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"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 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 dari Perceived Organizational Support POS terhadap Employee Engagement. Pada penelitian ini, variabel Perceived Organizational Support diukur dengan menggunakan konsep dari Eisenberger dkk 1986 yang terdiri dari 36 indikator dan tiga dimensi, yaitu dimensi Fair Organizational Procedures, Supervisor Support, dan dimensi Favorable Rewards Job Conditions. Sedangkan untuk variabel Employee Engagement digunakan konsep dari Gallup Consultant 2006 yang diukur dengan 12 indikator atau dikenal dengan Q-Twelve Q-12. Pada konsep tersebut terdapat empat dimensi, yaitu What do I Get, What do I Give, Do I Belong, dan How Can We Grow. Penelitian ini merupakan penelitian kuantitatif, yang mana sumber data merupakan hasil dari penyebaran kuesioner kepada karyawan tetap non operasional di kantor pusat PT. Jasa Marga Persero tbk, dengan metode non probability sampling. Penelitian ini menggunakan analisis regresi sederhana dan koefisien determinasi untuk menguji pengaruh antar variabel. Hasil dari penelitian ini menunjukkan bahwa 15,9 employee engagement dipengaruhi oleh Perceived Organizational Support.

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This research aiming to analyzing the effect of Perceived Organizational Support POS to Employee Engagement. The Perceived Organizational Support variable in this research measured by using the concept from Eisenberger Et al 1986 that has 36 indicators and three dimensions, which are Fair Organizational Procedures, Supervisor Support, and Favorable Rewards Job Conditions. Meanwhile, the concept by Gallup Consultant 2006 that is measured by 12 indicators that is also known as Q Twelve Q 12 is used for the variable of Employee engagement. This concept has four dimensions, which are What Do I Get, What Do I Give, Do I belong, and How Can We Grow.

This research is quantitative research which the data are from the result of the questionnaire that is spreaded among the non operational permanent employees on the head office of PT. Jasa Marga persero using non probability sampling method. This research using a simple regression analysis and coefficient of determination to examine the influence between the variables. The result of this research showed that 15,9 of employee engagement are influenced by the Perceived Organizational Support."

"Tingkat komitmen keorganisasian yang dimiliki karyawan sangatlah penting karena menjadi hal yang menentukan apakah seorang karyawan ingin tetap bertahan dalam organisasi atau tidak. Penelitian ini bertujuan untuk menganalisis pengaruh persepsi dukungan organisasi terhadap komitmen keorganisasian dan pengaruh persepsi dukungan organisasi terhadap masing-masing dimensi komitmen keorganisasian (komitmen afektif, kontinu, dan normatif). Variabel persepsi dukungan organisasi diukur menggunakan kuesioner baku Survey of Perceived Organizational Support, sedangkan variabel komitmen keorganisasian diukur menggunakan kueisoner baku Affective Commitment Scale, Continuance Commitment Scale, dan Normative Commitment Scale yang merepresentasikan masing-masing dimensi. Responden penelitian ini adalah 54 orang karyawan tetap non-manajerial di kantor pusat PT Wika Realty yang telah bekerja lebih dari satu tahun. Hasil penelitian menunjukkan bahwa persepsi dukungan organisasi berpengaruh secara signifikan terhadap komitmen keorganisasian secara keseluruhan. Selain itu, persepsi dukungan organisasi berpengaruh secara signifikan terhadap komitmen afektif dan komitmen normatif, namun tidak berpengaruh secara signifikan terhadap komitmen kontinu.

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The level of organizational commitment become very important, because it determines whether the employees want to continue their employment or not. The purpose of this research is to analyze the influence of perceived organizational support on organizational commitment and the influence of perceived organizational support on each dimensions of organizational commitment (affective, continuance, and normative commitment). Perceived organizational support was measured by standard questionnaire Survey of Perceived Organizational Support, while Organizational Commitment was measured by standard questionnaires Affective Commitment Scale, Continuance Commitment Scale, and Normative Commitment Scale that represents each dimension. Respondent includes 54 permanent and non-managerial employees in PT Wika Realty who has worked for more than one year. The result showed that perceived organizational support is significantly influence overall organizational commitment. In addition, perceived organizational support significantly influences affective and normative commitment, but not significantly influences continuance commitment."

"Penelitian ini bertujuan untuk mengetahui pengaruh otonomi kerja dan motivasi intrinsik terhadap turnover intention yang dimediasi oleh komitmen afektif. Responden dalam penelitian ini adalah 160 karyawan di wilayah Jabodetabek. Metode yang digunakan dalam penelitian ini adalah Structural Equation Model SEM . Hasil penelitian ini menunjukkan bahwa komitmen afektif telah terbukti memediasi hubungan pengaruh antara motivasi intrinsik dengan turnover intention secara penuh full-mediation . Sedangkan otonomi kerja dapat mempengaruhi langsung terhadap turnover intention tanpa melalui peran mediasi komitmen afektif.

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This research aims to examine the effect of job autonomy and intrinsic motivation to turnover intention through affective commitment as mediating variable. The respondents of this study are 160 full time of employees in Jabodetabek region. This study uses Structural Equation Model SEM to analysis the data. The result if this research shows that affective commitment can mediate impact of intrinsic motivation to turnover intention as full mediation while job autonomy has direct connection to turnover intention without is not mediated by affective commitment."

"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 kecerdasan emosional terhadap persepsi atas politik yang terjadi diorganisasi, kepuasan kerja, perputaran kerja dan perilaku lalai pada salah satu perusahaan swasta di Indonesia, PT. XYZ. Data penelitian ini diambil dari 215 sampel karyawan dengan menggunakan kuesioner. Dengan menggunakan metode Structural Equation Modeling, hasil penelitian ini menunjukkan bahwa kecerdasan emosional hanya mempengaruhi kepuasan kerja, sedangkan kepuasan kerja, perputaran kerja danperilaku lalai lebih dipengaruhi secara signifikan oleh persepsi politik di perusahaan.

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This study aims to determine the impact of emotional intelligence towards employee?s perception of organizational politics, job satisfaction, turnover intention and negligent behavior on private sector in Indonesia. The research data were collected from 215 samples of employees using a questionnaire. By Structural Equation Modeling method suggested that emotional intelligence significantly affected to job satisfaction, whereas job satisfaction, turnover intention and negligent behavior more significantly affected by perceived organizational politics."

"Tingginya turnover intention dan rendahnya task performance menjadi permasalahan di perusahaan yang harus ditangani dan dapat diselesaikan oleh tingginya support dari supervisor yang dirasakan serta keyakinan yang tinggi terhadap diri sendiri selama bekerja (self efficacy). Kedua permasalahan tersebut dapat dialami oleh seluruh karyawan, terutama karyawan generasi Z. Maka dari itu, tujuan dari penelitian ini adalah untuk menganalisis pengaruh dari perceived supervisor support terhadap employees turnover intention dan task performance dengan self efficacy sebagai variabel mediasi pada karyawan di DKI Jakarta. Dengan tujuan eksplanatif, penelitian ini menggunakan pendekatan kuantitatif dengan menyebarkan kuesioner yang disebarkan secara daring kepada 253 responden Generasi Z yang bekerja sebagai karyawan di DKI Jakarta yang didapatkan dengan menggunakan teknik penarikan data non-probability sampling dengan jenis purposive sampling. Penelitian ini melakukan teknik analisis data dengan menggunakan hierarchical multiple regression. Hasil penelitian ini menunjukkan adanya pengaruh perceived supervisor support terhadap turnover intention dan juga terdapat pengaruh perceived supervisor support terhadap task performance pada karyawan di DKI Jakarta. Selain itu, self efficacy juga terbukti menjadi variabel mediasi antara perceived supervisor support terhadap turnover intention dan perceived supervisor support terhadap task

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High turnover intention and low task performance are problems in the company that must be handled and can be solved by the perceived high support from supervisors and high confidence in themselves during work (self efficacy). Both of these problems can be experienced by all employees, especially generation Z employees. Therefore, the purpose of this study is to analyze the effect of perceived supervisor support on employees turnover intention and task performance with self-efficacy as a mediating variable for employees in DKI Jakarta. With an explanatory purpose, this study uses a quantitative approach by distributing questionnaires distributed online to 253 Generation Z respondents who work as employees in DKI Jakarta which were obtained using a non-probability sampling technique with purposive sampling. This study uses data analysis techniques using hierarchical multiple regression. The results of this study indicate that there is an effect of perceived supervisor support on turnover intention and there is also an effect of perceived supervisor support on task performance for employees in DKI Jakarta. In addition, self-efficacy is also proven to be a mediating variable between perceived supervisor support on turnover intention and perceived supervisor support on task performance for Generation Z employees in DKI Jakarta."

"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."

"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.

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