Peran Komitmen Organisasi dan Person Job Fit terhadap Turnover Intention Generasi Y pada Karyawan di Indonesia
Abstract
Sejumlah riset terdahulu sudah memperlihatkan bahwa Generasi Y mempunyai nilai turnover yang lebih tinggi dibandingkan generasi lainnya. Pergantian karyawan didahului oleh niat untuk berubah. Nilai niat turnamen pada karyawan yang dipengaruhi oleh komitmen organisasi, dan pekerjaan membutuhkan mereka.Riset ini ialah pendekatan kuantitatif yang bertujuan untuk menentukan peranan komitmen organisasi dan bekerja bersama mereka sesegera tujuan turnamen untuk karyawan gen-Y diIndonesia. Subjek terkait dengan riset ialah 176 karyawan Y generasi di Indonesia. Alat pengukuran diterapkan ialah skala komitmen organisasi, skala pekerjaan dan skala skala turnamen. Temuan uji regresi berganda memperlihatkan koefisien regresssion sejumlah 0,598, koefisien determinan 0,357 dan nilai signifikansi 0,000 (p <0,05) dengan koefisien beta (standardize) pada variabel komitmen organisasi -0,434 serta proyek work fit dari variabel 0,259.
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References
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Sopiah. (2008). Perilaku organisasi. Andi Offset.
Sugiyono. (2013). Metode penelitian kuantitatif kualitatif dan R&D. Alfabeta.
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Abdillah, F. (2012). Hubungan kohesivitas kelompok dengan intensi turnover pada karyawan. Journal of Social and Industrial Psychology, 1(2), 52–58.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1–18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.
Amri, Z. (2017). Keterkaitan person job fit dengan turnover intention pada karyawan. (Skripsi, Universitas Muhammadyah Malang).
Ardıc, K., Uslu, O., Oymak, O., Ozsoy, E., & T., O. (2016). Comparing person organization fit and person job fit. Journal of Economics and Management, 25.
Asih, A. N., & Zamralita. (2017). Gambaran turnover intention pada karyawan Generasi Y di PT. XYZ (IT SOLUTION COMPANY). Jurnal Muara Ilmu Sosial, Humaniora, Dan Seni, 2(1).
Azwar, S. (2016). Metode penelitian (1st ed.). Pustaka Belajar.
Cable, M. D., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875–884.
Chilton, M. A., Hardgrave, B. C., & Armstrong, D. J. (2005). Person-job cognitive style fit for software developers: The effect on strain and performance. Journal of Management Information Systems, 22(2).
Chungtai, A. A., & Zafar, S. (2006). Antecedents and consequences of organizational commitment among Pakistani University Teachers. Applied H.R.M. Research, 11(1), 39–64.
Dessler, G. (1997). Human resource management. Prentice-Hall.
Field, A. (2009). Discovering statistics using SPSS (3rd ed.). SAGE Publisher.
Firdaus, A. (2017). Faktor-faktor yang memengaruhi turnover intention (Studi pada karyawan perusahaan Jasa Multi Finance di Kota Jambi. Ekonomics: Jurnal of Economics and Business, 1(1).
Harnoto. (2002). Manajemen sumber daya manusia. PT. Prenhallindo.
Hassan, M., Naz, S., & Akram, A. (2012). The relationship between person organization fit, person job-fit and turnover intention in banking sector of Pakistan: The mediating role of psychological climate. International Journal of Human Resource Studies, 2(3).
Iplik, F. N., Kilic, C. K., & Yalcin, A. (2011). The simultaneous effects of person organization and person job fit on Turkish Hotel managers. International Journal of Contemporary Hospitality Management, 23(5).
Jehanzeb, K., Rasheed, A., & Mazen, F. (2013). Organizational commitment and turnover intentions: Impact of employee’s training in private sector of Saudi Arabia. International Journal of Business and Management, 8(8), 79–90.
Kreitner, R., & Kinicki, A. (2011). Perilaku organisasi. Salemba Empat.
Kusnandar, V. B. (2019). Berapa jumlah penduduk usia produktif Indonesia? Databoks. https://databoks.katadata.co.id/datapublish/2019/09/09/berapa-jumlah-penduduk-usia-produktif-indonesia
Lancaster, L. C., & Stillman, D. (2002). When generations collide: Who they are. Why they clash. How to solve the generational puzzle at work. Collins Business.
Luthans, F. (2006). Perilaku organisasi (V. A. Yuwono (ed.)). Andi.
Memon, M. A., Salleh, R., & Baharom, M. N. R. (2015). Linking person-job fit, person-organization fit, employee engagement and turnover intention: A three-step conceptual model. Asian Social Science, 11(2).
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408–414. https://doi.org/10.1037/0021-9010.63.4.408
Mondy, R. W., & Noe, R. M. (2000). Human Resource Management. McGraw-Hill.
Perrewe, P. L. (1986). Locus of control and activity level as moderators in the quantitative job demands satisfaction/psychological anxiety relationship: An experimental analysis. Journal of Applied Social Psychology, 16(7), 620–632. https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1559-1816.1986.tb01163.x
Pramesti, N. K. (2018). Gambaran proses pembentukkan komitmen kerja pada headstore perusahaan gadget X Wilayah Denpasar I. (Naskah tidak dipublikasikan, Program Studi Sarjana Psikologi Universitas Udayana Denpasar).
Priambodo, A. Y. (2018). Keterkaitan antara kepuasan kerja dan intensi turnover pada karyawan operasional hotel bintang dua. (Thesis, Universitas Sanata Dharma Yogyakarta).
Priyatno, D. (2012). Belajar praktis analisis parametrik dan non parametrik dengan SPSS. Gaya Media.
Robbins, S. P. (2006). Perilaku organisasi (10th ed.). PT. Indeks.
Robbins, S. P., & Judge, T. A. (2008). Perilaku organisasi. Salemba Empat.
Robbins, S. P., & Judge, T. A. (2013). Organizational behavior. Pearson.
Sari, A. E. P. (2011). Keterkaitan komitmen organisasi dan niat berpindah pekerjaan (turnover intention) pada karyawan hotel di Kota Malang. Jurnal Riset UMM.
Sheahan, P. (2008). Generation-Y In Asia. The University of Sydney.
Sianipar, A. R. B., & Haryanti, K. (2014). Keterkaitan komitmen organisasi dan kepuasan kerja dengan intensi turnover pada karyawan bidang produksi CV. X. Jurnal Psikodimensia, 13(1), 98–114.
Sopiah. (2008). Perilaku organisasi. Andi Offset.
Sugiyono. (2013). Metode penelitian kuantitatif kualitatif dan R&D. Alfabeta.
Super, D. E. (1990). A life-span, life-space approach to career development. In D. Brown & L. Brooks, The Jossey-Bass management series and The Jossey-Bass social and behavioral science series. Career choice and development: Applying contemporary theories to practice (pp. 197–261). Jossey-Bass.
Wateknya, Y. (2016). Pengaruh komitmen organisasi dan kepuasan kerja terhadap turnover intention. Jurnal Student Universitas Negeri Yogyakarta, 468–480. http://journal.student.uny.ac.id/ojs/index.php/jmbi/article/download/5048/4714
Zurnali, C. (2010). Learning organization, competency, organizational commitment, dan customer orientation: Knowledge worker - kerangka riset manajemen sumberdaya manusia pada masa depan. Unpad Press. http://opac.perpusnas.go.id/DetailOpac.aspx?id=242477
Published
2020-11-02
How to Cite
PRAMESTI, Nadya Karunia; ASTITI, Dewi Puri.
Peran Komitmen Organisasi dan Person Job Fit terhadap Turnover Intention Generasi Y pada Karyawan di Indonesia.
Jurnal Psikologi Udayana, [S.l.], v. 7, n. 2, p. 66-76, nov. 2020.
ISSN 2654-4024.
Available at: <https://ojs.unud.ac.id/index.php/psikologi/article/view/62748>. Date accessed: 01 may 2024.
doi: https://doi.org/10.24843/JPU.2020.v07.i02.p07.
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