Analisis Perceived Organizational Support, Quality Culture, dan Kepuasan Kerja sebagai Second-Order Factor terhadap Turnover Intention Karyawan Generasi Y di ATC (Air Traffic Control)

Abstract

<em>The meeting between generations is now starting to be felt in all organizations, and new things in Human Resources management. Differences in character, motivation, and characteristics in each create a contribution to the human resource management of an organization/company. This study aims to analyze Y-generation employees at ATC (Air Traffic Control) by examining the relationship between variables, perceived organizational support, job satisfaction, quality culture, and intention to move. The research object is ATC employees of seven airports in Indonesia with a total population of 620. The sample of this study is Y-generation of the ATC employees, which is as many as 225, with a purposive sampling method. Research data processing using AMOS version 24 with job satisfaction as the second-order (internal and external dimensions). The results showed that perceived organizational support and quality culture affected turnover intention which was moderated by job satisfaction. This research is expected to contribute to the understanding of job satisfaction which consists of external and internal dimensions that affect Y-generation in turnover intention.</em>

The Principal's Role In Maintaining Teacher Commitment Through Quality Culture After The Covid-19 Pandemic

“…The values instilled in school organizations can provide job satisfaction for employees and management as a guide to the creation of a better work climate motivation. The formation of this work culture encourages employees to work better in order to achieve high quality performance (Putranti et al, 2021). Work culture in the form of providing motivation to employees can produce employee job satisfaction.…”

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“…Peningkatan OCB memerlukan adanya dukungan organisasi atau perceived organizational support (POS), hal ini karena OCB memainkan peran penting dalam proses pertukaran timbal balik di organisasi (Maharani et al, 2013). Perceived organizational support atau persepsi dukungan organisasi mengacu pada persepsi karyawan mengenai sejauh mana organisasi menilai kontribusi mereka dan peduli pada kesejahteraan mereka menurut Rhoades dan Eisenberger dalam Putranti, et al (2021). Jika karyawan menganggap bahwa dukungan organisasi yang di terimanya tinggi, maka karyawan tersebut akan menyatukan keanggotaan sebagai anggota organisasi ke dalam identitas diri mereka dan kemudian mengembangkan hubungan dan persepsi yang lebih positif terhadap organisasi tersebut.…”

“…Pegawai yang menikmati kepuasan dalam pekerjaannya akan mengutamakan pekerjaannya daripada balas jasa, walaupun balas jasa itu penting. Hasil penelitian ini searah dan didukung dengan penelitian sebelumnya oleh Agustian dan Fitria (2020), Fitriamalisa (2020), Putranti, et al (2021) yang membuktikan bahwa perceived organizational support berpengaruh positif dan signifikan terhadap kepuasan kerja.…”

Pengaruh Job Stress, Perceived Organizational Support, Work Family Conflict Terhadap Turnover Intention Pada Pt Xyz

“…Studi lain dilakukan di lima perusahaan multinasional sektor jasa di Cina menghasilkan perceived organizational support mempunyai pengaruh negatif terhadap turnover intention. (Putra, 2021). Karyawan merasakan dukungan organisasi ketika organisasi menghargai sumbangsih dan kepedulian kepada kemakmuran karyawan secara keseluruhan, sehingga ada hubungan negatif antara perceived organizational support dan niat berpindah (Susila Putra et al, 2019).…”