scholarly journals PENGARUH KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI DAN TURNOVER INTENTION

2018 ◽  
Vol 11 (1) ◽  
pp. 51
Author(s):  
Agi Syarif Hidayat
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Influence ◽  
Turnover Intention ◽  
Quantitative Methods ◽  
Work Satisfaction ◽  
Sampling Technique ◽  
High Turnover ◽  
Marketing Department ◽  
Managerial Implications

<p><em>The high level of employee turnover in the marketing department at PT. Toyamilindo indicates low organizational commitment and high turnover intention. The purpose of this study is to determine the effect of job satisfaction on organizational commitment and turnover intention. Quantitative methods are used in this study. Population is the  employees of marketing department at PT. Toyamilindo with 50 people. Sampling technique used is sampling saturated with the number of samples of 50 people. Data collection technique uses questionnaires and regression analysis. Finding on the research </em><em>results shows that there are positive and significant influence of job satisfaction on organizational commitment and negative and significant influence of job satisfaction on turnover intention, and also the influence of organizational commitment on work satisfaction to turnover intention. The managerial implications of corporate leaders must improve employee work satisfaction, especially in terms of salary.</em></p>

scholarly journals PERSON-ORGANIZATION FIT DALAM RANTAI DISTRIBUSI PEMASARAN

2019 ◽  
Vol 12 (1) ◽  
pp. 77
Author(s):  
Abdul Haeba Ramli
Keyword(s):  
Organizational Commitment ◽  
Significant Influence ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Quantitative Methods ◽  
Sampling Technique ◽  
High Turnover ◽  
Distribution Company ◽  
Data Collection Technique ◽  
Person Organization Fit

<p align="center"><strong><em>Abstract</em></strong></p><p><em>Employee turnover in the poultry distribution company in Jakarta indicates low person-organization fit, organizational commitment and high turnover intention. The purpose of this study is to determine the effect of person-organization fit and organizational commitment on turnover intention. Quantitative methods are used in this study. The population for this research is the employees of a chicken distribution company in Jakarta with more than 2.000 people. The sampling technique used is purposive sampling with the number of samples of 128 people</em><em>s</em><em>. Data collection technique uses questionnaires and regression analysis. Finding on the research results shows that there is positive and significant influence of person-organization fiton organizational commitment and negative and significant influence of person-organization fit on turnover intention, and also the influence of person-organization fit and organizational commitment on turnover intention.</em></p>

scholarly journals The Influences of Career Development, Job Satisfaction, And Organizational Commitment on Employee Turnover Intention (Case Study on The Assistant Level Employees of PT. Bank Negara Indonesia (Persero) Tbk. Regional Office X)

2020 ◽  
Vol 1 (1) ◽  
pp. 30
Author(s):  
Kartika Hinayasati Zagoto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Career Development ◽  
Significant Influence ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Sampling Technique ◽  
Total Sample ◽  
Regional Office ◽  
Employee Turnover Intention

This study aims to examine and analyze the influences of career development, job satisfaction, and organizational commitment on employee turnover intention on the assistant level employees of PT Bank Negara Indonesia (Persero) Tbk. Regional Office X. This study is quantitative research with a total sample of 86 employees and processed by using SPSS for Windows version 22.0. The probability sampling technique is proportionate random sampling, while the data analysis technique is Multiple Linear Regression. The results show that: career development has a significant influence on turnover intention, job satisfaction does not have a significant influence on turnover intention, organizational commitment has a significant influence on turnover intention, and the F test shows that career development, job satisfaction, and organizational commitment simultaneously have a significant influence on employee turnover intention at the assistant level employees of PT Bank Negara Indonesia (Persero) Tbk. Regional Office X.

scholarly journals Mitigating Effect of Psychological Capital on Employees’ Withdrawal Behavior in the Presence of Job Attitudes: Evidence From Five-Star Hotels in Malaysia

2021 ◽  
Vol 12 ◽  
Author(s):  
Zhen Yan ◽  
Zuraina D. Mansor ◽  
Wei C. Choo ◽  
Abdul R. Abdullah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Rate ◽  
Psychological Capital ◽  
Job Attitudes ◽  
The Other ◽  
Equation Modeling ◽  
High Turnover ◽  
Other Hand

High turnover rate is one of the striking features of the hotel industry and one of the most significant challenges. High turnover rate causes substantial costs for recruitment, selection and training in hotels, on the other hand, it also leads to negative consequences such as the decline of organizational performance and service quality. Thus, it is necessary to search for the root causes of turnover and put forward solutions. This study was designed to examine the impact of psychological capital (PsyCap), organizational commitment (OC), and job satisfaction (JS) on turnover intention among hotel employees. Additionally, it aimed to test the mediating roles of job satisfaction (JS) and organizational commitment (OC). The data were obtained from 228 hotel customer-contact employees with a time lag of two weeks in three waves in Kuala Lumpur based on convenience sampling. A series of structural equation modeling analyses were utilized to investigate hypothesized relationships. The results reveal that there exists a significant and negative impact of PsyCap on employees’ turnover intention and this correlation is partially mediated through two job attitudes. That is to say, to retain hotel talents, five-star hotel management should take proper measures to help employees obtain and maintain positive psychological resources such as PsyCap, on the other hand, how to cultivate positive job attitudes and strengthen their sense of identification and belonging for their organizations is supposed to be more focused on.

scholarly journals Analysis Influence of Organizational Commitment, Job Satisfaction, and Work Stress on Turnover Intention of Outsourching Employee in Automotive Company at PT. XYZ

2020 ◽  
Vol 5 (8) ◽  
pp. 569-575
Author(s):  
Anisah Ulfah Fauziyya ◽  
Erry Rimawan ◽  
Tubagus Hendri Febriana ◽  
Febri Winday
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Fixed Time ◽  
Employment Relations ◽  
High Turnover ◽  
Automotive Company ◽  
Determining Factor

In an organization the role of human resources is a very important determining factor for the effectiveness and success of an organization in achieving its goals. But in reality, there are still many companies that use outsourching services. With the rise of the practice of outsourcing so far it is recognized to be more detrimental to workers because employment relations are always in the form of non-permanent or contractual contracts (fixed time contracts), lower wages, limited social security, lack of job security, and lack of career development guarantees. These factors make high turnover intention in PT XYZ. From every outsourching employee's complaints and based on data to the company, the authors indicate doubts about organizational commitment, job satisfaction, and work stress. The author uses questionnaires and interviews as a data collection tool and takes a sampling of the outsourching employee population. Then analyzed using the smartPLS application. The results showed that organizational commitment had a negative and significant effect on turnover intention, job satisfaction had a negative and significant effect on turnover intention and work stress had a positive and significant effect on the turnover intention of outsourcing employee in PT XYZ.

scholarly journals PENGARUH STRESS KERJA, KOMITMEN ORGANISASIONAL DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION PERUSAHAAN OTOMOTIF

2019 ◽  
Vol 20 (2) ◽  
pp. 135-140
Author(s):  
IRMA GUSTIANA ANDRIANI
Keyword(s):  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Work Satisfaction ◽  
Sampling Technique ◽  
Car Sales ◽  
Multiple Regression Method ◽  
Auto Parts ◽  
A Company ◽  
Descriptive Method

The purpose of this study is to determine the effect of work stress, organizational commitment, and work satisfaction to turnover intention. The object of this research is a company operating in the field of car sales auto parts sales and maintenance of cars. The method used in this research is descriptive method and causality with multiple regression method to test the hypothesis. This research use nonprobability sampling technique with saturation sampling method. Respondents used in this study were 87 active employees. Technique of collecting data by using questionnaire..The result of the research shows that work stress has significant effect to turnover intention, but organizational commitment and work satisfaction has no significant effectto turnover intention.

Pengaruh Kepuasan Kerja, Komitmen Organisasi, Dan Kompleksitas Tugas Terhadap Turnover Intention Pada Kantor Akuntan Publik

2012 ◽  
Vol 4 (1) ◽  
pp. 45-65
Author(s):  
Kartika Ardimeranti ◽  
Rosita Suryaningsih
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Influence ◽  
Turnover Intention ◽  
Task Complexity ◽  
Pearson Correlation ◽  
Normal Probability ◽  
The Impact ◽  
And Task ◽  
Public Accountant

The purpose of this research is to determine the impact of job satisfaction, organizational commitment, and task complexity towards turnover intention in public accountant firms. The respondents of the research are junior auditors, senior auditors, supervisors, and managers in public accountant firms in Jakarta and Tangerang.  The samples were taken by non-probability sampling method by using convenience sampling. The total samples used in analysis are 130 respondents. Data analysis conducted by using multiple regressions. Data quality test in this research is validity test by using Pearson correlation, reliability test by using cronbach’s alpha, normality test using normal probability plot. Classical asumptions test in this research is multicollonierity test by using tolerance and variance inflation factor (VIF) ans heteroscedasticity test by using scatterplot.  The result of hypothesis testing showed that job satisfaction, organizational commitment, and task complexity as simultaneously have significant influence towards turnover intention. Meanwhile, only job satisfaction and organizational partially has significant influence towards turnover intention. Task complexity has no significant influence towards turnover intention. Keywords: job satisfaction, organizational commitment, task complexity, turnover intention.

scholarly journals PENGARUH STRES KERJA, KEPUASAN KERJA DAN KOMITMEN ORGANISASIONAL TERHADAP TURNOVER INTENTION PADA KARYAWAN

2019 ◽  
Vol 8 (10) ◽  
pp. 5907
Author(s):  
Ni Kadek Windi Septia Ningsih ◽  
Made Surya Putra
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Hot Spring ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
High Turnover ◽  
Contract Employees ◽  
Analysis Technique

This research was conducted at the Toya Devasya Natural Hot Spring & Camping Resort, located in puri bening road (STA), toya bungkah, kintamani, Bangli, Bali. The number of respondents in this study were 102 contract employees. Data collection in this study is by distributing questionnaires using a 5-point Likert scale to measure 16 indicators. The data analysis technique used is multiple linear regression analysis. Turnover intention is the desire of employees to withdraw from where they work. A high turnover intention will have a bad impact on the organization, therefore it must be considered several variables that affect turnover intention. This study aims to 1. Know the effect of work stress on turnover intention, 2. Know the effect of job satisfaction on turnover intention, 3. Know the effect of organizational commitment on turnover intention. Keywords: work stress, job satisfaction, organizational commitment, turnover intention

scholarly journals Hubungan antara Kepuasan Kerja dan Komitmen Organisasi Terhadap Organizational Citizenship Behavior pada Karyawan

PSYCHE 165 ◽  
2020 ◽  
pp. 67-71
Author(s):  
Rani Tunbaity Gultom ◽  
Noor Erdianza ◽  
Rion Nofrianda
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Satisfaction ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Sample Population ◽  
Organization Commitment ◽  
A Value

The purpose of this study was to examine the relationship between work satisfaction, organization commitment to organizational citizenship behavior employees. A measuring tool used in this study is the scale of organizational citizenship behavior, work satisfaction, and organization commitment. The sampling technique used was random sampling. The sample population of this study is the employee of company X in Yogyakarta who has a position at low manager. There are 43 employees respondent. This study uses data processing test using SPSS version 21.0 for windows. We use regressions test analysis and the result are a) Ha received, r=0,616 with a value of p = 0.000, p<0.05 means that job satisfaction and OCB are positively correlated and highly significant. b) Ha received, r=0,322 with a value of p = 0.018, p<0.05 means that organizational commitment and OCB correlated positively and significantly. c) Ha received, r=0,448 with a value of p = 0.001, p<0.05 means that job satisfaction and organizational commitment positively and significantly correlated. d) Ha received, r=0,379 with a value of p = 0.000, p<0.05 means that job satisfaction and organizational commitment and OCB are positively correlated and highly significant.

scholarly journals Moderating effects of organizational commitment on job satisfaction and turnover intention

2020 ◽  
Vol 2 (4) ◽  
pp. 48-57
Author(s):  
Hassan Wazir ◽  
Inayatullah Jan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Sampling Technique ◽  
Sampling Techniques ◽  
Moderating Effects ◽  
Mediating Role ◽  
The Relationship ◽  
Structured Questionnaire

This study was conducted in Bannu, Karak, Lakki Marwat, and D.I. Khan Districts of Khyber Pakhtunkhwa (KP) Province of Pakistan to investigate the relationship between job satisfaction and turnover intention. The study is based on data collected from Wateen and Multinet Telecom companies. Two staged-sampling technique was used in this study. A total of 140 employees were selected from both companies using equal allocation and stratified random sampling techniques. A structured questionnaire with a five-point Likert scale was used to collect information from respondents. Regression analysis was used to find out the relationship between job satisfaction and turnover intention. The results of the regression model indicated that job satisfaction decreases the chances of turnover. The results also confirmed that organizational commitment plays a key mediating role in improving job satisfaction and reducing turnover intentions. The study recommends that organizations should make efforts to promote job satisfaction to enhance organizational commitment and reduce turnover.

scholarly journals influences of job satisfaction and organizational commitment on turnover intention

2022 ◽  
Vol 9 (1) ◽  
pp. 119-130
Author(s):  
Debitri Primasheila ◽  
Badia Perizade ◽  
Agustina Hanafi ◽  
Marlina Widiyanti
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Nursing Staff ◽  
Turnover Intention ◽  
Qualitative Data ◽  
Total Population ◽  
Sampling Technique ◽  
Validity And Reliability ◽  
Population Sampling ◽  
Analysis Technique

This study aimed to find out partially and simultaneously the influences of job satisfaction and organizational commitment on turnover intention of nursing staff at Bunda General Hospital Palembang. This study used qualitative data through questionnaire statements quantified using a Likert scale of 1-5 points to measure the attitudes, opinions, and perceptions. The total population was 144 people of which 20 of them were used in the survey before starting this study. Therefore, the number of samples was 124 people using the population sampling technique. The data were collected by using a questionnaire that had been tested for its validity and reliability with the result that it was reliable and usable. Multiple Regression Analysis Technique was used to analyze the collected data. The results of the study showed that partially the job satisfaction and organizational commitment had a significant influence on turnover intention; and simultaneously, had a negative and significant effect on turnover intention. The findings are expected to be used to improve the performance of nursing staff by providing authority according to task performance, recognition as appreciation for success in completing work well, and increasing organizational commitment to reduce the intention to quit or leave the company.

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