Pengaruh Jam Kerja Lembur dan Pengembangan Karir terhadap Turnover Intention Karyawan Tetap dengan Komitmen Organisasi sebagai Variabel Moderating pada PT XXX Kabupaten Padang Lawas
Total View This Week0
Total View This Week0
Institusion
Universitas Sumatera Utara
Author
Mutiah, Nur
Subject
Overtime
Datestamp
2018-12-27 01:50:02
Abstract :
Human resource management plays an important and fundamental role in an organization. Some factors which influence turnover intention and the success in maintaining qualified human resources are overtime and career development. The research problem is permanent employees? high turnover intention at PT XXX, Padang Lawas Regency. Therefore, a research needs to be done in order to know it. Overtime should be considered by employees in order to know an employee?s wage and physical resistance in working, while career development is needed to determine the future of employees and company. The objective of this research was to decrease permanent employees? turnover intention through overtime and career development with organizational commitment as moderating variable at PT XXX, Padang Lawas Regency. The research used descriptive quantitative and explanatory research method. The population was 85 permanent employees, and all of them were used as the samples. Hypothesis was tested by using MRA regression analysis through interaction test. The result of the first research, without moderation model, showed that, simultaneously, overtime and career development had positive and significant influence on permanent employees? turnover intention at PT XXX, Padang Lawas Regency. Partially, overtime had positive and significant influence on permanent employees? turnover intention at PT XXX, Padang Lawas Regency, while career development had negative and significant influence on permanent employees? turnover intention at PT XXX, Padang Lawas Regency. The result of the second research, model with moderation, showed that partially organizational commitment strengthened the influence of overtime and career development on permanent employees? turnover intention PT XXX, Padang Lawas Regency.
Human resource management plays an important and fundamental role in an organization. Some factors which influence turnover intention and the success in maintaining qualified human resources are overtime and career development. The research problem is permanent employees? high turnover intention at PT XXX, Padang Lawas Regency. Therefore, a research needs to be done in order to know it. Overtime should be considered by employees in order to know an employee?s wage and physical resistance in working, while career development is needed to determine the future of employees and company. The objective of this research was to decrease permanent employees? turnover intention through overtime and career development with organizational commitment as moderating variable at PT XXX, Padang Lawas Regency. The research used descriptive quantitative and explanatory research method. The population was 85 permanent employees, and all of them were used as the samples. Hypothesis was tested by using MRA regression analysis through interaction test. The result of the first research, without moderation model, showed that, simultaneously, overtime and career development had positive and significant influence on permanent employees? turnover intention at PT XXX, Padang Lawas Regency. Partially, overtime had positive and significant influence on permanent employees? turnover intention at PT XXX, Padang Lawas Regency, while career development had negative and significant influence on permanent employees? turnover intention at PT XXX, Padang Lawas Regency. The result of the second research, model with moderation, showed that partially organizational commitment strengthened the influence of overtime and career development on permanent employees? turnover intention PT XXX, Padang Lawas Regency.
Download
book
BibTex
Latex, Jabref
cloud_download
Original Resource
url resource Institution
