Penelitian ini bertujuan untuk mengetahui hubungan antara persepsi pengembangan karir dan masa kerja dengan komitmen organisasi pada Pegawai Negeri Sipil Pemerintah Propinsi Kalimantan Barat. Penelitian ini menggunakan teknik pengambilan sampel purposive sampling dengan melibatkan 211 Pegawai Negeri Sipil Pemerintah Propinsi Kalimantan Barat. Persepsi Pengembangan Karir, Masa Kerja dan Komitmen Organisasi diukur dengan skala persepsi pengembangan karir dan komitmen orgnisasi dengan model skala Likert. Data yang terkumpul dianalisis dengan regresi ganda dengan bantuan program Statistical Package for Social Sciences (SPSS) 11.5 for windows. Temuan statistik menunjukkan bahwa terdapat hubungan positif dan signifikan antara persepsi pengembangan karir dan masa kerja dengan komitmen organisasi (F=41.964; R²=0.287; p < 0.01). Persepsi pengembangan karir yang tinggi dan masa kerja, akan mendorong kearah peningkatan komitmen organisasi. Terdapat hubungan positif dan signifikan persepsi pengembangan karir dan komitmen organisasi (β= 0.517; t= 8.725; F=76.131; R²=0.267; p < 0.01). Hal ini menandakan bahwa semakin positif atau tinggi persepsi pengembangan karir maka komitmen organisasi akan semakin tinggi. Tidak ada hubungan antara masa kerja dan komitmen organisasi (β= - 0.115; t=-1.675; F=28.06; R²=0.013; p > 0.05).

This research aims at identifying the relation beetwen the perception about career development, job turnover, and organizational commitment at Pegawai Negeri Sipil Pemerintah Propinsi Kalimantan Barat. This study used purposive sampling to get the samples and included 211 Pegawai Negeri Sipil Pemerintah Propinsi Kalimantan Barat. The perception about career development, job turnover, and organizational commitment were assessed using about career development and organizational commitment scales, using Likert scale model. The collected data was analyzed using multiple regression, supported by Statistical Package for Social Sciences (SPSS) 11.5 for windows. The result indicated that ther is a significant and positive correlation between the perception about career development, job turnover and organizational commitment (F=41.964; R²=0.287; p < 0.01). The higher level of perception about career development and job turnover lead to the increase in the organizational commitment. Ther is a significant and positive correlation between the perception about career development and organizational commitment (β= 0.517; t= 8.725; F=76.131; R²=0.267; p < 0.01). This suggested that the more positive of the higher perception about career development the higher organizational commitment. No correlation between the job turnover and perception about career development (β= -0.115; t=-1.675; F=28.06; R²=0.013; p > 0.05).

Kata Kunci : Komitmen Organisasi,PNS,Pengembangan Karier dan Masa Kerja, Perception about career development, job turnover, and organizational commitment