Iklim Organisasi dan Kepuasan Kerja Sebagai Strategi Mempertahankan Karyawan: Studi Pada Perusahaan Dealer Mobil Pekanbaru

2021 ◽  
Vol 10 (1) ◽  
pp. 77-86
Author(s):  
Kasmiruddin Kasmiruddin ◽  
Ruzikna Ruzikna ◽  
Lie Othman ◽  
Nurjanah Nurjanah
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Turnover Intention ◽  
Coefficient Of Determination ◽  
Research Model ◽  
Employee Job Satisfaction ◽  
The City ◽  
A Company

The desire to leave the company or called turnover intention will interfere with organizational performance in realizing the company's goals to win business competition. Turnover intention is likened to a disease that is difficult to cure by a company so that it becomes a challenge for companies to try to retain experienced employees. It is important for leaders to create an organizational climate and employee job satisfaction so that it can be a strategy for maintaining employee presence in the company. This study aims to analyze the influence of organizational climate and job satisfaction on the desire to leave the company. The population or research object is one of the dealer companies that are experienced in the city of Pekanbaru, namely Truck Car Dealers. Data collection using a questionnaire, and data analysis using SmartPLS 2.0 analysis. The results showed that the coefficient of determination (R2) for the variable willingness to leave was 0.589. This means that the output desire construct variable can be explained by the variability of organizational climate and job satisfaction of 58.90% while the remaining 41.10% is explained by other variables outside the research model. It is proven that there is a significant influence of organizational climate on the desire to leave the company and job satisfaction on the desire to leave the company. Recommendations that it is important for company leaders to improve the quality of the organizational climate by providing better work facilities and employee job satisfaction through increasing the provision of more attractive incentives or bonuses.Penelitian ini bertujuan untuk menganalisis apakah iklim organisasi dan kepuasan kerja berpengaruh signifikan terhadap keinginan keluar karyawan, dan menentukan apakah iklim organisasi dan kepuasan kerja efektif sebagai strategi mempertahankan karyawan pada Perusahaan Dealer Mobil di Pekanbaru. Metode penelitian yang digunakan metode kuantitatif dengan tipe penelitian eksplanatori, dan menggunakan data primer yang diperoleh dari responden. Data dikumpulkan melalui kuesioner yang terdiri dari 32 pertanyaan; Sampel terdiri dari 100 responden karyawan dari populasi sebesar 118 karyawan dengan menggunakan teknik purposive smpling. Data yang dikumpulkan dari kuesioner menggunakan pengukuran skala likert dan pengolahan data menggunakan statistik regresi liner berganda melalui SPSS versi 22.0. Temuan hasil penelitian: 1) iklim organisasi dan kepuasan kerja berpengaruh signifikan negatif terhadap keinginan karyawan keluar dari perusahaan; 2)Ikllim organisasi tidak berpengaruh signifikan negatif terhadap keinginan karyawan keluar dari perusahaan; 3)kepuasan kerja memiliki pengaruh signifikan terhadap keinginan karyawan keluar perusahaan. Implikasi hasil penelitian, iklim organisasi dan kepuasan kerja sebagai strategi mempertahankan karyawan sudah tepat secara kolaborasi, tapi tidak efektif sebagai strategi tunggal.

The individual and organizational level effects of TQM practices on job satisfaction

2017 ◽  
Vol 38 (2) ◽  
pp. 215-225 ◽  
Author(s):  
Daniel I. Prajogo ◽  
Brian Cooper
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Employee Attitudes ◽  
Organizational Level ◽  
Total Quality ◽  
Content Type ◽  
Multi Level ◽  
The Individual ◽  
A Company

Purpose The purpose of this paper is to examine the multi-level relationship between people-related total quality management (TQM) practices and employee job satisfaction. The authors draw upon organizational climate theory to hypothesize that TQM is related to job satisfaction at the individual employee level, as well as at the organizational level in the form of shared perceptions of TQM practices in the workplace. Design/methodology/approach Multi-level modelling was used to test the study hypotheses. The sample was drawn from 201 employees working in 23 organizations in Australia. Findings The findings show that people-related TQM practices are positively related to job satisfaction at both individual and organizational levels, with a stronger effect on employee attitudes observed at the organizational level. Research limitations/implications The statistically significant multi-level relationship between people-related TQM practices and job satisfaction extends the findings of previous studies conducted only at the individual level; thus, supporting the sustainability of TQM as a management principle at a company-wide level. Practical implications The findings broadly support the implementation of people-related TQM practices as part of a strategy of creating a “high performance” climate in organizations, which in turn, will likely to positively affect both individual and organizational performance. Social implications From a wider social perspective, the implementation of TQM practices as a company-wide initiative could facilitate greater corporate social responsibility of the organization. Such practices as training, involving, and empowering employees can promote social commitment by valuing employees as one important stakeholder. Originality/value This is the first empirical study to the best of the author’s knowledge that uses multi-level modelling to examine the relationship between TQM practices and employee attitudes such as job satisfaction.

scholarly journals PENGARUH KEPUASAN KERJA TERHADAP KINERJA KARYAWAN

2016 ◽  
Vol 2 (2) ◽  
pp. 15
Author(s):  
Afiyanisa Mauli ◽  
Mukaram Mukaram
Keyword(s):  
Job Satisfaction ◽  
Quantitative Research ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Quantitative Research Methods ◽  
Employee Job Satisfaction ◽  
Food And Beverage ◽  
A Company ◽  
Work Knowledge

CV Cihanjuang Inti Teknik is a company that produces micro hydro and turbine, as well as body warmers drinks in the food and beverage division (makmin). The company has 135 employees. Employee satisfaction is one of the important things that must be considered by a company because as this will impact on the performance of employees. Employees who are satisfied will have the awareness to do the more responsible duties at the company. But the reality on the ground there are some employees who are often absent from work, it is seen through the attendance percentage of employees who are still far from the target of work presence that is equal to 95%, while the rate of attendance of employees in 2015 was only 84.25%. There are also as many as 40% of employees feel less satisfied with promotion opportunities provided by the company. This resulted in employees feel lazy to work because they feel his efforts are not appreciated despite working diligently but can not get the appropriate results in the form of promotion (promotion). This study aims to determine job satisfaction and employee performance as well as the effect of job satisfaction on employee performance in CV Cihanjuang Inti Teknik. The method used is quantitative research methods. Data analysis methods used are descriptive statistical analysis, the classical assumption test, simple correlation analysis, linear regression analysis, and hypothesis testing. The sample in this study were 101 respondents. In the data collection used questionnaire with Likert scale. Based on the results of data processing, employee job satisfaction in the category both in terms of Work Itself, benefits, promotion opportunities, supervision, and Coworkers. Then the employee's performance was in the category good views of the Working Quantity, Quality of Work, Knowledge About Work, Personal Quality, Cooperation, Trustworthy, and Initiative. The conclusion of this research that there is an influence of job satisfaction on the performance of employees is 49,9%.

scholarly journals PENGARUH WORK FAMILY CONFLICT TERHADAP KEPUASAN KERJA KARYAWAN PADA PT TOYOTA INTERCOM MOBILINDO PADANG

2019 ◽  
Author(s):  
Chitra Doly Situmorang ◽  
Aminar Sutra Dewi
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Sampling Technique ◽  
Work Family Conflict ◽  
Employee Job Satisfaction ◽  
Negative Effect ◽  
Work Family ◽  
Questionnaire Method ◽  
A Company

The survival of a company is not only determined by the success of managing finances, but also determined by the success of managing human resources, in order to obtain job satisfaction as expected. Employee job satisfaction is influenced by many factors including work family conflict. This study aims to analyze the effect of work family conflict on employee job satisfaction on Pt Toyota Intercom Mobilindo Padang. Job satisfaction is a pleasure that a person feels for the role or work in a company. Low job satisfaction, can affect the quality of work, so that the decline in productivity of a company. Work family conflict is the occurrence of incompatibility between one role and another, where there are different pressures between roles in the family and at work. Someone who experiences high work family conflict will reduce the enthusiasm in carrying out activities. The population in this study were all employees of PT Toyota Intercom Mobilindo Padang. This sampling technique uses a total sampling technique, with a sample of 65 people. Data collection was done by questionnaire method. The data obtained were analyzed multiple regression to examine the effect of work family conflict on employee job satisfaction. The results showed Y = 11,190 + X = -1.507. So it can be said that work family conflict has a significant negative effect on employee job satisfaction at PT Toyota Intercom Mobilindo Padang.

scholarly journals Pengaruh Kompetensi, Disiplin Dan Pengembangan Karier Terhadap Kinerja Karyawan PT. Asam Jawa Medan

2020 ◽  
Vol 3 (1) ◽  
pp. 273-280
Author(s):  
Swandy L. Sihombing ◽  
Eni Melina Nainggolan ◽  
Dikki Diafri ◽  
Grace Desyantika Sitompul ◽  
Muhammad Agung Anggoro
Keyword(s):  
Career Development ◽  
Linear Regression ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Coefficient Of Determination ◽  
Validity And Reliability ◽  
The City ◽  
A Company

PT. Asam Jawa is a company operating in the oil palm sector as an object that we make to conduct research. Research or research is carried out to evaluate and test whether there is an influence or impact of competence, discipline, and career development on employee performance at PT. Asam Jawa, the city of Medan. Where the multiple Linear Regression analysis method that researchers use in this study, this method is a linear regression model that involves more than one independent variable or hypothesis. With the population taken, namely all employees, the number is 45 employees. And testing the sample of researchers in the study is to use saturated sampling where all employees of PT. Asam Jawa, Medan, which used as a sample of 45 respondents and 30 respondents as a test of validity and reliability of PT. Perkebunan Nusantara III. From the results of researchers in the study stated that competence, discipline, and career development simultaneously (simultaneously) and partially (independently) are significant and have a positive effect on the performance of company employees, where the coefficient of determination is 0.609 which proves that (x1) competence, ( x2) discipline and (x3) career development have an effect on or have a relationship with employee performance with the percentage quality of 60.9% and the remaining 39.1% are the results of hypotheses or foreign / different variables not examined by researchers in the study.

scholarly journals Effect of Job Stress and Organizational Climate on Turnover Intention with Job Satisfaction as an Intervening Variable for Employees of STMIK STIE Mikroskil

2021 ◽  
Vol 8 (4) ◽  
pp. 468-474
Author(s):  
Purnaya Sari Tarigan ◽  
Paham Ginting ◽  
Elisabet Siahaan
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Job Stress ◽  
Turnover Intention ◽  
Sample Selection ◽  
Sampling Technique ◽  
Analysis Method ◽  
Employee Job Satisfaction ◽  
Qualitative Descriptive ◽  
Spss Software

This study aims to determine the effect of job stress and organizational climate on turnover intention. In addition, this study also tries to prove whether job satisfaction can be used as an intervening variable in the research model. This type of research is a qualitative descriptive study. This research was conducted on the employees of STMIK STIE Mikroskil. The sample selection using proportional random sampling technique shows that the research sample is 95 people. The data analysis method used in this research is path analysis which is carried out with the help of SPSS software. The results showed that job stress and organizational climate have a positive and significant effect on employee job satisfaction at STMIK STIE Mikroskil. Job stress has no effect on turnover intention, while organizational climate has a positive and significant effect on turnover intention. Job satisfaction has no effect on turnover intention. Meanwhile, the intervening variable, namely job satisfaction, is not able to interview the effect of job stress and organizational climate on turnover intention of STMIK STIE Mikroskil employees. Keywords: Job Stress, Organizational Climate, Job Satisfaction, Turnover Intention.

scholarly journals Hubungan Iklim Organisasi, Pelatihan dan Kompensasi dengan Kepuasan Kerja Pegawai

2021 ◽  
Vol 3 (02) ◽  
pp. 112-117
Author(s):  
Muhammad Rizqi Agustino ◽  
Shintya Astuti ◽  
Dedi Hartawan
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Qualitative Methodology ◽  
Employee Performance ◽  
Sampling Technique ◽  
Important Variable ◽  
Climate Variables ◽  
Employee Job Satisfaction ◽  
The Relationship

Employee job satisfaction is an important variable in order to improve employee performance. As measurement indicators, organizational climate, training, and compensation are factors that can increase job satisfaction. Low job satisfaction often occurs in organizations which results in the quality of employee performance. Therefore, organizational climate variables, training, and compensation are needed as antecedent factors in order to increase employee job satisfaction at SMP YPIP Talang Ubi. This study aims to determine whether: 1) How big is the relationship between organizational climate compensation training and employee job satisfaction at SMP YPIP Talang Ubi, 2) How big is the relationship between organizational climate and employee job satisfaction at SMP YPIP Talang Ubi. , 3) How big is the relationship between training and employee job satisfaction at SMP YPIP Talang Ubi, 4) How big is the relationship between employee compensation and employee job satisfaction at SMP YPIP Talang Ubi. This study used a qualitative methodology with a purposive sampling technique. Testing using multiple regression. In general, the organizational climate owned by the employees of SMP YPIP Talang Ubi shows a score of 4.20-5.00 or 45.83% and is included in the very good category. The training shows a score of 3.40-4.19 or 58.33% and is included in the good category. Compensation shows a score of 4.20-5.00 or 45.83%.

scholarly journals Impact of Organizational Climate on Job Satisfaction, Job Commitment and Intention to Leave: An Empirical Model

2013 ◽  
Vol 1 (1) ◽  
pp. 66 ◽  
Author(s):  
Jeevan Jyoti
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Intention To Leave ◽  
Vital Role ◽  
Job Commitment ◽  
Leadership Behaviour ◽  
Interaction Research

There has been a long-standing interest in the study of organizational climate among organizational<br />researchers. Its importance is partly due to its hypothesized relationship to other organizational<br />phenomena including job satisfaction, job performance, leadership behaviour and the quality of work<br />group interaction. Research on the contribution of people management to organizational performance<br />outcomes such as productivity and profitability has been related to a climate of satisfaction in the<br />workplace. Job satisfaction along with organizational climate plays a vital role in retaining the<br />employees by enhancing their commitment towards the organization. The present paper measures<br />impact of Organizational climate on job satisfaction, job commitment and intention to leave with the<br />help of regression analysis and an attempt has been made to see the factor-wise effect of<br />Organizational climate and job satisfaction on job commitment and intention to leave.

scholarly journals Effect of Job Satisfaction AND Organizational Commitment Against Turnover Intention in PT Indah Kiat Pulp & Paper Division Merak Port in Banten

2019 ◽  
Vol 1 (6) ◽  
Author(s):  
Malik Fatoni ◽  
Yusinadia Sekar Sari
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Linear Regression Analysis ◽  
Coefficient Of Determination ◽  
Validity And Reliability ◽  
Employee Job Satisfaction ◽  
Employee Turnover Intention ◽  
Pulp Paper

How that can be done to preserve human resources in achieving a company's goals is to increase employee job satisfaction and organizational commitment of employees in the company. That was to avoid turnover that would hurt the company. This study aimed to determine the effect of independent variables; job satisfaction and organizational commitment to employee turnover intention. The sample in this study amounted to 35 employees who have filled out the questionnaire. Mechanical testing of the data using validity and reliability, the classic assumption test, linear regression analysis, the correlation coefficient and the coefficient of determination. The results showed that the variables of job satisfaction and organizational commitment both partially and simultaneously have a significant influence on employee turnover intention. We recommend that the management of PT Indah Kiat Pulp & Paper Division Merak Port more attention to the factors of job satisfaction and organizational commitment of employees in order to reduce the turnover to be bad for the company.

PENGARUH KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP TURNOVER INTENTION PADA KARYAWAN PT. BUM DIVISI PMKS

2020 ◽  
Vol 16 (2) ◽  
pp. 65
Author(s):  
Viniartha Seplifriskila Tampubolon ◽  
Ella Jauvani Sagala
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Palm Oil ◽  
Turnover Intention ◽  
Hypothesis Test ◽  
Coefficient Of Determination ◽  
Normality Test ◽  
Palm Oil Mill ◽  
A Company

A company will not run without assistance from human resources (HR). Therefore, human resources within the company generally must be maintained properly. This research was conducted on the employees of PT. Bangkitgiat Usaha Mandiri part of the Palm Oil Mill (PMKS), it is known that the level of turnover intention on employees is at a very high percentage from 2017 at 11%, 2018 at 20% and JanuarySeptember 2019 at 18%. one of the factors that can influence turnover intention itself is job satisfaction and organizational commitment felt by employees. The purpose of this study is to find out how the level of job satisfaction and organizational commitment partially and simultaneously affects the turnover intention of the employees of PT. Bangkitgiat Usaha Mandiri section of the Palm Oil Mill (PMKS). This research is a descriptive and causal research. The method used in this research is quantitative method. The research sample used was 115 respondents. Data analysis in this study used descriptive statistical analysis, normality test, multicollinearity test, heterokedasticity test, multiple regression analysis, coefficient of determination, partial hypothesis test (T test) and simultaneous (F test). The results showed that job satisfaction is high, organizational commitment is low and turnover intention is low. Tests on the coefficient of determination show that the effect of job satisfaction and organizational commitment on turnover intention of 6.8% and the remaining 93.2% are other factors not examined in this study. This study concludes that job satisfaction (X1) does not have a significant effect partially on turnover intention (Y) and organizational commitment (X2) has a significant effect partially on turnover intention (Y). In addition, job satisfaction (X1) and organizational commitment (X2) simultaneously influence (together) on turnover intention (Y).

PENGGUNAAN ANALISIS REGRESI LOGISTIK UNTUK MENCARI PROBABILITAS TURNOVER INTENTION BESERTA FAKTOR-FAKTOR YANG MEMPENGARUHINYA

2011 ◽  
Vol 3 (01) ◽  
Author(s):  
Juli maya Sari
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Turnover Intention ◽  
Work Social Support

Turnover Intention (intensitas perpindahan) adalah keinginan berpindah karyawan dari satu tempat kerja ketempat kerja lainnya. Hanya keinginan untuk pindah, belum sampai realisasi untuk melakukan perpindahan. Turnover merupakan kejadian yang wajar dalam setiap perusahaan. Namun jika penggantian karyawan ini karena faktor produktifitas, maka dapat diantisipasi oleh perusahaan melalui penyiapan kader-kader untuk menggantikan. Jika penggantian karyawan tidak berkaitan dengan implementasi program kerja yang telah ditetapkan, maka hal ini akan sangat menyulitkan perusahaan. Pada penelitian ini ingin mengetahui karakteristik karyawan setrta mengetahui variabel yang berpengaruh terhadap Turnover Intention melalui analisis korespondensi. Setelah diperoleh variabel berpengaruh selanjutnya digunakan untuk mencari model regresi logistik ordinal. Dari model regresi logistik selanjutnya digunakan untuk mencari besarnya probabilitas Turnover Intention karyawan. Dimana Turnover Intention dipengaruhi oleh Job satisfaction of work, Social support, sedangkan untuk Job satisfaction dipengaruhi oleh Quality of supervisior, dan compensation. Hasil pengolahan diketahui bahwa variabel yang berpengaruh adalah Job satisfaction katagori puas dan Social support katagori puas. Probabilitas Turnover Intention level tinggi dan level rendah hampir sama yaitu sebesar 0.119 dan 0,118. Sebagian besar probabilitas Turnover Intention berada pada level sedang yaitu sebesar 0,763. Kondisi tersebut perlu mendapat perhatian dari perusahaan agar karyawan yang berada pada probabilitas Turnover Intention level sedang dapat beralih menjadi level rendah dengan cara meningkatkan kepuasan kerja dan dukungan sosial pada diri karyawannya.

Sign in / Sign up

Export Citation Format

Share Document