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"ABSTRAKPenelitian bertujuan meneliti pengaruh mentoring functions dan organizational socialization terhadap role stress dan turnover intention. Penelitian juga meneliti pengaruh role stress terhadap turnover intention dengan dimediasi burnout. Penelitian dilakukan pada 260 perawat dan bidan di Rumah Sakit di Bekasi, Depok, Kemayoran, dan Kelapa Gading menggunakan metode structural equation modelling. Hasil penelitian menunjukkan mentoring functions tidak berpengaruh negatif terhadap role stress namun berpengaruh negatif terhadap turnover intention. Organizational socialization berpengaruh negatif terhadap role stress, dengan role stress berpengaruh terhadap turnover intention yang dimediasi burnout. Maka role stress dapat ditekan melalui organizational socialization sedangkan turnover intention dapat diminimalisir melalui mentoring functions.

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ABSTRACTResearch aims to investigate the effect of mentoring functions and organizational socialization to role stress and turnover intention. Research also analyzes the effect of role stress on turnover intention with burnout. 260 nurses and midwives at hospitals in Bekasi, Depok, Kemayoran, and Kelapa Gading were surveyed using structural equation modelling. The result showed that mentoring functions is not negatively affects role stress but it affects turnover intention. Organizational socialization affects role stress negatively, while it affects turnover intention with burnout as mediator. Thus, role stress could be reduced by organizational socialization, and turnover intention could be minimalized with mentoring functions."

"[ABSTRAKPenelitian ini ditujukan untuk menguji pengaruh pertumbuhan karir organisasi(organizational career growth) dan persepsi politik organisasi (perceptions oforganizational politics) terhadap maksud pengunduran diri (turnover intention)para pegawai dinas luar negeri non diplomatik pada Kementerian Luar NegeriRepublik Indonesia. Penelitian ini adalah penelitian kuantitatif dan dianalisismenggunakan metode regresi. Data dikumpulkan melalui kuesioner yang diperolehdari 208 pegawai non diplomatik pada Kementerian Luar Negeri RepublikIndonesia. Hasil penelitian ini membuktikan bahwa pertumbuhan karir organisasiberpengaruh negatif terhadap maksud pengunduran diri, dan persepsi politikorganisasi berpengaruh positif terhadap maksud pengunduran diri. Ditemukanbahwa pencapaian tujuan karir mempengaruhi maksud pengunduran diri secarasignifikan. Peneliti menyimpulkan bahwa semakin besar peluang yang diberikanorganisasi kepada pegawai untuk mencapai tujuan karirnya, maka akan mengurangikecenderungan pegawai untuk meninggalkan organisasi. General politicalbehavior sebagai dimensi dari persepsi politik organisasi mempengaruhi maksudpengunduran diri secara signifikan. Disimpulkan pula bahwa persepsi politikorganisasi meningkatkan niat untuk meninggalkan organisasi.

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ABSTRACTThe purpose of this study is to examine the relationship between organizationalcareer growth and turnover intention, as well as perceptions of organizationalpolitics and turnover intention, among non diplomatic staffs of the Ministry ofForeign Affairs of Republic of Indonesia. This research used quantitative designand analyzed by regression method. The data were collected by questionnaires from208 respondents of non diplomatic staffs of the Ministry of Foreign Affairs ofRepublic of Indonesia. The results of this study show that the organizational careergrowth are negatively related to turnover intention, and the perceptions oforganizational politics are positively related to turnover intention. It was found thatcareer goal progress have strong influences on turnover intention. The researchersuggest that the greater opportunities provided by an organization for employees tomeet their career goals, make employees less likely to consider leaving theorganization. General political behavior as dimension of perceptions oforganizational politics have strong influences on turnover intention. It suggest thatperceptions of organizational politics are increase the intention to leave theorganization, The purpose of this study is to examine the relationship between organizationalcareer growth and turnover intention, as well as perceptions of organizationalpolitics and turnover intention, among non diplomatic staffs of the Ministry ofForeign Affairs of Republic of Indonesia. This research used quantitative designand analyzed by regression method. The data were collected by questionnaires from208 respondents of non diplomatic staffs of the Ministry of Foreign Affairs ofRepublic of Indonesia. The results of this study show that the organizational careergrowth are negatively related to turnover intention, and the perceptions oforganizational politics are positively related to turnover intention. It was found thatcareer goal progress have strong influences on turnover intention. The researchersuggest that the greater opportunities provided by an organization for employees tomeet their career goals, make employees less likely to consider leaving theorganization. General political behavior as dimension of perceptions oforganizational politics have strong influences on turnover intention. It suggest thatperceptions of organizational politics are increase the intention to leave theorganization]"

"Penelitian ini fokus pada usaha untuk menurunkan intensi turnover pada executive trainee di PT.EVP. Tingkat turnover 61,9% diidentifikasi karena ketidakjelasan informasi yang diperoleh executive trainee terkait pekerjaan mereka sebagai sales manager. Penelitian dilakukan untuk melihat hubungan role ambiguity dan intensi turnover, dengan menggunakan Role Ambiguity Scale (Rizzo, House dan Lirtzman, 1970) dan Withdrawal Cognition (Tang, Kim & Tang, 2000). Hasil penelitian pada 33 executive trainee menunjukkan hubungan yang positif dan signifikan antara role ambiguity dengan intensi turnover (p<0,01). Oleh karena itu, intervensi dilakukan dengan menyusun dan menyosialisasikan uraian jabatan (job description) kepada para executive trainee. Uji perbedaan dilakukan kepada kelompok executive trainee yang diberikan sosialisasi dan tidak diberikan sosialisasi, dan hasilnya menunjukkan bahwa terdapat perbedaan skor role ambiguity dan intensi turnover yang signifikan antara kedua kelompok; kelompok intervensi memiliki skor role ambiguity dan intensi turnover yang lebih rendah. Dengan demikian, perusahaan perlu melakukan sosialisasi uraian jabatan sales manager dalam program pelatihan executive trainee.

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This study focused on the efforts to reduce turnover intention among executive trainee at PT EVP. Turnover rate 61,9% was identified because of the lack of informations related to their job as sales manager. This study measured the correlation between role ambiguity and intention to turnover using Role Ambiguity Scale (Rizzo, House dan Lirtzman,1970) and Withdrawal Cognition (Tang, Kim & Tang, 2000). The results of the study on 33 executive trainees showed a positive and significant relationship between role ambiguity and turnover intention (p<0.01). Therefore, intervention was held to redesign and socialize job description to the executive trainees. Researcher conducted a mean differences test on executive trainees groups who did and didn?t receive socialization, and the result showed that there were score differences in role ambiguity and intention to turnover between the two groups; the group which received the intervention had lower score of role ambiguity and intention to turnover. Thus, company needs to do job description socialization for sales manager on executive training program."

"Penelitian ini meneliti mengenai pengaruh dari variabel job stress, organizational commitment, dan job satisfaction terhadap variabel turnover intention yang terjadi pada karyawan departemen policy holder services di PT Asuransi Jiwa X, melihat fenomena tingginya tingkat turnover karyawan yang terjadi pada departemen policy holder services di PT Asuransi Jiwa X. Penelitian ini menggunakan metode regresi berganda dengan menggunakan data kuesioner sebanyak 100 orang dari kesuluruhan jumlah populasi sebanyak 210 orang. Olah data dilakukan menggunakan software SPSS 18.0. Hasil penelitian ini menunjukan bahwa variabel job stress, organizational commitment, dan job satisfaction memiliki pengaruh signifikan terhadap variabel turnover intention pada studi kasus karyawan departemen policy holder sevices di PT Asuransi Jiwa X. Saran dari penelitian ini adalah agar perusahaan lebih memperhatikan jam kerja, upah, dan beban kerja karyawan untuk menekan turnover karyawan.

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This study is discuss about the effects of job stress, organizational commitment, and job satisfaction on turnover intention in Policy Holder Services Department PT Asuransi Jiwa X. This research is using multiple regression methods and using questionaire with 100 sample, total population are 210 person. This research using SPSS Version 18.0 for processing the data. The result of this research is job stress, organizational commitment, and job satisfaction have significant influence to turnover intention in policy holder services department PT Asuransi Jiwa X. The advice of this study are the company should give more attention to employee working hours, pay, and work pressure to reduce the employee turnover."

"ABSTRAKPada era ekonomi digital terjadi transformasi di bidang industri dengan tingkat persaingan yang semakin ketat. Setiap karyawan dituntut untuk menyesuaikan diri dengan perubahan yang terjadi dan memberikan hasil kerja yang terbaik kepada perusahaan. Oleh karena itu, dunia kerja tidak lepas dari tekanan kerja. Wartawan merupakan salah satu profesi berpotensi menimbulkan stres karena tekanan kerja yang berat serta tingginya tuntutan atasan yang menimbulkan perasaan tidak nyaman. Salah satu bentuk perilaku karyawan jika mereka merasa tidak nyaman dengan pekerjaan atau lingkungan kerja mereka adalah munculnya keinginan untuk keluar (turnover intention) yang dapat berujung keputusan karyawan meninggalkan pekerjaan mereka. Untuk itu, penelitian ini bertujuan untuk melihat pengaruh Workload (WL), News Autonomy (NA), Stress (ST), Social Support (SS), Burnout (JB), dan Job Satisfaction (SA) terhadap intensi turnover Wartawan di Wilayah DKI Jakarta. Terdapat 300 wartawan di Jakarta dari berbagai jenis media (TV, radio, cetak, online) yang menjadi responden dalam penelitian ini. Data yang diperoleh oleh peneliti diolah menggunakan metode analisis Structural Equity Modelling (SEM). Hasil dari penelitian ini adalah (1) Workload memiliki pengaruh terhadap job burnout dan tidak memiliki pengaruh langsung terhadap intensi turnover wartawan (2) News Autonomy tidak memiliki pengaruh yang signifikan terhadap job burnout dan tidak memiliki pengaruh langsung terhadap turnover intention (3) Job stress memiliki pengaruh positif yang signifikan terhadap job burnout wartawan namun tidak memiliki pengaruh yang signifikan terhadap job satisfaction dan turnover intention wartawan (4) Job burnout memiliki pengaruh positif terhadap turnover intention dan job satisfaction wartawan dan job burnout memediasi hubungan diantara job stress dan turnover intention (5) Social support memiliki pengaruh positif terhadap kepuasan kerja namun tidak memiliki pengaruh secara signifikan terhadap intensi turnover; (6) dan Job satisfaction tidak memiliki pengaruh terhadap turnover intention wartawan di Jakarta. Temuan ini dapat menjadi panduan bagi perusahaan media khususnya di Jakarta yang ingin memperbaiki strateginya dalam mengurangi burnout yang dialami wartawan untuk meningkatkan kepuasan kerja dan menjaga tingkat turnover wartawan tetap rendah.Penelitian ini juga diharapkan dapat memperkaya hasil-hasil penelitian dari burnout, kepuasan kerja dan turnover intention. Untuk penelitian selanjutnya, peneliti menyarankan untuk menggunakan observasi dan wawancara mendalam kepada para wartawan guna mengetahui pandangan dan opini mereka terkait profesi wartawan, risiko dari pekerjaan, dan solusi yang mereka berikan khususnya dalam hal yang berhubungan dan memengaruhiturnover intention.

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ABSTRACTIn the era of the digital economy there was a transformation in the industrial sector with increasingly fierce competition. Every employee is required to adjust to the changes that occur and provide the best work results to the company. Therefore, the world of work cannot be separated from work pressure. Journalists are one of the professions with the potential to cause stress because of the heavy work pressure and high demands of superiors that create feelings of discomfort. One form of employee behavior if they feel uncomfortable with their work or work environment is the emergence of a desire to quit (turnover intention) that can lead to the decision of employees to leave their jobs. For this reason, this study aims to look at the effect of Workload (WL), News Autonomy (NA), Stress (ST), Social Support (SS), Burnout (JB), and Job Satisfaction (SA) on journalist turnover intentions in the DKI Jakarta Region . There were 300 journalists in Jakarta from various types of media (TV, radio, print, online) who were respondents in this study. The data obtained by the researcher was processed using the Structural Equity Modeling (SEM) analysis method.The results of this study are (1) Workload has an influence on job burnout and does not have a direct influence on journalist turnover intentions (2) News Autonomy does not have a significant effect on burnout jobs and does not have a direct influence on turnover intention (3) Job stress has significant positive effect on journalist burnout jobs but does not have a significant effect on job satisfaction and turnover intention of journalists (4) Job burnout has a positive influence on turnover intention and job satisfaction for journalists and burnout jobs mediating the relationship between job stress and turnover intention (5) Social support has a positive influence on job satisfaction but does not have a significant effect on turnover intentions; (6) and Job satisfaction has no influence on the turnover of journalists' intention in Jakarta. This finding can be a guide for media companies, especially in Jakarta, who want to improve their strategies in reducing burnout experienced by journalists to increase job satisfaction and keep journalist turnover rates low.This research is also expected to enrich research results from burnout, job satisfaction and turnover intention. For further research, researchers suggest using in-depth observations and interviews with journalists to find out their views and opinions regarding the profession of journalists, the risks of work, and the solutions they provide specifically in matters relating to and influencing turnover intention"

"Skripsi ini membahas tentang analisis faktor risiko compassion fatigue (burnout & secondary tramatic stress) pada tenaga kesehatan yang bekerja di rumah sakit Jabodetabek. Compassion fatigue adalah fenomena yang dapat terjadi pada tenaga kesehatan yang dapat memengaruhi pekerjaan maupun individu. Penelitian ini dilakukan menggunakan metode kuantitatif potong lintang dan teknik simple random sampling dan analisis menggunakan analisis Chi Square dan regresi logistik untuk mengetahui nilai OR. Instrumen yang digunakan adan Professional Quality of Life Scale Version 5 (ProQOL). Ditemukan bahwa faktor pekerjaan yang signifikan terhadap compassion fatigue (burnout dan secondary traumatic stress) adalah kelompok tenaga kesehatan, shift kerja, panjang shift, lama kerja per minggu, departemen/unit kerja dan pengalaman kerja. Faktor individu terdiri dari jenis kelamin, umur, tingkat pendidikan, status perkawinan, tingkat aktivitas fisik, dan kualitas tidur. Faktor individu lainnya yaitu anak dan status merokok juga signifikan terhadap burnout sebagai salah satu bagian dari compassion fatigue. Rumah sakit perlu menerapkan pengaturan kerja yang lebih baik untuk mengurangi risiko compassion fatigue pada tenaga kesehatan.

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This research discusses the analysis of risk factors for compassion fatigue (burnout & secondary traumatic stress) in health care workers working in Jabodetabek hospitals. Compassion fatigue is a phenomenon that can occur in health workers and can affect work and individuals. This research was conducted using quantitative cross-sectional methods and simple random sampling techniques and analysis using Chi Square analysis and logistic regression to determine the OR value. The instrument used was the Professional Quality of Life Scale Version 5 (ProQOL). It was found that the work factors that were significant for compassion fatigue (burnout and secondary traumatic stress) were the group of health care workers, work shifts, shift length, length of work per week, department/work unit, and work experience. Individual factors consist of gender, age, education level, marital status, physical activity level, and sleep quality. Other individual factors, namely children and smoking status, are also significant in burnout as a part of compassion fatigue. Hospitals need to implement better work arrangements to reduce the risk of compassion fatigue among health workers."

"Penelitian ini bertujuan untuk menganalisis peran mediasi job burnout dalam pengaruh antara emotional labor dan supervisor support terhadap turnover intention yang terjadi pada guru sekolah swasta. Emotional labor terdiri dari tiga dimensi, yaitu surface acting, deep acting dan emotional consonance begitu juga job burnout terdiri dari 3 dimensi, yaitu emotional exhaustion, depersonalization dan personal accomplishment. Responden dalam penelitian ini berjumlah 296 guru swasta. Pengolahan data dilakukan menggunakan metode Structural Equation Modeling (SEM). Hasil penelitian ini menunjukkan bahwa emotional labor berpengaruh positif terhada job burnout sementara supervisor support berpengaruh negatif terhadap job burnout. Emotional labor tidak signifikan berpengaruh terhadap turnover intention sementara supervisor support berpengaruh negatif terhadap turnover intention dan job burnout berpengaruh terhadap turnover intention. Job Burnout juga terbukti memediasi pengaruh antara emotional labor dan supervisor support terhadap turnover intention. Dukungan atasan perlu ditingkatkan agar dapat mengurangi terjadinya job burnout dan turnover intention.

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This study aims to analyze the role of mediating job burnout in the influence of emotional labor and supervisor support on turnover intention that occurs in private school teachers. Emotional labor consists of three dimensions, they are surface acting, deep acting and emotional consonance as well as burnout jobs consists of three dimensions, they are emotional exhaustion, depersonalization and personal accomplishment. Respondents in this study were 296 private teachers. Data is processed by structural equation modeling (SEM).

Research finds that emotional labor has a positive effect on job burnout while supervisor support has a negative effect on job burnout. Emotional labor has no significant effect on turnover intention while supervisor support has a negative effect on turnover intention and job burnout has an effect on turnover intention. Job burnout also has a role by positively mediating emotional labor and supervisor support to turnover intention. Supervisor support needs to be improved in order to reduce the occurrence of job burnout and turnover intention."

"Budaya organisasi dan komitmen organisasi memiliki peran perawat penting dalam meningkatkan motivasi serta menurunkan kelalahan kerja dan niat berpindah perawat. Dengan mempertahankan budaya organisasi dan komitmen organisasi yang baik dalam meningkatkan kinerja perawat. Penelitian ini bertujuan mengidentifikasi hubungan budaya organisasi dan komitmen organisasi terhadap motivasi kerja, kelelahan dan niat berpindah perawat di rumah sakit. Desain penelitian ini menggunakan cross sectional dengan melibatkan 177 perawat rumah sakit di Jakarta Pusat. Pengambilan data dilakukan secara proportional random sampling dan menggunakan e-form. Hasil penelitian mendapatkan faktor yang paling dominan mempengaruhi motivasi adalalah budaya klan, pasar, dan komitmen organisasi. Pada kelelahan kerja faktor yang paling dominan mempengaruhi adalah budaya klan dan komitmen organisasi sedangkan faktor yang dominan mempengaruhi niat berpindah perawat adalah komitmen organisasi. Hasil penelitian ini menjadi masukan bagi RS untuk mempertahankan budaya saat ini dan meningkatkan komitmen organisasi untuk meningkatkan motivasi kerja perawat serta menurunkan kelelahan dan niat berpindah perawat.

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Organizational culture and organizational commitment have an important role for nurses in increasing motivation and reducing job burnout and turnover intention. Maintaining a good organizational culture and organizational commitment can improve nurse performance. This study aims to identify the relationship between organizational culture and organizational commitment to work motivation, burnout and intention to move nurses in hospitals. This research design uses cross sectional by involving 177 nurses of hospitals in Central Jakarta. Data were collected by proportional random sampling and using e- form. The results showed that the most dominant factors influencing motivation were clan culture, market, and organizational commitment. In job burnout, the most dominant factors affecting are clan culture and organizational commitment, while the dominant factor affecting nurses' intention to move is organizational commitment. The results of this study provide input for hospitals to maintain the current culture and increase organizational commitment to increase nurses' work motivation and reduce burnout and nurse turnover intention."

"Penelitian ini bertujuan untuk menganalisis pengaruh dari stres kerja, burnout, dan kepuasan kerja terhadap intensi turnover perawat. Dimensi stres kerja yang diteliti meliputi kematian pasien dan pasien sekarat, konflik dengan dokter, persiapan yang tidak memadai, masalah dengan rekan kerja, masalah dengan supervisor, beban kerja, ketidakpastian dalam perawatan, pasien dan keluarga mereka, dan diskriminasi. Sedangkan dimensi burnout yang diteliti meliputi kelelahan emosional, depersonalisasi, dan prestasi pribadi. Data kuantitatif didapatkan dari 116 responden perawat Rumah Sakit Umum Pusat Nasional Dr. Cipto Mangunkusumo Jakarta yang diolah dengan metode Structural Equation Modeling (SEM) menggunakan program LISREL 8.8 for Windows. Temuan dari penelitian ini adalah (1) stres kerja tidak memiliki pengaruh negatif terhadap kepuasan kerja perawat; (2) stres kerja tidak memiliki pengaruh positif yang signifikan terhadap intensi turnover perawat; (3) burnout memiliki pengaruh negatif yang signifikan terhadap kepuasan kerja perawat; (4) burnout tidak memiliki pengaruh positif terhadap intensi turnover perawat; (5) kepuasan kerja memiliki pengaruh negatif yang signifikan terhadap intensi turnover perawat. Temuan ini dapat menjadi panduan bagi rumah sakit yang ingin memperbaiki strateginya dalam mengurangi stres kerja dan burnout yang dialami perawat untuk meningkatkan kepuasan kerja dan menjaga tingkat turnover perawat tetap rendah.

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The objective of this research is to analyze the effect of job stress, burnout, and job satisfaction on nurses' turnover intention. Job stress dimensions examined included patients' death and dying, conflicts with physician, inadequate preparation, problems with peers, problem with supervisor, work load, uncertainty concerning treatment, patients and their families, and discrimination. Whereas burnout dimensions examined included emotional exhaustion, depersonalization, and personal accomplishment. Quantitative data obtained from 116 respondents nurses of Rumah Sakit Umum Pusat Nasional Dr. Cipto Mangunkusumo Jakarta, which was processed by the method of Structural Equation Modeling (SEM) using LISREL 8.8 for Windows.

The results of this study were (1) job stress does not have a negative effect on nurses' job satisfaction; (2) job stress does not have a significant positive effect on nurses' turnover intention; (3) burnout has a significant negative effect on nurses' job satisfaction; (4) burnout does not have a positive effect on nurses' turnover intention; (5) job satisfaction has a significant negative effect on nurses' turnover intention. These findings can be a guidance for hospitals to improve their strategy in reducing nurses' job stress and burnout to improve nurses' job satisfaction and maintaining the nurses' turnover rate remains low."