Sutiknyo, Tommi Setiawan (2017) Pengaruh Praktik Pengembangan Karir Terhadap Turnover Intention (Studi Pada PT Tlatah Gema Anugrah Surabaya). Sarjana thesis, Universitas Brawijaya.
Abstract
Tujuan penelitian ini adalah untuk: (1) Mengetahui pengaruh penghargaan organisasi (X1) terhadap turnover intention (Y), (2) Mengetahui pengaruh pengembangan karir (X2) terhadap turnover intention (Y), (3) Mengetahui pengaruh dukungan supervisor (X3) terhadap turnover intention (Y), (4) Mengetahui pengaruh penghargaan organisasi (X1), pengembangan karir (X2) dan dukungan supervisor (X3) terhadap turnover intention (Y). Hipotesis penelitian adalah: H1 : Terdapat pengaruh penghargaan organisasi (X1) terhadap Turnover Intention (Y), H2 : Terdapat pengaruh pengembangan karir (X2) terhadap Turnover Intention (Y), H3 : Terdapat pengaruh dukungan supervisor (X3) terhadap Turnover Intention (Y) dan H4 : Terdapat pengaruh penghargaan organisasi (X1), pengembangan karir (X2) dan dukungan supervisor (X3) terhadap Turnover Intention (Y). Penelitian ini dilakukan dengan cara menyebarkan kuesioner kepada 60 responden yaitu karyawan staf di Direktorat Umum & HRD, Direktorat Keuangan, Direktorat Marketing dan Direktorat Tehnik PT Tlatah Gema Anugrah. Selanjutnya, data dianalisis dengan analisis regresi berganda dengan uji signifikan F dan t. Dari hasil analisis disimpulkan bahwa praktik pengembangan karir yang meliputi penghargaan organisasi, pengembangan karir dan dukungan supervisi secara simultan maupun parsial berpengaruh negatif signifikan terhadap turnover intention. Semakin tinggi variabel penghargaan organisasi, pengembangan karir dan dukungan supervisi secara simultan maupun parsial akan menurunkan variabel turnover intention. Pengaruh variabel penghargaan organisasi terhadap turnover intention sebesar 26.9%, sedangkan pengaruh variabel pengembangan karir terhadap turnover intention sebesar 38.4%, dan pengaruh variabel dukungan supervisi terhadap turnover intention sebesar 25.5%. Besarnya proporsi atau sumbangan variabel penghargaan organisasi, pengembangan karir dan dukungan supervisi secara simultan berpengaruh signifikan terhadap turnover intention sebesar 48.9% sedangkan sisanya 51.1% dipengaruhi oleh variable lain.
English Abstract
The purpose of this research is to (1) Find the influence of organizational reward (X1) to the turnover intention (Y), (2) Find the influence of career development (X2) to the turnover intention (Y), (3) Find the influence of supervisory support (X3) to the turnover intention (Y), (4) Find the influence of organizational reward (X1), career development (X2) and supervisory support (X3) to the turnover intention (Y). The research hypotheses are: H1: There is influence of organizational reward (X1) to the Turnover Intention (Y), H2 : There is influence of career development (X2) to the Turnover Intention (Y), H3 : There is influence of supervisory support (X3) to the Turnover Intention (Y), and H4 : There is influence of organizational reward (X1), career development (X2) and superior‟s support (X3) to the Turnover Intention (Y). The research was conducted by means of distributing questionnaire to 60 respondents of employees in the Directorate of General Affairs & Human Resource Division, Director of Finance, Director of Marketing and Directorate of Technique of PT Tlatah Gema Anugrah. Then, the data was analyzed using double regression analysis with F and t test. From the analysis result, it can be concluded that the practice of career development which includes organizational reward, career development and supervisory support has simultaneously and partially negative significant influence to the turnover intention. The higher the variable of organizational reward, career development and supervisory support, it will simultaneously and partially lower the turnover intention. Variable influence organizational reward to turnover intention of 26.9 % , while variable influence career development to turnover intention of 38.4 % , and variable influence supervisory support to turnover intention of 25.5 %. The proportion or contribution of variables of organizational reward, career development and supervisory support has simultaneously significant influence to the turnover intention of 48.9% while the remaining 51.1% is influenced by other variables.
| Item Type: | Thesis (Sarjana) |
|---|---|
| Identification Number: | SKR/FIA/2017/762/051708449 |
| Uncontrolled Keywords: | penghargaan organisasi, pengembangan karir, dukungan supervisor, turnover intention |
| Subjects: | 600 Technology (Applied sciences) > 658 General management > 658.3 Personnel management (human resource management) > 658.31 Elements of personnel management > 658.312 Conditions of employment, performance rating, utilization of personnel > 658.312 4 Education and training |
| Divisions: | Fakultas Ilmu Administrasi > Ilmu Administrasi Bisnis / Niaga |
| Depositing User: | Kustati |
| Date Deposited: | 22 Sep 2017 02:18 |
| Last Modified: | 09 Dec 2020 16:00 |
| URI: | http://repository.ub.ac.id/id/eprint/2837 |
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