<![CDATA[This study aims to analyze the effects of Career Development, Work Environment, and Organizational Commitment on Work Engagement. This study employed a quantitative approach using a survey method. Data were collected through questionnaires distributed to 32 respondents selected as the research sample. The research instruments were tested for validity and reliability. Data analysis techniques included descriptive analysis, classical assumption tests, multiple linear regression analysis, partial tests (t-test), simultaneous tests (F-test), and the coefficient of determination using statistical software. The results show that Career Development does not have a significant partial effect on Work Engagement, as indicated by a t-value of 0.270 and a significance value of 0.789 > 0.05. Work Environment also does not have a significant partial effect on Work Engagement, with a t-value of 0.907 and a significance value of 0.372 > 0.05. In contrast, Organizational Commitment has a positive and significant effect on Work Engagement, with a t-value of 2.141 and a significance value of 0.041 < 0.05. Simultaneously, Career Development, Work Environment, and Organizational Commitment have a significant effect on Work Engagement, as indicated by an F-value of 10.867 and a significance value of 0.000 < 0.05. The Adjusted R Square value of 0.488 indicates that Career Development, Work Environment, and Organizational Commitment explain 48.8% of the variation in Work Engagement, while the remaining 51.2% is explained by other factors outside the research model. These findings indicate that Organizational Commitment is a significant factor in enhancing employee Work Engagement.]]>
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