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"Penelitian ini didasari oleh fenomena besarnya kemungkinan seseorang keluar dari perusahaan (turnover) karena faktor uang. Perilaku turnover memiliki dampak negatif bagi perusahaan. Penelitian ini untuk mendapatkan gambaran mengenai hubungan antara sikap terhadap uang dan turnover intention pada karyawan. Pengukuran menggunakan alat ukur Money Ethic Scale (Tang, 1995) dan Turnover Intention Scale (Mobley, Horner & Hollingsworth, 1987). Responden berjumlah 117 karyawan yang berlokasi di daerah Jabodetabek yang diperoleh melalui teknik accidental sampling. Hasil penelitian menunjukkan bahwa hipotesis null penelitian diterima (r= .075, p >.05), yang berarti bahwa tidak terdapat hubungan yang signifikan antara sikap terhadap uang dengan turnover intention. Artinya, uang bukan menjadi alasan utama seseorang berniat untuk keluar dari perusahaan, namun terdapat faktor–faktor penyebab lainnya. Implikasi dari hasil penelitian ini diharapkan perusahaan dapat mengevaluasi kembali kepuasan kerja karyawannya untuk mengantisipasi adanya turnover.

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This study is based on the phenomenon of the great possibility someone came out of the company (turnover) because of money. Turnover behavior has a negative impact on the company. This study aims to gain insight about the relationship between attitudes toward money and employee turnover intention. The measuring instruments of this study are Money Ethic Scale (Tang, 1995) and Turnover Intention Scale (Mobley, Horner & Hollingsworth, 1987). A number of 117 employees located in Jabodetabek area are obtained through accidental sampling technique.

The results of this study showed that the null hypothesis is accepted (r = .075, p> .05), which means that there is no significant relationship between attitudes toward money and turnover intention. That means, attitude towards money is not the main reason a person intends to leave the company, but there are other factors. By the implications of this study, company can be expected to re-evaluate their employee job satisfaction in anticipation of their turnover. "

"Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara sikap terhadap uang dan kontrol diri pada karyawan. Pengukuran menggunakan kuesioner Money Ethic Scale (Tang, 1995) dan Brief Self Control Scale (Tangney, 2004). Responden penelitian berjumlah 177 karyawan yang diperoleh dengan teknik accidental sampling. Hasil penelitian menunjukkan terdapat hubungan yang signifikan negatif antara sikap terhadap uang dan kontrol diri karyawan (r= -0.293, p < 0.01), yang berarti semakin tinggi sikap terhadap uang karyawan, semakin rendah kontrol diri yang dimilikinya. Implikasi dari hasil penelitian ini adalah perusahaan dapat mengetahui cara untuk meningkatkan kontrol diri karyawannya, demi menunjang performa kerja yang lebih baik.

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The purpose of this study was to find out if there is a correlation between attitude towards money and self-control among employees. Measurement was used Money Ethic Scale (Tang, 1995) and Brief Self Control Scale (Tangney, 2004). In this study, 177 respondents was obtained by accidental sampling technique. The result of this study shows that there is a negative significant correlation between attitude towards money and self-control, which means the higher employee’s attitude towards money is, the lower the self control. The implication of these results was the company can determine the good attitude towards money and self-control that must have by the employees , in order to support better work performance."

"Penelitian ini dilakukan untuk mengetahui hubungan antara sikap terhadap uang dan kebahagiaan pada karyawan. Sikap terhadap uang diukur dengan Money Ethic Scale oleh Tang (1995), α=0,893 dan kebahagiaan diukur dengan Oxford Happiness Questionnaire oleh Hills dan Argyle (2002), α=0,891. Penelitian ini dilakukan kepada 177 karyawan dengan menggunakan teknik accidental sampling. Hasil penelitian menunjukkan bahwa terdapat hubungan yang positif signifikan antara sikap terhadap uang dan kebahagiaan pada karyawan (r=0,210, p<0,01). Penelitian menunjukkan bahwa semakin positif sikap terhadap uang, maka semakin tinggi pula kebahagiaan pada karyawan.

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This study aims to seek the correlation between attitudes toward money and employee happiness. Attitudes toward money is measured with Money Ethic Scale (Tang, 1995), α=0,893 and happiness is measured with Oxford Happiness Questionnaire (Hills & Argyle, 2002), α=0,891. Data were collected from 177 employees with accidental sampling. The result of this study shows that there is positive significant correlation between attitudes toward money and employee happiness, which is the more positive attitudes toward money of employees, the higher of happiness."

"Turnover karyawan merupakan salah satu masalah yang dihadapi oleh setiap perusahaan atau organisasi. Di Indonesia, angka turnover karyawan dapat dikatakan tinggi. Salah satu industri di Indonesia dengan angka turnover karyawan yang tinggi adalah industri perbankan. Turnover intention dapat dipengaruhi oleh beberapa faktor, salah satunya adalah adanya psychological capital yang dimiliki karyawan. Penelitian ini dilakukan untuk membuktikan ada atau tidaknya hubungan antara psychological capital dan turnover intention pada karyawan. Responden penelitian ini adalah 135 karyawan Bank Syariah X (n = 135). Pengukuran psychological capital dilakukan dengan menggunakan alat ukur Psychological capital Questionnaire (PCQ) yang dikembangkan oleh Luthans, Youssef dan Avolio (2007), sedangkan turnover intention diukur dengan Turnover intention Scale (TIS-6) yang dikembangkan oleh Bothma dan Roodt (2013). Hasil korelasi Pearson membuktikan bahwa terdapat hubungan yang negatif dan signifikan antara psychological capital dan turnover intention pada karyawan Bank Syariah X (r = -0.43, p < 0.01, one tailed).

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Employee turnover is one of the problems faced by every company or organization. In Indonesia, the rate of employee turnover is high. One of the industries in Indonesia which have high rate of employee turnover is banking industry. Turnover intention can be influenced by several factors, one of them is the existence of psychological capital owned by employees. This research was conducted to prove whether or not the relationship between psychological capital and turnover intention among employee. The respondents of this research was 135 employees (n = 135) of Bank Syariah X. The measurement of psychological capital was done by using Psychological capital Questionnaire (PCQ), and turnover intention was measured by Turnover intention Scale (TIS-6). Pearson correlation result proves that there is a negative and significant relationship between psychological capital and turnover intention among employees of Bank Syariah X (r = -0.43, p < 0.01, one tailed)."

"Penelitian dilakukan untuk mendapatkan gambaran mengenai hubungan antara sikap terhadap uang dan integritas pada karyawan. Pengukuran menggunakan kuesioner Money Ethic Scale (Tang, 1995) dengan koefisien reliabilitas cronbach alpha sebesar 0.893 dan kuesioner Integrity Scale (Schlenker, 2008) dengan koefisien reliabilitas cronbach alpha sebesar 0.854. Partisipan berjumlah 177 karyawan yang bekerja di perusahaan di daerah Jabodetabek, memiliki tingkat pendidikan minimal SMA, dan berusia 21-55 tahun. Hasil penelitian menunjukkan terdapat hubungan negatif yang signifikan antara sikap terhadap uang dan integritas (r = -0.238, p < 0.01), artinya semakin tinggi sikap terhadap uang karyawan maka semakin rendah integritas yang dimilikinya.

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The purpose of this study was to find out if there is a correlation between attitude towards money and integrity among employees. The measurements used were Money Ethic Scale (Tang, 1995) that has cronbach alpha coefficient of 0.893 and Integrity Scale (Schlenker, 2008) that has cronbach alpha coefficient of 0.854. Participants were 177 employees working in companies located in Jabodetabek areas, minimum educational level of Senior High School, and aged 21-55 years old. The result of this study showed that there was a negative significant correlation between attitude towards money and integrity (r = -0.238, p < 0.01), meaning that the higher employee’s attitude towards money, the lower the integrity."

"Penelitian ini dilakukan untuk melihat hubungan antara job embeddedness dan intensi meninggalkan pekerjaan pada karyawan outsourcing. Penelitian ini merupakan penelitian kuantitatif dengan desain korelasional. Pengukuran job embeddedness menggunakan alat ukur Global Job Embeddedness Scale (Crossley, Jex, Bennett, & Burnfield, 2007) dan intensi meninggalkan pekerjaan menggunakan alat ukur intention to turnover questionnaire (Adiningtyas, dkk, 2010). Partisipan berjumlah 116 karyawan outsourcing bidang CSO (Customer Service Officer) yang bekerja pada perusahaan tenaga listrik. Hasil penelitian ini menunjukkan terdapat hubungan negatif yang signifikan antara job embeddedness dengan intensi meninggalkan pekerjaan pada karyawan outsourcing (r = -0.632; p<0.01; one-tailed). Artinya, semakin tinggi job embeddedness yang dimiliki seseorang, maka semakin rendah intensi meninggalkan pekerjaan.

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This research was conducted to find relationship between job embeddedness and turnover intention among outsourcing employess. This is a quantitative research with correlational design. Job embeddedness was measured by Global Job Embeddedness Scale (Crossley., 2007) and turnover intention was measured by Intention to Turnover Questionnaire (Adiningtyas et al., 2010). The participants of this research are 116 CSO (Customer Service Officer) outsourcing employees who work in electrical power company. The main results of this research shows that job embeddedness negatively correlated significantly with turnover intention (r = -0.632; p<0.01; one-tailed). It means, the higher job embeddedness, the lower turnover intention."

"Penelitian ini didasari oleh fenomena pentingnya menabung, akan tetapi tingkat menabung di Indonesia masih rendah. Menabung memiliki dampak yang positif bagi perkembangan ekonomi, individu, maupun organisasi. Penelitian ini bertujuan untuk dapat menjelaskan hubungan antara sikap terhadap uang dan sikap terhadap menabung. Pengukuran sikap terhadap uang menggunakan Money Ethic Scale dari Tang (1995), sedangkan pengukuran sikap terhadap menabung menggunakan Attitude Toward Saving Scale (Furnham dan Goletto-Tankel, 2002). Responden sebanyak 187 karyawan di daerah Jabodetabek diperoleh melalui teknik accidental sampling. Hasil penelitian menunjukkan bahwa hipotesis null ditolak (r= .201, p <.01), yang berarti terdapat hubungan signifikan antara sikap terhadap uang dan sikap terhadap menabung. Hal ini menunjukkan semakin tinggi skor sikap terhadap uang seseorang maka semakin positif sikap terhadap menabungnya. Implikasi dari hasil penelitian ini adalah diharapkan karyawan dapat mengelola keuangannya dengan lebih baik, salah satu caranya dengan menabung.

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This study was based on the phenomenon of the importance of saving money, but the level of saving in Indonesia is still low. Saving money had a positive impact on economic development, individuals, and organizations. This study aimed to explain the relationship between attitudes toward money and attitude towards saving. Measurement of attitude towards money was using Tang’s Money Ethic Scale (1995), and the attitude towards saving was using Attitudes Towards Saving Scale (Furnham and Goletto-Tankel, 2002). Respondents counted 187 employees located in the Greater Jakarta Area are obtained through accidental sampling technique. The results showed that the null hypothesis is rejected (r = .201, p <.01), which means there was a significant relationship between attitudes towards money and attitude towards saving. That means, the higher someone attitude towards money score, so will be more positive their attitude towards saving. The implications of this study is expected to employees can manage their finance better, one of the way by saving."

"[Penelitian ini dilakukan untuk mengetahui hubungan antara Organizational Career Growth dan Leader-Member Exchange terhadap Turnover Intention melalui intervensi Career Mapping sebagai usaha untuk menurunkan tingkat turnover intention karyawan GTP di PT.CDE. Alat ukur yang digunakan dalam penelitian ini adalah alat ukur organizational career growth yang diadaptasi dan diterjemahkan dari Weng dan Xi (2011), kemudian alat ukur leader-member exchange yang diadaptasi dari Liden dan Maslyn (1998) dan telah diterjemahkan oleh Radikun (2010), serta alat ukur turnover intention yang diadaptasi dariMobley (1978). Hasil analisis korelasi terhadap 49 orang karyawan GTPmenunjukkan adanya hubungan organizational career growth dengan turnover intention sebesar 54.8%, sedangkan untuk leader-member exchange sebesar 46.3%. Dari analisis regresi diketahui organizational career growth growth mampu menjelaskan sebesar 24.6% (Adjusted R2 = 0.246) dari varians turnover intention dengan career goal progress sebagai dimensi yang paling berpengaruh. Dengan demikian, perlunya dikembangkan intervensi career mapping sebagai salah satu cara meningkatkan career goal progress pada karyawan GTP di PT.CDE.;This research is conducted to find the relationship between OrganizationalCareer Growth and Leader-Member Exchange with Turnover Intention, by Career Mapping intervention as the effort to decrease turnover intention in GTP employees at PT.CDE. Measurement scale that is used in this research are organizational career growth which adapted and translated from Weng dan Xi’s measurement (2011), and leader-member exchange scale from Liden and Maslyn (1998) that has been translated by Radikun (2010), and also turnover intention scale from Mobley (1978). Pearson correlation analysis that is conducted to 49GTP employees show correlation between organizational career growth and turnover intention with score 54.8%, while leader-member exchange’s score is 46.3%. By using regression analysis the result show that organizational career growth was able to explain 24.6% (Adjusted R2 = 0.246) of turnover intention variance to turnover intention with career goal progress as the dimension that has most significant effect to turnover intention. Based on this, therefore career mapping intervention was designed to increase career goal progress in GTPemployees and decrease turnover intention at PT.CDE, This research is conducted to find the relationship between OrganizationalCareer Growth and Leader-Member Exchange with Turnover Intention, byCareer Mapping intervention as the effort to decrease turnover intention in GTPemployees at PT.CDE. Measurement scale that is used in this research areorganizational career growth which adapted and translated from Weng dan Xi’smeasurement (2011), and leader-member exchange scale from Liden and Maslyn(1998) that has been translated by Radikun (2010), and also turnover intentionscale from Mobley (1978). Pearson correlation analysis that is conducted to 49GTP employees show correlation between organizational career growth andturnover intention with score 54.8%, while leader-member exchange’s score is46.3%. By using regression analysis the result show that organizational careergrowth was able to explain 24.6% (Adjusted R2 = 0.246) of turnover intentionvariance to turnover intention with career goal progress as the dimension that hasmost significant effect to turnover intention. Based on this, therefore careermapping intervention was designed to increase career goal progress in GTPemployees and decrease turnover intention at PT.CDE]"

"Penelitian in bertujuan untuk menganalisis corporate ethical values yang berperan sebagai quasi moderasi (sebagai variabel independen dan moderasi) dalam hubungan kepuasan karir, identifikasi organisasi, dan turnover intention. Penelitian ini dilakukan pada karyawan generasi milenial dengan jumlah sampel sebanyak 120 responden dari berbagai industri di wilayah Jabodetabek. Data dikumpulkan dengan menggunakan kuesioner dan kemudian diolah dengan metode Structural Equation Modeling (SEM). Hasil penelitian ini menunjukkan bahwa kepuasan karir dan corporate ethical values terbukti berpengaruh langsung terhadap turnover intention dan secara tidak langsung melalui mediasi parsial identifikasi organisasi. Sementara itu, pengaruh kepuasan karir terhadap turnover intention dan pada identifikasi organisasi terbukti dimoderasi oleh corporate ethical values, serta terbukti memoderasi pengaruh identifikasi organisasi terhadap turnover intention.

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This research has a purpose to examine the role of corporate ethical values as a quasi moderator (serves as the independent variable and moderation) in the relationship between career satisfaction, organizational identification, and turnover intention. This research was conducted to millennial employees with a sample the sample consists of 120 respondents  from various industries in Jabodetabek area. The data was collected using a questionnaire and processed using Structural Equation Modeling (SEM) method. The result shows that career satisfaction and corporate ethical values have direct effect toward turnover intention and indirectly through partial mediation of organizational identification. Meanwhile, the influence of career satisfaction to turnover intention is proved to be moderated by corporate ethical values. And the influence of organizational identification to turnover intention is proved to be moderated by corporate ethical values."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui hubungan antara keterlibatan karyawan dalam pengambilan keputusan dengan intensi meninggalkan perusahaan (turnover) pada karyawan generasi Y. Sampel penelitian ini adalah generasi Y yang bekerja sebagai karyawan di perusahaan. 153 responden penelitian diminta mengisi instrumen penelitian, yaitu Participation in Decision-Making (Van Veldhoven & Meijman, 1994) dan Intention to Turnover (Adiningtyas, et. al., 2010), melalui Google Spreadsheet atau kuesioner tercetak. Penelitian menemukan adanya korelasi negatif antara variabel keterlibatan karyawan dalam pengambilan keputusan dengan intensi meninggalkan perusahaan (r=-0,299, p<0,01). Analisis tambahan menunjukkan bahwa data kontrol seperti jenis kelamin, jenjang pendidikan, sektor industri, lama bekerja dan media penyebaran tidak berpengaruh terhadap hasil penelitian.

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ABSTRACTThis research aimed to find the correlation between participation in decision-making and intention to turnover among generation Y employees. Samples of this research are generation Y employees who work in a company. 153 respondents were asked to fill out our instruments, Participation in Decision-Making (Van Veldhoven & Meijman, 1994) and Intention to Turnover (Adiningtyas, et. al., 2010) through Google Spreadsheet or printed behavior scale. The finding of this research is that there is a negative correlation between participation in decision- making and intention to turnover (r=-0.299, p<0.01). Additional analyses showed that demographic data such as gender, educational background, industrial sector, years of service and instrument media did not influence the result of the study."