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This article examines the influence of career development on employee performance in public sector, mediated by perceived organizational support, work motivation, and affective commitment. By analyzing the perceptions of 250 civil servants in 15 regional branches of Ministry of Finance of Indonesia, and using structural equation analysis with SmartPLS 2.0 program, the findings reveal that career development has positive direct influence on perceived organizational support, motivation, and affective commitment. However, career development has no direct influence on performance. The indirect examination shows that mediating variables are perceived to have significant influence in strengthening that relationship. These findings theoretically imply that career development may be dependent on the extent to which organization is capable of providing perceived organizational support and motivation in promoting affective commitment and performance. Practically, these findings reveal the importance of both Indonesian’s central and local government to implement performance-based rewards.
Napitupulu et al. (Mon,) studied this question.