PENGARUH KEPEMIMPINAN, KOMITMEN ORGANISASI DAN KARAKTERISTIK PEKERJAAN TERHADAP KEPUASAN KERJA SERTA IMPLIKASINYA KEPADA TURNOVER INTENTIONS KARYAWAN PERUSAHAAN MIGAS DI SEKTOR HULU



Alvia Santoni(1*), Herlianto Susiady(2), Sudirman Sudirman(3)

(1) STIE Sakti Alam Kerinci
(2) STIE Sakti Alam Kerinci
(3) STIE Sakti Alam Kerinci
(*) Corresponding Author

Abstract


The purpose of this study was to determine the effect of leadership, organizational commitment, work characteristics partially or jointly on job satisfaction and determine the effect of leadership, organizational commitment, job characteristics and job satisfaction on turnover intentions of oil and gas employees in the upstream sector. Sampling uses a proportional random sampling technique. Data analysis method is descriptive statistical analysis and verification analysis with a sample of 300 respondents, taken from a population of 1,205. The research method used in this research is descriptive survey method and explanatory survey with a sample size of 300 respondents. Based on the results of the study, it is obtained leadership, organizational commitment and job characteristics partially or jointly positive and significant effect on job satisfaction. Partially the most dominant leadership influences job satisfaction. Leadership, organizational commitment, job characteristics and job satisfaction partially or jointly have a negative and significant effect on turnover intentions. Partially the most dominant job characteristics affect turnover intentions. The effectiveness of leadership through its authority will increase job satisfaction in terms of freedom of completing work so as to reduce Turnover Intentions of oil and gas employees in the upstream sector.

 

Tujuan penelitian ini untuk mengetahui pengaruh kepemimpinan, komitmen organisasi, karateristik pekerjaan secara parsial maupun bersama-sama terhadap kepuasan kerja dan mengetahui pengaruh kepemimpinan, komitmen organisasi, karateristik pekerjaan dan kepuasan kerja terhadap turnover intentions karyawan migas di sektor hulu. Pengambilan sampel menggunakan teknik proporsionate random sampling. Metode analisis data adalah analisis statistik deskriptif dan analisis verifikatif dengan sampel 300 responden, diambil dari populasi 1,205. Metode penelitian yang digunakan dalam penelitian ini adalah metode survey deskriptif dan survey eksplanatori dengan ukuran sampel sebesar 300 responden. Berdasarkan hasil penelitian, maka didapatkan kepemimpinan, komitmen organisasi dan karakteristik pekerjaan secara parsial maupun bersama-sama berpengaruh positif dan signifikan terhadap kepuasan kerja. Secara parsial kepemimpinan paling dominan berpengaruh terhadap kepuasan kerja. Kepemimpinan, komitmen organisasi, karakteristik pekerjaan dan kepuasan kerja secara parsial maupun bersama-sama berpengaruh negatif dan signifikan terhadap turnover intentions. Secara parsial karakteristik pekerjaan paling dominan berpengaruh terhadap turnover intentions. Efektivitas kepemimpinan melalui kewenangannya akan meningkatkan kepuasan kerja dalam hal kebebasan menyelesaikan pekerjaan sehingga dapat menurunkan Turnover Intentions karyawan migas di sektor hulu.


Keywords


Leadership, Organizational Commitment, Job Characteristics, Job Satisfaction and Turnover Intentions.

Full Text:

PDF INDONESIA

References


Andini, R. (2006). Hubungan Antara Kepuasan Kerja dan Kinerja Karyawan. Jurnal Psyche , 1 (1).

Aryanda. (2010). Pengaruh Gaya Kepemimpinan, Budaya Organisasi, dan Motivasi Terhadap Kepuasan Kerja. Disertasi, Doktor Ilmu Manajemen Universitas Negeri Jakarta .

Bushra, Fatima, & Naveed, A. U. (2011). Effect of Transformational Leadership on Employees’ Job Satisfaction and Organizational Commitment in Banking Sector of Lahore (Pakistan). International Journal of Business and Social Science , 2 (18), 261-267.

Dore, M. H. (2005). Climate change and changes in global precipitation patterns: What do we know? Environment International , 31, 1167-1181.

Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2012). Managing Human Resources. New Jersey: Prentice Hall.

Hadi, R., & Adil, A. (2010). Job Characteristics as Predictors of Work Motivation and Job Satisfaction of Bank Employees. Journal of the Indian Academy of Applied Psychology , 36 (2), 294-299.

Haryono, Gampo. 2017. “Pengaruh Kepuasan Atas Bauran Pemasaran Terhadap Loyalitas Pengunjung Pada Taman Wisata Bukit Khayangan Kota Sungai Penuh.†Benefita 2: 169-178.

Kular, Sandeep, Mark, G., Rees, C., & Soane, E. (2008). Employee Engagement: A Literature Review Working Paper Series . pp. 1-28.

Liu, Z., Cai, Z., Li, J., Shi, S., & Fan, Y. (2013). Leadership Style and Employee Turnover Intentions: A Social Identity Perspective. Career Development International , 18 (3), 305-324.

McKnight, Harrison, D., Phillips, B., & Hardgrave, B. C. (2009). Which Reduces IT Turnover Intention the Most: Workplace Characteristics or Job Characteristics? Information & Management , 46, 167–174.

Munandar, M. (2010). Budgeting Perencanaan Kerja Pengkoordinasian Kerja dan Pengawasan Kerja. Yogyakarta: BPFE.

O’Halloran, & Patrick, L. (2012). Performance Pay and Employee Turnover. Journal of Economic Studies , 39 (6), 653-674.

Rad, Mosadegh, A. M., & Yarmo, M. H. (2006). A Study of Relationship between Managers’ Leadership Style and Employees’ Job Satisfaction. Leadership in Health Services , 19 (2), xi-xxviii.

Randeree, Kasim, & Chaudhry, A. G. (2012). Leadership-style, Satisfaction and Commitment An Exploration in the United Arab Emirates’ Construction Sectort. Engineering, Construction and Architectural Management , 19 (1), 61-85.

Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior. New Jersey: Prentice Hall.

Robbins, S. P., & Timothy, J. A. (2013). Organizational Behavior. New Jersey: Prentice Hall.

Sarmigi, Elex. 2018. “Analisis Komparasi Perilaku Etis Mahasiswa Akuntansi STIE Sakti Alam Kerinci Dengan STIE Sumatera Barat Dan Faktor-Faktor Yang Mempengaruhinya.†Benefita 3 (1): 91-105.

Shuck, Brad, Rocco, T. S., & Albornoz, C. A. (2011). Exploring employee engagement from the employee perspective: implications for HRD. Journal of European Industrial Training , 35 (4), 300-325.

Suliman, Abubakr, M., & Obaidli, H. A. (2011). Organizational Climate and Turnover in Islamic Banking in The UAE. International Journal of Islamic and Middle Eastern Finance and Management , 4 (4), 308-324.

Syofya Heppi. (2018). Effect of Poverty and Economic Growth on Indonesia Human Development Index. Jurnal Ilmiah Universitas Batanghari Jambi. 18 (2).416-423.

Tian-Foreman, & Wei. (2009). Job Satisfaction and Turnover in the Chinese Retail Industry. Chinese Management Studies , 3 (4), 356-378.

Wickramasinghe, & Vathsala. (2010). Impact of Time Demands of Work on Job Satisfaction and Turnover Intention Software Developer in Offshore Outsourced Software Development Firms in Sri Lanka. Strategic Outsourcing: An International Journal , 3 (3).

Yaghoubipoor, A., Tee, O. P., & Ahmed, M. E. (2013). Impact of the Relationship between Transformational and Traditional Leadership Styles on Iran’s Automobile Industry Job Satisfaction. World Journal of Entrepreneurship , Management and Sustainable Development , 9, 14-27.

Yukl, G. (2001). Kepemimpinan Dalam Organisasi . (B. Supriyanto, Trans.) Jakarta: Indeks.


Refbacks

  • There are currently no refbacks.


Copyright (c) 2020 Alvia Santoni, Herlianto Susiady, Sudirman

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

Jurnal Benefita has been migrated to the new website. To make a new submission in Jurnal Benefita, you can easily go to new webstie link HERE and register.

 

Published by LLDIKTI Wilayah X

Khatib Sulaiman Street Padang
West Sumatera, Indonesia
Phone: +62751705637
Fax: +62751705637
Email: [email protected]

E ISSN 2477-7862