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Abstrak :
Turnover perawat selalu menjadi perhatian karena jumlah yang begitu tinggi yaitu menurut NSI tahun 2020 dikatakan selama dua tahun terakhir berkisar 15,9% dan begitu juga di Indonesia di rumah sakit swasta berkisar 13% dan 35% sedangkan normal adalah 5-10%. Penelitian ini bertujuan utuk mengetahui faktor internal dan eksternal mempengaruhi turnover intention perawat rumah sakit di Indonesia dengan metode kajian kepustakan kualitaif dengan desain analisis deskriptif. Database yang digunakan adalah online dari 4 database yaitu Universitas Indonesia Library, Pusat Informasi Kesehatan Masyarakat Universitas Indonesia (Pusinfokesmas FKM UI), GARUDA (Garba Rujukan Digital), kemudian Neliti repository ilmiah Indonesia dengan jumlah didapat 60 dan yang diikutsertakan adalah 9 penelitian. Hasil penelitian menunjukkan faktor yang mempengaruhi turnover intention perawat di berbagai rumah sakit adalah faktor eksternal yaitu aspek lingkungan dan usia ada yang mengatakan mempengaruhi ada penelitian mengatakan tidak. Faktor internal yaitu budaya organisasi, gaya kepemimpinan, kompensasi, kepuasan kerja, dan pengembangan karir. Faktor yang paling mempengaruhi adalah kompensasi. ......Nurse turnover is always a concern because the number is so high according to the NSI 2020 said for the last two years around 15.9% and so in Indonesia in private hospitals around 13% and 35% while normal is 5-10 %. This study aims to determine the internal and external factors related to the turnover intention of hospital nurses in Indonesia with a qualitative library study method with descriptive analysis design. Databes used are online from 4 databases namely Universitas Indonesia Library, the Indonesian Public Health Information Center (Pusinfokesmas FKM UI), GARUDA (Garba Rujukan Digital), kemudian Neliti repository ilmiah Indonesia with the number obtained by 60 and included 9. The results showed that the factors that related to nurses' turnover intention in various hospitals are external factors, namely environmental and age aspects, some said that they related to but there is said no. Internal factors are organizational culture, leadership style, compensation, job satisfaction, and career development. The most related factor is compensation.

Abstrak :
Penelitian ini bertujuan untuk menguji pengaruh job involvement terhadap turnover intention dengan organizational commitment sebagai variabel mediasi. Job involvement diukur menggunakan konsep multidimensi job involvement yaitu emotional job involvement, cognitive job involvement, dan behavioral job involvement (Yoshimura, 1996), organizational commitment diukur dengan organizational commitment questionnaire (Mowday, Steers, dan Porter, 1979) dan turnover intention diukur dengan indikator turnover intention (Mobley, Horner, dan Hollingsworth, 1978). Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian dikumpulkan melalui survei yang dilakukan pada 120 karyawan tetap PT. South Pacific Viscose dengan menggunakan teknik non-probability convenience sampling. Penelitian ini menggunakan analisis jalur dan Sobel Test untuk menguji pengaruh langsung dan pengaruh mediasi di antara variabel-variabel kunci. Hasil analisis jalur mengindikasikan bahwa job involvement mempengaruhi organizational commitment secara signifikan. Hasil analisis jalur juga mengindikasikan bahwa job involvement dan organizational commitment mempengaruhi turnover intention secara signifikan. Hasil Sobel Test membuktikan pengaruh tidak langsung job involvement terhadap turnover intention melalui organizational commitment secara signifikan. Sejalan dengan penelitian terdahulu Blau dan Boal (1989), hasil analisis jalur dan Sobel Test mengkonfirmasi bahwa organizational commitment memediasi hubungan job involvement dan turnover intention. ...... This study aims to examine the effect of job involvement on employee turnover intention through organizational commitment as a mediating variable. Multidimensional job involvement, namely emotional job involvement, cognitive job involvement, and behavioral job involvement (Yoshimura, 1996), organizational commitment questionnaire (Mowday, Steers, and Porter, 1979) and turnover intention’s indicators (Mobley, Horner, and Hollingsworth, 1978) were using to measure job involvement, organizational commitment, and turnover intention. This research used a quantitative approach. Data was collected through survey which conducted on 120 permanent employees at PT. South Pacific Viscose by non-probability (convenience) sampling method. Path analysis and Sobel Test were used to test the direct and mediating relationship between key variables. Path analysis shows that job involvement affects organizational commitment significantly. It also shows that job involvement and organizational commitment affect turnover intention significantly. Sobel Test reveals a statistical support for the indirect effect of job involvement on turnover intention through organizational commitment. In line with the previous research of Blau and Boal (1989), the result of path analysis and Sobel Test confirm that organizational commitment significantly mediated the relationship between job involvement and turnover intention.

Abstrak :
[Penelitian ini bertujuan untuk menguji peran peluang pertumbuhan karir dalam menjelaskan turnover intention auditor junior di kantor akuntan publik (KAP) The Big Four di Jakarta. Data penelitian ini diambil dari 213 sampel dengan menggunakan kuesioner. Penelitian ini mengusulkan bahwa peluang pertumbuhan karir merupakan manfaat yang dinilai penting bagi karyawan dalam hal ini auditor junior pada KAP. Di mana ketika auditor junior percaya bahwa KAP tempat mereka bekerja memberikan manfaat berupa peluang pertumbuhan karir maka mereka akan berkomitmen kuat terhadap KAP tersebut yang pada gilirannya dapat menurunkan tingkat turnover intention. Penelitian ini juga bertujuan untuk mengidentifikasi variabel anteseden yang diusulkan dari variabel peluang pertumbuhan karir, yaitu variabel efektivitas pelatihan dan prestise organisasi perusahaan. Hasil pengolahan data menggunakan structural equation modeling (SEM) menunjukkan bahwa efektivitas pelatihan dan prestise organisasi berpengaruh positif dan signifikan terhadap peluang pertumbuhan karir. Selanjutnya, peluang pertumbuhan karir berpengaruh positif dan signifikan terhadap komitmen organisasi, serta komitmen organisasi berpengaruh negatif dan signifikan terhadap turnover intention.;This study aims to examine the role of career growth opportunities in explaining junior auditor turnover intentions in the big four public accounting firms in Jakarta. The research data was taken from 213 samples using a questionnaire. This study proposes that career growth opportunities are considered important benefits for employees in this case a junior auditor at public accounting firms. Where as a junior auditor believes that the firm for which they work to provide benefits in the form of career growth opportunities, they will be strongly committed to the firm, which in turn can reduce the level of turnover intention. This study also aims to identify the proposed antecedent variables of variable career growth opportunities, the variables are training effectiveness and organizational prestige. The results of data processing using structural equation modeling (SEM) showed that the training effectiveness and organizational prestige has significant positive effect on career growth opportunities. Further, career growth opportunities has significant positive effect on organizational commitment and then organizational commitment has significant negative effect on turnover intention., This study aims to examine the role of career growth opportunities in explaining junior auditor turnover intentions in the big four public accounting firms in Jakarta. The research data was taken from 213 samples using a questionnaire. This study proposes that career growth opportunities are considered important benefits for employees in this case a junior auditor at public accounting firms. Where as a junior auditor believes that the firm for which they work to provide benefits in the form of career growth opportunities, they will be strongly committed to the firm, which in turn can reduce the level of turnover intention. This study also aims to identify the proposed antecedent variables of variable career growth opportunities, the variables are training effectiveness and organizational prestige. The results of data processing using structural equation modeling (SEM) showed that the training effectiveness and organizational prestige has significant positive effect on career growth opportunities. Further, career growth opportunities has significant positive effect on organizational commitment and then organizational commitment has significant negative effect on turnover intention.]

Abstrak :
ABSTRAK
Penelitian ini bertujuan untuk mengembangkan program intervensi untuk mengatasi tinggingya Turnover Intention di PT. XYZ. Penelitian ini menggunakan metode kuantitatif dengan menggunakan kuesioner dalam pengumpulan data. Hasil penelitian menujukkan bahwa sebagian besar karyawan memiliki intense untuk meninggalkan organisasi. Berdasarkan hal tersebut, maka dirancang sejumlah program intervensi untuk mencegah Niat Untuk Berhenti Kerja di PT XYZ. Program intervensi ini terdiri dari sub program, yaitu (1) pembentukkan Departemen Sumber Daya Manusia, dan (2) program-program komunikasi.

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ABSTRACT
The purpose of this study was to develop an intervention programs to solve the problem of employee Turnover Intention in PT. XYZ. This study used a quantitative method by using questionnaires. The results showed that a significant number of employees have an Turnover Intention the company. Based on this, then an intervention program was designed in order to prevent Turnover Intention in PT XYZ. This intervention program consist of sub programs for (1) establishment of the Department of Human Resources, and (2) communication programs.

Abstrak :
Penelitian ini fokus pada usaha untuk menurunkan intensi turnover pada executive trainee di PT.EVP. Tingkat turnover 61,9% diidentifikasi karena ketidakjelasan informasi yang diperoleh executive trainee terkait pekerjaan mereka sebagai sales manager. Penelitian dilakukan untuk melihat hubungan role ambiguity dan intensi turnover, dengan menggunakan Role Ambiguity Scale (Rizzo, House dan Lirtzman, 1970) dan Withdrawal Cognition (Tang, Kim & Tang, 2000). Hasil penelitian pada 33 executive trainee menunjukkan hubungan yang positif dan signifikan antara role ambiguity dengan intensi turnover (p<0,01). Oleh karena itu, intervensi dilakukan dengan menyusun dan menyosialisasikan uraian jabatan (job description) kepada para executive trainee. Uji perbedaan dilakukan kepada kelompok executive trainee yang diberikan sosialisasi dan tidak diberikan sosialisasi, dan hasilnya menunjukkan bahwa terdapat perbedaan skor role ambiguity dan intensi turnover yang signifikan antara kedua kelompok; kelompok intervensi memiliki skor role ambiguity dan intensi turnover yang lebih rendah. Dengan demikian, perusahaan perlu melakukan sosialisasi uraian jabatan sales manager dalam program pelatihan executive trainee.

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This study focused on the efforts to reduce turnover intention among executive trainee at PT EVP. Turnover rate 61,9% was identified because of the lack of informations related to their job as sales manager. This study measured the correlation between role ambiguity and intention to turnover using Role Ambiguity Scale (Rizzo, House dan Lirtzman,1970) and Withdrawal Cognition (Tang, Kim & Tang, 2000). The results of the study on 33 executive trainees showed a positive and significant relationship between role ambiguity and turnover intention (p<0.01). Therefore, intervention was held to redesign and socialize job description to the executive trainees. Researcher conducted a mean differences test on executive trainees groups who did and didn?t receive socialization, and the result showed that there were score differences in role ambiguity and intention to turnover between the two groups; the group which received the intervention had lower score of role ambiguity and intention to turnover. Thus, company needs to do job description socialization for sales manager on executive training program.

Abstrak :
Tujuan dari penelitian ini adalah mengetahui faset job satisfaction yang paling memengaruhi turnover intention karyawan level staf dan lower staf di PT XYZ, dan mendesain rancangan intervensi untuk mengatasi temuan tersebut. Penelitian ini menggunakan pendekatan kuantitatif. Hasil uji regresi menunjukkan job satisfaction terbukti signifikan memengaruhi turnover intention (R²=.475*, p<.05). Artinya, peningkatan job satisfaction dapat mendorong penurunan turnover intention. Lebih jauh, penelitian menunjukan bahwa faset communication memiliki pengaruh paling besar terhadap turnover intention, dan item yang paling berkontribusi adalah mengenai masalah dalam pemberian tugas-tugas. Hal ini menunjukan bahwa karyawan merasa tugas-tugasnya tidak dijelaskan sepenuhnya oleh atasan. Kemampuan atasan dalam mengkomunikasikan tugas dengan baik ke bawahan dapat dibentuk dengan memberikan training kepada atasan langsung. Oleh karena itu, intervensi yang diusulkan adalah pemberian training effective communication bagi supervisor untuk meningkatkan job satisfaction dan menurunkan turnover intention karyawan level staf dan lower staf di PT XYZ. ......The purpose of this study is to determine facets of job satisfaction that most influence turnover intention on staff and lower staff level in PT XYZ, and to design interventions to resolve problems encountered. This study use a quantitative approach. Result of regression analysis indicated that there is a significant effect job satisfaction to turnover intention on staff and lower staff level at PT XYZ (R²=.475, p<.05). Those results showed that the enhancement of job satisfaction will decrease employee’s turnover intention. Further, research shows that the facet of communication has the most influence the turnover intention, and the item has the most contribute is the problems in the assignments. This shows that employees feel their duties are not fully explained by the superiors. Superior ability to communicate well to subordinate task can be formed by providing training directly to superior. Therefore, the proposed intervention is provide training effective communication for supervisor level to increase job satisfaction and reduce turnover intention on staff and lower staff level in PT XYZ.

Abstrak :
Penelitian ini membahas mengenai pengaruh antara kepuasan kerja dan kompensasi terhadap masalah intensi keluar atau turnover intention karyawan departemen telemarketing PT Asuransi Jiwa XYZ. Pendekatan penelitian yang digunakan pada penelitian ini adalah kuantitatif. Jenis penelitian yang digunakan adalah eksplanatif. Sumber data yang diterapkan pada penelitian ini meliputi primary data dan secondary data. Dari hasil penelitian menunjukkan bahwa kepuasan kerja memiliki pengaruh signifikan terhadap intensi keluar, kompensasi memiliki pengaruh signifikan terhadap intensi keluar dan secara bersama-sama kepuasan kerja dan kompensasi memiliki pengaruh signifikan terhadap intensi keluar. Penelitian ini diharapkan dapat memperkaya hasil-hasil penelitian mengenai kepuasan kerja dan kompensasi terhadap intensi keluar karyawan di sektor swasta. Untuk penelitian selanjutnya disarankan menggunakan wawancara dengan karyawan yang masih aktif guna mengetahui secara mendalam faktorfaktor apa saja yang mempengaruhi intensi keluar karyawan telemarketing di sektor swasta. ......This study discusses the influence between job satisfaction and compensation on employee turnover intention at telemarketing department of PT XYZ Life Insurance. The research approach used in this study is quantitative. This type of study is explanative. Data sources employed in this study includes primary data and secondary data. From the results showed that job satisfaction has a significant influence on the turnover intention, compensation has a significant influence on the turnover intention and jointly job satisfaction and compensation has a significant effect on turnover intention. The study is expected to enrich the results of research on job satisfaction, compensation and turnover intention in the private sector. For further research is recommended to use interviews with active employees in order to know in depth the factors that influence the turnover intention of telemarketing employees in the private sector.

Abstrak :
Tujuan dari penelitian ini adalah mengembangkan intervensi untuk mengatasi permasalahan mengenai intensi turnover karyawan di Bank XYZ . Penelitian ini menggunakan metode kuantitatif dengan kuesioner dalam pengumpulan data. Hasil penelitian menujukkan bahwa kompetensi kepemimpinan dan kompetensi tehnis supervisor menjadi faktor yang berpengaruh menentukan tingginya intensi turnover karyawan. Berdasarkan hal tersebut, maka dirancang program intervensi untuk mengembangkan kompetensi kepemimpinan dan kompetensi tehnis supervisor melalui melalui Forum Leadershp yang dilaksanakan berbasis teori belajar Fee Learning Value Chain. ...... This research aim to propose intervention plan to manage employees turnover intention on Bank XYZ. The research using quantitative method using questionnaire to collect the data. Research shows that leadership competency and tenhnical supervisor's competency are influencing factors to employee's turnover intention. Based on this finding, this intervention program targeting to improve leadership and tehnical supervisor's competencies through Leader's forum. This Leader?s Forum will be done based on Fee Learning Value Chain.

Abstrak :
Di tengah persaingan kerja yang cukup ketat dan banyaknya para pencari kerja, justru para karyawan yang bekerja di lembaga keuangan konvensional dengan rela berhenti dari pekerjaannya. Padahal gaji dan jabatan mereka di lembaga keuangan konvensional terbilang sangat menarik, namun mereka tanpa dipaksa bersedia mengundurkan diri dari pekerjaan. Ketika mereka ditanya alasannya, mereka selalu menjawab bahwa pekerjaan mereka adalah haram. Berawal dari hal ini dan dengan memerhatikan teori tentang hubungan religiusitas dan berhenti bekerja (turnover intention), penelitian ini bertujuan untuk menganalisis pengaruh religiusitas terhadap kesediaan para karyawan lembaga keuangan konvensional untuk berhenti dari pekerjaannya. Dengan menggunakan pendekatan yang berbeda terhadap variabel “berhenti bekerja’ (turnover intention), nilai willingness to accept (WTA) digunakan sebagai variabel dependennya. Berdasarkan hasil tinjauan pustaka, diketahui bahwa nilai WTA dipengaruhi oleh latar belakang sosial ekonomi seseorang. Oleh karena itu, penelitian ini berusaha menganalisis pengaruh kedua hal tersebut, yaitu religiusitas dan latar belakang sosial ekonomi terhadap nilai WTA seorang Muslim. Hasil regresi Ordered Logit Model (OLM) menunjukkan bahwa latar belakang sosial ekonomi seorang Muslim (gaji, jenis kelamin, dan pendidikan) berpengaruh signifikan positif terhadap nilai WTA seorang Muslim. Religiusitas berpengaruh negatif terhadap nilai WTA, namun tidak signifikan. Temuan lain dalam penelitian ini adalah nilai rata-rata WTA yang bersedia diterima seorang Muslim sebagai kompensasi untuk berhenti bekerja dari lembaga keuangan konvensional adalah Rp 5.711.009. Nilai ini bisa menjadi referensi bagi lembaga keuangan syariah dalam menentukan gaji para karyawannya. ......In the midst of fierce job competition and the large number of job seekers, employees who work in conventional financial institutions are willing to quit their jobs. Even though their salaries and positions in conventional financial institutions are very attractive, they are without being forced to resign from their jobs. When they are asked why, they always answer that their work is haram. Starting from this and by paying attention to the theory of the relationship of religiosity and stop work (turnover intention), this study aims to analyze the effect of religiosity on the willingness of conventional financial institution employees to quit their jobs. By using a different approach to the variable "stop working" (turnover intention), the value of willingness to accept (WTA) is used as the dependent variable. Based on the literature review, it is known that the value of WTA is influenced by a person's socioeconomic background. Therefore, this study seeks to analyze the influence of these two things, namely religiosity and socioeconomic background on the value of a Muslim's WTA. Results of Ordered Logit Model (OLM) show that the socioeconomic background of a Muslim (salary, sex, and education) significantly positively influences the value of a Muslim's WTA. Religiosity negatively affect value of WTA but not significanly. Another finding in this study is that the average value of a WTA that a Muslim is willing to accept as compensation for stopping working from a conventional financial institution is Rp 5.711.009. This value can be a reference for Islamic financial institutions in determining the salaries of their employees.