FAKTOR – FAKTOR YANG MEMPENGARUHI TURNOVER INTENTION KARYAWAN PADA HOTEL BINTANG TIGA DI KOTA PADANG

Shelinda Rahman, Harif Amali Rivai

Abstract


ABSTRAK

Sumber daya manusia memiliki peranan penting dalam suatu organisasi baik organisasi dalam skala besar maupun skala kecil. Dunia persaingan usaha yang semakin ketat, organisasi berusaha meminimalkan rasio turnover dan menghemat biaya mereka, biaya turnover terdiri dari merekrut ulang karyawan dan biaya pelatihan kembali. Penelitian ini bertujuan menganalisis pengaruh kepuasan pelatihan, kepuasan gaji, dan kepuasan kerja terhadap intensi turnover dengan komitmen organisasional sebagai variabel mediasi pada karyawan hotel  bintang tiga di Kota Padang. Dengan total responden sebanyak 140 orang Pengujian validitas sampel dilakukan dengan uji loading factor dan average variance extracted (AVE) sedangkan pengujian reliabilitas menggunakan uji internal consistency berdasarkan nilai composite reliability. Uji validitas dengan loading factor menunjukkan nilai yang valid. Pengujian reliabilitas dengan uji internal consistency mempunyai nilai composite reliability yang memenuhi kriteria. Berdasarkan hasil pengujian, semua pernyataan indikator variabel telah memenuhi kriteria validitas dan reliabilitas. Hasil uji hipotesis dengan SmartPLS menunjukkan bahwa komitmen organisasional, kepuasan pelatihan, dan kepuasan gaji berpengaruh  negatif dan signifikan terhadap turnover intention. Komitmen organisasional memediasi hubungan kepuasan pelatihan, kepuasan gaji, terhadap turnover intention.

 

ABSTRACT

Human resources have an important role in an organization both large and small scale organizations. The world of tough competition the organizations try to minimize their turnover ratio and save their cost, turnover cost consists of re-recruiting employees and retraining costs. The purpose of this research is to understand and analyze the effects of training satisfaction, pay satisfaction and job satisfaction to employee turnover intention with organizational commitment as a mediating variable in the three-star hotel employess in Padang city. With a total of 140 respondents the sample validity testing was carried out by loading factor and average variance extracted (AVE) while the reliability testing used an internal consistency test based on composite reliability values. Validity test with loading factor shows a valid value. Reliability testing with internal consistency test has composite reliability values that meet the criteria. Based on the test results, all variable indicator statements have met the criteria of validity and reliability. Hypothesis test results with SmartPLS show that organizational commitment, training satisfaction and salary satisfaction have a negative and significant effect on turnover intention. Organizational commitment mediates the relationship of training satisfaction, salary satisfaction, and job satisfaction on turnover intention.


Keywords


Training satisfaction, pay satisfaction, organizational commitment, turnover intention, SmartPLS



DOI: https://doi.org/10.34149/jmbr.v17i1.172

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