Analisis Budaya Organisasi dan Sistem Kompensasi terhadap Keinginan Pindah Kerja Perawat di Rumah Sakit Umum Bunda Thamrin Medan

Abstract

Turnover intentions is a signal of the employee turnover. The organization shall give a serious attention because high rate of turnover leads to adverse effect to an organization. Such problem is likely generating instability and uncertainty towards employment condition and human resources cost rise in forms of training invested to them, recruitment and newly built training programs. High turnover, in addition, also results in organizational ineffectiveness because it loses experienced employees as well as spends much times in training new, inexperienced employees. This study aims to analyze the effect of organization culture, and compensation system to turnover intention nurses. There are 62 respondents for the samples and data analysis during the research is held by using pearson product moment and multiple linier regression. According to the analysis, it is concluded as the followings: organization culture has a negative effect on turnover intention (r = - 0.453); system compensation has a negative effect on turnover intention (r = - 0.633). The results obtained from the multiple linear regression that the more dominant sub variables affecting the desire to change job is variable adjustment capability with a beta value of ( 0.413). Based on that results, therefore the research questions are solved. That turnover intentions is affected by organization culture and compensation system. Therefore, in order to push the turnover intentions in a low number, the management need to take efforts to improve the organization culture and compensation system of the employees.