Effect of Compensation Towards Turnover Intention with Work Satisfaction as Intervening Variables a Study at PT. Madya Karya Putra

Siregar, Dzulfiqar Mudhoffar; Maryati, Tri

doi:10.2991/aer.k.210121.048

Cited by 4 publications

(8 citation statements)

References 9 publications

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“…Observable through attitudes, behaviors, performance, and even an employee's allegiance towards the organization, job satisfaction holds a discernible presence. Riyanto and Asriani (2020), Utami et al (2020), and Siregar and Maryati (2021) substantiated that job satisfaction yielded a significant and negative impact on turnover intention. Conversely, Bagyo et al (2022), Oh (2020), andSupriati et al (2019) asserted that while job satisfaction did exert a negative influence, its effect on turnover intention did not attain statistical significance.…”

Section: Introductionmentioning

confidence: 91%

“…Utami et al (2020) and Oh (2020) underscored that job satisfaction significantly mediated the impact of compensation and organizational commitment on turnover intention. In contrast, Siregar and Maryati (2021) posited that job satisfaction insignificantly mediated the influence of compensation and organizational commitment on turnover intention.…”

Section: Introductionmentioning

confidence: 94%

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The Impact of Compensation, Organizational Commitment, and Job Satisfaction on Turnover Intention among Young Female Employees

Wajdi,

Nafisa

2023

jbti

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This study meticulously examined the impact of compensation and organizational commitment on turnover intentions among young female employees, with job satisfaction as a mediating factor. The study's subject pool comprises young female employees aged between 19 and 25 in private healthcare institutions. Data collation entailed employing a Likert scale questionnaire, while the ensuing analysis adopted the Partial Least Squares Structural Equation Modelling (PLS-SEM) approach. The conclusions study proffered that compensation exerted a non-significant negative impact on turnover intentions, concurrently exerting a significant positive influence on job satisfaction. Organizational commitment yielded a notable and negative impact on turnover intentions, simultaneously engendering a marked positive impact on job satisfaction. Curiously, job satisfaction evinced a non-significant negative impact on turnover intentions. Further nuanced analyses revealed that compensation yielded a non-significant negative impact on turnover intentions via the intermediary of job satisfaction. Similarly, organizational commitment's influence on turnover intentions was insignificant when mediated through job satisfaction. This study's seminal contribution discovered that contrary to prevalent assumptions, especially for young female employees, when compensation could provide job satisfaction and is combined with organizational commitment, it will not affect turnover intentions directly or indirectly.

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Section: Introductionmentioning

confidence: 91%

Section: Introductionmentioning

confidence: 94%

The Impact of Compensation, Organizational Commitment, and Job Satisfaction on Turnover Intention among Young Female Employees

Wajdi,

Nafisa

2023

jbti

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“…Training and development encourage employees to show long-term commitment to the workplace (Mapelu & Jumah, 2013). In addition, Siregar and Maryati (2020) draw attention to the fact that the higher the wages of the employees, the higher the productivity of the employees and as the job satisfaction increases, the pressure of the employees to move to another position in the company will be reduced. Therefore, competitive benefits and compensation are considered significant.…”

Section: Compensationmentioning

confidence: 99%

Unveiling the Hidden Dynamics: exploring causative factors and impact of employee turnover on organisational performance.

Bangura,

Lourens

2024

BJMAS

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Employee turnover is a widely recognised subject in an organisational setting. Although academics and organisational human resource departments have accepted the fact that employee turnover can have a disastrous impact on the organisation, there are limited studies conducted on the causative factors and effects of employee turnover in organisations. Therefore, this study helped to highlight some of the causative factors triggering employee turnover and their impact on an organisation. In addition, the study also suggests vital strategies for mitigating and reducing employee turnover. In line with the preceding assertion, the cross-sectional qualitative study taking into consideration conference papers, government periodicals, chronological documents, and mainly secondary and primary sources were used. Online search engines such as Scopus, EBSCO, Emerald, science direct, and unrestricted web service search engines such as google scholar and Mendeley demonstrated to be valuable database resources. The finding indicated that performance appraisal feedback, job insecurity, stress and work overload, death, and compensation are significant factors responsible for employee turnover was also deduced that employee turnover can affect organisational performance through ineffectuality in the delivery of service, increase in workload, errors in work processes and reduction in sense of loyalty. However, findings also postulated that training and development, competitive benefits and compensation, effective leadership, and job satisfaction are key procedures that help in reducing and mitigating employee turnover.

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“…Kompensasi yang tidak sesuai dengan tanggung jawab maka dapat meningkatkan tuurnover karyawan (Hidayah and Ananda, 2021). Kompensasi yang diterima oleh karyawan dapat berupa gaji, bonus, dan insentif (Siregar and Maryati, 2021). Semakin baik kompensasi yang diterima maka dapat menurunkan turnover, karena karyawan merasa tercukupi sehingga meningkatkan totalitas dalam pekerjaan (Choiriyah, Fatimah and Amir, 2019) dan (Agustina, 2019).…”

Section: Landasan Teoriunclassified

“…Semakin rendah kompensasi karyawan maka semakin tinggi niat untuk pindah atau berhenti dari pekerjaan. Hal ini didukung oleh penelitian dari (Hidayah and Ananda, 2021), (Nugraha, 2017), (Agustina, 2019), (Siregar and Maryati, 2021), (Choiriyah, Fatimah and Amir, 2019), yang menyatakan bahwa kompensasi keuangan berpengaruh positif terhadap turnover intention.…”

Section: Uji F (Uji Simultan)unclassified

Analisis Kompensasi Keuangan, Ketidakamanan Kerja, Dan Kepemimpinan Tranformasional Terhadap Turnover Intention Karyawan Perusahaan Makanan “Xyz” Di Kota Semarang

Puspitasari

2022

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Tujuan penelitian ini adalah untuk menganalisis pengaruh kompensasi keuangan, ketidakamanan kerja, dan kepemimpinan transformasional terhadap turnover intention karyawan pada Perusahaan Makanan “XYZ” di Semarang. Turnover intention adalah suatu bentuk perilaku karyawan berdasarkan keinginan untuk berhenti dari pekerjaannya atau keputusan untuk pindah dari perusahaan lama ke perusahaan baru karena alasan yang dapat berupa agresi pribadi atau organisasi (perusahaan). Keinginan untuk pindah seorang pekerja tidak lepas dari besaran kompensasi keuangan, ketidakamanan kerja, dan kepemimpinan transformasional. Penelitian dilakukan terhadap 100 karyawan dengan teknik purposive sampling. Teknik pengumpulan data menggunakan metode survei dengan menyebarkan kuesioner dan diolah dengan SPSS. Metode analisis yang digunakan dalam penelitian ini adalah analisis regresi linier berganda. Hasil penelitian menunjukkan bahwa kompensasi keuangan berpengaruh positif signifikan terhadap turnover intention, ketidakamanan kerja berpengaruh positif signifikan terhadap turnover intention, dan kepemimpinan transformasional berpengaruh negatif tetapi tidak signifikan terhadap turnover intention.

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Effect of Compensation Towards Turnover Intention with Work Satisfaction as Intervening Variables a Study at PT. Madya Karya Putra

Cited by 4 publications

References 9 publications

The Impact of Compensation, Organizational Commitment, and Job Satisfaction on Turnover Intention among Young Female Employees

The Impact of Compensation, Organizational Commitment, and Job Satisfaction on Turnover Intention among Young Female Employees

Unveiling the Hidden Dynamics: exploring causative factors and impact of employee turnover on organisational performance.

Analisis Kompensasi Keuangan, Ketidakamanan Kerja, Dan Kepemimpinan Tranformasional Terhadap Turnover Intention Karyawan Perusahaan Makanan “Xyz” Di Kota Semarang

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