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"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."

"Penelitian ini bertujuan untuk melihat hubungan lsquo;panggilan rsquo; dan POS terhadap kepuasan kerja pekerja media. Terdapat 101 pekerja media dari berbagai jenis media TV, radio, cetak, online yang menjadi responden dalam penelitian ini. Pada penelitian ini, kepuasan kerja diukur menggunakan MOAQ-JSS, lsquo;panggilan rsquo; diukur dengan Answered Occupational Calling Scale, dan POS diukur dengan menggunakan SPOS versi pendek. Penelitian ini menunjukkan bahwa POS b = .12, SE b = .02, p < .01 memengaruhi kepuasan kerja para pekerja media secara lebih kuat dibandingkan dengan pengaruh dari lsquo;panggilan rsquo; b = .09, SE b = .09,p.

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This study aimed to examine the correlation of calling and POS towards media workers rsquo job satisfaction. There were 101 media workers from various types of media TV, radio, printed, online who participated in this study. In this study, job satisfaction was measured using MOAQ JSS, calling was measured using Answered Occupational Scale, and POS was measured using short version of SPOS. This study showed that POS affect media workers rsquo job satisfaction more strongly b .12, SE b .02, p .01 than the effect from calling b .09, SE b .09, p."

"Penelitian ini bertujuan untuk mengetahui pengaruh perceived organizational support terhadap job satisfaction dan employee engagement. Perceived organizational support diukur menggunakan teori Eisenberger (2002) yang meliputi 3 (tiga) indikator berupa keadilan, dukungan atasan langsung, serta penghargaan dan kondisi kerja. Job satisfaction diukur menggunakan instrumen dari Michigan Organizational Assessment Questionnaire (MOAQ) (Cammann et al. dalam Nathan dan Gregory D., 2008). Sedangkan pengukuran employee engagement dalam penelitian ini menggunakan alat ukur UWES (Utrecht Work Engagement Scale) dengan 3 (tiga) indikator berupa vigor, dedication, dan absorption (Schaufeli, 2002). Penelitian kuantitatif ini memperoleh data melalui survei yang dilakukan kepada 88 orang responden, yang merupakan pegawai tetap Y University Group di PT Bank X (Persero) Tbk. dengan menggunakan teknik simple random sampling. Data tersebut kemudian dianalisis menggunakan analisis deskriptif dan analisis inferensial. Hasil yang diperoleh mengindikasikan bahwa perceived organizational support mempengaruhi job satisfaction dan employee engagement secara signifikan.

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This research aims to examine the effect of perceived organizational support on job satisfaction and employee engagement. Theory of Eisenberger (2002) which includes 3 (three) indicators, such as fairness, support from the Manager, rewards and work condition were used in order to measure the perceived organizational support. The instruments of Michigan Organizational Assessment Questionnaire (MOAQ) (Cammann et al. on Nathan and Gregory D., 2008) were used to measure job satisfaction, while to measure employee engagement, this research used UWES (Utrecht Work Engagement Scale) with 3 (three) indicators include vigor, dedication, and absorption (Schaufeli, 2002). This quantitative research collected data through a survey which was conducted on 88 permanent employees of Y University Group at PT Bank X (Persero) Tbk. by simple random sampling method. Data was analyzed using descriptive analysis and inferential analysis. This research found that perceived organizational support was significantly related with job satisfaction and employee engagement."

"Turnover pada tenaga kerja rumah sakit merupakan permasalahan manajemen sumber daya manusia kesehatan yang masih relatif tinggi di Indonesia, salah satunya terjadi di RS XYZ Kota Tangerang Selatan. Kejadian turnover diinisiasi dari adanya keinginan untuk keluar dari pekerjaan saat ini (turnover intention). Apabila tidak ditangani dengan tepat, turnover intention akan berdampak negatif pada kinerja organisasi, kegiatan operasional, dan kualitas pelayanan kesehatan di rumah sakit. Penelitian ini bertujuan untuk menganalisis pengaruh job satisfaction (kepuasan kerja) dan organizational commitment (komitmen organisasi) dengan kejadian turnover intention pada tenaga kesehatan dan tenaga penunjang/pendukung kesehatan di Rumah Sakit XYZ Kota Tangerang Selatan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei dan desain penelitian cross-sectional. Sampel penelitian ini sebanyak 113 tenaga kesehatan dan tenaga penunjang/pendukung kesehatan yang diperoleh dari metode proportionated stratified random sampling. Pengujian hipotesis menggunakan uji Anova, uji T-Test Independen, uji Kruskall wallis, dan uji Mann-Whitney pada uji bivariat serta analisis regresi linear berganda, uji T, uji F, dan analisis R2 pada uji multivariat. Hasil menunjukkan: 1) Terdapat hubungan signifikan antara status pernikahan (0,038 < 0,05) dan masa kerja (0,038 < 0,01) dengan turnover intention; 2) Tidak terdapat hubungan signifikan antara kepuasan kerja (0,425 > 0,05) dengan turnover intention; 3) Terdapat hubungan signifikan antara komitmen organisasi (0,0005 < 0,05) dengan turnover intention; 4) Secara simultan, kepuasan kerja, komitmen organisasi, dan karakteristik individu (status pernikahan dan masa kerja) (0,0005 < 0,005) memiliki pengaruh terhadap kejadian turnover intention dengan koefisien determinasi sebesar (R2) sebesar 0,195 yang menunjukkan pengaruh lemah. Keempat variabel secara simultan dapat mempredikasi kejadian turnover intention sebesar 19,5% dan 81,5% sisanya dipengaruhi oleh variabel lain yang tidak diuji dalam penelitian. Keterbatasan dalam penelitian ini terdapat pada ukuran skala netral yang tidak dapat menggambarkan dengan pasti apakah responden setuju atau tidak setuju sehingga distribusi responden dengan turnover intention yang tinggi belum tergambar secara jelas. RS disarankan untuk melakukan peninjauan kembali terkait kebijakan remunerasi, sosialisasi perhitungan gaji, memfasilitasi pelatihan dan pembinaan, serta melakukan pengukuran internal terkait turnover dan turnover intention.

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Turnover in the hospital workforce is a health human resource management problem that is still relatively high in Indonesia, one of which occurs in RS XYZ South Tangerang. The incidence of turnover is initiated by the desire to leave the current job (turnover intention). If not handled properly, turnover intention will have a negative impact on organizational performance, operational activities, and the quality of health services in the hospital. This study aims to analyze the effect of job satisfaction and organizational commitment with the incidence of turnover intention in health workers and support staff at RS XYZ South Tangerang. This study used a quantitative approach with survey method and cross-sectional research design. The sample of this study was 113 health workers and support staff obtained from proportionated stratified random sampling method. Hypothesis testing used Anova test, Independent T-Test, Kruskall wallis test, and Mann- Whitney test in bivariate test and multiple linear regression analysis, T-test, F-test, and R2 analysis in multivariate test. Results showed: 1) There is a significant relationship between marital status (0,038 < 0,05) and tenure (0,038 < 0,01) with turnover intention; 2) There is no significant relationship between job satisfaction (0,425 > 0,05) and turnover intention; 3) There is a significant relationship between organizational commitment (0,0005 < 0,05) with turnover intention; 4) Simultaneously, job satisfaction, organizational commitment, and individual characteristics (marital status and tenure) (0,0005 < 0,005) have an influence on the incidence of turnover intention with a coefficient of determination (R2) of 0,195 which indicates a weak influence. The four variables can simultaneously predict the incidence of turnover intention by 19,5% and the remaining 81,5% is influenced by other variables not tested in the study. The limitation in this study is the size of the neutral scale which cannot describe with certainty whether the respondent agrees or disagrees so that the distribution of respondents with high turnover intention has not been clearly illustrated. Hospitals are advised to review remuneration policies, socialize salary calculations, facilitate training and coaching, and conduct internal measurements related to turnover and turnover intention."

"Skripsi ini bertujuan untuk mengetahui pengaruh stress peran dan kepuasan kerja terhadap komitmen organisasi perawat di RS Sulianti Saroso. Ambiguitas peran, konflik peran dan kelebihan peran adalah indikator stress peran, sementara internal dan eksternal menjadi indikator kepuasan kerja. Subjek penelitian menggunakan 120 orang perawat. Penelitian ini dilakukan menggunakan 2 tahap penelitian yaitu tahap penelitian ekploratori dengan menyediakan presentasi terlebih dahulu di Instalasi Penelitian RSPI Sulianti Saroso yang menjadi subjek penelitian dan tahap survei menggunakan kuesioner. Data diolah menggunakan analisis regresi berganda. Dari hasil penelitian diketahui bahwa kepuasan kerja memiliki pengaruh positif terhadap komitmen organisasi, sementara stress peran memiliki pengaruh negatif terhadap komitmen organisasi.

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The motivation for this study was to investigate how role stress and job satisfaction among nurses could affect their organizational commitment. Role stressors (role ambiguity, role conflict and role overload) is used as indicator for role stress and internal job satisfaction (internal and external factors) is used to indicate the job satisfaction. Subject of this study were 120 nurses. The research consists of two stages of research, which is exploratory qualitative research by provide presentation overview of this study to Research Installation of RSPI Sulianti Saroso as research subject, and quantitative surveys using questionnaires processed by using multiple regression analysis. In this study, it was revealed that the effect of job satisfaction is positive to organizational commitment and the effect of role stress is negative to organizational commitment."

"Penelitian ini bertujuan untuk melihat hubungan antara kepuasan kerja dan komitmen organisasi pada pegawai negeri sipil di Kementrian X. Responden penelitian berjumlah 63 orang, dengan 38 laki-laki dan 25 perempuan (Musia=36,63 tahun, SD=1,1). Responden penelitian mengisi alat ukur job satisfaction survey yang mengukur kepuasan kerja dan affective, continuance, and normative commitment scales yang mengukur komitmen organisasi. Hasil menunjukkan adanya hubungan positif dan signifikan antara kepuasan kerja dan komitmen organisasi pada pegawai negeri sipil di Kementrian X.

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This study aimed to examine the relationship between job satisfaction and organizational commitment among government officials in Ministry X. Total respondents of this study were 63 people, consisted of 38 male respondents and 25 female respondents (Mage = 36,63 years, SD = 1,1). In this study, the participants filled in the job satisfaction survey as a tool to measure the job satisfaction, and affective, continuance, and normative commitment scales, that measure organizational commitment. The results showed a positive and significant relationship between job satisfaction and organizational commitment in the government officials in Ministry X."

"Penelitian ini bertujuan untuk menganalisis pengaruh job satisfaction dan organizational commitment terhadap turnover intention. Penelitian ini menggunakan pendekatan kuantitatif dengan jumlah sampel sebanyak 157 responden dari karyawan non manajer yang berstatus tetap pada PT. XYZ dengan metode non-probability sampling yaitu convenience sampling. Analisis data menggunakan metode simple regression dan multiple regression. Pengukuran variabel job satisfaction menggunakan pengukuran dari Spector (1997), variabel organizational commitment menggunakan teori dari Mowday et al, (1979), dan variabel turnover intention menggunakan teori dari Mobley (1978). Hasil pada penelitian ini menemukan bahwa job satisfaction memiliki pengaruh negatif dan signifikan terhadap turnover intention; organizational commitment yang juga memiliki pengaruh negatif dan signifikan terhadap organizational commitment; job satisfaction tidak berpengaruh secara parsial dan organizational commitment berpengaruh negatif signifikan secara parsial.

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This study aims to analyze the effect of job satisfaction and organizational commitment on turnover intention. This study uses a quantitative approach with a total sample of 157 respondents from non-manager employees who have permanent status at PT. XYZ with the non-probability sampling method, namely convenience sampling. Data analysis uses simple regression and multiple regression methods. Job satisfaction variable measurements using measurements from Spector (1997), organizational commitment variables using theories from Mowday et al, (1979), and turnover intention variables using theories from Mobley (1978). The results of this study found that job satisfaction has a negative and significant effect on turnover intention; organizational commitment which also has a negative and significant effect on organizational commitment; job satisfaction does not have a partial effect and organizational commitment have a significant negative effect partially."