scholarly journals Efek Mediasi Keterikatan Karyawan pada Pengaruh Keadilan Distributif dan Prosedural Terhadap Keinginan Berpindah

2020 ◽  
Vol 24 (3) ◽  
pp. 400
Author(s):  
Edalmen, Patricia Fiona Ngadiman
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Employee Engagement ◽  
Turnover Intention ◽  
Sample Selection ◽  
Negative Influence ◽  
Selection Method ◽  
Sampling Techniques ◽  
Negative Effect ◽  
Positive Effect

This study aims to determine the effect of distributive justice and procedural justice on turnover intention with employee engagement as a mediating variable at PT. XYZ The sample used was 83 respondents with a sample selection method using saturated sampling techniques. The study was conducted quantitatively and used a questionnaire to collect data. The results of this study concluded that distributive justice and procedural justice had a positive effect on employee engagement. Distributive justice has a negative effect on turnover intention, but the effect of procedural justice on turnover intention is not significant. Employee engagement acts as a partial mediation in distributive justice relations to turnover intention and acts as a full mediator on the influence of procedural justice on turnover intention. The next finding is that employee engagement has a negative influence on the desire to.

Employee Engagement Dan Stress Kerja Pengaruhnya Terhadap Kepuasan Kerja Dan Turnover Intention di Aman Villas Nusa Dua – Bali

2020 ◽  
Vol 2 (1) ◽  
pp. 60-79
Author(s):  
Wayan Arya Paramarta ◽  
Ni Putu Kurnia Darmayanti
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Stress ◽  
Turnover Intention ◽  
Secondary Data ◽  
Qualitative And Quantitative ◽  
Library Research ◽  
Analysis Technique ◽  
Negative Effect ◽  
Positive Effect

The aims of this study was to explain the effect of employee engagement and work stress on job satisfaction and turnover intention at Aman Villas Nusa Dua-Bali. The type of data used in this study is qualitative and quantitative data, with data sources namely primary and secondary data. Data collection method is interview, distributing questionnaires to respondents and library research, while the data analysis technique used Smart PLS 3.2.8. The results of this study showed that employee engagement had a positive effect and significant on job satisfaction, work stress had a negative effect but not significant on job satisfaction, employee engagement had a negative effect and significant on turnover intention, work stress had a positive effect and significant on turnover intention, job satisfaction had a negative effect but not significant on turnover intention, employee engagement had a positive effect but not significant on turnover intention trough job satisfaction, work stress had a positive effect but not significant on turnover intention trough job satisfaction at Aman Villas Nusa Dua-Bali.

scholarly journals Pengaruh Kepuasan Pelatihan, dan Keterlibatan Kerja Terhadap Niat Berpindah Karyawan (Studi Kasus : PT. XYZ Perusahaan Jasa Konstruksi Swasta)

2020 ◽  
Vol 4 (3) ◽  
pp. 23
Author(s):  
Yonathan Fernando Daiva ◽  
Mukti Rahardjo
Keyword(s):  
Human Resources ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Sampling Method ◽  
Negative Influence ◽  
Construction Company ◽  
Work Involvement ◽  
Training Satisfaction ◽  
Negative Effect ◽  
Positive Effect

Human resources are an important role in the company's success in achieving its goals. without human resources, the company's goals will certainly not be achieved. employee turnover problems that will certainly be faced by every company. if the number of employee turnovers is high, of course this should be concern to the company so as not to hinder the achievement of company goals.The purpose of this study was to determine the effect of training satisfaction, work involvement and turnover intention at PT. XYZ Private Construction Company. This research was conducted to employees at PT. XYZ. The sampling method uses Purposive Sampling. Data collection was carried out by distributing questionnaires to 59 respondents. And this type of research is quantitative and uses analytical methods with the SmartPLS 3.0 program.The results showed that training satisfaction did not have a negative effect on turnover intention. Training satisfaction has a positive effect on work involvement. Work involvement has a negative influence on turnover intention. and there is a negative influence on job involvement mediating between training satisfaction and turnover intention.

scholarly journals PENGARUH PERCEIVED ORGANIZATIONAL OF SUPPORT, LEADER-MEMBER EXCHANGE, DAN STRES KERJA TERHADAP TURNOVER INTENTION KARYAWAN GENERASI Y DENGAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL INTERVENING (Studi Kasus Pada Karyawan PT BPR Restu Artha Makmur)

2017 ◽  
Vol 10 (1) ◽  
pp. 63
Author(s):  
Franes Pradusuara ◽  
Indarto Indarto ◽  
Djoko Santoso
Keyword(s):  
Employee Engagement ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Sampling Method ◽  
Leader Member Exchange ◽  
Analysis Technique ◽  
Member Exchange ◽  
Negative Effect ◽  
Positive Effect

<p>Penelitian ini bertujuan: (1) Untuk menganalisis pengaruh <em>perceived organizational of support, leader-member exchange,</em> dan stres kerja terhadap  e<em>mployee  engagement  </em>dan<em> turnover intention</em>; (2) Untuk Menganalisis pengaruh <em>perceived organizational of support, leader-member exchange,</em> dan stres kerja terhadap <em>Turnover Intention</em>  dengan dimediasi oleh e<em>mployee  engagement.</em></p><p>Penelitian ini merupakan penelitian eksplanatori dengan metode pengambilan sampel secara sensus terhadap 60 karyawan generasi Y di PT BPR Restu Artha Makmur Kota Semarang. Teknik pengumpulan data menggunakan kuesioner  yang menggunakan skala likert 5 poin.  Teknik analisis yang digunakan adalah regresi linear berganda.</p><p>Hasil penelitian menunjukkan bahwa: (1) <em>perceived organizational of support</em> berpengaruh positif-signifikan terhadap <em>employee  engagement  </em>dan negatif-signifikan terhadap <em>turnover intention; (2) leader-member exchange </em>berpengaruh positif-signifikan terhadap e<em>mployee  engagement  </em>dan negatif-signifikan terhadap <em>turnover intention</em>; (3) stres kerja berpengaruh negatif-signifikan terhadap <em>employee  engagement  </em>dan positif-signifikan terhadap <em>turnover intention; </em>(4)<em> employee  engagement </em>berpengaruh negatif-signifikan terhadap <em>turnover intention; </em>(5) <em>employee engagement</em> efektif dalam memediasi variabel <em>perceived organizational of  support, leader-member exchange,</em> dan stres kerja terhadap <em>turnover intention</em><em> (R = 0,</em>71; Sign = 0.00).</p><p>   <em>This study aims: (1) To analyze the effect of perceived organizational of support, leader-member exchange, and job stress on employee engagement and turnover intention; (2) To analyze the influence of perceived organizational of support, leader-member exchange, and work stress on Turnover Intention with mediating employee engagement.</em></p><p><em>This research is explanatory research with census sampling method to 60 Y generation employees at PT BPR Restu Artha Makmur Semarang City. Technique of collecting data using questionnaires using Likert scale 5 points. The analysis technique used is multiple linear regression.</em></p><p><em>The results showed that: (1) perceived organizational of support positively-significant to employee engagement and negative-significant to turnover intention; (2) leader-member exchange has a significant positive effect on employee engagement and significant negatives to turnover intention; (3) Job Stress has significant effect on employee engagement and positive-significant to turnover intention; (4) employee engagement has a significant negative effect on turnover intention; (5) effective employee engagement in mediating perceived organizational of support, leader-member exchange, and work stress on turnover intention (R = 0.71; Sign = 0.00).</em></p>

scholarly journals Pengaruh Kepuasan Kerja, Stres Kerja, Dan Lingkungan Kerja Terhadap Niat Untuk Berpindah

2020 ◽  
Vol 2 (2) ◽  
pp. 299
Author(s):  
Therecia Prisillya ◽  
Joyce Angelique Turangan
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Job Stress ◽  
Turnover Intention ◽  
Sample Selection ◽  
Purposive Sampling ◽  
Negative Effect ◽  
Positive Effect

The purposes of this paper is to determine the effect of job satisfaction, job stress, and job environment to turnover intention. Data collection is done by distributing the online questionnaires with sample selection using purposive sampling. Subject of this paper is employee that work in Jakarta. The result of this paper is job satisfaction has negative effect to turnover intention, job stress has positive effect to turnover intention, and there is no effect of job environment to turnover intention. Tujuan dari penelitian ini yaitu untuk mengetahui pengaruh dari kepuasan kerja, stres kerja dan lingkungan kerja terhadap niat untuk berpindah. Pengumpulan data dilakukan dengan menyebarkan kuesioner secara online dengan pemilihan sampel menggunakan purposive sampling.Subjek dari penelitian ini adalah karyawan yang bekerja di Jakarta dengan posisi pekerjaan sebagai karyawan / staff. Hasil dari penelitian ini yaitu kepuasan kerja berpengaruh negatif terhadap niat untuk berpindah, stress kerja berpengaruh positif terhadap niat untuk berpindah, dan tidak terdapat pengaruh antara lingkungan kerja dengan niat untuk berpindah.

scholarly journals Pengaruh Keadilan Organisasional terhadap Employee Engagement Dimoderasi Etika Kerja Islam

Telaah Bisnis ◽  
2021 ◽  
Vol 21 (1) ◽  
pp. 1
Author(s):  
Novia Hariani ◽  
Muafi Muafi
Keyword(s):  
Business Ethics ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Employee Engagement ◽  
Interactional Justice ◽  
Significant Positive Effect ◽  
Work Ethics ◽  
And Performance ◽  
The Relationship ◽  
Positive Effect

Justice is an important factor in improving employee performance. In its application, companies must apply good business ethics so that the relationship between justice and performance can increase. Several previous studies have discussed the relationship between fairness and performance, but still few have linked it to business ethics, especially Islamic business ethics. This study aims to determine This study aims to determine the effect of organizational justice on employee engagement moderated by Islamic work ethics at Ratu Samban University (UNRAS), Bengkulu. The sampling technique used in this study is the census method, which is taking the entire population as a sample of the study. Based on the number of population then the sample in this study amounted to 80 respondents. The research variables consist of independent variables namely distributive justice, procedural justice and interactional justice, the dependent variable is the Employee Engagement, and the moderation variable is the work ethic of Islam. Data analysis in this study using hirearki regression analysis. The results of this study prove that Distributive Justice has a significant positive effect on Employee Engagement, Procedural Justice has a significant positive effect on Employee Engagement, Interactional Justice has a significant positive effect on Employee Engagement, Islamic Work Ethics moderate the effect of Distributive Justice on Employee Engagement, Islamic Work Ethics moderate the effect of Procedural Justice on Employee Engagement and Islamic Work Ethics  moderate the influence of Interactional Justice on Employee Engagement.

Pengaruh Persepsi Keadilan terhadapKinerja Distributor PT X dengan Ketergantungan sebagai Variabel Moderating

2020 ◽  
Vol 22 (2) ◽  
pp. 268-285
Author(s):  
Icuk Hertanto ◽  
Ade Witoyo
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Total Population ◽  
Interactional Justice ◽  
Market Control ◽  
Eastern Indonesia ◽  
Positive Effect

Abstract: PT. X companies engaged in the national cement productionsector which are the market leaders in Indonesia which control the islandsof Java, Bali, Kalimantan and parts of Eastern Indonesia. The result of thisproduct tends to be a commodity product. So, to maintain market control isto maintain the level of availability of cement products. With suchchallenges, PT. X must maintain good relations with its distribution network.One important factor in maintaining good relations between suppliers andbuyers is the Perception of Organizational Justice that exists in both. Thepurpose of this study was to analyze the effect of perceptions oforganizational justice on the performance of the distributors of PT. X withdependence as moderating variable. This research is a quantitative studywith a total population of all distributors of PT. X. This study concludes thatorganizational justice has a positive effect on distributor performance, andthis influence is not moderated by dependency.Keywords: distributor performance, procedural justice, distributive justice,interactional justice, organizational justice, dependency.

scholarly journals The Effect of Distributive Justice, Procedural Justice of Compensation and Emotional Intelligence on Affective Commitments

2020 ◽  
Vol 6 (1) ◽  
Author(s):  
Nur Rizqi Febriandika
Keyword(s):  
Emotional Intelligence ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Structural Equation ◽  
Quantitative Methods ◽  
Affective Commitment ◽  
Equation Modeling ◽  
Significant Positive Effect ◽  
Managerial Employees ◽  
Positive Effect

This research determines the distributive justice of compensation, procedural justice of compensation and emotional intelligence on affective commitment. The populations of this study are 115 non-managerial employees of three BMT in Yogyakarta. This study uses quantitative methods and SEM (Structural Equation Modeling) is used to analyze the data collection which is operationalized by the AMOS 21 application program. The results of this study indicate that distributive justice and emotional intelligence have a significant positive effect on affective commitment while procedural justice compensation has no effect on affective commitment.

scholarly journals PENGARUH KOMPENSASI DAN KEPUASAN KERJA TERHADAP KEINGINAN UNTUK PINDAH DARI PERUSAHAAN (Studi Kasus pada Dealer di Bandarlampung)

2021 ◽  
Vol 26 (2) ◽  
pp. 46-54
Author(s):  
Tika Zelin Fitriyana ◽  
Fajar Gustiawaty Dewi ◽  
Pigo Nauli
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Sampling Method ◽  
Turnover Intentions ◽  
Sample Selection ◽  
Sampling Technique ◽  
Significant Positive Effect ◽  
Financial Compensation ◽  
Purposive Sampling ◽  
Positive Effect

Turnover can also be defined as the movement of workers out of the organization. Turnover refers to the final reality faced by an organization in the form of the number of employees who leave the organization in a certain period, while the desire of employees to move (turnover intentions) refers to the results of individual evaluations regarding the continuation of relationships with the organization that have not been manifested in definite actions to leave the organization. This study aims to determine the effect of Financial Compensation on Turnover Intention, Knowing the effect of Non-Financial Compensation on Turnover Intention and Knowing the effect of Job Satisfaction on Turnover Intention. In this study, sample selection was carried out using purposive sampling method. The purposive sampling method is a sampling technique with certain considerations. The sample in the study was selected using purposive sampling and obtained 65 samples. Based on the research results, financial compensation has no significant positive effect on the dependent variable, namely Turnover intention (Y), non-financial compensation has no effect on the dependent variable, namely Turnover intention (Y) and Job Satisfaction has no effect on the dependent variable, namely Turnover intention.

scholarly journals Pengaruh Love of Money, Equity Sensitivity, dan Machiavellian Pada Persepsi Etis Mahasiswa Akuntansi

2019 ◽  
Vol 28 (2) ◽  
pp. 1522
Author(s):  
Ni Luh Putu Widia Ananda Sari ◽  
A.A.G.P Widanaputra
Keyword(s):  
Equity Sensitivity ◽  
Accounting Students ◽  
Sampling Techniques ◽  
Ethical Perception ◽  
Ethical Perceptions ◽  
Probability Sampling ◽  
Love Of Money ◽  
The Love Of Money ◽  
Negative Effect ◽  
Positive Effect

This study aims to examine the effect of love of money, equity sensitivity, and Machiavellian as individual aspects that influence ethical perception. This research was conducted at Faculty of Economics and Business, Udayana University. The sample in this study is the 2015 accounting non regular program students. The number of samples used is 65 respondents with non probability sampling techniques. The results of the study found that love of money negatively affected the ethical perceptions of accounting students. This means that the higher the love of money, the lower the ethical perception of accounting students. Equity sensitivity has a positive effect on the ethical perceptions of accounting students. This means that the higher the equity sensitivity, the higher the ethical perception of accounting students. Machiavellian has a negative effect on the ethical perceptions of accounting students. This means that the higher Machiavellian, the lower the ethical perception of accounting students. Keywords: Love of money, equity sensitivity, machiavellian, ethical perception.

scholarly journals PERAN STRES KERJA DALAM MEMEDIASI PENGARUH BEBAN KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN

2019 ◽  
Vol 8 (12) ◽  
pp. 7370
Author(s):  
Ni Made Sapta Resita Putri ◽  
Agoes Ganesha Rahyuda
Keyword(s):  
Work Environment ◽  
Work Stress ◽  
Sampling Method ◽  
Employee Performance ◽  
Poor Performance ◽  
Negative Influence ◽  
Organizational Goals ◽  
Negative Effect ◽  
Positive Effect

Organizational goals can be achieved with the company's HR performance. Poor performance will have an impact on the company's image and certainly slow down the process in achieving organizational goals. This study was conducted to determine the effect of workload and work environment on employee performance and the role of work stress as mediating variables. This study took 42 employees as respondents using a questionnaire, with a saturated sampling method. Path analysis was used. The results of the study indicate that workload has a negative effect on employee performance. Work environment has a positive effect on employee performance. Job stress has a negative influence on employee performance. This study also found that work stress mediates the effect of workload and work environment on employee performance. Based on the results of this study, it is expected that further research is able to examine the performance of employees with respondents and more complex research locations. The results of this study are also expected to be used as a reference and consideration for companies in decision making related to employee performance. Keywords: employee performance , workload, work environment ,  work stress  

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