Pengaruh Stress Kerja dan Karakteristik Personal Terhadap Turnover Intention Pegawai Pada Perusahaan di Suralaya.

Santi Riana Dewi

doi:10.30656/jm.v11i1.2545

Pengaruh Stress Kerja dan Karakteristik Personal Terhadap Turnover Intention Pegawai Pada Perusahaan di Suralaya.

Jurnal Manajemen ◽

10.30656/jm.v11i1.2545 ◽

2021 ◽

Vol 11 (1) ◽

pp. 1-13

Author(s):

Santi Riana Dewi

Keyword(s):

Turnover Intention ◽

Probability Sampling

Pada saat ini dunia industri sedang mendapat perhatian khusus karena pentingnya peran industri bagi peningkatan kesejahteraan rakyat dan kualitas sumber daya manusia. Selain itu terjadi hal yang bertolak belakang yaitu adanya pemutusan kerja yang disebabkan karena adanya kasus korupsi, kolusi, nepotisme, turnover yang tinggi, menurunnya produktivitas, dan belum optimalnya kinerja pada perusahaan. Oleh karena hal tersebut maka pada penelitian ini sangat menarik untuk mengetahui faktor-faktor dominan yang mempengaruhi turnover intention pegawai. Adapun tujuannya adalah untuk mengetahui besarnya pengaruh stres kerja dan karakteristik personal terhadap turnover intention pegawai pada sebuah perusahaan di Suralaya. Penelitian ini dilakukan dengan menggunakan metode analisis regresi linear berganda. Populasi penelitian berjumlah 110 pegawai, dan diambil sampel sebanyak 84 pegawai divisi operasi unit dengan menggunakan probability sampling. Data primer diperoleh melalui hasil kuesioner dan data sekunder diperoleh dari hasil wawancara dan laporan perusahaan. Berdasarkan hasil penelitian dapat disimpulkan bahwa :1) Terdapat pengaruh negatif yang signifikan antara stres kerja dan turnover intention pegawai tetap divisi operasi unit, 2) Terdapat pengaruh yang signifikan antara karakteristik personal dan turnover intention pegawai tetap divisi operasi unit, 3) Terdapat pengaruh yang signifikan antara stres kerja dan karakteristik personal terhadap turnover intention pegawai tetap divisi operasi unit. Adapun hasil dari penelitian ini, diharapkan akan menjadi bahan pertimbangan dasar pengambilan keputusan manajemen perusahaan untuk menurunkan angka turnover pegawai. Katakunci : karakteristik personal, stres kerja, turnover intention.

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Pengaruh Time Budget Pressure, Locus of Control, Task Complexity, dan Turnover Intention pada Dysfunctional Audit Behavior

E-Jurnal Akuntansi ◽

10.24843/eja.2018.v25.i03.p08 ◽

2018 ◽

pp. 1826

Author(s):

Margaretta Hana Arsantini ◽

I Dewa Nyoman Wiratmaja

Keyword(s):

Locus Of Control ◽

Turnover Intention ◽

Task Complexity ◽

Time Budget ◽

Control Task ◽

Probability Sampling ◽

Purposive Sampling ◽

Time Budget Pressure

Penelitian ini bertujuan untuk mengetahui pengaruh time budget pressure, locus of control, task complexity, dan turnover intention pada dysfunctional audit behavior. Pengambilan sampel dalam penelitian ini dilakukan secara non probability sampling, yaitu dengan menggunakan pendekatan purposive sampling yakni sebanyak 78 sampel. Metode pengumpulan data untuk penelitian ini adalah dengan menggunakan metode survey dengan kuesioner.Teknik analisis yang digunakan pada penelitian ini menggunakan regresi liniear berganda yang digunakan untuk mengetahui pengaruh variabel bebas pada variabel terikat. Berdasarkan hasil analisis dan pembahasan hasil penelitiantime budget pressure, task complexity, dan turnover intention memiliki pengaruh positif pada dysfunctional audit behavior. Sedangkan, locus of control memiliki pengaruh negatif pada dysfunctional audit behavior Kata Kunci: time budget pressure, locus of control, task complexity, turnover intention, dysfunctional audit behavior

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The Effect of Job Involvement and Work Stress on Turnover Intention with Organizational Commitment as an Intervening Variable PT. Perkebunan Minanga Ogan

International Journal of Multicultural and Multireligious Understanding ◽

10.18415/ijmmu.v8i9.3033 ◽

2021 ◽

Vol 8 (9) ◽

pp. 421

Author(s):

Meili Bugis ◽

Dedi Purwana E.S ◽

Saparuddin Saparuddin

Keyword(s):

Organizational Commitment ◽

Job Stress ◽

Work Stress ◽

Turnover Intention ◽

Structural Equation ◽

Job Involvement ◽

Simple Random Sampling ◽

Probability Sampling ◽

Work Involvement ◽

Stress Variable

The purpose of this study was to determine the effect of work involvement and work stress on the turnover intention with organizational commitment as an intervening variable at PT. Perkebunan Minanga Ogan. The approach used in this research is quantitative. To determine the sample using probability sampling, then probability sampling used is simple random sampling. The sample in this study were contract employees totaling 200 people at PT. Perkebunan Minanga Ogan. The analytical method used to determine the relationship between these variables is path analysis using the structural equation model (SEM) method and the AMOS program. The results of hypothesis testing are as follows: the work involvement variable has a positive and insignificant effect on organizational commitment. The job stress variable harms organizational commitment. The organizational commitment variable has a positive and significant effect on turnover intention. Job involvement variable harms turnover intention. The job stress variable has a positive and significant effect on turnover intention. Job involvement has a positive and significant effect on the turnover intention with organizational commitment as an intervening variable and work stress has a negative and significant effect on the turnover intention with organizational commitment as an intervening variable.

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The effect of job satisfaction on turnover intentions in Star Hotel Semarang

Sebelas Maret Business Review ◽

10.20961/smbr.v5i1.39222 ◽

2020 ◽

Vol 5 (1) ◽

pp. 42

Author(s):

Astadi Pangarso

Keyword(s):

Job Satisfaction ◽

Linear Regression ◽

Turnover Intention ◽

Sampling Method ◽

Turnover Intentions ◽

Negative Relationship ◽

Job Description ◽

Probability Sampling ◽

Long Time ◽

Job Promotion

This paper investigates the effect of job satisfaction on a turnover intention at the Star Hotel Semarang. We use 113 respondents using a non-probability sampling method at the Star Hotel Semarang. Using linear regression, we found the negative relationship between job satisfaction and turnover, suggesting a problematic association between job satisfaction and turnover intention. Therefore, our result suggests that other factors could be the obstacles to job satisfaction, such as the nature of the employee's work that was not under the job description, too strict supervision by the superiors, and a very long time to obtain the job promotion.

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Pengaruh Tekanan Anggaran Waktu, Locus of Control, Kompleksitas Tugas dan Turnover Intention Terhadap Perilaku Disfungsional Auditor Pada Kantor Akuntan Publik di Provinsi Bali

Jurnal Riset Akuntansi Warmadewa ◽

10.22225/jraw.2.1.2934.54-59 ◽

2021 ◽

Vol 2 (1) ◽

pp. 54-59

Author(s):

Dewa Ayu Shiinta Widhiaswari ◽

I Made Wianto Putra ◽

Ni Nyoman Sri Rahayu Damayanti

Keyword(s):

Locus Of Control ◽

Turnover Intention ◽

Probability Sampling

Tujuan penelitian ini untuk mengetahui Tekanan Anggaran Waktu, Locus Of Control, Kompleksitas. Tugas dan Turnover Intention berpengaruh terhadap perilaku disfungsional auditor pada KAP di Provinsi Bali. Jumlah sampel pada penelitian ini adalah 82 Auditor. Teknik pengambilan sampel yang digunakan adalah metode non-probability sampling. Teknik analisis data dalam penelitian ini adalah analisis regresi linier berganda. Berdasarkan dari hasil analisis ditemukan Tekanan Anggaran Waktu dan Locus Of Control berpengaruh negatif terhadap Perilaku Disfungsional Auditor pada Kantor Akuntan Publik (KAP) di Provinsi Bali. Kompleksitas Tugas dan Turnover Intention berpengaruh positif terhadap Perilaku Disfungsional Auditor pada Kantor Akuntan Publik (KAP) di Provinsi Bali.

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

Jurnal Manajerial Dan Kewirausahaan ◽

10.24912/jmk.v2i3.9593 ◽

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.

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TUNTUTAN PEKERJAAN DAN STRES KERJA SEBAGAI VARIABEL PENENTU TURNOVER INTENTION

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v10i1.2274 ◽

2018 ◽

Vol 10 (1) ◽

pp. 49

Author(s):

Andriani Nugraha ◽

Sylvia Diana Purba

Keyword(s):

Data Analysis ◽

Path Analysis ◽

Job Stress ◽

Turnover Intention ◽

Sampling Method ◽

Job Demands ◽

Mediation Model ◽

Model Data ◽

Probability Sampling ◽

Stress Influence

<em>This study aims to explore the effect of job demands on turnover intention with job stress as mediating variable on employees that have been working less than sixth years. Sampling method used is the purposive-non probability sampling, where 100 employees of head office PT. Adhi Karya (Persero) Tbk were taken as respondents. Method of data analysis used is path analysis, the simple mediation model. Data were processed with macro and syntax from Preacher-Hayes 2013. The results of this study indicates that the effect of job demands on turnover intention was not mediated by job stress. Job demands and job stress influence significantly toward turnover intention, but job demands have no significant impact on job stress.</em>

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How Communication in Organizations Is Related to Foci of Commitment and Turnover Intentions

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000261 ◽

2020 ◽

pp. 1-12

Author(s):

Sebastian Holzwarth ◽

George Gunnesch-Luca ◽

Roman Soucek ◽

Klaus Moser

Keyword(s):

Organizational Communication ◽

Turnover Intention ◽

Structural Equation ◽

Affective Commitment ◽

Turnover Intentions ◽

Equation Modeling ◽

Cross Sectional ◽

Confirmatory Factor ◽

Communication In Organizations ◽

Cohesion Theory

Abstract. The current study analyzes how two components of perceived organizational communication (vertical and horizontal) are related to employee turnover intentions via three types of affective commitment foci (organization, supervisor, and team). Using second-order confirmatory factor analysis and structural equation modeling techniques with a large cross-sectional dataset ( n = 3,317), our results show that, in line with social cohesion theory, vertical communication (e.g., supportiveness from the organization) is strongly related to affective organizational commitment, whereas horizontal communication (e.g., supportiveness from colleagues) is primarily related to affective team commitment. Additionally, both communication dimensions are related to affective supervisory commitment. Finally, these three foci of affective commitment incrementally explain and differentially mediate the relationship between perceived organizational communication and turnover intention.

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