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"Penelitian ini bertujuan untuk membahas dan menguji pengaruh dari employee perception of development dan career growth opportunity terhadap intention to stay para generasi milenial di Indonesia melalui mediasi dan moderasi dari job satisfaction dan supervisor support. Metode analisis SEM digunakan dalam proses pengujian hipotesis penelitian serta bantuan software SPSS statistik 23 dan LISREL 8.80 untuk melakukan pengolahan atas 500 sample data survey yang dihasilkan. Temuan penelitian menunjukkan bahwa intention to stay para karyawan generasi milenial di Indonesia secara signifikan dapat dijelaskan secara langsung oleh employee perception of development program dan career growth opportunity ataupun melalui mediasi variabel job satisfaction. Supervisor support juga memberikan kontribusi dalam meningkatkan pengaruh dari hubungan mediasi yang terjalin diantara keempat variabel tersebut. Hasil penelitian ini kemudian dapat dijadikan referensi dan bahan pertimbangan bagi para pihak-pihak yang berkepentingan, terutama para perusahaan, guna memperbaiki dan meningkatkan kuantitas serta kualitas dari item-item yang telah dibahas dalam rangka menurunkan turnover rate dan mencegah kerugian perusahaan dalam jangka waktu panjang.

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This research aims to discuss and examine the influence of employee perception of development and career growth opportunities on the intention to stay among millennial employees in Indonesia, through the mediation and moderation of job satisfaction and supervisor support. The Structural Equation Modeling (SEM) analysis method is used to test the research hypotheses, with the assistance of SPSS Statistics 23 and LISREL 8.80 software for processing the 500 survey data samples collected. The research findings indicate that the intention to stay among millennial employees in Indonesia can be significantly explained directly by employee perception of development programs and career growth opportunities, as well as through the mediating variable of job satisfaction. Supervisor support also contributes to enhancing the influence of the mediating relationships among those four variables. The results of this research can serve as a reference and consideration for stakeholders, especially companies, to improve and increase the quantity and quality of the discussed variables in order to reduce turnover rates and prevent long-term losses for the company."

"Studi ini menyelidiki peran keterikatan karyawan dan kepuasan kerja dalam hubungan antara persepsi dukungan organisasi dan keinginan karyawan untuk terus bekerja di perusahaan. Tujuan utama dari penelitian ini adalah untuk mengetahui bagaimana keterikatan karyawan, kepuasan kerja, dan dukungan organisasi mempengaruhi keinginan karyawan untuk tetap bersama perusahaan. Mengingat pentingnya dukungan organisasi dalam meningkatkan keinginan karyawan untuk tetap bekerja diperusahaan yang dapat dilihat dari tingkat keterikatan karyawan dan juga kepuasan kerja karyawan PT. Yodya Karya (Persero). Analisis kuantitatif dengan teknik Structure Equation Modeling (SEM) digunakan untuk menguji pengaruh dukungan organisasi. Hasil penelitian adalah terdapat pengaruh positif antara persepsi dukungan organisasi terhadap keinginan karyawan untuk tetap tinggal di perusahaan yang dimediasi oleh kepuasan kerja. Temuan ini dapat membantu untuk lebih memahami bahwa keinginan tinggal karyawan di perusahaan harus didukung yang dapat dilihat dari kepuasan kerja.

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This study investigates the role of employee engagement and job satisfaction in the relationship between perceived organizational support and employees' intention to stay at the company. The main objective of this study is to determine how employee engagement, job satisfaction, and organizational support perceptions affect employees' intention to stay with the company. Given the importance of organizational support in increasing employees' intention to stay working in the company, which can be seen from the level of employee engagement and also job satisfaction of PT Yodya Karya (Persero) employees. Quantitative analysis with Structure Equation Modeling (SEM) technique is used to test the effect of perceived organizational support. The result of the study is that there is a positive influence between perceived organizational support on employees' intention to stay in the company mediated by job satisfaction. This finding can help to better understand that employees' intention to stay in the company must be supported which can be seen from job satisfaction."

"Penelitian ini bertujuan untuk mengatasi turnover karyawan SDP, sehingga peneliti meninjau intensi sebagai prediktor turnover. Untuk mengkaji intensi turnover karyawan SDP, peneliti menguji kepuasan kerja dan komitmen organisasi sebagai variabel bebas penelitian. Selain intensi turnover, peneliti juga mengkaji respon karyawan terkait ketidakpuasan kerja yaitu keluar (exit), menyuarakan (voice), loyalitas (loyalti) dan mengabaikan (neglect). Penelitian ini menggunakan pendekatan kuantitatif, analisis regresi untuk melihat pengaruh sembilan faset kepuasan kerja Spector komitmen organisasi (komitmen afektif, kontinuans dan normatif) terhadap intensi karyawan untuk meninggalkan perusahaan. Hasil penelitian ini menemukan bahwa kepuasan kerja dan komitmen organisasi mempengaruhi intensi karyawan untuk meninggalkan perusahaan. Secara lebih lanjut, komitmen afektif dan kontinuans secara signifikan mempengaruhi intensi karyawan SDP untuk meninggalkan perusahaan. Terkait dengan kepuasan kerja, karakteristik pekerjaan memiliki dampak yang signifikan terhadap intensi karyawan SDP untuk meninggalkan PT X. Dengan temuan tersebut, peneliti mengembangkan program intervensi pendampingan karyawan yang berbasis hubungan, relasi dan komunikasi untuk meningkatkan komitment afektif.

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This study was aim to explain the effect job satisfaction and organizational commitment to employee turnover intention. Based on previous research, intention is found the best predictor to explain about turnover. Beside the turnover intention, this study also examined the responds of employee to job dissatisfaction. This Study was using regression analysis to find the effect of job satisfaction and organizational commitment. The data was collected by questionnaires, the tools were JSS by Spector, Commitment Organizational Questionnaire, Turnover Intention Questionnaire and EVLN Questionnaire.

The result found that job satisfaction and organizational commitment has effect on employee intention to turnover. Furthermore, affective and continuance commitment have significant effect to employee intention. Based on that finding, for reducing the turnover in PT X, researcher developed an intervention which called as Employee Supporting Support that based on relationship and communication to increase the affective commitment."

"Penelitian ini berfokus pada pengaruh person-job fit dan job satisfaction terhadap turnover intention pada Officer Development Program (ODP) generasi Y di Bank ABC. Penelitian ini menggunakan tipe penelitian yang bersifat terapan, kualitatif dan kuantitatif dengan jumlah responden sebanyak 200 orang. Peneliti mengadaptasi alat ukur yang dikembangkan oleh Carmeli & Weisberg (2006) untuk variabel turnover intention dan Saks & Ashfortg (1997) untuk variabel person-job fit serta alat ukur The Job Satisfaction Survey (JSS) yang dikemukakan oleh Spector (1997). Analisa data pada penelitian ini menggunakan analisa statistika deskriptif, dan multiple regretion. Dari analisa data dapat disimpulkan bahwa : 1) terdapat pengaruh yang signifikan antara person-job fit terhadap turnover intention pada karyawan ODP generasi Y Bank ABC; 2) terdapat pengaruh yang signifikan antara job satisfaction terhadap turnover intention pada karyawan ODP generasi Y Bank ABC; 3) dimensi yang paling berpengaruh terhadap turnover intention adalah dimensi tuntutan atau atribut pekerjaan pada variabel person-job fit dengan tingkat signifikansi sebesar 0,001 dan dimensi gaji, promosi dan rekan kerja pada variabel job satisfaction dengan tingkat signifikansi sebesar 0,006; 0,014 dan 0,028; 4) untuk mengatasi permasalahan turnover intention yang terjadi pada karyawan ODP generasi Y Bank ABC, maka rancangan intervensi yang akan digunakan pada penelitian ini adalah pelatihan interpersonal relationship for ODP generasi Y Bank ABC. Adapun rancangan intervensi ini akan di evaluasi hingga level 3, yaitu perubahan perilaku.

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This research focusing enhacement of person-job fit and job satisfaction toward the decline of turnover intention through interpersonal relationship intervention on generation Y ODP at ABC Bank. This research uses aplicative and quantitative type of research with the amount of two hundred respondents. The researcher adapted the measurement tool developed by Carmeli & Weisberg (2006) for turnover intention variable and Saks & Ashfortg (1997) for person-job fit variable and The Job Satisfaction Survey (JSS) measurement tool proposed by Spector (1997). Data analysis in this research using descriptive statistic analysis, and multiple regretion. From the data analysis it can be concluded that: 1) there is a significant influence between person-job fit toward turnover intention on Generation Y employee in ODP at ABC Bank; 2) there is a significant influence between job satisfaction toward turnover intention on generation Y employee in ODP at ABC Bank; 3) the most influencing dimension toward turnover intention is requirement dimension or job attribute in person-job fit with a significance level of 0.001 and salary dimension, promotion and co-worker on job satisfaction variable with a significance level of 0.006; 0.014 and 0.028; 4) to overcome turnover intention problem that happened on Generation Y employee in ODP at ABC Bank, the design of intervention that will be used is interpersonal relationship training for ODP generation Y at ABC Bank. Furthermore this design of intervention will be evaluated to level 3, which is change behavior."

"[ABSTRAK>Persaingan antara organisasi menciptakan sebuah kebutuhan untuk setiaporganisasi memaksimalkan kinerjanya. Sumber daya manusia sebagai penggerakdalam organisasi menjadi kunci sukses yang penting untuk memperolehkeungulan kompetitive yang berkelanjutan. Sebagai perusahaan konsultan IT,sumber daya manusia adalah asset utama untuk PT AXY. Untuk memperolehkeungulan daya saing, sangat penting buat PT AXY untuk menarik danmempertahankan pegawai yang berbakat dalam organisasi. Kepuasan terhadappekerjaan dan intensi untuk keluar yang dimiliki oleh karyawan menjadi tolakukur yang penting untuk bidang industry tersebut. Kebijakan dan program daridepartemen sumber daya manusia seperti Flexible Working Arrangement (FWA)dapat menjadi solusi untuk meningkatkan persepsi karyawan terhadap work-tofamilyenrichment yang pada akhirnya akan meningkatkan kepuasan terhadappekerjaan dan mengurangi intensi untuk keluar dari organisasi. Tujuan dari thesisini adalah untuk menganalisa hubungan antara program FWA dengan kepuasanterhadap pekerjaan dan intensi untuk keluar melalui persepsi work-to-familyenrichment. Hasil dari studi ini menemukan bawha keberadaan dari programFWA di PT AXY memiliki hubungan positif dengan persepsi karyawan terhadapwork-to-family enrichment dan kepuasan terhadap pekerjaan. Akan tetapi,program FWA tidak memiliki hubungan yang signifikan untuk mengurangiintensi karyawan keluar dari organisasi. Hasil dari studi ini penting untuk PTAXY dalam mengembangkan strategi dan kebijakan sumber daya manusia dimasa depan;

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ABSTRACTCompetition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies., Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees’ job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees’ perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees’ perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn’t have significantrelation to reduce employee’s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.]"

"ABSTRAKTesis ini membahas pengaruh job insecurity dan employee empowerment terhadap job satisfactiondalam meningkatkan employee performance pada karyawan Service Contract United NationsDevelopment Programme (UNDP) Indonesia di Jakarta. Penelitian ini adalah penelitian kuantitatifdan juga didukung dengan data kualitatif untuk penunjang hasil temuan, serta bersifat eksplanatif.Hasil penelitian membuktikan job insecurity berpengaruh negatif terhadap job satisfaction,employee empowerment berpengaruh positif terhadap job satisfaction, dan job satisfactionberpengaruh positif terhadap employee performance. Maka disarankan agar manajemen UNDPIndonesia, mencermati faktor-faktor internal dan organisasional sebelum membuat kebijakantentang status karyawan Service Contract dengan memperpanjang masa kontrak menjadi lebih darisatu tahun, memberi pemberdayaan dengan cara peningkatan pendelegasian tugas secara maksimaldalam batas kompetensi dan keterampilannya, serta menyediakan anggaran untuk pendidikan danpelatihan yang relevan dengan tugas dan tanggungjawab dalam pekerjaan. Karena job satisfactionkaryawan dalam suatu perusahaan atau organisasi menjadi kunci di dalam meraih employeeperformance yang baik

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ABSTRACTThis thesis discusses the effects of job insecurity and empowerment employee against employeejob satisfaction in improving the performance of the Service Contract Employee in United NationsDevelopment Programme (UNDP) Indonesia in Jakarta. This research is also supported byquantitative and qualitative data to support the findings, and also explanative. The research showsthat job insecurity has a negative effect on job satisfaction, employee empowerment has positiveeffect on job satisfaction, and job satisfaction has a positive effect on employee performance. It issuggested that the management of UNDP Indonesia, should look more closely at the internalfactors and the organizational policy on the status of employees with extend the contract period tobe more than one year, giving empowerment by increasing the delegation of tasks to the fullestwithin the limits of their competence and skills, and provide the budget and engage employees inthe planned education and training which relevant to the duties and responsibilities in the work.Job satisfaction of employees within a company or organization is key in achieving a goodemployee performance"

"Persaingan bisnis yang semakin ketat dan diikuti oleh lingkungan yang sering berubah, kesuksesan suatu organisasi tidak bisa lepas dari peran serta customer service employee yang berfungsi sebagai ujung tombak perusahaan. Maka dari itu kepuasan kerja dan stres kerja customer service employee harus diperhatikan oleh perusahaan. PT. Plaza Indonesia Realty Tbk. dijadikan sebagai objek penelitian dikarenakan pertumbuhan cepat tetapi turnover tinggi dalam tiga tahun terakhir.Tujuan penelitian ini untuk menemukan bagaimana besarnya pengaruh kepuasan kerja terhadap intensi turnover customer service employee, stres kerja terhadap intensi turnover customer service employee, dan kepuasan kerja dan stres kerja terhadap customer service employee di PT. Plaza Indonesia Realty Tbk.Hasil dari penelitian ini menunjukkan bahwa intensi turnover pada customer service employee dipengaruhi secara negatif dan signifikan oleh besarnya persepsi customer service employee akan kepuasan kerja. Selain itu intensi turnover customer service employee juga dipengaruhi secara positif dan signifikan oleh besarnya persepsi customer service employee akan Stres Kerja. Sedangkan intensi turnover customer service employee juga dipengaruhi secara positif dan signifikan oleh besarnya persepsi customer service employee akan kepuasan Kerja dan Stres Kerja. Sementara dari hasil wawancara, kepuasan kerja dan stres kerja mempunyai pengaruh yang positif akan alasan keluar atau resign.Penelitian diharapkan dapat memperkaya hasil-hasil penelitian mengenai kepuasan kerja dan stress kerja terhadap intense turnover di sektor swasta. Untuk penelitian selanjutnya disarankan menggunakan wawancara dengan karyawan yang masih aktif guna mengetahui secara mendalam faktor-faktor apa saja yang mempengaruhi intense turnover customer service employee di sektor swasta.

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An increasingly competitive business environment followed by frequent changes, as well as in achieving an organization's success is inseparable from the role of customer service employee that serves as the spear head of the company. So, job satisfaction and work stress customer service employee should be considered by the company. PT. Plaza Indonesia Realty Tbk. serves as the object of research because of its rapid growth but high turnover in customer service employee in the last three years.

The purpose of this study is to discover how the magnitude of the effect of job satisfaction on turnover intentions in customer service employee, work stress on turnover intentions in customer service employee, and job satisfaction with work stress on turnover intentions in customer service employee.

The results of this study indicate that the turnover intention to the customer service employee of the company is affected by the negatife and significant perception of the customer service employee in variable of work satisfaction. Also the intention of the turnover intention in customer service employee of the company is also affected by the positive and significant perception of customer service employee in variable of job stress. While the results of the interviews, the variable of job stress, and the job satisfaction has a positive and significant influence and the strongest reason to intention leave or resign.

This study is expected to enrich the results of research on job satisfaction, job stress and turnover intentions in the private sector. Future studies are advised to use interviews with employees who are still active to know in depth the factors affecting turnover intention of customer service staff in the private sector."

"ABSTRAKImplementasi sebuah sistem HRIS dapat mempengaruhi job satisfaction dan turnover intention karyawan. Penelitian ini bertujuan mengetahui pengaruh langsung dan tidak langsung serta besarannya antara perceived ease of use, perceived usefulness, attitude terhadap job satifaction dan turnover intention pada Direktorat Network dan Direktorat Information and Technology PT Telkomsel. Penelitian ini merupakan studi deskriptif dengan melibatkan 87 responden yang berada di kantor pusat dan beberapa kantor area Telkomsel di Indonesia. Pengolahan data dalam penelitian ini menggunakan Partial Least Square (PLS) dengan program SmartPLS v.2.0 M3. Hasil analisis SEM-SmartPLS-v.2.0 M3 menunjukkan bahwa perceived ease of use dan perceived usefulness memiliki hubungan positif dan signifikan terhadap attitude. Attitude juga memiliki hubungan positif dan signifikan terhadap job satisfaction. Begitu juga dengan job satisfaction yang juga memiliki hubungan positif dan signifikan terhadap turnover intention. Sementara perceived ease of use tidak memiliki pengaruh terhadap perceived usefulness. Selain itu, attitude juga tidak memiliki pengaruh terhadap turnover intention. Penelitian ini menunjukkan bahwa pada PT Telkomsel, keputusan karyawan untuk berpindah dipengaruhi oleh faktor lain selain job satisfaction.

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ABSTRACT

Implementation of an HRIS can affect job satisfaction and turnover intention of employees. This study aims to determine the effect of direct and indirect as well as the magnitude between perceived ease of use, perceived usefulness, attitude toward job satifaction and turnover intention on the Network Directorate and the Directorate of Information and Technology of PT Telkomsel. This research is a descriptive study involving 87 respondents who were in the headquarter and several area offices Telkomsel in Indonesia. Processing of the data in this study using the Partial Least Square (PLS) with M3 v.2.0 SmartPLS program. Results of the analysis of SEM-SmartPLS-v.2.0 M3 indicates that the perceived ease of use and perceived usefulness has a positive and significant relationship to the attitude. Attitude also has a positive and significant relationship to job satisfaction. As well as job satisfaction which also has a positive and significant relationship to the turnover intention. While the perceived ease of use had no effect on perceived usefulness. And, the attitude also had no effect on turnover intention as well. This study shows that in PT Telkomsel, the employee's decision to move was influenced by factors other than job satisfaction."

"Turnover perawat merupakan hal penting yang mempengaruhi kontinuitas, kualitas dan biaya pelayanan kesehatan. Penelitian ini bertujuan mengetahui hubungan jenjang karir, iklim organisasi dan kepuasan kerja dengan intensi turnover perawat. Desain penelitian menggunakan pendekatan cross sectional melibatkan 136 perawat. Analisis menggunakan uji Chi-square dan regresi logistik berganda. Hasil penelitian menggambarkan ada hubungan bermakna antara jenjang karir, iklim organisasi dan kepuasan kerja dengan intensi turnover. Variabel yang paling berhubungan dengan intensi turnover adalah kepuasan kerja. Manajemen rumah sakit harus melakukan sistem remunerasi, menata sistem jenjang karir dan iklim organisasi untuk mengurangi intensi turnover perawat.

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Turnover of nursing staff is an important issue affecting healthcare cost, quality and continuity. This research aimed to identify the relationship of career ladder, organizational climate and job satisfaction to turnover intention of nurses by using cross sectional approach involved 136 nurses. Chi- square test and binary logistic regression identified the relationship of career ladder, organizational climate and job satisfaction to turnover intention. The most related factor to turnover intention was job satisfaction (OR = 4,1). Hospital management should perform remuneration system, arrange career ladder system and organizational climate to reduce the nurse turnover intention."

"Dalam manajemen sumber daya manusia, masalah motivasi karyawan untuk bekerja dan berprestasi merupakan hal yang sangat penting. Walaupun bukan satu-satunya, uang merupakan salah satu motivator yang sangat penting, berkaitan dengan kepuasan kerja dan kinerja baik individu maupun kelompok.RSPI Suhanti Saroso adalah rumah sakit pemerintah pengguna Penerimaan Negara Bukan Pajak, memperoleh anggaran suplemen di mana 40 % dari pendapatan fungsional RS dapat dipergunakan untuk peningkatan mutu SDM termasuk insentif berupa Insentif Pelayanan (IP) yang dibagikan kepada seluruh karyawan. Selama ini belum ada Pola Pembagian IP yang disepakati seluruh (kelompok) karyawan, sehingga sering timbul ketidak-puasan, konflik antar kelompok, protes, demotivasi sampai mogok.Dilakukan penelitian dengan tujuan untuk mengetahui persepsi karyawan terhadap IP, tingkat kepuasan dan hubungannya dengan motivasi kerja serta mendapatkan masukan dan karyawan tentang faktor dasar penyusunan Pala Pembagian IP. Penelitian dilakukan secara "cross-sectional" menggunakan kuesioner dan wawancara mendalam terhadap sejumlah responden yang 'mewakili kelompok-kelompok karyawan, dilakukan pada bulan Mei - Juni 2002. Data yang dianalisa adalah karakteristik karyawan, persepsi karyawan tentang IP dan hubungannya dengan motivasi kerja. Analisis kuantitatif dikerjakan dengan menggunakan uji statistik univariat, bivariat dan multivariat.Hasil penelitian mengungkapkan bahwa dari 97 karyawan yang menjadi responden sebanyak 89 orang (91.8%) merasa kurang puas dengan imbalan yang diterima. Sebanyak 38 orang (39.2%) memiliki motivasi kurang. Pada analisis bivariat didapatkan faktor yang berhubungan dengan motivasi hanya umur,Untuk analisis multivariat didapatkan 3 variabel yang dapat dianggap sebagai kandidat namun setelah dianalisis ternyata tidak ada variabel yang memiliki nilai p < 0.05 sehingga tidak daat disusun suatu model regresi motivasi. Sebagian besar karyawan menghendaki agar pola pembagian IP yang ada sekarang dirubah dengan memperhatikan sejumlah faktor sebagai kriteria untuk menentukan besarnya IP yang diterima masing-masing karyawan.Sebagai kesimpulan penelitian, pengetahuan karyawan tentang IP masih belum memadai, hampir seluruh karyawan masih belum merasa puas terhadap berbagai faktor IP. Motivasi bekerja karyawan belum memadai. Tidak ada hubungan bermakna antara faktor faktor kepuasan terhadap IP dan karakteristik karyawan dengan motivasi kerja kecuali faktor umur.Daftar Pustaka 24 (1974 - 2002)

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Correlation Analysis between Characteristic and Employee's Perception on Incentive to Motivation to Work in Sulianti Saroso HospitalIn human resources management, motivating people is of very important thing. Although it is not the only thing, money is one of the very important motivator and well correlated with work satisfaction and performance both in individual and group as well.Sulianti Saroso Hospital is a government-owned hospital, Non-tax State Income user. The Government provides Supplementary Budget of which around 40% of it's functional income can be used to increase quality of the human resources, including incentive known as Insentif Pelayanan or IP (service fee, a component in hospital tariff). The incentive is distributed to all employees every month. To date there is no Distribution Pattern on IP which is agreed by the neither whole employee nor groups. As a consequence not rarely un satisfaction is expressed, conflicts between groups, protests, de motivation and even strikes takes place.A study is performed in order to disclose employee's perception on IP, level of satisfaction and its correlation with motivation for work, and also to collect inputs from the employee about basic factors in determining criteria?s for distribution pattern of the IP. The study is conducted cross-sectionals, through questioners and depth interview to representative number of respondents on May through June, 2002. Data was analyzed for employee's characteristic and employee's perception which are hypothetically correlated with motivation for work. Statistical analysis is using univariate, bivariate and multivariate analysis as well.The study revealed that out of 97 respondents, 89 (91.8%) feel unstisfied upon the incentive. Thirty-eight (39.2%) shows lack of motivation. Bivariate analysis found factor related to motivation is nothing but age. We found 3 variables which can be regarded as favorable candidate fit for multivariate analysis. Unfortunately there was no variable significant for developing a regression model for motivation. Most employees demanding the need for improvement of IP's distribution pattern, and a number of factors are proposed as criterion for determining the amount of incentive for every employee.As a conclusion, the employee's knowledge on incentive was still unsatisfactorily, almost all employee felt un satisfaction toward IP's factors. Motivation for work was low. There was no significant correlation between 1P's factors and employee's characteristic with motivation except respondent's age.Bibliography 24 (1974-2002)"