One of the antecedents of turnover and turnover intention is job attitude. Among the job attitudes in the organizations, many researchers have focused on satisfaction and organizational commitment as the factors affecting turnover intention. Meta-analysis studies have noted that correlation between turnover intention and commitment is higher relative to its relationship with satisfaction which indicates the possibility of mediation relationship. One facet of satisfaction which is important in predicting turnover intention is pay satisfaction. Only a few studies have been conducted to test the mediation relationship among the variables.This study aimed to examine the direct and indirect effects of pay satisfaction on turnover intention, which is mediated by affective commitment. Instruments used in this study were the Indonesian version of Pay Satisfaction Questionnaire (Heneman & Schwab, 1985), Affective Commitment Scale (Allen & Meyer, 1990), and Turnover Intention Scale, which were delivered to 183 employees of an automotive manufacture company in Indonesia. The data of 150 respondents involved were analyzed using path analysis with latent variables. The result showed that turnover intention was significantly predicted by both pay satisfaction (γ 1 = -.19, p < .05) and affective commitment (β = -.77, p < .05), while affective commitment was significantly predicted by pay satisfaction (γ 2 = .32, p < .05). The model supported for a partial mediation and that there were both direct and indirect effects of pay satisfaction on turnover. Affective commitment played an effective role in mediating the relationship between pay satisfaction and turnover intention.

Previous research showed difference in intelligence level caused by difference in answering method. This research aimed to adapt test time administered using computer answer sheet. Adaptation time was conducted by comparing time needed to give answer by making cross line and blackening answer dots using 2B computer pencil. Experiment method with two independent group design had chosen. Data analysis showed no difference in raw score between control group and experiment group in CFIT 3A (t = 1.045, p > 0.05), CFIT 3B (t = 0.368, p > 0.05), and CFIT 3A and 3B (t = 0.791, p > 0.05). Data analysis also found no difference in intelligence level between both groups in CFIT 3A (t = 1.063, p > 0.05), CFIT 3B (t = 0.470, p > 0.05), and CFIT 3A and 3B (t = 0.771, p > 0.05). Adaptation administration time did not change intelligence test results.  Abstrak.Hasil penelitian sebelumnya menunjukkan adanya perbedaan tingkat inteligensi yang disebabkan oleh perbedaan metode memberikan jawaban. Penelitian ini bertujuan melakukan adaptasi terhadap tes yang menggunakan lembar jawaban komputer. Adaptasi waktu dilakukan dengan membandingkan waktu yang dibutuhkan untuk memberikan jawaban dengan cara menyilang dan menghitamkan alternatif jawaban menggunakan pensil 2B. Metode eksperimen dengan desain dua kelompok independen dipilih dalam penelitian ini. Analisis data menunjukkan tidak terdapat perbedaan skor mentah antara kelompok kontrol dan kelompok eksperimen pada CFIT 3A (t = 1,045, p > 0,05), CFIT 3B (t = 0,368, p > 0,05), serta CFIT 3A dan 3B (t = 0,791, p > 0,05). Analisis data juga menemukan tidak terdapat perbedaan tingkat inteligensi antara kedua kelompok pada CFIT 3A (t = 1,063, p > 0,05), CFIT 3B (t = 0,470, p > 0,05), serta CFIT 3A dan 3B (t = 0,771, p > 0,05). Adaptasi waktu administrasi tidak mengubah hasil tes inteligensi.

The uncertain state of the mining industry has impacts to the declining of thedemand for the heavy equipment industry sector. One of the effort to keep the companysurvive to face the challenge is improving the quality of production. This essential effort can beachieved by enhancing work engagement. This study aims to determine the role of resilienceand organizational climate on work engagement. The hypothesis of this study was: resilienceand organizational climat simultaneously predict the work engagement. The subjects for thisresearch were 63 employees in PT. Komatsu Indonesia. The instrument in collecting the datawas a questionnaire. The result of the multiple regression shows that this study’s hypothesis isrejected. Resilience and organizational climate cannot simultaneously predict the workengagement. Resilience can significantly predict work engagement by p=0.004 (p<0.05), butorganizational climate cannot significantly predict it as seen in p=0.235 (p>0.05).

The aim of this study was to examine the effect of leader-member exchange (LMX) and occupational stress to turnover intention on PT. Komatsu Indonesia’s employees. It was hypothesized that leader-member exchange (LMX) and occupational stress predict turnover intention together. The subjects of this study were 66 employees of PT. Komatsu Indonesia that had been working for at least 3 years. The data were obtained using turnover intention scale, LMX-MDM (Leader-Member Exchange-Multidimensional Dimension Measure) scale, and SDS (Stress Diagnostic Survey) scale. The data were analysed using multiple linear regression. Results showed that occupational stress significantly predicts turnover intention. The hypothesis was rejected because leader-member exchange (LMX) and occupational stress didn’t predict turnover intention together. The significancy level of occupational stress’s effect to turnover intention is 0.044 (p<0.05) and it explained 7.2% of turnover intention.

No abstract