scholarly journals Mengapa Auditor Berpindah Kantor Akuntan Publik ?

2015 ◽  
Vol 1 (2) ◽  
pp. 90
Author(s):  
Ary Susanti ◽  
Sutrisno ◽  
Rosidi
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Positive Influence ◽  
Survey Method ◽  
Direct Influence ◽  
Analysis Method ◽  
Indirect Influence ◽  
Salary Satisfaction

<p><em></em><em>This study aimed to examine the effect on salary satisfaction, affective commitment to the turnover intention, mediated by job satisfaction. By distributing questionnaires, survey method used to obtain data. Data analysis method used was path analysis. The result shows that there is a direct and indirect influence between salary satisfaction, affective commitment and job satisfaction on turnover intention. The direct and positive influence is found in the influence of salary satisfaction?? on job?? satisfaction, the influence of affective commitment on job?? satisfaction, the influence of salary satisfaction?? on turnover intention, and the influence of affective commitment on turnover intention, except for the direct influence of job satisfaction on turnover intention which is negative. The indirect influence is evident in the influence of salary satisfaction and affective commitment on turnover intention mediated by job satisfaction. This research has proved that there is positive influence of the mediating variable, which is job satisfaction, on the influence of salary satisfaction and affective commitment on turnover intention.</em></p>

scholarly journals FAKTOR YANG MEMPENGARUHI TURNOVER INTENTION PRAMUNIAGA

2019 ◽  
Vol 16 (2) ◽  
pp. 158-167
Author(s):  
Ignatius Soni kurniawan ◽  
Husni Tamrin
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Linear Regression ◽  
Work Stress ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Significant Positive Effect ◽  
Analysis Method ◽  
Regression Test ◽  
Positive Effect

The purpose of the research is to test the effect of job satisfaction, affective commitment, and work stress on turnover intention. Samples taken were 95 respondents using the Slovin method. Data analysis method using multiple linear regression test. This study found that job satisfaction had no effect on turnover intention, affective commitment had no effect on turnover intention, and work stress has a significant positive effect on turnover intention.

scholarly journals PENGARUH PENDELEGASIAN DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS PEGAWAI STIKES BINA PUTERA BANJAR, JAWA BARAT

2015 ◽  
Vol 6 (2) ◽  
pp. 1187-1196
Author(s):  
Nelma Ariestien Sahureka
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Positive Influence ◽  
Survey Method ◽  
West Java

The objective of this research is to understand comprehensively the effect of delegation and job satisfaction toward productivity of the employee in the STIkes Bina Putera Banjar, West Java.  The research used a survey method with path analysis applied in testing hyphotesis. It was conducted to 105 employees as the respondents which were selected in a simple random way.  The data analysis and interpretation reveals that (1) delegation has direct positive influence toward productivity, (2) job satisfaction has direct positive influence toward productivity, (3) delegation has direct positive influence toward job satisfaction.

scholarly journals PENGARUH PENDELEGASIAN DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS PEGAWAI STIKES BINA PUTERA BANJAR, JAWA BARAT

2015 ◽  
Vol 6 (2) ◽  
pp. 1187
Author(s):  
Nelma Ariestien Sahureka
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Positive Influence ◽  
Survey Method ◽  
West Java

The objective of this research is to understand comprehensively the effect of delegation and job satisfaction toward productivity of the employee in the STIkes Bina Putera Banjar, West Java.  The research used a survey method with path analysis applied in testing hyphotesis. It was conducted to 105 employees as the respondents which were selected in a simple random way.  The data analysis and interpretation reveals that (1) delegation has direct positive influence toward productivity, (2) job satisfaction has direct positive influence toward productivity, (3) delegation has direct positive influence toward job satisfaction.

PENGARUH DISIPLIN DAN STRES KERJA TERHADAP KINERJA PEGAWAI MELALUI MOTIVASI DAN KEPUASAN KERJA DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KABUPATEN KARANGANYAR

EXCELLENT ◽  
2018 ◽  
Vol 5 (1) ◽  
pp. 54-65
Author(s):  
Tweyrianti Nuzulita Sab'atun
Keyword(s):  
Job Satisfaction ◽  
Human Resource Development ◽  
Job Stress ◽  
Work Stress ◽  
Good Governance ◽  
Survey Method ◽  
Direct Influence ◽  
F Test ◽  
Insignificant Effect ◽  
Indirect Influence

Government agencies are required to realize good governance as the agenda of Bureaucratic Reform. In realizing good governance, it is necessary to improve performance. The purpose of this study is to examine the effect of discipline and job stress on employee performance through motivation and job satisfaction. Sampling method using survey method with respondents as much as 56 employees in Board of Human Resource Development District of Karanganyar. The data used is primary data with data collection method through questionnaire. Methods of data analysis were tested by validity test, reliability test, t test, F test, R square test and path analysis test. The result of the research proves that: discipline have negative and not significant effect to motivation, work stress have positive and significant effect to motivation, discipline have positive and significant effect to job satisfaction, work stress negatively and insignificant to job satisfaction, discipline has negative and insignificant effect to Performance, work stress have positive and insignificant effect to performance, motivation have negative and not significant to performance, job satisfaction have positive and not significant to performance. The direct influence of discipline on performance is less than indirect influence through motivational variables. The direct influence of discipline on performance is less than indirect influence through job satisfaction variables. The direct influence of job stress on performance is greater than indirect influence through motivation variables. The direct influence of job stress on performance is greater than indirect influence through job satisfaction variable. The result of F test shows that together the independent variable of discipline, work stress, work motivation, and job satisfaction have positive and significant influence to performance. The result of R2 test shows that the performance is explained by the discipline variable, job stress, motivation and job satisfaction of 31.2% and the rest 69.8% explained other variables.Keywords         : Discipline, Job Stress, Motivation, Job Satisfaction, Performance

scholarly journals PENGARUH KOMPENSASI DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION PADA PIZZA HUT PALU

2020 ◽  
Vol 5 (3) ◽  
pp. 311-319
Author(s):  
Rahmat Rahmat ◽  
Bakri Hasanuddin ◽  
Andi Indriani Ibrahim
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Sample Size ◽  
Significant Relationship ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Entire Population ◽  
Analysis Method ◽  
Employee Turnover Intention ◽  
Pizza Hut

The Purpose of this study was to analyze and determine the effect of compensation and job satification variables toward the employee turnover intention on Pizza Hut Palu. Sample size used in this study were 53 respondents, the entire population used as respondents (census). The data analysis method used was multiple inearregression used for windows relation 25.0. The results of this study indicate that the compensation and job satisfaction variables of Pizza Hut Palu employee turnover demands, the compensation variable partially has a significant relationship to the Pizza Hut Palu employee turnover intention variable and the job satisfaction variable is significantly significant to the Pizza Hut Palu employee turnover intention. Tujuan dari penelitian ini adalah untuk menganalisis dan menentukan pengaruh variabel kompensasi dan kepuasan kerja terhadap intensi turnover karyawan pada Pizza Hut Palu. Ukuran sampel yang digunakan dalam penelitian ini adalah 53 responden, seluruh populasi dijadikan responden (sensus). Metode analisis data yang digunakan adalah regresi berganda yang digunakan untuk hubungan Windows 25.0. Hasil dari penelitian ini menunjukkan bahwa variabel kompensasi dan kepuasan kerja secara serempak berpengaruh terhadap turnover intention karyawan Pizza Hut Palu, variabel kompensasi secara parsial memiliki pengaruh yang signifikan terhadap variabel turnover intention karyawan Pizza Hut Palu dan variabel kepuasan kerja secara parsial berpengaruh signifikan terhadap turnover intention karyawan Pizza Hut Palu.

scholarly journals THE INFLUENCE OF SPEED, AGILITY, COORDINATION OF FOOT, BALANCE AND MOTIVATION ON SKILL OF PLAYING FOOTBALL

2018 ◽  
Vol 4 (1) ◽  
pp. 19-34
Author(s):  
Ahmad Adil ◽  
James Tangkudung ◽  
Achmad Sofyan Hanif
Keyword(s):  
Data Analysis ◽  
Path Analysis ◽  
Public University ◽  
Positive Influence ◽  
Survey Method ◽  
Significance Level ◽  
Sport Science ◽  
Indirect Influence ◽  
Analysis Technique ◽  
Program Version

This research uses survey method to see the influence between variables. Technique of data analysis using path analysis (path analysis). Path analysis technique is used to test the direct and indirect influence on speed, agility, coordination, balance and motivation to the playing skill of soccer student of Faculty of Sport Science Makassar public university. Technique of path analysis with SPSS program version 20.00 at significance level α = 0.05. The results of this study are as follows: (1) There is a positive influence of 0.612 between the speed of soccer playing skills and contributing 37.4% (2) There is a positive influence of 0.687 between agility to the skills of playing football and contribute 47.1% (3) There is a positive influence of 0.862 between eye-foot coordination of soccer playing skills and contributes 74.3% (4) There is a positive influence of 0.636 between the balance of soccer playing skills and contributes 40.4% (5) positive is 0.816 between motivation to soccer playing skill and contribute 66,6% (6) There is positive influence equal to 0,531 between speed to motivation and contribute equal to 28,2% (7) There is positive influence equal to 0,621 between agility to motivation and contribute equal to 38.6% (8) There is a positive influence of 0.743 anta (9) There is a positive influence of 0,564 between the balance of motivation and contribution of 31.8% (10) There is a positive influence of 0.824 between the speed of the skills of playing football through motivation and contributing 66.8% (11) There is a positive influence of 0.879 between agility of soccer playing skills through motivation and contributing 67.3% (12) There is a positive influence of 1.344 between foot-toe coordination of soccer playing skills through motivation and contributing 67 , 2% (13) There is a positive influence of 0.878 between the balance of soccer playing skills through motivation and contribute 67.0%.   Keywords: Speed, agility, coordination, balance, motivation and the skills of playing football.

Psychological contract, job satisfaction, commitment, and turnover intention: Exploring the moderating role of psychological contract breach in National Collegiate Athletic Association coaches

2019 ◽  
Vol 14 (3) ◽  
pp. 273-284 ◽  
Author(s):  
Gonzalo A Bravo ◽  
Doyeon Won ◽  
Weisheng Chiu
Keyword(s):  
Job Satisfaction ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Affective Commitment ◽  
National Collegiate Athletic Association ◽  
Positive Influence ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Moderating Role

This study examined the relationship between psychological contract and three work attitudes, job satisfaction, affective commitment, and turnover intention in a sample of National Collegiate Athletic Association coaches. This study also explored the moderating role of the psychological contract by examining coaches' perceptions of the intentional and unintentional breach. A total of 383 coaches responded to the survey that included items in the transactional and relational psychological contract, job satisfaction, affective commitment, and turnover intention. In addition, the sample was split into two groups, intentional breach and unintentional breach based on their responses to a single question regarding the perceived breach status. Results revealed that the transactional contract had a positive influence on job satisfaction and a negative influence on affective commitment. On the other hand, the relational contract had positive influences on both job satisfaction and affective commitment. Job satisfaction had a positive influence on affective commitment, which negatively led to turnover intention, while affective commitment had no significant influence on turnover intention. A multi-group analysis was conducted to test whether the psychological contract breach moderated the paths in the hypothesized model. The paths from transactional contract to satisfaction and commitment as well as from satisfaction to turnover intention were moderated by the psychological contract breach. The transactional contract–job satisfaction relationship was meaningful for the unintentional breach group, while the transactional contract–affective commitment relationship was stronger with the intentional breach group. The job satisfaction–turnover intention relationship was stronger with the intentional breach group than with the unintentional breach group.

scholarly journals PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL INTERVENING

2019 ◽  
Vol 5 (2) ◽  
pp. 50-60
Author(s):  
Aulia Nur Fadiyanti ◽  
Fitri Lukiastuti ◽  
Pandji Anoraga
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Sampling Technique ◽  
Positive Influence ◽  
T Test ◽  
Regression Test ◽  
Simple Regression ◽  
Data Analysis Methods

This study aims to examine and analyze whether there is influence of job satisfaction on turnover intention of employees with organizational commitment as an intervening variable. Objects that are examined in this study is KJKS BMT Bina Ummat Sejahtera Cabang Tegal. The sample in this study were all employees KJKS BMT Bina Ummat Sejahtera Cabang Tegal totaling 49 employees that serve as the respondent. The sampling technique in this research is census and data analysis methods used in this research is simple regression test and test indirect effect mediation using bootstrapping (SPSS Macro). The results showed that organizational commitment negatively affect turnover intention with the t test value is -4.794 and the signification is 0.000, job satisfaction has positive influence on organizational commitment with the t test value is 2.587 and the signification is 0.013, and job satisfaction effect on turnover intention through organizational commitment with the t test value is 2.993.

scholarly journals PENGARUH JOB INSECURITY, KEPUASAN KERJA, DAN STRES KERJA TERHADAP TURNOVER INTENTION PADA PT BPR ARTHA PRIMA PERKASA PULAU BATAM

2019 ◽  
Vol 11 (1) ◽  
pp. 70-77
Author(s):  
Regina Desvarani ◽  
Sastra Tamami
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Job Stress ◽  
Turnover Intention ◽  
Quantitative Method ◽  
Job Insecurity ◽  
Sampling Techniques ◽  
Analysis Method ◽  
Test Calculation ◽  
F Test

The purpose of this study was to determine the effect of Job Insecurity, Job Satisfaction, JobStress on Turnover Intention at PT BPR Artha Prima Perkasa. This study used a quantitative method bydistributing questionnaires to 32 employees who work at PT BPR Artha Prima Perkasa. Samples weretaken by saturated sampling techniques. The data analysis method used is quantitative analysis,namely reliability test and validity test, classic assumption test, T test and F test, coefficient ofdetermination and multiple linear regression analysis.Based on the results of data analysis, it shows that: Job Insecurity variable has a significanteffect on Turnover Intention with T sig value of 0,000 <0,05, job satisfaction variable shows no effect onTurnover Intention with T sig value of 0,624 <0,05 and Job stress has a significant effect on TurnoverIntention with a T sig value of 0,000 <0,05. Based on the F test calculation, together with Job Insecurity,Job Satisfaction, Job Stress has a significant effect on Turnover Intention with F sig 0,000 <0,05.

PENGARUH TRUST, PRICE DAN SERVICE QUALITY TERHADAP INTENTION TO PURCHASE PELANGGAN BHINNEKA.COM

2017 ◽  
Vol 2 (3) ◽  
pp. 391-400
Author(s):  
Rianto Nurcahyo ◽  
Dennis Andry ◽  
Kevin Kevin
Keyword(s):  
Regression Analysis ◽  
Data Analysis ◽  
Service Quality ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Positive Influence ◽  
Quantitative Approach ◽  
Analysis Method ◽  
Intention To Purchase ◽  
Trust Intention

The purpose of this study is to identify and understand the factors that can influence the intention to purchase through trust, price, and service quality on consumers Bhinneka.com. This research uses quantitative approach by distributing questionnaires to 100 respondents Bhinneka.com. Data analysis method used in this research is simple and multiple regression analysis. The result shows that the three variables used have a positive influence on intention to purchase variable. The most dominant variables in explaining the variation of intention to purchase are service quality variable of 35.5%, the price of 17.2%, and trust of 24.6%. Keywords: service quality, price, trust, intention to purchase

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