Pengaruh Person-Organization Fit dan Kepuasan Kerja terhadap Turnover Intention dengan Budaya Organisasi sebagai Variabel Moderasi
Abstract
Organizational effectiveness is not only supported by the success of employees' work tasks, but companies need to pay attention to the behavior of their employees broadly. This is done to minimize the desire of employees to change jobs. The purpose of this study was to determine the effect of person-organization fit and job satisfaction on turnover intention with organizational culture as a moderating variable. Primary data was collected through a questionnaire in which the respondents were 96 people. This explanatory research uses validity test, reliability test, multiple linear regression analysis, path analysis, and sobel test. The empirical results obtained show that partially, both person-organization fit, job satisfaction and organizational culture have a significant effect on turnover intention. Other results show that organizational culture is proven to be a moderation in the influence of person-organization fit and job satisfaction on turnover intention.
References
Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2009). Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Companies.
Astuti, S. D. (2010). Model person-organization fit (p-o fit model) terhadap kepuasan kerja, komitmen organisasional dan kinerja karyawan. Jurnal Bisnis Dan Ekonomi (JBE), 17(1), 43–60. https://www.unisbank.ac.id/ojs/index.php/fe3/article/view/325.
Haggalla, Y. & Jayatilake, L. V. K. (2017). Study on organizational culture and turnover intention in international information technology firms in Sri Lanka. International Journal of Scientific Research and Innovative Technology, 4(2), 47–63. http://repository.kln.ac.lk/handle/123456789/15499.
Hom, P. W., Griffeth, R. W., & Sellaro, C. L. (1984). The validity of Mobley (1977) model of employee turnover. Journal of Applied Psychology, 62, 237–240. https://doi.org/10.1037/0021-9010.62.2.237.
Jutras, R., & Mathieu, C. (2016). Person-organization fit relationship with job satisfaction and turnover: The mediating influence of leader-member exchange. Academy of Strategic Management Journal, 15(1), 71-84. https://www.proquest.com/openview/c8d0983fd8134db1c7fda8694ccaaf92/1?pq-origsite=gscholar&cbl=38745.
Kristof, A. L. (1996). Person-organization fit: An integrative review of its coceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1–49. https://doi.org/10.1111/j.1744-6570.1996.tb01790.x.
Luthans, F. (2009). Perilaku organisasi. Andi Offset.
Meglino, B. M., Ravlin, E. C., & Adkins, C. L. (1989). A work values approach to corporate culture: A field test O. Journal of Applied Psychology, 74(3), 424-432. https://doi.org/10.1037/0021-9010.74.3.424.
Minarsih, M. M., Halimah, T. N., & Fathoni, A. (2016). Lingkungan kerja terhadap turnover intention pramuniaga di Gelael Supermarket (Studi kasus pada Gelael Superindo Kota Semarang). Journal of Management, 2(2), 1-16. http://jurnal.unpand.ac.id/index.php/MS/article/view/606.
Arianty, N. (2014). Pengaruh budaya organisasi terhadap kinerja pegawai. Jurnal Ilmiah Manajemen dan Bisnis, 14(02), 3909. http://jurnal.umsu.ac.id/index.php/mbisnis/article/view/189.
Ridho, M., & Susanti, F. (2019). Pengaruh stres kerja dan motivasi kerja terhadap kepuasan kerja pada karyawan Bank Mandiri Syariah Cabang Padang. Laporan Penelitian. Sekolah Tinggi Ilmu Ekonomi KBP.
Robbins, S. P. (2009). Manajemen (edisi kesepuluh). Erlangga.
Robbins, S. P., & Judge, T. A. (2009). Organizational behavior (13th Edition). Prentice Hall Publishers.
Umar, H. (2008). Desain penelitian MSDM dan perilaku karyawan: Paradigma positivistik dan berbasis pemecahan masalah. Raja Grafindo Persada.
Copyright (c) 2023 Diah Ayu Pawestri , Yustina Erti Pravitasmara Dewi
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
