Pengaruh Job Insecurity Dan Kepuasan Kerja Terhadap Turnover Intention Pada Karyawan Hotel

Abstract

Turnover intention will affect the performance and sustainability of the company for the future. The purpose of this research is to analyze the influence of job insecurity and job satisfaction toward turnover intention. The research was conducted at Hotel Grand Zuri Kuta, Badung regency, Bali. The number of respondents in use as many as 75 employees by using the census method. Data analysis method used is multiple linear regression analysis. Data collecting through, questionnaires and interviews. The results showed that job insecurity had positive and significant effect on turnovrer intention, and job satisfaction had negative and significant effect on turnover intention. To lower the turnover intention rate it is important to pay attention to safety and comfort in working. Therefore it is very necessary to minimize the threats of cyclical and psychological to employees because it will impact on performance and also a strong reference to minimize turnover intention. In addition to job security (job insecurity) job satisfaction is also a strong reference in mempenguruh intention turnover intention. Therefore it is very important to pay attention to job satisfaction from employees to high employee satisfaction level, thus will show the positive level of employees, both to the work and environment.
 Keywords: job insecurity, job satisfaction, intrntion turnover
 

Peran Kepuasan Kerja Memediasi Pengaruh Psychological Contract Terhadap Turnover Intention Karyawan

“…Kepuasan kerja yang menurun menimbulkan efek negatif pada kesehatan fisik dan mental mereka sendiri dan dapat meningkatkan turnover intention (Heponiemi et al, 2014). Januartha & Adnyani (2019) semakin tinggi kepuasan kerja dapat mengakibatkan menurunkan turnover intention begitu sebaliknya semakin rendah kepuasan kerja dapat meningkatkan turnover intention pada karyawan. Kepuasan kerja berpengaruh negatif signifikan terhadap turnover intention (Anshori, 2019).…”

“…Penelitian ini dapat memperluas beberapa hasil penelitian sebelumnya yang dilakukan oleh Putra & Putra (2019) menyatakan semakin tinggi tingkat kepuasan kerja, maka keinginan untuk meninggalkan perusahaan akan semakin rendah, ini mempunyai arti bahwa kepuasan kerja berpengaruh secara negatif dan signifikan terhadap turnover intention. Penelitian serupa juga dilakukan oleh Heponiemi et al (2014), Januartha & Adnyani (2019), Anshori (2019), Dewi & Sriathi (2019), Saeed et al (2014), Putra & Mujiati (2016) dan Hafeez (2019) yang memperoleh hasil bahwa kepuasan kerja berpengaruh negatif terhadap turnover intention.…”

The Contribution of Organizational Justice and Organizational Commitment on Turnover Intention on Hotel Employees

“…This is because the relationship between superiors and employees is not harmonious, the workload is too high which results in work stress so that employees choose to leave a company. The results of research conducted by Wedantha and Supartha (2016) on 140 employees at the Oberoi Hotel Bali showed that organizational justice had a negative effect on turnover intention. This influence means that the higher the level of organizational justice received by employees, the lower the turnover intensity at the Oberoi Hotel Bali.…”

The relation of job insecurity and workload toward turnover intentions mediated by work stress

“…Job insecurity usually arises because of factors such as contract work status, outsourcing, and the work environment set by the company, where employees feel uncomfortable and satisfied at work. Job insecurity has short-term and long-term effects (Januartha & Adnyani, 2019). Satisfaction, job participation, company engagement, and confidence in leaders are short-term impacts.…”