Efforts to Reduce Intention To Leave through Organizational Commitment and Career Development

Muhammad Habib  Wicaksono; Pantius Drahen  Soeling

doi:10.54783/endless.v5i1.210

Muhammad Habib Wicaksono Student of Public Policy Study Program, Faculty of Administrative Sciences, University of Indonesia
Pantius Drahen Soeling Public Policy Study Program, Faculty of Administrative Sciences, University of Indonesia

DOI: https://doi.org/10.54783/endless.v5i1.210

Keywords: Career Development Organization Commitment, Intention to Leave.

Abstract

The intention to quit or the decision to stay in an organization is referred to as "intention to leave". Low organizational commitment and professional growth factors influence the intention to depart. This study is qualitative, and it is a library study with books and other literature as the primary object. The primary data for this study came from a literature review. In this study, content analysis was used as a data analysis technique (content analysis). According to the findings, the company has to strengthen its organizational commitment, particularly in terms of work discipline, motivation, and employee job satisfaction. Then there's career planning to make the most of existing opportunities. Career development must be completed with the creation of qualifications that an employee must own in order to support his or her own career advancement.

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