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"Penelitian ini bertujuan untuk mengetahui pengaruh perceived organizational support terhadap turnover intention pada karyawan PT X Indonesia di Pabrik Cilegon. Variabel independen dalam penelitian ini yaitu perceived organizational support yang diukur dengan Survey of Perceived Organizational Support (SPOS) sedangkan variabel dependen dari penelitian ini yaitu turnover intention yang akan diukur dengan berdasarkan teori Mobley, Horner, dan Hollingsworth. Penelitian ini menggunakan metode kuantitatif dengan kuesioner sebagai instrumen penelitian. Responden yang digunakan sebanyak 84 karyawan tetap PT X Indonesia di pabrik Cilegon yang telah berkerja minimal satu tahun. Data penelitian ini dianalisa menggunakan statistik deksriptif dan statistik inferensial. Hasil penelitian ini menunjukkan bahwa perceived organizational support memiliki pengaruh yang negatif tetapi cukup lemah terhadap turnover intention karyawan PT X Indonesia pabrik Cilegon.

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This research examines the analysis influences of perceived organizational support on employee turnover intention at PT X Indonesia Cilegon factory. The independent variable in this research is perceived organizational support which is scaled with Survey of Perceived Organizational Support (SPOS) and the dependent variable is turnover intention which is scaled with Mobley, Horner, and Hollingsworth's theory. The research used quantitative method with questionnaire as an research instrument. Respondents of the research were 84 employees in PT X Indonesia Cilegon factory who had working period for more than a year. Data in this research analysed using desriptive statistic and inferential statistic. The result of this research showed that perceived organizational support has negative influences but quite weak on employee turnover intention at PT X Indonesia Cilegon factory."

"Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari perceived organizational support terhadap keinginan karyawan untuk meninggalkan perusahaan turnover intention . Variabel perceived organizational support diukur melalui delapan buah indikator dari Eisenberger dkk. 1986 sedangkan variabel turnover intention diukur melalui empat buah indikator dari penelitian Farh dkk. 1998 dan Alexander dkk. 2012 . Analisis dilakukan pada karyawan PT X yang berstatus karyawan tetap dengan masa kerja minimal satu tahun dengan jumlah responden sebanyak 172 orang. Penelitian ini menggunakan metode survei dengan pendekatan kuantitatif menggunakan kuesioner sebagai instrumen penelitian. Data penelitian ini akan dianalisis menggunakan analisis statistik deskriptif dan regresi linier sederhana untuk menguji variabel terkait. Hasil penelitian ini membuktikan bahwa persepsi dukungan organisasi karyawan memiliki pengaruh yang kuat terhadap keinginan karyawan untuk meninggalkan organisasi dan hubungan tersebut bersifat negatif.

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This research aims to examine how employees perceived organizational support affects employee turnover intention. The measurement of perceived organizational support is the 8 items scale developed by Eisenberger et al. 1986 and the employees turnover intention is measured using four indicators that has been used previously by researchers, Farh et al. 1998 and Alexander et al. 2012. The research is done in PT X and samples consist of 172 permanent employees with minimum one year of tenure.

Quantitative method is used in this research and questionnaires distributed as research instrument. The data collected are analyzed using descriptive statistic and simple regression, and the result showed that the independent variable, perceived organizational support strongly affect employees turnover intention with negative relation."

"Penelitian ini bertujuan untuk menganalisis pengaruh perceived organizational support terhadap turnover intention pada karyawan PT Waskita Karya Persero Tbk. di kantor pusat. Variabel perceived organizational support diukur berdasarkan teori Rhoades, Eisenberger, dan Armeli, yang terdiri dari 3 dimensi yaitu Fair Organizational Procedures, Supervisor Support, dan Favorable Rewards Job Conditions, ketiga dimensi diturunkan ke dalam 36 indikator. Sedangkan variabel turnover intention diukur berdasarkan teori Mobley, Horner, dan Hollinsworth, dengan 6 dimensi dan diturunkan menjadi 12 indikator, dimensi-dimensi tersebut yaitu Thought of Quitting, Evaluation of Expected Utility of Search, Intention to Search, Search, Evaluation of Alternatives, Dan Intention to Quit. Penelitian ini menggunakan metode kuantitatif dengan menggunakan instrumen penelitian berupa kuesioner. Responden pada penelitian ini sebanyak 162 karyawan tetap PT Waskita Karya Persero Tbk. kantor pusat yang telah bekerja minimal satu tahun. Data penelitian ini dianalisis menggunakan statistik deskriptif dan statistik inferensial. Hasil penelitian ini menujukkan bahwa perceived organizational support memiliki pengaruh yang negatif dengan tingkatan sedang terhadap turnover intention karyawan PT Waskita Karya Persero Tbk.

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This research aims to analyze the effect of perceived organizational support on turnover intention on employees of PT Waskita Karya Persero Tbk. The perceived organizational support variables measured by using concept from Rhoades, Eisenberger, and Armeli, which consisted of 3 dimensions Fair Organizational Procedures, Supervisor Support, and Favorable Rewards Job Conditions, all three dimensions were downgraded to 36 indicators. Meanwhile, the turnover intention variables are measured based on Mobley, Horner, and Hollinsworth theories, with 6 dimensions, the dimensions are Thought of Quitting, Evaluation of Expected Utility of Search, Intention to Search, Search, Evaluation of Alternatives, and Intention to Quit.

This research uses quantitative method by using questionnaire as a research instrument. Respondents in this research was 162 permanent employees of PT Waskita Karya Persero Tbk. head office that have worked for at least one year. The data of this study were analyzed using descriptive statistics and inferential statistics. The results of this study indicate that perceived organizational support has a negative effect with the level of moderate to employees turnover intention at PT Waskita Karya Persero Tbk. "

"Penelitian ini bertujuan untuk mengetahui pengaruh dari organizational learning culture dan perceived organizational support terhadap komitmen afektif dan turnover intention pada karyawan IT di Bank XYZ. Responden dalam penelitian ini adalah 170 karyawan IT Bank XYZ. Metode yang digunakan dalam penelitian ini adalah Structural Equation Modelling SEM. Hasil dari penelitian ini menunjukan bahwa organizational learning culture dan perceived organizational support memiliki pengaruh yang positif terhadap komitmen afektif, dan adanya pengaruh yang negatif dari komitmen afektif terhadap turnover intention.

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This research aims to examine the influence of organizational learning culture and perceived organizational support on affective commitment and turnover intention. The respondents of this study are 170 IT employees in Bank XYZ. This study uses Structural Equation Model SEM to analysis the data. This research found, there is significant positive relationship between organizational learning culture and perceived organizational support with affective commitment and there is significant negative relationship between affective commitment with turnover intention."

"Penelitian ini bertujuan untuk menganalisis pengaruh perceived organizational support terhadap kepuasan kerja karyawan PT. X. Variabel independen dalam penelitian ini adalah perceived organizational support yang diukur menggunakan Survey Perceived Organizational Support sedangkan variabel dependen dari penelitian ini ialah kepuasan kerja yang diukur menggunakan Michigan Organizational Assessment Questionnaire Subscale. Penelitian ini adalah penelitian kuantitatif dengan kuesioner sebagai instrumen penelitian. Responden yang digunakan dalam penelitian ini berjumlah 74 karyawan tetap PT. X yang telah bekerja minimal satu tahun. Hasil penelitian ini menunjukkan bahwa perceived organizational support memiliki pengaruh positif terhadap kepuasan kerja karyawan PT. X.

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This research examines the analysis influences of perceived organizational support on job satisfaction among employees in PT. X. The independent variable is perceived organizational support which is scaled with Survey Perceived Organizational Support and the dependent variable is job satisfaction which is scaled with Michigan Organizational Assessment Questionnaire Subscale. This research is a quantitative research with the questionnaire as a research instrument. Respondent of the research was 74 permanent employees in PT. X who had working period for more than a year. The result of this research showed that perceived organizational support has positive influences on job satisfaction among employees in PT. X."

"Tesis ini bertujuan untuk mengetahui apakah terdapat hubungan antara Perceived Organizational Support (POS) dan intensi untuk meninggalkan pekerjaan pada karyawan PT. XYZ. Pada tesis ini dilakukan juga intervensi Effective Feedback Training pada atasan yang dilanjutkan dengan pemberian POS dan menurunkan intensi untuk meninggalkan pekerjaan. Data dari 10 orang karyawan pada level staf dari cabang klinik yang dihitung dengan menggunakan korelasi Pearson menunjukkan bahwa terdapat hubungan signifikan yang negatid antara POS dan intensi untuk meninggalkan pekerjaan, dengan r = -0.929. Artinya jika POS ditingkatkan, maka intensi karyawan untuk meninggalkan pekerjaan dapat diturunkan. Dalam tesis ini, POS ditingkatkan dengan pemberian effective feedback trainingpada atasan, dan dilanjutkan dengan praktek pemberian feedback dari atasan kepada bawahan. Efek intervensi diukur dengan membandingkan data pre dan post-test pada variabel POS dan intensi untuk meninggalkan pekerjaan dengan menggunakan paired-samples t-test. Hasil menunjukkan adanya perbedaan signifikan pada POS dan intensi untuk meninggalkan pekerjaan pada karyawan PT. XYZ setelah diberikan feedback dari atasan, dengan nilai t sebesar 3.017 dan signifikansi 0.015.

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The purpose of this research is to study the correlation of Perceived Organizational Support (POS and intention to turnover of the employee at XYZ Company. In this thesis, researcher conducted the Effective Feedback Training for the supervisor, then the supervisor practice the feedback process to subordinate, to improve POS and reduce intention to turnover. Data from 10 employees from clinic branch that calculated with Pearson Correlation shows that there's significant correlation (negarive correlation) between POS and intention to turnover, with r=-0.929. It means, when the POS was improved, the intention to turnover could be reduced. To improve the POS, researcher conducted the effective feedback training for supervisor, and the supervisor practice the effective feedback process to the subordinate. The effect of the intervention is significant from the compared-mean test (Paired-Samples T-Test). It means there is significant differences in POS and intention to turnover score after the intervention. The value of t is 3.017 and the significant level is 0.015."

"Penelitian ini bertujuan untuk mengetahui hubungan perceived organizational support POS dan intensi turnover karyawan. Hasil penelitian terhadap 103 karyawan di Divisi B PT MI menunjukkan bahwa terdapat hubungan yang signifikan antara POS dan intensi turnover. Koefisien korelasi yang didapatkan sebesar -0,51 dengan nilai signifikansi 0,00 p

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This study aims to determine the relationship of perceived organizational support POS and employee turnover intentions. The result of the research on 103 employees in Division B of PT MI shows that there is a significant relationship between POS and turnover intention. The correlation coefficient obtained was 0.51 with a significance value of 0.00 p"

"Tujuan dilakukannya penelitian ini adalah untuk menurunkan Intensi Turnover pada karyawan PT AI. Berdasarkan penggalian data awal melalui wawancara dengan salah seorang staf HRD, diketahui bahwa tingkat turnover perusahaan tahun 2012 meningkat dua kali lipat dari tahun sebelumnya, ditambah lagi ada beberapa karyawan yang sudah mengajukan surat pengunduran diri. Salah satu penyebab tingginya intensi turnover adalah rendahnya perceived organizational support yang dimiliki oleh karyawan. Untuk mengetahui apakah terdapat hubungan antara kedua hal tersebut, peneliti mengukur korelasi antara perceived organizational support dengan intensi turnover karyawan. Hasil yang diperoleh menunjukkan bahwa ada hubungan negatif yang signifikan antara perceived organizational support dengan intensi turnover karyawan sebesar -0,782. Bentuk intervensi yang diajukan oleh peneliti untuk meningkatkan perceived organizational support dan menurunkan intensi turnover adalah pelatihan coaching pada supervisor. Ketrampilam coaching yang diperoleh diharapkan dapat diterapkan pada bawahan, sehingga para karyawan dapat menyampaikan keluhan atau hambatan yang terkait dengan pekerjaan mereka pada supervisor. Dengan diadakannya coaching, diharapkan perceived organizational support karyawan akan meningkat dan intensi turnover karyawan akan menurun.

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The purpose of this research is to reduce turnover intention on employee in PT AI. Based on exploring the initial data by intervieweing one of employee in HR departement, researcher found out that the level of turnover in PT AI increase significantly in the last two year. Based on the literature study, one of the causes of turnover is perceived organizational support. To know whether there is a correlation between perceived organizational support and turnover intention, the researcher measures the correlation between perceived organizational support and turnover intention.

The results show that there are significant relationship between perceived organizational support and turnover intention. The coefficient of correlation is -0.782 with the score of signification is 0,000 (p<0,01). To increase perceived organizational support on employee, researches suggest an intervention. Researche gives a training to supervisor about how to do coaching. After the training, all supervisor have to do coaching to their subordinate. With doing coaching, employee can talk to their supervisor about obstacle in work and their complaint to organization, employee can also talk about their career development with their supervisor so they can feel more satisfied with their job and organization. With this intervention, perceived organizational support of employee can increase and turnover intention can reduced."

"Turnover Intention seringkali terjadi pada perusahaan yang bergerak di bidang outsourcing, seperti yang terjadi di PT X. Tingginya tingkat turnover karyawan di PT X, membuat perusahaan berusaha untuk terus mempertahankan performa perusahaan. Berdasarkan diagnosa awal, persepsi keadilan organisasi merupakan salah satu penyebab turnover intention pada karyawan di PT X. Untuk itu, penelitian ini bertujuan untuk meningkatkan persepsi keadilan organisasi pada karyawan di PT X. Alat ukur yang digunakan dalam penelitian ini adalah organizational justice scale dan turnover intention scale. Kedua alat ukur yang digunanakan dalam penelitian ini menggunakan skala Likert 1 ndash; 6. Responden penelitian ini berjumlah 164 karyawan dari bagian others project di PT X. Hasil uji regresi menunjukkan bahwa terdapat pengaruh yang signifikan dari persepsi keadilan organisasi terhadap turnover intention r2=0,081, p.

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Turnover Intention often occurs in companies engaged in outsourcing, as happened in PT X. The high turnover rate of employees in PT X, make the company strive to continue to maintain the company 39 s performance. Based on the initial diagnosis, perceived organizational justice is one of the causes of employee rsquo s turnover intention in PT X. Therefore, this study aims to improve perceived organizational justice of employees in PT X. Measurement tools used in this research are organizational justice scale and turnover intention scale. Both of measurement tools in this research used Likert scale 1 6. Respondents of this study amounted to 164 employees from the others project in PT X. Regression test results showed that there is a significant influence of perceived organizational justice on turnover intention r2 0.081, P."

"Penelitian ini bertujuan untuk melihat pengaruh organizational mobility preferences dan perceived organizational support terhadap affective commitment karyawan. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Affective Commitment Scale yang telah direvisi dan dikembangkan oleh Meyer, Allen, dan Smith (dalam Meyer & Allen, 2004) untuk mengukur komitmen afektif karyawan sebagai variabel terikat, Boundaryless Career Attitudes Scale (Briscoe, Hall, & DeMuth, 2006) untuk mengukur organizational mobility preferences dan Survey of Perceived Organizational Support (Eisenberger et al., 1997). Penelitian ini dilakukan pada 143 responden yang pernah bekerja selama minimal satu tahun. Penelitian ini menunjukkan hasil bahwa organizational mobility preferences (β = -0,30, p = 0,000) memiliki pengaruh negatif terhadap komitmen afektif dan perceived organizational support (β = 0,51, p = 0,000) memiliki pengaruh positif terhadap komitmen afektif karyawan, Lebih lanjut lagi diketahui bahwa variabel organizational mobility preferences dan perceived organizational support memiliki kontribusi varian yang unik pada komitmen afektif karyawan setelah mengontrol usia, tahun lulus pendidikan terakhir, tahun mulai kerja, lama kerja saat ini, dan waktu paling lama kerja karyawan.

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The aim of this research is to examine the influence of organizational mobility preferences and perceived organizational support on affective commitment. This study is a quantitative study using Affective Commitment Scale developed by Meyer, Allen, dan Smith (in Meyer & Allen, 2004) to measure employee's affective commitment towards organization as the dependent variable (DV), Boundaryless Career Attitudes Scale developed by Briscoe, Hall, and DeMuth (2006) to measure the dimension of organizational mobility preferences and Survey of Perceived Organizational Support developed by Eisenberger et al. (1997) to measure employee?s perceived organizational support. The sample of this study is a total of 143 respondents who have worked in a company for at least a year.

Results indicated that organizational mobility preferences (β = -0,30, p = 0,000) negatively influenced employee?s affective commitment while perceived organizational support (β = 0,51, p = 0,000) positively influenced employee?s affective commitment. Furthermore, organizational mobility preferences and perceived organizational support explained a unique variance in affective commitment above age, year graduated from latest education, year first started a job, employee's tenure (current tenure and longest tenure)."