PENGARUH KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP KEINGINAN BERPINDAH (TURNOVER INTENTION) PADA KARYAWAN PAHALA EXPRESS JATIASIH BEKASI

HASBIE, SANDRA PURBASARI (2015) PENGARUH KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP KEINGINAN BERPINDAH (TURNOVER INTENTION) PADA KARYAWAN PAHALA EXPRESS JATIASIH BEKASI. S1 thesis, Universitas Negeri Jakarta.

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Abstract

ABSTRACT SANDRA PURBASARI HASBIE. "The Influence Job Satisfaction and Organizational Commitment Of Turnover Intention On Employee in Pahala Express Jatiasih Bekasi". Thesis. Economic Education. Concentration Education Office Administration. Department of Economics and Administration. Faculty Of Economics. State University Of Jakarta. 2015 Supervisor: Roni Faslah S.Pd, MM, and Darma Rika S, S. Pd, M.SE The study aims to determine whether there is the influence of job satisfaction and organization commitment towards turnover intention of employess on Pahala Express Jatiasih Bekasi. The study was conducted for 3 (three) months since Januari 2015 until April 2015. The research method is survey method with the correlational approach. The study population were all employees of Pahala Express, amounting to 175. The sample is 119 people, 5% of the population. The sampling technique with proportional random technique. Based on a multiple regression model equation y = 96,468-0,313X1-0,460X . Further test requirements analysis is to test the value significance turnover intentions (Y), job satisfaction (X1), organizational commitment (X22) and the residual significance is 0.200 of which were more than 0.05 then the data Ho accepted meaning normal distribution of data. The test results showed that the value significance on Linearity of 0,749. Because of the significance of less than 0.05, it can be concluded H0 means job satisfaction and turnover intentions have a linear effect. It can be seen that the value significance on Linearity of 0,365. Because of the significance of less than 0.05, it may be concluded between organizational commitment and turnover intentions have a linear relationship. Testing the hypothesis by using test of 61,168> F 3,07, meaning that Ho is rejected, thus inferred job satisfaction and organizational commitment simultaneous effect on turnover intentions and by using the t test thitung of job satisfaction -4,283 <1.658 –t tabel tabel so H0 is rejected, can be concluded that job satisfaction has a negative effect on turnover intentions. T <-1.658 –t tabel hitung of organizational commitment -8,818 so Ho is rejected, it can be concluded that the commitment the organization has a significant negative effect on turnover intentions. Coefficient determination test produces r2 0,513. This demonstrates the ability of variables job satisfaction and organizational commitment to explain the to move simultaneously 51,3% variation of the variable Y is determined by variable X and X 2. Keywords: Turnover Intention, Job Satisfaction, Organizational Commitment

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