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"Kebijakan perusahaan yang tidak sesuai dengan kebutuhan dan harapan pekerja akan berdampak buruk pada sikap kerja pekerjanya. Adapun dampak yang ditimbulkan dari kepuasan dan ketidakpuasan akan berpengaruh terhadap keluarnya pekerja (turnover). Organisasi yang sukses adalah organisasi yang mampu mempertahankan tingkat turnover dalam level yang paling rendah. PT. Agromedia sebagai perusahaan yang memiliki bisnis pada bidang penerbit dan berkembang maka SDM memang menjadi faktor utama bagi kesuksesan perusahaan. Namun kenyataannya, tingkat turnover pada tahun 2010 yaitu rata-rata 8% per bulan dan divisi marketing dianggap sebagai critical skill yang merupakan orang-orang yang menjalankan roda perusahaan menyumbangkan hampir setengah turnover perusahaan yakni 45% per tahun.Penelitian ini bertujuan untuk mengetahui hubungan kebijakan pengembangan karir terhadap intensi turnover karyawan di divisi marketing PT. Agromedia. Variabel terikat (dependent variabel/ Y) yaitu intensi turnover dan variabel bebas (independent variabel/ X) yaitu pengembangan karir. Populasi dalam penelitian ini adalah karyawan marketing PT. Agromedia sebanyak 472 orang dan sampel sebanyak 217 orang. Metode penelitian ini menggunakan kuantitatif dan kualitatif (mixed methodology).Hasil analisis instrumen menunjukkan bahwa intensi turnover terdiri dari 16 item yang menunjukkan 14 item yang valid dan 2 item yang gugur dengan reliabel sebesar 0,950. Sedangkan pernyataan pengembangan karir terdiri dari 22 item menunjukan 20 item yang valid dan 2 item yang gugur dengan reliabel sebesar 0,886. Berdasarkan hasil analisis korelasi antara kebijakan pengembangan karir dengan intensi turnover diperoleh Zhitung = 7,771 > Ztabelm = 1,96 maka H0 ditolak dan H1 diterima.Berdasarkan hasil analisis data, maka diambil kesimpulan bahwa ada hubungan antara kebijakan pengembangan karir terhadap intensi turnover karyawan di divisi marketing PT. Agromedia. Dengan mengetahui hubungan kebijakan pengembangan karir terhadap intensi turnover karyawan di divisi marketing PT. Agromedia maka peneliti memberikan beberapa saran sebagai berikut : mengkomunikasikan visi dan misi perusahaan pada tingkat terendah dalam struktur organisasi perusahaan, melakukan coaching dan mentoring, memberikan pelatihan sesuai dengan kompetensi yang dimiliki setiap karyawan.

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Company policy that does not fit with the worker?s needs and expectations will have a negative impact on work attitude. As for the impact of satisfaction and dissatisfaction will affect the discharge of workers (turnover). Successful organizations are organizations that are able to maintain the level of turnover in the lowest level . PT. Agromedia, as the company that owns a business in the field of publishing, is develop and seen as the human resources is a major factor the success of the company. In reality, the turnover rate in 2010 is average of 8% per month and the marketing division which is considered as a critical skill in ranning the company is contributing for almost half of turnover per year.The purpose of reserche is to determine the relationship of career development policy toward the turnover intentions of employees in the division of marketing at PT. Agromedia. The dependent variable (Y) is turnover intentions, and the independet variables (X) is career development. The populations in this study are marketing employees of PT. Agromedia as many as 472 people and the sample is 217 people. The method of this study is using quantitative and qualitative (mixed methodology).The analysis showed that the turnover intentions, consist of 16 items, is 14 valid items and 2 unvalid items with reliable of 0,950. Whereas the career development, consists of 22 items, showed that 20 items are valid and the other 2 items aren?t valid, with reliable of 0,886. Based on the analysis of the correlation between career development policy with the intention of turnover obtained Zhitung = 7,771 > Ztabel = 1,96, then H0 refused and H1 accepeted.Based on results of data analysis, the conclusion drawn that there is a relationship between the policy intention of the career development of staff turnover in the division of marketing PT. Agromedia. By knowing the relationship of career development policy of the turniver intentions of employees in the division of marketing PT. Agromedia the investigators provided some suggestions as follows : communicating the vision and mission of the company at its lowest level in the company?s organizational structure, conducting coaching and mentoring, providing training in accordance with the competency of each employee."

"PT. X merupakan perusahaan elektronik yang masih tetap exist meskipun industri elektronik Indonesia saat ini sedang melemah. Hal ini terbukti dari dua perusahaan elektronik raksasa asal Jepang menutup pabriknya di Indonesia, yaitu Panasonic dan Toshiba. Dalam pengembangan karir, PT. X memiliki pendidikan dan pelatihan yang dapat diikuti oleh para karyawan pada setiap jabatan. Sementara work-life balance PT. X di Indonesia tidak mengikuti program work- life balance yang dimiliki oleh PT. X di Jepang. Hal ini yang kemudian dianggap membuat tingkat turnover pada PT. X terutama divisi sales and marketing menjadi tinggi. Sedangkan salah satu cara dalam retensi karyawan yaitu dengan melakukan pengembangan karir yang terstruktur dan fasilitas work-life balance yang mendukung. Pendekatan penelitian ini adalah kuantitatif dengan menggunakan data primer berupa kuesioner untuk menggambarkan pengaruh antara pengembangan karir, work-life balance, dan retensi karyawan. Populasi survey dalam penelitian ini adalah PT. X dan populasi target dalam penelitian ini adalah seluruh karyawan divisi sales and marketing PT. X yang berjumlah 60 orang. Hasilnya pengembangan karir dan work-life balance berpengaruh secara positif terhadap retensi karyawan pada PT. X divisi sales and marketing.

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PT. X is an electronic company that still exists even though the Indonesianelectronics industry is currently weakening. This is evident from two giantelectronics companies from Japan closed its factory in Indonesia, namelyPanasonic and Toshiba. In career development, PT. X has the education andtraining that employees can follow in every position. While work life balance ofPT. X in Indonesia does not follow the work life balance program owned by PT. X in Japan. This is then considered to make the turnover rate at PT. X especiallythe sales and marketing division is high. While one way in employee retention isto do a structured career development and work life balance support facilities. This research approach is quantitative by using primary data in the form ofquestionnaire to describe the influence of career development, work life balance,and employee retention. Population survey in this research is PT. X and the targetpopulation in this study are all employees of sales and marketing division of PT.X which amounts to 60 people. The result of career development and work lifebalance positively affect employee retention at PT. X sales and marketingdivision."

"Penelitian ini bertujuan untuk mengetahui hubungan motivasi intrinsik dengan intervensi turnover pada karyawan di Divisi X PT ABC serta bentuk intervensi yang sesuai dalam meningkatkan motivasi intrinsik karyawan. Penelitian dilakukan pada 103 orang karyawan. Pengukuran intensi turnover menggunakan kuesioner intensi turnover 2012 dan pengukuran motivasi intrinsik menggunakan subskala interest/enjoymet pada intrinsic motivation inventory 1982 . Hasil penelitian menunjukkan bahwa motivasi intrinsik secara signifikan berkorelasi negatif dengan intensi turnover r = -.51, p < .01 . Berdasarkan hasil tersebut, rancangan intervensi yang sesuai untuk meningkatkan motivasi intrinsik adalah job crafting yang diberikan melalui program workshop. Hasil evaluasi tim SDM mengenai rancangan program intervensi menunjukkan bahwa program intervensi sesuai diterapkan di organisasi.

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This study aims to determine relationship of intrinsic motivation and turnover intervention on employees in Division X PT ABC as well as appropriate intervention program to improve employee rsquo s intrinsic motivation. The study was conducted on 103 employees. Measurement of turnover intentions is performed using the turnover intention questionnaire 2012 and intrinsic motivation measurement is performed using interest enjoymet subscale on intrinsic motivation inventory 1982 . The results showed that intrinsic motivation was significantly correlated with turnover intention r .51, p"

"Penelitian ini bertujuan untuk mengetahui hubungan perceived organizational support POS dan intensi turnover karyawan. Hasil penelitian terhadap 103 karyawan di Divisi B PT MI menunjukkan bahwa terdapat hubungan yang signifikan antara POS dan intensi turnover. Koefisien korelasi yang didapatkan sebesar -0,51 dengan nilai signifikansi 0,00 p

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This study aims to determine the relationship of perceived organizational support POS and employee turnover intentions. The result of the research on 103 employees in Division B of PT MI shows that there is a significant relationship between POS and turnover intention. The correlation coefficient obtained was 0.51 with a significance value of 0.00 p"

"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.

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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."

"Tujuan dari penelitian ini adalah mengetahui faktor yang paling mempengaruhi intensi turnover karyawan PT X dan mendesain rancangan intervensi untuk mengatasi permasalahan tersebut. Penelitian ini menggunakan pendekatan kuantitatif. Hasil penelitian menunjukkan bahwa komitmen organisasi memiliki pengaruh paling besar mempengaruhi intensi turnover, dan komponen yang paling rendah adalah pada normative commitment. Hal ini menunjukkan bahwa karyawan tidak merasa memiliki kewajiban untuk tetap bekerja di perusahaan. Normative commitment dapat dibentuk dengan memberikan pelatihan di awal dan promosi. Oleh karena itu, intervensi yang diusulkan adalah perencanaan dan pengembangan karir karyawan, khususnya talen, untuk meningkatkan komitmen organisasi untuk menurunkan intensi turnover karyawan PT X.

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The purpose of this study is to determine the factor that most influences the employees? turnover intention in PT X and to design interventions to overcome this problem. This study uses a quantitative approach. The results showed that organizational commitment is the factor that most influences the turnover intention. Measurements showed that the level of normative commitment of employees is the lowest component of organization commitment, which means the employees feel that they do not have any obligations to keep working at the company. Therefore, the proposed intervention is career planning and development program, particularly for talents, to improve organizational commitment in order to reduce turnover intention of employees of PT X."

"Penelitian ini bertujuan untuk mengetahui pengaruh pemberdayaan psikologis terhadap intensi turnover karyawan. Hasil diagnosis awal permasalahan organisasi melalui wawancara menunjukkan bahwa karyawan Divisi X PT MI merasa kurang mampu menghadapi perubahan internal dan eksternal perusahan sehingga memutuskan keluar dari perusahaan atau menunjukkan performa kerja yang stagnan. Berdasarkan studi literatur dan penelitian terdahulu, intensi turnover dipengaruhi oleh pemberdayaan psikologis yang rendah. Pengukuran dilakukan menggunakan kuesioner intensi turnover dari Mobley sejumlah 10 aitem (α = 0.83) dan kuesioner pemberdayaan psikologis dari Spreitzer sejumlah 12 aitem (α =0.74). Hasil penelitian pada 103 orang karyawan dengan menggunakan regresi linear menunjukkan pemberdayaan psikologis berhubungan secara negatif signifikan terhadap intensi turnover (r =0.19, p <0.05). Hal ini berarti peningkatan pada pemberdayaan psikologis akan menurunkan intensi turnover. Hasil penelitian menjadi dasar untuk perancangan intervensi yang bertujuan menguatkan pemberdayaan psikologis karyawan. Rancangan intervensi berupa workshop Self Empowerment melalui pendekatan Appreciative Inquiry yang diharapkan dapat menurunkan intensi turnover karyawan.

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This study aims to determine the influence of psychological empowerment to turnover intention. Initial diagnosis through interviews shows that employees of Division X PT MI felt less competent to face internal and external changes, so they decided to leave the company or showed stagnant work performance. Based on literature and previous studies, turnover intention were influenced by low psychological empowerment. Variables were measured through turnover intention questionnaire from Mobley with 10 items (α = 0.83) and psychological empowerment questionnaire from Spreitzer with 12 items (α = 0.74). The result from 103 employees using linear regression showed psychological empowerment has significant negative correlation to turnover intention (r = -0.19, p < 0,05). This research showed that psychological empowerment increase will decrease turnover intention. Based on this result, researcher determine Self Empowerment Intervention through Appreciative Inquiry approach would be appropriate as an intervention. The intervention program is expected to decrease employee turnover intention."

"Each company has to take the fact that its existence in the future depend on human resources. Without having competitive human resource a company will be decrease because of incapability to face competition. Company must to do career development to improve and increase employee?s job in order to be able to give the best contribution in pursue company?s business goals.

This research aimed to know perception of employee about career development at Head Office in PT XYZ. This research entangle 76 respondents of Head Office PT XYZ?s employees. This technique of data collecting used in this research is through spreading questionnaire, interviewing, and also literature related to this research theme. Assessment from result of the answer of questionnaire uses Likert scale which delivered frequency distribution. In this research, writer use quantitative approach.

Conclusion resulted from this research is overall the employee?s perception of career development at Head Office in PT XYZ is good. In assessment phase, employee?s perception of implementation of self assessment and succession planning is good. In direction phase, employee?s perception of implementation of job posting is good. In development phase, employee?s perception of implementation of career development is good. Thereby an improvement of career development implementation such as make workbooks, skills inventory, implement career planning workshops, improve communication between organization and employee about career development program in company and giving equal opportunity to every employee with good performance."

"ABSTRAKEisenberger (1986) menyatakan setiap karyawan akan membentuk persepsi global mengenai dukungan dari organisasinya. Persepsi ini dinamakan Perceived Organizational Support. Apabila karyawan merasakan dukungan tersebut tidak sesuai dengan kebutuhannya, maka karyawan dapat melakukan penarikan diri. Salah satu bentuk penarikan diri adalah turnover. Penelitian ini bertujuan untuk melihat hubungan Perceived Organizational Support dengan intensi Turnover pada karyawan usia dewasa awal di Bank X. Pengambilan sampel dalam penelitian ini menggunakan non-probability sampling dengan teknik incidental sampling. Metode statistik yang digunakan adalah teknik korelasi pearson product moment. Variabel Perceived Organizational Support (POS) diukur dengan skala dikembangkan oleh Eisenberger dkk. (1986) melalui Survey of Perceived Organizational Support (SPOS). Sedangkan untuk variabel intensi turnover diukur melalui skala Withdrawal Cognition yang disusun oleh Tang, Kim, dan Tang (2000). Jumlah sampel penelitian adalah 64 karyawan Bank X. Karakteristik sampel berusia 18- 40 tahun, pendidikan minimal D3 dan sudah bekeija selama satu tahun. Hasil penelitian menunjukkan nilai korelasi sebesar -0,286 yang artinya terdapat hubungan antara Perceived Organizational Support dengan intensi turnover pada karyawan usia dewasa awal di Bank X.

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ABSTRACTAccording to Eisenberger, employees will create a global perception about support from the organization (1986). This perception is known as Perceived Organizational Support. If the support that the employees get does not meet their needs, employees can do withdrawal behavior. One kind of withdrawal behavior is tumover. Therefor, the aim of this research is to find the correlation between perceived organizational support and tumover intention among the employees X in early adulthood at the Bank. This study uses nonprobability sampling with incidental sampling technic. Statistic methode is using pearson product moment correlation. Variable Perceived Organizational Support (POS) is measured using the scale of Eisenberger et al (1986) called Survey of Perceived Organizational Support. The tumover intention variable is measured using the witdrawal intention by Tang, Kim, and Tang (2000). Sixty four employees of Bank X were involved in this study. The characteristic of sample are aged 18-40 years, having minimum diplome background and has worked at least one year. The result shows correlation -0,286 that shows the correlation between perceived organizational support and tumover intention among Employees in early adulthood at the bank X."

"Penelitian ini bertujuan untuk menganalisis hubungan kepuasan kerja denganturnover intention karyawan divisi engineer PT. Control Systems Arena ParaNusa di Jakarta. Variabel independen dalam penelitian ini adalah kepuasan kerjayang diukur menggunakan JSS (Job Satisfaction Survey). Variabel dependen daripenelitian ini yaitu turnover intention yang diukur menggunakan konsep Mobley, Horner dan Hollingsworth. Penelitian ini menggunakan pendekatan kuantitatif, pengumpulan data dilakukan dengan menyebarkan kuesioner.Responden penelitian ini adalah 50 karyawan engineer PT. Control Systems Arena Para Nusa di Jakarta. Data yang diperoleh dianalisis dengan menggunakan teknik pearson correlation dengan menggunakan program aplikasi SPSS versi 21.0.Hasil penelitian ini adalah kepuasan kerja memiliki hubungan dengan turnover intention.

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This research aims to analyse the relationship between job satisfaction with turnover intention employee engineer division at PT. Control Systems Arena Para Nusa in Jakarta. The independent variable is job satisfaction which is measured with JSS (Job Satisfaction Survey). The dependent variable is turnover intention which is measured using concept by Mobley, Horner dan Hollingsworth. The research using quantitative method, collecting data with questionnaire as a research instrument.

Respondents of the research is 50 employees engineer division at PT. Control Systems Para Nusa in Jakarta. The data collected was analyzed using statistical technique of pearson correlation which is assisted by application program SPSS version 21.0.

The result of this research is job satisfaction is having correlation with turnover intention."