FACTORS OF ORGANIZATIONAL COMMITMENT TO INCREASE PARTICIPATION AND EMPLOYEE ENGEGEMENT IN DEPARTMENT OF THE ATTORNEY GENERAL’S DECISIONS

Abstract

This research aimed to 1) study the level of organizational commitment of administrative officials working in the Office of the Attorney General’s Arbitration and 2) study the factors related to organizational commitment of administrative officials working in the Office of the Attorney General’s Arbitration, in order to further develop personnel management guidelines in the organization. The research used a mixed-method approach, both quantitative and qualitative. The quantitative research sample consisted of 33 people. The statistics used in the research were percentage, frequency, mean, and standard deviation (S.D.). The qualitative research sample consisted of 12 people. The statistics used in the research used a triangulation process to analyze data by interpreting and inductively constructing conclusions. The content analysis from documents and interviews took into account the context and used descriptive writing. The results of the research found that the organizational commitment of administrative officials working overall was at a high level. When considering each aspect, it was found that the challenge of the work was at the highest level, followed by the desire to stay in the organization and maintaining membership in the organization at a high level. The feedback from the work was at a high level, the effort in working and coming to work regularly were at a high level, and the participation in management was at a high level. and high levels of freedom in their work, respectively. In this regard, the organizational commitment of civil servants is an important factor affecting the efficiency of work and the overall success of the organization. These factors are interconnected in many aspects, which, when combined, will help strengthen the commitment effectively, whether it is the nature of the work performed, the experience of work, the commitment to the organization, and the problems and obstacles of work. When these factors are developed and improved, it will result in the commitment of civil servants to the organization increasing, which is an important factor that helps the organization operate efficiently and achieve success in the long term.