<![CDATA[Belum optimalnya komitmen profesi dalam mendukung implementasi kebijakan SMART ASN di PPSDM Kemendikdasmen yang terindikasi dari kesenjangan Komitmen Afektif, Berkelanjutan, dan Normatif. Perlu pendalaman faktor-faktor yang dipengaruhi serta strategi terarah untuk memperkuat internalisasi komitmen profesi pegawai. Menggunakan pendekatan kualitatif dengan metode Grounded Theory, penelitian ini menggali secara mendalam persepsi, pengalaman, dan dinamika komitmen ASN melalui wawancara, observasi, serta analisis dokumen organisasi. Hasil penelitian menunjukkan bahwa dimensi komitmen afektif dan berkelanjutan ASN relatif kuat, ditandai dengan keterikatan emosional terhadap profesi dan kesadaran terhadap keberlanjutan karier. Namun, komitmen normatif masih lemah karena loyalitas pegawai lebih bersifat personal daripada institusional. Faktor penyebab utama meliputi terbatasnya peluang karier vertikal akibat kebijakan eselonisasi, minimnya penghargaan formal dan informal, serta ketidakseimbangan beban kerja tanpa kompensasi yang setara. Berdasarkan temuan tersebut, dirumuskan strategi penguatan berupa transformasi komitmen normatif dari “kewajiban moral pribadi” menjadi “loyalitas berbasis nilai dan sistem organisasi” melalui institusionalisasi nilai SMART ASN, sistem penghargaan berbasis loyalitas, reaktivasi ruang keterlibatan ASN, jaminan keberlanjutan pengembangan karier, dan manajemen kompensasi moral yang adil. Penelitian ini menghasilkan model konseptual penguatan komitmen profesi ASN berbasis nilai dan sistem merit sebagai fondasi profesionalisme dan loyalitas institusional yang berkelanjutan. The professional commitment of civil servants (ASN) in supporting the implementation of the SMART ASN policy at the PPSDM Kemendikdasmen has not been optimized, as indicated by gaps in Affective, Continuance, and Normative Commitment. Therefore, an in-depth analysis of the influencing factors and targeted strategies are required to strengthen the internalization of employees' professional commitment. Using a qualitative approach with the Grounded Theory method, this study explores in depth the perceptions, experiences, and dynamics of ASN commitment through interviews, observations, and analysis of organizational documents. The results show that the dimensions of affective and continuance commitment of ASN are relatively strong, characterized by emotional attachment to the profession and awareness of career continuity. However, normative commitment is still weak because employee loyalty is more personal than institutional. The main contributing factors include limited vertical career opportunities due to echelonization policies, a lack of formal and informal rewards, and an imbalance in workload without equivalent compensation. Based on these findings, a strengthening strategy was formulated in the form of transforming normative commitment from “personal moral obligation” to “loyalty based on organizational values and systems” through the institutionalization of SMART ASN values, a loyalty-based reward system, reactivation of ASN engagement spaces, guaranteed career development continuity, and fair moral compensation management. This research produced a conceptual model of strengthening ASN professional commitment based on values and a merit system as the foundation of sustainable professionalism and institutional loyalty.]]>
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