<![CDATA[This study aims to examine and analyze the effect of remuneration, career development, and work discipline on the assignment motivation of functional prosecutors at the Secretariat of the Attorney Commission of the Republic of Indonesia, both partially and simultaneously. This study uses a quantitative causal descriptive approach with a multiple linear regression method supported by statistical software. The study population consisted of 91 active functional prosecutors within the Attorney General's Office of the Republic of Indonesia, using a total sampling technique so that the entire population served as respondents. Data were collected through a five-point Likert scale questionnaire consisting of 20 statement items. The results show that remuneration has a positive and significant effect on prosecutors' motivation, while career development and work discipline each have a significant effect in a negative direction, contrary to the proposed hypotheses. Simultaneously, the three independent variables have a significant effect on prosecutors' motivation, with an adjusted coefficient of determination of 0.685, meaning that 68.5 percent of the variation in prosecutors' assignment motivation can be explained by these three variables, while the remainder is explained by factors outside this research model. The negative findings for career development and work discipline indicate that prosecutors who already hold an established career path and a good disciplinary record at their home unit tend to be less motivated to transfer to another institution. This study produces theoretical and practical implications for cross-institutional human resource management among law enforcement officers.]]>
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