PENGARUH KEPUASAN KERJA PADA INTENSI KELUAR DENGAN KOMITMEN AFEKTIF DAN KOMITMEN NORMATIF SEBAGAI VARIABEL PEMEDIASI Studi di Toko Peni Group Yogyakarta
| Main Authors: | , Lully Angga Laksmita, , Dr. Hani Handoko, MBA., Ph.D. |
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| Format: | Thesis NonPeerReviewed |
| Terbitan: |
[Yogyakarta] : Universitas Gadjah Mada
, 2012
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| Subjects: | |
| Online Access: |
https://repository.ugm.ac.id/99769/ http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=55748 |
Daftar Isi:
- 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.