Effect of Job-Insecurity, Organizational Commitment, Job Satisfaction on Turnover Intention: A Case Study of Newcomer Lecturers at Private Islamic Universities in East Java Province, Indonesia

2018 ◽  
Vol 6 (2) ◽  
pp. 199
Author(s):  
Asep Saifuddin Chalim
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Insecurity ◽  
Partial Least Square ◽  
Least Square ◽  
Path Model ◽  
Equation Modeling ◽  
Pls Analysis

This study discussed employee turnover as one of the crucial problems faced by every organization. This study sought to analyze the determinants of turnover intention, such as job insecurity, organizational commitment, and job satisfaction. The objects of this study were newcomer lecturers of private Islamic universities in East Java Province, Indonesia. To analyze the relationship among independent variables and dependent variable; this study employed a correlation path model. To build the structural formulation of the correlation path model, this study used the variance-based Structural Equation Modeling (SEM) as a Partial Least Square (PLS) analysis. The study found that job insecurity influenced job satisfaction and organizational commitment. Moreover, job satisfaction and organizational commitment had positive impacts on the turnover intention. In contrast, job insecurity did not have a direct significant impact on the turnover intention, but it had indirect effect that influences job satisfaction and organizational commitment.

scholarly journals role of organizational commitments in mediating the effect of work motivation and job satisfaction towards turnover intention on nurses private hospital

2020 ◽  
Vol 8 (1) ◽  
Author(s):  
Made Widya Astiti ◽  
Ida Bagus Ketut Surya
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Work Motivation ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling

This study aims to determine the role of organizational commitment in mediating the effect of work motivation and job satisfaction on turnover intention of nurses at private hospitals in South Kuta. The number of samples used was 82 nurses using saturated sampling technique or census methods and collecting data using a questionnaire that uses a Likert scale. The data analysis technique was performed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach, and the VAF test to test the role of mediation. The results show that there is a negative and significant influence of organizational commitment, work motivation and job satisfaction on turnover intention. There is a positive and significant effect of job satisfaction and work motivation on organizational commitment, as well as the role of organizational commitment as a partial mediator between work motivation and job satisfaction on turnover intention which has a negative and significant effect. The findings in this study imply that companies are required to pay more attention to appropriate compensation and to reward employees who are loyal to the company and pay attention to the working conditions of their employees so that employees will remain in the company.

scholarly journals Peran Komitmen Organisasi dalam Menurunkan Pengaruh Negatif Turnover Intention terhadap Kinerja Karyawan (Studi kasus: GroupM Indonesia)

2019 ◽  
Vol 9 (2) ◽  
pp. 81-90
Author(s):  
Aria Andriyadi ◽  
Anggraini Sukmawati ◽  
U Dyah Syafitri
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Negative Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
High Turnover ◽  
Moderator Variable

Information about the factors that influence turnover intention is needed by managerial in providing strategic steps to overcome the negative effects of high turnover intention. This study aims to analyze the effect of turnover intention on employee performance with organizational commitment as a moderator variable. The sampling method used was the proportionate stratified random sampling technique. The research data used respondents' perceptions of the variables, then analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS) method. The results of this study indicate that turnover intention has a negative relation toward employee performance and commitment, although not significant. This condition can occur because of tugging to get high-performing talents in the service industry. This condition is triggered by the increasingly open competition in the world of work so that employees are aware of having to create a positive impression for the company to be left, which will usually be a recommendation to the next destination company. High organizational commitment is an important factor in improving employee performance. High organizational commitment will reduce the desire of employees to leave a company (turnover intention) and reduce the negative influence on employee performance, so that despite high turnover intention, employee performance is remaining high. This happens especially in service companies whose main capital is human resources.

scholarly journals Pengaruh Perkembangan Karier Dan Kepuasan Kerja Terhadap Komitmen Organisasi

2021 ◽  
Vol 3 (2) ◽  
pp. 453
Author(s):  
Resia Priskila ◽  
Mei Ie
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
Career Development ◽  
Human Resources ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Entire Study

Senior High School (SMA) institution is an educational institution that is required to bring out graduates so they can join public universities (PTN) and become prime human resources. So school educational institutions need human resources such as school principals and teachers as organizational wheels to drive activities. To achieve these goals, the school is required to pay attention to the work commitment of the teachers by paying attention to career development variables and job satisfaction, this is based on career development that runs in an organization that can increase their commitment to the organization in achieving organizational goals because the teachers have job satisfaction with the existing job promotion system so as to improve work quality. The purpose of this study was to determine the effect of career development and job satisfaction on organizational commitment in a highschool in Jakarta teachers. Researchers distributed questionnaires to all teachers who teach at a highschool in Jakarta, totaling 55 respondents to be the sample for the entire study. The data analysis method in this research is quantitative method using Structural Equation Modeling (SEM), through the Partial Least Square approach. The results of this study show that career development affects organizational commitment to teachers of a highschool in Jakarta and job satisfaction affects organizational commitment of a highschool in Jakarta teachers. Lembaga institusi Sekolah Menengah Atas (SMA) merupakan lembaga pendidikan yang dituntut untuk menghasilkan lulusan yang unggul agar dapat masuk PTN dan menjadi sumber daya manusia yang unggul. Oleh karena itu, institusi lembaga pendidikan sekolah memerlukan sumber daya manusia sebagai penggerak roda kegiatan seperti kepala sekolah dan guru dalam roda organisasi. Dalam mencapai tujuan tersebut pihak sekolah dituntut untuk memperhatikan komitmen kerja bapak/ibu guru dengan memperhatikan variabel pengembangan karir dan kepuasan kerja. Hal tersebut didasarkan atas pengembangan karir yang berjalan dalam sebuah organisasi dapat meningkatkan komitmen mereka terhadap organisasi dalam mencapai tujuan organisasi karena karyawan bapak/ibu guru memiliki kepuasan kerja dengan adanya sistem promosi jabatan yang ada sehingga meningkatkan kualitas kerja. Tujuan penelitian ini adalah untuk mengetahui pengaruh pengembangan karir dan kepuasan kerja terhadap komitmen organisasi pada Guru di sebuah SMA di Jakarta. Peneliti menyebarkan kuesioner kepada seluruh bapak/ibu guru yang mengajar di sebuah SMA di Jakarta yang berjumlah 55 responden. Metode analisa data dalam penelitian ini yaitu metode kuantitatif dengan menggunakan Structural Equation Modeling (SEM), melalui pendekatan Partial Least Square, Hasil penelitian ini menunjukkan pengembangan karir berpengaruh terhadap komitmen organisasi pada guru di sebuah SMA di Jakarta dan kepuasan kerja berpengaruh terhadap komitmen organisasi pada guru di sebuah SMA di Jakarta.

The Effect of Job Insecurity, Job Satisfaction and Organizational Commitment on Employee Turnover Intention Mediated by Organizational Culture: Study on The Airline Transportation Services in Indonesia

2021 ◽  
Vol 3 (3) ◽  
pp. 69-78
Author(s):  
Edi Sugiono ◽  
Indra Sabar Adillah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Insecurity ◽  
Equation Modeling ◽  
Research Subjects ◽  
Transportation Services ◽  
Employee Turnover Intention

The purpose of this study is to analyze Job Insecurity, job satisfaction, and organizational Commitment directly affect turnover intention and organizational culture; it analyzes Job Insecurity, job satisfaction, and organizational Commitment have an indirect impact on turnover intention through organizational culture. The population of this study was employees of The Airline Transportation Services Company, with 300 samples taken as research subjects. The analysis method uses Structural Equation Modeling (SEM) through AMOS software version 2.2. The results showed that    Job Insecurity, job satisfaction, and organizational culture had a significant effect on turnover intention, work commitment had no significant impact on turnover intention, Job Insecurity, job satisfaction, and Commitment had a considerable influence on organizational culture, and organizational culture was able to mediate the effect of Job Insecurity, job satisfaction, and organizational commitment. Work has a significant impact on turnover intention.

The Effect of Leadhership and Organizational Comitment to Performance of Employees with Working Satisfaction as Intervening Variables in Tanah Lot DTW Management Office

2018 ◽  
Vol 9 (10) ◽  
pp. 21096-21108
Author(s):  
I Putu Erawan ◽  
AA Putu Agung ◽  
Luh Kadek Budi Martini
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Quantitative Research ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Equation Modeling ◽  
Tourist Destination

This study aims to test The Influence of Leadership and Organizational Commitment to Employee Performance with Job Satisfaction as a Variable Intervening is carried out at the Dtw Tanah Lot Tabanan Office. This research is a quantitative research using primary data obtained from questionnaires and measured using a Likert scale. The population of this study were employees at the DTW Tanah Lot Tabanan management office Based on the data obtained at the Tanah Lot DTW management office in Tabanan Regency the number of employees is 40 people which is less than 100, then taken entirely, so the research is population research. (Sample saturated). Data analysis techniques used in this study are Structural Equation Modeling (SEM) based on Partial Least Square (PLS) using the help of the Smart PLS 3.0 program. The results showed that Leadership has a positive and significant effect on job satisfaction. Organizational commitment has a positive and significant effect on job satisfaction. Leadership has a positive and significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on employee performance. The effect of mediation on job satisfaction variables on the indirect influence of leadership on employee performance is partial (partial mediation), meaning thatvariable job satisfaction is not a key determinant of the influence of leadership on employee performance at the Tanah Lot Tabanan Tourist Destination (DTW) office.   Influence of mediation on job satisfaction variables on indirect effects Organizational commitment to employee performance is partial (partial mediation), meaning that variable job satisfaction is not a key determinant of the influence of leadership on employee performance at the Tanah Lot Tabanan Tourist Destination (DTW) office.

scholarly journals Nexus among Trust, Job Satisfaction, and Affective Organizational Commitment: A Developing Country Perspective

2021 ◽  
Vol 4 (1) ◽  
pp. 67-78
Author(s):  
Atif Ali Gill ◽  
Riaz Hussain Ansari ◽  
Muhammad Waseem Tufail
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Developing Country ◽  
Social Exchange ◽  
Structural Equation ◽  
Banking Sector ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Affective Organizational Commitment

The organizational commitment of employees plays a vital role in the success of any business. In the era of competition, companies are struggling to retain the employees committed to the organizations. There is a scarcity of research to investigate the factors that influence effective organizational commitment in a developing country. The researcher conducted a survey to collect data from employees working in the banking sector of Pakistan. The present study utilized the convenience sampling method to get responses. A total of 300 questionnaires were distributed, from which 215 responses were received, where 15 questionnaires were found partially filled, which were discarded for further analysis. The 200 questionnaires proceeded for statistical analysis using the partial least square structural equation modeling (PLS-SEM) technique. The software of SmartPLS ver 3.0 was used to analyze the significance of hypotheses. Current research revealed the significant relationship between trust and affective commitment mediated through job satisfaction. The present study provides several theoretical and practical implications by extending social exchange theory and delivering guidelines to banks' human resource departments to build trust among employees, and gauging job satisfaction to increase affective organizational commitment.

scholarly journals Who’s more vulnerable? A Generational Investigation of COVID-19 Perceptions effect on Organisational Citizenship Behaviours: Job Insecurity, Burnout and Job Satisfaction as Mediators

2021 ◽  
Author(s):  
Ali B. Mahmoud ◽  
Dieu Hack-Polay ◽  
William Reisel ◽  
Leonora Fuxman ◽  
Nicholas Grigoriou ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Generation X ◽  
Indirect Effects ◽  
Structural Equation ◽  
Job Insecurity ◽  
Group Analysis ◽  
Partial Least Square ◽  
Least Square ◽  
Path Model ◽  
Generation Z

Abstract This paper is an empirical investigation that examines a path model linking COVID-19 perceptions to organisational citizenship behaviour (OCBs) via three mediators: job insecurity, burnout, and job satisfaction. The research examines the path model invariance spanning Generations X, Y, and Z. Three countries in the Middle East and North Africa (MENA) were the focus of the study. The data was collected from a sample of employees in service companies. We used a Partial Least Square Structural Equation Modelling (PLS-SEM) to analyse the data. Our findings reveal that COVID-19 positively predicts job insecurity, which positively impacts burnout levels. Burnout negatively predicts job satisfaction. The findings established that job satisfaction positively predicts OCBs. The mediation analysis determined that job insecurity, burnout and job satisfaction convey the indirect effects of COVID-19 perceptions onto OCBs. However, our multi-group analysis revealed that the indirect effects of COVID-19 on OCBs were only valid amongst younger generations, i.e., Generation Y and Generation Z. Finally, our hypothesised model is not invariant across Generations X, Y and Z. Specifically, younger generations are substantially more vulnerable to the indirect effects of COVID-19 perceptions on their engagement in OCBs than Generation X whose job satisfaction blocks the effects of COVID-19 perceptions on OCBs.

scholarly journals HIERARCHICAL MODEL OF INTERNAL MARKETING TO PREDICT EMPLOYEE SATISFACTION AND TURNOVER INTENTION

2018 ◽  
Vol 2 (1) ◽  
pp. 44-58
Author(s):  
Athanasia An Nointin
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Equation ◽  
Hierarchical Modeling ◽  
Internal Marketing ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Future Research ◽  
Employee Job Satisfaction

The objective of this paper is to assess the predictive influence of internal marketing on employee job satisfaction and turnover intention of frontline employees of travel agencies in Sabah. Specifically, the study aims to investigate the extent to which each of the four dimensions of internal marketing (internal communication, reward system, working condition and training) affects employee job satisfaction and the intention to leave the organization.Conceptually, this study extends the concept of Internal Marketing by re framing it as a formative hierarchical construct and modeling its impact on job satisfaction and turnover intention. The two-stage approach was adopted in partial least square structural equation modeling to examine the hierarchical modeling of internal marketing. The findings suggest that internal marketing is a significant predictor of job satisfaction and indirectly influences employees‟ turnover intention. The conceptualization of internal marketing as reflective formative type of second order model was justified in this study. Other than the conceptual and empirical contribution, this study also offers an alternative method in modeling internal marketing of which could be adopted in future research.

scholarly journals Ethical Leadership Anomaly On Organizational Commitment In The Indonesian FDA

2020 ◽  
Vol 3 (1) ◽  
pp. 75
Author(s):  
Dwi Rini Alkatya ◽  
Mochamad Soelton ◽  
Astrid Puspaningrum ◽  
Mohammed Hokroh ◽  
Harefan Arief
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Ethical Leadership ◽  
Structural Equation ◽  
Ethical Climate ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Drug Registration ◽  
Quantitative Descriptive

This study aims to determine the influence of Ethical Leadership on Job Satisfaction, Ethical Climate and Organizational Commitment at staff at the Drug Registration Directorate of the Indonesian Food and Drug Authority (Indonesian FDA). Data collection techniques are done by distributing questionnaires using ordinal scales. This research was conducted on 70 respondents by using quantitative descriptive approach and hypothesis testing. The collected data is then analyzed using the technique analysis Structural Equation Modeling (SEM) through SmartPLS (Partial Least Square) software. The results of this study show that Ethical Leadership positively and significantly influence on Ethical Climate, Job Satisfaction and Organizational Commitment at the Drug Registration Directorate of the Indonesian Food and Drug Authority (Indonesian FDA).

scholarly journals Pengaruh Kepemimpinan Transformasional Dan Kompensasi Terhadap Kepuasan Kerja Melalui Komitmen Organisasi

2018 ◽  
Vol 33 (1) ◽  
Author(s):  
Diansyah Diansyah
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Positive Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Employee Job Satisfaction ◽  
Inner Model

<p align="center"><strong>Abstrak</strong></p><p>Tujuan penelitian untuk mengetahui pengaruh kepemimpinan transformasional dan kompensasi terhadap kepuasan kerja melalui   komitmen organisasi   pada   PT. Wira Mitra Prima. Metode pengumpulan data dengan menggunakan sensus sebanyak 39 orang sebagai populasi. Analisis data menggunakan <em>Structural Equation Modeling-Partial Least Square</em> (<em>SEM-PLS</em>) dengan menggunakan <em>software</em> SmartPLS versi 3. Tahapan perhitungan PLS menggunakan 2 model yaitu Pengukuran Model (<em>Outer Model</em>) dan Pengujian Model Struktural (<em>Inner Model</em>). Hasil penelitian menunjukkan bahwa kompensasi mempunyai pengaruh yang positif dan signifikan terhadap kepuasan kerja karyawan, kepemimpinan transformasional mempunyai pengaruh yang positif dan signifikan terhadap komitmen organisasi, kompensasi mempunyai pengaruh yang positif dan signifikan terhadap komitmen organisasi,  komitmen organisasi mempunyai pengaruh yang positip dan signifikan terhadap kepuasan kerja karyawan, Selanjutnya kepemimpinan transformasional mempunyai pengaruh yang tidak signifikan terhadap kepuasan kerja karyawan, pengaruh kepemimpinan transformasional terhadap kepuasan kerja karyawan melalui komitmen organisasi adalah  tidak signifikan  begitu pula halnya pengaruh kompensasi terhadap kepuasan kerja karyawan melalui komitmen organisasi adalah juga  tidak signifikan </p><p><strong>Kata Kunci: </strong>Kepemimpinan Transformasional, Kompensasi, Kepuasan Kerja, Komitmen Organisasi<strong></strong></p><p align="center"><strong><em>Abstract</em></strong></p><p><em>The aim of research to determine the effect of transformational leadership and compensation to job satisfaction through organizational commitment at PT. Wira Mitra Prima. </em><em>Data were collected by using the census as many as 39 people as a population.  Methods of data analysis using Structural Equation Modeling-Partial Least Square (PLS-SEM) with software version 3. Stages SmartPLS PLS calculation using the two models namely Measurement Model (Outer Model) and Testing Structural Model (Inner Model). The results showed that the compensation have positive influence and significant impact on employee satisfaction, transformational leadership has a positive influence and significant impact on organizational commitment, compensation has influence positively and significantly related to organizational commitment, organizational commitment has influence positively and significantly related to job satisfaction employee, then transformational leadership has no significant effect on employee job satisfaction, the influence of transformational leadership on employee satisfaction through organizational commitment is not significant so too is the influence of compensation on employee job satisfaction through organizational commitment is also not significant</em><em></em></p><p><strong><em>Keywords:</em></strong><em> Transformational Leadership, Compensation, Job Satisfaction, Organizational Commitment</em></p><strong></strong>

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