PENGARUH KEPUASAN KERJA DAN KOMITMEN ORGANISASIONAL TERHADAP TURNOVER INTENTION
Abstract
Turnover intention diartikan sebagai niat dari seorang karyawan untuk secara sukarela berhenti dari pekerjaannya sesuai dengan pilihannya sendiri. Agar turnover intention pada karyawan menjadi rendah maka perusahaan perlu untuk memperhatikan beberapa faktor-faktor yang mempengaruhi turnover intention. Tujuan dari penelitianini yaitu untuk menganalisis pengaruh kepuasan kerja dan komitmen organisasional terhadap turnover intention. Penelitian ini dilakukan di PT. Indohamafish. Jumlah sampel yang diambil sebanyak 56 orang karyawan dengan metode sampling jenuh. Pengumpulan data dilakukan melalui wawancara dan kuesioner. Alat analisis yang digunakan adalah teknik regresi linier berganda. Hasil dari penelitian ini menyatakan bahwa variabel kepuasan kerja berpengaruh negatif signifikan terhadap turnover intention dan variabel komitmen organisasional berpengaruh negatif signifikan terhadap turnover intention. Implikasi dalam penelitian ini yaitu Secara teoritis penelitian ini juga memberikan pemahaman bahwa Kepuasan Kerja, Komitmen Organisasional secara nyata dapat Menurunkan Turnover Intention, ketika Kepuasan Kerja, Komitmen Organisasional yang meningkat,sehingga berpotensi menurunkan Turnover Intention.
Turnover intention is defined as intention of employee to voluntarily quit job according. To make employee turnover intention to be low, companies need to pay attention to several factors that affect turnover intention. The purpose of this study is to analyze the effect of job satisfaction and organizational commitment on turnover intention. This research was conducted at PT. Indohamafish. Number of samples are 56 employees with saturated sampling method. Data collection was carried out through interviews and questionnaires. The analysis tool used is multiple linear regression techniques. The results state that job satisfaction has a significant negative effect on turnover intention and the organizational commitment variable has a significant negative effect on turnover intention. The implication in this research is that theoretically this research also provides an understanding that Job Satisfaction, Organizational Commitment can significantly reduce Turnover Intention, when Job Satisfaction, Organizational Commitment increases, thus potentially reducing Turnover Intention.
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