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Pengaruh Ketidakamanan Kerja, Komitmen Organisasional dan Kepercayaan Organisasional pada Keinginan Berpindah

Management Analysis Journal · Vol. 5 No. 3 (2017)

DOI
10.15294/maj.v5i3.9272
ISSN
2502-1451, 2252-6552
Terbit
2017-04-25
Penerbit
Universitas Negeri Semarang
Bahasa
eng

Abstrak

The purpose of this study is to examine the effects of job insecurity, organizational commitment, and organizational trust on turnover intentions. The samples that were used in this study were 104 employees obtained by using the Slovin’s formula. The data were collected by using questionnaire method. The data analysis usespercentage descriptive analysis, and partial regression analysis uses SPSS for Windows version 16. The results of this study show that job insecurity influences turnover intentionspositively and significantly, while the organizational commitment and organizational trust influencenegatively and significantly. The study concluded that the higher job insecurity is, the higher turnover intentionswill be, and the higher commitment and organizational trust are, the lower turnover intentions will be. The suggestions from this study are to minimize job insecurity and turnover intentions and to increase the commitment and organizational trust, such as bythe availability of employee briefing-and-sharing with the leader, giving punishments if the employee resigns before the specified time period and giving rewards for employees with achievements.

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32 penulis · 78 tautan kepenulisan bersama · 4 lintas organisasi

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  • State University of Semarang
  • Universitas Jambi
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  • Organisasi berbeda
  • Organisasi sama
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Rekan penulisOrganisasiArtikel bersama
Ahmad NurkhinState University of Semarang4
Hasan MukhibadState University of Semarang3
Muhsin MuhsinState University of Semarang3
Margareta RahayuningsihState University of Semarang2
Kusumantoro KusumantoroState University of Semarang2
Arief YuliantoState University of Semarang1
Sucihatiningsih Dian Wisika PrajantiState University of Semarang1
Ngabiyanto NgabiyantoState University of Semarang1
Suminar SuminarState University of Semarang1
Moh. KhoiruddinState University of Semarang1
Tsabit Azinar AhmadState University of Semarang1
Dina CahyaningrumState University of Semarang1
KardoyoAfiliasi tidak diketahui1
FachrurrozieAfiliasi tidak diketahui1
Abdul HobarState University of Semarang1
Kardoyo KardoyoState University of Semarang1
Satsya Yoga BaswaraState University of Semarang1
Anna Kania WidiatamiState University of Semarang1
Maria UlfaUniversitas Jambi1
Nina OktarinaState University of Semarang1
Siti MursidahState University of Semarang1
Heri YantoState University of Semarang1
Ida Sanjaya DewiState University of Semarang1
Lutfianita NoviraState University of Semarang1
Gitria Romadhona PutriAfiliasi tidak diketahui1
Mufti AspiyahAfiliasi tidak diketahui1
Ayun PratiwiState University of Semarang1
Ayunda Putri LarasatiState University of Semarang1
Isna Tianafitri IndraswariState University of Semarang1
Puji WinarsihState University of Semarang1

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Sumber metadata: OAI-PMH (metadata jurnal) https://journal.unnes.ac.id/sju/index.php/maj/oai, pertama di-harvest 6 Nov 2026, terakhir terlihat 6 Nov 2026.
Metadata asli (oai_dc) 
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	<dc:title xml:lang="en-US">Pengaruh Ketidakamanan Kerja, Komitmen Organisasional dan Kepercayaan Organisasional pada Keinginan Berpindah</dc:title>
	<dc:creator>nurudin, fadzilah</dc:creator>
	<dc:creator>Martono, S</dc:creator>
	<dc:description xml:lang="en-US">The purpose of this study is to examine the effects of job insecurity, organizational commitment, and organizational trust on turnover intentions. The samples that were used in this study were 104 employees obtained by using the Slovin’s formula. The data were collected by using questionnaire method. The data analysis usespercentage descriptive analysis, and partial regression analysis uses SPSS for Windows version 16. The results of this study show that job insecurity influences turnover intentionspositively and significantly, while the organizational commitment and organizational trust influencenegatively and significantly. The study concluded that the higher job insecurity is, the higher turnover intentionswill be, and the higher commitment and organizational trust are, the lower turnover intentions will be. The suggestions from this study are to minimize job insecurity and turnover intentions and to increase the commitment and organizational trust, such as bythe availability of employee briefing-and-sharing with the leader, giving punishments if the employee resigns before the specified time period and giving rewards for employees with achievements.</dc:description>
	<dc:publisher xml:lang="en-US">Universitas Negeri Semarang</dc:publisher>
	<dc:date>2017-04-25</dc:date>
	<dc:type>info:eu-repo/semantics/article</dc:type>
	<dc:type>info:eu-repo/semantics/publishedVersion</dc:type>
	<dc:type xml:lang="en-US">Peer-reviewed Article</dc:type>
	<dc:format>application/pdf</dc:format>
	<dc:identifier>https://journal.unnes.ac.id/sju/maj/article/view/9272</dc:identifier>
	<dc:identifier>10.15294/maj.v5i3.9272</dc:identifier>
	<dc:source xml:lang="en-US">Management Analysis Journal; Vol 5 No 3 (2016): Management Analysis Journal</dc:source>
	<dc:source>2502-1451</dc:source>
	<dc:source>2252-6552</dc:source>
	<dc:source>10.15294/maj.v5i3</dc:source>
	<dc:language>eng</dc:language>
	<dc:relation>https://journal.unnes.ac.id/sju/maj/article/view/9272/7725</dc:relation>
	<dc:rights xml:lang="en-US">Copyright (c) 2017 Management Analysis Journal</dc:rights>
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