The Influence of Compensation Systems and Career Development on Affective Commitment Through Job Satisfaction Among Employees at RSUD Sele Be Solu Sorong

This research is driven by an organizational paradox at RSUD Sele Be Solu Sorong, where high employee retention rates do not necessarily correlate with increased work productivity. The objective of this study is to analyze the influence of compensation systems and career development on affective commitment, with job satisfaction acting as a mediating variable in the relationship between these factors. The methodology employed is explanatory quantitative research utilizing Structural Equation Modeling with the Partial Least Squares approach (SEM-PLS) to examine the relationships among the research variables. Primary data were collected from 120 permanent employees selected through convenience sampling, with the sample size determined using the Slovin formula. The findings reveal a full mediation phenomenon, indicating that compensation systems and career development do not directly foster emotional loyalty among employees without the mediating role of job satisfaction. Furthermore, job satisfaction serves as an essential intermediary mechanism that connects organizational management policies with employees' emotional attachment and commitment to the institution. These findings emphasize that job satisfaction is a fundamental prerequisite for transforming compensation policies and career development opportunities into authentic affective commitment among healthcare professionals. Therefore, strengthening job satisfaction is essential for fostering employees' emotional loyalty within the healthcare organization.