The Direct and Indirect Effect of Three Dimension of Work-Life Interface Towards Organizational Citizenship Behavior

Prasetio, Arif Partono; Yuniarsih, Tjutju; Ahman, Eeng

doi:10.17512/pjms.2017.15.1.17

Cited by 12 publications

(22 citation statements)

References 15 publications

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“…Data analysis of this study used bootstrapping approach which is considered appropriate to analyse the influence between variables as well as determining the existence of an element of mediation (Prasetio et al, 2017). It avoids the need to meet the normality assumptions related to sample distribution through the application of bootstrapping confidence intervals (Preacher et al, 2007).…”

Section: Discussionmentioning

confidence: 99%

Exploring Compensation Satisfaction to Enhance Motivation and Reduce Turnover Intention Among Employee of Private Bottled Water Company in Indonesia

Prasetio¹,

Azis²,

Anggadwita³

2019

jbm

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The bottled water industry faces rapid development. This expansion increases the business competition between companies. One of important aspect to win the competition is to have the right resources. Human resources have long been known as important factor in organization. They need to have and enhance their human capital if they want to have competitive advantage which is hard to compete. Therefore, every business organization should maintain their outstanding employees. This study aims to identify the efforts of private organizations in retaining employees by analysing the role of compensation satisfaction and motivation. This study uses quantitative method with bootstrapping approach. The questionnaire was distributed to 200 employees and gets 133 usable responses with response rate of 66.5%. Using mediation analysis the study found motivation did not mediate the relation between compensation satisfaction and turnover intention. Compensation had direct effect on turnover intention which means the organization must put their thoughts on how to manage compensation program. Though better compensation could lead to higher work motivation, it turn out that motivated employee tends to search the opportunity outside the organization. Other important thing is that the human resources should start identifying why motivated employees want to leave the organization.

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Section: Discussionmentioning

confidence: 99%

Exploring Compensation Satisfaction to Enhance Motivation and Reduce Turnover Intention Among Employee of Private Bottled Water Company in Indonesia

Prasetio¹,

Azis²,

Anggadwita³

2019

jbm

Self Cite

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“…Some of the characteristics describing high satisfaction employees were willing to help, share knowledge, teach new employees, fill out for others, determine to achieve the best, and respect the organization. Satisfied employees can affect the organizational commitment and organizational citizenship behavior [18,19].…”

Section: B Job Satisfactionmentioning

confidence: 99%

The Effect of Perceived Organizational Support and Job Satisfaction

Ayuningtias¹,

Shabrina²,

Prasetio³

et al. 2019

Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018)

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Construction industries are exposed to a high competition. Such situation could affect the emloyees since organization also increase their demand in terms of long working hours, high workload, high quality standard, and lack of job security. Facing this challenges some employees might feel less satisfied and tend to come out with quick response to leave the organization. This paper aims to explore the turnover intention in constrcution industry. A questionnaire is used to collect data from 110 employees. The results reveal that most respondents perceived good support from organization and fel satisfy. While they have low intention to leave. The perceived organizational support positively affect turnover intention and job satisfaction mediated the relation. This study using small sample size which means any generalisations should be done carefully. Meanwhile, the cross-sectional approach only highlight the existence of relationships between variables but it didnot discuss their exact nature.

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“…Perusahaan perlu memastikan bahwa karyawan mereka memiliki tingkat kepuasan kerja tinggi akan mentransfer perasaan tersebut ke lingkungan kerja. Beberapa akibat yang dihasilkan dari perasaa puas tersebut antara lain; engagement, komitmen organisasi, dan loyalitas yang lebih kuat, lebih termotivasi, kinerja meningkat, tingkat ketidakhadiran rendah, niat untuk mengundurkan diri rendah, dan kerelaan untuk berbagi pengetahuan meningkat (Jaramillo et al, 2006;Gibson et al, 2012;Prasetio et al, 2017;Stringer et al, 2011;Rubel & Kee, 2015;Malik & Garg, 2017). Perusahaan dapat menerapkan kombinasi kebijakan yang dinilai dapat meningkatkan nilai pekerjaan bagi karyawan sehingga mereka merasakan kepuasan dalam menjalankan aktivitasnya.…”

Section: Kepuasan Kerjaunclassified

Gaya Kepemimpinan Transformasional, Stres Kerja, Kepuasan Kerja, dan Turnover Intention pada Karyawan Perusahaan Penyedia Jasa Konsultasi Pengembangan Sumberdaya Manusia

Sumrahadi

Azis

Respati

et al. 2019

jsr

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Penelitian ini menganalisis hubungan antara gaya kepemimpinan transformasional, stres kerja, kepuasan kerja, dan turnover intention pada organisasi yang bergerak di bidang konsultansi. Tingkat perputaran karyawan yang terlalu cepat dan sering dapat merugikan perusahaan karena harus menyiapkan sumberdaya manusia yang baru serta melatihnya. Berbagai cari dilakukan organisasi agar karyawan khususnya yang berprestasi tidak berencana untuk mengundurkan diri. Hasil kajian ini diharapkan dapat menjadi acuan bagi perusahaan untuk mengevaluasi kebijakan terkait pengelolaan sumberdaya manusia dalam upaya meminimalkan niat karyawan untuk mundur. Responden untuk penelitian ini sebanyak 75 orang karyawan yang terdiri dari manajer, supervisor dan pelaksana. Analisis korelasi dengan program SPSS digunakan untuk mengukur seberapa kuat hubungan antara variabel. Hasil penelitian menunjukkan bahwa gaya kepemimpinan memiliki korelasi positif yang kuat dengan tingkat kepuasan kerja dan stres kerja juga berkorelasi positif dengan niat untuk mengundurkan diri. Hasil ini sesuai dengan karya ilmiah sebelumnya. Untuk meningkatkan kepuasan kerja, organisasi dapat menerapkan gaya kepemimpinan transformasional yang diakui memiliki banyak manfaat positif. Sebagian kecil dari niat karyawan untuk mundur disebabkan tingkat stres kerja yang dialami. Dengan demikian organisasi perlu memperbaiki kondisi yang menyebabkan stres agar niat karyawan untuk mundur berkurang. Temuan lain dari penelitian ini adalah tidak adanya korelasi antara gaya kepemimpinan dan kepuasan kerja dengan niat untuk mengundurkan diri. Niat karyawan untuk didorog oleh faktor lain misalnya adanya tawaran yang menarik atau kesempatan yang ebih baik. Hal ini menjadi masukan agar organisasi senantiasa memperhatikan kondisi eksternal dan melakukan penyesuaian terhadap kondisi internal jika dinilai sudah kurang memadai.

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The Direct and Indirect Effect of Three Dimension of Work-Life Interface Towards Organizational Citizenship Behavior

Cited by 12 publications

References 15 publications

Exploring Compensation Satisfaction to Enhance Motivation and Reduce Turnover Intention Among Employee of Private Bottled Water Company in Indonesia

Exploring Compensation Satisfaction to Enhance Motivation and Reduce Turnover Intention Among Employee of Private Bottled Water Company in Indonesia

The Effect of Perceived Organizational Support and Job Satisfaction

Gaya Kepemimpinan Transformasional, Stres Kerja, Kepuasan Kerja, dan Turnover Intention pada Karyawan Perusahaan Penyedia Jasa Konsultasi Pengembangan Sumberdaya Manusia

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