This study aims to determine the effect of compensation and organizational culture on turnover intention. The object of this study are employees of the company PT HadicoPersada with businesses engaged in outsourcing, located in Central Jakarta. This study was conducted on 47 respondents. The sampling technique used in this study is saturated samples. Therefore, the analysis of the data used is the statistical analysis in the form of multiple linear regression tests. These results indicate that partially, the variable compensation has a negative and significant impact on the variable turnover intention. Variable organizational culture has a significant negative effect on the variable turnover intention. Keywords:Compensation, Organizational Culture, and Turnover Intention.Abstrak: Penelitian ini bertujuan untuk mengetahui pengaruh kompensasi dan budaya organisasi terhadap turnover intention. Objek penelitian ini adalah karyawan diperusahaan PT Hadico Persada dengan usaha bergerak di bidangoutsource yang berlokasi di Jakarta Pusat. Penelitian ini dilakukan terhadap 47 responden. Teknik sampling yang digunakan dalam penelitian ini adalah sampel jenuh. Karena itu, analisis data yang digunakan adalah analisis statistik dalam bentuk uji regresi linear berganda. Hasil penelitian ini menunjukan bahwa secara parsial, variabel kompensasi mempunyai pengaruh negatif dansignifikan terhadap variabel turnover intention. Variabel budaya organisasi mempunyai pengaruh negatif dan signifikan terhadap variabel turnover intention.Kata kunci: Kompensasi, Budaya Organisasi, dan Turnover Intention. PENDAHULUANKeberhasilan perusahaan dalam menjalankan usahanya tidak dapat terlepas dari faktor sumber daya manusia (SDM). Terlebih bagi sebuah perusahaan yang menawarkan jasa. Cascio (2007) menegaskan bahwa manusia adalah sumber daya yang sangat penting dalam bidang industri dan organisasi, oleh karena itu pengelolaan sumber daya mencakup penyediaan tenaga kerja yang bermutu, mempertahankan kualitas dan mengendalikan biaya ketenaga kerjaan.Oleh karena itu, SDM adalah aset yang tak ternilai keberadaannya bagi satu perusahaan sehingga harus dipertahankan dan dihindari terjadinya turnover (perpindahan).Salah satu cara yang dapat dilakukan dalam upaya mengurangi tingkat turnover intention adalah dengan melalui kompensasi dan budya organisasi yang baik untuk mencapai kinerja yang di harapkan dalam suatu organisasi atau instansi, para karyawan harus mendapatkan kompensasi yang cukup dan pengembangan budaya organisasi yang
This research aims to examine and analyze the influence of Transformational leadership style, motivation and compensation on performance of employees at PT. Hanken Indonesia Cibitung. The methods used in this research is descriptive method. The object of this research is all staff office division who worked in PT. Hanken Indonesia Cibitung with a population 125 people. Sampling technique using non-probability sampling with total samples is 95 people. The approach used in this research is a Structural Equation Models (SEM) with Smart analysis tools-PLS. The results showed transformational leadership style gives a positive and significant influence on employee performance. Work motivation has no significant on employee performance. Compensation provides a positive and significant effect on performance employees. This is evidenced from the results of hypothesis testing (t-test) which shows the significance value of the independent variables. PENDAHULUANSumber daya manusia merupakan aset penting untuk menunjang keberhasilan suatu organisasi. Sumber daya manusia adalah pelaksana seluruh kebijakan organisasi sehingga perlu dibekali dengan pengetahuan yang memadai. Pentingnya sumber daya manusia ini perlu disadari oleh semua tingkatan manajemen diperusahaan. Bagaimanapun majunya
The purpose of this research is to know and analyze the influence of transformational leadership style, work motivation and discipline to employee performance at PT Berkah Makmur. This research is a kind of causal associative research which is obligatory for relationship relation between one variable with other variable or the like. The population in this study are employees who work in PT Berkah Makmur. Sampling method using saturated sampling technique with the number of samples of 32 respondents. Primary data were collected through questionnaires, secondary data. Data analysis method used is descriptive and quantitative analysis method with multiple linier regression analysis technique. The result of hypothesis test show that transformational leadership style and work motivation have no effect on employee performance in Koperasi Berkah Makmur, but discipline to employee performance in Koperasi Berkah Makmu. Determination coefficient test shows 813% employee performance can be explained by the variables of transformational leadership style, work motivation, and discipline, while the remaining 18.7% is explained by other factors not included in this study
This study aims to examine and analyze the effects of emotional intelligence, communication, and teamwork on employee performance at PT XYZ. The population in this study was 50 people. The sample used was 50 respondents. The sampling method used saturated samples. Data collection Methods used survey, with the research instrument was a questionnaire. Data analysis method used Structural Equation Model (SEM) with Smart-PLS 3.3.2 analysis tool. The results showed that the emotional intelligence variable had a positive and significant effect on employee performance. Communication had a positive and significant effect on employee performance. Teamwork had a positive and significant effect on employee performance.
This study aims to analyze the effect of work-family conflict, work stress, and job satisfaction on employee performance. The population in this study was 70 employees at a pension fund company. The sampling method used is a saturated sample, so that the sample used is 70 employees. Data collection methods using survey methods, with the research instrument is a questionnaire—data analysis method using Partial Least Square. The findings in this study prove that: 1) Work-Family Conflict has a negative and significant effect on employee performance; 2) Job stress has a negative and significant effect on employee performance; 3) Job satisfaction has a positive and significant effect on employee performance.
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