Pengaruh Kepuasan Kerja dan Dukungan Organisasi yang Dirasakan terhadap Niat untuk Tinggal Dimediasi Komitmen Organisasi

(Studi Kasus di PT.Wangta Agung Surabaya)

Authors

  • Wiwit Lusiana Universitas 17 Agustus 1945 Surabaya
  • Siti Mujanah Universitas 17 Agustus 1945 Surabaya
  • Achmad Yanu Alif Fianto Universitas 17 Agustus 1945 Surabaya

DOI:

https://doi.org/10.30640/ekonomika45.v12i1.3638

Keywords:

Job satisfaction, Perceived organizational support, Organizational commitment, Intention to stay

Abstract

Job satisfaction is one thing that triggers the intention to continue working at a company. This research investigates the influence of job satisfaction and perceived organizational support on organizational commitment. Also investigate whether organizational commitment is a good mediator. This study conducted a survey of employees at PT Wangta Agung Surabaya. Using a purposive sampling method with sample criteria being employees who had worked for at least 1 year, 94 respondents were obtained. The data was then analyzed using Structural Equation Modeling. The findings show that job satisfaction and perceived organizational support make a positive contribution to organizational commitment. Research also proves that organizational commitment mediates the relationship between job satisfaction and perceived organizational support on employee intention to stay. This study contributes to understanding employee behavior by using the framework of Organizational Commitment and Intention to Stay in service companies, which can also be applied to other public companies.

References

Aboobaker, N., Edward, M., & K.A, Z. (2020). Workplace spirituality and employee loyalty: An empirical investigation among millennials in India. Journal of Asia Business Studies, 14(2), 211–225. https://doi.org/10.1108/JABS-03-2018-0089

Allen, N. J., & Meyer, J. P. (2013). Measurement of antecedents of affective, continuance, and normative commitment to organizational. Journal of Occupational Psychology, 63, 1–8.

Azzuhairi, A. Z., Soetjipto, B. E., & Handayati, P. (2022). The effect of compensation and work motivation on intention to stay through job satisfaction and organizational commitment employees. International Journal of Humanities Education and Social Sciences, 2(3).

Cahayu, N. M. A., & Rahyuda, A. G. (2019). Pengaruh perceived organizational support terhadap perceived organizational support dengan kepuasan kerja sebagai variabel mediasi (Doctoral dissertation, Udayana University).

Chang, H. P., Hsieh, C. M., Lan, M. Y., & Chen, H. S. (2019). Examining the moderating effects of work-life balance between human resource practices and intention to stay. Sustainability (Switzerland, 11(17). https://doi.org/10.3390/su11174585

Côté, K., Lauzier, M., & Stinglhamber, F. (2020). The relationship between presenteeism and job satisfaction: A mediated moderation model using work engagement and perceived organizational support. European Management Journal, 39(2), 270–278. https://doi.org/10.1016/j.emj.2020.09.001

Dechawatanapaisal, D. (2018). Employee retention: The effects of internal branding and brand attitudes in sales organizations. Personnel Review, 47(3), 675–693. https://doi.org/10.1108/PR-06-2017-0193

Hakemzadeh, F., Neiterman, E., Chowhan, J., Plenderleith, J., Geraci, J., Zeytinoglu, I., & Lobb, D. (2020). Work-life interface and intention to stay in the midwifery profession among pre- and post-clinical placement students in Canada. Human Resources for Health, 18(1), 1–10. https://doi.org/10.1186/s12960-020-00509-4

Hasibuan, M. S. (2020). Manajemen sumber daya manusia (Edisi revisi). Jakarta: PT. Bumi Aksara.

Hidayat, A. S. (2018). Pengaruh kepuasan kerja terhadap komitmen organisasi dan turnover intention. Jurnal Manajemen dan Pemasaran Jasa, 11(1), 51–66.

Ilahi, D. K., Mukzam, M. D., & Prasetya, A. (2017). Pengaruh kepuasan kerja terhadap disiplin kerja dan perceived organizational support. Jurnal Administrasi Bisnis, 44(1).

Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2007). Perilaku dan manajemen organisasi (G. Gina, Trans.). Edisi ketujuh. Jakarta: Erlangga.

Konovsky, M. A., & Cropanzano, R. (1991). The perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of Applied Psychology, 64(8), 698–707.

Kyriazos, T. A., & Stalikas, A. (2018). Applied psychometrics: The steps of scale development and standardization process. Psychology, 9(11), 2531–2560.

Labrague, L. J., McEnroe Petitte, D. M., Leocadio, M. C., Van Bogaert, P., & Tsaras, K. (2018). Perceptions of organizational support and its impact on nurses’ job outcomes. Nursing Forum, 53(3), 339–347. https://doi.org/10.1111/nuf.12260

Lemeshow, S., Hosmer Jr, D. W., Klar, J., & Lwanga, S. K. (2009). Adequacy of sample size in health studies. New York: World Health Organization.

Li, M., Jameel, A., Ma, Z., Sun, H., Hussain, A., & Mubeen, S. (2022). Prism of intention to stay through the means of internal support: A study of perceived organizational support. Psychology Research and Behavior Management, 15, 965–976. https://doi.org/10.2147/PRBM.S346697

Malhotra, N. K., & Birks, D. F. (2007). Marketing research: An applied approach (3rd ed.). Harlow: Pearson Education.

Mangkunegara, A. A. P. (2019). Manajemen sumber daya manusia perusahaan. Bandung: Remaja Rosdakarya.

Purwono, H., Utari, W., & Prasetyo, I. (2023). Pengaruh perceived organizational support terhadap komitmen pegawai melalui kepuasan kerja. Jurnal Ekonomi Bisnis dan Manajemen, 1(1), 153–162.

Puspitawati, N. M. D., & Riana, I. G. (2014). Pengaruh kepuasan kerja terhadap perceived organizational support dan kualitas layanan. Jurnal Manajemen Strategi Bisnis dan Kewirausahaan, 8(1), 6.

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.

Robbins, S. (2015). Perilaku organisasi. Jakarta: Salemba Empat.

Rosita, T., & Yuniati, T. (2016). Pengaruh kepuasan kerja terhadap kinerja karyawan dengan perceived organizational support sebagai variabel intervening. Jurnal Ilmu dan Riset Manajemen, 5(1).

Schwepker, C. H., & Dimitriou, C. K. (2021). Using ethical leadership to reduce job stress and improve performance quality in the hospitality industry. International Journal of Hospitality Management, 94, 102860. https://doi.org/10.1016/j.ijhm.2021.102860

Sobaih, A. E. E., Hasanein, A. M., Aliedan, M. M., & Abdallah, H. S. (2022). The impact of transactional and transformational leadership on employee intention to stay in deluxe hotels: Mediating role of organisational commitment. Tourism and Hospitality Research, 22(3), 257–270. https://doi.org/10.1177/1467358420972156

Sukistianingsih, R., Parimita, W., & Wolor, C. W. (2023). The influence of perceived organizational support, job satisfaction, and organizational commitment on intention to stay in the retail industry in Jakarta. Jurnal Comparative: Ekonomi dan Bisnis, 5(2), 114–129.

Sutrisno, E. (2009). Manajemen sumber daya manusia (Cetakan ke-1). Jakarta: Kencana Prenada Media Group.

Downloads

Published

2024-12-25

How to Cite

Wiwit Lusiana, Siti Mujanah, & Achmad Yanu Alif Fianto. (2024). Pengaruh Kepuasan Kerja dan Dukungan Organisasi yang Dirasakan terhadap Niat untuk Tinggal Dimediasi Komitmen Organisasi : (Studi Kasus di PT.Wangta Agung Surabaya). EKONOMIKA45 :  Jurnal Ilmiah Manajemen, Ekonomi Bisnis, Kewirausahaan, 12(1), 705–719. https://doi.org/10.30640/ekonomika45.v12i1.3638

Similar Articles

1 2 3 4 5 6 7 8 9 10 > >> 

You may also start an advanced similarity search for this article.

Most read articles by the same author(s)