:: UI - Tesis Membership :: Kembali

UI - Tesis Membership :: Kembali

Pengaruh peningkatan kepuasan kerja staff CDSI terhadap intensi turnover melalui intervensi workshop coaching dan counseling pada supervisor dan implementasinya = The effect of increasing CDSI job satisfaction on their turnover intention through coaching and counseling workshop and its implementation

Bella Ingranurindani; Bertina Sjabadhyni, supervisor; Mokoginta, Urip Abdurachman, supervisor; Semiati Ibnu Umar, examiner; Siti Farida, examiner (Fakultas Psikologi Universitas Indonesia, 2014)

 Abstrak

[ABSTRAK
Tesis ini membahas tentang pengaruh peningkatan kepuasan kerja terhadap intensi turnover karyawan CDSI melalui intervensi coaching dan counselling. Dasar dari
penelitian ini adalah tingginya tingkat turnover tahun lalu, tingginya tingkat absensi, dan perilaku kontraproduktif lainnya yang menjadi kekhawatiran pihak manajemen. Tipe penelitian yang digunakan adalah action research pada 35 responden. Alat ukur intensi
turnover adalah adaptasi dari Anticipated Turnover Scale dari Hinshaw dan Atwood (1985) dengan nilai koefisien alfa sebesar 0,946, sedangkan alat ukur kepuasan kerja
merupakan adaptasi dari Job Satisfaction Survey dari Specter (1997) dengan nilai koefisien alfa sebesar 0,902. Hasil uji regresi menunjukkan adanya pengaruh yang
signifikan antara kepuasan kerja dengan intensi turnover dengan nilai koefisien determinasi (R-squared) sebesar 0,263 dan signifikan pada los 0,01/p=:0,002. Dari hasil
penelitian diketahui bahwa dimensi kepuasan terhadap atasan merupakan sal ah satu dimensi yang paling berpengaruh secara signifikan terhadap intensi turnover. Oleh karena itu intervensi yang diambil adalah melakukan coaching dan counselling kepada para staff. Namun sebelumnya, peneliti memberikan workshop keterampilan coaching dan counselling kepada para supervisor. Dari hasil uji paired sample t-test menunjukkan
peningkatan secara signifikan pada kepuasan kerja (los 0,05/p=0,003) para staff sekaligus penurunan secara signifikan pada intensi turnover mereka (los 0,05/p=0,042), setelah coaching dan counselling dilaksanakan.

ABSTRACT
This thesis discusses the effect of increasing job satisfaction on turnover intention on staff in CDSI through coaching and counselling intervention. The reason behind this study is the high turnover rate on last year, the high rate of absenteeism, and other
counterproductive behaviours which happened in the company for a long time. This is an action research type of research, with 35 respondents. Turnover intention was measured by an adaptation of the Anticipated Turnover Scale from Hinshaw and Atwood (1985) with an alpha coefficient of 0.946, while job satisfaction was measured with an adaptation of the Job Satisfaction Survey from Spector (1997) with an alpha coefficient
of 0.902. Regression test result showed a significant relationship between job satisfaction and turnover intention with coefficient of determination (R-squared) of 0,263 and significant at los 0.01 / p = 0.002. The results also revealed that the satisfaction on
superior is one of the dimensions that have the most significant impact on turnover intention. Therefore coaching and counselling to the staffs are needed. But before ihe intervention take place, researcher gave supervisor a workshop about coaching and counselling skills. Paired samples t-test showed significantly better improvement on staffs job satisfaction (los 0.05 / p = 0.003) and also a significant decrease on their
turnover intention (los 0.05 / p = 0.042), after coaching and counselling is given; This thesis discusses the effect of increasing job satisfaction on turnover intention on staff in CDSI through coaching and counselling intervention. The reason behind this study is the high turnover rate on last year, the high rate of absenteeism, and other
counterproductive behaviours which happened in the company for a long time. This is an action research type of research, with 35 respondents. Turnover intention was measured by an adaptation of the Anticipated Turnover Scale from Hinshaw and Atwood (1985) with an alpha coefficient of 0.946, while job satisfaction was measured with an adaptation of the Job Satisfaction Survey from Spector (1997) with an alpha coefficient
of 0.902. Regression test result showed a significant relationship between job satisfaction and turnover intention with coefficient of determination (R-squared) of 0,263 and significant at los 0.01 / p = 0.002. The results also revealed that the satisfaction on
superior is one of the dimensions that have the most significant impact on turnover intention. Therefore coaching and counselling to the staffs are needed. But before ihe intervention take place, researcher gave supervisor a workshop about coaching and counselling skills. Paired samples t-test showed significantly better improvement on staffs job satisfaction (los 0.05 / p = 0.003) and also a significant decrease on their
turnover intention (los 0.05 / p = 0.042), after coaching and counselling is given, This thesis discusses the effect of increasing job satisfaction on turnover intention on staff in CDSI through coaching and counselling intervention. The reason behind this study is the high turnover rate on last year, the high rate of absenteeism, and other
counterproductive behaviours which happened in the company for a long time. This is an action research type of research, with 35 respondents. Turnover intention was measured by an adaptation of the Anticipated Turnover Scale from Hinshaw and Atwood (1985) with an alpha coefficient of 0.946, while job satisfaction was measured with an adaptation of the Job Satisfaction Survey from Spector (1997) with an alpha coefficient
of 0.902. Regression test result showed a significant relationship between job satisfaction and turnover intention with coefficient of determination (R-squared) of 0,263 and significant at los 0.01 / p = 0.002. The results also revealed that the satisfaction on
superior is one of the dimensions that have the most significant impact on turnover intention. Therefore coaching and counselling to the staffs are needed. But before ihe intervention take place, researcher gave supervisor a workshop about coaching and counselling skills. Paired samples t-test showed significantly better improvement on staffs job satisfaction (los 0.05 / p = 0.003) and also a significant decrease on their
turnover intention (los 0.05 / p = 0.042), after coaching and counselling is given]

 File Digital: 1

Shelf
 T42357-Bella Ingranurindani.pdf :: Unduh

LOGIN required

 Metadata

No. Panggil : T42357
Entri utama-Nama orang :
Entri tambahan-Nama orang :
Entri tambahan-Nama badan :
Subjek :
Penerbitan : Depok: Fakultas Psikologi Universitas Indonesia, 2014
Program Studi :
Bahasa : ind
Sumber Pengatalogan : LibUI ind rda
Tipe Konten : text
Tipe Media : unmediated ; computer
Tipe Carrier : volume ; online resource
Deskripsi Fisik : xiv, 93 pages : illustration ; 28 cm + appendix
Naskah Ringkas :
Lembaga Pemilik : Universitas Indonesia
Lokasi : Perpustakaan UI, Lantai 3
  • Ketersediaan
  • Ulasan
No. Panggil No. Barkod Ketersediaan
T42357 15-17-667522646 TERSEDIA
Ulasan:
Tidak ada ulasan pada koleksi ini: 20389762