PENGARUH KONTRAK PSIKOLOGIS DAN KETIDAKPUASAN TERHADAP INTENSI TURNOVER
An employee turnover was a crucial problem facing by an organization. The company with too high employee turnover would encounter a serious problem. For the workers themselves, turnover was not something to expect. Turnover was a process affected by various kinds of conditions. This research was aim...
| Main Authors: | , |
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| Format: | Thesis |
| Published: |
[Yogyakarta] : Universitas Gadjah Mada
2013
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| Subjects: |
| _version_ | 1826046232138612736 |
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| author | , Stephanie Cinde Kanesworo , Dr. Bagus Riyono, MA |
| author_facet | , Stephanie Cinde Kanesworo , Dr. Bagus Riyono, MA |
| author_sort | , Stephanie Cinde Kanesworo |
| collection | UGM |
| description | An employee turnover was a crucial problem facing by an organization. The
company with too high employee turnover would encounter a serious problem.
For the workers themselves, turnover was not something to expect. Turnover was
a process affected by various kinds of conditions. This research was aimed to
know the influence of a psychological contract towards a turnover intention. The
gaps occurred of what was promised in a contract and what was perceived by
employees would lead a satisfaction level decreased, so that eventually emerge
dissatisfaction. In the previous researches, a dissatisfaction was generally would
trigger a turnover intention. This research was also aimed to know a more
specific dissatisfaction namely dissatisfaction towards a psychological contract.
Hypothesis in this research was dissatisfaction would arise if there are gaps
between what was promised and what was experienced and the dissatisfaction
towards a psychological contract would strengthen a turnover intention. Subjects
in this research were 55 salespeople in a banking company. To examine that
hypothesis research subjects were asked to fill three questionnaires namely: a
perception towards a psychological contract gap, dissatisfaction towards a
psychological contract, and a turnover intention. This research result showed that
perception towards a psychological contract gap did not actually significantly
correlated to a dissatisfaction with β = 0.111 (β<1.96) and p = 0.418 (p>0.01),
meanwhile, a dissatisfaction towards a psychological contract affected a turnover
intention strength with β = 0.352 (β<1.96) and p = 0.008 (p<0.01) that showed
that a dissatifaction contribution towards a psychological contract to a turnover
intention was low. A determination coefficient R2 = 0.124 explained that a
dissatisfaction towards a psychological contract perception only contributed
12.4% towards a turnover intention, while 87.6% were other variable
contributions in the outside of a dissatisfaction towards a psychological contract
perception. This showed that a perception towards a psychological contract gap
and satisfaction were two different variables due to a job satisfaction variable was
subjective in nature and also according to Dipboye, Smith, and Howell
(1993),30% of them were affected by a personal factor. This research result
supported a relationship hypothesis between dissatisfaction and turnover
intention. A consequence of this result would be discussed in a discussion. |
| first_indexed | 2024-03-13T22:49:57Z |
| format | Thesis |
| id | oai:generic.eprints.org:119518 |
| institution | Universiti Gadjah Mada |
| last_indexed | 2024-03-13T22:49:57Z |
| publishDate | 2013 |
| publisher | [Yogyakarta] : Universitas Gadjah Mada |
| record_format | dspace |
| spelling | oai:generic.eprints.org:1195182016-03-04T08:43:39Z https://repository.ugm.ac.id/119518/ PENGARUH KONTRAK PSIKOLOGIS DAN KETIDAKPUASAN TERHADAP INTENSI TURNOVER , Stephanie Cinde Kanesworo , Dr. Bagus Riyono, MA ETD An employee turnover was a crucial problem facing by an organization. The company with too high employee turnover would encounter a serious problem. For the workers themselves, turnover was not something to expect. Turnover was a process affected by various kinds of conditions. This research was aimed to know the influence of a psychological contract towards a turnover intention. The gaps occurred of what was promised in a contract and what was perceived by employees would lead a satisfaction level decreased, so that eventually emerge dissatisfaction. In the previous researches, a dissatisfaction was generally would trigger a turnover intention. This research was also aimed to know a more specific dissatisfaction namely dissatisfaction towards a psychological contract. Hypothesis in this research was dissatisfaction would arise if there are gaps between what was promised and what was experienced and the dissatisfaction towards a psychological contract would strengthen a turnover intention. Subjects in this research were 55 salespeople in a banking company. To examine that hypothesis research subjects were asked to fill three questionnaires namely: a perception towards a psychological contract gap, dissatisfaction towards a psychological contract, and a turnover intention. This research result showed that perception towards a psychological contract gap did not actually significantly correlated to a dissatisfaction with β = 0.111 (β<1.96) and p = 0.418 (p>0.01), meanwhile, a dissatisfaction towards a psychological contract affected a turnover intention strength with β = 0.352 (β<1.96) and p = 0.008 (p<0.01) that showed that a dissatifaction contribution towards a psychological contract to a turnover intention was low. A determination coefficient R2 = 0.124 explained that a dissatisfaction towards a psychological contract perception only contributed 12.4% towards a turnover intention, while 87.6% were other variable contributions in the outside of a dissatisfaction towards a psychological contract perception. This showed that a perception towards a psychological contract gap and satisfaction were two different variables due to a job satisfaction variable was subjective in nature and also according to Dipboye, Smith, and Howell (1993),30% of them were affected by a personal factor. This research result supported a relationship hypothesis between dissatisfaction and turnover intention. A consequence of this result would be discussed in a discussion. [Yogyakarta] : Universitas Gadjah Mada 2013 Thesis NonPeerReviewed , Stephanie Cinde Kanesworo and , Dr. Bagus Riyono, MA (2013) PENGARUH KONTRAK PSIKOLOGIS DAN KETIDAKPUASAN TERHADAP INTENSI TURNOVER. UNSPECIFIED thesis, UNSPECIFIED. http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=59521 |
| spellingShingle | ETD , Stephanie Cinde Kanesworo , Dr. Bagus Riyono, MA PENGARUH KONTRAK PSIKOLOGIS DAN KETIDAKPUASAN TERHADAP INTENSI TURNOVER |
| title | PENGARUH KONTRAK PSIKOLOGIS DAN
KETIDAKPUASAN TERHADAP INTENSI TURNOVER |
| title_full | PENGARUH KONTRAK PSIKOLOGIS DAN
KETIDAKPUASAN TERHADAP INTENSI TURNOVER |
| title_fullStr | PENGARUH KONTRAK PSIKOLOGIS DAN
KETIDAKPUASAN TERHADAP INTENSI TURNOVER |
| title_full_unstemmed | PENGARUH KONTRAK PSIKOLOGIS DAN
KETIDAKPUASAN TERHADAP INTENSI TURNOVER |
| title_short | PENGARUH KONTRAK PSIKOLOGIS DAN
KETIDAKPUASAN TERHADAP INTENSI TURNOVER |
| title_sort | pengaruh kontrak psikologis dan ketidakpuasan terhadap intensi turnover |
| topic | ETD |
| work_keys_str_mv | AT stephaniecindekanesworo pengaruhkontrakpsikologisdanketidakpuasanterhadapintensiturnover AT drbagusriyonoma pengaruhkontrakpsikologisdanketidakpuasanterhadapintensiturnover |