Pengaruh Faktor - Faktor Kepuasan Kerja terhadap Turnover Intentions Karyawan PT Indosat Regional Northern Sumatera

Abstract

Turnover represents the fair events that happen in every company. As a common replacement, either replacement due to employee productivity factor that continues to decline. However, if the replacement employee is no longer due to age factor, but the resignation by the employee themselves then it makes difficulty for companies because it is associated with the implementation of programs which have been decided. Riset was conducted based on the phenomenon that occurs in PT Indosat RNS which in recent years a lot resignation happened unilaterally by the employee either at the level of management and staff as well. Occurrence is anticipated by the resignation of non-fulfillment of some or all of the job satisfaction factors. Theory used in this research is the theory of organizational behavior related to job satisfaction factor: the work: quality of supervision activities, relationships among coworkers, promotion opportunities and salary and theory related to turnover intentions. The method of this riset is survey approach, the type of research is quantitative descriptive, and the nature of the riset was the explanation. Methods of data collection was done by interviews, questionnaires, and documentation study. Data analysis method was used to test the first hypothesis by Anova and second hypothesis used multiple linear regression. This research done at PT lndosat with a total population of 130 people and taken as sample counted 95 responder and a preliminary study conducted on 30 respondents in PT IM2 in Medan. Anova test results on the first hypothesis showed that the loading factor of the five variables above 0. 5 0 and were able to explain the job satisfaction and the two main factors i.e: Pay and Promotion Oppportunities. For the second hypothesis was tested by multiple linear regression showed that the coefficient value showed of 0.544. This means that the variables of work, quality of supervision activities, relationships with coworkers, promotion opportunities and salaries are able to explain turnover intentions variable that is equal to 54.40% while the remaining 45.56 by free variables outside the investigated variables. The conclusion of this study job satisfaction among the jive factors of salary and promotion opportunities to show the highest values that determine job satisfaction and hasiluji partial and simultaneous testing of job satisfaction factors significantly influence employee turnover intentions r:rt PT Indosat RNS in Medan.