PENGARUH KEADILAN ORGANISASI DAN KEPRIBADIAN AFEKTIF TERHADAP TINGKAT KEINGINAN TURNOVER KARYAWAN DI PT AISIN INDONESIA

• Main Authors: , Sares Namara, , Prof. Dr. Djamaludin Ancok., MA.
• Format: Theses and Dissertations NonPeerReviewed
• Published: [Yogyakarta] : Universitas Gadjah Mada 2013
• Subjects: ETD
• Online Access: https://repository.ugm.ac.id/119182/; http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=59177
• Institution: Universitas Gadjah Mada

This research was held at PT Aisin Indonesia, Cikarang. The objective of this research was to explore whether there is an influence of organisational justice to turnover intention of the employee. The sampling method was convenience sampling from each department among all permanent employees of PT Aisin Indonesia, which was our target population. The datas were analysed using partial correlation analysis and multiple linear regression. The independent variables were organisational justice that has three domains which were distributive justice, procedural justice, and interactional justice, also the positive and negative affection. The dependent variable was turnover intention. Partial correlation between distributive justice and turnover intention was reversal and significant at the confidence interval 95% (sig.= 0.01 and � = -.216). Partial correlation between procedural justice and turnover intention was reversal and significant (sig. = 0.000 and � = -.436). Partial correlation between interactional justice and turnover intention was reversal and insignificant (sig. = 0.666 and � = -.034). Partial correlation between positive affection and turnover intention was reversal and insignificant (sig. = 0.147 and � = -.112). Partial correlation between negative affection and turnover intention was in line and insignificant (sig. = 0.129 dan B = .118). The standardized � coefficient for procedural justice was the highest among all variables that is 0.436 with highest significant level (0.000). Multiple correlation between distributive, procedural, interactional justice and affection to turnover intention had medium strength correlation and significant (R = 0.601 dan p = 0.000). Determination coeficient R2 is 0.361 wich means 36.1% change in turnover intention can be predicted by organizational justice and affective variables. The rest (63.9%) is determined by other variables that are not analyzed in this research.