PENGARUH JOB SATISFACTION DAN JOB INSECURITY TERHADAP TURNOVER INTENTION PADA COFFEE SHOP KOTA MALANG

This research aims to determine the influence of job satisfaction and job insecurity on turnover intention at Coffee Shops in Malang City. The sample in this study consisted of 55 employees using a purposive sampling technique. This type of research is explanatory research with a quantitative approach. The data collection technique in this research uses a questionnaire. The data analysis techniqueuses a range of scales and multiple linear regression with the SPSS version 27 software. The research results show that job satisfaction has a significant effect on turnover intention, job insecurity has a significant effect on turnover intention, job satisfaction and job insecurity have a significant effect on turnover intention, and job insecurity is the variable that has the most influence on turnover intention

The impact of social and temporal job demands and resources on emotional exhaustion and turnover intention among flight attendants

Based on a survey among flight attendants from a DACH-country-based airline, this study examines the effects and relative importance of social and temporal determinants of emotional exhaustion and turnover intention. Results suggest that scheduling satisfaction is the most influential predictor of both emotional exhaustion and turnover intention, followed by time pressure and surface acting for emotional Exhaustion and surface acting and organizational support for turnover intention. From a practical standpoint, these results thus suggest that the most important predictors of emotional exhaustion and turnover intention can be shaped and influenced quite well by management

PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL TERHADAP TURNOVER INTENTION DENGAN IKLIM ORGANISASI SEBAGAIVARIABEL MEDIASI ( Studi Kasus : Karyawan PT. Sejahtera Buana Trada di Kota Malang )

This research aims to determine and analyze the influence of transformational leadership style on turnover intention through organizational climate as a mediating variable. This type of research is explanatory research using a quantitative approach method. The sampling technique used total sampling with a total sample of 76 people. The data analysis technique used in this research is correlation analysis with the SmartPLS tool. The results of this research show that transformational leadership style has a negative and significant effect on turnover intention at PT. Sejahtera Buana Trada. Transformational leadership style has a positive and significant effect on organizational climate. Organizational climate has a negative and significant effect on turnover intention. Organizational climate can mediate the influence of transformational leadership style on turnover intention

PENGARUH KESEJAHTERAAN DI TEMPAT KERJA TERHADAP TURNOVER INTENTION PADA KARYAWAN

Employee turnover is a challenge for human resource management. If employees do not get satisfaction at work, it can cause a desire to leave the company or turnover intention. Wellbeing in the workplace is a factor in the occurrence of turnover intention in employees. This study aims to see if there is an influence between work welfare and turnover intention on employees. The sampling technique uses the quota sampling technique with a total of 160 samples. The measuring tool used to measure well-being in the workplace is WWBI based on Page's theory with and to measure Turnover intention using a scale based on Mobley's theory. The analysis of the results of the study uses simple linear regression analysis. The results of the study were obtained that there was an effect of welfare in the workplace on turnover intention values of F=72,239 and p=0.000 (p<0.05) with an effective contribution of 31.4%. The results show that the results of this study are that there is a significant influence of workplace well-being on turnover intention in employees

HUBUNGAN ANTARA STRES KERJA DENGAN INTENSI TURNOVER

During more competitive world as the impact of globalization, employees would have to adapt toward the varying demand of the environment as the response or internal or external processes reaching physical and psychological tenses reaching the limit or over the limit of subject ability. The same stressor could be perceived differently, that is as a positive and relative harmless event, or becoming dangerous and threatening event. Individual cognitive assessment in this matter seems to determine whether those stressors would bring positive or negative impact. This cognitive assessment is highly influencing response toward high or low turnover intention of the employees. This study is a correlation study between work­related stress with turnover intention in employees of PT. PG Kebon Agung Malang. This study has the objective to found out about the links between work­related stress and turnover intention. Analyze method used in this study is product moment correlation, while data collection technique is using scales. Population andsample in this study is the employees of PT. PG Kebon Agung Malang. Population rate of TUK division is 257 employees and sample taken for this study were 50 people. Result of work­related stress scale revealing 29 valid item of 34 presented item, while for turnover intention scale revealing 26 valid item of 27 presented item. Result of this study has successfully obtain correlation coefficient r=0,451 and p=0,001. It means that there are highly significant positive relationship between work­related stress and turnover intention. That is if work­related stress of the employees is high, it will be followed by high turnover intention of the employees. On the contrary, if work­related stress of the employees is low, then it will be followed by lower turnover intention employees. Work­related stress has given effective contribution with determinant coefficient r2=0.203 (20,3%) toward turnover intention, meantime for the rest of 79,7% has been affected by other variables

Pengaruh Kepuasan Gaji terhadap Turnover Intention dengan Komitmen Organisasional sebagai Mediasi pada Rumah Sakit Umum Premagana

The purpose of this study was to analyze the effect of pay satisfaction on turnover intention, to analyze the influence of organizational commitment to turnover intention, to analyze the influence of satisfaction on salary to turnover intention and analyze the influence of organizational commitment as mediating the relationship between satisfaction over salary with turnover intention of employees RSU Premagana. This research was conducted at the General Hospital-Premagana Batubulan Gianyar. The samples used were 107 employees. Data were collected by interviews, surveys and questionnaires. Data analysis technique used is path analysis. These results indicate that salary satisfaction and significant negative effect on turnover intention. Organizational commitment and significant negative effect on turnover intention and pay satisfaction and significant negative effect on turnover intention through the mediation of organizational commitment at General Hospital-Premagana Batubulan Gianyar

Pengaruh Stres Kerja, Komitmen Organisasi, dan Kepuasan Kerja Karyawan terhadap Turnover Intention

Tingginya tingkat&nbsp; turnover intention pada kayawan akan menimbulkan dampak negatif bagi Perusahaan yang dapat menciptakan ketidakstabilan dan menunjukkan bahwa Perusahaan tersebut tidak efektif, oleh sebab itu suatu Perusahaan harus mengetahui faktor-faktor yang dapat menyebabkan turnover intention. Tujuan penelitian ini adalah untuk menguji pengaruh stres kerja, komitmen organisasi dan kepuasan kerja terhadap turnover intention. Penelitian ini dilakukan pada pada PT. Bank Rakyat Indonesia (Persero) Tbk. Cabang Gatot Subroto Denpasar. &nbsp;Jumlah &nbsp;responden &nbsp;penelitian yang diambil sebanyak 70 karyawan. Teknik analisis yang digunakan adalah regresi linier berganda. Hasil penelitian menunjukkan bahwa stres kerja berpengaruh positif dan signifikan terhadap turnover intention. Komitmen organisasi berpengaruh negatif dan signifikan terhadap turnover intention. Kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention. Kata Kunci: turnover intention, stres kerja, komitmen organisasi, kepuasan kerja

Pengaruh Work-family Conflict dan Stres Kerja terhadap Kepuasan Kerja dan Turnover Intention Karyawan Wanita

Penelitian ini bertujuan untuk mengetahui pengaruh work-family conflict dan stres kerja terhadap kepuasan kerja dan turnover intention karyawan wanita pada Bank Rakyat Indonesia (BRI) Kantor Cabang Gatot Subroto Denpasar. Responden pada penelitian ini berjumlah 30 orang karyawan wanita yang sudah menikah. Hasil penelitian menunjukkan bahwa: (1) work-family conflict berpengaruh negatif dan signifikan terhadap kepuasan kerja. (2) stres kerja berpengaruh negatif dan signifikan terhadap kepuasan kerja. (3) kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention. (4) work-family conflict tidak berpengaruh positif dan signifikan terhadap turnover intention. (5) stres kerja berpengaruh positif signifikan terhadap turnover intention. (6) work-family conflict berpengaruh terhadap turnover intention secara tidak langsung melalui kepuasan kerja. (7) stres kerja berpengaruh terhadap turnover intention secara tidak langsung melalui kepuasan kerja. Pengujian variabel mediasi menunjukkan hasil bahwa sifat mediasi kepuasan kerja pada hubungan antara work-family conflict terhadap turnover intention adalah complete full mediation (variabel mediasi sempurna), sedangkan sifat mediasi kepuasan kerja pada hubungan antara stres kerja terhadap turnover intention adalah partial mediation (variabel mediasi sebagian)

PENGARUH BUDAYA KERJA TERHADAP TURNOVER INTENTION DENGAN K3 SEBAGAI VARIABLE MEDIASI (Studi pada Plasma Sumber Makmur)

Tujuan dari penelitian ini yaitu untuk mengetahui budaya kerja, kesehatan dan keselamatan kerja (K3), dan turnover intention pada perkebunan kelapa sawit Plasma Sumber Makmur. Penelitian ini juga mengamati pengaruh budaya kerja terhadap turnover intention, pengaruh budaya kerja terhadap K3, pengaruh K3 terhadap turnover intention, dan apakah K3 mampu memediasi pengaruh budaya kerja terhadap turnover intention. Penelitian ini dilakukan pada karyawan transmigran Plasma Sumber Makmur dengan jumlah populsi sebanyak 64 karyawan yang semuanya menjadi responden dalam penelitian ini. Teknik sampling menggunakan teknik total sampling. Pengumpulan data dilakukan dengan teknik kuesioner. Teknik analisis data menggunakan analisis jalur dan program Smart-PLS 4. Hasil analisis rentang skala dalam penelitian ini menunjukan bahwa budaya kerja tinggi, kesehatan dan keselamatan kerja tinggi, turnover intention tinggi. Hasil uji hipotesis menunjukan jika budaya kerja tidak memberikan pengaruh terhadap turnover intention, budaya kerja tidak berpengaruh terhadap kesehatan dan keselamatan kerja. K3 berpengaruh terhadap turnover intention, dan K3 tidak mampu memediasi pengaruh budaya kerja terhadap turnover intention