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"Penelitian ini akan melihat pengaruh konsep diri terhadap kepuasan kerja karyawan di industri media yang dikatakan memiliki reputasi menarik, namun tingkat turnovernya cukup tinggi. Berdasarkan latar belakang tersebut maka yang akan dilihat apakah konsep diri berpengaruh terhadap kepuasan kerja dan bagaimanakah kontribusi aspek-aspek konsep diri terhadap kepuasan kerja di perusahaan media X. Hasil menunjukkan bahwa konsep diri berpengaruh terhadap kepuasan kerja di perusahaan media X. Dalam penelitian ini ditemukan bahwa hasil gambaran konsep diri responden rendah, dan berpengaruh terhadap kepuasan kerja yang juga rendah. Aspek konsep diri yang berpengaruh terhadap kepuasan kerja adalah aspek harga diri dan keyakinan diri. Untuk aspek keyakinan diri, pengaruh memiliki bentuk berbanding terbalik (koefesien regresi negatif). Sedangkan aspek integrasi diri dan aspek kritik diri tidak berpengaruh terhadap kepuasan kerja. Setelah diketahui, hasil dari penelitian ini nantinya akan menjadi dasar untuk usulan intervensi Program Pengembangan Konsep Diri.

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This study will look at the influence of self-concept on job satisfaction in the media industry which is said to have a reputation for exciting, but the turnover level is high enough. Based on this background then this study want to look whether the self concept have influence on job satisfaction and how do these self concept?s aspects contribute to job satisfaction in X media company. The results of this study indicate that self concept affects job satisfaction in the X media company.

In this study it was found that the image of self concept the respondents is low, and the effect on job satisfaction is also low. Aspects of self concept which affects job satisfaction are self-esteem and self-certainty. For the aspect of self-certainty, the effect is inversely proportional to shape (negative regression coefficient). While aspects of the self-integration and self-criticism aspect had no effect on job satisfaction. Once known, the results of this study will later be the basis for the intervention proposed that is Self Concept Development Program."

"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 bertujuan untuk mengetahui faktor dominan yang mempengaruhi kepuasan kerja instruktur Balai Latihan Kerja X dan untuk merekomendasikan program Survey Feedback sebagai rancangan intervensi dalam meningkatkan kepuasan kerja mereka. Penelitian dilakukan terhadap 65 instruktur balai dengan menggunakan kuesioner Job Satisfaction Survey (JSS) dari Spector (1997) yang diadaptasikan dengan kondisi balai. Hasil penelitian menunjukkan bahwa facet manajemen dan organisasi menjadi faktor yang dominan dalam memberikan ketidakpuasan kerja instruktur. Berdasarkan hal tersebut maka program survey feedback direkomendasikan sebagai program intervensi untuk mengatasi kepuasan kerja instruktur balai.

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This research is aimed to determine dominant factor that influenced job satisfaction of Balai Latihan Kerja X instructors and to recommend Survey Feedback program as intervention design to improve their job satisfaction. This research is conducted on 65 balai's instructors by using Job Satisfaction Survey (JSS) from Spector (1997).

Research result shows that management and organization facet is a dominant factor in giving instructors job dissatisfaction. Based on that result, survey feedback program is recommended as an intervention program to improve balai’s instructors job satisfaction."

"Penelitian ini bertujuan untuk menganalisis pengaruh kepuasan kerja terhadap intensi keluar karyawan tetap pada head office PT X Indonesia. Variabel independen dalam penelitian ini yaitu kepuasan kerja yang akan diukur dengan Minnoseta Satisfaction Questionaire sedangkan variabel dependen dari penelitian ini yaitu intensi keluar yang akan diukur dengan berdasarkan teori Mobley, Horner, dan Hollingsworth. Penelitian ini menggunakan metode kuantitatif dengan kuesioner sebagai instrumen penelitian. Sampel dari penelitian ini sebanyak 84 karyawan tetap PT X Indonesia yang telah berkerja minimal satu tahun. Data penelitian ini akan dianalisa menggunakan analisis deksriptif dan analisis inferensial. Hasil penelitian ini merupakan kepuasan kerja berpengaruh signifikan dan negatif terhadap intensi keluar karyawan. Penelitian ini menyarankan kepada pihak PT X Indonesia untuk meningkatkan kepuasan kerja karyawan, karena dengan meningkatkan kepuasan kerja akan mengurangi intensi keluar karyawan di PT X Indonesia.

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This research examines the analysis influences of job satisfaction on employee turnover intention at Head Office PT X Indonesia. The independent variable is job satisfaction which is scaled with Minnoseta Satisfaction Questionaire and the dependent variable is turnover intention which is scaled with Mobley, Horner, and Hollingsworth's theory.

The research used quantitative methos with questionnaire as an research instrument. Subject of the research is 84 employees in PT X Indonesia for more than a year. Data gathered from research will be analysed using desriptive analysis and inferential analysis.

Job satisfaction was significantly and negatively related employee turnover intention. This research suggests that management of PT X Indonesia should paid more attention to their employee's satisfaction, because their satisfaction will decreased turnover intention in PT X Indonesia."

"Tesis ini berfokus pada pemberian konseling karir pada karyawan sales monitoring di perusahaan yang bergerak di bidang preventive health untuk meningkatkan kepuasan kerja, sehingga dapat menurunkan intention to turnover. Alat ukur diadaptasi alat ukur kepuasan kerja (Spector, 1997) (Alpha Cronbach = 0,974) dan intention to turnover (Mobley, 1978) (Alpha Cronbach = 0,958).Hasil uji korelasi Pearson menunjukkan hubungan negatif yang signifikan antara kepuasan kerja dan intention to turnover (r=-0,868 dan signifikansi 0,001). Hasil tersebut menunjukkan bahwa dengan semakin meningkatnya kepuasan kerja pada sales, maka intention to turnover mereka akan semakin rendah. Intervensi konseling karir diberikan kepada karyawan untuk meningkatkan kepuasan kerja dan menurunkan intention to turnover.Hasil uji Paired Sampled T-Test sebelum dan sesudah intervensi menunjukkan bahwa terdapat perbedaan skor yang signifikan pada skor kepuasan kerja dengan nilai signifikansi 0,017 (p>0,05) dan skor intention to turnover dengan nilai signifikansi 0,038 (p>0,05). Hasil tersebut menunjukan bahwa konseling karir dapat meningkatkan kepuasan kerja dan menurunkan intention to turnover pada karyawan divisi sales monitoring di PT.X. Dengan demikian, perusahaan perlu menerapkan konseling karir secara berkelanjutan.

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This thesis focus on providing career counseling to employees in sales monitoring division at company that engaged in the field of preventive health to increase job satisfaction, and decrease the intention to turnover. Tools were adapted from job satisfaction (Spector, 1997) (Cronbach alpha = .974) and intention to turnover (Mobley, 1978) (Cronbach alpha = 0.958).

The results of the Pearson correlation test showed a significant negative relationship between job satisfaction and intention to turnover (r = -0.868 and significance of 0.001). This result indicates that with increasing job satisfaction in sales, then the intention to turnover they will be decreased. Career counseling intervention had given to employees to enhance job satisfaction and to reduce intention to turnover.

The Paired T-Test sampled results before and after the intervention suggests that there are significant differences in scores on job satisfaction scores with a significance value of 0.017 (p> 0.05) and scores intention to turnover with a significance value of 0.038 (p> 0.05). These results indicate that career counseling can improve job satisfaction and lower intention to turnover at employees at X Company Sales Monitoring. Thus, the company need to implement a sustainable career counseling."

"Skripsi ini membahas pengaruh kepuasan kerja, komitmen organisasi, dan stres kerja terhadap intensi perpindahan kerja karyawan. Peneliti melakukan survey sebagai metode perolehan data kepuasan kerja, komitmen organisasi, stres kerja, dan intensi perpindahan kerja masing - masing karyawan PT Control Systems Arena Para Nusa Jakarta. Setelah dilakukan uji regresi berganda, diketahui bahwa komitmen organisasi memiliki pengaruh negatif yang signifikan terhadap intensi perpindahan kerja karyawan. Sementara untuk kepuasan kerja dan stres kerja tidak memiliki pengaruh yang signifikan. Organisasi yang ingin mengendalikan intensi perpindahan kerja anggotanya sebaiknya memfokuskan pada upaya peningkatan komitmen organisasi setiap anggotanya terhadap organisasi.

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The focus of this study is to discuss influence of job satisfaction, organizational commitment, and job stress toward employee turnover intention. Survey is used as data collection method from employee of PT Control Systems Arena Para Nusa Jakarta. From the multiple regression test, we found that organizational commitment have a significant negative effect on employee turnover intention. While job satisfaction and job stress don't have significant effect on employee turnover intention. Organization who tries control employee turnover intention should be focusing on developing organizational commitment of the employee."

"Penelitian ini dilakukan untuk melihat pengaruh dari employee engagement, melalui kepuasan kerja, terhadap komitmen untuk perubahan di Kementerian BUMN. Penelitian bertujuan untuk dapat merancang intervensi yang tepat dalam meningkatkan komitmen untuk perubahan pada karyawan di Kementerian BUMN yang sedang menghadapi perubahan berupa Reformasi Birokrasi. Hasil penelitian menunjukkan bahwa terdapat pengaruh positif yang signifikan antara employee engagement, melalui kepuasan kerja, terhadap komitmen terhadap perubahan (r = 0.361; r2 = 0.130 p = 0.01, signifikan pada L.o.S 0.05). Hasil ini menunjukkan bahwa employee engagement tidak mempunyai pengaruh yang signifikan secara langsung terhadap komitmen untuk perubahan, tetapi harus melalui kepuasan kerja. Intervensi yang dirancang adalah intervensi sumber daya manusia berupa program training berpikir positif serta rancangan program jangka panjang untuk meningkatkan employee engagement dan kepuasan kerja sehingga pada akhirnya dapat meningkatkan komitmen terhadap perubahan.

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This study was conducted to see the effect of employee engagement, through job satisfaction, to the commitment to change at the Kementerian BUMN. Research aims to be able to design appropriate interventions in improving employee?s commitment to changes in the Kementerian BUMN, which are facing a change in the form of Reformasi Birokrasi.

The result shows that there is a significant positive effect between employee engagement, through job satisfaction, to the commitment to change (r = 0.361; r 2 = 0.130 p = 0:01, L.o.S significant at 0.05). These results indicate that employee engagement does not have significant influence directly to the commitment to change, but it must be through job satisfaction.

Interventions designed is intervention of human resources in the form of positive thinking training program and a draft long-term program to improve employee engagement and job satisfaction which in turn may increase the commitment to change."

"[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.]"

"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."

"Kepuasan kerja karyawan menjadi bagian panting yang harus diperhatikan oleh manager pcrusahaan, karena kepuasan kerja mempengaruhi kondisi kerja yang positifi Organisasi yang mampu memberikan kepuasan kerja terhadap karyawannya akan mendorong karyawan untuk bekerja lebih baik.Scbaliknya, reaksi-reaksi negatif karyawan atas ketidakpuasan yang dirasakan akan membawa konsekuensi yang sangat mcrugikan perusahaan. Newstrom, J .W & Davis, K (1993) mengemukakan bahwa pengukuran kepuasan kerja merupakan langkah pertama untuk mcmperbaiki keadaan perusahaan. Permasalahan yang terjadi di PT. X yang merupakan respon karyawan terhadap ketidakpuasan ketja adalah banyaknya keluhan yang disampaikan karyawan (voice), adanya kecenderungan rurnover karyawan (exiy dan terjadinya penyimpangan perilaku karyawan di tempat ketja (workplace deviance). Tujuan dari dibuatnya rancangan penyusunan alat ukur ini adalah untuk memperoleh rancangan penyusunan alat ukur untuk mengetahui kepuasan dan ketidakpuasan kerja karyawan serta dapat menemukan faktor~faktor penycbab ketidakpuasan kerja karyawan. Rancangan ini rnenggunakan dua pendekatan yakni pendekatan global dan pendekatan facet. Penyusunan item didasarkan pada analisis data yang didapat dari tiga sumber, yakni hasil clisitasi respun dari beberapa karyawan P'1".X, studi literatur dan pendapat dari ahli/expertjudgemewn (psikolog dan manajemen SDM PT. X). Berdasarkan studi Iiteratur, dapat disimpulkan bahwa faktor-faktor yang paling mcwakili pcnycbab kepuasan kerja karyawan adalah pcrusahaan & manajemen, compensation & benefit, jcnjang karir, kondisi kerja, kepemimpinan, relasi sosial dalam organisasi,j0b i!Seffd3l'1 program pengembangan.

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Employee satisfaction is being the important pan that should be recognize by the manager since the job satisfaction effects positive working condition. Organization that is able to fulfill thejob satisfaction for the employee will drive the employee to work better. In contrast, employee negative reaction of dissatisfied will lead to consequences that will harm the company. Newstomi, J. W &. Davis, K (1993) found out that the measurement of job satisfaction is the tirst step to make a better company condition.

The problem in PT. X is employee respond ofjob dissatisfaction showed by employee complain (voice), employee turnover (exit), and workplace behavior deviance. The objectives of designing the measurement tools is to get the design of measurement tools to find out job satisfaction and dissatisfaction and to find out factors of job dissatisfaction. This design uses two kinds of approaches, the global approach and facet approach.

Item sets based on data analysis from three sources; response elicitasion from PT X’s employee, literature and expert judgement (Psychologist and Human Resources Management of PT. X). Based on the literatiue, summarized the factors of employee job satisfactions are the company and management, compensation & banetits, career path, work conditions, leadership, sosial relation in organization, the job it self and development program. "