Pengaruh komitmen organisasional terhadap kepuasan kerja karyawan dan turnover intention di pt.x

Priscillia, Cynthia (2013) Pengaruh komitmen organisasional terhadap kepuasan kerja karyawan dan turnover intention di pt.x. Masters thesis, Universtitas Pelita Harapan.

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Abstract

Perusahaan perlu menjaga karyawan mereka yang berkualitas agar dapat bertahan di persaingan yang semakin kompetitif. Komitmen organisasional adalah salah satu hal yang mempengaruhi karyawan untuk tetap tinggal di perusahaan. Ada tiga tipe komitmen organisasional yaitu affective commitment, continuance commitment, dan normative commitment. Perusahaan juga harus bisa memperhatikan kepuasan kerja karyawannya, baik dari sisi pekerjaan, gaji, promosi, atasan dan rekan kerja. Selain itu, tingkat turnover intention yang ada di perusahaan dapat dilihat dari respon karyawan terhadap perusahaan. Penelitian ini akan meneliti pengaruh komitmen organisasional terhadap kepuasan kerja karyawan dan turnover intention yang ada di PT. X. Penelitian akan menggunakan kuisioner dan datanya akan dianalisis dengan menggunakan SEM. Sampel yang diambil adalah 107 orang karyawan PT.X. Hasil dari penelitian pada PT.X menunjukkan bahwa hanya continuance commitment yang memiliki pengaruh signifikan terhadap kepuasan kerja karyawan. Affective, continuance dan normative commitment tidak berpengaruh signifikan terhadap turnover intention. Dengan demikian dapat dikatakan bahwa mayoritas karyawan PT.X memiliki continuance commitment, hal ini dapat dilihat dari tingkat kepuasan yang cukup dan level turnover intention yang tidak terlalu tinggi untuk saat ini / Nowadays, organization needs to maintain their qualified employees in order to survive in high competition environment. Organizational commitment has high influence to make employee stay at organization. There are three types of organizational commitment. They are affective commitment, continuance commitment and normative commitment. Job satisfaction can be determined by pay, promotion, supervision, the job itself and co-workers. As for the turnover intention can be determined by the response of employee towards organization. This research aims to determine how significance the influence of organizational commitment on employee’s job satisfaction and turnover intention at PT.X. This research will conducted by using questionnaire and the result will be analyzed using SEM. The sample is 107 employees of PT.X. The result from this research is only continuance commitment has significance influence on employee job satisfaction. There is no significance influence of affective, continuance and normative commitment on turnover intention. The conclusion is majority employee at PT.X has continuance commitment and they are satisfied enough to worked at PT.X. Also, the level of turnover intention quite stable at this time

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