PENGGUNAAN ANALISIS REGRESI LOGISTIK UNTUK MENCARI PROBABILITAS TURNOVER INTENTION BESERTA FAKTOR-FAKTOR YANG MEMPENGARUHINYA

2011 ◽  
Vol 3 (01) ◽  
Author(s):  
Juli maya Sari
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Turnover Intention ◽  
Work Social Support

Turnover Intention (intensitas perpindahan) adalah keinginan berpindah karyawan dari satu tempat kerja ketempat kerja lainnya. Hanya keinginan untuk pindah, belum sampai realisasi untuk melakukan perpindahan. Turnover merupakan kejadian yang wajar dalam setiap perusahaan. Namun jika penggantian karyawan ini karena faktor produktifitas, maka dapat diantisipasi oleh perusahaan melalui penyiapan kader-kader untuk menggantikan. Jika penggantian karyawan tidak berkaitan dengan implementasi program kerja yang telah ditetapkan, maka hal ini akan sangat menyulitkan perusahaan. Pada penelitian ini ingin mengetahui karakteristik karyawan setrta mengetahui variabel yang berpengaruh terhadap Turnover Intention melalui analisis korespondensi. Setelah diperoleh variabel berpengaruh selanjutnya digunakan untuk mencari model regresi logistik ordinal. Dari model regresi logistik selanjutnya digunakan untuk mencari besarnya probabilitas Turnover Intention karyawan. Dimana Turnover Intention dipengaruhi oleh Job satisfaction of work, Social support, sedangkan untuk Job satisfaction dipengaruhi oleh Quality of supervisior, dan compensation. Hasil pengolahan diketahui bahwa variabel yang berpengaruh adalah Job satisfaction katagori puas dan Social support katagori puas. Probabilitas Turnover Intention level tinggi dan level rendah hampir sama yaitu sebesar 0.119 dan 0,118. Sebagian besar probabilitas Turnover Intention berada pada level sedang yaitu sebesar 0,763. Kondisi tersebut perlu mendapat perhatian dari perusahaan agar karyawan yang berada pada probabilitas Turnover Intention level sedang dapat beralih menjadi level rendah dengan cara meningkatkan kepuasan kerja dan dukungan sosial pada diri karyawannya.

scholarly journals TO EXAMINE LEADER-MEMBER EXCHANGE AS MODERATING VARIABLE ON THE INFLUENCE OF EMPLOYEE PSYCHOLOGICAL UNCERTAINTY TOWARD EMPLOYEES’ JOB SATISFACTION AND TURNOVER INTENTION

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Muhammad Zakiy
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Turnover Intention ◽  
Negative Influence ◽  
Positive Influence ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Impact

The studies revealed that organizational change could create employee’s psychological uncertainty. However, this study argues that the quality of leader-member exchange enables to control the impact of the psychological uncertainty during the change toward employee’s attitude. This study represents job satisfaction and turnover intention as proxy of employee’s attitude for that matter. Based on social exchange theory, quality relationship of leader and employees affects on the relationship of psychological uncertainty and employee’s job satisfaction and turnover intention. This study selected private hospitals experiencing the changes of operational system for complying with national health security system. This study conducted cross-section survey for individual level-analysis. This study produces some findings. Firstly, the LMX has been failed to reduce the negative influence of psychological uncertainty towards employee’s job satisfaction, although the quality of the LMX was good. employee’s job satisfaction is more perceived as  personal afective state experienced during the organizational change. Secondly, the LMX has been successfully moderated the positive influence of the psychological uncertainty towards employee’s turnover intention.The data were collected by using questioners, distributed to the employees who worked in hospitals in Yogyakarta Province. There were 193 questioners that could be collected and analyzed by using Moderated Regression Analysis (MRA) to test the hypothesis by using SPSS application version 21. The result of the study shows that psychological uncertainty had negative correlation to employee’s job satisfaction and positive influence to psychological uncertainty toward turnover intention. Besides, LMX was proven to moderate positive influence of psychological uncertainty toward turnover intention, but it could not moderate negative influence of psychological uncertainty toward job satisfaction. 

Mapping the contours of fairness

2014 ◽  
Vol 1 (2) ◽  
pp. 191-204 ◽  
Author(s):  
Lilian Otaye ◽  
Wilson Wong
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Regression Analysis ◽  
Turnover Intention ◽  
Content Type ◽  
Mediating Role ◽  
The Uk ◽  
The Relationship

Purpose – The purpose of this paper is to explore the contours of fairness by showing how different facets of fairness impact three important employee outcomes (job satisfaction, turnover intention and employer advocacy) and examining the mediating role of quality of management and leadership (through perceptions of both senior management and the quality of exchange with immediate supervisors) in attenuating negative impacts of unfairness on these outcomes. The study extends the concept of fairness beyond the traditional focus on organizational justice and models the mediating role of leadership on the relationship between (un)fairness and the three employee-level outcomes in a sample of employees representative of the UK workforce. Design/methodology/approach – Data were obtained from a nationally representative sample of 2,067 employees in the UK. Exploratory factor analysis and then confirmatory factor analysis is used to refine three unfairness factors and address their dimensionality of the unfairness scale and then multiple regression analysis is used to test a fairness-leadership-employee performance outcome model. Findings – Results of multiple regression analysis revealed that both trust in leadership and leader-member exchange partially mediate the relationship between organizational (un)fairness and job satisfaction, advocacy and turnover intention, respectively. Practical implications – The findings highlight the important role that leaders play in influencing the relationship between perception of unfairness and employee outcomes. This has implications for both theory and practice as it suggests that the pattern of inclusion that leaders create through the relationships that they develop with their followers has a significant impact on the relationship between unfairness and the work outcomes. They not only must manage traditional perceptions of justice, but also the assessments employees make about trust in management judgements and the perceived consequences of such judgements. Originality/value – In an environment where perceptions of unfairness are becoming both more endemic but also more complex, the study shows that both senior leaders and immediate supervisors have important agency in managing negative consequences. Through the measurement of satisfaction, turnover intention and employer advocacy it also provides potential links to link fairness into the engagement literature.

scholarly journals Job satisfaction, psychological contracts, and turnover intention

2019 ◽  
Vol 8 (6) ◽  
pp. 96-104
Author(s):  
Retno Dwiyanti ◽  
Hazalizah Binti Hamzah ◽  
Nurul Binti Abas
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Psychological Contracts ◽  
Satisfaction Scale ◽  
Classic Problem ◽  
Sales Employees ◽  
Retail Company ◽  
The Relationship

Employee turnover is a classic problem that is often faced by entrepreneurs. The behavior of employees who move from one company to another can be an indication of employee dissatisfaction with the company and the lack of good relations between employees and the company. Social support can increase the likelihood that employees will be tied to work as social support can help individuals overcome work problems. The sample of this research was 274 retail company sales employees in Purwokerto. Data were collected using the work satisfaction scale, psychological contract scale, and turnover intention questionnaire. The results showed that there was no effect on job satisfaction and Psychological contracts on Turnover Intention by using social support as a mediating variable,  VAF was less than 20%. While the relationship between psychological contracts and turnover intention is significant.

scholarly journals Precursors and outcomes of work engagement among nursing professionals—a cross-sectional study

2020 ◽  
Author(s):  
Terje Slåtten ◽  
Gudbrand Lien
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Quality Of Care ◽  
Work Engagement ◽  
Turnover Intention ◽  
Intention To Leave ◽  
Organizational Goals ◽  
Nursing Professionals ◽  
The Relationship

Abstract Background: Health services organizations must understand how best to lower nursing professionals’ turnover intentions, increase their job satisfaction and quality of care provided to patients. This study aims to examine whether work engagement, which refers to a positive fulfilling, work-related state of mind, is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and climate can manage the work engagement of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals.Methods: The proposed conceptual model was tested in a quantitative study in which nursing professionals participated. The data were analyzed using confirmatory factor analysis and structural equation modeling in Stata.Results: The three key findings from this study were: i) work engagement of nursing professionals was found to be positively related to service quality of care (b = 0.551) and job satisfaction (b = 0.883). Job satisfaction fully mediates the relationship between work engagement and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention (which refers to the intention to leave a job on a personal/workers level), ii) nursing professionals’ perception of organizational culture (b = 0.278) and collaboration climate (b = 0.331) were both directly related to their work engagement, iii) work engagement fully mediates the relationship between organizational culture, organizational climate and service quality of care and job satisfaction. Moreover, work engagement particularly mediates the relationship between collaborative climate and job satisfaction.Conclusions: The work engagement of nursing professionals is highly correlated, especially to their job satisfaction. Work engagement and intention to leave a job is (fully) mediated by job satisfaction. Employers should therefore focus on improving job satisfaction of nursing professionals. The work engagement of nursing professionals is a common key factor for improvements. Consequently, leaders and managers should continuously manage nursing professionals’ work engagement, focusing on such areas as organizational culture and climate because work engagement is a substantial driver to enable multiple desirable outcomes for hospital organizations.

Quality of work life of Emirati women and its influence on job satisfaction and turnover intention

2018 ◽  
Vol 31 (2) ◽  
pp. 352-370 ◽  
Author(s):  
Fauzia Jabeen ◽  
Heather Lynn Friesen ◽  
Kilani Ghoudi
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Turnover Intention ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Public Sector Organizations ◽  
Female Employees

Purpose The purpose of the paper is to examine the quality of work life (QoWL) and its influence on job satisfaction and turnover (job-leaving) intention of Emirati women employed in various public sector organizations in the United Arab Emirates (UAE). Design/methodology/approach Data were collected through a structured questionnaire gleaned from literature, and were analyzed through partial least squares structural equation modeling. Findings QoWL was found to have a significant relationship with all variables in the model, and was found, as hypothesized, to have a positive effect on job satisfaction and a negative effect on turnover intention. Research limitations/implications One of the main limitations of this study is that the sample is drawn from only Emirati female employees who were working in public organizations based in the Abu Dhabi region, the capital of UAE, and hence, cannot be generalized. Practical implications This study helps policy makers by identifying crucial points that can improve Emirati female employees’ QoWL with a commensurate reduction in turnover intention in a collectivistic society. Public sector organizations should address the factors that directly affect Emirati women’s QoWL and job satisfaction, as it will ultimately result in less staff turnover, greater productivity, and will also support the localization strategy. Originality/value The study is one of the first enquiries which stresses the importance of understanding how Emirati female employees perceive and categorize themselves as a valuable element of the workplace alongside the significance of augmenting their sense of belongingness to their organization.

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