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"[ABSTRAKPenelitian ini dilakukan untuk dapat melihat adanya pengaruh persepsi dukungan organisasi terhadap intention to leave dengan komitmen organisasional sebagai variabel mediasi pada karyawan di PT XYZ. Responden penelitian ini berjumlah 150 karyawan pada divisi internal audit. Metode penelitian menggunakan metode kuantitatif dengan uji regresi berganda. Alat ukur yang digunakan pada penelitian ini adalah Michigan Organizational Assessment Questionnaire (MOAQ) yang dikembangkan oleh Shore dan Shore (1990), Survey of Perceived Organizational Support (SPOS) yang dikembangkan oleh Eisenberger dan Huntington (1986), dan Organizational Commitment Questionnaire (OCQ), yang dikembangkan oleh Allen dan Meyer (1990). Hasil penelitian ini menyatakan bahwa komitmen organisasional memediasi secara parsial pengaruh persepsi dukungan organisasi terhadap intention to leave.

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ABSTRACTThis research is conduct to find whether there is impact between perceived organizational support toward intention to leave with organizaional commitment as mediating variable on employees at internal audit division PT XYZ. The survey involved 150 internal audit employees. The research method used multiple regression. The instrument used in the questionnaire are Michigan Organizational Assessment Questionnaire (MOAQ) which is developed by Shore dan Shore (1990), Survey of Perceived Organizational Support (SPOS) which is developed by Eisenberger dan Huntington (1986), dan Organizational Commitment Questionnaire (OCQ), which is developed by Allen dan Meyer (1990). The result showed that organizational commitment is succesfully mediates the relation between perceived organizational support and intention to leave.;This research is conduct to find whether there is impact between perceived organizational support toward intention to leave with organizaional commitment as mediating variable on employees at internal audit division PT XYZ. The survey involved 150 internal audit employees. The research method used multiple regression. The instrument used in the questionnaire are Michigan Organizational Assessment Questionnaire (MOAQ) which is developed by Shore dan Shore (1990), Survey of Perceived Organizational Support (SPOS) which is developed by Eisenberger dan Huntington (1986), dan Organizational Commitment Questionnaire (OCQ), which is developed by Allen dan Meyer (1990). The result showed that organizational commitment is succesfully mediates the relation between perceived organizational support and intention to leave., This research is conduct to find whether there is impact between perceived organizational support toward intention to leave with organizaional commitment as mediating variable on employees at internal audit division PT XYZ. The survey involved 150 internal audit employees. The research method used multiple regression. The instrument used in the questionnaire are Michigan Organizational Assessment Questionnaire (MOAQ) which is developed by Shore dan Shore (1990), Survey of Perceived Organizational Support (SPOS) which is developed by Eisenberger dan Huntington (1986), dan Organizational Commitment Questionnaire (OCQ), which is developed by Allen dan Meyer (1990). The result showed that organizational commitment is succesfully mediates the relation between perceived organizational support and intention to leave.]"

"[Skripsi ini membahas tentang pengaruh komitmen terhadap organisasi pada gen YPNS Ditjen Pajak terhadap intention to leave dengan variabel moderasi partisipasidalam pengambilan keputusan dan work effort. Penelitian ini adalah penelitiankuantitiatif dengan metode regresi berganda. Hasil penelitian menjelaskan bahwaterdapat pengaruh negatif dan signifikan antara continuance commitment dannormative commitment terhadap intention to leave pada kelompok pegawai gen Y.Peneliti menyarankan bahwa perlunya melibatkan para pegawai gen Y dalampengambilan keputusan meskipun usia mereka masih muda dan pengalaman kerjamasih sedikit, hal ini bertujuan salah satu cara untuk meningkatkan affectivecommitment mereka terhadap organisasi., The focus of this study is to examine the effect of the organizational commitmentof gen y PNS of Directorat General of Tax with intention to leave moderated byparticipation in decision making and work effort. Method of analysis isquantitative and double regression. This study finds that continuance commitmentand normative commitment negatively and significantly effect to intention toleave for gen Y group. The researcher suggest that gen Y has to be involved inorganization decision making, to improve their affective commitment toorganization while they are young and have little experience.]"

"Penelitian bertujuan untuk menganalisis faktor-faktor yang mempengaruhi komitmen organisasi perawat di salah satu rumah sakit privat swasta untuk menurunkan turnover intention dan turnover serta mendukung peningkatan kualitas pelayanan kesehatan di Indonesia. Objek penelitian adalah delapan puluh orang perawat yang bekerja di salah satu rumah sakit swasta di propinsi DKI Jakarta. Hasil penelitian terdiri dari dua kesimpulan yaitu: (1) Komitmen organisasi tidak memediasi pengaruh antara iklim etika terhadap turnover intention, namun (2) Komitmen organisasi memediasi secara komplit pengaruh persepsi dukungan organisasi terhadap turnover intention. //////The aim of this study is to analyze the factors that affects nurses' organizational commitment in one of private hospital so it can decrease turnover intention and turnover, and support the quality of health care in Indonesia. The object of this research are eighty nurses who work in one of private hospital in Jakarta. The results of this study consisted of two conclusions: organizational commitment fails to mediate the relation between ethical climate and turnover intention, however it succesfully mediates the relation between perceived organizational support and turnover intention."

"[Sebagai salah satu perusahaan teratas dalam sektor asuransi jiwa, PT XYZ tidak luput mengalami salah satu permasalahan SDM, yaitu intention to leave yang tinggi yang dapat disebabkan oleh rendahnya komitmen organisasional karyawan. Di dalam penelitian ini akan dijelaskan mengenai pengaruh dari perceived external prestige, ethical organizational climate, dan leader-member exchange quality pada komitmen organisasional dan komitmen karir karyawan serta pengaruh dari komitmen organisasional dan komitmen karir karyawan pada motivasi untuk mengikuti pelatihan dan intention to leave di PT XYZ. Responden dari penelitian ini adalah 237 orang karyawan PT XYZ di Jakarta. Dengan menggunakan structural equation model, hasil dari penelitian ini menunjukkan bahwa hanya perceived external prestige dan leader-member exchange quality yang berpengaruh signifikan pada komitmen organisasional dan komitmen karir serta komitmen organisasional dan komitmen karir berpengaruh signifikan terhadap intention to leave dan motivasi untuk mengikuti pelatihan.;As one of top company in life insurance sector, PT XYZ do not miss experiencing one of common HR problem, i.e. high intention to leave that may caused by low organizational commitment. This research explains the impact of perceived external prestige, ethical organizational climate, and leader-member exchange quality to organizational commitment and career commitment on PT XYZ employees and also organizational commitment and career commitment on motivation to participate in training and intention to leave on PT XYZ. The respondents of this study were 237 permanent employee of PT XYZ in Jakarta. By using structural equation model, the result of this study shows that only perceived external prestige and leader-member exchange quality have significant impact to organizational commitment and career commitment and also organizational commitment and career commitment have significant impact to intention to leave and motivation to participate in training., As one of top company in life insurance sector, PT XYZ do not miss experiencing one of common HR problem, i.e. high intention to leave that may caused by low organizational commitment. This research explains the impact of perceived external prestige, ethical organizational climate, and leader-member exchange quality to organizational commitment and career commitment on PT XYZ employees and also organizational commitment and career commitment on motivation to participate in training and intention to leave on PT XYZ. The respondents of this study were 237 permanent employee of PT XYZ in Jakarta. By using structural equation model, the result of this study shows that only perceived external prestige and leader-member exchange quality have significant impact to organizational commitment and career commitment and also organizational commitment and career commitment have significant impact to intention to leave and motivation to participate in training.]"

"Teknologi modern saat ini sudah menjadi bagian yang penting dari kehidupan masyarakat. Hal ini menuntut perusahaan untuk dapat mengikuti perkembangan teknologi sehingga sumber daya manusia di perusahaan juga dituntut untuk memiliki kompetensi terkait teknologi. Pada saat ini, menemukan kualitas tersebut di pasar talent cukup sulit sehingga persaingan perusahaan atas talent semakin ketat. Oleh karena itu penting bagi perusahaan untuk dapat menarik, mengembangkan, serta mempertahankan sumber daya manusia tersebut. Penelitian ini bertujuan untuk menganalisis pengaruh Kepuasan Kepemimpinan terhadap Komitmen Organisasional Pegawai di PT Andal Software dengan Keterikatan Pegawai sebagai variable mediasi. Penelitian ini menggunakan pendekatan kuantitatif dengan pengumpulan data menggunakan metode survey. Peneliti menggunakan analisis jalur dan uji sobel untuk menguji pengaruh langsung dan mediasi dari variable penelitian. Jumlah responden dalam penelitian ini sebanyak 78 orang yang merupakan pegawai tetap PT Andal Software Sejahtera. Hasil dari analisis jalur menunjukkan bahwa Kepuasan Kepemimpinan dan Keterikatan Pegawai memiliki pengaruh yang signifikan terhadap Komitmen Organisasional Pegawai. Hasil uji sobel menunjukkan pengaruh tidak langsung Kepuasan Kepemimpinan terhadap Komitmen Organisasional Pegawai melalui Keterikatan Pegawai juga signifikan.

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Modern technology plays an important role in our society today. This requires companies to keep up with technology developments as well as human resources in the company also required to have technology related competencies. In this current time, finding those qualities in the talent market is quite difficult therefore the competition between companies is tight. Consequently it is important for the company to attract, develop and retain this human resource. This study aims to analyze the effect of Leadership Satisfaction on Organizational Commitment at PT Andal Software through Employee Engagement as mediating variable. This research uses quantitative approach with collecting data using survey methods. The researcher uses path analysis and sobel test to examine direct and mediating relationship between variables. Total respondents in this research are 78 samples which are permanent employees at PT Andal Software. Result from path analysis indicates that both Leadership Satisfaction and Employee Engagement have a significant effect on Organizational Commitment. Result from sobel test indicates indirect effect of Leadership Satisfaction on Organizational Commitment through Employee Engagement is also significant."

"Tujuan dari penelitian ini adalah untuk menganalisis pengaruh flexible working arrangements terhadap kinerja karyawan dengan kepuasan kerja dan komitmen organisasional sebagai variabel mediasi pada karyawan startup yang berlokasi di Jakarta. Penelitian ini merupakan kuantitatif dengan menggunakan survei yang terdiri dari 31 pertanyaan utama untuk menghimpun data dari karyawan yang bekerja di startup yang berlokasi di Jakarta. Jumlah sampel pada penelitian ini terdiri dari 100 sampel yang merupakan karyawan startup yang berlokasi di Jakarta. Dalam melakukan analisis data, penelitian menggunakan uji korelasi dan multiple hierarchical regression. Hasil penelitian menunjukkan bahwa flexible working arrangements memiliki pengaruh terhadap kinerja karyawan. Kemudian hasil penelitian juga menunjukkan bahwa terdapat pengaruh flexible working arrangements terhadap kinerja karyawan melalui kepuasan kerja dan komitmen organisasional.

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The purpose of this study is to analyze the effect of flexible working arrangements on employee performance with job satisfaction and organizational commitment as mediating variables for startup employees located in Jakarta. This research is quantitative using a survey consisting of 31 main questions to collect data from employees who work at startups located in Jakarta. The number of samples in this study consisted of 100 samples who were startup employees located in Jakarta. In conducting data analysis, the study used correlation test and multiple hierarchical regression. The results showed that flexible working arrangements have a significant effect on employee performance. Then the results also show that there is an effect of flexible working arrangements on employee performance through job satisfaction and organizational commitment."

"Penelitian ini akan membahas mengenai pengaruh dukungan organisasi untuk kemajuan karyawan terhadap niat pindah kerja melalui persepsi peluang karir dan komitmen organisasi. Dalam penelitian ini, metode pengambilan data dilakukan dengan survei terhadap karyawan bank di DKI Jakarta. Responden dalam penelitian ini merupakan karyawan yang memiliki latar belakang pendidikan minimal SMA, telah bekerja minimal satu tahun, berstatus sebagai karyawan tetap, dan berasal dari berbagai divisi, level jabatan dan jenis perusahaan yang berbeda-beda. Analisis data penelitian dilakukan dengan menggunakan Structural Equation Modelling (SEM). Hasil penelitian ini menunjukkan bahwa: (1) dukungan organisasi untuk kemajuan karyawan memiliki pengaruh tidak langsung yang negatif dan signifikan terhadap niat pindah kerja, yaitu melalui persepsi peluang karir dan komitmen afektif; (2) dukungan organisasi untuk kemajuan karyawan memiliki pengaruh tidak langsung yang negatif dan signifikan terhadap niat pindah kerja, yaitu melalui persepsi peluang karir dan komitmen normatif; (3) pengaruh tidak langsung dukungan organisasi untuk kemajuan karyawan terhadap niat pindah , yaitu melalui persepsi peluang karir dan komitmen rasional tidak ditemukan. Penelitian ini diharapkan mampu memperkaya kajian mengenai dukungan organisasi untuk kemajuan karyawan, persepsi peluang karir, komitmen organisasi dan niat pindah kerja. Selain itu, penelitian ini diharapkan juga dapat memberikan pemahaman bagi bagian manajemen sumber daya manusia mengenai pentingnya dukungan organisasi untuk kemajuan karyawan dan peluang karir dalam meningkatkan komitmen organisasi dan menekan niat pindah kerja.

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This research investigated the effect of organizational support for development on turnover intention through perceived career opportunity and organizational commitment. In this research, data collection was conducted by survey. Respondent were bank employees in DKI Jakarta who have at least high school education background, worked at least one year, permanent employees, and come from various divisions, job level and type of different companies. Data analysis was conducted by using Structural Equation Modelling (SEM).

The result of this research showed that: (1) organizational support for development has indirect effect, which is negative and significant, on turnover intention through perceived career opportunity and affective commitment; (2) organizational support for development has indirect effect, which is negative and significant, on turnover intention through perceived career opportunity and normative commitment; (3) the indirect effects between organizational support for development and turnover intention through perceived career opportunity and continuance commitment was not found.

This research is expected to enrich the study of organizational support for development, perceived career opportunity, organizational commitment and turnover intention. In addition, this research is expected to provide an information for human resource management on the importance of organizational support for development and career opportunities in enhancing organizational commitment and repressing turnover intention. "

"Penelitian ini bertujuan untuk menganalisis pengaruh nilai-nilai organisasi terhadap niat pergi dengan kepuasan kerja sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian diperoleh dari data sekunder dan survei dilakukan terhadap 137 karyawan kantor pusat PT X dengan menggunakan teknik total sampling. Penelitian ini menggunakan analisis langkah sebab akibat dan uji sobel untuk menguji pengaruh langsung dan pengaruh mediasi antar variabel kunci. Hasil penelitian menunjukkan bahwa nilai-nilai organisasi berpengaruh signifikan terhadap niat pergi, dimana kepuasan kerja secara parsial memediasi hubungan antara nilai-nilai organisasi dan niat untuk pergi. Temuan dalam penelitian ini menyimpulkan bahwa nilai-nilai organisasi memiliki hubungan yang signifikan dan negatif terhadap niat pergi, nilai-nilai organisasi memiliki hubungan yang signifikan dan positif dengan kepuasan kerja, kepuasan kerja memiliki hubungan yang signifikan dan negatif dengan niat pergi, dan kepuasan kerja menengahi sebagian. hubungan antara nilai-nilai organisasi dan kepuasan kerja.

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This study aims to analyze the effect of organizational values ​​on intention to leave with job satisfaction as a mediating variable. This study uses a quantitative approach. The research data was obtained from secondary data and the survey was conducted on 137 employees of the PT X head office using total sampling technique. This study uses a causal step analysis and multiple tests to examine the direct and mediating effect between key variables. The results showed that organizational values ​​have a significant effect on intention to leave, where job satisfaction partially mediates the relationship between organizational values ​​and intention to leave. The findings in this study conclude that organizational values ​​have a significant and negative relationship to intention to leave, organizational values ​​have a significant and positive relationship with job satisfaction, job satisfaction has a significant and negative relationship with intention to leave, and job satisfaction mediates. in part. the relationship between organizational values ​​and job satisfaction."

"Teknologi modern saat ini sudah menjadi bagian yang penting dari kehidupan masyarakat. Hal ini menuntut perusahaan untuk dapat mengikuti perkembangan teknologi sehingga sumber daya manusia di perusahaan juga dituntut untuk memiliki kompetensi terkait teknologi. Pada saat ini, menemukan kualitas tersebut di pasar talent cukup sulit sehingga persaingan perusahaan atas talent semakin ketat. Oleh karena itu penting bagi perusahaan untuk dapat menarik, mengembangkan, serta mempertahankan sumber daya manusia tersebut. Penelitian ini bertujuan untuk menganalisis pengaruh Kepuasan Kepemimpinan terhadap Komitmen Organisasional Pegawai di PT Andal Software dengan Keterikatan Pegawai sebagai variable mediasi. Penelitian ini menggunakan pendekatan kuantitatif dengan pengumpulan data menggunakan metode survey. Peneliti mengguna­kan analisis jalur dan uji sobel untuk menguji pengaruh langsung dan mediasi dari variable penelitian. Jumlah responden dalam penelitian ini sebanyak 78 orang yang merupakan pegawai tetap PT Andal Software Sejahtera. Hasil dari analisis jalur menunjukkan bahwa Kepuasan Kepemimpinan dan Keterikatan Pegawai memiliki pengaruh yang signifikan terhadap Komitmen Organisasional Pegawai. Hasil uji sobel menunjukkan pengaruh tidak langsung Kepuasan Kepemimpinan terhadap Komitmen Organisasional Pegawai melalui Keterikatan Pegawai juga signifikan.

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Modern technology plays an important role in our society today. This requires companies to keep up with technology developments as well as human resources in the company also required to have technology related competencies. In this current time, finding those qualities in the talent market is quite difficult therefore the competition between companies is tight. Consequently it is important for the company to attract, develop and retain this human resource. This study aims to analyze the effect of Leadership Satisfaction on Organizational Commitment at PT Andal Software through Employee Engagement as mediating variable. This research uses quantitative approach with collecting data using survey methods. The researcher uses path analysis and sobel test to examine direct and mediating relationship between variables. Total respondents in this research are 78 samples which are permanent employees at PT Andal Software. Result from path analysis indicates that both Leadership Satisfaction and Employee Engagement have a significant effect on Organizational Commitment. Result from sobel test indicates indirect effect of Leadership Satisfaction on Organizational Commitment through Employee Engagement is also significant. "

"Penelitian ini bertujuan untuk mengetahui ada atau tidaknya pengaruh komitmen organisasional terhadap turnover intention karyawan tetap pada PT Bank Rakyat Indonesia Tbk. Cabang Bintaro Jaya Sektor 7. Penelitian ini menggunakan pendekatan kuantitatif, dimana data dan informasi dikumpulkan dengan penyebaran kuesioner dan studi kepustakaan terkait komitmen organisasional maupun turnover intention. Pada penelitian ini, pengukuran komitmen organisasional menggunakan OCS (Organizational Commitment Scale) yaitu untuk mengukur affective commitment, continuance commitment, dan normative commitment. Pada dimensi turnover intention menggunakan thoughts of quitting dan intentions to quit. Analisis data yang digunakan adalah dengan menggunakan Uji F dan analisis regresi linear sederhana. Hasil penelitian menunjukkan bahwa terdapat pengaruh yang signifikan antara komitmen organisasional dengan turnover intention karyawan tetap PT Bank Rakyat Indonesia Tbk. Cabang Bintaro Jaya Sektor 7.

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This study aims to determine whether there is any influence of organizational commitment on turnover intention of permanent employees at PT Bank Rakyat Indonesia Tbk. Cabang Bintaro Jaya Sektor 7. The study uses a quantitative approach, where the data and information collected by questionnaires and literature studies related to organizational commitment and turnover intention. In this study, organizational commitment is measured by using OCS (Organizational Commitment Scale) to measure affective commitment, continuance commitment, and normative commitment. On the dimension of turnover intention, is using thoughts of quitting and intentions to quit. Analysis of the data is calculated by using F-test and a simple linear regression analysis. The results showed that there is a significant influence between organizational commitment to turnover intention of permanent employees at PT Bank Rakyat Indonesia Tbk. Cabang Bintaro Jaya Sektor 7."