Meningkatkan Komitmen dan Kepuasan untuk Menyurutkan Niat Keluar
ABSTRACT: Basically all of the
organization or company always reduce
rate of the employee turnover intention, especially which voluntary, expert,
and senior. The height of the employee turnover intention from the organization
or company as cost dissipation to be compared with benefit. Generally,
voluntary turnover much occur on high performance employee, so inflict
financial loss for company or organization. Most of employee which voluntary
turnover can be specified as avoidable voluntary turnover and unavoidable voluntary
turnover. Avoidable voluntary turnover in consequence of like salary, job
condition, and superior. Similarly, unavoidable voluntary turnover in
consequence of such as the career path change and family. This research aim to
analyse relationship of organizational support, job involvement, job
satisfaction, organizational commitment, and turnover intention. Base on
research purpose, primary data be applied in this research. Research population
are employee from 3 bigest EMKL company in Surabaya which consist of 556
employee. From all of the population they are 150 employee be appointed as
sample. As respondent, the employee are met when they are finished lunch and in
relaxation, during research period. Only 126 units data which can be analyzed
by using SEM. Result of the research indicates that there are significant influence
from: job involvement to job satisfaction, job involvement to organizational
commitment, job satisfaction to organizational commitment, organizational
commitment to turnover intention, job satisfaction to turnover intention. There
are two relationship which not significant. Those from organizational support
to job satisfaction and organizational support to organizational commitment.
This research can be concluded that turnover intention can be reduced through:
a) made go up job involvement to increase job satisfaction, and then
organizational commitment go up, finally turnover intention go down, b) made go
up job involvement, and then organizational commitment go up, finally turnover
intention can be reduced. Detail about result of research will be studied at
further explanation.
Penulis: Sumarto
Kode Jurnal: jpmanajemendd090185
