Turnover intention, organisational commitment and specific job satisfaction facets of Pt. Karinda employees

Robson, Vanessa Ann (2020) Turnover intention, organisational commitment and specific job satisfaction facets of Pt. Karinda employees. Bachelor thesis, Universitas Pelita Harapan.

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Abstract

The oil and gas industry has powers that could push many countries apart. It is still what many countries seek for and will continue to seek no matter the cost. Where a country is rich in its oil and gas, it is overall a rich country. Indonesia still heavily relies on this natural resource, attempting to dig a very big hole unto the ground. To that known fact, the population of the country is also rising so the need to extract it is also rising. When the need for extraction is high, labour comes into play. But labour can’t always just stay as labour, because every person has their own set of views upon things. So then there would be turnover. But before actual turnover, there is turnover intention. The turnover intention within the oil and gas industry has risen rapidly over the years. Many Indonesian employees seek to work abroad as it gives more job satisfaction. It has left the oil and gas companies of Indonesia desperate as it edges their competitors abroad. Their commitment to their country seems to be lost. Therefore it is important to find out why these employees are leaving a prestigious industry. The research of turnover intention, organisational commitment and specific job satisfaction will be conducted towards PT. Karinda employees, an oil and gas contractor and services company. There will be 87 samples in total from the primary data collected in the headquarters of PT. Karinda, Tangerang Selatan. The method of data analysis will utilise the Partial Least Square (PLS). Turnover intention, organisational commitment and specific job facets are deemed to have a deep relationship. The results have shown that turnover intention negatively influences specific job satisfaction facets. And that organisational commitment has a very positive effect on the specific job facets. These specific job satisfaction facets are personal development, human resource policy and supervision. Although seen through that human resource policy does not correspond to a negative relationship. Furthermore, a tactical aim is then introduced to solve the problem.

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