Pengaruh Budaya Organisasi dan Lingkungan Kerja terhadap Turnover Intention dengan Stres Kerja sebagai Variabel Intervening
| Main Author: | Sasongko, Slamet Ringgih |
|---|---|
| Other Authors: | Dewi, Yustina Ertie Pravitasmara |
| Format: | Thesis application/pdf Book |
| Bahasa: | ind |
| Terbitan: |
, 2022
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| Subjects: | |
| Online Access: |
https://repository.uksw.edu//handle/123456789/27155 |
Daftar Isi:
- Penelitian ini dilakukan untuk menguji pengaruh budaya organisasi dan lingkungan kerja terhadap turnover intention dengan stres kerja sebagai variabel intervening (mediasi). Penelitian ini menggunakan pendekatan kuantitatif dimana pengurukan tiap variabel dengan skala Likert. Populasi pada penelitian ini adalah seluruh karyawan CV Laksana Karoseri Ungaran. Sampel yang digunakan sebanyak 90 karyawan CV Laksana Karoseri Ungaran. Pengumpulan data degan cara menyebar kuesioner. Variabel pada penelitian diantaranya variabel independen yaitu: budaya organisasi (X1), dan lingkungan kerja (X2). Variabel dependen yaitu: turnover intention (Y), dan variabel mediasi yaitu (Z). Pengujian hipotesisi dengan menggunakan analisis regresi berganda dan uji sobel. Hasil penelitian menunjukkan bahwa: (1) variabel budaya organisasi tidak berpengaruh terhadap turnover intention; (2) variabel lingkungan kerja berpengrauh terhadap turnover intention; (3) variabel budaya organisasi berpengaruh terhadap stres kerja; (4) variabel lingkungan kerja berpengrauh terhadap stres kerja; (5) variabel stres kerja berpengaruh terhadap turnover intention; (6) Varibel stres kerja tidak mampu memediasi pengaruh budaya organisasi terhadap turnover intention; (7) Variabel stres kerja mampu memediasi pengaruh lingkungan kerja terhadap turnover intention.
- This study was conducted to examine the effect of organizational culture and work environment on turnover intention with work stress as an intervening variable (mediation). This study uses a quantitative approach where each variable is measured using a Likert scale. The population in this study were all employees of CV Laksana Karoseri Ungaran. The sample used was 90 employees of CV Laksana Karoseri Ungaran. Collecting data by distributing questionnaires. The variables in the study include independent variables, namely: organizational culture (X1), and work environment (X2). The dependent variable is: turnover intention (Y), and the mediating variable is (Z). Hypothesis testing using multiple regression analysis and Sobel test. The results showed that: (1) organizational culture variables had no effect on turnover intention; (2) the work environment variable has an effect on turnover intention; (3) organizational culture variables affect work stress; (4) work environment variables have an effect on work stress; (5) work stress variables affect turnover intention; (6) Work variable stress is not able to mediate the influence of organizational culture on turnover intention; (7) Work stress variable is able to mediate the effect of work environment on turnover intention.