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Abstrak :
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. ......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.

Abstrak :
Tesis ini dilakukan untuk mengetahui hubungan antara kepuasan kerja dan efektivitas komunikasi interpersonal atasan-bawahan melalui intervensi pelatihan komunikasi interpersonal untuk supervisor di PT X. Alat ukur Kepuasan Kerja (Spector, 1997) dengan α = .897 dan Efektivitas Komunikasi Interpersonal (DeVito, 1996) dengan α = .891. Hasil uji korelasi Pearson terhadap 39 karyawan non-supervisory level, adalah terdapat hubungan signifikan antara kepuasan kerja dan efektivitas komunikasi interpersonal atasan-bawahan ( r = .451 dan signifikansi .004, p< .05). Peneliti memberikan intervensi pelatihan komunikasi interpersonal bagi supervisor untuk meningkatkan efektivitas komunikasi interpersonal antara atasan dan bawahan. Sosialisasi kepada manajemen perusahaan dilakukan untuk menggantikan program pelatihan yang direncanakan. Tanggapan menejemen terhadap program pelatihan ini ialah cukup bagus karena memaparkan secara lengkap agenda pelatihannya. Dengan demikian, pelatihan komunikasi interpersonal sesuai untuk meningkatkan efektivitas komunikasi interpersonal pada supervisor di PT.X. Walaupun demikian, manajemen perlu melakukan pelatihan yang sudah diprogramkan secara konsisten. ......The research was performed to observe relationship of job satisfaction and superior-subordinate interpersonal communication effectivity through interpersonal communication training at PT.X. The reliability of Job Satisfaction Survey (Spector, 1997) is .897 and the reliability of interpersonal communication effectivity (DeVito, 1996) is .891. The result of Pearson Correlation from 39 non-supervisory employees, there is a significant relationship between job satisfaction and superior-subordinate interpersonal communication effectivity (r = .451 and significance score of .004, p< .05). Researcher planned to intervene by interpersonal communication training for supervisor to improve communication interpersonal effectivity between superior and subordinate. Socialization to the management about the intervention was held as substitution of the training itself. Management said that the intervention program is good enough to apply because the researcher described from training stage to evaluation stage. The conclusion is interpersonal communication training for supervisor is suitable to improve superior-subordinate interpersonal communication effectivity. However, management still needs to hold the programmed training constantly.