Peran Stres Kerja Dan Kepuasan Kerja Karyawan Dalam Pengelolaan Tingkat Turnover Intention Pada Karyawan Puskesmas Jasinga, Bogor

Prasetio, Arif Partono; Martini, Erni; Mawaranti, Resya Partono

doi:10.25124/jmi.v18i2.1250

Cited by 9 publications

(10 citation statements)

References 34 publications

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“…H2. Learning agility positively affects work engagement Turnover intention occurs when employees tend to think about looking for new opportunities (Prasetio et al, 2018). (Fitriantini & Nurmayanti, 2020) described turnover intention as the state of people who intend to leave the company and looking for job opportunity elsewhere.…”

Section: Literatur Reviewmentioning

confidence: 99%

Effect Positive of Learning Agility on Salespeople Turnover Intention in The Automotive Sector

Aulia Khoirunnisa,

Usman

2024

NEJESH

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This research aims to examine and analyze the influence of job satisfaction, learning agility and work engagement on salespeople turnover intention in the automotive sector. This study uses a quantitative approach, collecting data from 113 respondents in a sample using questionnaires. Structural Equation Modeling - Partial Least Square (SEM-PLS) with SmartPLS 3.0 software was used for data analysis and hypothesis testing in this research.. The findings of research on turnover intention show that job satisfaction and learning agility have a direct and significant influence on turnover intention. Meanwhile, the results of research on employee engagement do not have a significant direct influence on turnover intention, and work engagement cannot mediate between job satisfaction and learning agility on sales force turnover intention in the automotive sector.

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Section: Literatur Reviewmentioning

confidence: 99%

Effect Positive of Learning Agility on Salespeople Turnover Intention in The Automotive Sector

Aulia Khoirunnisa,

Usman

2024

NEJESH

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“…Hasil dari studi ini yang menunjukkan kepuasan kerja tidak berpengaruh terhadap turnover intention sejalan dengan (Astamarini, 2019), (Karomah, 2020), dan (Zhang et al, 2018). Namun bertentangan dengan Destiyana & Sarnianto (2019), Melky (2015), dan Prasetio et al (2018) yang menemukan bahwa kepuasan kerja tidak berpengaruh terhadap turnover intention.…”

Section: Pengaruh Kepuasan Kerja Terhadap Turnover Intentionunclassified

Pengaruh Kepuasan Kerja, Stres Kerja, dan Komitmen Organisasional terhadap Turnover Intention

Ratnaningsih

2021

JIM

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This study aims to find the results of analyzing the phenomena encountered in Elresas Hotel employees regarding job satisfaction, job stress, and organizational commitment as independent variables on turnover intention as the dependent variable on Elresas Hotel employees. The research is quantitative, with variables measured using a Likert scale. Data collection use questionnaires and direct observation. This study uses the entire population of Hotel Elresas Lamongan, amounting to 40 people, as a sample. The data obtained were processed using SPSS Vs 18 software in descriptive analysis, classical assumption test and data analysis using multiple linear regression analysis. To test the significance level, simultaneous F-test and t-test were carried out. The research conducted concluded that job satisfaction had a partially insignificant effect on turnover intention, job stress had a positive and significant effect on turnover intention, and organizational commitment partially had an insignificant effect on turnover intention. Simultaneously both the variables of job satisfaction, job stress and organizational commitment influence turnover intention. This study is intended to find out the factors that cause turnover intention at Hotel Elresas Lamongan and can also be used as a suggestion so that employees do not have thoughts of leaving their jobs.

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“…Pengumpulan data dilakuan menggunakan kuesioner yang berisi 41 butir pertanyaan terkait kepuasan kerja, stres, dan TI. Pertanyaan mengenai kepuasan kerja terdiri dari 19 butir yag dikembangkan berdasarkan konsep dari Robbins & Judge (Prasetio et al, 2018). Item untuk pertanyaan kepuasan kerja memiliki cronbach alpha 0.925.…”

Section: Alat Ukurunclassified

Kepemimpinan Transformasional, Kepuasan Kerja, Dan Komitmen Afektif Pada Karyawan Perusahaan Bidang Konstruksi Milik Pemerintah Di Medan

Luturlean¹,

Prasetio²,

Firli³

et al. 2019

jmi

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Affective commitment is a commitment that comes from within and it needs quite some time to develop. Organizations need to ensure that their employees have strong affective commitment. Transformational leadership style can help employees to feel valued and develop strong commitment. On the other hand the positive atmosphere inside the organization will also enrich the positive experience of employees which in the end will increase the affective commitment. This study analyses the effect of transformational leadership and job satisfaction on employee’s affective commitment. We study one of the state companies in Medan using 72 participants. The explanatory method and path analysis are used to explain relationships and influences between variables. The results of the study prove that transformational leadership style and job satisfaction simultaneous and partial have effects in improving the quality of employee affective commitment. Business organizations need to apply transformational leadership styles and develop human resources program that can enhance job satisfaction. By carefully focus on these two elements, the organization is expected to be able to increase employee affective commitment. Keywords—Transformational Leadership, Job satisfaction, Affective Commitment Abstrak Komitmen afektif adalah komitmen yang muncul dari dalam diri sendiri dan dibangun seiring berjalannya waktu. Organisasi perlu memastikan bahwa karyawan mereka memiliki komitmen afektif yang kuat. Unsur kepemimpinan khususnya yang bersifat transformasional diyakini dapat membuat karyawan merasa dihargai dan pada akhirnya memiliki komitmen yang kuat. Di samping itu, suasana dalam organisasi yang menyenangkan akan memperkaya pengalaman positif karyawan yang juga berdampak pada peningkatan komitmen afektif. Penelitian ini menganalisis pengaruh kepemimpinan transformasional dan kepuasan kerja terhadap terbentuknya komitmen afektif karyawan di salah satu perusahaan negara di Medan. 72 Responden yang berpartisipasi dalam penelitian ini. Metode eksplanatori dan analisis jalur digunakan untuk menjelaskan hubungan dan pengaruh antar variabel. Hasil penelitian membuktikan bahwa gaya kepemimpinan transformasional dan kepuasan kerja memiliki pengaruh simultan dan parsial terhadap peningkatan kualitas komitmen afektif karyawan. Organisasi bisnis perlu mengaplikasikan gaya kepemimpinan transformasional serta mengembangkan program sumberdaya manusia yang bisa meningkatkan kepuasan kerja karyawan. Dengan mengoptimalkan kedua unsur ini, organisasi diharapkan mampu meningkatkan komitmen afektif karyawan. Kata kunci—Kepemimpinan Transformasional, Kepuasan Kerja, Komitmen Afektif

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Peran Stres Kerja Dan Kepuasan Kerja Karyawan Dalam Pengelolaan Tingkat Turnover Intention Pada Karyawan Puskesmas Jasinga, Bogor

Cited by 9 publications

References 34 publications

Effect Positive of Learning Agility on Salespeople Turnover Intention in The Automotive Sector

Effect Positive of Learning Agility on Salespeople Turnover Intention in The Automotive Sector

Pengaruh Kepuasan Kerja, Stres Kerja, dan Komitmen Organisasional terhadap Turnover Intention

Kepemimpinan Transformasional, Kepuasan Kerja, Dan Komitmen Afektif Pada Karyawan Perusahaan Bidang Konstruksi Milik Pemerintah Di Medan

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