[ABSTRAK
Penelitian ini berfokus pada pengaruh person-job fit dan job satisfaction terhadapturnover intention pada Officer Development Program (ODP) generasi Y di BankABC. Penelitian ini menggunakan tipe penelitian yang bersifat terapan, kualitatifdan kuantitatif dengan jumlah responden sebanyak 200 orang. Penelitimengadaptasi alat ukur yang dikembangkan oleh Carmeli & Weisberg (2006)untuk variabel turnover intention dan Saks & Ashfortg (1997) untuk variabelperson-job fit serta alat ukur The Job Satisfaction Survey (JSS) yang dikemukakanoleh Spector (1997). Analisa data pada penelitian ini menggunakan analisastatistika deskriptif, dan multiple regretion. Dari analisa data dapat disimpulkanbahwa : 1) terdapat pengaruh yang signifikan antara person-job fit terhadapturnover intention pada karyawan ODP generasi Y Bank ABC; 2) terdapatpengaruh yang signifikan antara job satisfaction terhadap turnover intention padakaryawan ODP generasi Y Bank ABC; 3) dimensi yang paling berpengaruhterhadap turnover intention adalah dimensi tuntutan atau atribut pekerjaan padavariabel person-job fit dengan tingkat signifikansi sebesar 0,001 dan dimensi gaji,promosi dan rekan kerja pada variabel job satisfaction dengan tingkat signifikansisebesar 0,006; 0,014 dan 0,028; 4) untuk mengatasi permasalahan turnoverintention yang terjadi pada karyawan ODP generasi Y Bank ABC, makarancangan intervensi yang akan digunakan pada penelitian ini adalah pelatihaninterpersonal relationship for ODP generasi Y Bank ABC. Adapun rancanganintervensi ini akan di evaluasi hingga level 3, yaitu perubahan perilaku.
ABSTRACT
This research focusing enhacement of person-job fit and job satisfaction towardthe decline of turnover intention through interpersonal relationship intervention ongeneration Y ODP at ABC Bank. This research uses aplicative and quantitativetype of research with the amount of two hundred respondents. The researcheradapted the measurement tool developed by Carmeli & Weisberg (2006) forturnover intention variable and Saks & Ashfortg (1997) for person-job fit variableand The Job Satisfaction Survey (JSS) measurement tool proposed by Spector(1997). Data analysis in this research using descriptive statistic analysis, andmultiple regretion. From the data analysis it can be concluded that: 1) there is asignificant influence between person-job fit toward turnover intention onGeneration Y employee in ODP at ABC Bank; 2) there is a significant influencebetween job satisfaction toward turnover intention on generation Y employee inODP at ABC Bank; 3) the most influencing dimension toward turnover intentionis requirement dimension or job attribute in person-job fit with a significance levelof 0.001 and salary dimension, promotion and co-worker on job satisfactionvariable with a significance level of 0.006; 0.014 and 0.028; 4) to overcometurnover intention problem that happened on Generation Y employee in ODP atABC Bank, the design of intervention that will be used is interpersonalrelationship training for ODP generation Y at ABC Bank. Furthermore this designof intervention will be evaluated to level 3, which is change behavior;This research focusing enhacement of person-job fit and job satisfaction towardthe decline of turnover intention through interpersonal relationship intervention ongeneration Y ODP at ABC Bank. This research uses aplicative and quantitativetype of research with the amount of two hundred respondents. The researcheradapted the measurement tool developed by Carmeli & Weisberg (2006) forturnover intention variable and Saks & Ashfortg (1997) for person-job fit variableand The Job Satisfaction Survey (JSS) measurement tool proposed by Spector(1997). Data analysis in this research using descriptive statistic analysis, andmultiple regretion. From the data analysis it can be concluded that: 1) there is asignificant influence between person-job fit toward turnover intention onGeneration Y employee in ODP at ABC Bank; 2) there is a significant influencebetween job satisfaction toward turnover intention on generation Y employee inODP at ABC Bank; 3) the most influencing dimension toward turnover intentionis requirement dimension or job attribute in person-job fit with a significance levelof 0.001 and salary dimension, promotion and co-worker on job satisfactionvariable with a significance level of 0.006; 0.014 and 0.028; 4) to overcometurnover intention problem that happened on Generation Y employee in ODP atABC Bank, the design of intervention that will be used is interpersonalrelationship training for ODP generation Y at ABC Bank. Furthermore this designof intervention will be evaluated to level 3, which is change behavior, This research focusing enhacement of person-job fit and job satisfaction towardthe decline of turnover intention through interpersonal relationship intervention ongeneration Y ODP at ABC Bank. This research uses aplicative and quantitativetype of research with the amount of two hundred respondents. The researcheradapted the measurement tool developed by Carmeli & Weisberg (2006) forturnover intention variable and Saks & Ashfortg (1997) for person-job fit variableand The Job Satisfaction Survey (JSS) measurement tool proposed by Spector(1997). Data analysis in this research using descriptive statistic analysis, andmultiple regretion. From the data analysis it can be concluded that: 1) there is asignificant influence between person-job fit toward turnover intention onGeneration Y employee in ODP at ABC Bank; 2) there is a significant influencebetween job satisfaction toward turnover intention on generation Y employee inODP at ABC Bank; 3) the most influencing dimension toward turnover intentionis requirement dimension or job attribute in person-job fit with a significance levelof 0.001 and salary dimension, promotion and co-worker on job satisfactionvariable with a significance level of 0.006; 0.014 and 0.028; 4) to overcometurnover intention problem that happened on Generation Y employee in ODP atABC Bank, the design of intervention that will be used is interpersonalrelationship training for ODP generation Y at ABC Bank. Furthermore this designof intervention will be evaluated to level 3, which is change behavior] |
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