The effect of organizational commitment and personal organizational fit on turnover intention of contract employees at PT Asia Bandar Alam Jakarta

##plugins.themes.academic_pro.article.main##

Devy Sofyanty
Vera Agustina Yanti
Danny Ong
Suwantica Suwantica
Teni Agustina

Abstract

Increasingly competitive business competition in the era of the industrial revolution 4.0 creates a competitive advantage. One of the company's efforts is to improve the quality of human resources, competing to provide good compensation for human resources. On the other hand, a number of things need to be of concern to companies related to HR. High turnover intention is a problem because they have to train new employees. Quantitative research method The sampling technique used is purposive sampling with 100 respondents. The sample is determined by considering certain characteristics the researcher has determined according to the research objectives. Characteristics of respondents in this study, namely: (1) status as contract employees; (2) Working period of fewer than 3 years; (3) Willing to be a respondent. The instrument used in this study was a questionnaire or questionnaire at PT Bandar Alam Jakarta. The study results show that organizational commitment negatively and significantly affects employee turnover intention. This means that the lower the employee's organizational commitment, the higher the employee turnover intention. Conversely, the higher the organizational commitment, the lower the employee turnover intention. The study results show that organizational commitment negatively and significantly affects employee turnover intention. This means that the lower the employee's organizational commitment, the higher the employee turnover intention. Conversely, the higher the organizational commitment, the lower the employee turnover intention.

##plugins.themes.academic_pro.article.details##

How to Cite
Sofyanty, D., Yanti, V. A., Ong, D., Suwantica, S., & Agustina, T. (2023). The effect of organizational commitment and personal organizational fit on turnover intention of contract employees at PT Asia Bandar Alam Jakarta. Enrichment : Journal of Management, 13(1), 559-567. https://doi.org/10.35335/enrichment.v13i1.1282

References

Ardan, M., & Jaelani, A. (2021). MANAJEMEN SUMBER DAYA MANUSIA: Turnover Intention Dapat Mempengaruhi Kulaitas Kinerja Perusahaan. Cv. Pena Persada.
Darda, A., Rojikun, A., & Yusuf, Y. (2022). Anteseden Kinerja Pegawai (1st ed.). Eureka Media Aksara.
Dewi, N. N. (2019). Kiat-kiat Merangsang Kinerja Dosen PTS. MEDIA SAHABAT CENDEKIA.
Dorasamy, N. (2021). The search for talent management competence: incorporating digitilization. International Journal of Entrepreneurship, 25(3), 1–21.
Eldor, L. (2020). How collective engagement creates competitive advantage for organizations: A business‐level model of shared vision, competitive intensity, and service performance. Journal of Management Studies, 57(2), 177–209.
Febriansyah, H., & Henndy Ginting, P. (2020). Tujuh Dimensi Employee Engagement. Prenada Media.
Ghozali, I. (2012). Aplikasi Analisis Multivariate dengan Program IBM SPSS. Universitas Diponegoro.
Ghozali, I. (2018). Aplikasi Analisis Multivariate dengan program IBM SPSS 25 (T. A. IX (ed.)). Badan Penerbit Universitas Diponegoro.
Ginting, E., & Tamam. (2023). PENGARUH KEADILAN ORGANISASI, BUDAYA ORGANISASI DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASIONAL DI SEKRETARIAT DAERAH KOTA METRO. KALIANDA HALOK GAGAS, 5(2), 150–163.
Greer, C. R. (2021). Strategic human resource management. Pearson Custom Publishing.
Güzel, C. (2019). The mediating effect of organizational commitment and job satisfaction in the relationship between workplace incivility and turnover intention. Middle East Technical University.
Herwanto, H., & Radiansyah, E. (2022). Pengaruh Budaya Kerja Dan Disiplin Kerja Terhadap Kinerja Karyawan Pada Pt. Cabang Windu Karsa Bakauheni Lampung Selatan. Eqien-Jurnal Ekonomi Dan Bisnis, 11(1), 1408–1418.
Jolly, P. M., & Self, T. T. (2020). Psychological diversity climate, organizational embeddedness, and turnover intentions: A conservation of resources perspective. Cornell Hospitality Quarterly, 61(4), 416–431.
Kumar, G., & Sharma, V. (2019). Emotional intelligence through soft skills for employability. Proceedings of International Conference on Advancements in Computing & Management (ICACM).
Labrague, L. J., McEnroe–Petitte, D. M., Tsaras, K., Cruz, J. P., Colet, P. C., & Gloe, D. S. (2018). Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management. International Journal of Nursing Sciences, 5(4), 403–408.
Li, X., Guo, Y., & Zhou, S. (2021). Chinese preschool teachers’ income, work-family conflict, organizational commitment, and turnover intention: a serial mediation model. Children and Youth Services Review, 128, 106005.
Mitsea, E., Drigas, A., & Mantas, P. (2021). Soft Skills & Metacognition as Inclusion Amplifiers in the 21 st Century. International Journal of Online & Biomedical Engineering, 17(4).
Nerson, N. (2023). PENGARUH LINGKUNGAN DAN MOTIVASI TERHADAP DISIPLIN KERJA PEGAWAI RSUD Dr. H. BOB BAZAR SKM ERA NEW NORMAL. KALIANDA HALOK GAGAS, 5(2), 164–175.
Sanusi, U. (2022). PENGARUH BUDAYA KERJA DAN PEMBAGIAN KERJA TERHADAP KINERJA APARAT DI KANTOR DESA KELATEN KECAMATAN PENENGAHAN KABUPATEN LAMPUNG SELATAN. KALIANDA HALOK GAGAS, 5(1), 50–61.
Shaleh, M., & Firman, S. P. (2018). Komitmen organisasi terhadap kinerja pegawai. Penerbit Aksara Timur.
Soadin, S. (2017a). PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL TERHADAP MOTIVASI KERJA (Studi Pada Karyawan CV. Sillica Jaya Sidomukti Pasir Sakti). Jurnal Ilmiah Ekonomi Manajemen, 8(01), 34–47.
Soadin, S. (2017b). PENGARUH JOB DESCRIPTION TERHADAP PRESTASI KERJA KARYAWAN PADA PT KRAKATOA LAMPUNGTOURISM DEVELOPMENT (GRAND ELTTY KRAKATOA HOTEL AND RESORT) KALIANDA. Jurnal Ilmiah Ekonomi Manajemen, 8(02), 40–48.
Stone, R. J., Cox, A., & Gavin, M. (2020). Human resource management. John Wiley & Sons.
Sugiyono. (2018). Metode Penelitian Kuantitatif, Kualitatif dan R & D. In 26. Bandung: CV Alfabeta.
Tnay, E., Othman, A. E. A., Siong, H. C., & Lim, S. L. O. (2013). The influences of job satisfaction and organizational commitment on turnover intention. Procedia-Social and Behavioral Sciences, 97, 201–208.
Wuryaningrat, N. F. (2020). Kemampuan Inovasi Industri Kreatif Di Indonesia.
Yusuf, R. M., & Syarif, D. (2018). Komitmen organisasi. Nas Media Pustaka.
Zhang, X., Ma, L., Xu, B., & Xu, F. (2019). How social media usage affects employees’ job satisfaction and turnover intention: An empirical study in China. Information & Management, 56(6), 103136.