Turnover Intention Analysis in Digitalization Era Within Covid-19 Pandemic Situation

The phenomenon of the digitalization era has an impact on high employee turnover. On the other hand, the Covid-19 pandemic impacted a lockdown in many countries and regions which in turn, in many businesses and employees being affected (reducing costs, reducing working hours, and even laying off work relations). Taking a sample of various organizations in Indonesia, this study analyzed the factors that cause employee turnover intention (dependent variable) such as employee satisfaction (moderating variable), also remuneration & promotion, fringe benefit, working environment, and perceived external employment as independent variables. The research study was conducted based on 219 respondents who are in various industries. The results showed that working environment and fringe benefits have a positive impact to job satisfaction, job satisfaction has a negative impact to turnover intention and perceived alternate external employment has a positive impact to turnover intention inline with the predictions on the hypothesis. Meanwhile remuneration and perceived alternate external employment didn't have a significant impact on job satisfaction, as well as working environment, remuneration & promotion, and fringe benefits to turnover intention.

Job satisfaction of senior staff nurses in selected Upazila health complexes

A descriptive type of cross-sectional study was conducted with the objective to determine the status of job satisfaction of senior staff nurses working at Upazila Health Complex. A total of 152 senior staff nurses were selected purposively from 16 upazila health complex where data collection instrument was self- administered semi-structured questionnaire. Results revealed that the mean age of the respondents was 44.05±7.01 years. In education, majority of the respondents (72.4%, n=110) were diploma in nursing and 20.4% (n=31) BSc in nursing. Among them, 30.9% (n=47) respondents had monthly income from Tk. 21000-25000. Majority of the respondents (61.8%, n=94) had permanent job and 23.7% (n=36) respondents had temporary job. Majority of the respondents (60.6%, n=92) were working as senior stuff nurse for above eight years. Majority of the respondents (73.7%, n=112) had working experience above four years. Most of the respondents (86.2%, n=131) had national training. 36.8% (n=56) respondents were satisfied with the salary they got. Few of the respondents (8.6%, n=13) were satisfied with the working environment. 23.0% (n=35) respondents were dissatisfied with the freedom to choose own work. 22.4% (n=34) respondents were satisfied with recognition of performance at work. Most of the respondents (86.2%, n=131) respondents were neither satisfactory nor dissatisfactory with cooperation from superior. 18.4% (n=28) respondents were satisfied with relation with colleague. 28.9% (n=44) respondents were dissatisfied with job security. Majority of the respondents (64.8%, n=104) were neither satisfactory nor dissatisfactory with fringe benefit from service. Majority of the respondents (57.9%, n=88) respondents were dissatisfied with promotional scope. 39.5% (n=60) respondents were satisfied with the place of posting.16.4% (n=25) respondents were dissatisfied with opportunity for career advancement. Majority of the respondents (72.4%, n=110) were satisfied with their jobs. 17.8% (n=27) respondents had poor satisfaction level regarding their jobs. Majority of the respondents (51.3%, n=78) said that political influence affect their job satisfaction. 13.2% (n=20) respondents said that communication barrier affect their job satisfaction. Respondent’s age (p=0.004), educational status (p=0.030) and monthly family income (p=0.052) was significantly associated with level of job satisfaction. Special attention should be given for their promotional opportunity to increase their level of job satisfaction.

PERAN KOMPENSASI FINANSIAL DAN KOMPENSASI NON FINANSIAL DALAM MENINGKATKAN PRODUKTIVITAS KERJA PEGAWAI NEGERI SIPIL PADA DINAS SOSIAL KOTA BANJARMASIN

Research purposes for knowing role financial and non financial compensations in upgrade work productivity of Pegawai Negeri Sipil on Dinas Sosial Kota Banjarmasin. Component of compensation consists of salary, wage, incentive and fringe benefit. Population in this research amount 35 peoples and sample 20 peoples. Explenation tittle among them, compensation is all income being of money, direct goods or undirect receive of employes are reward or service given to agency. Work productivity is ratio between result achieved with role participation of labour unity of time. Dinas Sosial Kota Banjarmasin is agency of government to manage matter society, as help social to disaster, religion, etc.

Love or Bread? Public Service Motivation and Fringe Benefits in the Retention of Police Forces in Beijing City

Drawing upon the job demands-resources model (JD-R) and self-determination theory, this study investigates whether a set of fringe benefit initiatives taken by the police organization was able to relieve perceived work–family conflict and further reduce policemen’s intention to leave the job. A survey of 421 respondents from Beijing City Police Bureau revealed a positive relationship between work pressure, work–family conflict (WFC), and turnover intention (TI), showing that the satisfaction of fringe benefits (SFB) can moderate the linkage between WFC and TI. However, the moderating role of SFB would be crowded out when the participants possess higher level of public service motivation (PSM). This suggests that organizational support via fringe-benefit policy helps to decrease turnover intention only among employees who possess lower PSM. These findings demonstrate a special interaction of external benefits and PSM in the context of retaining police forces.

KOMPENSASI TIDAK LANGSUNG (FRINGE BENEFITS) DAN MUTASI TERHADAP KEPUASAN KERJA KARYAWAN

Salah satu kebutuhan yang sangat penting untuk masyarakat saat ini adalah mengenai ketenagalistrikan. Seiring dengan berkembangnya ekonomi dan pertumbuhan kelistrikan, Badan Hukum PLN mengalami perubahan dari Perusahaan Umum (Perum) menjadi Perseroan. Penelitian ini bertujuan untuk mengetahui persepsi pegawai PT. PLN tentang fringe benefit dan mutasi terhadap kepuasan kerja baik secara parsial dan simultan, serta untuk Untuk mengetahui, menganalisa dan mengkaji seberapa besar pengaruh fringe benefit dan mutasi terhadap kepuasan kerja secara parsial dan simultan. Pegawai yang diteliti sebanyak 71 orang dengan metode simple random sampling. Metode yang digunakan adalah deskriptif dan eksplanatori, untuk analisis data dengan menggunakan analisis regresi linier ganda. Secara umum hasil penelitian ini menunjukkan fringe benefit, mutasi dan kepuasan kerja masuk kedalam kategori cukup baik. Hasil analisis data menunjukkan besarnya pengaruh fringe benefit dan mutasi terhadap kepuasan kerja sebesar 72.2 %, dan fringe benefit memiliki pengaruh yang lebih besar dibandingkan dengan mutasi.

Connectivity Investigation of Channel Quality-Based Adaptive Gossip Flooding Mechanism for AODV

To address the “broadcast storm” problem associated with flooding-based route discovery mechanism of reactive routing protocols, probabilistic approaches are suggested in the literature. In the earlier work, Gossip flooding mechanism of Haas et.al. was extended with signal quality, to propose channel quality based adaptive gossip flooding mechanism for AODV (CQAG-AODV). Following the cross-layer design principle, CQAG-AODV algorithm tried to discover robust routes, as well as address the “broadcast storm” problem by controlling the rebroadcast probability of Route request (RREQ) packets on the basis of signal strength experienced at the physical layer. This paper investigates the connectivity of CQAG-AODV through theoretical and simulation analysis. Results show that, by accounting the signal strength in the route discovery process, not only does the proposed algorithm floods a lesser number of route requests and controls the broadcast storm, but also maintains a higher level of connectivity to offer high packet delivery ratio; independent of network density and node mobility. Moreover, due to controlled routing overhead and robust route discovery, channel quality based adaptive flooding mechanism offers fringe benefit of energy efficiency as well. CQAG-AODV thus proves its suitability in a variety of use cases of multi-hop ad hoc networks including WSNs and VANETs.

Pengaruh kepuasan kerja dan stres kerja terhadap intensi turnover

Tujuan penelitian ini adalah untuk mengetahui pengaruh kepuasan kerja dan stres kerja terhadap intensi turnover. Sampel penelitian ini yaitu karyawan Bank Mandiri Syariah kantor pusat sebanyak 196 karyawan. Teknik sampling yang digunakan, yaitu dengan teknik non-probability sampling. Analisis data yang digunakan yaitu Multiple Regression Analysis. Hasil penelitian menunjukkan bahwa terdapat pengaruh yang signifikan kepuasan kerja dan stres kerja terhadap intensi turnover karyawan. Proporsi varians dari intensi turnover yang dijelaskan oleh seluruh variabel bebas yaitu sebesar 54.8%, sedangkan 45,2% sisanya dipengaruhi oleh variabel lain di luar penelitian ini. Hasil uji hipotesis menunjukkan bahwa dimensi gaji (pay), promosi (promotion), rekan kerja (co-workers), sifat pekerjaan (nature of work) dan gejala perilaku stres kerja memiliki pengaruh yang signifikan terhadap intensi turnover. Sedangkan dimensi supervisi (supervision), tunjangan (fringe benefit), penghargaan (contingent rewards), kondisi operasional (operating conditions), komunikasi (communication), gejala fisiologis, dan gejala psikologis tidak berpengaruh terhadap intensi turnover.

Pengaruh kepuasan kerja dan stres kerja terhadap intensi turnover

Tujuan penelitian ini adalah untuk mengetahui pengaruh kepuasan kerja dan stres kerja terhadap intensi turnover. Sampel penelitian ini yaitu karyawan Bank Mandiri Syariah kantor pusat sebanyak 196 karyawan. Teknik sampling yang digunakan, yaitu dengan teknik non-probability sampling. Analisis data yang digunakan yaitu analisis regresi berganda. Hasil penelitian menunjukkan bahwa terdapat pengaruh yang signifikan kepuasan kerja dan stres kerja terhadap intensi turnover karyawan. Proporsi varians dari intensi turnover yang dijelaskan oleh seluruh variabel bebas yaitu sebesar 54.8. Hasil uji hipotesis menunjukkan bahwa dimensi gaji (pay), promosi (promotion), rekan kerja (co-workers), sifat pekerjaan (nature of work) dan gejala perilaku stres kerja memiliki pengaruh yang signifikan terhadap intensi turnover. Sedangkan dimensi supervisi (supervision), tunjangan (fringe benefit), penghargaan (contingent rewards), kondisi operasional (operating conditions), komunikasi (communication), gejala fisiologis, dan gejala psikologis tidak berpengaruh terhadap intensi turnover.

The gift

This chapter looks at the nature of the gift of blood. The gift of blood has certain unique attributes which distinguish it from other forms of gift. The gift of blood takes place in impersonal situations, sometimes with physically hurtful consequences to the donor. Moreover, the recipient is in almost all cases not personally known to the donor; there can, therefore, be no personal expressions of gratitude or of other sentiments. If the principle of anonymity were generally abandoned, the consequences could be disastrous for givers and receivers as well as for all blood transfusion services. The chapter then presents a classification of the different types of blood donors: the paid donor; the professional donor; the pain-induced voluntary donor; the responsibility fee donor; the family credit donor; the captive voluntary donor; the fringe benefit voluntary donor; and the voluntary community donor.