EFFECT OF ORGANIZATIONAL COMMITMENT AND COMPENSATION ON TURNOVER INTENTION OF PT INFOMEDIA NUSANTARA

Authors

  • Bahtiar Herman Universitas Muhammadiyah Sidenreng Rappang
  • Muh Abduh Anwar
  • Aksal Mursalat

DOI:

https://doi.org/10.30736/jpim.v7i1.971

Keywords:

Organizational Commitment, Compensation and Turnover Intention.

Abstract

This study aims to examine and analyze the Effect Of Organizational Commitment And Compensation On Employee Turn Over Intention. This study uses a quantitative approach. The object under study is an employee who works at the office of PT Infomedia Nusantara. The data in this study were obtained by survey methods and research instruments in the form of a questionnaire. The research sample was 120 people who were selected by the census sampling method. Data were analyzed by multiple regression method using SPSS program. The results of this study indicate that organizational commitment and compensation influence the Turnover Intention of PT Infomedia Nusantara.

Author Biography

Bahtiar Herman, Universitas Muhammadiyah Sidenreng Rappang

Departemen Kewirausahaan (Tenaga Pengajar)

References

Ahmad, S., Shahzad, K., Rehman, S., Khan, N. A., & Shad, I. U. (2010). Impact of organizational commitment and organizational citizenship behavior on turnover intentions of call center personnel in Pakistan. European Journal of Social Sciences, 17(4), 585–591.

Akram, U., Khan, M. K., Yixin, Q., Bhatti, M. H., Bilal, M., Hashim, M., & Akram, Z. (2016). Impact of Organizational Justice on Job Satisfaction of Banking Employees. European Journal of Business and Management, 8(16), 55–63.

Artiningrum, B., & Satrya, A. (2016). Analisis pengaruh career management, training satisfaction, pay satisfaction terhadap turnover intention dan peran mediasi organizational engagement pada karyawan sektor perbankan. Jurnal Manajemen Dan Bisnis Sriwijaya, 14(3), 337–352.

Bramantara, B., & Kartika, D. (2015). A, A, S.(2015). Pengaruh Kepuasan Kerja Dan Komitmen organisasional Terhadap Turnover intention Karyawan Pada Krisna Oleh-Oleh Khas Bali III. Jurnal Ilmu Manajemen, 4 (1): 1, 20.

Cahyani, R. anggun. (2020). PENGARUH KOMITMEN ORGANISASI DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN (Studi Pada Perusahaan Daerah Air Minum (PDAM) Kota Salatiga). Jurnal Ekobis Dewantara, 3(1).

Chua, J. H., Chrisman, J. J., & Bergiel, E. B. (2009). An agency theoretic analysis of the professionalized family firm. Entrepreneurship Theory and Practice, 33(2), 355–372.

Fan, C. . (2007). Organizational commitment, Attitude commitment, Exchange commitment. School Administration Monthly, 50, 128–144.

Ghafoor, A., Qureshi, T. M., Khan, M. A., & Hijazi, S. T. (2011). Transformational leadership, employee engagement and performance: Mediating effect of psychological ownership. African Journal of Business Management, 5(17), 7391–7403.

HERMAN, B. (2020). PENGARUH KOMPENSASI FINANSIAL, NON FINANSIAL DAN FLEKSIBILITAS KERJA TERHADAP KINERJA DRIVER OJEK ONLINE DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA GOJEK DI MAKASSAR. Universitas Hasanuddin.

Kaswan. (2017). Psikologi Industri dan Organisasi. Alfabeta.

Novriyadhi, R. O., & Riana, I. G. (2015). Pengaruh Keadilan Organisasional Terhadap Kepuasan Kerja Dan Komitmen Organisasi Pada PT Astra International Auto 2000 Denpasar. Udayana University.

Pramusiwi, A. D. (2015). Pengaruh Human Resource Practices Terhadap Turnover Intention Dengan Job Embeddedness Sebagai Pemediator Pada Karyawan Giant Superdome Semarang. UAJY.

Putrianti, A. D. (2014). Pengaruh kompensasi dan motivasi kerja terhadap turnover intention (Studi pada karyawan PT. TIKI Jalur Nugraha Ekakurir Pusat Malang). Jurnal Administrasi Bisnis, 12(2).

Wibowo, L. N., & Sukirno, S. (2016). Pengaruh Skema Kompensasi terhadap Kinerja dengan Variabel Moderator Love Of Money. Nominal: Barometer Riset Akuntansi Dan Manajemen, 5(2), 42–52.

Published

2022-02-10

How to Cite

Herman, B., Anwar, M. A., & Mursalat, A. (2022). EFFECT OF ORGANIZATIONAL COMMITMENT AND COMPENSATION ON TURNOVER INTENTION OF PT INFOMEDIA NUSANTARA. JPIM (Jurnal Penelitian Ilmu Manajemen), 7(1), 40–48. https://doi.org/10.30736/jpim.v7i1.971