Peran Stres Kerja Dan Kepuasan Kerja Untuk Mengurangi Turnover Intention

Abstract

<p>Tujuan penelitian ini untuk menguji pengaruh variabel stres kerja dan kepuasan kerja pada turnover intention karyawan tetap bagian produksi. Sampel penelitian ini adalah 86 responden, menggunakan metode Slovin dengan teknik probability sampling dengan jenis proportionate random sampling. Berdasarkan hasil penelitian, menunjukkan bahwa stres kerja berpengaruh positif signifikan pada turnover intention. Kemudian, kepuasan kerja berpengaruh negatif signifikan. Penelitian ini menyimpulkan, bahwa stres kerja berpengaruh positif dan signifikan pada turnover intention karyawan dan kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention karyawan. Implikasi manajerial yang bisa dilakukan adalah dengan pengurangan tingkat stres karyawan dan membuat program untuk tujuan menekan turnover intention, seperti kesempatan promosi dan meningkatkan reward karyawan.</p><p> </p><p>The purpose of this study conducted to examine the effect of work stress and job satisfaction on turnover intention of employee in production department. The sample was 86 respondent, using Slovin method with proportionate random sampling technique. The result showed that job stress has a positive effect on turnover intention while job satisfaction has a negative effect on turnover intention. This study conclude that job stress has positive and significant impact on employee turnover intention and job satisfaction significantly and negatively related to turnover intention of employees. Therefore, it is recommended to managerial level people to reduce stress levels in employees and to create a program for pressing turnover intention, such as promotional opportunities and improve employee rewards.</p>

Antecedents of Job Satisfaction and the Influence on Turnover Intention

“…This study showed if employees were committed to the organization, they would maintain membership in the organization and would not be looking for another job. This finding was consistent with the attribution theory which stated that the actions of employees doing the turnover intention could be sourced from employees' internal factors that was organizational commitment (Meyer et al, 2002;Salleh et al, 2012;Biantoro & Sihombing, 2012;Jehanzeb et al, 2013;Nazenin & Palupiningdyah, 2014;Saeed et al, 2014;Yasmin & Marzuki, 2015).…”

Studi empiris pengaruh kepuasan kerja, turnover intention, produktivitas, dan keunggulan bersaing

“…Penelitian Nazenin dan Palupiningdyah (2014) menyatakan bahwa kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention karyawan tetap bagian produksi. Hal ini berarti semakin rendah kepuasan kerja karyawan maka akan meningkatkan turnover intention karyawan, sebaliknya semakin tinggi kepuasan kerja karyawan maka akan menurunkan turnover intention karyawan (Nazenin & Palupiningdyah, 2014).…”

Increase Employee Morale Through Transformational Leadership, Employee Relation, and Work Environment

“…Human resources are a challenge for management, because the success of management and others depends on the quality of human resources (Ranihusna, 2010). Human resources in this case the employees are required to have a work spirit, so as to provide maximum performance for the company (Nazenin & Palupiningdyah, 2014). Human Resources (HR) that are superior with high quality are the demands of every organization to be able to achieve the goals set (Sudarma, 2012).…”