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 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 PERAN STRES KERJA DAN KEPUASAN KERJA UNTUK MENGURANGI TURNOVER INTENTION

2014 ◽  
Vol 5 (2) ◽  
Author(s):  
Syarifah Nazenin ◽  
Palupiningdyah Palupiningdyah
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Random Sampling ◽  
Sampling Technique ◽  
Employee Turnover Intention ◽  
Negative Effect ◽  
Managerial Level ◽  
Positive Effect

<p>Tujuan penelitian ini untuk menguji pengaruh variabel stres kerja dan kepuasan kerja pada turnover intention karyawan tetap bagian produksi. Sampel penelitian ini adalah 86 responden, menggunakan metode Slovin dengan teknik probability sampling dengan jenis proportionate random sampling. Berdasarkan hasil penelitian, menunjukkan bahwa stres kerja berpengaruh positif signifikan pada turnover intention. Kemudian, kepuasan kerja berpengaruh negatif signifikan. Penelitian ini menyimpulkan, bahwa stres kerja berpengaruh positif dan signifikan pada turnover intention karyawan dan kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention karyawan. Implikasi manajerial yang bisa dilakukan adalah dengan pengurangan tingkat stres karyawan dan membuat program untuk tujuan menekan turnover intention, seperti kesempatan promosi dan meningkatkan reward karyawan.</p><p> </p><p>The purpose of this study conducted to examine the effect of work stress and job satisfaction on turnover intention of employee in production department. The sample was 86 respondent, using Slovin method with proportionate random sampling technique. The result showed that job stress has a positive effect on turnover intention while job satisfaction has a negative effect on turnover intention. This study conclude that job stress has positive and significant impact on employee turnover intention and job satisfaction significantly and negatively related to turnover intention of employees. Therefore, it is recommended to managerial level people to reduce stress levels in employees and to create a program for pressing turnover intention, such as promotional opportunities and improve employee rewards.</p>

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 ANALYSIS OF THE IMPACT OF LEADERSHIP STYLE AND JOB SATISFACTION ON TURNOVER INTENTION THROUGH JOB STRESS AT CUSTOMER SERVICE (FRONTLINE) PT TIKI JALUR NUGRAHA EKAKURIR (JNE)

2019 ◽  
Vol 17 (1) ◽  
pp. 33
Author(s):  
Sri Mulyani ◽  
Hendra Gunawan
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Customer Service ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Model ◽  
Primary Data ◽  
Negative Effect ◽  
The Impact

<p>The problem of this research was Turnover intention is a factor of discomfort experienced agent in a company. Turnover intention needs to get serious attention to the organization especially to leadership or manager so can applying force leadership proper and improve job satisfaction to reduce job stress in the company.<br />The purpose of this research was the effect of leadership style and job satisfaction toward Turnover intention throught job stress at customer service (frontline) PT Tiki Jalur Nugraha Ekakurir (JNE), Tomang Jakarta.<br />The methodology of this research was testing hypothesis. The data used were primary data collected from questionaire. The samples consisted of 164customer service (frontline)PT Tiki Jalur Nugraha Ekakurir (JNE), which were determined through purposive sampling method. The data were analyzed through Structural Equation Model (SEM) of AMOS version 23.0for Windows.<br />The results of the study showed that there have been negative effect and significant between leadership style and job satisfaction toward Turnover intention throught job stress. The role of job stress very dominant as a mediator the influence of leadership style and job satisfaction toward Turnover intention.<br />Implication of this research is expected to managers can increase the determinants job stress itself for example by raising job satisfaction (salary, reward, job promotion) and applying force leadership proper and able to adjust with all the work situation.</p>

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.

scholarly journals THE EFFECT OF JOB STRESS, JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ON PERFORMANCE

2020 ◽  
Vol 7 (1) ◽  
Author(s):  
Yanner Yanner ◽  
Innocentius Bernarto ◽  
Dewi Wuisan
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
Least Squares ◽  
Partial Least Squares ◽  
Job Stress ◽  
Structural Equation ◽  
Equation Modeling ◽  
Negative Effect ◽  
Positive Effect

Abstract. This study aims to examine the negative effect of job stress on organizational commitment; positive effect of job satisfaction on organizational commitment; negative effect of job stress on performance; positive effect of job satisfaction on performance; positive effect of organizational commitment on performance. The target population were all 45 JBP High School teachers. The sampling technique used was saturated or census samples. The data was collected through a questionnaire and analyzed using Partial Least Squares - Structural Equation Modeling (PLS-SEM) approach using SmartPLS program. The results showed that the job stress negatively affected organizational commitment and performance. In addition, the organizational commitment and job satisfaction had a positive effect on performance.Keywords:  Job Stress, Job Satisfaction, Organizational Commitment,  Performance Abstrak. Penelitian ini bertujuan untuk menguji efek negatif dari stres kerja pada komitmen organisasi; pengaruh positif kepuasan kerja terhadap komitmen organisasi; efek negatif dari stres kerja pada kinerja; efek positif kepuasan kerja terhadap kinerja; efek positif dari komitmen organisasi terhadap kinerja. Populasi target adalah semua 45 guru SMA JBP. Teknik pengambilan sampel yang digunakan adalah sampel jenuh atau sensus. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan pendekatan Partial Least Squares - Structural Equation Modeling (PLS-SEM) menggunakan program SmartPLS. Hasil penelitian menunjukkan bahwa stres kerja berpengaruh negatif terhadap komitmen dan kinerja organisasi. Selain itu, komitmen organisasi dan kepuasan kerja berpengaruh positif terhadap kinerja.Kata Kunci:   Stres Kerja, Kepuasan Kerja, Komitmen Organisasi, Performa 

scholarly journals PENGARUH WORK FAMILY CONFLICT TERHADAP STRES KERJA DAN KEPUASAN KERJA

2018 ◽  
pp. 1895 ◽  
Author(s):  
Ni Made Metta Astari ◽  
I Gde Adnyana Sudibya
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Family Conflict ◽  
The Other ◽  
Work Family Conflict ◽  
Negative Effect ◽  
Work Family ◽  
Modern Era ◽  
Positive Effect

In this modern era, the phenomenon of husband and wife who both work to meet the needs of households are common. But not infrequently, this condition actually causes problems in the household. On the other hand, SPG is also faced with Job Demands. In carrying out its duties, an SPG is also required to achieve sales targets that have been determined by the company. Research conducted at PT. Arina Multikarya Denpasar which is one of human resourceservice company in Denpasar. AMK currently has 630 employees and research respondents focused on employees who are married status, as many as 100 people SPG because they tend to experience work family conflict and work stress that impact on job satisfaction. Based on the results of research on SPG PT. AMK Denpasar, we found that work family conflict has a significant positive effect on job stress, job stress has a significant negative effect on job satisfaction, work family conflict has no effect on job satisfaction, and work stress can mediate the influence of work family conflicton job satisfaction.

scholarly journals PENGARUH WORK-FAMILY CONFLICT DAN DUKUNGAN ORGANISASI TERHADAP KEPUASAN KERJA & TURNOVER INTENTION PADA THE SAMAYA

2020 ◽  
Vol 9 (3) ◽  
pp. 841
Author(s):  
I Wayan Pide Aditra Salinas ◽  
I Gusti Ayu Ketut Giantari
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Family Conflict ◽  
Turnover Intention ◽  
Descriptive Statistics ◽  
Work Family Conflict ◽  
Work Support ◽  
Negative Effect ◽  
Work Family ◽  
Positive Effect

Human resources are always attached to every company as a determinant of existence. The purpose of the study was to analyze the effect of work-family conflict and organizational support on job satisfaction as well as analyze the effect of work-family conflict, organizational support and job satisfaction on turnover intention. The sample was determined by 66 people with saturated sampling techniques. Data collection was done by distributing questionnaires directly to employees of The Samaya Seminyak Bali and analyzed using calculative descriptive statistics and descriptive statistics in the form of classic assumption tests and path analysis. The results of data analysis showed that work-family conflict variables had a negative effect and work support had a positive effect on job satisfaction. Variables of organizational support and job satisfaction have a negative effect on turnover intention. Work-family conflict has a positive effect on turnover intention. Keyword : Turnover intention, job satisfaction, organizational support  

scholarly journals Pengaruh Kepuasan Kerja Terhadap Kinerja Karyawan Dengan Stres Kerja Sebagai Variabel Mediasi

2021 ◽  
Vol 3 (3) ◽  
pp. 680
Author(s):  
Elizabeth Fauziek ◽  
Yanuar Yanuar
Keyword(s):  
Job Satisfaction ◽  
Real Estate ◽  
Job Stress ◽  
Employee Performance ◽  
Sampling Technique ◽  
Purposive Sampling ◽  
Employee Job Satisfaction ◽  
Significant Negative Effect ◽  
Negative Effect ◽  
Real Estate Company

This study aims to determine the effect of job satisfaction on employee performance with job stress as a mediating variable. The subjects used in this study were employees at PT. XYZ. PT. XYZ is a multinational real estate company. The number of samples taken in this study were 75 respondents. The data obtained was carried out from the results of distributing questionnaires through google form using purposive sampling technique. Processing of the collected data is carried out with the SmartPLS program. Based on the results of data analysis, it can be concluded that job satisfaction has a significant negative effect on job stress, and job stress has a significant negative effect on employee performance. Also, job satisfaction has no effect on employee performance. However, job stress can mediate the effect of job satisfaction on employee performance. This research shows that in order to improve employee performance, companies need to pay attention to employee job satisfaction in order to reduce employee work stress levels. Penelitian ini bertujuan untuk mengetahui pengaruh Kepuasan Kerja terhadap Kinerja Karyawan dengan Stres Kerja sebagai variabel mediasi. Subjek yang digunakan dalam penelitian ini adalah karyawan pada PT. XYZ. PT. XYZ merupakan perusahaan di bidang real estate berskala multinasional. Jumlah sampel yang diambil dalam penelitian ini sebanyak 75 responden. Data yang diperoleh dilakukan dari hasil penyebaran kuesioner melalui google form dengan menggunakan teknik pengambilan sampel purposive sampling. Pengolahan data yang telah terkumpul dilakukan dengan program SmartPLS. Berdasarkan hasil analisis data, maka dapat disimpulkan bahwa Kepuasan Kerja berpengaruh negatif signifikan terhadap Stres Kerja, dan Stres Kerja berpengaruh negatif signifikan terhadap Kinerja Karyawan. Serta, Kepuasan Kerja tidak berpengaruh terhadap Kinerja Karyawan. Akan tetapi, Stres Kerja dapat memediasi pengaruh Kepuasan Kerja terhadap Kinerja Karyawan. Dari penelitian ini menunjukkan bahwa untuk dapat meningkatkan Kinerja Karyawan, perusahaan perlu memperhatikan Kepuasan Kerja karyawan agar dapat menurunkan tingkat Stres Kerja karyawan.

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>

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