PENGARUH KEPUASAN KERJA PADA INTENSI KELUAR DENGAN KOMITMEN AFEKTIF DAN KOMITMEN NORMATIF SEBAGAI VARIABEL PEMEDIASI Studi di Toko Peni Group Yogyakarta
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...
| Main Authors: | , |
|---|---|
| Format: | Thesis |
| Published: |
[Yogyakarta] : Universitas Gadjah Mada
2012
|
| Subjects: |
| _version_ | 1797032571755823104 |
|---|---|
| author | , Lully Angga Laksmita , Dr. Hani Handoko, MBA., Ph.D. |
| author_facet | , Lully Angga Laksmita , Dr. Hani Handoko, MBA., Ph.D. |
| author_sort | , Lully Angga Laksmita |
| collection | UGM |
| description | 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. |
| first_indexed | 2024-03-13T22:40:10Z |
| format | Thesis |
| id | oai:generic.eprints.org:99769 |
| institution | Universiti Gadjah Mada |
| last_indexed | 2024-03-13T22:40:10Z |
| publishDate | 2012 |
| publisher | [Yogyakarta] : Universitas Gadjah Mada |
| record_format | dspace |
| spelling | oai:generic.eprints.org:997692016-03-04T08:47:32Z https://repository.ugm.ac.id/99769/ PENGARUH KEPUASAN KERJA PADA INTENSI KELUAR DENGAN KOMITMEN AFEKTIF DAN KOMITMEN NORMATIF SEBAGAI VARIABEL PEMEDIASI Studi di Toko Peni Group Yogyakarta , Lully Angga Laksmita , Dr. Hani Handoko, MBA., Ph.D. ETD 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. [Yogyakarta] : Universitas Gadjah Mada 2012 Thesis NonPeerReviewed , Lully Angga Laksmita and , Dr. Hani Handoko, MBA., Ph.D. (2012) PENGARUH KEPUASAN KERJA PADA INTENSI KELUAR DENGAN KOMITMEN AFEKTIF DAN KOMITMEN NORMATIF SEBAGAI VARIABEL PEMEDIASI Studi di Toko Peni Group Yogyakarta. UNSPECIFIED thesis, UNSPECIFIED. http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=55748 |
| spellingShingle | ETD , Lully Angga Laksmita , Dr. Hani Handoko, MBA., Ph.D. PENGARUH KEPUASAN KERJA PADA INTENSI KELUAR DENGAN KOMITMEN AFEKTIF DAN KOMITMEN NORMATIF SEBAGAI VARIABEL PEMEDIASI Studi di Toko Peni Group Yogyakarta |
| title | PENGARUH KEPUASAN KERJA PADA INTENSI KELUAR DENGAN KOMITMEN AFEKTIF DAN KOMITMEN NORMATIF SEBAGAI VARIABEL PEMEDIASI
Studi di Toko Peni Group Yogyakarta |
| title_full | PENGARUH KEPUASAN KERJA PADA INTENSI KELUAR DENGAN KOMITMEN AFEKTIF DAN KOMITMEN NORMATIF SEBAGAI VARIABEL PEMEDIASI
Studi di Toko Peni Group Yogyakarta |
| title_fullStr | PENGARUH KEPUASAN KERJA PADA INTENSI KELUAR DENGAN KOMITMEN AFEKTIF DAN KOMITMEN NORMATIF SEBAGAI VARIABEL PEMEDIASI
Studi di Toko Peni Group Yogyakarta |
| title_full_unstemmed | PENGARUH KEPUASAN KERJA PADA INTENSI KELUAR DENGAN KOMITMEN AFEKTIF DAN KOMITMEN NORMATIF SEBAGAI VARIABEL PEMEDIASI
Studi di Toko Peni Group Yogyakarta |
| title_short | PENGARUH KEPUASAN KERJA PADA INTENSI KELUAR DENGAN KOMITMEN AFEKTIF DAN KOMITMEN NORMATIF SEBAGAI VARIABEL PEMEDIASI
Studi di Toko Peni Group Yogyakarta |
| title_sort | pengaruh kepuasan kerja pada intensi keluar dengan komitmen afektif dan komitmen normatif sebagai variabel pemediasi studi di toko peni group yogyakarta |
| topic | ETD |
| work_keys_str_mv | AT lullyanggalaksmita pengaruhkepuasankerjapadaintensikeluardengankomitmenafektifdankomitmennormatifsebagaivariabelpemediasistudiditokopenigroupyogyakarta AT drhanihandokombaphd pengaruhkepuasankerjapadaintensikeluardengankomitmenafektifdankomitmennormatifsebagaivariabelpemediasistudiditokopenigroupyogyakarta |