Pengaruh Dukungan Organisasi, Pengembangan Karir terhadap Kepuasan Kerja dan Turnover Intention pada Karyawan Operasional PT. CRS ( Siantar Top Group, Tbk )

Nur Hidayah, Rika Litfiana

Abstract


The purpose of this study examine and analyze the influence of organizational support, career development on job satisfaction and turnover intention employees PT. CRS (Siantar Top Group, Tbk) Surabaya. The approach used for this research is quantitative approach. Population in this research is operational employee of PT. CRS Surabaya. The instrument used in this study is a questionnaire consisting of a number of questions about organizational support, career development, job satisfaction, and turnover intention. The number of samples used in this study amounted to 117 respondents. Data were collected personally by distributing questionnaires to a number of respondents to obtain primary data. Data analyst technique uses path analysis. Based on the research results, and the discussion that has been described, it can be concluded that 1) Organizational support has a positive and significant impact on employee job satisfaction; 2) career development has a positive and significant impact on job satisfaction; 3) Job satisfaction has a positive and significant impact on turnover intention; 4) Organizational support has a positive and significant impact on turnover itention; 5) Career development has a positive and significant impact on turnover intention

Keywords


Perceive Organisastion Support, Career Development, Job Satisfaction, Turnover Intention

Full Text:

PDF

References


Andini, R. (2006). Analisis Pengaruh Kepuasan Gaji, Kepuasan Kerja, Komitmen Organisasional terhadap Turnover Intention. Unpublished Master (thesis), Universitas Diponegoro, Semarang.

Donni Junni Priansa. (2014). Perencanaan & Pengembangan SDM, Penerbit Bandung: Alfabeta

Ghozali, I. (2006). Aplikasi Analisis Multivariate Dengan Program SPSS, edisi ketiga. Semarang: Badan Penerbit Universitas Diponegoro.

Handoko, H. T. (2011). Manajemen Personalia dan Sumber Daya Manusia. Yogyakarta: BPFE

Harnoto. (2002). Manajemen Sumber Daya Manusia, Edisi kedua, Jakarta: PT. Prehallindo

Hasibuan, M. S. P. (2006). Manajemen sumber daya manusia. Jakarta: Bumi Aksara.

Holtom, B. C., et al. (2008). Turnover and retention research: A glance at the past, a closer review of the present, and a venture into the future. The Academy of Management Journal, 2(1).

Isyanto. (2013). Pengaruh Pengembangan Karir Terhadap Motivasi Kerja Karyawan pada PT. Excel Utama Indonesia, Karawang. Jurnal Manajemen, 10 (3).

Julio.,Dewi, S. C. (2013). Analisa pengaruh leader-member exchange, perceived organizational support terhadap kepuasan kerja karyawan dengan motivasi kerja sebagai variable mediator di Hotel Tarakan Plaza. (TA No.33010362/MAN/2013). Unpublished undergraduate (thesis), Universitas Kristen Petra, Surabaya.

Luthans, F,. (2005). Perilaku Organisasi, Edisi Sepuluh, Diterjemahkan oleh: Vivin Andhika Yuwono; Shekar Purwanti; Th.Arie Prabawati; dan Winong Rosari. Yogyakarta: Penerbit Andi

Mariana, S. L. (2015). Pengaruh Kompensasi dan Pengembangan Karir terhadap Turnover Intention pada PT. APL Indonesia.

Meiji. (2007). Managing Human Resources.5th Edition Person Education, New Jersey.

Michaels,C.E.,Spector, P.E. (1982). Cause of Employee Turnover: A Test of the Mobley, Griffeth, Hand, and Meglino Model. Journal of Applied Psychology. 67, 53-59.

Mueller, J.D.K. (2003). Turnover Processess in A Temporal Context: It’s About Time (online). Diaksed dari www.emeraldinsight.com.

Nguyen,V.Q. (2010). Organizational, Job, and Supervisory Antecedents and Consequences of Job Embeddedness : The Case Of Vietnam. (Dissertation). Mississippi State University

Nugroho,A.D.,Kunartinah. (2012). Analisis Pengaruh Kompensasi dan Pengembangan Karier Terhadap Kepuasan Kerja Dengan Mediasi Motivasi Kerja . Jurnal Bisnis dan Ekonomi, 19 (2)

Parimita,.W. (2015). Pengaruh Pengembangan Karir dan Motivasi Terhadap Kepuasan Kerja karyawan PT. POS Indonesia (PERSERO ) Bekasi

Putra,.R.G. (2014). Pengaruh Perceived Organizational Soppurt Tethadap Turnover Intention Kepuasan Kerja sebagai variable Mediator di Restoran X Surabaya

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87 (4), 698-714.

Richards B, O'Brien, T., dan Akroyd, D. (2002). Predicting ihe Organizational Commitment of Marketing Education and Health Occupations Education Teachers by Work Related Rewards. Journal of Industrial Teacher Education. 32 (1)

Rivai, V. & Sagala,E.J. (2009). Manajemen Sumber Daya Manusia Untuk Perusahaan: Dari Teori ke Praktik, Edisi 2. Jakarta: PT Raja Grafindo Perkasa

Rivai,V. (2004). Manajemen Sumber Daya Manusia untuk Perusahaan dari Teori ke Praktik . Jakarta: PT Raja Grafindo Persada.

Robbins,S.P. (2003). Organizational behavior. New Jersey: Pearson Education Inc.

Robbins,S.P. (2006). Organizational behavior behavior.. New Jersey: Pearson Education Inc.

Samsudin, S. (2006). Manajemen Sumber Daya Manusia. Bandung: Alfabeta

Sia,T.H., Nugroho,A., Kartika,E.W., & Kaihatu, T. S. (2012). Komitmen afektif dalam organisasi yang dipengaruhi perceived organizational support dan kepuasan kerja. Jurnal Manajemen dan Kewirausahaan, 14 (2), 109-117.

Sofyandi,H. (2009). Manajemen Sumber Daya Manusia. terjemahan. Jakarta, PT. Prenhallindo.

Sugiyono. (2012). Metode penelitian kuantitatif kualitatif dan R&D D. Bandung: Alfabeta.

Suhermin. (2014). Dampak Penerapan Teori Pertukaran Sosial Terhadap Sikap dan Perilaku Organisasional. Media Mahardika ,12 (2)

Suhermin. (2012). Pemberdayaan Kerja Profesional Sebagai Mediasi Dukungan Organisasional Dan Pertukaran Pemimpin-Anggota (LMX) Terhadap KomitmenOrganisasional.Ekuitas Jurnal Ekonomi dan Keuangan, Akreditasi No.110/DIKTI/Kep/200.

Sunyoto,D. (2012). Manajemen Sumber Daya Manusia, cetakan 1. Yogyakarta: CAPS.

Tan, F. M. (2008). Linking Career Development Practices to Turnover Intention: The Mediator of Perceived Organizational Support, Nagoya University.

Tjutju, Y. (2008). Manajemen SumberDaya Manusia. Bandung: Alfabeta.

Umar, H. (2008). Metode Penelitian Untuk Skripsi dan Tesis Bisnis. Jakarta: PT Rajagrafindo Persada.

Vidyarthi,P.R. (2001). Antecedents of Job Embeddedness: An Examination of Social Exchange Relationship and Organizational Culture. (Dissertation). University of Illinois at Chicago

Wibawa, I.M.A. (2015). Pengaruh Kepuasan Kerja Terhadap Turnover Intention dengan Komitmen Organisasi Sebagai Variabel Intervening Pada PT. Autobagus Rent car Ball

Witasari,L. (2009). Analisis pengaruh kepuasan kerja dan komitmen organisasional terhadap intention to quit. Unpublished Master (thesis). Universitas Diponegoro, Semarang.




DOI: http://dx.doi.org/10.30742/economie.v5i2.3580

Refbacks

  • There are currently no refbacks.


Copyright (c) 2024 Nur Hidayah, Rika Litfiana



Creative Commons License
Economie by https://journal.uwks.ac.id/index.php/economie is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

 

Indexed by:

   

 

ECONOMIE
Program Studi Ekonomi Pembangunan
Fakultas Ekonomi dan Bisnis Universitas Wijaya Kusuma Surabaya
Jl. Dukuh Kupang XXV/54 Surabaya 60225
Telefon: +6231 5613231 email: economie@uwks.ac.id
eISSN: 2745-6366