PENGARUH KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP TURNOVER INTENTION PADA KARYAWAN PT. BUM DIVISI PMKS

2020 ◽  
Vol 16 (2) ◽  
pp. 65
Author(s):  
Viniartha Seplifriskila Tampubolon ◽  
Ella Jauvani Sagala
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Palm Oil ◽  
Turnover Intention ◽  
Hypothesis Test ◽  
Coefficient Of Determination ◽  
Normality Test ◽  
Palm Oil Mill ◽  
A Company

A company will not run without assistance from human resources (HR). Therefore, human resources within the company generally must be maintained properly. This research was conducted on the employees of PT. Bangkitgiat Usaha Mandiri part of the Palm Oil Mill (PMKS), it is known that the level of turnover intention on employees is at a very high percentage from 2017 at 11%, 2018 at 20% and JanuarySeptember 2019 at 18%. one of the factors that can influence turnover intention itself is job satisfaction and organizational commitment felt by employees. The purpose of this study is to find out how the level of job satisfaction and organizational commitment partially and simultaneously affects the turnover intention of the employees of PT. Bangkitgiat Usaha Mandiri section of the Palm Oil Mill (PMKS). This research is a descriptive and causal research. The method used in this research is quantitative method. The research sample used was 115 respondents. Data analysis in this study used descriptive statistical analysis, normality test, multicollinearity test, heterokedasticity test, multiple regression analysis, coefficient of determination, partial hypothesis test (T test) and simultaneous (F test). The results showed that job satisfaction is high, organizational commitment is low and turnover intention is low. Tests on the coefficient of determination show that the effect of job satisfaction and organizational commitment on turnover intention of 6.8% and the remaining 93.2% are other factors not examined in this study. This study concludes that job satisfaction (X1) does not have a significant effect partially on turnover intention (Y) and organizational commitment (X2) has a significant effect partially on turnover intention (Y). In addition, job satisfaction (X1) and organizational commitment (X2) simultaneously influence (together) on turnover intention (Y).

scholarly journals PENGARUHiSTRES KERJAiDAN KEPUASAN KERJA TERHADAP.TURNOVER INTENTION KARYAWAN PADA. PT CAHAYA INDO MANDIRI

2020 ◽  
Vol 11 (2) ◽  
pp. 110-120
Author(s):  
Fen Riki ◽  
Syaifullah Syaifullah
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Work Stress ◽  
Turnover Intention ◽  
Hypothesis Test ◽  
Sampling Technique ◽  
Positive Influence ◽  
Distribution Method ◽  
Employee Turnover Intention ◽  
A Company

ABSTRACT In this era of increasingly fierce business competition, the success of every company is inseparable from the human resource factor. Human resources are important for the company, without people who may be companies that can help, so that they get profit. Human resources are assets that must be maintained by the company because human resources in a company can be a determinant of a company's survival. This study discusses work stress and job satisfaction on employee turnover intention at PT Cahaya Indo Mandiri. The sampling technique used in this study was saturated sampling, using a questionnaire distribution method with a total of 104 respondents who used all of PT Cahaya Indo Mandiri's employees as respondents. The data collected in this research uses descriptive method, data quality test, classic assumption test, influence test and hypothesis test with the help of SPSS (Product Statistics and Solution Services) version 25. Because the independent variable namely work stress has a significant and positive influence on turnover intention and job satisfaction have a significant partial positive towards turnover intention. The results of the F test show the variables of work stress and job satisfaction are positive and significant to the performance of employees at PT Cahaya Indo Mandiri, with the value of the test results f arithmetic 358,821 3.0864 f table values and with a significance value of 0,000 0.05.

scholarly journals Job Satisfaction of Supplier Company Employees: Organizational Commitment and Work Discipline

2021 ◽  
Vol 4 (2) ◽  
pp. 1965-1977
Author(s):  
Mochamad Mochklas ◽  
Didin Fatihudin ◽  
Avif Takhul Huda
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Quantitative Data ◽  
Coefficient Of Determination ◽  
Research Approach ◽  
Employee Job Satisfaction ◽  
Complex Processes ◽  
And Performance ◽  
Program Data

Supplier companies have dynamic and complex processes that require qualified human resources. Job satisfaction is important for individuals and companies, because job satisfaction is not only related to work pleasure, this study aims to determine and analyze the effect of organizational commitment and work discipline on job satisfaction of employees who work at supplier companies. This research was conducted at a hotel supply company, namely PT. Exagon. The research approach with quantitative data is processed and analyzed using the SPSS 20 program, data analysis includes validation, reliability and multiple regression analysis, t test, F test and the coefficient of determination. From the results of the analysis and discussion of this study, it can be concluded that organizational commitment has a positive and insignificant effect on employee job satisfaction, work discipline has a positive and significant effect on employee job satisfaction, and organizational commitment and work discipline have a positive and significant effect on employee job satisfaction. Positive and significant effect on job satisfaction. The results of this study are expected to increase the productivity and performance of employees who work in supplier companies and the results of this study are expected to be a reference in human resource management studies.

scholarly journals PENGARUH KOMITMEN ORGANISASI DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION

2020 ◽  
Vol 4 (1) ◽  
Author(s):  
Firdaus Firdaus ◽  
Herlina Lusiana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Survey Methods ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Coefficient Of Determination ◽  
Sampling Techniques ◽  
Analysis Technique

This study aims: (1) To test organizational commitment has a positive and significant effect on turnover intention at PT Decorindo Inti Alam Wood South Kalimantan; (2) To test job satisfaction has a positive and significant effect on turnover intention at PT Decorindo Inti Alam Wood South Kalimantan; (3) To test organizational commitment and job satisfaction simultaneously affect turnover intention at PT Decorindo Inti Alam Wood, South Kalimantan. This research was conducted at PT Decorindo Inti Alam Wood, South Kalimantan. There were 78 respondents who were selected as samples using the Slovin formula and random sampling techniques. The research method uses survey methods and types of quantitative research. While the nature of this research includes explanatory research. The data collection method uses a questionnaire, while the data analysis technique uses multiple linear regression analysis, hypothesis testing and coefficient of determination using the IBM Version 24 SPSS program. The results of the study are: (1) Organizational commitment has a positive and significant effect on turnover intention at PT Decorindo Inti Alam Wood in South Kalimantan, as evidenced by the significance of 0,000 <0.05 so the first hypothesis (H1) is accepted; (2) Job satisfaction has a positive and significant effect on turnover intention at PT Decorindo Inti Alam Wood in South Kalimantan, as evidenced by the significance of 0,000 <0.05 so the second hypothesis (H2) is accepted; (3) Organizational commitment and job satisfaction have a simultaneous effect on turnover intention at PT Decorindo Inti Alam Wood in South Kalimantan, as evidenced by the significance of 0,000 <0.05 so the third hypothesis (H3) is accepted. Keywords: organizational commitment; job satisfaction; turnover intention.

Iklim Organisasi dan Kepuasan Kerja Sebagai Strategi Mempertahankan Karyawan: Studi Pada Perusahaan Dealer Mobil Pekanbaru

2021 ◽  
Vol 10 (1) ◽  
pp. 77-86
Author(s):  
Kasmiruddin Kasmiruddin ◽  
Ruzikna Ruzikna ◽  
Lie Othman ◽  
Nurjanah Nurjanah
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Turnover Intention ◽  
Coefficient Of Determination ◽  
Research Model ◽  
Employee Job Satisfaction ◽  
The City ◽  
A Company

The desire to leave the company or called turnover intention will interfere with organizational performance in realizing the company's goals to win business competition. Turnover intention is likened to a disease that is difficult to cure by a company so that it becomes a challenge for companies to try to retain experienced employees. It is important for leaders to create an organizational climate and employee job satisfaction so that it can be a strategy for maintaining employee presence in the company. This study aims to analyze the influence of organizational climate and job satisfaction on the desire to leave the company. The population or research object is one of the dealer companies that are experienced in the city of Pekanbaru, namely Truck Car Dealers. Data collection using a questionnaire, and data analysis using SmartPLS 2.0 analysis. The results showed that the coefficient of determination (R2) for the variable willingness to leave was 0.589. This means that the output desire construct variable can be explained by the variability of organizational climate and job satisfaction of 58.90% while the remaining 41.10% is explained by other variables outside the research model. It is proven that there is a significant influence of organizational climate on the desire to leave the company and job satisfaction on the desire to leave the company. Recommendations that it is important for company leaders to improve the quality of the organizational climate by providing better work facilities and employee job satisfaction through increasing the provision of more attractive incentives or bonuses.Penelitian ini bertujuan untuk menganalisis apakah iklim organisasi dan kepuasan kerja berpengaruh signifikan terhadap keinginan keluar karyawan, dan menentukan apakah iklim organisasi dan kepuasan kerja efektif sebagai strategi mempertahankan karyawan pada Perusahaan Dealer Mobil di Pekanbaru. Metode penelitian yang digunakan metode kuantitatif dengan tipe penelitian eksplanatori, dan menggunakan data primer yang diperoleh dari responden. Data dikumpulkan melalui kuesioner yang terdiri dari 32 pertanyaan; Sampel terdiri dari 100 responden karyawan dari populasi sebesar 118 karyawan dengan menggunakan teknik purposive smpling. Data yang dikumpulkan dari kuesioner menggunakan pengukuran skala likert dan pengolahan data menggunakan statistik regresi liner berganda melalui SPSS versi 22.0. Temuan hasil penelitian: 1) iklim organisasi dan kepuasan kerja berpengaruh signifikan negatif terhadap keinginan karyawan keluar dari perusahaan; 2)Ikllim organisasi tidak berpengaruh signifikan negatif terhadap keinginan karyawan keluar dari perusahaan; 3)kepuasan kerja memiliki pengaruh signifikan terhadap keinginan karyawan keluar perusahaan. Implikasi hasil penelitian, iklim organisasi dan kepuasan kerja sebagai strategi mempertahankan karyawan sudah tepat secara kolaborasi, tapi tidak efektif sebagai strategi tunggal.

scholarly journals PENGARUH MOTIVASI KERJA DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI PEGAWAI PERUSAHAAN PADA MITRA PT.PLN (PERSERO) ULP KOTA BIMA

2021 ◽  
Vol 10 (1) ◽  
pp. 272-284
Author(s):  
Nurseha Nurseha ◽  
Muhammad Yusuf
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Motivation ◽  
Hypothesis Test ◽  
Sampling Technique ◽  
Test Reliability ◽  
Literature Study ◽  
Normality Test ◽  
Analysis Technique ◽  
Permanent Employees

This study aims to determine the effect of work motivation and job satisfaction on organizational commitment of company employees at partners PT.PLN (Persero) ULP Kota Bima. This research was conducted at Partners PT.PLN (Persero) ULP Kota Bima. This research was conducted using associative research. The population used in this research is 46 employees of the contract at partners of PT. PLN (Persero) Ulp. Bima City are 46 employees. With a research sample of 34 permanent employees, with the sampling technique using purposive sampling technique. Data collection techniques used, 1, observation, 2 documentation, 3, questionnaire 4, literature study. The data analysis technique used is, validity test, reliability test, classic assumption test, normality test, multicolinearity test, heteroscedasticity test, correlation coefficient test, determination coefficient test, multiple regression analysis test, hypothesis test (t test and F test). The results of this study indicate that Work Motivation and Job Satisfaction simultaneously influence the Company's Employee Organizational Commitment at Partners PT PLN (Persero) ULP Kota Bima.

scholarly journals The Effect of Career Development on Turnover Intention with Job Satisfaction and Organizational Commitment as Mediators, Study at PT Control Systems Arena Para Nusa

2021 ◽  
Vol 6 (4) ◽  
pp. 11-18
Author(s):  
Rintis Sukma Dewi ◽  
Mafizatun Nurhayati
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Career Development ◽  
Turnover Intention ◽  
Negative Effect ◽  
Direct And Indirect Impacts ◽  
Indirect Impacts ◽  
The Impact ◽  
A Company ◽  
Positive Effect

Human resources play an important role in supporting the success of a company. Losing competent employees is an important problem for a company. The goal of this research is to investigate the direct and indirect impacts of the career development towards the turnover intention by means of two mediators, those are job satisfaction and organizational commitment. The quantitative data of this research are in the form of questionaries that are given to 132 respondents through purposive sampling using SEM-PLS method of analysis. The results of this study shows that career development has a negative effect on turnover intention, career development has a positive effect on job satisfaction, job satisfaction has no effect on turnover intention, career development has a positive effect on organizational commitment, organizational commitment has a negative effect on turnover intention, job satisfaction has a positive effect on organizational commitment, the inability of the job satisfaction to mediate the impact of career development towards turnover intention, and the role of the organizational commitment to mediate the impact of career development towards the turnover intention.

scholarly journals ANALISIS PENGARUH KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI PADA STAF AKUNTANSI DAN KEUANGAN

2019 ◽  
Vol 8 (1) ◽  
pp. 13
Author(s):  
Anugerah Putri Suciati ◽  
Christina Dwi Astuti
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Structural Equation ◽  
Working Condition ◽  
Hypothesis Test ◽  
Equation Model ◽  
Manufacturing Companies ◽  
Company Policy ◽  
Staff Commitment

<p class="Style1">Human resources in an organization are a crucial aspect that determined the effectiveness of it. The implication is that an organization needs to always investing by making the human resources, in this case is the staff to be satisfaction while working. On the other side, the staff commitment in organization is an important thing and the companies have to pay serious attention for it. From the statement above, question like is there any impact of job satisfaction to organizational commitment If demographic became the characteristic that affect internal, external, and general job satisfaction, and is there any impact of job satisfaction to commitment organizational if three components as the indicator of commitment organizational; policy, compensatio4 and working condition appears. Data is gotten by giving 150 questionnaires to accounting and financial staff in manufacturing companies in Bekasi and Jakarta area. The technique to take samples is using a convenience sampling method. This research using Structural Equation Model—SEM for hypothesis test that shows there is an impact from several demographic factors to intrinsic, extrinsic, and general job satisfaction. And there is an impact of job satisfaction to organizational commitment f or company policy, compensation and working condition indicators</p>

scholarly journals Effect of Job Satisfaction AND Organizational Commitment Against Turnover Intention in PT Indah Kiat Pulp & Paper Division Merak Port in Banten

2019 ◽  
Vol 1 (6) ◽  
Author(s):  
Malik Fatoni ◽  
Yusinadia Sekar Sari
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Linear Regression Analysis ◽  
Coefficient Of Determination ◽  
Validity And Reliability ◽  
Employee Job Satisfaction ◽  
Employee Turnover Intention ◽  
Pulp Paper

How that can be done to preserve human resources in achieving a company's goals is to increase employee job satisfaction and organizational commitment of employees in the company. That was to avoid turnover that would hurt the company. This study aimed to determine the effect of independent variables; job satisfaction and organizational commitment to employee turnover intention. The sample in this study amounted to 35 employees who have filled out the questionnaire. Mechanical testing of the data using validity and reliability, the classic assumption test, linear regression analysis, the correlation coefficient and the coefficient of determination. The results showed that the variables of job satisfaction and organizational commitment both partially and simultaneously have a significant influence on employee turnover intention. We recommend that the management of PT Indah Kiat Pulp & Paper Division Merak Port more attention to the factors of job satisfaction and organizational commitment of employees in order to reduce the turnover to be bad for the company.

MEREDUKSI TURNOVER INTENTION KARYAWAN FINANCE (STUDI KASUS PADA PT. CENTRAL SANTOSA FINANCE CABANG SEMARANG)

2021 ◽  
Vol 5 (1) ◽  
pp. 70-89
Author(s):  
Aprih Santoso ◽  
Mohamad Ashar Amin
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Human Resources ◽  
Job Stress ◽  
Turnover Intention ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Field Collection ◽  
Stress Compensation ◽  
A Company

Human resources are the main mover in a company. The key to the success of a company lies in human resources, namely as the initiator, energizer, creativity and their efforts to the organization on an ongoing basis. This research was conducted at PT. Central Santosa Finance Semarang Branch Field Collection Section with the aim to determine the effect of job stress, compensation, leadership and organizational commitment to turnover intention. The research sample consisted of 37 people using the census method. The analysis used is multiple linear regression analysis. The results showed that job stress, compensation, leadership, organizational commitment had a positive and significant effect on turnover intention.  

Sign in / Sign up

Export Citation Format

Share Document