Article Sidebar

Download
Statistic
Read Counter : 42

Downloads

Download data is not yet available.

Main Article Content

Abstract

This study aimed to examine the effect on salary satisfaction, affective commitment to the turnover intention, mediated by job satisfaction. By distributing questionnaires, survey method used to obtain data. Data analysis method used was path analysis. The result shows that there is a direct and indirect influence between salary satisfaction, affective commitment and job satisfaction on turnover intention. The direct and positive influence is found in the influence of salary satisfaction on job satisfaction, the influence of affective commitment on job satisfaction, the influence of salary satisfaction on turnover intention, and the influence of affective commitment on turnover intention, except for the direct influence of job satisfaction on turnover intention which is negative. The indirect influence is evident in the influence of salary satisfaction and affective commitment on turnover intention mediated by job satisfaction. This research has proved that there is positive influence of the mediating variable, which is job satisfaction, on the influence of salary satisfaction and affective commitment on turnover intention.


Abstrak


Penelitian ini bertujuan untuk menguji pengaruh kepuasan atas gaji, komitmen afektif terhadap keinginan berpindah auditor dengan dimediasi kepuasan kerja. Metode survey dengan menyebarkan kuesioner digunakan untuk mendapatkan data. Metode yang digunakan adalah analisis jalur (path analysis). Hasil penelitian menunjukkan bahwa terdapat pengaruh langsung dan tidak langsung antara kepuasan atas gaji, komitmen afektif, dan kepuasan kerja terhadap keinginan berpindah. Pengaruh langsung terdapat pada variabel kepuasan atas gaji terhadap kepuasan kerja yang memiliki pengaruh positif, variabel komitmen afektif terhadap kepuasan kerja yang memiliki nilai positif, variabel kepuasan gaji terhadap keinginan berpindah yang memiliki pengaruh positif, komitmen afektif terhadap keinginan berpindah yang memiliki pengaruh positif dan kepuasan kerja terhadap keinginan berpindah yang memiliki pengaruh negatif. Pengaruh tidak langsung terdapat pada variabel kepuasan atas gaji dan komitmen afektif terhadap keinginan berpindah dengan dimediasi variabel kepuasan kerja. Berdasarkan penelitian yang telah dilakukan membuktikan bahwa terdapat pengaruh positif variabel mediasi kepuasan kerja pada pengaruh kepuasan atas keinginan berpindah.

Keywords

Kepuasan atas gaji Komitemen afektif Kepuasan kerja

Article Details

License
Creative Commons License

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

References

  1. Ameen, E. C., J. Cynthia, W. R. Pasewark, dan J. R.
  2. Strawser. (1995). An Empirical Investigation of
  3. the Antecedents and Consequences of Job Insecurity
  4. on the Turnover Intentions of AcademicAccountants.
  5. Issues in Accounting Educations,
  6. Vol.10, No. 1, pp. 65-82.
  7. Campion, M. A. (1991). Meaning and Measurement
  8. of Turnover: Comparison of Alternative Measures
  9. and Recommendations for Research.
  10. Journal of Applied Psychology, Vol. 76, No. 2,
  11. pp. 199-212.
  12. Heneman, H.G. dan D.P. Schwab. (1985). Pay Satisfaction:
  13. Its Multidimensional Nature and Measurement,
  14. International Journal of Psychology,
  15. : 129-141.
  16. Hersusdadikawati, (2004). Pengaruh Kepuasan atas
  17. Gaji terhadap Keinginan untuk Berpindah
  18. Kerja dengan Komitmen Afektif sebagai Variabel
  19. Intervening. Jurnal Studi Manajemen dan
  20. Organisasi, Vol. 2, No. 1.
  21. Hollenbeck, J. R. dan C. R. William. (1986). Turnover
  22. Functionality Versus Turnover Frequency: A
  23. Note on Work Attitudes and Organizational
  24. Effectiveness. Journal of Apllied Psychology.
  25. Vol. 71, No. 4, pp. 606-611.
  26. Hulin, C. L., M. Roznowski, dan D. Hachiya, (1985).
  27. Alternative Opportunities and Withdrawal Decision:
  28. Empirical and Theoritical Discrepancies
  29. and an Integration. Phsychologycal Bulletin,
  30. Vol. 97, No. 2, pp. 233-250.
  31. Jaramillo, F., J. P. Mulki, dan P. Salomon. (2006). The
  32. Role of Ethical Climate on Salesperson’s Role
  33. Stress, Job Attitudes, Turnover Intentions, and
  34. Job Performance. Journal of Personal Selling
  35. and Sales Management, Vol. 24, No. 3, pp.
  36. -282.
  37. Ketchand, A. A. dan J. R. Strawser. (1998). The Existence
  38. of Multiple Measures of Organizational
  39. Commitment and Experience-Related Differences
  40. in a Public Accounting Setting. Behavioral
  41. Research in Accounting, Vol. 10, pp.
  42. -137.
  43. Lampe, J. C. dan K. R. Earnest.(1984). How Motivation
  44. Effects Accountants’ Productivity and
  45. Turnover.Management Accounting, Vol. 65,
  46. No. 8, pp. 50-55.
  47. Loiseau, J. W. (2011). Herzberg's Theory of Motivation.
  48. http://www.academia.edu
  49. Luthans, F. (2008). Organizational Behavior, Boston:
  50. Mc.Graw-Hill/Irwin.
  51. Meyer, J. P., P. G. Irving, dan N. J. Allen. (1998).
  52. Examination of Combined Effects of Work Values
  53. and Early Work Experiences on Organizational
  54. Commitment, Journal of Organizational
  55. Behavior, Vol. 19, pp. 29-52.
  56. Mobley, W. H., R.W. Griffeth, H. H. Hand, dan B. M.
  57. Meglino. (1979). Review and Conceptual Analysis
  58. of the Employee Turnover Process. Psychologycal
  59. Bulletin, Vol. 86, No. 3, pp. 493-
  60. Mowday, R. T., L. W. Porter, R.M. Steers, dan P.
  61. Warr. (1982). Employee-Organization Linkages:
  62. the Psychology of Commitment, Absenteeism
  63. and Turnover. Elsevier Inc.
  64. Porter, L. W., R. M. Steers, R. T. Mowday, dan P. V.
  65. Boulian. (1974). Organizational Commitment,
  66. Job Satisfaction, and Turnover Among Psychiatric
  67. Techniciants. Journal of Applied Psychology,
  68. Vol. 59, No. 5, pp. 603-609.
  69. Poznanski, P. J. dan D. M. Bline. (1997). Using Structural Equation Modeling to Investigate The Causal
  70. Ordering of Job Satisfaction an Organizational
  71. Commitment among Staf Accountants.
  72. Behavioral Research in Accounting.Vol. 9, pp.
  73. -168.
  74. Ratnawati, V. (2001). Pengaruh Faktor Anteseden, Job
  75. Insecurity, dan Konsekuensinya terhadap Keinginan
  76. Berpindah Karyawan: Studi Empiris pada
  77. Kantor Akuntan Publik Indonesia. Prosiding
  78. Simposium Nasional Akuntansi IV. Ikatan Akuntan
  79. Indonesia, hlm. 411-428.
  80. Robbins dan Judge.(2008). Perilaku Organisasi. Edisi
  81. ke-12, Salemba Empat, Jakarta.
  82. Robinson, N. A. (2005). Pengaruh Komitmen Organisasi,
  83. Kepuasan Kerja, dan Keperilakuan Etis
  84. terhadap Keinginan Berpindah pada Profesional
  85. Bidang Teknologi Informasi. Jurnal Bisnis
  86. dan Manajemen, Vol. 5, No. 1, hlm. 23-34.
  87. Sekaran, U. dan R. Bougie. (2010). Research Methods
  88. for Business - A Skill Building Approach. Fifth
  89. Edition, John Willey & Sons, Inc.
  90. Snead, K. and A. Harrell. (1991). The Impact of
  91. Psychological Factors on the Job Satisfaction
  92. of Senior Auditors. Behavioral Research in
  93. Accounting. Vol. 3: 85-96.
  94. Steers, R.M. (1977). Antecedents and Outcomes of
  95. Organizational Commitment, Administrative
  96. Science Quarterly, March. pp. 46-56.
  97. Suwandi dan N. Indriantoro. (1999). Pengujian Model
  98. Turnover Pasewark dan Strawser: Studi Empiris
  99. pada Lingkungan Akuntansi Publik. Jurnal
  100. Riset Akuntansi Indonesia, Vol. 2, No. 2,
  101. hlm.173-195.
  102. Tiamiyu, L. and J. Disner. (2009). A Study of the Voluntary
  103. External Turnover of Internal Auditor.
  104. The IIA Research Fundation,pp. 1-56.
  105. Toly, A. A. (2001). Analisis Faktor-faktor yang
  106. Mempengaruhi Turnover Intentions pada
  107. Staf Kantor Akuntan Publik. Jurnal Akuntansi
  108. & Keuangan. Vol. 3, hlm. 102-125.
  109. Wayan, I. Suartana. (2000). Anteseden dan Konsekuensi
  110. Job Insecurity dan Keinginan Berpindah
  111. pada Internal Auditor. Tesis. Universitas Gajahmada.
  112. Tidak Dipublikasikan.
  113. Williams, L. J. dan J. T. Hazer. (1986). Antecedent
  114. and Consequences of Satisfaction and Commitment
  115. in Turnover Model: A Reanalysis Using
  116. Latent Variabel Structural Equation Methods.
  117. Journal of Applied Psychology, Vol. 71, No. 2,
  118. pp. 219-231.
  119. Witasari, Lia. (2009). Analisis Pengaruh Kepuasan
  120. Kerja dan Komitmen Organisasional terhadap
  121. Turnover Intentions. Tesis. Program Pascasarjana
  122. Universitas Diponegoro Semarang.
  123. Zeffane, R.M. (1994). Understanding Employee Turnover:
  124. The Need for Contingency Approach,
  125. International Journal of Manpower, Vol. 14,
  126. No. 9, pp. 23-27.