PENGARUH KEPUASAN KERJA DAN MOTIVASI TERHADAP TURNOVER INTENTIONS DENGAN KOMITMEN SEBAGAI VARIABEL MEDIASI (Survey Karyawan Pada Sektor Retail “Alfa Martâ€)
DOI:
https://doi.org/10.24127/jm.v11i2.205Abstract
The aims of this research is to know the relation of employee satisfaction to employee's motivation, employee satisfaction influence to employee commitment, employee satisfaction influence to turnover intentions, influence of motivation to commitment, motivation influence to turnover intentions, and influence commitment to turnover intentions. The research was conducted on employees of retail company Alfa Mart. The sample used in this study as many as 180 respondents. The analytical method used is structural equation modeling analysis.
Based on the results of data analysis, it can be concluded that job satisfaction is positively related to work motivation, as well as the higher the work motivation, the easier it will be for an employee to feel satisfied in working. Job satisfaction positively affects commitment. Job satisfaction negatively affects turnover intention. Motivation positively affects commitment. Motivation negatively affects turnover intention. Commitment negatively affects turnover intention.
The results of this research produced suggestions to the management of Retail Alfa Mart company that management increases employee commitment by improving motivation and employee satisfaction. Turnover intention needs to be identified more quickly so that employees do not intend to quit the job. This needs to be improved by increasing job satisfaction, work motivation and employee commitment to the company. For further research it is necessary to examine the length of service and serve as a moderating variable to identify turnover intention. It is necessary to know the motivation, satisfaction and commitment and influence on turnover intention with the working period as a variable that weakens or strengthens the influence among these variables.
Â
Keywords: Employee satisfaction, employee motivation, employee commitment, turnover intentions
References
As’ad, Moh. 2000. Psikologi Industri, Seri Ilmu Sumber Daya Manusia. Sinar Baru, Bandung.
Awolusi, Olawumi Dele. 2013. Effects Of Motivation On Employees Job Commitment In The Nigerian Banking Industry: An Empirical Analysis. International Journal of Business and Innovation Research Vol. 1, No. 3, pp.1-17, September 2013
Babakus, Emin Ugur Yavas Osnian M. Karatepe. 2008. The Effects of Job Demands, Job Resources and Intrinsic Motivation on Emotional Exhaustion and Turnover Intentions: A Study in the Turkish Hotel Industry. Inlernutional Journal of Hospitality & Tourism Administration, Vol. 9(4)
Chang, Eunmi. 1999. Career Commitment as a Complex Moderator of Organization al Commitment and Turnover Intention. Human Relations, Vol. 52, No. 10, 1999
Effendy, Onong Uchjana. 1998. Ilmu Komunikasi Teori dan Praktek . Bandung : PT. Remaja Rosda Karya
Ferdinand, Augusty. 2005. Metode Penelitian Manajemen: Pedoman Penelitian untuk Skripsi, Tesis dan Disertasi Ilmu Manajemen, Semarang: Badan Penerbit Universitas Diponegoro.
------------------------, 2000. Structural Equation Modelling dalam Penelitian Manajemen, Badan Penerbit Universitas Diponegoro Semarang.
Fernet, Claude , Stéphanie Austin & Robert J. Vallerand. 2013. The effects of work motivation on employee exhaustion and commitment: An extension of the JD-R model. Work & Stress Vol. 26, No. 3, JulySeptember 2012, 213229
Handoko, Hani. 2005. Manajemen Personalia dan Sumber Daya Manusia. Yogyakarta : BPFE.
--------------------. 2006.Manajemen. Yogyakarta: BPFE.
Harrison, J.K., and Hubbard, R. (1998). “Antecedents to Organizational Commitment among Mexican Employees of a U.S. Firm in Mexicoâ€. The Journal of Social Psychology, 138 (5), 609-623.
Jehanzeb, Khawaja, Mazen F. Rasheed. Anwar Rasheed. AlamzebAamir. 2012. Impact of Rewards and Motivation on Job Satisfaction in Banking Sector of Saudi Arabia. International Journal of Business and Social Science Vol. 3 No. 21; November 2012
Kaplan, Metin. Ogut, Emine dan Aksay Kadir. 2012. The Relationship between Job Satisfaction and Organizational Commitment: The Case of Hospital Employees. World Journal of ManagementVol. 4. No. 1. March 2012 Pp. 22 – 29
Luthans, Fred. 2011. Organizational Behavior : An Evidence-Based Approach. McGraw-Hill. New York.
Mathis, Robert L. & John H. Jackson, 2011. Human Resources Management. Penerbit Salemba Empat, Jakarta.
Mbah, Samuel Emeka dan Ikemefuna. 2012. Job Satisfaction and Employees’ Turnover Intentions in total Nigeria plc. in Lagos State. International Journal of Humanities and Social Science Vol. 2 No. 14 [Special Issue - July 2012]
Moynihan, Lisa M. Boswell, Wendy R. dan Boudreau John W.2000. The Influence of Job Satisfaction and Organizational Commitment on Executive Withdrawal and Performance. (CAHRS Working Paper #00-16). Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies. http://digitalcommons.ilr.cornell.edu/cahrswp/94
Mohsan, Faizan. Muhammad Musarrat Nawaz. M. Sarfraz Khan. Zeeshan Shaukat dan Numan Aslam. 2011. Are Employee Motivation, Commitment and Job Involvement Inter-related: Evidence from Banking Sector of Pakistan. International Journal of Business and Social Science Vol. 2 No. 17
Nugroho, Bambang. 2006. Reward dan Punishment. Bulletin cipta karya, departemen pekerjaan umum edisi no 6/IV/ juni 2006.
Park, Hong Y. Raymond L. Christie and Gail E. 2014. Sype Organizational Commitment and Turnover Intention in Union and NonUnion Firms. SAGE Open January-March 2014: 1–11
Ping, H., Murmann, S.K. dan Perdue, R.R. 2012. Management commitment and employee perceived service quality: The mediating role of affective Commitment, Journal of Applied Management and Enterpreneurship, Vol. 17, No. 3, pp. 79-97.
Pongoh, Rio AJ. 2013. Determinant The Causes Of Employee Turnover (Case Study of PT. Bank Mega, Tbk. Tomohon, North Sulawesi). Jurnal EMBA Vol.1 No.4 Desember 2013, Hal. 2307-2317
Rizal, Muhamad, M Syafiie Idrus, Djumahir, Rahayu Mintarti. 2014. Effect of Compensation on Motivation, Organizational Commitment and Employee Performance (Studies at Local Revenue Management in Kendari City). International Journal of Business and Management Invention ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X Volume 3 Issue 2 February 2014 PP. 64-7
Rizqi N, A’yuninnisa & Saptoto, Ridwan. 2015. The effects of pay satisfaction and affective commitment on turnover intention. International Journal of Research Studies in Psychology 2015 April, Volume 4 Number 2, 57-70
Roos, Wanda & Ren̩ Van Eeden. 2008. The relationship between employee motivation, job satisfaction and corporate culture. SA Journal of Industrial Psychology. Vol. 34 No. 1 pp. 54 Р63
Saeed, Iqra, Momina Waseem, Sidra Sikander, Muhammad Rizwan. 2014. The relationship of Turnover intentions with job satisfaction, job performance, Leader member exchange, Emotional intelligence and organizational commitment. International Journal of Learning & Development ISSN 2164-4063 2014, Vol. 4, No. 2
Sajjad, 2013. Impact of Motivation on Employee Turnover in Telecom Sector of Pakistan. Journal of Business Studies Quarterly 2013, Volume 5, Number 1
Sopiah. 2008. Perilaku Organisasional. Yogyakarta: Andi Ofsett.
Sohail, Amir, Robina Safdar, Salma Saleem, Samara Ansar & M. Azeem. 2014. Effect of Work Motivation and Organizational Commitment on Job Satisfaction: (A Case of Education Industry in Pakistan). Global Journal of Management and Business Research A Volume XIV Issue VI Version
Singh & Vivek Tiwari. 2011. Relationship Between Motivation And Job Satisfaction Of The White Collar Employees : A Case Study. Management Insight Vol. VII, No. 2; Dec., 2011
Shami Usman, Nouman Ali, Zohaib-ur-Rehman. 2015. Determinant’s of Job Satisfaction & Employee Turnover in Pakistan Paint Industry. European Journal of Business and Management ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol.7, No.1, 2015
Suliyanto. 2011. Ekonometrika Terapan: Teori dan Aplikasi dengan SPSS. Bogor: Ghalia Indonesia.
Downloads
Issue
Section
License
Licensing and Reuse Rights
All articles published in Derivatif: Jurnal Manajemen are licensed under the Creative Commons Attribution (CC BY) 4.0 International License.
This license permits unrestricted use, distribution, and reproduction in any medium, including commercial use, provided that the original author(s) and the source are properly credited.
Under the CC BY license, readers are allowed to:
Share — copy and redistribute the material in any medium or format
Adapt — remix, transform, and build upon the material for any purpose, including commercial purposes
No additional permission is required from the authors or the publisher, as long as proper attribution is given.
The full license text can be accessed at:
https://creativecommons.org/licenses/by/4.0/
Â
Copyright and Author Rights Policy
Authors who publish in Derivatif: Jurnal Manajemen retain the copyright of their articles.
By submitting and publishing their manuscript, authors grant Derivatif: Jurnal Manajemen the right of first publication and the right to publish, reproduce, distribute, and archive the article in all forms and media.
All published articles are licensed under the Creative Commons Attribution (CC BY) 4.0 International License.
Under this license:
Authors retain full copyright ownership of their work.
The journal is granted the right to publish and disseminate the article as the original publisher.
Readers and third parties are permitted to read, download, copy, distribute, print, search, link to the full texts, and reuse the articles for any lawful purpose, including commercial use, provided that appropriate credit is given to the original author(s) and the journal.
No additional permission is required from the authors or the publisher for reuse that complies with the terms of the CC BY license.
The full license terms are available at:
https://creativecommons.org/licenses/by/4.0/
