Open AccessPENGARUH KOMPENSASI DAN IKLIM ORGANISASI TERHADAP TURNOVER INTENSION DENGAN KEPUASAN KERJA SEBAGAI VARIABLE INTERVENING
Author(s) -
Johannes JOHANNES,
Edward Edward,
Muchid Rofi'i
Publication year - 2014
Publication title -
jurnal dinamika manajemen
Language(s) - English
Resource type - Journals
ISSN - 2355-8148
DOI - 10.22437/jdm.v2i2.2138
Subject(s) - intension , structural equation modeling , turnover intention , job satisfaction , psychology , social psychology , organisation climate , intervening variable , business administration , sample (material) , turnover , compensation (psychology) , organizational commitment , business , mathematics , economics , statistics , management , population , demography , sociology , physics , philosophy , epistemology , thermodynamics
The purpose of this research is to examine theeffect of compensation and organizational climate on labor turnover intention where job satisfaction as intervening variable. The study was conducted at PT. Trimitra Lestariwhere sample size is 124 employees. Data is processed using the Structural Equation Modeling (SEM) approach. The results shows that compensation has positive significance effect on job satisfaction and increase turnover intention, and organizational climate has positive buthas no significance effect onjobsatisfaction and increase turnover intention. Furthermoer, it shows that compensation has negative indirect effect on turnover intention, and organizational climate has negative indirect effect. The effect of compensation on turnover intention is stronger than the effect of organization climate. Hence, it is reccomended for further research that consider different variable such as motivation, leadership style, and organization commitmen and organization culture.