PERAN PENTING PERSEPSI DUKUNGAN ORGANISASI SEBAGAI ASPEK PENGENDALI PENGARUH JOB STRESS TERHADAP INTENSI TURNOVER KARYAWAN
Abstract
Salah satu indikator performa perusahaan dikatakan bagus adalah rendahnya tingkat turnover karyawan. Munculnya turnover diawali dengan adanya intensi karyawan untuk berpisah dari organisasi yang disebut dengan intensi turnover. Oleh sebab itu, cara terbaik untuk mencegah terjadinya turnover adalah dengan menekan tingkat intensinya. Job stress dan persepsi dukungan organisasi adalah anteseden intensi turnover yang menjadi fokus dalam penelitian ini. Penelitian ini bertujuan untuk mengetahui peran job stress terhadap munculnya intensi turnover yang dimoderasi oleh persepsi dukungan organisasi. Metode pengambilan data dilakukan melalui survei dengan menyebarkan skala job stress, skala persepsi dukungan organisasi, dan skala intensi turnover. Subjek penelitian ini adalah 78 karyawan yang terdiri dari 33 orang auditor bank dan 45 auditor pemerintahan yang bertugas di kota Pekanbaru. Uji moderator dan hipotesis dilakukan melalui multiple regression. Penelitian ini membuktikan bahwa persepsi dukungan organisasi memoderasi pengaruh job stress terhadap intensi turnover dengan R = 0,691; F = 22.299 (p < 0,01). Saran berdasarkan hasil penelitian ini adalah menekan intensi turnover dengan cara modifikasi stressor di lingkungan kerja melalui work design dengan pendekatan sosioteknikal.
Keywords
Full Text:
PDF
DOI: https://doi.org/10.15548/alqalb.v9i1.850
Abstract views : 658 times 
PDF : 578 times
References
Aamodt, M. G. (2004). Applied industrial/ organizational psychology (4th ed.). Belmont: Thomson Wadswoth.
Aron, A., & Aron, E, N,. (2003). Statistics for psychology (3th ed). New Jersey: Pearson Education Ltd.
Azwar, S. (2012). Penyusunan skala psikologi (edisi 2.). Yogyakarta: Pustaka Pelajar.
Azwar, S. (2012). Reliabilitas dan validitas (edisi 4). Yogyakarta: Pustaka Pelajar.
Baruch, Y. (2004). Managing careers: theory and practice. Harlow: Prentice Hall.
Chen, J. C., Silverthorne, C., & Hung, J. Y. (2005). Organization communication, jos stress, organizational commitment, and job performance of accounting professionls in Taiwan and America. Leadership & Organization Development Journal, 27(4), 242-249. doi: 10.1108/ 014377306106666000
Dawley, D., Houghton, J. D., & Bukclew, N. S. (2010). Perceived organizational support and turnover intention: the mediating effect of personal sacrifice and job fit. The Journal of Social Psychology, 150(3), 238-257.
Eisenberger, R., Armeli, S., Rexwinkel., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42-52. doi: 10.1037//0021-9010.86.1.42
Eisenberger, R., Huntington R., Hutchinson, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
Eisenberger, R., & Stinglhamber, F. (2011). Perceived organizational support. Washington, DC: American Psychology Association.
Field, A. (2009). Dicovering statistics using SPSS (3th ed). London : Sage Publication Ltd.
Hussain, T., & Asif, S. (2012). Is employees’ turnover intention drien by organizational commitment and perceived organizational support? Journal of Quality and Technology Management, 8(2), 01-10.
Indriantoro & Suwandi. (2001). Peran budaya organisasi terhadap intensi turnover. Jurnal Psikologi (9). Universitas Gajah Mada.
Irawan, P. (2006). Penelitian kualitatif & kuantitatif untuk ilmu-ilmu sosial (Tesis tidak dipublikasikan). Depok: Departemen Ilmu Adminstrasi FISIP UI.
Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2008). Organizational behavior and management (8th ed). Singapore: Mc Graw Hill.
Junak, J. A. (2007). Effects of perceived organizational support on turnover intention through job satisfaction and organizational commitment (Unpublished master’s thesis). Roosevelt University: Chicago.
Kalbers, L. P., & Fogarty, T. J. (2005). Antecedents to internal auditor burnout. Journal of Managerial Issues, 17(1), 101-118.
Kapoor, N. M. (2013). 1 in 4 Indian employees set to switch jobs as growth picks up. Hay Group new release. http://haygroup.com. Diakses pada tanggal 30 Juni 2015.
Larson, L. L. (1997). Internal auditor job stress and turnover interventions (Unpublished doctoral dissertation). Cleveland State University: United States.
Larson, L. L. (2004). Internal auditors and job stress. Managerial Auditing Journal, 19(8/9), 1119-1130.
Larson, L. L., & Murff, E. J. T. (2006). An analysis of job stress outcomes among bank internal auditors. Bank Accounting & Finance Magazine, 2 (22), 39-43.
Madhura, S., Subramanya, P., & Balaram, P. (2014). Job satisfaction, job stress and psychosomatic health problems in software professionals in India. Indian Journal of Occupational and Environmental Medicine, 18(3), 153-161.
Mobley, W. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240.
Mobley, W. (1986). Some unanswered questions in turnover and withdrawal research. The Academy of Management Review, 7(1), 111-116.
Naz, S., & Gul, S. (2014). Moderating role of organizational commitment between communication satisfaction and turnover intentions among nurses. Pakistan Journal of Psychological Research, 29(1), 39-52.
Nguok, T. M. (2001). A study of workplace stress and its relationship with job satisfaction among officers in the Malaysian banking sector. Interdiscplinari Journal of Contemporary Research in Business, 2(11), 403-417.
Noor, S., & Maad, N. (2008). Examining the relationship between work life conflict, stress and turnover intentions among marketing executive in Pakistan. International Journal of Business and Management, 3(11), 93-102.
Pawar, A. I., & Chakravarthy, V. (2014). Factors influencing employee turnover in fusion healthcare organization. International Journal of Management Research & Review, 4(9), 834-846.
Qureshi, M. I., Iftikhar, M., Abbas, S. G., Hassan, U., Khan, K., & Zaman, K., (2013). Relationship between job stress, workload, environment and employees turnover intentions: What we know, what we should know. World Applied Sciences Journal 23(6), 764-770. doi: 10.5829/idosi.wasj. 2013.23.06.313
Rhoades, L., & Eisenberger, R. (2002). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617- 635.
Sehnert, K, W. (1981). Stress/ unstress. How you can control stress at home and on the job. Minneapolis: Augsburg Publishing House.
Sheraz, A., Wajid, M., Sajid, M., Qureshi, W, H., & Rizwan, M. (2014). Antecedents of job stress and its impact on employee’s job satisfaction and turnover intentions. International Journal of Learning & Development, 4 (2), 204-226. doi: 10.5296/ijld.v42.6098.
Smet, B. (1994). Psikologi kesehatan. Jakarta: Gramedia.
Sulistyawati, A. I. & Indrayani, R. A. (2012). Pengaruh kepuasan karyawan, training, turnover, dan produktivitas karyawan terhadap keunggulan bersaing melalui kinerja perusahaan. Jurnal Dinamika Akuntansi, 4(2), 88-93.
Sunjoyo & Harsono. (2003). Pengaruh kepuasan kerja dan komitmen organisasi terhadap turnover intention. Sosiohumanika, 16A(1), 65-79.
Super, D. (1984). Career and life development. San Fransisco: Jossey Bass.
Sur, S., & Ng, E. S. (2014). Extending theory on job stress: The interaction between th “other 3” and “big 5” personality traits on job stress. Human Resource Development, 13(1), 79-101. doi: 10.1177/ 1534484313492332
Veitch, R., & Arkelin, D. (1995). Environmental psychology: an interdisciplinary perspective. London: Prentice Hall.
Warner, R, M. (2013). Applied Statistics : from bivariate through multivariate techniques. Durham: Sage Publication Ltd.
Watson, T. (2014). 2014 Global M7A retention survey: How company use agreement to keep top talent. Survey report, TW-NA-2014-37760.
Widodo, P. (2014). Peran persepsi tentang dukungan organisasi sebagai mediator hubungan locus of control dan keadilan organisasi terhadap komitmen organisasi. (Tesis tidak dipublikasikan). Universitas Gadjah Mada: Yogyakarta.
Zhang, G. & Lee, G. (2010). The moderation effect of perceptions of organizational politics on the relationship between work stress and turnover intention: an empirical study about civilian in skeleton government of China. iBusiness, 2, 268-273. doi: 10.4236/ib.2010.23034
Refbacks
- There are currently no refbacks.
Ruang Jurnal,
Fakultas Ushuluddin dan Studi Agama,
UIN Imam Bonjol Padang
Jl. Mahmud Yunus No.6,Lubuk Lintah,
Kota Padang, Sumatra Barat
E-mail: jurnal-alqalb@uinib.ac.id
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.