Pengaruh Stres Kerja, Kepuasan Kerja Dan Komitmen Organisasi Terhadap Turnover Intention Pada PT Tou Rubber Indonesia

Putri, Salma Nabila (2024) Pengaruh Stres Kerja, Kepuasan Kerja Dan Komitmen Organisasi Terhadap Turnover Intention Pada PT Tou Rubber Indonesia. Sarjana (S1) thesis, Universitas Islam "45" Bekasi.

	Text PENDAHULUAN_Salma Nabila_41183402180122_Skripsi Final.pdf Download (1MB)
	Text BAB I_Salma Nabila_41183402180122_Skripsi Final.pdf Download (356kB)
	Text BAB II_Salma Nabila_41183402180122_Skripsi Final.pdf Restricted to Repository staff only Download (369kB) | Request a copy
	Text BAB III_Salma Nabila_41183402180122_Skripsi Final.pdf Restricted to Repository staff only Download (299kB) | Request a copy
	Text BAB IV_Salma Nabila_41183402180122_Skripsi Final.pdf Restricted to Repository staff only Download (570kB) | Request a copy
	Text BAB V_Salma Nabila_41183402180122_Skripsi Final.pdf Download (156kB)
	Text DAFTAR PUSTAKA_Salma Nabila_41183402180122_Skripsi Final.pdf Download (149kB)

Abstract

This research was conducted to find out the effect of job stress, job satisfaction and organizational commitment on employee turnover intention at PT Tou Rubber Indonesia. This research is causal associative research using a quantitative approach. The number of samples many as 95 respondents. The number of samples was determined by the slovin formula. The sampling technique used was purposive sampling. This research used primary data, quantitative data collected through questionnaires and then processed with the Statistical Product and Service Solutions (SPSS) version 25 program. The analysis technique used was multiple linear regression models. The results showed that job stress had a positive and significant effect (β1=0,263; t count=3,947; sig=0,000) on employee turnover intention, job satisfaction had a negative and significant effect (β2=0,185; t count=-2,064; sig=0,042) on turnover intention, while organizational commitment had a negative and significant effect (β3=-0,320; t count=-4,365; sig= 0,000) on turnover intention. In addition, 54,6% of turnover intention can be explained and obtained from job stress, job satisfaction and organizational commitment, while the rest is explained by other variables outside the variables studied.

Actions (login required)

View Item