scholarly journals Pengaruh Employee Empowerment Dan Psychological Contract Terhadap Turnover Intention Dengan Employee Engagement Sebagai Variabel Mediasi Pada PT BBI

2021 ◽  
Vol 3 (4) ◽  
pp. 1057
Author(s):  
Julianto Firman Lukmansyah ◽  
Joyce Angelique Turangan
Keyword(s):  
Employee Engagement ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Sampling Method ◽  
Psychological Contracts ◽  
Employee Empowerment ◽  
Purposive Sampling ◽  
Employee Turnover Intention ◽  
Analysis Technique

The purpose of this study was to examine the effect of employee empowerment and psychological contract on turnover intention through employee engagement as a mediating variable at PT Buana Bersama Jayaindo. The sampling method used is nonprobability sampling with a purposive sampling approach. The data analysis technique used in thisstudy is SEM-PLS and SMART PLS 3 program assistance. The results obtained are that employee engagement mediates the effect of employee empowerment and psychological contracts on employee turnover intention at PT Buana Bersama Jayaindo. Therefore, employee empowerment and psychological contract will be important factors to be evaluated in order to reduce turnover intention.  Tujuan dari penelitian ini adalah untuk menguji pengaruh employee empowerment dan psychological contract terhadap turnover intention melalui employee engagement sebagai variabel mediasi pada PT Buana Bersama Jayaindo. Metode pengambilan sampel yang digunakan adalah non-probability sampling dengan pendekatan purposive sampling. Teknik analisis data yang digunakan dalam penelitian ini adalah SEM-PLS dan bantuan program SMART PLS 3. Hasil yang didapatkan adalah bahwa Employee engagement memediasi pengaruh employee empowerment dan pscyhological contract terhadap turnover intention karyawan pada PT Buana Bersama Jayaindo. Oleh karena itu, employee empowerment dan pscyhological contract akan menjadi faktor yang penting untuk dievaluasi guna menurunkan turnover intention.

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 Faktor-Faktor yang Mempengaruhi Turnover Intention Karyawan pada PT Permata Prima Canindo di Jakarta

2020 ◽  
Vol 2 (3) ◽  
pp. 793
Author(s):  
Santi Gunawan ◽  
Kurniati W. Andani
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Sampling Method ◽  
Probability Sampling ◽  
Purposive Sampling ◽  
Employee Turnover Intention ◽  
Pls Analysis

The purpose of this study is to determine and analyze the effect of leadership, job satisfaction and organizational commitment on employee turnover intention at PT Permata Prima Canindo. This research was conducted by the Non Probability Sampling method with the type of purposive sampling. Researchers distributed questionnaires to 95 employees of PT Permata Prima Canindo. Data analysis uses SEM PLS analysis. The results of the analysis concluded that leadership, job satisfaction and organizational commitment influence employee turnover intention at PT Permata Prima Canindo. Tujuan penelitian ini adalah untuk mengetahui dan menganalisa pengaruh kepemimpinan, kepuasan kerja dan komitmen organisasi terhadap turnover intention karyawan pada PT Permata Prima Canindo. Penelitian ini dilakukan dengan metode Non Probability Sampling dengan jenis purposive sampling. Peneliti menyebarkan kuesioner kepada 95 karyawan PT Permata Prima Canindo. Analsisi data menggunakan analisis SEM PLS. Hasil analisis menyimpulkan bahwa kepemimpinan, kepuasan kerja dan komitmen organisasi berpengaruh terhadap turnover intention karyawan pada PT Permata Prima Canindo.

scholarly journals Corporate Social Responsibilities, Psychological Contracts and Employee Turnover Intention of SMEs in China

2021 ◽  
Vol 12 ◽  
Author(s):  
Zhang Hui
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Negative Impact ◽  
Psychological Contracts ◽  
Employee Turnover Intention ◽  
Significant Negative Impact ◽  
Corporate Social

As an important organizational strategy and action that affects employee perception and attitude, corporate social responsibility is essential for small and medium-sized enterprises (SMEs) to reduce turnover rate and achieve sustainable growth. This paper integrates social identity theory and social exchange theory to construct an external reputation mechanism and internal trust mechanism to explore the influence mechanism of corporate social responsibility on employee turnover intention and the intermediate transmission mechanism of psychological contract. The research results show that corporate social responsibility has a significant negative impact on employee turnover intention. Compared with external corporate social responsibility, internal corporate social responsibility has a stronger negative impact on employee turnover intention; corporate social responsibility has a significant negative impact on employee transactional psychological contract, while corporate social responsibility has a significant positive impact on employee relational psychological contracts; transactional psychological contract has a significant positive effect on employee turnover intention, while relational psychological contract has a significant negative effect on employee turnover intention; psychological contract has a significant and complete mediating effect on the relationship between external corporate social responsibility and employee turnover intention, and the psychological contract plays a significant part of the intermediary role between the internal corporate social responsibility and the employee turnover intention. The conclusions enriches the complex relationship between corporate social responsibility and employee turnover intentions, and provides a reference for SMEs to effectively perform internal and external social responsibilities and reduce employee turnover rates.

scholarly journals The Effect of Employee Engagement, Rewards, and Leadership Style on Turnover Intention at Ijen View Bondowoso Hotel

2020 ◽  
Vol 7 (1) ◽  
pp. 66
Author(s):  
Pratiwi Yenitasari ◽  
Sampeadi Sampeadi ◽  
Wiji Utami
Keyword(s):  
Linear Regression ◽  
Employee Engagement ◽  
Leadership Style ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Analysis Method ◽  
Employee Turnover Intention ◽  
Negative Effect

The objective of this research is to analyze the effect of employee engagement, rewards, and leadership style on employee turnover intention at Ijen View Bondowoso Hotel. This research is an explanatory research. The sample used in this research consisted of 98 employees. The analysis method used was multple linear regression. The results showed that employee engagement, rewards, and leadership style have a significant and negative effect on turnover intention. These findings imply that the higher employee engagement, rewards, and leadership style, the lower the turnover intention rate.

Psychological contract violation and turnover intention: the role of job dissatisfaction and work disengagement

2020 ◽  
Vol 42 (6) ◽  
pp. 1291-1308
Author(s):  
Muhammad Umer Azeem ◽  
Sami Ullah Bajwa ◽  
Khuram Shahzad ◽  
Haris Aslam
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Job Dissatisfaction ◽  
Content Type ◽  
Psychological Contract Violation ◽  
Employee Turnover Intention ◽  
Contract Violation

PurposeThis paper investigates the role of psychological contract violation (PCV) as the antecedent of employee turnover intention. It also explores the role of job dissatisfaction and work disengagement as the sequential underlying mechanism of a positive effect of PCV on employee turnover intention.Design/methodology/approachDrawing on social exchange theory (SET), the authors postulate that PCV triggers negative reciprocity behaviour in employees, which leads to job dissatisfaction and work disengagement, which in turn develop into turnover intentions. The authors tested the research model on time-lagged data from 200 managers working in the banking sector of Pakistan.FindingsThe findings confirmed the hypothesis that employees experiencing PCV raise their turnover intentions because of a feeling of organisational betrayal which makes them dissatisfied and detached from their work.Originality/valueThis research advances the body of knowledge in the area of psychological contracts by identifying the mechanisms through which PCVs translate into employee turnover intentions.

Moderated Mediation Effect by Group Interaction in a Political Work Environment

2014 ◽  
Vol 42 (10) ◽  
pp. 1651-1660
Author(s):  
Po-Chien Chang ◽  
Jui-Ching Chien ◽  
Tong-Ming Lin
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Group Interaction ◽  
Mediation Effect ◽  
Psychological Contract Breach ◽  
Political Climate ◽  
Contract Breach ◽  
Employee Turnover Intention

We drew on social exchange and situational strength theoretical perspectives to examine the mechanism through which the political climate influences employee turnover intention. Participants comprised 750 employees working in 56 work groups in Taiwan. The findings demonstrated that psychological contract breach partially mediated the relationship between political climate and employee turnover intention. In addition, group interaction moderated the indirect effect of political climate on employee turnover intention through psychological contract breach, such that the mediated effect of political climate was weaker in good group interaction than in poor group interaction.

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 Analisis Persepsi Employee Empowerment Terhadap Employee Turnover Intention Di Dewi Sinta Hotel

2019 ◽  
Vol 1 (1 Special Edition) ◽  
pp. 182-206
Keyword(s):  
Significant Influence ◽  
Turnover Intention ◽  
Employee Turnover ◽  
The Other ◽  
Employee Empowerment ◽  
Employee Turnover Intention

This present study aims to analyse the influence of employee’s perception to the empowerment done by the company towards employee turnover intention. This research is going to analyze the influence of employee’s perception to the empowerment that has been done by the company towards employee turnover intention. Dewi Sinta Hotel is one of the three stars hotels in Tabanan, Bali that has been identified with employee turnover problem. This study reveals that employee empowerment perception simultaneously gives influence on the employee turnover intention. However, from the seven variables of employee empowerment, there are only five variables which significantly influence the turnover intention; while the other two variables do not give a significant influence on the turnover intention. In addition, meaningfulness is the most dominant variable in giving influence on the employee turnover intention. Keywords: Perception, Employee Empowerment, Employee Turnover Intention

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