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"Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari perceived organizational support terhadap keinginan karyawan untuk meninggalkan perusahaan turnover intention . Variabel perceived organizational support diukur melalui delapan buah indikator dari Eisenberger dkk. 1986 sedangkan variabel turnover intention diukur melalui empat buah indikator dari penelitian Farh dkk. 1998 dan Alexander dkk. 2012 . Analisis dilakukan pada karyawan PT X yang berstatus karyawan tetap dengan masa kerja minimal satu tahun dengan jumlah responden sebanyak 172 orang. Penelitian ini menggunakan metode survei dengan pendekatan kuantitatif menggunakan kuesioner sebagai instrumen penelitian. Data penelitian ini akan dianalisis menggunakan analisis statistik deskriptif dan regresi linier sederhana untuk menguji variabel terkait. Hasil penelitian ini membuktikan bahwa persepsi dukungan organisasi karyawan memiliki pengaruh yang kuat terhadap keinginan karyawan untuk meninggalkan organisasi dan hubungan tersebut bersifat negatif.

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This research aims to examine how employees perceived organizational support affects employee turnover intention. The measurement of perceived organizational support is the 8 items scale developed by Eisenberger et al. 1986 and the employees turnover intention is measured using four indicators that has been used previously by researchers, Farh et al. 1998 and Alexander et al. 2012. The research is done in PT X and samples consist of 172 permanent employees with minimum one year of tenure.

Quantitative method is used in this research and questionnaires distributed as research instrument. The data collected are analyzed using descriptive statistic and simple regression, and the result showed that the independent variable, perceived organizational support strongly affect employees turnover intention with negative relation."

"Penelitian ini bertujuan untuk menganalisis pengaruh perceived organizational support terhadap turnover intention pada karyawan PT Waskita Karya Persero Tbk. di kantor pusat. Variabel perceived organizational support diukur berdasarkan teori Rhoades, Eisenberger, dan Armeli, yang terdiri dari 3 dimensi yaitu Fair Organizational Procedures, Supervisor Support, dan Favorable Rewards Job Conditions, ketiga dimensi diturunkan ke dalam 36 indikator. Sedangkan variabel turnover intention diukur berdasarkan teori Mobley, Horner, dan Hollinsworth, dengan 6 dimensi dan diturunkan menjadi 12 indikator, dimensi-dimensi tersebut yaitu Thought of Quitting, Evaluation of Expected Utility of Search, Intention to Search, Search, Evaluation of Alternatives, Dan Intention to Quit. Penelitian ini menggunakan metode kuantitatif dengan menggunakan instrumen penelitian berupa kuesioner. Responden pada penelitian ini sebanyak 162 karyawan tetap PT Waskita Karya Persero Tbk. kantor pusat yang telah bekerja minimal satu tahun. Data penelitian ini dianalisis menggunakan statistik deskriptif dan statistik inferensial. Hasil penelitian ini menujukkan bahwa perceived organizational support memiliki pengaruh yang negatif dengan tingkatan sedang terhadap turnover intention karyawan PT Waskita Karya Persero Tbk.

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This research aims to analyze the effect of perceived organizational support on turnover intention on employees of PT Waskita Karya Persero Tbk. The perceived organizational support variables measured by using concept from Rhoades, Eisenberger, and Armeli, which consisted of 3 dimensions Fair Organizational Procedures, Supervisor Support, and Favorable Rewards Job Conditions, all three dimensions were downgraded to 36 indicators. Meanwhile, the turnover intention variables are measured based on Mobley, Horner, and Hollinsworth theories, with 6 dimensions, the dimensions are Thought of Quitting, Evaluation of Expected Utility of Search, Intention to Search, Search, Evaluation of Alternatives, and Intention to Quit.

This research uses quantitative method by using questionnaire as a research instrument. Respondents in this research was 162 permanent employees of PT Waskita Karya Persero Tbk. head office that have worked for at least one year. The data of this study were analyzed using descriptive statistics and inferential statistics. The results of this study indicate that perceived organizational support has a negative effect with the level of moderate to employees turnover intention at PT Waskita Karya Persero Tbk. "

"Penelitian ini bertujuan untuk mengetahui pengaruh career adaptability, perceived organizational support, dan career satisfaction terhadap turnover intention pada tenaga kerja generasi milenial Indonesia. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan cross-sectional design dan metode purposive sampling untuk mengumpulkan data primer. Sampel dalam penelitian ini diperoleh dari 424 tenaga kerja generasi milenial Indonesia (lahir antara 1980-2000) dan pengolahan data dilakukan dengan menggunakan metode Structural Equation Modelling (SEM). Hasil penelitian menunjukkan bahwa career satisfaction memiliki peran penting dalam mencegah turnover intention serta memediasi hubungan di antara career adaptability dan perceived organizational support terhadap turnover intention. Pemberdayaan berupa peningkatan adaptabilitas dan dukungan organisasi perlu diikuti dengan adanya kepuasan karier dalam rangka mencegah keinginan untuk keluar dari organisasi. Studi ini memberikan kontribusi kepada manajemen dan literatur sumber daya manusia mengenai pentingnya peran mediasi career satisfaction terhadap career adaptability dan perceived organizational support dalam rangka menurunkan turnover intention tenaga kerja generasi milenial di Indonesia.

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This study aims to determine the effect of career adaptability, perceived organizational support, and career satisfaction on turnover intention on the Indonesian millennial generation. This research is a quantitative study using a cross-sectional design and purposive sampling method to collect primary data. The sample in this study was obtained from 424 Indonesian millennial generation workers (born between 1980-2000), and data processing was carried out using the Structural Equation Modeling (SEM) method.

The results showed that career satisfaction has an important role in preventing turnover intention and mediating the relationship between career adaptability and perceived organizational support for turnover intention. Empowerment, in the form of improving individual adaptability and organizational support, needs to be followed by career satisfaction to prevent the desire to leave the organization.

This study contributes to the management and human resource literature regarding the important role of career satisfaction mediation on career adaptability and perceived organizational support to reduce the turnover intention of the millennial generation in Indonesia."

"Turnover karyawan tetap menjadi masalah kronis di suatu industri dan bahkan memburuk untuk beberapa industri karena pandemi global. Turnover intention telah digunakan untuk mengukur pemahaman turnover sebelum hal itu terjadi. Psychological contract dan employee engagement merupakan sejumlah faktor perilaku organisasi yang telah diidentifikasi sebagai pendorong penting pada intensi berpindah karyawan. Menurut teori organizational support, dukungan organisasi yang dirasakan merupakan salah satu hal yang memperkuat hubungan setiap faktor dalam perilaku karyawan di Industri Farmasi – Firma Pelayanan Kesehatan. Metode cross-sectional digunakan dalam penelitian ini dan analisis didasarkan pada sampel dari 335 karyawan yang dikumpulkan menggunakan kuesioner online. Data dianalisis menggunakan AMOS - Structural Equation Modelling. Penelitian ini telah mengidentifikasi ada hubungan yang signifikan antara psychological contract, employee engagement terhadap turnover intention. Terdapat pengaruh positif psychological contract terhadap employee engagement dan pengaruh negatif terhadap turnover intentions sedangkan employee engagement secara parsial memediasi hubungannya. Berdasarkan temuan, organizational support yang dirasakan terbukti secara signifikan memoderasi hubungan employee engagement dimana karyawan yang memiliki dukungan organisasi yang lebih tinggi akan meningkatkan keterikatan karyawan terhadap perusahaan dan mengurangi keinginan berpindah. Secara praktis, pentingnya pengusaha untuk mencari alternatif lain dalam mempertahankan kinerja terbaik dengan membangun kontrak dan keterlibatan dari tahap perekrutan dan merancang strategi untuk memprediksi dan mengurangi turnover dengan mendukung karyawan.

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Employee turnover remains a chronic problem in an industry and even worsens for some industries because of global pandemic. Turnover intention has been used to measure for understanding turnover before it is happened. Using psychological contract and employee engagement out of a number of organizational behavior factors which have been identified as crucial driver on employee turnover intention and using organizational support theory, perceived organizational support which has been recommended to strengthen each factors relation in employee’s behavior in a Pharmaceutical – Health Service Firm. The study used a cross-sectional and analysis is based on sample of 335 Pharmaceuticals Professionals collected using online questionnaire. Data was analyzed using AMOS - Structural Equation Modelling. This study has identified there is significant relationship between psychological contract, employee engagement to turnover intention. There exists positive influence of psychological contract on employee engagement and negative influence on turnover intentions while employee engagement partially mediated its relationship. Based on findings, perceived organizational support proven significantly moderating relationship of employee engagement that employees who perceived higher organizational support will increase employee’s engagement to the company and reduce their turnover intention. The finding of this study practically emphasizes the importance of employers to seek other alternative in retain top performers by building contracts and engagement from hiring stage and devising strategies to predict and reduce turnover by supporting employees."

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Penelitian ini bertujuan untuk mengetahui pengaruh Perceived Supervisor Support dan Organizational Commitment terhadap Employee Turnover Intention dan Task Performance pada karyawan perusahaan DKI Jakarta yang bekerja dibawah pengawasan supervisor dan telah bekerja selama enam bulan dalam waktu yang berurutan. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan cross-sectional design dan metode convenience sampling dan purposive sampling untuk mengumpulkan data primer. Sampel penelitian ini diperoleh dari 399 karyawan perusahaan DKI Jakarta dan pengolahan data dilakukan dengan metode Structural Equation Model (SEM). Hasil penelitian ini menunjukkan bahwa Perceived Supervisor Support tidak memengaruhi Employee Turnover Intention dan juga Task Performance. Lalu, Organizational Commitment juga tidak memengaruhi Employee Turnover Intention. Namun, Organizational Commitment memiliki pengaruh positif terhadap Task Performance. Tiga hubungan mediasi penuh juga ditemukan dan satu hubungan mediasi parsial.

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This study aims to study the influence of Supervisory Commitments and Organizational Commitments on Employee Change Intentions and Task Performance on DKI Jakarta company employees who work under supervisory supervision and have worked for six months in a sequence. This research is a quantitative study using cross-sectional design and convenience sampling and purposive sampling methods for primary data collection. The research sample was obtained from 399 DKI Jakarta companies and data processing was carried out using the Structural Equation Model (SEM) method. The results of this study indicate that Perceived Support Supervisor does not affect Employee Turnover Intentions and also Job Performance. Then, Organizational Commitment also does not affect Employee Turnover Intentions. However, Organizational Commitment has a positive influence on Task Performance. Three full mediation relationships were also found and one partial mediation relationship.

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"Generasi Milenial, yang mendominasi populasi dunia saat ini, dapat menjadi peluang sekaligus tantangan karena karakteristiknya yang tidak bisa bertahan lama di sebuah Perusahaan seperti generasi sebelumnya. Penelitian ini bertujuan untuk menguji pengaruh career growth dan perceived organizational support terhadap turnover intention karyawan Milenial, yang dimediasi oleh organizational commitment. Data empiris dikumpulkan dari 316 responden menggunakan survei online, kemudian data sebanyak 316 responden yang dapat dianalisis lebih lanjut. Responden adalah karyawan tetap kategori Milenial (lahir antara tahun 1980 dan 1996) di Indonesia yang saat ini bekerja di sebuah perusahaan dengan masa kerja minimum 2 tahun. Data dianalisis menggunakan Structural Equation Modeling (SEM) dengan perangkat lunak Lisrel 8.8. Hasilnya menunjukkan bahwa career growth dan perceived organizational support memiliki pengaruh positif terhadap organizational commitment dan memiliki pengaruh negatif terhadap turnover intention. Selain itu, ditemukan bahwa organizational commitment secara signifikan berfungsi sebagai faktor mediasi dalam hubungan antara career growth dan perceived organizational support terhadap turnover intention. Penelitian ini memiliki beberapa keterbatasan, yaitu terbatas pada karyawan tetap generasi Milenial, menggunakan variabel yang unidimensional dengan item terbatas, metode kuantitatif dengan kuesioner online yang bersifat self-assessment, dan skala Likert tujuh poin, sehingga hasilnya tidak dapat digeneralisasi dan tidak mencerminkan keragaman perspektif responden secara mendalam. Melalui penelitian ini, diharapkan dapat memberikan wawasan bagi organisasi ataupun manajemen perusahaan dalam mengembangkan kebijakan yang efektif untuk mengelola karyawan dalam kaitannya dengan fenomena turnover intention.

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The Millennial generation, which dominates the world’s current population, can be both an opportunity and a challenge due to its characteristic of being unable to stay in a company for a long period of time like previous generations. This research aims to measure the influence of career growth and perceived organizational support on turnover intention among millennial employees, mediated by organizational commitment. Empirical data were collected from 316 respondents using an online survei, then data from 316 respondents were further analyzed. The respondents are millennial permanent employees (born between 1980 and 1996) in Indonesia who are currently working in a company with a minimum tenure of 2 years.

The data were analyzed using Structural Equation Modeling (SEM) with Lisrel 8.8 software. The results indicate that career growth and perceived organizational support have a positive influence on organizational commitment and a negative influence on turnover intention. Furthermore, it was found that organizational commitment significantly mediates the relationship between career growth and perceived organizational support on turnover intention.

This research has several limitations, namely being restricted to millennial permanent employees, using unidimensional variables with limited items, employing a quantitative method through a self-assessment online questionnaire with a seven point Likert scale. Consequently, the results cannot be generalized and do not deeply reflect the diversity of respondents’ perspectives. Through this study, it is hoped to provide insights for organizations or company management in developing effective policies for managing employees in relation to turnover intention."

"Penelitian ini dilatarbelakangi oleh adanya beban kerja yang cukup berat bagi guru dan adanya ketidakmerataan distribusi kompensasi guru di Sulawesi Selatan yang berpengaruh terhadap ketidakmerataan distribusi jumlah guru. Berdasarkan hal tersebut, dilakukanlah penelitian yang bertujuan untuk mengetahui peran benefit satisfaction terhadap turnover intention melalui mediasi dari perceived organizational support dan affective organizational commitment, serta peran perceived strength of performance management process dalam meningkatkan affective organizational commitment guru. Sampel dalam penelitian ini berjumlah 315 responden yang merupakan guru SD, SMP, SMA, dan SMK. Metode analisis yang digunakan yaitu structural equation model-partial least square (SEM-PLS). Hasil penelitian menunjukan bahwa, pertama, perceived organizational support memediasi pengaruh tidak langsung dari benefit level terhadap affective organizational commitment, namun tidak memediasi pengaruh benefit determination dan benefit administration terhadap affective organizational commitment. Kedua, terdapat pengaruh dari perceived performance management process strength terhadap affective organizational commitment yang dimediasi oleh perceived organizational support. Ketiga, perceived organizational support tidak memediasi pengaruh benefit level, benefit determination, dan benefit administration terhadap turnover intention. Peran affective organizational commitment juga tidak memediasi pengaruh benefit level, benefit determination, dan benefit administration terhadap turnover intention.

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This research is motivated by relatively heavy workload for teachers and unequal distribution of teacher compensation in South Sulawesi which influences the unequal distribution teacher numbers. Based on this, research was conducted to determine the role of benefit satisfaction on turnover intention through the mediation of perceived organizational support and affective organizational commitment, as well as the role of perceived strength of performance management process in increasing teacher affective organizational commitment. There are 315 respondents who were elementary, middle, high and vocational school teachers gathered as samples. The analytical method used is structural equation model-partial least squares (SEM-PLS). The research results show that, first, perceived organizational support mediates the indirect influence of benefit level on affective organizational commitment, but does not mediate the influence of benefit determination and benefit administration on affective organizational commitment. Second, there is an influence of perceived performance management process strength on affective organizational commitment which is mediated by perceived organizational support. Third, perceived organizational support does not mediate the influence of benefit level, benefit determination, and benefit administration on turnover intention. The role of affective organizational commitment also does not mediate the influence of benefit level, benefit determination, and benefit administration on turnover intention."

"Tesis ini bertujuan untuk mengetahui apakah terdapat hubungan antara Perceived Organizational Support (POS) dan intensi untuk meninggalkan pekerjaan pada karyawan PT. XYZ. Pada tesis ini dilakukan juga intervensi Effective Feedback Training pada atasan yang dilanjutkan dengan pemberian POS dan menurunkan intensi untuk meninggalkan pekerjaan. Data dari 10 orang karyawan pada level staf dari cabang klinik yang dihitung dengan menggunakan korelasi Pearson menunjukkan bahwa terdapat hubungan signifikan yang negatid antara POS dan intensi untuk meninggalkan pekerjaan, dengan r = -0.929. Artinya jika POS ditingkatkan, maka intensi karyawan untuk meninggalkan pekerjaan dapat diturunkan. Dalam tesis ini, POS ditingkatkan dengan pemberian effective feedback trainingpada atasan, dan dilanjutkan dengan praktek pemberian feedback dari atasan kepada bawahan. Efek intervensi diukur dengan membandingkan data pre dan post-test pada variabel POS dan intensi untuk meninggalkan pekerjaan dengan menggunakan paired-samples t-test. Hasil menunjukkan adanya perbedaan signifikan pada POS dan intensi untuk meninggalkan pekerjaan pada karyawan PT. XYZ setelah diberikan feedback dari atasan, dengan nilai t sebesar 3.017 dan signifikansi 0.015.

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The purpose of this research is to study the correlation of Perceived Organizational Support (POS and intention to turnover of the employee at XYZ Company. In this thesis, researcher conducted the Effective Feedback Training for the supervisor, then the supervisor practice the feedback process to subordinate, to improve POS and reduce intention to turnover. Data from 10 employees from clinic branch that calculated with Pearson Correlation shows that there's significant correlation (negarive correlation) between POS and intention to turnover, with r=-0.929. It means, when the POS was improved, the intention to turnover could be reduced. To improve the POS, researcher conducted the effective feedback training for supervisor, and the supervisor practice the effective feedback process to the subordinate. The effect of the intervention is significant from the compared-mean test (Paired-Samples T-Test). It means there is significant differences in POS and intention to turnover score after the intervention. The value of t is 3.017 and the significant level is 0.015."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari organizational learning culture dan perceived organizational support terhadap komitmen afektif dan turnover intention pada karyawan IT di Bank XYZ. Responden dalam penelitian ini adalah 170 karyawan IT Bank XYZ. Metode yang digunakan dalam penelitian ini adalah Structural Equation Modelling SEM. Hasil dari penelitian ini menunjukan bahwa organizational learning culture dan perceived organizational support memiliki pengaruh yang positif terhadap komitmen afektif, dan adanya pengaruh yang negatif dari komitmen afektif terhadap turnover intention.

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This research aims to examine the influence of organizational learning culture and perceived organizational support on affective commitment and turnover intention. The respondents of this study are 170 IT employees in Bank XYZ. This study uses Structural Equation Model SEM to analysis the data. This research found, there is significant positive relationship between organizational learning culture and perceived organizational support with affective commitment and there is significant negative relationship between affective commitment with turnover intention."

"Penelitian ini bertujuan untuk mengetahui pengaruh perceived organizational support terhadap turnover intention pada karyawan PT X Indonesia di Pabrik Cilegon. Variabel independen dalam penelitian ini yaitu perceived organizational support yang diukur dengan Survey of Perceived Organizational Support (SPOS) sedangkan variabel dependen dari penelitian ini yaitu turnover intention yang akan diukur dengan berdasarkan teori Mobley, Horner, dan Hollingsworth. Penelitian ini menggunakan metode kuantitatif dengan kuesioner sebagai instrumen penelitian. Responden yang digunakan sebanyak 84 karyawan tetap PT X Indonesia di pabrik Cilegon yang telah berkerja minimal satu tahun. Data penelitian ini dianalisa menggunakan statistik deksriptif dan statistik inferensial. Hasil penelitian ini menunjukkan bahwa perceived organizational support memiliki pengaruh yang negatif tetapi cukup lemah terhadap turnover intention karyawan PT X Indonesia pabrik Cilegon.

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This research examines the analysis influences of perceived organizational support on employee turnover intention at PT X Indonesia Cilegon factory. The independent variable in this research is perceived organizational support which is scaled with Survey of Perceived Organizational Support (SPOS) and the dependent variable is turnover intention which is scaled with Mobley, Horner, and Hollingsworth's theory. The research used quantitative method with questionnaire as an research instrument. Respondents of the research were 84 employees in PT X Indonesia Cilegon factory who had working period for more than a year. Data in this research analysed using desriptive statistic and inferential statistic. The result of this research showed that perceived organizational support has negative influences but quite weak on employee turnover intention at PT X Indonesia Cilegon factory."