Pariaman — Career sustainability has become a critical issue for Government Employees with Work Agreements (PPPK) due to the contractual nature of their employment. A recent study highlights employment commitment as a key factor supporting long-term career stability among public sector contract employees.
Rapid workplace transformation driven by digitalization and bureaucratic reform requires employees to continuously adapt. For PPPK personnel, this challenge is even greater because career continuity depends heavily on performance evaluation and regional policy decisions.
A study involving 248 PPPK employees in Pariaman City found that employment commitment has a positive and significant effect on career sustainability. Employees who demonstrate stronger attachment to their work are more likely to maintain performance and adapt to organizational changes effectively.
Employment commitment reflects not only loyalty to organizational roles but also individuals’ readiness to improve skills and maintain long-term professional engagement. Within contract-based employment systems, psychological attachment plays a crucial role in sustaining career continuity.
The research also shows that self-perceived employability significantly mediates the relationship between employment commitment and career sustainability. Employees who believe in their ability to obtain and retain employment opportunities tend to manage career uncertainty more effectively.
Confidence in employability encourages individuals to upgrade competencies, expand professional capacity, and respond proactively to organizational expectations. These efforts strengthen career sustainability within evolving public sector structures.
In contrast, career adaptability does not significantly influence career sustainability among PPPK employees. This finding suggests that structural factors such as institutional policies and contractual frameworks play a more dominant role than individual adaptability skills.
The study further indicates that employment commitment significantly improves self-perceived employability. Employees with stronger commitment tend to actively enhance their professional qualifications and readiness for career advancement.
Employment commitment also positively affects career adaptability, indicating that committed employees are more prepared to handle workplace transitions and changing responsibilities.
However, career adaptability does not function as a mediating variable between employment commitment and career sustainability. Instead, employability perception remains the stronger mechanism explaining sustainable career outcomes.
These findings highlight the importance of strengthening psychological engagement in public sector workforce management. Supportive work environments, structured competency development systems, and clear career pathways are essential for improving PPPK career sustainability.
Training programs designed to enhance employability perceptions can further strengthen employees’ confidence in managing long-term career challenges. Such initiatives are particularly important within contract-based employment systems.
The study also recommends competency-based career management strategies to provide clearer professional development direction for PPPK employees. This approach can improve workforce stability while supporting institutional performance.
Overall, the research emphasizes that employment commitment and employability perception are central drivers of sustainable careers in contract-based public employment systems.
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