[
ABSTRAKPenelitian ini berfokus pada pengaruh person-job fit dan job satisfaction terhadap
turnover intention pada Officer Development Program (ODP) generasi Y di Bank
ABC. Penelitian ini menggunakan tipe penelitian yang bersifat terapan, kualitatif
dan kuantitatif dengan jumlah responden sebanyak 200 orang. Peneliti
mengadaptasi alat ukur yang dikembangkan oleh Carmeli & Weisberg (2006)
untuk variabel turnover intention dan Saks & Ashfortg (1997) untuk variabel
person-job fit serta alat ukur The Job Satisfaction Survey (JSS) yang dikemukakan
oleh Spector (1997). Analisa data pada penelitian ini menggunakan analisa
statistika deskriptif, dan multiple regretion. Dari analisa data dapat disimpulkan
bahwa : 1) terdapat pengaruh yang signifikan antara person-job fit terhadap
turnover intention pada karyawan ODP generasi Y Bank ABC; 2) terdapat
pengaruh yang signifikan antara job satisfaction terhadap turnover intention pada
karyawan ODP generasi Y Bank ABC; 3) dimensi yang paling berpengaruh
terhadap turnover intention adalah dimensi tuntutan atau atribut pekerjaan pada
variabel person-job fit dengan tingkat signifikansi sebesar 0,001 dan dimensi gaji,
promosi dan rekan kerja pada variabel job satisfaction dengan tingkat signifikansi
sebesar 0,006; 0,014 dan 0,028; 4) untuk mengatasi permasalahan turnover
intention yang terjadi pada karyawan ODP generasi Y Bank ABC, maka
rancangan intervensi yang akan digunakan pada penelitian ini adalah pelatihan
interpersonal relationship for ODP generasi Y Bank ABC. Adapun rancangan
intervensi ini akan di evaluasi hingga level 3, yaitu perubahan perilaku.
ABSTRACTThis research focusing enhacement of person-job fit and job satisfaction toward
the decline of turnover intention through interpersonal relationship intervention on
generation Y ODP at ABC Bank. This research uses aplicative and quantitative
type of research with the amount of two hundred respondents. The researcher
adapted the measurement tool developed by Carmeli & Weisberg (2006) for
turnover intention variable and Saks & Ashfortg (1997) for person-job fit variable
and The Job Satisfaction Survey (JSS) measurement tool proposed by Spector
(1997). Data analysis in this research using descriptive statistic analysis, and
multiple regretion. From the data analysis it can be concluded that: 1) there is a
significant influence between person-job fit toward turnover intention on
Generation Y employee in ODP at ABC Bank; 2) there is a significant influence
between job satisfaction toward turnover intention on generation Y employee in
ODP at ABC Bank; 3) the most influencing dimension toward turnover intention
is requirement dimension or job attribute in person-job fit with a significance level
of 0.001 and salary dimension, promotion and co-worker on job satisfaction
variable with a significance level of 0.006; 0.014 and 0.028; 4) to overcome
turnover intention problem that happened on Generation Y employee in ODP at
ABC Bank, the design of intervention that will be used is interpersonal
relationship training for ODP generation Y at ABC Bank. Furthermore this design
of intervention will be evaluated to level 3, which is change behavior;This research focusing enhacement of person-job fit and job satisfaction toward
the decline of turnover intention through interpersonal relationship intervention on
generation Y ODP at ABC Bank. This research uses aplicative and quantitative
type of research with the amount of two hundred respondents. The researcher
adapted the measurement tool developed by Carmeli & Weisberg (2006) for
turnover intention variable and Saks & Ashfortg (1997) for person-job fit variable
and The Job Satisfaction Survey (JSS) measurement tool proposed by Spector
(1997). Data analysis in this research using descriptive statistic analysis, and
multiple regretion. From the data analysis it can be concluded that: 1) there is a
significant influence between person-job fit toward turnover intention on
Generation Y employee in ODP at ABC Bank; 2) there is a significant influence
between job satisfaction toward turnover intention on generation Y employee in
ODP at ABC Bank; 3) the most influencing dimension toward turnover intention
is requirement dimension or job attribute in person-job fit with a significance level
of 0.001 and salary dimension, promotion and co-worker on job satisfaction
variable with a significance level of 0.006; 0.014 and 0.028; 4) to overcome
turnover intention problem that happened on Generation Y employee in ODP at
ABC Bank, the design of intervention that will be used is interpersonal
relationship training for ODP generation Y at ABC Bank. Furthermore this design
of intervention will be evaluated to level 3, which is change behavior, This research focusing enhacement of person-job fit and job satisfaction toward
the decline of turnover intention through interpersonal relationship intervention on
generation Y ODP at ABC Bank. This research uses aplicative and quantitative
type of research with the amount of two hundred respondents. The researcher
adapted the measurement tool developed by Carmeli & Weisberg (2006) for
turnover intention variable and Saks & Ashfortg (1997) for person-job fit variable
and The Job Satisfaction Survey (JSS) measurement tool proposed by Spector
(1997). Data analysis in this research using descriptive statistic analysis, and
multiple regretion. From the data analysis it can be concluded that: 1) there is a
significant influence between person-job fit toward turnover intention on
Generation Y employee in ODP at ABC Bank; 2) there is a significant influence
between job satisfaction toward turnover intention on generation Y employee in
ODP at ABC Bank; 3) the most influencing dimension toward turnover intention
is requirement dimension or job attribute in person-job fit with a significance level
of 0.001 and salary dimension, promotion and co-worker on job satisfaction
variable with a significance level of 0.006; 0.014 and 0.028; 4) to overcome
turnover intention problem that happened on Generation Y employee in ODP at
ABC Bank, the design of intervention that will be used is interpersonal
relationship training for ODP generation Y at ABC Bank. Furthermore this design
of intervention will be evaluated to level 3, which is change behavior]
T41793-Nelly Rachmawati Lubis.pdf :: Unduh