scholarly journals Analisis Pengaruh Kepuasan Kerja, Stres Kerja, dan Motivasi Kerja terhadap Turnover Intention Karyawan di PT Prodigi

2021 ◽  
Vol 5 (6) ◽  
pp. 637
Author(s):  
Angelina Suseno
Keyword(s):  
Job Satisfaction ◽  
Cross Section ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Work Motivation ◽  
Statistical Tests ◽  
Employee Turnover Intention ◽  
Dependent Variables ◽  
Research Types ◽  
Cross Section Method

The purpose of this study was to determine the effect of job satisfaction, job stress, and work motivation on the turnover intention at PT Prodigi, which is a challenge for companies in maintaining labor competition. This research is expected to be able to help determine the main factors causing employee turnover intention and overcome problems regarding turnover intention so that it can help companies reduce losses in terms of cost and time. The method in this study uses a cross-section method with quantitative research types and uses a questionnaire technique in collecting data. This study used 100 respondents. This study uses SPSS to perform statistical tests to get conclusions in knowing which dependent variables will affect the independent variables in the study. The result of the test that has been done is partial regression (t) which shows that the variables of work stress and work motivation have a positive and significant effect on turnover intention and job satisfaction has a negative and insignificant effect on turnover intention. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh kepuasan kerja, stres kerja, dan motivasi kerja terhadap turnover intention di PT Prodigi, yang menjadi suatu tantangan perusahaan dalam mempertahakan persaingan tenaga kerja. Penelitian ini diharapkan mampu membantu mengetahui faktor utama penyebab turnover intention karyawan dan mengatasi problematika mengenai turnover intention sehingga dapat membantu perusahaan mengurangi kerugian dari segi biaya maupun waktu. Metode pada penelitian ini menggunakan metode cross section dengan jenis penelitian kuantitatif dan menggunakan teknik kuesioner dalam mengumpulkan data. Pada penelitian ini menggunakan 100 responden. Penelitian ini menggunakan SPSS untuk melakukan uji statistik agar mendapatkan kesimpulan dalam mengetahui variabel dependen mana yang akan mempengaruhi variabel independen dalam penelitian. Hasil pengujian yang telah dilakukan adalah uji regresi parsial (t) menunjukkan bahwa variabel stres kerja dan motivasi kerja berpengaruh positif dan signifikan terhadap turnover intention dan kepuasan kerja berpengaruh negatif dan tidak signifikan terhadap turnover intention.

scholarly journals Analisis Pengaruh Career Growth, Compensation, Dan Job Satisfaction Sebagai Variabel Intervening Terhadap Turnover Intention Karyawan Di Pt. Imora Motor (Honda Jakarta Center)

2019 ◽  
Vol 2 (5) ◽  
Author(s):  
Wandhan Galuh Chalyana Dan Mukti Rahardjo
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Statistical Tests ◽  
Simple Random Sampling ◽  
Primary Data ◽  
Purposive Sampling ◽  
Independent Variables ◽  
Growth Compensation ◽  
Career Growth ◽  
Dependent Variables

Turnover intention is essentially a desire to move employees from one workplace to another. This is a company's challenge in maintaining labor competition. Human resources are believed to be the main factor determining the success of an organization. This study aims to determine the effect of Career Growth on Turnover Intention Employees, Compensation effect on Turnover Intention, And influence Job Satisfaction as variable intervening to TurnOver Employees in PT. Imora Motor (Honda Jakarta Center). This research is expected to be able to help find out the main factors causing employee turnover intention and overcome the problem of Turnover Intention so that it helps companies reduce losses both in terms of costs and time. This research uses quantitative research methodology simple random sampling. The method used in sampling is purposive sampling. Purposive sampling is a sampling method by formulating certain criteria using primary data sources. The number of samples in this research were 164 respondents. The variables used in this study used Dependent Variables, Intervening Variables and Independent Variables, then to get conclusions in the research that carried out statistical tests with the aim of finding out which dependent variables would influence the independent variables in the study. This study used SPSS version 23 to carry out statistical tests, Results of testing that has been done, partial regression test (t) shows that each is dependent the variables studied (career growth, compensation, and job satisfaction) have a significant influence on independence variable (Turnover Intention).

Examining work factors after Malaysia’s minimum wage implementation

2019 ◽  
Vol 31 (12) ◽  
pp. 4462-4481
Author(s):  
Nur Hidayah Che Ahmat ◽  
Susan Wohlsdorf Arendt ◽  
Daniel Wayne Russell
Keyword(s):  
Job Satisfaction ◽  
Minimum Wage ◽  
Work Engagement ◽  
Turnover Intention ◽  
Work Motivation ◽  
Employee Compensation ◽  
Content Type ◽  
Employee Turnover Intention ◽  
Compensation Satisfaction ◽  
The Relationship

Purpose This study aims to generate novel insights about minimum wage policy implementation through a joint assessment of the mediating roles of work motivation, work engagement and job satisfaction in predicting outcomes such as turnover intention and work engagement. Design/methodology/approach Data were collected from hotel employees in Malaysia using an electronic survey. A total of 239 responses were used in analyzing direct and indirect effects. Findings Results reveal that work motivation, work engagement and job satisfaction significantly mediated the relationship between employee compensation satisfaction and employee turnover intention. Work motivation was found to mediate the relationship between employee compensation satisfaction and employee work engagement. Additionally, work engagement and job satisfaction mediated the relationship between employee work motivation and employee turnover intention. Research limitations/implications Missing data are inevitable in survey research. Due to data missing for some of the demographic questions, the moderating effect of certain demographic characteristics (e.g. sex) could not be assessed. Practical implications Given recent minimum wage policy implementation in Malaysia, it is imperative that Malaysian hotel operators understand to what extent employee compensation satisfaction influences how employees perceived their jobs and to what extent work motivation, work engagement and job satisfaction mediate employee compensation satisfaction and employee turnover intention. Originality/value This study makes a significant contribution to the hospitality compensation research area, specifically regarding the impact of compensation on how employees perceived their jobs after minimum wage implementation.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

scholarly journals Pengaruh Kepemimpinan, Motivasi Kerja, dan Kepuasan Kerja Terhadap Kinerja Personil Polisi Bidokkes Polda Kalimantan Selatan

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Supriadi Noor ◽  
Titien Agustina
Keyword(s):  
Job Satisfaction ◽  
Multiple Regression ◽  
Work Motivation ◽  
Employee Performance ◽  
The South ◽  
Additional Information ◽  
Leadership Motivation ◽  
Analysis Technique ◽  
Dependent Variables ◽  
Independent Variable

The purpose of this study is to analyze the influence of motivational leadership and job satisfaction on the performance of South Kalimantan Police Biddokes personnel. The benefits obtained from this study are providing input or additional information that is meaningful to organizations, companies and further research on leadership, motivation, and job satisfaction with employee performance as a reference for further research.This research variable consists of indentpent variables and dependent variables. The independent variable consists of leadership, motivation and job satisfaction. Whereas the dependent variable consists of employee performance. The analysis technique used is multiple regression (multiple regression) with the help of SPSS 20.0 software.The results of the Leadership, Work Motivation, and Job Satisfaction research of the South Kalimantan Police of Biddokkes went well. Leadership, work motivation, and job satisfaction have a partial effect on the performance of the South Kalimantan Regional Police Biddokkes. Leadership, work motivation, and job satisfaction simultaneously influence the performance of the South Kalimantan Police Biddokkes. Leadership has a dominant effect on the performance of the South Kalimantan Regional Police Biddokkes compared to work motivation and job satisfaction.

scholarly journals PENGARUH STRES KERJA DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN PT. FASTRATA BUANA DENPASAR

2020 ◽  
Vol 9 (3) ◽  
pp. 1149
Author(s):  
Heslie Margaretta ◽  
I Gede Riana
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Sampling Method ◽  
Descriptive Analysis ◽  
Employee Turnover Intention ◽  
Analysis Technique ◽  
Employee Stress

The purpose of this study was to determine the effect of work stress and job satisfaction on turnover intention. The sample in this study were 86 employees who were determined using the saturation sampling method. The analysis technique used is descriptive analysis and Smart PLS. The results show that work stress has  positive significant effect on turnover intention. Job satisfaction has a negative and significant effect on turnover intention.  If job satisfaction is high then the employee job stress is certain to be getting lower and thus the employee's desire to leave the company is lower. Llow level of job satisfaction and high employee stress, so this also results in an increased level of turnover intention. Keywords : Job Stress, Job Satisfaction, Employee Turnover Intention    

scholarly journals The Moderating Effect of Job Satisfaction to Work Motivation and Employees’ Performance

2021 ◽  
Vol 2 (3) ◽  
pp. 550-560
Author(s):  
Abdul Majid ◽  
Mega Barokatul Fajri ◽  
Elvina Assadam ◽  
Devi Febrianti
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Research Approach ◽  
Company Performance ◽  
Descriptive Data ◽  
Or Organization

Work satisfaction and motivation have been believed to directly connect to employee performance. These two indicators are potential to either decrease or increase the level of performance, how many items an employee can meet in an accordance with company terms. Employee with well-satisfaction may be motivated to show up their maximum performance while working, which consequently increase company performance or organization after all. This study aims to analyze job satisfaction in moderating the effect of work motivation on employee performance. This research uses a quantitative research approach by means of a survey research. The population of this study were all employees of Hotel Paradise Batu, so that the sampling used total sampling technique. Descriptive data and moderated regression were used as data analysis. The results show that work motivation has an effect on employee performance, work motivation and satisfaction have a positive and significant effect on employee performance, and job satisfaction moderates the interaction of work motivation and employee performance

scholarly journals PENGARUH EFIKASI DIRI, MOTIVASI KERJA DENGAN DIMEDIASI KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PT. BANK BNI SYARIAH KANTOR CABANG PEKALONGAN

2020 ◽  
Vol 8 (2) ◽  
pp. 1-16
Author(s):  
Joko Wibowo ◽  
Taofik Hidajat
Keyword(s):  
Job Satisfaction ◽  
Direct Effect ◽  
Self Efficacy ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Job Satisfaction ◽  
Pls Analysis ◽  
Branch Office ◽  
Significant Direct Effect

The purpose of this study is to determine and analyze the Effect of Self-Efficacy, Work Motivation, and Mediated by Job Satisfaction on Employee Performance at PT. Bank BNI Syariah Pekalongan Branch Office. The method of this research uses quantitative research with SMART PLS analysis tools. In this study the entire population is also sample because the population are 57 employees, consisting of 34 male and 23 female employees. The results of this study indicate that:There is a positive and significant direct effect of self-efficacy on employee job satisfaction at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of work motivation on employee Job Satisfaction at PT Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of self-efficacy on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of work motivation on employee performance at PT. Bank BNI Syariah Bank Pekalongan Branch Office.There is a positive and significant direct effect of employee job satisfaction on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of job satisfaction is able to mediate self-efficacy on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of job satisfaction is able to mediate work motivation on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office

Sign in / Sign up

Export Citation Format

Share Document