PENGARUH KOMITMEN ORGANISASIONAL DAN PENLAIAN KINERJA TERHADAP TURNOVER INTENTION KARYAWAN PADA PT. BERSAMA MENCAPAI PUNCAK
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Abstract
Penelitian ini bertujuan untuk mengetahui pengaruh komitmen organisasional dan penilaian kinerja terhadap turnover intention karyawan PT Bersama Mencapai Puncak. Penelitian ini adalah deskriptif kuantitatif. Peneliti menggunakan angket (kuesioner) untuk mengumpulkan data. Metode sampel acak digunakan untuk menentukan sampel dan 32 orang digunakan untuk menjadi sampel penelitian. Validitas konstruk diuji menggunakan Alpha Cronbach. Regresi linier berganda digunakan untuk menganalisis data. Hasil penelitian menenunjukan bahwa variabel komitmen organisasional (X1) tidak memiliki pengaruh yang signifikan terhadap variabel turnover intention (Y). Hasil uji regresi menunjukkan bahwa variabal penilaian kinerja memiliki pengaruh yang signifikan terhadap variabel turnover intention (Y). Variabel komitmen organisasioanl dan penilaian kinerja memiliki pengaruh terhadap variabel turnover intention.
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How to Cite
Neli, B. ., Nu Graha, A. ., & Setyastuti, K. . (2021). PENGARUH KOMITMEN ORGANISASIONAL DAN PENLAIAN KINERJA TERHADAP TURNOVER INTENTION KARYAWAN PADA PT. BERSAMA MENCAPAI PUNCAK. Jurnal Riset Mahasiswa Manajemen, 9(1). https://doi.org/10.21067/jrmm.v7i1.5391
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References
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Mahdi, A. F. (2012). The Relationship Between Job Satisfaction And Turnover Intention. America Journal of Applied Sciences, 9(9), 1518-1526.
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Sell, L. a. (2011). Job Satisfaction, Work Environment, And Rewards: Motivational Theory Revisited. Journal of Labor, 25(1),1-23.
Silaban, N. (2018). The Influence of Compensation and Organizational Commitment on Employees’ Turnover. Intention IOSR Journal of Business and Management (IOSR-JBM), 20(3), 01-06.
Sopiah. (2008). Perilaku Organisasional. Yogyakarta: C.V Andi Offset.
Sutanto, E. M. (2013). Kepuasan Kerja, Komitmen Organisasional dan Turnover Intention. Jurnal Manajemen, 4(1), 118-128.
Wang, Y. L. (2010). Chinese Employees’ Work Values And Turnover Intentions In Multinational Companies: The Mediating Effect Of Pay Satisfaction. Social Behavior And Personality, 38(7), 871-894.
Whiting, H. J. (2007). Testing A Model Of Performance Appraisal Fit On Attitudinal Outcomes. The Psychologist-Manager Journal, 10(2), 127-148.
Widjaja, D. C. (2008). Analisis Persepsi Employee Empowerment Terhadap Employee Turnover Intention Di Hotel X Kupang Nusa Tenggara. Jurnal Manajemen Perhotelan, 4(2), 72-83.
Wijaya, T. W. (2015). Effects of Performance Appraisal on Employee PERFORMANCE, Turnover Intention and Job Satisfaction at PT. Jasa Andalas Perkasa. Business Management, 15(2), 173-182.
Chen, C. F. (2014). Effects Of Positive Vs Negative Forces On The Burnout Commitment Turnover Relationship. Journal of Service Management, 25(3), 388-410.
Cohen, A. a. (2007). Predicting Absenteeism And Turnover Intentions By Past Absenteeism And Work Attitudes: An Empirical Examination Of Female Employees In Long Term Nursing Care Facilities. Journal of Career Development International, 12(5) 416-432.
Crow, M. S. (2012). Organizational Justice And Organizational Commitment Among South Korean Police Officers: An Investigation Of Job Satisfaction As A Mediator. Policing. An International Journal of Police Strategies & Management, 35(2), 402-423.
Getnet, B. J. (2014). The Effect Of Employee’s Fairness Perception On Their Satisfaction To Wards The Performance Appraisal Practices (Acase Study Of University Of Gondar). International Journal of Management and Commerce Innovations, 2(1), 174-210.
Hanggraeni, D. (2012). Manajemen Sumber Daya Manusia. Jakarta: FEUI.
Hartatik, I. P. (2014). Buku Praktis Mengembangkan SDM. Yokyakarta: Laksana.
Ikramullah, M. a. (2012). Fairness Perceptions Of Performance Appraisal System: An Empiriacal Study Of Civil Servants In District Dera Ismail Khan Pakistan. International Journal of Business and Social Science, 2(21), 92-100.
Khan, I. (2014). The Impact of Organizational Commitment (OC) on the Intention to Leave (ITL) among the Academicians in Higher Educational Institutions (HEIs) in Pakistan. International Journal of Academic Research in Business and Social Sciences, 4(2), 243-252.
Mahdi. (2007). The Relation Between Job Satisfaction and Turnover. Journal of Applied Sciences, 9(9), 118-126.
Mahdi, A. F. (2012). The Relationship Between Job Satisfaction And Turnover Intention. America Journal of Applied Sciences, 9(9), 1518-1526.
Rasheed, M. (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.
Robbins, S. P. (2008). Perilaku organisasi. Jakarta: Salemba Empat.
Sell, L. a. (2011). Job Satisfaction, Work Environment, And Rewards: Motivational Theory Revisited. Journal of Labor, 25(1),1-23.
Silaban, N. (2018). The Influence of Compensation and Organizational Commitment on Employees’ Turnover. Intention IOSR Journal of Business and Management (IOSR-JBM), 20(3), 01-06.
Sopiah. (2008). Perilaku Organisasional. Yogyakarta: C.V Andi Offset.
Sutanto, E. M. (2013). Kepuasan Kerja, Komitmen Organisasional dan Turnover Intention. Jurnal Manajemen, 4(1), 118-128.
Wang, Y. L. (2010). Chinese Employees’ Work Values And Turnover Intentions In Multinational Companies: The Mediating Effect Of Pay Satisfaction. Social Behavior And Personality, 38(7), 871-894.
Whiting, H. J. (2007). Testing A Model Of Performance Appraisal Fit On Attitudinal Outcomes. The Psychologist-Manager Journal, 10(2), 127-148.
Widjaja, D. C. (2008). Analisis Persepsi Employee Empowerment Terhadap Employee Turnover Intention Di Hotel X Kupang Nusa Tenggara. Jurnal Manajemen Perhotelan, 4(2), 72-83.
Wijaya, T. W. (2015). Effects of Performance Appraisal on Employee PERFORMANCE, Turnover Intention and Job Satisfaction at PT. Jasa Andalas Perkasa. Business Management, 15(2), 173-182.