The Effects of Airline Cabin Crew’ Job environment on Job Satisfaction, Organizational Commitment: Focus on Full Service Carrier

2021 ◽  
Vol 44 (0) ◽  
pp. 75-91
Author(s):  
Tae Youn Jung
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Cabin Crew

scholarly journals PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION CABIN CREW MASKAPAI X DENGAN ORGANIZATIONAL COMMITMENT DAN INTENT TO STAY SEBAGAI VARIABEL MEDIASI [EFFECT OF JOB SATISFACTION ON TURNOVER INTENTION OF AIRLINE CREW ON X AIRLINE WITH ORGANIZATIONAL COMMITMENT AND INTENT TO STAY AS THE MEDIATING VARIABLE]

2021 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Yogie Tantrianto ◽  
Yohana F. Cahya Palupi Meilani
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Intent To Stay ◽  
Sampling Technique ◽  
Managerial Implication ◽  
Cabin Crew ◽  
Airline Crew ◽  
Convenience Sampling ◽  
Bahasa Indonesia

<p>This study was conducted to determine the effect of job satisfaction on the turnover intention of airline crew on X airline with organizational commitment and intent to stay as the mediating variable. This study uses a quantitative method, using convenience sampling technique to determine the sample of airline X airline cabin crew throughout Indonesia who are still actively contracted and working for airline X, this airline is under the auspices of PT Lion Mentari Airlines. There were 85 cabin crew whose data were successfully collected through a questionnaire distributed on google form. The data that has been collected is processed with PLS SEM using program SmartPLS software. The results showed that job satisfaction has an influence on organizational commitment, organizational commitment has an influence on intent to stay, job satisfaction has an influence on turnover intention, and job satisfaction has an influence on turnover intention of airline crew cabin X with organizational commitment and intent to stay as the mediating variable. The managerial implication of this research suggests that airline X can make efforts to improve cabin crew job satisfaction in order to increase organizational commitment and intent to stay and reduce the turnover intention of cabin crew.</p><p><strong>BAHASA INDONESIA ABSTRACT:</strong></p><p>Penelitian ini dilakukan untuk mengetahui pengaruh kepuasan kerja terhadap <em>turnover intention cabin crew </em>maskapai X dengan <em>organizational commitment </em>dan <em>intent to stay </em>sebagai variabel mediasi. Penelitian ini menggunakan metode kuantitatif, dengan menggunakan teknik <em>convenience sampling </em>untuk penentuan sampel kepada para <em>cabin crew </em>maskapai penerbangan X di seluruh Indonesia yang masih aktif dikontrak dan bekerja di maskapai penerbangan X. Maskapai ini berada di bawah naungan PT Lion Mentari Airlines. Terdapat 85 <em>cabin crew </em>yang berhasil dikumpulkan datanya melalui kuesioner yang disebar dengan <em>google form</em>. Data yang telah dikumpulkan diolah dengan alat statistik<em> </em>PLS-SEM dengan program SmartPLS. Hasil penelitian menunjukkan bahwa kepuasan kerja memiliki pengaruh terhadap <em>organizational commitment, organizational commitment</em> memiliki pengaruh terhadap <em>intent to stay</em>, kepuasan kerja memiliki pengaruh terhadap <em>turnover intention</em>, dan kepuasan kerja memiliki pengaruh terhadap <em>turnover intention cabin crew</em> maskapai penerbangan X dengan <em>organizational commitment</em> dan <em>intent to stay</em> sebagai variabel mediasi. Implikasi manajerial dari penelitian ini disarankan maskapai X dapat melakukan upaya untuk meningkatkan kepuasan kerja <em>cabin crew </em>supaya dapat meningkatkan <em>organizational commitment </em>dan <em>intent to stay </em>serta mengurangi tingkat <em>turnover intention </em>dari <em>cabin crew</em>.</p>

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

The Effect of the Organizational Culture Recognized by Irregular Workers on Job Satisfaction and Organizational Commitment

2019 ◽  
Vol 118 (2) ◽  
pp. 43-50
Author(s):  
Jae-Won Choi ◽  
Keo-Young Song ◽  
Seok-Kee Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Active Population ◽  
Corporate Organization ◽  
Wage Earners ◽  
Socioeconomic Problems

Background/Objectives: According to the National Statistical Office's August 2018 「Survey of the economically active population and additional surveys by type of work」, the proportion of irregular workers among all wage earners stands at 32.9 percent. As such, irregular workers play a certain role in various sectors of the corporate organization, but they are a source of conflict within the organization due to treatment inequality and discrimination. Such conflicts within corporate organizations are further cited as causing socioeconomic problems. In this study, we intend to identify the types of organizational culture that affect the job satisfaction and organizational commitment of irregular workers to help establish a desirable organizational culture, mitigate negative conflicts within the organization and improve organizational performance.

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.

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