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"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."

"Penelitian ini dilakukan terhadap 120 karyawan yang bekerja di salah satu perusahaan jasa minyak dan gas terbesar di Jakarta, Indonesia. Pengaruh antara kepuasan kerja, komitmen organisasional terhadap turnover intentions diteliti untuk mengetahui pengaruh secara statistik. Hasil penelitian ini mendukung hipotesis semua hipotesis yang di uji. Kepuasan Kerja mempunyai pengaruh positif dengan ketiga dimensi komitmen organisasional dan turnover intentions memiliki pengaruh negatif dengan komitmen organisasi dan memiliki pengaruh yang signifikan dan negatif dengan kepuasan kerja.

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This study conducted on 120 employees from one of the biggest oil and gas services companies in Jakarta, Indonesia. The relationship among job satisfaction, organizational commitment and turnover intention are investigated to determine statistically significant relations. The results of the study support the hypotheses. Job Satisfaction has a positive relationship with three dimensions of organizational commitment and turnover intention has a negative relationship with organizational commitment and has a significant and negative relationship with job satisfaction."

"Pergantian pekerja yang disebabkan oleh voluntary turnover dapat terjadi sangat cepat di dalam sebuah organisasi. Voluntary turnover yang sangat cepat dikaitkan dengan kualitas individu sebagai pekerja dalam menghadapi tantangan kerja di industri. Psychological capital dan social capital perlu dimiliki oleh individu sebagai pekerja. Penelitian ini bertujuan untuk menganalisis pengaruh psychological capital dan social capital karyawan terhadap job satisfaction, organizational commitment, dan turnover intention. Sebanyak 415 kuesioner online dikumpulkan dan dianalisis menggunakan analisis jalur Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa psychological capital memiliki efek positif pada job satisfaction. Psychological capital memiliki efek tidak langsung terhadap turnover intention melalui job satisfaction dan organizational commitment. Sedangkan, social capital dapat mempengaruhi job satisfaction, organizational commitment, dan turnover intention secara langsung. Selain itu, social capital juga dapat mempengaruhi turnover intention melalui mediasi job satisfaction dan organizational commitment.

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The change of workers caused by voluntary turnover can occur very quickly within an organization. Voluntary turnover was very quickly associated with the quality of individuals as workers in facing work challenges in the industry. Psychological capital and social capital need to be owned by individuals as workers. This study aims to analyze the effect of psychological capital and social capital of employees on job satisfaction, organizational commitment, and turnover intention. A total of 415 online questionnaires were collected and data analyzed using Structural Equation Modeling (SEM) path analysis. The results showed that psychological capital has a positive effect on job satisfaction. Psychological capital also has an indirect effect on turnover intention through job satisfaction and organizational commitment. Meanwhile, social capital can affect job satisfaction, organizational commitment, and turnover intention directly. Social capital also can affect turnover intention through job satisfaction and organizational commitment as mediators.

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"Penelitian ini bertujuan untuk mengetahui komitmen organisasi dan hubungannya dengan kepuasan kerja dan motivasi. Penelitian ini dilakukan di Pusat Pendidikan dan Pelatihan Tenaga Kesehatan Badan PPSDM Kesehatan, Kementerian Kesehatan RI, pada bulan Maret sampai dengan Juni 2013. Metode yang dipakai dalam penelitian ini adalah kuantitatif dengan desain cross sectional, melibatkan 80 responden. Kuesioner yang dipakai dalam penelitian ini adalah kuesioner tertutup dan telah diuji validitas dan reliabilitasnya dengan teknik analisa faktor dan teknik cronbach alpha. Pengujian hipotesis dilakukan dengan analisa faktor dan uji korelasi Pearson, serta analisis regresi linier berganda melalui teknik komputasi. Hasil penelitian menunjukkan bahwa komitmen organisasi cukup tinggi pada pegawai Pusat Pendidikan dan Pelatihan Badan PPSDM Kesehatan. Hasil uji statistik menunjukkan adanya hubungan antara Kepuasan kerja dengan komitmen organisasi, tidak ada hubungan antara motivasi dengan komitmen organisasi. Berdasarkan hasil penelitian, peneliti menyarankan agar instansi meningkatkan komitmen organisasi pegawai melalui faktor-faktor pembangun kepuasan kerja.

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The objective of this study was to investigate organizational commitment and its relationship with job satisfaction and motivation. The study conducted in Center of Education and Training of Health Manpower, Board of Development and Empowerment of Health Human Resources in 2013, on March until June 2013. The research used quantitative method with cross-sectional design, involved 80 respondent. The data was collected through a closed questionnaires. The reliability and validity instrument had been tested using factor analysis and cronbach alpha technic. Factor analysis, Pearson‟s Correlation and Multiple linear regression analysis used to tested the hypotheses through computation technic. The results showed that employees‟ organizational commitment high enough. Statistical test results showed an association between job satisfaction with organizational commitment but there is no relationship between motivation and organizational commitment. Based on the research results, the researchers suggested that the Center of Education and Training of Health Manpower, Board of Development and Empowerment of Health Human Resources improve employee‟s organizational commitment by factors of job satisfaction."

"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 mengetahui hubungan antara kepuasan kerja dan komitmen organisasi. Penelitian ini menggunakan pendekatan kuantitatif yang bersifat eksplanatif. Sampel dalam penelitian ini yaitu 84 pegawai PKWT tenaga kependidikan di lingkungan Universitas Indonesia yang telah bekerja lebih dari satu tahun. Kepuasan kerja diukur menggunakan Job Satisfaction Survey (JSS) yang terdiri dari delapan dimensi (Spector, 1997), sedangkan komitmen organisasi diukur menggunakan Organizational Commitment Scale yang terdiri dari tiga dimensi (Meyer dan Allen, 1991). Penelitian ini menggunakan analisis korelasi Spearman yang didukung dengan pengujian hipotesis korelasi Spearman menggunakan uji-Z. Hasil dari penelitian ini menunjukkan bahwa terdapat hubungan yang lemah dan positif antara kepuasan kerja dan komitmen pegawai PKWT di lingkungan Universitas Indonesia.

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This research aims to examine the relationship between job satisfaction and organizational commitment. This research use quantitative approach explanatif. The sample of this research is 84 employees PKWT especially employee educational in environment University of Indonesia who had been worked for more than a year. Job satisfaction were used to measure the Job Satisfaction Survey (JSS) that consist of eight dimensions (Spector, 1997), while organizational commitment were used to measure Organizational Commitment Scale that consist of three dimensional (Meyer and Allen, 1991). This research use Spearman correlation analysis were supported by the Spearman correlation hypothesis tested using Z-test. The results of this research show that there is a weak and a positive relationship between job satisfaction and organizational commitment on employee PKWT at the University of Indonesia"

"Penelitian ini bertujuan untuk meneliti pengaruh perceived organizational support dan self-efficacy terhadap training transfer yang dimediasi oleh job satisfaction di BUMN di bidang transportasi gas bumi. Penelitian ini dilakukan terhadap 337 pekerja di perusahaan tersebut. Data yang didapatkan dari responden kemudian diolah dan dianalisis menggunakan metode structural equation modelling. Hasil penelitian ini menunjukkan bahwa job satisfaction tidak signifikan memediasi perceived organizational support dan self-efficacy terhadap training transfer. Namun ditemukan perceived organizational support maupun self-efficacy memiliki pengaruh signifikan terhadap training transfer, yang sesuai penelitian sebelumnya, bahwa baik work environment maupun trainee characteristics mempengaruhi implementasi hasil training di lingkungan kerja.

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This research has an objective to investigate the factors of perceived organizational support and self efficacy on training transfer that mediating by job satisfaction. This study was conducted in a state owned company in the gas natural transportation. To test the hypothesis, 337 employees completed the online questionnaire. Data analysis was conducted using structural equation modelling.

The result did not support the assumption, which job satisfaction was not mediating perceived organizational support and self efficacy on training transfer. Meanwhile, both perceived organizational support and self efficacy have a significant impact on training transfer, whereas the result is the same with the previous studies."

"Penelitian ini bertujuan untuk menganalisis pengaruh kepuasan kerja terhadap komitmen keorganisasian pegawai tetap generasi milenial di wilayah DKI Jakarta. Komitmen organisasi terdiri dari tiga variabel terikat, yaitu komitmen afektif, komitmen berkelanjutan, dan komitmen normatif. Teknik pengambilan sampel yang digunakan adalah purposive non-probability sampling dan diperoleh sebanyak 139 sampel yang dianalisis menggunakan software SPSS 25. Peneliti menggunakan analisis statistik deskriptif untuk mendeskripsikan responden, mengukur tendensi sentral, dan mengukur variabilitas jawaban responden. Peneliti menggunakan analisis regresi sederhana untuk menguji pengaruh variabel bebas, kepuasan kerja, terhadap ketiga variabel komitmen organisasi. Hasil penelitian menunjukkan bahwa kepuasan kerja berpengaruh positif dan signifikan terhadap komitmen afektif, komitmen berkelanjutan dan komitmen normatif.

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This study aims to analyze the effect of job satisfaction on the organizational commitment of millennial generation permanent employees in the DKI Jakarta area. Organizational commitment consists of three dependent variables: affective commitment, continuance commitment, and normative commitment. The sampling technique used is purposive non-probability sampling and obtained as many as 139 samples which were analyzed using SPSS 25 software. The researcher uses descriptive statistical analysis to describe the respondents, measure central tendency, and measure the variability of the respondent's answers. Researchers used simple regression analysis to test the effect of the independent variable, job satisfaction, on the three variables of organizational commitment. The results show that job satisfaction positively and significantly affects affective, continuance, and normative commitment."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari kepuasan kerja terhadap komitmen organisasi, pengaruh dari keterikatan kerja terhadap komitmen organisasi, dan pengaruh secara bersama-sama antara kepuasan kerja dan keterikatan kerja terhadap komitmen organisasi pada Pegawai Negeri Sipil di sebuah organisasi pemerintahan yaitu Badan Pengawasan Keuangan dan Pembangunan (BPKP) Pusat. Hipotesis di uji menggunakan data yang diambil dari 310 sampel PNS di BPKP Pusat dengan menggunakan kuesioner. Dalam penelitian ini, peneliti melakukan analisis deskriptif, uji beda mean (rata-rata), analisis regresi linier sederhana (simple regression) dan analisis regresi linier berganda (multiple regression analysis).Selanjutnya, hasil yang didapatkan melalui regresi linier sederhana (simple regression) menunjukkan hipotesis pertama diterima, artinya terdapat pengaruh positif dan signifikan antara kepuasan kerja terhadap komitmen organisasi pada PNS di BPKP Pusat. Kemudian, untuk hipotesis kedua diterima, artinya terdapat pengaruh positif dan signifikan antara keterikatan kerja terhadap komitmen organisasi pada PNS di BPKP Pusat, dan hipotesis ketiga yang didapatkan melalui regresi linier berganda (multiple regression) juga diterima, artinya terdapat pengaruh secara bersama-sama antara kepuasan kerja dan keterikatan kerja terhadap komitmen organisasi pada PNS di BPKP Pusat.

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This study aims to determine the effect of job satisfaction on organizational commitment, the effect of work engagement on organizational comiitment, and joint effect between job satisfaction and work engagement on organizational commitment to civil servants in a government organization that is Financial and Development Supervisory Board. Hypotheses were tested using data taken from samples of 310 civil servants using questionnaires. In this study, the authors conducted a descriptive analysis, mean difference test, simple regression analysis, and multiple regression analysis.

Furthermore, the results obtained by simple regression showed the first hypothesis is accepted, it means there is positive and significant impact between job satisfaction on organizational commitment of civil servants in Financial and Development Supervisory Board. Then, the second hypothesis is accepted, it means there is positive and significant impact between work engagement on organizational commitment of civil servants in Financial and Development Supervisory Board, and the third hypothesis obtained by multiple regression was also accepted, it means there are joint impact between job satisfaction and work engagement on organizational commitment of civil servants in Financial and Development Supervisory Board."

"Penelitian ini bertujuan untuk menguji pengaruh kepuasan kerja auditor, komitmen organisasi, dan budaya organisasi terhadap keinginan berpindah kerja auditor. Penelitian ini menggunakan data primer dengan responden sebanyak 211 auditor yang aktif bekerja pada 20 KAP berbeda. Penelitian ini menemukan hanya variabel budaya organisasi yang berpengaruh negatif terhadap keinginan berpindah kerja. Pengujian dengan memisahkan KAP Besar dan KAP Kecil menunjukkan hasil: 1.) Kepuasan kerja tidak terbukti berpengaruh terhadap keinginan berpindah kerja. 2.) Komitmen organisasi berpengaruh negatif hanya pada KAP Kecil. 3.) Budaya organisasi berpengaruh negatif hanya pada KAP Besar.

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This study aimed to examine the effect of auditor job satisfaction, organizational commitment, and organizational culture on turnover intentions auditor's work. This study uses primary data with as many as 211 respondents auditor who is actively working on 20 different KAP. The research found only organizational culture variables that negatively affect labor turnover intentions. Testing by separating KAP Large and Small Firm shows the results: 1.) Job satisfaction is not proven effect on job turnover intentions. 2.) Commitment organizations negative effect only on Small KAP. 3.) The organizational culture only on the negative effect of the KAP."