraw-Hill Companies.
Otoo, F. N. K., E. A. Otoo, G. K. Abledu, and A. Bhardwaj. 2019. “Impact of Human Resource Development Practices on Pharmaceutical Industry’s Performance.” European Journal of Training and Development 43(1–2):188–210. doi: 10.1108/EJTD-09-2018-0096.
Pan, Y., and R. Arguelles. 2024. “The Impact of Menorrhagia/Dysmenorrhea on Work Performance.” Women’s Reproductive Health 11(1):166–81.
doi: 10.1080/23293691.2023.2209077.
Prastiwi, N. L. P. E. Y., L. K. Ningsih, and K. P. Putrini. 2022. “Peran Kualitas Sumber Daya Manusia dalam Meningkatkan Kinerja Pegawai: Self Esteem sebagai Variabel Intervening.” Jurnal Ilmiah Manajemen dan Bisnis 7(1):78–88.
Rahayu, M., F. Rasid, and H. Tannady. 2019. “The Effect of Career Training and Development on Job Satisfaction and Its Implications for the Organizational Commitment of Regional Secretariat Employees.” International Review of Management and Marketing 9(1):79–89.
Sencherey, R. B., N. M. Kamil, M. Zakari, and E. A. Xemalordzo. 2022. “The Role of Employee Commitment on Organizational Performance and Intention to Stay.” E-Bangi Journal of Social Science and Humanities 19(5):163–75. doi: 10.17576/ebangi.2022.1905.11.
Setiabudhi, S., C. Hadi, and S. Handoyo. 2021. “Relationship Between Social Support, Affective Commitment, and Employee Engagement.” Kontigensi 9(2):690–95. doi: 10.56457/jimk.v9i2.237.
Setiyanto, A. I., and M. Wulandari. 2019. “The Effect of Instrumental Social Support and Self-Efficiency on Performance of Employees with Disabilities.” 377(8):8–11.
Sharma, A., and P. Sharma. 2021. “The Role of Employee Engagement in an Organization.” Industry 4.0: Exploring New Horizons.
Sheikh, A. A., N. M. Hassan, and R. Sultana. 2022. “Linking Service-Oriented High-Performance Work Practices with Person-Job Fit, Person-Organization Fit and Affective Commitment.” Review of Applied Management and Social Sciences 5(2):149–66. doi: 10.47067/ramss.v5i2.220.
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Published
2025-11-24
How to Cite
Andari, D., Tanuwijaya, J., Al Faritsi, V., Maulana, A., & Nor, N. (2025). THE EFFECT OF TRAINING AND DEVELOPMENT, SOCIAL SUPPORT AND CAREER DEVELOPMENT ON WORK PERFORMANCE MEDIATED BY ORGANIZATIONAL COMMITMENT. Journal of Management : Small and Medium Enterprises (SMEs), 18(3), 2149-2169. https://doi.org/10.35508/jom.v18i3.20516
Section
Articles
