The Influence of Career Development and Organizational Climate on Civil Servant Organizational Commitment at the Regional Financial and Asset Management Agency (BPKAD) of Sintang Regency

The present study investigates how career development and organizational climate impact Civil Servants' commitment at BPKAD Regency Sintang. The research design uses associative methods with quantitative measurements. The research team gathered data from the Sub-Section Apparatus Head through direct interviews and distributed questionnaires to all employees reaching data saturation at 43 staff members. Secondary data was also used for employee-related information as well as work absence and transfer and work achievement records. This study uses variable X1 of development career and X2 of climate organization in addition to variable Y of commitment organizational which measures variables through Likert Scale. The research data demonstrates that most survey participants fall into the male gender category with an age range between 30-39 years old. They also attended last high school graduate and maintained 1-5 years of employment experience and marriage status. The results of multiple linear regression indicate that development career variables contribute more strongly to organizational commitment compared to variables related to climate organization. The analysis reveals a strong relationship with coefficient correlation of 0.667 while the coefficient determination (R²) of 44.50% indicates free variables influence organizational commitment and 55.50% came from other factors. The F test for simultaneous testing confirms that organizational factors as a whole exert substantial influence on organizational commitment yet the development career specifically demonstrates stronger effects than work climate elements do.