| This research aims to analyze the correlation between employee’s working motivation and organizational commitment in Indonesia Eximbank. A correlation approach survey method to see how working motivation influences organizational commitment combined with double regression analysis to seize the influence of each dimension of motivation (i.e. motivation factor and hygiene factor) to organizational commitment is used to meet the objective of this research. The number of population is the total 161 employees of Indonesia Eximbank with 80 employees selected using purposive sampling technique become the respondent of the survey. Working motivation is determined to become the independent variable and organizational commitment is meant to be the dependent variable, developed using the selected theory having passed validity and reliability tests. This research has concluded: (1) in general, working motivation and organizational commitment variables have been quite well responded by the employees of Indonesia Eximbank; (2) the correlation between working motivation and organizational commitment is strong enough and positive, shown by a correlation value of 0.409. This positive correlation indicates the high working motivation produces high organizational commitment; (3) strong and positive correlation among working motivation and the three dimensions of organizational commitment , i.e. affective commitment, continuance commitment, and normative commitment, is also shown by the significant and positive result of the test; and (4)double regression analysis shows that motivation factor dimension dominantly influence organizational commitment. It is concluded that working motivation contributes significantly to the organizational commitment. Better organizational commitment could be achieved through better working motivation which could further be the result of human resource management policies able to (1) facilitate employees to develop creativity; (2) provide transparency to the system of career planning; (3) support the recognition of employee performance. Strong organizational commitment should be endeavored by the company to build sense of belonging, integrity, the feeling of being part of the team, and equality treatment to employees to support working activities and creativity. As part of learning process in the company, Frequent and structured research to measure working motivation and organizational commitment should also be carried out from time to time to seek for opportunities to support continuous improvement. |