<![CDATA[This study aims to examine the effect of career development practices on decent work perception and employee engagement, as well as the mediating role of decent work perception in this relationship. A quantitative approach with a cross-sectional design was employed involving 107 employees from various industries in Bandung City. Data were collected through an online questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that career development has a positive and significant effect on both decent work perception and employee engagement. However, decent work perception does not significantly influence employee engagement and does not mediate the relationship between career development and employee engagement. These findings suggest that the influence of career development on employee engagement occurs directly rather than through decent work perception. Practically, organizations are encouraged to implement relevant and consistent career development programs to strengthen employee engagement.]]>
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