scholarly journals Pengaruh Kepuasan Kerja dan Komitmen Organisasi terhadap Turnover Intention pada Karyawan Sales Promotion Girl dan Sales Promotion Boy Sogo Departement Store Bigmall Samarinda

FORUM EKONOMI ◽  
2018 ◽  
Vol 19 (2) ◽  
pp. 155
Author(s):  
Tya Ananda Rahmah ◽  
Syahruddin Y
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Department Store ◽  
T Test ◽  
Sales Promotion ◽  
Significant Negative Effect ◽  
Employee Turnover Intention ◽  
Negative Effect

This Research aim to analyze The Effect of Job Satisfaction and Organizational Commitment on Employee Turnover Intention In Sales Promotion Girl and Sales Promotion Boy SOGO Department Store BIGMALL Samarinda. The research sample consisted of 60 respondents. Election Procedure sample uses purposive sampling method. Data analysis techniques in this study using multiple linear regression analysis. Result of Hypothesis testing (1) Job satisfaction have significant negative effect on employee turnover intention Sales Promotion Girl and Sales Promotion Boy of SOGO Department Store BIGMALL Samarinda, the t test values obtained at -5,346 and significant value job satisfaction 0.000 < 0.05. (2) Organizational commitment have significant negative effect on employee turnover intention Sales Promotion Girl and Sales Promotion Boy of SOGO Department Store BIGMALL Samarinda, the t test values obtained by -3,125 and organizational commitment have significant value 0.003 < 0.05. Keywords: job satisfaction, organizational commitment, turnover intention.

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

2018 ◽  
Vol 7 (12) ◽  
pp. 6703
Author(s):  
Ni Luh Putu Tita Yanthi Agustini ◽  
Made Subudi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Linear Regression Analysis ◽  
Target Population ◽  
Multiple Linear Regression Analysis ◽  
Employee Turnover Intention ◽  
Negative Effect

The purpose of this study is to determine the effect of job satisfaction, organizational justice, and organizational commitment to employee turnover intention. This research was conducted at PT. BPR Bali Dananiaga Denpasar. The total population in this study is 45 employees, and obtained the target population which is a sample of 34 employees with probability sampling method. Data collection was done through interviews and questionnaires. Data analysis technique used is multiple linear regression analysis. Based on the results of the analysis found that job satisfaction has a negative effect and significant employee turnover intention. These results prove that if the higher job satisfaction perceived by employees, the lower turnover intention employees. Organizational justice has a negative and significant effect on employee turnover intention. These results prove that the higher the employees feel the fairness of the organization the lower turnover intention employees. Organizational commitment has a negative and significant effect on employee turnover intention. These results prove that the higher the commitment in the company, it will be able to reduce employee 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>

scholarly journals PENGARUH KEPUASAN KERJA TERHADAP INTENSI TURNOVER KARYAWAN DI INDONESIA

Jurnal Ecopsy ◽  
2017 ◽  
Vol 3 (2) ◽  
Author(s):  
Ristia Pawesti ◽  
Rinandita Wikansari
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Quantitative Methods ◽  
T Test ◽  
Homogeneity Test ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Employee Turnover Intention ◽  
International Companies

ABSTRAK Penelitian ini bertujuan untuk menganalisis pengaruh kepuasan kerja terhadap intensi turnover karyawan pada PetroChina International Companies in Indonesia. Variabel independen dalam penelitian ini yaitu kepuasan kerja yang diukur dengan MSQ (Minnesota Satisfaction Questionnaire) sedangkan variabel dependen dari penelitian ini yaitu intensi turnover diukur dengan berdasarkan teori Abelson sebagai indikator penyusunan. Penelitian ini menggunakan metode kuantitatif dengan kuesioner sebagai instrumen penelitian. Analisis yang digunakan meliputi uji normalitas, uji homogenitas, korelasi, pengujian hipotesis menggunakan t-test partial, dan uji regresi. Hasil penelitian ini memberikan hasil koefisien korelasi sebesar -0,832 yang artinya kepuasan kerja memiliki hubungan yang tinggi dan negatif terhadap intensi turnover karyawan. Dalam pengujian hipotesis diketahui t hitung sebesar |-7,942| > t tabel 2,048 dengan nilai signifikansinya 0,000<0,050 yang artinya kepuasan kerja berpengaruh signifikan dan negatif terhadap intensi turnover karyawan. Koefisien determinasi antara kepuasan kerja dengan intensi turnover adalah 0,693 yang artinya kemampuan variabel kepuasan kerja dalam menjelaskan varians dari variabel intensi turnover adalah 69,3%. Kata kunci: Kepuasan Kerja, Intensi Turnover, MSQ ABSTRACT This research examines the analysis influences of job satisfaction on employee turnover intention at PetroChina International Companies. The independent variable was job satisfaction which was scaled by MSQ (Minnesota Satisfaction Questionnaire) and the dependent variable was turnover intention which was scaled by Abelson’s theory as the instrument indicator. The research used quantitative methods with questionnaire as an research instrument. The analysis includes normality test, homogeneity test, correlation, hypothesis testing using t-test partial and regression test. This study provides correlation coefficient -0,832 which means the job satisfaction has a high negative correlation with turnover intention. In testing hypothesis, known t arithmetic amounted to |-7,942| > t table 2,048 and the significance value 0,000<0,050 which means job satisfaction was significantly and negatively related employee turnover intention. Coefficient of determination between job satisfaction and turnover intention was 0,693, which means the ability of job satisaction variables explain the variance of the variables turnover intention was 69,3%. Key words: Job Satisfaction, Turnover Intention, MSQ

scholarly journals Job Satisfaction Dimensions and Organizational Commitment: Tools to Understand Employee Turnover Intention of IT/ITES Industry of the Gujarat State with a Focus on BPO Segment

2019 ◽  
Vol 8 (4) ◽  
pp. 2959-2962
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Special Focus ◽  
Gujarat State ◽  
Employee Turnover Intention ◽  
The Relationship

Attrition is one of the biggest challenge for any industry as it comes with many demerits such as loss of productivity, incurring of various costs such as training & development, recruitment etc. According to the Compensation Trends Survey conducted by Deloitte Human Capital Consulting, the IT/ITES industries of the Indian market have faced 15% of the attrition that is higher for any industry. Thus, the companies of this industry are focusing to decrease the turnover intention in order to reduce the actual employee turnover. The aim of this research is to find out the influence that Job Satisfaction and organizational commitment have on the turnover intention on the employees. Various research suggests that organizational commitment and turnover intentions are negatively correlated. Also, the studies suggest that Job Satisfaction and employee turnover intentions have a negative relationship. This study has been conducted to examine the relationship between Job Satisfaction, organizational commitment, and turnover intention for the IT/ITES industry employees with a special focus to BPO segment. The researchers have taken data from 500 employees of the BPO segment from 3 major cities of Gujarat i.e. Ahmedabad, Gandhinagar and Baroda. The researchers have used Multiple regression and ANOVA to examine the influence of the organizational commitment & job satisfaction on the turnover intention. The result shows that higher level of organizational commitment reduced the turnover intention. This research can help the BPO organizations to formulate & implement the strong retention strategies. Also, this study provides a direction to the academicians to explore further dimensions of the research in the various industries as well as various regional backgrounds.

Understanding the Factors That Determine Registered Nurses’ Turnover Intentions

2014 ◽  
Vol 28 (2) ◽  
pp. 140-161 ◽  
Author(s):  
Joseph Osuji ◽  
Faith-Michael Uzoka ◽  
Flora Aladi ◽  
Mohammed El-Hussein
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Registered Nurses ◽  
Turnover Intention ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Care Organization ◽  
Significant Negative Effect ◽  
Negative Effect

Turnover among registered nurses (RNs) produces a negative impact on the health outcomes of any health care organization. It is also recognized universally as a problem in the nursing profession. Little is known about the turnover intentions and career orientations of RNs working in Calgary, Alberta, Canada. The aim of this study is to contribute to the knowledge of and to advance the discussion on the turnover of nursing professionals. The study population consisted of RNs employed in the five major hospitals in Calgary. There were 193 surveys returned, representing a response rate of 77.2%. The results show that age and education have a negative effect on turnover intention. Education was found to have a significant negative effect on career satisfaction but not on job satisfaction and organizational commitment. Length of service has a significant negative effect on turnover intention. Role ambiguity has significant highly negative effect on career satisfaction. Growth opportunity and supervisor support have a very significant positive effect on job satisfaction, career satisfaction, and organizational commitment. External career opportunities and organizational commitment do not seem to have a significant effect on turnover intention. Career satisfaction, on the other hand, had negative significant effects on turnover intention.

scholarly journals ANALISA KEPUASAN KERJA, KOMITMEN ORGANISASI DAN LINGKUNGAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN (Studi Kasus Pada Karyawan Bagian Sewing PT Dan Liris)

2019 ◽  
Vol 3 (02) ◽  
Author(s):  
Resha Dwi Khotimah ◽  
Djumali Djumali ◽  
Supawi Pawenang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Environment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Test Results ◽  
Employee Turnover Intention

This study aims to examine the effect of simultaneous and partial of job satisfaction, organizational commitment and work environment as an independent variable on employee turnover intention as the dependent variable. The methodology of this research uses quantitative descriptive. The sampling technique using simple random sampling obtained a sample of 100 employees of PT Dan Liris Sewing section. Data collection using a questionnaire while the data analysis method used is multiple linear regression analysis processed with the help of SPSS version 24. The results showed: (1) F test results showed that job satisfaction, organizational commitment and work environment simultaneously had a positive and significant effect on employee turnover intention at PT Dan Liris. (2) Based on the partial test results the job satisfaction variable has a positive and not significant effect on employees of Sewing section at PT Dan Liris. (3) Based on the partial test results the organizational commitment variable has a positive and not significant effect on employees of Sewing section at PT Dan Liris. (4) Based on the partial test results the work environment variable has a positif and significant effect on employees of Sewing section at PT Dan Liris. Keywords: Job Satisfaction, Organizational Commitment, Work Environment, Turnover Intention

scholarly journals THE EFFECT OF ORGANIZATIONAL COMMITMENT AND COMPENSATION ON TURNOVER INTENTION WITH JOB SATISFACTION AS AN INTERVENING VARIABLE FOR EMPLOYEES OF PT INTERCOM PADANG

2020 ◽  
Vol 2 (2) ◽  
pp. 336-352
Author(s):  
Yunita Yunita
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Analysis Model ◽  
Employee Job Satisfaction ◽  
Employee Turnover Intention ◽  
Testing Stage ◽  
Negative Effect ◽  
Independent Variable ◽  
Path Analysis Model

This study aims to determine how much influence organizational commitment and organizational commitment and compensation as the independent variable (X) and job satisfaction as an intervening variable (Z). The analytical method used in this research is the path analysis model. Based on it can be concluded that organizational commitment has a negative and significant effect on employee turnover intention at PT Intercom Padang (0.000 <0.05). Based on the results of testing the second hypothesis, it was found that compensation had a negative effect on turnover intention (0.000 <0.05). Based on the results of testing the third hypothesis that organizational commitment has a negative and significant effect on employee job satisfaction at PT Intercom Padang. (0.000 <0.05). In the fourth hypothesis testing stage, it was found that compensation had a negative effect on job satisfaction. employees at PT Intercom Padang Branch. (0.001 <0.05). while the results of testing the fifth hypothesis found that job satisfaction has a negative effect on turnover intention). With the fulfillment of these requirements, it can be proven that organizational commitment and compensation have an effect on turnover intention after going through job satisfaction as an intervening variable for employees of PT Intercom Padang.

scholarly journals The Effect of Job Satisfaction on Employee Turnover Intention: Case Study in Tanadewa Resort and Spa Ubud

2021 ◽  
Vol 10 (2) ◽  
pp. 126-136
Author(s):  
I Putu Very Ferrari ◽  
I Gusti Gede Anggareksa Putra Mulyawan ◽  
I Gusti Agung Gede Witarsana ◽  
Putu Gde Arie Yudhistira
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Total Population ◽  
Analysis Method ◽  
Employee Turnover Intention ◽  
Negative Effect ◽  
Open Question ◽  
The Impact

Employee turnover can cause problems within hospitality business. Job satisfaction commonly influence employee turnover intention. Tanadewa Resort and Spa, Ubud has high annual turnover rate. This research’s objective is to analyze the impact of job satisfaction on employee turnover in Tanadewa, Ubud. This research has total population of 48 respondents. Open question is also used to collect qualitative data within the questionnaire. The research uses Simple Linear Regression as analysis method. The result shows job satisfaction has a negative effect to employee turnover intention for 83,7%.  The research recommends Tanadewa, Ubud to consider increasing the salary in term of service payment and increase the promotion opportunities.

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.

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