Pengaruh Kepercayaan kepada Manajemen dan Job Insecurity terhadap Intensi Keluar Kerja (original) (raw)
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Jurnal Akuntansi dan Keuangan Indonesia, 2009
Lecturers are expected to perform Tri Dharma Perguruan Tinggi involving education and learning, research, and devotion to society. In executing the job, lecturers might feel uncomfortable, nervous, insecure, wony, and powerless toward the continuity his jo b (job insecurity). The higher the job insecurity, the lower the job satisfaction and organizational commitment, resulting in higher turnover intention. The purpose o f this study is to investigate the direct influence o f job insecurity on turnover intentions and the indirect influence o f job insecurity on the relationships between job satisfaction, organizational commitment and turnover intentions. The sample is taken from accounting lectures at Christian Universities o f Central Java and Special District o f Jogjakarta. We use survey method with convenience sampling approach. This study uses simple regression method and multiple regressions to test the hypotheses developed in this study. The results o f the study show that job insecurity positively and significantly influences turnover intentions. The results also show that job insecurity negatively and significantly influences turnover intention through job satisfaction and organizational commitment.
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This study aims to determine the relationship between job insecurity andintention turnover inemployees outsourcing. The sample in this study wasemployees outsourcing at X Yogyakarta University, totaling 50 people. Data collection was carried out by distributing 2 scales, namely the intention scale turnover(alpha 0.894) and job insecurity (alpha 0.737). The analysis technique used is the product moment withprogram SPSS 19 for windows. The analysis showed that job insecurity onintention turnover was 0.239 with p = 0.047 (<0.05) . It was concluded that job insecurity is related tointention turnover.
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Penelitian ini bertujuan untuk mengetahui pengaruh Kepuasan Kerja, Kepercayaan Terhadap Organisasi (Trust) dan Ketidakamanan Kerja (Job Insecurity) terhadap Intensi Keluar (Turnover Intention) pada PT. Asia Petrocom Services (APS) Duri. Sampel dalam penelitian ini berjumlah 71 orang karyawan dengan menggunakan metode analisis regresi linier berganda baik simultan maupun parsial. Dapat disimpulkan bahwa secara parsial Kepuasan Kerja dan Kepercayaan Terhadap Organisasi (Trust) berpengaruh negatif signifikan terhadap Intensi Keluar (Turnover Intention) dan Ketidakamanan Kerja berpengaruh positif signifikan terhadap Intensi Keluar (Turnover Intention), Sedangkan secara simultan Kepuasan Kerja, Kepercayaan Terhadap Organisasi (Trust)dan Ketidakamanan Kerja (Job Insecurity) berpengaruh terhadap Intensi Keluar (Turnover Intention) pada PT. Asia Petrocom Services (APS) Duri. Dan Ketidakamanan Kerja (Job Insecurity) menjadi variabel yang dominan berpengaruh terhadap Intensi Keluar (Turnover ...
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PT X is a startup company engaged in financial technology, experiencing an increased in the number of turnover. Turnover has a negative impact on the company. Company will lack human resources and need time recruiting and training new employees. Turnover intention is an accurate predictor of the number of turnover. An organization can’t eliminate the intention of employee turnover, but can reduce the level of intention. One of the factor that cause frequent employee desires to leave the company are employee insecurities at job. T test results of this study indicate that the standard value of the coefficient job insecurity is 0.189 with a significance level of 0,000. Based on the results can be concluded that job insecurity has a significant and positive effect of turnover intention. PT. X adalah perusahaan rintisan yang bergerak di bidang financial technology, mengalami peningkatan angka pindah kerja. Pindah kerja memberikan dampak yang negatif bagi perusahaan. Perusahaan akan kekur...
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This study aims to see the influence of employer branding on the exit intention of bank employees in Indonesia which is mediated by trust in leaders. In particular, this study tries to identify how the influence of employer perceived branding on outgoing intentions? Does the employee's trust in the leader affect the intention to leave? How does the influence of employer branding perceptions on outgoing intentions mediated by employee trust in the leader? The population of this study is bank employees who work in groups of state-owned commercial banks, groups of regional government-owned banks, groups of private-owned commercial banks. The sample in this study uses non probability sampling, with the sample is that employees have worked at least one year. For hypothesis testing, this study uses SmartPLS analysis with Likert scale measurement points one (strongly disagree) up to five points (strongly agree). The results of the study of 88 respondents of Bank employees in Indonesia ...
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The purpose of this study was to determine the effect of job insecurity and work stress on intention to quit. This research was conducted at the Koa D'Surfer Canggu Hotel, Badung. The number of samples taken was 37 employees, with a saturated sampling technique method. Primary data collection was carried out using questionnaires and measurement of respondents' perceptions was carried out using a Likert scale consisting of five answer choices. The results of the respondents' answers were then used to test the validity and reliability of the instrument using validity and reliability tests. Before answering the hypothesis, first the classical assumption test is carried out and followed by multiple linear regression analysis. Based on the results of the analysis, it was found that job insecurity had a positive and significant effect on intention to quit, job stress had a positive and significant effect on intention to quit, and job insecurity and work stress simultaneously h...
Hubungan antara Job Insecurity dengan Turnover Itention pada Pekerja Outsourcing
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Dalam penelitian ini job insecurity didefinisikan sebagai ketidakberdayaan untuk mempertahankan kelanjutan pekerjaan karena ancaman situasi dari suatu pekerjaan, sementara turnover intention didefinisikan sebagai kadar atau intensitas dari keinginan pekerja untuk keluar dari perusahaan. Penelitian ini merupakan penelitian kuantitatif dengan desain korelasional yang bertujuan untuk mengetahui hubungan antara job insecurity dan turnover intention pada 70 pekerja outsourcing. Job insecurity diukur menggunakan skala yang disusun berdasarkan teori oleh Greenhalgh dan Rosenblatt sementara turnover intention menggunakan skala yang disusun berdasarkan teori Hartono. Hasil analisis statistik menggunakan Product Moment Pearson menghasilkan bahwa job insecurity memiliki hubungan yang signifikan dengan turnover intention (r=0.611, p<0.05). Diskusi dilakukan untuk membahas temuan ini
Pengaruh Job Insecurity Terhadap Stres Kerja, Kinerja dan Turnover Intention Karyawan
Jurnal Bisnis dan Manajemen
Contracting and outsourcing systems in a company certainly have a significant impact on the employment relationship between employees and companies. For employees, uncertainty can cause employees to be reluctant to make changes. With this, the intensity of the emergence of job insecurity is getting higher. The future of employees in the organization is increasingly uncertain and questionable. Job insecurity in the company will automatically affect the psychological condition of the workers and can cause stress. Besides stress, Job insecurity is also one of the causes of turnover intentions for an employee which will certainly affect the employee's performance. This study aims to analyze the effect of job insecurity on job stress, performance and turnover intention. The research samples were sales employees of the Micro Cluster 1 and 2 PT. Bank Mandiri (Persero) Tbk in Samarinda area. Data analysis using SEM-PLS. The results showed that there was a positive and significant effect...
Mengukur Dampak Job Insecurity Terhadap Turnover Intention Melalui Kepuasan Kerja
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Turnover intention adalah intensitas dari keinginan untuk keluar dari perusahaan demi mendapatkan pekerjaan yang lebih baik. Beberapa faktor yang mempengaruhi turnover intention antara lain job insecurity dan kepuasan kerja. Tujuan dari penelitian ini adalah mengetahui pengaruh job insecurity terhadap kepuasan kerja dan turnover intention, juga untuk mengetahui pengaruh kepuasan kerja terhadap turnover intention. Penelitian ini lakukan pada 87 karyawaan di salah satu perusahaan swasta di Tangerang, dengan menggunakan metode Structural Equation Modeling. Hasil penelitian menunjukkan bahwa job insecurity yang tinggi akan menurunkan kepuasan kerja dan meningkatkan turnover intention, sedangkan kepuasan kerja yang tinggi akan menurunkan turnover intention. Kemudian kepuasan kerja memediasi pengaruh job insecurity terhadap turnover intention. Kata kunci : job insecurity, kepuasan kerja, turnover intention. Abstracts Turnover intention are the intensity of the desire to leave the company in order to get a better job. Some factors that affect turnover intention include job insecurity and job satisfaction. The purpose of this study is to determine the effect of job insecurity on job satisfaction and turnover intention, also to determine the effect of job satisfaction on turnover intention. This research was conducted on 87 employees in a private company in Tangerang, using the Structural Equation Modeling method. The results showed that high job insecurity would reduce job satisfaction and increase turnover intention, while high job satisfaction would reduce turnover intention. Then job satisfaction mediates the effect of job insecurity on turnover intention.
JURNAL MANAJEMEN DAN BISNIS INDONESIA, 2021
Berbagai fenomena yang telah terjadi dalam sebuah perusahaan, peneliti tertarik untuk mengangkat isu penting dalam kinerja perusahaan dari segi sumber daya manusia sehingga berdasarkan pada fenomena tersebut penelitian ini ingin mengetahui pengaruh dari job insecurity terhadap turnover intention dengan dimediasi oleh variabel komitmen organisasi. Penelitian ini adalah menggunakan pendekatan penelitian kuantitatif dengan metode analisis path, sedangkan data penelitian diperoleh dari karyawan di PT. Mitra Madura Dharma Abadi dengan jumlah responden pada penelitian adalaha sebanyak 50 karyawan dan dengan menggunakan sampel jenuh, adapun skala yang akan digunakan dalam mengolah data responden adalah dengan menggunakan skala likert, sedangkan teknik analisis data pertama adalah menguji kualitas data dengan validitas dan reliabilitas masing-masing data kemudian dilanjutkan dengan menggunakan metode analisis jalur (analisis path). Adapun hasil penelitian ini dengan menggunakan analisis path menyimpulkan bahwa ketidakamanan kerja atau variabel job insecurity dapat berpengaruh atau memiliki hubungan secara langsung terhadap keinginan berpindah kerja atau turnover intention dan dapat juga memiliki hubungan secara tidak langsung melalui variabel komitmen organisasi. Oleh karena itu hasil yang telah dilakukan melalui analisis jalur yang diperoleh yaitu hubungan secara langsung lebih besar dari pada hubungan secara tidak langsung sehingga hasil penelitian ini menyimpulkan bahwa hubungan yang sebenarnya adalah secara hubungan langsung Kata kunci: Job Insecurity; Komitmen Organisasi; Turnover Intention Abstract (12pt, Times New Roman bold) Various phenomena that have occurred in a company, researchers are interested in raising important issues in the company's performance in terms of human resources, so based on this phenomenon, this study wants to know the effect of job insecurity on turnover intention mediated by organizational commitment variables. This research is using a quantitative research approach with path analysis method, while the research data obtained from employees at PT. Mitra Madura Dharma Abadi with the number of respondents in the study as many as 50 employees and using a saturated sample, while the scale that will be used in processing respondent data is to use the likert scale, while the first data analysis technique is to test the quality of the data with the validity and reliability of each. The data is then continued by using the path analysis method (path analysis). The results of this study using path analysis concluded that variable job insecurity can influence or have a direct relationship to the desire to change jobs or turnover intention and can also have an indirect relationship through organizational commitment variables. Therefore, the results that have been carried out through path analysis are obtained, namely the direct relationship is greater than the indirect