DOI: https://doi.org/10.14710/jbs.29.2.163-171

Pengaruh Kepuasan Kerja dan Kontrak Psikologis Terhadap Intention To Quit dengan Komitmen Organisasi Sebagai Variabel Intervening (Studi Pada Pt. Krakatau Steel, Tbk)

*Fita Fitriyah  -  Universitas Diponegoro, Indonesia
Indi Djastuti  -  Universitas Diponegoro, Indonesia
Open Access Copyright 2020 JURNAL BISNIS STRATEGI

Citation Format:
Abstract
The purpose of this study is to analyze the effect of job satisfaction and psychological contracts on intention to quit with organizational commitment as an intervening variable. The population used in this study are operational employees of PT Krakatau Steel Tbk. who have become permanent employees with a minimum work period of 1 year and a minimum education level of high school and equivalent. The number of samples used in this study were 190 respondents. Data collection using a questionnaire. This study uses structural equation modeling (SEM) analysis with AMOS software as an analysis tool. The results showed that job satisfaction had a negative and significant effect on intention to quit, psychological contracts had a negative and insignificant effect on intention to quit, job satisfaction had a positive and significant effect on organizational commitment, psychological contracts had a positive and significant effect on organizational commitment and organizational commitment had a significant effect on organizational commitment. negative and significant on the intention to quit.
Fulltext View|Download
Keywords: Job Satisfaction; Psychological Contract; Organizational Commitment; Intention to Quit; operational employees

Article Metrics:

Article Info
Section: Articles
Language : ID
Recent articles
In Search of Stock Market Proxy to Calculate Systematic Risk (Beta) of Stocks in Indonesia Stock Exchange Interaksi Pengguna dan Jasa Pernikahan di Instagram Sebagai Alternatif Pencarian Informasi Isu Proses Bisnis Berbasis Artificial Intelligence untuk Menyosong Era Industri 4.0 More recent articles
Most cited articles
Cognitive Limitations and Decision Making MENGUKUR EFISIENSI INTERMEDIASI SEBELAS BANK TERBESAR INDONESIA DENGAN PENDEKATAN DATA ENVELOPMENT ANALYSIS (DEA) THE INFLUENCE OF DIVIDEND POLICY, DEBT POLICY, INDEPENDENT COMMISSIONER, AND INSTITUTIONAL OWNERSHIP ON THE FIRM VALUE WITH GROWTH OPPORTUNITIES AS MODERATOR VARIABLES (Study on Non-Financial Companies Listed on IDX in the Period of Years of 2012-2015) THE RELATIONSHIP BETWEEN CORPORATE GOVERNANCE STRUCTURE AND THE LEVEL OF VOLUNTARY DISCLOSURE PENGARUH KOMITMEN ORGANISASI DAN GAYA KEPEMIMPINAN TERHADAP HUBUNGAN ANTARA PARTISIPASI ANGGARAN DAN KINERJA MANAJERIAL (Studi Empiris pada Kantor Cabang Perbankan Indonesia di Jakarta) More cited articles
  1. Arthur, J. L., & Kolson, M. F. (2017). Psychological contract fulfillment and its implication on performance of employees : The case of Asanko Gold. 9(2), 17–25. https://doi.org/10.5897/JPAPR2017.0402
  2. Behery, M., Abdallah, S., Parakandi, M., & Kukunuru, S. (2016). Psychological contracts and intention to leave with mediation effect of organizational commitment and employee satisfaction at times of recession. Review of International Business and Strategy, 26(2), 184–203. https://doi.org/10.1108/RIBS-01-2014-0013
  3. Boshoff, A. ., Wyk, R. van, Hoole, C., & Owen, J. . (2002). The prediction of intention to quit by means of biographic variables, work commitment, role strain and psychological climate. Management Dynamics, 11(4), 14–28
  4. Cho, S., Johanson, M. M., & Guchait, P. (2009). Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay. International Journal of Hospitality Management, 28(3), 374–381. https://doi.org/10.1016/j.ijhm.2008.10.007
  5. Chughati, F. D., & Perveen, U. (2013). A Study of Teachers Workload and Job Satısfaction in Public And Private Schools At Secondary Level in Lahore City Pakistan. Asian Journal of Social Sciences and Humanities, 2(1), 202–214
  6. Firth, L., Mellor, D. J., Moore, K. A., & Loquet, C. (2004). How can managers reduce employee intention to quit? Journal of Managerial Psychology, 19(2), 170–187. https://doi.org/10.1108/02683940410526127
  7. Gamage, P. N., & Buddhika, K. D. M. (2013). Job satisfaction and intention to leace of it professionals in Sri Lanka. Asia Pacific Journal of Marketing and Management Review, 2(9), 1–11
  8. Guest, D. E., & Conway, N. (2002). Communicating the psychological contract. Human Resource Management Journal, 12(2), 22–38
  9. Gülovaa, A. A., & Demirsoy, Ö. (2012). Örgüt Kültürü ve Örgütsel Bağlılık Arasındaki İlişki : Hizmet Sektörü Çalışanları Üzerinde Ampirik Bir Araştırma The Relationship Between Organizational Culture and Organizational Commitment : An Empirical Research on Employees of Service Sector. 3(3), 49–76
  10. Hao, Y., Hao, J., & Wang, X. (2016). The relationship between organizational justice and job satisfaction: Evidence from China. Journal of Chinese Human Resource Management, 7(2), 115–128. https://doi.org/10.1108/JCHRM-07-2016-0012
  11. Hassan, Z., Abdul-rahman, A., & Basit, A. (2018). The Impact of Psychological Contract on Organisational Commitment: A Study on Public Sector of Maldives. SSRN Electronic Journal, XX(2). https://doi.org/10.2139/ssrn.3056216
  12. Herriot, P., Manning, W. E. G., & Kidd, J. M. (1997). The Content of the Psychological Contract. British Journal of Management, 8(2), 151–162. https://doi.org/10.1111/1467-8551.0047
  13. Ince, M., & Gül, H. (2011). The role of the organizational communication on employees’ perception of justice: A sample of public institution from turkey. European Journal of Social Sciences, 21(1), 106–124
  14. Ismail, A. (2016). Effect of Job Satisfaction on Organizational Commitment. Management & Marketing, 14(1), 25–40
  15. Johari, J., Yean, T. F., Adnan, Z., Yahya, K. K., & Ahmad, M. N. (2012). Promoting employee intention to stay: Do human resource management practices matter? International Journal of Economics and Management, 6(2), 396–416
  16. Manurung, M. T. (2012). Analisis Pengaruh Stres Kerja dan Kepuasan Kerja Terhadap Turnover Intention Karyawan. 1, 1–83
  17. Masum, A. K. M., Azad, M. A. K., Hoque, K. E., Beh, L. S., Wanke, P., & Arslan, Ö. (2016). Job satisfaction and intention to quit: An empirical analysis of nurses in Turkey. PeerJ, 2016(4). https://doi.org/10.7717/peerj.1896
  18. Pawirosumarto, S., Sarjana, P. K., & Gunawan, R. (2017). The effect of work environment, leadership style, and organizational culture towards job satisfaction and its implication towards employee performance in Parador hotels and resorts, Indonesia. International Journal of Law and Management, 59(6), 1337–1358. https://doi.org/10.1108/IJLMA-10-2016-0085
  19. Robbins and Judge. (2013). Organizational Behavior
  20. Rodwell, J., Ellershaw, J., & Flower, R. (2015). Fulfill psychological contract promises to manage in-demand employees. Personnel Review, 44(5), 689–701. https://doi.org/10.1108/PR-12-2013-0224
  21. Srivastava, S. (2013). Job Satisfaction and Organizational Commitment Relationship: Effect of Personality Variables. Vision: The Journal of Business Perspective, 17(2), 159–167. https://doi.org/10.1177/0972262912483529
  22. Sugiyono. (2014). Metode Penelitian Kombinasi (Mixed Method). Alfabeta
  23. Yasmin, K., & Marzuki, P. D. N. A. (2015). Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan. International Journal of Learning and Development, 5(4), 89–102. https://doi.org/10.5296/ijld.v5i4.8734

Last update:

No citation recorded.

Last update: 2024-12-27 07:22:20

No citation recorded.