20.500.12556/DKUM-95757 Career development strategies in maintaining turnover intention through organizational commitment Vloga organizacijske zavezanosti pri karierni rasti in nameri odhoda zaposlenih v javnem sektorju Background and purpose: The results of calculating the turnover rate for the Indonesian Air Force in 2022, for officers reaching 17.4%, non-commissioned officers at 7%, and enlisted personnel at 3%. The objective of this study is to investigate the impact of career development on turnover intention and to examine the mediating role of organizational commitment in this relationship. Methodology: This research is research with a quantitative approach. The samples tested in this study were 270 samples of a proportion of Indonesian Air Force officers. The statistical test tool used in this research is SmartPLS 3. Results: The research results show that career development does not affect Turnover Intention. Furthermore, career development influences organizational commitment. Research findings indicate that turnover intention is adversely affected by organizational commitment. Furthermore, it has been established that organizational commitment acts as a mediator in the association between turnover intention and career development. Conclusion: The Indonesian Air Force needs to increase organizational Commitment to the career development activities of each Indonesian Air Force personnel in order to reduce turnover intention that can arise in each member personnel. Further research can expand the research object to other Indonesian military organizations to obtain a more general view regarding the performance of human resources in the Defense of the Republic of Indonesia. Ozadje in namen: Rezultati izračuna stopnje fluktuacije indonezijskih zračnih sil v letu 2022, za častnike (17,4 %,) podčastnike (7 %) in vojaško osebje (3 %). Cilj te študije je raziskati vpliv razvoja kariere na namero menjave in preučiti posredniško vlogo organizacijske predanosti v tem odnosu. Metodologija: Uporabili smo raziskavo s kvantitativnim pristopom. V vzorec je bilo zajetih 270 pripadnikov indonezijskih letalskih sil. Orodje za statistično testiranje, uporabljeno v tej raziskavi, je SmartPLS 3. Rezultati: Rezultati raziskave kažejo, da razvoj kariere ne vpliva na namero menjave. Poleg tega razvoj kariere vpliva na organizacijsko predanost. Ugotovitve raziskave kažejo, da organizacijska zavezanost negativno vpliva na namero menjave. Poleg tega je bilo ugotovljeno, da organizacijska predanost deluje kot posrednik v povezavi med namero menjave in razvojem kariere. Zaključek: Indonezijske zračne sile morajo povečati organizacijsko zavezanost dejavnostim razvoja kariere vsakega osebja indonezijskih zračnih sil, da bi zmanjšale namere menjave, ki se lahko pojavijo pri vsakem članskem osebju. Nadaljnje raziskave lahko razširijo predmet raziskovanja na druge indonezijske vojaške organizacije, da bi pridobili bolj splošen pogled na uspešnost človeških virov v obrambi Republike Indonezije. organizational commitment career development turnover intention organizacijska predanost razvoj kariere namera menjave true true true Angleški jezik Slovenski jezik Neznano 2025-10-20 09:53:49 2025-10-20 09:53:49 2025-10-21 03:16:18 0000-00-00 00:00:00 2024 0 0 str. 238-248 issue 3 Vol. 57 2024 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 2024-01-01 331.108.4 253808131 10.2478/orga-2024-0017 1318-5454 https://organizacija.fov.um.si/sl/stevilke/let-57-st-3-2024/ 1 ead5cce6-ad89-11f0-aa2f-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=200013 RAZ_Haliansyah__2024.pdf RAZ_Haliansyah__2024.pdf 1 4D8A68D0F7EBF02E9D43EAB96EFC30A4 f122ef5a084919d24fb30253c0527cea216c1fe6f65b81610e89a8e73f067641 1cf4721d-ad8a-11f0-aa2f-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=200014 Fakulteta za organizacijske vede Organizacija 0 0 0