| Summary: | This study aims to identify (1) the impact of job satisfaction on turnover
intention, (2) the effect of affective commitment mediating towards the impact of
job satisfaction on turnover intention, and (3) the effect of normative commitment
mediating towards the impact of job satisfaction on turnover intention. Job
satisfaction is assessed through items developed in Minnesota Satisfaction
Questionnaire (MSQ), affective commitment and normative commitment are
referred to the dimension developed by Meyer et al. (1993), and turnover intention
is assessed by using model developed by Mucinsky and Tuttle (1979) (in Angle &
Perry, 1981)
By using purposive sampling method, questionnaires are given to
permanent employees of Peni Group who have been working for minimum one
year to collect the data. Furthermore, simple regression and mediating variable
testing model which is developed by Baron and Kenney (1986) is applied to test
the hypotheses.
As the result, there is a significant negative impact of job satisfaction on
employee�s turnover intention. However, affective commitment has full mediation
influence in the correlation between job satisfaction and turnover intention. It is
also perceived that normative commitment has full mediation impact towards the
correlation between job satisfaction and turnover intention.
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