The Effect of Compensation and Organization Commitment towards Turnover Intention. Case Study in ILC (International Language Center) Jakarta

Abstract

Abstract-This study aims to determine the effect of compensation and organizational commitment towards turnover intention. The object of this research is the teacher of foreign language course ILC (International Language Center)that have two branches located in branch Mall of Indonesia and the Supermall Karawaci. The sampling technique used in this study is saturated sample with a total sample population of 54 respondents and statistical analysis of multiple linear regressions used as the data analysis. The results showed that the compensation variable has a significant negative effect on the turnover intention variable and organizational commitment variable also has significant negative effect on turnover intention variable.

Effect of Compensation Towards Turnover Intention with Work Satisfaction as Intervening Variables a Study at PT. Madya Karya Putra

“…So the higher the compensation was given, the lower the willingness to move employees and vice versa if an employee is given a little reward, the employee will tend to want to find another job that is deemed more feasible and better. This is in line with previous research conducted by [5], [14], [15], [1], and [16] which states that compensation has a negative and significant effect on Turnover Intention. Based on the logic of thinking and previous research, the following hypothesis can be derived: H2: Compensation has a negative and significant effect on Turnover Intention.…”

Job Satisfaction Factors Influence on Turnover Intention of PT Bank BRI Syariah Employees

“…Based on Luturlean [16] study, a significant negative relationship between compensation and turnover intention exists. This finding is supported by Parashakti et al [18] and Lauren [19] who found a negative relationship between compensation and employee turnover intention. It was found that higher compensation given to employees will decrease employee turnover intention.…”

The Intervening Role of Communication Satisfaction and Trust in Leader on the relationship between Leadership Communication and Employee Turnover Intention in Sichuan, China

“…Brown et al, 2019;Luo et al, 2016) and job satisfaction (Guo et al, 2015;Markethia Mull, 2020), work results (Yang et al, 2020), and trust (Nam-Sik Yun, 2019). Moreover, there is evidence from previous studies that employee creativity (Satyaningrum & Djastuti, 2020;Tongchaiprasit & Ariyabuddhiphongs, 2016), organizational commitment (Ayari & alhamaqi, 2021;Bhatti et al, 2016;Parashakti et al, 2017), and job satisfaction (Ali & Anwar, 2021;Hefny, 2021;Nguyen & Tran, 2021;Prasetyo & Semarang, 2021) significantly influence employee turnover intention. Some findings imply that future studies should focus on developing appropriate models and metrics across cultural contexts, highlighting the cultural specificity of one's cognitive processing in relation to communicative behaviour (Brown et al, 2019).…”